Course Detail
Course Description
| Course | Code | Semester | T+P (Hour) | Credit | ECTS |
|---|---|---|---|---|---|
| HUMAN RESOURCES MANAGEMENT | İK1277290 | Spring Semester | 3+0 | 3 | 5 |
| Course Program |
| Prerequisites Courses | |
| Recommended Elective Courses |
| Language of Course | Turkish |
| Course Level | Short Cycle (Associate's Degree) |
| Course Type | Required |
| Course Coordinator | Lect. Ceyda SARI |
| Name of Lecturer(s) | Lect. Ceyda SARI |
| Assistant(s) | |
| Aim | The aim of this course is to examine the main functions of HRM from an international and comparative perspective. The strategic role of HRM within the organization will be analyzed. The underlying theme is the need for effective management of people within the working environment. Students will be expected to be able to identify the key areas of HRM, the problems faced by HR managers and the functions required of this department in organizations, to be aware of conflicting theories that explain current practices and to understand how to manage the human assets of the company efficiently. |
| Course Content | This course contains; General information and history about Human Resources Management,Human Resources Management Principles and Objectives, Organization, Employee Finding and Selection,Business Analysis and Job Design,Staff Education and Development,Performance Assessment, Career Management,Wage Systems and Job Evaluation,Work Life Basic Parametres / its relation establishment,Work Life Basic Parametres / its relation with respect to time,Work Life Basic Parametres / its termination and Consequences,HR and Discipline Applications and Disputes Arising from the Termination of Employment Contracts,Strategic Human Resources Management,Digitalization in Human Resources Management. |
| Course Learning Outcomes | Teaching Methods | Assessment Methods |
| 1. Will be able to explain the fundamental concepts, development and importance of human resources management. | 10, 16, 9 | A, C |
| 1.1. Explains the concept of human resources management. | ||
| 1.2. Relates human resources management to other management functions. | ||
| 1.3. Evaluates the historical development of human resources management. | ||
| 1.4. Explains the importance of human resources management for organizations and the principles of professional ethical conduct. | ||
| 1.5. Explains fundamental theoretical knowledge in HRM. | ||
| 1.6. Evaluates contemporary approaches in HRM. | ||
| 2. Will be able to analyze and plan human resources planning and job analysis processes. | 10, 16, 9 | A, C |
| 2.1. Explains the process of identifying human resource requirements. | ||
| 2.2. Analyzes internal and external environmental factors affecting HR planning. | ||
| 2.3. Explains job design techniques. | ||
| 2.4. Explains the job analysis process. | ||
| 3. Will be able to explain and implement recruitment, selection, and placement processes. | 10, 16, 9 | A, C |
| 3.1. Explains basic concepts related to recruitment. | ||
| 3.2. Compares personnel selection methods. | ||
| 3.3. Explains interview techniques. | ||
| 3.4. Integrates theoretical and practical knowledge in recruitment processes. | ||
| 4. Will be able to plan and evaluate training and development processes. | 10, 16, 9 | A, C |
| 4.1. Explains the importance of training and development activities. | ||
| 4.2. Explains training needs analysis. | ||
| 4.3. Explains training planning methods. | ||
| 4.4. Explains the implementation of training programs. | ||
| 4.5. Evaluates training programs. | ||
| 5. Will be able to describe and evaluate performance, career, and talent management processes. | 10, 16, 9 | A, C |
| 5.1. Explains the relationship between individual and organizational performance. | ||
| 5.2. Explains the components of performance management systems. | ||
| 5.3. Explains performance appraisal methods. | ||
| 5.4. Explains talent management processes. | ||
| 6. Will be able to explain and evaluate wage, job evaluation, and organizational justice practices. | 10, 16, 9 | A, C |
| 6.1. Explains compensation and benefits systems. | ||
| 6.2. Evaluates the impact of job evolution on organizational justice. | ||
| 7. Will be able to analyze industrial relations processes and problems in working life. | 10, 13, 16, 9 | A, C |
| 7.1. Explains fundamental principles of employer–employee relations. | ||
| 7.2. Explains the industrial relations system. | ||
| 7.3. Explains potential problems in working life and labor disputes. | ||
| 7.4. Calculates the severance pay for an employee whose employment contract has been terminated. | ||
| 7.5. Explains basic concepts of occupational health and safety. | ||
| 8. Will be able to explain Strategic Human Resources Management and digitalization in human resources management. | 10, 16, 9 | A, C |
| 8.1. Understands the evolution from personnel management to strategic human resources management and the reasons behind this evolution. | ||
| 8.2. Explains the impact of digitalization on human resources management and how this impact is reflected in human resources processes. | ||
| 8.3. Exemplifies the use of artificial intelligence in human resources management processes. |
| Teaching Methods: | 10: Discussion Method, 13: Case Study Method, 16: Question - Answer Technique, 9: Lecture Method |
| Assessment Methods: | A: Traditional Written Exam, C: Multiple-Choice Exam |
Course Outline
| Order | Subjects | Preliminary Work |
|---|---|---|
| 1 | General information and history about Human Resources Management | |
| 2 | Human Resources Management Principles and Objectives, Organization | |
| 3 | Employee Finding and Selection | |
| 4 | Business Analysis and Job Design | |
| 5 | Staff Education and Development | |
| 6 | Performance Assessment | |
| 7 | Career Management | |
| 8 | Wage Systems and Job Evaluation | |
| 9 | Work Life Basic Parametres / its relation establishment | |
| 10 | Work Life Basic Parametres / its relation with respect to time | |
| 11 | Work Life Basic Parametres / its termination and Consequences | |
| 12 | HR and Discipline Applications and Disputes Arising from the Termination of Employment Contracts | |
| 13 | Strategic Human Resources Management | |
| 14 | Digitalization in Human Resources Management |
| Resources |
| Presentations will be uploaded to Mebis |
| The topics in the documents uploaded to MEBIS as student course materials are based on various academic publications. The book "Human Resources Management" (Prof. Dr. Canan ÇETİN - Beta Publications) is used as a reference. |
Course Contribution to Program Qualifications
| Course Contribution to Program Qualifications | |||||||
| No | Program Qualification | Contribution Level | |||||
| 1 | 2 | 3 | 4 | 5 | |||
| 1 | To have basic theoretical and practical knowledge supported by textbooks, application tools and other resources containing current information in the field. | X | |||||
| 2 | Gain the skills to use basic level theoretical and practical knowledge acquired within the field in the same field of a higher education level or in a field of same level | X | |||||
| 3 | Interpret and evaluate data, define problems, do analysis, produce solutions based on proof with using basic level knowledge and practices gained within the field | X | |||||
| 4 | Conduct studies at basic level within the field independently | X | |||||
| 5 | Take responsibility as a team member in order to solve unexpected complex problems faced in the implementations within the field | X | |||||
| 6 | Conduct activities towards the development of subordinates within a project | X | |||||
| 7 | Evaluate the acquired knowledge and skills at basic level within the field with a critical approach, determine and respond to learning needs | X | |||||
| 8 | Direct the education received to a higher education level in the same field or to an occupation in the same level | X | |||||
| 9 | Gain awareness of lifelong learning | ||||||
| 10 | Transfer the ideas based on the basic knowledge and skills acquired within the field through written and oral communication | X | |||||
| 11 | Share the ideas and solution proposals to problems about issues within the field with professionals and non-professionals | X | |||||
| 12 | Use informatics and communication technologies with at least a minimum level of European Computer Driving License Basic Level software knowledge | X | |||||
| 13 | Possess social, scientific, cultural and ethic values on the stages of gathering, implementation and release of the results of data related to the field | X | |||||
| 14 | Possess sufficient consciousness about the issues of universality of social rights, social justice, quality, cultural values and also, environmental protection, worker's health and security | X | |||||
Assessment Methods
| Contribution Level | Absolute Evaluation | |
| Rate of Midterm Exam to Success | 40 | |
| Rate of Final Exam to Success | 60 | |
| Total | 100 | |
| ECTS / Workload Table | ||||||
| Activities | Number of | Duration(Hour) | Total Workload(Hour) | |||
| Course Hours | 3 | 14 | 42 | |||
| Guided Problem Solving | 0 | 0 | 0 | |||
| Resolution of Homework Problems and Submission as a Report | 0 | 0 | 0 | |||
| Term Project | 0 | 0 | 0 | |||
| Presentation of Project / Seminar | 0 | 0 | 0 | |||
| Quiz | 0 | 0 | 0 | |||
| Midterm Exam | 1 | 15 | 15 | |||
| General Exam | 1 | 30 | 30 | |||
| Performance Task, Maintenance Plan | 16 | 3 | 48 | |||
| Total Workload(Hour) | 135 | |||||
| Dersin AKTS Kredisi = Toplam İş Yükü (Saat)/30*=(135/30) | 5 | |||||
| ECTS of the course: 30 hours of work is counted as 1 ECTS credit. | ||||||
Detail Informations of the Course
Course Description
| Course | Code | Semester | T+P (Hour) | Credit | ECTS |
|---|---|---|---|---|---|
| HUMAN RESOURCES MANAGEMENT | İK1277290 | Spring Semester | 3+0 | 3 | 5 |
| Course Program |
| Prerequisites Courses | |
| Recommended Elective Courses |
| Language of Course | Turkish |
| Course Level | Short Cycle (Associate's Degree) |
| Course Type | Required |
| Course Coordinator | Lect. Ceyda SARI |
| Name of Lecturer(s) | Lect. Ceyda SARI |
| Assistant(s) | |
| Aim | The aim of this course is to examine the main functions of HRM from an international and comparative perspective. The strategic role of HRM within the organization will be analyzed. The underlying theme is the need for effective management of people within the working environment. Students will be expected to be able to identify the key areas of HRM, the problems faced by HR managers and the functions required of this department in organizations, to be aware of conflicting theories that explain current practices and to understand how to manage the human assets of the company efficiently. |
| Course Content | This course contains; General information and history about Human Resources Management,Human Resources Management Principles and Objectives, Organization, Employee Finding and Selection,Business Analysis and Job Design,Staff Education and Development,Performance Assessment, Career Management,Wage Systems and Job Evaluation,Work Life Basic Parametres / its relation establishment,Work Life Basic Parametres / its relation with respect to time,Work Life Basic Parametres / its termination and Consequences,HR and Discipline Applications and Disputes Arising from the Termination of Employment Contracts,Strategic Human Resources Management,Digitalization in Human Resources Management. |
| Course Learning Outcomes | Teaching Methods | Assessment Methods |
| 1. Will be able to explain the fundamental concepts, development and importance of human resources management. | 10, 16, 9 | A, C |
| 1.1. Explains the concept of human resources management. | ||
| 1.2. Relates human resources management to other management functions. | ||
| 1.3. Evaluates the historical development of human resources management. | ||
| 1.4. Explains the importance of human resources management for organizations and the principles of professional ethical conduct. | ||
| 1.5. Explains fundamental theoretical knowledge in HRM. | ||
| 1.6. Evaluates contemporary approaches in HRM. | ||
| 2. Will be able to analyze and plan human resources planning and job analysis processes. | 10, 16, 9 | A, C |
| 2.1. Explains the process of identifying human resource requirements. | ||
| 2.2. Analyzes internal and external environmental factors affecting HR planning. | ||
| 2.3. Explains job design techniques. | ||
| 2.4. Explains the job analysis process. | ||
| 3. Will be able to explain and implement recruitment, selection, and placement processes. | 10, 16, 9 | A, C |
| 3.1. Explains basic concepts related to recruitment. | ||
| 3.2. Compares personnel selection methods. | ||
| 3.3. Explains interview techniques. | ||
| 3.4. Integrates theoretical and practical knowledge in recruitment processes. | ||
| 4. Will be able to plan and evaluate training and development processes. | 10, 16, 9 | A, C |
| 4.1. Explains the importance of training and development activities. | ||
| 4.2. Explains training needs analysis. | ||
| 4.3. Explains training planning methods. | ||
| 4.4. Explains the implementation of training programs. | ||
| 4.5. Evaluates training programs. | ||
| 5. Will be able to describe and evaluate performance, career, and talent management processes. | 10, 16, 9 | A, C |
| 5.1. Explains the relationship between individual and organizational performance. | ||
| 5.2. Explains the components of performance management systems. | ||
| 5.3. Explains performance appraisal methods. | ||
| 5.4. Explains talent management processes. | ||
| 6. Will be able to explain and evaluate wage, job evaluation, and organizational justice practices. | 10, 16, 9 | A, C |
| 6.1. Explains compensation and benefits systems. | ||
| 6.2. Evaluates the impact of job evolution on organizational justice. | ||
| 7. Will be able to analyze industrial relations processes and problems in working life. | 10, 13, 16, 9 | A, C |
| 7.1. Explains fundamental principles of employer–employee relations. | ||
| 7.2. Explains the industrial relations system. | ||
| 7.3. Explains potential problems in working life and labor disputes. | ||
| 7.4. Calculates the severance pay for an employee whose employment contract has been terminated. | ||
| 7.5. Explains basic concepts of occupational health and safety. | ||
| 8. Will be able to explain Strategic Human Resources Management and digitalization in human resources management. | 10, 16, 9 | A, C |
| 8.1. Understands the evolution from personnel management to strategic human resources management and the reasons behind this evolution. | ||
| 8.2. Explains the impact of digitalization on human resources management and how this impact is reflected in human resources processes. | ||
| 8.3. Exemplifies the use of artificial intelligence in human resources management processes. |
| Teaching Methods: | 10: Discussion Method, 13: Case Study Method, 16: Question - Answer Technique, 9: Lecture Method |
| Assessment Methods: | A: Traditional Written Exam, C: Multiple-Choice Exam |
Course Outline
| Order | Subjects | Preliminary Work |
|---|---|---|
| 1 | General information and history about Human Resources Management | |
| 2 | Human Resources Management Principles and Objectives, Organization | |
| 3 | Employee Finding and Selection | |
| 4 | Business Analysis and Job Design | |
| 5 | Staff Education and Development | |
| 6 | Performance Assessment | |
| 7 | Career Management | |
| 8 | Wage Systems and Job Evaluation | |
| 9 | Work Life Basic Parametres / its relation establishment | |
| 10 | Work Life Basic Parametres / its relation with respect to time | |
| 11 | Work Life Basic Parametres / its termination and Consequences | |
| 12 | HR and Discipline Applications and Disputes Arising from the Termination of Employment Contracts | |
| 13 | Strategic Human Resources Management | |
| 14 | Digitalization in Human Resources Management |
| Resources |
| Presentations will be uploaded to Mebis |
| The topics in the documents uploaded to MEBIS as student course materials are based on various academic publications. The book "Human Resources Management" (Prof. Dr. Canan ÇETİN - Beta Publications) is used as a reference. |
Course Contribution to Program Qualifications
| Course Contribution to Program Qualifications | |||||||
| No | Program Qualification | Contribution Level | |||||
| 1 | 2 | 3 | 4 | 5 | |||
| 1 | To have basic theoretical and practical knowledge supported by textbooks, application tools and other resources containing current information in the field. | X | |||||
| 2 | Gain the skills to use basic level theoretical and practical knowledge acquired within the field in the same field of a higher education level or in a field of same level | X | |||||
| 3 | Interpret and evaluate data, define problems, do analysis, produce solutions based on proof with using basic level knowledge and practices gained within the field | X | |||||
| 4 | Conduct studies at basic level within the field independently | X | |||||
| 5 | Take responsibility as a team member in order to solve unexpected complex problems faced in the implementations within the field | X | |||||
| 6 | Conduct activities towards the development of subordinates within a project | X | |||||
| 7 | Evaluate the acquired knowledge and skills at basic level within the field with a critical approach, determine and respond to learning needs | X | |||||
| 8 | Direct the education received to a higher education level in the same field or to an occupation in the same level | X | |||||
| 9 | Gain awareness of lifelong learning | ||||||
| 10 | Transfer the ideas based on the basic knowledge and skills acquired within the field through written and oral communication | X | |||||
| 11 | Share the ideas and solution proposals to problems about issues within the field with professionals and non-professionals | X | |||||
| 12 | Use informatics and communication technologies with at least a minimum level of European Computer Driving License Basic Level software knowledge | X | |||||
| 13 | Possess social, scientific, cultural and ethic values on the stages of gathering, implementation and release of the results of data related to the field | X | |||||
| 14 | Possess sufficient consciousness about the issues of universality of social rights, social justice, quality, cultural values and also, environmental protection, worker's health and security | X | |||||
Assessment Methods
| Contribution Level | Absolute Evaluation | |
| Rate of Midterm Exam to Success | 40 | |
| Rate of Final Exam to Success | 60 | |
| Total | 100 | |