The aim of the course is to provide students with familiarity and theoretical knowledge about the basic concepts of strategic human resources management and their importance in other human resources practices.
Course Content
This course contains; HRM Historical Development Process, Transition Process from Personnel Management to Human Resources,Strategic HR Historical Development and Current Approaches,Factors That Reveal the Necessity of HRM to Be Strategy Oriented,Looking at Human Resources Management and Processes from a Strategic Perspective,What is Strategy? What is Strategic Planning?,Why is Strategic Human Resources Management Needed?,What Should Strategic Human Resources Planning Processes Be Like?,What are Strategic Human Resources Approaches?,What are the Benefits of Strategic HRM to Organizations?,Digital Transformation and Use of Artificial Intelligence in HR,The Importance of Talent Management and Performance Management in SIKY,Strategic Human Resources Management Motivation and Employee Commitment,Strategic HR Organizational Change, Human Resources Strategies and Sustainability and Strategic Compensation and Reward System,Strategic International Human Resources Management (SUIKY).
Course Learning Outcomes
Teaching Methods
Assessment Methods
1. Will be able to explain the basic concepts of Strategic Human Resources Management.
16, 9
C
1.1. Interpret strategic human resources processes in businesses.
1.2. Questions the functioning of strategic human resources processes.
2. Will be able to know that adaptation to change, strategy and environment can be achieved through human resources.
16, 9
C
2.1. Identifies the added value created by human resources processes.
2.2. Creates new organizational structures or improves existing ones.
3. Will be able to know the role of human resources in the relationship between human resources and performance.
16, 9
C
3.1. Sets performance targets and follows them.
3.2. Develops appropriate management practices for the business.
4. Will be able to relate strategic human resources management and digital transformation processes.
16, 9
C
4.1. Discusses digital transformation and artificial intelligence applications in Human Resources.
4.2. Evaluates the impact of digital HR systems on organizational processes.
5. Will be able to understand the strategic role of human resources and organizational sustainability processes.
16, 9
C
5.1. It uses tools to motivate employees.
13
5.2. Designs career and succession plans.
5.3. Analyzes strategic compensation and reward systems.
6. The student will be able to explain the Strategic International Human Resources Management (SIHM) approach.
16, 9
C
6.1. Analyzes global human resources practices.
6.2. Evaluates HR adaptation processes in the international environment.
Teaching Methods:
13: Case Study Method, 16: Question - Answer Technique, 9: Lecture Method
Assessment Methods:
C: Multiple-Choice Exam
Course Outline
Order
Subjects
Preliminary Work
1
HRM Historical Development Process, Transition Process from Personnel Management to Human Resources
2
Strategic HR Historical Development and Current Approaches
A SWOT analysis will be conducted at the companies where students will be doing their internships.
3
Factors That Reveal the Necessity of HRM to Be Strategy Oriented
4
Looking at Human Resources Management and Processes from a Strategic Perspective
5
What is Strategy? What is Strategic Planning?
6
Why is Strategic Human Resources Management Needed?
7
What Should Strategic Human Resources Planning Processes Be Like?
8
What are Strategic Human Resources Approaches?
9
What are the Benefits of Strategic HRM to Organizations?
10
Digital Transformation and Use of Artificial Intelligence in HR
11
The Importance of Talent Management and Performance Management in SIKY
12
Strategic Human Resources Management Motivation and Employee Commitment
A case study will be conducted on "Frederick Herzberg's Two-Factor Theory of work motivation and employee satisfaction".
13
Strategic HR Organizational Change, Human Resources Strategies and Sustainability and Strategic Compensation and Reward System
14
Strategic International Human Resources Management (SUIKY)
Resources
Stratejik İnsan Kaynakları Yönetimi, Prof. Dr. Serkan Bayraktaroğlu, Doç. Dr. Erhan Atay, Beta Yayıncılık
Stratejik İnsan Kaynakları Yönetimi, Ve Çağdaş Yaklaşımlar, Yonca Deniz Gürol-Tuğba Karaboğa, Nobel Yayıncılık
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.
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
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
4
Conduct studies at basic level within the field independently
5
Take responsibility as a team member in order to solve unexpected complex problems faced in the implementations within the field
6
Conduct activities towards the development of subordinates within a project
7
Evaluate the acquired knowledge and skills at basic level within the field with a critical approach, determine and respond to learning needs
8
Direct the education received to a higher education level in the same field or to an occupation in the same level
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
11
Share the ideas and solution proposals to problems about issues within the field with professionals and non-professionals
12
Use informatics and communication technologies with at least a minimum level of European Computer Driving License Basic Level software knowledge
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
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
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
0
0
0
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
0
0
0
General Exam
0
0
0
Performance Task, Maintenance Plan
0
0
0
Total Workload(Hour)
0
Dersin AKTS Kredisi = Toplam İş Yükü (Saat)/30*=(0/30)
0
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
STRATEGIC HUMAN RESOURCE MANAGEMENT
İK2215653
Spring Semester
2+0
2
4
Course Program
Prerequisites Courses
Recommended Elective Courses
Language of Course
Turkish
Course Level
Short Cycle (Associate's Degree)
Course Type
Elective
Course Coordinator
Lect. Ceyda SARI
Name of Lecturer(s)
Assoc.Prof. Songül ZEHİR
Assistant(s)
Aim
The aim of the course is to provide students with familiarity and theoretical knowledge about the basic concepts of strategic human resources management and their importance in other human resources practices.
Course Content
This course contains; HRM Historical Development Process, Transition Process from Personnel Management to Human Resources,Strategic HR Historical Development and Current Approaches,Factors That Reveal the Necessity of HRM to Be Strategy Oriented,Looking at Human Resources Management and Processes from a Strategic Perspective,What is Strategy? What is Strategic Planning?,Why is Strategic Human Resources Management Needed?,What Should Strategic Human Resources Planning Processes Be Like?,What are Strategic Human Resources Approaches?,What are the Benefits of Strategic HRM to Organizations?,Digital Transformation and Use of Artificial Intelligence in HR,The Importance of Talent Management and Performance Management in SIKY,Strategic Human Resources Management Motivation and Employee Commitment,Strategic HR Organizational Change, Human Resources Strategies and Sustainability and Strategic Compensation and Reward System,Strategic International Human Resources Management (SUIKY).
Course Learning Outcomes
Teaching Methods
Assessment Methods
1. Will be able to explain the basic concepts of Strategic Human Resources Management.
16, 9
C
1.1. Interpret strategic human resources processes in businesses.
1.2. Questions the functioning of strategic human resources processes.
2. Will be able to know that adaptation to change, strategy and environment can be achieved through human resources.
16, 9
C
2.1. Identifies the added value created by human resources processes.
2.2. Creates new organizational structures or improves existing ones.
3. Will be able to know the role of human resources in the relationship between human resources and performance.
16, 9
C
3.1. Sets performance targets and follows them.
3.2. Develops appropriate management practices for the business.
4. Will be able to relate strategic human resources management and digital transformation processes.
16, 9
C
4.1. Discusses digital transformation and artificial intelligence applications in Human Resources.
4.2. Evaluates the impact of digital HR systems on organizational processes.
5. Will be able to understand the strategic role of human resources and organizational sustainability processes.
16, 9
C
5.1. It uses tools to motivate employees.
13
5.2. Designs career and succession plans.
5.3. Analyzes strategic compensation and reward systems.
6. The student will be able to explain the Strategic International Human Resources Management (SIHM) approach.
16, 9
C
6.1. Analyzes global human resources practices.
6.2. Evaluates HR adaptation processes in the international environment.
Teaching Methods:
13: Case Study Method, 16: Question - Answer Technique, 9: Lecture Method
Assessment Methods:
C: Multiple-Choice Exam
Course Outline
Order
Subjects
Preliminary Work
1
HRM Historical Development Process, Transition Process from Personnel Management to Human Resources
2
Strategic HR Historical Development and Current Approaches
A SWOT analysis will be conducted at the companies where students will be doing their internships.
3
Factors That Reveal the Necessity of HRM to Be Strategy Oriented
4
Looking at Human Resources Management and Processes from a Strategic Perspective
5
What is Strategy? What is Strategic Planning?
6
Why is Strategic Human Resources Management Needed?
7
What Should Strategic Human Resources Planning Processes Be Like?
8
What are Strategic Human Resources Approaches?
9
What are the Benefits of Strategic HRM to Organizations?
10
Digital Transformation and Use of Artificial Intelligence in HR
11
The Importance of Talent Management and Performance Management in SIKY
12
Strategic Human Resources Management Motivation and Employee Commitment
A case study will be conducted on "Frederick Herzberg's Two-Factor Theory of work motivation and employee satisfaction".
13
Strategic HR Organizational Change, Human Resources Strategies and Sustainability and Strategic Compensation and Reward System
14
Strategic International Human Resources Management (SUIKY)
Resources
Stratejik İnsan Kaynakları Yönetimi, Prof. Dr. Serkan Bayraktaroğlu, Doç. Dr. Erhan Atay, Beta Yayıncılık
Stratejik İnsan Kaynakları Yönetimi, Ve Çağdaş Yaklaşımlar, Yonca Deniz Gürol-Tuğba Karaboğa, Nobel Yayıncılık
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.
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
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
4
Conduct studies at basic level within the field independently
5
Take responsibility as a team member in order to solve unexpected complex problems faced in the implementations within the field
6
Conduct activities towards the development of subordinates within a project
7
Evaluate the acquired knowledge and skills at basic level within the field with a critical approach, determine and respond to learning needs
8
Direct the education received to a higher education level in the same field or to an occupation in the same level
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
11
Share the ideas and solution proposals to problems about issues within the field with professionals and non-professionals
12
Use informatics and communication technologies with at least a minimum level of European Computer Driving License Basic Level software knowledge
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
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
