Human Resources Management Course Descriptions
Credits: 3 Hours Prerequisites: HUM12
This course aims to examine the importance of effective leadership in helping the organizations define and achieve short and long term goals. It focuses on defining Leadership Trait theories, Behavioral theories, Contingency theories, and Modern theories. The course reviews the importance of leaders‘ role in developing and empowering employees; teamwork; safety; standardization; PDCA; Kaizen; idea systems; training; and more.
Credits: 3 Hours
Prerequisites: HUM121, MGT231
This course provides students with the knowledge and skills to help others manage their careers while learning how to manage their own careers. Topics will include self- assessments, motivation theory, professional skill-development, career ladders, labor market/occupational trends, market research, personal branding, job search techniques, resume writing, interviewing skills, negotiating, networking and creating work-life balance
Credits: 3 Hours Prerequisites: HRM241
This course is designed to present a set of activities aimed at managing Organizational Human Resources at the international level to achieve organizational objectives and achieve competitive advantage over competitors at national and international level. IHRM includes typical HRM functions such as recruitment, selection, training and development, performance appraisal and dismissal done at the international level, and additional activities such as global skills management, expatriate management.
Credits: 3 Hours Prerequisites: HRM241
This interactive, theoretically anchored, and applied course is aimed at understanding the processes and practices of developing human capital. It covers how organizations train and develop their employees, performance management as an evaluative and developmental tool, and the strategic development of talent framed within the context of talent leadership.
Credits: 3 Hours Prerequisites: HRM241
This course provides an introduction to Performance Management. It focuses on introducing students to the effective process of Performance Management. It presents fundamental concepts concerning Performance Management, its nature, aims, characteristics, concerns, methods used, and guiding principles. It is also dedicated to
introducing them to the three levels of Performance Management: the Individual, Group, and Organizational Levels.
Credits: 3 Hours
Prerequisites: HRM241, HRM351
This course is designed to enable students to acquire basic knowledge about theories and practices concerning the Strategic Human Resources Management, with an emphasis on specific topics such as Crisis Management, Knowledge Management and Talent Management.
Credits: 4 Hours
Prerequisites: LRA405, LRA406
This course and HRM483 provide students with practical and professional experience through work with approved organizations. It should prepare students for near-future job opportunities.
Credits: 3 Hours Prerequisites: HRM241
This course includes a comparative study of different types of organizational conflicts in Egypt and Japan resulting from interpersonal communication, group interaction, workplace violence, diversity, and so on. The class will present topics as well as ways to resolve the conflict through conflict management, negotiation and alternative dispute resolution. In addition, the course will concentrate on developing one's own conflict management skills through cases and exercises
Credits: 3 Hours Prerequisites: HRM351
This course is designed to address diversity issues, such as an understanding and acceptance of managing diversity concepts, recognition that diversity is threaded through every aspect of management, self-awareness, understanding different cultures, identities, biases, prejudices, and stereotypes, and willingness to challenge and change institutional practices that present barriers to different groups.
Credits: 4 Hours Prerequisites: HRM472
This is an extension of HRM472
HRM484 Staffing Credits: 3 Hours Prerequisites: HRM241
This course focuses on the effective management of the flow of talent into and through organizations. It covers human resource planning, recruiting and selection, career transitions and other workforce movement. An important goal of the class will be to provide opportunities to develop hands-on skills that are relevant to effectively managing talent flow.
HRM485 Compensation and Rewards
Credits: 3 Hours Prerequisites: HRM241
This course will help students understand the theoretical basis for compensation and other rewards systems and provide a practical understanding of how compensation and reward systems work. The economic, psychological and strategic aspects of rewards systems are covered. A series of exercises provide hands-on experience with major compensation and rewards practices.
HRM487 Human Resource Information systems
Credits: 3 Hours
Prerequisites: HRM241, MGT324
This course is intended to help as a guide the student as he/she plans, designs, and implements an HRIS. A more thorough understanding of requirements and alternatives leads to more successful and flexible HR systems. We will look at the best ways to create that understanding by combining the technical and functional foundations for students to understand HR management information systems that compose an organization's HRIS technology infrastructure. The purpose is for the student to gain an understanding of these technologies as they relate to, and are used in a business setting. Students in the course are expected to develop a general knowledge of currently available Human Resource Information Systems with regard to their capabilities and limitations. A well-designed human resources information system (HRIS) is a powerful, computer-based tool that enables the student to enter and update all types of employee-related information quickly and easily. It lets you access and generate a wealth of HR management information, and produce internal reports and external compliance reports as needed. HRIS significantly contributes to the efficiency and effectiveness of your HR function. Students gain basic skills using technology and become familiar with methods, resources, and criteria for evaluating and selecting resources and technology appropriate to the Human Resources function.
