Week |
Subject |
Related Preparation |
1) |
Presentation about the course and provides information about the course materials
|
course notes |
2) |
• Introduction to Personnel Management
• Introduction to Human Resources Management
• Introduction to Strategic Human Resources Management |
course notes |
3) |
• Introduction to Learning Concept
• Explaining the Concept of Learning
• Explaining the Concept of Development
• Explaining the Concept of Education |
course notes |
4) |
• To have information about vocational training
• To have information about Technical Education |
course notes |
5) |
• Understand the Importance of the Concept of Education
• Understand the Importance of the Concept of Education |
course notes |
6) |
• Determining Performance Evaluation Objectives
• Creating Performance Criteria |
course notes |
7) |
• Comparison of Financial and Non-Financial Awards
• Establishment of the link between wage and job valuation systems |
course notes |
8) |
mid term |
|
9) |
• Explaining the Concept of Learning
• Explaining the Concept of Development
• Explaining the Concept of Education |
course notes |
10) |
• Comprehension of Information on the Mobility of Labor Force
• To have knowledge about labor supply
• To have knowledge about labor demand
• Defining the Components of the Workforce
• Explaining the Labor Force Participation Rate |
course notes |
11) |
• Understanding the Human Resources Procurement and Selection Process
• Handling of Internal Resources in Human Resources
• Addressing External Resources in Human Resources |
course notes |
12) |
• Understanding the Use of Quality in Business
• Understanding the Positive and Negative Consequences of Quality in Work Life |
course notes |
13) |
• Hale Effect
• Positive – Towards Negative Points
• Recent Events
• Contrast Error
• Personal Prejudices
• Working Life Quality
• Errors in Performance Evaluation Process |
course notes |
14) |
review |
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Program Outcomes |
Level of Contribution |
1) |
2 He/she can organize the process of training, development, career management.
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|
1) |
1 He/she defines Human Resources Management’s historical development and basic senses.
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3) |
3 He/she can orginaze performance management and rate system of firms.
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4) |
4 He/she can manage the process of recruitment at human resources management.
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5) |
5 Furthermore private sector, he/she defines public authority’s and organization’s personal laws and regulations
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6) |
6 He/she can do the procedure of official correspondence rules and filling system at his/her work.
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7) |
7 He/she can analysis labor legislation and occupational health and safety.
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8) |
8 He/she can do researching and reporting. |
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