Master of Business Administration in Human Resource Management

Faculty: Faculty of Business Studies (FBS)

Department: Department of Business Administration in Management Studies

Program: Master of Business Administration in Human Resource Management

Applied only for students, completed undergraduation from BUP.

1st Semester

Objectives

  • Objectives of the current course are as follows: 1. To describe the strategic importance of staffing. 2. To understand the impact of the external environment on staffing. 3. To develop a workforce plan. 4. To evaluate the current issues and methodologies used in recruitment and selection. 5. To decision making models. 6. To explain the interdependence of staffing with other HRM functions. 7. To review and analyze relevant employment legislation. 8. To develop and apply interview techniques. 9. To recommend retention strategies. 10. To discuss current issues in staffing.

Outcomes

  • Upon completion of this course students will be able to:

References

  • Strategic Human Resources Planning – Monica Belcourt
  • Human Resource Planning- Concept based notes
  • Talent Management

Objectives

  • To underscore the growing importance of integrated information technology in the management of organizations and people and the changing relationship between information systems technology and HRM
  • To enable students understand a variety of information sources and processes used in HRIS
  • To impart a working knowledge of the application of Information Technology to specific HR functions and to integrated HR management
  • To gain skills-based knowledge of a leading edge in HRIS

Outcomes

References

  • Human Resource Information Systems: Basics, Applications, and Future Directions
  • Human Resource Management Systems: Strategies, Tactics, and Techniques

Objectives

  • 1. To develop skills in generating and using personal data in making career decisions and self-development plans. 2. To develop a conceptual picture of the job search process and a plan for managing it. 3. To increase understanding of current career related issues facing individuals and organizations. 4. To demonstrate an ability to prepare for multiple roles throughout life by describing the career development process including career awareness, career exploration, career preparation, and career training. 5. To review alternate learning strategies and environments for different careers and different life stages. 6. To develop strategies to prepare for career transition, select appropriate courses to match personal career plans.

Outcomes

  • Clarify their values, interests, strengths and skills. 2. Articulate their transferable, liberal arts, graduate school and work-related skills. 3. Identify and research a wide variety of career fields and opportunities

References

  • Career Management

Objectives

  • • Discuss the issues, opportunities and challenges and pertaining to international HRM. • Discuss develop competencies in dealing with cross cultural situations.  • Explain the strategic and financial roles of HRM in various international contexts, especially in areas such as recruitment and selection, performance management, training and development, career management, compensation, repatriation. Plan a project

Outcomes

  • Student’s Learning Outcomes:
  • Student’s Learning Outcomes: 1. Students will be able to better understand to manage people in a multinational context. 2.  They will learn Learn more to enhance managerial power. 3.  They will learn how develop skills to be a more effective human resource manager

References

  • International Human Resource Management: Managing People in a Multinational Context by Peter J. Dowling and et. all (1999), South-Western College Publishing, USA,Anne-Will Harzing and Joris Van Ruysseveldt (2004),International Human Resource Management, Second Edition, SAGE Publications, London Harzing A, Ashly, International Human Resource Management, 14th
  • International Human Resource Management: Managing People in a Multinational Context by Peter J. Dowling and et. all (1999), South-Western College Publishing, USA,Anne-Will Harzing and Joris Van Ruysseveldt (2004),International Human Resource Management, Second Edition, SAGE Publications, London Harzing A, Ashly, International Human Resource Management, 14th

Objectives

  • The core objective of the course is to acquire knowledge about conflict management to comprehend conflict, its resolutions and negotiation. Specific learning objectives for this course are as follows:  Understand the significance of conflict management.  Know different viewpoints about conflict.  Distinguish between functional and dysfunctional conflict.  Understand different levels of conflict.  Know basic factors that have the potential to cause conflict.  Comprehend the importance of managing conflict.  Being aware of the types of negotiation.  Study mediation and arbitration as method of conflict resolution.  Develop assertive behavior and avoid perceptual biases.

Outcomes

  • On completion of this unit, you should be able to:  Appreciate the importance of functional conflict and consequences of dysfunctional conflict.  Explain the models of conflict;  Understand the key aspects of intra-personal conflict;  Evaluate the issues that can cause interpersonal conflict;  Elaborate organizational conflict factors;  Apply different techniques to resolve interpersonal conflict;  Apply the negotiation techniques;  Implement third party involvement to resolve conflict;  Justify the conflict resolution process;

References

  • Corporate Conflict Management- Corporate and Skills: E. Leela Rout and Nelson Omiko (Latest Edition)

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2nd Semester

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