DESCRIPTION OF MAJOR MODULE S IN HUMAN RESOURCE MANAGEMENT
HREM 9214 Performance and Motivation Management 10 Credits
This Module is designed to provide a comprehensive view of the motivation; concepts and theories, development, and implementation of a “total compensation” program of both direct and indirect forms of compensation. It identifies issues in designing traditional and alternative reward strategies, administering retirement, health and deferred compensation plans as well as communication strategies for such an integrated compensation system. In addition, the Module examines the importance of an effective performance management system in helping organizations define and achieve long- term and short-term goals vital to its overall success. It explains and reinforces the concept that performance management is not a one-time supervisory event, but an ongoing process of planning, facilitating, assessing and improving individual and organizational performance. A focus on practical learning will give students the knowledge and skills needed to direct and support supervisors in this important management function.
HREM 9221 Labor Laws and Employee Relations Management 10 Credits
This Module provides knowledge on theories of human relationship at workplace, ethical behavior, Labour relations laws, employment laws, equals employment issues, and discrimination. Many employment laws (e.g., minimum wage regulations, employment discrimination, workers’ compensation, workplace safety, human trafficking, and Whistleblower) were enacted as protective Labour legislation. It further looks at the International Labour Organization (ILO) Laws, the rights and privileges of workers, and the structured remedies available to employees and employers during Labour disputes. The process workers unionism, collective bargaining process, fair Labour practices, and unfair labour practices will be discussed.
HREM 9222 Compensation and Benefits Management 10 Credits
This Module examines the full range of compensation topics with emphasis on how compensation systems will likely impact productivity, equity, and the firm’s ability to recruit and keep highly skilled and motivated employees. Topics include: job description, analysis and evaluation systems; equity issues and requirements; design and use of wage and salary surveys; performance, merit and incentive pay systems; statutory and no- statutory employee benefit packages and systems; and administration of compensation systems.
MGMT 9223 Organizational Development 10 Credits
The Module examines the general introduction to organizational development, nature of planned change, the process of organizational development, human process intervention, techno-structural interventions such as restructuring organization, employee involvement, performance management, developing talents, managing workforce diversity and wellness, strategic change interventions such as transformational change, continuous change and trans-organizational change and organizational change in global settings.
MGMT 9224 Organizational Behavior 10 Credits
The Module examines the understanding of organizational behavior, and how is done, managing demographic and cultural diversity, understanding people at work: individual differences and perception, individual attitudes and behaviors, theories of motivation, design of a motivating work environment, managing stress and emotions, communication, management of teams and groups, conflict and negotiations, decision making, leading people within organizations, power and politics, and organizational culture.