COURSE INFORMATION Course Title: HUMAN RESOURCE MANAGEMENT

Code	Course Type	Regular Semester	Theory	Practice	Lab	Credits	ECTS
BUS 335	B	5	3	0	0	3	5

Academic staff member responsible for the design of the course syllabus (name, surname, academic title/scientific degree, email address and signature)	NA
Main Course Lecturer (name, surname, academic title/scientific degree, email address and signature) and Office Hours:	Assoc.Prof.Dr. Xhimi Hysa xhhysa@epoka.edu.al , By appointment
Second Course Lecturer(s) (name, surname, academic title/scientific degree, email address and signature) and Office Hours:	NA
Teaching Assistant(s) and Office Hours:	NA
Language:	English
Compulsory/Elective:	Compulsory
Study program: (the study for which this course is offered)	Bachelor in Political Science and International Relations (3 years)
Classroom and Meeting Time:
Code of Ethics:	Code of Ethics of EPOKA University Regulation of EPOKA University "On Student Discipline"
Attendance Requirement:
Course Description:	Human Resources Management: The most important innovations of our era are the modern organizations. These organizations can only succeed if they can efficiently and effectively combine their resources. Among the others employees are the key resources of the organizations, because employees besides being input also direct the other inputs towards the achievement of the organizational goals. So the objective of this course is to inform the students about how to attain, retain and maintain human resources in the organizations.
Course Objectives:	Upon completion of this course students will appreciate HRM as a central management function. Furthermore, they will gain a solid understanding of the HRM activities, roles, challenges, concepts, and techniques that will prove valuable in their future careers.

BASIC CONCEPTS OF THE COURSE

1	HRM between the legal and strategic framework
2	Recruitment, placement, and talent management
3	Training and development
4	Compensation

COURSE OUTLINE

Week	Topics
1	Introduction to Human Resource Management (The purpose of this chapter explains what Human Resource Management is, and why it’s important to all managers. We’ll see that human resource management activities such as hiring, training, appraising, compensation, and developing employees are part of every manager’s job. We’ll see that human resource management is also a separate function. The main topics we’ll cover will include what is human resource management, the trends shaping human resource management, human resource management today, the new human resource manager, and the plan of the book. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 1-30)
2	HRM Strategy and Performance (The main purpose of this chapter is to explain how managers formulate human resource strategies for their companies. We’ll address the strategic management process, types of strategies, strategic human resources management, HR metrics and benchmarking, high-performance work systems, and employee engagement. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 69-96)
3	Job Analysis and the Talent Management Process (The main purpose of this chapter is to show you how to analyze jobs and write job descriptions. We discuss several techniques for analyzing jobs, and explain how to write job descriptions and job specifications. The main topics we address include the talent management process, the basics of job analysis, methods of collecting job analysis information, writing job descriptions, writing job specifications, employee engagement and job analysis, and using models and profiles in talent management. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 97-129)
4	Personnel Planning and Recruiting (The purpose of this chapter is to improve your effectiveness in recruiting candidates. The topics we discuss include personnel planning, forecasting, recruiting job candidates, and developing and using application forms. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 130-168)
5	Employee Testing and Selection (The purpose of this chapter is to explain how to use various tools to select the best candidate for the job. The main topics we’ll cover include the selection process, basic testing techniques, backgound and reference checks, ethical and legal questions in testing, types of tests, and work samples and simulations. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 169-204)
6	Interviewing Candidates (The main topics we’ll cover in this chapter include types of interviews, things that undermine interviewing, things that undermine interviewing’s usefulness, designing and conducting effective selection interviews, using a total selection process to improve employee engagement, and making the offer. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 205-235)
7	Midterm Exam
8	Training and Developing Employees (The purpose of this chapter is to increase your effectiveness in training employees. The main topics we’ll cover include orientating employees, designing onboarding to improve employee engagement, the training process, analyzing training needs, implementing training and development programs, and evaluating the training efforts. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 236-276)
9	Performance Management and Appraisal (The purpose of this chapter is to show you how to appraise employees’ performance. The main topics we cover include the basics of performance appraisal, tools for appraising performance, dealing with rater error appraisal problems, the appraisal interview, employee engagement guide for managers, and performance management. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 277-310)
10	Managing Careers and Retention (The main purpose of this chapter is to explain how to support your employees’ career development needs and improve employee retention. The main topics we’ll address are career management, improving employee engagement through career development, managing employee turnover and retention, employee life-cycle management, and managing dismissals. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 311-347)
11	Establishing Strategic Pay Plans (The main purpose of this chapter is to show you how to establish a pay plan. The main topics we cover are basic factors in determining pay rates; job evaluation methods; how to create a market- competitive pay plan; pricing managerial and professional jobs; contemporary topics in compensation; and total rewards for employee engagement. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp 348-388)
12	Pay for Performance and Financial Incentives (The main purpose of this chapter is to explain how managers use incentives to motivate employees. The main topics we’ll discuss are money’s role in motivation, individual employee incentive and recognition programs, incentives for salespeople, incentives for managers and executives, team and organization-wide incentive plans and incentives, and employee engagement. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 389-418)
13	Benefits and Services (The main purpose of this chapter is to explain the third major pay component: employee benefits. The main topics we discuss are pay for time not worked benefits, insurance benefits, retirement benefits, and using benefits to improve engagement and performance. This chapter will complete our discussion on employee compensation. Reference: Dessler G. (2020). Human Resource Management, 16th edition. Pearson, pp. 419-452)
14	Review Session

Prerequisite(s):
Textbook(s):	Dessler G. (2020). Human Resource Management, 16th edition. Pearson.
Additional Literature:	https://hbsp.harvard.edu/home/ ; https://hbr.org/
Laboratory Work:
Computer Usage:
Others:	No

COURSE LEARNING OUTCOMES

1	Understand and appreciate the role and strategic importance of HRM and how it relates to the organization, management team, and employees
2	Understand the importance of job analysis and design, and learn how to conduct it
3	Understand the importance of carefully designed recruitment process. Become acquainted with the different selection techniques.
4	Understand training and development techniques
5	Understand the importance of performance management and employee retention, and become acquainted with processes and procedures associated with them.
6	Understand the basics of compensation (pay and benefits) and employee relations
7	Exploring the introduction of tech to improve the function of HRM

COURSE CONTRIBUTION TO... PROGRAM COMPETENCIES (Blank : no contribution, 1: least contribution ... 5: highest contribution)

No	Program Competencies	Cont.
Bachelor in Political Science and International Relations (3 years) Program
1	Having and using advanced knowledge and comprehension supported by textbooks including actual knowledge in political sciences and international relations literature, materials and the other scientific resources.	1
2	Analyzing data, ideas and concepts of current political issues and international relations, determining complex events and topics, making discussions and developing new suggestions in accordance with researches.	1
3	Having knowledge and thought about actual topics and problems together with their historical, social and cultural aspects.	2
4	Introducing those who are interested in politics and international events with the topics of Political Science and IR and teaching clearly the problems and the types of solutions.	1
5	Improving skills of working together with the main social science disciplines and other disciplines which are related to Political Science and International Relations.	4
6	Improving critical thinking and skills in making research independently.	4
7	Developing solutions about the problems and conflicts which are common in national and international arena.	3
8	Improving skills for leadership and research and analyze capacity of those who is responsible with national and international ones.	4
9	Knowing any foreign language enough to communicate with colleagues and understand actual researches and articles.	1
10	Gaining IT skills to use computer and technology) in order to reach actual knowledge.	1
11	Gaining skills to follow societal, scientific and ethic values during collecting, interpreting, conducting of data related to social and political developments.	3
12	Having consciousness about human rights and environment.	1
13	Gaining the skills to follow actual developments and pursue long-life learning.	5

COURSE EVALUATION METHOD

Method	Quantity	Percentage
Midterm Exam(s)	1	35
Final Exam	1	60
Attendance		5
	Total Percent:	100%

ECTS (ALLOCATED BASED ON STUDENT WORKLOAD)

Activities	Quantity	Duration(Hours)	Total Workload(Hours)
Course Duration (Including the exam week: 16x Total course hours)	16	3	48
Hours for off-the-classroom study (Pre-study, practice)	16	2	32
Mid-terms	1	14	14
Assignments	2	8	16
Final examination	1	15	15
Other			0
Total Work Load:			125
Total Work Load/25(h):			5
ECTS Credit of the Course:			5

CONCLUDING REMARKS BY THE COURSE LECTURER

This is a technical course for undergraduate students enrolled in the 5th semester at Faculty of Economics and Administrative Sciences, including interfaculty students from political sciences and international relations.