HRM301 Human Resource Management

The course includes a wealth of conventional wisdom related to traditional human resource management challenges of recruitment and placement, training and development, compensation and labor relations. In addition, contemporary management challenges related to such issues as the strategic role of HRM & global HRM are included. Overall, the course is carefully crafted to present traditional HR management concepts, important contemporary HR management issues and insights so as to ensure organizational success. Pre-requisite: MAN 301/302/401/402

HRM401 Human Resource Management

The course includes a wealth of conventional wisdom related to traditional human resource management challenges of recruitment and placement, training and development, compensation and labor relations. In addition, contemporary management challenges related to such issues as the strategic role of HRM & global HRM are included. Overall, the course is carefully crafted to present traditional HR management concepts, important contemporary HR management issues and insights so as to ensure organizational success. Pre-requisite: MAN 301/302/401/402

HRM400 Foundation of Human Resource Management

This course is a study of approaches and theories of human resource management; an overview of the human resource profession, including emerging trends, professional roles and professional competencies.

HRM405 Research Methods in HRM

This course focuses on description, analysis and application of research methods for HRM professionals, studied in the context of key business and organizational decision-making processes. Pre-requisite: STA 400, HRM 400, MAN 402

HRM407 Seminar in Human Resource Management

This course focuses on discussions of current theory and research in human resource management and related topics. It is based on high quality contemporary research, case studies, discussion forums and available literature on human resource function as it relates to the overall strategy of the company. This course provides students the opportunity to apply knowledge acquired in prerequisite courses to resolve real-life workplace issues.

HRM408 Human Resource Issues in Pakistan

This course focuses on five key issues that present the greatest opportunities and challenges for HR professionals today and examines their implications in Pakistan. The course explores ways to realign HR and to explain the professional competencies needed to play a leadership role in realizing organizational change; examines the opportunities and benefits of planning for and managing a diverse workforce.

HRM409 Management of Excellence & Innovation in Organization

This course aims to enhance students’ understanding of innovation processes in the organization and how to manage such processes effectively. It introduces the key concepts, models, and techniques of innovation and organizational change management. Particular areas of emphasis will be the nature of innovation, innovation process, innovation typologies, changes in the external environment and drivers for change, models of organizational innovation and change, individual and group creativity, factors associated with innovation, practices for developing innovative organizations, organizational culture and transformational leadership.

HRM410 Managing Human Capital

The course moves the discourse from managing humans as resources to managing them as capital. Challenges of recruitment and placement, training and development, compensation, career planning, organizational growth are viewed as investment rather than as costs. In addition, contemporary management challenges related to leadership and strategic role of human capital in innovation and competitiveness.

HRM501 Recruitment and Selection

This course offers an understanding of effective techniques of the recruitment and selection process. It equips students with generic, technical, analytical and evaluative skills relevant to recruitment and selection. The course encompasses an in-depth knowledge of the entire recruitment process, right from the planning of staff requirement to designing of the job descriptions and advertisements, interviewing and testing applicants till the final selection and job offer. It encapsulates relevant information about the candidate through effective methodologies applied in the interviewing procedure. Pre-requisite: HRM 301/401/402

HRM502 Industrial Relations and Labor Laws

The course deals with relationship issues arising from interaction between parties in the workplace. It develops an understanding of the principles & philosophy of industrial relations; labor-management relationship and labor administration; industrial relations attitudes and approaches; development and objectives of trade unions; their federations; employers’ associations, collective agreements; trade & consideration and process of collective bargaining. Pre-requisite: HRM 301/401/402

HRM503 Employee Training and Development

The course emphasizes the changing role of training as a tool in giving organizations a competitive advantage in the highly competitive business environment. It covers a broad understanding of strategic training models, need assessment techniques, learning theories and program design evaluation. Traditional training methods, use of new technologies in training and interactive training. Pre-requisite: HRM 301/401/402

HRM504 Negotiation Skills

Explains the principles of exchange and develops confidence and skills to conduct negotiations and achieve a mutually acceptable outcome. It covers the method of negotiation developed by the Harvard negotiating project, known as Principled Method of Negotiation. The course covers the whole process of negotiations and collective bargaining in the context of business labor laws, industrial relations and practices; from preparation to closing a deal and includes essential guidelines for devising a negotiation strategy; how to reach consensus; what to do when negotiation breaks down and how to make use of a third party to break deadlock and resolve conflict. Pre-requisite: HRM 301/401/402 talog 2015-2016 l

HRM505 Organizational Change and Development

The course will help students gain insight into Behavioral Science techniques and practices to help corporate managers and practitioners to formulate and implement changes that promote organizational effectiveness and efficiency and improve quality of life and environment.

HRM506 Strategic HRM

The course provides an in-depth understanding of how the major components of the HR practice fit in with each other in order to develop a “high-performance working environment”. This course will give first hand experience about the hidden traps that hinder HReffectiveness in real life situations and what options does an organization has to avoid these traps. Pre-requisite: HRM 301/401/402

HRM507 Public Relations and Event Management

The course focuses on public relations as management process in business, government and society; decision-making constraints, use of authority, power play of social, political, economic, technological, and moral issues in decision-making and the limitation and abuse of authority. Pre-requisite: HRM 301/401/402

HRM508 Salary and Compensation

The course analyzes compensation strategies and practices from the perspective of the industry as well as an individual. It addresses the flexibility propositions in a compensation package which enables a company to adapt to the changing environment. Pre-requisite: HRM 301/401/402

HRM509 Leadership Studies

This course is designed to cope with the rapid change which the world has been undergoing for the past five decades; more stringent and varying demands are being placed on management leadership for the growth of their organizations, if not for their actual survival. Pre-requisite: HRM 301/401/402

HRM510 Personnel Development

This course extends training in the area of performance appraisals and is an integral part of Human Resource Development (HRD). It highlights the procedures for assessment of training needs, employee feedback and counseling, career planning and growth, and ways to enable companies to fulfill the intrinsic needs of its employees. Pre-requisite: HRM 301/401/402

HRM511 Performance Appraisal and Management

The success of an organization depends on its results, which are achieved by its employees. Unless organizations select, develop & retain the best talent, they cannot succeed. Organizations plan, coordinate and review the activities of employees so as to achieve the desired results. The purpose of this course is to understand the links between human resource planning, performance and compensation. Pre-requisite: HRM 301/401/402

HRM517 Personnel Management & Industrial Relations

This course aims to cover the theoretical foundations and empirical practice of HRM and IR. It provides students exposure to a wide variety of organizational practices; to manage and develop employees, ensure their welfare and understand changing employment legislation essential to business survival. This course enables students to develop practical skills in the subject area to equip them for a career in HR/IR.

HRM530 Research Practicum in HRM

The practicum prepares students to practice industrial/organizational psychology with the understanding of organizational cultures critical to effective professional practice in the workplace. Independent work under the direction of faculty advisor topics includes assessing, analyzing, or appraising performance, aptitudes, skills, preferences, needs, or personality factors required for job/task analysis, personnel recruitment, selection and placement, or performance evaluation.

HRM531 Pay for Performance & Reward

This course familiarizes students with the concepts of performance management within the wider context of human resource management. It provides students with an understanding of the reward management process which includes pay survey, job evaluation, and the design of pay structure. The concept of equal opportunity in compensation and performance management will be emphasized throughout the course.

HRM532 Performance Management

This course develops the theoretical and practical skills necessary to plan, monitor, measure, motivate, and improve performance. Students learn how to define and develop individual and organization- level performance indicators, align individual and organizational performance goals and objectives, measure and track performance, diagnose performance deficiencies, and develop and implement group and individually tailored performance improvement systems.

HRM606 Leadership, Ethics and Change

Changes in business environment and the technologies create challenges in motivating and leading the employees and other stakeholders in the face of uncertain future. This course will enable the students to develop visions, orientation, skills, personality, and ethical values that will enable them to assume leadership roles in transforming national and multinational organizations and managing change resistance. Ethical and responsible leadership is necessary in championing entrepreneurial and entrepreneurial ventures in the emerging areas of humanoid robotics, genetics and neuroscience related biological ventures.

HRM607 Recruitment and Selection

This course offers an understanding of effective techniques of the recruitment and selection process. It equips students with generic, technical, analytical and evaluative skills relevant to recruitment and selection. The course encompasses an in-depth knowledge of the entire recruitment process, right from the planning of staff requirement to designing of the job descriptions and advertisements, interviewing and testing applicants till the final selection and job offer. It encapsulates relevant information about the candidate through effective methodologies applied in the interviewing procedure. Pre-requisite: HRM 301/401/402

HRM608 Industrial Relations and Labor Laws

The course deals with relationship issues arising from interaction between parties in the workplace. It develops an understanding of the principles & philosophy of industrial relations; labor-management relationship and labor administration; industrial relations attitudes and approaches; development and objectives of trade unions; their federations; employers’ associations, collective agreements; trade & consideration and process of collective bargaining. Pre-requisite: HRM 301/401/402

HRM609 Employee Training and Development

The course emphasizes the changing role of training as a tool in giving organizations a competitive advantage in the highly competitive business environment. It covers a broad understanding of strategic training models, need assessment techniques, learning theories and program design evaluation. Traditional training methods, use of new technologies in training and interactive training. Pre-requisite: HRM 301/401/402

HRM610 Negotiation Skills

Explains the principles of exchange and develops confidence and skills to conduct negotiations and achieve a mutually acceptable outcome. It covers the method of negotiation developed by the Harvard negotiating project, known as Principled Method of Negotiation. The course covers the whole process of negotiations and collective bargaining in the context of business labor laws, industrial relations and practices; from preparation to closing a deal and includes essential guidelines for devising a negotiation strategy; how to reach consensus; what to do when negotiation breaks down and how to make use of a third party to break deadlock and resolve conflict. Pre-requisite: HRM 301/401/402 talog 2015-2016 l

HRM611 Organizational Change and Development

The course will help students gain insight into Behavioral Science techniques and practices to help corporate managers and practitioners to formulate and implement changes that promote organizational effectiveness and efficiency and improve quality of life and environment.

HRM612 Strategic HRM

The course provides an in-depth understanding of how the major components of the HR practice fit in with each other in order to develop a “high-performance working environment”. This course will give first hand experience about the hidden traps that hinder HReffectiveness in real life situations and what options does an organization has to avoid these traps. Pre-requisite: HRM 301/401/402

HRM613 Public Relations and Event Management

The course focuses on public relations as management process in business, government and society; decision-making constraints, use of authority, power play of social, political, economic, technological, and moral issues in decision-making and the limitation and abuse of authority. Pre-requisite: HRM 301/401/402

HRM614 Salary and Compensation

The course analyzes compensation strategies and practices from the perspective of the industry as well as an individual. It addresses the flexibility propositions in a compensation package which enables a company to adapt to the changing environment. Pre-requisite: HRM 301/401/402

HRM615 Leadership Studies

This course is designed to cope with the rapid change which the world has been undergoing for the past five decades; more stringent and varying demands are being placed on management leadership for the growth of their organizations, if not for their actual survival. Pre-requisite: HRM 301/401/402

HRM616 Performance Appraisal and Management

The success of an organization depends on its results, which are achieved by its employees. Unless organizations select, develop & retain the best talent, they cannot succeed. Organizations plan, coordinate and review the activities of employees so as to achieve the desired results. The purpose of this course is to understand the links between human resource planning, performance and compensation. Pre-requisite: HRM 301/401/402