Page 411 - Undergraduate Catalog 2024-25

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HRM 318 - Human Resource contemporary developments related HRM 428 - International Human
Analytics to human resource management Resource Management
Credit hours: 3 in the UAE and globally. These Credit hours: 3
Prerequisites BUS 204 + HRM 313 developments include increased Prerequisites HRM 313 + MGT402
migration of labor and increased (Co-requisite)
This course introduces the student reliance on expatriates; Emiratization;
to the analytics knowledge, skills, the changing nature of work in The goal of this course is to give
and competencies needed to a global world; the impact of students an overview of how
address human capital issues in technological innovation and international firms develop and
organizations, especially in the UAE virtual organizations; the impact of manage their human resources.
context. It introduces the central outsourcing on work demographics; It focuses on the complexities,
concepts of human resource-oriented and issues related to finance such constraints, and options that
analytics and, via hands-on exercises, as recession and downsizing. international businesses confront,
builds skills and competencies Consideration is given to the as well as the techniques they
around the management, analysis, interaction between human resource employ to create and manage
and representation of data. Students’ managers and managers throughout their international workforce in
understanding will be developed with the organization in order to realize culturally and geographically varied
an up-to-the-minute grounding in effective compensation programs. situations. It also focuses on expats
current evidence about managing HRM 317 - Employee management, with a focus on
people, providing a knowledge foreign employees recruiting, expats
base that can ensure that their Performance Management preparation, re-entry training and
future management is guided by Credit hours: 3 development, as well as a critical
best practices. These are the crucial Prerequisites HRM 313 review of overseas deployment
skills necessary for students to be effectiveness. Last but not least,
thoughtful, critical consumers of This course aims to prepare students recent IHRM trends will be discussed.
evidence on people management, to design effective performance HRM 429 - Strategic Human
allowing them to make the most of management for organizations. The
the analysis available to them as they course examines in-depth the role Resource Management
make human resource decisions. of performance management in Credit hours: 3
By providing guidance and practice managing employees’ productivity Prerequisites: HRM 315 + HRM
in conducting human resource for overall organizational successes. 316 + HRM 317 + HRM 318 (Co-
analytics, students will be prepared More specifically, the course has requisites)
to gather data of their own, making been designed to familiarize the
them more skilled analysts to explore students with the concepts on This course is designed in the way
how analytics helps managers to performance management and the that students can understand the
address both tactical and strategic usage of performance management strategic role of Human Resource
level human capital issues. as a powerful tool for line manager Management in creating a long-
as well as the Human Resource term competitive advantage that
HRM 316 - Compensation and Management professionals in is critical to the organization’s
Benefits leveraging employees’ performance. success. The course looks at how
Credit hours: 3 The course also helps students to line managers use and develop
Prerequisites HRM 313 develop a holistic understanding efficient and effective HR practices
of performance management to help their departments and the
This course introduces the and its foundations . In doing company achieve its strategic goals.
student to the applied issues so, topics such as developing You’ll learn about the process of
in the direct compensation of performance management, the role developing and implementing human
employees examined through both of line managers in this, learning resources management strategies,
the theory and practice of total about performance management, what constitutes a high-performance
compensation. These issues will be and performance evaluation are organizational culture, the
understood through the guiding discussed. Finally, the course centers importance of talent management
principles of effective compensation on the practice of performance in high-performance organizations,
systems: internal alignment, management and it discusses how performance management
external competitiveness, employee performance management systems, contributes to an organization’s
contributions, and management and the way performance and strategic business goals, the value
of the pay system. The topics underperformance is managed. of diversity in a high-performance
of compensation and benefits organization, and the key drivers of
are examined in the context of employee engagement.

Abu Dhabi University | Undergraduate Catalog 2024 - 2025