Page 491 - Undergraduate Catalog 2026-27

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Bachelor global considerations for HRM. capital in the UAE. . The course of an HRM function. The course HRM 318 - Human Resource are examined in the context of
contemporary developments related
examines the tools and techniques of
provides a rationale for the need to
Analytics
of Business HRM 315 - Staffing establish a harmonious relationship HRD and students are provided with Credit hours: 3 to human resource management
Credit hours: 3
in the UAE and globally. These
between employers and employees
an understanding of how training
Administration Prerequisites: HRM 313 in terms of being efficient, effective, and development can be used for Prerequisites BUS 204 + HRM 313 developments include increased
migration of labor and increased
and providing both parties with a
the sustainable human development
This course introduces the student
in Human In this course, students study the voice for mutual communication. in organizations. HRD activities are to the analytics knowledge, skills, reliance on expatriates; Emiratization;
theory and application of methods
Employment relations is examined
the changing nature of work in
and competencies needed to
placed within a context of knowledge
Resources used in recruiting and selecting in a contemporary and pluralist management and the need to create address human capital issues in a global world; the impact of
employees. The course provides
technological innovation and
context, including a review of anti-
and sustain a learning organization.
organizations, especially in the UAE
Management students with an in-depth coverage discrimination, a legal and policy MGT 399-I - Internship in HRM context. It introduces the central virtual organizations; the impact of
of the recruiting and staffing function
within organizations. Topics that will framework, equal opportunities, a Credit hours:3 concepts of human resource-oriented outsourcing on work demographics;
be particularly emphasized include: diverse labor market and the position Prerequisites: Consent of analytics and, via hands-on exercises, and issues related to finance such
builds skills and competencies
as recession and downsizing.
of female workers. Consideration
Major data selection, proactive search is given to how employer and Department around the management, analysis, Consideration is given to the
Requirements techniques, targeted recruitment employee needs can be aligned witho This course focuses on getting the and representation of data. Students’ interaction between human resource
techniques, talent mapping, equal
employment opportunity and business policies, with opportunities student practically involved in the understanding will be developed with managers and managers throughout
the organization in order to realize
an up-to-the-minute grounding in
provided to influence workplace and
HRM 313 - Human Resources other laws relating to staffing, the organizational decision making. While day-to-day business events in a current evidence about managing effective compensation programs.
relevant, modern and automated
Management techniques used in recruitment the focus of this course is rather organization. Students will follow people, providing a knowledge
and selection, validation, and utility
Credit hours: 3 analysis. The course is designed international, the ultimate goal of this a well-planned course of action base that can ensure that their HRM 317 - Employee
Prerequisites: MGT 255 for future and practicing human course is to provide students with an during the period of training. The future management is guided by Performance Management
This course provides students with an resource professionals, as well overview of the legal environment plan will be devised jointly by the best practices. These are the crucial Credit hours: 3
of the UAE; legal, social, economic,
skills necessary for students to be
Prerequisites HRM 313
understanding of the many different as employees and managers and and political forces impacting site supervisor and the college thoughtful, critical consumers of
perspectives that are needed to incorporates a strategic approach employee-employer relationships; supervisor. The course will be a evidence on people management, This course aims to prepare students
make HR management decisions. to talent acquisition that considers and strategies for effective response breakthrough in exposing the allowing them to make the most of to design effective performance
No longer can we rely upon a single sustainability as a business to forces in the legal, economic, students to the professional work the analysis available to them as they management for organizations. The
vision and culture of an organization benefit. The course examines key and socio-cultural environment. culture and conduct of business make human resource decisions. course examines in-depth the role
when we consider human resource performance metrics related to Ultimately, this course teaches complexities. By providing guidance and practice of performance management in
issues. The student is presented hiring and how to align candidates students to manage labor relations MGT 399-P - Project in HRM in conducting human resource managing employees’ productivity
with a view of organizations as to organizational values. Emphasis is within a legal and ethical framework. Credit hours:3 analytics, students will be prepared for overall organizational successes.
fragmented, individual focused, given to a review of job specifications Prerequisites: Consent of to gather data of their own, making More specifically, the course has
with decentralized power and and role requirements to recruit HRM 419 - Training and Department them more skilled analysts to explore been designed to familiarize the
responsibility which contributes to optimum candidates sympathetic Development how analytics helps managers to students with the concepts on
a more flexible yet more complex to sustainable issues. It covers the Credit hours: 3 This course provides students with address both tactical and strategic performance management and the
whole. The course considers HRM staffing activities practiced in all types Prerequisites: HRM 313 an opportunity to conduct original level human capital issues. usage of performance management
as a key to organizational change of organizations, and is taught using business research projects on as a powerful tool for line manager
and presents the student with a a combination of lectures, discussion, This course provides students with subject that are of interests to them HRM 316 - Compensation and as well as the Human Resource
range of effective and sustainable and experiential exercises/ an understanding of the theories under the guidance of an assigned Benefits Management professionals in
HRM practices that derive from applications. Particular emphasis will and practice associated with an faculty supervisor. Students have Credit hours: 3 leveraging employees’ performance.
the organization strategic plans so be placed upon staffing projects and HRM responsibility of providing the opportunity to conduct business Prerequisites HRM 313 The course also helps students to
that as managers they can operate applications. employees with appropriate training research and gather relevant data, develop a holistic understanding
with flexibility and opportunity to HRM 404 - Employee Relations and development to ensure the to integrate and apply knowledge This course introduces the of performance management
initiate and sustain change using sustainable human resource and skills learned in preceding student to the applied issues and its foundations . In doing
the people of the organization Credit hours: 3 development in the workplace. If courses. The students are expected in the direct compensation of so, topics such as developing
as change agents. The course Prerequisites: HRM 313 employees are to respond in an to move beyond mere examination of employees examined through both performance management, the role
examines the development of This course introduces the student to effective and flexible manner in secondary sources and to investigate the theory and practice of total of line managers in this, learning
HRM as a discipline and from a the nature of employment relations relation to organization job demands primary and documentary sources. compensation. These issues will be about performance management,
theoretical basis. The constituent and employment legislation that then they need to acquire and The course is meant to reinforce the understood through the guiding and performance evaluation are
parts of HRM are covered including regulate the relationship between develop the knowledge and skills learning process by doing business principles of effective compensation discussed. Finally, the course centers
a strategic overview, sustainable and employees and employers in the considered necessary to perform research practically, reporting and systems: internal alignment, on the practice of performance
ethical HRconsiderations, staffing, workplace, with particular reference their jobs. The process of training presenting business projects results external competitiveness, employee management and it discusses
human resource development, to the practice of employment and development often referred in a formal manner. contributions, and management performance management systems,
compensation and benefits, safety relations with the support of the legal to as HRD or Human Resource of the pay system. The topics and the way performance and
and health, employee labor relations, environment in sustaining human Development is considered as part of compensation and benefits underperformance is managed.
Abu Dhabi University | Undergraduate Catalog 2026 - 2027 Abu Dhabi University | Undergraduate Catalog 2026 - 2027