Compulsory courses offered in the Part time Program are (The program is indicative):
1st period (September-December)
Courses
Strategic & International HRM
Organisational Behaviour & Psychology
Research Methodology & Quantitative Methods
2nd period (January-March)
Courses
Industrial Relations / Negotiations / Labor Law
HR Planning & Talent Management
Change Management
Diversity
The concept of change is not a new one. Indeed change has always been recognised as necessary and inherent to all aspects of life. However the last decade has, for most organisations, been a time of totally unprecedented and seemingly ever accelerating change so that the phrase "change or die" has increasing resonance. Coping with change has become another element in organisations' battle to compete, thereby focusing attention on the need to
The course of Quality Management introduces the participants to the fundamentals of Total Quality and Continuous Improvement as a framework for business excellence and enhanced competitiveness. The quality of the goods, services and processes offered is a fundamental concern to all organizations, and a key to competitive advantage.
Topics covered in the course include: Fundamentals and basic building blocks of Quality Management and Total
Participants will cover the following major areas which constitute the broad objectives of Reward Management – Reward Strategy, Role Clarification, Job Evaluation and Measurement, Market Analysis, Reward Structures, Performance and Pay, Incentives and Salary Administration. The Course comprises 5 Units.
The main objectives of the course are:
Analysis of the elements and the processes for the development of personnel and of the factors that should be taken into consideration when the strategies development of personnel are designed
Development of learning theories as a base for educational interventions, creation of training organizations and offering of opportunities of continuous development, learning and other training activities,
Planning,
The course aims at analyzing how performance measurement and management can be applied to organizations. In this context, the different facets and tools for performance appraisal are analyzed, along with the importance of performance management for contemporary organizations. Furthermore, appropriate methodologies and contemporary tools for performance appraisal and management that the HR manager will have to design and implement are presented
