Human resources managementWebster Vienna Private University
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- Wien (Österreich)
Häufig gestellte Fragen
This programm requires an undergraduate university diploma (BA,BS) or the equivalent thereof.
The goal of the human resources management major is to prepare human resource professionals to deal with the complexities and challenges of managing today's workforce. The program content is designed to provide a comprehensive coverage of the major human resource courses involve both practical and theoretical considerations in the professional development of men and women in the field of human resources in such settings as business, industry, government, and non-profit organizations and institutions.
The 36 credit hours required for the master of arts (M.A.) or the 48 credit hours required for the master of business administration (M.B.A.) must include the following courses for a major in human resources management
- Managing Human Resources (Requisite Course)
- Organizational Behavior
- Basic Finance for Managers
- Training and Development
- Employment Law
- Labor-Management Relations
- Integrated Studies in Human Resources Management
In addition, the student chooses elective courses offered in this major and/or from the program curricula of other majors.
If the requisite course is waived, the student must choose an elective course from this major or from the program curriculum of another major. Students pursuing dual majors who have the requisite course(s) waived will complete only the remaining required courses for the dual majors.
The required courses and electives listed in this core may be taken as Directed Studies, subject to the conditions stated in the Directed Studies section listed under Academic Policies and Procedures.
Managing Human Resources
This course is a comprehensive view of personnel policy development with emphasis on the interdependence of personnel and operating functions. Students analyze personnel functions of recruitment, development, training, compensation, integration into the workforce, and maintenance of personnel for the purpose of contributing to organizational, societal, and individual goals.
This course introduces students to many of the basic principles of human behavior that effective managers use when managing individuals and groups in organizations. These include theories relating to individual differences in abilities and attitudes, attribution, motivation, group dynamics, power and politics, leadership, conflict resolution, organizational culture, and organizational structure and design.
BasiManagers and human resources management professionals must be able to understand financial information contained in financeial statements and reports. Line managers must be able understand financial information contained in financial statements and reports in order to evaluate their unit's financial performance, to communicate clearly with other managers, and to apply financial information when making decisions. Human resources management professionls must understand financial statements and principles if they are to effectively assist line managers and be strategic partners with other business functions. This course will focus on the interpretation and use of basic financial information by non-financial managers, not on the production of financial statement and reports.
Training and Development
Rapid changes in technology and job design, along with the increasing importance of learning- and knowledge-based organizations, make training and development an increasingly important topic in human resources development. In this course, the student will learn how to 1) identify training and development needs through needs assessments, 2) analyze jobs and tasks to determine training and development objectives, 3) create appropriate training objectives, 4) design effective training and development programs using different techniques or methods, 5) implement a variety of different training and development activities, and 6) evaluate training and development programs.
Legal Aspects of Human Resource Management
This course provides an overview of legal issues affecting human resources management. It focuses on the impact of law on individuals in organizations, recognition of legal problems, and the legal impact of human resource decisions. The course content includes laws, regulations, and court decisions covering labor- management relations.
This course introduces students to the basic principles and techniques of staffing the workplace. Students will be introduced to basic and intermediate level theories and strategies utilized in staffing, planning, recruiting, and selection. Topics covered include: job analysis, recruitment, selection, and performance assessment.
This course addresses tangible and intangible compensation and the use of compensation to motivate and reward employee performance. The course also covers job analysis, job description, and job evaluation on the basis of compensable factors as well as designing an equitable pay structure. In addition, students analyze the influence of unions and government in determining the compensation of the labor force, including compensation of both hourly workers and managerial employees.
Students examine legislation concerning labor-management relations and focus special attention on contract negotiations, contract administration, and the creative resolution of employee-management differences in the context of a formal contract. The course focus is on employee relations characterized as being outside of a negotiated agreement.
The student is expected to synthesize and integrate the learning experiences acquired in human resources management and to evaluate the research and current topics relative to this major. Techniques used to accomplish the se goals may vary. Prerequisite: completion of other required courses in this major.