Introduction
The Bachelor of Human Resource Management program is offered online via distance learning. After
evaluating both academic records and life experience, Global staff working in conjunction with Faculty
and Academic Advisors will assist students in setting up a custom-made program, designed on an
individual basis. This flexibility to meet student needs is seldom found in other distance learning
programs. Our online program does not require all students to take the same subjects/courses, use the
same books, or learning materials. Instead, the online Bachelor of Human Resource Management
curriculum is designed individually by the student and academic advisor. It specifically addresses
strengths and weaknesses with respect to market opportunities in the student’s major and intended field of
work. Understanding that industry and geographic factors should influence the content of the curriculum
instead of a standardized one-fits-all design is the hallmark of Global’s unique approach to adult
education. This philosophy addresses the dynamic and constantly changing environment of working
professionals by helping adult students in reaching their professional and personal goals within the scope
of the degree program.
Important: Below is an example of the topics or areas you may develop and work on during your studies.
By no means is it a complete or required list as Global programs do not follow a standardized curriculum.
It is meant solely as a reference point and example. Want to learn more about the curriculum design at
Global?
LEARNING OUTCOMES:
On completion of the course requirements, the student will be able to:
a. Assist in hiring personnel.
b. Assist in training personnel.
c. Orient personnel to organizational goals, policies, rules, and procedures.
d. Supervise employees.
e. Facilitate cooperation.
f. Place incentives to encourage improved employee performance.
g. Evaluate employees.
h. Reward/discipline employees.
i. Assist in maintaining employee morale.
j. Perform outplacement services
OUTLINE OF INSTRUCTION:
I. Development of human resources management
A. The role of human resources management
B. Early stages of development
C. Later developments
D. The program for managing human resources
E. Human resources department
II. The environment for human resources management
A. Elements of an organization’s environment
B. Changes that challenge manages of human resources
C. Improving the quality of work life
III. Equal employment opportunity and affirmative action
A. Historical perspective of EEO legislation
B. Government regulation of Equal Employment Opportunity
C. Other Equal Employment Opportunity issues
D. Enforcing Equal Employment Opportunity legislation
E. Affirmative action
IV. Job requirements
A. The role and importance of jobs
B. Relationship of job requirements to HRM functions
C. Job analysis
D. Job design
V. Human resources planning and recruitment
A. Human resources planning
B. Recruiting within the organization
C. Recruiting outside the organization
D. Recruitment of protected classes
VI. Selection
A. Matching people and jobs
B. Sources of information about job candidates
C. The employment interview
D. Employment tests
E. Reaching a selection decision
VII. Training
A. Orientation
B. Training programs
C. Training non-managerial employees
D. Training managers and supervisors
E. Psychological principles of learning
VIII. Career development
A. Phases of a career development program
B. Career development programs for special groups
C. Personal career development
IX.Appraising and improving performance
A. Performance appraisal programs
B. Performance approval methods
C. Appraisal interviews
D. Improving performance
X. Managing compensation
A. The compensation program
B. Components of the wage mix
C. Job evaluation systems
D. The compensation structure
E. Governmental regulation of compensation
F. The issue of equal pay for comparable work
XI. Incentive compensation
A. Reasons and requirements for incentive plans
B. Incentives for non-management personnel
C. Incentives for management employees
D. Incentives for executive personnel
E. Gain-sharing incentive plans
XII. Employee Benefits
A. Employee benefits program
B. Major employee benefits
C. Employee services
D. Retirement programs
XIII. Safety and health
A. Legal requirement for safety and health
B. Creating a safe work environment
C. Creating a healthy work environment
D. The management of stress
XIV. Motivating employees
A. Using rewards to motivate employees
B. Ensuring equity to motivate employees
C. Designing work for employee involvement
D. Motivating employees through effective leadership
XV. The role of communication in HRM
A. The vital role of communication
B. The nature of communication
C. Downward communication systems
D. Upward communication systems
E. The informal communication system
F. Improving organizational communication
G. Counseling
XVI. Employee rights and discipline
A. Employee rights
B. Disciplinary policies and procedures
C. Appealing disciplinary actions
D. Reducing complaints
XVII. The dynamics of labor relations
A. The labor relations process
B. Structures, functions, and leadership of labor unions
C. Government regulation of labor relations
D. Labor relations in the public sector
E. Contemporary challenges to labor organizations
XVIII. Collective bargaining and contract administration
A. The bargaining process
B. Trends in collective bargaining
C. Administration of the labor agreement
XIX. International human resources management
A. Domestic and international HRM
B. Multinational corporations
C. Managers for the multinational corporation
D. HRM functions in MNCs
E. HRM in the European community
XX. Auditing the human resources management program
A. Contributing of the human resources audit
B. Conducting the audit
C. Indicators for evaluating the work environment
D. Utilizing audit findings
Orientation Courses:
1- Communication & Investigation (Comprehensive Resume)
2- Organization Theory (Portfolio)
3- Experiential Learning (Autobiography)
4- Academic Evaluation (Questionnaire)
5- Fundament of Knowledge (Integration Chart)
6- Fundamental Principles I (Philosophy of Education)
7- Professional Evaluation (Self Evaluation Matrix)
8- Development of Graduate Study (Guarantee of an Academic Degree)
Research Project in Human Resource Management:
Thesis Project
MBM300 Thesis Proposal
MBM302 Bachelor Thesis (5,000 words)
Publication: Each Bachelor of Human Resource Management graduate is encouraged to publish their
research papers either online in the public domain or through professional journals and periodicals
worldwide.
Job Description for Human Resource Management
The field of labor relations covers the relationship between the management of a company and its
unionized employees. The labor relations staff interprets and administers contracts with respect to
grievances, wages and salaries, employee welfare, health care, pensions, union and management
practices. Entry level jobs for local and national unions include organizing, representation (bargaining or
grievance handling) and specializing in research, education, legislative affairs, occupational safety and
health, etc. Jobs as “neutrals” typically require a master’s or law degree. Neutrals work in state
organizations (Public Employees Relation Commission, state mediation board), federal agencies
(National Labor Relations Board, Federal Mediation & Conciliation Service, Federal Labor Relations
Authority), or are self-employed.
Employment Opportunities for Human Resource Management Majors
1- Account Representative
2- Affirmative Action Coordinator
3- Arbitrator
4- Compensation Manager
5- Conciliator
6- Dispute Resolution Specialist
7- EEO Representative
8- Employee Benefits Manager
9- Employment Counselor
10- Employee Relations Representative
11-Employee Welfare Manager
12-Federal/State Mediator
13-Human Resources Administrator
14-Industrial Relations Director
15- Job Analyst
16- Labor Organizer
17- Labor Relations Manager
18- Lawyer
19- Occupational Analyst
20- Personnel Consultant
21- Placement Manager
22- Recruiter
23- Training Specialist
24- Union Staff Representative
Certification
GIPMD (Global Institute Projects Management & Development) certificate will be
issued on successful completion of the course