Business Administration (English) | |||||
Bachelor | TR-NQF-HE: Level 6 | QF-EHEA: First Cycle | EQF-LLL: Level 6 |
Course Code: | MIS063 | ||||
Course Name: | Digitalization in HRM | ||||
Semester: | Spring | ||||
Course Credits: |
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Language of instruction: | English | ||||
Course Condition: | |||||
Does the Course Require Work Experience?: | No | ||||
Type of course: | Departmental Elective | ||||
Course Level: |
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Mode of Delivery: | E-Learning | ||||
Course Coordinator: | Doç. Dr. ŞEBNEM ÖZDEMİR | ||||
Course Lecturer(s): | İpek Aldatmaz Şener | ||||
Course Assistants: |
Course Objectives: | In today’s competitive environment, effective management of human capital is fundamental to organizations. The quality of the organization’s human resources and the design of human resources management system is one significant aspect that distinguishes thriving companies from others. Recent demographic changes in the workforce, the speed of technological transformation, increased competition and lastly Covid-19 have led to increased focus on digital HR practices for all managers in organizations. Accordingly, developing a basic understanding of digitalization in HRM is essential for today’s workforce. Major objective of this course is to address the groundbreaking trends and disruptive technologies in order provide students with a complete guide to current technologies that improve, support, invigorate, and empower HR. Therefore, this course embraces human resource issues from a digital viewpoint. It is about the design and implementation of major technologies and aims to address fundamental strategic and implementation issues. |
Course Content: | HRM Technology Technology Trends in Digital HRM Social Media Technologies & HR HRM 4.0 Digital HR Strategy and Transformation Digital HR Competencies and Roles HR Technology Strategy & Leadership Digital Recruitment and Placement E-Recruiting & E-Placement Employee Self-Service Digital Employee Testing and Selection Online and Video Interviewing Individual and Organizational Learning E-learning & Online Learning LMS and Talent Management Mobile Learning AI & Performance Support Systems Techniques for Performance Appraisal Knowledge Management and HR HRM Practices and Applications in the Metaverse Future HR Technology Trends |
The students who have succeeded in this course;
1) Upon completion of this course, students will be able to: Recognize the strategic importance of digital HR as a fundamental management function 2) Define the new role, processes, functions and functioning of HR department of the organizations 3) Develop a cognizance about the respective roles that executives, managers and HR specialists play in today’s digital world 4) Identify the critical components of the digital HR function and each component’s key concepts and terminology 5) Understand the implementation of strategy and the importance of aligning human resource practices in highly digital business settings 6) Define the needs to implement digital HR policies and to achieve competitive advantage 7) Increase effectiveness in developing policies and practices for digital platforms that can be used to enhance the value of the people in the organization 8) Apply the principles and techniques of digital HR gained in the course to the discussion of major HR issues and the solution of distinctive case problems 9) Gain practical insight, real-world case studies, tips and tools, recommendations, and additional resources about each of the major HR technologies |
Week | Subject | Related Preparation |
1) | Meet & greet | |
2) | Introduction to HRM and Digitalization Technology and Its Impact on Human Resources How Technology Has Redefined Human Resource Practices? | |
3) | Technology Trends in Digital Human Resources Social Media Technologies & Their Uses for Human Resources | |
4) | HRM 4.0 - Digital Transformation of the HR Department Digital HR Strategy and Transformation HR Technology as a Strategic Tool Stages of HR Transformation Factors for Successful Digital HR | |
5) | Competencies and Roles Digital Revolution Equals Digital Competencies? What We Expect for Workers’ Competencies | |
6) | What is HR Analytics? People Analytics in a Digital HR Strategy Case Study Assignment Due | |
7) | Digital Recruitment, Placement, and Talent Management E-Recruiting & E-Placement | |
8) | Digitalization of Employee Testing and Selection Basics of Testing and Selection Technologies Online and Video Interviewing | |
9) | Individual Versus Organizational Learning for Knowledge İn Innovation 4.0 Era The Digital Transformation of Learning Implications for Organizational Training | |
10) | Digitalization of Performance Management, Artificial Intelligence & Performance Support Systems and Techniques for Performance Appraisal | |
11) | What is Design Thinking? Using Design Thinking in HR Employee Experience | |
12) | Managing Employee Retention, Engagement, and Careers with Digital Technologies AI & Managing Employee Turnover and Engagement | |
13) | Industry 4.0 and the Emerging Challenges to HR Leadership HRM Practices and Applications in the Metaverse Project Due | |
14) | Future Workplace Trends Future HR Technology Trends | |
15) | Final Exam |
Course Notes / Textbooks: | Ek bir kaynağa gerek duyulmamaktadır. - No additional source is required. |
References: | Cantoni, F., & Mangia, G. (Eds.). (2018). Human resource management and digitalization. Routledge. Waddill, D. D. (2018). Digital HR: A guide to technologyenabled human resources. Society For Human Resource Management. |
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Program Outcomes | ||||||||||||||
1) Using other social sciences and mathematics, they have a broad and interdisciplinary perspective on business and management sciences. | ||||||||||||||
1) Using other social sciences and mathematics, they have a broad and interdisciplinary perspective on business and management sciences. | ||||||||||||||
2) They have knowledge and skills about different functions and interactions of the enterprise. | ||||||||||||||
3) They can use different theoretical approaches to understanding and solving various business problems. | ||||||||||||||
4) Being aware of the needs of society, they use business knowledge to meet these needs. | ||||||||||||||
5) They have knowledge depthly about current problems of Turkey and Global Business World’s | ||||||||||||||
6) They can determine the objectives of the institution in which they are involved, taking into account the market needs and economic conditions. | ||||||||||||||
7) They can solve complex business problems by using various statistical techniques and numerical methods and makes analysis by using statistical programs effectively. | ||||||||||||||
8) They can use a foreign language at least B1 General Level in terms of European Language Portfolio criteria according to the education level of a foreign language. | ||||||||||||||
9) They can develops teamwork, negotiation, leadership and entrepreneurship skills. | ||||||||||||||
10) They have the knowledge of universal ethical values, social responsibility awareness and sufficient level of labor law. | ||||||||||||||
11) They can identify the individual learning needs and carries out studies to correct them by developing positive attitudes about lifelong learning. | ||||||||||||||
12) They can express their ideas and solutions both written and orally, and if required they can present and publish them on both national and international platforms. | ||||||||||||||
13) They use information and communication technologies together with computer software at the advanced level of European Computer Driving License required by the field. |
No Effect | 1 Lowest | 2 Average | 3 Highest |
Program Outcomes | Level of Contribution | |
1) | Using other social sciences and mathematics, they have a broad and interdisciplinary perspective on business and management sciences. | |
1) | Using other social sciences and mathematics, they have a broad and interdisciplinary perspective on business and management sciences. | |
2) | They have knowledge and skills about different functions and interactions of the enterprise. | |
3) | They can use different theoretical approaches to understanding and solving various business problems. | |
4) | Being aware of the needs of society, they use business knowledge to meet these needs. | |
5) | They have knowledge depthly about current problems of Turkey and Global Business World’s | |
6) | They can determine the objectives of the institution in which they are involved, taking into account the market needs and economic conditions. | |
7) | They can solve complex business problems by using various statistical techniques and numerical methods and makes analysis by using statistical programs effectively. | |
8) | They can use a foreign language at least B1 General Level in terms of European Language Portfolio criteria according to the education level of a foreign language. | |
9) | They can develops teamwork, negotiation, leadership and entrepreneurship skills. | |
10) | They have the knowledge of universal ethical values, social responsibility awareness and sufficient level of labor law. | |
11) | They can identify the individual learning needs and carries out studies to correct them by developing positive attitudes about lifelong learning. | |
12) | They can express their ideas and solutions both written and orally, and if required they can present and publish them on both national and international platforms. | |
13) | They use information and communication technologies together with computer software at the advanced level of European Computer Driving License required by the field. |
Semester Requirements | Number of Activities | Level of Contribution |
Attendance | 1 | % 10 |
Homework Assignments | 1 | % 20 |
Project | 1 | % 30 |
Final | 1 | % 40 |
total | % 100 | |
PERCENTAGE OF SEMESTER WORK | % 60 | |
PERCENTAGE OF FINAL WORK | % 40 | |
total | % 100 |
Activities | Number of Activities | Workload |
Course Hours | 15 | 30 |
Project | 8 | 30 |
Homework Assignments | 8 | 25 |
Final | 10 | 30 |
Total Workload | 115 |