Program Prospectus Human Resources Management

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The Institute of Public Administration

Program Prospectus

“Human Resources Management”

Sector: Human Resources

General Goal of Program:

Prepare students for undertaking management of human resources effectively in both public and private sectors.

Objectives of Program:

Knowledge of modern management concepts and approaches in human resources management.

1. Ability to plan and develop human resources in organizations.

2. Knowledge of rules regulating human resources in both public and private sectors.

3. Ability to carry out human resources management operations.

4. Ability to utilize human resources technology.

5. Ability to know and understand human behavior and career ethics.

6. The Jobs for Which the Program gets Students Qualified:

Supervisory jobs of employment in government agencies that apply civil service regulations and by-laws.

1. Supervisory jobs of administrative development.

2. Supervisory jobs of human resources in government agencies that that apply civil service regulations and

3. by-laws.

Supervisory jobs of human resources in government authorities, establishments and funds that are run by

4. special rules, by-laws and decisions.

Supervisory jobs of human resources in organizations of the private sector that apply labor and social

5. insurance laws.

Admission Requirements:

The candidate should have a bachelor degree in any of the following fields: Public Administration- Business

1. Administration- Regulations, with a GPA not less than Good.

If the candidate is nominated by a government agency, he should meet the enrollment conditions, and he shall

2. be occupying one of the following positions (for employees who meet the general employment scale): Personnel

Director General, Personnel Director, Personnel Section Director, Head of Personnel Department, Employment

Director General, Employment Director, Employment Section Director, Head of Employment Department, Jobs

Classification Director General, Jobs Classification Director, Jobs Classification Section Director, Head of Jobs

Classification Department, Training and Scholarship Director General, Training and Scholarship Director, Training

and Scholarship Section Director, Manpower Planning Director General, Manpower Planning Director, Manpower

Planning Section Director, Work Affairs Director General, Work Affairs Director, Work Affairs Section Director, Work

Affairs Section Director, Employment Specialist and Researcher, Employment Controller, Manpower Specialist and

Researcher, Laborers’ Payrolls Specialist, Employment Specialist and Researcher, Payrolls and Awards Specialist

and Researcher, Training and Scholarship Specialist and Researcher, Administrative Development Specialist and

Researcher, Organizational Specialist and Researcher, Vocational Guidance Specialist and Researcher. As for public

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English (a full academic year)

First Semester English Level 1 Eight weeks 24 Credits English Level 2 Eight weeks 24 Credits Second Semester English Level 3 Eight weeks 24 Credits English Level 4 Eight weeks 24 Credits

Semester

No. Course Number of Credits No. of W eeks _{Type of} Course Type of T raining Method of Evaluation _Semester Final Exam Instructional Practical Credit Total

1

1851 Fundamentals of Human

Resources management 3 0 3 51 17 Theoretical Percentage 70 30 1852 Human Resources Strategic

Planning 3 0 3 51 17 Theoretical Percentage 70 30 1853 Information Technology

Management 2 0 2 34 17 Theoretical Percentage 70 30 1854 Career Ethics 2 0 2 34 17 Theoretical Percentage 70 30 1855 Rules and Regulations

Governing Human Resources

4 0 4 68 17 Theoretical Percentage 70 30

1856 Jobs Classification 4 0 4 68 17 Theoretical Percentage 70 30

Total 18 0 306

2

1857 Salaries, Incentives and

Remunerations 2 0 2 34 17 Theoretical Percentage 70 30 1858 Recruitment and Employment 4 0 4 68 17 Theoretical Percentage 70 30 1859 Human Resources

Development 4 0 4 68 17 Theoretical Percentage 70 30 1860 Job Performance Appraisal 4 0 4 68 17 Theoretical Percentage 70 30 1861 Human Resources By-Laws

and Procedures 3 0 3 51 17 Theoretical Percentage 70 30

Total 17 289

3

1862-1 Field Training 0 35 0 280 8 Practical Training Field Pass/Fail

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Course Code (1851) : Fundamentals of Human Resources Management

No. Training Unit Behavioral Objective Credits

1851-1/1 The Concept of Human Resources

Management Ability to understand the concept of human resources management as a modern specialized practice 2 1851-1/2 The Importance of Human Resources

Management in Modern Age Ability to effectively understand the importance of human resources management for organizations in modern age 4 1851-1/3 Development of Human Resources

Management Effective knowledge about the development of human resources management 4 1851-1/4 Terminology of Human Resources Ability to understand the fundamental terminology of human resources

management in both Arabic and English as commonly known worldwide 8 1851-1/5 Approaches to Human Resources Study Ability to Understand the various approaches to the study of human resources 13 1851-1/6 The Organizational Status of Human

Resources Management Ability to determine the factors influencing the appropriate organizational relation of human resources management and identify sub-divisions based on standards common in administrative organizations

8

1851-1/7 The Relationship of Human Resources

Management with other Administrative Units Ability to accurately identify the relationship of human resources with other administrative units 12

Total Course Credits 51

Course Code (1852) : Human Resources Strategic Planning

1852-1/1 Concepts of Human Resources Strategic

Planning Ability to understand the modern concepts of strategic planning for human resources 2 1852-1/2 Importance of Strategic Planning for Human

Resources Ability to determine the importance of strategic planning for human resources 3 1852-1/3 Types of Strategic Planning Ability to accurately understand types and different aspects of strategic

planning for human resources 6 1852-1/4 Fundamentals and Requirements of Human

Resources Planning Ability to determine the organization>s goals and policies, provide the necessary information on the positions and employees and estimate the resources necessary for the plan and work environment

8

1852-1/5 Steps of Strategic Planning for Human

Resources Management Ability to set up the human resources plan starting by determining the vision through current and future human requirements, up to the details and schedule of the plan according to scientific bases used in strategic planning

10

1852-1/6 Qualitative Methods of Human Resources

Planning Ability to use various methods for planning human resources based on qualitative methods 8 1852-1/7 Quantitative Methods of Human Resources

Planning Ability to analyze information, predict future changes in human resources based on common mathematical methods, equations and formulae 10 1852-1/8 Follow Up the Implementation and

Assessment of the Strategic Plan of Human Resources

Ability to effectively follow up plans and identify points of weakness 4

Course Code (1853) : Information Technology Management

1853-1/1 The Concept and Importance of Information

Technology Ability to understand the concept and importance of information technology as applied on real-world plants 2 1853-1/2 Elements of Information Technology Ability to accurately determine the fundamental elements of information

technology 10

1853-1/3 Plan Implementation Stages of Information

Technology in Administrative Work Ability to implement works electronically. Using and developing procedures by using effective technology 12 1853-1/4 Barriers of Information Technology Teach the trainee how to identify the barriers facing implementation of

technology, in general, and dealing with these barriers effectively 4 1853-1/5 Human Resources Information Technology

and Fields of Usage Ability to identify and deal with information of human resources and fields of using them effectively 6

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1854-1/7 Methods of Developing Positive Behavior Ability to identify methods of developing positive behavior and deal with

negative one according to scientific methods of behavior development 3 1854-1/8 Resources of Work Behavior Ability to effectively know resources of work behavior, regulations and by-laws

governing this behavior 2 1854-1/9 Career Ethics Ability to identify and apply career ethics effectively 6 1854-1/10 Promoting Career Ethics at Work Environment Ability to identify methods of creating and promoting positive ethics in the

organizations culture 2

Course Code (1855) : Rules and Regulations Governing Human Resources

1855-1/1 Civil Service Law Ability to understand the scripts and articles of civil service law that govern

and interpret personnel affairs in the Kingdom of Saudi Arabia 4 1855-1/2 Articles and applications of the

implementation rules of the civil service Ability to effectively understand the articles of civil service regulation and applications that govern personnel affairs in the Kingdom of Saudi Arabia 12 1855-1/3 General Rules of Labor Law organizing

personnel affairs and their applications Ability to effectively understand the articles of labor law and their applications that organize employment, training and qualification of human resources at government and private institutions in the Kingdom

4

1855-1/4 The Concept and Elements of Job Contracts Ability to accurately determine the concept and basic elements of job contracts 3 1855-1/5 Contract Expiry and Legal Consequences Ability to effectively determine the reasons of contract expiry and legal

consequences 3

1855-1/6 Employer’s Duties and Rights Ability to accurately determine the employer’s legal rights and duties 6 1855-1/7 Laborer’s Rights and Duties Ability to accurately determine the laborer’s rights and duties 6 1855-1/8 Labor Disputes Settlement Ability to effectively determine the bodies concerned with settlement of labor

disputes 4

1855-1/9 Civil Retirement Law and Applications Ability to understand the legal articles related to civil retirement law of

government employees and their applications 4 1855-1/10 Social Insurances Law and Applications Ability to effectively determine the scope of application of articles regulating

the social insurances of government and private sector employees 6

1855-1/11 Registration of Members Covered by Social

Insurances and Terms of Membership Ability to register members covered by social insurances and determine membership terms according to the concerned rules 4 1855-1/12 Pension Terms and Beneficiaries’ Rights Ability to effectively determine pension terms and beneficiaries’ rights 4 1855-1/13 Laws of Work Risks and the Injured Rights Ability to accurately determine the law of work risks and the injured rights 4 1855-1/14 Reciprocal Benefits between Laws and

Applications of Retirement and Insurance Ability to understand the laws and applications of reciprocal benefits between the retirement and insurance systems 4

Course Code (1856) : Jobs Classification

1856-1/1 The Concept and Importance of Jobs

Classifications Ability to effectively understand the fundamental concepts of civil service on jobs classification 4 1856-1/2 Classification Fundamentals Understand the fundamentals and bases of civil service classification and the

rules followed by the private sector in this respect 8 1856-1/3 Jobs Structure Ability to determine the relationship between the types and numbers of jobs

and the organizational structure and effective classification 4 1856-1/4 Classifying Data on Jobs Ability to understand the right methods of gathering the necessary data on the

jobs based on the common methods of data collection 6 1856-1/5 Jobs Analysis Ability to analyze data on jobs based on the fundamental elements of analysis 8 1856-1/6 Job Description Ability to write standard unique description for jobs based on job analysis and

on scientific methods of job description 8 1856-1/7 Methods of Jobs Assessment Ability to know various methods of assessing jobs and determine the right

method based on the available capabilities and conditions 14 1856-1/8 Organizing Jobs Classification Plan Ability to classify jobs into groups and classes based on their description

and write characteristics of each group on the basis of civil service rules and guidebook of job classification in the private sector

12

1856-1/9 Jobs Coding Ability to determine the job codes that refer to the rank, level, class and group

of the job 4

Course Code (1857) : Salaries, Incentives and Remunerations

1857-1/1 Fundamentals and Concepts of Salaries,

Incentives and Remunerations Ability to understand development in the fundamentals and concepts of salaries, incentives and remunerations, and determine the difference between each one of them accurately

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1857-1/2 Fundamental Factors of Determining Salaries Ability to effectively determine social, legal and economic factors and

principles influencing the specification of salaries 4 1857-1/3 Salary Scale Ability to create the salary scale based on the common technical standards 4 1857-1/4 Jobs and Salary Scale Ability to link job classification with salary scale based on common scientific

methods 4

1857-1/5 Manpower’s Financial Rights Ability to understand and differentiate between the fundamental financial rights of manpower based on the general rules and regulations 4 1857-1/6 Performance Management Ability to describe and discuss the philosophy of performance management

and link it with the policies of salaries and incentives according to the general rules of payment as related to performance

4

1857-1/7 Manpower’s Benefits Describe and discuss reasons of providing financial and service benefits for

manpower 4

1857-1/8 Programs of Benefits and Services Ability to understand programs of financial and non-financial benefits provided

for manpower 2

1857-1/9 Manpower’s Remuneration Management Describe and discuss types, restrictions and procedures of manpower’s

remunerations 4

Course Code (1858) : Recruitment and Employment

1858-1/1 Fundamentals of Recruitment, Selection and

Employment Ability to understand the modern concepts of recruitment, selection and employment 4 1858-1/2 Economic, Social and Political Factors and

their Impact on Recruitment, Selection and Employment

Ability to describe and discuss economic, social and political factors and their impact on labor market and the organization on the basis of cause and effect relationship

6

1858-1/3 Policies of Recruitment, Selection and

Employment Ability to understand the policies adopted in recruitment, selection and employment based on the state and private sector’s policies 6 1858-1/4 Laws, By-laws and Government measures

regulating recruitment, selection and employment

Ability to understand the laws and by-laws regulating Saudi and non-Saudi’s recruitment, selection and employment in the government and private sectors 6 1858-1/5 The Relationship of Recruitment, Selection

and Employment with the Human Resources’ other activities

Ability to effectively relate job analysis and description with human resources’ plan, salaries, incentives and appraisals, on one hand, and recruitment, selection and employment, on the other.

8

1858-1/6 External Recruitment and Its Resources Ability to know the means of external recruitment and human resources 6 1858-1/7 Internal Recruitment and Its Resources Ability to determine the means and ways of internal recruitment 6 1858-1/8 Recruitment Steps Ability to effectively determine recruitment steps 8 1858-1/9 Stages and Methods of Selection Ability to determine the steps, methods of selection and interviews 8 1858-1/10 Employment Steps Ability to effectively determine employment steps 2 1858-1/11 Orienting New Employees Ability to effectively assist new employees in adjusting with the work

environment and understanding its policies and regulations 4 1858-1/12 Methods of Human Resources Retention Ability to describe and discuss methods of retaining human resources after

employment 4

Course Code (1859) : Human Resources Development

1859-1/1 The Concept of Human Resources

Development Ability to understand concepts of human resources development and training 2 1859-1/2 Importance and Benefits of Development Ability to effectively understand the importance and benefits of development

and training 4

1859-1/3 Training Methods Ability to determine various training methods and assess each one on the

basis of the requirements and capabilities of the concerned institution 5 1859-1/4 Fundamental Concepts on Career Paths and

Reasons for Increased Interest Ability to understand modern concepts of career path, at the individual, institution and supervisors level and determine its importance and future vision for its success

4

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1859-1/11 Management of the Training and Development

Process Ability to prepare the training budget, specify the roles of training parties, see how to implement and follow up the training plan and manage changes effectively

6

1859-1/12 Assess Training Efficiency Ability to assess the impact of training compared to the cost according to

general indicators used in training assessment 6

Course Code (1860) : Job Performance Appraisal

1860-1/1 The Concept and Importance of Job Appraisal Ability to understand the concept of job performance and its importance for

developing the individual and organization’s performance

2

1860-1/2 Types and Problems of Job Performance

Appraisal Ability to identify the types and problems of job performance appraisal

6

1860-1/3 Sources of Job Performance Appraisal Ability to understand the most important sources of accurate job performance

appraisal

2

1860-1/4 Factors and Criteria of Job Performance

Appraisal Ability to identify the most important factors and criteria of employee’s appraisal

6

1860-1/5 Methods of Job Performance Appraisal Ability to understand various methods of job performance appraisal

₆

1860-1/6 Civil Service Laws of Job Performance

Appraisal Ability to understand apply and the civil service laws of job performance appraisal and apply it effectively

8

1860-1/7 Job Performance Appraisal Forms Applied in

Laws of Job Appraisal Ability to identify the factors of job performance appraisal and measure it through various Forms effectively

8

1860-1/8 Job Appraisal in Government Authorities and

Private Sector’s Agencies and Organizations Ability to understand some principles and forms used in job performance appraisal in government and private sector’s agencies and organizations

8

1860-1/9 Applications of Job Performance Appraisal in

Government and Private Sector’s Agencies Ability to apply types of job performance appraisal in government and private sector’s agencies and organizations effectively

6

1860-1/10 Types of Job Performance Forms in

Government and Private Sector’s Agencies and Organizations

Ability to identify elements of job performance appraisal and measure them in a sample of other forms of job performance appraisal other than those used by civil service laws

4

1860-1/11 Job Performance Appraisal Interviews Ability to organize and carry out interviews of job performance appraisal

₈

1860-1/12 Benefiting from Job Performance Appraisal Ability to benefit from job performance appraisal to solve administrative

problems and develop performance

2

1860-1/13 Developing Job Performance Appraisal Form Instruct the trainees on how to develop a selected form of job performance

appraisal 2

Course Code (1861) : Human Resources’ By-Laws and Procedures

1861-1/1 Policies of Developing By-Laws Governing

Human Resources Affairs Ability to understand policies governing the Developing of by-laws regulating human resources affairs 4 1861-1/2 Factors Influencing the Policy of Developing of

By-Laws Regulating Human Resources Affairs Ability to identify the factors influencing the policy of Developing by-laws regulating human resources 4 1861-1/3 Importance and Objectives of By-Laws

Regulating Human Resources Ability to identify the importance and objectives of by-laws regulating human resources 4 1861-1/4 Major Elements Comprising the

Implementation Rules of Work in Human Resources

Ability to identify the major factors of the laws regulating work in human

resources 8

1861-1/5 Main Procedures of Human Resources in the

Organization Ability to apply the main procedures of human resources management in the organization 17 1861-1/6 Forms Used in Human Resources

Management Ability to understand the main forms used in the human resources management effectively 6 1861-1/7 Developing Procedures and Forms Ability to develop procedures and forms used in the human resources

management based on the common principles of procedures development 8

Course Code (1862) : Field Training

1862-1/1 Field Training Ability to apply knowledge, capabilities and skills acquired in the program 280