The course focuses on strategic planning which includes the areas related to attracting, retaining, and maintaining an effective workforce like human resources planning and job analysis, recruitment and selection, performance appraisal, reward system, and labor relations.
Training is any planned activity to transfer or modify knowledge, skills, and attitudes through learning experiences. Personnel may require training for a variety of reasons, including the need to maintain levels of competence and respond to the demands of changing circumstances and new approaches and technologies. Training by itself cannot solve structural, organizational, or policy problems within an organization, although supportive supervision and the use of motivational strategies can help sustain performance improvement derived from training (www.who.int/medicinedocs/documents).
Conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'. Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies (www.businessballs.com).
South UniversityfileCUsersCWATKIMDesktopWhat20Is.docxwilliame8
South University
file:///C|/Users/CWATKIM/Desktop/What%20Is%20Good%20Training.html[6/12/2020 12:23:22 PM]
What Is Good Training?
In order for training to be effective and efficient, both learning and transfer are needed. Learning is a
permanent change in human proficiencies that include knowledge, skills, attitudes, behaviors, and
competencies. Transfer is a trainee effectively, efficiently, and continually applying what was learned in
training on jobs. There are two important goals for transfer—generalization and maintenance. Effective
learning and transfer require that consideration be paid to trainee characteristics, training design, and
characteristics of the work environment.
Specific Learning Outcomes:
Verbal information includes names, labels, facts, and bodies of knowledge.
Intellectual skills include concepts and rules to solve problems, serve customers, and create
products.
Motor skills include coordination of physical movements.
Attitudes include beliefs and feelings that prompt a person to behave in a certain way.
Cognitive strategies include strategies that regulate thinking and learning, determine what to
attend to, regulate how to remember, and regulate how to solve problems.
Understand both the reinforcement and social learning theories noted in your text. A need is a
deficiency that one experiences. A need motivates one to behave to satisfy the deficiency. Need
theories help explain the value that one places on outcomes.
Need Theories
Effective and efficient employees provide the avenue to intensify profits, viability, and growth.
Numerous theories by people, including Maslow, Herzberg, McClelland, and Alderfer, proffer
employees’ satisfaction, and therefore, their performance is grounded by the efficiency and
effectiveness with which the company fulfills employees’ needs.
Review each theory to learn more.
These theories suggest that understanding learners’ needs will facilitate their motivation to learn.
Implications of the learning process and transfer of training for instruction include:
Employees need to know the objectives.
Employees need meaningful training content.
Employees need opportunities to practice.
javascript:void(0);
javascript:void(0);
South University
file:///C|/Users/CWATKIM/Desktop/What%20Is%20Good%20Training.html[6/12/2020 12:23:22 PM]
Employees need a number of pre-practice conditions.
Employees need practice involving experience.
Employees need to commit training content to memory.
Employees need feedback.
Employees learn through observation, experience, and interaction.
Employees need training programs to be properly coordinated and arranged.
Employees need encouraged trainee responsibility and self-management.
The work environment should support learning and transfer.
Additional Materials
From your course textbook, Employee Training and Development, read the following chapters:
Needs Assessment
Learning and Transfer of Training
Local DiskSouth University
South Unive.
A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
Skills Management Best Practices Webinarguest637256
1.How does skills management fit into an overall human resources program?
2.What is the value proposition for skills management?
3.What are the best practices for planning and implementing skills management?
4.What is the most appropriate “skillware” for your business?
Chapter Analysis Training, Development & Careers.pdfMalbis Aranda
The analysis focuses on Chapter 8-Part II of Human Resources Management: People, Data and Analytics, exploring the fundamentals of talent management integrated with data analytics. The chapter introduces best practices for adapting to the evolving workplace, emphasizing hands-on opportunities to enhance analytical and decision-making skills. By illustrating key HRM concepts and theories, the analysis aims to provide readers with a comprehensive understanding of talent management while fostering practical insights into the dynamic interplay between human resources, data analytics, and contemporary organizational challenges.
It is a mechanism that empowers government agencies by developing their human resource management competencies, systems, and practices toward HR excellence.
Training is the act of increasing the knowledge and skills an employee for a doing particular job”
Training is job oriented, it bridges the gap between what the employee has what the job demands
It is the application of knowledge & gives people an awareness of rules & procedures to guide their behavior
It helps in bringing about positive change in the knowledge, skills & attitudes of employees
Training is any planned activity to transfer or modify knowledge, skills, and attitudes through learning experiences. Personnel may require training for a variety of reasons, including the need to maintain levels of competence and respond to the demands of changing circumstances and new approaches and technologies. Training by itself cannot solve structural, organizational, or policy problems within an organization, although supportive supervision and the use of motivational strategies can help sustain performance improvement derived from training (www.who.int/medicinedocs/documents).
Conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'. Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies (www.businessballs.com).
South UniversityfileCUsersCWATKIMDesktopWhat20Is.docxwilliame8
South University
file:///C|/Users/CWATKIM/Desktop/What%20Is%20Good%20Training.html[6/12/2020 12:23:22 PM]
What Is Good Training?
In order for training to be effective and efficient, both learning and transfer are needed. Learning is a
permanent change in human proficiencies that include knowledge, skills, attitudes, behaviors, and
competencies. Transfer is a trainee effectively, efficiently, and continually applying what was learned in
training on jobs. There are two important goals for transfer—generalization and maintenance. Effective
learning and transfer require that consideration be paid to trainee characteristics, training design, and
characteristics of the work environment.
Specific Learning Outcomes:
Verbal information includes names, labels, facts, and bodies of knowledge.
Intellectual skills include concepts and rules to solve problems, serve customers, and create
products.
Motor skills include coordination of physical movements.
Attitudes include beliefs and feelings that prompt a person to behave in a certain way.
Cognitive strategies include strategies that regulate thinking and learning, determine what to
attend to, regulate how to remember, and regulate how to solve problems.
Understand both the reinforcement and social learning theories noted in your text. A need is a
deficiency that one experiences. A need motivates one to behave to satisfy the deficiency. Need
theories help explain the value that one places on outcomes.
Need Theories
Effective and efficient employees provide the avenue to intensify profits, viability, and growth.
Numerous theories by people, including Maslow, Herzberg, McClelland, and Alderfer, proffer
employees’ satisfaction, and therefore, their performance is grounded by the efficiency and
effectiveness with which the company fulfills employees’ needs.
Review each theory to learn more.
These theories suggest that understanding learners’ needs will facilitate their motivation to learn.
Implications of the learning process and transfer of training for instruction include:
Employees need to know the objectives.
Employees need meaningful training content.
Employees need opportunities to practice.
javascript:void(0);
javascript:void(0);
South University
file:///C|/Users/CWATKIM/Desktop/What%20Is%20Good%20Training.html[6/12/2020 12:23:22 PM]
Employees need a number of pre-practice conditions.
Employees need practice involving experience.
Employees need to commit training content to memory.
Employees need feedback.
Employees learn through observation, experience, and interaction.
Employees need training programs to be properly coordinated and arranged.
Employees need encouraged trainee responsibility and self-management.
The work environment should support learning and transfer.
Additional Materials
From your course textbook, Employee Training and Development, read the following chapters:
Needs Assessment
Learning and Transfer of Training
Local DiskSouth University
South Unive.
A planned process to modify attitude , knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organization.
Skills Management Best Practices Webinarguest637256
1.How does skills management fit into an overall human resources program?
2.What is the value proposition for skills management?
3.What are the best practices for planning and implementing skills management?
4.What is the most appropriate “skillware” for your business?
Chapter Analysis Training, Development & Careers.pdfMalbis Aranda
The analysis focuses on Chapter 8-Part II of Human Resources Management: People, Data and Analytics, exploring the fundamentals of talent management integrated with data analytics. The chapter introduces best practices for adapting to the evolving workplace, emphasizing hands-on opportunities to enhance analytical and decision-making skills. By illustrating key HRM concepts and theories, the analysis aims to provide readers with a comprehensive understanding of talent management while fostering practical insights into the dynamic interplay between human resources, data analytics, and contemporary organizational challenges.
It is a mechanism that empowers government agencies by developing their human resource management competencies, systems, and practices toward HR excellence.
Training is the act of increasing the knowledge and skills an employee for a doing particular job”
Training is job oriented, it bridges the gap between what the employee has what the job demands
It is the application of knowledge & gives people an awareness of rules & procedures to guide their behavior
It helps in bringing about positive change in the knowledge, skills & attitudes of employees
Grievances take the form of collective disputes when they are not resolved. Also they will then lower the morale and efficiency of the employees. Unaatended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. In short, grievances arise when employee’s expectations are not fulfilled from the organization as a result of which a feeling of discontentment and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues.
It may be any genuine or imaginary feeling of dissatisfaction which an employee experiences about his job and it’s nature, about the management policies and procedures.
It maybe expressed by the employee and brought to the notice of the management and the organization. Grievances take the form of collective disputes when they are not resolved. Also they will then lower the morale and efficiency of the employees. Unaatended grievances result in frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism, etc. In short, grievances arise when employee’s expectations are not fulfilled from the organization as a result of which a feeling of discontentment and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues.
Executive Develoment Programme (EDP)-is a systematic and continuous process through which the executives learn advanced knowledge and skills in managing.
Job Change is is a revision to an employee's existing job description that does not represent a new position for the employee and is not a promotion. Job descriptions can regularly be updated to reflect duties the employee is expected to perform to meet the work needs of the department.
Human resources management (HRM) is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organizations. Human resource management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.
HRM is the study of activities regarding people working in an organization. It is a managerial function that
tries to match an organization‘s needs to the skills and abilities of its employees.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
A Survey of Techniques for Maximizing LLM Performance.pptx
HRM Syllabus.docx
1. Kalinga State University
Bulanao, Tabuk City
COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY
Second Semester, Academic Year 2020-2021
COURSE SYLLABUS
Doc. Ref No. CBAA-S-03
Effectivity Date 01-04-2021
Revision No. 1
Page No. Page 1 of 7
Course Code: MBA 206
Descriptive Title: Human Resource Management
Term: Second Semester
Class Schedule: 2:30 – 5:30 Sat
Date Updated: January 4, 2021
Subject In charge: Romualdo U. Wacas, MBA
KSU Vision: A Knowledge and Technology Hub in Asia-Pacific Region.
KSU Mission: Kalinga State University shall primarily provide higher and advanced education, professional instruction and training in the arts, agriculture forestry, social and natural sciences and
technology, and other relevant fields of study. It shall also promote and undertake research and extension services, and provide progressive leadership in its areas of specialization.
Quality Policy: Kalinga State University is committed to provide quality education and engage in research and extension services that satisfy the needs of its stakeholders towards sustainable
development. Steadfast in its commitment to develop human resource of Kalinga, the Philippines, and Asia Pacific. United to continuously improve the effectiveness of its Quality
Management System.
College Goal: In line with the vision statement of the Kalinga State University, the college seeks to provide its students quality education through instruction, research, extension and production in
the fields of Accountancy, Financial Management, Office Administration and other business-related courses intended to develop their knowledge, skills, and attitudes which will
enable them to assume responsibilities in business, become morally upright, and globally competitive professionals.
Program Objectives: The Master in Business Administration (MBA) program is basically intended to:
1. Equip the students with advanced knowledge on the conceptual, philosophical and theoretical foundations, basic principles, practices and methodologies in business
entrepreneurship and administration;
2. Instill in the students positive values and attitudes and behavioural attributes necessary in the practice of their profession
3. Advance/upgrade students’ personal and educational competencies and skills that are relevant and applicable in the practice of their profession
Course Description: The course focuses on strategic planning which includes the areas related to attracting, retaining, and maintaining an effective workforce like human resources planning and job
analysis, recruitment and selection, performance appraisal, reward system, and labor relations.
Time Duration: 54 hours (18 weeks)
2. Kalinga State University
Bulanao, Tabuk City
COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY
Second Semester, Academic Year 2020-2021
COURSE SYLLABUS
Doc. Ref No. CBAA-S-03
Effectivity Date 01-04-2021
Revision No. 1
Page No. Page 2 of 7
Credit: 3 Units
Pre-requisite: None
Grading System:
EVALUATION
TECHNIQUES
CREDITS
Midterm Grade (MG) Tentative Final Grade (TFG) Final Grade (FG)
Course Requirements 60% 40% 1/3 MG
Written Examination 40% 60% 2/3 TFG
TOTAL 100% 100% 100%
* CS includes laboratory exercises, laboratory activities, assignments, and Laboratory workshop output
Teaching Approaches:
1. Individual simulation
2. Self-paced learning
3. Online class discussion
4. Integrative techniques
5. Inquiry-based approach
3. Kalinga State University
Bulanao, Tabuk City
COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY
Second Semester, Academic Year 2020-2021
COURSE SYLLABUS
Doc. Ref No. CBAA-S-03
Effectivity Date 01-04-2021
Revision No. 1
Page No. Page 3 of 7
COURSE OUTLINE:
INTENDED LEARNING OUTCOMES LEARNING EXPERIENCES TIME FRAME ASSESSMENT RESOURCES
Topic/Content Delivery Mode
Understand and acquaint themselves on the
academic policies and course outcomes.
Explain the importance of human resources and
their effective management in organizations.
- Research course outcomes
- Classroom policies
- Attendance
- Assignments
- Quizzes and major examinations
- Reaction papers
- Subject final requirement
- Grading System
- Academic Dishonesty
- Discussion of other requirements
CHAPTER 1. Perspectives In Human
Resource Management
- Evolution of human resource
management
- Importance/Significance of human
Factor
- Challenges in HRM
- Inclusive Growth And Affirmative Action
Of HR in an Organization
- Role Of Human Resource Manager
- Human Resource Policies
- Computer Applications In Human
Resource Management
- Human Resource Accounting And Audit
Course Introduction and
Online Orientation
Interactive Discussion
Online lecture through
google meet
Online Class
Discussion
Interactive Discussion
Online lecture through
google meet
Online Class
Discussion
3 hours
8 hours
Oral Recitation
Online Seatwork
Online Quiz
Virtual Recitation
Syllabus
Student Handbook
Dessler Human
Resource Management,
Pearson Education
Limited, 2007
Decenzo and Robbins,
Human Resource
Management, Wiley,
8th Edition, 2007
Bernadin, Human
Resource Management,
Tata Mcgraw Hill ,8th
edition 2012
4. Kalinga State University
Bulanao, Tabuk City
COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY
Second Semester, Academic Year 2020-2021
COURSE SYLLABUS
Doc. Ref No. CBAA-S-03
Effectivity Date 01-04-2021
Revision No. 1
Page No. Page 4 of 7
Demonstrate a basic understanding of different tools
used in forecasting and planning human resource
needs
Outline the current theory and practice of
recruitment and selection.
Demonstrate the ability to prepare a selection
strategy for a specific job.
Research the advantages and disadvantages of
induction processes for new incumbents in a role
Outline and discuss the current legal and ethical
requirements of the recruitment and selection
process and illustrate how these impacts on the
process
Create a cost-benefit analysis of training
Explain the organizational, societal and individual
costs and benefits of training and development
Develop, analyze and apply advanced training
strategies and specifications for the delivery of
training programs
Evaluate training programs using appropriate design
and data collection procedure
Midterm Examination
CHAPTER 2. The Concept Of Best Fit
Employee
- Importance of Human resource planning
- Internal and external sources
- Recruitment
- Selection
- Induction
- Socialization Benefits
- CHAPTER 3. Training and Executive
Development
- Types of Training Methods
- Purpose of Training
- Benefits of Training
- Executive Development Programme
- Self-Development
- Knowledge Management
Interactive Discussion
Online lecture through
google meet
Online Class
Discussion
Interactive Discussion
Online lecture through
google meet
Online Class
Discussion
Interactive Discussion
Online lecture through
google meet
Online Class
Discussion
8 hours
8 hours
Review questions
Reinforcement Exercise
Long Quiz
Mini-Case Study
Individual activity
Review questions
Reinforcement Exercise
Long Quiz
Online Seatwork
Online Quiz
Virtual Recitation
Dessler Human
Resource Management,
Pearson Education
Limited, 2007
Decenzo and Robbins,
Human Resource
Management, Wiley,
8th Edition, 2007
Bernadin, Human
Resource Management,
Tata Mcgraw Hill ,8th
edition 2012
Dessler Human
Resource Management,
Pearson Education
Limited, 2007
Decenzo and Robbins,
Human Resource
Management, Wiley,
8th Edition, 2007
Bernadin, Human
Resource Management,
Tata Mcgraw Hill ,8th
edition 2012
Dessler Human
Resource Management,
5. Kalinga State University
Bulanao, Tabuk City
COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY
Second Semester, Academic Year 2020-2021
COURSE SYLLABUS
Doc. Ref No. CBAA-S-03
Effectivity Date 01-04-2021
Revision No. 1
Page No. Page 5 of 7
State the significance of employee benefits to both
employers and employees
Evaluate a benefits package that supports the
organization’s strategy
Appraise a job-based compensation scheme that is
consistent with organizational goals, mission and
values
Define the concept of performance management
and outline its role in contemporary organizations
Explain the importance of the performance
management system in enhancing employee
performance
Explain the importance of the performance
management system in enhancing employee
performance
Demonstrate the ability to use different performance
management techniques, for example, coaching,
mentoring, career development
Define and discuss the appropriate policies and
practices involved the performance discipline
process
Final Examination
Chapter 4. Sustaining Employee Interest
- Compensation Plan
- Reward
- Motivation
- Application of theories of Motivation
- Career Management
- Development of Mentor
CHAPTER 5. Performance Evaluation
and Control Process
- Method of Performance Evaluation
- Feedback
- Promotion
- Transfer
- Separation
- Implication of Job change
- Control Process
- Grievances
Media-supported
lecture/ PowerPoint
presentation.
Interactive discussion
Recitation
Read additional course
material
Lecture,
Discussion
Application with
research integration
Internet application
Multi-media
presentation
Recitation
8 hours
8 hours
8 hours
Online Seatwork
Assignment
Ethical issues Cases
Quiz
Seatwork
Assignment
Ethical issues Caselets
Quiz
Decenzo and Robbins,
Human Resource
Management, Wiley,
8th Edition, 2007
Bernadin, Human
Resource Management,
Tata Mcgraw Hill ,8th
edition 2012
Dessler Human
Resource Management,
Pearson Education
Limited, 2007
Decenzo and Robbins,
Human Resource
Management, Wiley,
8th Edition, 2007
Bernadin, Human
Resource Management,
Tata Mcgraw Hill ,8th
edition 2012
6. Kalinga State University
Bulanao, Tabuk City
COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY
Second Semester, Academic Year 2020-2021
COURSE SYLLABUS
Doc. Ref No. CBAA-S-03
Effectivity Date 01-04-2021
Revision No. 1
Page No. Page 6 of 7
Note: Topics may change, add, or modify as deemed necessary to address to the current demands and developments in the industry as well as to the specific needs of the field of specialization.
REFERENCES:
Textbook
1. Dessler Human Resource Management, Pearson Education Limited, 2007
2. Decenzo and Robbins, Human Resource Management, Wiley, 8th Edition, 2007
Online References:
1. Luis R.Gomez-Mejia, David B.Balkin, Robert L Cardy. Managing Human Resource. PHI Learning. 2012
2. Bernadin , Human Resource Management ,Tata Mcgraw Hill ,8th edition 2012.
3. Wayne Cascio, Managing Human Resource, McGraw Hill, 2007.
4. Ivancevich, Human Resource Management, McGraw Hill 2012.
5. Uday Kumar Haldar, Juthika Sarkar. Human Resource management. Oxford. 2012
Course Requirements:
Compilation of Online Quizzes, seat works and class activities
Periodical examination
Research Output
EXPECTATIONS FROM STUDENT:
The student’s responsibility is to come to each class prepared. S/he is also expected to take all examinations on the date scheduled. S/he should read the modules prior to class. He/She is expected to
attend each class and participate actively in the discussions.
ACADEMIC DISHONESTY:
All students of the Institute are expected to be academically honest. Cheating, lying, and other forms of immoral and unethical behavior will not be tolerated. Any student found guilty of cheating in
examination or plagiarism of submitted course requirements will (at a minimum) receive an F (or 5) or failure in the course. Plagiarism and cheating refer to the use of unauthorized books, notes, or
otherwise securing help in a test, copying tests, assignments, reports or term papers, representing the work of another person as one's own, collaborating, without authority, with another student during an
examination or in preparing academic work; signing another student name on an attendance sheet; or otherwise, practicing scholastic dishonesty.
7. Kalinga State University
Bulanao, Tabuk City
COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY
Second Semester, Academic Year 2020-2021
COURSE SYLLABUS
Doc. Ref No. CBAA-S-03
Effectivity Date 01-04-2021
Revision No. 1
Page No. Page 7 of 7
POLICY ON ABSENCES:
The allowed number of absences for students enrolled in a– 1 ½ class– based on student handbook. Request for excused absences or waiver of absences must be presented upon reporting back to class.
Special examinations will be allowed only in special cases, such as prolonged illness. It is the responsibility of the student to monitor her own tardy incidents and absences that might accumulate leading to
a grade of “FAILED” or “DROPPED”. It is also her responsibility to consult with the teacher, chair or dean should her case be of special nature.
Prepared by: Approved by:
ROMUALDO U. WACAS RUTH ANN MARIE A. AQUINO, MPA
Subject In-charge/Program Chairman College Dean