Human Resource Management (HRM) refers to the policies, practices, and systems that influence employees’ behaviour, attitudes, and performance. The discipline of HRM is a systematic study of these policies, practices, and systems, while maintaining a strategic perspective. The strategic approach concerns the integration of the HRM policies, practices, and systems with the strategic plans and strategic management of the organization. The course is organized according to the broad areas of HRM, including the human resource environment; acquiring, training, and developing workers; assessing performance and improving performance; compensating human resources; and meeting other HR goals.
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In this leadership workshop, participants will be exposed to the concept of leadership, including the distinction between leadership and management. In learning about leadership, participants will be expected to complete activities covering topics such as becoming a leader, leadership and decision making, and leadership behaviours.

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Managers are increasingly required to understand statistical data as a means for improving decision making. This course covers statistical techniques that are essential to analyzing and interpreting data including data preparation, factor analysis, multiple regression, confirmatory factor analysis (CFA), and structural equation modeling (SEM). Data-sets and videos are used to deliver the material in a hands-on manner.

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This thesis guide is intended to assist you in writing a Master's thesis.

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Motivation is a physiological or psychological desire that incites us to action. Motivation affects the effort, choice, and persistence of our behaviours. The key objective of this course is to make students familiar with key aspects of motivation theories particularly as they relate to perceptions, attitudes, and behaviours in the workplace. Contemporary and emerging issues are also discussed.

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Organisational behaviour (OB) is a field of study that focuses on understanding, explaining, and managing attitudes and behaviours of individuals and groups in organisations. The theories and concepts in OB are drawn from a wide variety of disciplines including industrial and organizational psychology, social psychology, sociology, anthropology, and economics. Drawing from these diverse fields, OB research is often applied by managers and consultants to meet ‘real-world’ organization challenges.
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Organisational Behaviour (OB) can be defined as a field of study that investigates the impact that individuals, groups, and structure have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness. OB involves the understanding, prediction, and control of human behaviour. In summary, OB is concerned with the study of the behaviour of people within an organizational setting, and how such behaviour affects performance.

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People resourcing is that part of human resource management (HRM) which focuses on the recruitment and release of individuals from organizations, as well as the management of their performance and potential while employed by the organization. In HRM jargon, ‘people resourcing and talent management’ is based on how organizations (1) resource talent, (2) manage talent effectively, and (3) release talent. Therefore, the course covers a breadth of human resource (HR) issues including activities important for the acquisition, management, and retention of talent from recruitment and selection to separation from employment. 

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