BSBA Major in Human Resource Management

Prerequisite(s): ECON 103

This is an introductory course in financial accounting which incorporates International Financial Reporting Standards (IFRS)/GAAP and emphasizes the use of accounting information in an ethical manner. Topics covered include: Basic accounting concepts and processes with particular emphasis on double entries; the accounting cycle; transaction analysis; accounting for assets, liabilities, owner’s equity, expenses and revenues recognition, preparation of financial statements and ethical decision-making.

Prerequisite(s): ACCT 204

This is the first course in cost/managerial accounting. It discusses a range of introductory managerial accounting topics such as cost measurement and terminology, costs systems; analyzing cost-volume-profit relationships, job order and process costing, operating budgets, standard costing, introduction to capital budgeting and ethical managerial accounting-related decision-making.

This course is an introductory survey course in business analytics and is geared towards providing a broad coverage of descriptive, predictive, and prescriptive analytics techniques and applications within a business context. The course aims to introduce students to foundational concepts, methodologies, and tools required to understand the emerging role of business analytics in organizations, with a focus on decision making for efficiency, profitability, and sustainability. Through hands-on practice tutorials and assignments, students will also be introduced to computer-based modeling approaches to facilitate formulation, resolution, and interpretation of the results, and the process of transforming data into actions.

This course Introduces fundamentals of business models, and writing as a learning tool. The interrelationships between accounting, finance, information systems, marketing, and operations are the subject of several "learning by writing" deliverables. The course teaches business students effective methods for communicating business-related issues to clients, management and fellow employees.

This course provides essential underpinning support for research elements of higher level business courses. It allows candidates to make informed decisions and appropriate choices pertaining to research methodology. A range of business research tools, approaches and analytical techniques are discussed, and guidance is given on optimal structuring of research work in the business field, and the generation of research proposals.

This course is designed to help students apply functional knowledge gained from earlier courses and integrate these with more practical information and real-life experiences. The course takes the general management point of view, emphasizing the creation, implementation and evaluation of strategy in organizations. Students adopt the viewpoint of upper management, strategize and make essential "Big Picture" decisions, using standard strategic analysis frameworks. Students develop expertise in the analysis of complex business situations and in clearly presenting strategic findings both orally and in writing.

This course introduces students to the fundamental principles of macroeconomics in the context of current problems and its application to business decision making and economic policy. Students will be introduced to the economic way of thinking and how key concepts, theories and methods of modern economic analysis can be applied to everyday economic issues and problems. Key areas covered include demand and supply analysis and government policies; consumers, producers and the efficiency of markets; international trade; the national economy; business cycles; inflation; economic growth and stability; unemployment; and monetary and fiscal policy. Particular emphasis is placed on reviewing contemporary economic issues and how economics permeates almost every aspect of business, highlighting economics as the fundamental discipline underpinning the study of most business specializations.

This course teaches students the fundamental principles of finance. It covers the financial decisions that financial managers should make to maximize shareholders' wealth or a firm's value. These financial decisions include investment decisions, financing decisions, dividend decisions and working capital decisions. Students are taught how to apply financial theories to real life financial situations, financial ratio analysis, time value of money, stock valuation, bond valuation, capital budgeting and risk and return. It also discusses the difference between profit maximization and shareholders' wealth maximization. There is a general saying in finance that "If you can't measure it, you can't control it". Therefore, the course entails calculations and arriving at conclusions that help financial managers make financial decisions and measure financial performance.

This course presents essential management and organizational behavior theories and concepts. It examines the nature of managerial work under a range of business models and under rapidly changing business conditions. Managerial functions and activities such as planning, strategizing, organizing, controlling, and directing are examined in depth, and in the context of current organizational practice and scenarios.

Course Description:
This course introduces fundamentals of computer hardware, software, networking, Internet and its technology components. The discussions are centered on the role of technology in contemporary business, and include basic relational storage concepts, with hands-on experience in building business database applications and web sites. The course also features a mini-project.

This course examines marketing principles, concepts, strategies, tactics, and analytical tools used by profit and nonprofit organizations to market ideas, products, or services to selected target groups. The course emphasizes how to promote, distribute, and price a firm's offering in dynamic economic, social, political, and international environments.

This course is a broad survey of key areas of human resources management, designed to provide students wishing to become future supervisors and/or staff human resource specialists with a thorough understanding of the role of human resource management and the techniques available to management in making effective use of the human resources of an organization. The material is delivered from the perspective of HRM practice in both the UAE/GCC and internationally.

The Compensation Management course focuses on the theories underlying direct compensation and reward systems in organizations, and the practical administrative practices used to implement such systems, with particular reference to the UAE/GCC sub region. Compensation management practices, including the analysis and evaluation of jobs, criteria and procedures for determining wage levels, individual wage determination, forms of pay, and incentive systems will be covered.

The Human Resource recruitment and selection course focuses on employee staffing, training, and development processes in organizations. Topics covered include human resource planning, job analysis for selection, multiple recruitment and selection methods are investigated, and the course looks in detail at how these HRM elements are typically implemented in the UAE/GCC region. Through a blend of theory and application.

The Internship is designed for candidates on the undergraduate human resource management major programs. It lasts for eight weeks (240 hours), and provides exposure to business practices and issues, in appropriate settings. Candidates will typically opt to carry out internship with local UAE-based companies. The internship program is viewed as a "steppingstone" for a career in the field of the student's major. Students will receive orientation, induction, and relevant on-the-job training during their internship. The initial induction and orientation take place at the beginning of the internship, and will serve to introduce the student to real-world business practices, culture and management, and provide them with a knowledge base to draw upon throughout the remainder of the internship.

The course introduces students to the field of international human resource management (IHRM). Topics covered include: HR planning for international operations, the impact of national cultures on IHRM, including standardized cultural models; Divergent and Convergent International-HRM practices; Integration versus Differentiation; International people-resourcing; HR cultural adaptation and adoption issues; Organizational Culture and IHRM practice; comparative I-HRM studies featuring country comparisons. A number of contemporary I-HRM models are also discussed and utilized, with particular reference to IHRM within and out of the UAE/GCC.

This course is an in-depth analysis for management majors interested in pursuing a career in human resources management. Course content focuses on legal and regulatory issues in employee relations from a historical and current perspective. Course delivery is interactive and utilizes lectures as well as discussions of assigned cases and readings.

Prerequisite(s): MGHR 301
The HRM project-based internship course will provide students an experience of a self-employed work environment. The course will imbibe problem- solving skills and creative thinking among students. These life-long learning skills will enhance the employability skills of the students and their ability to become independent learners. The students will integrate the tools and concepts from the HRM specialization courses to develop strategies to solve problems. Through a coaching and mentoring process, the students would produce a project report, which will allow them to showcase their learning acquired during their four-year study

People in the workplace are constantly interacting with peers, managers, and customers with very different backgrounds and experiences. When harnessed effectively, these differences can be the catalyst for creative breakthroughs and the pathway to team and organizational learning and effectiveness; but when misunderstood, these differences can challenge employees' values, performance, workplace relationships, and team effectiveness. The course enables the student to understand the role of diversity in human affairs particularly in the workplace. The course discusses and analyzes the role of diversity in the workplace, along with the procedures and practices of diversity management. This course additionally helps students become familiar with contemporary theories and research findings about teams, their function and their management. This course will cover a variety of topics relevant to diversity, inclusion and discrimination in organizations. Students will be able to apply these concepts to discussions of specific dimensions of diversity, including gender, racio-ethnicity, sexual orientation, religion and disability. It also offers students the opportunity to develop their critical thinking on topics such as identity, relationships across difference and bias, and equality of opportunity in organizations around the world and how they relate to organizational issues of equality of opportunity, inclusion, and effectiveness. Finally, they will consider ways in which organizations can and do manage diversity. Class sessions will be experiential and discussion-based. Readings, case studies, and a final individual or team project will also be emphasized.

This course provides students with an in-depth understanding of Human Resource Analytics, emphasizing predictive modelling, evidence-based management, and the ethical use of data in HR decision making. Students will learn how to gather, clean, and analyze HR data, applying statistical techniques to explore issues such as diversity, employee engagement, turnover, performance, recruitment, and the evaluation of HR interventions.

Hands-on experience will be gained through Power BI and SPSS/R, where students will develop practical skills in visualization, data analysis, and predictive modelling. Using case studies from Predictive HR Analytics: Mastering the HR Metric (3rd edition, Edwards et al., 2024), students will learn to interpret analytic outcomes, construct business cases, and link HR insights to organizational strategy.

By the end of the course, students will have developed the ability to translate HR data into actionable strategies, enhancing their capacity to function as strategic HR professionals.