Effective development and utilization of human assets is just as critical to an organization’s successful delivery of services as state-of-the-art technology.
Organizations need the right people with the right competencies at the right time, in conjunction with the right systems and technology.
Human Resource Trends and Issues
As technology, globalization, the new economy, and other significant trends affect businesses around the world, they must learn to adapt all of their business practices to remain successful.
In countries that are growing and developing at a rapid pace, a competitive and productive labor force may attract new foreign and domestic investment. With this goal in mind, it is important for government and the private sector to focus on labor issues because they impact the competitiveness of the country as an investment destination.
As Croatia and other countries in the region prepare to enter the European Union and continue their focus on the global marketplace, enterprises may find it beneficial to:
· Ensure that workers are prepared to succeed in new jobs in new industries
· Improve productivity through "best practice" management techniques and better use of technology
· Introduce new technologies, workplace learning, technical training and skills development
Our masters degree in Human Resource Development prepares you and your managers to support needed changes in human resource-related business practices and to successfully address the trends and issues your business is facing.
Rochester Institute of Technology has been offering a masters degree in Human Resource Development (HRD) for more than 25 years. We have graduates living and working around the world.
The curriculum was recently updated and now reflects best practices for addressing global trends like those we have highlighted here. The new program is based on those competencies senior-level executives and Human Resource professional organizations have identified as most critical for the near future.
We will offer the HRD degree in Croatia in conjunction with our Croatian entity, ACMT. Plans are also underway to offer it in other parts of the globe.
Students complete nine courses, each of which is five days in length. Courses are offered every other month, allowing students to complete the degree in 18 months. Managers and HR professionals with a minimum of three years of experience, including some HR and/or management experience, and a bachelor’s degree equivalence of education are invited to participate.
The dynamic, highly interactive format allows students to assist one another with problem solving, planning, and designing solutions to actual challenges in their own companies .
Course materials including reading, case studies, and learning activities, will be focused on content relevant to Croatia and the region including EU regulations, unions, and unique legal issues.
The courses in the program are outlined here in the sequence they will be offered.
Leadership In a Global Economy
Focuses on competencies required to transform HR practices and shape a workplace culture that engages and retains capable employees Introduces leadership practices and prepares students to develop an HR mission, vision, and strategy using the balanced scorecard framework
Human Capital Strategies
Examines how to develop a human capital strategy to acquire, retain, and engage the best available talent required for current and future success Explores tools and techniques for human capital planning, sourcing, retention, and development Includes benchmark practices from all industries to help students derive their own strategies
Provides students with an understanding of how different business types create wealth and helps them build literacy in key financial concepts Examines different business models, research industry trends, and explores the impact of human resource decisions on business strategy and costs
Competitive Staffing and Selection
Examines how to create a large and qualified pool of applicants that meets an organization’s workforce plans Explores use of technology and tools to improve the quality of hiring and selection outcomes Includes best practices in staffing and selection to help students learn to address typical business problems in these areas
Introduces the total rewards model, which includes programs and practices that collectively define an organization's strategy to attract, engage and retain employees
Students design the total rewards "tool kit" that enables the organization to offer a compensation and benefits solution that engages employees Examines how an effective rewards strategy results in satisfied, engaged and productive employees, who in turn create desired business performance and results
Human Performance Management Practices
Focuses on strategies to enhance employee performance to drive business results including methods to assess performance gaps, tools to monitor and improve performance, and strategies to equip managers to address performance-related issues Examines the elements necessary to become a “high performance” organization such as aligning employee efforts with business strategy and effectively addressing employee relations issues
Strategic Employee Development
Provides a framework to successfully design learning interventions that drive performance improvements in organizations ranging from formal training to special project assignments Examines adult learning principles and learning styles as well as best practices in organizational learning and employee development
Human Resource Metrics
Introduces students to methods for identifying the financial impact of human resource programs and practices Examines measurement techniques for assessment of absenteeism, turnover, employee engagement and performance, recruitment and selection, training and compensation
This course is the capstone experience for students. During their studies, students have identified an HR issue in their organization such as a talent shortage or the need to build partnerships with unions and worker’s councils. In this course, they research strategic solutions for the issue, design a solution appropriate for the organization, and develop components of that solution. Students also examine methods to drive their proposed change in the organization including effective communication, planning, persuasion, and collaboration.
Jan ‘09: Leadership in a Global Economy
Mar ‘09: Human Capital Strategies
May ’09: Business Acumen
June ’09: Competitive Staffing and Selection
Sept ’09: Employee Engagement
Nov ’09: Human Performance Management Practices
Jan ’10: Strategic Employee Development
Mar ’10: Human Resource Metrics
May ’10: Change Leadership
Tuition for the masters degree program in Human Resource Development is 14,000 EU. Tuition is paid in three equal installments, with the first installment due prior to the program start date.
To learn more about how you and others in your organization can enroll in the program, contact Besim Agušaj at ACMT, email@example.com. Enrollment is limited, so please contact Besim to register today.