Course Descriptons

IR 33 Staffing (1.5)
This course develops the entire framework of human resource planning and recruitment and deals with personnel and performance testing (including procedures and data for personnel decisions) as well as recruitment decision strategies. The course also covers selection criteria for staffing multinational companies and overseas assignments.

IR 35 Human Resource Management Auditing (3.0)
Audits of an organization's human resource processesโ€”including recruitment and selection, training and development, and performance appraisalโ€”are a vital part of creating a cutting-edge HRM system. This course reviews measures and information typically used in HRM audits, cost/benefit approaches to HRM evaluation, and analysis and utilization of audit findings.

IR 36 Compensation and Management of Performance Appraisal (3.0)
This course covers the development and application of appraisal programs and includes establishing performance standards, developing evaluation methods and designing effective reward systems. Participants learn how to implement (and interpret) wage and salary surveys, determine pay rates, adjust pay structures, and develop remuneration systems (merit-pay, skill-based pay, pay for performance). It also covers the impact of government regulation on incentive plans.

IR 40 Human Resource Management (3.0)
This course provides an overview of the basic functions of human resource management (manpower planning, recruitment and selection, job analysis and design, performance management and appraisal, training and development, compensation and rewards). The course analyzes the evolution of human resource management (HRM) and the development of HRM objectives and HRM policies.

IR 42 Labor Management Relations (3.0)
This course focuses on labor legislation, including an overview of Thai labor laws, labor unions in Thailand, collective bargaining and employee health and safety regulations. Participants analyze real-life cases in labor management and develop an understanding of effective tactics for different labor management situations.

MGMT 31 Fundamentals of Management for Human Resource Management Practices 1 (3.0)
This course covers the fundamental concepts of management decision making, organization and control, strategic planning and marketing. The course examines how analysis of marketing opportunities and customer insights drive business strategies and organizational structures.

MGMT 32 Fundamentals of Management for Human Resource Management Practices 2 (3.0)
This course explores the implications of finance, accounting, and operations management for HRM. The course offers an overview of the role and function of finance, accounting, and operations management. Participants will develop an understanding of financial statements and financial ratios and their implications for HRM budgeting. It will also examine cost-benefit analysis and its application to HRM. Moreover, the course will equip the students with operations management knowledge, focusing on project management, necessary to successfully plan, execute, monitor and control HR activities.

MGMT 33 Communication Skills for Managers (3.0)
This course focuses on building skills in communication and interpersonal interactions within a management context. Various activities give students practical experience in applying communication concepts to their oral and written presentations.

MGMT 41 Human Resource Management Information Systems (1.5)
This course covers the impact of trends in information technology systems and technologies on human resource information management. Participants learn how to employ information technology to leverage their business and make strategic human resource management decisions.

MGMT 68 Corporate Social Responsibility
This course, which focuses on the issue of Corporate Social Responsibility and the Law, observes concepts ranging from command and control regulations to self-regulation with market-based approaches. This is a practical course and will walk the student through practical processes of the following critical activities: identification of social issues to support, selection of initiatives to support the social issues, development of integrated and strategic implementation plans, and measurement and report outcomes.

MORS 30 Organization Behavior (3.0)
This course deals with motivation, individual and group decision making, conflict, power and politics, leadership, job design, performance maintenance, organizational environment, organization structure and design, and emerging trends and challenges.ย 

MORS 35 Organization Development and Change (2.0)
This course is designed to explore the organizational conditions that may impact change management effectiveness. Topics include definition of organization development and of change management, organization diagnosis, the major steps in change management, and managing resistance to change. Several change methods, reflecting different depths of intervention, are presented.

MORS 37 Human Resource Development (2.0)
This course discusses current trends in employee development. The course focuses on the role of training in developing employees' knowledge and skills and includes job analysis, needs assessment, management development program design, inventorying training media and methods, training evaluation, marketing human resource development programs, and organization entry and career development.

MORS S38 Managing Human Capital in a Global Context                                                                      
This course will be an advanced seminar on the management of human capital in global business.  Frequently the single largest line-item investment which enterprises make is people.  While home country socio-economic and political situations and laws may be easily handled by most companies, the complexities involved in leading and managing people across borders cannot be underestimated.  This class will have a clear focus on global issues, and will revolve around the five domains of Global Human Capital: Strategic HR Management, Global Talent Acquisition and Mobility, Global Compensation and Benefits, Organizational Effectiveness and Talent Development, and Workforce Relations and Risk Management.  Although Thai practices will be referenced, the focus will be on cross-border issues, particularly some of the more frequent business destinations in the world: The EU, the US, China, India, the UK, and Canada.

MORS 39 Strategic Issues in Managing Human Capital (4.0)
This course focuses on developing an understanding of the current global business environment and its impact on human resource management practices. Students, together with other human resource management professionals, participate in a major human resource management seminar (in Thailand or abroad), thus allowing the participants to better understand the critical domains of human resource management and how HR "aligns" with other functional areas and corporate strategy. The course will develop participants' proficiency in assessing the impact of an organization's strategy on the design of HR philosophies and programs.

MORS 40 Qualitative Research Techniques for Studying Human Resource Management (3.0)
This course covers the entire qualitative research project planning process, including development of a research topic, selection of research methods, research strategy, and the implementation of different research techniques. It aims to explore the concepts, data collection procedures, and analyses of the qualitative approach.

MORS 41 Quantitative Research Techniques for Studying Human Resource Management (3.0)
This course focuses on the statistical techniques and data analysis methods appropriate for quantitative human resource management research projects. Participants learn the importance of reliability, validity, accurate measurement, and how to conduct reliable and valid research projects.

MORS 42 Human Resource Management Research Study (6.0)
Each participant is supervised by the Research Supervisory Committee in developing a reliable and valid research project on a specific HR topic of his or her interest. The course sharpens participants' skills in conducting HR research to meet the demands of the business community and to contribute to the body of knowledge surrounding HRM practice.

MORS 50 Seminar in HRM (2.0)
This course is seminar-based. Participants develop updated knowledge of specific topics in HR including HR and High Technology Firms, HR and Downsizing and other topics to be selected by the candidate in conjunction with the supervising committee. Each participant will prepare a detailed literature review, an analysis of his or her topic based on published secondary sources, and interviews with Thai-based HR experts.

MGMT 51 Management Communication and Negotiations for Managers
It will help you communicate effectively to achieve desired outcomes within a managerial setting.  You will learn to think strategically about communication before you start to write or speak.  You will learn how to better plan and deliver oral presentations and develop an efficient writing process in which you adapt your writing style and tone to the cultural and situational context.  You will learn to improve your interpersonal communication skills (with a focus on becoming a better listener) so that you can work effectively in teams and negotiate successfully in a variety of situations.  You will have the opportunity to develop and practice your skills and receive feedback designed to help you strengthen them.