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Human Resources in Education Master Program

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Hakkında yorumlar Human Resources in Education Master Program - Kurumda - Çankaya - Ankara

  • Program tanımları
    Ms. Courses for Human Resources in Education

    Required Courses

    HRDE 505 Inquiry Methods (3-0)3
    Application of qualitative and quantitative inquiry methods and techniques to human  resources area to identify and solve training and development problems. Survey of inquiry  methods that would help human resources education specialists to gain information to make  more informed decisions regarding training, to assess training needs, to design and implement  inquiry to meet these needs, and to communicate their findings to inform and influence future  plans. Problem identification, searching and reviewing literature, research design, design of data  collection instruments like questionnaires and interview guides, data collection and analytical  techniques, and report preparation. Basic statistical procedures as used in quantiative inquiry  methods and needs assessment.

    HRDE 510 Educational Organizations and Design (3-0)3
    An investigation into educational organizations in terms of their design, climates and the  other characteristics as well as the related theories. Leaderhsip, power and authority in relation  to bureaucratic models, and hierarchical relationships. Organization and management of the  training function. Establishing mission for training. Developing policies and procedures for training  in organizational perspective. Design for long-term policies. Alternative structures for training  activities. Emphasis on educational institutions/organizations, study of various issues and  problems in Turkish educational institutions/organizations.

    HRDE 515 Designing Training Programs (3-0)3
    Examination of training and development in organizations, the purpose and role of training  in increasing individual and organizational effectiveness. Nature and design of educational  activities like meetings, conferences, workshops and seminars. Role of training design in human  resource education process. Current research and practice in program development. Basic  components, process and procedures in training program development. Application of various  models and approaches in designing training programs. Methods for conducting needs  assessment, defining training objectives, determining and organizing content, formulating  instructional and evaluation strategies. Designing inservice training programs for various  settings. Designing a training program (consisting of objectives, content and skills,  implementation and evaluation) based on a small scale needs assessment.

    HRDE 520 Training Strategies and Techniques (3-0)3

    Various aspects of adult learning and thinking. Concepts and practices related to staff  development and inservice education, review of trends in staff development and training to  examine implications for the workplace. Use of various training techniques toward the purpose of  achieving specific training objectives. Developing training skills through a broad range of training  session activities including formal presentation, discussion and peer interaction, modeling,
    role-playing, case study, problem-based learning, simulation, using media, warm-up activities,  facilitation, developing customized activities, and modification of packaged activities. Use of  informal learning processes (job assignments, mentoring, coaching, self-directed learning) in  training. Preparation of training materials for a specific target audience. Preparing a project  outlining training strategies and techniques to be used for a specific training need.
    HRDE 525 Assessment of Training Programs (3-0)3
    Theory and research related to training program evaluation. Study and analysis of various  standards and models in program evaluation. Application of various designs in evaluation  process. Phases in evaluation, formative and summative evaluation, values and the evaluation  process. Internal and external validity in evaluation. Developing evluation criteria considering its  many dimensions. Practical and scientific importance of evaluation. The role of evalaution and  measurement in program assessment. Connecting evaluation to long term planning of training  and development activities. Designing a program evaluation plan.
    HRDE 530 Performance Evaluation (3-0)3
    Various roles of performance evaluation. Operational measures of job performance.  Performance evaluation process and procedures, evaluation instrument development and  implementation, measuring training achievement. Validity and reliability of evaluation  instruments. Characteristics of performance evaluation. Scoring performance tests. Use of the  results of performance evaluation for identifying weaknesses and strenghts and opportunities for  improvement and skills development.
    HRDE 589 Term Project/Internship

    First-hand experience in the worksettings for 6 hours a week to work with professionals  related to the area of interest, production of a major plan, program or instrument for assessment  and a written report based the internship experience. Periodic assessment of internship  experience.
    HRDE 800-899 Special Studies NC
    HRDE Special Topics NC

    Area Courses

    HRDE 550 Interpersonel Relations (3-0)3
    Understanding the importance of interpersonal relations and social skills. The process of  relationship formation, maintenance, and dissolution. The association of interpersonal  relationships and personal well being. Social emotions such as feelings about relationships and  other people. Expressing feelings verbally and non verbally. Communication skills and the  languages of interpersonal relationships including self-disclosure, developing and maintaining  trust, ways of increasing communication skills and helpful listening and responding. Managing  feelings, resolving interpersonal conflicts and barriers to interpersonal effectiveness. The  application of social science research to interpersonal relations. Roles, gender, power and  change in relationships.
    HRDE 552 Carrer Development Counseling (3-0)3
    Different theories of career development and application of theories to career development  issues. The nature of career choice, development patterns in career choice, components of  career development, problems in career choice. Dynamics of vocational adjustment including  motivation, success and satisfaction, group cohesiveness. Role of organizational awareness and  commitment. Role of occupational information in career choice. Techniques and methods of  career planning.

    HRDE 554 Total Quality Management in Education (3-0)3

    Definitions of the concept of “quality” and “total quality management”. Application of total  quality management principles and procedures to educational processes. Stakeholders in total  quality management. Team formation, problem solving, policy implementation through total  quality management process for the purpose of continuous organizational improvement. Daily  management tools for effective total quality management. Students in this course acquire an  adequate understanding of total quality management as a way of continuous improvement and  the skills necessary to implement it in the field of education. Through case studies they develop  their own strategies for making educational setting totally dedicated to high performance,  quality and satisfaction of customer expectations.

    HRDE 556 Strategic Planning in Education (3-0)3

    Theoretical background of strategic planning, basic steps in carrying out a strategic  planning in public and private organizations. Training objectives and the organizational strategy.  Teamwork, process management, planning research, training, marketing and retention strategies  used for growth in educational organizations. 

    HRDE 558 Web-Based Training: Design and Implementation Strategies (3-0)3

    This course aims to provide necessary skills and background in construction and  implementation criteria, and procedures for selection and evaluation of web-based training  materials; synthesis of research and resources in the field. The course also underlines major  steps and techniques used in design, development and evaluation of web-based training  environments. Such contemporary issues as e-learning and WBT for human resource  development and professional development also receive a considerable attention in this course.
    HRDE 560 Needs Assessment (3-0)3
    Theoretical and practical basis of needs assessment in inservice training programs,  qualitative and qualitative approaches applied to determining needs. Micro and macro training  needs and their assessment. Task, knowledge, skill and ability analysis. Study of various needs  analysis techniques, task analysis, competency studies, training need survey and interviews.  Prioritizing needs. Use of various data collection and analysis techniques for needs assessment.  Linking needs analysis to training design.
    HRDE 562 Organizational Psychology (3-0)3
    Human values and problems in organizations (perception, personality, interpersonal  transactions), organizational perspectives of human nature and motivation, leadeship and  participation, decision making, team management, group dynamics in organizations, conflict  resolution in organizational context, organization as dynamic and developing systems (structure,  process, change, development), implications of theory and research that underlie the field of  organizational psychology in various organizational contexts. Examination of the individual as a  functioning member of groups and organizations in public and private sectors.
    HRDE 564 Adult Education (3-0)3
    A study of and practice in the education of adults based on anthropological theory and  adult psychology including consideration of concepts of education as a continuing process and  of international strategies for the realization of this concept. The concept of andragogy.  Characteristics of adults as learners, cognitive development, interpersonal development,  individual differences and change. Adult learning and motivation principles. Diagnosing learning  needs of adults. Designing learning experiences for adults. Tools for training adults. Working with  adults in educational setting. Assessing adult learning.
    HRDE 566 Educational Leadership and Change (3-0)3
    Scope and influence of leadership in educational organizations. Leadership and  organizational development. Leadership role descriptions. Theoretical approaches to educational  leadership, trait approach, power and influence approach, behavior approach, situational  approach. Recent research and practice on educational leadership. Strategies for improving  leadership. The importance of leadership in educational change process with special reference to  Turkish educational system.
    HRDE 568 Computer Mediated Learning in Network Environment (3-0)3
    In this course students learn how to design and evaluate an educational Web site. Major  outcome of the course will be a full-function educational Web site. Class participation,  professional quality research and products, collaborative work, high quality documentation will  be major items of success in this course.
    HRDE 570 Leadership and Planning in Instructional Technology (3-0)3
    This course underlines a variety of innovative ideas and new ways of thinking about the  value and use of technology in a school setting. The main goal of this course is to provide  school administrators and leaders of educational setting with applications of educational  technology to restructure their learning environments and improve schools and school programs  with the merits of instructional technology. This course also covers planning, funding, and staff  development models to provide the school administrators and leaders with site-based models.
    HRDE 572 Conflict Management in Human Resource Education (3-0)3
    An examination of conflict management processes and skills with emphasis on interaction  patterns, interpersonal relationships, and communication skills. A study of conflict, its origions,  theories, sources, and types, as well as the concepts and skills of conflict resolution. Factors  affecting facilitation and processes of conflict resolution. Negotiation, mediation, and problem  solving processes. Competence in organizational conflicts.

    HRDE 574 Special Topics in Human Resource Education (3-0)3

    Focuses on a variety of special topics within the spectrum of Human Resource Education.  Special emphasis on the concept of team as a vital part of the organization. Team building as  the key to increase performance in all kinds of organizations. A unique effort to introduce the  human factor of the team concept make up. Communication, conflict management, presentation  skills, meeting management, critical thinking, and questioning. Action research, and e-research  and its application in Human Resource Education field.
    HRDE 576 Trends and Issues in Human Resource Education (3-0)3

    An exploration of the contemporary and future developments, trends and issues related to  Human Resource Education (HRE) field and implications for HRE professionals and adult  educators. Topics will be selected from current and future workplace, societal, demographic,  technological, educational, economic, political and global trends and issues affecting training and  development. Students also explore the implications of future developments, trends and issues  in theory and practice in HRE.They forecast future models of work, family and community and  the future role of HRE specialists and adult educators.
    HRDE 578 Supervision in Human Resources Education (3-0)3

    An investigation of both role and function of supervisors in public and private educational  settings with emphasis on supervisory skills for future school leaders, department chairs, and  human resources specialists. Foundations of supervision, supervision as professional  development, clinical supervision, human resource supervision and education connections, and  supervision and summative evaluation are the key issues to be covered. The relationship among  skills, functions, and effective human resources supervision and their implementation to the  evolving nature of supervision as an emerging field in the operation of educational settings.

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