Human Resource Concentration (BSc.)

People are recognized as key to strategic competitive advantage – IF the human resources are managed effectively. Challenges related to people are often the most complex area of decision-making for managers. With the introduction of Saudization, decisions about people and organizational competitiveness are becoming more challenging for many organizations. Expert knowledge and skills about Human Resource Management are therefore critical to organizations in KSA. Offering an undergraduate concentration in HRM aims to meet a crucial need in the KSA business community, while making a direct contribution to Saudization.

Human Resource Management is a dynamic discipline that aligns people management with organizational strategies and supports line management throughout the employment life-cycle. The different courses in the concentration mirrors this sequential process: HRM (an overview); HR planning, recruitment & selection; Employee learning & development; Employee relations & engagement; Total reward management (compensation); Improving human performance; and Comparative HRM.

The HRM concentration in the College of Business aims to provide students with the essential body of knowledge and skills to support the development and practice of responsible people policy and people management practices in KSA organizations, while considering international best practices. 

Course Descriptions

HRM 352: Human Resource Planning, Recruitment and Selection

HR planning is the starting point of effective people management practices and it has an immediate impact on recruitment and selection. This course presents the key organizational and managerial practices in its title. Topics may include HR strategy, people demand and supply, job analysis, methods and processes of recruitment, valid and reliable selection methods and processes.
Prerequisite: HRM350

HRM 355: Employee learning and development

How can a line manager and an HRM practitioner facilitate employees learning and development? Topics in this course may include the training and development cycle, learning theories and principles, coaching, e-learning, and on-the-job training techniques.
Prerequisite: HRM350

HRM 410: Compensation and Total Reward Management

This senior course in the HRM portfolio explores the principles and practices of compensation and benefits in organisations from the holistic and comprehensive view of total reward management. Topics may include total reward strategy, job evaluation, reward systems, pay and grade structures, benefits management, reward system auditing.
Prerequisite: HRM350

HRM 420 Improving Human Performance

This is a senior course focuses on managing people's performance in the workplace, to contribute to organisational performance and the essential skills that HRM practitioners and line managers need for internal consulting to design, facilitate, implement and evaluate performance interventions at a group (e.g. departmental) and organisational level. 
Prerequisite: HRM350 

HRM 430: Employee Relations and Engagement

Employee wellbeing and the conflict and participation relationships between an organisation and its employees are explored into provide both managers and HRM practitioners with tools and skills to affect employee engagement. Topics may include employee relationship principles and models, local and regional labour law, employee engagement, employee participation, conflict management, grievance handling, and disciplinary procedures.
Prerequisite: HRM350

HRM440: Comparative HRM

This senior course explores the cultural relevance of HRM. Lessons from HRM practices and International HRM are used to inform and explore local HRM practices. Topics may include people management across cultures, cultural diversity, globalisation in HRM, selected International HRM topics, the implications of (HRM) technology transfer across national boundaries.
Prerequisite: HRM 350 plus 3 x HRM courses