Department Welcome
Human Resources Management Department
Welcome to the Human Resources Management Department at the American University of Madaba!
In alignment with AUM’s mission to foster ethical leaders and its vision of academic excellence and social responsibility, our department is dedicated to equipping you with the knowledge, skills, and values that will empower you to shape the future of organizations and communities.
Guided by these principles, we strive to ignite your passion for learning, cultivate innovative thinking, and instill a profound respect for human dignity. Here, you will not only master the science of people management but also embrace the art of leadership, grounded in integrity and purpose.
As we embark on this transformative journey together, your personal growth and success remain at the forefront of our efforts. We are committed to fostering a supportive and inclusive environment that encourages excellence, service, and a positive societal impact.
On behalf of the esteemed faculty and staff within the Department of Human Resources Management, I warmly invite you to be a part of this dynamic community within the Faculty of Business at the American University of Madaba. My door is always open to support your development, celebrate your achievements, and assist you through any challenges you may encounter. Together, we will strive for excellence and work towards creating a meaningful and lasting impact in the field of human resources and beyond.
Wishing you the very best always
Introduction Video for Human Resources Management
See what we have to offer in this exclusive welcome video.
Academic Members
List and details of academic members of the department.
Study Plan
Details about the study plan and curriculum.
Course Curriculum: 133 Credit Hours
Guidance Plan
Guidelines and plan for student guidance.
Course Curriculum: 133 Credit Hours
List of Competencies
Human Resources Management - List of Competencies
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- 1. Knowledge intended learning outcomes:
- A1. Obtain knowledge of various HRM functions and practices (job design and analysis, recruitment, selection, hiring, performance management and evaluation, training and development, compensation and rewards, and career path management)
- A2. Integrate concepts from the various business disciplines to comprehend business situations and develop appropriate analysis, responses, and solutions in national and international contexts.
- A3. Obtain knowledge of HR planning, strategic and international HRM.
- A4. Understand business theory, change, and development concerning HRM.
- A5. Understand the role of information technology and business computer applications in facilitating the work of the HR department.
- 2. Skills intended learning outcomes:
- B1. Be able to address employees concerns in a business
- B2. Be able to identify the right talent for a business and a job.
- B3. Use critical thinking, analysis, and synthesis to evaluate and apply various HRM practices including recruitment, selection, evaluation, training and development, and compensation.
- B4. Effectively solve conflicts that may arise and take decisions using appropriate skills.
- B5. Evaluate strategies and create ones that increase the retention of employees.
- 3. Thinking skills intended outcomes:
- C1. Know how to create a positive and supportive work environment.
- C2. Be able to evaluate applied HRM models and identify best practices for a specific business context.
- C3. Ability to conduct research into HRM issues, either individually or as part of a team for presentations.
- C4. Create and implement programs that reflect the vision, mission, and core values of a business.
- C5. Measure the development and operation of Human Resources in all types of organizations.
- 4. Other skills intended outcomes:
- D1. Effective communication skills.
- D2. Self-management skills and being a self-learner.
- D3. High performance within a team environment by using leadership characteristics and team-building skills.
- D4. Self-reflection and criticality including self-awareness, openness, and sensitivity to diversity in terms of people, cultures, business, and management issues.
- D5. Have the ability to perform an admin role, abide by the ethics of the professions and equivalent codes of practice.
- 1. Knowledge intended learning outcomes:
Course Description
Detailed descriptions of the courses offered.
| 506151 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 502101 | - | |
| This course provides an in-depth introduction to the core principles and concepts of Human Resources Management (HRM). It equips students with a comprehensive understanding of the policies, programs, and methods that have been successfully implemented in the field. The course focuses on developing students' interpersonal, creative, and critical thinking skills in key HRM functional areas, including workforce planning, recruitment, selection, job analysis, performance appraisal, training and development, and compensation. Additionally, the course explores ethical considerations in HR practices and addresses the complexities of managing human resources in a global context. | ||||
| 506141 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 502101 | - | |
| This course provides an understanding of public relations management and PR practices that are essential for business and personal success. This course allows the students to explore different topics in PRM and acquire the knowledge that help in effectively communicating and managing organizational relations; internally between colleagues, and externally with customers and noncustomers including community, government, investors, and others. Moreover, in today?s world, PR management has developed to cope with the technological changes and used digital media networks to offer its services. | ||||
| 506111 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 502101 | - | |
| This course introduces key concepts in Behavioral Science as applied to business and industry, focusing on the factors that influence organizational behavior across three levels. At the individual level, it examines perception and personality and their effects on workplace dynamics. At the group level, it explores the roles and interactions of formal and informal groups, as well as team functioning. At the organizational level, it delves into the impact of organizational structure and culture on performance and employee engagement. By integrating these dimensions, the course provides a holistic understanding of behavioral factors essential for organizational success. | ||||
| 506112 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 502101 | - | |
| The course exposes students to the evolution of organization theory and the contribution of different schools of thought to the development of classical and contemporary theoretical perspectives. The topics of bureaucracy, power and politics, organizational structures and technology, and emerging design options are extensively examined. The course also looks at the issues of information and control, organizational renewal and learning, techno-structural change and adaptive capacity of organizations. Case studies and actual examples from a range of firms are used to investigate the application of organization theory to management issues. | ||||
| 506213 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 502101 | - | |
| This course examines the theories and practices of change management and the organizational development process. It explores the driving forces behind organizational change and development, the dimensions of change, and various approaches to the development process. Students will gain comprehensive knowledge of organizational change, including its definitions, process models, and the role of change leadership. The course also covers critical elements such as discovery and diagnosis, interventions at individual, group, and organizational levels, and strategies for achieving successful organizational transformation. | ||||
| 506221 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 903103 | - | |
| Operations Research is the science of modeling and optimization, enabling the use of mathematics, statistics, and computational tools to address real-world challenges. IThis course equips students with the theories and techniques needed to identify optimal solutions for complex business problems, considering constraints such as time, labor, resources, materials, and organizational rules. By applying Operations Research, businesses can make informed decisions to design, improve, and manage their processes effectively. | ||||
| 506254 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course provides an in-depth exploration of staffing strategies and practices within organizations. It covers the entire staffing process, from workforce planning and job analysis to recruitment, selection, and placement. Students will learn about different staffing models, techniques for sourcing and attracting talent, and methods for assessing candidates through interviews, testing, and other evaluation tools. The course also examines retention strategies, employee onboarding, and legal and ethical considerations in staffing. By the end of the course, students will have a comprehensive understanding of how to effectively manage staffing needs to support organizational goals and foster a productive workforce. | ||||
| 506231 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | - | - | |
| This course introduces the use of computers in a business environment, focusing on essential office applications, internet usage, and online database searches. Students will gain hands-on experience with key software tools, including word processing, spreadsheets, databases, and graphics programs. The course emphasizes practical applications of these tools to analyze and solve basic business problems, equipping students with the skills needed to effectively leverage technology for business tasks and decision-making. | ||||
| 506232 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | - | - | |
| This course provides an introduction to e-business technology infrastructure, focusing on the tools and technologies used to conduct business on the World Wide Web. Topics include the fundamentals of e-commerce, its infrastructure, and business models in both B2C (business-to-consumer) and B2B (business-to-business) transactions. The course covers key areas such as e-supply chains, e-strategy, e-marketing, web authoring tools, multimedia, transaction processing, search engines, and data mining. Through the use of e-business case studies, students will explore the advantages and challenges of integrating e-commerce applications into business operations. | ||||
| 506333 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course explores Human Resource Information Systems (HRIS) and their integration with key HR activities, such as performance management, compensation and benefits, recruiting, labor relations, training and talent management, and human resource planning. Students will gain an understanding of the essential features of HRIS and how organizations can leverage technology to gain a competitive advantage. The course covers various types of HR Information Systems and provides practical experience in using these systems to manage and optimize HR functions effectively within an organization. | ||||
| 506352 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course provides an in-depth introduction to human resource planning, linking the HR function to an organization's mission, goals, and strategies. It covers key topics such as organizational strategy, HRM strategy, and environmental influences on HRM, job analysis, HR management systems, and forecasting supply and demand for human resources. Students will learn how to assess and determine human resource requirements, while formulating strategies to ensure the organization has the necessary workforce to achieve its operational and strategic objectives. The course also examines various corporate strategies and their significant impact on HR planning in today?s dynamic business environments. | ||||
| 506342 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 503101 | - | |
| This course provides a comprehensive understanding of financial statements and the analytical tools essential for effective organizational management and value creation. It focuses on analyzing financial and accounting data to inform financial decision-making and profit planning. Additionally, the course offers in-depth coverage of financial institutions, exploring strategies for their efficient management and the critical role they play in achieving organizational financial goals. Students will gain the skills needed to interpret financial information and apply it to enhance decision-making and drive organizational success. | ||||
| 506353 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course offers an overview of the critical role of Training and Development within Human Resource Management. Students will gain an understanding of the skills necessary to assess employee training needs, design and implement training and development programs, and evaluate their efficiency and effectiveness. The course emphasizes the importance of developing and administering policies, practices, and procedures to ensure that training initiatives align with organizational goals and help employees reach their full career potential. By the end of the course, students will be equipped to contribute to the continuous growth and success of the organization through effective employee development strategies. | ||||
| 506322 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 903182 | - | |
| This course offers a comprehensive understanding of compensation management, covering the processes, issues, and techniques involved in developing and administering an effective compensation system. Students will learn how to design a compensation strategy that aligns with a company's strategic goals, supports its organizational culture, and reinforces managerial objectives. The course also explores how to link reward systems to job requirements and employee performance, ensuring that compensation practices motivate and retain talent while driving organizational success. | ||||
| 506455 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506352 | - | |
| This course provides a thorough understanding of performance management, focusing on the identification, measurement, and development of individual, team, and organizational performance. It emphasizes aligning performance with an organization?s strategic objectives. Students will learn how to implement performance management systems that bring numerous benefits, including increased employee motivation, enhanced competencies, and higher self-esteem, as well as the establishment of clearly defined goals and performance indicators. The course also covers how to identify underperformers, boost employee engagement and commitment, and link performance outcomes with compensation and learning functions to drive organizational success. | ||||
| 506456 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course provides an in-depth understanding of the role of human resources in multinational firms (MNCs). It is divided into three main areas of study: the nature of international human resource management (HRM), its functions within international contexts, and comparative international perspectives. Topics covered include globalization, the structure and culture of MNCs, strategic HRM issues in international settings, and challenges related to talent management, performance management, and HR development across borders. Additionally, the course examines the processes of expatriation and repatriation, providing real-world examples through studies of the HR contexts of selected countries. This comprehensive approach equips students with the knowledge and skills needed to navigate the complexities of HR management in a globalized business environment. | ||||
| 506457 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506352 | - | |
| This course offers a systematic approach to identifying and analyzing tasks related to specific jobs, emphasizing the importance of effective job analysis, design, and evaluation. It begins with a step-by-step guide to conducting job analysis, followed by an exploration of job design and evaluation processes. Students will gain an understanding of various methods for analyzing job specifications and requirements, which are essential for key HR functions such as recruitment, training, and performance management. Additionally, the course covers how to evaluate job roles to ensure fairness and transparency in compensation and reward systems. | ||||
| 506458 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course provides a strategic perspective on human resource management (HRM), focusing on its alignment with an organization?s overall strategic plans. It is structured into three main parts: an introduction to strategic management and Strategic Human Resource Management (SHRM), an exploration of people strategy in general, and a deeper look into specific people strategies applied across various HR functions. Students will explore different HR strategies and gain the knowledge necessary to manage human resources effectively, contributing to enhanced organizational performance and productivity. | ||||
| 506459 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506455 | - | |
| This course provides an in-depth exploration of selected contemporary topics in Human Resource Management (HRM), focusing on emerging trends and issues that are often overlooked in traditional HRM courses. The instructor will curate the course content based on student interests, availability of resources, and current developments in the field. Topics may vary each semester and are chosen to introduce students to new HRM areas or to delve deeper into issues that are not typically covered in the core curriculum. This dynamic approach ensures that students engage with cutting-edge HR practices and gain a broader understanding of the evolving HR landscape. | ||||
| 506491 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | Completion of 90 CH | - | |
| Practical training provides students with the opportunity to apply the theories and concepts they have learned in a real-world business environment. Students from various business disciplines including HRM undergo supervised training, with guidance from both an instructor and the organization's management or supervisor. This ensures that students develop the professional attitudes, skills, and ethics necessary for success in the workplace, while gaining hands-on experience in their field of study. | ||||
| 506492 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | Department Approval + Completion of 99 CH | - | |
| This course requires graduating students to complete a dissertation as part of the requirements for the BSc in Human Resources Management. It is designed to train students in conducting scientific research, bridging the gap between theory and practice. Students will select a relevant research project, justify its importance, and develop a research methodology to analyze, synthesize, and evaluate information. The course emphasizes the communication of significant findings and insights. Throughout the project, students will receive guidance from an academic advisor, who will provide support at various stages of the research process. The project must be closely aligned with the HRM program, ensuring practical application of learned concepts. | ||||
| 506214 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course is designed to teach the fundamental principles that guide administrative actions and challenges faced by HR professionals, with a focus on applying these principles in real-world situations. Students will analyze common HR cases and issues, using problem-solving techniques and evidence-based approaches to make informed decisions. While the primary reference for legislation will be Jordanian labor law, the course will also cover other relevant laws, such as social security law, to provide a comprehensive understanding of the legal framework impacting HR practices in Jordan. | ||||
| 506251 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course offers a comprehensive understanding of talent management, equipping students with best practices for selecting, recruiting, evaluating performance, developing, and rewarding talent. Students will explore how to create a high-performance workplace by using competency-based approaches to assess employee performance and align outcomes with learning and development, as well as compensation strategies. The course also covers how organizations can reduce the risk of losing key employees by fostering a pool of qualified internal candidates through effective succession and career development plans. | ||||
| 506343 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506112 | - | |
| This course is designed to equip students with the knowledge, skills, and understanding necessary for effective leadership and teamwork at the operational level. It introduces key characteristics of leadership and explores essential topics such as team design, team management, problem-solving, decision-making, and conflict resolution within teams. Additionally, the course covers various leadership styles and traits, providing students with practical insights into how to lead teams successfully and foster collaboration in a dynamic work environment. | ||||
| 506452 | 3 CH. | Prerequisite | Co-requisite | |
|---|---|---|---|---|
| 3 | 0 | 506151 | - | |
| This course will provide students an overview of career management topics including career stages, and career paths, self-assessment, decision making, personality, inter-personal communication and behavior, as well as social issues surrounding careers. Basic personal career enhancing skills will also be addressed including resume writing, interviewing skills, work-life balance, and relocation. This course will be personally focused offering a basic introduction to the issues relevant for students? current and future career management as an in-depth understanding of career issues will help students become a successful employee and/or leader, and will assist them with long-term career goals and aspirations. | ||||
Program Learning Outcomes
Human Resources Management Program Learning Outcomes
Student learning outcomes describe what students are expected to know and be able to do by the time of graduation. By the time of graduation, the Human Resources Management Department's program must enable students to attain an ability to:
PLO1. Prepare students to have the knowledge required to deeply understand all functions of HRM.
PLO2 Equip students with different types of skills needed to effectively manage people in the workplace and utilize their capabilities.
PLO3. Raise student awareness of the importance of using information technology and various business applications that facilitate work.
PLO4. Develop students’ managerial thought in different aspects related to human resources management, and enhance their ability to make decisions consistent with the needs of the business.
PLO5. Grow student desire to develop lifelong learning skills and the habits of HR professionals and practitioners who focus on their CPD (Continuing Professional Development) to contribute actively and effectively to organizations and society at large.