Sunday, January 31, 2016

全馬最長青中文MBA -- 【EDS商學院中文MBA】即 將 開 課 !

全馬最長青,教學與課後輔助範圍最齊全的中文MBA :
【EDS商學院中文MBA】即 將 開 課 !


企業家進修MBA其實不止是一種需要,也是一種責任 https://goo.gl/e5rnlB

EDS商學院中文MBA在2017年的首堂課即將來臨。歡迎有興趣通過MBA課程自我提升,成為更全面的優秀管理人的企業朋友聯繫我們。

- 1月7-8日(週六與週日)
- 9am - 5pm
- EDS商學院-蒲種分院 (IOI Boulevard)


: : 課程特質 : :

1. 主要以中文授課
2. 每月一次週末上課兩天
3. 迷你論文評估制 (非考試制)
4. 由各領域的資深企業精英級導師授課
5. 勤學者可在1年完成課程
6. 課程綜合上課、座談會、工作坊與企業參訪學習
7. 60天原銀奉還滿意保證


歡迎即刻聯繫以獲取報讀 / 試課詳情 :-

. KENNY 016-4220855
. Chloe 019-5957069
. EDS 熱線: 03-8080 2984




Monday, January 11, 2016

Euro College - MBA


Enhanced Your Professional Status with an 
Accredited European . . .


M B A 
_____________________________
Euro College
.
.
UNIVERSITY 


Executive Open Learning Program With Residential Studies 
 in Bangkok, Penang and Kuala Lumpur.


MASTER OF BUSINESS ADMINISTRATION 
Euro College’s MBA Program has been carefully designed to be convenient, relevant and to build upon the student’s past work experience and current professional pursuits. It provides a choice of learning approaches to suit the student and his employer.

Rather than interrupting a student’s career, the MBA Program is designed to enhance it by providing greater knowledge and understanding, new skills and qualifications, fully engaged with their current professional pursuits. Students are guided in conducting employment related scholarly research for the purpose of improving business systems and strategies. This is a highly cost effective way to gain new insights and skills, the latest information and competencies, and valuable qualifications.



Entry Requirements
 - Bachelor Degree or equivalent professional qualification with two years of working experience,

 - In lieu of the Bachelor’s degree, applicants will be considered with a recognized Business Diploma (Associate Degree) and a minimum of five years of working experience. Such applicants will be required to submit appropriate letters of recommendation verifying they have the necessary capability and motivation to successfully complete the program within the allotted time span. Applicants accepted in the absence of the Bachelor's degree will be required by the University to add missing elements to the minimum program, as a condition for admission.

___________________________________________________


“If money is your only hope for independence, you will never have it. 
The only real security that a man can have in this world is a reserve of 
knowledge, experience and ability.” 
-- Henry Ford

____________________________________________________


Graduation Requirements
Minimum Duration: 18 months
The minimum credit requirement for a MBA Degree is 120 *ECTS credits beyond the Bachelor degree. Students are required to attend all of the tutorial seminars and successfully completed all the coursework assignments as outlined below:

MB201 Research Methodology
MB202 Business Modelling
MB203 Management of Information Systems
MB204 International Trade and Finance
MB207 Organisational Theory and Development
MB208 Global Planning
MB209 Financial Planning
MB212 Multinational Business
MB213 Foundation of Leadership and Teamwork
MB214 Cultural Studies in Business
MB220 Master Thesis

*European Credit Transfer and Accumulation System (ECTS) is a standard for comparing the study attainment and performance of students of higher education across the European Union and other collaborating European countries. For successfully completed studies, ECTS credits are awarded. 


Methods of Assessment 

Each module will have a four-part grading scheme:
 • Class Attendance and Participation - 20% marks
 • Class Homework / Quiz (to give at end of 1st day or quiz on second day) - 20% marks
 • Self-Reflection Log / Blog - 30% (Submitted to EDS Registrar, Ms LK Tan @ edsexam@gmail.com within 7 days after attending the 2-day tutorial seminar.)
 • Online Exam - 30% (The online exam will be conduct within 30 days after the Residential Seminar.)


About Euro College 

The Euro College is a higher educational university college dedicated to excellence in teaching and service. Through it’s Undergraduate and Graduate programs in Business Administration, the Euro College seeks to stimulate intellectual curiosity, imagination, rational thinking, and thoughtful expression in a broad range of disciplines and professional fields.

Euro College was established in 11th of November 2003 and has received an official decision for accreditation from the Board of Accreditation of the Republic of Macedonia and permanent license from the Ministry of Education to deliver course in BA and MBA.

Euro College was awarded a European Quality Award in October 2010 as a result of its outstanding achievements in the area of global education. In December 2010, in Vienna, Euro College got a prestigious "Best Enterprise" award by the European Business Assembly, while the Dean of the college, Dr. Petrusevski Ljubisa was voted "Manager of the Year". Since its inception the college actively worked on the establishment of international network of partner colleges and universities not only in the Balkans but also in the rest of Europe, in USA and Asian countries.

The university’s campus is located at Done Bozinov 41, 1300 Kumanovo, Republic of Macedonia.


Shanghai Academic Ranking of World Universities
EURO COLLEGE ranks the 12th best Higher Education Institution in Macedonia. The 2013-14 Ranking of Macedonian Higher Education Institutions (HEIs) was commissioned by Ministry of Education and Science of Republic of Macedonia in 2013 and released on February 25, 2014. Twenty qualified HEIs were included in the ranking. The ranking used 21 indicators of academic performance and competitiveness, covering major mission aspects of HEIs such as teaching, research and social service. The ranking is expected to contribute to the transparency of quality and efficiency of Macedonian HEIs.



International Students Exchange with Japan Universities 
Japanese university students from Gakshuin University, Tokyo participated in the student cultural exchange with Euro College in Macedonia.


Click HERE for more info.


TUITION FEES
The Euro College tuition fee is US$4,900 on full payment upon registration; and it is US$5,200 if paid by three installments. Plus USD600 for MBA thesis supervisor fee and USD120 Registration Fee.

Residential Fees in Penang and Bangkok
MBA students are required to attend three residential studies and the venue will be alternate between Penang and Bangkok.

For each residential studies session students need to pay USD850 to cover the cost of hotel accommodation for 8 days and 7 nights in twin-sharing room, breakfast & lunch during the studies session and other miscellaneous cost.


Contact
EURO COLLEGE
Main Campus: Done Bozinov 41, 1300 Kumanovo, Republic of Macedonia.
Phone: +389 (0)31 418-025 Fax: +389 (0)31 417 202
Email: info@eurocollege.edu.mk
Website: www.eurocollege.edu.mk

Asia Liaison Office
EDS BUSINESS SCHOOL
48, Lorong Kurau 17, Chai Leng Park,
13700 Prai, Penang, Malaysia
Tel: +604-398-4306    Fax: +604-390-9766
Email: eds.biz.school@gmail.com
Website: www.eds.my



Special MBA Policies and Procedures

Attendance Policy Attendance at all support seminars is compulsory. On occasion, where participants must miss a scheduled seminar due to illness, personal, family or business emergencies, they may petition for permission to attend the replacement seminar either in another city or in the next program cycle. Attendance facilitates maximum interaction among participants and encourages personal and academic development.

Special Refund Policy

As a special provision within the Asia Pacific Region, MBA tuition fees paid are refundable up to 60 days from date of application, provided that the student issues a written notification discontinuing the program and requesting a refund to the EDS Business School headquarters in Penang, Malaysia postmarked before the end of the period allowed.

Student Services: Financial
Questions by participants concerning fees and tuition payments, amounts and policies, should be directed to EDS Business School headquarters in Penang, Malaysia or to Euro College. Participants may request the organization coordinating the support seminars to intervene on their behalf with the University, by providing such authorization in written format.

Student Services: Academic
Questions by students concerning academic policies, procedures and standards, and regarding course modules, locations and manner of instruction may be directed either to EDS Business School headquarters in Penang, Malaysia or Euro College, whichever is appropriate to the student.

Maximum Time Allowance
Special MBA participants are allowed a duration of up to three years from the official date of registration to complete all required elements of the program.

Tuesday, January 5, 2016

MBA--中小企业老板真的需要吗?

中小企业家为什么需要进修MBA ? 

因为当老板懂得越多时,企业风险就能越低 !

在东南亚的经济体中,以华裔为主的中小企业一直都在扮演着非常重要的角色,自古以来都为国家区域的经济发展贡献良多。

随着时代和环境的变迁,中小企业也必须适时的提升和强化自己,尤其当下东盟经济共同体(AEC)TPP一带一路所带来的无限商机,中小企业若能装备好自己,做好十足的准备,必能从中受惠持续的学习可以让知识充实脑袋,掌握各方资源,结合素质人脉,在逆境中找出生机,蓄势待发,再创辉煌 !

投资于终生教育是很多成功企业家都会做的事,而
开办于2003年,至今是全马少数以华语、中文、母语授课,且是最长青,教学与课后辅助范围最齐全的【EDS商学院中文MBA课程】就是很多华裔中小企业家 (也包括在马的中、台、新籍商家及管理人) 选择来装备和提升自己的方式,只因为我们在办学时注重的是学生在完成MBA后可以【成就个人 • 振兴企业 • 造福社会,达到蜕变 !

MBA平台能开拓的除了学识与学位,也包括人脉、资源、视野和友情等。

■ 中小企业老板进修MBA能学什么?■

撇开所有的专业术语以及广告词汇,上MBA能帮到中小企业老板的,其实是提升管理企业的【五管能力】:

:生产管理
:营销管理
:人才管理
:研发管理
:财务管理

知识的提升不但开拓视野,也能及早发现企业内部隐藏的问题并运用有效的方式一一解决,提升企业的生产力及竞争力,从而延长企业的寿命。


看看我们历届MBA校友和学生怎么说
.
课程为什么会成为中小企业家的首选呢?

1. 授课媒介以中文为主,英文为辅,让学生可以通过最熟悉的母语精准的掌握最实用的管理知识,资讯和技巧,即学即用

2. 师资皆是企业出身,授课时善于结合理论和实例,引导学生轻易上手。同时,在课外亦可为学生的企业把脉,为企业内外事务谘商

3. 结合自2003年来源自不同企业背景的各届校友和学生所组成的同学圈,以及EDS多年来与各界企业及商业组织的联盟,为学生打造了优质人脉,丰富资源与无限潜在商机的平台

想了解课程究竟有没有这么好?来试课就知道。

课程每月定期在吉隆坡(蒲种)开课,有志学习的工商人士可以在任何月份试课或报读。

立刻報名試課http://goo.gl/KyJqyv


伙伴大学
/


EDS商學院中文MBA課程是和獲ASIC國際認證機構授一級認證(Premier College)的美國科邁大學(Akamai University) 聯合開辦。

大学官网: www.akamaiuniversity.us


立刻報名試課http://goo.gl/KyJqyv


课程简介

1. 主要以中文授課,备有英文为辅
2. 每月一次週末上課兩天
3. 迷你論文評估制 (非考試制)
4. 由各領域的資深企業精英級導師授課
5. 勤學者可在1年完成課程
6. 課程綜合上課、座談會、工作坊與企業參訪學習
7. 60天原銀奉還滿意保證

立刻報名試課http://goo.gl/KyJqyv



联系方式

EDS商学院 (槟城总部)
48, Lorong Kurau 17, Taman Chai Leng, 13700 Prai, Penang
Tel : 04-3984306 
Fax : 04-3909766

EDS商学院 (蒲种分院)
C-03-49, IOI Boulevard, Jalan Kenari 5, Bandar Puchong Jaya, 47100 Puchong, Selangor
Tel : 03-8080 2984

官方网站 : www.EDS.my

面书专页 : www.facebook.com/EDS.Business.School 

立刻報名試課http://goo.gl/KyJqyv


中文MBA询问热线

Kenny Lee PJK DTM 
H/P    : +6016-4220855
Email : Kenny@eds.my

Chloe Ling
H/P    : +6019-5957069

立刻報名試課http://goo.gl/KyJqyv






立刻報名試課http://goo.gl/KyJqyv

马来西亚中文MBA教育发展概述 1.0



不知不觉在马来西亚推广中文MBA课程也近11年。身为马来西亚现存历史最悠久,至今已经开办13年的EDS商学院中文MBA课程负责人,结合过去的经验以及对市场的了解,在这里为各位分享马来西亚中文MBA教育的发展概述。

为了顾及同行的隐私,文中所提人物和单位皆以单字称呼。

个人把整个马来西亚中文MBA教育的发展分成1.0和2.0两个阶段。

随着80年代时大量外资企业的注入,使市场急需大批高学历和具备专业知识的人才和管理人员,马来西亚顿时掀起了MBA风潮。本地的中文MBA教育顺着当时的热潮,大略始于90年代,也是1.0的开始。相对于以英文授课的MBA,中文MBA的对象多为华裔企业家和管理人员,当中也包括在马工作的台籍人士。很多当时上中文MBA的老总,他们的企业如今也是马来西亚耳熟能详的品牌,包括北马和中马两家不同的著名电器连锁品牌。

1.0的开端源自台湾的一李姓教授所开办的K机构。尔后的发展中,较有名的办学单位有S机构、以一黄姓博士为主的单位、一家设于吉隆坡谷中城的教育机构以及在蕉赖的Y学院。(如今皆已结业,转型或转行)

不过,随着MBA的逐渐饱和,以及各种客观因素,MBA热潮在千禧年后就慢慢的冷了下来。基于市场的萎缩,很多在1.0时期的办学者也慢慢的退出这版块,导致整个中文MBA的发展脚步慢了许多,几乎步入冬眠期。但同时也有看准这精准市场的新兴业者入场。EDS商学院正是其中一家。

而接下来的事,就是2.0时代的开始。

欲了解更多,敬请期待下回分解。


欢迎关注EDS商学院面书专页: www.facebook.com/EDS.Business.School

#EDS商学院~蜕变在即



作者简介: 
/
Kenny Lee PJK, DTM
- 2005 年加入EDS商学院
- 2009 受委负责中文企管教育课程
- 现任EDS商学院中文MBA课程总监

Sunday, January 3, 2016

AKAMAI UNIVERSITY - MASTER OF SCIENCE IN HR AND TALENT MANAGEMENT


AKAMAI UNIVERSITY 
Hawaii, United States of America 
A private non-profit university established in 2002 
Accredited by Accreditation Service for International Colleges (ASIC), UK


MASTER OF SCIENCE IN HR AND TALENT MANAGEMENT 

Participants in the Master of Science in Human Resource and Talent Management from the Asia-Pacific Region at Akamai University are provided the most relevant and practical approach to pursue their studies, specially individualized to the region. As an effective path to the degree, participants are guided through residential classroom-based tutorial seminars by the finest business trainers and industry specialists available through coordination of EDS Business School, Malaysia.

Akamai University believes the role of HRM is central to managing change and culture, and we seek to develop innovative HR Practitioners who understand pragmatic solutions to organizational issues and can implement organizational change in a strategic manner. By its design, the HR and Talent Management Program will benefit HR Practitioners preparing themselves for senior roles and will enhance their strategic and international perspectives and establish HRM as a major influence in the formation of company policy.

Our curriculum is designed to expose participants to a broad range of cutting edge HR concepts and increase managerial effectiveness. Our instructional modules integrate theory and practice through a detailed presentation and discussion of relevant case studies and simulations. To support depth in learning, participants are provided follow-up tutorial and support, as they pursue meaningful assignments.


ACCREDITATION    
 
Akamai University is internationally accredited by the Accreditation Service for International Colleges (ASIC). The University has earned Premier status with ASIC for its commendable areas of operation. ASIC is an approved accrediting body for the purposes of compliance by the UK Border Agency (UKBA) is a member of the British Quality Foundation (BQF), sits on the Quality Standards Group of UK NARIC, and is one of a number of international accrediting bodies listed in the international directory by the Council for Higher Education Accreditation (CHEA) in the USA and is a member of the CHEA International Quality Group (CIQG).

Akamai University’s premier accredited stature ensures that students receive a world-class education and a degree that is recognized by leading organizations for excellence and achievement. Such institutional classification ensures that student achievements and credentials retain the strong level of "validity" that employers demand. Accredited degrees also guarantee that any credits students earn as part of your accredited degree program will enjoy maximum transferability among most other, credible academic institutions, although such decisions remain at the discretion of the admitting college or university and its correlative programs.


ENTRY REQUIREMENTS 
 Bachelor Degree or equivalent professional qualification with two years of working experience,
 In lieu of the Bachelor’s degree, applicants will be considered with a recognized Business Diploma (Associate Degree) and a minimum of five years of working experience. Such applicants will be required to submit appropriate letters of recommendation verifying they have the necessary capability and motivation to successfully complete the program within the allotted time span. Applicants accepted in the absence of the Bachelor's degree will be required by the University to add missing elements to the minimum program, as a condition for admission.
 English ability equivalent TOEFL 500 points.


GRADUATION REQUIREMENTS 
Minimum Duration: 12 months

The minimum program requirement for a M.Sc. in HR and Talent Management Degree program is 40 credits beyond the Bachelor degree. Students are required to attend all of the tutorial seminars and successfully completed all the coursework assignments with cumulative grade point average of 3.0 or better, as outlined below:

Core Modules (Required: 27 credits) 
Certified Human Capital Specialist Program (CHCS) (9 credits)
THR 501: Competencies for Transformational Human Capital Leadership
THR 502: HR Scorecard for Effective Human Capital Management
THR 503: Human Capital Accounting

Certified Talent Management Specialist Program (CTMS) (9 credits)
THR 504: Aligning Talent Management to Strategy
THR 505: Cross Generation Talent Management
THR 506: Strategic Talent Recruitment, Selection and Employer Branding

Certified Human Performance Specialist Program (CHPS) (9 credits)
THR 507: Human Capital Development Design and Analyses, Assessment and Management
THR 508: Creating a World Class Organization
THR 509: Strategic Performance Management - KRA and KPI

PLUS: Master Project (Required: 13 credits)
RES 500: Master Project Preparation (2 credits)
RES 885: Master Project Proposal (4 credits)
RES 890: Thesis Project (6 credits)
EXM 895: Oral Review of Project (1 credits)


SCHOLARLY DOCEUMENT REQUIRED 
MBA participants complete 40 graduate credits in coursework comprising the foundational competencies in theories, principles, and practices, and the social-cultural implications of the discipline. These courses represent the essential elements, which define the field of study and establish the underlying foundations upon which participants may base their advanced professional development.


Module Grading 
Each module will have a five-part grading scheme:

 • Class Attendance and Participation - 20% marks
 • Class Homework / Quiz (to give at end of 1st day or quiz on second day) - 20% marks
 • Self-Reflection Log / Blog - 30% (Submitted to EDS Registrar, Ms LK Tan @ edsexam@gmail.com within 7 days after attending the 2-day tutorial seminar.)
 • Online Exam - 30% (The online exam will be conduct within 30 days after the Residential Seminar.)


Standard, Minimum-Maximum Degree Periods 
The standard degree period is two years for Master program. The minimum required enrollment period for Master program is one full calendar year from the date of initial registration. The maximum periods allowed for program completion is three years for Master program. 


FACULTY 

Professor Dr. Lee Karling, PhD 
Area of Expertise: Talent Management and Human Capital Development

Professor Dr. Premkumar Rajagopal, PhD 
Area of Expertise: Balance Scorecard, Corporate Leadership and Supply Chain.

Dr. Balakrishnan Muniapan, DBA 
Area of Expertise: Human Capital Development and Corporate Leadership

Dr. Arivalan Ramaiyah, DBA, PhD 
Area of Expertise: NLP, Human Physcology and Consumer Behavior

Dr. Harwindar Singh, PhD 
Area of Expertise: Corporate Leadership and Wealth Management

Associate Prof. Low Wei Hoong, MA 
Econ Area of Expertise: Corporate Strategic Planning

Ms. Ewan Lee, MBA 
Area of Expertise: Conflict Management, Negotiation and Organization Development

Ms. Fivean Ho Sok Ching, PhD in Strategic Management (Candidate) 
Area of Expertise: Corporate Strategic Planning and Operation Management


ABOUT AKAMAI UNIVERSITY, HAWAII, USA

Akamai is legally established by corporate charter in 2002 and operating in good standing as a non-profit degree-granting institution under the laws and regulations of the United States of America and the State of Hawaii. Akamai operates as a federal and state tax-exempt institution of higher learning for the purpose of providing advanced studies, research and community service worldwide. Akamai is an international university with academic, corporate, and community service affiliations in many nations.

Akamai University is internationally accredited by the Accreditation Service for International Colleges (ASIC). The University has earned Premier status with ASIC for its commendable areas of operation. ASIC is an approved accrediting body for the purposes of compliance by the UK Border Agency (UKBA) is a member of the British Quality Foundation (BQF), sits on the Quality Standards Group of UK NARIC, and is one of a number of international accrediting bodies listed in the international directory by the Council for Higher Education Accreditation (CHEA) in the USA and is a member of the CHEA International Quality Group (CIQG).

For further details on Akamai University, please visit www.akamaiuniversity.us


CONTACT
For further information, kindly contact:

AKAMAI UNIVERSITY, USA
187 Kino`ole Street
Hilo, Hawaii 96720 USA
Tel: 1 (808) 934-8793 (International)
Fax: 1 (808) 443-0445 (International)
Email: dcapogrossi@akamaiuniversity.us
Website: http://www.akamaiuniversity.us

Dr. Ben Lee,
Vice President for Asia Business Program
C/o: EDS BUSINESS SCHOOL, Malaysia
48 Lorong Kurau 17, Chai Leng Park,
13700 Prai, Penang, Malaysia
Tel: +604-398-4306 Fax: +604-3909766
Email: eds.biz.school@gmail.com
Website: www.eds.my


CURRICULUM 

THR 501: Competencies for Transformational Human Capital Leadership 

In order to remain competitive, or even to survive, organizations must continuously adapt themselves to the turbulent changes in their respective environments. With the global competition becoming stiffer, the countries in South-East Asia now need to turn their attention to developing their Human Capital (HC). Over the years, many organizations have claimed that ‘people are our most valuable asset’ but there is a critical gap between the rhetoric and the reality.

To overcome this problem, organizations need to carry out a real Human Capital Transformation (HCT) programs that explicitly values HC, and focus on the key drivers of improved performance. 

This requires transformational HC leaders to transform their HC for organizational transformations. The purpose of this program is to help participants (HC Leaders) to understand and to develop competencies of transformational HC leadership by reflecting on their current leadership skills and for effectively leading and transforming their organizations to achieve competitive advantage. 

OBJECTIVES:
 • Understand how HC leadership contributes to organizational performance and competitive advantage
 • Be able to identify the sources and top build their organization’s sustainable competitive advantage (SCA)
 • Know and develop the HCT skills required for global operations
 • Appreciate new contributions to HC, such as the emotional intelligence and spiritual intelligence
 • Develop the necessary transformational leadership competencies to transform their respective organizations


THR 502: HR Scorecard for Effective HR Management 

Although it cannot be denied that the management of people is becoming more critical in today’s globalized business environment. However, most organizations are still holding on to the perspective that HR activities cannot be measured as human activities are too subjective to be deemed relevant for measurement. On the other hand, organizations need to ensure that the entire organization is aligned and focused on the vision, mission, direction, goals, and objectives of the company. Therefore, many organizations have opted to adopt the Balanced Scorecard (BSC) to serve as a tool for helping the organization to manage the organization more effectively via the employ of relevant measures. Linked with the BSC is the concept of HR Scorecard which is focused on how to enhance the performance and management of HR capabilities.

Objective: The objective of the module is to provide HR Professionals with the tool to assess and evaluate the performance of the HR Department in order to provide the strategic impetus required for viewing HR as a strategic partner to management.

Delivery Methodologies: Facilitation, discussions, case studies, and practical exercises to assist in retentive learning

Brief Module Content:
 • Overview on what is a standard Balance Scorecard (BSC)
 • The linkage between BSC and HR Scorecard
 • The four (4) elements in a HR Scorecard
 • Identification of the 4 elements to assist in the design of the HR Scorecards for all HR related activities
 • Translating the HR Scorecard into measures
 • Measuring the effectiveness of Strategic HR management using the HR Scorecard


THR503: Human Capital Accounting 

Human capital accounting is the process of identifying and reporting investments made in the human capital of an organization that are presently unaccounted for in the conventional accounting practices. It is an extension of standard accounting principles but focuses on calculating the value of human capital investment and how to recoup these investments within a stipulated timeframe.

It is important for human capital specialists today to know and understand how to quantify the value of investment on the human capital in general, and the specific talent in particular in order to determine the returns from the talent and to decide whether it is worth to continuously invest in a specific talent of a group of human capital within the organization. Detailed accounting formula will be provided to help the learners determine the value, return, and subsequent investment decision on human capital


THR 504: Aligning Talent Management to Strategy 

The most pressing imperative for businesses and other organizations today is the quest for growth with the biggest challenge being the talent (including TE talents) and the leadership needed to secure and sustain such growth. But it’s not just about the people. It is about having the right people, in the right place, at the right time. Equally important, it is the entire organization acting in harmony to execute the strategies established for achieving critical results.

With a combination of individual and organizational components, understanding Talent Strategy and Organizational Alignment will help the human capital specialist to transform the organization by enabling the management team to engage people, ignite potential, overcome inertia, generate motion, enhance teamwork, coordinate action, and actually activate the organization’s planned strategies. Without such alignment, the Talent management initiatives will not bear fruition.


THR505: Cross Generation Talent Management 

Managing talents in today’s VUCA world is already challenging enough for many organisations without having to take into consideration the multiple generations of talents working together under one roof. Today’s workplace is experiencing increased turmoil as the ongoing retirement of Baby Boomers and the advancement of Generation Xers to fill their positions is accelerating a transition to a younger generation of workers commonly referred to as Millennials or the Gen Yers. This group of Gen Yers have its own beliefs, values and assumptions about behavior in the workplace but lacks the real-world experience needed to move up the management ladder. Consequently, there now exist a potential talent gap that could leave organizations short-handed and vulnerable especially with regards to leadership talents.

Therefore, it is imperative that business leaders and the human capital specialist in any organization understand how each of these different generation group works best in order to have a productive unified, focused, and aligned direction to achieve organization objectives. Therefore, with at least three (3) generations of employees working together and with the Gen Z employees joining the workforce soon, cross generation talent management will become even more challenging, and thus, organizations and the human capital specialists need to be adept at managing across different generations


THR 506: Strategic Talent Acquisition, Selection and Employer Branding 

Managing people is the most difficult task for any organisations regardless of whether they are profit oriented or non-profit focused. The need to acquire talent is becoming even more challenging for organisations today as there is a scarcity of the right talent for every organisation. Acquiring the best talent for a role can serve as a competitive advantage for an organisation whereas ineffective recruitment and selection can result in enormous disruption, reduced productivity and performance, interpersonal difficulties and interruptions to operations, customer service and other associated costs. 

On the other hand, although the talent acquisition strategy may be relevant and appropriate for the organisation, at times, when the selection is not effectively executed, it could still lead to “disaster” for the organisation as the wrong person is hired for the job. Putting the right talent for a specific job also lies on the organisation’s ability to effectively screen through potential candidates in order to select the most appropriate talent.

However, due to the scarcity of the right talent for the right job, many organisations are finding it increasingly difficult to source and attract these talents to the organisation. Consequently, organisations are increasingly turning to Employer Branding to build a talent attraction “brand” to ensure that the right talents are being acquired for the right job.


THR 507: Human Capital Development – Design, Analyses, Assessment and Management 

When organizations flounder within the global business environment, many begin to realize that the internal human capital pool is inadequately developed to meet the challenges of the millennium. This is because when the economy goes into recession, human capital development will often be required to take the back seat as the organization focuses on cost cutting measures. Unfortunately, such strategy will often lead to an even faster downward spiral for the organization as human capital development is even more crucial during recession. One of the oft-cited reasons for management and HR practitioners in general to shift the focus of the organization away from effective and relevant human development activities is the lack of assessment to provide evidence of the effectiveness and contribution of the human capital development endeavor. Consequently, HCD is not being given appropriate attention, thereby leading to a lack of talent pool for many organizations. A strong competency-based organization would be more appreciative of the value of HCD as the use of appropriate measuring and assessment tools can assist organizations in achieving more effective ways of recouping the investment in its development efforts.

Objective: The objective of the module is to provide the tools to HR Professionals to allow them to analyze performance gaps in order to facilitate the development of human capital as well as to provide the analyses and assessments needed to calculate the return on human capital development investments and to ensure that competencies are being effectively developed and applied on a daily basis to enhance and strengthen organization performance.

Delivery Methodologies: Facilitation, group discussions, hands-on analyses, calculations, design of appropriate assessment forms and tools.

Brief Module Content:
 • Understanding the need for Human Capital Development
 • Using appropriate tools for identifying human capital development needs – the use of performance gap analyses (Previous term: TNA which does NOT lead to training or development)
 • Provide the HR Professional with the right tools for conducting the performance gap analyses – to determine whether a developmental or non-human development solution is required
 • Understanding the human capital development cycle for short term and long term learning and retention
 • The design of annual development plan focusing on three types of competencies: core, tasks, and generic
 • Scheduling of human capital development activities to cater to organization needs
 • Differentiating the tools for human capital development – the use of training, coaching, mentoring, and facilitating, and online LMS
 • Determining the need for the assessment of human capital development
 • Recognizing differences between formative and summative assessments – using both
 • Summative assessment: Kirkpatrick’s Model VS Others
 • Understanding the step-by-step assessment of human capital development endeavors using Kirkpatrick’s model
 • Learning the other methods of assessments: DOE


THR 508: Creating a Sustainable World Class Company

This course is specially designed for graduate research students who want to learn the proven principles and practices for planning, implementing, and operating a lasting enterprise. This course will clarify why some companies, like Disney, Boeing, Citicorp, Wal-Mart, 3M & Sony, continue to grow beyond 50 years, whereas the majority of enterprises fail in a short span of time.

This course relies heavily upon the land mark works of James C. Collins, and his books, Built to Last and Good to Great, which reveal the nature of innovation and the culture and longevity of the world's most successful organizations. This module covers six unique characteristics of world class companies and shows how organizations can cultivate them and achieve the same level of lasting performance.

Students will learn to refine their business by identifying its strength and weakness. They will learn to analyze the competitive landscape to find opportunities and identify aspects that can be improved before making the big leap! They will also learn from the world-class experts based upon extensive review of research and will develop a clear vision of where they want their companies to be in ten and twenty-five years.


THR 509: Performance Management via KRAs and KPIs 

The objective of the module is to provide HR Professionals with the knowledge and skills required to design and implement KRAs (Key Result Areas) and KPIs (Key Performance Indicator) to manage individual performances in the organization.

Delivery Methodologies: Facilitation, discussions and experiential learning.

Brief Module Content:
 • Overview on the use of KRAs and KPIs as tools for performance measurement
 • Understanding KRAs and identification of appropriate KRAs for different categories of tasks and positions
 • Goal setting as part of performance measurement system
 • Defining KPIs and the linkage between KRAs, Goal setting and KPIs
 • Developing appropriate KRAs and KPIs for specific jobs or tasks
 • Measuring performances based on KRAs, goals and KPIs


RES 500: RESEARCH PREPARATION

Master's students must pursue studies providing advanced research knowledge necessary for success in their final projects (thesis). At least three semester credits of research preparation coursework is required and this might focus upon quantitative and qualitative methods or participatory action research techniques including subject selection, research design, and statistical analysis, as appropriate to each student's proposed project. Through this requirement, students learn to effectively define applied problems or theoretical issues and articulate the rationale for the study. They should learn to present an effective scholarly review of the academic literature and implement quantitative, qualitative or participatory action methods for evaluating academic issues.


RES 885: THESIS PROPOSAL 

You are expected to prepare a formal proposal related to your concept for project or research under the direction of your primary mentor and according to University expectations. At a minimum, your research proposal should clarify the thesis statement and methodology (including the data gathering instruments and data analysis techniques) and provide an effective overview of the scholarly literature that sets the foundation for the thesis. Your research proposal should also include a brief manuscript outline that demonstrates how you will present in written form the various elements of the research project.


RES 890: THESIS PROJECT

Following approval of your thesis proposal, you will begin your research project. Your thesis may take the form of a traditional research project or it may be a major scholarly project of the type appropriate to the discipline. Whichever approach to the thesis is chosen, the resulting project must demonstrate mastery of a body of knowledge in the major field of study, be your original work and represent a meaningful contribution to the betterment of the human condition or an improvement to the professional field. Your thesis research may be conducted via quantitative, qualitative, or participatory action research. The body of your thesis manuscript, structured according to a set of approved manuscript guidelines, should exceed 75 double spaced, typewritten pages.


EXM895: ORAL REVIEW OF THESIS 

Once you have prepared the project / thesis manuscript, you will be asked to schedule the formal review process. Your primary mentor and a faculty member representing the secondary academic area will conduct both the formal physical review of the project manuscript and the oral review of project.

Each reviewer will prepare questions and commentary relative to your underlying review of the literature, the project methodology, the mechanics of your project, and your presentation of the findings, conclusions and recommendations.

The faculty reviewers explore with you issues related to your thesis including methodology, review of literature and interpretation of the findings. One outcome of the project review process is a set of final expectations directing you through the remaining tasks for completing the project manuscript. Once your final manuscript is approved, you will submit the formal document to an approved bindery and later ship the bound thesis to the University for permanent archival storage.