Major Code: 120206 Degree Awarded: Bachelor of Management Total Credits: 129 I. Training Objectives This program adheres to the principle of fostering virtue through education and aims to cultivate high-quality applied talents who are comprehensively developed in morality, intelligence, physical fitness, aesthetics, and labor. These talents should possess a reasonable knowledge structure, strong hands-on skills, and high comprehensive qualities. They should master the basic theories of modern Human Resource Management as well as fundamental knowledge in economics, management, law, and computer science. They should have strong professional skills in human resource management, a good comprehensive humanistic literacy, and a strong innovative spirit. They will be competent for management, production, service, and other roles in various industrial and commercial enterprises and other social organizations. II. Graduation Requirements 1. Professional Knowledge of Human Resource Management: Firmly master the basic principles of economics and management, fully understand the frontiers of human resource management theory and the current state of practical development, be familiar with the basic processes of human resource management activities, and be able to proficiently apply professional knowledge of economics, management, and human resource management to solve specific problems in human resource management. 2. Problem Analysis: Be able to apply the basic principles of natural sciences, humanities and social sciences, and modern information management to identify, express, analyze, and research problems in modern human resource management activities, continuously broaden knowledge domains, and improve professional levels. 3. Design Solutions: Be able to design human resource management systems that meet specific needs in response to solutions for human resource management problems. In the design process, demonstrate a certain sense of innovation along with strong organizational management, expression, and interpersonal communication skills. 4. Research: Be able to identify, organize, and process human resource management information domestically and internationally, and comprehensively apply relevant theoretical knowledge to research and solve problems in human resource management practice. 5. Use of Modern Tools: Be able to develop, select, and use appropriate models and information technology tools to analyze human resource management problems, including forecasting and simulating human resource management issues, and use modern tools to design corresponding solutions. 6. Human Resource Management and Sustainable Development: When solving complex human resource management problems, be able to analyze and evaluate the impact of human resource management practices on health, safety, the environment, and sustainable economic and social development based on relevant background knowledge, and understand the responsibilities that should be undertaken. 7. Ethics and Professional Norms: Have the awareness to serve the organization and employees, possess humanistic and social science literacy and a sense of social responsibility, be able to understand and apply human resource management ethics, comply with human resource management professional ethics, norms, and relevant laws in human resource management practice, and fulfill responsibilities. 8. Individual and Team: Be able to assume the roles of an individual, a team member, and a leader in teams with multidisciplinary backgrounds. 9. Communication: Be able to effectively communicate and exchange ideas on human resource management issues with peers and the general public, including writing reports, designing documents, making oral presentations, and responding to instructions. Possess a certain international perspective and be able to communicate and exchange ideas in cross-cultural contexts. 10. Innovation Awareness: Be able to grasp the development trends of human resource management, apply what is learned, and creatively solve practical human resource management problems. 11. Lifelong Learning: Possess the awareness of independent learning and lifelong learning, and the ability to continuously learn and adapt to development. III. Core Courses Human Resource Planning, Recruitment Management, Personnel Training and Development, Performance Management, Compensation Management, Employee Relations Management. IV. Specialty Courses · Intensive Case Study in Human Resource Management: This is an innovation and entrepreneurship practice course for the Human Resource Management major, conducted in a group learning format. After learning professional knowledge of human resource management, students apply theory to case analysis, matching the problems involved in the cases with theoretical knowledge one by one, and present the division of labor, planning, work arrangements, and conclusions involved in the entire process through PPT reports. Through case analysis, students deepen their learning of theoretical knowledge, while cultivating teamwork, coordination, and language expression abilities, and improving their skills in using office software such as OFFICE. · Recruitment Management: Recruitment management is a core function of human resource management. The success rate of recruitment and the effectiveness of allocation affect labor costs, and are also related to work efficiency and the realization of enterprise organizational business objectives. During the course, efforts are made to reflect characteristics in the following aspects: First, closely connect with the teaching content of upstream and downstream professional courses. Upstream, it connects with job analysis in the human resource management course; downstream, it connects with performance appraisal, compensation management, and training and development content, ensuring vertical integration in teaching content and practical training links. Second, intensively teach principles and emphasize practical training. Through simulated recruitment, role-playing, mutual evaluation, and other methods, students gain a realistic feeling of recruitment activities in real-world training, achieving a deeper understanding of the needs and psychology of both supply and demand sides in recruitment. Third, systematically consider the recruitment and allocation process, requiring students to comprehensively master all links in the recruitment process, including recruitment preparation, job analysis and formulation of job descriptions, recruitment plan design, recruitment cost estimation, recruitment process control, human assessment and selection, interviewing and hiring, recruitment performance evaluation, and recruitment risk assessment, etc. Fourth, organize students to participate in recruitment practice. Utilize Internship Base opportunities to visit various recruitment sites and participate in recruitment activities; at the same time, visit human resource companies and invite senior recruitment specialists to share their experiences. Fifth, guide students to discuss "how to be an excellent recruitment specialist," learning and practicing around this central topic. V. Key Practical Links · Job Analysis: Job analysis is the foundation of human resource development and management, an important port and key link in the personnel process, and the prerequisite and guarantee for good organizational design, recruitment and selection, training and development, performance appraisal, and compensation management. Based on the teaching and discussion of job analysis-related content in the "Human Resource Management" course, students are guided to carry out practical training and practice in job analysis both in and out of class. In-class training focuses on the channels and methods of job investigation, the processes, principles, and techniques of job analysis and evaluation, and the structure, content, and compilation methods of job descriptions. Out-of-class practice will organize students to go to enterprises at the Internship Base, conduct targeted analysis and research on established positions, obtain job information through observation, interviews, testing, and meetings, understand job responsibilities, analyze the requirements, weights, and difficulties of employees in the position regarding information data acquisition and processing, tool and machine operation, and interpersonal collaboration and communication behaviors, understand job challenges and employee entry qualifications, attempt to compile job descriptions, solicit opinions from job employees and supervisors, and compare them with the enterprise's existing job descriptions in order to improve and enhance them. Through practical training, students master the workflow and methods of job analysis, laying a solid foundation for human resource management work.
