I have designed and delivered various courses in the fields of Human Resource Management, Labor Economics, Labor Relations, Organizational Theory, Organizational Behavior and Strategic management. The content of the courses are a blend between theory and practice. The modules are delivered through face-to-face and online mediums. I strongly believe that course deliveries should account for student diversity and abide by robust academic and ethical standards.
|
Course
|
Institute
|
Year
|
Level
|
Topics
|
|
Economics of Human Resources
|
University of Cincinnati
|
2014
|
Graduate
|
Introduction to HR Economics
Labor Supply Labor Demand Labor Market Equilibrium Compensation Wage Differentials Human Capital The Wage Structure Labor Mobility Labor Market Discrimination Labor Unions Incentive Pay Unemployment |
|
Foundations of Leadership
|
University of Cincinnati
|
2014
|
Undergraduate
|
Introduction to Leadership
Trait Approach Skills Approach Style Approach Situational Approach Contingency Theory Path-Goal Theory Leader-Member Exchange Theory Transformational Leadership Servant Leadership Authentic Leadership Team Leadership Psychodynamic Approach Culture and Leadership |
|
International Human Resources Management
|
University of Cincinnati
|
2014
|
Graduate
|
Introduction to International HRM
Strategic International HRM Design and Structure of the Multinational Enterprise International Mergers and Acquisitions, Joint Ventures and Alliances International HRM and Culture International Employment Law, Labor Standards and Ethics International Labor Relations International Workforce Planning and Staffing International Recruitment and Selection International Training and Development International Compensation Management International Performance Management Comparative IHRM The IHRM Department, Professionalism and Future Trend |
|
International Human Resources Management
|
University of Cincinnati
|
2014
|
Undergraduate
|
Introduction to International HRM
Strategic International HRM Design and Structure of the Multinational Enterprise International Mergers and Acquisitions, Joint Ventures and Alliances International HRM and Culture International Employment Law, Labor Standards and Ethics International Labor Relations International Workforce Planning and Staffing International Recruitment and Selection International Training and Development International Compensation Management International Performance Management Comparative IHRM The IHRM Department, Professionalism and Future Trend |
|
Staffing Organizations
|
University of Cincinnati
|
2013
|
Graduate
|
Staffing models and strategies
Legal compliance Staffing planning Job Analysis External and internal recruitment External and internal selection Decision making Retention management |
|
Individual Behavior in Workplace
|
University of Cincinnati
|
2013
|
Graduate
|
Introduction to organizational behavior
Contemporary organizational challenges Individual difference at work Diversity management Work-life Balance Organizational learning Managing cultural change Employee Motivation Employee Involvement Leadership Teams and groups |
|
Introduction to Human Resources
|
University of Cincinnati
|
2013
|
Undergraduate
|
Introduction to HRM
The Context of HRM Recruitment and Selection Training and Development Performance Management Compensation Management Labor Relations Global HRM |
|
Contemporary Industrial Relations
|
University of Leeds
|
2010
2012 |
Undergraduate
|
The Changing Role of the State
Women in the Labor Market Voice at work Future Prospects for Trade Unions |
|
Introduction to Human Resources Management
|
University of Leeds
|
2011
2012 |
Undergraduate
|
What is HRM?
The context of HRM Recruitment and Selection Training and Development Pay and Reward Performance Appraisal Redundancy Knowledge management HRM in a global context |
|
Economic Institutions
|
University of Leeds
|
2011
|
Undergraduate
|
Trends in Employment and Union Membership
The nature of the Employment Relationship Labor and the Nature of Trade Unionism Employer Strategies and the Labor Market State Policy and Industrial Relations New developments in Industrial Relations Industrial Relations and Economic Performance Training, Skills and Productivity Flexibility at Work and Competitivenes |
|
Business and Society
|
University of Leeds
|
2011
|
Undergraduate
|
Sociology of Work (Marx, Weber and Durkheim)
Contemporary Developments in the Sociology of Work (Labor Process Theory, Post structuralism, Feminism) |
|
Management Research Practice
|
University of Leeds
|
2010
2012 |
Undergraduate
|
Quantitative Research Methods
Qualitative Research Methods Interviews Document Review Case studies Thematic Analysis Introduction to SPSS |
|
Labor Economics
|
University of Leeds
|
2010
|
Undergraduate
|
Internal Labor Markets
Trade unions and Economic Performance |
|
Critical Management Studies
|
University of York
|
2010
|
Undergraduate
|
Introduction to Critique, Perspective and Metaphor
McDonaldization and Bureaucracy Beyond McDonaldization: Consumption and Commodification Globalization Gender Management Fads and Fashions Power and Politics Teams and Team-working. |
|
Management, Work and
Organization of Business |
University of Leeds
|
2009
|
Undergraduate
|
The Ontology and Epistemology of the Theory of Organization
Orthodox Theories of Management Critical Theories of Management Skills and Organizational Politics Soft Skills and Emotional Labor Management, Work and Organizational Politics Towards the Managed Culture Contemporary Organizational Restructuring New Organizational Forms and Worker Experience |
|
Organization of Business
|
University of Leeds
|
2009
|
Undergraduate
|
Markets, Hierarchies and Networks
The Origins of the Factory System Taylorism and Fordism: Arguments &Critiques The growth of the Modern Corporation The rise of the ‘Flexible’ Organisation Lean Production Corporate Governance Organizational Networks and Networked Types of Organization Trans-national Corporations and Globalisation |
