MED Human Resource Education IN CAIRO
EXECUTIVE SUMMARY One of the most difficult aspects of change is helping organizations develop their personnel to meet the needs of the new business environment. This University of Louisville (UofL) Master’s program in Human Resource Education is designed to help human resource professionals understand, develop, and implement appropriate tactics and strategies to respond to the changes faced by businesses and industry in Cairo and elsewhere in the global economy. Human Resources are typically the greatest expense of any organization, and often the productivity of employees is not what it should be. In times of change, employee effectiveness is even lower because they must be trained on new techniques and equipment. This master’s degree is based on the principles of Human Performance Improvement and views Human Resource Education as a system of interventions that can be used to increase the efficiency of the organization’s most costly asset. The Human Resource Education program that is offered in Cairo builds on the program offered in the US. However, because this masters degree has a strong focus on practical applications, four of the courses are taught by local professionals who not only are local experts but also meet the stringent requirements for teaching in a UofL graduate program. This gives the students both the experience of full-time professors and local experts who understand the unique culture of Cairo and its business environment. This degree is a 18 month, 30 credit hour program, culminating in a professional thesis.
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MESSAGE FROM THE UNIVERSITY
Welcome to the University of Louisville! “UofL,” as we call it, is a dynamic doctoral research institution with 20,000 students, 5,000 faculty, researchers, and staff, and eleven academic units including medicine, law, business, education and human development, and engineering. Among UofL’s many assets are an array of practical, professional graduate programs in such key areas of study as business, computer science, engineering, human resource development and training, and public administration. A company’s human resources are, potentially, its greatest asset. Training and development of a company’s human resources are critically important to its economic growth because training and development provide the “bridge” between potential and actual human resource assets. After extensive consultation, UofL is poised to bring to Cairo a professional graduate program in Human Resource development and training which aims to contribute to the development of Egyptian human resources. Please review this brochure carefully. Join us in this adventure in learning and professional development. Our fine faculty stand ready to assist and nurture you to your fullest potential. Thank you. Henry S. Enck Associate University Provost
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The Department of Leadership, Foundations, and Human Resource Education The Department of Leadership, Foundations and Human Resource Education at the College of Education and Human Development promotes and provides quality education and experiences in Training and Development. This is accomplished through excellence in service, scholarly inquiry and dissemination, collegial collaboration, and adherence to professional standards. The Department concentrates on the work force environment in the urban community, with consideration for local, national, and international involvement. "Training the Trainer" is one of the focuses of the department as it strives to meet the needs of human resource development in the business environment.
MASTER OF EDUCATION IN HUMAN RESOURCE EDUCATION This degree is a 18 month, 30 credit hour program, culminating in a professional thesis.
"A degree in Human Resource Education at the University of Louisville prepares students well for a challenging career in the ever-expanding field of human resource development." General Topics Covered In the HRE Program Include: ¾ ¾ ¾ ¾ ¾ ¾ ¾ ¾
Managing Human Resources Strategic Planning Systems Management Performance Improvement Analysis of Human Resources Evaluation of Human Resources Human Resource Training Instruction & Facilitation in Human Resource Development ¾ Research in Human Resources ¾ Train the Trainers
The Department helps bridge the gap between the fastest growing technologies in business and the need for companies to maintain well-trained employees in those technologies. Human Resource Education is on the cutting edge of current trends in business, both in the public and private sectors. The Department is dedicated to serving the community, as is evidenced by its outreach to the public and private sectors via courses held at various locations off-campus such as GE, UPS, and Fort Knox. The HRE degree is also offered internationally, with successful programs recently completed in El Salvador, the Republic of Panama and Prague, CZ.
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CAIRO Master of Education in Human Resource Education COURSE DESCRIPTIONS Managing Change
UofL
It has been said that change is the only constant in any organization. This course serves as a philosophical foundation for the master’s degree program. It focuses on why change is inevitable and the interrelationship of social, organizational, and personal change. Students will gain an understanding of the theoretical aspects of change management and practical skills for facilitating organizational development. Upon completion of this course, students will be able to: list and describe the internal and external forces impacting organizations in the global marketplace, identify and describe the structure of a complex organization, identify communication channels, develop appropriate organizational change strategies and develop and monitor a change process. ELFH 664
Performance Improvement Human Resources are the most costly and unpredictable facet of most organizations. This course looks at human performance as a variable that can be developed and improved to increase an organization’s effectiveness. This course provides students with the skills necessary to implement human performance technology in their organizations. Upon completion of this course, students will be able to: define performance improvement (PI), distinguish between HRD and PI initiatives, identify components of PI systematic planning, and identify appropriate PI interventions. This course also provides an overview of program goals and expectations, an understanding of relevant professional standards, self-assessment and personal goal setting. EDTD 611
Program Planning and Evaluation Perhaps the two areas that are most often overlooked in any training and development initiative are proper planning before the project is developed and evaluation of its effectiveness after it is completed. This course focuses on matching strategic planning for human resource development to the organization’s overall mission. Various evaluation models are presented to help students determine the success of strategic plans. Upon completion of this course, the student will be able to: describe the theoretical foundations of planning and evaluating HRD models, describe how planning and evaluation are related to systems thinking and systematic HRD 4
models, define a strategic planning procedure applicable to HRD, understand and identify ethical issues in evaluation, prepare appropriate HRD interventions, define budgetary items for HRD interventions, identify and develop essential components of an evaluation system for HRD, and describe methods of cost-benefit and return-oninvestment analyses for HRD interventions. EDTD 604
Organizational Analysis Very often the true cause of dysfunction within an organization is not obvious. As a result, corrective actions tend to be overly costly or ineffective because of improper analysis. This course is designed to provide students with the skills necessary to determine the variables impacting the efficiency of their organizations. Upon completion of this course, students will be able to: use a systems approach to organizational diagnosis, explain the relationship between strategic planning and organizational analysis, describe the theoretical foundations underlying organizational analysis, identify ethical issues related to organizational diagnosis, evaluate human performance gaps in organizations, develop plans to guide analysis, identify trends affecting performance gaps, plan a needs assessment or performance analysis, develop a data gathering instrument, and discuss the analysis of data and methods to report results. EDTD 662
Training Intervention Design When training programs are ineffective, it is most often due to improper analysis or poor instructional design. This course addresses the techniques of designing training programs that will target specific employee behaviors while being both effective and efficient in their delivery. Students will gain the skills necessary to design and develop appropriate training initiatives. Upon completion of this course, the student will be able to: develop a systems approach to training and performance improvement, analyze training needs, audience characteristics, and subject content for a course, prepare objectives and appropriate assessment instruments, design and develop appropriate instruction/training materials and experiences by applying the principles of effective learning, and evaluate the success of training/instruction. EDTD 672
Research Methods and Statistics Human resource professionals are increasingly required to develop, produce, and analyze statistical data. This course focuses on the research needs of modern organizations and provides students with the skills necessary to conduct and interpret research on various organizational initiatives. Students will learn about the major methods of educational research, including qualitative methods, historical research, survey research, correlation research, and experimental methods. Upon completion of this course, students will be able to: calculate and understand descriptive and inferential statistics used in educational research and demonstrate skills using library sources to review and critique the educational research literature. EDFD 600
Training Strategies in Human Resources Employees bring to any learning situation a host of predispositions that must be considered and addressed. This course provides students with an array of alternative instructional methods that are appropriate for adult learners in group situations. In addition, students in this course will have the opportunity to develop their presentation skills. Upon completion of this course, students will be able to: identify the difference between teaching and facilitation skills, demonstrate their ability to instruct adult students using appropriate platform skills, demonstrate the ability to design and facilitate adult learning using group process skills, develop and facilitate a simulation, role-play, or case study, and develop an individual style of interpersonal communication and facilitation skills. EDTD 663
individual knowing how to perform a task does not necessarily indicate that he or she is able or willing to function efficiently. This course addresses the cognitive, psychomotor, and attitudinal factors that impact an employee’s productivity. Through lectures, assigned readings, discussion, and writing assignments, the student will: develop a deeper understanding of how adults learn and are motivated, develop an increased awareness of social factors that influence motivation in learning activities, learn how to develop motivational plans to support instructional designs, and develop a deeper understanding of organizational factors that affect training and development. EDTD 640
Professional Thesis The capstone of this master’s program is a professional thesis that allows students to demonstrate the skills they learned in the program in a scholarly paper. The nature and scope of each thesis will differ because students work independently on an HR related topic that is chosen with the approval of the thesis instructor. EDTD 699
Managing Human Resource Development One of the greatest challenges facing any human resource professional is managing the various functions that are required to operate any organization. This course is taught by local experts and will address the special circumstances of local firms. This course will: discuss various aspects of new and emerging trends in human resource development, identify professionals in the areas who are at the forefront of HRD, define appropriate sources of information relative to the topics studied, argue both pro and con with relation to the seminar topics, and synthesize the “best” of each area in his or her professional philosophy of human resource development. EDTD 605
Adult Learning and Human Resources The success of any organization depends on the effectiveness of its employees. However, an 5
GRADING SYSTEM The following grading system is used at the discretion of the individual professors. Grade-point averages are calculated by dividing the quality points earned by the number of credit hours attempted with grade. A B C D F
4.0 3.0 2.0 1.0 0.0
Grades of “A”, “B”, or “C” are the only grades to be considered as passing, and only 2 grades of “C” can be counted. However, all grades, including “D” or “F,” will be used in calculating the Grade Point Average.
DEGREE REQUIREMENTS Students must complete 10 courses totaling 30 semester credits. The requirements for the Master of Education in Human Resource Education are: Course No. ELFH 600 ELFH 605 ELFH 606 ELFH 611 ELFH 661 ELFH 662 ELFH 663 ELFH 664 ELFH 672 ELFH 699
Topic Areas
Sem. Hours
Research Methods and Statistics Managing Human Resource Development Program Planning and Evaluation Performance Improvement Adult Learning and Human Resources Organizational Analysis Training Strategies in Human Resources Managing Change Training Intervention Design Professional Thesis Total Hours
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3 3 3 3 3 3 3 3 3 3 30
ADMISSION REQUIREMENTS Applicants must present an appropriate bachelor’s degree with good grades from an accredited university together with a completed application, two letters of recommendation and a current c.v. (resume). In addition, students must score at least 550 on the TOEFL or equivalent. It is suggested that the student be actively engaged in full-time professional employment during the period of enrollment in the degree program.
APPLICATION PROCEDURE An application form can be obtained from the Regional IT Institute, and should be completed and submitted to the UofL Master of Education in Human Resource Education Program Registration Office at RITI.
Faculty Mike A. Boyle Ph.D. Texas A&M University M.S. Abilene Christian University B.S. Abilene Christian University Associate Professor and HRE Program Manager Research Interests: Organizational Change
UofL
Ray Haynes Ph.D. University of Louisville M.S. University of Louisville B.A. Syracuse University Assistant Professor Research Interests: Organizational Development Joseph Petrosko Ph.D. New Mexico State University B.A. Lewis College Professor and Department Chair Research Interests: Research Models, School Reform Carolyn Rude-Parkins Ph.D University of Iowa M.S. Kansas State University B.S. Kansas State University Associate Professor and IT Program Manager Research Interests: Instructional Technology Adoption, Distance Education Thomas Reio Ph.D. Virginia Polytechnic University MBA Averett College B.S. University of Maryland Assistant Professor Research Interests: Adult Education, Workforce Education
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Prof. Mike Boyle University of Louisville College of Education, Room 347 Louisville, KY 40207 Tel: 502 852 6667 Fax: 502 852 4563 email: Mike.Boyle@Louisville.edu REGIONAL IT INSTITUTE 11A Hassan Sabry Street, Zamalek, 11211 Cairo, Egypt Tel: 737-5206/7 737-6006 Fax: 739-1380 email: info@riti.org
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