Department: Management and Marketing ECTS ... - … i razvitie na 4ove6kite resursi...E-mail:...

SOUTH-WEST UNIVERSITY “NEOFIT RILSKI”

2700 Blagoevgrad, 66 Ivan Michailov Street

Tel. + 359 /73/ 8855 01, Fax: + 359 /73/ 8855 16

E-mail: [email protected] http://www.swu.bg

Department: Management and Marketing

ECTS Information Package

Major: Business Management and Entrepreneurship

Master Program: Management and Development of Human

Resources in Economic Sector

PURPOSE OF THE PREPARATION:

The training is intended for students completed degree "Bachelor"/"Master", who have

graduated a major Business Administration.

The purpose of education is to prepare professionals with knowledge and skills to

build a professional approach to work with people in organizations, their training and

development. These professionals can work as managers and professionals in management

units of human resources in all areas of economic, socio-cultural practices and public

organizations.

Graduates can work as:

- Head of Unit HRM;

- Leaders of consulting firms in the selection and recruitment of staff;

- Experts and advisors at different levels in all institutions and organizations in the

management of human resources;

- Managers, professionals and experts in units of career development, independent

consultants.

COMPETENCIES OBTAINED BY STUDENTS:

- Knowledge and skills in the wider economic, social and managerial aspects that

enrich and develop the basis obtained in this direction from the completed degree "Bachelor"

knowledge and expertise in the following areas:

- Methods for the use and employment of human resources;

- Strategic planning and organization of human resources;

- Approaches for the selection and evaluation of staff;

- Motivation, job behavior, contemporary models of payment and promotion of

personnel;

- Labor relations and negotiation;

- Management of career development;

- Management of conflicts and organizational change.

- Ability to apply integrated application of knowledge;

mailto:[email protected]

http://www.swu.bg/

- Plan and organize the using of human resources;

- Make a selection and career development of staff;

- Apply modern methods of evaluation, motivation and promotion of personnel;

- Establish and improve labor relations and relationships in teams;

- Know and apply the legal framework of labor relations and negotiating.

Occupations that graduates can perform:

Leaders in Human Resource Management - Manager, Human Resources; Director/

Human Resource Manager; Manager, HR; head, sector human resources manager;

organization and efficiency of the labor ; recruitment, manager, health and safety working,

Experts - labor efficiency, health and safety, industrial relations, normalization of the labor,

education and training, work organization - recruitment, career, career, employment, labor

mediation and guidance, human resource management .

The curriculum is consistent with the curricula of many universities in Western Europe

and with the requirements of the Unified system of credit transfer.

The qualification characteristics of Major "Business Management and

Entrepreneurship" for Education and Qualification Degree "Master" with professional

qualification "Master in Management and Development of Human Resources in Economic

Sector " is a basic document which defines and presets the further designing of the curriculum

and study course programs. The qualification characteristics is in compliance with the Higher

Education Act of the Republic of Bulgaria, with the Regulations for the state requirements for

awarding educational and qualification degrees of "Master", "Bachelor" and "Specialist" and

with the internal regulations of the South-West University "Neofit Rilski".

STRUCTURE OF CURRICULUM

PROFESSIONAL DIRECTION: 3.7. ADMINISTRATION AND MANAGEMENT

MAJOR: BUSINESS MANAGEMENT AND ENTREPRENEURSHIP

EDUCATION AND QUALIFICATION DEGREE: MASTER

MASTER PROGRAM: MANAGEMENT AND DEVELOPMENT OF HUMAN RESOURCES IN

ECONOMIC SECTOR

PROFESSIONAL QUALIFICATION: MASTER IN MANAGEMENT AND DEVELOPMENT OF HUMAN

RESOURCES IN ECONOMIC SECTOR

FORM OF EDUCATION: FULL TIME AND PART TIME

First year

First semester ECTS

credits Second semester ECTS

credits

1. Organization and Operational Management

of the Staff

2. Analysis, Planning and Forecasting of

Human Resources

3. Selection, Evaluation and Staff Career

4. EEnnccoouurraaggiinngg SSttaaffff

5. Elective course – Module I

6. Elective course – Module II

5.0

5.0

5.0

5.0

5.0

5.0

1. Contemporary models of Remuneration

2. Negotiation and Social Security

3. Labour-security Relations and Opportunities

for Realizing

State exam or Defense of a Master Thesis

5.0

5.0

5.0

15.0

Elective courses – Module I

(students choose two courses)

1. Population and Human Resources as Part of

the Macroeconomic System

2. Management of Conflicts

3.Employment and Utilization of Human

Resources

4.Leader and Team

5.0

5.0

5.0

5.0

Elective courses – Module II

(students choose two courses)

1. Policies of the Labour Market

2. Management of the Effective Team

3.Motivating of the Staff

4.Talent Management

5.0

5.0

5.0

5.0

Total

30

Total 30

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DESCPRIPTION OF ACADEMIC COURSES

Major: Business Management and Entrepreneurship

Master Program: Management and Development of Human Resources in Economic Sector

ORGANIZATION AND OPERATIONAL MANAGEMENT OF THE STAFF

ECTS credits: 5.0 Course hours per weak: 2l + 1s

Form of assessment: on-going control and exam Type of exam: written

Semester: 1

Methodological guidance:


Faculty of Economics

Annotation:

Lectures "Organization and operational personnel management" was developed in accordance with the

objectives of the Master program in "Business Management" specialization "Management and Human Resource

Development." The training program includes the organization's problems and the current staffing of the modern

organization. The aim of the course "Management and operational personnel management" is to provide students

with detailed knowledge of effective organization of its staff and operations management. The main tasks to be

solved in the implementation of the curriculum are: Understanding the nature, character, composition and role of

the organization and the management of personnel for the development of the organization. Acquiring skills for

organizing and managing operational staff.

Contents of the course:

The organization and the management of staff in modern management system. Management staff: from

personnel management to human resource management. Management style and organization and operational

management of staff. Factors for effective organization and management of staff. The main role of HR

managers. Ethics of business relations in the work of human resource managers. Key questions of the

organization and the management of staff. Nature of the organization and the management of staff. Formation of

the management staff. What you need to know about the people we work with - attitudes and motivations, skills,

abilities, needs, expectations, perceptions, values. Organizational context of management. Elements of the

organization. Basic approaches to organization and management. Organization of the work of managers. Nature

of managerial work. Organization of the work of managers. Evaluation of managerial staff. Labour Organisation

of the performing staff. Technologies and methods of personnel management. Methods for the formation of the

personnel. Designing the structure of the organization. Analysis and planning of current staffing needs. Features

of the staff as an object of planning. Stages of planning staff. Balancing demand and predlganeto working in the

organization. Nature and importance. Sources of personnel to meet the needs of the organization. Planning needs

of management personnel. Planning needs of executives. Design and analysis of positions. Basic terminology.

Essence of design positions. Approaches and theories for the design of posts. Methods for the analysis of

positions - observation, interviews, questionnaires. Posts characteristics. Attracting candidates for the

organization. Evaluation of candidates. How to organize and hold a conversation with the candidate

rabota.Konkursniyat method of recruitment. Adaptation of staff. How to hire and introduce into office. How to

dismiss. Analysis and job evaluation. Organization and maintenance jobs. Nature and types of jobs. Furniture in

the workplace. Methods for maintaining the efficiency of the staff. Assessment of the labor market. Appraisal of

staff. How to evaluate people with whom we work. When to evaluate what to evaluate, how to evaluate more

objectively. Staff development. Career Planning. Organization and management of staff training. Training

Methods. Types of training. Organization and operational management of work with personnel records. Purpose

and content of personnel records. Types of documents. Organization and management of operational activities of

the Department of Human Resource Management.

Teaching and assessment

Teaching is in the form of lectures. At the beginning of each lecture a short introduction is provided to ease the

transition from one topic to another. New topics are discussed with students to achieve continuity of training and

help students draw their own conclusions.

ANALYSIS, PLANNING AND FORECASTING OF HUMAN RESOURCES



Semester: 1




Annotation:

The purpose of learning from the masters of this course is to provide the requirement for acquisition by trainees

and students needed practically most relevant knowledge related to the analysis, planning and forecasting the

level and dynamics / movement / human resources at the macro and company level / organization /. At this level

learners should be aware of and to study those issues that are related primarily to the general terms and principles

characterizing leasing / size / use, pay and training of personnel in companies / organizations / working under the

requirements of market economy, the issues associated with economically viable jobs and positions, the way

assessment and career development of different categories of employees. In the training process will be

considered a priority any problems with the methodology of scientific human resources management at the

macro level, the issues of population and its population / resource and component production /, as well as

problems that affect the permanent movement of live labor in the labor market. Raised in this way issues

associated with national teaching and acquire knowledge and skills specific to the activity of management of

human resources, while at the firm level knowledge and skills to be associated mainly with the study of those

principles, rules , forms and tools that conform to the knowledge related to the management of the human factor

in the segregated the companies / organizations / production, and in particular the principles, approaches and

methods of management. For course descriptions and principles of the science of human resource management is

typical formulation primarily on objective principles and approaches of scientific knowledge, methods, and most

characteristic of practical approaches and used to implement this practice, and the conditions imposed

requirements for a market economy. In this segment of knowledge students will be familiar with the procedures,

principles and specific rules of the system of state regulation in the field of human resources, through the

provisions of the Labour Code, the Social Insurance Code, the Health and Safety at Work, practice the minimum

and maximum amounts of contributions, the statutory fees and the types of benefits paid on-line social insurance

and welfare, mandatory requirements for their determination and payment conditions and using the procedure of

collective bargaining, the special protection provided by law for different categories of employees, career

opportunities, and skill improvement officer, etc. It also raised and considered a range of issues governing the

rights and obligations of the subjects in the production process - employers, employees, principles, forms and

methods used to design the jobs the practice of their evaluation of the implemented system Evaluation and

promotion of staff and their organizations and professional associations. Characteristics and the principles of

system analysis and planning staff suggests an in-depth research and analysis of the impact they have and have,

specific organizational, technical, technological and socio-economic conditions, revealing the stage of historical

development of society, and reporting restrictions posed by state regulation of the economy and current

regulations. In a study of the principles of personnel management, the goal is the study of the particular set of

organizational forms, rules and practical tools, which is able to ensure the conduct of economic policy focused

on the recruitment, selection, evaluation / appraisal / staff motivation and substantiating objective and cost

increase productivity and labor efficiency. During the course students should be informed and to acquire the

knowledge and skills to implement specific forms, methods and tools for analysis and planning of human

resources in our country / staff in companies and organizations / and with the introduction of the practice of

leading industrial countries in this regard. This knowledge can be gained by studying the practices of leading

companies in industrialized countries in the world, EU, USA and Japan. This knowledge is very important

condition and prerequisite for the formation of a clear vision and belief in the students' level and the state of the

practice in our country, the respective strengths and weaknesses. This will result from awareness at work in our

country at different levels legislation - national and corporate, has emerged as the most profound impact on the

system of industrial cooperation, social peace and public relations. Leading and dominant requirement in this

part is understanding that applicable regulations, regardless of the presence of a number of problems in integrity

is a fundamental tool for achieving the main line and dynamically changing economic and social objectives of

the society / country / but as well as the objectives pursued by individual companies and specific individual.

Dealt with in the characterization and study of methodology and methodological tools for analysis and planning

of human resources, respectively. personnel management in companies and organizations treat specific social

relations, which are subject to continuous and systematic study on the part of employers, workers and employees

in connection with permanently changing regulations where appropriate course is to contribute to the greatest

extent need for topical and systemic increase the efficiency of human labor. It is here that the forms of

government and corporate control of wages and the results of social security and the health and safety conditions

are combined with the need to study the experience of the past by studying the experience of other leading

industrialized countries, thereby striving for maximum interest and high level of personal and collective

motivation. The course is consistent with the current workload and allows the appointed time and allows you to

be considered and elucidated many new and relevant to our practice questions to the applicable rules regarding

the study of issues of social protection and equality of social security for employees working under specific

conditions and so on, thus taking into account both the specifics of working with companies in the real economy,

but also the characteristics of the work, typical of the budget of public sector organizations.

The aim of the course is to equip students with knowledge and skills in teaching material, forming a clear idea

and belief in them that existing legislation in the field of human resource management, respectively. the specific

set of regulations at national and company level principles, practical approaches and methodological tools are

effective and realistic tool to synchronize and interests, motivations and behavior of the labor employed with the

objectives and requirements implemented by the government and employers Economic and Social policy.

Prerequisites: Establishing previous knowledge and skills of students in the course, their methodology in

learning the material motives and interest in the course is a prerequisite for achieving the set goals and

objectives. For setting the input level of the students using various techniques such as discussions with students,

solve case studies, surveys or test development written by students. According to the results of the testing of

students to determine their level of input to adapt the content, the volume of material and methods of teaching.

Expected learning outcomes: To create skills to use and practical application of specific regulations,

characterized on the one hand labor and social legislation of the various organizational management level in our

country and the other - internal and corporate regulations.


Introduction analysis and planning systems human resource management. Nature of projections for human

resource management. Analysis and design of occupations. Methods of analysis - theory and methods for

evaluation of analytical results. Design experience - strategies and policies of the company. Analysis of practice

in determining the needs of human resources. Analysis and planning system recruitment. Analysis and planning

system for evaluation / reports / staff. Analysis and planning system for labor remuneration. Professional career

growth and qualification of personnel Health and safety at work. Regulatory system based on health and System

state regulation of industrial relations national, branch / branches / and company level. Legal basis for the

conclusion of the process of collective labour agreement / ca /. Entities levels and peer trudovovo agreement. In

the budgetary sphere features and problems of state employees.





SELECTION, EVALUATION AND STAFF CAREER



Semester: 1




Annotation:


and students of basic science at reasonable knowledge regarding the methodology of the evaluation system for

human resources / personnel / corporate level of the / / organization. In this range of disciplines learners should

be aware of and to study those issues that are related primarily to the general terms and principles that

characterize the evaluation process, respectively. utilization of personnel in companies operating in the market

economy requirements, such fundamental issues related to working conditions, its seriousness and responsibility,

and maintain optimal levels of intensity within the working day, the possibilities of improving the training and

career development of employees. In the training process will be considered with priority such issues with the

methodology of scientific human resources management at the macro level, the issues of population and its

population / resource and component production /, as well as problems that affect the permanent movement of

live labor in the labor market. Raised in this way issues associated with national teaching and acquire knowledge

and skills specific to the activity of management of human resources, while at the firm level knowledge and

skills to be associated mainly with the study of those principles, rules , forms and tools that conform to the

knowledge related to the management of the human factor in the segregated the companies / organizations /

production, and in particular the principles, approaches and methods of management.

For course descriptions and principles of the science of human resource management is typical formulation

primarily on objective principles and approaches of scientific knowledge, methods, and most characteristic of

practical approaches and used to implement this practice, and the conditions imposed requirements for a market

economy. In this segment of knowledge students will be familiar with the procedures, principles and specific

rules of the system of state regulation by the provisions of the Labour Code, the Social Insurance Code, the

Health and Safety at Work, opportunities for determining and paying contributions to the determination and

payment of the agreed remuneration and other types of benefits, mandatory requirements for their payment under

the terms and by the procedure of collective bargaining, career opportunities, and skill development officer and

raising staff etc. It also raised and considered a range of issues governing the rights and obligations of the

subjects in the production process - employers, employees, principles, forms and methods used to create / design

/ jobs, practice their assessment, and in view of the applicable performance appraisal and promotion of staff in

accordance with the rules and regulations of the collective and individual bargaining and professional

association. Characteristics and the principles of system performance appraisal process requires thorough

research and analysis of the impact they have and have, specific organizational, technical, technological and

socio-economic conditions, revealing the stage of historical development of society, as well as reporting

restrictions posed by government regulation of the economy and current regulations. In a study of the principles

of personnel management, the goal is the study of the particular set of organizational forms, rules and practical

tools, which is able to ensure the conduct of economic policy focused on the recruitment, selection, evaluation /

appraisal / staff motivation and substantiating objective and cost increase productivity and labor efficiency.

During the course students should be informed and to acquire knowledge and skills on the principles and practice

of assessment of human resources in our country, and with the introduction of the practice of leading

industrialized countries in this respect. This knowledge can be acquired through the introduction of practices of

leading companies in industrialized countries in the world, EU, USA and Japan. This knowledge is very

important condition and prerequisite for the formation of a clear vision and belief in the students' level and the

state of the practice in our country, the respective strengths and weaknesses. This will result from awareness at

work in our country at different levels legislation - national and corporate, has emerged as the most profound

impact on the system of industrial cooperation, social peace and public relations. Leading and dominant

requirement in this part is understanding that applicable regulations, regardless of the presence of a number of

problems in integrity is a fundamental tool for achieving the main line and dynamically changing economic and

social objectives of the society / country / but as well as the objectives pursued by individual companies and

specific individual. Dealt with in the characterization and study of the principles of human resource

management, respectively. evaluation and appraisal of staff in companies and organizations treat specific social


in connection with permanently changing regulations where appropriate course is to contribute to the maximum

of the need for topical and systemic increase the efficiency of human labor. It is here that the forms of






the study of issues of social protection and equality of social security for employees working under specific

conditions and so on, thus taking into account both the specifics of working with companies in the real economy,

but also the characteristics of the work, typical of the budget of public sector organizations.


and belief in them that existing legislation in the field of human resource management, respectively. the specific

set of regulations at national and company level principles, practical approaches and methodological tools are

effective and realistic tool to synchronize and interests, motivations and behavior of the labor employed with the

objectives and requirements implemented by the government and employers Economic and Social policy.

Prerequisites: Establishing previous knowledge and skills of students in the course, their methodology in

learning the material motives and interest in the course is a prerequisite for achieving the set goals and

objectives. For setting the input level of the students using various techniques such as discussions with students,

solve case studies, surveys or test development written by students. According to the results of the testing of

students to determine their level of input to adapt the content, the volume of material and methods of teaching.


Evaluation systems jobs. Approaches and tools for evaluation of jobs in companies and organizations. Procedure

and an assessment stage. Indicators criteria and standards for evaluation of jobs. Order, and requirements for

assessment of jobs international review of the system for assessment of jobs. The ranking of jobs and positions

in companies and organizations. Labor standards in the company - classification, diagnosis and retrospective

analysis. Order, and procedure for design and improvement of labor standards. Negotiation and structural model

of labor standards. Assessment system employees. Approaches and tools appraisal in companies and

organizations. Practice of leading companies and industrialized countries. Procedure and an assessment stage.

Indicators criteria and standards for evaluation of jobs. Order, and requirements for assessment of jobs.

International experience in business staff reports. Relationships and dependencies system for assessment of

workers employees and management systems staff - a system of remuneration, recruitment and professional

qualifications growth of staff. Internal labor market and intra regulatory officer selection and growth of staff -

career. Features and specificity of assessment of civil servants.





ENCOURAGING STAFF



Semester: 1




Annotation:

Organization and incentives are themed and specific objects in labor economics where they have a direct

relationship, interdependence and functional interdependence. The organization of work examines the content

and pattern of modern labor process in its spatial dimension, which implies a particular system of remuneration

of staff. However, any system of compensation of employees, implies and requires the application of appropriate

labor organization. Payment systems through workforce and students examine the basic principles, approaches

and practical mechanisms for evaluation and promotion of staff on the basis of which policy makers to influence

and motivate employees in the course of their economic development. These systems, methods and devices are

studied mainly in relation to the laws governing improve productivity, quality and efficiency of labor, combined

with the requirement to implement a modern and technically sound organizational charts. Here, contemporary

forms of remuneration, particularly those used in industrialized countries, combined with the need to create

conditions for effective and rational organization of labor, taking into account the legal requirement to ensure

healthy and safe working conditions, the application of optimal separation and organization of social and

individual work from the requirement of matching peak production and economic results of social and economic

justice home in the presence of aesthetic education and high culture. Payment systems staff and implemented

organizational schemes are subject to continuous and systematic study on the part of employers, workers and

employees in connection with periodic changes in the nature and content of work in accordance with

permanently changing regulations where appropriate course should cooperate closely as possible to ensure

conditions and prerequisites for increasing the efficiency of labor. Here students specific plan may be familiar

with the forms and means of state and corporate control, and evaluation of work and made the basis of this

appraisal staff should ensure that the highest possible level of personal and collective motivation.

Modern and contemporary systems and incentive are inextricably linked to the discovery of the actual state of

the labor organization at national and company level, taking into account the needs of the application of modern

industrial relations as a condition and prerequisite for achieving the unification of different interests and achieve

of "social peace" to a high standard of living, observing and reporting requirements to ensure the maximum level

of employment. The aim of the course is to equip students with knowledge and skills in teaching material that

will allow the formation of a clear vision and belief in them that revealed methodology in the face of those

principles, practical approaches and methodological tools with applicable regulations that achieve objectives and

requirements implemented by the government and employers economic and social policy, but also provide

employment synchronization behavior of employees with the goals and direction of the interest of their

employers.


Work process and the labour market. Factors determining the level and dynamics of labor costs / wage. Value

and price of workforce. Approach, principles and mechanism for determining the remuneration. Minimum wages

and social protection of personnel. Evaluation system of labor and personnel. Organization, management and

staff motivation. Efficiency and quality of work. Forms and systems for the individual remuneration. Modern

industrial relations





POPULATION AND HUMAN RESOURCES AS PART OF THE MACROECONOMIC SYSTEM



Semester: 1




Annotation:

Lectures on the course "Population, human resources, macroeconomic system" has been developed in

accordance with the general objectives of the subject "Management and development human resources ". The

aim of the course "Population, human resources, macroeconomic system" is to give students a thorough

knowledge of the general problems of population, human resources, macroeconomic system. The main tasks to

be solved in the implementation of the curriculum are: 1. Understanding the theoretical basis of demographic

trends and demographic processes. 2. Acquiring knowledge and skills to analyze, evaluate and predict the size

and structure of population and migration. 3. Understanding the analysis and evaluation of the current

demographic situation and population policy and competence to develop demographic policies.


Essence of demographic processes. Demographic factors and macroeconomic developments. Empirical

demographic research. Information system for the population. Descriptive population studies. Retrospective

studies on the population. Integrated system for socio-demographic statistics. Specific methods for assessing and

forecasting the size and structure of the population. Comparative method. Extrapolation methods. Methods ratios

and correlation. Analysis of the components of growth. Evaluation and forecasting of migration. Evaluation of

interregional migration in past periods. Evaluation of migration flows between cities and villages. Prediction of

migration. Current demographic situation and demographic policy. Total number. Spatial distribution.

Demographic structures. Fundamentals of population policy as part of the overall macroeconomic policy.


Teaching is in the form of lectures and seminars. At the beginning of each lecture a short introduction is

provided to ease the transition from one topic to another. New topics are discussed with students to achieve

continuity of training and help students draw their own conclusions.

MMAANNAAGGEEMMEENNTT OOFF CCOONNFFLLIICCTTSS

ECTS credits: 5.0 Course hours per week: 2l + 1s


Semester: 1




Annotation:

The objective of the subject of Conflict Management is to extend the knowledge of students majoring Business

Administrations on the issues related to the occurrence and resolution of conflicts and on that basis to contribute

to their complex multi-functional training. The major problems to be solved throughout the implementation of

syllabus are: to extend students’ training and knowledge on the essence, reasons of occurrence and manners of

resolution of conflicts within the company; to establish sound knowledge and skills of conflict management upon

changes and crisis situations.

Contents of the Course:

General theoretical overview of conflicts – occurrence, essence, types of conflicts. Reasons of conflict

occurrence. Major contradictions within the company. Conflict resolution models. Management of conflicts and

change Resistance to change. Overcoming the resistance Management of conflicts and crises Leader’s qualities

in conflict resolution Leader’s role in conflict resolution Conflicts and corporate culture





EEMMPPLLOOYYMMEENNTT AANNDD UUTTIILLIIZZAATTIIOONN OOFF HHUUMMAANN RREESSOOUURRCCEESS



Semester: 1




Annotation:

Human resource management methods and their use and establishing an employment site and in-depth scientific

study as a wide range of government bodies and organizations, but also a variety of business fields and regions.

In HRM methods are used primarily to determine the degree of the rational and the most efficient use of the

employment rate, and how to evaluate their job performance, corresponding most closely to the mechanism for

the formation and regulation of labor fees. Research and study of these administrative and organizational

activities on a basis scrutiny, analysis and control of basic and fundamental principles, approaches and practical

arrangements concerning the attraction, motivation and use of human resources in the production process as a

leader and importance acquire these administrative management practices, which are mainly related to the

assessment and promotion of employees based on which policy makers to influence and motivate employees in

the course of their economic development.


Use of human resources. Factors to improve the use of human resources. Planning human resources in the

company. Organizational behavior and organizational structure. Employee Motivation - needs, interests and

incentives. Approaches, principles and mechanism for determining wages. Evaluation of jobs / posts /. Systems

for performance appraisal. Training and Development. Providing healthy and safe working conditions.

Interaction between employers and unions.





LEADER AND TEAM



Semester: 1




Annotation:

It is considered that the above academic discipline is not preferable for the first-year students. To understand the

problem of leadership the students are supposed to learn the whole course of management disciplines, which

means that this discipline should be presented in the final semester of studies. The goal is the students gain the

knowledge about modern tendencies in leadership and the connection between the object and the subject of the

management. This is considered to be one of the most topical problem of management, and it requires

development of concrete cases and self-check tests to evaluate the students’ management and leadership quality

level. The extracurricular load may include investigation of present managers to check to what extent they

possess skills necessary to exercise their activities.


Essence of Leadership and Approaches. Personal approach to leadership. Great Man Theory. Behavioral

approach to leadership. Two Dimensional Theory. Managerial Grid Theory by R. Blake and J. Mouton..

Situational approach to leadership. Alternative theory (F.Fiedler) Leadership Trait and Mission Theory ( Т.

Mitchel and R. House). Path-Goal Theory (P. Hersey and K. Blanchard). Leadership Style Theory ( V.Vroom

and F.Yetton). Unanimity and difference between a leader and a manager. Instruments for measuring leadership..

Main characteristics of a manager of new type – essence and tests for evaluation of creative sagacity, flair,

flexibility, concentration and patience. The leader and the working team. Types of leaders and the interaction

with the working team. Johari window. Company’s culture and leadership. The manager of the future –

conceptions and reality





POLICIES OF THE LABOUR MARKET



Semester: 1




Annotation:

Lectures on the course "Policies of the labour market" has been developed in accordance with the general

objectives of the subject "Management and development human resources". The aim of the course "Policies of

the labour market" is to give students a thorough knowledge of the general problems of policies of the labour

market. The main tasks to be solved in the implementation of the curriculum are: 1. Understanding the general

issues, approaches and principles of the policies of the labor market. 2. Understanding the specific mechanisms

and policy direction of the labor market. 3. Developing elements of a policy for a specific problem in the labor

market. 4. Analysis and evaluation of policy development in the labor market at national, regional, local level.


Characteristic features of the policy and the labor market. Necessity of government policy on the labor market.

Institutional structure of the labor market. Approaches to state policy on the labor market. Basic theoretical

concepts of public policy in the labor market. Nature and characteristics of state policy in the labor market. Main

directions of state policy in the labor market. Policy on regulation of labor relations. Policy on wages. Policy on

safe and healthy working conditions. Pension policy. Policies on employment and unemployment. Approaches,

aims and objectives of the policy on employment and unemployment. Policy to promote employment. Objects

and subjects of politics. Mechanisms of policies to promote employment. Policy to promote employment in

Bulgaria. The experience of developed countries in the field of employment promotion. Politics in the labor

market in the context of Bulgaria's membership in the EU. Policy on the Protection of the labor market in

Bulgaria.





MANAGEMENT OF THE EFFECTIVE TEAM



Semester: 1




Annotation:

The objective of the subject of Management of effective teams is to extend the knowledge of students majoring

Business Administration on the issues related to team work in management and on that basis to contribute to

their complex multi-functional training. The major problems to be solved throughout the implementation of

syllabus are: to extend students’ training and knowledge on project and organizational-structural support of

management process; to develop team-working skills.


Project and organizational-structural support of management process. Teams in management. Choice between a

work group and a team. Human factor in Organization. Team work and problem situation in management.

Approaches to projection of teams. Team efficiency evaluation criteria. Models for projection and provision of

team efficiency. Teams and choice of an organizational structure of management. Behaviour and strategy of a

leader and a team in management





MOTIVATION OF THE STAFF

ECTS credits: 5.0 Hours per week: 2l + 1s


Semester: 1




Annotation:


and students of basic science at reasonable knowledge of methodology and practice of the system to motivate

staff at national and company level / organization /. In this range of disciplines learners should be aware of and

to study those issues that are related primarily to the process of stimulation, respectively. utilization of staff in

companies and industries / sectors / for specific and general issues related to working conditions, its seriousness

and responsibility, and maintain optimal levels of intensity and performance opportunities for improvement of

skills and career development employees. In the training process will be considered with priority such issues

with the methodology of scientific management of material incentives, the issues of population and its

population / resource and component production /, as well as problems that affect the movement of employees

the labor market. Raised in this way questions are connected nationally to the level of satisfaction of human

needs, the incentives created in the process of state regulation that characterize the activity of management of

human resources, while at the firm level, these incentives are associated mainly with operation of such systems

as remuneration, assessment and selection, career and job career and more. such that consistent management of

human factors in the segregated the companies / organizations / production, and in particular the principles,

approaches and methods of management. Course for motivating staff, and a major component segment in the

science of human resource management is typical formulation primarily purpose, principles and approaches of

scientific knowledge in the field of activity motivating staff, the methods and the most typical practical

approaches applied and used for the implementation of existing practice in our country imposed the conditions

and requirements of the market economy. In this segment of knowledge students will be familiar with the

procedures, principles and specific rules of the system of state regulation by the provisions of the Labour Code,

the Social Insurance Code, the Health and Safety at Work, opportunities for determining and paying

contributions to the determination and payment of the agreed remuneration and other types of benefits,

mandatory procedures and requirements for their payment under the terms and by the procedure of collective

bargaining, career opportunities, and skill development officer and raising salaries of staff and so etc. It also

raised and considered a range of issues governing the rights and obligations of the subjects in the production

process - employers, employees, principles, forms and methods used to create / design / jobs, the practice of

individual assessment and payment and in view of the forms and systems for collective promotion of staff in

accordance with the rules and regulations of the collective and individual bargaining and professional

association. Characteristics and principles of the system of material and immaterial incentives staff involves a

process of thorough research and analysis of the impact they have and have, specific organizational, technical,

technological and socio-economic conditions, revealing the stage of historical development of society and

account the limitations posed by government regulation of the economy and current regulations. Upon learning

the principles motivate employees as part of the management staff, the goal is the study of the particular set of

organizational forms, rules and practical tools, which is able to ensure the conduct of economic policy focused

on recruitment, selection, evaluation / appraisal / staff and payment of substantiating objective and cost increase

productivity and labor efficiency. During the course students should be informed and to acquire knowledge and

skills on the principles and practice of encouraging staff in our country, as well as introducing the practice of

leading industrialized countries in this respect. This knowledge can be acquired through the introduction of

practices of leading companies in industrialized countries in the world, EU, USA and Japan. This knowledge is

very important condition and prerequisite for the formation of a clear vision and belief in the students' level and

the state of the practice in our country, the respective strengths and weaknesses. This will result from awareness

at work in our country at different levels legislation - national and corporate, has emerged as the most profound

impact on the system of industrial cooperation, social peace and public relations. Leading and dominant

requirement in this part is understanding that applicable regulations, regardless of the presence of a number of

problems in integrity is a fundamental tool for achieving the main line and dynamically changing economic and

social objectives of the society / country / but as well as the objectives pursued by individual companies and

specific individual. Dealt with in the characterization and study of the principles of motivating staff,

respectively. assessment, appraisal and remuneration of staff in companies and organizations treat specific social


in connection with permanently changing regulations where appropriate course is to assist the maximum extent

of the need for topical and systemic increase the efficiency of human labor. It is here that the forms of






the study of issues motivating staff on social protection and equality of people the material and social security of

employees working in specific working conditions, etc., that takes account of both the specifics of working with

companies in the real economy, but also the characteristics of the work, typical of the public budget

organizations sector. The aim of the course is to equip students with knowledge and skills in teaching material,

forming a clear idea and belief in them that existing legislation in the field of motivation and human resource

management, respectively. the specific set of regulations at national and company level principles, practical

approaches and methodological tools are effective and realistic tool to synchronize and interests, motivations and

behavior of the labor employed with the objectives and requirements implemented by the government and

employers Economic and Social policy.

Course contents:

Needs as a base and supporting structure of motivation. Characteristics and structure of human needs. Basket in r

bulgaria - composition, structure and fundamental elements. Needs and interests. Types of interests and

correlations - personal, collective and public interests. Work incentives, motivating influences. Motivational

factors. Behaviors - collection package motivation. Methods for promotion. Types of incentives - material and

spiritual. Incentives for recruitment, selection / evaluation / and staffing. External and internal labor markets.

Business and professional qualifications, qualities of employees - the main motive for the attachment of staff in

companies and organizations. Regulatory the appointment and dismissal of employees. Labor income - salary.

Nominal and real wages. Labor costs and wages. Factors determining the level and dynamics of wages.

Differentiation of wage - factors for growth and wage developments at the firm level. State regulation of labor

income and wages. Minimum wage. Mechanism and procedure for determining the minimum wage. Principles

and restrictions for determining the minimum wage. International review of practice in determining minimum

wage world. Mechanism for determining wages. Approaches and principles of mechanisms. Elements and

structures. Basic salary and remunerations. Forms and systems salary - link and depending on the results of

labor. Target awards, bonuses and annual bonuses. Assessment as a factor pesonen and incentives for upgrading

skills and labor productivity. Analysis of labour productivity and methods for its promotion. Reserves and

conditions increasing productivity and labor efficiency. Public policy for the labour productivity. Motivation of

staff training and professional development to companies and organizations. Nature and objectives of training in

a company / organization /. Elements of the training of personnel. Training methods. Training and development

executive and management personnel. Regulatory system for education and training. Social policy companies

like factor in motivating the employment of staff. Modern model of social security in the republic of bulgaria.

Pension contributions and models for various categories of employees. Financing of social policy in business

organizations /. Social policy and motivating working population. Collective bargaining factor in motivating

employed workers. Subjects and increased collective bargaining. Subject to collective bargaining. Organizational

and institutional structures of industrial relations in this country. Keeping, signature and implementation of the

collective agreement.




help students draw their own conclusions. Lectures are enriched with tables, schemes and practical examples to

illustrate theory. The course ends with an examination. In training priority is given to practical and independent

work by students. Students are informed about the organization of training, the on-going control, the assessment

and examination at the first lecture.

TALENT MANAGEMENT



Semester: 1




Annotation:

Talent Management is a new problem for Bulgaria in the field of human resources management. Discussed are

many theoretical concepts of leading researchers and specialists known consulting companies from different

countries. Brings the essence of the role and conceptual apparatus of management talent. Talent management is

seen as a function of management of the company bearing its own significance and play an important role. The

emphasis is on that talent management is not just part of human resource management, and new concept art and

perspective, providing career development of the most important employees of the company - talents that need to

be identified, trained, developed and retention. Study are specific "profile" of talent and programs for talent

management, including strategies and stages of construction, implementation and management, and difficulties

arising during the implementation of a modern program management talent. Attention is drawn to the main

factors influencing the management of talent. Studied as coaching and mentoring, and the ruler-talent.


Nature and etymology of the term "talent." Assessment of talent. Segmentation of human resources. Assessment

center. His role, competencies and use in management practice. Its advantages over alternative methods of

assessment in the process of identifying talent within the organization. Methods for identification of talent.

Matrix 'potential - job performance. Competency model. Functional areas of the work of the manager.

Identification of development needs. Building a profile position. Filing of talents. Key factors affecting the

management of talent. Program management talent. Monitoring the effectiveness. Coaching as a management

style in the organization. Nature, definition and implementation capabilities. Measuring the effectiveness of the

process. Mentoring - principles - application requirements tools. Phases of mentoring and mentoring systems.

Cascade mentoring. to senior management Overcoming the shortage of talent. Approaches and methods in the

development of an effective strategy for retaining key employees of the organization





CONTEMPORARY MODELS OF REMUNERATION



Semester: 2




Annotation:

Modern models to determine the salaries are distinct but organically inherent part of labor economics, human

resource management, etc.. subjects and their approaches to implementing an object and subject of thorough

scientific study, as well as a wide range of government bodies and organizations, but also of different business

companies, corporations and government organizations. The essence of the forms and patterns associated

primarily with establishing the type, nature and form of mediated performance, ways, approaches and assessment

process of individual and collective performance, and the mechanism for determining the individual

remuneration. Research and study of these separate administrative and organizational activities on a basis

scrutiny, analysis and control of basic and fundamental principles, approaches and practical arrangements

concerning the attraction, motivation and use of human resources in the process of production, leading place and

importance acquire these administrative and management practices, which are mostly related with the

assessment of labor complexity, seriousness, responsibility, and repulsive adverse conditions and last but not

least - pay staff based on which policy makers to influence and motivate employees in the process of their

production and administrative or economic development. This group of functionally linked activities to evaluate

and promote employees on the principles, methods and practical tools to ensure their proper and most efficient

operation of their subordination in time and space are studied mainly in connection with laws governing

increasing productivity, quality and effectiveness of employed workers, coupled with the requirement for the

implementation of modern and progressive forms and systems for motivating and managing the human factor.

Here, contemporary forms of assessment, motivation and personnel management, as well as those employed by

businesses and organizations in industrialized countries, combined with the need to create conditions for

effective and leading organization of labor, production and management, taking into account the legal

requirement to ensure safe and healthy working conditions, the need for the implementation of optimal

separation and organization of social and individual work from the requirement to achieve peak production and

economic results, combined with the achievement of social and economic justice approach in the presence of

higher educational and aesthetic culture. Practice and theoretical development of a significant number of

economists, trade unionists, business leaders and experts in the forms and systems of labor remuneration are

subject to continuous and systematic study of the individual employers, workers and employees in connection

with periodic changes in the nature and content of the work, in accordance with permanently changing

regulations where appropriate course is to assist the utmost to ensure the conditions and prerequisites for the

systematic improvement of the efficiency of labor. In this course the application of modern models

Remuneration of employees, students will have the opportunity in concrete terms to learn about the state and

implemented by individual companies, forms and means of control, and evaluation of work and made this the

basis whatsoever the different categories of staff should ensure that the maximum high level of personal and

collective motivation. Today the most effective models for payment of staff are inextricably linked to the

analysis and detection of the actual state of how to use the staff, taking into account the needs of the application

of modern industrial relations as a condition and prerequisite for achieving the unification of different interests

and achieve "social peace" to higher standards of living, observing and reporting requirements to ensure the

maximum level of employment and the optimal distribution of population by regions, categories, professional

groups and the country as a whole. The aim of the course is to equip students with knowledge and skills in a

specific area of personnel management and in the application of modern and most progressive forms and systems

of remuneration, in particular, to allow the formation by them of clear vision and belief that revealed a

methodology in the face of those principles, practical approaches and methodological tools with applicable

regulations will ensure that the objectives and requirements implemented by the government and employers

economic and social policy, but also provide synchronization of labor behavior of employees with the goals and

direction of the interest of their employers.


Labor process - the quantity and quality of work. Utilization of the workforce – factors. Motivation and behavior

of staff – needs interests, and incentives interested. Principles and approaches for the price of work force.

Approach, principles and mechanism for determining the remuneration. Job evaluation / position. Performance

appraisal of workers employees. The principle of equality. Provision of health and safety. Social aspects of

modern model of labour remuneration. Interaction between employers and trade





NEGOTIATION AND SOCIAL SECURITY



Semester: 2




Annotation:

Lectures on the course "Bargaining and social insurance" has been developed in accordance with the general

objectives of the subject "Management and development human resources ".The aim of the course "Bargaining

and social insurance" is to give students a thorough knowledge of the general problems of bargaining and social

insurance. The main tasks to be solved in the implementation of the curriculum are: 1. Understanding the nature,

current issues and future challenges facing the system to negotiate goals and objectives of its development. 2.

Understanding the nature, current issues and future challenges facing the social security system, objectives and

guidelines for its development.


Subject to negotiation and approaches to it. Basic principles of modern bargaining. International rules to regulate

negotiation. Unions as a subject of negotiation. Employers' organizations as a subject of negotiation. The state as

a subject of negotiation. Collective bargaining. Negotiations industrial shares, collective labor disputes and

conflicts. Settlement of collective labor disputes. Institutional structure of negotiations. Trilateral cooperation at

national, sectoral, regional, municipal and other regional levels. Collective bargaining at company level.

Individual bargaining. Social security system. Elements of social insurance model in Bulgaria. Comparison with

the social security systems of EU and other developed countries. System of state social security. Mandatory

Pensions. Supplementary mandatory pension Voluntary pension insurance. Problems of the pension system in

Bulgaria. Comparison with the EU. European regulations and recommendations regarding the development of

pension insurance systems of member states. Health Insurance. Problems of health insurance system in Bulgaria.

European regulations and recommendations regarding the development of health insurance systems of member

states.





LABOUR-SECURITY RELATIONS AND OPPORTUNITIES OF REALIZING



Semester: 2




Annotation:

The aim of the course is the acquisition by students of a range of specific skills and knowledge in the field of

labor and social security relations and practical application of the relevant regulations. In the training process

will be clarified methodology of labor and social relations, the methods and the most typical practical approaches

to their realization in the terms and subject to the requirements of the market economy. Through the practice of

state and corporate control, students will have the opportunity to learn the content of recent legislation and the

principal requirements of the labor market, the ways and means for the effective use and operation of the labor

employed in companies and budget organizations and the problems that arise for employees, employers and the

unemployed in this regard. It addresses several issues governing the rights and obligations of the subjects in the

production process - employers, employees and their organizations and professional associations. In this course

students are introduced to procedures, principles and specific rules of state regulation in the field of labor and

social relations as a working day, holidays, paid vacation, benefits and types of remuneration, health and safety,

labor categories, collectively and individually negotiated opportunities for special protection of certain categories

of employees, opportunities for training and conducting activities related to social and cultural services to

organizations in order to use temporary disability benefits, the requirements for the award pensions, social

benefits and more. Familiarization with the main aspects of the Code of Labour and Social Insurance Code and

the corresponding regulations allows for mastery by students of the specific mechanisms conclusion and

termination, the terms and form their amendment, and conditions for use of various social benefits and special

privileges. In this respect, labor and social relations are subject to continuous and systematic study on the part of

employers, workers and employees in connection with permanently changing regulations where appropriate

course is to assist the utmost to provide increased efficiency of labor. Here students specific plan may be familiar

with the forms and means of government regulation of labor and social relations, which can ensure the

achievement of maximum high degree of personal and collective motivation. The course is consistent with the

current workload and allows the appointed time and allows you to be considered and elucidated many current

issues of current legislation in our country in terms of compliance with international agreements set requirements

in terms of action concluded international agreements and treaties to which Bulgaria is a party has committed.


and belief in them that existing legislation in the field of labor and social relations, respectively. the specific set

of regulations at national and company level principles, practical approaches and methodological tools are

effective and realistic tool for achieving and synchronization behavior of the labor employed with the objectives

and requirements implemented by the state and employers' economic and social policies.


Labor process - characterization and specificity. The labor market and of the goods workforce. Employment and

unemployment. Value and price of workforce. Approaches, mechanisms and systems to determine their

remuneration. Social security - characteristics, scope and structure. Compulsory social security. Additional

voluntary social security. Company and family social security. International aspects of social security





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