Learning Objective: To familiarize the students with the concept and practice of training and development in the modern organizational setting.

Course Contents:

Unit I                                                                                                                                                        Lectures: 9

Organization  vision  & plans,  assessment  of training  needs,   setting  training  objectives,  designing  training programmes, Spiral model of training

Unit II                                                                                                                                                      Lectures: 9

Tasks  of the training  function:  Building  support,  overall  training  capacity,  developing  materials,  strategic planning, networking, designing training programmes

Unit III                                                                                                                                                  Lectures: 10

Training  methods:  On  the  job  training,  job  instruction  training,  apprenticeship,   coaching,  job  rotation, syndicate   method,   knowledge   based   methods,   lecture,   conferences,   programmed   learning,   simulation methods,   case  study,   vestibule   training,   laboratory   training,   in-basket   exercise,   experiential   methods, sensitivity training.

Unit IV                                                                                                                                                  Lectures: 10

Management Development Programme Methods:-Understudy, Coaching, Action Learning, Role Play, Management  Games, Seminars, University related programmes,  special projects, behavioural  modelling, job rotation,  case  study,  multiple  management,  sensitivity  training.    Post  training:  Input  overload,  unrealistic goals, linkage failure. Training impact on individuals and organizations: Training Evaluation-Evaluating- Programmes, Participants. Objectives and worthwhileness of training.

Unit V                                                                                                                                                    Lectures: 18

Organisational   Development(OD):   Definition   Foundations   of  OD,  Managing   the  OD  Process,   Action Research  and OD.   OD Interventions:  Overview  of OD Interventions,  Team Interventions  Inter-group  and Third-Party  Peacemaking  Interventions.  Comprehensive  OD Interventions,  Structural  Interventions  and the Applicability of OD, Training Experiences. Issues in Consultant –Client Relationships, System Ramifications, Power, Politics and OD

Text Books:

1.   Blanchard  P.Nick  & Thacker  James, W. (2004). Effective  Training,  Systems,  Strategies  and Practices. New Delhi: Pearson Publishers.

2.   French  Wendell,  Bell Cecil and Vohra Veena.  (2004).  Organisation  Development,  Behavioral  Science Interventions for Organisation Improvement. (6th ed.).


1.   Lynton Rolf & Pareek Udai. (1990). Training & Development (2nd ed.). New Delhi: Prentice Hall.

2.   Bhatia S.K. (2006). Training & Development. New Delhi: Deep & Deep Publishers.


 Learning Objective: To acquaint the students about concepts of industrial relations & its application in the Indian context.

Course Contents:

Unit I                                                                                                                                                        Lectures: 8

Impact  of changes  in industrial  environment  on industrial  labour,  features  of industrial  labour,  profile  of Indian managerstraditional,  contemporary, women managers. Managerial styles-authoritarian,  paternalistic & democratic.

Unit II                                                                                                                                                    Lectures: 15

Concept  of industrial  relations,  aspects  of industrial  relations-conflict  & cooperation,  parties  in industrial relations-workers,  employers  & government.  Significance  of industrial  relations, factors affecting industrial relations, approaches to industrial relations-human relations, pluristic, social action, systems approach.

Unit III                                                                                                                                                Lectures: 12

Trade  unions-concept,  objectives  of trade  unions,  functions,  methods  of trade  unionism-mutual  insurance, collective  bargaining,  legal enactment,  direct  action.  Structure  of trade union,  outside  leaderships  in trade union, why workers join unions, importance of trade unions, problems of trade union in India, measures for strengthening trade union.

Unit IV                                                                                                                                                   Lectures: 16

Workers’   participation   in   management   objectives,   levels   of   participation,   requirement   of   effective participation ,modes of worker participation in India-work committees, joint management councils, collective bargaining,   co-partnership,   worker  director,  suggestion   schemes,  grievance   procedures,   quality  circles, problems  of  workers’  participation  in  India,  employee  empowerment-meaning,   elements,  conditions  & process, Layoff, retrenchment, discharge, dismissal.

Unit V                                                                                                                                                      Lectures: 5

Labour absenteeism & turnover, concept of labour turnover, causes, effects, costs of labour turnover, control of labour turnover, concept of absenteeism, causes, effect & measures to control absenteeism.

Text books:

1.   S.C.Srivastava. (2013). Industrial Relations & labour laws. (6th ed.). Vikas Publishing House.

2.   T.N.Chhabra. (2011). Industrial Relations. (4th ed.). Dhanpat Rai & Co.


1.   Monnappa & Saiyaddin. (2000). Personnel Management. Tata McGraw hill.

2.   C.S. Venkata Ratnam. (2011). Industrial Relations. Oxford University Press.

3.   Dwivedi. (2000) Industrial Relations. Galgotia Publications.


 Learning  Objective:  To acquaint  students  about concepts  of performance  and compensation  management and make them understand its applications in the different professional areas.

Course contents:

Unit I                                                                                                                                                        Lectures: 6

Background    to   Performance    Management:    Concept,    why   performance    management,    Performance Management  System: objectives, principles, performance  planning, goal sheet, goal alignment, Performance management  cycle, Performance  measures,  Performance  management  documentation,  web-enabled performance management, Aspects of International PMS.

Unit II                                                                                                                                                    Lectures: 11

Performance Management Process: Goal setting: Principles of goal setting, types of goals; Feedback: nature, use, guidelines,  feedback expert systems, 360-degree feedback: effectiveness,  methodology,  advantages  and disadvantages; Performance Reviews: process of reviewing, self-assessment; Analyzing and assessing performance:   process   of   rating,   forced   distribution,   Behaviorally   anchored   rating   scales,   behavioral observation scales; Coaching and mentoring: process, techniques, skills.

Unit III                                                                                                                                                  Lectures: 12

Application of Performance Management:  Managing Organisational  Performance:  performance  management and human  capital,  developing  a high  performance  culture;  Team  Performance:  team  competencies,  team performance  management  process; Performance  and Learning: learning opportunities,  personal development planning; Performance Management and Reward: performance  management and non-financial rewards, pay; Evaluating performance management: criteria, method approach.

Unit IV                                                                                                                                                     Lecture: 15

Introduction  to Compensation  Management:  Concept  of wage:  Minimum  ,fair,  living;  dearness  allowance linking wages and productivity; Forms of Pay, Pay models, Compensation and non-compensation dimensions, surveying  market  pay  and  compensation  practices,  designing  the  survey,  sources  of third-party  data,  Job pricing, Determining the pay structure, determining rates of pay; Individual and Group Incentive, team-based pay:  kinds  of  teams,  skills,  knowledge  and  competency  based  pay,  sales  incentive  plans:  salary  plus commission,  special  sales  incentives  plan;      Short  and  long  term  incentives:  premium  and  differentials, qualified deferred compensation arrangements: social security, pension plans, profit sharing, stock bonus plan, ESOP.

Unit V                                                                                                                                                      Lecture: 12

Benefits and Services:  Benefit Administration , Employee Benefits and Employee Services, Funding Benefits through VEBA, Costing benefits, Flexible Compensation Benefits/Benefits plan(Cafeteria Plan), Pay Delivery Administration:  Budget  process,  administration  of pay,  other  administrative  issues,  due  process,  statutory benefits   including   occupational    health   care,   employee   welfare   and   retirement   benefits;   executive compensation: executive golden parachutes, international compensation: base salary, employee benefits, equalization benefits and incentives.

Text Books:

1.   Henderson, Richard. (2007). Compensation Management in a Knowledge Based Economy (9th ed.). New Delhi: Pearson Education.

2.   Armstrong, Michael. (2012). Performance Management (4th ed.). New Delhi: Kogan page.


1.   Martocchio, Joseph J. (2006). Strategic Compensation – A HRM Approach  (3rd ed.). New Delhi: Pearson Education.

2.   Scarpello, Bergman. (2001). Compensation  Decision Making (4th ed.) Fort Worth,TX: Harcourt College Publishers.

3.   Milkovich, Newman & Ratnam. (2009). Compensation (9th ed.). New Delhi: McGraw Hill.

Online Reading/Supporting  Material:

1.   Harvard Business Essentials – Performance Management. 2006.

2.   Harvard Business Review – Appraising Employee Performance. 2005.



 Learning  Objective:  To  acquaint  the  students  with  the  various  legislations  related  to  labour  welfare  & industrial relations.

Course Contents:

Unit I                                                                                                                                                      Lectures: 11

The  payment  of wages  act,  1936-  definition  – rules  of  payment  of wages  & deduction  from  wage.  The minimum wages act 1948- fixing of minimum wages, procedure for raising minimum wage- concept of living wage, fair wage & minimum wage. The payment of gratuity act, 1972- definition, scope & coverage of act- eligibility criteria- calculation of gratuity – nomination.  The payment of bonus act 1965- applicability of act- coverage of employee-calculation  of bonus rate of payable bonus- available surplus- allocation surplus.

Unit II                                                                                                                                                   Lectures: 10

The factories act,- 1948- definition- approval, licencing & registration of factories- notice by occupier, health & welfare measures- weekly holidays, leave with wages, employment of  women & young person- penalties & returns.

Unit III                                                                                                                                                 Lectures: 15

The employees’  provident fund & miscellaneous  provision act, 1952 & employees  family pension scheme- definition-  coverage  of the organization  & employees  under the act- employees  provident  fund & pension fund scheme-  calculation  of contribution  withdrawal  of provident  fund amount-  penalties  for offence.  The Employees state insurance Act, 1948: coverage and benefits and contribution of the employer and employee.

Unit IV                                                                                                                                                     Lectures: 8

The industrial employment (standing order) act 1946- scope & coverage of the act- concept of standing order- its certification  process- modification-interpretation & enforcement  of standing  orders. The trade union act 1926. Statutory definition- registration of TU immunity granted to registered trade union-recognition of TU

Unit V                                                                                                                                                     Lectures: 12

The Industrial Disputes Act, 1947- definition- persuasive, conciliation & voluntary process for the settlement of industrial disputes – power of govt. under ID act instrument of economic coercion-strike & lock out, layoff, retrenchment, transfers & closures-discharge & dismissal- managements perogative during pendency of proceeding.

Text Books:

1.   SC Srivastava. (2013). Industria Relations & Labour Laws (6th ed.). Vikas Publishing House.

2.   T.N. Chabbra.  (2011).  Industrial  Relations  & Labour  Laws (4th revised  ed.). Dhanpat  Rai Publishing House.



 Learning Objective: This course will help the students to think strategically and integrate the activities of HR with the organizations goals.

Course Contents:

Unit I                                                                                                                                                      Lectures: 11

Conceptual  Framework  of  strategic  HRM,  models  of  strategic  HRM,  development  &  delivery  of  HR strategies,  challenges  in  strategic  human  resource  management,   impact  of  strategic  HRM,  SHRM  for competitive advantage.

Unit II                                                                                                                                                    Lectures: 10

Implementation of strategic HRM : Staffing, training & development, performance management & feedback, compensation, employee separation.

Unit III                                                                                                                                                  Lectures: 10

Components  of strategic  HRM – organizational  HR strategies,  functional  HR strategies,  strategic  HRM in action, improving business performance through strategic HRM.

Unit IV                                                                                                                                                  Lectures: 15

Strategic  Knowledge  Management-building   knowledge  management  into  strategy  framework,  knowledge sharing  as a core competency,  HR dimension  to knowledge  management.  Strategic  approach  to industrial relations, outsourcing & its HR implications, Human Side of Mergers and Acquisitions three- stage model of M&A.

Unit V                                                                                                                                                    Lectures: 10

Global human resource management: Difference between global HRM & domestic HRM; strategic HR issues in  global   assignments   –  expatriates   selection   &  repatriation.   Building   a  multicultural   organization- multinational organization, strategic choice, leadership & strategic issues in international assignment.

Text books:

1.   Armstrong,  Michael & Baron Angela. (2005). Handbook  of Strategic HRM (1st ed.). New Delhi: Jaico Publishing House.

2.   Mello,  Jeffrey  A.  (2007).  Strategic  Human  Resource  Management  (2nd  ed.).  India:  Thomson  South Western.


1.   Regis, Richard. (2008). Strategic  Human Resource  Management  & Development  (1st ed.). New Delhi: Excel Books.

2.   Agarwala, T. (2007). Strategic Human Resource Management. New Delhi: Oxford University Press.

3.   Dhar, Rajib Lochan. (2008). Strategic Human Resource Management (1st ed.). New Delhi: Excel Books.



 Learning Objective: To explore the concepts and technique of the essential elements of International Human Resource Management  and to enable the students to recognize its critical issues.   Also to update and let the students understand the concept and to apply them in international complex business environment.

Course Contents:

Unit I                                                                                                                                                      Lectures: 10

Introduction:  International  Human  Resource  Management:  Managing  people  in  an  international  context. Hofsted’s  Approach.   Concept,  Approaches,  Linking HR to international  expansion  strategies;  Recruitment and selection of international  managers,  concept, criteria for recruitment  and selection,  sources, advantages and disadvantages of employing PCNs, TCNs, HCN; Comparative HRM: Flexibility and worklife balance.

Unit II                                                                                                                                                    Lectures: 12

Managing  diversity  in International  working:  Diversity  Management  programme,  affirmative  action  plans, Sexual Harassment at workplace; International training and management development: Expatriate Training – Strategies & Objectives, HCN Training- Process, Emerging, Trends in Training for Competitive Advantage, Cross Cultural  training-  Phases in CCT Programme,  Evaluating  the Effectiveness  of CCT, Frameworks  of CCT.

Unit III                                                                                                                                                  Lectures: 12

Factors associated with individual performance and appraisal: Organisational strategy and Performance Management, Setting Individual Performance Goals, Identifying Variables Affecting Performance, Appraising the   Performance,   Issues   in   managing   performance   in   Global   Context,   Difficulties   in   Assessment); International  Compensation:  Objectives,  components  and approaches-  Going Rate Approach, Balance Sheet Approach.

Unit IV                                                                                                                                                   Lectures: 12

Repatriation   and  Expatriation:   Repatriation:   Process,   challenges,   designing   a  repatriation   programme; Expatriate: Concept, Causes for Expatriate Failure, Managing Expatriate Failure, Female Expats; Cross border merger  and  acquisition:   Nature,  Motives   behind  M  &  As,  Strategies   of  Post-Merger   Outcome,   HR Interventions.

Unit V                                                                                                                                                    Lectures: 10

International  Industrial  Relations:  Concept,  Issues  and  Concerns,  Unions’  Influence  on  International  IR, Recent Developments in Management and Union’s Approach to International IR

Text Books:

1.   Aswathappa K. & Dash Sadhna. (2008). International HRM – Text and Cases (2nd ed.).New Delhi. Tata McGraw Hills.

2.   Sengupta Dr. Nilanjan & Bhattacharya Dr. Mousumi S. (2007) International HRM (2st   ed.). New Delhi. Excel Books.


1.   Lucas  Rosemary  & Lupton  Ben.  (2008).  Human  Resource  Management  in  an  International  Context. USA: Jaico Publishing House.

2.   Peter I. Dowling & Denice E. (2006). International HRM (1st ed.). New Delhi. Excel Books.

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