PAPER No. DCII: HRM: 3.1
TRAINING & MANAGEMENT DEVELOPMENT
Learning Objective: To familiarize the students with the concept and practice of training and development in the modern organizational setting.
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
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.
MANAGEMENT OF INDUSTRIAL RELATIONS
Learning Objective: To acquaint the students about concepts of industrial relations & its application in the Indian context.
Unit I Lectures: 8
Impact of changes in industrial environment on industrial labour, features of industrial labour, profile of Indian managers–traditional, 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.
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.
PERFORMANCE AND COMPENSATION MANAGEMENT
Learning Objective: To acquaint students about concepts of performance and compensation management and make them understand its applications in the different professional areas.
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.
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.
PAPER No. DCII: HRM: 6.1
LABOUR WELFARE & LEGISLATION
Learning Objective: To acquaint the students with the various legislations related to labour welfare & industrial relations.
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.
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.
PAPER No. DC-II: HRM: 7.1
STRATEGIC HUMAN RESOURCE MANAGEMENT
Learning Objective: This course will help the students to think strategically and integrate the activities of HR with the organizations goals.
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.
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.
PAPER No. DCII: HRM: 8.1
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
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.
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
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.