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Admission Information Regulations and Syllabus For
HUMAN RESOURCE MANAGEMENT
ANDHRA UNIVERSITY VISAKHAPATNAM ___________________________________________
Head Ph.No.0891 2844373, Office Ph.No.0891 2844372,
1. Admission shall be based on the AUCET-2009 rank, subject to the fulfillment of eligibility criteria as given in Appendix-1 2. Admission to all the courses offered at Andhra University Campus Colleges, its P.G centers and colleges affiliated to Andhra University shall be made at A.U campus, Visakhapatnam only through counseling. The venue and schedule will be intimated accordingly and also will be available in the web site www.andhrauniversity.info/doa 3. The university shall not be responsible for either non-receipt or delayed receipt of communications in this regard. 4. Information regarding college-wise, course-wise and reservation category-wise seat distribution and fee structure will be made available after declaration of AUCET-2009 results on web site www.andhrauniversity.info/doa 5. At the time of admission candidates should submit the following original certificates in support of the qualification and reservations claimed in the application along with a draft for the requisite amount of fees taken on any nationalized bank in the name of Admission account, Directorate of Admissions, Andhra University and payable at Visakhapatnam.
i. AUCET-2009 Rank card and Hall ticket.
ii. Degree/Provisional Pass Certificates. iii. Marks statements of Qualifying Examination. iv. Transfer and Conduct Certificate from the institution where the candidate last studied for the qualifying examination. Candidates who have completed/studied already or discontinued and seeking admission to second PG or professional course should submit TC relating to first PG course only. Duplicate TC relating to UG/PG degree should be accompanied by proper evidence of loss of original TC and police complaint. Candidates submitting false TC are liable for cancellation of seat at any stage and are liable for prosecution. v. Migration Certificate, if possible. vi. Date of Birth Certificate (SSC/Matriculation or equivalent certificate). vii. Study certificates for the last seven years or residence certificate for preceding seven years of the qualifying examination. viii. Intermediate original certificate. ix. Integrated community certificate issued by the competent authority in case if BC/SC/ST candidates. x. Valid latest income certificate issued by M.R.O., if fee concession is claimed (the validity of income certificate is for one year from the date of issue). 4 attested recent passport size photos. Candidates opting for admission under NCC/sports/CAP/ PH/NSS quota shall produce relevant original certificate in addition to the above.
Physical fitness certificate from an Asst.Civil Surgeon. One set of Photostat copies of all the above certificates 6. Once the admission procedure is completed, the admitted candidate will get all his/her original certificates except T.C, C.C and Migration certificate. 7. The university reserves the right to fill or not to fill the seats earmarked for a particular course on administrative reasons. 8. (a) The university reserves the right to deny entry into AUCET2009 if the university finds the antecedents of the candidate are bad. If the university finds the antecedents of the candidates are bad subsequent to the AUCET-2009, his/her rank can be cancelled and the candidate can be denied admission into any programme under AUCET-2009. (b) All the admissions are purely provisional and the University reserves the right to cancel the admission at any stage.
GUIDELINES FOR ADMISSION
4)Candidates who did not claim their reservation/special category at the time of submission of their applications will also be allowed under that particular category subject to production of original certificates. 6)Late comers for the counseling on the scheduled date will be considered for counseling only for the remaining seats.C.D at the time of counseling without any of these certificates admission will not be given. However. An amount of Rs 300/. Sliding from one collage to another course in the same test will not be allowed in the first phase. REGULATIONS AND SYLLABUS RELATING TO MASTER OF HUMAN RESOURCE MANAGEMENT (MHRM) Objectives of the MHRM programme . T. P.has to be paid for every sliding. 5)Cancellation of seats: Cancellation of seats will be made with 10% deduction from the total fee collected before completion of first phase of counseling and 20% deduction before completion of second phase counseling and with no fee refund after second phase of counseling. 3)The student has to select the course of study at the time of counseling for admission.C.1)Admission will be given to only those students who submit C. sliding is allowed to a candidate joined in a particular course of one test to another course of a different test as per rank order in first counseling if any. 2)The conversion of reserved/special category seats into other category will not be made in the first phase.C and D.
political . e) Developing interpersonal competence and leadership qualities to work in a group with team building approach. To provide a perspective to comprehend the feel. a sound knowledge of concepts and theories is also envisaged. d) Developing the competence to involve the problem solving approaches by applying conceptual and behavioral skills. The course is designed to sensitize and appreciate the role and responsibilities of a manager in a fast changing business environment both at the nation and global level. The programme with its practical and field bias and behavioral thrust is intended to develop skills not only to understand and analyse problems but also to develop a problem solving approach to issues. social . and g) Developing a spirit for continual learning and innovation REGULATIONS .legal and ecological environment. b) Developing awareness and to sensitize about various issues of the economic. c) Developing managerial skills in different functional areas of management with practical focus on HRM. especially in Human Resource Management in Industrial. f) Developing multi facets of the personality and to build selfconfidence.The main purpose of the Master of Human Resource Management (MHRM) is to prepare young men and women for managerial and administrative positions in all management fields. The programme basically aims are: a) Developing a sound theoretical base of various concepts and theories to enable the student to develop a board perspective of the management field . Government and Organizations in the service sector. Business.
The test is designed to assess of candidates for admission into the MHRM programme. The duration of the test shall be for Seventy Five Minutes (75 min). b. c. Admission will be based on the rank obtained by the candidates in the AUCET. d.The admissions into MHRM programme shall be made on the basis of Common Entrance test I) Eligibility Criteria For Admission: 1. e. The structure of the rest shall be as follows Section A B Component No. (a)Any graduate securing minimum pass of the Andhra University recognized as equivalent thereto (b)Candidates seeking admission into the MHRM course are required to approach for the AUCET. II)Admission Test Design: General Information: a. . The medium of Test shall be in English. The test shall be of Objective Type and its questions are of multiple choice. of Marks Logical & 40 Analytical reasoning 30 HRM Aptitude & General Awareness.
Each paper of the examination shall unless otherwise prescribed. each academic year consists of two semesters consecutively. c. To have satisfactorily completed the prescribed field work. in the following . The candidate shall be required to take at the end of each semester of the course of study an examination as detailed in the scheme of examinations.C a)IR Syllabus along with recent Human Resource 20 Management Trends Reading comprehension and Writing Ability.(See Scheme of paper etc. b. Total III) Award of Degree 90 a. Candidates admitted should have undergone subsequently a further course of study of four Semesters extending over a period of two academic years in this University or its recognized institutions/colleges. Quantitative Ability. To have passed the MHRM here in after prescribed.. IV) Course Structure and scheme of Examination: a.
which are in vogue. at first appearance are only eligible to be place in the first class with distinction. A candidate who has not passed all the papers relating to any semester at the first appearance shall not be eligible for the award of medals or prizes by the university and to receive certificates or rank from the university.0 Only those candidates who have appeared and passed the examination in all the papers of the first and second semesters of MHRM and similarly all the papers of the third and fourth semesters of MHRM.0 Points A Grade 75%-85% 9. O Grade (Distinction) 85% and above 10.paragraphs) be of three and half hours duration and carry 100 marks. VII) Improvement Provision: The rules.0 B Grade 67%-74% 8.0 C Grade 58%-66% 7. V) VI) Attendance Requirement The rules which are in vogue shall be followed. shall be followed VIII) Regulations concerning the semester-end Examinations : .0 E Grade 40%-49% 5.0 D Grade 50%-57% 6. Class of Distinction: The names of the successful candidates at the examination shall be arranged in the order in which they are registered for the examination on the basis of the total marks obtained by each candidate in all semester-end examination put together.0 F Grade (Fail) 39% 0.
A candidate who fails in the semester exams and examination or who is not able to take it shall be eligible to take up the same examination along with the students of the next batch. In order to eligible to be appointed as an internal shall have put in at least three years of service as a teacher for the MHRM Degree. 101 102 103 104 105 106 107 Human resource management General Management Labour Legislation and Case Law Industrial and Managerial Economics Organizational Behavior I Social Research Methods & Statistics Project-1 Field Work. the final marks to be awarded in the paper shall be by the results committee after the third valuation. (b) (c) (d) IX) The Rules and Regulations Governing Field Work are appended at the end: Course Structure and Scheme of Examination Sem 1.Observation Visits Viva-Voice Industrial Relations Business Environment Organizational Behavior II Labor Legislation and Case Law II Employee Welfare and Labor Administration Information Technology & Human Resource 100 100 100 100 100 100 50 50 100 100 100 100 100 Sem 2. the average marks shall be taken as the marks obtained in the paper. If the disparity between the marks awarded by both examiners if 20% or less. If the disparity happens to be more.(a) The semester end examinations shall be based on the question paper set by an external paper setter and there shall be double valuation (internal and external). 201 202 203 204 205 206 .
Health and Environment (or)Management of Discipline 100 407 Project-Internship & Project 2 clear Calendar Months. Students are placed in industrial Organizations in cities /towns other than places where the MHRM course is offered under Andhra University and preferably outside the state 100 Viva-voice 100 --------------------------------------------------------------------------------------------------------------------TOTAL 2900 --------------------------------------------------------------------------------------------------------------------- .Information Systems 207 Project-I field Work Placement in Government Agencies/Establishments Viva-voice Sem 3. 301 302 303 304 305 306 Human Resource Development Employee Compensation Administration Management of unorganized labour Financial Management Marketing Management Optional Paper: Management of Trade Unions (or) Participative Management & Collective Bargaining (or) Women & children in employment (or) HRM in service Sector 307 Project work (placement in organization for (17 days) Viva-voice 100 50 50 100 100 100 100 100 100 50 50 Sem 4. 401 402 403 404 405 406 International Human Resource management 100 Strategic Human Resource Management 100 Performance Management and Counseling 100 HR Skills & Organization Communication 100 Management of Technology & Productivity 100 Optional Paper: Advanced Marketing Management (or) Organizational Change and Development (or) Safety.
Variable Compensation. Mechanical. Pearson Education 2001. Lay Off. Keith. Human resources and Personnel Management. Welfare. Excel Books. Subba Rao P. Co. Line and Staff Relationship. Ltd. VSP. workers training. Personnel Management. Trade Unions. Selection. Aswathappa. Evolution of HRM in India. Performance appraisal Methods and Problems.S. HR Audit.SYLLABUS I SEMESTER COURSE 101: HUMAN RESOURCE MANAGEMENT Unit I : Human Resource Management Concept. and V. K. HRM and Environment. Retrenchment. Text & Cases. Co. Health and Safety. Tata McGraw Hill Pub. Singapore: McGraw Hill Publishing Company.. HR Research. Job Evaluation. 5. Human Resource Planning. paternalistic. Social System and Human Resource Development System. training process. 6. Unit IV : Employee Compensation: Factors affecting compensation. Discharge. Flippo. HR Accounting. Development. training methods.. McGraw Hill Pub.R.. Werther. and Induction. Case Analysis: Suggested Readings: 1. Maintenance of HR Date Base. Unit V: Maintenance: Communication and Counseling. Ltd. Separation: Turnover. Functions and Role. Planning HR activities. Policies and Procedures. 4. William and Davis. Recruitment. Fringe Benefits Integration. Tokyo.. Motivation. Edwin B. Job Analysis. Human Resources and Personnel Management. Louis R. New Delhi. . Management of Conflict. Career Planning and Development. Nature of Human Resource. Al: Managing Human Resources.. Approaches to Human Resource Management. controlling HR Function Unit III: Procurement: Organizational Design and Job Design. Rao. Dismissal. Gomtz Mejia et. 3. Human Resource Management Profession: Challenges and Opportunities in the Globalized Era. 2. Management Development Programs. Essentials of Human Resource Management and Industrial Relations Mumbai: Himalaya Publishing. Human Resource Management. Equityand Compensation. Unit II : Managing HR Function: Organizing the HR Unit... Quality of work life. Retirement. New Delhi. collective Bargaining.
Nature. and Mary Coulter. Unit IV: Directing. Strategic Planning . Enterpreneuring and Intrapreneuring. New Delhi. New Delhi. Evolution of Management. Organizing. Growth of Labour Legislations in India. Decision Making and forecasting. Ltd. James A. Course 103: LABOUR LEGISLATION AND CASE LAW I Unit I : Industrial Jurisprudence: Concept and Scope. 3. Tripathy.Daniel R. Koontz. Reddy. Globalization and management. Behavioural Approach and Modern Approaches. Himalaya Publications House. and and Unit V: Ethics: Ethics and Business.. McGraw Hill. Key performance Areas. Management Levels and Skills. New Delhi. Era of Dynamic Engagement: New Organizational Environment. Types of Managers. 4. Management.N. Co. Cultures and Multiculturalism and Quality.Edward and Gilbert. Stoner. Principles of Management. Classical Organization Approach. Tata McGraw Hill Pub. Management.. ILO Conventions and Recommendations: Their Impact on Labour Legislations. Indian Constitution and Labour Legislation. Motivation. Management by objectives (MBO) . Unit II: Managerial Roles.. Meaning Significance. Structure. Project Management concept and process. P. concept of Social justice and Natural Justice.. Management. and P. Types and Steps In Planning. Ethics and Social Responsibility. Leadership Management. Inventing and Reinventing Organizations. Case Analysis: Suggested Readings: 1. Techniques and Steps in Decision Making. Jr.C. Labour Legislation and Judicial Activism. Scientific Management Approach. Management. Robbins Stephen. Pearson Education Ltd. 1948 and its Rules (AP) .a.. Objectives. Ethical and Environmental Foundations of Management. Challenges of Management. Communication. Principles of Lobour Legislation. P. Prentice Hall of India Pvt.Cource 102: General Management Unit I: Management: Concept. S. systems and Process of Control. Freeman R. Controlling. Early Thinking about Management. Types and Principles of Organization. 2. O’Donnell. Definition and Nature. Principles and Functions.. Unit III : The Management Process : Planning Concept. 5. Production Management Concept: Function and Operations. Unit II: The Factories Act. Ltd. Tokyo. Sherlekar.F.
Malik. The Dock Workers (Regulation and Abolition) Act.. Lucknow. 1988 and its Rules The Employment Exchanges (compulsory Notification of Vacancies) Act. 2. Bhiwandiwala Vs state of Bombay. Case Laws: The Factories Act 1948 1.Millan Company of India Ltd. 1947 and its Rules. 1951 Unit IV: The Contract Labour Regulation and Abolition Act. New Delhi.Kali Vs State of Maharastra 1997(1) LLN 704 The A.2005 LLR 529.AIR: 1962(sc) (29) 3.. 1959 1.. V. 1986 Unit V: The A. The Apprentice Act. Mc Meheta Vs State of Tamilnadu & others 1993 (1) SCC 645 Suggested Readings: 1. Indian petrochemicals Corporation Ltd and another Vs Shramik Sena and others AIR 1999(SC) (2577) 4. 1948. Goswami. 1961 The Child Labour (Prohibitions and Regulation) Act.The AP National Festival Holidays Act.k Industries Ltd Vs chief Inspector of Boilers and Others 1996 (96) (sc) 2. P. Ardeshir. Air India Statutory Corporation Vs united Labour Union & other 1997(76) FLR 273(sc) 2. J. Central Law Agency.P. . 1970 and its Rules. H. 3. S. Labour and Industrial Relations Law. 1986 1. Kirloskar Consultants Limited Vs ESI corporation 2001 LLR 57 (sc) Child Labour (Prohibition & Regulation) Act. Allahabad. Labour Relations Law in India. Bharat Fritz Werner Ltd & others Vs State of Karnataka 2001(1) LLJ763 (sc) The Contract Labour (Regulation & Abolition) Act. Industrial Law. shops and Establishment Act. Unit III: The Miners Act.L.L. DD. 1952 and its Rules The Plantation Labour Act.G. Eastern Book Company.. Mc.P Shops & Establishments Act 1988 1. Agarwal. The employment Exchange (Compulsory Notification of Vacancies) Act. Haldia Refinery canteen Employees union & others M/s India Oil Corporation Limiter & others. 1970 1. 1959. SAIL & others Vs National Union of water front workers & other 2001 II LLJ 1087 3.
Mixed Economy. Allahabad. Bhogilawala. Industrial Economy of India. New Delhi.. Changing Profile of Indian worker. 3.. House. Economics of Employment: Theories of Employment.M. Industrial Jurisprudence. Contract Labour: Abolition and Absorption. Vaidyanathan. Unit III: Location of Industry. Dewet K. Sultan Chand. Suggested Readings: 1. 2.Sharma.L.. . 4.V.. Agra. 6. P. Labour Law Journal.N.. Allahabad..S. Course 104: INDUSTRIAL AND MANAGERIAL ECONOMICS Unit I : Labour Economics : Nature and Scope industrial Revolution. Factors Theories and State Policy. N. Sivayya.. Socialism. A.. New Delhi. 4. Economics of Labour and Industrial Relations. Oxford and IBH Publishing Co. ILO Conventions and India. Sultan Chand & Sons. New Delhi. New Delhi. Causes and Remedies – Deflation. Himala Pub.N. Calcutta. K. Minerva Associates. Flexibilities and Rigidities in the Indian Labour market. supply and Demand. T. Communism. Labour Law Reporter.. composition and Extent of Indian Labour force participation. Full Employment. : 12 : 2. Law Publishing House.M. Mishra P. V. Unit II: Economic systems: Capitalism. Social and Economic consequences. Concept of Optimum Firm.N. P. 7.R. Mehata.K. Comprehensive Mahagerial Economics. Unit IV: Meaning and Nature of Managerial Economics Chief Characteristics of managerial Economics – significance and scope of managerial Economics – Role and responsibilities of a managerial Economist. Labour Problems and Developing Economy Concept of Labour Market Structure. Modern Economic Theory.R. Unit V : Meaning and Determinants of Demand Introduction to Demand Forecasting – Methods of Demand Forecasting – Inventory Cost Management – inflation – Meaning. Labour and Industrial Laws. 8. Prabhakar Rao. Sahitya Bhawan Publishing. Central Law Publishing. kinds.V. Shyam Lal Charitable Trust. Journals: 1. 5. & Das. D. New Delhi. Factors Determining the Size of a firm and Industry.B. Industrial Relations and Labour Legislations. Sinha...
. Abraham K. Decision Making in Groups. Theories of Learning. Fatigue. Keith & Newstrom. Chaitanya Publishing House. Monotony. Boredom and Frustration. H. types of Groups. Contribution of Social Scial Sciences to OB. Learning. Singapore. Historical Perspective of Organizational Behaviour Scientific Management. Alienation and Anomie Unit III : Foundations of Group Behavior key Group Concepts. Power and Development. Hersey Paul. Role.. Johnson Management of Organizational Behaviour. Ltd. team building. The Human Relations Movement.5. Sources and Manifestation. Organizational Behaviour. Fred. 7. Tata McGraw Hill Publishing Co.C. Inter-Personal Conflict. Kuchhal.. Attitudes. New Delhi. Organizational Behaviour. Values. Classification of Conflicts. S. The Industrial Economy. Pareek. Rool Conflict. approaches to conflict management: Management of conflict and organizational performance. Group Dynamics. Organizational Behaviour. Transactional analysis and Johari Window. Course 105: ORGANIZATIONAL BEHAVIOUR I Unit I : Organizational Behaviour Definition and Scope. collaboration. 4. Goal Conflict.. . Job Satisfaction. 5. Ltd. Organizational Behaviour. Motivation. Unit V : Organizational Conflict. Dewedi. Intelligence. Fundamental Concepts of Organizational Behaviour. Robbins. Pearson Education Pte.. Kenneth. Unit II : Foundations of Individual Behavior. Functional and Dysfunctional conflict. Organizational Behaviour.. concept Basis and Interventions on Techniques of Understanding Behaviour.. New Delhi.. Luthans. Elements of Organizational Behaviour. Pvt.. Human Relations and Organizational Behaviour. IntraPersonal Conflicts. Status Authority. Leading Human Resources. Human Behaviour at Work. 3. Oxford Press. Role. Stephen P.. Pvt. Allahabad. New Delhi. Unit IV : Conflict: Concept. Process of Group Formation. Udai. Ltd. 6. Aswathappa K. Davis. Perception.. Macmillan India Pvt. Blanchard and Dewey E. Approaches to Organization Behaviour. New Delhi. Group Cohesiveness. Prentice Hall of India Pvt..S. R. New Delhi. McGraw Hill Publishing Co.. Accident Process. Behaviouralism. Personality. Ltd. Ltd. Pearson Education Pte. Group Norms. 2. Case Analysis: Suggested Readings: 1. Ltd. Mumbai. Ltd. Implications of Work Stress. New Delhi. 8. Himalaya Publishing Co. Korman.
New Delhi. ‘T’ test Scaling Techniques. Chi-square Test.. Index Numbers. Thousand OKS. Tools of Data Collection. Range. O. Introduction to Social Research – Quantitative and Qualitative Approaches. 3.. Unit II: Research Process: Problem Formulation: Formulation of Hypothesis. Scientific Method. Gode and Hatt. David. Types of Research Designs. II SEMESTER Course 201: INDUSTRIAL RELATIONS Unit I: Industrial relations: Concept. Standard Deviation. Unit V: Regression. Methodology of Research in Social Sciences. Young P. Mumbai... Unit IV: Statistical Techniques: Measures of Central Tendency. Krishnaswami. Eastern Economy Series. Survey Research Kit. Kothari. Sage Publications New Delhi. Mean Deviation. Keith F. Wilkinson and Bhandarkar. Methods of Social Research. Prentice Hall of India Pvt. Research Methodology – Methods and Techniques.. Orient Longman. Report Writing. New Delhi. Sampling Techniques. Case Study Method: Historical Method and Survey Method. 9. Mean.M. Measures of Dispension. Approaches.R. 8. Evolution of Industrial Relations in India Comparative Analysis of IR Systems in UK and USA. Ltd. . Dooley. Determinants. Social Research. Social Research Methods. Scientific Social Surveys and Research. Punch. Median and Mode. Sage Publications. Correlation. Wishwa Prakashan. New Delhi. Mumbai. Social Research Method.. C. 2. Hyderabad. Unit III: Sources of Data Collection. 6. Suggested Readings: 1.V. Mohsin. Data Analysis.R. 4.Course 106: SOCIAL RESEARCH METHODS AND STATISTICS Unit I: Science: theory and Fact. 7. Himalaya Publishing House. Methodology and Techniques of Social Research. Himalaya Publishing House. S. 5. Research Methods in Behavioural Sciences.
Co. Venkatratnam C. Emerging Trends in Unionism in India. Sivananthiran.Ltd. A. Venkataratnam C.New Delhi. Pramod.. Micro and Macro-Environmental Analysis.S.. Economic Reforms and IR. Mumbai. New Delhi.S. 4. Himalaya publishing house.industrial relations. Inter and Intra Union Rivalry. Management of Industrial Relations. Objectives and Functions.Industrial Relations.N.New Delhi.R. Trade Union: Concept. Industrial Relations. Pearson. Unit V : Trade Unionism in India.Response Books. Indian Labour Conference. 7. Sharma. Ratnasen.(Ed. Industrial Committees. Indian Business Environment.. Jerome joseph. Global Business Press. Evaluation and Implementation of Committees. 3. Political involvement. 9. Unit III: Industrial Conflict: Causes... Trade Union Structure.New Delhi. C.Tata McGraw Hill Pub. Sivanantiran. .Macmillan. Unit IV: Employee’s Associations. UK and USA. New Delhi.S. Verma. National Trade Union Federations.M. 5. 2. 6.. Growth Functions. Wage Boards. Trade Unions and Labour Legislation. Venkataratnam. Suggested Readings: 1. Conceptual and Legal Framework. Al. Trends.: Social Dialogue-ILO. Joint Consultation and workers Participation in Management. Trade Union Movement in India. Leadership. Monappa.: Prevention and Settlement of Disputes in India. Recognition. their role in IR Managerial Unionism. Course 202: BUSINESS ENVIRONMENT Unit I: Business Environment: Concept and Significance. Factors of Business Environment. Sinha P. Industrial relations. Co. Finance. A. et. Theories of Trade Unionism. ILO and its impact. Manifestations and Effects. New Delhi. Industrial Relations in Indian States. A.Industrial relations.). Standing Labour Committee. Problems of Trade Unions. Code of Discipline and Code of Conduct. Methods and Machinery for settlement of Industrial Disputes in India.Arun. 8. Oxford & IBH Pub.Unit II: State Policy on Industrial Relations: Tripatism. Goals of Business.
Domestic and International. Nand and Sastry. Wheeler Pub. Course 203: ORGANIZATIONAL BEHAVIOUR II Unit I: Motivation: Concept. Evolution and Growth industrial Sickness and Role of BIFR. Behaviour Modifications. Regulatory Role of Central and State Governments. Aswathappa. participative Management. markets. process. Performance Based compensation and Flexible Benefits. 2. (b) Political Environment. Essentials of Business Environment. Role of MNCs in Indian Economy. Unit IV: Privatization – Disinvestment: Concept. Consumer Protection Act. Mumbai. Suggested Readings: 1. Public Sector Enterprises. Technology and Human Resources. Himalaya Publishing House. Business Environment for Strategic Management. Job Enlargement. Contingency theories. Pros and cons of Disinvestment. 4. K. Dhameja. Leader Vs Manager. Implications of Leadership Theories to Managers.. foreign Direct Investment and Developing countries. theories of Motivation: Maslow. ANZUS EEC. Herzberg. Competition Act. India and WTO. Leadership styles. Behavioural Theories.. NAFTA. Mumbai. social and Cultural Environment: Social Relations at Work. Export promotion. Aswathappa. Foreign Exchange Management Act. Leadership Theories: Trait Theories.. 3. Fieldlers contingency theory. Development Banks. Vromm. Monetary Policy.S. Porter and Lawler’s Model. K. New Delhi. K. 1986. Himalaya Publishing House. Himalaya Publishing House. Techniques of Motivation: Management by Objectives. Job enrichment. Unit III : Economic Environment: Industrial Policy Resolution 1958. NEP 1991 and after. McGregor. Francis. Strategies for Globalization. impact on Employment and Labour: Mergers and Take over’s. Cherunilam. Mumbai.2001.Unit II: (a) Technological Environment: Feature of Technology. Status of Technology in India. Implications of Motivation theories to managers. SAARC. Social Responsibility. Unit V: Globalization and Business environment: Meaning and Rationale of Globalization. Unit II: Leadership: Concept and significance. Business Environment. . McClleland. Working Environment. Privatization: Theory and Practice. Indian constitution.
. Ltd. New Delhi. The Equal Remuneration Act. 7. Oxford Press. Organizational Development: OD Interventions. systems Approach.. New Delhi. Singapore.. Creag and Sustaining Culture. 1946 and its Rules. OD Process. New Delhi. Human Behaviour at Work. Organizational Behaviour. Johnson Management of Organizational Behaviour. Kenneth. Leading Human Resources. Udai. 1936. Morale and Job Satisfaction. Pearson Education Pte... 1947 and its Rules. H.. Organizational Behaviour.. Unit III: The Minimum Wages Act. Unit II: The Industrial Employment (Standing Orders) Act. Approaches for Managing Organizational change. Stephen P. Blanchard and Dewey E. Ltd.. Ltd. R.S.Unit III: Organization Theory: Classical Theory. Human Relations and Organizational Behaviour. Nature of Change. 1948 The Payment of Wages Act. Case Analysis: Suggested Readings: 1. 5. Robbins. Pvt.. 1965. 1926. Keith & Newstrom. Pareek. Organizational Behaviour. Prentice Hall of India Pvt. McGraw Hill Publishing Co. The Payment of Bonus Act. Tata McGraw Hill Publishing Co. Macmillan India Pvt. Behavioural Approach. 4. Dewedi. Pearson Education Pte. Unit V: Organizational change and Development. Work Culture. 6. Ltd. system theory. Ltd. Hersey Paul. Achieving Organizational effectiveness Organizational Climate. Organizational Behaviour. 2. New Delhi. 1976. contingency theory. 3. Fred. Approaches to Organizational Effectiveness: Goal Attainment approach. 1923. Ltd. LAW II Unit I: The Industrial Disputes Act. Luthans. Davis. Neo-Classical Theory. Course 204: LABOUR LEGISLATION AND CASE. Organizational Culture. Unit IV: Organizational Effectiveness: Concept. modern structural models. Modern Behavioural Theories. New Delhi. New Delhi. Levels of Change. . Unit IV: The Workmen’s Compensation Act. The Trade Union Act. Organizational Change. Korman. Abraham K.
Transport Manager. 1948: 1. Suggested Readings: 1. Labour Relations Law in India.. R. Orient paper Mills Vs regional Provident Fund Commissioner 2006 LLR P 177.2005 LLR 503.Millan Company of India Ltd. The Workers Compenasation Act. The Maternity Benefit Act. Unit V: The Employees Provident fund and Miscellaneous Provisions Act 1952. Ravindra Kumar Mishra Vs Union of India & Other 2005 (Jan) LLR P93. Industrial Law.1947: 1.The Employees State Insurance Act 1948. The Employee State Insurance Act. Bangalore water supply & sewage Board Vs Rajappa & Other 1978 LLJ (1) p349. Mysore 2006 LLR 129 The Trade Unions Act. Agarwal.1926: 1. Mc. The Industrial employment (Standing Orders) Act. Falcon tyers ltd. 1961. 1923: 1.Ltd Vs Santhi and others 2005 LLR P 1066. Central Law Agency.2005 LLR P 591.L. Eastern Book Company. Rajendra Singh Chauhan & others Vs State of Haryana & others 2006 LLR P 49. Employee state Insurance Corporation & others Vs Chirala Cooperative spinning mills Ltd. Case Laws: Industrial Disputes Act.. The Employees Provident fund and Miscellanceous Provisions Act. S.G. 1952: 1. V. 3. Malik. 1972. Lucknow. 2. All India Trade Union Congress Vs Dy. . The Payment of Gratuity Act. Oriental Insurance Co..1947: 1. The Payment of Gratuity Act 1972: 1. P.. Labour and Industrial Relations Law.Garg Vs Indian Oil corporation limited Delhi and other 2005 Jan LLR P 20 2. Goswami. Allahabad.P. 2.L. New Delhi. Vs falcon tyers Employees Union. 3.Register of Trade Unions & others 2006 LLR P 649. Kolhapur Muncipal Transport Under Taking Vs Praveen Bharat lal Shah & others.
New Delhi. New Delhi. State Management. ESI Scheme.P. Sarawswathi. Industrial Jurisprudence. Himalaya Pub. 4. Mumbai.. Impact of ILO on Labour welfare in India. Vaid. Allahabad. N.N. S. Financing of Welfare Programmers. Moorthy. K. Labour administration in A. New Delhi. Calcutta. Course 205: EMPLOYEE WELFARE AND LABOUR ADMINISTRATION. Oxford and IBH Publishing Co. Industrial Relations and Labour Legislations. New Delhi. Contract Labour: Abolition and Absorption. 5. Central Law Publishing. Sharma.. Co. Labour Law Reporter. 2. 3. Canteen. Extra Mural and Intra Mural. Sankaran. Minerva Associates. Labour and Industrial Laws. P. workers Education Scheme...S.B.. Sinha. Social Assistance and Social Insurance.. Mishra P. Director General of Factory Advice Service. Indian Constitution and Labour welfare. House.. House. Unit V: Labour Administration. Deep & Deep Pub. Law Publishing House. 2. A. Labour Welfare Administration in India. Principles of Labour Welfare. Journals: 1.M. Housing.N.N. Oxford & IBH Pub. Himala Pub.R. New Delhi. Trade Unionism and Industrial Relations. Crèche.S Aspects of Labour Welfare and Social Security Himalaya Pub. Mumbai. 8. Trade Unions and voluntary Agencies. Vaidyanathan. Scope and Philosophy of Labour Welfare. Development of Social Security in India. role Status and functions. Labour Welfare in India. Suggested Readings: 1. Role of Welfare in Commitment and Structuring of labour Force. Sree Ram Centre for Industrial Relations and Human Resources. Prabhakar Rao. Principles of Labour Welfare. Social Security Measures for Industrial Employees. D.V. Labour Law Journal.M. Ram Chandra P. Provident fund Organization. Central Labour Administrative Machinery in India: Chief Labour Commissioner Director General of Employment and Training. .. Course 206: INFROMATION TECHNOLOGH & HUMAN RESOURCE INFORMATION SYSTEMS. A. Agencies of Labour welfare and their roles. Singh. 5..V. Welfare Office.. Allahaba d. M. ILO Conventions and India. House. 6. Deodhar S.. 7.R. Unit II: Historical Development of Labour Welfare in India. Unit I: Labour Welfare. 4. Unit III: Labour welfare Programmers: Statutory and Non-Statutory.. Unit IV: Social Security Concept and Scope. Puncdkar.D.Sharma. Concept. Labour Welfare.
impact of MIS on management. Generations and Classification of Computers input and Output Devices. Management Information Systems. New Delhi. Tata McGraw Hill. Jane Price. New Delhi. Management Information Systems. Information systems Analysis and Design. Gorden.. Concept and Definition. Gordon and Olson H. james. HRIS Models. Feed back and performance coaching. HRD Interventions : performance Appraisal. Jawadkar. Database in HRIS. Basics of MIS: Decision. Ms Excel. Davis. Unit V: Theory and Lab: Ms Office.. 6. Hardware and Software. 4. Binary System and Data Representation. Ms Power Point and Ms Access Suggested Readings: 1. Galgotia.. Dimensions and Targets of Development.S. and Laudon. Unit II: Management Information Systems. Development of MIS and Choice of Information Technology. 5. III SEMESER Course 301 : Human Resource Development UNIT I : Human Resource Development Macro-perspective: Concept . Activity areas of HRD. Davis. Development and Importance of Computers. Kumar. information needs in HRM.Unit I: Introduction to Computers: Origin. Potential Appraisal. Concept and Definition. UNIT II : HRD – Micro perspective : Systems Approach to HRD. 7. Application of MIS: Application in Manufacturing Sector and Application in Service Sector. Macmillan. Prentice Hall of India. Ltd.. W. Training and Career Planning. Central Processing Unit. storage Devices. Client Server Technology and Net works. Management Information Systems – A Contemporary Perspective. Computer Configuration. Laudon. Business Informa House Pvt. Management Information Systems: Conceptual Foundations. Unit III: Enterprise Resource Planning: Concept and Variable. A. NewYork. Jerome. New York. Growth. C. New Delhi. McGraw Hill Book Company. Making. Muneesh. 3. 2. role of MIS. Basic concepts of Technology for MIS: Database Management System. Approaches to HRD: Human Development and Human Resource Development. Management Information Systems – A Managerial end User Perspectives. O’Brein. Functions. Kanter. New Delhi. OD or . Structure and Development. Origin and Need for HRD. McGraw Hill Pub. Unit IV: Human Resource information systems: Introduction.. Margrethe. Acquiring and implementing HRIS. Computers and HRIS and uses HRM. Decision Support systems. B. Kenneth. Management Information Systems. New Delhi. Ms Word. B..
Wage policy in India .Systems Development. case study. Factors influencing Wage Fixation and Methods and Role wage Differentials: Occupational . UNIT II : Wage Administration Principles. 7. Role play. Assessment Center. InterIndustry. Transactional analysis. . ILO. Salary . 3. Rewards. 8. Vestibule Training. Sex. oxford and IBR publication. Stractured and unstructured discussions. London. Regional and Sectional. Managing Organizing HRD Function. Ltd New Delhi. Teaching and Training methods for Management Development Handbook. Nadler. Rao .Rao . Ltd New Delhi. 9. New Delhi. McGraw New York . Concept of Learning Organization.. Malcom W Warant Training for Results.V.. udai Desigining and managing human resource system. Sage publications. Addision Wesley pub co. McGraw New York .T. Employee Welfare and Quality of work life and Human Resource information.. 11. Mac Milan.T. Need-Based Minimum Wage.T. UNIT IV : Human Resource Training: Concept and Importance.V. 6.V. Garig . 2. UNIT III : HRD Trends : Behavioral Science. mercy Wage and Real wage. Course : 302 : Employee Compensation and Administration UNIT I : Employee compensation: Concept and Significance: Wage Concept: Wage . Rao .Greaves. Strategic HRD. Suggested readings : 1. Rao . and pareek. 5. Jim. Theories of wages. Stimulation. UNIT V : Types and Methods of Training: Training with in Industry (TWI). Minimum Wage.V. On the job and of the job. HRD Audit. leonard. Reading in Human Resource Development.T. HRD Experience in Indian Organizations. Living Wage. Sage publications. Rao . Rao . HRD Audit. Corporate Human Resource Development 4. Tata McGraw Hill Publication House New Delhi. London.. Team development and sensitive training. Assessing Training needs. Future of HRD.. New Delhi. Future of HRD. Oxford IBR publication. Behavior Modeling and Self directed learning. 10. in basket exercise.Human resource development. Sage publications. Training and Development Handbook.V. Training Methods: Lecture..V. LasterR (ed). Incident Process. skill. RobertL. management games. Programmed instruction.. HRD Climate. New Delhi.T.1. strategic Human resource Development. Organizational Development . Process of Training : Designing and Evaluating Training and Development Programmes. 7. HD in New Economical Environment .T.
Nature and extent. Payment by Results. Causes and Problems. Beedi Workers. Recent trends in managerial compensation in Indian Organizations and MNC’s. UNIT IV : Human Rights and Unorganized Labour: Employment of Women and Children. Wage Fixation in Public Sector. working of incentive schemes. Understanding Wages Systems.. social status. Women and Trade Unions . Perquisites and special Features. Himalaya Publishing House. Fisheries.. ILO Conventions. Problem. Adjudication. Size and Structure. Varma. Forest Labour. UNIT III : Construction Workers. . Inter State Migrant workers in shops and commercial establishments.N.. Wage Levels and Problems of Home based workers – Domestic workers –Sex Workers – Plantation Workers Scavengers – Casual Labour. 6. Oxford IBH publication. Employees in small and Medium Enterprises. N. New Delhi. Course : 303 : Management of Unorganized Labour UNIT I : Unorganized Labour: Concept. Employment of Children. Its Role in the national Economy: Size. Managerial compensation. 5. Tata Mc Graw Hill Publishing Co. Ltd. Wage incentive Schemes in India. Mumbai. Legal Provisions . Sarma. Problems of Girl child.. Culcutta. Ltd New Delhi. Human Resource and Personnel Management. New Delhi. Wage Boards. K. UNIT IV : Incentives : Principles and procedures for installing incentive system. A. 7.UNIT III : Wage Fixation Mechanisms: Statutory Wage fixation.M. Promad. Nature.. 4. Government of India. Government of India. Wage Determination: concepts and cases. 2. Relevant acts and Legal Provisions for all sectors. ILO. Aswathappa. ILO. Employment Stats. Linking wage with productivity. Management of Personnel of in Indian Enterprises. Case Analysis : Suggested readings : 1. Types of wage Incentive System. Contract Workers. 3. Relevant Acts and Legal Provisions. Report of Boothalingam Committee. Subramanian. Accident Risk at Work – social security and social measures – unorganized Workers depending on common prosperity resources. Legal Provisions. UNIT V : Wage and salary policies in Organization: Role of HR Department in wage and salary Administration. Bounded Labour. Agriculture Labour. Allied Books agency. Pay Commission. Mine and Quarry workers. Income and Prices.. Geneva Ltd. New Delhi. Wages. Collective Bargaining . K.N. Fringe Benefits: Concepts and Types. ``` `UNIT II : Unorganized Labour in the Deferent Sectors: Nature. Wages in India. Pattern of Women Employment Wages. Chatterjee. Tata Mc Graw Hill Publishing Co.
Capital Structure. Forecasting and Analysis. New Delhi. 14. Al.RadhaKrishna. Alak. Vikas Pub.k. and Sharma. New Delhi.Neera.. Gathia. Sage Publications. 12. Ltd New Delhi. DCF Techniques. New Delhi. Ramensh. short Term and Long Term Funds. 6. Renana and RKA Subarmanya. Financial Leverage.. Government of India. Merits and Demerits. J. k.. Perspectives on Unorganized labour ILO.A. Time value of Money. HRM in Agriculture. New Delhi.. Net present value. 7. Creating awareness for Cooperative Organization. 3. Agricultural Labour Enquiry Reports. 10.S. Discovery Pub. Role of Trade Union. Industry ad Inequality. Case Analysis : Suggested readings : 1. House. Women as a Work force in the Organized Sector Empirical Perspectives. Involvement of Community Leaders. Report of the Royal Commission on Labour. Estimation of Cash Flow. Rudra Organizing the Unorganized Workers. 2. New Delhi. I..Government of India. Organized the Unorganized labour. 8.UNIT V : HRD Interventions for Unorganized Labour: Skill and Knowledge upgradation .. Government of India. M. Index and inter rate of return. Oxford IBH publication. New Delhi. Report of the Second National Commission on Labour. Dutt.(e. The Unorganized Sector . Finance Function. Gangrade. Report of the First National Commission on Labour. Jhabrala. UNIT II : Investment Decision: Nature and Significance. Burrra. Concept Pub. New Delhi. Payback period. Profitability. Techniques of Investment Appraisal. 5. Financial Planning. Co. Born to Work: Child Labour in India. Leadership Development. Government of India.d).S.Oberai. Role of Trade union. Singh. New Delhi. (E. CBWE and Jana Sikshana Samasthan. K. 4. New Delhi. Women and child Workers in Unorganized Sector: Non Government Organizations’ Perspective.. Oxford University Press. Child Labour in India. A.d). 13. Institute for Human Development. Empowering Rural labour in India – Market state Mobilisation. Non Government Organizations. Cost value and Profit analysis. R. Capital Budgeting process. Role of ILO. Sivaramakrishna. New Delhi. UNIT III : Financing Decision: Source of Funds.D... Accounting Rate of Return.2000. Financial Environment in India.. . N. Ltd. 9. Mark. Course : 304 : Financial Management UNIT I : Financial Management : Nature . Oxford University Press. and Gangadhara Rao.. Scope and Objectives. Pvt. Hyderabad. Holomstrom. Lakshmi Dhar Mishra. Government Schemes. Simla. House.Work Security and Social Protection. Labour Bureau. et. 11. Orient Longman. Cost of Capital.
Product Mix Management.. Marketing Philosophies. Dividend Policy. Standing and Packaging Decisions. Essentials of Financial Management. Theories of dividend. Micro Environment. Van Horne. Channel Designing and Management.cost of individual components . Developing Global Market program. Designing Global market Offerings. Methods. UNIT IV : Working Capital Decision : Meaning . Market Targeting and Positioning. public/Public Relations. Himalya Publishing House. Organizational Consumer Behaviour: Market Segmentation. Macro Environment. Distribution. weighted aggregate average cost of capital capitalization.v. 3. UNIT V : Dividend Decision : Meaning and Significance. Behavioural Determinants. 3. Cash. Concepts. Case Analysis : Suggested readings : 1. personal selling. New Delhi. New Jersey.M. Policies and Strategies. Journals of Finance 2.. Net Product development. UNIT IV : Pricing. W. Factors Influencing choice of Distribution. Pricing a New Product. 4. Marketing Information System and Marketing Research. Definition. Managerial Accountant. Objectives. P. Financial Management in Policy. Account Receivables and inventory. Direct Marketing. Financial Management. Purchase Decision Process. Selection of Markets. Dividend policies and practices. Pandey. James c. Short term Marketability. 2. Product life Cycle. Marketing Communications. . I. UNIT II : Consumer Behaviour. Classification and Significance of Working Capital. Financial Management. sales Promotion. Prentice Hall inc.. Marketing mix. Journals : 1. bonus Shares and Stock splits. Kulkarmi. Course : 305: Marketing Management UNIT I : Introduction to Marketing . Securities. Mumbai. Components of Working Capital.. divided policy. Determinants of working capital. New Delhi.. Walker Earnest.. Importance of Marketing Business and Market Economy: Marketing Environment. UNIT V : Promotion Mix Decisions. UNIT III : Product Policies and Strategies. Vikas Publishing House. Advertising. Finance India. Legal Aspects of Dividends. Prentice hall of India Ltd. Channel Conflicts. Market Entry decisions.
3. Leadership. Objectives. National Moment and Trade union moment. Fundamentals of Marketing. Webbs. Role and Status of Minority Unions. J. White Collar Unions. Ltd. Functions. National Trade Union Federation: Philosophy. Journals : 1. Remunaration Systems. Inter and Intra union Relations. Trade Union Disputes. Trade Union in contemporary Industrial Society. Decision making and Execution. Pearlman. Political Fund. Theories of Trade Union Moment. 3. Mc Graw Hill Publishing Co. Journal of the Academy of Marketing Science. Trade unions and social responsibilities. Kotler. 2. Marx. Union moment in UK and USA. New Delhi. 4. Role of Trade union in Industrial Relations. Rights of Recognized Trade unions. Income and Expenditure. Christopher. Communication System. UNIT II : Trade Trade union Moment in Involvement in Trade Structure. Trade Unions in Civil Services. UNIT IV : Union Administration : Union Democracy. Marketing management. Marketing. Tannenbaum. Case Analysis : Suggested readings : . UNIT V : Recognition of Trade Union: Methods of Membership Verification.. Philip. Trade union Finance. Multiplicity of Trade unions. Gandhi.. Profile of Indian Workers. Gandhi and Hoxie. Managerial Unionism. Macmillan press.Case Analysis : Suggested readings : 1. Membership. Union Elections. Origin and Growth of Labour moment and Trade union Moment. UK. Emerging trends in Unionism in India. 2. Structure. Organization of Unorganized UNIT III : Management of Trade Unions In India: Registration . Stanton. Advertising and Marketing. Objectives. Optional Papers Course : 306A : Management of Trade Unions UNIT I : Trade Union: Concept. Union Security. Marketing Management. Martin Marketing. Women in Trade Unions. Trade union and Economic Development. Labour. Secret Ballot.C. Political Unions. India.
9. Origin and Development. Ramaswamy. Trends and Practice of Collective Bargaining in India. Objectives. 2. Virmani. . UK and USA. B. Consultative. E. Copartnership. Reorganization of Bargaining Agent. C. Bobay. Co-operative. Vaid.. Zivan. Levels of Participative Management. UNIT III : Working of Participative Management Schemes in India: Workers Committees. Associative.. 3.A. Implementation of Agreements. Karnik. 8. Participative Management. 3. Integrative. pubc. Workers Participation in Management. Workers Control. V. A survey. Charms. Course : 306B : Participative Management and Collective Bargaining UNIT I : Participative Management : Concept. Workers Participation in Management. Ideal and Reality in India.N. Job level. Myres.. IBH & Oxford. K. Administrative and Decisive. K. Industry level and National Level. Tanio. Importance and Evolution. Reported on the study Group on Workers’ Participation in Management. Indian Trade Union Moments. Asia Publishing House Mumbai. Selig. Concession. Participative Models. C.. 2. Worker director.. E. and Germany. The New unionism. 4. Per-requisites and Process of Collective Bargaining. New York. Barriers to participative Management. Union and community: Industrial man in south India. 6. Ramaswamy. Ajantha Publication. Shop Councils and Joint Councils. Perlman. Workers Consciousness and Trade union Response. inc. Delhi.B. Oxford University press Delhi. Negotiating skills. Coalition and Coordinated Bargaining.R. Labour Problems in the Industrialisation in India. 7. and Trustee ship.. Worker Director.1. Co-determination.. Industrial Democracy. Industry and Labour. UNIT II : Forms of Participative management : Informative. Ramaswamy.A. 4. 5. Theory of the Labour Moment. Shriram Center for Industrial Relations and Human Resources. Macmillan New York. Participative Management in other Countries: UK.A. The New Worker. Basic Books. Heckscher. Participative Management and Employee Empowerment. Harvard University.. Uma.. Oxford University New Delhi. UNIT IV : Collective Bargaining: Concept. Continuous Productivity.. Ramaswamy. distributive. Cambridge. Board level. Joint management Councils. UNIT V : Pattern of Collective Bargaining: Conjunctive. Shop level Unit level. Uma. Case Analysis : Suggested readings : 1. New Delhi. Popular Prakshan. New Delhi. Ramesh. USA. Theories of collective Bargaining.
Authors press New Delhi. and Healy James. et.. The Service Sector. Wage Levels. University press Hyderabad. Oxford. International Hand Book of Participation in Organization. Women and vulnerability. Organizations in India. NGOs. UNIT II : Women Workers in Liberalising Economy. Women Workers of India. Michael. Oxford University press Delhi. Government Programmes. Promotional Activities. S. Poole. Social. Padmini Sengupta.. New Delhi. Legislative provisions on Child Labour.5. 2. 9. Factories Act 1948 and its rules. Education and Training Interventions. Usha sarma. 4. Distribution of Women Workers. Gender Main Streaming and Women’s Rights. Labour Legislationon Women: Working Hours and Leave.al. Et . Patil.T. ILO and its Role. The Organized sector. Workplace Democracy. Global Business New Delhi.. Other Relevant Acts. Oxford University press Delhi. The Primary Sector. and Child Labour. Neera Burra.al.. 5. and Emotional Problems... Work force Estimation.. Types and Dimensions of Child Labour in India. Towards a New Industrial Dimocracy 8. Empowerment. National Child Labour policy. Collective Bargaining Principles and Cases. (ed. UNIT III : Legal Protection for Women: ILO Conventions and Recommendations. UNIT V : Problems and Consequences of Child Labour. New Delhi. 6. 10. Special Benefits. Time use Analysis. Entering main stream through voice and Empowerment. 7. UNIT IV : Child Labour: Concept. Venkataratnam.. Human Rights and Child Labour. 6. gender bias. Work Force participation. B.Sreenivasa Reddy. UNIT I : Women workers in India: A macro picture. Equal Wage. The Tertiary sector. Cornells. Edward. Greenberg. Approaches to Child Labour: Elimination of Child Labour. 7. Unusual Collective Agreements.R. The Unorganized sector. Role of NGOs. Cornell University press Ithaca. Richard Course : 306C : Women & Children in Employment. Collective Bargaining. Behavioral Conditions. Case Analysis : Suggested readings : 1. at Work: Physical. distribution of Male and Female Workers by Broad Industry Groups.B..). The Secondary Sector. . Child Labour In India. sexual Harassment. 3. VVGNLI.S. Working Conditions.Dunlop. Girl & Child Labour Dominani publishing.C. Lakshmidhar Misra. John. WomenLabour in India. Trends in women’s Participation in the Labour Force. Maternity. VVGNLI. Born to Work: Child Labour in India. Aziz publishing house.
Empowerment in service organizations. Financial Times/ Prentice hall of India. New Delhi. Service as a System. Maintaining and Improving Service Quality and performance. IV SEMESTER Course 401 : International Human Resource Management . Development. Gender Bias. 3. Course : 306D : Human Resource Management in Service Sector UNIT I : Concept of Service. Barry Pender. Myths about Service. Organising HRM Functions in Service Sector. Problems and Challenges. 4. Problems and Chalenges.C. New York. Service Management and Operations. Environment. Van Dierdonck van woy. Ports and Docks. Wage Salary Levels. Case Analysis : Suggested readings : 1. Competencies and service organizations.R. Identifying customer Groups. subrata padey. Managing services across Boundries. Nalini sastry.. Elements of Customer Service. Chand & Co. Performance Measurement. Classification of Servicing operating systems. UNIT V : HRM in IT Sector. UNIT IV : Application in HRM in service sector: HRM in Hospitals. S. B. Legal provisions. Legal Provisions. Goyal. Service Management. People and service. Hotels. Reasons for growth of the Service sector. Managing Salary Levels. 2. Cengiz. Distribution of Male and Female Workers. Attitudes towards Service Sector. Service Management An Integrated Approach.. Ltd. Insurance and Banking.. Software Industry and BPO Sector. UNIT II : Nature of Service sector: Characteristics of Services.. Utilization. Balancing Supply and Demand. Balaji. Unionism. Service Process. Functions. Challenges for service managers. Services Marketing and Management.8. New Delhi. New Delhi.Russel and Robert G. Human Resource Management in Hospitals. Types of Service. Women Employees and Human Resource Management.Murdik. Working Conditions. Roberta S. Evolving Environment of Services. Haksever. University press Hyderabad. Prentice hall of India. other Financial Institutions. Unionization. Working Conditions. Components of Service. Pearson Education (pte)ltd. UNIT III : Human Resource Management in Service Organizations: Concept.
P. D. Geneva. 3. Anne Wil Harzing et al. Course 402 : Strategic Human Resource Management UNIT I : Concept f Strategy. Third-Country Nationals . HRM in International Firms: Change. John. Approaches to International Human Resource Management . Dowling Welch. Issues and Challenges of IHRM. Process of Repatriation. Briscoe. Dennis R. 7. Blackwell Business. International Human Resource Management. London. Cross National Differences in Personnel and Organization Policies . USA. Theories and Models of Human Resource Management in MNC’s.. New Delhi. Schuler. Mead.. Prentice Hall. Fred. ILO. Macmillan. Sources of Human Resources . Selection Criteria for International Assignment. Home – Country. UNIT IV : Compensation: Rewards and Benefits. Differences between – Domestic and international HR activities. ILO Multinational Enterprises and Social Policy. Storey. Torrington. (ed. Beacon Booms. Host –Country. Types of strategies: Corporate strategy and Business strategy. International Human Resource Management. Hemel Hempstead. Performance Management in MNCs. Managing Human Resources : Preparing for the 21st Century.. UNIT II : International Human Resource : Recruitment and Selection . New York.). Multinational Corporations and Compensation Systems. .. 2. 5.. Integrating Human Resource Strategy with Corporate and Business and Strategies. International HRM: Think Globally and Act Locally. Forms of Industrial Democracy in Multinational Corporations. Global Leadership Development. New Delhi. The McGraw Hill Companies Inc. Process of Expatriate and Repatriation Management Development in International Settings. Hodgetts. Organizational Structure of Multinational Corporations .et al.. Evans. Flichard. 1989. Globalization and Innovation. Case Analysis: Suggested Readings : 1.UNIT I : International Human Resource management : Concept. Ricn M. International Human Resource Management. Scope and Significance . International Management. UNIT V : Labour Relations and Conflict Resolution in Multinational Corporations. International HRM. 4. 6. Thomson. and Luthan. Prentice Hall. 8. New Delhi. Motivation for a Foreign Assignment and Leadership Ability. Sage. NJ. UNIT III : Training and Development: Methods of training. 9. Adaptability to Cultural Change.
Management Trends. Porter. Michael S. Systems of Practices and Universal Practices vs.K. Classifying Human Resource Types : Integration of strategy and human resource planning: The Human Resource manager and Strategic Planning. 4.UNIT II : Human Resource Environment: Technology and Organization Structure.. Graeme. Boston. Dealing with employee shortages: Selection of employees. Human resource legal environment – Indian context. Reward and development systems: Strategically Oriented Performance Management Systems: Strategically oriented compensation systems and employee development. Strategic Human Resource management. New York. Mabey. UNIT V: Performance Impact of Human Resource Practices: Individual high – performance practices. Designing Performance Management Systems. Efficient Utilization of Human Resources. Sago Publications. Contingency Perspectives. Free Press. Worker Values and Attitudinal Trends. Competitive Advantage: Creating and Sustainig Superior Performance. Greer. Free Press. Performance Management as a Business Strategy. Strategic Human Resource Processes: Human Resource Planning. Competitive Strategy: Techniques for Analyzing Industries and Competitors. Demographic Trends: Trend s in the utilization of human resources and international developments. Salaman. UNIT III : Strategy International Human Resource contributions to Strategic Human Resource Activity Typology. Job and Individual. 2. Porter. Dealing with employee surpluses and special implementation challenges. New Delhi. C. Charles R. New Delhi. UNIT IV: Strategic Human Resource Processes: Workforce Utilization and Employment Practices. 5. Hamel.. Case Analysis: Suggested Readings: 1. Gary and Prahlad. Michael S. 3. Beacon. Process. Goal Setting and Expectancy Theory. Harvard Business School Press. Human Resource Evaluation: Over view of the Evaluation: Approaches to Evaluation: Evaluation Strategic Contributions of Traditional Areas: and Evaluation Strategic Contributions in Emerging Areas. Course 403: Performance Management Counseling UNIT I : Performance Management: Concept and Objectives. Performance management Model. Human Resource Strategies.. New York. Chrisopher and Salaman. . 6. (2003) Strategic Human Resource Management – A General Managerial Approach New Delhi: Pearson Education (Singapore) Ple. Ltd. Systems of high –performance human resource practices: individual Best practices vs. Competing for the Future. Graeme. performance Measures.
V.Murphy.. Christoper and Salaman. Responses. Sage. Building and Leading High Performance Terms. Caroll. Learning organizations: balance scoreboard. 12. Coading: Counseling and Mentoring. New Delhi. New Delhi. Handbook of Performance Management. 11. Macmillan. Gary. Objectives and Functions. Michael. Ltd.V. Sage Pub. Udai(ed. 8. 2. Jaico Pub. Sterling Pub. Ltd. Tata McGraw Hill Pub. 7. . The Basic Essentials of Counseling. Michael and Walton. and Cleveland . Kerin R. Butterworth Heinemann. Dave. UNIT IV : Features of Effective Performance Appraisal System. 3. UNIT V : Counseling : Meaning. Integrated Performance Management. Now Dimension to Integrated Performance Management: Concept of Maturity Alignment. Operational sing Change through Performance Management. Need of Counseling: Functions of counseling: Forms of Counseling: Counseling Process: Counseling Variables: Prerequisites of Effective Counseling: Skills of an Effective Counselor. Benson. Redesigning Performance Appraisal Systems.Kurl Verweiro et al. Rao.Rao. Goal Setting Levels: Corporate. Mabey. Indu.David Wade and Ronald Recardo.UNIT II : Performance Management Process: Goal Setting: Key Performance Areas and Key Result Areas. Corporate Performance Management. House. Emotions.. Pvt. Strategic HRM. Competency mapping. and Pareek. Performance Management. 9. New Delhi. New Delhi. London. Jeanette N. Performance Management and Appraisal System. Handbook of Counseling in Organizations. Motivation.. Department and Individual. New Delhi.. Prem Chandha. Course 404 : HR Skills & Organizational Communication UNIT I: Communication: Meaning. Communication in Organizational selling: Process: Types. Foundations of Interpersonal Communication: Process Model of Communication Intrapersonal Variables of Communication. 6. T. Walters. New Delhi. Beacon Books. Co.. New Delhi. Media and Networks of Communication. House. House. Perception. Frances. New Delhi. Sage. 10. Neale.. 4. Jaico Pub. UNIT III : Overview f Traditional Performance Management Frame work: Integrated Performance Management Framework.). New Delhi.. Interpersonal Variables of Communication: Exchange Theory: Johari Window: Transactional Analysis. Understanding Performance Appraisal. Jaico Pub. T. Graeme. Feedback Rewarding Performance. The Performance Management Handbook. Stepping Up Performance. Mike. New Delhi. 5.. Suggested Readings: 1. Monitoring Performance: Performance Review.
Semantic Noise. Direct Request Plan.Heller. Cummins. UNIT IV : Effective Meetings: Preparation. 7. communication Gateways. Poor Listening . Managing Teams. Physical Noise. Making Presentations. Case Analysis: Suggested Readings: 1. Dorling Kindersley (DK). 13. Client-Interfairing skills. Calling for a Post. UNITV: Organization correspondence: Principals of Communication: Preparatory Stages of Letter Writing: Letter Formats: Basic Plans for Letters. Hindle. Dorling Kindersley (DK). Enquiries. Herschel.. Robert.Shookla. Robert. Communicate Clearly. Coping with Questions. Interviewing Skill. 12. Organizational Communication – The Keystone to Managerial Effectiveness. 5. Response Books. London.Presentations . More Effective Communication. Ltd.M. 4. Business Communication Today.S..Features of effective Presentations. Conduct of Meetings. Preparation of Minutes of Meeting. Pearson. Hindle. Logical Traps . 10. AITBS Pub.. Losikar. Organization Communication. Appointment orders.V. Pearson Education (Ple. Basic Business Communication – Skills for Empowering the Internet Generation. Termination Orders. London. Structure of Presentations. 9. Business Letters. Bovee Thill Schalzman. Ltd. Thill & Schatzman. London.. Raymond V and Marie E.Negotiating Skills. Selective Perception. Presentation Planning. New York. Dorling Kindersley (DK). Calling for an Interview.Hindle. UNIT III : Spoken Communication: Listening. Non Verbal Communication. Cancellation of Orders. J. London. Bad News Plan. 11. Persuasive Request Plan. Tim. & Dist. 6. Jerr C.. Delivery.Flalley.. Visual Support. Business Communication Strategies. Tim.Heller. Business skills. Good News Plan.. Vilanilam. M. Gerloff and Robort C. Andrews Richard T. Interpersonal Trust. E-Mail writing skills. Dorling Kindersley (DK). Agenda. Coping with Nervousness. Dedwin A. Distortion and Filtering. McGraw Hill Book Company. 3. Interviewing skills. Bovee. New Delhi. Complaints are Adjustments: Sales Letters: Report Writing. T. Tata McGraw Hill Publishing Co. Business Communication Today. New Delhi. Matthukutty. Human Relations. 2.) Ltd. Liaison skills. New Delhi. Moripally. Patrica Hayes. New Delhi. New Delhi. Active Listening .. New Delhi.. Poor Speaking Good Listener .UNIT II : Improving Communication Effectiveness: Communication Barriers. Tata McGraw Hill Publishing Co. Listening : Feedback. Macmillan India Ltd. Wollord. 8. New Delhi. London. Negotiating skills. Dorling Kindersley (DK). Team building skills. Course 405 : Management of Technology and Productivity .
Case Analysis: Suggested Readings: 1. Narosa Publishing House. Productivity Measurement in Different Sectors. ILO. Ltd. Response Books.. Mikel Harry and Richard Schroeder – Six Sigma. Coping with Technological Change.Sahay. H. Amiya Kumar Bagehi (ed.R. Calcutta.. OPTIONAL PAPAERS Course 406A : Advanced Marketing Management UNIT I: Market Oriented Strategic Planning: Marketing opportunity analysis – Marketing Planning – Marketing Organization – Competition analysis – Product portfolio analysis – Consumer Markets and Business Markets – Developing Marketing Strategies. Quality Circles Kaizen. Total Quality Management. Ergonomics.. SarJana and B. Six Sigma approach. Time Study. New Technology and work Organization. 3. B. UNIT V : Quality Management: Concept and Approaches. Contribution of Deming and Juran. 8. Economic Development and Technlogy Transfer: Kinds of Technology Transfer. Response Books. New Delhi. Method Study. Technology Diffusion.).S. New Delhi. Sage Publications. Trainability and Changes in Skill Development Technology Transfer with a Human Face. R. Productivity Measurement: Importance. Technological Adaptation. Behavioural Techniques. State Policy on Development and Transfer of Technology. Business Process Reengineering. Productivity Management and External Environment. Premavart. Technology Transfer Through Alliances. Subbaraju. Just in Time. Technology Transfer and Human Resource Development. 4. Lal. Ltd. New Delhi. ISO Certification. . 7. Productivity management: A Systems Approach. Reducing Ineffective Time. Technological Change and its implementation. New Age International P. UNIT II : Impact of Technology.D. UNIT IV: Techniques of Productivity Improvement: Reducing Work Content. Perspectives and Issues. Organizational Applications. Viramana. 5. Geneva. ISO 9000 Path to TQM. Manik Khor. 2. and kala Rao. New Delhi. Economic Restructuring. Chennai. Measuring Labour Productivity. UNIT III: Productivity: Concept and Significance. Publishes. Allied Pub. G. New Technology and the workers Response. Liberalization and Impact of Technology. ILO. Quality Control and Future Organizations.UNIT I : Technology: Concept and Evolution. 6. Technology and Human Resource Development. Total Quality Management.
K. Jagdish N. 2. Quality and Costs. Donald R. UNIT II: Types of Change Continuous or Incremental Discontinuous or Radical Participative and Directive. 6.Madden – Marketing Management – Strategies and Programme – Tata McGraw Hill. Relations __ Marketing – Management of Relationships – Essentials of relationship marketing – Customer relationship strategies – Lifetime value of customers – Consumerism – Consumer Protection of India. Concept of Analysing the Environment. Case Analysis: Suggested Readings: 1. UNIT V : Customer Relationship Marketing : CRM Definition – Traditional Marketing Vs. Atul Parvatiyar and G.Rama Mohana Rao – Services Marketing – Pearson Education. Course 406B : Organizational Change and Development UNIT I : Organizational Change: Concept and Significance. New Delhi. New Delhi. Aligning Structure. UNIT III : Implementing Change: Steps – Assembling a Change Management . Gordon W. Systems and Resources. Winer – Product Management – Tata McGraw Hill. Joseph P. Individual Behaviour and Organizational Performance Changes. Preparing the Organization. UNIT IV: Services Marketing: Service Characteristics – Service strategy – Design of basic service package – Service Quality Determinants and quality measurements – Internet marketing – External Marketing and Interactive Marketing. New Delhi. Change Levers: Leadership Strategy. New Delhi. Identification and Analysis . Guiltinan.UNIT II: Business : Business Marketing: The Industrial Marketing System – Industrial Demand and Product Characteristics – Purchasing System – Value and Vendor Analysis – Marketing Strategy for Business Customers. Population Ecology. Implications of Change. Structure. 5. Removing Road Blocks. UNIT III: Brand Management: Strategic Brand Management Process – Brand Elements – Brand Building – Brand Positioning and values – Brand equity – Brand extensions – Managing Brand overtime 0 Managing Brand over .Lehmann & Russell S. Technology.Sheth. contingency. Shainesh – Customer Relationship Management – Tata McGraw Hill. Resource Dependence. Paul & Thomas J.Geographic boundaries. 3. 4. Levels of Change: Knowledge. Establishing a New Direction. Attitudinal. Marketing. People Management. Managing Change. Philip Kotler – Marketing Management – Pearson Education. Absorbing Changes into Organization Culture. New Delhi. New Delhi. Perspectives on Change. Kevin Lane Keller – Strategic Brand Management – Prentice Hall of India. Setting up Change Teams.
Economic and Social Considerations... Response Books. Problems of health. Rao. Cost. Humanitarian..of the Programme – Force Field Analysis. New Delhi. Penrson Ed. 7.D. Environmental Pollution. Types. T. Education and Policy. Team Building. Theory. Accident Investigation Control and Reporting. Safety Promotion and Publicity. Power. S.. Stein. Strategies for Organizational growth. Nilakant. UNIT V: Environment: concept. Varma. Universal Book Stall. Cecil H. Free Press. Theories. Mining Act. UNIT IV : Legal Measures: Growth of Legislation on Safety and Health. New Delhi. Union Role. Singh Kuldeep (ed. Computerization and Organizational Development. UNIT IV: Organizational Development: Concept and Evolution. R. Anil(ed.. Accident: Definition. Safety Officer. 2. Organisational Development. Legal. Challenge of Change: Industrial Relations in Indian Industry. the Change Cycles. Workmen’s Compensation Act. V and Ramnarayan. and Zawacki Robert A. T. Prevention and Models of Accident Prevention. Principles and Practices.. Role of Management. Individual and Educational. Response Books. Managing Organizational Change.A. Industry and Environment. occupational diseases. Practice and Research. B. Total Safety Management Concept. status of health of industrial workers. UNIT III: Health: Concept. 4. Employee Role. Case Analysis: Suggested Readings: 1. Course 406C: Safety. Advaian Thronhill et al. 6. OD Interventions: Diagnostic Activities. French. Indian experience of Organizational Development in Public and Private Enterprises. Salient Features of Safety and Health In Factories Act. Wendell L. Change Process: Unfreezing. measures for improving health. UNIT V: OD in the context of Liberalization. Allied Pub. Politics and Organizational Development.. ESI Act. Trends. Causes.). Ltd. Kanter. industrial hygiene. Structural.. Organisational Development – Interventions and Strategies. New Delhi.. New Delhi. Need for Safety. Health and Environment UNIT I: Industrial Safety: concept.V. Safety and Health Training. Refreezing. 5..M. Third Party and Intergroup Interventions. Environmental Health.. Need for health. Environmental Safety and ISO 14000 Certificate. Ramanarayana S.). UNIT II: Safety Management. Importance. Safety and Health Movement. New Delhi. Venkataratnam C. Social Security Provisions under various Acts. the Challenge of Organizational Change.S. and Jick. Safety Committee. 3. Changing. New York. . Managing Change. Bell Jr.
Shogron and Hen Waite. Principles of Labour Welfare. Human Relations. A Climatological Disaster. Principles of Discipline: McGregor’s Hot Stove Rule. Unfair Labour Practices. Individual. K. Employee Exit Schemes. Human Resource. Communication. New Delhi.. Code of Discipline. UNIT II : Approaches to Discipline: Judicial. Approaches and Machinery for Coflict Resolution.. UNIT IV : Principles of Natural Justice. Kemp D. UNIT III : Management of Discipline: Discipline. Disciplinary Procedure: Complaint. Factors Promoting Discipline. Quality of Work Life. Charge sheet..Moorthy. rationalization of Discipline. Environmental Economics Theory and Practice.V. 2. Enquiry report.C. Manifestations. Case Anasysis: Suggested Readings: . Mittal Pub.Nath & Co. Course 406D: Management of Discipline UNIT I : Discipline : Nature and Concept: Significance of Discipline in Industry. Domestic Enquiry. Discipline among Executives and Workers. UNIT V : Positive Disciplinary Interventions: Organizational Change and Creation of Congenial Environment. Judicial Interference. Counseling. Industrial Coflict.D. Macmillan India Ltd. Quality Circles. Employee Empowerment. M. Group and Inter-Group. Group Discipline and Leadership Approach.. New Delhi. Labour Problems and Social Welfare. Transparency equity and Fail Deal. Co.Case Analysis: Suggested Readings: 1. Explanation. Meerut. Oxford & IBH Pub. Standing Orders. Global Environmental Issues. Employee Discipline in the Context of Liberalization. Awarding Punishment. New Delhi.. 4.Saxena. Janan F.. constitution and Judicial Activism. 3. Nick Hanley. R.
Group Discussion. D. Oxford & IBH Publications Ltd. 2. New Delhi. Maintaining Industrial Discipline.C.P..R. 2. Every student shall make a minimum of 4 visits out of 5 scheduled observation visits. Varma. 3. Report Submission and individual supervisory Conference as scheduled are fulfilled. 4. New Delhi. S.V. Allahabad. Srivasatava. teacher.. Management of Industrial Relations. Industrial Relations and Labour Laws..B. 3. Pramod. A student falling short of minimum attendance will not be eligible for observation visits. A visit shall be deemed to be complete only when the other integral parts of Orientation. Observation Visits (Project) shall be preceded by attendance of the student at a minimum of 6 orientation classes out of 6 arranged for the purpose. guide and Head of the Department before it is sent for valuation for external and internal examiners. 5. Law Publishing House. New Delhi. Ramakrishna. University Press. ********** Field Work Regulations A : Project – I Field Work – Observation Visits to Industries: 1.1. Response Books. Vani Educational Books. Any student falling short of 4 visits he shall make good along with the subsequent batch and the report valuation shall be done along with the next year batch of students. House. K.Das Gupta. 5.. . Organisational Stress. Management of Discipline. 6. Handbook of Domestic and Department Enquiry. Each report shall be in candidates’ own handwriting and certified by the field work supervisor or teacher accompanying the student.. Rao.S. Prabhakara Rao. S. Allahabad. 4. Hyderabad. G. Law Pub.
6. the student shall not be permitted to submit the report for valuation. Any student falling short shall make good along with the next year batch and the report valuation shall be done along with the next year batch. If there is any unsatisfactory certificate from any one of the above said persons. The viva-voce committee shall consist of internal faculty members preferably with a practicing manager. C: Industrial Study Tour: Industrial Study tour a Non-Credit optional may be conducted at the end of the 2nd semester along with examinations during summer holidays for the benefit of students. It may consist of minimum 5 visits to industrial Establishments of different sectors in India. 7. 2. The viva-voce committee shall consist of internal faculty members preferably with a practicing manager. B:Project–II Field Work placement in government Agencies/Establishments: 1. Placement in Government Agencies/Establishments shall be preceded by attendance of the students at a minimum of 6 orientation classes out of 8 arranged for the purpose. 3. The student shall submit the report after making good the deficiency along with the next year batch. Every student shall be required to appear for viva-voce (covering theory papers and field work) at the end of 2nd semester. In fixing the visits. Report Submission and Individual Supervisory Conference as scheduled are fulfilled. A student falling short of minimum attendance will not be eligible for placement. 4. 5. The same regulations are applicable in respect of certification of the work as mentioned under 5 and 6 sub-sections under observation visits. Every student shall be required to appear for viva-voce (covering theory papers and field work) at the end of 1st semester. The placement shall be deemed to be complete only when the other integral parts of Orientation. Group discussion.6. The candidate shall put in a minimum of 10 days attendance. preference may be given to such organizations which are not locally found as . Every student shall be required to cover a minimum of 5 Government Agencies/Small Establishments/Service Organizations for 12 continuous working days.
for a continuous period of 1-1/2 to 2 calender months as decided by the university. Placement in an industry shall be preceded by attendance of the student at a minimum of 6 orientation classes out of 8 arranged for the purpose. During this period of field work. A student shall be deemed to have completed this requirement only after getting the satisfactory certificate from the Field Work Organization. a student shall be placed in an Industrial Establishment having well established personnel/Human Resource Management Department outside the town/city where MHRM programme is offered. Each student shall attend a minimum of 15 out of 17 scheduled field work days failing which he shall repeat the same placement along with the next year batch. Guide and Head of the Department. After the completion of the tour. 5. 3. 2. Field Work Supervisor.Plantations. . If there is any unsatisfactory certificate from any one of the above said persons the student shall be disqualified to submit the report for valuation. After completion of placement in industry. A candidate shall submit a draft report for individual Supervisory conference and fair report after the approval in his own handwriting for double valuation. 6. Teacher. The viva-voce committee shall consist of internal faculty members preferably with a practicing manager. Student falling short of minimum attendance will not be eligible for placement in industry. Mines etc. 7. failing which he shall fulfill the same requirement along with the subsequent batch. 7. a student shall be placed in industrial organizations and establishments for 17 working days continuously. Under this programme. 4. E : Project – IV Internship: 1. the student shall attend 2 group conferences out of 3. D: Field Work – III Project Work (placement in organization for 15 days) 1. every student may submit a handwritten report to the department. Under this programme. Every student shall be required to appear for viva-voce (covering theory papers and field work) at the end of 3rd semester.
The student’s report shall be accepted for valuation only after satisfactory Confidential report from the organization. Board of studies and other senior faculty member on rotation (among Associate Professors) and two external experts. . Chairman. In affiliated colleges. The viva-voce shall cover all the papers of the semesters and project work dissertation. For this purpose. Teacher. The Internship fieldwork report (Part-I) shall carry 50 marks and the dissertation (Part II) shall carry 50 marks. No student shall be permitted to take up the comprehensive viva-voce Examination unless he completes all the course requirements including examinations and field work.each student is required to prepare a report inclusive of dissertation report on topic suggested by the field work organization. Student shall be required to submit the dissertation part. other than the University Department. Teacher in charge of internship. 3. The candidate shall submit a fair report of Part-I in his own handwriting and dissertation report shall be submitted neatly printed and in book form for double valuation. Student’s absence for a maximum of 4 days shall be condoned during this period. Guide and Head of the Department. The viva-voce committee shall consist of the Head of the Department. 3. 2. Guide. 4. the Head of the Department of the college will also be associated in addition to the above members. 2. 5. The student shall maintain a diary duly signed by the concerned officer of the field work organization on a day-to-day basis and the same shall be submitted to the department. each student shall maintain a diary duly signed by the concerned officer of the field work organization on a day-to-day basis and the same shall be submitted to the department. 6. Any absence over the above permitted 4 days shall be made good by the extension of the placement at the discretion of the organization and the Head of the Department (here extension means continuation of the placement beyond the scheduled date) F: Comprehensive Viva-Voce: 1. after taking necessary guidance and approval from the Teacher.
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