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COURSE NAME: Human Resource Management SEMESTER: (I) COURSE CODE: CREDITS: (4) Facilitator: Prof. Monalika Rath Contact: e mail id: firstname.lastname@example.org
Introduction to the course Organizations now recognize that the source of competitive advantage often comes not from having the most ingenious product design, the best marketing strategy, or the most state-of-the-art production technology, but rather from having an effective system for sourcing, mobilizing, and managing the organization’s human capital. A number of recent developments, including demographic changes in the labor force, increased global competition, restructuring of organizations and public policy attention to work force issues have made human resource management increasingly important for organizations. Course Objective: To expose the students to the intricacies of Human Resource Management practices and Human behavior at work. To provide theoretical knowledge and practical skills in the area of HRM. To expose the students to the legal framework of HRM specially in relation to the Bottom of Pyramid Markets To hone the skills of students for meeting the HR requirements. COURSE STRUCTURE This course will be offered in the 1st Semester for 4 credits. A student has to undergo a minimum of 42 Hrs of Class room Instruction and 14 hrs of Practice sessions. Session 1 and Evolution of HRM: Early Industrialization and Welfare Movement; Readings : Bratton. J ;The 2 Large Scale Industrialization and Personnel human resource Management; Growth of Trade Unions and Management Phenomena; Emergence of Strategy of Industrial Relations; McMillan Globalization and Emergence of Strategic HRM & OB;) Student Activity: Bring several business publications such as Business Today & Human Capital to class. Based on their contents, compile a list entitled “What HR Managers & Departments Do Today.” Session - 3 Concept and Contours From People at work i.e employees as the Readings : Bratton. J ;The of HRM main focus of Personnel management, the human resource paradigm shift in HRM is towards all people Management Phenomena; who effect or get effected by an organization; McMillan namely the employees, employers, Case Analysis: Jack Nelson’s customers, shareholders and the community. Problem Session – 4,5 HR Planning: Macro dimensions of HR Planning Decisions Technology, Product & Labour Market Conditions, and Corporate Competitiveness for the Skills. Micro dimensions of HR Planning Decisions Corporate policy, Organization Structure, Management Processes; HR Demand Analysis, Job Analysis Readings : Aswathappa, K ; Human Resource management, chapter 4 PP : 88 – 110. Case Analysis:Promoting the Protégé
Activity 2 : The Groups will develop a job description format and write job descriptions for various positions. Session -6,7 Employee Sourcing- I Sources of HR Supply–Internal (Manpower Readings : Dessler.G ; Adjustments) / External Chapter – 5. Recruitment –Direct and Indirect; Methods of RecruitmentAdvertisement, Scouting, (Case Analysis)Finding Employment Exchanges, , Drop- in - people who are passionate Applicants; Placement Consultants and about what they do. Electronic methods of Recruitment and other methods Government and Corporate Recruitment Policies – Sons of the soil Policy, Reservation Policies, Company policies like dependents of current employees etc.
G . Chapter 26 and services Retirement Benefits (managing Social – 13 Security of Superannuated Employees like pension.Criterion. Reference Checks. IT. transfer and succession Planning Students Activity: Role Play on Selection Process(Group-2) Session 10.III Employee Development Team. 1976). 6.O. Campus Recruitment. job designing.7) Session Managing Legal consideration . Methods.Application Blank. Performance Management & MBO. Work. Payment of Gratuity act. NGO’s. K . Banking. Recruitment Agencies. Employee Sourcing -II Readings :Dessler. Chapter 21and 24 Compensation payment of wages Act (1936) and Minimum – 11.6.18. Pharmaceuticals.10) Session 25 and Employee Benefits Legally required benefits.(Group-11.I Grievance redressal and Discipline (Individual Focused) Session .Matrix and Methods. Chapter – 6 Case Analysis: Wanted: Professional Social Worker Readings :Dessler. Administering benefits Each group will Prepare a presentation on the Structure of benefits offered by different organization choosing from the following industry.G . Preliminary Selection.9.9 Selection. 3.G.& Professor using the ranking method. Administering Organizational Justice. Performance Management (Organization Focused) Training and Development. 1.J .28 Employee Retention Charting employee careers.19 and 20. 5. Activity: Divide the class into groups. Selection Errors: False Positive. Chapter – 16 Reading : Dessler. Voluntary benefits. inequities at Acme Establishing Pay Rates.17.II Employee Engagement. Mentoring.(Group-3) Activity 2 : The groups need to develop a Performance appraisal format for the university teaching staff. Did the group end up with same results? How did they differ & why.building & Small Group Activities like quality circles (Group Focused) Promoting healthy work and organizational Culture. Employee Engagement.Activity1: Activity : (Presentation) Each group will make a presentation on the sources of recruitment such as.“ Designing Management Training and development for competitive advantage: Lessons from the best” Activity 1 : (Experiential Activity) Pick out some task with which you are familiar-mowing the lawn. Manufacturing. 4. Multiple Cut-Off and Multiple Hurdles Models.Readings : Dessler.D. Govt employment exchanges. Develop a job instruction training for it.Predictor .G. Communication and Feedback. Readings : Dessler. making a salad or studying for a test. Tests.(Group8. 2. Online Recruiters.G . True Positive and True Negative Promotion. Referral and walk Ins. Manufacturing Incentives (Individual. Assessment Centers. Chapter and 29 Life Balance strategies – 10 2 . Interviews. H. The group will perform the job evaluation of the positions of dean.G. Human Resource Development. and 12 Engagement.) Session 27.13 Session – 14 and 15 Session 16.Aswathappa Readings : Dessler. Additional Reading : Mello. Chapter – 8 and 9 Case Analysis: Reinventing the wheel at Apex Door Company. Paints.12 wages Act Corporate policy.12.11 Employee Placement and Induction. competitive strategy and Case Analysis : Salary compensation.Models. group and Organization wide) ESOP .(Group-4) Activity 3 : (Activity) How safe is my University?(Group-5. Broad-Banding. provident fund and gratuity (Employee Provident Fund Act 1952. Media(Print) Session -8. False Negative.G. Readings : Dessler.
(Voluntary and Involuntary) Session 31 HR Information and Audit System Session 32 and Understanding Concept and contours of IR (Industrial Readings : CB Mamoria 33 Industrial Relations Disputes Act. Sector Laws) Minimum Wages Act. 6. imperatives of economic reforms and global Balkin. Failed to adhere time limit will result in reduction in marks.14) Session 30 Managing Separations Corporate responses to downsizing Readings : Gomez-mejia.6. 3 Elocution 1 Body Language 1 Time Management 1 Q&A 2 Guidelines for Writing Assignments : Assignments must be presented in the following format: Assignments must be word-processed in 12 font Arial and double spaced All pages must be numbered The assignment must have a front cover containing. The members will be called in random to make the presentation. 3. Chapter . Indiscipline in any form will result in reduction of marks or suspension from further presentations. present and future. Evaluation Criteria PPT 2 Content relevance and organization of presentation. 5.1946 Session 36 Course Wrap Up and submission of Personal learning Paper. If any member remains absent without any solid and appropriate reason. 1946. IILS Activity 1 : The groups must submit a report on “Trend analysis of Major Strikes and Lock outs occurred in India in the last Decade the antecedents and approaches to Settlement. Aswathappa. The time allotted will be a maximum of 8 minutes for each group. name of the person submitting the work and submission date 3 .Activity: Choose the occupations such as management Consultant. Equal Remuneration Act. 1923. 9. Cardy . 1947) Unions and Collective Bargaining Managing IR through Participative Management Additional Reading : Bhattacherjee D . 4. Course name. types of separation K. Make an assessment of the future demand for this occupation in the next 10 years. HRM: (Unorganized Workmen’s Compensation Act. Does this seem like a good occupation to pursue? Why or why not?. 2. Audience can choose anyone among the group to answer his/her queries. 8. the title of the assignment. 1976. course title.(Group-15) Session 34. 2 minutes will be allotted to Q&A session. HR Manager or Sales person. 20% Project/ Assignment /Presentations & Viva voce 20 % Mid Term 15% End Term 40% Guidelines for Presentation : 1. 1948..35 Legal Framework of Employee State Insurance Act. economic slowdown. the group will loose 2 marks. 7. Inter-State Migrant workmen (Regulation of Employment and Conditions of Employment) Act.(Group-13. Attendance / Class Participation 5% Quizzes. Organized labour and economic liberalization India: Past. The maximum no of presenters from a group should not exceed 2. All groups has to be present on the day of presentation. The students will be evaluated on the basis of the following criteria. At the time of Q&A session all members should be present. Evaluation Components: The internal evaluation of 60% will be done through both group and individual assessment.
Himalaya Publishing.G. Response books.C. 4 . Decenzo.Strategic human resource management. Robbins S.D. Human Resource & Personnel management. EXCEL (Text) Dessler.5 cm).2 cm) Headers and footers may be outside these margins.V.25 inches. TMH (Text) V S P Rao . Books For Reference: Aswathapa. Essentials of Human resource Management and Industrial relations. Personal management and human resources. Cengage learning. Footnotes should be included within the margins. SubbaRao.(10th Edition) Pearson.Jeffery.25 inches (3.S. Venkatratnam. Left: 1.K.T. B. John Wiley and sons.Margins must be as follows: Top: 1 inch. Human Resource & Personnel management.P. Assignments not complying with this format will be returned to students unmarked.A. Rao. A framework of Human resource Management. Bottom: 1 inch (2. Right: 1. Srivastava. TMH Mello.Human resource development. Fundamentals of Human resource management.
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