Second Year - Third Semester 3.0.

1 International Business - University Assessment 100 Marks
Course Content 1. Overview of the International Business Process 2. PEST factors affecting International Business 3. Government influence on trade 4. International Trade Theories 5. FDI 6. Country Evaluation and Selection 7. Collaborative Strategies 8. International Marketing 9. International Trade Agreements 10. International Trade Organizations 11. Forex 12. International HR Strategies 13. International Diplomacy Reference Text 1. International Business – Daniels and Radebough 2. International Business – Sundaram and Black 3. International Business – Roebuck and Simon 4. International Business – Charles Hill 5. International Business – Subba Rao

Strategy as planned action. Learning based. Management Control. 5. 9. Commitment and performance. Strategic Management – Thompson & Striekland McGraw Hill Irwin 2. Components of Management Information Systems 8. Role of the leader. Group Project Reference Text 1. Group decision making. Mission. Leadership styles. Competitive strategy – Michael Porter . Growth Accelerators: Business Web. 7. Elements. Competitive advantage – Michael Porter 3.3. Its importance. Skills and Shared values. Goal. Policies of an Organization. Strategy. Changed Circumstance 6. Communication. Problem solving skill. Manager v/s Leader. Systems.2 Strategic management 100 Marks Course Content 1. Categories of problems. 4. 2. Philosophy. Decision making and problem solving. 3.0. Phases indecision making. Strategic Management Process: Vision. Structure. Process and advantages of planning Strategic v/s Operational Planning. The differences. Market Power. Staff. Style. Mckinsay‘s 7 S Model: Strategy. Conventional Strategic Management v/s Unconventional Strategic Management.

boundryless organizations. conflict. Organizational design & effectiveness 3. Robins Khandwalla. managing dynamic processes – decision making. impact of mergers. L. Organization Theory and Design.OPTIONAL GROUP – Human Resources Management 3. environment and culture 4. Determinants of organizational structure – strategy. Tata McGraw Hill. P. N.1 Organizational Theories and Structure Designs – UA 100 Marks Course Content 1. R. organizational design for change and innovation Reference Text: 1.3. Current Edition. Thomson Southwestern 2. power & politics 6. size. Daft. Evolution of organizational theories 2. life cycle. technology. network organizations. New Delhi. 199283 . virtual organizations. learning organizations. acquisitions & globalization on organizational structures and effectiveness 5. Organizational design for excellence.

E-learning and use of technology in training 12. Overview of Training in Organizations (Role of training. Principles of Adult Learning. P. Traditional training methods 11. Management Development. Training Administration. Employee Training and Development by Raymond A Noe.3. Strategies and Practices 2. seminar etc 15. Motivation & Performance 5. 3ed. Designing Training Modules 9. design training calendar /schedules) 6. James W Thacker second edition Pearson Education 3. Cost Benefit Analysis and ROI 13. Nick Blanchard. Planning & Organising conferences. structure of training) 3. Implementation of Training 10. (training budget . 7. Training Audit. 14.2 Training & Development 100 Marks Course Contents: 1. McGraw Hill Publication (International Edition) . Reference Text 1.budget training programmes. Training evaluation.3. Competency modeling and mapping 8. Effective Training Systems. Learning organization 4. Introduction to human resource development 2. Training Need assessment.

Inter Union Rivalry. Dynamics of Industrial Relations in India. M. B.  2. Himalaya Publishing House 4.    Union recognition. Social Welfare    Concepts of economics & social welfare. TQM. Oxford Model. 3.3. Kaizen. Workers Participation in Management. Adjudicating & Proceedings under ID Act & the role of Govt. Trade Union      History & Development of TU. Conditions for effective Collective Bargaining and process of CB. Role of TU.3.3 Introduction to Industrial Relation & Labor Welfare 100 Marks Introduction to Industrial Relations & Labour Welfare 1. Sharma. Industrial Relations: Conceptual & Legal Framework. B. & Mamoria.      Experiences of Germany. C. Oxford University Perss . Role of management and corporate social responsibility. 5. Post Liberalization. Labour welfare in organized sector. Suggestion schemes. TU politics. Mamoria. HR approach. S.. Management of Conflicts as related to IR and different methods of resolving conflicts. C. Intra Union Rivalry. Quality circles. Industrial Relations. C. 6. Reference Text: 1. V. S. France & Britain. 8. Multiplicity of Trade Unions & implications of MRTU. Business Process Re-engineering Productivity & union. S. & S. A. Mamoria. Gankar. 4. ISO. Himalaya Publishing House 2. Mamoria. Comprehensive IR model of internalist & externalist approach. 4. Growth & development of IR    History & development of IR Pre independence Post independence. Himalaya Publishing House 3. Dynamics of Industrial Relations in India. Indian experience. Venkata Ratnam. IR issues in Organizations        IR Definitions Different approaches to IR Functional approach Systems approach & Dunlops Contribution. 5. Role of state. 6. Contemporary issues in IR    Rightsizing & VRS. Gender Equality.

3. Types of competencies---Behavioural and Technical 3. PA—Objectives. Effective Performance Appraisal by James Neil. Designing competencies Dictionary 6. Designing tools in an Assessment Centre 12.3. issues and problems 4. Objective of Performance Management 2. Legal and Ethical Perspectives in PA Reference Text: Performance Management by Julie Freeman. Appraisal Communication 10. Assessment Centre 9.4 Competency and Performance Management 100 Marks Managerial Competence and Performance Management A) Competence at work: 1. Role of Assessors in an Assessment Centre 11. Career Development 13. Bringing out the best in people by Daniels. Methods of Performance Appraisal 6. Conducting and Operating Assessment Centre 10. Competency Description 4. competency at work 2. . Process and Documentation of PA 9. BEI 8. Process of Performance Management 3. Concepts of competence. Feedback Mechanism B) Performance Management 1. JD and PA 5. Measuring or Mapping Competencies 7. Appraisal Interview 11. Competency Levels 5. Appraisal forms and formats 7. Performance Feedback and Counselling 12. Measurement in PA 8.

3. Network models for training and recruiting decision in manpower planning.Interviews.Rao & Udai Pareek .V. Initiation and Training Job-evaluation Compensation Planning 12. 4. Developing manpower strategies.V. Reference Text 1. Controlling manpower costs. Personnel & Human Resource Management – P. Auditing of Industrial Committee Management Costs involved 11. Manpower forecasting for managerial staff. 2. 5. Mathematical models and manpower planning. Recruitment. Integrated Budget for manpower management. 6. Human Resource System – T. An econometric model for national manpower planning. Human Resource and Audit – T. 2. Audits of Business Goals and Plans Audits of Business Assumptions Audits of Business Personnel Practices Audit of Business Human Resource Utilization Audit of Business Productivity norms Audits of Business Personnel Budgeting Human Resource Accounting Audit of executive Turnover Auditing of Industrial Relation 10. 4. Demographic and ecological models for manpower planning. observation. A stochastic programming model for manpower planning. 8. A simulation model for manpower planning. 2.3. HRD audit methodology and issues . 9. technical labor. The HRD 13. Subha Rao. Planning careers: Managing career structures and evaluating maintainable career policies. Mathematical models for staff structure evaluation.5 Human Resource Planning And Human Resource Audit 100 Marks Course Content Human Resource Planning 1. Manpower planning as an integrated part of business planning. 7. 3.Rao 3. The Pre-requisite for manpower planning. Score card and writing the HRD Audit report. Markov Chain models for manpower system. Quantitative and qualitative approaches to manpower economy. questionnaire. setting manpower standard. Management Science and manpower analysis. 3.Human Resource Audit 1.

Provident Fund Act & Misc Provision Act. Minimum Wages Act.3. Workmen‘s Compensation Act.Human Resource Electives 3. 9.6 Labour Legislation 100 Marks Course Content Labour Legislation 1. 2. Shops & Establishment Act. Factories Act. 3. Industrial Dispute Act. Gratuity Act. 11. . Contract Labour (Regulation & Abolishing) 13. 5. Payment of Wages Act. Payment of Bonus Act 8. 14. 10. Apprenticeship Act. 12. MRTU & PULP. 7. Reference Text: Bare Acts. 6. Industrial Employment Standing Orders. ESI Act. 4.

Variable Pay / Incentives/ Stock Options 6. Making a salary offer to a candidate – understanding salary ranges 13. target position. Remuneration Survey. arriving at a comparator.choosing a partner. Compensation / Remuneration place in Reward Strategy 5. Gratuity.3. Superannuation. SEBI Guidelines. Sherman . Bonus under Payment of Bonus Act 9. understanding median . Reward Strategies – Articulating and understanding business context for reward strategies 3. ageing of market data 14. Understanding Income Tax 11. Benefits. Consumer Price Indices 8.3. Costing the CTC of each element of Compensation Structure ( excluding stock options) 7. Arriving at the CTC of an employee/ candidate – costing elements. 2. Equity Compensation Plans – objective of equity compensation. Human Resources Philosophy and Approach for an Organisation 2. Retirals and Social Security. conducting a survey. benchmarking. valuing stock grants. percentile. Understanding Inflation – Neutralization of Inflation – Dearness Allowance . designing a salary offer template 12. Converting Remuneration Survey results into a Salary Proposal 15. Managing Human Resources – Bohlander. types of Stock Plans. ESIC. Textbook of HRM – P. taxability of stock options Reference Text: 1. Snell. Types of Variable Pay 10. Elements of Reward Strategy – Understanding Reward Management 4.7 Compensation and Benefits 100 Marks Course Content 1. Understanding Provident Fund. Understanding Elements of Compensation Structure – Fixed . Subha Rao. Cash.

Group and Individual Techniques Reference Text: Cummings. Understanding Organizational Roles OD Intervention theories and methods . Worley. Action Research 3. Organization Diagnosis & Diagnostic Models 5. Approaches to OD .3. Essentials of Organizational Development and Change . Christopher G. Definitions. Process of Change 4.8 Organizational Development 100 Marks Course Content 1.Systems Approach.Large Systems.3. Thomas G. underlying assumptions and values of Organization Development 2. Data Collection & Analysis including Climate Survey 6.

Validity : types . Fairness and bias in testing.   Reliability : relative reliability and absolute reliability . 2. Essential consideration of selecting a test. differential predictors. tetrachoric correlation. Assessment Center approach in personnel selection and performance measurement. Aptitude testing. item difficulty. Objectivity in administration and scoring.Vora Quantitative Techniques in Management – J. methods of calculating validity . Role of application blank and interview in personnel selection and assessment. importance and usage of aptitude tests in personnel selection. 10. difference between intelligence and aptitude tests. 7. concurrent validity. Behavioral assessment in personnel selection. Kuder-Rechardson reliability: factors affecting reliability estimates.K. scope and limitations in organizational set-up. performance appraisal systems. Factor-analysis. multiple correlation. Regression Analysis in personnel selection and behavioral assessment. different type of intelligence tests. split-half reliability.3. ANOVA. values and other behavioral tools and their importance in personnel assessment. Ethical and Social considerations in testing in organizations. 4. Principles of individual differences and quantitative approach to its measurement. personality testing. face validity. 3. 9. types of reliability . behavior observation.D. different types of personality tests. Reference Text: Quantitative Techniques in Management – N. 6. 8. construct validity. approaches to behavioral assessment.Sharma . usage of personality tests in personnel selection and critical issues related to personality testing.retest reliability using single form. cut-off scores. objective measurement of performance and other job related behaviors. Validity and Standardization. Measurement of intelligence and general abilities. Role of test users. factorial validity. and norms development. creativity and tests for measurement of creativity. biserial correlation. expectancy table. attitudes.3. different type of aptitude tests. validating criteria. tests of vocational interests. issues related to intelligence testing in personnel selection.9 Quantitative Techniques In Human Resources Management 50 Marks Course Content 1. Test construction procedures and scaling techniques ( A group project is compulsory which must incorporate construction and validation of a test or revision of an existing test)    Development of items. issues related to systematic observation and judgement in behavioral assessment. Characteristics of scientific measurement techniques: Reliability. Psychological tests : use. retest reliability using equivalent form. item analysis.simple correlation.operational and predictive validity. Interpretation of the test scores and drawing conclusions for prediction and decision making (For both individual and group testing) 5.

Emerging Business Realities 2. Why Organisations need to Learn 3. Knowledge-Creation and Acquisition Processes 7. Measuring Learning: The Intellectual Capital 8. Knowledge-based Competition 6.3. Learning Tools and Techniques   System Thinking Benchmarking and Process Mapping 5. . Organisational Learning : A Capabilities-Based View 4.10 Building Learning Organizations 50 Marks Course Content 1. Architecting a Learning Organisation Reference Text: Developing the Learning Organization by Peter Lassey.3.

M. Stress & management of change 11. I‘M ok-You‘re ok – Thomas Harris.3. Stress & conflict 12. Notes complied and given by Faculty . Assessment of stress 10.3. Source of managerial stress 5. Stress & motivation 8.11 Stress Management 50 Marks Course Content 1. Stress & personality 7. You Can Win – Shiv Khera 3.D. Role stress 4. Occupational Stress 3. Leadership styles in stressful & non-stressful situations Reference Text 1. Nature of stress 2. Verbal & non-verbal indications of stress 9. Stress & thought process learning 6. 2.

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