Human Resource

10MH01 INDUSTRIAL RELATIONS AND LABOUR LAWS

4 0 0 3

Objectives To provide basic knowledge in industrial relations and labour laws.

To enable the students understand the various provisions of Trade Union.

To impart knowledge on Labour Laws.

UNIT – I Industrial Relations

Concepts, Importance, Objectives, Scope, Frame Work of Industrial Relations, Approach to Industrial Relations, Evolution, Conditions for

Successful Industrial Relations, Causes of Poor Industrial Relations. 9 Hours

UNIT – II

Trade Union Objectives, Applicability, Evolution, Theories, Provisions of the Act,

Registration of Trade Union, Duties and Liabilities of a Registered Trade Unions, Rights and Privileges of Registered Trade Unions, Amalgamation

and Dissolution, Submission of Returns, Penalties and Fines, Power to Make Regulations.

9 Hours UNIT – III

Safety Causes of Accidents, Prevention, Safety Provision, Industrial Health and

Hygiene – Importance, Problems, Occupational Hazards, Diseases. 6 Hours

UNIT – IV Labour Legislation -I

Factories Act, Contract Labour Act, Industrial Disputes Act, Employees

state Insurance Act, Maternity Benefit Act. 12 Hours

UNIT – V Labour Legislation -II

Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act, Employee Provident Fund Act, Payment of Gratuity Act, Workmen

Compensation Act. 12 Hours

Total: 48 Hours

References

1. C.B. Mamoria and Sathish Mamoria, Dynamics of Industrial Relations,

New Delhi: Himalaya Publishing house, 2007.

2. R.S. Dwivedi, Human Relations & Organizational Behaviour, New Delhi: Macmillan India Ltd, 2007.

3. Ratna Sen, Industrial Relations in India, New Delhi: Shifting Paradigms, Macmillan India Ltd, 2007.

4. Srivastava, Industrial Relations and Labour laws, Noida: Vikas

Publishing, 2007. 5. C.S. Venkata Ratnam, Globalization and Labour Management

Relations, New Delhi: Response Books, 2007.

10MH02 INTRODUCTION TO PSYCHOLOGY

4 0 0 3

Objectives

To provide a comprehensive view to the students on the basic concepts of psychology

To give insight to the students about the applications of this discipline in Organization

To enable the students to make use of the concepts in developing a better workforce

UNIT – I Introduction

Definition of Psychology, History, Schools of Psychology, Methods in Psychology, Introspection, Observation, Case Study, Interview, Survey

and Experimental method 9 Hours

UNIT – II

Biological Bases of Human Behaviour

Brain & Behaviour, Basic structure and functions of nervous system, Left

and Right Hemisphere and its functions, Brain, Neurotransmitters, Hormones and behavior

10 Hours

UNIT - III

Learning & Memory Classical and Operant Conditioning, Insight learning, Cognitive learning,

Social learning, Meaning of memory, Short Term Memory, Long Term

Memory, Stages of memory, Information processing model of memory, Forgetting, causes of forgetting, Memory improvement techniques

10 Hours

UNIT – IV

Thinking & States of Consciousness

Thinking and Reasoning, Thinking Process, Concept formation, Problem

Solving, Decision Making, Creative Thinking, Biological and Circadian

Rhythms, Sleep and stages of sleep, Altered states of consciousness

10 Hours

UNIT – V

Intelligence Definition, Nature of Intelligence, Theories of Intelligence, Tests in

Measuring Intelligence, Intellectually Gifted vs Retarded, Influence of

heredity and environment on Intelligence, Group Differences in Intelligence, Ethnic, racial and gender difference and Intelligence

9 Hours

Total: 48 Hours

References

1. Robert A. Baron, “Psychology”, Pearson Education, 5th Edition, 2009 2. Morgan, King, Weisz, Schopler, “Introduction to Psychology”, Tata

McGraw-Hill, 7th Edition, 2008

3. Michael W Passer, Ronald E Smith, “ Psychology: The Science of

Mind & Behaviour”, Tata McGraw Hill, 3rd Edtion, 2007

4. Robert S Feldman, “ Understanding Psychology, Tata McGraw Hill, 6th Edition, 2007

5. Smith, Nolen, Fredrickson, Loftus, “Introduction to Psychology”, Thomson Wadsworth, 14th Edition, 2007.

10MH03 MANAGERIAL BEHAVIOR AND EFFECTIVENESS

4 0 0 3 Objectives

To understand the dimensions of managerial job. To enable the students to become effective managers.

To develop a winning edge for becoming a successful manager.

UNIT – I Defining the Managerial Job

Descriptive Dimensions of Managerial Jobs, Methods, Model, Time Dimensions in Managerial Jobs, Effective and Ineffective Job Behaviour,

Functional and Level Differences in Managerial Job Behaviour. 10 Hours

UNIT – II Designing the Managerial Job

Identifying Managerial Talent, Selection and Recruitment, Managerial

Skills Development, Pay and Rewards, Managerial Motivation, Effective Management Criteria, Performance Appraisal Measures, Balanced

Scorecard, Feedback, Career Management. 10 hours

UNIT – III Managerial Effectiveness

Definition, The Person, Process, Product Approaches, Bridging the Gap, Measuring Managerial Effectiveness, Current Industrial and Government

practices in the Management of Managerial Effectiveness. 9 Hours

UNIT – IV Environmental Issues

Organizational Processes, Organizational Climate, Leader, Group Influences, Job Challenge, Competition, Managerial Styles.

9 Hours

UNIT – V Developing the Winning Edge

Organizational and Managerial Efforts, Self Development, Negotiation Skills, Development of the Competitive Spirit, Knowledge Management,

Fostering Creativity. 10 Hours

Total: 48 Hours

References

1. Peter Drucker, Management, New York: Harper Row, 2005.

2. Milkovich and Newman, Compensation, New Delhi: McGraw-Hill International, 2005.

3. Blanchard and Thacker, Effective Training Systems, Strategies and Practices, New Delhi: Pearson Education, 2005.

4. Dubin, Leadership, ‘Research Findings, Practices & Skills, New Delhi:

Biztantra, 2005.

5. Mathis Jackson, Human Resource Management, Mason: Thomson

Southwestern, 2005.

10MH04 ORGANIZATIONAL CHANGE AND INTERVENTION

STRATEGY

4 0 0 3 Objectives

To facilitate students understand organizational change process. To enable students understand organization development and

Interventions.

To help students understand Change Management Strategies and skills.

UNIT – I

Organizational Change Forces, Types, Frameworks, Process. Resistance to Change,

Overcoming Resistance. 9 Hours

UNIT – II Perspectives on Organizational Change

Models, Integration, Need for Change- Environmental Pressures, Organizational Pressures - Organizational Culture and Change


Change Management

Diagnosis for Change, Modelling Organizations, Component Analysis, Diagnosing Readiness, Organization Development Approaches.

9 Hours UNIT – IV

OD Intervention Types: Human Process, Techno Structural, Human Resource

Management, Strategic Change, Designing Interventions. 10 Hours

UNIT – V Implementing Change

Strategies for Communicating, Implementation Process: Approaches, Change Agents, Managing Skills, Consolidating Change, Evaluation,

Emerging Trends. 10 Hours

Total: 48 Hours

References

1. Ian Palmer, Richard Dunford and Gide Akin, Managing Organizational Change, New Delhi: Tata McGraw Hill, 2006.

2. G. Thomas, Cummings and Christopher G. Woreley, Organizational Development and Change, OH: Thomson South Western, Mason, 2005.

3. Radha R Sharma, Change Management, New Delhi: Tata McGraw Hill, 2007.

4. Wendell L French, Cecil H Bell and Robert A Zawaki, Organization

Development and Transformation, New Delhi: Tata McGraw Hill of India, 2008.

5. Wendell L French and Cecil H Bell, Organization Development, New Delhi: Prentice Hall of India, 2007.

10MH05 PERFORMANCE MANAGEMENT

4 0 0 3

Objectives To help students understand the concept and Importance of

Performance Management To give insights to the students about the nuances of developing a

Performance Management System To enable them to develop effective Performance Management

System & Implement

UNIT – I Performance Management Introduction

Definition, Importance, Objectives, Uses, Performance appraisal and Performance Management, Challenges, Ideal Characteristics of

Performance Management System

9 Hours UNIT – II

Developing Performance Management System Performance Management Process, Evaluation Criteria, Approaches in

Measuring Performance, Standards, Sources of Information 9 Hours

UNIT – III Performance Appraisal Methods

Tools for Measuring Performance, Traditional Performance Appraisals, Modern and Developmental Performance Appraisal Methods, Rater Biases

10 Hours UNIT – IV

Conducting Appraisals & Reward Conducting and Communicating Appraisals, Appraisal Feedback,

Performance based Rewards

9 Hours UNIT – V

Implementation & Improvement Communication Plan, Monitoring, Strategies for Effective Implementation,

Bottlenecks, Evaluation and Improvement of Performance Management System

11 Hours Total: 48 Hours

References

1. A.S. Kohli and T. Deb, Performance Management, New Delhi: Oxford University Press, 2010.

2. Herman Aguinis, Performance Management, New Delhi: Pearson

International Edition, 2008. 3. T.V. Rao, Performance Management and Application Systems – HR

Tools for Global Competitiveness, New Delhi: Response Books, 2007.

4. Franklin Hartle, Transforming the Performance Management Process,

London: Kogan Page Limited, 1997. 5. Gary Benson, Stepping Up Performance – A Collection of Practical

Knowledge, Research and Theory on Performance & How to Improve it, Mumbai: Jaico Publishing House, 2005.

10MH06 STRATEGIC HUMAN RESOURCE MANAGEMENT AND

DEVELOPMENT

4 0 0 3 Objectives

To make the students understand the practices of HRD To impart knowledge on cross cultural HRM

To help the students in knowing Career and Competency

development.

UNIT – I Human Resource Development

Meaning, Strategic framework for HRM and HRD, Vision, Mission and Values, Importance, Challenges, Functions, Roles of Professionals, Needs

Assessment, Practices. 9 Hours

UNIT – II e-HRM

e- Employee profile, e- selection and recruitment, Virtual learning and Orientation, e - training and development, e- Performance management

and Compensation design, Development and Implementation of HRIS, Designing HR portals, Issues in employee privacy, Employee surveys

online.


Cross Cultural HRM Domestic Vs International HRM, Dynamics, Assessment, - Education and

Training Programs, Leadership and Strategic HR Issues in International Assignments, Current challenges in Outsourcing, Cross border M &A,

Repatriation, Building Multicultural Organisations, International Compensation.


Career Development and Competency Development Concepts, Roles, Stages, Planning and Process, Development Models,

Motivation and Enrichment, Managing Career plateaus, Designing Effective Systems. Competency Development: Competencies and Career

Management, Competency Mapping Models, Equity and Competency

based Compensation. 10 Hours

UNIT – V Coaching and Counseling

Employee Coaching: Need, Role of HR in coaching, Coaching and Performance, Skills for Effective Coaching, Effectiveness. Employee

Counseling: Need, Role of HR in Counseling, Components of Counseling Programs, Counseling Effectiveness.

10 Hours

Total: 48 Hours

References

1. Jeffrey A Mello, Strategic Human Resource Management, Singapore: Thomson Southwestern, 2003.

2. Randy L.Desimone and Jon M. Werner – David M. Marris, Human Resource Development, Singapore: Thomson Southwestern, 2002.

3. Robert L.Mathis and John H. Jackson, Human Resource Management, Singapore: Thomson Southwestern, 2003.

4. Rosemary Harrison, Employee Development – University Press, New Delhi: India Ltd, 2003.

5. Srinivas Kandula, Human Resource Management in Practice, New Delhi: Prentice Hall of India, 2004.

10MH07 BEHAVIOUR MODIFICATION AND MANAGEMENT

4 0 0 3

Objectives To enable the students in predicting Stress Symptoms and methods

to Cope-up To help the students in setting goals and achieving it.

To give an insight about Emotional Intelligence, Yoga and Spiritual Intelligence to improve themselves and develop the workforce.

UNIT – I

Stress Understanding Stress: Meaning, Symptoms, Work Related Stress,

Individual Stress, Strategies to Cope-up Stress, Work-Life Balance 10 Hours

UNIT – II

Goal Setting Importance of Goal Setting, Steps in Goal Setting, Dimensions of Life and

Goal Setting, Achieving the Set Goals, Visualization, Self Affirmation 8 Hours

UNIT – III Emotional Intelligence

Definition, Factors of Emotional Intelligence, Importance in Workplace, Analysis of Thoughts, Basing of Desires, Neutralization of Anger,

Eradication of Worries, Overcoming Fear, Harmony & Happiness in Life, Attachment, Detachment and Moderation in Enjoyment.


Yoga Purpose, Types, Properties of Yoga, Eight Limbs of Yoga, Seven Chakras

and its Characteristics.

8 Hours UNIT – V

Spiritual Intelligence Definition, Spirituality Vs Religion, Challenges in Measuring Spirituality,

Philosophy of Life, Benefits of Spirituality in Workplace, Developing a Spiritual Organization

10 Hours Total : 48 Hours

References

1. Yogiraj Vethathiri Maharishi, Journey of Consciousness, Vethathiri Publications, 1992.

2. Swami Ranganathananda, Eternal Values for a changing society,

Bharatiya Vidya Bhavan, 2003. 3. S.K. Charavarthy, Human Values for Managers, New Delhi: Wheeler

Publishing, 2002.

4. Jeff Davidson, Managing Stress, New Delhi: Prentice Hall of India,

2006. 5. Daniel Goleman, Emotional Intelligence, London: Bloomsberg, 2000.

10MH08 TRAINING AND DEVELOPMENT

4 0 0 3

Objectives To enable the students to Identify Training Needs.

To help the students in understanding Training methods. To familiarize the students in pedagogical approaches for

Management Development. UNIT – I

Introduction to Training and Development Scope, Importance, Challenges, Systematic Approach, Process, Principle

of Learning, Evolving Training Policy. 9 Hours

UNIT – II Training and Development Needs

Organizational Analysis, Requirements Analysis – Task and Knowledge,

Skill, Ability and Personal Analysis, Learning Environment and Methods. 9 Hours

UNIT – III Training Systems

Designing Training Programmes. Training Methods, Training Centers, Role of External Agency, Training for Change, Resistance in Training,

Developing Effective Trainers. 10 Hours

UNIT – IV Approaches to Management Development

Methods of Development, Designing Development Programme, Team Building Exercises, Management Games.

10 Hours UNIT – V

Evaluation of Training and Development

Criteria, Problems, Steps in Evaluation, Emerging Issues in Training and Development in India.

10 Hours Total: 48 Hours

References

1. Irwin L Goldstein and Kevin Ford J, Training in Organizations, New Delhi: Thomson Publishing, 2005.

2. Biswajiet Pattanayak, Human Resource Training, New Delhi: Wheeler Publishing, 2005.

3. Craig Robert, Training and Development Handbook, New York: McGraw Hill, 2005.

4. Randy L Desimone and John M Werner, Human Resource Development,

New Delhi: Thomson Publishing, 2007. 5. Mathis Jackson, Human Resource Management, New Delhi: Thomson

Publishing, 2008.

10MH09 WAGE AND SALARY ADMINISTRATION

4 0 0 3

Objectives To help the students understand Wage and Compensation

Determination Process and Components of compensation To throw light on Methodology of determination

To familiarize Compensation and Incentive Administration Process

UNIT – I Definitions

Wages, Salary, Compensation, Reward, Wage Determination Process, Wage and Salary Structure, Factors Influencing, Principles.

10 Hours UNIT – II

Wage Plans

Types- Time Wages, Piece Wages, Balance or Debt Method, Wage Differentials, Salaries: Components, Scale of Pay, Allowances, Perks.


Compensation Types, Components, Designing a Compensation System: Approaches,

Perception of Fairness, Legal Constraints, Linking to Organizational Objectives.


Designing Pay Scales/Structures Pay Surveys, Grades/Levels, Variable Pay: Types, Factors Determining

Success, Performance Based Compensations and Incentives. Managerial Compensation, Perquisites, Competency Based Pay.

10 Hours

UNIT – V Incentives and Rewards

Types-Team Based, Group Based, Organizational Based- Profit Sharing, ESOPs, Bonus Plans, Gain Sharing Plans. Compensation Administration

and Audit. 9 Hours

Total: 48 Hours

References

1. Joe Martocchio, Strategic Compensation, New Delhi: Pearson

International Edition, 2008. 2. Bruce R Ellig, The complete guide to Executive Compensation, New

Delhi: Tata McGraw Hill, 2007.

3. George Milkovich and Jerry New Man, Compensation, New Delhi: McGraw Hill, 2004.

4. Lanu A Berger and Dorthy R Berger, The Compensation Handbook, New Delhi: McGraw Hill, 1999.

5. Dewakar Goel, Performance Appraisal and Compensation Management,

New Delhi: Prentice Hall of India, 2008.

10MH10 COMPETENCY MAPPING AND DEVELOPMENT

4 0 0 3

Objectives

To introduce to the students the concept of competency mapping

To enable the students understand the role and importance of

competency mapping in development of an organization To enable the students to use competency mapping as a tool for

improving the efficiency of the workforce.

UNIT – I

Introduction

Definitions, Competence, Competency, Skill, Knowledge and Motive, Trait, Need of Competencies, Competency Mapping, Uses

8 Hours UNIT – II

Competency Categories Threshold Competencies, Differentiating Competencies, Generic or Key

Competencies, Functional or Technical Competencies, Leadership or Managerial Competencies


Steps in Developing Competency Model

Identifying Core Competencies, Developing Assessment Instrument, Performance Effectiveness Criteria, Base Competency Map, Competency

Grading, Competency Assessment, Data Gathering, Finalize and Validate Competency Model


Competency Models Leadership and Managerial Competency Models, Causes for Resistance

and Recommended Actions to address, Competencies and Generic Indicators, HR Generic Competency Model, Supervisory Generic

Competency Model 11 Hours

UNIT – V Competency Mapping Implementation & Development

Communication & Implementation of Competency Mapping, Challenges in Implementation, Strategies to Address the Gaps, Evaluate ROI, Reassess

Competencies and Development 10 Hours

Total: 48 Hours

References

1. Seema Sanghi, The Handbook of Competency Mapping – Understanding, Designing & Implementing Competency Models, New

Delhi: Sage Publications, 2007.

2. Sharma, 360 Degree Feedback, Competency Mapping and Assessment

Centres for Personal & Business, Mc Graw Hill Education (India), 2002.

3. Whetten & Cameron, Development Management Skills, Prentice Hall India, 2008.

4. Udai Parek, Understanding OB, New Delhi: Oxford University Press, 2008.

5. Paul R.Bernthal, Competency Study: Mapping the future, ASTD, 2004.

10MH11 INTERNATIONAL HUMAN RESOURCE MANAGEMENT

4 0 0 3

Objectives To understand the nature of International HRM

To develop greater sensitivity and confidence in enhancing capacity to effectively impact the HRM process when working across

cultures. To foment a global mindset among the students.

UNIT I Introduction to IHRM

Introduction to IHRM, Definition, Reasons For Going Global, Approaches to IHRM, Difference Between IHRM and Domestic HRM , Reasons for

Emergence of IHRM , Models of IHRM, Matching Model, Harvard Model, Contextual Model, 5P Model, European Model, Models of SHRM in

Multinational Companies. HRM Practices in Different Countries- Japan,

USA, UK, Turkey, Middle East, India and China. 10 Hours

UNIT II Recruitment and Selection

International Managers, Parent Country Nationals, Third Country Nationals, Host Country Nationals , Advantages and Disadvantages of

Different Selection Methods, Recruitment Methods, Head-hunters, Cross-National Advertising, e-recruitment, Selection Criteria and Techniques,

Use of Selection Tests, Interviews for International Selection, International Staffing Issues.

9 Hours UNIT III

Training and development Context Backdrop of International Training, Training & Development of

International Staff, Types of Expatriate Training, Career Development,

Repatriate Training, Developing International Staff and Multinational Teams, Knowledge Transfer in Multinational Companies.

10 Hours UNIT IV

Performance Management A Conceptual Background, Constraints in Goal Attainment, Performance

Management Cycle, Models, Performance and Appraisal in IHRM, Appraisal of Expatriate, Third and Host Country Employees, Issues and Challenges

in International Performance Management, Country Specific Performance Management Practices.

9 Hours UNIT V

International Compensation Forms of Compensation and Factors that Influence Compensation Policy,

Key Components of International Compensation, Approaches to

International Compensation, Compensation Practices Across the

Countries, Social Security Systems Across the Countries, Global

Compensation: Emerging Issues. 10 Hours

Total: 48 Hours

References

1. Evans, Pucik and Barsoux, The Global Challenge- Framework For

International Human Resource Management, Tata McGraw-Hill Irwin, 2008.

2. Peter J Dowling and Denice E Welch, International Human Resource

Management, Cengage Learning, 2008. 3. K. Aswathappa and Sadhna Das, International Human Resorce

Management, Mc Graw Hill, 2008. 4. Tony Edwards and Chris Rees, International Human Resource

Management, New Delhi: Person Education, 2008. 5. Monir H. Tayeb, International Human Resource Management, Oxford

University Press, 2005.

Human Resource

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