Human Resource Management Semester II Instructors Name: Office Address: Email: Course Description: Human Resource Management outlines

the importance of HRM and its different functions in an organization. It examines the various HR processes that are concerned with attracting, managing, motivating and developing employees for the benefit of the organization Textbook: Personnel/ Human Resource Management by David A Decenzo & Stephen P Robbins (Prentice- Hall) Human Resource Management by Gary Dessler (Prentice-Hall) Human Resource Management by Robert L. Mathis & John H.Jackson (Cengage) Human Resource Management by Michael R Camell, Nobert, F Elbert & Robert Hatfield (Prentice-Hall) Managing Human Resources by Bohlander & Snell (Thomson) Human Resource Management by John Ivancevich (TMH) Managing Human Resources by Wayne Cascio (TMH) Journals: Academy of Management Journal Academy of Management Review Journal of Management Organization Science Organization Studies Journal of Organizational Behavior Human Resource Management Journal International Journal of Human Resource Management

HRM Session plan S. No. 1 Sess ion No. 1 Topic Case

Introduction to HRM: Role of 1. Video Or HR Executives-HRM Functions Challenges of 2. Microsoft Indias HR Practices Human Resource ( HROB123) ManagementNew Challenges for HR Executives. Human Resource 3. Four Seasons Hotels Incs HR Management at Work: Line Practices: Fostering a Strong Vs Staff Authority Structure customer service culture and Organizational Chart of (HROB116)) HR Department. Globalization and its impact on HR- IT Systems and HR Quality of Work Life Emerging Trends: The 4. SAS Inc. Working the good life (HROB134) Concept of Quality of Work Life (QWL) - Strategies for Improving QWL, Family integration processes

4-5

Job Analysis and Design: 5. Article: Multi Domain Job Concept of Job Analysis and Analysis: Procedures & Design, Role analysis Applications (Training & Methods of Job analysis - Job Development Journal, 1987, Description Job Vol. 41(8) Source: EBSCO) Specification Modern Management Techniques: Job rotation job enlargement Job enrichment. Managing the dejobbed world, Competency mapping Human Resource Planning 6. Yes bank: Human Capital (HRP): Definition Need and Initiatives of a start up in the Importance of HRP- Process Indian Banking Industry of HRPLevels and Types of (HROB111) or HRP Forecasting Demand for employees- Forecasting 7. Human Resourse Planning and Virtual Human Resource supply for employeesManagement -Application case

Balancing supply and demand considerations- HRP Model, Rightsizing 6 7-8

5-1

Recruitment and Selection 8. Recruiting CISCO Way Process: Definition and (HROB014) Or concept of Recruitment Factors Affecting 9. Recruitment & Selection Recruitment Sources of 4 caselets HROB044 recruitment Information technology and HR recruiting on the net (E-recruitment) -Methods and Techniques of recruitment Selection Process- Person Job Fit Person Organization Fit Elements of Selection Process - Steps in the Selection Procedure Various types of Tests Selection Interview: Methods and Process (including reference check and medical examination) - Placement and induction- Competency testing systems Performance and Potential 10. PA & review at Zoological Appraisal: Concept of society of San performance management Diego(HROB125) Or and performance appraisal Objectives of Performance 11. AIGS Bonus payments forced ranking(HROB143) Appraisal - The Appraisal Process -Traditional Methods and Modern Methods of Appraisal, (including MBO, 360 degree, Assessment Centre, Balance Scorecard, etc) Appraisers: Manager/ supervisor, Self, Subordinate, Peer, Team and Customer-Pitfalls in Performance Appraisal Potential appraisal
12. 13. Test Feedback

9-10

8 9 10

11 12 1315

Employee Training and 14. Training & Development GE Management Development: Way (HROB072) Or

Importance and objectives - 15. Dunkin Donuts and Distinction between Training Dominos Pizza: Training for and Development quality and Hustle Principles of Learning E(Text book page 438) learning, Competency Mapping Assessment Center, Types of training and development Training need analysis Systematic approach to Training and Development Evaluation of Training 11 16 Managing Careers: Concept 16. Lost in Translation Career stages -Career (Text Book page 617) Anchors Career Development Cycle Benefits of career planning to individual as well as organization Internal mobility: promotions, transfers, Separation and Succession planning, downshifting. Compensation Management: 17. Compensation Management Objectives - Methods of Job (4 Case lets) (HROB047) evaluation Factors determining compensation and pay rates Current trends in compensationPricing managerial and professional jobs. Minimum wages Act, Types of pay structures Wage and Salary Administration - Nature and Purpose Minimum Wage, Fair Wage, Living Wage - Basic Kinds of Wage Plans Elements of a Good Wage Plan, Rewards and Incentives - Short-term Plans - Longterm Wage Incentive Plans Requisite Guidelines for Effective Incentive Plans Non-monetary Incentives Employee Stock Ownership Plans, Payment of bonus Act,

12

1718

Payment of Gratuity Act 13 19 Grievance Handling: 18. Case for and against drug Grievance - Causes/Sources testing (Text book Page 544 ) of Grievances - Grievance Redressal Machinery - Model Grievance Procedure Legislative Aspects of the Grievance Redressal Procedure in India. Domestic enquiry, Discipline and disciplinary actions Dismissal and Discharge of an employee-Trade Unions. Test 2 Quiz Feedback Employee Relations and 19. Labor Unrest at Honda Collective Bargaining: Motorcycle and Scooter India Concept and purpose (Private) Limited (ICMR Industrial Relations HROB104) Or Collective Bargaining - Types Motorcycle and Process -Pre-requisites - 20. Honda Scooter India Ltd: Labor unrest Issues Involved - Worker in 2009 (ICMR CLHR032) Participation in Management, Trade Unions, Trade Union Act, Industrial Disputes Act, Factories Act, Workmens Compensation Act.

14 15 16 17

20 21 22 2325

Note: Two sessions are allotted (24-25) for class projects and and can be adjusted as per the requirement of the faculty member. Evaluation Components: 1. Class participation CP110% (8 sessions) CP215%; (16 sessions) CP3 15 % (24 sessions) 2. WAC 3. Class Test 4. Class test 5. End Term Exam 10% 10% 30% 10% (Written Analysis of the case)

1. Case Preparation Preparing for class discussion of cases is likely to require significantly more effort than you might anticipate. Be assured, however, that your effort preparing cases will significantly improve your ability to participate in class discussions. Try first to get a quick sense of the whole case. What can you learn from the title, headings, and outline? What do the introduction and conclusion (if present) reveal about the problem? If this is a case requiring a decision, who is the key decision maker? What decision does he/she have to make? What are the objectives of the decision maker? What other actors are there in the case? What are their objectives? At this point, it might be helpful to reread the case carefully, underlining or highlighting key facts. Try to identify the key problems on a piece of paper. Then go through the case again, sorting out the relevant information for each problem. What are the resources and constraints associated with each problem? What are the possible courses of action for the decision maker? Try to identify and rank alternative solutions.. What are the likely short and long term consequences of the policies that you have identified? You must also bear in mind that most problems will have several acceptable solutions or answers, but it will not always be the case that a perfect solution can be found. At times, even the best solution will still have some unsatisfactory consequences

2. Guidelines for case discussions: All students are expected to participate in class discussions. The students will be fully prepared with case and relevant theoretical part from the prescribed text book to engage in active learning through discussion and interaction. Please raise your hand and wait to be called before you speak. Any candidate can be chosen randomly by the faculty member to answer a question related to the case/chapter; therefore, it is mandatory for every candidate to be ready with the answer. The answers will be evaluated by the Faculty Member Do not wait too long to get involved in the discussion. The longer you wait to participate, the harder it may seem to become involved. Present your ideas with conviction and care supporting them with relevant facts in the case. Most importantly listen to the comments of your classmates. You can compare or contradict the previous point but repetition of points already discussed will

Students indulging in disruptive behavior during the class will be penalized with negative marks