Course Outline for HR:

Course Name: Talent Management

S.No.
1
2
3
4
5
6
7
8
9

Topic
Introduction to Talent Management (TM), Defining Talent
Management, Principles of Talent Management, Types of Talent, Skills
and Knowledge defined
Understanding Talent Management Guidelines, Importance and
Benefits, Challenges, The talent value chain,
Competencies, Competency Mapping & Functional & Behavioral
Competencies
Assessment Centers- Pre-requisites, designing assessment centers, Role
and skills of assessor
Managing & motivating talent through Training & Development,
Feedback, Coaching & Mentoring for performance
High Potential Employees- identification & management ; Building a
Talent Reservoir through diverse groups
Talent Retention Strategies, Attrition Analysis,
Engagement employee engagement, generating engagement,
influence, Talent Management culture,
Use of Information Technology to support talent management systems,
Developing Talent Management Information Systems
Total

Hours
4
4
3
3
4
3
3
3
3
30

Course Name: Learning and Development

S.No.
1
2
3

6
7
8

Topic
Concepts of Learning and Development
Learning Disciplines
Learning Disabilities
Training and Strategy: training and organizational change, training budget,
role of training manager, training post merger and acquisition
Training and Learning : learning principles, Learning styles, Blooms
taxonomy of learning
Training Design: Consideration while designing a training Programme,
Factors affecting Training Design
Developing objectives
Implication from conditioning and reinforcement (The environment)
Training Need Analysis: Organizational Analysis
Requirement Analysis
Task and Knowledge, Skill and ability analysis
Person Analysis
Training Methods & Implementation
Evaluation of Training
Developing Training Manual

Hours
4
2
2

2
4
4

Use of Technology in Training

10

Choosing and Training the trainer

Course Name: Organizational Development and Change

S.No.

Topic

Hours

Introduction: Organizational Development and Change

Overview of Process of Organizational Development: All stages.

Feedback and OD
Overview of Human Process interventions, Techno-structural
interventions and Human resource management interventions
Individual and Interpersonal Interventions

Team or Group Interventions

Intergroup Interventions

Comprehensive interventions, Strategic change interventions:

Continuous change, Transformational change, Trans-organizational
change.

Ethics in OD

10

Experiential learning of OD interventions

12

11

OD consultant: Role of OD consultant, Competencies of OD consultant.

OD and future trends

Total

3
3

45

Course Name: Organizational Theory, Design and Structure

S.No.

Topic

Hours

Overview of Organizational theory, Design and structure

4.

Evolution of Organizational theory, organizational effectiveness- meaning and

importance
The determinants of organizational structure - strategy, organizational size, technology,
environment
Features of organizations complexity, formalization, centralization

Structure of the organization concept, bases, bureaucracy.

Organizational design options types of structures, advantages and disadvantages of

different types.
The determinants of organizational Structure-Power control, sources of personal &
organizational power., sources of organizational conflict
Organizational Design, Features of organizations: complexity, formalization,
centralization
Culture, climate and structure; the formal and informal organization.

Managing organizational evolution, growth & life cycle. Organization Failures reasons,
patterns.

Total

30

7
8
9
10

3
3

3
3
3

Course Name: International Human Resource Management

S.No.

Topics

Hours

Human Resource in a comparative perspective

2.

Internationalization of HR Activities

Cultural Foundations of International Human Resource Management

Global Staffing & Global workforce Training and Development

Developing International Staff and Multi Cultural Teams

6.

Cultural Factors/ Issues in Performance Management

Approaches to International Compensation

8.

Repatriation

9.

Managing Global Diverse Work Force & Multiculturalism

10

Industrial Relations in a comparative Perspective

11

HR/IR issues in MNCs and Corporate Social Responsibility

Course Name: HRD Instruments

S.No.
1
2

Topic
An introduction to the application of Psychological concepts in
business at Individual, team and organizational levels
Different steps in development a psychometric test.
Different uses of psychometric tests in organizations.
Pros and cons of Psychometric testing in organizations
Personal efficacy- understanding internal motives through exploring
self from Johari window.
Basic psychological defenses operational in interpersonal interaction
with emphasis on the impact of defenses while providing or receiving
feedback in organizations
Detailed exploration of:
Locus of control,
McClelland motives,
Attribution of success and failure (ASUFA)
Role of emotional intelligence in interpersonal interaction and its
impact on interpersonal outcomes.
Assessment of emotional intelligence
Enhancing emotional intelligence
Transactional analysis An introduction to ego states
Life scripts and games people play to understand impact on
interpersonal communication.
Personality definition and introduction to different approaches for
personality theories.
Trait approach (16 PF and Big five)
Enneagrams approach (9 individual types and contributions to
team behavior)
Jungian approach (MBTI - 16 subtypes. Identification and
leveraging these subtypes in organizations)
Impact of these psychological concepts on organizational culture and
personality from OCTAPACE perspective.
Understanding why only some organizations become learning
organizations
Total

Hours
3
3

12

24

6
60

Course Name: Compensation and Reward Management

SNo.
1

Topic
Compensation Introduction, Forms of Pay, Pay Model Compensation

Hours
2

Definition &, Steps in developing a total compensation strategy, strategic

and tactical compensation issues
Internal Alignment Determining Structure

Job Analysis, Job Based Approach in Compensation

External Parity Benchmarking

External Competitiveness Determining Pay level, External

Competitiveness Major Factors of External Competitiveness,
Organizational Factors. Salary Survey How to design the survey,
interpretation of survey results.
Person Based Structures Skill Plans, Skill Analysis.

Designing Pay levels, Mix and Pay Structure

8
9
10
11

Employee Contribution determining Individual Pay/ Pay for performance

Plan, Performance Appraisal & Compensation Management
Employee Benefits, The Benefit Determination process
Executive Compensation India, International Compensation Management
Expat and Onshore
Basics on Salary Income Tax
Total

2
2

2
4
2
2
30

Course Name: Coaching, Counseling and Mentoring

S.No
1

Topic
Introduction to coaching, counseling and mentoring.
Similarities and differences between coaching counseling and mentoring.
Differences between psychotherapy and coaching, counseling and
mentoring
Relevance of coaching, counseling and mentoring in the current
Organizational scenarios.
What is coaching?
What does a coach do?
What makes an effective coach?
What are some different types of coaching?
What are the forces that have shaped the coaching world
Developing Characteristics of a Successful Coach
Self -awareness
Building relationships
Inspiring and challenging others
Becoming an effective listener
Flexibility
Overcoming prejudices
Managing professional boundaries
Coaching For High Performance
Who is an ideal client?
Establishing the initial relationship and forming an effective
partnership.
Developing a vision for change using the GROW Coaching
Model to
1. Clarify goals
2. Discuss current reality
3. Explore options
4. Commit by deciding what action will be undertaken and when
Formulating a realistic plan for change
Working the plan.
Confronting and dealing with resistance
What is mentoring?
Requirements of effective mentoring.
Mapping life transitions, Career stages and building a mentoring
relationship.
Basics of counseling: Relationship building and unconditional positive
regard.
Cognitive Behavioral model using Rational emotive approach of ABC
analysis
Core coaching, mentoring and counseling
Professional values: personal values,
Differentiating your needs from clients need.
Attachment and intimacy- Maintaining Boundaries

Hours

Total

30

Course Name: HR Analytics

S.No.
1

Topic
Analytics in the context of HRM : Introduction and context setting,

Hours
4

Importance of Metrics and decision sciences

2

Types of Analytics models

LAMP framework for metrics

Mapping Analytics capabilities to business strategies

Assessment of Human Capital Management strategies

Analytics specific to HCM sub systems (Recruitment, Training and

Development, Compensation, Reward and Recognition etc.)

6

Models for measuring Human Capital

Introduction to Human Capital Accounting

The HC practitioner : Roles & Competencies of the Future HC Leader

Total

30

Course Name: Technology in HR /SAP HR/ People Soft

S.No.
1

Name of the course

SAP HR/ People Soft

Institute where it was offered

SCMHRD

Course Name: Employment Related Laws

S.No.
1

2.

Topic
Relating to Wages & Remuneration
Payment of Wages Act
Minimum Wages Act
Payment of Bonus Act
Relating to Social Welfare
The Provident Funds Act
The Employees State Insurance Act
The Workmens Compensation Act
The Payment of Gratuity Act
Relating to Premises
The Factories Act
The Bombay Shops & Establishments Act
Protection of Women & Children
The Maternity Benefit Act
The Child Labour (Prohibition& Regulation) Act

Hours
6

Relating to Disputes
The Industrial Disputes Act
The Trade Union Act
MRTU and PULP

Contract Labour Act