MBA AREA-2: HUMAN RESOURCE MANAGEMENT

MBA AREA-2: HUMAN RESOURCE MANAGEMENT-

BA 664 HUMAN RESOURCE DEVELOPMENT

Unit 1: Introduction to HRD
1.1 Concept of HRD
1.2 HRD as a total system
1.3 Strategic HRD: aligning HRD to Organizational strategy, planned and unplanned business needs

Unit 2: Identifying training needs: the tools used
2.1 Introduction
2.2 Job analysis: writing down Job Description and Job Specification
2.3 Human Resource planning
2.4 Succession Planning
2.5 Critical Incidents
2.6 Management Information System
2.7 Performance appraisal system

Unit 3: Specifying training needs
3.1 Introduction
3.2 Investigating performance gaps

Unit 4: Translating training needs into action
4.1 Introduction
4.2 Formal and informal training
4.3 Various types of training

Unit 5: Training specification and evaluation
5.1 Introduction
5.2 Designing training/laying down the blue print
5.3 Need for training evaluation
5.4 Types of training evaluation, Evaluation tools

Unit 6: Current trends of HRD
6.1 Industrial practices
6.2 Competence mapping
6.3 HRD for Career management and Talent Management

Text Book:

Frances and Bee, Roland: Training Needs Analysis and Evaluation, University Press (India) ltd., Hyderabad, 1999

BA 665 LABOUR LAW

Unit 1: Industrial Disputes Act, 1947, Factories Act, 1948 and Workmen’s Compensation Act, 1923
Definitions & object of the Acts, Settlement procedure, Strikes & lock outs, Layoff & retrenchment, compensation and features of workers as per the Workmen’s Compensation Act, 1923

Unit 2: Payment of Wages Act, 1936 & Minimum Wages Act, 1948
Definitions, Object & rules of the Acts, Maintenance of registers, Inspectors & their duties, Fixation and revision of wages, safeguard in payment of Minimum Wages, enforcement of the act, offences and penalty

Unit 3: Trade Unions Act, 1926 and Payment of bonus Act, 1965
Definitions, Registration & cancellation of trade unions, Duties & liabilities of trade unions, Rights of trade unions, eligibility and disqualification of bonus, determination of bonus, schemes of bonuses as per Payment of bonus Act, 1965, powers and duties of inspectors, penalties and offences.

Unit 4: Employees’ State Insurance Act, 1948 and Employees’ provident Fund & Miscellaneous Provisions Act, 1952
Definition & object, Employee’s State insurance fund & contributions, Benefits, Employees’ pension scheme fund, Employees’ deposit linked insurance scheme, Inspectors & duties as per Employees’ provident Fund & Miscellaneous Provisions Act, 1952

Unit 5: Maternity benefit Act, 1961 & The Child Labour Act,1986
Definitions & object, Maternity benefits, Inspectors & duties, regulation, Scope and coverage of the act and condition of work of children, right to education and child labour

Unit 6: Payment of Gratuity Act, 1972, Equal remuneration Act, 1976 and Mines Act, 1952
Definitions & object, Payment of gratuity, Process of determining gratuity, Inspectors & duties, influence of Equal remuneration Act, 1976, Scope and coverage of the act, working condition in mines as per The Mines Act, 1952,

Unit 7: The Weekly Holidays Act, 1942
Definitions & object, Weekly holidays in shops, restaurants and theatres, duties and Powers of Inspectors , Powers of exemption and suspension.

Unit 8: The Building and Other Constructions Workers’ (Regulation of Employment and Conditions of Service) Act, 1996 and The Contract Labour
(Regulation and Abolition) Act, 1970
Definitions & object, Benefits and schemes for workers, welfare and health of workers.
Definitions & object of the contract Labour Law, advisory board and duties,
Registration of Establishments employing contract labour, Licensing of Contractors, welfare and health of contract welfare

Unit 9: The Plantation Labour Act, 1951
Definitions & object, Registration of plantations, Appeals against orders of registering officer, Duties and powers of Chief inspector and inspectors Medical facilities, welfare.

Unit 10: The Unorganized Workers’ Social Security Act, 2008 & The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959
Definitions & object, State Social Security Board for Unorganized Workers’, Registration, Miscellaneous. Definitions & object of The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959, Act not to apply in relation to certain vacancies, Employers to furnish information and returns in prescribed form, Right of access to records or documents, Power to make rules.

Text Books:

Kapoor.N.D.: Elements of Mercantile law, Sultan Chand and Sons, New Delhi, 2014.

References:

BA 666 INDUSTRIAL RELATIONS

Unit 1: Industrial Labour in India
Growth of Industrial labour Force in India, Structure and composition of labour force in India. Characteristics of Indian Labour- Social composition, Sex composition, Skill level, Labour mobility, Labour commitment, Work culture, Productivity and competiveness

Unit 2: Conceptualizing Industrial Relations
Concept, Parties to Industrial Relations, Approaches to Industrial Relations, Importance of to Industrial Relations, IR scenario in India, Challenges to
Industrial Relations system, Measures to improve Industrial Relations. Govt. policies toward Industrial Relation – Pre and Post-independence era Role of International Labour organization (ILO). Global Practices of Industrial RelationIR practices in Great Britain and Germany

Unit 3: Trade Unionism
Concept, Emergence of Trade Union in India, Functions, types of Trade Union, Features of Trade Union, Problems of Trade Union -size, finance, structure, leadership, Trade Union rivalry, recognition of Union, Recommendations for solving the problems of trade union.

Unit 4: Industrial Dispute
Concept, Causes of Dispute, Types of Dispute, Manifestation of dispute, Dispute prevention and settlement machineries

Unit 5: Collective Bargaining
Meaning, Importance, Level of bargaining, Collective agreement and its item, Factors affecting bargaining, Bargaining process, Hurdles to Collective
Bargaining in India

Unit 6: Workers Participation in Management (WPM)
Meaning, Goals, Degrees and forms, Schemes of WPM in India, Hurdles to WPM in India.

Text Books:

References:

BA 667 SOCIAL AND INDUSTRIAL PSYCHOLOGY

Part 1: Social Psychology

Unit 1: Introduction to Social Psychology
Concept, definition, Evolution of Social Psychology, General model of Social Psychology

Unit 2: Understanding others I
Social perception- Basic aspect of perception, Factors affecting perception, Specific application of social perception. Social cognition- Definition, Process of cognition, Basic aspect of social cognition. Attitudes- Definition, Components of attitude, Functions of attitude, Ways of acquiring attitude, Influence of attitude on behaviour.

Unit 3: Understanding others II
Prejudice and discrimination- Concept, Reasons for prejudice & discrimination, T Breaking the cycle of prejudice & discrimination, Aggression- Concept, Theoretical perspectives, Reduction of aggression, Pro-Social BehaviorConcept, factors responsible, Organizational citizenship behaviour

Part II: Industrial Psychology

Unit 1: Introduction to Industrial Psychology
Concept, definition, Evolution of Industrial Psychology, Aim and objectives, Approaches to Industrial Psychology

Unit 2: Work place and psychology
Job analysis- Basic aspect of job analysis, conducting job analysis; Recruitment- Purpose of recruitment, Sources and methods of recruitment, evaluating effectiveness of recruitment strategies; Selection- Legal issues in employee selection, characteristics of effective selection techniques, different selection techniques and development of selection techniques especially psychometric test, Use of bio-data and reference letter; Assessment- Aim of Performance appraisal, Performance appraisal process, Evaluation of performance appraisal methods, Human errors in evaluation of performance.

Unit 3: Work stress and psychological well-being
Concept and manifestation of stress, Consequences of stress, Causes of stress, Reducing and managing stress.

Text Books:

References:

BA 668 TALENT ACQUISITION AND MANAGEMENT

Unit 1: Talent Acquisition:
1.1 Introduction to Talent Acquisition,
1.2 Talent Acquisition practices and Recruiting Process
1.3 Strategic Trends in Talent Acquisition,
1.4 Talent acquisition management solutions

Unit 2: Introduction to Talent Management:
2.1 Talent Management – Overview,
2.2 Talent Management – History
2.3 Scope of Talent Management,
2.4 Need of Talent Management,
2.5 Key Processes of Talent Management,
2.6 Talent vs knowledge people,
2.7 Source of Talent Management,
2.8 The Talent Management Problems and Challenges
2.9 Consequences of Failure in Managing Talent,
2.10 Tools for Managing Talent

Unit 3: Building Blocks for Talent Management:
3.1 Introduction,
3.2 Building Blocks of Effective Talent Management System- Competency Assessment,
3.3 Performance Appraisals, Succession and Career planning

Unit 4: Talent Management System:
4.1 Introduction,
4.2 Effective Talent Management System,
4.3 Critical Success Factors to Create Talent Management System,
4.4 Critical success factors of best practice Talent Management System,
4.5 Factors of unique talent management approach,
4.6 Key Elements of Talent Management System

Unit 5: Life Cycle of Talent Management:
5.1 Introduction,
5.2 Linkage between Talent Management Process and Workforce,
5.3 Importance of Talent Management Process,
5.4 Important Steps to Assess Talent Management Process,
5.5 Stages of Talent Management,
5.6 Essentials of Talent Management Process

Unit 6: Approaches to Talent Management:
6.1 Talent Management Approaches- Coaching, mentoring, Training, education, learning, high stretch roles.
6.2 Compensation and reward strategies for Effective Talent Management: effective compensation, Strategic Compensation plan for Talent Engagement pay for performance, ESOP, long term incentives to retain top talent
6.3 Mapping Business Strategies and Talent Management Strategies,
6.4 CEO Talent Management
6.5 Challenges of Talent Management

Unit 7: Talent Planning:
7.1 Introduction to Talent Planning,
7.2 Objectives of Talent Planning,
7.3 Steps in Strategic Talent Planning,
7.4 Succession Planning Program,
7.5 Innovative talent planning,
7.6 Current Industry Practices for Strategic Talent Planning

Unit 8: Talent Engagement and Retention:
8.1 Introduction,
8.2 Concept of Talent Engagement,
8.3 Retention,
8.4 Employee Engagement Strategies and Retention,
8.5. On-boarding
8.6 Role of Human Resource Management Department in Talent Acquisition and Management

Unit 9: Role of Information Technology in effective Talent Management Systems:
9.1 Introduction,
9.2 Role of Information Technology in Talent Management Systems,
9.3 Talent Management Information System,
9.4 Creating Business Value through Information Technology,
9.5 Five Steps to a Talent Management Information Strategy,
9.6 HR Analytics for TM Processes

Reference Books-

BA 669 COMPENSATION AND BENEFITS

Unit 1: Compensation
1.1 Compensation: concept – monetary and non- monetary,
1.2 Objective,
1.3 Organizational problems related to Compensation administration
1.4 Dimensions of compensation
1.5 Nature; types of compensations, new trends in compensation management

Unit 2: Wages
2.1 Meaning of Wages under different acts (Indian)

Unit 3: Compensation determination
3.1 Compensation determination process
3.2 Job Analysis,
3.3 Job Evaluation,
3.4 Performance appraisals etc.

Unit 4: Benefits and Services:
4.1 Concept and Nature of Benefits,
4.2 Classification of Employee Benefits,
4.3 Employee Benefit Programs,
4.4 Long term Incentive plans,
4.5 Strategic Perspectives on Benefits,
4.6 Factors Influencing Choice of Benefit Program,
4.7 Administration of Benefits and Services,

Unit 5: Rewards & Recognition:
5.1 Concept of Reward Management,
5.2 Developing Reward Policies,
5.3 Designing a Successful Reward Strategy, types of rewards
5.4 Recognition: concept and methods

Unit 6: Strategic Compensation planning
6.1 The approach
6.2 The compensation structure: base pay and allowances;
6.3 Performance related pay: Performance Management System; Different approaches: Balance Score Card etc
6.4 Executive compensation;
6.5 Analysing actual Industrial Payment sector wise

Unit 7: Key components of wage policy and wage fixing machinery
7.1 Objectives and key considerations of wage policy;
7.2 Five year plans,
7.3 Pay commissions,
7.4 Wage Boards,
7.5 Adjudication,
7.6 Collective bargaining

Unit 8: International compensation management.
8.1 Comparison of payment in different countries
8.2 Different payment methods

Text Books:

References:

BA 670 ORGANIZATION EFFECTIVENESS AND CHANGE

Unit 1: Introduction to Organizational Effectiveness
1.1 Concept of Organizational Effectiveness,
1.2 Dimensions of Organizational Effectiveness,
1.3 Objectives of Organizational Effectiveness,
1.4 Various approaches to Organizational Effectiveness

Unit 2: Introduction to Organizational Change
2.1 Concept of change and Organizational Change,
2.2 Different types of change,
2.3 Need for change,
2.4 Levers of change,
2.5 Environmental perspective, Open System Planning model,

Unit 3: The Change process
3.1 Lewin’s Perspective and other models

Unit 4: Managing change
4.1 Various Change Management models, The change process

Unit 5: Organization Development
5.1 Concept of Organization Development,
5.2 OD process: Diagnostic activities, action planning, stabilization

Unit 6: Different OD interventions for organizational effectiveness
6.1 Strategic Interventions,
6.2 Techno-structural Interventions,
6.3 Human process Interventions,
6.4 Human Resource Management Interventions.
6.4 OD Practices in Indian organization
6.5 Case study

Text Books:

French, W.L & Bell, C.H: Organizational Development, Behavioral Science Intervention for Organisation Improvement, Prentice Hall, New Delhi, 2009

References:

BA 671 CROSS CULTURE AND INTERNATIONAL HUMAN RESOURCE MANAGEMENT

Unit 1: Introduction
Human resource management and international human resource management, Globalization and its impact on Human Resource Management

Unit 2: Critical Issues
Multiculturalism and Cross culture issues and its management.

Unit 3: International Human Resource Management Practices – I
Recruitment and selection, Training and development

Unit 4: International Human Resource Management Practices – II
Compensation- Compensation Components (Monetary and Non-monetary)

Unit 5: Key issues in International Industrial Relations
Trade unions, Participatory Management, Legislation and the international workforce

Unit 6: Repatriation
Understanding Repatriation, Challenges of re- entry, Repatriation process, Managing Repatriation

Text Books:

References:

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