Programme Name : B.A.,LL.B. / B.COM.,LL.B. / B.B.A., LL.B.
Course Module
Semester
: II
Course Name
: Human Resource Management
Course Code
: 2BBL204
Academic Year
: 2012-13
January - 2013 to July – 2013
Course Coordinator
: Ms Nandini Sinha
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TEACHING & EXAMINATION SCHEME
Assessment Component : COMPONENTS
Marks
Weightage
Semester End Exam
100
40%
CE
100
60%
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1. COURSE CURRICULUM 1.1 Objectives of the course:
This course will provide a broad overview of the Human Resources Management (HRM) field. The goals of this course are threefold: to understand the various content areas (e.g., job analysis, training & development, performance management and appraisal, compensation and employee relations) in the HRM field, to advance oral competencies through professional presentations and intra-class discussion/debate, and to strengthen written competencies by offering feedback and revision opportunities on written assignments. While understanding HRM terms and terminologies it is also important for a class of this nature, the improvement of oral and written competencies for future. 1.2 Teaching methodology / Pedagogy:
The class will be of interactive nature and learning will be based on group discussions, class presentations, experience sharing and role plays. The basic emphasis of teaching would be more towards practical application of theory concepts. In a nutshell the teaching methodology would cover the following approaches. Theory and discussion based learning Presentations Management Games and Role Plays Case Study Method 1.3 Learning Outcome:
After studying the course the students will be able to: A. Explain what is HRM and how it relates to the success of an organization . B. Understand the important trends in HRM. C. Learn how to distinguish between problems that can be fixed with training and those that can’t D. Employ fair disciplinary practices. 1.4 Code of Conduct It is simple – 1. Come to class in time. Late comers will not be entertained. 2. Come prepared to the class. Do your homework. Your participation in the class will be assessed under the Continuous Evaluation component. 3. Do your assignments as per the instructions. Timely submission is a must. 4. Study for your exams and don’t expect the facilitator to spoon feed and give notes.
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1.5 Text Book & References:
Text Book : VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)TB Reference Book: 1. Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th Edition)-RB
2. Gary Dessler – Human Resource Management (PHI 10th Edition) 3. P Subbarao - Human Resource Management and Industrial Relations (Himalaya Publication) 4. Edwin B. Flippo – Personnel Management (Tata McGraw Hill) 5. S. S. Khanka – Human Resource Management (S. Chand) 6. Mirza S Saiyadain – Human Resource Management (Tata McGraw Hill) 7. Pravin Durai — Human Resource Management ( Pearson Publication) 8. Bernard- Human Resource Management (Tata McGraw Hill 4th Edition
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2. BARE SYLLABUS: Human Resource Management SEMESTER II UNIT 1: Introduction to HRM Meaning Of HRM,
Nature & Scope of Human resources management, Difference between HRM and traditional Personnel Management, Human Resource Development- Evolutions & Principles. UNIT 2: Human Resource Planning & Audit Meaning of Human Resource Planning,
Features of Human Resource Planning, Methods and steps in Human Resource Planning, Job Analysis, Job Description, Job Specification, Recruitment and Selection, Job Compensation, Human Resource Information System, HR Accounting & Audit. UNIT 3 : Personnel Development Program Objectives of Training,
Identification of Training needs, Executive Development and Career Planning, Performance Counseling, Performance Appraisal, Potential Appraisal.
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UNIT 4: Performance Management Establishing Strategic Pay Plans,
Pay for performance and Financial incentives, Managing Global Human Resources, Managing Strategic Organisational Renewal UNIT 5: Quality Management Features of Total Quality Management (TQM),
Features of Quality, Quality Circles and Quality Control, Social Security, Health & Safety, Employee Welfare, Human Relations- Definitions, objectives, Employee Grievances and Discipline, Collective Bargaining. UNIT 6: Industrial Relations Industrial Relations-Definitions and Main Aspects,
Trade Union Legislations, Methods of settling Industrial Disputes, Legislations Concerning Settlement of Industrial Disputes.
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3. COMPREHENSIVE MODULE HUMAN RESOURCES MANAGEMENT SEMESTER I UNIT I: INTRODUCTION
We will see that human resource management activities such as hiring, training, appraising, compensating and developing employees is a part of every manager’s job. We will also understand why HRM is important to all the managers, global and competitive trends and the HRM trends. 1.Meaning of HRM - Meaning, Definition and Introduction to Human Resource Man agement - Components of HRM - Importance of HRM 2.Nature & Scope of HRM - Varied Nature of HRM functions - Scope of HRM by IIPM - Various Activities covered under HRM by ASTD 3.Difference between HRM & Personnel Management - What is Personnel Management? - Personnel Management and HRM: Is there a difference?? 4.Evolution of HRM - History of Labour Growth in India - Phases of Evolution for the concept of HRM 5.HRD- Evolution and Principles - Introduction to Human Resource Development - Evolution of HRD - Principles of HRD
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Reference: VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)-pg: 16, pg: 35, pg: 15&16, pg: 326,327,331-332, 339 Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th Edition) P Subbarao - Human Resource Management and Industrial Relations (Himalaya Publication) UNIT II: HUMAN RESOURCE PLANNING AND AUDIT
Human Resource Mangement process process really begins with deciding what the job entails.How to analyze a job and how to write job descriptions. How to make recruitment process effective and understanding the various tools to select the best candidates for the job. 1.Meaning of HRP - Introduction to Human Resource Planning - Features of HRP - Objectives & Importance of HRP - Process of HRP 2. Job Analysis - Introduction to Job Analysis - Uses of Job Analysis - Process of Job Analysis 3. Job Description & Job Specification - Definition of the terms Job Description & Job Specification - Difference between two terminologies Recruitment & Selection - Introduction to Recruitment - Sources of Recruitment - Methods for Recruitment - Introduction to Selection - Process of Selection 4. Job Compensation - Introduction to Compensation - Nature of Compensation - Components of Pay Structure in India - Job Evaluation Human Resource Information System, HR Accounting & Audit - Concept of Human Resource Accounting - Approaches to HRA - Human Resource Information System (HRIS)
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Reference : VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)Pg: 141-152, pg: 119-124, pg: 130-133, pg: 162, pg: 166-174, pg: 436-438, pg 723, pg: 736-738, pg: 748.
Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th Edition) P Subbarao - Human Resource Management and Industrial Relations (Himalaya Publication) Gary Dessler – Human Resource Management (PHI 10th Edition)
UNIT III: PERSONNEL DEVELOPMENT PROGRAM
The rubber needs to hit the road. Careful selection does not guarantee performance. Even high potential employees cannot do their job if they do not know what to do or how to do it. Making sure that the employees know what is to be done and how it is to be done is the job of the HR manager. 1. Training - Training V/s Development - Objectives of Training, - Identification of Training needs - Types of Training 2. Executive Development and Career Planning - Importance of Management Development - Methods / Techniques in Management Development - Career Planning and its Process
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3. Performance Appraisal, Performance Counseling & Potential Appraisal - Concept of Performance Appraisal - Methods of Performance Appraisal - Performance Appraisal Practices in India - Performance Counseling - Potential Appraisal Reference: VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)Pg: 424-425, pg: 398-417
Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th Edition): pg: 238-243, pg: 264-267, pg: 268-270 P Subbarao - Human Resource Management and Industrial Relations (Himalaya Publication) Gary Dessler – Human Resource Management (PHI 10th Edition) UNIT IV: PERFORMANCE MANAGEMENT
In a knowledge economy, organizations rely heavily on their intangible assets to build value. Consequently, performance management at the individual employee level is essential and the business case for implementing a system to measure and improve employee performance is strong. 1. Pay for performance and Financial incentives - Pay for Performance System - Incentive Plans - Establishing Strategic Pay Plans
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2. Managing Global Human Resources - Managing International HR Activities 3. Managing Strategic Organizational Renewal Reference: VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition) pg: 464-465, pg: 472-473
Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th Edition): pg: 760-765 P Subbarao - Human Resource Management and Industrial Relations (Himalaya Publication) Gary Dessler – Human Resource Management (PHI 10th Edition) UNIT V: QUALITY MANAGEMENT
"As much as 95% of quality related problems in the factory can be solved with seven fundamental quantitative tools." - Kaoru Ishikawa Deal with grievances sensitively, particularly where they concern other workers is very important. One may wish to develop specific procedures for very sensitive matters involving unfair treatment eg, discrimination, bullying or harassment.but consider also having a separate "whistleblowing" procedure, so that workers are encouraged to raise any complaints about wrongdoing eg fraud, internally rather than disclosing them outside the business. 1. Features of Total Quality Management (TQM)- p g: 83-84 TB, pg:141 RB 1. - Features of Quality, Quality Circles and Quality ControlReading Notes will be given 2. Social Security, Health & Safety, Employee Welfare- pg: 504-506, pg: 540-541, pg: 509-511, pg: 514 TB 3. Human Relations- Definitions, objectives - Employee Grievances and Discipline, Collective Bargaining- pg: 608-614 TB UNIT VI: INDUSTRIAL RELATIONS
This discipline covers the relationship of employees with the organization and with each other. Industrial relations is concerned with anticipating, addressing and diffusing workplace issues that may interfere with an organization’s business objectives, as also with resolving disputes between and among management and
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employees. It includes the processes of analyzing the employer-employee relationship; ensuring that relations with employees comply with applicable central and local laws and regulations; and resolving workplace disput es. It also includes matters involving union issues, collective bargaining and ongoing union-management relations. The practice of counseling, disciplining and terminating employees falls within the domain of this discipline. 1. Industrial Relations-Definitions and Main Aspects- pg: 692-708 TB 2. Trade Union Legislations- pg: 660, pg: 667-672 TB 3. Methods of settling Industrial Disputes 4. Legislations Concerning Settlement of Industrial Disputes- pg: 692, pg: 700 -708 TB.
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4. TERM ASSIGNMENT SCHEDULE, SYLLABUS, EVALUATION Sr. No. of Term Assignme nt I
Topic of Assignment
Method/Syllabus/ Evaluation
Date
Declaration Date
Unit test (a)
This would be short question & MCQ test (with negative marking 0.25 for every incorrect answer) covering Unit – I/II/III.
Feb 5,2013
II
Continuous Evaluation Quiz
Covering Unit – IV, V,VI The students will be evaluated in the class on the basis of 2 marks questions asked to them on the reading material and cases provided to them in the class
Ongoing Exercise
N.A.
III
Group Presentations
Experential Exercise & GD. The GD Evaluatiion sheet is attached to the module.
Ongoing Exercise
N.A.
Feb 15,2013
Total
30
Sr. No.
Unit
1. 2.
--I
Main Topic
Sub Topics
Discussion on Subject and syllabus Meaning Of HRM, Introduction to HRM Nature & Scope of Human resources management,
No. of Classes 1
Tentative dates for the lectures Jan 3 ,2013
4/1/13 – 12/1/13 5
Difference between HRM and traditional Personnel Management, Human Resource Development- Evolutions & Principles.
3.
II
Human Resource Planning & Audit
Meaning of Human Resource Planning, Features of Human Resource Planning,
7
15/1/1325/1/13
Methods and steps in Human Resource Planning, Job Analysis, Job Description, Job Specification, Recruitment and Selection, Job Compensation, Human Resource Information System, HR Accounting & Audit. 4.
III
Personnel Development Program
Objectives of Training, Identification of Training needs, 29/1/13-9/2/13
Executive Development and Career Planning,
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8
Performance Counseling, Performance Appraisal,
5.
IV
Performance Management
Potential Appraisal Establishing Strategic Pay Plans, 6
12/2/1321/2/13
8
22/2/13 – 9/3/13
Pay for performance and Financial incentives, Managing Global Human Resources,
6.
V
Quality Management
Managing Strategic Organisational Renewal Features of Total Quality Management (TQM), Features of Quality, Quality Circles and Quality Control, Social Security, Health & Safety, Employee Welfare, Human RelationsDefinitions, objectives,
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VI
Industrial Relations
Employee Grievances and Discipline, Collective Bargaining. Industrial RelationsDefinitions and Main Aspects, 12/3/1327/3/13
Trade Union Legislations, 8
Methods of settling Industrial Disputes,
8
REVISION
Legislations Concerning Settlement of Industrial Disputes. ALL UNITS
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5
29/3/13-5/4/13
6.TUTORIALS WITH TENTATIVE DATE SCHEDULE Cases : Photocopy of the case to be provided by the faculty to the class - Week 1 1. Carter Cleaning Company : Understanding HRM (Pg-29) - Week 2 2. Hotel Paris Case : Job Analysis(Pg 161)3. Finding People Who Are Passionate About What They Do (pg 195): Recruitment - Week 3 4. Reinventing The Wheel At Apex Door Company : Training (pg309) - Week 6 5. Negotiating with Trade Union : Business Maharajas-Ratan Tata Week7 Experential Exercise : - Week8 1. Evaluate the instructor 2. Draft a discipline manual for the students of a college -Week9 3. Using several business publication such as Business World and Business Today, compile a list of what HR man agers and departments do today? -Week 10 Group Discussions :
-Week4 4. Balance between career and family 5. Managerial skills learnt from classroom can never match those learnt from experience 6. Managers do not add value to the society 7. Human rights and Animal wrongs(abstruse topic 8. Training – Can it make a difference?
- Week5 - Week6 -Week11 - Week12
7. PREDEFINED SEE SYLLABUS SEE : All the units 8. GUEST LECTURE Topic : Potential Appraisal Speaker ( Tentative) : Dr. Harishmita Trivedi, IMNU Date : Beginning March ( Not yet finalised) 9.METHODS OF FEEDBACK FROM THE STUDENTS
Student feedback is welcomed. The course coordinator is available to discuss any issues with students throughout the course. These may be questions in relation to the content of a particular lecture. When students have not understood a reading they are encouraged to raise this matter in the tutorial or during the case study. This has no bearing on the formal university course evaluation form that students complete at the end of the module. 33
