mhrd syllabus final -...

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Department of HRD, Faculty of Management Studies, VBS Purvanchal University, Jaunpur

Syllabus BOS: 30.7.2011

Masters in

Human Resource Development [MHRD] V.B.S. Purvanchal University,

Jaunpur

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Masters in Human Resource Development [MHRD]

Summary Table

Paper Code

Paper

Marks Marks

Total External/ Project Report*

Internal/ Viva voce**

HR-101 Management : Principles and practices 75 25 100 HR-102 Organizational Psychology 75 25 100 HR-103 Management of Industrial Relations 75 25 100 HR-104 Human Resource Management 75 25 100 HR-105 Human Resource Development 75 25 100 HR-106 Computer Application-I 75 25 100

Total 600 HR-201 Research Methodology in HRD 75 25 100 HR-202 Individual Behaviour in Organizations 75 25 100 HR-203 Employee Welfare & Industrial Discipline 75 25 100 HR-204 Communication in Management 75 25 100 HR-205 Industrial Laws 75 25 100 HR-206 Computer Applications-II 75 25 100

Total 600 HR-301 Training & Development 75 25 100 HR-302 Ethics in Management 75 25 100 HR-303 Interpersonal conflict and managing stress 75 25 100 HR-304 Management of competencies, Career and Performance 75 25 100 HR-305 Strategic HRM & Cross-cultural management 75 25 100 HR-306 Project Report (Summer Training) 75* 25** 100

Total 600 HR-401 Group behaviour 75 25 100 HR-402 Total Quality Management & ISO-9000 75 25 100 HR-403 Emerging Trends in HRM 75 25 100 HR-404 Management of Organizational change & development 75 25 100 HR-405 Wages and Compensation Laws 75 25 100 HR-406 Dissertation Report and Viva-Voce 75* 25** 100

Total 600 Grand Total 2400

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HR-101: Management: Principles and Practices Objective: The objective of the course is to develop the understanding of management thoughts and basic practices like planning, organizing, directing and controlling. It will help to develop an insight into the ways of getting things done in any organization

Course Contact

Lectures Management Concept: Meaning, Definition, Scope, Nature, Management as a Process, Functions of Management, Functional areas of Management, Management as an Art or Science, Management as Profession.

6

Management Thoughts: Approaches to Management, Different Schools of Management Thoughts; Detailed Study on Contributions of Taylor, Elton Mayo and Peter F. Drucker and other contemporary thinkers.

5

Planning: Meaning, Nature, Steps in Planning, Types and forms of Planning, Planning Process and Techniques, Decision Making and its various aspects

5

Organizing: Nature and Significance of Organizing, Organization, Structure and Process, Types of Organization, Departmentation, Line and Staff Relationship, Span of Management, Delegation of Authority, Responsibility, Accountability, Centralization and Decentralization

7

Directing: Meaning, Principles of Direction, Briefings on understanding of Motivation, Leadership, Supervision and Coordination

7

Controlling: Meaning, Process Types of Control, Controlling Techniques, Essentials of an Effective Control System

7

Case studies: The case studies on the basis of above topics will be discussed in the class.

6

Total 43 Suggested Readings

Terry, George R( 1982) Principles of management, R. D Irwin pub. Tripathi & Reddy ,Principles of Management, Tata Mcgraw Hill , New Delhi Ramaswami , T , Principles of Management , Himalya Publishing House , New Delhi Koontz , Heroltz, Essentials of Management, Tata McGraw Hill , New Delhi Hannamen ,Tim , Management : Concept & Practices , Prentice Hall Inc.

4


HR-102: Organizational Psychology Objectives: It is designed to provide basic knowledge on various aspects of people in the workplace. The Industrial and organizational psychology (I/O) is concerned with the social and psychological dimensions of people in the work setting.

Course Contact

Lectures Industrial Psychology: Concept, Nature and Scope, Historical Development of Industrial Psychology.

5

Individual Difference & Psychological Tests : Concept of Personality, Difference in Intellectual and personality traits, Nature of Psychological Tests, Steps in Test Development, Classification of Psychological Tests with examples.

10

Human Engineering & Industrial Accidents: Quality of work life, Concept of Human Engineering, New Trends in Human Engineering, Principles of Human Performance, Working Condition, Psychological Factors related to Accidents, Reduction of accidents, Human and economic costs of accidents.

8

Job Satisfaction: Meaning, Concept, Nature, Importance, Measuring Job Satisfaction and its impact on Productivity and Motivation

5

Employee Counseling: Meaning, Need, Goals, Types Methods & Process.

4

Morale: Meaning, Characteristics, Determinants, Measuring Morale, Methods of increasing Morale, Morale & Productivity, Morale & Job Satisfaction.

5


5

Total 42 Suggested Readings Ghosh ,P.K. ,Industrial Psychology, Himalya Publications , New Delhi Blum & Neyler , Industrial Psychology, Sage Publications , New delhi Schein E.H.,Organisational Psychology, Prentice Hall Inc. Prem Kr. Ghosh ,Industrial Psychology Management , Anmol Publications Pvt. Ltd. Sharan A.K. ,Encyclopedia of Industrial Psychology, Anmol Publications Pvt. Ltd.

5


HR-103: Management of Industrial Relations Objective: It aims at providing conceptual understanding of industrial relations and gives contemporary information on the country’s legislative provisions for managing grievances and disputes in the organisation. Course Contact

Lectures Industrial Relations: Concept, Impact or IR on Production, Govt. role in managing IR, Functional requirements of good IR program, Factors in influencing Industrial Relations.

5

Industrial Disputes: Meaning, Causes, Types (Strikes, Lockouts, Demonstration, etc) Prevention & Settlement of Industrial Disputes. Industrial Disputes Act, 1947: Objects, Definitions, Authorities, Notice of Change, Grievance Settlement Authorities, Reference of Disputes to Courts & Tribunals and Procedure Power and Duties of Authorities. Strikes & Lockout Lay off & Retrenchment: Special Provisions Relating to Lay off, Retrenchment and Closure, Unfair Labor Practices Penalties.

9

Industrial Democracy: Concept, Workers Participation in Management, Prerequisites of WPM, Levels and Forms of participation.

5

Trade Unionism: Concept, Development of Trade Unionism, Problems of Trade Union, Functions of Trade Unions, Registration and Recognition of Trade Unions Trade Union Act, 1926: Definition, Object, Provisions Regarding Registration of T.U., Their Rights & Duties, Constitution & Dissolution of T.U.

6

Collective Bargaining: Meaning, Objectives, Process of collective Bargaining, Prerequisites of Successful Collective Bargaining.

5

Grievance Handling: Concept meaning and objective, Process of Grievance Handling, Types of Grievance handling Process.

6


6


Mamoria & Mamoria ,Dynamics of IR , Himalayan Publications ,15th ed. Chahbra T.N. ( 2005 )IR concepts & Issues , Dhanpat Rai & Co. Yoder & Staudher ,Personnel Management & IR , Prentice Hall Inc., New Delhi Ahuja K.K. ,Personnel Management , Kalyani Publications Rao, Subba P ,Essence of HRM & IR : Text Cases & Games , Konark Publications Tripathi P.C. , Personnel Management & IR , sultan chand & co., New Delhi

6


HR-104: Human Resource Management Objective: To increase student knowledge of theories and practices dealing with factors influencing people at workplace. It teaches the basic techniques of how an organisation acquires, rewards, motivates and manages its people effectively. Course Contact

Lectures Introduction: Concept, Importance Objectives, Nature & Scope of Human Resource Management [HRM], HRM as a Profession, Evolution & Development of HRM, Function of HRM & Organisation of HR Office, Roles of HR Manager, Position of HR Department. ASTD model of HRM

5

Job Design: Approaches, Need, Process. Job Analysis: Job Description, Job Specification, Employee Specification.

6

Recruitment: Meaning, Process, Need, Internal and External recruitment, E- Recruiting Methods, Recruiting Evaluation.

5

Selection: Meaning, Process, Selection Test: Ability test, Personality Test, Honesty/Integrity test. Interviews: Meaning, Types, Effective Interviewing, Problems in Interview, Background Investigation, Medical Examination and inquiries.

7

Compensation Management: Definition & Objectives, Types, Factor Affecting, Employee Compensation, Problems in Compensation Planning, Wage – Meaning, Definition, Need for Rational Wage Policy, Components of Industrial Pay Structure, Methods of Wage fixation, Factors Affecting Wage Policy, Difference between Salary & Wages.

6

Fringe Benefits: Concept, Principles, Classification, Importance, Fringe Benefits & Productivity, Fringe Benefits and IR, Fringe Benefits & Absenteeism, Fringe Benefits & Labor Turnover.

5

Job Evaluation: Job Evaluation Concept, Scope, Meaning & Methods.

2


6


Tripathi PC , 2002 , PM & IR , Sultan chand & sons . Singh B. P. & Chhabra, 2005 ,PM & IR , Dhanpat rai & co. Flippo B. Edwin,1980 ,Personnel Management , McGraw Hill, New Delhi Mamoria C.B. ,Personnel Management, Himalaya Publications House. Scott & Clothier, 1923 ,Personnel Management, A. W. Shaw Co. Strauss & Sayles, 1960 ,Personnel Management , Prentice Hall inc.

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HR-105: Human Resource Development Objective: It is designed to provide the importance of human factor in the organisation. It generates an understanding on the philosophy behind the concept of human resource development and its relevance in terms of individual, group and organizational development through various mechanisms. Course Contact

Lectures HRD: Concept, Importance of Human factor, need, objective, philosophy, Pre-requisites, Policies, HRD Action Plan, HRD – Responsibility.

8

HRD Process: Mechanism (In brief), outcomes of HRD, Role of HRD in Organisation, Attributes of HRD Managers, HRD in Indian Industry.

9

Challenges of HRD: Elements of effective HRD, HRD strategies and structure, HRD systems and sub systems.

10

HRD Culture (OCTAPACE), HRD and organizational effectiveness. Basic concepts of HRD audit, role in business improvement, balance score card, HRD score card.

9


6


Tripathi P.C. ,Human Resource Development , Sultan Chand & Sons ,New Delhi Subbarao P. , 2007 ,Personnel/HRM : Text & Cases , Himalaya Publications Monappa Arun ,Managing Human Resource, Macmillan . Rao, Subba ,Human Resource Management , Konark publishers Pvt. Ltd. Mamoria C.B. ,Personnel Management , Vikas Publications, New Delhi Scott & Clothier,1949 ,Personnel Management, McGraw Hill.

8


HR-106: Fundamentals of Computers Objectives: It deals with basic concepts and quickly develops intermediate skills and techniques through practical hands on computer. It creates an understanding of MIS for future managers. Course Contact

Lectures Computer Concepts: Definition, History of Computers, Components of Computer, Generations, Characteristics and advantages.

6

Application of Computers: Main areas of Application, Computer Memory – Primary Storage, Secondary Storage, Storage Devices, Memory Units, Memory Devices, Addressing, Data Representation, Number System, Conversion from one into another (Binary, Octal, Decimal, Hexa)

6

Central Processing Unit: C.P.U., C.L.U., Logical Storage, Registers, Control Units, Data Base, Address Base, RAM, ROM, PROM, EPROM, Types of Computer – Analog, Digital, Hybrid.

5

File & Database Management System: DBMS, Data Processing, Communication Network, Star Ring Centralizing Processing, Network, Server, EDI, Converters, LAN, WAN, MAN.

7

Acquaintance with Computer: Introduction with Operating System (Win.98 windows ME, DOS, UNIX) File Structure, Online System, Real Time Processing, Time-Sharing..

5

Internet: Introduction to Internet, Terms Involved in Internet, Advantages of Internet, Objectives of Internet, Internet Protocol (Http, Ftp, TCP/IP), E-mail.

6

Practical Exercises: 6 Total 41

Suggested Readings Ram B. ,2007,Computer Fundamentals : Architecture, New Age International. Gupta A. K. ,2003,Computer at a Glance, Shree Publishers & Distributors. Arora & Bansal ,2006,Computer Fundamentals , Excel Books . Govind Raju S.,Introduction to Computer Science , New Age International, New Delhi Raja Raman V.,Computer Oriented Numerical Methods , Prentice Hall Inc. Sinha P K ,2004,Computer Fundamentals , BPB Publications , New Delhi

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HR-201: Research Methodology in HRD Objective: It aims to develop the students’ perspective on management research through activities of formal research methods like developing construct, collection of data, analysis and measurement through statistical techniques. Course Contact

Lectures Introduction: Meaning, Definition, Characteristic, Objectives, Significance, Types of Research, Approaches to Research, Characteristics of effective Research, Criteria for conducting effective Research, Problems Encountered by Researchers

4

Research Problem: Meaning, Components & Formulation of Hypothesis – Meaning, Type, Form of Hypothesis, Function and Testing of Hypothesis.

3

Research Design: Meaning, Need, Features of effective design, Types of research design, Principles of experimental designs, Types of Experimental designs, framing of objectives

3

Sampling design: Meaning, steps in sample design, criteria of sampling, types of sample design

2

Measurement Scaling: nominal, ordinal, ratio and interval scale, sources of error in measurements

2

Methods of data Collection – Primary & Secondary Sources, guidelines for preparing questionnaires, guidelines for successful interviewing.

3

Processing and analysis of data: Processing operations-Editing, coding, classification, and Analysis of Data, Graphical Representation of Data, Statistical Tools, qualitative data analysis.

7

Statistical Techniques: Measures of Central tendency-Mean, Mode, Median, Measures of dispersion- Standard deviation, Skewness, Kurtosis, Reliability, Validity, Correlation, T-test and Chi square – test, F-Ratio (ANOVA), Simple and multiple Regression and Factor analysis. Results discussion, conclusion and implication of results in HRD.

10

Practical Exercises: 6 Total 42

Suggested Readings

Kothari C.R. ,Research Methodology ,2004 ,New Age Publications ,New Delhi Good & Scates ,Method of Research , Prentice Hall inc. ,New York Michael V.P., Research in Management , McGraw Hill Shenon & Srivastava ,Business Statistics, Prentice Hall Inc. Gupta S.P.,Statistical Method , Jain Book Agency Newbold ,Statistics For Business & Economics, Prentice Hall Inc.

10


HR-202: Individual Behavior in Organizations Objective: It is an interdisciplinary field dedicated to better understanding and managing people at work. The course develops an insight for various individual phenomena observed at workplace leading to human behaviour. It is both research and application oriented. Course Contact

Lectures Introduction: Concept, Nature of Organizational Behavior, Behavioral Science as an Interdisciplinary Subject, Need of Integrated Approach to Study Behavior, Significance of Behavioral Science for Managers, OB model

6

Perception: Meaning, Significance of Perception for understanding Human Behavior, Perceptual Process and Factors Influencing Perception.

5

Attitude: Meaning, Concept, Significance, Sources, Types, Significance of Attitude for understanding Human Behavior, Attitude formation, Measurement of Attitude, Cognitive Dissonance Theory, Attitude Change.

5

Personality: Concept, Factors influencing Personality, Theories of Personality.

4

Learning: concept, Process, Learning Theory and OB, OB Modification, Meaning, Steps in OB Modification Process.

3

Motivation: Motivation and Goal Directed Nature of Human Behavior, Concept of Motivation, Importance, Process, Job Satisfaction and Motivation, Relation Between Motivation and Performance, Theories of Motivation.

6

Creativity and Individual Decision Making: Creative Process, Enhancing creativity, Creativity Killers, Intelligence, Emotional Intelligence, Individual Decision Making.

7


7


Stephans Robbins , 2007 , Organisational Behavior, Prentice hall Inc Fred Luthans,Organisational Behavior, McGraw Hill ,UK G. Moorhead & Griffith ,2007,Organisational Behavior , Houghton Muffin Co. Davis ,Keith,1989,OB : Human Behaviour at Work ,McGraw Hill Inc. Ashwathappa,K , 2006,Organisational Behavior : Text & Cases , Himalaya publications. Rao VSP and Narayana ,P S ,Organisation Theory and Behaviour , Konark publications

11


HR-203: Employee Welfare & Industrial Discipline Objective: The course deals with employee welfare as a comprehensive term including various services, facilities and amenities provided to employees for their betterment. It develops awareness on voluntary and statutory measures of employee welfare. It also highlights on means of industrial discipline for peace-making in the industry through code of conduct. Course Contact

Lectures Employee Welfare: Concept, Scope, Significance, Voluntary Welfare Measures; Educational Facilities, Medical Facilities, Recreational Facilities, Housing Facilities, Consumers Cooperative Societies, Transport Facilities and Statutory Measures of Social Welfare; Washing Facilities, Facilities for Storing and Drying Clothing, Facilities for Sitting, First Aid Appliances, Shelters, Rest Rooms and Lunch Rooms ,Canteens, Crèches, Intra mural and Extra mural Welfare facilities, Qualifications and Role of Labor Welfare Officer, International Labor Organization in Pursuit of Labor Welfare; Structure and Functional areas of ILO.

7

Social Security: Definition, Origin, Growth, Scope, Benefits, Limitations of Social Security, Social Insurance, Commercial Insurance and Social Assistance, Brief Idea on Social Security Measures provided in Workmen’s Compensation Act,1923,Employee State Insurance Act,1948,Employees Provident Fund Act,1952,The Maternity Benefit Act,1961,The Payment of Gratuity Act,1972. Concept of corporate social responsibility

8

Industrial Discipline: Meaning, Principles and Importance of Discipline, Negative Discipline and Positive Discipline, Work Ethics & Discipline, Forms of Indiscipline with respect to Industries.

8

Domestic Enquiry: Concept, Principles of Natural Justice, Process of Conducting Domestic Enquiry; Preliminary Enquiry, Charge Sheet, Service of Charge Sheet, Issue of Enquiry Notice, Enquiry Proceedings, Findings of the Enquiry Officer, Enquiry Report, Determination of Punishment, Types of Punishment.

8

Absenteeism; Definition, Causes and Calculation of Absenteeism Rate, Labor Turnover; Definition, Causes and Calculation of Turnover Rate, Suspension; Meaning, Types-Punitive Suspension, Suspension Pending Enquiry, Subsistence Allowance, Dismissal and Discharge-Meaning, Discharge Simpliciter.

6


5


Sharma, A.M. ,Aspects of Labour Welfare & Social Security, Himalaya Publishing, N Delhi Memoria & Memoria ,Dynamics of IR , Himalaya Publishing House , New Delhi Monappa, Arun , Industrial Relation , Tata McGraw Hill Sharma , A.M.,IR : Conceptual and Legal Frame Work, Himalaya Publishing House , New Delhi Srivastava , S.C.,Industrial & Labour Law ,Vikas Publishing House , New Delhi Punekar , Deodhar ,Labour Welfare & Trade Union, Himalaya Publishing House

12


HR-204: Communication in Management Objective: It aims at providing some basic tools and techniques in oral and written communication. It plays crucial role in management decision making.

Course Contact

Lectures Introduction- Business Communication, Concept, Definition, Objectives of Communication, Types- Formal and Informal, Process of Communication, Principles of Effective Communication, Importance. Modern means of Communication, Barriers to Effective Communication.

7

Feed Back and Listening- Concept of Feedback, Meaning and Nature of Feedback, Feedback as Two Way Process, Characteristics and Types of Feedback. Audience Analysis. Listening- Nature, Meaning, Importance, Process, Types of Listening, Barriers to Listening, Listening Skills. Differentiating Hearing & Listening

4+4

Public Speaking and Presentations- Meaning, Guidelines for Effective Public Speaking ,Speech Preparation- Characteristics of an Effective Speech , Vocal Control, Composition, Pronunciation , Voice Modulation, Pitch , Behavior , Gesture And Posture. Presentation- Meaning, Extempore, Essentials of Effective Presentations, Guidelines for Using Audio Visual Aids. How to handle question and answer session

10

Interviews: Concept, Meaning and Types- On the Basis of Object, On the Basis of No. of Candidates and On the Basis of Forms , Techniques of Interview , Interview Process, Mock Interview ,Do’s and Don’t of Facing and Conducting Interviews, Essentials of a Successful Interview. Negotiation- Meaning, Characteristics and Important Factors in Successful Negotiation.

7

Writing Skills- Planning Business Correspondence , Rewriting and Editing the First Draft , Reconstructing the Final Draft, Contents of Business Letters- Memorandum , Notice , Circulars , Orders , Minutes and Agenda.

7

Exercises and Case studies, Role playing, Business games 5 Total 44

Suggested Readings Raidu ,C.S.,Communication , Himalaya Publishing House Diwan , Parag ,Business Communication , Excel Books Sinha ,Business Communication , Vikas Publishing House Kaul , Asha,Business Communication ,Prentice Hall Inc. Pradhan ,Homai,Business Communication, Himalaya Publishing House Rai & Rai ,Essentials of Commercial Correspondence, Himalaya Publishing House

13


HR-205: Industrial Laws Objectives: It gives a brief insight on the constitutional framework of India. This course examines the law relating to the employment relationship. It focuses on the statutory and common law regulation of employment. It seeks to introduce to the students fundamental features of these provisions. Course Contact

Lectures Constitution of India 6 Factories Act, 1948 : Definition, Approval, Licensing & Registration of Factories, Inspecting Staff, Provisions Regarding Health, Safety & Welfare, Hazardous Process, Working Hours of Adults & Holidays, Employment of Young Persons, Employment of Women, Annual Leave with Wages.

10

Indian Mines Act 6 Employment exchange compulsory notification of vacancies act 6 Industrial Employment (Standing Orders) Act, 1946: Application, Submission of Draft of Standing Order, Certification and Operation of Standing Order, Appeal, Date of Operation of Standing Order, Duration and Modification of Standing Order, Payment of Subsistence Allowance, Model Standing Order.

6

Case lets and cases 7 Total 42

Suggested Readings

Kapoor , N.D.,Industrial Law , Sultan Chand Publications, New Delhi Kumar , H.L., Labour Law , Jain Book Dept. , New Delhi. Malik ,P.L.,Labour Law , Eastern Book Co., New Delhi Srivastava , S.C.,Industrial Law, Vikas Publishing House, New Delhi Jain ,S.P., Labour Law , Dhanapat Rai & Sons , New Delhi Mishra, Labour Law , Allied Publications, New Delhi

14


206: Computer Application II Objectives: The course aims at developing the students’ skill in day to day activities using computer. It also introduces them to statistical packages like SPSS for research and analysis of data. Course Contact

Lectures Office Automation, Meaning, Need and Importance of Office Automation, MS Office, Components.

5

Ms Word: Opening, Creating and Saving Documents, Using the Interface (Menu, Toolbars) Editing Text (Cut, Copy, Past, Move) Inserting, Pictures, Tables, Link to Text Spell Check Features, Auto Correct Features, Grammar Facility, Auto Text, Character Formatting (Bold, Italics, Underline) Printing Document.

8

Page Formatting: Border, Header Footer, Setting Up Multiple Colors, Mail Merge, Using Different Wizards, and Difference Between Template and Wizards.

5

MS Excel: Concept of Workbook and Worksheet, Data Entry in Excel (Numbers, Character, Formulas), Using Interface (Toolbars and Menus), Cell Referencing, Saving and Quitting, Formatting and Calculation Using Auto Fill, Working with Formulas, Number Cell Data Formatting, Type of Charts.

7

Steps in Creating Chart Embedded Charts Using Chart Wizards, Updating Charts, Adding Titles, Legends, Guidelines in Printing Charts, Working with Multiple Worksheets, and Worksheet Printing.

4

MS Power Point: Types of Presentation, Creating Slide, Adding Clip Charts, Pictures, Movies into Slides, Adding Different Effects with Custom Animations and Timer, Making Slide Show, Adding Notes to Slides.

5

Introduction to SPSS 17 4 Exercises 6


Weingarten ,John ,1995,Teach Yourself : Excel for Windows 95, Miss Press. Tob Bedgett ,Teach Yourself : Power Point for Windows 95, Miss Press Collin Way,Teach Yourself : Word for Windows 95, Macmillan Computer publishing Bharihoke ,Deepak ,2000,Fundamentals of Information Technology,Excel Publications. Stevens ,Al,1995,Teach Yourself : Windows 95, Mis Press- 2nd Edition.

15


HR-301: Training & Development Objectives: It develops understanding on the concepts and principles of training and development (T&D). To familiarize with tools and techniques involved in T&D. It gives insight on how to design, organize, implement and evaluate training in an organizational setting. Course Contact

Lectures Introduction: Concepts of Learning, Training, Education and Development, Transfer of Learning, Role of Learning in T & D, Adult Learning, Distance Learning.

5

Training Need Identification (TNI): Objective, Need, Approaches to TNI, Training Need Assessment (TNA), Application of TNA in Organisation, Stages of TNA, Classification of Corporate Training Needs, Relation of Training Need with Career Life – Cycle, Determining Training Need at Level of performance, Mode of Learning at each level of Performance, Obtaining Information, Influences on TNI, Who Identifies Training Need, Comparing Data, Analyzing Training Needs.

10

Conducting the Training Programmes: Planning, Organizing, preparing session plan, Budgeting & Controlling of Training Programs, Organisation & Structure of Training & Development, Training Methodology, Management Development through Training, drafting training proposal.

7

The Trainer and Training Aids: Audio – Visual Aids in Learning, Computer Based Training, Designing Training Program, Conducting Training Program, Qualities of an Effective Trainer.

8

Evaluation of Training Programs: Concept, Need, Principles, Evaluation Design, Evaluating Transfer of Learning on the Job, Techniques & Problems in Measurement of Training, feedback.

7

Exercises 6 Total 43

Suggested Readings

Craig L.R. ,Training & Development Handbook, ASTO/McGraw Hill, New York Taylor & Lippitt , Management Development & Training Handbook, McGraw Hill- UK Dugan L., 1985,Approaches to Training & Development, Perseus books . Chaudhary D.P. Training Methodology & Development, Himalaya Publishing House. Virmani & Seth ,Evaluating Management Training & Development, Vision Books, New Delhi Lynton & Pareek ,Training & Development, Sage Publications , New Delhi ISTD ,Diagnosing Management Training & Development Needs , ISTD, New Delhi

16


302- Ethics in Management Objectives: It aims at developing awareness and understanding on the ethical issues and value system that will help us navigate through difficult and complex ethical decisions related to management of human resources in the organisation. It attempts to develop an insight on Gandhian Philosophy and natural justice. Course Contact

Lectures Business Ethics & Values: Introduction to Business Ethics, Ethics, Morals & Values, Concepts of Utilitarianism and Universalism – Theory of rights, theory of Justice – Virtue ethics – Ethics of care – Law and Ethics , The Nature of Ethics in Management ,Business Standards and Values, Moral responsibility and Blame, Gandhian Philosophy- Truth , Peace , Love and Non- Violence.

6

Ethics and Environmental Ethics : Environmental Pollution & Society , Ethical climate , Ethics in Human Resources management (Recruitment and promotion policies, Working Conditions,, Down Sizing Workforce, wages , Human rights , child Labour), Ethical issues at the Top management .

9

Complexity of Ethical Issues: Conflicts in decision making from ethical and economic point of view- Ethical Dilemma -Managing ethical dilemma, Managerial integrity and decision making. Job discrimination and its nature, Rights and duties, Misconception about Business Ethics.

7

Spirituality and Society– Spirituality , Key Elements of Spirituality , Aims of Spirituality , Instruments to achieve Spirituality , Indian spiritual Tradition , Challenges to Spiritual development , Spirituality and Religious Values of Society.

8

Ethical issues in Management- Global E- Business , Ethical Leadership in Business , Ethical issues of Manager and Take-over ,Corporate Code of Ethics , Administration and Social Ethics , Ethics and information technology, The Employee Obligation’s To The Firm , The Firm’s Duties to The Employee. Corporate Social Responsibility, Intellectual property rights like designs, patents, trade Marks, copy right etc.

7

Case studies: The case studies on the basis of above topics will be discussed in the class. 5 Total 42

Manuel G. Velasquez, Business Ethics , Concepts And Cases , Prentice’ Hall Of India R., Joseph , Business Ethos And Values , Anmol Publication Pvt Ltd. Kumar ,A. , Joshi ,K M & Jagani , B. J., Ethical Issues In Management , Commonwealth. Shyam L Kaushal , Business Ethics ( Concept, Crisis And Solutions) ,D&D Publication Pvt Ltd. Hartman ,L P & Chatrerjee, Abha, Perspectives In Buiness Ethics ,Tata Mcgraw Hill Bhatia,S. K. , Business Ethics And Corporate Governance, D&D Publication Pvt. Ltd.

17


HR-303: Interpersonal Conflict and managing Stress

Objectives: To provide a theoretical framework for understanding human behaviour with focus on interpersonal relations through transactional analysis. To examine the various methods of assessing personal and organizational stress, and indicating ways of coping with stresses. Course Contact

Lectures Conflict: Nature, Levels of conflict, Transitions in Conflict thought, Sources of Conflict, Effect of Conflict, Model of Conflict, Reactions to Conflict, Managing conflict, Assertive vs aggressive Behavior.

9

Strategies for Conflict Resolution, Role of Conflict in organization. Negotiation: concept, Negotiation Tactics, Bargaining strategies, Guideline for effective negotiation.

6

Transactional Analysis, Johari Window, Cooperation, Mutual Assistance in Work-setting and its various aspects, Competition, Reciprocity.

6

Stress: Meaning, Nature, Causes, Consequences, Types, Physiological, Psychological Sources, Managing Stress at Work place, Coping strategies for Stress, Stress and Job Performance, Stress vulnerability, Approaches to stress Management. Role of Counseling in stress Management.

10

Meditation and Muscle Relaxation: Meditation and Muscle Relaxation theory and other usefulness in managing stress.

5


5


Chandan ,Jit S.,1998,Organizational Behaviour , Vikas Publishing House, New Delhi Laurie J. Mullins, Management & Organizational Behaviour, Prentice Hal Inc. Newstron ,John W & Davis ,Keith ,Organizational Behaviour, Irwin/McGraw Hill Luthans ,Fred ,2004 ,Organizational Behaviour, Mcgraw Hill publications. Aswathappa ,K.,Organizational Behaviour, Himalaya Publishing House Greenberg Jerald & Baron Roberst A.,Behaviour in Organizations., Pearson Education Inc.,New Jersey

18


HR-304: Management of Competencies, Career & Performance Objectives: the course aims at imparting basic concepts on competency and its link to HRD. It facilitates learning of stages in career planning and development. It develops skills for managing performance of employees. Course Contact

Lectures Competencies Basic Concept Meaning, Definitions, Concept of Competencies, Evolution of Competencies, Categorization of Competencies-Generic Competencies, Managerial Competencies, Technical, Functional, Human Competencies, Core Competencies, Behavioral Competencies, Threshold Competencies. Business Competencies, HRD Competencies, HRD Roles.

9

Competency Framework & Mapping Need for Competency Frameworks, Development of Competency Framework for Organization, Process of Developing Competency Directory, Job Analysis, Role Analysis, Competency Mapping Process, Competency Evaluation-Assessment Centers, Behavioral Event Interview, Job Simulation, Structured Interviews ,Focused Group Discussion, Panel Interview,3600 Appraisal, Day in the life of a Subject, etc,.

6

Career Planning Meaning, Stages in Career Planning & Development, Process of Career Planning and Development, Succession Planning, Career Development Actions, Advantages and Limitations of Career Planning.

6

Performance Appraisal Concept, Importance, Process, Methods-Traditional Methods-Graphic Rating Scale, Ranking Method, Paired Comparison Method, Forced Distribution Method, Checklist Method, Critical Incident Method, Essay Appraisal, Group Appraisal, Confidential Report & Modern Methods-Behaviorally Anchored Rating Scales, Assessment Centre, Problem of Performance Appraisal-Halo effect, Horn Effect, Central Tendency, Leniency & Strictness Error, Recency Effect, Uses of Performance Appraisal and concept of Potential Appraisal.

10

Management By Objectives Meaning, Process of MBO, Management Guide, MBO – Benefits and Limitations.

5


5


Tripathi, PC, Human Resource Development, Sultan Chand & Sons, Delhi Ashwatthappa K.,Human Resource/Personnel Management, Tata McGraw Hill Gary Dessler, Human Resource Management, Pearson education India Edwin B. Flippo, U S-1979 ,Personnel Management, Mcgraw Hill Inc. T.V., Rao ,HRD Missionary, Pearson Education India Pareek, Uday,Designing and Managing HR System,Oxford & IBH Pub. Co. , New Delhi

19


HR-305-Strategic HRM & Cross Cultural Management Objective: to develop the perspective of strategic Human Resource Management by distinguishing it from traditional view, and understanding the relationship of HR strategy with overall corporate strategy in context of changing work environment and diversity. It also aims at developing a cognitive framework to appreciate the impact of culture on managerial behaviour and business processes. Course Contact

Lectures Strategic HRM: Global environment of HR- Change and Diversity, Influences of Human Resource Environment, Universalistic, Contingency and Configurational Approaches. Strategic perspective in HRM-Traditional V/s Strategic HR, Linkage between business strategy & HRM, Change and Restructuring

10

Strategic HRD System Practices and Facilitators, Strategy Formulation. Functional Strategies: Resourcing, recruiting, retention, development, performance management, compensation, employee relations.

8

Competencies of HR professional in a SHRM scenario, Evaluation of effectiveness of SHRM. International HRM (IHRM): Diversity of HRM in international context, Key HR Challenges facing organisations working internationally, Core functions of IHRM.

8

Cross-Cultural Management: Recruitment, Selection Process, Expatriates, Expatriation & Repatriation management, performance appraisal, training & Development, Compensation, Women in international business, dual career group, international industrial relations, quality circles, participative management.

10


5

Total 41 References:

Willey , V.R.K.,Strategic Approach to HRM , Wiley eastern Ltd., New Delhi Mobey Christopher, Strategic HRM , Mcgra Hill , US Rao T.V,Verma K.K ,Alternative Approach on Strategies of HRD , Rawat Pub., New Delhi Kandula R. Srinivas ,Strategic HRD, Prentice Hall Inc. Greer Charles R.,2001,Strategic HRM , Prentice Hall Inc. Armstrong ,Handbook of Strategic HRM , , 5th Edition , Kogan Page.

20


HR-306: Project Report (Summer Training)

Objective: It gives an opportunity to observe and feel the working environment of industries. Learning by observing and doing is the main objective of summer training project. Exposure to real work life experiences helps to develop the application part of the class room teaching. The Candidates will be required to submit a Project Report based on their summer training which

will be six to eight weeks just after 2nd Semester examination (during summer vacation).

The candidates have to give a Presentation, which will be of 100 marks and will be evaluated as

under.

Subject Matter of the Report 75

Viva Voce 25

A Board of examiner committee of 2 members (one External & one Internal) will evaluate the

report & conduct Viva Voce.

21


HR-401: Group Behaviour Objectives: The basic concept related to groups, dynamics of groups and team building are discussed besides developing a better awareness of how they can be better facilitator for building effective teams. It gives and understanding of how leadership, influence and power are related to various facets of organizational life at the individual, group and organizational level. Course Contact

Lectures Groups-Definition and Classification groups, Importance of Group, Stages of Group Development, Factors influencing Group, Group Member Resources, Group Structure, Group Cohesiveness, Group Think, Group Decision Making Techniques, Group Norms.

10

Teams: Nature, Effectiveness of Teams, Cross-functional Teams, Self-managing Teams, Virtual Teams. Developing groups into teams.

8

Leadership: Essentials, Styles, Activities and Skills, Leadership Theories- Trait theories, Behavioural theories, Fiedler’s Contingency model, Hersey and Blanchard’s Situational model, Vroom-Jago model, Attribution model, Transactional, Charismatic and Transformational model.

12

Power and policies, Sources of Power, Difference between Power, Authority and Influence, Organization Politics. Situation and Personal Factor

7


5


P Robbins, Stephan ,Organisational Behaviour , Prentice Hall Inc., New Delhi. Newstorm & Davis ,Keith,2006, OB : Human Behaviour at Work, McGraw Hill . VSP Rao & Narayan ,Organization Theory & Behavior, Konark Pub. Pvt. Ltd., Delhi. Prasad ,L.M.,Organisational Behaviour, S. Chand , New Delhi. Hersay & Paul, Management of OB : Utilizing Human , Prentice Hall Inc. Chandan, J.S.,2004,Organisation Behaviour, Vikas Publishing House .

22


HR-402: Total Quality Management & ISO-9000 Objective: To introduce the students to the basic concepts of total quality management (TQM) and how the focus of TQM and ISO certification has become so important for all companies in recent times. It deals with various tools and techniques for optimizing effectiveness at work. Course Contact

Lectures Introduction: Quality: Concept, Role, Principles of TQM, Tools & Techniques of TQM, Total Quality Concept. Contribution of Deming, Juran, Ishikawa, Crosby & Canbay in the Development of TQM.

7

TQM Principle, Approach, Objectives, Scope, Key activity areas, Principles, Key issues for achieving TQM objectives, Steps for implementing TQM Principles.

7

Tools and Techniques for TQM, Needs, Impact Areas for Application, Creativity & Innovations, Deming’s PDCA Cycle, Poka-Yoke, Just in Time, Kaizen, Zero Defect Programme, 5 S, Kanban, Taguchi’s Quality Loss Function. .

8

Strategic tools and techniques, Benchmarking, Business Process Reengineering, Six Sigma, Statistical tools and techniques. Flow diagram, Check sheets, Charts, Histogram, Scatter Diagram, Pareto Analysis, Cause & Effect Diagram.

8

Interpretation of ISO 9000 and uses, Problem solving with “7 Tool”, Documenting the Quality System, Implementation of ISO 9000 Methodologies, Exposure, Training & Certification, Introduction and Highlights of ISO 14000 Standards for Environment Management.

7


5


D.D.,Sharma ,TQM : Principles, Practices & Cases, sultan chand & Sons , New Delhi Greg Bounds et Al ,TQM : Towards the Emerging Paradigm, McGraw Hill , New York Conti, Tito ,Building Total Quality : A Guide for Mgt., Chapman & Hall S.M. Sundara Raju, 1995,Total Quality Management, Tata McGraw Hill, New Delhi. Baghchi ,T., ISO 9000 , A H Wheeler & Co. Ltd. Dennis ,Lock,Handbook of Quality Management , Ashgate Pub. Company

23


HR-403- Emerging Trends in HRM Objectives: it generates awareness on the emerging issues in the field of human resource management such as the changing role of HR in response to diversity and changing business environment. The course enable the students to become aware of human emotions and dealing with it. Issues like knowledge management , bench marking and human resource information system has been dealt in the course. Course Contact

Lectures The Changed role of HR in organizations ; Diversity and its Management ; challenges of sustainability with reference to Retention and Talent Management ; Learning organizations and organizational learning; collective learning.

6

Knowledge Management – Meaning and Definition ,Nature and Different dimensions of Knowledge Management ; Knowledge Mechanism- data, information , knowledge and wisdom , The value of Knowledge management , Knowledge Life Cycle, Knowledge management and HR. Talent management and human capital creation

8

Emotional Intelligence – Ability model , Mixed model and Trait EI model , Employee Engagement Strategies-Employee attachment , involvement , commitment and influences ; Corporate Image building ,Managerial Counselling, , Creativity and affect , creativity and intelligence, creativity in various context , creativity and imagination.

7

Benchmarking - Collaborative benchmarking ; procedure of benchmarking ; Re-engineering ; Gender Discrimination ; Retaining Employees ; Six sigma and its application in HR ; OCB- Organisational Citizenship behavior- Definition and Origin .

8

Human Resource Information systems ( HRIS) – Meaning and Definitions ; Data & Information needs for HR Manager; Sources of Data; Role of ITES in HRM; IT for HR Managers; Concept, Structure, & Mechanics of HRIS; Programming Dimensions & HR Manager with no technology background; Survey of software packages for Human Resource Information System including ERP Software such as SAP.

7

Cases and exercises 5 Total 41

References - Mamoria ,C B and Gankar,S V, Personnel Management, Text and Cases Himalaya Publications Clive Morton, Andrew Newall, Jon Sparkes , Delivering Competitive Advantages, Jaico Publishing House. Spencer ,Lyle (Jr) , Re-engineering of Human Resources , John Wiley and Sons Clyde W. Holsapple (editor), Handbook on Knowledge Management , Springer (2003) Paperback edition. Gupta ,P K and Chhabra , Susheel ,Human Resource Information system, Himalaya Publications. Devrajan , Emerging trends in HR management , R Response Books.

24


HR-404: Management of Organizational Change & Development Objectives: The purpose of this course is to learn to plan and implement change at the individual, group and organizational level. The course is designed to help to develop the students as potential change agents and OD professionals. It develops insight in diagnostic and intervention processes and skills for initiating and facilitating change in organizations. Course Contact

Lectures Organizational Change: Concept ,Meaning, Forces for Change, Managing Planned Change, Resistance to Change, Approaches to Managing Change

6

Organizational Development: Concept, Scope, Historical Perspective, Characteristics, OD as a Process-Diagnostic Phase, Intervention Phase, Stabilization Phase, Problem Identification, Diagnosing Organizational Issues/Problems.

8

OD Interventions: Concept, Types of Interventions, Person Focused Interventions, Role Focused Interventions, Sensitivity Training, Team – Building, Survey Feed Back, Process Consultation, Grid – OD, System 4 Management, Action Research, Intervention Design –Designing New Need Based Interventions for OD.

7

Organizational Effectiveness: Concept, Factors, Organizational Effectiveness Approaches, Maximization versus Optimization of Effectiveness, Integration of Individual & Organizational Goals, Effectiveness through Adaptive Coping Cycle

8

Organizational Climate: Concept, Factors Affecting Organizational Climate, Measurement of Organizational Climate-Measuring tools -Questionnaires, Interviews etc,.

7

Cases and exercises 5 Total 41

Suggested Readings

French & Bell ,Organisational Development, Prentice Hall Inc. Mehta, Praticipation & OD , Tata McGraw Hill. French & Kast ,1985,Understanding Human Behaviour,Harper & Row Publishers. Chakraborty ,Managing Organizational Change , Prentice Hall Inc.New Delhi. Bennis ,Warren G.,1966,Changing Organizations , McGraw Hill . Davis, Keith, 1989,Human Behaviour at Work , McGraw hill inc.

25


HR-405- Wages and Compensation Laws Objectives: The course aims at developing a legal insight on different aspects of wages and compensation laws. It deals with the statutory provisions guiding compensation and remuneration offered by the employer. Course Contact

Lectures

Contract Labour (Regulation and Abolition) Act, 1970 The Advisory Boards, Registration of Establishments employing Contract labour, Licensing of contactors, Welfare and health of Contract Labour

5

Minimum Wages Act, 1948 : Fixing of minimum rates of wages, Minimum rates of wages, Procedure for fixing and revising minimum wages, Correction of errors, Wages in kind, Payment of minimum rates of wages, Fixing hours for a normal working day, Wages of workers who works for less than normal working day, Wages for two or more classes of work & claims

4

Payment of Wages Act, 1939 : Responsibility for payment of wages, Fixation of wage periods, Time of Payment of wages, Wages to be paid in current coin or currency notes, Deductions which may be made from wages, Fines, Deductions for absence from duty, Deductions for damage or loss, Deductions for recovery of loans, Deduction for payments to cooperative societies and insurance schemes, Claims arising out of deductions from wages or delay in payment of wages and penalty for malicious or Vexations claims, Appeal

4

Employees Provident funds and Miscellaneous Provisions Act, 1952 : Establishments to include all Departments and Braches, Power to apply act to an establishment which has a common provident fund with another establishment, Employees provident fund schemes, Central Board, Executive Committee, State Board, Board of trustees to be body Corporate, Appointment of officers, Contributions and matters which may be provided for in schemes, Employees pension scheme, Employees Deposit – Linked Insurance scheme, Laying off schemes before Parliament, Modification of schemes, Determination of money due from Employers. Employers’ provident funds Appellate Tribunal, Appeals to Tribunals, Inspectors

7

Workmen’s Compensation Act, 1923; workmen’s Compensation. 4 Employees State Insurance Act, 1948 : Corporation, Standing committee and Medical benefit council, Finance and Audit, Contributions, Benefits, Adjudication of Disputes and Claims.

6

Payment of Bonus, Act 1965 : Establishment to include Departments, Undertakings and Branches, Computation of Gross Profits, Computation of Available Surplus, Sums Deductible from Gross Profits, Calculation of Direct Tax Payable by Employer, Eligibility for Bonus, Disqualification for Bonus, Payment of Minimum Bonus, Payment of Maximum Bonus, Calculation of Bonus with respect to certain Employees, Proportionate Reduction in Bonus in certain cases, Special Provisions with Respect to certain Establishments, Deductions of certain amounts from Bonus, Time limit for Payment of Bonus, Recovery of Bonus due from an Employer, Reference of Disputes under the Act.

4

Payment of Gratuity Act, 1972 : continuous Service, Payment of Gratuity, Compulsory Insurance, Nomination, Determination of Amount of Gratuity, Recovery of Gratuity, Protection of Gratuity.

3

Case lets and cases 5 Total 42

Suggested Readings Kappor ,N.D.,Industrial Laws , Sultan Chand & Sons , New Delhi. Malik ,Industrial Laws , Eastern Book Company. Sethi K.L.,India Labour legislations , United Law Publishers, Indore. Chkrabotry B.K.,Labour Laws in India , Prentice Hall Inc. Misra S.N.,Labour & Industrial Laws , Allied Publications , New Delhi.

26


406: Dissertation Report and Viva Voce Objective: The course work builds research attitude among the students. It is focused on developing the student skill in conceptualization, collection of data and analysis, interpretation of data in form of a report on issues related to the different aspects of human resource development studied in the four semesters. The student gets an opportunity to carry out and in-depth study on a particular topic related to the field. The students learn to defend its work in front of experts. The Candidates will be required to submit a Project Report and made a Presentation, which will be of 100

marks and will be evaluated as under

Subject Matter of the Report

Viva Voce

A Board of examiner committee of 2 members (one External & one Internal) will evaluate report &

conduct Viva Voce.