Human resource management

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Human resource management

  1. 1. INSTITUTE OF PROFESSIONAL EDUCATION & RESEARCH MISROD, BHOPAL MBA II Semester 2011-13 Course Title: HUMAN RESOURCE MANAGEMENT FACULTY: Dr. Resham ChopraCourse Objective:Managing humans is at the heart of almost all real life management problems. Why “humans” areconsidered as a resource and what takes managers to manage them? .Fundamentally, this course isaims at:• Providing an understanding of how to effectively manage people and resources to accomplish shared organizational goals.• To understand human resource management concepts and best practices across industries and organizations• To learn the complexities involved in managing the most dynamic resource i.e. human.• The human resource major provides 21st-century skills, knowledge and understanding of human resource functions in private- and public-sector organizational settings.• To understand the implications and linkage of HR with other functions and processes.Course Requirement:The course imperatives will be basic understanding of the terminology of this discipline andknowledge of the principles and practices of management. After studying this course student shouldbe able to understand, formulate and draw inferences from HR policies.Course Pedagogy:The course uses a mix of theoretical and practical exercises to understand the concepts of HRpracticed. Assignments, presentations, organizational visits will be conducted as a part of course tofacilitate learning. Cases are also incorporated to familiarize with contemporary HR situations andpoliciesCourse Outcome: As a management graduate following outcomes are expected on the completion of course: • Candidate should be able to develop a practical understanding of recruitment and selection, managing performance for added value, maximizing employee contribution, managing
  2. 2. learning processes, effective employment relations, resolving differences and gaining commitment, motivating staff and rewarding contributions, delivering equity and fairness • He/she will be able to explain strategic development, and discuss and evaluate the connection between business and HR strategy • identify, describe, analyze and evaluate current strategic issues in HR • Explain principles underlying psychometric assessment in the employment context and interpret test results. Scheme of Evaluation: Component Number Weightage (%) Assignment 03 20 Presentation 02 (per student) 25 Quiz and Exercise 02 15 Internal Assessment Exam 01 25 No of Hours 35 Text Book: T1 = Human Resource & Personnel Management, K Aswathappa, V edition, Tata McGraw Hill, 2005 Reference Books:(R1) = Personnel Management, Edwin B Flippo, IV edn, Tata Mc Graw Hill, 1984(R2) = Human Resource Management, Garry Dessler, VII edn, Prentice Hall of India,2000(R3) = Personnel & Human Resource Management, David DeCenzo, Stephen P. Robbins, III edn, Prentice Hall of India.(R4) = Human Resource Management, VSP Rao, II edn, Excel Books,2005(R5) = Organizational Behaviour, Stephens Robbins, Timothy Judge and Seema Singhai, Pearson, 13th edition 2009
  3. 3. MODULE ONE:Title HUMAN RESOURCE MANAGEMENTContents Concepts & perspectives of HRM, HRM in changing environment,Text T1 = Chapters 1, 2 & 27References • R1: Chapters 1, 2, 6 • R2: Chapter 1, • R3 Chapter: 23 • R4: Chapters 1, 2, 3 • R5: Chapter 18Assignment The students will be divided into 20 groups of three students each. Each groupA1 is required to prepare a report on the emerging concepts of HRM in changing business scenario. All the groups will be allotted different and novel concepts.Case Harvard Business Review, March 2002, “The Coach Who Got Poached” by Idalene F Kesner, pp 31-40 (class reference only) No PresentationPresentationReadings • Harvard Business Review, June 2005, Vol 83, No.6, “The Surprising Economics of People Business” by Flexi Barber & Rainer Strack, pp-81-90 • Harvard Business Review, Dec 2005, Vol 83, No.12, “A Players or Positions – The Strategic Logic of Workforce Management” by Mark Huselid, Richard Beaty & Brian Becker, pp-110-117 • Organizational Dynamics, August 2003, pp261-272, “Seeing The elephant: HRM Challenges in the Age of Globalization” by Mendenhall & Jensen • Harvard Business Review, March 2005, “ What great managers do”, Page 70 • Harvard Business Review, July-August, 2008, “Why did we ever go into HR?” By Matthew D.Breitfelder and Daisy Wademan Dowling, , Page 31 • Harvard Business Review, June 2008, “Contradictions that drive Toyota’s success” – By Hirotaka Takeuchi, Emi Osono, Norihiko Shimizu • Vikalpa, VOl 30, No2, April-June 2005, “HRD Practices & Philosophy of
  4. 4. Management in Indian Organizations” by Anil Km Singh, pp 71-78Videos • http://www.youtube.com/watch?v=WZfbrupIXV4 • http://www.youtube.com/watch?v=plmTgl2wUiY&feature=relatedWeb Resources http://www.unc.edu/~healdric/soci31/Jana.html http://www.hrmguide.net/hrm/buscon1.html http://conceptspace.london.edu/textview.asp?id=FA&term=Human+resource+m anagement http://www.hrmguide.com/general/chro.htm http://www.pwc.com/extweb/pwcpublications.nsf/docid/7ACA93FA424E80E88 525721E006E82C5/$file/hrs-brochure.pdf • http://www.marshallgoldsmithlibrary.com/docs/EEP/Retain%20Your%20To p%20Performers.doc • http://www.oracle.com/applications/human_resources/ds_core_hr.pdfNo. of Sessions Five
  5. 5. MODULE TWO:TITLE Human Resource Planning in OrganizationsContents Corporate objectives HR Planning Job analysis and role descriptionText T1 = Chapters: 3, 4, 5References • R1 chapters: 5, 6, 7, 8, 11 • R2 Chapters: 4 & 5 • R3 Chapters: 4 & 5 • R4 Chapters: 4, 5 & 13 • R5 Chapters The students will be divided into 20 groups of three students each. Further the 10Assignment groups of 3 students will be bifurcated into two categories. Following topics will be allotted:A2 • 10 groups of three students each will prepare a report on job description of the allotted job (each group will be given different job title) • Next 10 groups of three students each will prepare a report on managing manpower surplus & deficiencies in organizations (each group will be given different organization)Presentation No PresentationReadings • Harvard Business Review, July-Aug 2005, Vol 83, No.7, “Designing High Performance Jobs” by Robert Simons, pp-55-63 • Harvard Business Review, Nov 2005, Vol 83, No.11, “Hiring for Smart” by Justin Menkes, pp-100-109. • Harvard Business Review, Oct 2004, “America’s Looming Creativity Crisis” by Richard Florida, pp-122-136 • Harvard Business Review, Oct 2005, Growing Talent – As if your business depended on it” by Jeffrey M.Cohn, Rakesh Khurana and Laura Reeves, Page 63Web Resources • http://www.oracle.com/applications/human_resources/ds_core_hr.pdf • http://www.bprpct.nhs.uk/corporate_objectives.htm
  6. 6. • http://humancapital.doe.gov/hcm/GuideWorkforcePlan.pdf • http://www.hr-guide.com/data/G000.htm • http://mozart.csai.unipa.it/passi/PASSIsteps/rd.htm • http://www.sportengland.org/templategroledescription.doc • http://www.culpepper.com/eBulletin/1997/163allen.asp • http://www.bpoindia.org/research/retention-strategies-call-center-industry.shtml • http://www.hp.com/hpinfo/abouthp/corpobj.html • http://humancapital.doe.gov/resources/GuideWorkforcePlan.pdf • http://work911.com/planningmaster/faq/indexhrplanning.htm • http://www.job-analysis.net/No. of Sessions Five
  7. 7. MODULE THREE:TITLE Talent Hunt AcquisitionContents Methods of manpower search Attracting and selecting human resource Induction & SocializationText T1 = Chapters: 6, 7, 8References • R1 Chapter: 9 • R2 Chapters 5, 6 & 7 • R3 Chapters: 6, 7, 8 & 9 • R4 Chapters: 6, 7 & 8 • R5 Chapter 18Assignment No AssignmentExercise Designing the ad of manpower requirement on job portalPresentation The students will be divided into 20 groups of three students each. Each group is required to prepare a presentation on recruitment and selection process of the firm allotted to them. Each group will be given a different firm.Readings • Indian Management, March 2001, Vol 40, No.3, “Train With Developing Objectives” by Manorama Kaul, pp-83-86 • Harvard Business Review, March 2007, “What it means to work here”, by Tamara J.Erickson and Lynda Gratton, Pg 82WebResources • http://www.hrmguide.net/canada/recruitment/billboard_recruitment.htm • http://www.culpepper.com/eBulletin/1997/163allen.asp • http://www.insurancejournal.com/magazines/southcentral/2002/09/16/features/23373. htm • http://www.tata.com/0_our_commitment/employee_relations/articles/20060824_visio n_HR.htm
  8. 8. • http://www.rcw.raifoundation.org/management/mba/HRPD/lecture-notes/lecture- 20.pdf • http://www.bpoindia.org/research/retention-strategies-call-center-industry.shtml • http://humancapital.doe.gov/resources_recruiting.htm • http://humancapital.doe.gov/resources/neochecklist.pdf • http://www.financialexpress.com/news/the-right-induction/133598/0 • http://www.cipd.co.uk/subjects/recruitmen/induction/induction.htmNo. of EightSessions
  9. 9. MODULE FOUR:TITLE Training ManpowerContents Manpower Training and Development Career Planning Succession PlanningText T1 = Chapters: 9References • R1 Chapters: 5, 10, 11, 12, 13 • R2 Chapters 8, 9 & 10 • R3 Chapters 10 & 11 • R4 Chapters 9, 10 & 11 • R5 Chapter 18Assignment The students will be divided into 15 groups of three students each. Further the entire group of 15 students will be bifurcated into two categories. Following topicsA3 will be allotted: • 8 groups of three students each will prepare a report on training and development of employee(each group will be given different organization) • 7 groups of three students each will prepare a report on career planning which the firms design for their employees (each group will be given different organization)Presentation No presentationReadings • Harvard Business Review, Feb 2005, Vol 83, No.2, “Ending The CEO Succession Crisis” by Ram Charan, pp-72-81 • Harvard Business Review, Feb 2005, Vol 83, No.2, “Two executives One Career” by Cynthia R. Cunnigham, Shelley Murray, pp-125-131 • Harvard Business Review, July-Aug 2005, Vol 83, No.7, “Turning Great Strategy Into Great Performance” by Michael Mankins Richard Steel, pp-65-72 • Harvard Business Review, July-Aug 2005, Vol 83, No.7, “Learning in The Thick of It” by Marilyn Darling, Charles Parry & Joseph Moore, pp-84-92 • Harvard Business Review, July-Aug 2005, Vol 83, No.7, “Manage Your Human Sigma” by John Fleming & Curt Coffman, James Harter, pp-106-114
  10. 10. • Indian Management, April 2001, Vol 4, No.4, “Assessing Competency the Scientific Way” by Biswajeet Pattnayak, pp-46-51 • Indian Management, March 2001, Vol 40, No.3, “Train With Developing Objectives” by Manorama Kaul, pp-83-86Web Resources • http://www.edisonblake.co.nz/careermanagement.html • http://www.hronline.com/hro_successor.asp • http://www.ineda.com/ref_succession.htm • http://www.shrm.org/hrresources/casestudies_published/CMS_013567. pdf • https://mis.doe.gov/ess/training_catalog.cfm?sort_by=reg&skey=none • http://www.hindu.com/thehindu/jobs/0204/05030033.htm • http://www.businessweek.com/print/technology/content/jun2006/tc20060626_7 62246.htm • http://www.microsoft- watch.com/content/corporate/gates_ballmer_succession_watch.html • http://www.aesa.us/Conference/TX%20Succession%20Planning.pdfNo. of Sessions Five
  11. 11. MODULE FIVE:TITLE Appraising Personnel and JobContents Performance Appraisal Potential Appraisal Job Evaluation Wage DeterminationText T1 = Chapters: 10, 11, 12References • R1 Chapters 14, 18, 19, 20, 22 • R3 Chapters 14 & 15Assignment No AssignmentPresentation The students will be divided into 20 groups of three students each. Each group is required to prepare a presentation on performance appraisal methods of the firm allotted to them. Each group will be given a different firm.Readings • Harvard Business Review, July-Aug 2005, Vol 83, No.7, “Turning Great Strategy Into Great Performance” by Michael Mankins Richard Steel, pp-65-72 • Harvard Business Review, July-Aug 2005, Vol 83, No.7, “Learning in The Thick of It” by Marilyn Darling, Charles Parry & Joseph Moore, pp-84-92 • Harvard Business Review, July-Aug 2005, Vol 83, No.7, “Manage Your Human Sigma” by John Fleming & Curt Coffman, James Harter, pp-106-114 • Indian Management, April 2001, Vol 4, No.4, “Assessing Competency the Scientific Way” by Biswajeet Pattnayak, pp-46-51Web Resources • http://www.360-degreefeedback.com/ • http://www.360-degreefeedback.com/ • http://www.performance-appraisal.com/intro.htm • http://www.sfgate.com/cgi- bin/article.cgi?file=/chronicle/archive/1997/05/05/BU65200.DTL • http://www.quality.org/tqmbbs/tools-techs/360pa.txt
  12. 12. No. of Sessions Seven
  13. 13. MODULE SIX:TITLE Industrial Relations in Manufacturing set upContents Employee Welfare Industrial Relation Trade Union Dispute Resolution & Grievance Management Employee EmpowermentText T1 = Chapters: 13, 19, 20, 22, 23, 24References • R1 Chapters: 14, 18, 19, 20, 22 • R2 Chapter 14, 15, 16, 17 • R3 Chapters: 15, 17, 19, 20, 21 • R4 Chapters: 17, 18, 19, 20, 22, 23, 24, 25, 26Assignment No AssignmentPresentation No PresentationQuiz Ten groups of six students each will give quiz on trade union and IR practices of firmReadings • Indian Journal of Industrial Relations, April 2005, Vol 40, No.4, “Psychological Empowerment & Organizational Citizenship (OCB) in IT Managers: A Talent Retention Tool” by Jyotsna Bhatnagar & Sheetal Sandhu, pp-449-462 • Indian Journal of Industrial Relations, April 2005, Vol 40, No.4, “Industrial Relation Scenario in Textile Scenario in Tamil Nadu” by N Krishna Moorty, pp- 470-481 • Indian Journal of Industrial Relations, October 2006, Vol 42, No.2, “Managing Employee Relations Through Strategic HRM: Evidence From Tata Companies” by Debi Saini. • Indian Management, June 2001, Vol 40, No.6, “Safety & Employee Participation” by P N Kutharia, pp-53-62WebResources http://members.tripod.com/j_fox/thesis.html
  14. 14. http://www.bee-india.nic.in/sidelinks/Announcement/10Reliance.doc http://citu.org.in/Defaulta.htm http://en.wikipedia.org/wiki/Centre_of_Indian_Trade_Unions http://en.wikipedia.org/wiki/Indian_National_Trade_Union_Congress http://members.rediff.com/intuc/ http://labour.delhigovt.nic.in/public/trade/trade_1.html http://www.indialabourarchives.org/col/aituc.htm http://members.rediff.com/hms/ http://dgfasli.nic.in/dgfasli/masterdetail2.asp?orgid=3005#STRUCTURE http://www.lawstudent.in/cl_lawdemystified2.htm http://www.citehr.com/industrial-relation-in-india-vt1232.html http://www.citeman.com/differentiating-between-hr-management-and- industrial-relations http://www.ilo.org/public/english/dialogue/actemp/papers/1998/srseleme.htm http://labour.nic.in/ir/welcome.html http://labourbureau.nic.in/id2K4%20Contents.htm http://www.gnb.ca/0110/0001e.htm http://www.employment- solicitors.co.uk/Resolving%20Industrial%20Disputes.htm http://www.ilo.org/public/english/dialogue/actemp/papers/1998/srshrm.htm#c2 http://www.silitech.com/company3.htm http://pib.myiris.com/facts/article.php3?fl=D3481 FiveNo. ofSessions

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