Arul

3162MG174 -STRATEGIC HUMAN RESOURCE MANAGEMEMNT
L-3 T-0 P-0 C-3
1. PREAMBLE
This Course provides students with the new technologies and developments to manage the
human resources at corporate level. The students may apply the strategies in current work
environments. It paves the way for those who are preparing for the careers like CEO, HR
specialists, Generalists, directors and business leaders. It helps to execute the most recent and
relevant HR practices at their workplace and to best leverage the HR in an organization. Apart
from that, course designed for future leaders in such a way to provide for continual learning that
can be self-paced for the students.
2. PRE-REQUISITE
Basic knowledge of Organizational Behaviour and principles of Management
3. LINKS TO OTHER COURSES
Talent Management, Performance Management
4. COURSE EDUCATIONAL OBJECTIVES
1. To provides a foundation in strategic human resource management concepts, process and
strategy
2. To enable the students to build a career in HR.
3. It enables the students to understand the importance of training and development.
4.To impart theoretical knowledge and practice in the area of performance management
5. To solve the issues in current work environment.
5. COURSE OUTCOMES

Upon successful completion of this Module, the students will be able to:
CO
No’s.
Course Outcomes Level of
Learning
domain
CO1 Build the human resources strategy. K3
CO2 Examine the human resource planning process. K4
CO3 Explain the approaches of training and development. K5
CO4 Identify the competency gaps in an organization and understand
the concepts of performance management.
K3
CO5 Analyze the recent HR trends in Global environment. K4
Correlation of COs with POs :
COs PO1 PO2 PO3 PO4 PO5 PO6
CO1 H M
CO2 M H
CO3 H M
CO4 H M
CO5 H M
H- High; M-Medium; L-Low
6. COURSE CONTENTS
MODULE I: BUSINESS STRATEGY AND ORGANIZATIONAL CAPABILITY L- 9
SHRM overview- Role of HR in changing Environment- Corporate and Business Strategy -
Aligning HR with Strategy – Building HR strategy for competitive advantage- Managing
modern work force (global scenario of equal employment opportunity, discrimination)
MODULE II: STRATEGIC HR PLANNING L- 9
Business Strategy and HRP- Turn around, Retrenchment -Mergers and Acquisitions -Strategic
HR Planning and Acquisition- Job Analysis and Talent Management-HRP Process-HRP and
Outsourcing-Head Hunting-Strategic Recruitment and Selection- IT enabled acquisition – Local
issues in Staffing - Alternatives to hiring- Introduction to social media hiring and its impact.
MODULE III: STRATEGIC HUMAN RESOURCES DEVELOPMENT L- 9
Strategic Human Resources Development – Orientation /induction - Corporate Strategy and
Career Systems- Career Planning – Training and Development- SHRM approaches to Training
and Development- Linkage between Business Strategy and Training – Executive Developments
– recent approaches in Training and development.
MODULE IV: STRATEGIC PERFORMANCE MANAGEMENT L- 9

Strategic Performance Management –Performance Measurement approaches-Effective
performance Measurement- Compensation- Rewards -Trends in Top level Executive
Compensation- Strategic Linkage of Performance Management and Compensation- Employee
Engagement- Managing Employee Relations: Managing Equal opportunity- Ethics and Fair
Treatment at Work- Grievance Handling, Unions and Strategic Collective Bargaining, Managing
Exit.
MODULE V: GLOBAL ENVIRONMENT OF HR L- 9
Global Environment of HR-Change & Diversity- Difference between Global and Domestic
HRM-Cross Cultural context – Social Accountability, sustainability- Strategic HR Issues in
Global Assignments- Competencies of HR Professional in a SHRM Scenario, Introduction to
OSHAS-KHAIZEN in HR.
TOTAL: 45 Periods
7. TEXT BOOK
1.Feza Tabassum Azmi, “Strategic Human Resource Management: Volume 1: Text and Cases”,
Kindle Edition, 2019.
8.REFERENCEBOOKS
1. Catherine Bailey, David Mankin, Clare Kelliher, Thomas Garavan, “Strategic Human
Resource Management”, Oxford University Press, 2018.
2.Richard Regis, “Strategic Human Resource Management and Development”, Excel Books
India, 2008.
3162MG183 - INTERNATIONAL MARKETING
L-3 T-0 P-0 C-3
1. PREAMBLE
This course INTERNATIONAL MARKETING helps to understand various components of
international marketing, the international environment, product adoption strategies, international
pricing strategies, logistics and promotional media plan and the international marketing disputes
with settlement mechanisms and ethical considerations.
2. PRE-REQUISITE
The student should have completed the following courses Marketing Management, CRM,
Consumer Behaviour and Marketing Research
Consumer Behaviour and Marketing Research, Online Marketing, International Business
Management, Export and Import management, Cross Cultural management

1. To study the basic components of International Marketing.
2. To equip the different international marketing environment with challenges.
3. To understand the international product and pricing strategies
4. To evaluate the logistics and promotional strategies in international marketing
5. To study the international marketing disputes and settlement mechanisms
5. COURSE OUTCOMES
Upon successful completion of this module, the students will be able to:
CO
No’s.
Course Outcomes Level of Learning
domain (Based on
Revised Bloom’s)
CO1 Explain the scope, principles and benefits of international
marketing.
K5
CO2 Classify the various international marketing
environments.
K4
CO3 Appraise the strategies of international pricing. K5
CO4 Choose the modes of transportation in international
logistics.
K5
CO5 Identify the legal and ethical issues in international
marketing.
K3
Cos PO1 PO2 PO3 PO4 PO5 PO6
CO1 H M
CO2 M H
CO3 H M
CO4 H M
CO5 H M
6. COURSE CONTENTS
MODULE 1 - INTRODUCTION TO INTERNATIONAL MARKETING L-9
Scope of International Marketing - International Marketing vs. Domestic Marketing -
Principles of International Marketing - MNCs and TNCs - Benefits of international
marketing
MODULE 2 - INTERNATIONAL MARKETING ENVIRONMENT L-9

Political Environment - Legal and Regulatory Environment - Socio-cultural Environment
- Economic Environment - Technological Environment - Modes of entry and Challenges
in Global Marketing
MODULE 3 - INTERNATIONAL PRODUCT AND PRICING POLICY L-9
Product Adoption and Standardization - Cross country segmentation - Product life cycle
in International Marketing - International Packaging - International Branding - Price and
Non-Price Factors - International Pricing Strategies - Dumping and Price Distortion
MODULE 4 - INTERNATIONAL LOGISTICS AND PROMOTIONAL
STRATEGIES L-9
International Logistics Planning and Distribution - Direct and Indirect Channels - factors
Involved in Distribution Systems - Modes of Transportation - Marketing Communications
Process - Promotion Appeals - Media Selection - Public Relations and Publicity - Sales
Promotion - Advertising - e-marketing.
MODULE 5 - LEGAL AND ETHICAL ISSUES IN INTERNATIONAL
MARKETING L-9
Nature of International marketing Disputes - International Dispute Settlement Machinery
- Ethical consideration in International Marketing and Marketing Communications.
Total Hours: 45
7. TEXT BOOK
1. Phillip R. Cateora, R. Bruce Money , Mary C. Gilly, “International Marketing”, Kindle
Edition, 2019.
8. REFERENCE BOOKS
1. Justin Paul, Ramneek Kapoor, “International Marketing Text and Cases Paperback”, Second
Edition, McGraw Hill Education, 2012.
2. Kristiaan Helsen, “International Marketing”, 6th Edition, John Wiley, 2015.
3162MG186 - INTERNATIONAL ECONOMICS
L-3 T-0 P-0 C-3
1. PREAMBLE
This Course INTERNATIONAL ECONOMICS develops a systematic exposition of theories and
policies that try to explain the composition, direction and consequences of international trade,
and determinants and effects of trade policy. It builds on the models of open economy
macroeconomics focusing on national policies as well as international monetary systems. It
concludes with an analytical account of the causes and consequences of the rapid expansion of

international financial flows in recent years. Although the course is based on abstract theoretical
models, students will also be exposed to real-world examples and case studies.
2. PRE-REQUISITE
Economic Analysis for Business and International Business Management.
IBM, All Functional electives
1. To understand the basic concepts of international trade, international economic problems
and challenges.
2. To assess the importance of alternative trade theories and economic growth.
3. To evaluate the impact of tariffs and non-tariff trade barriers and identify the validity and
efficiency of protectionist policies.
4. To analyze the nation's balance of payment and understand how a foreign exchange market
operates.
5. To predict the movements in the value of U.S. dollar and other currencies in response to
changes in the world economy and macroeconomic policies.
5. COURSE OUTCOMES
Upon successful completion of this Module, the students will be able to:
CO
Nos.
Course Outcomes Level of
Learning
domain
CO1 Identify the international economic problem and its challenges. K3
CO2 Explain the theories of international trade. K5
CO3 Analyze the economic integration and economic development of
international trade.
K4
CO4 Determine the balance of payments and foreign exchange rates. K5
CO5 Distinguish flexible and fixed exchange rates. K4
Correlation of COs with POs:
CO1 H M
CO2 H M M
CO3 H M
CO4 H M
CO5 M H
H-High; M-Medium & L-Low
6. COURSE CONTENTS
MODULE I: INTRODUCTION L- 9

Globalization of World Economy - International Trade and Nation's standard of living -
International Flow of Goods, Services, Labour and Capital - International Economics: Theories
and Policies - Current International Economic Problems and Challenges - Case study.
MODULE II: INTERNATIONAL TRADE THEORY L- 9
The Law of Comparative Advantage - The Standard Theory of International Trade - Demand and
Supply, Offer Curves and Terms of Trade - Factor Endowments and the Heckscher-Ohlin Theory
- Economies of Scale, Imperfect Competition, and International Trade - Economic Growth and
International Trade - Case study.
MODULE III: INTERNATIONAL TRADE POLICY L- 9
Trade Restrictions: Tariffs - Nontariff Trade Barriers and the New Protectionism - Economic
Integration: Customs Unions and Free Trade Areas - International Trade and Economic
Development - International Resource Movements and Multinational Corporations - Case study.
MODULE IV: THE BALANCE OF PAYMENTS, FOREIGN EXCHANGE MARKETS
AND EXCHANGE RATES L- 9
Balance of Payments - Foreign Exchange Markets and Exchange Rates - Exchange Rate
Determination - Case study.
MODULEV: OPEN-ECONOMY MACROECONOMICS AND THE INTERNATIONAL
MONETARY SYSTEM L- 9
The Price Adjustment Mechanism with Flexible and Fixed Exchange Rates - The Income
Adjustment Mechanism and Synthesis of Automatic Adjustments - Open-Economy
Macroeconomics: Adjustment Policies - Prices and Output in an Open Economy: Aggregate
Demand and Aggregate Supply - Flexible versus Fixed Exchange Rates, the European Monetary
System, and Macroeconomic Policy Coordination - The International Monetary System: Past,
Present and Future-Case study.
TOTAL: 45 Periods
7. TEXT BOOK
1. Dominick Salvatore, International Economics, Wiley,11th Edition, 2013.
8. REFERENCE BOOKS
1. Robert Carbaugh, International Economics, Cengage Learning, 2013.
2. Robert C. Feenstra, Alan M. Taylor, International Economics, Worth, 2012.
3. Jhingan M.L., International Economics, Vrinda Publication,7th Edition2017
3162MG184 - CROSS CULTURAL MANAGEMENT
L-3 T-0 P-0 C-3
1. PREAMBLE
The multi-cultural environment in today’s workplace provides new challenges to business
managers. Globalization has led to an increase in cross-border mergers and acquisitions, strategic
alliances, and global relocations. Managing cultural differences is now recognized as a key factor
in achieving organizational objectives. Your success in the international arena will be influenced
by your cultural intelligence, and your ability to understand both the challenges and the
opportunities that the global environment provides. This course will help you develop an
understanding of the impact of culture on business behaviours and practices.

2. PRE-REQUISITE
Basic knowledge of Human resources and Cultural Management.
Human Resources Management.
Upon successful completion of this course students will be able to:
1. Help the students to understand the dimensions of culture with respect to all the
stakeholders of business.
2. Analyse the global culture and form the High Performance Winning Teams and Culture.
3. Familiarize the students with the meaning and importance of Global human resource
management, Cross culture and to understand how teams can be made more effective
with multi-culture.
5. COURSE OUTCOMES
CO
No’s.
domain (Based on
Revised Bloom’s)
CO1 Examine the concept and dimensions of cross cultural
management.
K4
CO2 Compare Indian MNC cultures and Foreign MNC cultures. K4
CO3 Develop the global business strategies with negotiation and
decision making skills.
K3
CO4 Analyze the purpose of global human resource
management operations.
K4
CO5 Explain the nature of corporate culture. K5
CO1 H M
CO2 H M
CO3 H M
CO4 H M
CO5 H M
6. COURSE CONTENTS
Module – I Introduction to Cross Culture Management L-9

Introduction - Concept of Culture for a Business Context; Brief wrap up of organizational culture
& its dimensions; Cultural Background of business stake-holders [managers, employees, share
holders, suppliers, customers and others] – An Analytical frame work.
Module – II Global Business Culture and Management L-9
Culture and Global Management - Global Business Scenario and Role of Culture- A Frame work
for Analysis; Elements & Processes of Communication across Cultures; Communication
Strategy for/ of an Indian MNC and Foreign MNC & High Performance Winning Teams and
Cultures; Culture Implications for Team Building
Module – III Cross Culture and Negotiation Skill L-9
Cross Culture – Negotiation & Decision Making - Process of Negotiation and Needed Skills &
Knowledge Base – Over view with two illustrations from multi cultural contexts [India – Europe/
India – US settings, for instance]; International and Global Business Operations- Strategy
Formulation & Implementation; Aligning Strategy, Structure & Culture in an organizational
Context.
Module – IV Global Human Resource Management L-9
Global Human Resources Management - Staffing and Training for Global Operations –
Expatriate - Developing a Global Management Cadre.. Motivating and Leading; Developing the
values and behaviors necessary to build high-performance organization personnel [individuals
and teams included] – Retention strategies.-The Challenge of International Assignments - The
Challenge of Managing across Cultures in the Future.
Module – V Corporate Culture L-9
Corporate Culture - The Nature of Organizational Cultures Diagnosing the As-Is Condition;
Designing the Strategy for a Culture Change Building; Successful Implementation of Culture
Change Phase; Measurement of ongoing Improvement.
Total Hours: 45
7. TEXT BOOK
1. Jerome Dumetz (Author), R. M. Belbin (Author), Stephen M. R. Covey (Author), Dean
Foster (Author), Charles Hampden-Turner (Author), “Cross-Cultural Management Textbook:
Lessons from the world leading experts in cross-cultural management”, Kindle Edition, 2012.
8. REFERENCE BOOKS
1. Lawrence A. Beer, “Essential Concepts of Cross-Cultural Management”, Business Expert
Press, 2012.
2. Shobhana Madhavan, “Cross-Cultural Management”, OUP India, 2016.
3. David C. Thomas, “Cross-Cultural Management - Essential Concepts”, Fourth Edition, SAGE
Publications, 2017.

3162MG159 SERVICES MARKETING
L-3 T-0 P-0 C-3
1. PREAMBLE
This course SERVICES MARKETING. This module is designed to help you develop an
understanding of the unique marketing needs and challenges faced by service organisations and
manufacturing firms that use service as a competitive strategy in an increasingly challenging
global environment. Service businesses are an increasingly dominant force in world economics.
To impart knowledge needed to implement quality service and service strategies for competitive
advantages across service industries, such as banks, hotels, hospitals, educational institutions,
professional services and other goods industries that depend on service excellence for
competitive advantages.
2. PRE-REQUISITE
The student should have completed the following courses Marketing management, CRM,
Consumer Behaviour and Marketing Research.
Marketing Management, CRM, Consumer Behaviour and Marketing Research.
1. To understand marketing of services, Characteristics and Classification of services, building
service aspirations
2. To develop Marketing mix, Product decision, Pricing Strategies and Tactics, Placing of
Distribution Methods for Services, People, Physical Evidence and Process.
3. To learn the effective Management of Service Marketing, Capacity Planning and
Segmentation-Internal Marketing of Services, Delivering Quality Service, Quality Gaps resolved
through CRM, Service Performance Gap, and Effective Communication about Service Quality.
4. To understand Marketing of services in Financial Services, Health Service, Hospitality
Services including travel, hotels and tourism, Professional Service -Public Utility Services
Educational Services.
5. COURSE OUTCOMES
CO
No’s.
domain (Based on
Revised Bloom’s)
CO1 Analyze the concept and characteristics of
services.
K4
CO2 Explain the 7P’s marketing mix for services. K5
CO3 Distinguish internal marketing of services and
external marketing of services.
K4
CO4 Identify the service quality gaps. K3
CO5 Classify the various services marketing strategies. K4

CO1 H M
CO2 H M
CO3 H M
CO4 M H
CO5 M H
6. COURSE CONTENTS
MODULE: I INTRODUCTION TO SERVICE MARKETING L-9
Marketing Services: Introduction - Growth of the service sector - The Concept of Service -
Characteristics of Service – Classification of Service – Designing of the Service, Blueprinting,
Using Technology, Developing Human Resources, Building Service Aspirations.
MODULE: II SERVICE MARKETING MIX L-9
Marketing Mix In Service Marketing: The Seven Ps: Product Decision, Pricing, Strategies
And Tactics, Promotion Of Service And Placing of Distribution Methods For Services.
Additional Dimension in Services Marketing – People, Physical Evidence And Process.
MODULE: III MANAGEMENT OF SERVICES L-9
Effective Management of Service Marketing: Marketing Demand And Supply through Capacity
Planning and Segmentation – Internal Marketing of Services –External versus Internal
Orientation of Service Strategy.
MODULE: IV MANAGING SERVICE QUALITY L-9
Delivering Quality Service: Causes of Service –Quality Gaps. The Customer expectations Versus
Perceived Service Gap, Factors and Techniques to Resolve This Gap Customer Relationship
Management. Gaps in Services – Quality Standards, Factors and Solutions – The Service
Performance Gap – Key Factors and Strategies for closing the Gap. External Communication to
the Customers – The Promise versus Delivery Gap – Developing Appropriate and Effective
Communication about Service Quality.
MODULE: V MARKETING STRATEGIES OF SERVICES L-9
Marketing of Service With Special Reference: Financial Services – Health Service - Hospitality
Services including travel, hotels and tourism - Professional Service -Public Utility Services -
Educational Services.
7. TEXT BOOK

1. Valarie A. Zeithaml, Mary Jo Bitner, Dwayne D. Gremler, Ajay Pandit, “Services
Marketing – Integrating Customer Focus Across theFirm”, 7th Edition, Mcgraw Hill
Publisher, 2018.
8. REFERENCE BOOKS
1. Srinivasan, R., Services Marketing: Indian Context, PHI Learning, 2012.
2. Bateman, J.E. and Hoffman, D., Services Marketing, 4thEdition, Cengage Learning,
2011.
3. Gronoos, C., Service Management and Marketing: Customer Management in Service
Competition, 3rdEdition, Wiley India, 2011.
4. Lovelock, C., Wirtz, J. and Chatterjee, J., Services Marketing, 7thEdition, Pearson, 2011.
3162MG158 RETAIL MANAGEMENT
L-3 T-0 P-0 C-3
1. PREAMBLE
The course RETAIL MANAGEMENT is to examine how the broad range of functional areas
delivers the desired retail proposition to the customer applied to different retail types and
retailers of different sizes. Retail strategy sets the competitive stance to be taken in management
of stores; retail management delivers the customer experience.
2. PRE-REQUISITE
The student should have completed the following courses Marketing management, Consumer
Behaviour and Marketing Research, Brand Management, Services Marketing
Marketing Management, Consumer Behaviour and Marketing Research. Services Marketing
1. To provide an understanding of Importance of Retail Industry, Retail Marketing, Retail
Environment, Consumer Behaviour in Retail, Buying Decision Process for Retail.
2. To make student understand the Store Layout, Design, Merchandising, Private Labels,
Merchandising, Buying and Handling, Retail Marketing Mix, Negotiating Purchase.
3. To learn Ethics in Retailing, International Retailing and Future of Retailing.
5. COURSE OUTCOMES
CO
No’s.
domain (Based on
Revised Bloom’s)
CO1 Explain the importance of retail industry. K5
CO2 Examine the concept of warehousing and sales
promotion.
K4
CO3 Determine the buying decision process in K5

retailing.
CO4 Examine retail marketing mix. K4
CO5 Analyze the components of merchandising. K4
CO1 H M
CO2 H M
CO3 H M
CO4 H M
CO5 M H
6. COURSE CONTENTS
MODULE: I INTRODUCTION TO RETAILING L-9
Introduction to Retail Marketing – Retail Environment – The Growing Importance of Retail
Industry- Retail Formats.
MODULE: II CONSUMERISM AND ETHICS IN RETAILING L-9
Consumerism and Ethics in Retailing – International Retail Structures – Future of Retailing-
Inventory- Warehousing- Sales Promotion.
MODULE: III CONSUMER BEHAVIOUR IN RETAILING L-9
Consumer Behavior in the Retail Context - Buying Decision Process – Its Implication for Retail
Management
MODULE: IV RETAIL MARKETING MIX L-9
Retail Marketing Mix – 7 Ps – Merchandise Management – Sales Promotion – POP promotions-
Negotiating with Suppliers, Vendors and Dealers.
MODULE: V RETAILING DESIGN AND MERCHANDISING L-9
Retail Store Layout – Design – Display-Merchandising – Private Brands – National Brands –
Merchandising Buying and Handling-Instore Merchandising-Retail Store Merchandising-
Components of Merchandising-Factors Affecting Merchandising-Retail Merchandising-Future of
Merchandising.
TOTAL: 45 periods
7. TEXT BOOK
1. Bajaj, Tuli, Srivastava, “Retail Management”, 3rd Edition, Oxford University Press, 2016.
8. REFERENCE BOOKS
1. Berman, B., Evans, J. and Mathur, M., Retail Management: A Strategic Approach, 11th
Edition, Pearson, 2011.
2. Miller, D., Retail Marketing, Tilde University Press, 2011.

3. Dr. Shaila Bootwala , Dr. Zakira Shaikh, “Retail Management”, Nirali Prakashan, 2020.
3162MG146 CORPORATE GOVERNANCE
L-3 T-0 P-0 C-3
1. PREAMBLE
This course CORPORATE GOVERNANCE, teaches fundamentals of Corporate Governance
from various points of view. More specifically, this course will deal with corporate governance
from an organizational and institutional point of view and dissects various related theories also.
2. PRE-REQUISITE
Admission to MBA programme and a foundation level knowledge of finance and company law
is necessary.
This course has links with Business Law, Financial Management and Financial Reporting and
Control.
1. To equip the students with the knowledge and key skills necessary to act as adviser to
governing authorities across the private, public and voluntary sectors.
2. To acquaint the governance obligations of organizations, covering legal duties and also
applicable and recommended standards of best practice.
3. It will also enable the students to support the development of good governance and
stakeholder dialogue throughout the organization, irrespective of sector, being aware of
legal obligations and best practice.
5. COURSE OUTCOMES
CO
No’s.
domain (Based on
Revised Bloom’s)
CO1 Explain the principles, issues and theories of
corporate governance.
K5
CO2 Identify the best practices in corporate social
responsibility.
K3
CO3 Examine the roles of world bank and the structure
of corporate governance in India.
K4
CO4 Analyze the overview of global developing
economies.
K4
CO5 Determine the growth and ethical issues in
international business practices.
K5

CO1 H M
CO2 M H
CO3 H M
CO4 H M
CO5 H M
6. COURSE CONTENTS
MODULE I CORPORATE GOVERNANCE L-9
Principle, issues, and Trend – Corporate Management Vs. Corporate Governance, - Nature and
purpose of Corporate Governance, Theories, Mechanism, Codes and practices, Principal Agent
problem.
MODULE II CORPORATE SOCIAL RESPONSIBILITY L-9
Meaning, types, nature – Models – Best practices in CSR – Merits and demerits of CSR.
MODULE III CORPORATE GOVERNANCE L-9
History, Evolution, features, structure, standards in India – Roles of World Bank and
Government.
MODULE IV GLOBAL OVERVIEW L-9
Anglo-American, US, Japan, Germany, Transitional and developing economies
MODULE V ETHICS AND INTERNATIONAL BUSINESS L-9
Growth of International business, Ethical issues in International business practices – Cross-
cultural Ethical Dilemmas, Global values, codes, Principles of International Banking.
7. TEXT BOOK
1. Sandeep Goel, “Corporate Governance: Principles and Practices”, McGraw-Hill, 2019.
8. REFERENCE BOOKS
1. Robert A. G. Monks, Nell Minow, “Corporate Governance”, 5th Edition, Wiley Publisher,
2011.
2.Samuel O Idowu, Kiymet Tunca Çaliyurt, “Corporate Governance - An International
Perspective”, Springer Publisher, 2014.
3162MG142 HUMAN RESOURCE INFORMATION SYSTEM
L-3 T-0 P-0 C-3
1. PREAMBLE
This course HUMAN RESOURCE INFORMATION SYSTEM is designed to understand the
concept of Human Resource Information Systems by instituting the applications of HRIS in
Organisations.
.

2. PRE-REQUISITE
Basic Human Resource Management.
Provide basis to do the projects in management specialization.
Students will be able
1. To understand the basics of Human Resource Information System.
2. To establish a foundation for Information System.
3. To learn how to engage and retain employees.
4. To understand the role of Human Resources.
5. To learn about Information systems.
5. COURSE OUTCOMES
CO
No’s.
domain (Based on
Revised Bloom’s)
CO1 Explain the role and dimensions of HR manager. K5
CO2 Analyze transaction processing systems and information
processing systems.
K4.
CO3 Classify the various models of HR management process. K4
CO4 Examine the organisation structure and organisation
culture.
K4
CO5 Build an effective human resource information system. K3
CO1 M H
CO2 M H
CO3 H M
CO4 H M
CO5 H M
6. COURSE CONTENTS
MODULE: I DATA & INFORMATION NEEDS FOR HR MANAGER L- 9
Sources of Data - Role of IT in HRM - IT for HR Managers - Concept, Structure, & Mechanisms
of HRIS - Programming Dimensions & HR Manager
MODULE: II DATA MANAGEMENT L- 9
Data Formats - Entry Procedure & Process - Data Storage & Retrieval - Transaction Processing -
Office Automation - Information Processing & Control Functions - Design of HRIS

MODULE: III HR MANAGEMENT PROCESS L- 9
Modules on HR Planning, Recruitment, Selection, Placement - Module on Performance
Appraisal System - Training & Development Module - Module on Pay & other Related
Dimensions - Information System’s support for Planning & Control.
MODULE: IV HR MANAGEMENT PROCESS L- 9
Organization Structure & Related Management Processes - Authority & Responsibility Flows -
Communication Process - Organization Culture and Power – Data Capturing for Monitoring &
Review
MODULE: V SECURITY, SIZE & STYLE OF ORGANIZATIONS L- 9
Security of Data and Operations of HRIS Modules - Common Problems during IT Adoption
Efforts and Processes to Overcome - Orientation & Training Modules for HR & other
Functionaries - HRIS & Employee Legislation - An Integrated View of HRIS.
TOTAL: 45 periods
7. TEXT BOOK
1.Richard D. Johnson, Kevin D. Carlson, Michael J. Kavanagh “Human Resource Information
Systems”, 5th Edition, Sage Publications, 2020.
8. REFERENCE BOOKS
1. Asafo-Adjei Agyenim Boateng (2000), “The Role of HRIS: Human Resource Management to
Strategic Human Resource Management.”
3162MG189 - COMPETENCY MAPPING AND HUMAN RESOURCE PLANNING
L-3 T-0 P-0 C-3
1. PREAMBLE:
This course 3162MG189 - COMPETENCY MAPPING AND HUMAN RESOURCE
PLANNING provides students an understanding of competency based human resource
management by the way of equipping them with the techniques of identifying and defining the
competencies, mapping competencies according to organization, role, functions and jobs,
developing and validating generic and specific competency models. Designing and developing
assessment center for competency assessment, application of competency based approach in
processes like Recruitment, Selection, Performance management, Career path, Training and
development and Compensation. This course will motive the students to identify and map
competencies according to organizational requirements of role, function and positions which

helps them to develop and validate the competency model and design the assessment center in
an effective way.
2. PRE-REQUISITE:
Basic knowledge of Human resource management
3. LINKS TO OTHER COURSE:
Performance management, Strategic human resource management, Entrepreneurship
Development.
4. COURSE EDUCATIONAL OBJECTIVES:
1. To understand the fundamentals of competency mapping.
2. To develop an understanding about competency based HR planning.
3. Experience the process of competency mapping and profiling, and map competencies
according to organization, role, function and tasks.
4. To plan and design the competency assessment tools through the assessment center approach.
5. To make the students understand the importance and role of competency based HR practices
in several organizational processes like Recruitment, Selection, Performance management,
Career path, Training and development and Compensation.
5. COURSE OUTCOMES:
CO
No’s.
Course Outcomes
Level of
Learning
domain (Based
on Revised
Bloom’s)
CO1 Examine the concept of competencies. K4
CO2 Identify the requirements of competencies in various sectors
of business K3
CO3 Explain the forecasting analysis of performance and
recruitment functions.
K2
CO4 Analyze the different levels of competency mapping. K4
CO5 Build the steps in developing the competency model. K3
Correlation of CO’s with PO’s:

CO1 H M
CO2 M H
CO3 H M
CO4 H M
CO5 H M
H-High; M-Medium & L-Low
6.COURSE CONTENTS
MODULE I: COMPETENCY L- 9
Concept, Meaning, Types/Classification and usage of competencies at entry and mid-career
level.
MODULE II: PROCESS OF COMPETENCY MAPPING L- 9
Identifying competency requirement for various sectors of employment / various jobs IT, ITeS,
Insurance, Banking and other Financial Service, Entertainment, Health Service, Private
Education and Training, defining competency requirements - skills, tasks, activities and
technologies / techniques used for various types of jobs in Service Sector.
MODULE III: HUMAN RESOURCE MANAGEMENT AND CAREER PLANNING
L-9
Human resource Planning, Man power demand, forecasting Analysis of performance and
productivity, recruitment: function, policies and sources, screening of applicants, Testing
attitudes, induction and its steps, Training and Development: Need for training, performance
appraisal and standards.
MODULE IV: COMPETENCY MAPPING L-9
Meaning, purpose and Benefits, Competency mapping at different levels – Corporate
companies/institutions, HR interview and Individual level. Methods of Competency Mapping –
Assessment Centre, Critical Incident Techniques, Questionnaire method, Psychometric tests,
etc.
MODULE V – COMPETENCY MODELS L-9
Steps in Developing a valid competency model – Goleman’s emotional intelligence model –
Aspects of emotional intelligence – Self-awareness – Social awareness – Self management –
Relationship management.
TOTAL: 45 Periods

7. TEXT BOOK
1. Seema Sanghi, “The Handbook of Competency Mapping: Understanding, Designing And
Implementing Competency Models In Organizations”, Sage Publications India Private Limited,
2016.
8. REFERENCE BOOK
1. Lyle M.Spencer, Signe M. Spencer, 2008, Competence at work models for Superior
Performance, Wiley India Pvt. Ltd, New Delhi.

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