The document provides a lesson plan for a course on Performance Management and Competency Mapping. It includes:
- 8 modules covering topics such as performance appraisal, competency mapping procedures, and developing competency models.
- Allocation of lecture hours and percentage of course coverage for each topic. A total of 56 hours are allocated across the 8 modules.
- Recommended and reference books for each part of the course.
- Details on internal assessment including tests, assignments, presentations and term papers.
- A question bank with sample 3, 7 and 10 mark questions for each topic.
The lesson plan outlines the key topics, allocation of time, assessment details and learning resources for a
Group facilitation: A framework for diagnosing, implementing and evaluating i...Sandhya Johnson
Lichtenberg J. & London M. (2008). Evaluating Group Interventions: A Framework for Diagnosing, Implementing, and Evaluating Group Interventions. Group Facilitation: A Research and Applications Journal (9)
Paul hershey's two dimensional model of leadership per aspera ad astra -case ...jecapuric
Various factors external and internal environment affect the two-dimensional leadership styles. The factors are: organizational culture of the company, the nature of top management, time constraints, knowledge and experience of workers and finally, the need to control nature and the leaders also influence the choice of leadership styles. We conclude that, in order to more precisely define the leadership styles that are located between autocratic and democratic leadership style, leadership theory researchers used two-dimensional matrices, which define leadership styles depending on different parameters.
The first research that examines an integrative approach on leadership effectiveness. The thesis was based upon a global database of managers and executives, provided by the Centre for Creative Leadership. Main results indicate that personality traits contributes less to leadership effectiveness than behavioral competencies.
http://www.ccl.org/leadership/index.aspx
Group facilitation: A framework for diagnosing, implementing and evaluating i...Sandhya Johnson
Lichtenberg J. & London M. (2008). Evaluating Group Interventions: A Framework for Diagnosing, Implementing, and Evaluating Group Interventions. Group Facilitation: A Research and Applications Journal (9)
Paul hershey's two dimensional model of leadership per aspera ad astra -case ...jecapuric
Various factors external and internal environment affect the two-dimensional leadership styles. The factors are: organizational culture of the company, the nature of top management, time constraints, knowledge and experience of workers and finally, the need to control nature and the leaders also influence the choice of leadership styles. We conclude that, in order to more precisely define the leadership styles that are located between autocratic and democratic leadership style, leadership theory researchers used two-dimensional matrices, which define leadership styles depending on different parameters.
The first research that examines an integrative approach on leadership effectiveness. The thesis was based upon a global database of managers and executives, provided by the Centre for Creative Leadership. Main results indicate that personality traits contributes less to leadership effectiveness than behavioral competencies.
http://www.ccl.org/leadership/index.aspx
Handout: To Be a Reflective Evaluation PractitionerTiffany Smith
A handout from the AEA 2015 multipaper presentation "To Be a Reflective Evaluation Practitioner: Framing Reflection as a Self-Oriented and Collaborative Practice".
The Why and How of Knowledge Management: Some Applications in Teaching and Le...Olivier Serrat
Knowledge management—the process of identifying, creating, storing, sharing, and using organizational knowledge—aims to provide support for improved decision making. Its higher objective is to advance organizational performance. It is best exercised if the motive behind knowledge management initiatives is clear, with sundry possible areas of activity and associated perspectives.
Handout: To Be a Reflective Evaluation PractitionerTiffany Smith
A handout from the AEA 2015 multipaper presentation "To Be a Reflective Evaluation Practitioner: Framing Reflection as a Self-Oriented and Collaborative Practice".
The Why and How of Knowledge Management: Some Applications in Teaching and Le...Olivier Serrat
Knowledge management—the process of identifying, creating, storing, sharing, and using organizational knowledge—aims to provide support for improved decision making. Its higher objective is to advance organizational performance. It is best exercised if the motive behind knowledge management initiatives is clear, with sundry possible areas of activity and associated perspectives.
Watch this with a 10-15 minute audiotrack at http://vimeo.com/novusprogram/lesson24
This lesson is the final chapter in the Novus Business Curriculum. It describes the purpose of a business plan and its core elements. The lesson provides an overview of what type of information should be included in each part of a business plan, key questions to ask yourself as the business plan is prepared, and what other Novus lessons can be reviewed in order to effectively write each section.
The Novus project is a combination of video tutorials designed to be used in conjunction with a free business simulation software program. The Novus Business and IT Program contains 36 business and IT training videos, covering basic finance, accounting, marketing, economics, business strategy, Word, Excel, and PowerPoint. Users will have an opportunity to apply the lessons in the Novus Business Simulator. Over six rounds, the user or teams will have to make decisions on capital purchases, financing, production, financing, and human resources for a microbrewery. This channel has arranged the 36 video lessons into the order in which they are meant to be used with the simulator. To watch this slideshow as a video, please go to our Vimeo page at: https://vimeo.com/novusprogram. To download our free business simulation software, please go to our SourceForge page at: http://sourceforge.net/projects/novus/.
THE SHARING ECONOMY LACKS A SHARED DEFINITION: GIVING MEANING TO THE TERMSCollaborative Lab
You may have noticed the terms ‘sharing economy’, ‘ peer economy’, ‘collaborative economy’ and ‘collaborative consumption’ being used synonymously. Do these terms have different meanings? Yes. Are their common core ideas that explain the overlap? Absolutely.
In this presentation, we have defined and visualized the terms and core ideas that connect the likes of Airbnb, Taskrabbit, Lyft and Zipcar.
Course Descriptions of Language Subject Areas and Goals of Language Teaching
English Elementary
English Secondary
Filipino Elementarya
Filipino Sekondarya
Detailed Lesson Plan (ENGLISH, MATH, SCIENCE, FILIPINO)Junnie Salud
Thanks everybody! The lesson plans presented were actually outdated and can still be improved. I was also a college student when I did these. There were minor errors but the important thing is, the structure and flow of activities (for an hour-long class) are included here. I appreciate all of your comments! Please like my fan page on facebook search for JUNNIE SALUD.
*The detailed LP for English is from Ms. Juliana Patricia Tenzasas. I just revised it a little.
For questions about education-related matters, you can directly email me at mr_junniesalud@yahoo.com
covers OD Objectives ,strategy and OD Interventions( covering all the models of Interventions) , Organisational change( Types of Change; Process of change, Models, Change agent
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...NelTorrente
In this research, it concludes that while the readiness of teachers in Caloocan City to implement the MATATAG Curriculum is generally positive, targeted efforts in professional development, resource distribution, support networks, and comprehensive preparation can address the existing gaps and ensure successful curriculum implementation.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
1. MBA Department
LESSON PLAN – Human Resource Management
LESSON PLAN
ORGANIZATION DESIGN & DEVELOPMENT
Sub Code : 10MBAHR341 IA Marks : 50
No. of Lecture Hrs /week : 04 Exam Hours : 3 hours
Total no. of Lecture Hrs : 56 Exam Marks : 100
Course Coordinator : Dr. S.H. Kennedy
% Cumula
Mod Duration
Topics Covered Cover tive
ule (Hours)
age %
1 Organization: Nature & Scope – Definitions – overview of
various components & structure, Evolution of Organization
theory, Organizational Theories – images of Organization.
6 11% 11%
Organizational Effectiveness – Definition – importance &
approaches to organizational Effectiveness – the goal attainment
approach – the system approach – the strategic approach
2 Organization Design: Approaches to organizational design -
Organizational designs for different excellences. - Competitive
excellence - Institutionalized excellence - Rejuvenatory
excellence - Missionary excellence - Versatile excellence -
Creative excellence - External nurturance of organizational 7 12% 23%
excellence : The role of super system in promoting excellence -
The role of domain influencing institutions in promoting
excellence- The role of the government in promoting
organizational excellence
3 Structural Dimensions of Organization design: Organization
Design - Components of Organization Design - Dynamic
Balance - Organization structure, dimension - division of labour,
standardization, horizontal Differentiation, Advantages & 5 9% 31%
disadvantages of Departmentalization; Vertical Differentiation,
Span of Control, Centralization, Formalization, Implication of
High Formalization, Flexibility.
4 Contextual Dimensions & Structural Options: Contextual
Factors, types of structure, Influence of: Environment, Strategy,
10 18% 50%
Size & Technology and Power & Politics on Structure, Flat
structure
5 Foundations of Organizational Development: Conceptual
frame work of OD, History of OD, First order and second order
Change, Values, assumptions and believes in OD, characteristics
10 18% 68%
of OD, Participation and Empowerment, Teams and teamwork,
Parallel learning structures, A normative-re-educative strategy of
changing, Applied Behavioural science, Action research.
6 Managing the OD Process: Components of OD Process,
Diagnosis, Action & Program Management; Diagnosis:
Diagnosing the System, its subunits and Processes, Diagnosis
using the Six-box Organizational Model, Third Wave
6 11% 79%
Consulting: The Action Component: nature of OD intervention,
analyzing discrepancies: The Program Management Component:
Phases of OD Programs, model for managing change, creating
parallel learning structures.
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
2. MBA Department
LESSON PLAN – Human Resource Management
7 OD interventions: Definition, factors to be considered,
choosing and sequencing intervention activities, classification of
OD interventions, results of OD, typology of interventions based
on target groups.
Human process interventions (individual, group and inter-
group human relations): Individual based: coaching,
counseling, training, Behavioural modeling, delegating, leading,
morale boosting, mentoring, motivation, etc.,
Group based: conflict management, dialoging, group facilitation, 6 11% 90%
group learning, self-directed work teams, large scale
interventions, team building, and virtual teams.
Inter-group based: Organization mirroring, third party
peacemaking interventions, partnering
Techno structural (Structures, technologies, positions etc.,)
& Strategic interventions: Techno structural: Balanced
scorecard; business process reengineering; downsizing and
outsourcing;
8 The Future and OD: The changing environment, Fundamental
strengths of OD, Implications of OD for the client, ethical
standards in OD, OD‟s future, OD Consultant‟s role, issues in 6 10% 100%
consultant-client relationship, Power, Politics & OD, Research
on OD
56
TOTAL 100 100
HOURS
ORGANIZATION DESIGN
RECOMMENDED BOOKS:
1. Understanding Organizations, Madhukar Shukla, PHI , 2005
2. Organization theory-David Jaffee, McGraw-Hill International
REFERENCE BOOKS:
1. Organization Structure, Design and applications: Stephen Robbins – Pearson, PHI, 3/e
2. Organization Theory & Design, Richard L Daft, Cengage Learning, 8th Edition
3. Organizational theory, Design, and Change-Gareth R. Jones, 5th Edition, Pearson
Education
4. Organization theory-Mary Jo Hatch, 2nd Edition, Oxford University Press.
ORGANIZATION DEVELOPMENT
RECOMMENDED BOOKS:
1. Organization Development, Behavioural science interventions for Organization
Improvement, Wendell L.French, Cecil H.Bell, Veena, Jr, Pearson, PHI.
2. Organizational Design and Development-Concepts and Applications-Dr. Bhupen
Srivastava, Biztantra
REFERENCE BOOKS:
1. Organizational designs for excellence, Pradip N. Khadwalla, TMH, 2005
2. Organization Theory & Design, Richard L Daft, Cengage Learning, 8th Edition.
3. Organization Development, & Transformation, Managing Effective Change, Wendell
L.French, Cecil H.Bell, Jr, TMH
4. Organizational, Design, and Change-Gareth R. Jones, 5th Edition,
Pearson Education
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
3. MBA Department
LESSON PLAN – Human Resource Management
Course Code: 10MBAHR342 No of Hrs / week: 4
Course: Legal Environment & Industrial Legislations
Course Coordinator: Prof. Nagaraj Shenoy
Topics Cumulat
%
ive %
MODULE 1
Introduction: Background of Industrial Relations - understanding or
appreciating Industrial legislations/employee relation, approaches to
Industrial relations, forms of industrial relations, theories of industrial 14.28 14.28
relations; Changing profiles of major shareholders of industrial relations
in India - Trade Unions, Employers Associations and role of state in IR.
MODULE 2
Collective Bargaining in India: Definition, Essential conditions for the
success of collective bargaining, functions of collective bargaining 14.28 28.56
collective bargaining process, prerequisites for collective bargaining,
trends and conclusions, Techniques of negotiation, Workers Participation
in Management.
MODULE 3
Trade Unions: Meaning, Historical perspective of trade union movement
in India, functions of trade unions, objectives of important trade unions,
union structure, problems of trade unions, measures to strengthen trade 14.28 42.84
union movement in India, Rights and responsibilities, paradigm shift in
Trade Union Environment in India.
MODULE 4
Grievance procedure and Discipline management: Grievance, meaning
and forms, approaches to grievance machinery, Grievance procedures,
model grievance procedure. Discipline - Judicial approach to discipline,
Domestic enquiries, Disciplinary procedures, approaches to manage 14.28 57.12
discipline in Industry.
Industrial Conflicts: Nature of conflicts and its manifestations causes and
types of Industrial conflicts, prevention of Industrial conflicts and
settlement of Industrial conflicts.
MODULE 5
An overview of the following labour enactments covering the definitions,
applicability, provisions, registers and returns; penalties.
Factories Act 1948, 10.71 67.83
Industrial Disputes Act, 1947,
Payment of Gratuity Act 1972,
Payment of Bonus Act, 1965.
MODULE 6
Trade Union Act, 1926,
Payment of Wages Act, 1936, 7.14 74.97
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
4. MBA Department
LESSON PLAN – Human Resource Management
MODULE 7
Employees‟ State Insurance (ESI) Act, 1948,
Employees‟ Provident Fund and Miscellaneous Provisions Act 1952;
14.28 89.25
MODULE 8
Payment of Gratuity Act 1972,
Payment of Bonus Act, 1965. 10.75 100
Test 1: Module 1, 2
Test 2: Module 3, 4 & 5
Test 3: Module 6, 7 &8
For Part A ( Modules 1 to 4)
RECOMMENDED BOOKS
1. Industrial Relations – Emerging Paradigms – B D Singh, Excel Books
2. Arun Monappa - Industrial Relations, Tata McGraw Hill Publishing Company Ltd.
2002.
REFERENCE BOOKS
1. P R N Sinha et al Industrial Relations, Trade Unions & Labour Legislation, Pearson
Education
2. R S Davar - Personnel Management and Industrial Relations, Vikas Publishin House,
Mumbai, 1e, 2005
3. Myers, A Charles and Karnnappan S - Industrial Relations in India, Asia Publication
House, Mumbai
4. Industrial Relations-Venkata Ratnam, Oxford University Press
For Part B ( Modules 5 to 8)
RECOMMENDED BOOKS
1. Labor Laws for Managers, BD Singh, Excel Books
2. Industrial Relations and Labor laws, 5th Edition, SC Srivatava, Vikas Publications
REFERENCE BOOKS
1. P R N Sinha et al Industrial Relations, Trade Unions & Labour Legislation,
Pearson Education
2. Bare acts
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
5. MBA Department
LESSON PLAN – Human Resource Management
Course Code: 10MBAHR343 No. of Hours/Week: 4
Course Title: PERFORMANCE MANAGEMENT AND COMPETENCY MAPPING
IA Marks: 50 Exam Hours: 3 hours
Exam Marks: 100 Total no. of Lecture Hrs: 56
Course Coordinator: Priyanka Sharma
Topics ( Part –A) Duration % Cumulative
(Hours) %
MODULE 1
Introduction: Definition of performance Management, the
performance management contribution, dangers of poorly
implemented PM systems, aims and role of PM Systems,
characteristics of an ideal PM systems, performance management 8 14.28 14.28
process, performance management and strategic planning.
MODULE 2
Performance appraisal system implementation: Defining
performance, determinants of performance, performance
dimensions, approaches to measuring performance, diagnosing
the causes of poor performance, differentiating task from 17.85
contextual performance, choosing a performance measurement
32.13
approach. Measuring results and behaviors, gathering
10
performance information and implementing performance
management system. Conducting Staff Appraisals:
Introduction, need, skills required, the role of the appraiser, job
description & job specification, appraisal methods, raters errors,
data collection, conducting an appraisal interview, follow up &
validation, present thoughts & future directions.
MODULE 3
Performance management & employee development:
Personal Development plans, 360 degree feed back as a 8.92
developmental tool, performance management & reward
5 41.05
systems: performance linked remuneration system, performance
linked career planning & promotion policy
MODULE 4
Performance Consulting: Concept, the need for performance
consulting, role of the performance consulting, designing and
using performance relationship maps, contracting for
performance consulting services, organizing performance 49.97
5 8.92
improvement department.
Part -B
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
6. MBA Department
LESSON PLAN – Human Resource Management
MODULE 5
Competency method in Human Resource Management-
Features of competency methods, historical development,
6 10.71 60.68
definitions, approaches to mapping and case studies in
competency mapping.
MODULE 6
Competency mapping procedures and steps- business
strategies, performance criteria, criteria sampling, tools for data
collection, data analysis, validating the competency models, 8 14.28 74.96
short cut method, mapping future jobs and single incumbent
jobs, using competency profiles in HR decisions.
MODULE 8
Developing competency models from raw data- data
recording, analysing the data, content analysis of verbal
6 10.74 100
expression, validating the competency models
RECOMMENDED BOOKS:
Performance Management
1. Performance Management, Herman Aguinis, Pearson Education, 2007.
2. The Talent Management Hand Book, Lance A. Berger & Dorothy R. Berger, Tata Mc-
Graw Hill
COMPETENCY MAPPING
1. Competency Based HRM, Ganesh Shermon, TMH, 1st Edition, 2004
2. A handbook of Competency mapping – Seema Sangvi, Response Books, 2004
REFERENCE BOOKS:
Performance Management
1. Appraising & Developing Managerial Performance-.T. V. Rao, Excel Books
2. 360 degree feedback & assessment & development Centres, Volume I, II and III, TV
Rao,Et all, Excel Books
3. Performance Management, Dixit Varsha, Ist edition, Vrinda Pubilcations Ltd.
COMPETENCY MAPPING
1. Competence at work (1993) by Lyle M. Spencer, Signe M. Spencer. John Wiley and Sons
Inc
2. 360 Degree feedback, Competency Mapping and assessment Centers, Radha R Sharma,
Tata Mc-Graw Hill
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
7. MBA Department
LESSON PLAN – Human Resource Management
Break-up for Internal Marks
Test - 20 Marks
Attendance - 5 Marks
Guest Lecture - 5 Marks
Assignment - 2*3=6 Marks
Presentation - 6 Marks
Term Paper - 5 Marks
Book Review - 3 Marks
Question Bank
3 Marks Questions
1. Define performance management.
2. What is performance Appraisal?
3. What are the determinants of performance?
4. Define competency.
5. For which HR decision competency profiles are used?
6. What is data analysis? Differentiate between task and contextual
performance.
7. Explain the concept of personal development.
8. Who is performance consultant? What is the primary role in any
organization?
9. Compare and contrast competence and competency.
10. Mention the characteristics of corporate strategy.
11. List the rationale of using a reporter grid technique.
12. Define performance.
13. Name the key elements of performance Appraisal.
14. What is appraisal interview?
15.What is job analysis?
16.Define performance criterion.
17.What is competency model?
7 Marks Questions
1. List the contribution of performance management.
2. How do you diagnose cause of poor performance?
3. What are the characteristics of 360 degree performance appraisal?
4. What are the components of appraisal form?
5. What are the features of competency methods?
6. What are the reasons for resistance to develop competency model?
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
8. MBA Department
LESSON PLAN – Human Resource Management
7. Briefly elaborate the contribution of performance management system
to any organization.
8. What are the characteristic features of personal development plan
9. Illustrate the factor affecting job performance.
10.What are the features of competency method? Explain
11.How do you map future jobs?
12.Briefly explain critical incidence interview technique.
13.What are dangers of poorly implemented performance management
system?
14.What are the different approaches to measures performance?
15.What are the benefits of 360 degree feedback system?
16.What are the benefits of performance based reward system?
17.Differentiate between core and job specific competencies.
18.What s repertory grid?
19.What is behavioral event interview?
10 Marks questions
1. What are the characteristics of an ideal performance Management
system?
2. What are the rater’s errors? Explain
3. What is the role of a performance consultant?
4. What are skills required by an appraiser?
5. What are the various data collection methods of map competency?
6. Explain the critical incidence technique.
7. Differentiate between task and contextual information.
8. Briefly explain the major contextual performance behaviors.
9. Explain the various types of performance dimensions.
10.Explain the tools used in competency identification and competency
assessment.
11.Elaborate the steps in conducting a behavioral event interview.
12.Explain the process of performance appraisal.
13.How performance information is gathered?
14.Explain different appraisal methods.
15.Explain competency development process.
16.Explain performance relationship maps.
17.How to develop competency model from raw data?
18.What are the various data collection models to map competency?
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
9. MBA Department
LESSON PLAN – Human Resource Management
Subject: Personal Growth and Interpersonal Effectiveness
Faculty: Prof. Smitha Srinivasan
Dura % Cumul
Mod Topic Learning Outcomes Activities Reading tion Cove ative
(Hrs) rage %
Human relations in
Personal growth: Meaning Knowing the need for self - Discussion
organizations-Lussier (page
of personal growth, Self awareness - Who am I exercise
84-88)
1 awareness and self esteem, Understanding different - An instrument for 5 8.93 8.92
Auxiliary learning material
Life roles, social and roles in life and the need knowing the level of
organizational roles self awareness Understanding OB-Udai
for role efficacy
Pareek (page 345-359)
Understanding the
Feeling, thinking and meaning of personality Auxillary Learning Material
behaviours: Personality and concept of personality Understanding OB-Udai
- Presentation
theories-Carl Jung‟s theory,
development Pareek (page 290-293)
- Self analysis
2 MBTI Describing the Emotional Intelligence by 6 10.74 19.6
through MBTI
Trait theories- Guilford contributions of Guilford Daniel Golman
Instrument
Peogut, Emotional and Peogut OB –Fred Luthans (page
intelligence Realizing the importance 228-233)
of EI
Knowing the difference Auxiliary Learning Material
between androgogy and OB –Fred Luthans (page
Pedagogy and Androgogy:
pedagogy 375-383)
Adult Learning Process,
Recognizing the different OB-Udai Pareek
Learning Theories, - Presentation and
3 theories on learning (page 177-187) 8 14.28 33.9
Learning Styles, discussion
Learning and personality
&learning styles Human Relations in
development Understanding how organizations Lussier (page
learning is related to 51-55)
personality development
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
10. MBA Department
LESSON PLAN – Human Resource Management
Test 1
Understanding the meaning
and how attitudes influence OB McShane (page 100-
Attitudes, beliefs, Values human behaviour. 102)
and their impact on Describe how attitudes affect OB –Fred Luthans
behaviour: Attitudes- work and understand how - Discussion (page 135-141)
Formation, Functions , attitudes can be changed - Case Study OB-Udai Pareek 10.7
4 6 44.64
Changing Attitudes, Values Importance of values - Presentation and (page 324-333) 1
and its importance, Personal Knowing how our habits are Discussion Auxiliary Learning
Change, Social adjustment formed and how we adjust to Material
and Habit formation surroundings Seven Habits of Highly
Improving personal Effective People
effectiveness through habits
Basic functions of To understand importance of -Presentation and
Creativity discussion David Whetton, 3e, pp
mind (178-198)
Creativity and To recognise personal -Case: “Creativity @
conceptual blocks Apple” ------“----------
Innovation
To enhance one‟s creativity -Skill assessment: OB Mc Shane,3e, 14.2
5 Blocks to creativity 8 58.93
“How creative You pp(250) 8
Creativity Process
are?” ------“---------
Convergent/Divergent -Experiential Learning Lecture notes and class
thinking ppts
NLP
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
11. MBA Department
LESSON PLAN – Human Resource Management
Interpersonal To understand interpersonal
relations and relations
personal growth To know one‟s personality -Presentation and David Whetton, 3e, pp
through FIRO instrument discussion
Motivation and (330-336)
Behaviour To understand the need for - Self Assessment Lecture notes and class 10.7
6 self disclosure through FIRO-B 6 69.64
Interpersonal needs - Self Assessment
ppts 1
Understand how and why we ------“---------
FIRO –B Johari window
exhibit different behaviours in
JOHARI window groups
Defence Mechanisms in
Groups
Test II
Transactional Analysis Understand how and why
Transactional Analysis we exhibit different
behaviours in groups
Ego states and life Presentation--Use of
positions Define various TA instrument for self
7 transactions and explain analysis Auxiliary Learning material 7 12.5 82.14
Scripts and games
why TA is used Role Play
Describe various life
positions and ego states
with which we interact
Experience learning T-group
methodologies sensitivity training
8 T-Groups encounter groups Presentation Role Play
Auxiliary Learning material
1 17.8
100
sensitivity training human process labs 0 5
encounter groups
human process labs
Test III
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
12. MBA Department
LESSON PLAN – Human Resource Management
RECOMMENDED BOOKS:
1. Organizational Behaviour - Human Behavior at work – by John.W.Newstrom
and Keith Davis Tata McGraw Hill, l1/e, 2003
2. Human Relations in organizations. Robert N. Lussier, 6th edition, Mc-Graw
Hill Education
3. Development Management Skills, Whetten & Cameron, 7th Ed. Pearson,
PHI.
REFERENCE BOOKS:
1. Understanding OB – Udai Parek, Oxford University Press.
2. Theories of Personality – Calvin S Hall Et Al, Wiley Publication
3. Seven Habits of Highly Effective People, Stephen R Covey, Simon &
Schuster
4. Training in Interpersonal Skills – tips for managing People at work, Stephen
Robbins, Et al, Pearson, PHI.
Question Bank
Q.1. What is the meaning of personal growth and development? Explain the concept of
personal growth
Q.2. Explain the prerequisites of personal growth.
Q.3. What are the goals of a personal growth and effectiveness lab?
Q.4. What do you mean by personal change?
Q.5. Briefly explain different life style choices?
Q.6. What is interpersonal behaviour?
Q.7. What are values? How are they formed?
Q.8. Explain factors influencing an individual‟s value system.
Q.9. Explain the importance of personal values and value system of employees in
organizations.
Q.10. Attitudes serve four important functions for individuals. What are these functions?
Q.11. What are attitudes and explain the three types of attitudes relevant for
organizations?
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
13. MBA Department
LESSON PLAN – Human Resource Management
Q.12. What is job satisfaction? Explain the factors influencing job satisfaction.
Q.13. Explain and differentiate between job satisfaction and job involvement.
Q.14. Write a note on organizational commitment?
Q.15. What is personality and explain the factors influencing it.
Q.16. How does the study of personality help in understanding OB?
Q.17. What behavioural predictions might you make if you knew that an employee had i)
a high mach score ii) a „Type A‟ personality
Q.18. Explain Locus of control in the context of personality attributes.
Q.19. What is MBTI? Explain the personality features that can be identified by MBTI.
Q.20. Explain applications of MBTI.
Q.21. Define learning.
Q.22. Explain and differentiate between Pedagogy and Andragogy.
Q.23. What is Learning Curve? Explain.
Q.24. Briefly explain Kolb‟s learning cycle.
Q.25. Explain the principles of learning.
Q.26. What is social learning?
Q.27. Explain different learning styles and the organizational suitability of each of them.
Q.28. Explain adult learning process in an organization.
Q.29. Define a group? What are the different mechanisms in groups?
Q.30. What is the meaning of interpersonal effectiveness?
Q.31. What is Johari window? Explain.
Q.32. Explain the lifestyle approach of managerial personality.
Q.33. What is motivation?
Q.34. What is personal change?
Q.35. Describe various defensive and confronting behaviours observed in an organization.
Q.36. What are the contributions of Jean Piaget to the field of cognitive development?
Explain his key ideas.
Q.37. Explain the Structure of Intellect (SI) theory as proposed by J. P. Guilford.
Q.38. What is FIRO – B? What are its three dimensions? What are different types of
behaviour types under FIRO-B? Explain.
Q.39. What do you mean by conflict? Explain conflict process.
Q.40. Explain different levels of conflicts.
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)
14. MBA Department
LESSON PLAN – Human Resource Management
Q.41. Explain the various sources of conflict?
Q.42. Define Assertiveness. Explain assertive behavior.
Q.43. Explain various techniques and methods for developing self-confidence and more
assertive behaviour.
Q.44. Explain different Ego States?
Q.45. Explain the different life positions?
Q.46. What is transactional analysis? Explain different types of transactions with
examples.
Q.47. Define Emotional Intelligence. Explain the dimensions of EI.
Q.48. Compare and contrast IQ with EQ.
Q.49. What do you mean by Emotionally Intelligent Organization? How can an
organization become so?
Q.50. Explain personality ethics and character ethics as mentioned in Seven Habits of
Highly Effective People.
Q.51. What is Paradigm? Explain paradigm shift.
Q.52. Explain each of the Seven Habits of Highly Effective People with appropriate
examples.
Session: July 2011 to Dec 2011 III Semester (2010 to 2012 Batch)