130628-OB401-V1

IILM Institute for Higher Education

Module Manual: Human Resource Planning and Acquisition Academic Year: PGP 2012-14 Course Credit :03 Course Marks : 30 Hours: 30

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130628-OB401-V1 Module Name Human resource Planning: Talent Acquisition Sector All sectors viz Banking and Financial Services, Fast Moving Consumer Goods Industry, Healthcare, Hospitality, Automobile etc. The Module is especially relevant for the growing service sector in the economy. Job Profile HR executive/ Manager Recruitment Executive/ Manager Handling Entire Recruitment Cycle. Sourcing the resume from job portals (Naukri & Monster), existing database, walk-ins, candidate references, employee references, head hunting, campus interviews and other sources & scrutinizing resumes as per positions. Screening and short listing the profiles as per requirements. Calling the candidates and conducting telephonic interviews to the test communication and confidence levels. Co-ordinating with managers for final interviews. Getting feedback from managers.

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130628-OB401-V1 1.Introduction to Module: In the competitive business environment of the 21st century, human resources (HR) have become key resources for change, innovation, and value generation. One of the most important differentiating factors of successful companies is their employees. With other factors like technology, infrastructure, opportunities, threats and markets being almost the same for all companies, the real diffrentiator is the human capital within each company. Through successful talent acquisition, organizations can gain and maintain a competitive advantage in the marketplace. The core concept of talent acquisition is to replace the 'fill in the box' thinking with a more pro-active approach; much closer to building the skill sets required to achieve business success. Talent Acquisition involves all the sub-processes around finding, attracting and engaging highly talented individuals into the organization. This can be done by recognizing and in some cases identifying employees' skills, knowledge, attributes and their personality traits. This exercise sets the stage for training and furhter developing them to meet the demands of the marketplace. 2. Introduction to the Tutors: 2.1 Area Chair Name- Dr. Pragya Sonawane Phone Number- 0124 3354639 Email ID- pragya.sonawane@iilm.edu Cabin Location- Cabin 23, 1st Floor Gurgaon Campus Website URL- http://iilm.edu/faculty/profiles/pragya.sonawane.html 2.2 Tutors S. No. 1 Name of Tutor Dr Pragya Sonawane Website Link

http://iilm.edu/faculty/profiles/pragya.sonawane.html

3. Module Pre-requisite: Students should have a basic understanding of human resource management. This would be provided through the core paper on Employee.

4. Module Overview:

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130628-OB401-V1 Session 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 Topic Changing Nature of Human Resource Management Strategic Human Resource Management Case study: Google (HR and Business Strategy) HR Planning and the Environmental Influences On HRP Forecasting and Work force planning- Use of Excel and HRIS Premier Bank Case Job Analysis & Job Design Hands-on Session on creating Job Descriptions and Specifications Traditional Recruitment, e-recruitment, use of applicant tracking software Competency based Recruitment Recruitment at McDonalds Selection Tools, Techniques & Tests R&S in the energy sector: case of Scottish Power Role of Assessment Centres Conducting Interviews Exercise on Conducting Interviews: Role play Succession Planning Downsizing & Restructuring Case Study: HR Restructuring- The Coca Cola and Dabur way Mergers & Acquisition -- HR Issues: Case Study: Daimler- Chrysler Merger Ethical Issues In recruitment Exam Exam

5. Module Readings: 5.1 Essential Readings Mathis, Robert L. & Jackson, John H.; Human Resource Management, South-Western College Publising: Thomson Learning, 10th edition. Saiyadain Mirza S, Human Resources Management, 4th edition< McGraw Hill Companies Belcourt, M. & McBey, K. (2010); Strategic Human Resources Planning, Canadian 2 nd Edition; Nelson Thomson Learning, ISBN: 10: 176501320 5.2a Reference Readings (Soft copies provided to students along with Essential Readings) 1. Strategic HRM, Chapter 2, e-copy of the book by John Bratton 2. Article: Ethics in Recruitment and Selection 3. Article: Competency based Recruitment 4. The pros and cons of employee referral programs 5. Human Resource Planning Model: Article 5.2b Journals 1. People Matters 2. Human Capital 5.3 Websites 1. http://www.hrvillage.com 2. http://www.hrworld.com 3. www.hr-guide.com

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130628-OB401-V1 6 Session Plan 6.1- Session 1 Changing Nature of Human Resource Management This session is focussed on the how the HR role has evolved over the ages and what are the challenges in the changing times. It also explores why HR is significant and how it has moved its role from the support function to the business partner. Learning Outcome The students will understand the nature of HRM, HR activities in an organisation and different roles for HR Management. Essential Reading Chapter 1. HRM by Mathis & Jackson Why did we ever go into HR? Harvard Business Review, July-August 2008 6.2- Session 2 Strategic Human Resource Management and Strategy In this session students would be introduced to the Strategic Human Resource Management and the need thereof. Also different strategy types will be discussed. Learning Outcome Students would be able to understand the need for strategic HRM and its place in organisation strategy. Essential Reading Chapter 2. HRM by Mathis & Jackson, Pg 30-35 6.3- Session 3 Case study Google This case study highlights how Google has aligned HR programs, policies and practices with organizational strategies and goals Learning Outcome At the end of this session students will learn from a corporate example how HR strategy is integrated with the business strategy. Essential Reading Case Study: Google Strategic HRM Chapter 2, John Bratton 6.4- Session 4 HR Planning and the Environmental Influences on HRP In this session students would be introduced to the Strategic Human Resource Planning in an organization. They would be able to link HR Planning with various HR management functions. Also various internal and external factors that potentially influence Human Resource Planning are discussed. Learning Outcome Students would be able to outline how an effective human resources planning process contributes to the overall business plan. Students will be able to understand the various internal & external factors that should be considered for HRP. Students will be able to analyze the internal and external challenges that influence HRP. Essential Reading Chapter1. Strategic Human Resource Planning by Belcourt & McBey Pg 4-13 Strategic HRM Chapter 2, John Bratton

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130628-OB401-V1 6.5- Session 5 Forecasting and Work force Planning This session will make inform students about how to use the techniques for forecasting HR demand and supply. This session will involve quantitative techniques and practice through excel based exercises. Moreover the session will involve understanding the usage of HRIS. Learning Outcome Students will be able to forecast and do workforce planning, and relate this exercise to the organizational goals. Essential Reading Chapter 2, Mathis. Chapter 7, Belcourt and McBey 6.6- Session 6 Case Study: Premier Bank Learning Outcome The session will focus on application based learning for the student with respect to forecaseting and Workforce planning. Essential Reading Case study from Mirza S Saiyadain Desired Reading Human Resource Planning Model: Article 6.7- Session 7 Job Analysis and Job Design This session will make students understand Jobs, Job description(s), job specification(s), and the methods to be used for collecting information. Learning Outcome Students will be able to analyse jobs and design job description and job specification on its basis. Essential Reading Jobs, Chapter: 6, Mathis and Jackson 6.8- Session 8 Hands on session on creating a JD This session will involve a hands-on activity for students wherein they will be required to create Job description and job specification. There will also be a discussion on Job descriptions offered by companies visiting the campus, such as Vivaki, PWC, Deloitte etc. Learning Outcome Students will design Job Description, Job specification and 'Skills required' for a particular job. 6.9- Session 9 Traditional Recruitment and e-recruitment After forecasting the demand and supply of labour, the next step is to plan the recruitment, as discussed in this session. Planning of recruitment would include the process, steps, and methods of recruitment. This session also looks at the recent developments in the use of Job Portals and Social Media in Talent Acquisition and Development. This session talks about the various job portals like Naukri.com, monster.com, timesjobs.com etc and analyzes how it can be used in different ways to recruit the right people. It will also look into the various services being offered by the various portals and do a comparative analysis on different parameters. Applicant Tracking software is also discussed in the session Learning Outcome Students would be able to explain and apply various processes of recruitment. Students should

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130628-OB401-V1 be able to effectively use the different social media for getting information on recruitment & selection. Essential Reading Chapter: 7, Mathis 6.10- Session 10: Use of Competencies in Recruitment Competency based Recruitment and Selection techniques are the most valid among the existing approaches to selection. In this approach selection processes are targeted towards identifying the best match for the organization, and/or roles. It is therefore, important that prospective managers who would be a part of selection interviews are trained in the approach of Competency Based Recruitment and Selection. Learning outcome Students will have comprehensive knowledge about competencies and its application in industry with respect to recruitment and selection. Essential Reading Competency based Recruitment and Selection, A Handbook for Managers 6.11- Session 11 Case Study: Recruitment at McDonalds Learning outcome The students get to know the different challenges which an organisation faces in their recruitment function. Essential Reading: Case Study 6.12- Session 12 Selection Tools, Techniques and Tests This session talks about person-job fit, person- organization fit, the selection process, and Preemployment Screening. This session also talks about various tests used in Selection like Firo B (Fundamental Interpersonal Relationship Orientation Behaviour), MBTI( Myers Briggs Type Indicator), 16 PF, personality tests and testing considerations and concerns. Learning Outcome At the end of the session the students will know the difference between recruitment and selection. Also, they will know the various processes that are involved in making a job offer. Essential Reading Chapter: 8, Mathis and Jackson 6.13- Session 13 Case study: Scottish Power Learning Outcome At the end of the session, the students would be familiar with the recruitment and selection process in the energy sector. Essential Reading Chapter: 8, Mathis and Jackson Case study 6.14- Session 14 Role of Assessment Centres This session would focus on the nuances of selection process in an organization and role of assessment centres in the same. It also talks about psychometric testing its importance and

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130628-OB401-V1 relevance in selection process would be discussed along with various types of tests, their usage. Learning Outcome Students would be able to explain selection process and relate it with HRP and would be able to apply various other psychometric tests appropriately. Essential Reading Chapter: 8, Mathis and Jackson 6.15- Session 15 Conducting Interviews This session talks about the different kinds of interviews viz. structured, behavioural, situational, stress, panel, team, video interviews etc. along with planning them and problems faced in conducting such interviews. Learning Outcome At the end of the session the students will know how to plan and conduct the various kinds of interviews. Essential Reading Chapter: 8, Mathis and Jackson 6.16- Session 16 Conducting Interviews: Role Play The session will introduce the application of the theories discussed in the previous session through a role play. Students will be given a situation in which they will have to conduct interviews while participating in a role play. Learning Outcome: The students will get hands on experience on how to conduct interviews and understand the practical differences between the various types of interviewing. Essential Reading Chapter: 8, Mathis and Jackson 6.17- Session 17 Succession Planning This session would be dedicated to discussing differences between succession and replacement management. In which situations replacement management is preferred over other modes, would also be discussed. Learning Outcome Students would be able to comprehend the theories and models of succession management, why is it done and will be able to relate it to current organizational scenario using the concept of succession planning. Essential Reading Chapter: 10, M. Belcourt 6.18- Session 18 Downsizing & Restructuring Restructuring is inevitably accompanied by changes in the fundamental relationship between an organization and its workforce. This session talks about how to handle such transitional situations, how to remain organizationally lean and how to work out solutions to employee problems that are more creative (and valuable) than cash-based payoffs. Learning Outcome Students would be able to understand and apply the concepts of restructuring to make organizations leaner and more competitive in a difficult economy in order to remain in an advantageous position. Essential Reading

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130628-OB401-V1 Chapter: 11, Belcourt. Cascio, Wayne F., Strategies for responsible restructuring, Academy of Management Executive, 2005, Vol. 19, No. 4 6.19- Session 19 Case Study: HR Restructuring- The Coca Cola and Dabur way Learning Outcome Through the case study the students get an understanding of how the two large organisations faced helped revive themselves through restructuring. Essential Reading: Case study 6.20- Session 20 Mergers & Acquisitions and HR Issues This session would be focussed on people issues like staffing decision, organizational design, etc., which are most sensitive issues in case of M&A negotiations, but are often being overlooked. This would help the students understand the importance of HR issues which can ease the merger transition and make sure the pieces of the two companies fit together seamlessly. Learning Outcome Students would be able to understand the importance of people issues - before and after mergers and acquisitions. Essential Reading Chapter: 13, Belcourt. 6.21- Session 21 Case Study: Daimler and Chrysler Learning outcome At the end of the session students should be able to identify the reasons that lead to successful and failed mergers and acquisitions. The case discusses in detail the HR challenges facing M&As Essential Reading Case Study 6.22- Session 22 Ethical Issues in Recruitment This session would discuss the ethical issues involved in recruitment and selection, the role that biases play and their consequences. Learning outcome After this session the students would be able to identify the ethical issues involved in recruitment and selection and be aware of the pitfalls that surround this issue. Desired Reading Article on Ethics in Recruitment and Selection 6.23- Session 23&24 Written Examination

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130628-OB401-V1 7. Assessment Plan

Details of Assessment: 7.1- Class participation (5 Marks) Continuous assessment will be based on students' class performance and the initiative exercised during the role play exercise. 7.2- Project Submission (10 Marks) An overview of the company and the sector in which it is operating The Recruitment and Selection practices currently prevalent in the company A competitor's perspective- what are the competitors recruitment and selection practices An analysis of the sector and the company in terms of the above points (Challenges, Influences etc.) Conclusion Your suggestions and recommendations regarding any improvements

FORMAT OF PROJECT REPORT

Cover Page Abstract : Each Project must include an abstract of a maximum of two pages in single space (about 800-1000 words). It should state clearly and concisely the topic, scope, method and conclusions reached. Acknowledgement : Students are advised to acknowledge help and support from faculty members, library, computer centre, outside experts, their sponsoring organisations, etc. Table of Contents : Every dissertation must contain a table of contents which provides a view of the organisation of the dissertation material. List of Tables, Figures and Abbreviations : If the dissertation contains tables, figures and abbreviations used, they should be listed immediately following the table of contents on separate pages. Introduction: As in the proposal, this should begin with the managerial or sectoral problem and the background to the problem, its genesis, consequents, current practices, etc. It should start from a broad overview and then move to the specific focus of the study. This should include the specific business or functional problem being faced by the organization. Objective: On the basis of the literature review and the discussions, the final research problem which will be the basis of the actual study, will be formulated and described here. The section will draw on the model or framework developed earlier. The Project Design: This will contain four subsections, viz. The general methodology of adopted for study, whether case method or based on secondary or accounting/financial data, or survey based, etc., and the procedure followed in the study.

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130628-OB401-V1 The sample or data source specifications and sampling frame or plan to acquire the data. Sources of data must be mentioned at the appropriate places in the dissertation. The detailed sampling plan and the procedure adopted for sampling should be described here. The data collection procedure. The project must involve data collection in a systematic manner. It should not be a mere collection of opinions based on personal experience. The tool used for data collection, if any, or the method adopted for the same should be described in detail in this section. This should also contain the procedure for administering the tool or conducting the interview, etc, as the case may be. The data analysis carried out, the quantitative or qualitative analysis techniques and the form of the outputs of analysis, should all be described here. The software or package used for computation should also be mentioned. Conclusions: This section should include all the tabulated and text descriptions of the results obtained from the study. It should be noted that all the tables and figures should be properly titled and numbered, and listed in the table of contents. Next, the conclusions and inferences that are drawn from the analysis of the results should be stated clearly and specifically. Conclusions should relate to concepts studied in the module. Recommendations: The project should conclude with the recommendations for the companies concerned. This is a critical section and should highlight your specific contributions keeping in view the purpose of the dissertation. It should demonstrate learning and use of skill and knowledge in actual problem solving. The last part of this chapter will describe the limitations of the study and suggest directions for further such studies in this area. References: References should be complete in all respect. Cross referencing: All references (books, journals, magazines, news papers, reports, proceedings, etc.) listed in the dissertation should be cross referenced in the text at appropriate places

A PLAGIARISED REPORT WILL NOT BE ACCEPTED 7.3- Component 2: Closed Book end-term examination with conceptual and application based questions of two hours duration (15 Marks) 8. Curriculum Map

8.1 Learning Outcomes Programmed Learning Outcomes Module L1 L2 L3 L4 L5 L6 L7 L8 L9 HRP:TA * * * * * * * L1- An understanding of organizations, their external context and their management L2- An awareness of current issues in business and management which is informed by research and practice in the field. L3- An understanding of appropriate techniques sufficient to allow investigation into relevant business and management issues. L4- The ability to acquire and analyze data and information. L5- The ability to apply relevant knowledge to practical situations.

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130628-OB401-V1 L6- The ability to work and lead effectively in a team based environment. L7- An improvement in both oral and written communication. L8- Be cognizant of the impact of their individual and corporate actions on society and recognize ethical business practices. L9- Be sensitive to the social, economic and environmental responsibilities of business. 8.2 Teaching Map Teaching Map Module HRP:TA T1T2T3T4T5T6T1 * T2 T3 * T4 * T5 * T6

Lectures Seminars/Tutorials Live projects/presentations Case study Guest Lectures Industrial Visits

8.3 Assessment Map Methods of Assessment Module HRP:TA T1T2T3T4T5T1 T2 * T3 T4 * T5 *

Individual assignment/case study Group assignment/ project/business plan Open book examinations/ case study Closed book examinations Group Presentations

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130628-OB401-V1
RUBRICS Rubrics for Human Resource Planning and Talent Acquisition Fail F 0 Unsatisfactory E 1 Average D 2 Good C 3 Very Good B 4 Excellent A 5

Criteria

Class Participation (5 marks)

Conceptual Understanding and ability to bring forth new perspectives

Attended few sessions and could Did not attend a single not participate class even after asked by the faculty

Attended half the sessions and participated only after asked by the faculty

Attended most of the sessions and participated without any initiation from the faculty, however could not give all the right answers

Attended all the sessions and also actively participated with right answers. However the ability to give newer perspectives on different topics was limited.

Attended and actively participated in all the discussions. Also gave all the correct answers and came out with interesting perspectives for various topics.

Continuous Assessment (Grpoup Project/ Presentation-10 marks)

Project data and * Frequency analysis lacks *Project Data originality. The analysis *Project Analysis is not relevant and the 2.5 marks objective of the project is not met.

Barely manages to meet the objectives of the project. Report writing is inadequate, limited understanding of concepts is demonstrated.

Part of the data (Organisation profile) is copied from the organisation website and is not even paraphrased. The Analysis is superficial and does not make sense to the objectives of the project. Contributes very little or at times that break the flow of the discussion. Comment is irrelevant and language is general. 2 members participating and very little contact with the audience. Most group members speak only to part of the audience. Presentation is Disorganized. May deal with the question in a superficial way. Inappropriate analysis and supporting information given. May contain major errors and is very weakly organized and written.

Some of the objectives of the project are met and not all. The application of concepts to the issues is not clear. Analysis does not integrate relevant theories to he issue under concern.

All the objectives of the project are met with. The analysis includes theories and concepts discussed in class, however integration is missing. The relationship with the concepts is not clear.

Original work in respect of data collection and analy sis. The analy sis is done integrating all the concepts and theories dealt with in class. Report discusses real life ex amples and throws insight on interesting trends in industry .

*Participation of Members Presentation *Engaging incomplete Audience irrelevant. *Relevance 2.5 marks

Dominates discussion, not allowing students to contribute or creates distractions by playing with items. Comments are not relevant or goes is back to previous and discussion. Language is so confused that it's difficult to understand where comments fits. Only 1 members participates and addresses the audience. May simply paraphrase or restate the question. There is no analysis and has incompetent, inappropriate responses. Contains many major or minor errors, disorganized and poorly written

Comments or contribute sometimes. Sometimes talks over others. Comments may repeat what has been already said and language is fairly general. Few members participating and answering questions asked by audience. Not able to answer all questions asked. Presentation is Complete.

Contributes regularly to discussions and allows others to share comments as well. Contributions is related to topic and support is provided. Clarification questions are asked and language is clear. All group members participate and addresses the queries. Most group members speak to the entire audience. Presentation is organized and complete. May deal with all part of the question in a more general way. Limited analysis and supports the answer with some factual information. May contain minor errors that do not detract from overall essay. Clearly organized and written, but not exceptional.

Frequency of comments is optimal. Steps in when there are silences to mov e discussion along but keeps quiet or allows others to contribute. Sensitiv e to when to comment. Contributions enhance discussion and brings in relev ant personal knowledge. Able to indicate gaps to topic. All group members equally participate and addresses all the question asked by the audience v ery well. All group members speak to the entire audience Presentation is v isually organized and complete.

*Understanding of the Question *Analysis *Supportive Information with examples *Grammar and Structure *Organization and writing Style

Fails to demonstrate any understanding of the concepts under concern. Lacks evidence of any knowledge related to the subject.

May deal with one part of the question in some depth and there is weak analysis done. Lacks supporting information. May contain few errors and is weakly organized and written.

Understand and deals with all part of question in depth. Provides effective analysis of question. Supports with substantial relevant information and application of more examples . May contain insignificant errors, well organized and also well written.

Written Exam (15 marks)

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