HUMAN RESOURCE PLANNING & DEVELOPMENT

COURSE OUTLINE
Faculty : Reema Gupta
COURSE OBJECTIVE :
In todays Scenario People in any organisation, represent an important organisational resource. Planning,Productive,
flexible management of that resource must be a priority. Furthermore, those who make decisions and pursue courses of
action which enhance value creation, and ultimately determine the fate of any organisation , will be more effective if they
bring to strategic decisions a solid base of understanding of the four human resource issues addressed in this
specialisation.
Students gain an understanding of the range of human resource planning problems faced by various organisations. This
includes the considerations which must be taken into account , both in taking immediate action and in developing longer
range policies, such as the impact of decision on individuals as human beings, not simply as employees. Students acquire
knowledge of current and emerging human resource programmes and practices, and skills in diagnosing human resource
problems and pursuing a course of action to resolve them.

Course Requirement & Pedagogy:

Students are requested to carry the concepts of Human Resource Management which has already discussed in
their previous semester. Students are requested to collect various corporate examples & to discuss these examples
in the class. Students should also go through latest magazines, journals & research reports available and should try
to link the theory with the articles to make a concrete understanding of the topic. To be precise there is no book
which covers all the concepts. Therefore the reliance on other resources specially journals and internet, HR
websites are more important.
Marks Distribution:
Assignment

: 35 %

Presentations

: 20 %

Class Involvement

: 15 %

End Term

: 30 %

Total No. of Classes : 23

Text Books:
T1 Human Resource Planning,Bhattacharya dipak Kumar,First Edition,2002,Excel Book
publication
Reference Books:
rd

R1 Subba Rao.P,HRM & Industrial Relations,3 edition, Himalayan Publishing House

th

R2- Mamoria.C.B,Personnel Mgmt,edition ,15 edition ,

R3-Ashwathappa.K,HR & Personnel Mgmt,

nd

R4- Rao VSP,HRM,2 edition

Module ONE
Contents

Macro Level Manpower Planning

Meaning and Concept of HRP
Activities required for HRP
Steps for HRP
Objectives of HRP
Macro and Micro HRP
Labour Economics
Labour Market Analysis
Stock Taking

TEXT
References

T1-Ch-3
R1-ch:3
R2-ch:8
R3-ch:2

Assignment 1 : Students will be divided into group of four each .

Manufacturing
IT
FMCG
Insurance
Railway
Following sector keeping into mind Develop an HR plan for a newly opened branches , having
branches in major towns in India?
What specific external factors would be important for you to consider? Why?
Report not be exceed 10 pages and to be submitted via mail at reema.iper@gmail.com

Presentation

Readings

Case 1:

All groups will give presentation on the assignment made.

Indian Management ,Right people for right job,Oct 2004,Vol 43,No 10,pp 44-53
Personnel Today,Jan-March,2002,Key issue in manpower Planning in process Industry with special
refrence to steel,pp 27-32
HR challenges in the service Industry,Human Capital, Vol 09,No.04,Sept 2005,pp-32-35
rd
HRM,Wendell French,3 edition,pp-135
Smarter Offshoring,HBR,June 2006,P-85-92
Homework saves the day,Human Capital,Nov-2001,Vol.5,No.06
How to find and hire the best employees,Indian management,Edition 1998,Vol.37,No.09
Emotional Quotient, Indian Management, Edition 1998, Vol.37,No.11
Human Resource strategy for next millennium,Indian Management ,Edition 1998,Vol.37,No.07

Down Size or up size : Compliance to strategy or adjust the strategy,P-88,P.Subba Rao

Web
Refrences :

http://books.google.co.in/books?id=BJbvdUbql0IC&pg=PA108&lpg=PA108&dq=demand+and+su
pply+in+HRP&source=bl&ots=A6jbSe5gy&sig=2s6gE3rp9pc5X4lEVSCaEkAWTcY&hl=en&ei=a164SvfBEoKIkQXS3qTlBQ&sa=X&oi=bo
ok_result&ct=result&resnum=5#v=onepage&q=&f=false
http://www.employmentstuhttp://books.google.co.in/books?id=BJbvdUbql0IC&pg=PA108&lpg=
PA108&dq=demand+and+supply+in+HRP&source=bl&ots=A6jbSe5gy&sig=2s6gE3rp9pc5X4lEVSCaEkAWTcY&hl=en&ei=a164SvfBEoKIkQXS3qTlBQ&sa=X&oi=bo
ok_result&ct=result&resnum=5#v=onepage&q=&f=falsedies.co.uk/summary/summary.php?id=3
12
http://www.macroscan.org/anl/may09/anl110509Indian_Labour.htm
http://www.esicorp.net/services_projects.asp?projectTypeID=2&subProjectTypeID=11
http://www.getentrepreneurial.com/people-management/micro_and_macro_hr.html
http://www.ilo.org/public/english/employment/strat/kilm/
http://www.workplace.gov.au/workplace/Category/ResearchStats/LabourtAnalysis/
http://en.wikipedia.org/wiki/labour-economics
http://www.work911.com/cgi-bin/planning/jump.cgi?ID=6781
http://www.hrfolks.com/articles/hrexcellence1.htm
www.citehr.com/15044-manpower-planning.html
www.thecanadianencyclopedia.com/index.fm?PgNm=TCE&Params=AIARTA0004426
http://en.allexperts.com/q/Human-Resources-2866/2008/3/HRP-2.htm

http://www.hr.com/SITEFORUM?&t=/Default/gateway&i=1116423256281&application=s
tory&active=no&ParentID=1119278077613&StoryID=1242052846867&xref=http%3A//w
ww.google.co.in/search%3Fhl%3Den%26source%3Dhp%26q%3DHR+planning+confrence
%26meta%3D%26aq%3Df%26oq%3D#
Video :

http://www.youtube.com/watch?v=YCdUmlOsP8w

No. of
sessions :

2+2+1

Module Two
Contents

Work Force flow Mapping-Part 1

Age and Grade Distribution Mapping
Techniques of demand and supply forecasting of HR,Wastage analysis
T1-Ch-4
R1- ch:3
R3-ch:4

TEXT
References

Assignment 1 : Make a report on different sector keeping into mind

IT
Manufacturing
Retail
Insurance
Railway
Skill Crisis Causes and Effects with special references to allotted sectors.
Age and grade mapping In the same organization draw age
and grade mapping : problems and prospects.
Report not be exceed 10 pages and to be submitted via mail at reema.iper@gmail.com

Presentation

All groups will give presentation on the report made.

Game 1:

Plan for HR in SBI,Anantapur Branch,P-108,P.Subba Rao,Himalaya publishing

Readings

Understanding older workersP-145,Wendell French

Harvard business Review,June2004,Understanding People People,pp-78-86
Harvard business Review,Sept2009,Genders make a Difference,pp-15-17

Web
Refrences :

http://ideas.repec.org/p/wpa/wuwpma/0004041.html
http://www.refrenceforbusiness.com/management/Gr-Int/Human-Resource-InformationSystems.html
http://www/nhsru.com/factsheets/HHRAnanalysisofforecasting.pdf
http://www.personneltoday.com/articles/2007/09/06/42186/different-solution-for-differentsectors-is-only-way-to-tackle-skills-crisis.html
www.hrmreport.com/news/gender-pay-gap/
www.expresscomputeronline.com/20050425/technologylife01.shtml
www.chrmglobal.com/Replies/1175/1/skills-Inventory.html
www.citehr.com/29078-format-skill-inventory.html
http://books.google.co.in/books?id=oI5pMgjHiDQC&pg=PA55&lpg=PA55&dq=demand+and+sup
ply+in+HRP&source=bl&ots=1m2z2CCetA&sig=DQY6UOn364yVYqpdwKPgka4lnc&hl=en&ei=a164SvfBEoKIkQXS3qTlBQ&sa=X&oi=book_result&ct=re
sult&resnum=8#v=onepage&q=demand%20and%20supply%20in%20HRP&f=false
http://www.computerweekly.com/Articles/2008/07/29/231661/the-uk-it-skills-crisis-essentialguide.htm
http://www.theage.com.au/news/Tim-Colebatch/How-to-fix-the-skillscrisis/2005/02/28/1109546794465.html
http://www.eurograduate.com/arch_article.asp?id=2598
http://management.silicon.com/careers/0,39024671,39168079,00.htm
http://reliabilityweb.com/index.php/articles/warning_vocational_classes_falling_out_of_favor/
http://www.queensu.ca/samp/migrationresources/braindrain/documents/kraak.pdf
http://www.manufacturingskills.org/faqs.shtml
http://www.hrmguide.net/canada/jobmarket/labour_crisis.htm
http://answers.yahoo.com/question/index?qid=20090217000308AASBr3j

Video :

http://www.youtube.com/watch?v=sP7Q51zHp4I

No. of
sessions :

2+2

Module
Three:
Contents

Behavioral Factors in HRP

Employee retention,redeployment,exit strategies.HRD climate & Culture

T1-Ch-8
References
R2-,ch:37
R3-ch:2
Assignment 3 : Make a Report on different sectors keeping into mind :
FMCG
Automobile
Banking
IT
Manufacturing
Detect the retention strategies of the employers of the sector allotted

TEXT

Presentation

Readings

Report not be exceed 10 pages and to be submitted via mail at reema.iper@gmail.com

All groups will give presentation on the report made.
A workplace to inspire me,Human Capital,Vol 8,No.9,Feb-05,pp-21-26
All about Accolades,Human Capital,Vol 9,No.10,March 06,pp-20-23
Attracting 7 retaining women employees,Human Capital,P-54,May-06
What your career anchor, Human Capital,p-42,Nov-03
Cut the identity crisis, Human Capital,P-32,Sept-03
Connecting middle managers, Human capital,Jan-05,P-27
Build an adaptive culture for that winning edge,p-46,Human Capital,July-05
Meeting the challenge of corporate entrepreneurship,HBR,P-102,Oct-06
Managing Multicultural Team,HBR,P-84,Nov-06
Greasy hands HRD or HRD as if workers mattered ,Indian Management ,Edition
1999,Vol.38,No.10,pp-44-47

Web
Refrences :

http://humanresources.about.com/od/retention/a/more_retention.htm
Http://www.marlinfinanacialservices.com/news-HoldingOnToValuableAsset.html
http://www.hrleader.net.au/articles/bf/0c0251bf.asp
http://www.smetoolkit.org/smetoolkit/en/content/en/458/Tips-for-Retention-Strategy
http://www.humanlinks.com/orgsn/climate.htm (HR climate Survey)
http://www.vedamsbooks.com/no57163.htm
http://www.thehindu.com/2008/11/03/stories/2008110352900400.htm
http://www.financialexpress.com/news/ai-staff-will-be-redeployed-size-to-be-cut-byhalf/487153/
http://www.mbs.edu/go/episode/rethinking-employee-retention#

No. of
sessions :

2+2

Module
Four:
Contents

Performance Planning

Career Planning & Mgmt, Potential appraisal, Change Mgmt, QWL

T1-Ch-9,
References
R1-ch:3
R3-ch:4
R4-CH.11,15,28
Assignment 3 : All pre-defined groups will make a assignment on
Role of a leader in managing a change in any organization

TEXT

Presentation

Report not be exceed 10 pages and to be submitted via mail at reema.iper@gmail.com

All groups will give presentation on the report made.

Readings

performance management: building a research agenda,P-39,human Capital,Oct-05

Fortune telling at work,p-39 , Human Capital,Feb-2003
Unraveling Oasis, Human Capital,p-26,Vol.7,No.05,Oct-03
Managing Middlescenes,HBR,March-06,pp-78-86

Two Executives& one career ,HBR, feb 05,pp-125-131

The young and the restless, Human Capital,Vol.9,No.06,pp-36-40
The drivers of Success in Post merger Integration,Organizational Dynamics Vol 33,No 2,)4,pp174-187
Human Dimension of Disinvestment, Indian Journal of industrial Relations,Vol 38,No.03,Jan
03,pp-344-356
Case 2 :

The limits of Change ,Human Capital,Vol.9,No.5,Oct 05,pp-44-50

Web
Refrences :
http://appraisals.naukrihub.com/pre-requisites.html
www.gov.ns.ca/psc/v2/hrcentre/resorces/ode/performancemanagement.asp
http://appraisals.naukrihub.com/potential-appraisal.html
http://www.openlearningworld.com/olw/courses/books/Performance%20and%20Potential%20
Appraisal/Performance%20and%20Potential%20Appraisal/Potential%20Appraisal.html
http://www.assessment.com/TakeMAPP/default.asp?dest=TakeMAPP (Online Potential
Appraisal)
http://info.shine.com/Career-Advice-Articles/Appraisal/Potential-Appraisal/1582/cid776.aspx
http://www.citeman.com/350-quality-of-work-life-qwl/
http://www.icmrindia.org/courseware/Intro%20to%20Hrm/hrm-DS18.htm
http://www.chrmglobal.com/Articles/183/1/Quality-of-Work-Life.html
http://books.google.co.in/books?id=iB4OAAAAQAAJ&pg=PA24&lpg=PA24&dq=quality+of+work
+life+example&source=bl&ots=zviSwEqbBc&sig=MB0UJ3ooYVytviAlWjtmTWnIlCk&hl=en&ei=dS
qvSunnCYiK6AP_krXoDA&sa=X&oi=book_result&ct=result&resnum=4#v=onepage&q=quality%2
0of%20work%20life%20example&f=false

Video :

http://www.youtube.com/watch?v=tApjLfiZtYM
http://www.youtube.com/watch?v=NDtfI_EJeRU

No. of
sessions :

3+2

Module
Four:

HRD in Strategic Organizations

Contents

TQM & HRD,HRIS, Human Accounting

T1-Ch-12,14,15
References
R1-ch:3
R3-ch:4
R4-CH.11,15,28
Assignment 4 : Make a Report on different sectors(Already allotted) keeping into mind the following topics :
Is HRD a Cost centre or Profit centre ?
Variables of HR audit in a firm.
Application of TQM in HR.

TEXT

Presentation

Report not be exceed 10 pages and to be submitted via mail at reema.iper@gmail.com

All groups will give presentation on the report made.

Readings

Designing High performance Jobs,HBR,july-Aug 05,pp-55-62

HRM:The Emerging Trends, Indian Journal of Industrial Relations,Vol 37,No.3 jan 02 ,pp- 315-330
knowing & doing Critical HR Competencies, Human Capital,Vol 09,No.2,July 2006,pp-27-29
Redefine The HR Agenda,Human Capital,Vol 09,No.12,May 2006,pp-25-28
The Four pillars of the Proposed Strategic HRM Dimension Model,Indian Journal of Industrial
Relations,
Vol. 40,No.01,July 04,pp-95-10
A study of HRD concepts structure of HRD department and HRD practices in India,,Vikapla,
Edition 2001,Vol.26,No.03,pp-49-63
Human Capital Valuation :An improved model.Management Review,Edition
2001,Vol.13,No.02,pp-47-55
HRD for workers,Udyog Pragati,edition 2000,Vol.24,No.01,pp-37-41
HR accounting Explained,Indian Management ,Edition 2000,Vol.39,No.06,pp-47-48
HRD should be part of Business starategy,Edition 2001,Vol.40,No.01,pp-59-63
Accounting and reporting for HR,8M,Edition 1998,Vol.03,No.02,pp-55-62
TQM on crossroad,8M,Edition.2000,Vol.05,No.02,pp-43-51
Ethics for Accountant,Finance India,Edition 1999,Vol.08,No.04,pp-1239,1241
Productivityed h Human resource valuation model,Indian Management
,Edition 2001,volume 36,No.07,pp-487-488
Case 3 :

Web
Refrences :

nd

Human Assets ,V.S.Rao,2 Edition,pp-638-640

http://210.210.18.114/EnlightenmentorAreas/finance/CFA/humanResorceAcc.htm
http://en.allexperts.com/q/Human-Resources-2866/2008/3/HRP-2.htm
http://finance.isixsigma.com/library/content/c040127a.asp
http://www.isixsigma.com/library/content/c031008a.asp
http://www.asq.org/learn-about-quality/total-quality-management/overview/overview.html
http://www.tqmi.com/newsline/
http://www.icejobs.com/hrrole_humanresourcesaudit1.htm
http://www.hraudit.com/tips.html
http://www.citehr.com/97312-human-resource-audit-functions.html

Video :

http://www.youtube.com/watch?v=Pm0JWmCFsCY
http://www.in.com/videos/searchvideo-human-resource-development-in-indian-organisations4c5247902948bb92fed95727755b89190237a3b0-true.html

No. of
sessions :

3+2