HUMAN RESOURCE MANAGEMENT

MBA II Semester - Compulsory course

15th October 2019 – 07th February 2020
(End term Exams 08-16 February, 2020)

SNAPSHOT OF THE COURSE

Program : MBA Faculty name & Contact details:
Dr. MOHAMMED ABDUL NAYEEM (Course
Coordinator)
Asst. Professor
OB/HR/ Area
Cabin: D103, D Block, First Floor
Mobile: 9985183844 (9AM TO 6PM, Weekdays only)
Email: nayeem@ibsindia.org, nayeemshad@gmail.com

Course Delivery Mode: The Sessions: As per time table

Pedagogy is predominantly based on
Lectures, Groups Discussion & Buzz
Groups
Course Code: Credits: 3 (33 sessions of 75 minutes each)

Course Code: SL HR 502

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 Course Objectives

This course for the students of Semester II of MBA offered as a compulsory course. It has the following objectives.
• To provide students with a comprehensive understanding of HRM as a function and its impact on the organization and
individuals
• To understand the major processes of HRM through the integration of various internal and external organizational
factors
• To provide learners with the foundation for examining and developing functions of HRM like attracting, managing,
motivating and developing employees, compensating for the benefit of the organization


Text Book

1. Dessler, Gary and Varrkey, Biju (2018). Human Resource Management (15th ed.). New Delhi: Pearson Education

Suggested Reading

 George W. Bohlander, et al., Principles of Human Resource Management 16th Edition, Cengage Publications, 2017.
 John M. Ivancevich, Human Resource Management, 9/e, Tata McGraw- Hill, 2003.
 Edwin B.Flippo, Personnel Management, 6/e, McGraw Hill, 2003.
 K. Aswathappa, Human Resource and Personnel Management, 3/e, Tata McGraw Hill, 2003
 Robert L. Mathis and John H. Jackson, Human Resource Management, Thomson, 2003.
 6. Arun Monappa, Human Resource Management, TMH, New Delhi, 2004
 7. R.S.Dwivedi, Managing Human Resources: Industrial Relations in Indian Enterprises , Galogotia Publishing
Company, Mumbai, 2002.
 8. C.B.Memoria and S.V.Gankar, Personnel Management: Text and Cases, Himalaya, Bombay, 2003.
 9. Gomez-Mejia : Managing Human Resources, 3/e Pearson Education.

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 COURSE OVERVIEW & SESSION PLAN
S. No. Session no Topics/Sub topics
1 1-4 Introduction to HRM
The Concept of HRM; History of HRM, Evolution
of HRM in India; Scope of HRM; Differences
between Personnel Management and HRM,
Human resources and human capital, Line and
Staff functions of HRM; Importance of HRM to
all Managers; Functions of HRM - Competencies
for HR managers, HR Compass, New HR
competency model,; Interrelation of HRM with
other Functional areas; The future of HRM &
Challenges
Strategic HRM
Strategy, Levels of strategy, Strategic Planning
and HR
Aligning HRM with Business Strategy
Need, Aims and Theories of SHRM &
Effectiveness
2 5-6 Concept of Job Analysis
Steps in Job analysis – Sources, Methods of Job
analysis, Job Description, Job Specification
Job rotation – Job enlargement – Job
enrichment.
Job Design, Approaches, Job Characteristics
Model
3 7-8 Human Resource Planning and
Recruitment
HRP - Need and Importance of forecasting,
Demand and supply for employees-Balancing
supply and demand considerations, Process and
Methods & Techniques of HRP
Strategic recruiting – Sources – External &
Internal – Process - E-recruitment – Evaluation
metrics for effectiveness of recruiting
Learning Outcomes Case
 Know what HRM is all about 1. The Line vs Staff Tussle at High
 Gain insight into functions of Speed Venture Technologies:
HRM and HR activities Threatening the company’s future?
 Differentiate between Line and
Staff (ICMR Case)
 Identify the HRM challenges
 Understand SHRM and its need
for alignment
 Understand legal and behavioral Activity - Writing Job description
aspects of Job analysis and Job specification
 Learn how to conduct and apply
scientific Job analysis methods
 Write Job Description and the
Job Specifications
 Know different approaches to
Job Design
 Familiarize with HR planning 2. Beyond Resumes: Marriott Using
process and its importance Gamification to Recruit Top Talent in
 Identify factors to be considered Hospitality
in forecasting the supply and
demand for human resources in (ICMR Case)
an organization.
 Learn how to deal with a surplus
of human resources
 Understand the strategic aspects
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4 9-10 Selection & Placement
Selection process/stages: Application blank
Initial screening, Pre-employment tests –
reliability and validity of tests, Interview, types
of interviews, Effectiveness of interview,
legality, Background checks, Selection decision,
Placement - Induction
11
5 12-13 Training and Development
Difference between Training and Development,
Training Process - Need Assessment –
Organizational – Task – Individual, Design –
Learner characteristics – Training Instructional
Strategies, Training Implementation – Nature
internal or external – subject matter – methods
- On job – off job – E- Training, Training
evaluation - Kirkpatrick’s model of evaluation;
MDP
6 14-16 Performance Management
Performance Management Systems, Objectives
of Performance Appraisal, Performance
standards, Sources of appraisals, The Appraisal
Process, Methods of appraisals - Pitfalls in
Performance Appraisal – Appraisal Interview
Quality of Work Life (QWL)
of recruitment
 Examine the External, Internal
sources and E- based recruitment
methods
 Discuss factors to consider when
evaluating recruiting efforts.
 Gain systematic understanding of 3. Automating Blind Hiring at
selection Process Compose Inc
 Discuss the importance of
validity and reliability of selection (ICMR Case) New Case
process CLHR050
 Identify types of selection tests
 Compare different types of
selection interviews
 Legal implications of background
checks
NCP 1
 Gain knowledge into the strategic 4. Training & Development GE Way
importance of Training
 How to conduct the training (ICMR Case)
 Identify three types of analyses
used to determine training needs
 Learn four phases of the training
process with clear emphasis on
each one of them
 Four levels of training evaluation
 Know what is Performance 5. Performance Management System
Management Systems @ TCS
 How Performance is measured
 How to establish job criteria and (ICMR) HRM0063
performance standards -criterion
contamination and deficiency
 Identify uses of performance
appraisal
 Advantages and disadvantages of
multisource (360°) appraisal.
 Concerns about appraisal
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7 17-18 Managing Careers
Concept of Career, Career Anchors,
Elements/Process of Career Planning, Benefits,
Developing Talent, Career Planning issues: Dual
family careers, Low ceiling career, Declining
opportunities, Restructuring, Career Plateaus
and Work-family issues, Career Development
Cycle Promotions, Transfer and Succession
Planning
8 19-21 Compensation Management
Compensation – Philosophy - Nature and
Purpose Types of Wages & Wage plans,
Compensation Design – Job Evaluation –
Process & Methods, Pay Structures in India -
Government Regulation of Compensation
22
9 23-24 Rewarding Performance
Administering Incentive Plans, Individual
Incentives, Group Incentives, Enterprise
Incentives Plans, Executive compensation, Non
Monetary Incentives, Designing Effective
Incentive Plans
feedback interviews
 Identify the characteristics of a
legal and effective performance
appraisal system
 To recognize the role of 6. Infosys Role and Career
individuals & organizations in Enhancement: A People Strategy or
career planning. Fall from Grace?
 Appreciate the human resource
development process. (ICMR Case)
 Discuss specific advantages and
problems associated with
assessment centers.
 Identify four on-the-job and four Career Anchoring exercise
off-the-job development
methods.
 Appreciate succession
management process
 Understand what is total
compensation
 Clearly grasp types of
compensation
 Understand the philosophies
involved in designing
compensation plans
 Elements of a Good Wage Plan
 Understand the various pay
structures in India
NCP 2
 Understand the importance of 7. Compensation Management at
Variable pay and identify three Tata Consultancy Services Ltd.:
elements of successful pay-for- Coping with Turbulent Times in the
performance plans. Indian IT Industry
 Discuss types of individual
incentives. (ICMR Case)
 Understanding of Compensation
of sales employees
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10 25-26 Benefits and Services
Creating a Benefits package, Planning Benefits –
Security – Health Care Retirement – Pension,
Financial benefits – Other Benefits as required
by the law (India)- Strategic Benefits Planning
11 27-29 Discipline and Employee Rights
Employee rights and privacy, Disciplinary
policies, procedures and types of action –
Dismissal and Discharge of an employee,
Grievance Handling: Grievance -
Causes/Sources of Grievances - Grievance
Redressal Machinery, Harassment at Workplace
12 30-32 Employee Relations and Collective
Bargaining
Employers and employee perspectives,
Objectives of Industrial Relations & Disputes,
Trade unions – objectives, Functions, Structure,
Labor Laws (India)
 Concerns that must be addressed
when designing group/team
variable pay plans.
 Profit sharing and employee
stock ownership are common
organizational incentive plans.
 Develop benefits and services for 8. Being a 'Pioneer' in Global
employees Maternity Benefits: Vodafone’s
 Define a benefit and identify Talent Retention Strategy
strategic reasons why employers
provide benefits. (ICMR Case)
 Importance of benefits required
by the law
 Understand various Acts for
Employee Compensation
 Discuss employee and employer 9. A Sexual harassment Complaint
rights and obligations and the Fallout
 Discuss Issues associated with (ICMR Case)
work place monitoring and
employer investigation Discuss
how wrongful discharge, just
cause, and due process are
related
 Positive and progressive
approach to discipline
 Appreciate the need to
consistently apply own discipline
and have grievance redressal
policies and procedures
 Understand what a union is – 10. Labor Unrest at Maruti Suzuki
why unions are formed and why India limited
employers resist them
 Discuss industrial relations and (ICMR CASE)
trade unions in India
 Learn the nature of each of the
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 The Bargaining Process - Preparing for major labor laws
Negotiations  To understand the importance of
collaboration and collective
bargaining
 To understand collective
bargaining process

33 CP/NCP 3

Swayam reference material for HRM course – Academic Year 2019-20

It’s a self paced learning video links, students are advised to go through the links and come prepared for the classes for discussion.

S no Course Topic URL Resource Person

1 Introduction to HRM https://www.youtube.com/watch?v=RamtocP6TeU&index By Dr.Anu Singh Lather, Dean
USMS, GGSIPU, New Delhi
2 Recruitment & Selection https://www.youtube.com/watch?v=NcGtVXmcfTQ&list By Dr.Namita Rajput, Associate
Professor, Sri Aurobindo College,
University of Delhi
3 HRM Relevance & Spectrum https://www.youtube.com/watch?v=iartz2joeLo&list By Dr.Namita Rajput, Associate
Professor, Sri Aurobindo College,
University of Delhi
4 Organization of HR Department & https://www.youtube.com/watch?v=avRyR6BEi9I&list By Dr.Namita Rajput, Associate
HR Policies Professor, Sri Aurobindo College,
University of Delhi
5 Job Analysis https://www.youtube.com/watch?v=StFp44R3Dms&list By Dr.Namita Rajput, Associate
Professor, Sri Aurobindo College,
University of Delhi
6 Green Human Resource https://www.youtube.com/watch?v=sco_w0xZg-E&list By Dr.Namita Rajput, Associate
Management Professor, Sri Aurobindo College,

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 University of Delhi

Expectations from Students

a. Students must report to the respective sessions well before the announced time. Latecomers will not be permitted to join the
class after the scheduled time. If late, the attendance for that session will be marked as absent.
b. Read the Case Study / material well prior to the class discussion. He/she is also expected to read the chapter indicated in the
course plan as the faculty directs.
c. In the class discussion student is expected to participate actively and contribute to individual and group learning. Evaluation is
based on active participation.
d. Evaluation is a continuous process at IBS. Every student needs to be aware of the timelines given in the section below.
Absence from these evaluations will mean non awarding of marks in that particular component
e. Wherever applicable, group assignments require each student to contribute to the group effort. This enhances group
effectiveness and leads to greater appreciation of working in groups.
f. Formal dressing is suggested for all students. Do not roam in the academic area/ attend classes in chappals / shorts / informal t
shirts
g. Students are expected to show high regard and appreciation for in class discipline and desist from using mobile phones. This
disturbs the class ambience and unnecessarily diverts attention of other students as well as the faculty member.
h. Each faculty has been given a scheduled consultation hour. Utilize this time to meet the faculty and clarify doubts if any, seek
explanations and get mentored if needed.
i. Attendance is compulsory in all sessions. However refer to guidelines in your academic handbook for exceptions.

Plagiarism
Plagiarized content will be dealt strictly and might result in the expulsion of the students from the college.

Evaluation Timelines
Keeping in line with continuous evaluation at IBS the following schedules have been drawn. Students are expected to go
through the dates / sessions mentioned and prepare accordingly.

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Component Component Type Designated slot Result Declaration Weightage
Name %
Class
Participation 1 Sessions - 33 Session 33 10
(CP)
Non Class 1- Multiple Choice Questions - Online test Session -11 Session-15 20
Participation 2- Descriptive type - Offline test Session - 22 Session-26 20
(NCP) 3- Project/Descriptive/MCQ In case of Project Session 33 10

Proposal-Session 12

Interim Report-Session 23

Final Presentation -
Session - 33

End-semester At the end of the semester 40

exam
Total 100
Note: Minimum 60% attendance is essential for all components of evaluation, including CP & NCPs.

Performance till Midterm will be announced by end of session No. 16 in each course which means each student will know his /
her performance in the NCP. The final result will be declared after the end examinations. Before the student takes the end
examination he / she will be aware of the progress in each course up to an extent of 60 marks. Students not taking the
evaluation according to the timelines mentioned above will not be given another opportunity excepting in rare circumstances
of extreme illness or hospitalization.

***

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