Unit 1 Nature of Human Resource Management
Introduction -Human Resource Management, Scope and Goals of Human Resource Management, Roles / Functions of Human Resource Management, Principles of Human Resource Management -Human Resource Development, Definitions, Nature and Scope of Human Resource Development, Importance of Human Resource Development, Human Resource Development in India -Problems and Solutions related to Human Resource Practices -Human Resource Planning, Definitions of Human Resource Planning, Human Resource Planning Procedure, Need and importance of Human Resource Planning, Factors affecting Human Resource Planning, Limitations of Human Resource Planning
Unit 2 Human Resource Planning
Introduction -Human Resource Planning, Definition of Human Resource Planning, Uses and Benefits of Human Resource Planning -Features of Human Resource Planning, The Manpower Management Cycle, Limitations of Human Resource Planning, Stages of Human Resource Planning, Need for Human Resource Planning -Prerequisites of Human Resource Planning -Steps in Human Resource Planning -The Process of Human Resource Planning, Steps, Planning Job Requirements and Descriptions, Skills Analysis, Selecting Adequate Sources of Recruitment -Attrition, Reasons, Impact of Employee Attrition, Attrition Rates around the World, Attrition in Different Industries, Battling Attrition.
Unit 3 Job Evaluation
Introduction -Job Analysis, Steps in Job Analysis, Applications of Job Analysis -Job Description, Job Specification and Job Design, Job Description, Job Specification, Job Design -Job Evaluation, The Job Evaluation System, Contribution of Trade Unions to Job Evaluation -Techniques of Job Evaluation, Job Ranking, Job Grading, Factor Comparison System, Point Rating System.
Unit 4 Recruitment, Selection, Promotion and Transfer
Introduction -The Concept of Recruitment -Recruitment Process, Other Methods of Recruitment -Aspects of Recruitment, Cost-effectiveness of Recruitment, Internal and External Recruitment, New vs. Old Blood, Sources of Recruitment Commonly used in India -Alternatives to Recruitment -The Concept of Selection, Selection Process -Difference between Recruitment and Selection -Promotion -Transfer, Meaning, Principles of Transfer, Reasons of Transfer, Types of Transfers, Benefits of Transfer, Problems of Transfer.
Unit 5 Training and Development
Introduction -Objectives of Training -Role of Trainer -Identification of Training Needs, Need for Training, Sources of identifying Training Needs, Apex Body for Need Identification, Classifying Employees, Training Efforts, Systems Approach to Training -Methodologies of Training and Development, On-the-Job Training, Off-the-Job Training, Management Development Methods -Evaluating the Training Programme.
Unit 6 Performance Improvement
Introduction -Performance Counselling, Conditions for Effective Performance Counselling, Performance Counselling Phases -Process of Performance Counselling, Feedback, Pre-Interview Preparation, Interview -Potential Appraisal -Qualities determining Employee Potential.
Unit 7 Performance Appraisal
Introduction -Features of Performance Appraisal, Advantages of Performance Appraisal, Format of Performance Appraisal -Methods of Performance Appraisal, Traditional Methods, Modern Methods.
Unit 8 Career and Succession Planning
Introduction -Career Planning -Features of Career Planning, Career Development Cycle, Career Need Assessment, Career Opportunities, Need-Opportunity Alignment, Plateaued Employees, Remedial Features, Model for Planned Self-Development -Succession Planning -Features of Succession Planning, Time Frame, Promotion from Within, Unexpected Succession, Doppelganger’s Phenomenon, Responsibility of Management Succession.
Unit 9 Total Quality Management
Introduction -Features of Total Quality Management -Tenets of Total Quality Management -Elements of TQM, Key TQM Concepts, Need and Importance of TQM, Problems in implementing TQM -Quality – Quality Circles, Definition of Quality Circle, Characteristics of Quality Circles, Process followed by Quality Circles, Benefits of Quality Circles, Important Conditions of Quality Circles -Quality Control, Components of Quality Control System, Types of Quality Control , Objectives of Quality Control, Methods of Quality Control.
Unit 10 HRD Audit
Introduction -Concept of HRD Audit, HRD Audit is Comprehensive, HRD Audit examines Linkages with other Systems, HRD Audit is Business-driven, Why do Most Companies want HRD Audit -Role of HRD Audit in Business Improvement -Methodologies of HRD Audit, Individual Interviews, Group Interviews, Workshop, Questionnaire Method, Observation, Analysis of Secondary Data, Analysis of Reports, Records, Manuals and Other published Literature, Limitations of HRD Audit.
Unit 11 Managing Change through Continuous Improvement
Introduction -Challenges before the Human Resource Manager -Responding to Change -Effect of Competition on Human Resource Management -Techniques of Continuous Improvement, Benchmarking, Business Process Reengineering, Other Useful Tools.
Unit 12 Good HR Practise
Introduction -Components, Elements and Functions of Good HR Practices, Components of Good HR Practices, Elements of Good HR Practices, Functions of HRD Department -Research Evidence of Good HR Practices -Impact of Good HR Practices in India, HRD in India, The Indian Experience -HRD and Organisational Effectiveness -Approaches to evaluate HR Function, The Balanced Scorecard Approach, Strategic HR Framework, Integrative Framework, The Human Capital Appraisal Approach, HRD Scorecard: A Proposed Model.
Unit 13 Recent Techniques in Human Resource Management
Introduction -Employees for Lease -Moon Lighting by Employees, Blue Moon Lighting , Quarter Moon Lighting, Half Moon Lighting, Three-Quarter Moon Lighting, Full Moon Lighting, Effect of Moon Lighting on HRM -Flexi Time and Flexi Work, Flexi Time, Flexi Work -Training and Development -Management Participation in Employees’ Organisations -Consumer Participation in Collective Bargaining -Collaborative Management-Multi Dimensional Approaches, Workers’ Participation, Customers’ Participation, Government’s Participation, Stockholders’ Participation, Employee’s Proxy -Human Resource Accounting, Objections to the Treatment of People as Assets, Need for Human Resource Accounting, Current Practice, Consequences, Aims and Objectives of HRA, Methods of Valuation of Human Resources, Valuation Models, Benefits of HRA, Human Resource Accounting in India -Organizational Politics, Meaning and Definition, Causes of Organizational Politics, Techniques of Organizational Politics, Effects of Organisation Politics -Exit Policy and Practice, Meaning, Extent of Surplus, Consequence of Surplus Manpower, Types of Downsizing, The Challenges of Employees’ Exit, Manage Employee Exit, National Renewal Fund -Future of Human Resource Management.
Unit 14 Human Resource Practices in Information Technology Industry
Introduction- Best Practices in Industries -Knowledge Management, Meaning, Characteristics of Workers in the Knowledge Society, Emergent HR Strategies of a Knowledge Economy -60 HR Practices in IT -Challenges in the IT Industry, Challenges due to IT skill requirements, Challenges due to role of IT in organization, Bench time, Issues related to applying Best Practices.
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