Human Resource ManagementSemester II

Faculty Name: Dr. Srabasti ChatterjeeCabin: D206Email id: srabasti@ibsindia.orgContact: 8142176428

Course Description:

Human Resource Management outlines the importance of HRM and its different functions in an organization. It examines the various HR processes that are concerned with attracting, managing, motivating and developing employees for the benefit of the organization.

Textbook:

Human Resource Management. A South Asian Perspective by Robert L. Mathis, John H. Jackson and Manas Ranjan Tripathy (Cengage)Personnel/ Human Resource Management by David A Decenzo & Stephen P Robbins (Prentice- Hall)Human Resource Management by Gary Dessler (Prentice-Hall)Managing Human Resources by Wayne Cascio (TMH)

HRM Session plan

S. No.

Date of the session

Session No.

Topic Cases Chapter objectives

1 14/10/14&17/10/14

1-2 Introduction to HRM: HR as organizational Core competency; HRM’s contributing role; Current and Future HRM challenges; HRM competencies and Careers

1. Microsoft India’s HR Practices (ICMR CASE)

After reading this chapter, one should be able to:Define HR management and explain why managers and HR staff must work together.List and define the seven categories of of HR activities.Identify three challenges facing HR today.Describe the four roles of HR management.Discuss why ethical issues affect HR management.

2 21/10/14& 28/10/14

3-4 Emerging Trends: HR as Organizational contributor; Effectiveness of HR initiatives

2. SAS Inc. Working the good life (ICMR CASE)

After reading this chapter, one should be able to:Identify the current trends of HR; HR’s contribution to Organizations..Identify how organizations can measure and assess the effectiveness of HRM practices.

331/10/14&04/11/14

5-6 Job Analysis and Design: Concept of Job Analysis and Design, Role analysis –Methods of Job analysis - Job Description - Job Specification – Modern Management Techniques: Job rotation – job enlargement – Job enrichment.

Activity After reading this chapter, one should be able to:Discuss workflow analysis and business process reengineering as approaches to organizational work.Explain how changing job characteristics can be used to improve jobs.Indicate how job analysis has both legal and behavioral aspects.List and explain four job analysis methods.Identify the five steps in conducting a job analysis.Write a job description and the job specifications for it.Compare task-based job analysis with the competency approach of job analysis.

4 07/11/14&11/11/14

&

14/11/14

7-9 Human Resource Planning (HRP) and Retention : Definition – Need and Importance of HRP- Process of HRP–Levels and Types of HRP – Forecasting Demand for employees- Forecasting supply for employees-Balancing supply and demand considerations- HRP

1.Xerox focuses on HR2. Where do you find the bodiesText Book Cases(p.79-80)

After reading this chapter, one should be able to:Discuss why human resources can be a core competency for organizations.Define HR planning, and outline the HR planning process.Specify four important HR benchmarking measures.Identify factors to be considered in forecasting the supply and demand for

Model, Rightsizing; Employee Turnover and Retention of HR

human resources in an organization.Discuss several ways to manage a surplus of human resources.Identify what a human resource information system (HRIS) is and why it is useful when doing HR planning.

10 TH SESSION -NCP1- 18/11/145

21/11/14&25/11/14

&

28/11/14&02/11/14

11-14 Recruitment and Selection Process: Definition and concept of Recruitment - Factors Affecting Recruitment – Sources of recruitment– Information Technology, E-recruitment -Methods and Techniques of recruitment Selection Process- Person Job Fit - Person Organization Fit –Elements of Selection Process - Steps in the Selection Procedure – Various types of Tests – Selection Interview: Methods and Process (including reference check and medical examination) - Placement and induction.

3. Recruitment & Selection

4 Caselets (ICMR CASE)

After reading this chapter, one should be able to:Identify different ways that labor markets can be identified and approached.Describe the phases in strategic recruiting and the decisions made in each phase.Discuss the advantages and disadvantages of internal versus external recruiting.Identify three internal sources for recruiting and issues associated with their use.Discuss why Internet recruiting has grown and how employers are conducting it.List and briefly discuss five external recruiting sources.Discuss three factors to consider when evaluating recruiting efforts.

6 05/12/14&09/12/14&12/12/14

&

19/12/14

15-18 Performance and Potential Appraisal: Concept of performance management and performance appraisal - Objectives of Performance Appraisal - The Appraisal Process -Traditional Methods and Modern

Performance Appraisal 3 Caselets- (ICMR)

After reading this chapter, one should be able to:

Distinguish between job criteria and performance standards and discuss criterion contamination and deficiency.Identify two major uses of performance appraisal.Provide examples of several rater errors.

Methods of Appraisal, (including MBO, 360 degree, Assessment Centre, Balance Scorecard, etc) Pitfalls in Performance Appraisal – Potential appraisal

Describe both the advantages and disadvantages of multisource (360°) appraisal.Identify the nature of behavioral approaches to performance appraisal and management by objectives (MBO).Discuss several concerns about appraisal feedback interviews.Identify the characteristics of a legal and effective performance appraisal system.

7. 23/12/14 19,21 Employee Training and Management Development: Importance and objectives - Distinction between Training and Development – Principles of Learning –E- learning, Assessment Center, Types of training and development – Training need analysis - Systematic approach to Training and Development – Evaluation of Training

4. Training & Development GE Way (ICMR CASE)

After reading this chapter, one should be able to:Define training and discuss why a strategic approach is important.Discuss the four phases of the training process.Identify three types of analyses used to determine training needs.Describe internal, external, and e-learning as training delivery approaches.Give an example for each of the four levels of training evaluation.

20 TH SESSION –NCP2- 26/11/148. 30/12/14

&

02/01/15

21-22 Managing Careers: Concept – Career stages -Career Anchors – Career Development Cycle – Benefits of career planning to individual as well as organization - Internal mobility: promotions, transfers, Separation and Succession planning, downshifting.

Succession Planning at GE (ICMR Case)

After reading this chapter, one should be able to:

Differentiate between organization-centered and individual-centered career planningDiscuss several career issues that organizations and employees face.Define human resource development, and describe the development process.Discuss specific advantages and problems associated with

assessment centers.Identify four on-the-job and four off-the-job development methods.

9 06/1/15 &

09/1/15

&

13/1/15

&

16/1/15

23-26 Compensation Management: Objectives - Methods of Job evaluation – Factors determining compensation and pay rates – Current trends in compensation- Pricing managerial and professional jobs. Minimum wages Act, Types of pay structures

Wage and Salary Administration - Nature and Purpose Minimum Wage, Fair Wage, Living Wage - Basic Kinds of Wage Plans - Elements of a Good Wage Plan, Rewards and Incentives - Short-term Plans - Long-term Wage Incentive Plans - Requisite Guidelines for Effective Incentive Plans - Non-monetary Incentives - Employee Stock Ownership Plans, Payment of bonus Act, Payment of Gratuity Act

5. Compensation Management (4 Case lets- ICMR)

After reading this chapter, one should be able to:

Define variable pay and identify three elements of successful pay-for-performance plans.Discuss three types of individual incentives. Explain three ways that sales employees are typically compensated.Identify key concerns that must be addressed when designing group/team variable pay plans.Discuss why profit sharing and employee stock ownership are common organizational incentive plans.Identify the components of executive compensation and discuss criticisms of executive compensation levels.Define a benefit and identify two strategic reason why employers provide benefits.Distinguish between mandated and voluntary benefits and list three examples of each.Describe two security benefits.List and define at least six pension-related terms.Explain the importance of health-care cost management and identify some methods of achieving it.

10 20/1/15

&

24/01/15

27-28 Grievance Handling: Grievance - Causes/Sources of Grievances - Grievance Redressal Machinery - Model Grievance

Labor Unrest at Honda Motor cycle and Scoot (Private) LimitedICMR CASE

After reading this chapter, one should be able to:

How to deal with issues informally to prevent

Procedure Legislative Aspects of the Grievance Redressal Procedure in India. Domestic enquiry, Discipline and disciplinary actions – Dismissal and Discharge of an employee.

Reading: The Journey from Industrial Relations to Human Relations: Sharing the Experience-By RP Singh

formal action

Appreciate the need to consistently apply own discipline and grievance company policies and procedures

Learn how to prepare and conduct effective investigations and formal disciplinary hearings

11 27/01/15 29 Employee Relations and Collective Bargaining: Concept and purpose Industrial Relations

After reading this chapter, one should be able to:

Competing perspectives and analyses on the nature of the employment relationship

30 SESSION NCP3-31/01/15

11. 03/2/15

04/02/15

05/02/15

06/02/15

31,32,33 Employee Relations and Collective Bargaining: Collective Bargaining - Types – Process -Pre-requisites - Issues Involved - Worker Participation in Management, Trade Unions, Trade Union Act, Industrial Disputes Act, Factories Act, Workmen’s Compensation Act.

Labor Unrest at Maruti Suzuki India limited (ICMR CASE)

After reading this chapter, one should be able to:

The factors and processes within the employment relationship and how these are analysed.

The context, processes and outcomes of employment relationshipsVis-à-vis the market, government, public opinion and other social forces.

The growth, structure, organisation, behaviour and goals of trade unionsNon-union forms of workplace employee representation and participation

The growth, structure, organisation, behaviour

and goals of employers and management

The role and nature of the state involvement in employment relations

The development and practice of public policy towards employment relations.The legal aspects of employment protection, especially those related to collective issuesThe nature of collective bargainingThe structure of collective bargaining and its variation between employment sectors.The nature of industrial conflictThe explanations for strikes, other forms of conflict and the legal framework regulating such activity.The role of HRM in employment relationsHow an ‘HRM’ approach to managing people affects the management of the employment relationship.

Evaluation Components:

ComponentsMarks

(Total 100)1. Class Participation (30 marks) CP1:10 Marks

CP2:10 MarksCP3:10 Marks

2. MCQ Test NCP1: 10 MarksNCP2:10 MarksNCP3: 10 Marks

3. Comprehensive End Term Exam 40 Marks

Class Participation is an on-going evaluation component which carries a weightage of 30%. Multiple Choice Questions are conducted three times as NCP1,NCP2,NCP3 during the

semester. After the 30th session, Comprehensive End Term Exam is conducted which would be a 3 hour

exam and is to be attempted individually by each student. The weightage for this component is 40%.