JAIPURIA INSTITUTE OF MANAGEMENT, NOIDA PGDM (General) TRIMESTER III (2011-13) Course Title: Human Resource Management Course

Instructor: Prof. Abdul Qadir Number of Sessions: 24 Course Overview Human Resource Management (HRM), one of the major business functions of organisations involves all management decisions and practices that directly affect or influence the people, or human resources, who work for the organisation. An organisations employees enable an organisation to achieve its goals and the management of these human resources is important to an organisations success. HR being the key business partner, in todays contemporary organisations, the role of HRM has gained great importance due to a shift in the business environment. In order to meet the need of hour of business-savvy professionals, the proposed HRM course is designed to facilitate the students about the concepts, techniques, and practices in the HR domain. The aim of the course is to establish understanding of the concept related to people aspects and to apply them in complex business environment. The course discusses the important partnership with line mangers and the competencies required of HR management. This course will help the students by introducing them to an identifiable set of activities that Human Resource Management takes into account that affect and influence the people who work in an organization. The HRM course has been planned over six distinguished modules namely; Human Resource Management in Perspectives, Meeting Human Resource Requirements, Training & Developing Employees, Compensation Administration and Reward Management, Employee Relations, Employee Transition & Separation, and e-HRM. These modules focus on the introduction, explanation and discussion of the individual practices and policies that make up HRM. The course also covers various human resource management issues of public and private sector organisations. It will articulate and foster an approach to human resource management that integrates and aligns various verticals including recruitment and selection, training and development, performance management, compensation and industrial relations which can leverage positive contribution to organizational performance. The course provides specific, actionable explanations and illustrations along with case studies with focused Indian perspective. Course Code: HR (503) Office Ext No. 381 Course Credit: 3

Apart from discussing and developing the traditional proficiency of HR functions among students, they will also be exposed to the latest practices in HRM like; e-HRM, HR outsourcing, HRIS & HR ERP softwares. This will let the students hone their skills beyond their future plans of specializing into any specific area while understanding the importance of HRM. Learning Outcomes After undergoing this course, students will be able to: 1. Analyse and comprehend various HR roles and challenges in the organisation. 2. Appreciate the integration of different HR Functions for efficient HR operation. 3. Use HR concepts and practices as a line manager. 4. Explore the intervention of technology in managing HR in terms of e-HRM, HRIS, HRERP softwares. Pedagogy The class time will be used to make the students understand the concepts and practices and learn to implement them in practical life. The course will be taught through classroom discussions. Group and individual exercises will be used to develop the skills and techniques needed for a successful manager. Case discussions and individual assignments/exercises, and corporate business examples will constitute the learning tools of this course. Text Book Snell S., Bohlander G., & Vohra V. (2010) Human Resource Management: South Asian Perspective, Cengage Learning, 7th Edition, New Delhi. Assessment Sl. 01 02 03 04 05 Components Class Participation Quizzes Project Work Mid-term Examination End-term Examination Weightage % 10 20 20 20 30

Class participation: This includes discussion on case study, presentation of cases wherever applicable and individual & group exercise. As a part of group exercise, each group has to do one exercise which will include role play, case analysis, and scenario & situation analysis. Quizzes: There will be two quizzes of MCQ(s) type and will be conducted announced. Project work: As a part of project work, each group would be required to do field work in which they need to study & understand any specific HR subsystem. Each group will be required to conduct interview of HR professionals and wherever applicable interview of employees of other functional area which will be followed by report writing as a part of their project work. They are also expected to collect relevant HR documents and formats to enhance their knowledge.

Mid-term examination: This will consist of application based situational questions and conceptual questions. End-term examination: This will consist of case study-analysis, application and situational based questions and theoretical, conceptual questions covering the entire syllabi.

Session Plan
Session Topic Methods/Case Text Book & Readings Ch./Pg. No.

Module 1: Human Resource Management in Perspectives 1 2 Opening Session: Introduction to HRM Concept and Functions, Scope and Significance, Role and Responsibilities of the Human Resource Manager. Role of HRM & Challenges in HRM Discussion Discussion Snell, Bohlander & Vohra Assigned Reading : HCL Technologies, Employee First Customer Second Text Ch 3 Pg 106-117 Ch 1 Pg 4-41

Discussion

Module 2: Meeting Human Resource Requirements 4 Job Analysis, Specification Job Description, Job Discussion & Exercise: Job Analysis of HR Manager Discussion Discussion &

5 6 7

Human Resource Planning Recruitment, Sources of Recruitment

Text Text Text Text Text Text

Case: Risky Recruit

Selection Process and Types of Tests, Methods Discussion of Interview 8 Mock Interview Exercise Module 3: Training & Developing Employees 9 10 11 Training - Introduction, Process & Methods of Discussion Training Training Need Evaluation Discussion & Case: McDonalds Performance Management System Discussion Introduction, Process and Methods of Performance Appraisals Methods of Performance Appraisals contd Discussion

Ch 2 Pg 51-91 Ch 4 Pg 145-164 Ch 5 Pg 201-225 Ch 6 Pg 253-258 Ch 6 Pg 265-284 Ch 7 Pg 308-343 Ch 7 Pg 328-344 Ch 2 Pg 165-175

12 13

Text Text

Discussion & Role play: Promotion of Mr. Mashroo 14 Group Project Work Presentation Module 4: Compensation Administration and Reward Management

Career Planning

15 16

17

Compensation, Basic Factors in Determining Discussion Pay Rates Competency Based Pay, Benefits, Perks, and Discussion & Incentives, Compensation Trends Exercise: Designing Compensation for Marketing Executives Performance Pay Linkage & Rewards Discussion

Text Text

Ch 8 Pg 364-374 Ch 8 Pg 380-386

Text

Ch 9 Pg 403-407

Module 5: Employee Relations and Transition 18 Overview of Industrial Relations

Discussion

Industrial Dispute Act, Dispute Settlement Discussion Machinery 20 Managing Employee relations through Case: Philips IndiaHandout Collective Bargaining Labor Problem at Salt Lake Promotion & Transfer, Employee Turnover, Discussion & Exercise Reading: 21 Retirement, Layoff, Retrenchment and VRS - Making a Layoff Exit Interview, Decision Human Capital, 2009 - Handout Module 6: e-HRM 22 23 24 Technology in HRM: HRIS, ERP Packages for Guest Session Managing HR Group Project Work Presentation Closing Session :An Integrative Case Discussion & Case:Tata Consultancy Services Text

19

Rao, V.S.P. HRM ,Excel Books -do-

Ch 26 Pg 584 -589 Ch 26 Pg 591-599 Ch 22 Pg 513-528

Ch 12 Pg 505-530

Handout

Questions for Case Discussion A) Case: Risky Recruit

1. Should Naytrix rope in alleged sexual offender but marketing whiz Shradul Swamy to crank up business? 2. Suggest suitable framework of Recruitment & Selection to Mr. Sunderam explaining issues which are necessary to consider in selection decision. 3. In todays age and time, business is won and retained on the strength of organizational capabilities and track record. How do you propose to resolve Naytrixs dilemma, keeping the above in background? B) Case: McDonalds

1. Do you think McDonalds training initiatives are aligned with business strategy? Explain the reasons for it. Why its important to establish business strategy - training linkage? 2. Examine Ray Krocs training philosophy. How has McDonald gained from this philosophy? 3. Discuss the training and Management development process at McDonalds with respect to its design, purpose, methods and content. Evaluate McDonalds T&D process based on your understanding of the process of training?
C) Case: Labor Problems at Phillips 1. Drawing information from the case justify whether PIL has followed the approach of proactive strategy or reactive strategy in handling the deal. 2. As a student of management pinpoint the differences in perceptions & its reasons for the various parties involved in the case study? 3. What would be the future repercussions of the union management tussle for the Videocon management & what plan do you suggest to develop effective industrial relations? D) Case: Tata Consultancy Services 1. Analyse the recruitment/Selection process of TCS and appreciate its salient features. 2. Explain the emphasis on Training and education and its facilitation in building of TCS as a brand that attracts the best talents in the market. 3. Analyse the perks/fringe benefits available to TCS employees and the contribution of these benefits to building TCS as an attractive brand. 4. Explain the reward mechanism in TCS that helps in retention of employees. ------------------