PG Diploma in Human Resoucre Management

7/25/2019 PG Diploma in Human Resoucre Management

1/32

1 | P a g e

PG Diploma in Human Resource Management

Semester-1 Subjects Credits

1 Management Theory & Practice 4

2 Organizational Behavior 4

3 Business Economics 4

4 Corporate Social Responsibility 4

5 Information System for Managers 4

6 Business Communication & Etiquettes 4


1 Marketing Management 4

2 Financial Accounting 4

3 Essentials of HRM 4

4 Strategic Management 4

5 Operations Management 4

6 Written and Oral Communication 4


2/32

2 | P a g e


1 Performance Management System 4

2 Industrial Relations & Labor Laws 4

3 Organizational Theory Structure & Design 4

4 Manpower Planning, Recruitment &Selection 4

5 Organization Culture 4

6 Compensation & Benefits 4


1 Employee Development & Talent Management 4

2 International HR Practices 4

3 HR Audit 4

4 Strategic HRM 4

5 Business Law 4

6 Project 4


3/32

3 | P a g e

Semester I

1. Management Theory & Practice

Syllabus

Evolution of Management

Introduction, History of management

Industrial Revolution

Forces behind management thoughts Approaches of management- Classical approach, Modern approach

Major contributors- Charles Babbage, Frederick W. Taylors theory of scientific management,

Henry Laurence Gantt, Henri Fayols administrative theory, Robert Owen, Max Webers theory

of bureaucracy, George E. Mayo

Recent development in management

Lean Production or JIT

5 S system

Six Sigma

Kaizen

Nature of Management Definition Nature and Purpose of Management

Management as Science

Management as an Art

Functions of Management

Role of Management in Society

Social responsibility of the business

Social responsibility towards different interest groups

Management administration and cultural values

Management as a profession

Corporate Culture Corporate culture

Components of corporate culture

Conflict between corporate culture and administration

Corporate culture and communication

Human resource development and organisational culture

Structure of an Organisation


4/32

4 | P a g e

Organisational designs

Six Box organisational model

Matrix or Mixed model

ETZIONI organisational theory

Factors influencing organisational design

Business Communication

The concept, Need and Significance of communication

Types of business communication- Internal and External communication, Formal or Informal

communication, Verbal and non-verbal communication

Tools of business communication Role of business communication in an organisation

Benefits of business communication

Limitations of business communication

Managerial decision making

Concept & Process of managerial decision making

Centralization & Decentralisation

Types of managerial decisions

Importance of managerial decision making

Information technology and managerial decision making

Leadership

Meaning, Types, Styles of leadership

Balance between leadership and management

Role, Functions, Importance and leadership

Leadership and team work competency

Leadership and group decision making

Motivation

Meaning, Need of Motivation

Theories of Motivation

Traditional Theories

MASLOW NEED HIERARCHY MODEL

HERZBERGS MOTIVATION-HYGIENE MODEL

Modern Theories

ERG Theory

McClelland's Theory of Needs

Equity Theory of Motivation

Techniques for stimulating creativity


5/32

5 | P a g e

Motivating Individuals

Motivating Groups

Change Management

Meaning, Objectives of change management

Change management and organisational development

Forces of change

Resistance to change

Managing resistance to change

Role of leaders in Change Management

Management Information System

Information technology and management

Data and Information

Expert System

Decision support system

Group Decision support system (GDSS)- Components, Model of GDSS

Advantages of GDSS

Disadvantages of GDSS

2. Organizational Behavior

Syllabus

Introduction to Organizational Behavior

Defining Organization Behavior

History of Organizational Behavior

Scope of Organization Behavior

Importance of Organization Behavior

Features of Organizational Behavior

Approaches to Organizational Behavior Classical Approach

Neo-Classical Approach

Modern Approach

Opportunities and Challenges of Organizational Behavior

Scientific aspects of Organizational Behavior

Understanding Individual Behavior


6/32

6 | P a g e

Individual Behavior

Biographical Attributes

Ability

Values

Attitudes

Job Satisfaction

Personality

Definition of Personality

Stages of Personality Development

Freudian Stages Erikson Stages (Neo Freudian Stages)

Adult Life Stages

Determinants of Personality

Theories of Personality

Psychoanalytic Theory

New Freudian Theories

Trait Theories

Social Learning Theory

The Self Theory

Significant Personality Traits affecting Organizational Behavior

Perception

Definition of Perception

Importance of Perception

Perception Process

Perceptual Selectivity

Factors Influencing Perception

Impression Management

Perception of Self-Image and Behavior

Managerial Implications of Perception

Managing the Perception Process

Learning

Significance of Learning

Theories of Learning

Classical Conditioning Theory

Operant or Instrumental Conditioning Theory

Cognitive Learning Theory


7/32

7 | P a g e

Social Learning Theory

Meaning of Reinforcement

Learning through Reinforcement

Organizational Reward System

Administering Reinforcement

Impact of Punishment

Motivation

Meaning of Motivation

Characteristics of Motivation

Different Motives of Motivation Primary Motives

General Motives

Secondary Motives

Motivational Approaches

Theories of Motivation

Maslows Need Hierarch Theory

Herzberg Two Factor Theory

Achievement Motivation Theory

Goal Setting Theory

Vrooms Expectancy Theory

Porters Performance Satisfaction Theory

Motivation in Practice

Leadership and People Skills

Definition of Leadership

Significance of Leadership

Managers vs. Leaders

Leadership Theories

Behavioural Theories

Trait Theories

Contingency Theories

Pitfalls of Leadership

Emotional Intelligence

Styles of Leadership & their Impact on Employees

Groups and Teams

Group Dynamics

Features of Groups


8/32

8 | P a g e

Importance of Groups

Types of Groups

Formal Groups

Informal Groups

Understanding Group Processes

Formation of Groups

Theories of Group Formation

Propinquity Theory

Homans Theory

Balance Theory Exchange Theory

Concept of Teams

Difference between Groups and Teams

Problems in Teamwork

Creating Effective Teams at workplace

Conflict Management

Understanding Conflicts

Sources of Conflict

Positive and Negative Aspects of Conflicts

Functional Conflicts

Dysfunctional Conflicts

Types of Conflict

Inter-personal conflict

Intergroup conflict

Conflict Resolution and Management

Encouraging Functional Conflict for Organizational Effectiveness

Power & Politics in Organizations

Understanding Power

Difference between Leadership & Power

Sources of Power

Identifying the Sources of Power in an Organization

Power Tactics

Power in Groups

Politics within Organizations

Factors Contributing to existence of Politics

Role of Politics in Determining Organization Culture


9/32

9 | P a g e

Importance of Personality Development for Encountering Politics

3. Business Economics

Syllabus

Introduction to Business Economics

Meaning and Scope of Economics

Significance Distinction between Economics and Business Economics

Microeconomics and Macroeconomics

Laws of Economics- Nature, Application, Assumptions

Economic Statics and Dynamics

Economics and Business Decision Making

Social Accounting- Gross National Product-Concept and components

Business cycles

Inflation- Defnition, Characteristics and types

Demand Analysis

Meaning and types of Demand Determinants of Demand- Factors Influencing Individual Demand, Factors Influencing Market

Demand

Law of Demand- Demand Schedule, Demand Curve, Demand Function , Assumptions in Law of

Demand, Exception to Law of Demand

Shift and Movement along Demand Curve

Supply Analysis

Concept of Supply

Determinants of Supply

Law of Supply- Assumptions and Exceptions

Expansion and Contraction of Supply Increase and Decrease in Supply

Market Equilibrium: Demand and Supply Equilibrium- Determination of Market Price, Shifts in

Market Equilibrium

Consumer Demand Analysis

Concept

Utility as a Basis of Consumer Demand- Total Utility, Marginal Utility


10/32

10 | P a g e

Law of Diminishing Marginal Utility

Cardinal Utility Approach- Neo Classical Approach

Ordinal Utility ApproachIndifference Curve Analysis

Assumptions of Ordinal Utility

Indifference Curve- Meaning, properties and Criticism

Marginal Rate of Substitution

Concept of Budget LineSlope and Shifts in Budget Line

Consumer Equilibrium Effects

Revealed Preference Theory

Elasticity of Demand and Supply

Price Elasticity of Demand

Different Types of Price Elasticity- Elastic Demand, Inelastic Demand, Relatively Elastic Demand,

Relatively Inelastic Demand

Measurement of Price Elasticity

Factors Influencing Price Elasticity of Demand

Significance

Income Elasticity of Demand

Cross Elasticity of Demand

Advertisement Elasticity of Sale

Elasticity of Supply

Demand Forecasting

Concept and need of Demand Forecasting

Factors

Steps and Limitations

Techniques - Survey methods, Statistical methods

Criteria for Good Demand Forecasting

Production Theory

Concept and factors of production

Production Possibility Curve

Production in the Short and Long Run

Total Product, Average Product and Marginal Product

Production Function

Law of Diminishing Returns- Significance, Optimal Employment of Factor of Production

Isoquant curves - Forms

Marginal Rate of Technical Substitution

Elasticity of Substitution between Factors


11/32

11 | P a g e

Iso-cost Curves

Producers Equilibrium- Equal Product, Expansion Path

Returns to Scale- Increasing, Constant, Diminishing

Different Types of Production Functions- Cobb-Douglas Production Function, Leontief

Production Function, CES Production Function

Cost and Revenue Analysis

Concept of Cost

Different Types of Costs- Opportunity costs, Accounting Costs, Economic costs, Business Costs,

Full Costs, Explicit Costs, Implicit Costs Fixed Costs, Variable Costs, Incremental Costs Short Run and Long Run Costs of Production

Short Run and Long Run Average Cost and Long Run Total Cost

Short Run and Long Run Marginal Costs

Deriving Cost Schedule from Production Function

Economies and Diseconomies of Scale

Economies of Scope

Concept of Revenue- Average Revenue, Marginal Revenue

Relationship between Total Revenue and Marginal Revenue

Relationship between Average Revenue and Marginal Revenue

Market Structure

Defining Market

Types of Market Structures- Pure Competition, Perfect Competition, Imperfect Competition,

Monopolistic Competition, Oligopoly, Monopoly

Profit Maximization in the Short Run and Long Run

Determinants and Measurement of Market Power

Market Failure

Meaning of Market Failure

Price Regulations

Market Failure and Need for Regulation

Regulations and Market Structure

Price Regulation and Firm Behavior


12/32

12 | P a g e

4. Corporate Social Responsibility

Syllabus

CSR and Globalisation

Globalization and Its Impact

Sustainable Development

Role of Business in Sustainable Development

Millennium Development Goals and UN Post- 2015 Development Agenda

India and MDGs Indian Companies Act 2013 and CSR

Corporate Stakeholders

Business and Society

Business Organizations as Systems

From Shareholder Theory to Stakeholder Theory

Stakeholder Engagement

Dynamic Environment of Business

CSR

History of CSR in India

Emerging CSR Trends Theories of CSR

The Pyramid of Corporate Social Responsibility

Changing Trends: PhilanthropyStrategic PhilanthropyCSR

Arguments against CSR

The Business Case for CSR

Importance of CSR for India Contemporary Drivers for CSR

CSR Strategy

DEVELOPING A CSR STRATEGY

Steps in Designing CSR Strategy

IMPLEMENTING CSR STRATEGY Implement CSR Commitments

Areas of CSR Implementation

CSR at Market Place

CSR at Workplace

Environmental CSR

CSR with Communities


13/32

13 | P a g e

CSR in Supply Chain

Types of Interventions

Strategic Partnerships with NGO

CSR MONITORING AND MEASUREMENT

Focus of Measurement

Social Auditing

What is Monitoring? Internal and External

REPORTING FOR CSR

Importance and Benefits of Reporting

Formats of CSR Communication and Reporting The Reporting Team

ROLE OF GOVERNMENT AND VOLUNTARY CODES IN CSR

Role of Government

Government Support at International Level

Voluntary Codes in CSR

CORPORATE ETHICS AND GOVERNANCE

Corporate ethics

Ethics and Functional Areas of business

What is Corporate Governance?

Constituents of Corporate Governance

The Corporate Governance Debate

Theories of Corporate Governance

Responsibilities of Corporate Governance

Global Growth of Corporate Governance

History of Corporate Governance in India

The Current State of Corporate Governance in India

Board Composition in India.

Corporate Governance: Need to Strengthen

Corporate Governance and CSR

Corporate Disclosures & investor protection in India

Current CSR Bill and its impact on the society


14/32

14 | P a g e

5. Information System for Managers

Syllabus

Introduction to Information System

Meaning of Information ,Difference between Data and Information, Definition, Importance of

Information for Organizations

Concept of System , Need

Evolution of Information System , Functions , Framework,

Information and Control Systems Computerized Information System

Business Process Design , Modelling

Business Process Re-engineering

Management of Information Systems

Components of Information Technology

Hardware Concepts, Software Concepts, Operating Systems, Programming Languages ,

Readymade Packages and their Operating Systems

Networking Concepts

Meaning of Networking, Need for Networking , Advantages and Disadvantages of Networking,

Characteristics Hardware and Software for Networking, Concepts , Types

Bluetooth as Wireless Technologies - RFID

Network Models

Applying Communication NetworksIntranet, Extranet, Internet

Database Management

Meaning of Database ,Types

Database Management , Objectives , Functions , Major Components , Database Models

Types of Information Systems

Different Types of Information Systems

Operations Support Systems , Transaction Processing Systems (TPS), Process Control System(PCS), Enterprise Collaboration System (ECS)

Management Support Systems , Management Information System (MIS), Decision Support

System (DSS), Executive Information System (EIS)

Functional Information Systems


15/32

15 | P a g e

Other Types of Information Systems, Expert System , Knowledge Management System

(KMS),Strategic Information System (SIS),Business Information System (BIS), Integrated

Information Systems

ERP

Defining ERP , Evolution of an ERP System, Benefits , ERP Implementation

Reasons for the Failure of ERP Implementation

Electronic Data Interchange (EDI)

Introducing EDI , Standards of EDI

Transmission Modes of EDI : VAN ,Internet/AS2,Web EDI

Disadvantages of EDIData Warehousing, Data Mining, and Business Intelligence

Data Warehousing , Need , Goals, Constituents

Definition of Data Mining, Parameters, Working

Types of relationships

Architecture of Data Mining, Functionalities

Classification on Data Mining system

Meaning of Business Intelligence, Evolution , Importance

Decision Support System (DSS)

Introducing Decision Support System (DSS)

Evolution , Components , DSS Architecture

Analytical Models in DSS

Characteristics , Types , Tools and Technologies Supporting DSS

DSS and Outsourcing

Group Decision Support Systems

Customer Relationship Management (CRM)

Define CRM , Components of CRM, Three Phases of CRM, Benefits and Challenges of CRM, New

Trends in CRM

Supply Chain Management (SCM)

Meaning of Supply Chain , Define SCM, Objectives of SCM, Components of SCM, Difference

between Logistics Management and SCM, Scope , Benefits and Challenges of SCM, New Trends

in SCM

Building and Deploying an Information System

Architecture of an Information System

Software Development Lifecycle

Software Development Models : Waterfall model, Prototype model, Incremental model, Spiral

model


16/32

16 | P a g e

Requirement Analysis & Design Considerations

Software Testing

Deploying an Information System

Managing Information Systems

Infrastructure Management

Maintenance of Information Systems

Management of Changing Requirements

Incidence Handling

Disaster Recovery and Business Continuity Planning

6. Business Communication & Etiquettes

Syllabus

Communication in workplace

Role of communication in business- Peter Drucker

Why business needs to communicate

Importance of communication skill to you

Forms of communication

Formation and sending of response

7 Cs of good communication skills

Barriers to communication

Communication Skills --- Verbal and Non-verbal

Organisational communication--- internal and external including PR

Fundamentals of business writing

Adaptation and selection of words

Use of familiar words

Adapting to multiple readers

Indirectness in persuasion and sales messages

Determining the persuasion

Gaining attention in the opening


17/32

17 | P a g e

Making the request Clear and positive

Public speaking and oral reporting

Making formal speeches

Defining oral report

Differences between oral and written reports

Planning the oral report

Telephone communication

Technology enabled Communication

Using technology in communication tasks

E mails

Tools for constructing messages

Computer tools for gathering and collecting information

Personal etiquettes and grooming for corporate

Eye contact

Body language

Handshake

Business card etiquette

Work habits- punctuality, prioritize your work, stay positive, Bring solution etc

Aspects of Communication

Cultural aspects of communication --- intercultural and multicultural

Ethical and Legal aspects


18/32

18 | P a g e

Semester II

1. Marketing Management

Syllabus

Introduction to Marketing: Evolution of Marketing

Understanding the Marketing Process: Marketing Mix

Marketing Concepts, Customer Value and Satisfaction

Marketing Environment: Impact on the Strategic Planning

Process

Understanding Consumer Behaviour

Understanding Industrial Buyer Behaviour

Analyzing Industry and Competition

Competitive Advantage and Core Competence

Marketing Strategy

Market Segmentation and Targeting

Demand Measurement and Sales Forecasting

Product and Product Life Cycle

Brand and Brand Equity

New Product Decisions

Distribution Channels and LogisticsPricing Decisions

Marketing Communication: Advertising and Promotion

2. Financial Accounting

Syllabus

Balance Sheet

Accounting Process: Journal, Ledger and Trail Balance

Corporate Accounts: Format of Company Accounts

Cash Flow Statement: Preparation, Analysis and ImplicationsFinancial Statements Reporting As per Accounting Standards: AS 1 and 2

Financial Statements Reporting As per Accounting Standards: AS 6 and 9

Financial Statements Reporting As per Accounting Standards: AS 13, 17, and 20.

Financial Analysis: Trends, Common Size, Ratios

Management Analysis and Discussion

Comparison: IFRS, GAAP, Indian Accounting Standards


19/32

19 | P a g e

Financial Statement Analysis

3. Essentials of HRM

Syllabus

Objectives of HRM, Scope of HRM, Evolution of HRM, HRM functions, Challenges, Personnel

Management

Job analysis, Information collection for job analysis, Job description and Job specification, Job

design

Human Resource Planning: need, objectives, process and problems

Recruitmentsources and methods, Selectionprocess, induction and outsourcing

Competency Mappingdeveloping competency models, uses; Assessment Center: history,

measurement tools, difference between assessment center and development center

Performance appraisal: process, methods, benefits, problems; Coaching and Mentoring:

process and implementation

Potential Appraisal: purpose and techniques; Career Planning: meaning and process; Succession

Planning: meaning, pros and cons

HR Audit: Objectives, role, significance, process, pros and cons; HR Accounting: methods, pros

and cons; HR Information Systems: application, pros and cons

Human Resource Development System: need, functions, systems, HRD process, HRDeffectiveness, Strategic management & HRM

Training and Development: training and education, stakeholders in training, need for training

and development, training and learning organisations, process of training, cross cultural

training, team training, orientation training

Compensation and Rewards: need for compensation, uses, components of compensation,

industry compensation, international compensation, fringe benefits & FBT, reward

managementgoals, reward systems, recognition

4. Strategic Management

Syllabus

Evolution and basic concepts, Vision, Mission and business definition

Contributions by Mintzberg, Ansoff, Porter and Prahalad, Gary Hammel

Environment survey and appraisalIndustry and competitive analysisDominant economic

features, strength of competition and competitive forces.

The Strategic Management ProcessSituation analysis, Formulating Corporate Level Strategy,


20/32

20 | P a g e

Portfolio Strategy.

Formulating Business Level StrategyPorters Competitive Forces and Strategies, Cooperative

Strategies.

Strategic implications of five competitive forces, Evaluating company resources and competitive

capabilities, Competencies, core and distinctive competencies and competitive advantages.

Formulating Functional level StrategiesPutting strategy into actionleadershipstructural

design, Information and control systems, human resourcesImplementing global strategies.

Corporate goals and strategic gap, Five generic strategies (Porters model)

Managing internal organization for Strategy implementation

5. Operations Management

Syllabus

Operations Management (An Overview)

Operations Function

Operations Management in Manufacturing and Service Sector

Types of Production Systems

Plant Location

Plant LayoutService Facility Layout, plant Maintenance and TPM

Productivity Indices, Productivity Enhancement TechniquesManufacturing Economics (BEA)

Inventory Management

Total Quality ManagementDefinition, Concept, Eight Building Blocks, Seven Wastages &

Pillars of TQM

Theory of Constraints

6. Written and Oral Communication

Syllabus

Modes of Written Communication

Business writing style

Types of messages and techniques

Letters

Memoranda and Email messages, SMS texting

Press release


21/32

21 | P a g e

Reports

Proposals

Minutes and notes

Internet as communication medium --- websites, advertising, blogs etc

Grammar and Style

Verbs[tenses; active and passive voice; Subject-Verb Agreement; Negative and Interrogative

formation]

Nouns, Noun Phrases, Pronouns

Modifiers --- [adverbs, adjectives, dangling modifiers]

Concord; Parallel structure,

Avoiding gender bias

Writing Tactfully

Punctuation

Numerals

Oral Communication

Characteristics of spoken language --- Features of oral communication --- Skills and self

management

Voice Dynamics (with voice CD) -- Self presentation --- Body language

Listening skills

Preparing and Making Presentations

Meetings and GD skills

Interview skills

Dialogue skills (negotiation)

Telephone, Tele-conferencing


22/32

22 | P a g e

Semester III

1. Performance Management System

Syllabus

Why Performance Management

The Significance of PMS in Business Strategy

Elements of a Good Performance Management System

Discipline of Goal Writing and Goal PlanningAssessing Performance and 360 Degree Appraisals

Giving Performance Feedback

Performance and Rewards/Compensation Programmes

Competency based Performance Assessment

Pitfalls of the Performance Management Process

Getting Line Management Buy In

2. Industrial Relations & Labor Laws

Syllabus

Introduction to IR

Trade Unionism

Role of State and Employers Association in IR

Collective Bargaining

Evolution of Labour Legislations

Labour Legislations Governing Employment of Personnel and IR

Labour Legislations Governing Employee Compensation

Industrial Dispute Settlement

Industrial Relations: Comparative Study

3. Organizational Theory Structure & Design

Syllabus

Concept of Organisation

Earlier Approaches to Organisation


23/32

23 | P a g e

Fundamental Elements of and Organisation

Organisational Structure: Concept

Managing Complex Structures

Systems Approach to Organisation

Relationship Implications of Structure

Organisational Design: Introduction

Problems in organizational Design

Organisational Design & Flexibility

Environmental & Resource Context in Organisation

Organisational Life CycleVirtual Organisation

PostIndustrial & PostBureaucratic Organisation

4. Manpower Planning, Recruitment &Selection

Syllabus

Introduction to Manpower PlanningSteps, Objectives, demand forecasting, macro level

manpower planning, labor economics

Process of manpower PlanningWorkload factors, methods of wastage analysis, manpower

planning models

Job AnalysisJob evaluation, job assessment, work measurement, ergonomics, motion study,

value analysis

Recruitment, Selection, Induction and Placement

International human resource planning, sources of staffing, approaches to staffing decisions

Recruitment channels, Erecruitment, psychometric tests, vendor management, assessment

centres

Career planning, succession planning, organizational development, organizational culture &

manpower planning

Training methods, performance appraisal, performance counseling, performance management

Skills and competencies, transfers, promotions, job rotationHuman Resource Information Systems, HR roles, Balanced Scorecard, role of six sigma and

knowledge management

5. Organization Culture

Syllabus


24/32

24 | P a g e

Nature of Organizational Culture: Definition and characteristics

Types of organizational culture: Dominant culture, strong and weak cultureCultures functions: What do cultures do? Culture as liability.Creating and sustaining a culture: How a culture begins, keeping a culture alive, howemployees learn culture, how organizational culture impacts performance and satisfaction.Matching people with culture: Maintaining culture through steps of socialization.Changing organizational culture: Theory Z in action through case study examples oforganizations.

6. Compensation & Benefits

Syllabus

What constitutes compensation & benefits?, Exploration & Defining the Compensation Context,

What is compensation?, A Historical Perspective on Compensation, Theories of compensation

Reinforcement and Expectancy theories, Equity theory, Compensation Professional Goals,

Stakeholders of Compensation System, Linking compensation to organizational objectives,

Importance of an ideal compensation system

Factors that influence companies Competitive strategies & compensation practices,

Compensation plan and business strategy, Devising a remuneration plan and challenges,

Tradition Basis for Pay: Seniority & Merit, Strengthening Pay for Performance Link, Limitations

of Merit Pay Programs, Incentive PayGroup Incentives, Strengthening Pay for Performance

Link, Limitations of Merit Pay Programs, Incentive PayGroup Incentives, Company Wide

Incentives, Designing Incentive Pay Programs, Person Focused PayPay for domain expertise

Building internal consistent compensation systems, Job Evaluation systemsJob ranking, job

classification, point system, work valuation, job evaluation for management positions

Working for internal parity & external competitiveness in designing compensation packages,

Market competitive pay systems: Basic building blocks, Fixed Pay, Variable pay & ESOPs,

Individual incentive plans, Group incentive plans, Incentives for professional employees, Factors

affecting compensation, Current trends in compensation

Introduction and concept of wage and salary, Wage and salary surveys, Compensation surveys,

Preliminary considerations, Compensation surveys dataIncome tax act, Payment of wages act, Minimum wages act, Wage policy in India

Compensation as a strategy for attracting and retaining employees, Role of compensation in

creating high performing organizations, Compensation for flexible work force, International

compensationexpatriatecompensation, ESOPs, Deferred payouts and retirement benefits

Introduction, HRIS and employee benefits, Requirement for a sound benefit program,

Communicating employee benefits information, Concerns for management, Types of Employee

benefit, Employee benefits required by law, Health care benefits, Benefits for women


25/32

25 | P a g e

employees, Employee ServicesEmployee assistance program, counseling services, child and

elder care, credit unions

Semester IV

1. Employee Development & Talent Management

Syllabus

from theorists on employee development, Introduction to professional bodies of employee

development (for exampleSHRM, ISTD etc.), Significance of employee development for talentmanagement, Linking employee development to organizational development and business

strategy

Techniques of recruitment and talent acquisition, Evaluating talent acquisition techniques,

Challenges in acquisition process, Latest trends in talent acquisition

On boarding, process of socialization, Understanding employeepersonality and behavioural

analysis, Potential assessment, Introducing various assessment techniques and tools,

Understanding nature of job, Understanding company culture and business environment

Analysing gaps from employers perspective, Analyzing gap from employees perspective,

Planning for the development, Short term plans, Longterm plans, Resources for employee

development, Implementation of plan, Evaluation of development plan, Issues in employeedevelopment

Coaching, counseling, Mentoring, team building, skill building etc., Career development, Linking

career development to organizational objectives, Identifying career opportunities, Identifying

potential employees and career anchors, Succession planning, Development of talent as a

Strategy for leadership development

Introduction to performance management systems, Setting up a transparent and just

performance management systems, Talent scorecard, Linking rewards to performance,

Retaining top talentmotivation and retention strategies, Employee engagement, Work life

balance and talent management, Talent management audit, Best practices in talent

management


26/32

26 | P a g e

2. International HR Practices

Syllabus

Introduction to HRM: What is International HRM? Difference between International HRM

and

Domestic HRM, Types of International EmployeesIssues in International HRMBarriers to

effective Global HRMModel of International HRM.

International Talent Acquisition: International Labour Market: SourcesHost Country

Nationals, Parent Country Nationals and Third Country Nationals. Multinational StaffingApproachesEthnocentric, Polycentric, Geocentric, Regiocentric Approaches. Expatriate

Selection CriteriaOther Factors in Expatriate selection. Reasons for Expatriate Failure.

Training and Development: Expatriate trainingComponents of Effective Predeparture

trainingCultural awareness programmesPreliminary visitsLanguage trainingPractical

assistanceJob related factorsCultural assimilatorsDeveloping international staff

Individual career development.

Performance Management: Multinational Performance ManagementVariables that

influence

performance of expatriatesCriteria used for performance appraisal of international

employees.

Global Compensation: Designing Global compensation programmeObjectives of

International compensationKey components of international compensationApproaches to

International CompensationInternational living costs.

Repatriation: RepatriationRepatriation processReadjustment challengeJob and social

factorsDesigning an expatriate programme.

Cross

cultural Issues in HRM: Cultural dimensions of HRMImportance of cultural

sensitivity

Crosscultural theories Crosscultural communication Crosscultural negotiations.

Employee Relations: International Employee RelationsKey issues in International

Employee

RelationsUnions and International Employee Relations.Comparative HRM Practices: Comparative HRM practices of staffing, compensation,

training,

motivation, performance management, employee relations etc. In different countries.


27/32

27 | P a g e

3. HR Audit

Syllabus

Who will do

the Assessment or Audit? Who is an Auditor

Methodology of HR AuditObservation, Interviews, Focus Group discussions, Surveys,

Questionnaires,

Secondary Data etc.

H.R. StrategiesAuditing H.R. strategies.H.R. D. CultureAuditing H.R.D. culture

H.R. StructureAuditing the H.R. Structure

H.R. CompetenciesAuditing H.R. Competencies

Audit of H.R. systems

Audit of Human Resource Planning

Audit of Competency Mapping

Audit of Recruitment and Selection

Audit of Induction/Orientation

Audit of Training and Development

Audit of Performance Management System

Audit of Career Planning and Development

Audit of Compensation and Benefits

Audit of Employee Relations

Audit of Statutory Compliance of Labour Laws

Audit of Change Management Interventions

Audit of H.R. alignment with business goals.

Audit of Organisational Culture

Audit of Employee Engagement

Audit of Employee Motivation

Audit of Rewards and Recognition

H.R. Scorecard


28/32

28 | P a g e

4. 4. Strategic HRM

Syllabus

Strategic Human Resource Managemnt An Overview: Introduction to Strategic HRM

People

as strategic assetsProcess of Strategic ManagementHR as Strategic PartnerRole of HR in

Value Chain.

Aligning HR to Strategy: Role of HR in formulation and implementation of strategy

TraditionalHR vs. Strategic HRTransition from HRM to Strategic HRMRole and importance of Strategic

HRMAligning HR to StrategyHR and Corporate StrategyHR and Business StrategyHR

strategy framework.

Strategic Talent Acquisition: Talent acquisition and Staffing: Strategic approachMake vs.

Buy

staffing decisionsStrategic issues in selection.

Strategic Training and Development: Linking training with organizational strategy

Training to

LearningStrategic issues in Training and DevelopmentAligning training with Performance

Management System, Career Planning and CompensationLearning OrganisationVirtual

Training.Strategic Performance Management Systems: Performance ManagementStrategic

Perspectives on Performance ManagementPerformance Appraisal to Performance

ManagementLinkage of Performance Management to Organisational Performance.

Strategic Human Resource Planning: Human Resource Planning and Organisational

Planning

Human Resource Planning processStrategic issues in Human Resource Planning.

Strategic Compensation Systems: Strategic issues in compensationTraditional vs.

Strategic

compensation.

Strategic Career Management: Importance of career managementCareer PlanningCareer

DevelopmentStrategic Succession management.

Strategic HRM in Merger and Acquisitions: IntroductionStrategic HRM issues in

Mergers and

AcquisitionsIntegration of HR Policies, systems and cultures.

Strategic HRM in Downsizing: Managing Separations and downsizingsstrategic role of

HR in


29/32

29 | P a g e

downsizings.

Strategic HRM and Outsourcing: Reasons for outsourcingHR outsourcing.

Strategic HRM Issues in Industrial Relations: Changing nature of Industrial Relations

Strategic

issues in Industrial RelationsParticipation and InvolvementProactive Industrial Relations.

Strategic HRM and Employee Retention: Strategic approach to manage turnovercost

and

benefit of retentionretention strategies.

5. Business Law

Syllabus

The Indian Contract Act, 1872: Evolution of Contract Act its meaning, essentials of a valid

contract; nature of contract distinction between contractual obligation and legal obligation,

agreement, to sell, requisite of a valid contract, offer and invitation to offer, modes of

acceptance, communication of offer, express and implied terms, standard forms of contract,

exclusion clauses, kinds of agreement, valid, void and voidable agreement; unilateral, bilateral

and international contracts; Validitykinds of mistake, mistake of law and factand the remedies

thereof available, Misrepresentation of material fact, fraudulent and innocent

misrepresentation and the remedies available, coercion and undue influence the effects and

the remedies available to the aggrieved. Undue influence the effects and the remedies available

to the aggrieved person; Consideration Past, Present and Future, essential of valid

consideration, sufficiency of Consideration, consideration and promissory estoppels, Privity of

Contracts and of Consideration; Capacity to contractMinor, Lunatic and enemy; unlawful and

illegal agreement, Agreement void under the Statue. Quasi Contracts; Termination and

discharge of contract: Performance of contract, Different modes of discharge of contract,

Performance as to place, time, joint performance of promises, apportionment of payments.

Discharge by agreement, Novation and assignment, remission of performance, discharge by

frustrationwhen plea of frustration is admission and the rights and liabilities ofthe parties

when frustration operates; Breach of Contractbreach and anticipatory breach of contracts,damages and specific relief, types of damages and their remedies available to the aggrieved

person; Indemnity and guarantee Parties to contract of indemnity and guarantee; Difference

between indemnity and guarantee, surely and indemnifier, specific guarantee and continuing

guarantee; Rights of the indemnified, surety right against principal debtor and Cosurety;

Bailment, Pledge and Finder of Goods Nature and essential features of bailment and pledge,

bailment for reward gratuitous bailment, bailees duty, pledge as a special kind of bailment.

Pawnees right against the pawner and Pawners right against the Pawnee. Finder of goods as


30/32

30 | P a g e

quasi as quasi bailee, duties of finder of goods and his rights and liabilities for reward, sale; Law

of agencyAgency and other forms of Contract, Types of Agencies like by holding out, operation

of law, estoppels, express, implied, Subagent, substituted agent and ratified, Relationship of

principal and agent, Rights and liabilities of the Agent against third party, Rights and liabilities of

the Agent against Principal, undisclosed Principal and the rights and liabilities to the parties.

Termination of agency and its modes.

The Indian Sale of Goods Act, 1930: Essentials of a contract of sale; sale distinguished

from

agreement to sell; Bailment; contract for work and labour and hirepurchase; Consitions and

warranties; Transfer of title by nonowners; doctrine of caveat emptor; performance of thecontract of sale; Unpaid sellerhis rights against the goods and the buyer.

Partnership Act, 1932: What constitutes a partnership deed and types of partnership, legal

position of a minor partner and his rights and liabilities; Distinction between partnership firm,

Coownership joint Hindu family and joint stock companies, legality of the partnership firm,

types of partners; Express and implied authority, scope of implied authority, Rights and

liabilities of a partner against third party and other partners; Rights of newly admitted partners,

retiring and deceased partners, registration of and dissolution of partnership forms; Overview

of the Limited Liability Partnership Act, 2008.

Negotiable Instruments Act, 1881: Features of promissory notes, bills of exchange, hundis,

cheques, bank drafts, travelers cheque and the rights and duties of various parties to these

instruments; Law of presentment of these instruments, honor and dishonor of negotiableinstruments, material alteration, noting and protesting. Law relating to foreign bills their noting

and protesting etc; Law relating to payment of customers cheques of paying bankerrights and

duties, overdraft agreements, wrongful dishonor of cheques, stale cheques, forgery of cheques,

liability due to negligence of parties and material alteration, payment in due course; Law

relating to the collecting bankerstatutory protection, effects of negligence, role as a agent or

holder in due course, precautions to be taken in collection of bills, cheques for the customers

and third parties.

Law of Carriage of Goods: The Carriers Act, 1865(1972) Definition of contract of carriage

of

goods, classification of carriercommon carrier, private carrier, gratuitous carrier, responsibilityof common carrier and Bailee, rights of a common carrier, duties of a common carrier, liabilities

of a common carrier, distinction between a common carrier and private carrier; Carriage of

goods by RailRailway Act, 1989 Maintenance of rate books for carriage of goods,Provision of

rate risks, railway receipt, liability of railway administration from wrong delivery, responsibility

of railway administration as careerof goods, of animals, of luggage, exoneration from liability in

certain cases, delay or retention in transit, railway risk rate, liability for damages to goods in

defective condition or defectively packed and liability after termination of transit; Carriage by


31/32

31 | P a g e

SeaThe Carriage of Goods by Sea Act, 1925 (amended in 1993), and the (Indian) Bill of Lading

Act, 1856contract of affreightment, express and implied terms in a contractor of carriage by

seaimplied warranty of seaworthiness, implied warranty of commencement of voyage, Non-

deviation

of voyage, Shipper not to ship dangerous goods, bill of lading.

Consumer Protection Act, 1986: Objective of consumer protection act 1986, definition

complaint,

consumer, contract of service and contract of service, consumer dispute, restrictive

trade practice, defect, deficiency; Consumer protection councilcentral consumer protection

council, state consumer protection council, district consumer protection council; Redressalmachinery, jurisdiction, complaint before them, district forum, sate commission, national

commission, limitation period, administrative control, power of redressal agencies; Nature and

scope of remedies under the act appeals penalties proceeding before consumer forums and

applicability of arbitration act.

Competition Commission act, 2002: Definitionacquisition, agreement, cartel,

chairperson,

commisiion, consumer, Director General, Enterprises, goods, member, etc., Anti Competitive

Agreement, Prohibition of abuse of dominant position, Combination; Competition Commission

of IndiaEstablishment, powers of them member, inquiry into certain agreement and dom inate

position of enterprises, Inquiry into combination by commission, procedure for enquiry of the

complaints, Procedure for investigation of combination, appearance before commission, Powerof the commission, ratification of orders, Execution of orders by the commission, Compensation

in case of contravention, Competition appellate tribunal procedure and powers, execution of

orders, and ability on contravention of orders, appeal to Supreme Court, power of the Central

Government, MRTP (Monopolistic Trade Practice, unfair Trade Practice) & Restrictive Trade

Practice.

Right to Information Act, 2005: Salient features of the Right to Information (RTI) Act, 2005;

Objective, Public Authorities & their Obligations; Designation of Public Information, Officers

(PIO) and their Duties; Request for obtaining Information, Exemption from disclosure; Who is

excluded; Information Commissions (Central & State) and their powers; appellate authorities;

penalties, jurisdiction of Courts; Role of Central/State Governments.Other Laws: Workmen Compensation Act, 1923; Object, scope and major provisions including

proceedings before the Commissioner, appeals, compliances, penalties, special provisions;

Payment of Bonus Act, 1965; Object, application and major provisions; Exemption;

compliances, offences and penalties; Employees Provident Funds Act, 1952; Application, major

provisions, Exemption and compliances; Payment of Gratuity Act, 1972; Application, major

provisions, Controlling Authority and the Appellate Authority, obligations and rights of

employees and compliances; Minimum wages Act, 1948; Object and its scope, fixation,


32/32

payment of wages, Advisory Board, Central Advisory Board; Authority and claims, compliances,

offences and penalties.

6. Project

Documents

PG Diploma in Human Resoucre Management