Professional Documents
Culture Documents
e-mail: alok@cimp.ac.in
e. IT staff Two groups can take the same job but they must ensure different incumbents. Organisation study: You are required to take any one organisation for an in-depth study of any one of its various systems: staffing, training and develop, performance management, compensation and reward management, career management, grievance redressal, technology and HR practices, workplace diversity and HR practices, employee engagement, organizational justice, and employee separation. Before 8th session, you should submit a 3-page research proposal for feedback. You should use organizational visits, focus group discussions, interviews and organizational publications to research the organisation and classroom inputs to analyze its HR practices, innovations and problems. Problems, present or anticipated, should be analyzed based on research data. You need to present your research, findings and recommendations within 20 minutes as per the session plan. All group members are expected to share the pride of presenting an excellent work. Further details regarding the scheme of presentations will be announced later. A seminar
can be conducted in lieu of organization study provided at least four groups opt for it.
Note: Each group must take up a different topic for the in-depth study. Simulation exercise: See page 4 for details. Cases & Debates: See page 4 for details. INDIVIDUAL WORK End Term Examination: The scheme will be announced later. Personal Learning Paper: Within 24 hours of the completion of the 24th class, you are expected to submit a 2-page personal learning paper containing your experiences and learning during the course. You can give your feedback to further improve the course as well. It is a good way to recapitulate and reflect upon what you have learnt. HOURS OF CONTEMPLATION This course intends to give you around 100 hours of enthralling learning experience. The best part is that you need to spend only 30 hours with me!
Handout: Figure 1.1, Dessler (2005a) Suggested Reading: Chapter 1, Dessler & Varkkey
3. 4.
Case Discussion: Southwest Airlines: A Case Study Linking Employee Needs Satisfaction and Organizational Capabilities to Competitive Advantage HUMAN RESOURCE PLANNING Importance of HRP Factors affecting HRP Process of HRP What after HRP
Suggested Reading 1: Chapter 5, Mello Suggested Reading 2: Jackson, S. & Schuler, R.(1990). Human Resource Planning: Challenges for Industrial/Organizational Psychologists. American Psychologist
5. 6. *Case Discussion: Indispensable JOB ANALYSIS & DESIGN Job Characteristics Model Job analysis: Purpose and Process Job description and specification Dejobbing
* = For evaluation Competency-based job analysis Strategic job analysis Products of job analysis information
Suggested Reading 1: Chapter 4, Dessler & Varkkey Suggested Reading 2: Chapter 4, Bernardin
Types of selection tests Advantages and limitations of selection tests Induction, Placement and Socialization
*Simulation: Phase I TRAINING & DEVELOPMENT Training and Development: What do they mean? Determining T & D needs Methods of T & D Games of Training Training Evaluation Why do development programs fail?
Methods of On the Job training Methods of Off the Job training Executive development Methods and processes of executive development
Topics Experiential Exercise: Train on Plane PERFORMANCE MANAGEMENT & APPRAISALS Performance Management: Purpose and Importance Design considerations for PMS Comparing appraisal tools Appraisal Interviews: Types and Styles
Reading:
Reading
Suggested Reading 1: Chapter 10, Mello Suggested Reading 2: Chapter 9, Dessler & Varkkey
14. 15.
*Case Analysis: The Tajs People Philosophy and STAR System COMPENSATION & REWARD MANAGEMENT-I Importance of compensation system Issue of equity Making compensation system Compensation strategies Compensating professionals and executives
COMPENSATION & REWARD MANAGEMENT-II Variable pay plans and employee motivation Designing variable pay plans Merit pay and incentives Gainsharing, profit-sharing, ESOPs and phantom stocks Why variable pay plans fail? Employee benefits and services: Concept of CTC Debate 1: Women should be paid for their household work Debate 2: Young women are rather liabilities for their organizations MANAGING CAREERS Self-assessment: Career Choice Test Understanding careers Career management Internal mobility Keeping a career in perspective
18.
Suggested Reading 1: Chapter 8, Jyothi & Venkatesh Suggested Reading 2: Chapter 5, Snell & Bohlander
19.
EMPLOYEE SEPARATION *Case Analysis: Why Are We Losing All Our Good People?
Rule 3: Each organisation can select a Rule 4: All recruiters must come with offer
letters to be issued to the selected candidates.
Total time for the interview process: 100 minutes Time allotted to issue appointment /acceptance /regret letters: 10 minutes Reflections & debriefing: 40 minutes
Note: Applicants who want to get trained on how to face interviews should register with the class representative before the 7th session. SIMULATION: PHASE II You have recruited 10 people this year in your nationwide recruitment drive. You have developed an induction program for them. Twelfth Session: Before the session begins, you must submit a 15-minute documentary film on how you have inducted them. It should start with their joining formalities, show various aspects of induction and end with a 2-minute capsule on the best practices in induction. Robustness of the concepts used will be evaluated along with the displayed creativity, flow, and storyline. Note: The group for this phase will be the 7member group formed in the beginning of the course. You can have the students you recruited during the Phase-I as well as your own group members for the documentary purpose. SEMINAR ON HRM You can choose to jointly organize a seminar in lieu of organization study. For this purpose, you
Fifth Session: Recruiters must submit names of organisations that they would represent. Each recruiter group needs to submit the job position for which it will be recruiting. Seventh Session: Before the class, all recruiter groups need to submit recruitment advertisements to me for the identified jobs. Advertisements must be issued to the job market represented by the hostel and the Institutes notice boards before the class. All applicants need to apply for organisations and jobs of their choice latest by evening that day.
two organisations. Applicants cannot apply for the organization represented by their own group members.
For
candidates: Call letter (1+1); Selection (2X3); Job acceptance letter (1); Job rejection letter (1).
Cases: Phase 1 (2.5) & Phase III (2.5) Surprise quiz: It will have five multiple choice questions of one mark each. It can be conducted during any session. If you happen to miss this quiz, you cannot ask for a replacement. GENERAL INFORMATION Managers are expected to be punctual. Once I start taking the attendance, then you can only be allowed to enter if you deposit a chocolate as a penalty. 50% marks of the assignments will be deducted for delayed submission of assignments. If the assignment is delayed by more than 24 hours, then it will NOT be accepted. Plagiarism is strictly prohibited for this course. You are required to cite the reference whenever you take anything from any source whatsoever. 50% marks of the assignment/examination will be deducted for first time plagiarism and NO marks will be awarded subsequently. I would encourage you to use the APA Style of Referencing for this course. (3rd edition). New Delhi: Tata McGrawHill Dessler, G. (2005a). A Framework for Human Resource Management. (3rd edition). Singapore: Pearson Education Dessler, G. & Varkkey, B. (2011). Human Resource Management. (12th edition). New Delhi: Pearson
* You may exchange these 15 marks with the marks obtained for the first three cases. MARKING SCHEME In the dog-eat-dog world of business, shabby performances hardly find a sympathetic audience. I expect high quality work from you for each and every thing that you do. For presentations, the entire group is expected to be present. Any members absence without prior notice will cause the entire group to lose marks for that presentation. No marks will be SUGGESTED READINGS Aswathappa, K. (2005). Human Resource and Personnel Management: Text & Cases. (4
th
Hill Baron, J. N. & Kreps, D. M. (2005). Strategic Human Resources: Frameworks for
General Managers. Singapore: Wiley Bernardin, H. J. (2004). Human Resource Management: An Experiential Approach.
Cengage Learning Tayeb, M. H. (2005). International Human Resource Management: A Multinational Company Perspective. New York:
Oxford University Press Mello, J. A. (2004). Strategic Human Resource Management. South-Western Monappa, A. (2003). Managing Human Singapore: Thomson Society
website: www.shrm.org
Osborn
(2001).