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CIMP PGDM 2012-14

Human Resource Management


Facilitator: Kumar Alok, XIMB , XLRI (EFPM Scholar)
INTRODUCTION Human beings are not just one of the factors of production; their contribution to society and organizations they work for goes far beyond what is conveyed by the term labor . Organisations now consider human capital as one of their most important resources. This course intends to facilitate a holistic understanding of managing human resources. OBJECTIVES To facilitate 1. A comprehensive understanding of people processes in an organisation 2. A comprehensive understanding of the strategic nature of people processes 3. Skill development in the key areas of critical thinking, staffing and training 4. A keen appreciation of organizational issues from the vantage point of strategic HRM PEDAGOGY The course will provide you with ample opportunities for conceptual as well as experiential learning. It will use interactive lectures, brainstorming, case-studies, simulation exercises, role plays, project-based learning, peer-group learning etc. to develop a comprehensive knowledge of the theory and practice of HRM. You will be provided with case-studies and articles in advance and will be expected to come well-read to the class in order to engage in meaningful discussions. The class will be organised into groups of 7 students each. GROUP-WORK Job Analysis: Before the 7th session, you are required to analyze the following jobs and prepare the job description and specifications. Use the JobDuty-Task method of job analysis. Suggestion concerning dejobbing and job enrichment are appreciated. a. b. c. d. Library staff Accounts staff Placement staff PGP office staff

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!

Best Wishes for a Joyful Learning Experience!

CIMP PGDM 2012-14


SESSION PLAN S_ No. 1-2 Topics COURSE INTRODUCTION AND CLARIFYING MUTUAL EXPECTATIONS Team building and team effectiveness criteria Setting agenda for the course Movie Analysis: Modern Times The importance of HRM Organizational justice & HRM Why value employees? Whose business is HR? HRD systems HR as a career option Self-learning module Management functions Authority of HR Manager

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

HR Practices of United Airlines, USA Planning and forecasting

Handout: p. 88-89, Aswathappa Suggested Reading: Chapter 5, Dessler & Varkkey

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

Handout: Chapter 8, Schermerhorn et. al. Suggested Website: http://www.jobanalysis.net/G000.htm


7-8 RECRUITMENT & SELECTION Recruitment: Purpose, Planning and Processes Sources of recruitment: Value vs. Volume Factors affecting recruitment How to evaluate recruitment Selection: Processes and Tools Selection Decision Outcomes Cost of Poor Selection

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

Suggested Readings 1: Chapters 6, 7 & 8, Rao

Suggested Reading: Chapter 8, Mello


9-10 11.

*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

Handout: Reading 9.1, Mello Suggested Reading: Chapter 9, Mello

Suggested Readings: Chapters 9 & 10, Rao

Best Wishes for a Joyful Learning Experience!

CIMP PGDM 2012-14

S_ No. 12. 13.

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

Self-learning module 3600 feedback Errors of scaling

Suggested 10.1, Mello

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

Competency-based pay Strategic compensation Comparable worth

Suggested Reading: Chapter 11, Dessler & Varkkey


Golden words: Hand-cuffs, parachute and handshake Piece-rate plan, standard hour plan, commission plans, bonus plans, team incentive plans and options plans

Suggested Readings: Chapter 11, Mello


16.

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

Suggested Readings: Chapters 12 & 13, Dessler & Varkkey


17.

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?

Reductions in workforce Turnover & redundancy Mid-career change Retirement

Suggested Reading: Chapter 13, Mello


20. INTERNATIONAL HUMAN RESOURCE MANAGEMENT *Case Discussion: Organon Laboratories Ltd, Scotland How IHRM differs from Domestic HRM? Assessing culture Strategic issues in international assignments International assignees & repatriation

Suggested Reading 1: Chapter 14, Mello

Best Wishes for a Joyful Learning Experience!

CIMP PGDM 2012-14


Suggested Reading 2: Chapter 17, Dessler (2005b)
21 22-23 24. *Case Discussion: Change Management @ ICICI * Organisation Study presentations *Debate: HR: The Manesar Alarm Course wrap up & feedback CASE DISCUSSION Phase I: Before the session begins, each group will submit a 10-minute video presentation of the case/article. You must identify the three most important recommendations in the video. Phase II: Case discussion will take place during the session. Phase III: Each group will examine their most important recommendations through literature review. They must submit a three-page evidence sheet regarding their recommendations before the next session begins. SIMULATION: PHASE I Third Session: Each group will have recruiters and the rest as applicants. 2 of the interview plan should be submitted to me before the class.

Rule 2: Only those applicants will be allowed to


enter the class who come with their call letters. maximum of two people.

Rule 3: Each organisation can select a Rule 4: All recruiters must come with offer
letters to be issued to the selected candidates.

Rule 5: All applicants must come with one


acceptance letter and one regret letter to be handed over to the recruiters as per the need.

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.

Rule 1: No applicant will apply to more than

two organisations. Applicants cannot apply for the organization represented by their own group members.

Rule 2: All recruiters must screen CVs of


applicants on the same day.

Rule 3: Recruiters will issue call letters to all


applicants who have been selected on the basis of screening.

Seventh Session: All students must come in full formals.

Rule 1: Recruiters must come with a structured

situational interview plan as per the job. A copy

Best Wishes for a Joyful Learning Experience!

CIMP PGDM 2012-14


need to contact eminent HR personnel from various companies. You have to coordinate among yourself, administration, placements, the Directors office and the companies. You have to develop a timely agenda on important HR issues along chosen themes. You will have to organize and implement the entire seminar in a professional manner. The institute can support you during this process to a limited extent. Each group will submit a 10-page evidence-based review of the seminar proceedings, which will be evaluated for 15 marks. ASSESSMENT Assessment Method Organization study/seminar Simulation Cases & debates Job analysis* Surprise quiz* Team work* End term exam Total Weightage 1 X 15 = 15 10 + 5 = 15 6 X 5 = 30 1X5=5 1X5=5 1X5=5 1 X 40 = 40 100 marks awarded to those who are absent, when their group is presenting. Simulation: The marking scheme is as follows

Phase I: For recruiters: Recruitment ad (3.5


marks); Interview plan (3.5) & Offer letter (3 marks).

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

edition). New Delhi: Tata McGraw-

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.

Best Wishes for a Joyful Learning Experience!

CIMP PGDM 2012-14


Gueutal, H. G. & Stone, D. L. (Editors) (2006). The Brave New World of eHR. India: Wiley Jyothi, P. & Venkatesh, D. N. (2006). Human Resource Management. New Delhi: Snell, S. & Bohlander, G. (2007). Human Resource Management. New Delhi:

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

Oxford University Press for Human Resource Management

website: www.shrm.org

Resources. New Delhi: Macmillan India Rao, V. S. P. (2004). Human Resource

Management: Text Delhi: Excel Books Schermerhorn, Hunt &

& Cases. New

Osborn

(2001).

Organisational Behavior. (7th edition). Singapore: Wiley

Best Wishes for a Joyful Learning Experience!

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