SYMBIOSIS INSTITUTE OF INTERNATIONAL BUSINESS, PUNE PROGRAM : MASTER OF BUSINESS ADMINISTRATION BATCH : MBA-IB (2012-14) NO. OF CREDITS: 2 Co !

"# : HUMAN RESOURCE MANAGEMENT NO. OF HOURS : $0 Co !"# Co%# :

Objective:
To help students understand, appreciate and analyze work force at the managerial and non-managerial levels. The course also facilitates learning of various concepts, new trends and skills required for planning, managing and developing human resources for organizational effectiveness. REFERENCE BOOKS Human Resource Management Human Resources an( Personne" Management) Te*t an( Cases Managing Human Resources HRM Managing Human Resources, %e * Hand"ook of Human Resource Management AUTHOR / PUBLICATION Gar !ess"er# B$%u &ar''e # Pearson E(ucat$on# current edition. K As+at,a--a . Tata McGra+)H$""# current edition ohlander, !nell, !herman, Thomson pu"lication iswa#eet $attanayak &ayne ' (ascio ) TMH Michael *rmstrong ) +ogan $age

Detailed Syllabus
Intro(uct$on to HRM/ ,efinition - Role of HRM, HRM 'unctions, !tructure and .rganizational (hart of HR ,epartment, /nternal - 01ternal 0nvironment of HR, 2ine vs. staff authority. Strateg$c HRM3 Mission, vision, values, alignment of HR with process, types of strategies, HR, scorecard usiness goals, strategic management

HR P"ann$ng# 0o1 Ana" s$s an( !es$gn# 0o1 E2a"uat$on/ ,efinition ) ."#ectives, 4eed, "enefits and /mportance of HR$, HR$ types, $rocess of HR$) 'orecasting ,emand for employees- 'orecasting supply for employees- 'orecasting techniques, HR$ model, dealing with surplus manpower. (oncept of 5o" *nalysis and ,esign )Methods of 5o" analysis - 5o" ,escription - 5o" !pecification, Reasons for conducting #o" analysis, 5o" design Techniques3 5o" rotation ) #o" enlargement ) 5o" enrichment. ."#ectives of 5o" 0valuation, point system of #o" evaluation. Recru$tment# Se"ect$on# In(uct$on/ ,efinition, importance, purpose of Recruitment, 'actors *ffecting Recruitment, process, internal - e1ternal recruitment, evaluation - control, philosophies of recruitment, outcomes of selection decision, selection process, relia"ility - validity for tests, various types of selection tests, interview process, types of interviews, "arriers to effective selection, $lacement and induction Per3ormance management s stem/ (oncept of $M!, ."#ectives and uses of $erformance *ppraisal - The

*ppraisal $rocess - Traditional Methods and Modern Methods of *ppraisal 6including M ., 789 degree, *ssessment (entre, forced distri"ution method or "ell type curve method, alance !corecard, etc:, $itfalls or pro"lems in $erformance *ppraisal. Tra$n$ng 4 !e2e"o-ment/ $urposes of T - ,, ,istinction "etween Training and ,evelopment ) Types of training - development methods, Training process, "arriers to effective training program, 0valuation of Training, +irkpatrick;s model. Career -"ann$ng# success$on -"ann$ng# em-"o ee (e2e"o-ment/ (oncept ) (areer stages -(areer *nchors ) (areer ,evelopment (ycle ) enefits of career planning to individual as well as organization, !uccession planning. Com-ensat$on Management/ (oncept, principles governing compensation, 'actors influencing compensation, concept of minimum wages, fair wages, living wages. asic wage plans, varia"le pay, components of compensation or salary, long term - short term incentive plans, 4on-monetary /ncentives 0mployee !tock .wnership $lans, employee "enefits, 0lements of a <ood &age $lan. S-ec$a" To-$cs/ Manag$ng a G"o1a" 4 !$2erse +or'3orce# HRIS# Em-"o ee Re"at$ons 4 Co""ect$2e Barga$n$ng/ 0ffect of glo"alization on HR functions, Types of glo"al employees, approaches of glo"al staffing, diversity management, challenges for HRM. (oncept and purpose of /ndustrial Relations, different stakeholders of /R, industrial dispute= grievance prevention machinery> collective "argaining3 o"#ectives, process> workers; participation, factors affecting /R strategy, role of HRM for harmonious /R. <rievance ) (auses= !ources of <rievances, ,iscipline and disciplinary actions, separation of an employee.

Suggested Coverage of Sessions

To-$c /ntroduction to HRM No5 o3 Sess$ons 7

!trategic HRM HR $lanning, 5o" analysis - design, 5o" 0valuation Recruitment, selection, induction $M! T-, (areer planning, succession planning, employee development (ompensation Management !pecial Topics3 Managing a <lo"al - ,iverse workforce, HR/!, 0mployee Relations - (ollective argaining Tota" Sess$ons

7 ? 7 7 7 7 7 % 67