Human Resource Management

Semester II

Faculty Name: Dr. Srabasti Chatterjee

Cabin: D206
Email id: srabasti@ibsindia.org
Contact: 8142176428
Course Description:
Human Resource Management outlines the importance of HRM and its different functions in an
organization. It examines the various HR processes that are concerned with attracting, managing,
motivating and developing employees for the benefit of the organization.
Textbook:
Human Resource Management. A South Asian Perspective by Robert L. Mathis, John H. Jackson and
Manas Ranjan Tripathy (Cengage)
Personnel/ Human Resource Management by David A Decenzo & Stephen P Robbins (Prentice- Hall)
Human Resource Management by Gary Dessler (Prentice-Hall)
Managing Human Resources by Wayne Cascio (TMH)

HRM Session plan

S.
No.
1

Date of
the
session
14/10/1
4
&
17/10/1
4

Session
No.

Topic

Cases

1-2

Introduction to HRM: 1. Microsoft Indias

HR as organizational
HR Practices
Core
competency;
(ICMR CASE)
HRMs
contributing
role;
Current
and
Future
HRM
challenges;
HRM
competencies
and
Careers

Chapter objectives
After reading this
chapter, one should be
able to:
Define HR management
and explain why
managers and HR staff
must work together.
List and define the
seven categories of of
HR activities.
Identify three
challenges facing HR
today.
Describe the four roles

of HR management.
Discuss why ethical
issues affect HR
management.

21/10/1
4
&
28/10/1
4

3-4

5-6
31/10/1
4
&
04/11/14

Emerging Trends: HR
as Organizational
contributor;
Effectiveness of HR
initiatives

Job
Analysis
and
Design: Concept of
Job
Analysis
and
Design, Role analysis
Methods
of
Job
analysis
Job
Description
Job
Specification

Modern Management
Techniques:
Job
rotation

job
enlargement Job
enrichment.

2. SAS
Inc.
Working
the
good life
(ICMR CASE)

Activity

After reading this

chapter, one should be
able to:
Identify the current
trends of HR; HRs
contribution to
Organizations..
Identify how
organizations can
measure and assess the
effectiveness of HRM
practices.

After reading this

chapter, one should be
able to:
Discuss workflow
analysis and business
process reengineering
as approaches to
organizational work.
Explain how changing
job characteristics can
be used to improve
jobs.
Indicate how job
analysis has both legal
and behavioral aspects.
List and explain four
job analysis methods.
Identify the five steps in
conducting a job
analysis.
Write a job description
and the job
specifications for it.
Compare task-based
job analysis with the
competency approach
of job analysis.

07/11/14 7-9
&
11/11/14
&
14/11/14

11-14
21/11/14
&
25/11/14
&
28/11/14
&
02/11/14

Human
Resource
Planning (HRP) and
Retention : Definition
Need and Importance
of HRP- Process of
HRPLevels and Types
of HRP Forecasting
Demand
for
employeesForecasting supply for
employees-Balancing
supply and demand
considerations- HRP
Model,
Rightsizing;
Employee
Turnover
and Retention of HR

1.Xerox focuses
on HR
2. Where do you
find the bodies
Text
Book
Cases(p.79-80)

After reading this

chapter, one should be
able to:
Discuss why human
resources can be a core
competency for
organizations.
Define HR planning,
and outline the HR
planning process.
Specify four important
HR benchmarking
measures.
Identify factors to be
considered in
forecasting the supply
and demand for human
resources in an
organization.
Discuss several ways to
manage a surplus of
human resources.
Identify what a human
resource information
system (HRIS) is and
why it is useful when
doing HR planning.

10 TH SESSION -NCP1- 18/11/14

Recruitment
and 3. Recruitment & After reading this
Selection
Process:
Selection
chapter, one should be
Definition and concept 4 Caselets
able to:
of
Recruitment
- (ICMR CASE)
Identify different ways
Factors
Affecting
that labor markets can
Recruitment Sources
be identified and
of
recruitment
approached.
Information
Describe the phases in
Technology,
Estrategic recruiting and
recruitment -Methods
the decisions made in
and Techniques of
each phase.
recruitment Selection
Discuss the advantages
Process- Person Job Fit
and disadvantages of
- Person Organization
internal versus external
Fit
Elements
of
recruiting.
Selection Process Identify three internal
Steps in the Selection
sources for recruiting
Procedure Various
and issues associated
types of Tests
with their use.
Selection
Interview:
Discuss why Internet

Methods and Process

(including
reference
check and medical
examination)
Placement
and
induction.

7.

05/12/1
4
&
09/12/1
4
&
12/12/1
4
&
19/12/1
4

15-18

23/12/1
4

19,21

Performance
and
Potential
Appraisal:
Concept
of
performance
management
and
performance appraisal
Objectives
of
Performance Appraisal
The
Appraisal
Process
-Traditional
Methods and Modern
Methods of Appraisal,
(including MBO, 360
degree,
Assessment
Centre,
Balance
Scorecard, etc) Pitfalls
in
Performance
Appraisal Potential
appraisal

recruiting has grown

and how employers are
conducting it.
List and briefly discuss
five external recruiting
sources.
Discuss three factors to
consider when
evaluating recruiting
efforts.
Performance
Appraisal
3 Caselets(ICMR)

Employee Training and 4. Training

&
Management
Development GE
Development:
Way
Importance
and
(ICMR CASE)

After reading this

chapter, one should be
able to:
Distinguish between job
criteria and
performance standards
and discuss criterion
contamination and
deficiency.
Identify two major uses
of performance
appraisal.
Provide examples of
several rater errors.
Describe both the
advantages and
disadvantages of
multisource (360)
appraisal.
Identify the nature of
behavioral approaches
to performance
appraisal and
management by
objectives (MBO).
Discuss several
concerns about
appraisal feedback
interviews.
Identify the
characteristics of a
legal and effective
performance appraisal
system.
After reading this
chapter, one should be
able to:
Define training and

objectives - Distinction
between Training and
Development

Principles of Learning
Elearning,
Assessment
Center,
Types of training and
development

Training need analysis

- Systematic approach
to
Training
and
Development

Evaluation of Training

8.

30/12/1
4
&
02/01/1
5

21-22

06/1/15
&
09/1/15
&
13/1/15
&
16/1/15

23-26

20 TH SESSION NCP2- 26/11/14

Managing
Careers:
Succession
Concept Career
Planning at GE
stages -Career Anchors
(ICMR Case)
Career Development
Cycle Benefits of
career planning to
individual as well as
organization - Internal
mobility: promotions,
transfers, Separation
and
Succession
planning,
downshifting.

discuss why a strategic

approach is important.
Discuss the four phases
of the training process.
Identify three types of
analyses used to
determine training
needs.
Describe internal,
external, and elearning as training
delivery approaches.
Give an example for
each of the four levels
of training evaluation.

After reading this

chapter, one should be
able to:
Differentiate between
organization-centered
and individual-centered
career planning
Discuss several career
issues that
organizations and
employees face.
Define human resource
development, and
describe the
development process.
Discuss specific
advantages and
problems associated
with assessment
centers.
Identify four on-the-job
and four off-the-job
development methods.

Compensation
5. Compensation
After reading this
Management:
Management
chapter, one should be
Objectives - Methods
(4 Case lets- able to:
of Job evaluation
ICMR)
Factors
determining
Define variable pay
compensation and pay
and identify three
rates Current trends
elements of successful
in
compensationpay-for-performance

Pricing managerial and

professional
jobs.
Minimum wages Act,
Types of pay structures
Wage
and
Salary
Administration
Nature and Purpose
Minimum Wage, Fair
Wage, Living Wage Basic Kinds of Wage
Plans - Elements of a
Good Wage Plan,
Rewards
and
Incentives - Short-term
Plans - Long-term
Wage Incentive Plans Requisite Guidelines
for Effective Incentive
Plans - Non-monetary
Incentives - Employee
Stock
Ownership
Plans, Payment of
bonus Act, Payment of
Gratuity Act

10

20/1/15
&
24/01/1
5

27-28

Grievance Handling:
Grievance
Causes/Sources
of
Grievances
Grievance Redressal
Machinery - Model
Grievance Procedure
Legislative Aspects of
the
Grievance

plans.
Discuss three types of
individual incentives.
Explain three ways that
sales employees are
typically compensated.
Identify key concerns
that must be addressed
when designing
group/team variable
pay plans.
Discuss why profit
sharing and employee
stock ownership are
common organizational
incentive plans.
Identify the components
of executive
compensation and
discuss criticisms of
executive compensation
levels.
Define a benefit and
identify two strategic
reason why employers
provide benefits.
Distinguish between
mandated and
voluntary benefits and
list three examples of
each.
Describe two security
benefits.
List and define at least
six pension-related
terms.
Explain the importance
of health-care cost
management and
identify some methods
of achieving it.
Labor Unrest at
Honda
Motor
cycle and Scoot
(Private) Limited
ICMR CASE
Reading:
Journey
Industrial

After reading this

chapter, one should be
able to:

How to deal with issues

informally to prevent
The formal action
from
Appreciate the need to

Redressal Procedure in
India.
Domestic
enquiry, Discipline and
disciplinary actions
Dismissal
and
Discharge
of
an
employee.

11

27/01/1
5

29

Relations
to
Human
Relations:
Sharing
the
Experience-By
RP Singh

consistently apply own

discipline and
grievance company
policies and procedures
Learn how to prepare
and conduct effective
investigations and
formal disciplinary
hearings

Employee
Relations
and
Collective
Bargaining: Concept
and purpose Industrial
Relations

After reading this

chapter, one should be
able to:
Competing perspectives
and analyses on the
nature of the
employment
relationship

30 SESSION NCP3-31/01/15
11.

03/2/15
04/02/1
5
05/02/1
5
06/02/1
5

31,32,33

Employee
Relations
and
Collective
Bargaining: Collective
Bargaining - Types
Process -Pre-requisites
- Issues Involved Worker Participation in
Management,
Trade
Unions, Trade Union
Act,
Industrial
Disputes Act, Factories
Act,
Workmens
Compensation Act.

Labor Unrest at After reading this

Maruti
Suzuki chapter, one should be
India limited
able to:
(ICMR CASE)
The factors and
processes within the
employment
relationship and how
these are analysed.
The context, processes
and outcomes of
employment
relationships
Vis--vis the market,
government, public
opinion and other
social forces.
The growth, structure,
organisation, behaviour
and goals of trade
unions

Non-union forms of
workplace employee
representation and
participation
The growth, structure,
organisation, behaviour
and goals of employers
and management
The role and nature of
the state involvement in
employment relations
The development and
practice of public
policy towards
employment relations.
The legal aspects of
employment protection,
especially those related
to collective issues
The nature of collective
bargaining
The structure of
collective bargaining
and its variation
between employment
sectors.
The nature of industrial
conflict
The explanations for
strikes, other forms of
conflict and the legal
framework regulating
such activity.
The role of HRM in
employment relations
How an HRM
approach to managing
people affects the
management of the
employment
relationship.

Evaluation Components:

Components
1. Class Participation (30 marks)

4. MCQ Test

6. Comprehensive End Term Exam

Marks
(Total 100)
CP1:10 Marks
CP2:10 Marks
CP3:10 Marks

NCP1: 10 Marks
NCP2:10 Marks
NCP3: 10 Marks
40 Marks

Class Participation is an on-going evaluation component which carries a weightage of 30%.

Multiple Choice Questions are conducted three times as NCP1,NCP2,NCP3 during the
semester.
After the 30th session, Comprehensive End Term Exam is conducted which would be a 3 hour
exam and is to be attempted individually by each student. The weightage for this component is
40%.