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This lesson plan outlines the topics and lectures for a human resource management course. It is divided into 5 units that will be covered over multiple lectures:
1. Unit I introduces the basics of HRM including definitions, objectives, functions, and models of HRM.
2. Unit II focuses on human resource processes such as job analysis, design, evaluation, recruitment, selection and training.
3. Unit III covers HRD, career management, models of HR accounting, and concepts like the protean career.
4. Unit IV examines industrial relations, worker participation, quality of work life, and retention.
5. The final unit addresses strategic and global HRM issues including outsourcing,
This lesson plan outlines the topics and lectures for a human resource management course. It is divided into 5 units that will be covered over multiple lectures:
1. Unit I introduces the basics of HRM including definitions, objectives, functions, and models of HRM.
2. Unit II focuses on human resource processes such as job analysis, design, evaluation, recruitment, selection and training.
3. Unit III covers HRD, career management, models of HR accounting, and concepts like the protean career.
4. Unit IV examines industrial relations, worker participation, quality of work life, and retention.
5. The final unit addresses strategic and global HRM issues including outsourcing,
This lesson plan outlines the topics and lectures for a human resource management course. It is divided into 5 units that will be covered over multiple lectures:
1. Unit I introduces the basics of HRM including definitions, objectives, functions, and models of HRM.
2. Unit II focuses on human resource processes such as job analysis, design, evaluation, recruitment, selection and training.
3. Unit III covers HRD, career management, models of HR accounting, and concepts like the protean career.
4. Unit IV examines industrial relations, worker participation, quality of work life, and retention.
5. The final unit addresses strategic and global HRM issues including outsourcing,
S.No UNIT - I: Introduction Lecture No: 1 Definition, Evolution of HRM 1 2 Objectives, Scope, Functions of HRM 1 3 HRM Typology, system 1 4 Strategy and Matrix of HR 1 5 Stakeholders and Integrated Models of HRM 2 6 Line Vs Staff Manager 1 7 The Changing environment and role of HRM 1 8 Competitive Challenges influencing HRM 2 9 HRIS and Competency Framework 1 S.No UNIT II: Human Resource Process Lecture No: 1 Job Analysis- Systems exchange model 1 2 Analysis and Mapping of workflow 2 3 Job Characteristics model 2 4 Job Design 1 5 Job Evaluation 1 6 Towers Perrin Model of Total Reward 1 7 Performance Appraisal 1 8 HR Planning 2 9 Gallagher HR Estimator 1 10 Cohort Analysis 1 11 Recruitment-Yield 1 12 Ratio Analysis 1 13 Process of Selection, Placement and 2 Orientation 14 Training Methods-Kirkpatrick and pecuniary 1 Utility Models of Training -MDP S.No Unit III: HRD and Career Management Lecture No: 1 Introduction to HRD 1 2 HR Accounting 2 3 Lev and Schwartz, Flamholtz and 2 Hermansons Model 4 Audit, Research, Policies, Validity 1 generalization of HR 5 Career Planning 1 6 Greenhaus career Development Model 2 7 Protean career 1 8 Psychological Contract: Functions and Types 2 9 HR Utility Framework 2 10 Markov Employee Transition 2
S.No Unit-IV: Industrial Relations and Workers Lecture No:
Participation in HRM 1 Dunlops IR Model 2 2 Organogram 2 3 QWL 1 4 QC 1 5 Grievance Management 1 6 Labor Turnover and Stability indices 3 7 Workers Participation in Management 2 8 Bates Brand wheel for employer brand 1 9 Employee Engagement Index 1 10 Employee Value Proposition 1 11 Absence Management 1 12 Brad Factor 1 S.No Unit-V: Strategic and Global HRM Lecture No: 1 HR Outsourcing 1 2 HR issues in Mergers and Acquisition 1 3 HR Six-Sigma process 2 4 HR Index 2 5 HR-ROI 1 6 Job Diagnostic Model 2 7 Emotional intelligence and Competencies at 1 work 8 Work Life Integration 1 9 Introduction to International HRM, Global 2 HRM, Strategic HRM 10 HR Score Card 1 11 Paradox Theory as a lens of theorizing for 2 sustainable HRM 12 Sustainable HRM Model 2 13 Paauwes-paradox Framework for Sustainable 2 HRM