MBA-Human Resource Management
SECOND YEAR –Third Semester
PAPER - XI
HUMAN RESOURCE DEVELOPMENT
COURSE CODE: 39
PAPER CODE:H3010
UNIT-I
Learning Objectives - domains of learning -
methods of learning - importance of teaching
techniques - instruction technology - instructor
behaviour - attention versus involvement.
UNIT-II
Need for Training and Development - Role of
Development offices - administrators,
consultants, designers and instructors -
determining training needs - potential macro
needs - usefulness of training - development of
competency-based training programs.
UNIT-III
Methods of training - on the job training - off
the job training - choosing optimum method - the
lecture - field trips - panel discussion -
behaviour modeling - interactive demonstrations
- brain storming - case studies - action mazes,
incident process, jigsaws, in-baskets, team
tasks buzz-groups and syndicates, agenda
setting, buzz groups, role plays, reverse role
plays, doubling role plays, rotation role plays,
finding metaphors, simulations, business games,
clinics, critical incidents, fish bowls,
T-groups, hot role plays, data gathering,
grouping methods, Transactional analysis,
expectation analysis.
UNIT-IV
Need for development - differences between
training and development - management
development programs - evaluation of programs -
employee appraisal methods.
UNIT-V
Components of wage and salary packages - methods
of wage fixation - salary packages and
deductions - French benefits - other monetary
allowances - wage and salary administration in
India.
REFERENCES
1. B. Taylor & G.Lippitt: .MANAGEMENT
DEVELOPMENT AND TRAINING HANDBOOK.
2. William E. Blank, HANDBOOK FOR DEVELOPING
COMPETENCY BASED TRAINING PROGRAMMES,
Prentice-Hall, New Jersey, 1982.
PAPER - XII
PERFORMANCE MANAGEMENT
COURSE CODE: 39
PAPER CODE:H3020
UNIT-I
Quality Performance Management - Concept -
Dimensions - Mechanics - Features of
Facilitating Organisations for Performance -
Organizational Dynamics and Employee
Performance - A Multi Dimensional Analysis.
UNIT-II
Work Place and Its Improvement Through 5S -
Modern Management Techniques (such as KAIZEN)
and Management of Employee Performance - Team
Building - Concept, Culture, Methods,
Effectiveness & Empowerment, Problems -
Potential and Perspectives
UNIT-III
Organizational Structure and Employee Motivation
and Morale - Contemporary Thinking on Employment
Practices (Tenure Employment) and Work Schedules
(Flextime) and the Related Performance Appraisal
Systems; Quality Circle - Features -Process -
Pre-requisites for their Efficiency.
UNIT-IV
Industrial Restructuring - Reward System and
Employee Productivity [Case Studies]; Quality
Standards and Employee Dimensions -
Illustrations on HR Dimensions drawn from CMM
UNIT-V
Quality Performance Management - Indian and
Western Thought in a Market era, Performance
Management from the Writings of Sri Aurobindo
and The Mother- Integrated Studies Dealing with
Methods, Techniques, and Processes
REFERENCES
1. The Flowering of Management, Pravir Malik,
Sri Aurobindo Society, Pondicherry
2. Peter Drucker: MANAGEMENT, (Allied
Publishers).
3. William G. Dyer: TEAM BUILDING - ISSUES AND
ALTERNATIVES, (Addison-Wesley Publishing
Company).
4. S.K. Chakravarthy: MANAGERIAL EFFECTIVENESS
AND QUALITY OF WORK LIFE - INDIAN INSIGHTS, (Tata-McGraw
Hill Publishing Co.Ltd.).
5. G.C. Suri & R.C. Mmga: LIVING WAGES AND
PRODUCTIVITY, National Productivity Council.
PAPER - XIII
HRM IN KNOWLEDGE BASED ORGANIZATIONS
COURSE CODE: 39
PAPER CODE:H3030
UNIT-I
An Introduction to life in organizations;
Concept and Characteristics of KBOs; Dimensions
of HRM in KBOs; New Role and Challenges for HRM
in the KBO
UNIT-II
Managing Knowledge for organizational
effectiveness - Process and Methods; Concept of
Intellectual Capital and Learning Orientation in
the Organizations; Knowledge and Role related
issues; Performance Appraisal in a KBO -
Discussion
UNIT-III
Managing Knowledge and OPH [Personnel and
Organizational Health]; Rewarding Knowledge;
Management of Retention and KBO
UNIT-IV
ICTs in HRM in KBO: HRIS for a KBO - Concept,
Mechanics, and Software Orientation; Performance
Management - Mechanics and One Illustrative
Process
UNIT-V
Comprehensive Case Study on HRM in a KBO -
Collection and Compilation of the material by
the participants under the guidance of the
Resource Person
REFERENCES
1. Managing Knowledge Workers, " Frances Horibe"
John Wiley & Sons,
2. Knowledge Management - Enabling Business
Growth "Ganesh Natarajan and Sandhya Shekhar",
Tata McGRAW - Hill Publishing Company Limited
3. Management by Consciousness, Edited by Dr. G.
P. Gupta, Sri Aurobindo Society, Pondicherry
PAPER - XIV
INDUSTRIAL RELATIONS MANAGEMENT
COURSE CODE: 39
PAPER CODE:H3040
UNIT-I
Introduction - Concept and Determinants of
Industrial Relations - Industrial Relations in
India - Managing IR Changes - IR and
Productivity - Technology and IR -Effective
Communication Systems and IR Management - Indian
Culture & IR.
UNIT-II
Trade Unions - Purpose, Functions and Structure
of Trade Unions - Trade Union Legislation -
Multiplicity of Trade Unions - Conflict
Resolutions - Industrial Relations - Welfare and
Productivity - Social Responsibility of Trade
Unions - IR Management and Management of Trade
Unions.
UNIT-III
Employee Counseling - Types, Methods, Content,
Problems, Consultative Bodies (Bipartite,
Tripartite) and IR Strategies - A Discussion -
Worker Development & Worker participation.
UNIT-IV
Discipline and Grievance Redressal Machinery -
Purposes and Procedures of Disciplinary
Action - Grievance Redressal Procedures -
Conciliation - Arbitration and Adjudication -Collective Bargaining(Perspective, Bargaining
Structure, Procedure and
Machinery for Collective Bargaining) - The
Bargaining Process - Strengths and Skills.
UNIT-V
Labor Administration - ILO, ILC and Indian
Constitutional Provisions in Relation to Labor
Administration - Central Machinery of Labor
Administration - Labor Administration at the
State, District and Local Levels. Contemporary
Trends and Future of Industrial Relations in
India.
REFERENCES
1. Arun Monappa: INDUSTRIAL RELATIONS; Tata Mc-Graw
Hill Publishing Company Ltd.
2. Pramod Verma: MANAGEMENT OF INDUSTRIAL
RELATIONS – READING AND CASES; Oxford and IBH
Publication.
3. T.N. Bhagoliwala: ECONOMIC OF LABOR AND
SOCIAL WELFARE.
4. Relevant Reports of Government of India such
as REPORT OF NATIONAL COMMISSION LABOR - FIVE
YEAR PLANS.
5. B.O. Sharma: ART OF CONCILIATION AND
INDUSTRIAL UNREST; Labor Consultancy Bureau,
Bombay, 1985.
6. Journals: INDIAN LABOR JOURNAL and INDIAN
JOURNAL OF INDUSTRIAL RELATIONS.
PAPER - XV
EMPLOYEE LEGISLATION
COURSE CODE: 39
PAPER CODE:H3050
UNIT -I
Introduction: Historical Dimensions of Labor &
Employee Legislation in India including the
fillip from Indian Freedom Movement; Place of
Tata Enterprise as a forerunner of Indian Labor
Welfare Legislation; Labor Protection & Welfare
[social security & social justice] and system of
economic governance [open, regulated &
controlled economies and globalize scenario];
International Labor Standards & India –
Evolution & Track record
UNIT -II
Indian Labor Statutes: Trade Union Act,
Factories’ Act, ID Act, & Industrial Employment
Act. – Provisions, Implementation Agencies,
Reporting Processes & Procedures including a
brief view on formats to be submitted to
authorities; Experiences from implementation of
each of these acts from employers’, employees’,
government & society points of view and from
landmark judgments; New look at the labor law
and needed labor reforms to be in tune with
market imperatives; Concept & Mechanics of
Employment Standards & Employee Rights – An
Overview
UNIT -III
Indian Labor Wage & Welfare Legislation: Wage
and Bonus Legislation including equal
remuneration act; Welfare oriented acts
including workmen’s compensation act, ESI, PF,
Maternity Benefits, and Gratuity - Provisions,
Implementation Agencies, Reporting Processes &
Procedures including a brief view on formats to
be submitted to authorities; Experiences from
implementation of each of these acts from
employers’, employees’, government & society
points of view and from landmark judgments; New
look at the labor law and needed labor reforms
to be in tune with market imperatives;
UNIT -IV
Employee Legislation in the emerging economy:
The role of human capital [call it labor/
employee/ stakeholder] in the liberalized,
private enterpriser and global work environment;
Distinction between organized and unorganized
[Informal] labor vis a vis labor legislative
framework; Increasing Contract Labor & Related
Legislation; Experiences in organizing the
unorganized labor – Illustrations from Kerala,
Orissa, Tamil Nadu, Karnataka, & Andhra Pradesh;
Federal and State Legislative Efforts on
unorganized labor
UNIT –V
Emerging Dimensions: Quality of Life of workers
[of all levels] and governance of enterprises –
Views on the role of labor legislation; Scope &
Place of labor legislation for knowledge bases
organizations in the areas, including the BPO,
KPO, Call Centers, Software Design and
Consulting; Gender Dimensions of Labor Laws;
References
1. Globalization and Labour-Management Relations
- Dynamics of Change, “C S Venkata Ratnam”
Response Books [2001]
2. Human Resource Management, “Biswajeet Pattanayak”,2/e, PHI, ISBN: 8120323483
3. Creating Performing Organizations:
International Perspectives for Indian
Management, Edited by Vipin Gupta, Et al,
Response Books, ISBN: 0-7619-9652-4
Text & Cases on each of the laws may be referred
to for clear import and implications.
Websites:
•labor.nic.in
•http://www3.gov.ab.ca/hre/employmentstandards/about/index.asp
&
•http://www.scottish-enterprise.com/sedotcom_home/services-to-business/people-and-skills/employment_legislation.htm
