MBA-Human Resource Management
SECOND YEAR –Fourth Semester

PAPER - XVI
ORGANIZATIONAL DEVELOPMENT AND CHANGE
COURSE CODE: 39                                                                                 PAPER CODE:H4010

UNIT-I
Change - stimulating forces - planned change - change agents - unplanned change – Model of organisational change - Lewin's three Step Model.

UNIT-II
Resistance to change - individual factors - organisational factors – techniques to overcome change.

UNIT-III
Change programs - effectiveness of change programs - change process - job redesign - socio-technical systems.

UNIT-IV
OD - basic values - phases of OD - entry - contracting - diagnosis – feedback - change plan - intervention - evaluation - termination.

UNIT-V
OD intervention - human process interventions, structure and technological ‘ interventions and strategy interventions - sensitivity training - survey feedback, process consultation - team building - inter-group development - innovations - learning organisations.

REFERENCES
1. French & Bell:ORGANISATIONAL DEVELOPMENT, McGraw-Hill.
2. Vinayshil Gautham & S.K.Batra: ORGANISATION DEVELOPMENT SYSTEM, Vikas Publishing House.
3. Rajiv Shaw: SURVIVING TOMORROW: TURNAROUND STRATEGIES IN ORGANISTIONAL DESIGN AND DEVELOPMENT, Vikas Publishing House.

PAPER - XVII
HUMAN RESOURCE ACCOUNTING
COURSE CODE: 39                                                                                 PAPER CODE:H4020

UNIT -I

Introduction: Meaning & Definition of HRA – Importance; Development of the Concept – An Historical Score Card; HRA for Managers & HR Professionals; Investment in Human Resources –Quality of Work Force and Organizations’ Performance. - Efficient use of Human Resource – Modern Market Investment Theory- Enumerating the Assets- Calculating the Market Value of Assets – Illiquid and Non- Marketable Assets – Human Capital.

UNIT -II

Human Resource Planning – Human Capital Investment – Expenditure Vs. Productivity –Training – Human Capital & Productivity - Human Resource Accounting – Measurement of Human Value addition into Money Value –Objectives of Human Resources Accounting – Approaches to Human Resource Accounting.

UNIT -III

Investment Approach – Investment in Human Resources; HR Value – Concepts, Methods & Mechanics; Recruiting and Training Costs – Depreciation –Rates of Return – Organization Behavior Vs. Turnover – Non Value Adds in the Management of Human Resources, Measures and Prevention. - Organization Climate Approach – Improvement Determination of Changes in Human Resource Variables – Increased Costs, Cost Reduction and Future Performance.

UNIT -IV

HR Accounting – Design, Preparation & Implementation: Responsibility Accounting and Management Control; Management Control Structure and Process; Design of HR Accounting Process & Procedures for each of the HR Sub-system including Recruitment, induction, PA and Training; Classification of Costs in HR Accounting – Behavioural Aspects of Management Control – Social Control.

UNIT -V

HR Auditing and Accounting – HRA Software; HRA Oriented Reporting Processes including P & L Accounts & Balance Sheet; Experiences and Extrapolations [for future scenarios] on HRA;

Reference Books
1. Human Resource Accounting : Advances in Concepts, Methods and Applications (Hardcover), “Eric G. Flamholtz”, Springer; 3 edition, ISBN: 0792382676
2. How to Measure Human Resource Management (Hardcover), Jac Fitz-enz, et al, McGraw Hill,
3. Accounting for Human Resources : Rakesh Chandra Katiyar, UK Publishing House.
4. Human Resource Accounting : M. Saeed, D.K. Kulsheshtha, Anmol Publications.
5. Human Resource Accounting : D. Prabakara Rao, Inter India Publications.

PAPER - XVIII
COMPENSATION MANAGEMENT
COURSE CODE: 39                                                                                 PAPER CODE:H4030

UNIT-I

Job Evaluation - Definition - Traditional and new Techniques - Performance Appraisal -basic concepts - performance standard - Appraisal methods.

UNIT-II

Compensation - Definition - classification - types - incentives - fringe benefits.

UNIT-III

Theories of wages - wage structure - wage fixation - wage payment - salary administration.

UNIT-IV

Rewards for sales personnel - pay - commission - pay and commission - performance based pay system - incentives - Executives compensation plan and packages.

UNIT-V

Wage Boards - Pay Commissions - Compensation Management in Multi-National organisations.

REFERENCES
1. Richard.I. Henderson: COMPENSATION MANAGEMENT IN A KNOWLEDGE BASED WORLD - Prentice-Hall.
2. Richard Thrope & Gill Homen : STRATEGIC REWARD SYSTEMS - Prentice-Hall.
3. Thomas.P.Plannery, David.A.Hofrichter & Paul.E.Platten: PEOPLE, PERFOMANCE & PAY - Free Press.
4. Michael Armstrong & Helen Murlis: HAND BOOK OF REWARD MANAGEMENT – Crust Publishing House.
5. Joseph.J. Martocchio: STRATEGIC COMPENSATION - A HUMAN RESOURCE MANAGEMENT APPROACH - Prentice-Hall.
6. Edwarde.E. Lawler III : REWARDING EXCELLENCE (Pay Strategies for the New Economy) – Jossey -Bass.
 

UNIT -I

Introduction: Data & Information needs for HR Manager; Sources of Data; Role of ITES in HRM; IT for HR Managers; Concept, Structure, & Mechanics of HRIS; Programming Dimensions & HR Manager with no technology background; Survey of software packages for Human Resource Information System including ERP Software such as SAP, Oracles Financials and Ramco’s Marshal [only data input, output & screens];

UNIT -II

Data Management for HRIS: Data Formats, Entry Procedure & Process; Data Storage & Retrieval; Transaction Processing, Office Automation and Information Processing & Control Functions; Design of HRIS: Relevance of Decision Making Concepts for Information System Design; HRM Needs Analysis – Concept & Mechanics; Standard Software and Customized Software; HRIS – An Investment;

UNIT -III

HR Management Process & HRIS: Modules on MPP, Recruitment, Selection, Placement; Module on PA System; T & D Module; Module on Pay & related dimensions; Planning & Control; Information System’s support for Planning & Control;

UNIT -IV

HR Management Process II & HRIS: Organization Structure & Related Management Processes including authority & Responsibility Flows, and Communication Process; Organization Culture and Power – Data Capturing for Monitoring & Review; Behavioral Patterns of HR & other Managers and their place in information processing for decision making;

UNIT -V

Security, Size & Style of Organizations & HRIS: Security of Data and operations of HRIS Modules; Common problems during IT adoption efforts and Processes to overcome? Orientation & Training Modules for HR & other functionaries; Place & Substance of HRIS & SMEs – Detailed Analytical Framework; Opportunities for combination of HRM & ITES Personnel; HRIS & Employee Legislation; An Integrated View of HRIS; Why & How of Winners and Losers of HRIS orientation

References
1. "The Agenda: What Every Business Must Do to Dominate the Decade", “Dr. Michael Hammer, Hammer and Company, One Cambridge Center, Cambridge, MA, 02142
2. A Handbook of Human Resource Management Practice, “Michael Armstrong”, Kogan Page
3. Managing and Measuring Employee Performance - Understanding Practice “Elizabeth HOULDSWORTH, Dilum JIRASINGHE”, Kogan Page.
4. Accountability in Human Resource Management, “Jack J Phillips”, Gulf Professional Publishing.
 

UNIT -I

Introduction- Growth of International Business and Globalization; Operational Objectives and Means of Globalization- An HR Perspective; Use of Balanced Score Card to bring out the linkages among people, strategy and performance; Choosing an International Competitive Strategy; Forms of Operations.

UNIT -II

HR Challenges & Opportunities: National Differences Facing Operations – Domestic & MNC Perspectives; Linkages among Countries; Stakeholders: Their Concerns and Actions; Governance of Operations; Individual and Company Concerns; Ethical and Socially Responsible Behavior; Careers in International Business

UNIT -III

HR Policy Frame & Operations in a Global Setting: Distinctive Features of HR Functions [Planning, Organizing, Directing & Control] and Operations [Manpower Plan to Separation] in a Global Set-up and the related HR Practices such as staffing, skill & knowledge development, incentive & compensation package; motivational systems, and Grievance Handling – Reactive & Proactive Mechanisms

UNIT -IV

Change Management Model: Appreciating Change: Industry Analysis; Appreciating Change: Mental and Business Models; Mobilizing Support; Executing Change; Building Change Capability; Leadership and Change

UNIT -V

Quality Performance in Knowledge Based Organizations: Technology – Behavioral & Technical – for HRM; Universal Quality Standards & HRM – Illustrations from PCMM & EFQM; Eastern Management Thought for Global Management with Illustrations from Sri Aurobindo’s Writings & Practices there of in the areas such as Commitment, Quality, and Stress Free orientation;

References
1. International Perspectives On Organizational Behavior And Human Resource Management, “Punnett Betty Jane”
2. Globalization And Business, “Daniels John D., Radebaugh Lee H., Sullivan Daniel P.”, ISBN :81-203-2223-1
3. Change Management - Altering Mindsets in a Global Context, “V Nilakant University of Canterbury, Christchurch, S Ramnarayan, Indian School of Business, Hyderabad and Director (Change Management), Centre for Good Governance”, Response Books [2006], ISBN 0761934685
4. International Business:Text & Cases, “Cherunilam Francis”, Prentice Hall India, 3rd Ed.
5. The HR Scorecard: Linking People, Strategy, and Performance (Hardcover), “Brian E. Becker, et al”, HBS Press
6. Management by Consciousness - A value-oriented spiritual approach, “By Anastasia Bibikova and Vadim Kotelnikov”, Sri Aurobindo Ashram Press

Journals:
1. Global Business Review, SAGE India Journal, ISSN: 09721509
2. Asian Journal Of Management Cases, SAGE India Journal

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