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PLO1 PLO2 PLO3 PLO4 PLO5 PLO6
CLO1 2 1 1 3
CLO2 2 2 2 2
CLO3 2 2 1 2 2 1
CLO4 2 2 1 3 2
Mapping Course Learning Outcomes (CLOs) with the Teaching-Learning & Assessment Strategy:
CLOs Teaching-Learning Strategy Assessment Strategy
CLO1 Presentation/Open Discussion/Debate/Written assignment/Group work/Individual work
Test
CLO2 Lecture/Exercise Test/Class Performance
CLO3 Class Performance Test/Assignment
CLO4 Viva-Voce, Analysis of academic texts, cases, and examples Test
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sales personnel, non-monetary incentives; Pay and Commission: performance based pay system - incentives - executives compensation plan and packages, wage boards - pay commissions - compensation management in multi-national organizations, , calculation of income tax implications while calculating the income of an individual - cost to the company - valuation of perquisites - taxability of various components of salary and wages like allowances, gratuity, leave encashment, receipts on voluntary retirement scheme.
Mapping of Course Learning Outcomes (CLOs) with the Program Learning Outcomes (PLOs):
CLO1 Understand the basic concepts, policies and principles of compensation CLO2 Analyze employees’ performance appraisal system
CLO3 Develop and evaluate an effective pay structure for organizational employees CLO4 Prepare and apply an incentive plan that motivates employees
CLO5 Create an effective compensation model which incorporates employees’ pay, commission and taxes
PLO1 PLO2 PLO3 PLO4 PLO5 PLO6
CLO1 3 1 1 1
CLO2 1 1 3 3 3
CLO3 1 2 3 1 2
CLO4 1 2 3 3 3
CLO5 1 1 3 3 2
Mapping Course Learning Outcomes (CLOs) with the Teaching-Learning & Assessment Strategy:
CLOs Teaching-Learning Strategy Assessment Strategy
CLO1 Lecture Test
CLO2 Lecturer, Open discussion, Written assignment Test/Class Performance
CLO3 Lecture, Consultations Test/Assignment
CLO4 Lecture, Individual work Test
CLO5 Lecture, Analysis of academic text Test
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Course Code: HRM 6102 Course Title: Training and Development Credits: 3.00
Rationale of the Course:
This course introduces students with the basic and advanced training and development related best practices. Besides the core HR profession, HRM graduates are expected to build up a responsible career in the training and development section. That’s why it is believed that successful completion of this course ensures a student’s capacity of playing strategic business partner of any kind of organization.
Apart from that each and every manager is directly involved in developing his/her subordinates or team members.
Course Content:
Introduction: Meaning-stakeholders of training and development- relation between education- training and development-training and development- management development-objectives-importance- dimensions of training and development-management development process and training-training and development cycle-difference between training and learning.
Orientation and socialization: Definition-Objectives-Importance-Classification of orientation and socialization-Phases of socialization-Possible topics of organizational orientation-Possible topics of departmental and job orientation- Orientation kit-Responsibility for orientation-Length and time- Follow up and evaluation; Employee Training: Definition-Objectives-reasons for training-General benefits- Typical topics of employee training-Forces Influencing the Workplace and Training- Skills needed to manage a diverse work- force- Snapshot of training Practice-Training investment leaders- Roles- competencies- and positions of training professionals-Types of training- Training- learning and motivation-Why training fail; Management Development: Meaning-Management development process- Net Management Requirements-Need Assessment methods-Difference between training and management development.
Problem Identification and Training Needs Assessment: Needs assessment-Importance-Participants in needs assessment- Methods of needs assessment- Needs analysis process- General concept and dimension for needs assessment- Tools and techniques for needs assessment.
Training Program Designing: Definition- Major phases- Main elements- Needs analysis-Learners analysis-Setting objectives- Designing training curriculum-Selection of training and development methods and media Evaluation of program design-Program logistics; Methods and Techniques of Training: Different types of training methods- Advantages and disadvantages of on the job and off the job training- Steps for effective on the job training- Different techniques of on the job training-Different techniques of off the job training- Difference between on the job and off the job training.
Implementation and Monitoring: Planning program implementation- Preparing and organizing program activities- Executing the program; Training Evaluation and Follow up: Meaning-Reasons for evaluating training-Evaluation process- Outcomes used in the evaluation of training programs-Evaluation design- Types of evaluation design-Influencing factors of evaluation design.
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Mapping of Course Learning Outcomes (CLOs) with the Program Learning Outcomes (PLOs):
CLO1 Understand the basic concepts of training and development CLO2 Know how to orient, socialize and train newly hired employees
CLO3 Identify problems and assess employees’ training need for better performance CLO4 Design an effective training and development program by choosing the best method CLO5 Implement and monitor the training and development program to assess its effectiveness
PLO1 PLO2 PLO3 PLO4 PLO5 PLO6
CLO1 3 2 1 3 3 3
CLO2 2 2 2 3 3 3
CLO3 2 3 3 2 1 2
CLO4 3 3 3 3 3 3
CLO5 3 3 2 3 3 3
Mapping Course Learning Outcomes (CLOs) with the Teaching-Learning & Assessment Strategy:
CLOs Teaching-Learning Strategy Assessment Strategy
CLO1 Lecture, Open Discussion Test
CLO2 Lecture, Group work Test/Class Participation
CLO3 Lecture, Viva-Voce Test/Assignment
CLO4 Lecture, Analysis of academic texts, cases, and examples Test
CLO5 Lecture, Consultations Test
Course Code: HRM 6103 Course Title:
Strategic Human Resource Management Credits: 3.00
Rationale of the Course:
This course provides students with a critical understanding of the theories, principles, historical trends, current issues and practices relevant to human resource management strategy in an organization. This will develop subject specific skills necessary for employment in roles which require the effective management of both human and knowledge capital within the organization, therefore extending beyond purely human resource management (HRM) roles. Students will explore the unique strategic positioning of contemporary human resource management and the subsequent demands placed on professionals working in this area.
74 Course Content:
Introduction: concepts of human beings or personnel, definition of management, definition of human resource management, the four basic functions of HRM, other functions of HRM, definition of strategic human resource management, three propositions of SHRM, areas of SHRM, differences between SHRM
& HRM, aim of SHRM; Strategic HRIS: Information, Strategic HR information system, Importance of SHRIS, Nature & Benefits of HRIMS, Scope of SHRIS, Types of HRIMS data, Successful HRIMS, Uses of SHRIS, Extended Model of SHR Planning using HRIMS;
Strategic Human Resources Planning: HR planning, strategic planning, effective links between organizational strategic plans & HRP, the strategic HRM planning group effectiveness, approaches to SHRM for SHRP, factors influence SHRP;
Job Analysis: job analysis, job descriptions, parts of job description, importance of selection of a job, job description (job duties, roles & goals), job description (job environment), problems with job descriptions, job specification, job analysis & SHRM;
Recruitment Strategy: Recruitment, Factor influencing recruitment, Sources of Recruitment, Strategic recruitment process, Recruitment process, Strategic HR can assist with Recruitment by which method;
Employee Selection & SHRM: Selection, The Selection Process, SHRM & Strategic Selection, Selection Decision Strategy, The cost of wrong selection etc.
Training, Developing & Educating Employees: what is training, differences between training, education
& development, importance of training, nine steps in the training process, the strategic training and development process, the strategic training and development process, questions to ask to develop strategic training and development initiatives, outsourcing training, why companies outsource training.
Mapping of Course Learning Outcomes (CLOs) with the Program Learning Outcomes (PLOs):
CLO1 Understand the meaning of SHRM and how does it differentiate from HRM CLO2 Formulate HR planning and connect it to organizational strategic planning CLO3 Conduct job analysis and prepare job description and job specification CLO4 Undertake the action plans for employee recruitment and selection CLO5 Formulate and implement the strategy for training and development
PLO1 PLO2 PLO3 PLO4 PLO5 PLO6
CLO1 3 2 3 2 3 1
CLO2 3 3 3 1 3 3
CLO3 3 3 3 3 3 3
CLO4 3 2 3 2 3 3
CLO5 2 3 2 3 3 3
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Mapping Course Learning Outcomes (CLOs) with the Teaching-Learning & Assessment Strategy:
CLOs Teaching-Learning Strategy Assessment Strategy
CLO1 Lecture, Group work Test/ Class Participation
CLO2 Lecture, Open Discussion Test
CLO3 Lecture, Viva-Voce Test/Assignment
CLO4 Lecture, Analysis of academic texts, cases, and examples Test
CLO5 Lecture, Consultations Test
Course Code: HRM 6104 Course Title: International Human Resource Management Credits: 3.00 Rationale of the Course:
Aims to develop a critical understanding of the role and functions of the various human resource activities within multinational corporations (MNC). It provides an overview of the impact of globalization and varieties of capitalism in shaping international human resource management practices in MNCs. In doing so, the course addresses the literature in International Human Resource Management and the strategic management of human resources in MNCs. The field of International HRM is a relatively new area of academic/professional interest and the course will draw on case studies and selected readings. Case studies will be used to expose students to the various human resource management issues in the management of people in MNCs in an international context.
Course Content:
International Human Resource Management Challenges: International human resource troubleshooting, International challenges and diversification, Cultural awareness and the enduring context of IHRM;
Frameworks and International Challenges: Assumptions, Structures and Employee rights; International Preparation and Selection: International recruitment, International selection and International Staffing Approaches; International Human Resource Development and Evaluation: Orientation, Training and development, Evaluation and career development; International Compensation and Protection:
International Compensation Management, Comparative study between national and international compensation; Re-entry & Career Issue: People Working Internationally, Performance Management;
International Employee Relations and Assessment: Management Implications of International Activities, International Communication; International Workplaces & Cultural Differences; IHRM & Corporate Strategy; Cross cultural Training & Development; Recruitment & Selection of International Employees;
Performance Management of International Assignees; Compensation & Repatriation of Expatriates;
Issues in International Industrial Relations; Varieties of capitalism; National business systems; Cross- border alliances; HRM in host-country context; Future trends and challenges in IHRM.
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Mapping of Course Learning Outcomes (CLOs) with the Program Learning Outcomes (PLOs):
CLO1 Understand International human resource management challenges & context of IHRM CLO2 Analyzing International employee relations and performance assessments.
CLO3 Know International recruitment & selection, International training and development &
International compensation etc.
CLO4 Helps in developing the international workforce in international business to achieve organizational success.
PLO1 PLO2 PLO3 PLO4 PLO5 PLO6
CLO1 3 2 3 2 3
CLO2 2 3 2 3 2
CLO3 3 2 2 3 2
CLO4 1 2 1 3 2
Mapping Course Learning Outcomes (CLOs) with the Teaching-Learning & Assessment Strategy:
CLOs Teaching-Learning Strategy Assessment Strategy
CLO1 Lecture, Class Performance Test
CLO2 Lecture, Viva-Voce, Group work Test/Class Performance CLO3 Lecture, Analysis of academic texts, cases, and examples Test/Assignment CLO4 Lecture, Presentation/Open Discussion Test
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