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Accounting and Financial Analysis

M- 213 CONTENTS 1. Meaning and Scope of Accounting 2. Accounting Principles 3. Source Documents and Accounting Cycle 4. Rules of Debit and Credit-Journal 5. Sub-division of Journal 6. Ledger Accounts 7. Trial Balance 8. Final Accounts ( Without Adjustments ) 9. Final Accounts (With Simple Adjustments) 10. Errors and their Rectification 11. Depreciation 12. Accounts of Non-Trading Institutions


1. Meaning and Scope of Accounting Need, Development and Definition of Accounting; Book-Keeping and Accounting; Persons interested in Accounting; Disclosures; Branches of Accounting; Objectives of Accounting. 2. Accounting Principles International Accounting Standards (Only Outlines); Accounting Principles; Accounting Standards in India. 3. Accounting Transactions Accounting Cycle; Journal; Rules of Debit and Credit; Compound Journal Entry; Opening Entry; Relationship between Journal and Ledger, Rules Regarding Posting; Trial Balance; Sub Division of Journal.

4. Capital and Revenue Classification of Income; Classification of Expenditure; Classification Receipts. Accounting Concept of Income; Accounting Concepts and Income Measurement; Expired Cost and Income Measurement. Final Accounts; Profit and Loss Account; Balance Sheet; Adjustment Entries. Rectification of Errors; Classification of Errors; Location of Errors; Suspense Account; Effect on Profit. 5. Depreciation Provisions and Reserves Concept of Depreciation; Causes of Depreciation; Depreciation, Depletion, Amortization and Dilapidation; Depreciation Accounting; Methods of Recording Depreciation; Methods for Providing Depreciation; Depreciation of Different Assets; Depreciation of Replacement Cost; Depreciation Policy as per Accounting Standard; Depreciation Accounting; Provisions and Reserves. 6. Accounts of Non-Trading Institutions Not for Profit Organisation, Financial Statements, Income and Expenditure Account, Balance Sheet.


CONTENTS Unit I: Introduction Unit 2: Economic Systems Unit 3: Theory of Consumption: An Elementary, View of Price Mechanism Unit 4: Production Unit 5: Market Mechanism and Pricing

MANAGERIAL ECONOMICS Unit 1: Introduction: 1, Basic assumption, 2, Micro and Macro Economics, 3, Nature and Scope of Micro Economics, 4, Positive vs. Normative analysis. Unit 2: Economic Systems: 1, Capitalism, 2, Communism, 3, Socialism, 4, Mixed Economy and 5, Gandhian Economic Ideas; their evolution and characteristics, 6, Objectives of a Business Firm. Unit 3: Theory of Consumption: An Elementary, View of Price Mechanism: (I) Demand and Supply: 1, the market, 2, Demand and Supply, 3, Elasticity of Demand and Supply with their measurements. (II) The concept of Equilibrium. 1, Static Equilibrium, 2, Dynamic Equilibrium, 3, Partial Equilibrium, 4, General Equilibrium. (III) Utility Analysis: 1, Utility: Cardinal and Ordinal, 2, Indifference Curve Approach, 3, Laws of Substitution, 4, Revealed Preference Theory. Unit 4: Production: 1, Production Function, 2, Law of Variable proportions, 3, Return to Scale: constant, increasing and decreasing, 4, Economics of large Scale and small scale production, 5, Division of Labor, 6, Joint Supply and Joint Demand.

Unit 5: Market Mechanism and Pricing: (I) Profit maximization and Equilibrium of a Firm: 1, Marshaling concept of time period, 2, Total average and Marginal cost, 3, Production possibility Curves, 4, Total Average and Marginal Revenue, 5, Equilibrium of the Firm and Industry, 6, Optimum firm and Representative firm. (II) Determination of Price and Output Under: 1, Perfect and Imperfect competition, 2, Monopoly, 3, Monopolistic competition, 4, Duopoly and Oligopoly.

Organizational Behaviour
CONTENTS SECTION A Unit 1 : Introduction Unit 2 : Models of Organization Behaviour Unit 3 : New Challenges to Organization Behaviour SECTION B Unit 4 : Personality Unit 5 : Traits Theory Unit 6 : Perception Unit 7 : Perception and Organizational Behaviour Organizational Application SECTION C Unit 8 : Learning Unit 9 : Motivation Unit 10 : Leadership SECTION D Unit 11 : Group Unit 12 : Conflict Unit 13 : Determinants of Organizational Design


SECTION A Organizational Behaviour : Definition, Meaning and its Importance, Marvin Daunettes six step plan. Models of OB : Autocratic, Custodial, Supportive Collegial Model, Knowledge Management Processes. New Challenges to OB : Open System, Contingency Approach. SECTION B Personality : Meaning and Definitions, Determinants of personality. Traits Theory : Personality and Behaviour. Perception : Definition, Perceptual Process, Perception and Organizational Behaviour and Applications, Performance Appraisals. SECTION C Learning : Nature and Definition, Foundations of Individual behaviour, Myth or Science, O.B., Attitude and its Measurement. Motivation : Definition, Role of Motivation in Organizations, Maslow need Hierarchy Theory, Needs Theory. Leadership : Meaning and Definition, Theories, Behaviour of Leader, Managerial Grid, Qualities of Effective Leader. SECTION D Group : Nature and Concept, Effects of Cohesiveness of Group Productivity, Group Decision-making, Team Building. Conflict : Nature of Conflict, Frustration, Role Conflict and Ambiguity, Conflict Resolution. Determinants of Organization Design : Implications for managers, Significance of power and politics, Power Imbalances, Managing Organization Conflicts, Three Modes of Resolving Inter-group Confli

Management Information System

Module-1 Organization and Information Systems Changing Environment and its impact on Business - The IT/IS and its influence - The Organization: Structure, Managers and activities - Data, information and its attributes - The level of people and their information needs - Types of Decisions and information - Information System, categorization of information on the basis of nature and characteristics. Module -2 Transaction Processing System (TPS) - Office Automation System (OAS) Management Information System (MIS) - Decision Support System (DSS) and Group Decision Support System (GDSS) - Expert System (ES) - Executive Support System (EIS or ESS) Module -3 Computer Fundamentals, Telecommunication and Networks Computer System Introduction - Generation of Computers Classification of Computers - Input and output devices - Software System s/w and Application s/w - O/S Functions and Features. Communication, Media, Modems & Channels - LAN, MAN & WAN Network Topologies, Internet, Intranet and Extranet. Wireless technologies like Wi-Fi, Bluetooth and Wi-Max. Module -4 Need for System Analysis - Stages in System Analysis - Structured SAD and tools like DFD, Context Diagram Decision Table and Structured Diagram. System Development Models: Water Flow, Prototype, Spiral, RAD Roles and responsibilities of System Analyst, Database Administrator and Database Designer. Module -5 Information systems for Accounting, Finance, Production and Manufacturing, Marketing and HRM functions - IS in hospital, hotel, bank Module -6 Enterprise Resources Planning (ERP): Features, selection criteria, merits, issues and challenges in Implementation - Supply Chain Management (SCM): Features,

Modules in SCM - Customer Relationship Management (CRM): Phases. Knowledge Management and e-governance Module -7 Nature of IT decision - Strategic decision - Configuration design and evaluation Information technology implementation plan. Module -8 Ethical responsibilities of Business Professionals Business, technology. Computer crime Hacking, cyber theft, unauthorized use at work. Piracy software and intellectual property. Privacy Issues and the Internet Privacy. Challenges working condition, individuals. Health and Social Issues, Ergonomics and cyber terrorism.

RESEARCH METHODOLOGY AND QUANTITATIVE TECHNIQUES CONTENTS UnitI: Introduction UnitII: Data Collection and Hypothesis UnitIII: Presentation and Analysis of Data UnitIV: Report Writing SYLLABUS RESEARCH METHODOLOGY AND QUANTITATIVE TECHNIQUES Unit 1: Introduction: Concept of research and its applications. Scientific Method; Identification and Formulation of Research Problem. Survey of Literature. Process of research: Steps involved in research process, Research design-meaning, purpose and principles. Unit 2: Data Collection and Hypothesis: Observation, Questionnaire, Interview and Case Study. Hypothesis and Testing of Hypothesis;, Exploratory, descriptive and Causal research designs; Basic Principles and Types of Sampling, Precision and accuracy of sample based research; Sampling and non-sampling errors, sampling distribution. Unit 3: Presentation and Analysis of Data: Classification, Tabulation and Graphical Representation of Data. Statistical Techniques: Measures of Central Tendency and Variability. Statistical estimation, interval and point estimation; Chi-square test and t-test. Linear programming Analysis of Variance: One way and two ways, factor analysis; Regression analysis, Data analysis using software packages. Unit 4: Report Writing: Components and Characteristics; Types of reports; Precautions and Principles of Report and References writing.

HUMAN RESOURCE MANAGEMENT 1. Introduction 2. Human Resources Planning 3. Training and Development 4. Trade Unions 5. Performance Evaluation SYLLABUS HUMAN RESOURCE MANAGEMENT Introduction: Meaning, Definition, Scope, Evolution, Objectives of HRM. Qualities of HR/Personnel Manager, Role of Human Resources Manager, Development of HRM In India, Distinction between HRM and PM. Human Resources Planning: Meaning, Objectives, Benefits of Human Resources Planning, Process and Problems in Human Resources Planning, Recent Implication in HRP, Staffing, Recruitment, Types of Tests. Training and Development: Meaning, Definition, need, Advantages, Objectives, Importance of Training, Types of Training, Difference between Training and Development, Education Classification of Training Methods, Executive Development, Knowledge Management.

Trade Unions: Meaning, Characteristics, Functions and role of Trade Unions, Union Structure, Wages and Salary Administration, Wage Boards and Pay Commissions, Wage Incentives, Quality Circles, industrial Democracy, Socio-technical Systems. Performance Evaluation: Performance Appraisal, Promotions, Transfer, Demotions, Separation, Grievance Procedure.

Management of Industrial Relations

1. Industrial Relations Management Concept- Evaluation -Background of industrial Relations in India- Influencing factors of IR in enterprise and the consequences. 2. Economic, Social and Political environments Employment Structure -Social Partnership-Wider approaches to industrial relations- Labor Market. 3. Trade Unions Introduction-Definition and objectives-growth of Trade Unions in India-trade Unions Act, 1926 and Legal framework-Union recognition-Union ProblemsEmployees Association-introduction ,Objective Membership, Financial Status. 4. Quality of Work Life Workers Participation in Management - Workers Participation in India, shop floor, Plant Level, Board Level- Workers Welfare in Indian scenario- Collective bargaining concepts & Characteristics -Promoting peace. 5. Wage and Salary administration Nature & Significance of wage, salary administration, essentials- Minimum wageFair wage, Real wage, Incentives & fringe benefits. Issues and Constraints in Wage Determination in India. 6. Social Security Introduction and types, Social Security in India, Health and Occupational safety programs- Salient features of Workmen Compensation Act and Employees State Insurance Act relating to social security - Workers education objectives Rewarding. 7. Employee Grievances Causes of Grievances -Conciliation, Arbitration and Adjudication procedural aspects for Settlement of Grievances -Standing Orders- Code Discipline. 8. Industrial Disputes Meaning, nature and scope of industrial disputes - Cases and Consequences of Industrial Disputes -Prevention and Settlement of industrial disputes in India.

Labor Law
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LABOR LAW BEFORE THE WAGNER ACT CREATING THE MODERN LABOR STATUTES NLRB STRUCTURE AND PROCEDURE EMPLOYEE ORGANIZING Interference, restraint & coercion Company domination Discrimination Remedies for Unfair Labor Practices Appropriate Bargaining Unit Continuity & Duration of the Bargaining Relationship NEGOTIATING THE COLLECTIVE BARGAINING AGREEMENT The Duty to Bargain in Good Faith Subjects of Collective Bargaining Bargaining and Strikes Bargaining Remedies STRIKES, PICKETING, AND BOYCOTTS Protected and Unprotected Concerted Activity Employer Responses to Concerted Activity Constitutional Limits on Government Regulation Organizational And Recognition Picketing Secondary Activity Work Assignment Disputes Featherbedding Violence and Union Responsibility Remedies for Union Unfair Labor Practices ADMINISTRATION OF THE COLLECTIVE AGREEMENT The Grievance Procedure Judicial Enforcement of Collective Agreements THE INDIVIDUAL AND THE UNION The Duty of Fair Representation Union Security and the Use of Union Dues

Management of Training & Development

UNIT I Job analysis manpower planning at the start of the business and as ongoing process performance appraisal standards, methods, errors UNIT II Learning Objectives domains of learning methods of learning importance of teaching techniques instruction technology instructor behaviour attention versus involvement UNIT III Need for Training and Development Role of Development officers administrators, consultants, designers and instructors determining training needs potential macro needs usefulness of training development of competency-based training programs Evaluation of training programs UNIT IV Methods of training on the job training off the job training choosing optimum method the lecture field trips panel discussion behaviour modelling interactive demonstrations brain storming case studies action mazes, incident process, in-baskets, team tasks, buzz-groups and syndicates, agenda setting, role-plays-reverse role plays, rotational role plays, finding metaphors, simulations, business games, clinics, critical incidents, fish bowls, Tgroups, data gathering, grouping methods, transactional analysis, exception analysis UNIT V Need for development differences between training and development management development program career development program counselling evaluation of programs job evaluation methods and techniques

Organizational Change and Development

Unit I The Field of Organization Development o Overview of the Field of Organization Development Definition of Organization Development A History of Organization Development o The Laboratory Training Stem, o The Survey Research and Feedback stem, o The Action Research Stem, o The Socio technical and socio clinical stem, o The changing context, Second Generation OD, o Extent of Application. Unit II Values, Assumption, And Beliefs in OD o Chronology of Events in Management and Organization Thought, o Early Statement of OD values and assumptions, A Values Study. Foundation of Organization Development o Models and Theories of Planned Change, systems Theory, o Participation and Empowerment, Teams and Teamwork, o Parallel Learning Structures, o A Normative- Reductive Strategy of Changing Applied Behavioural Science. OD Interventions o Thinking about OD Interventions, Classifying OD Interventions. Unit - III o o o o o o Team Interventions Teams and Work Groups : Strategic Units of Organization, Broad Team-Building Interventions, The Formal Group Diagnostic Meeting, The Formal Group Team- Building Meeting ,Process consultation Interventions, A Gestalt Approach to Team Building. Intergroup and Third-Party Peacemaking Interventions Intergroup Team-Building Interventions, Third party Peacemaking Interventions , Organization Mirror Interventions, Partnering.

Unit IV Comprehensive OD Interventions o Search conference and Future conference Meeting, o Strategic Management Activities, o Real Time Strategic Change Stream Analysis, o Survey Feedback, System 1- 4T, o Grid Organization Development, Schein's Cultural Analysis, o Large- Scale change and High- performance Systems, o Trans-organization Development. Structural Interventions and the Applicability of OD o Socio-technical System, Self-Managed Teams o Problems in Implementation, Work Redesign, o MBO and Appraisal, Quality Circles, Quality of work life projects. o Parallel Learning Structures Physical setting and OD, o Total Quality Management, Reengineering, The Self-Design Strategy, o High-Involvement and High-Performance Work Systems. o Large-Scale Systems change and Organizational Transformation, Unit - V. o o o o o o o o o o o Training Experiences T- Groups, Behavioural Modelling, Life and Career Planning, Coaching and Mentoring, Instrumented Training. Issues in Consultant- Client Relationships Entry and Contracting, Defining the Client system, The Trust Issue, The Nature of the consultant's Expertises, Diagnosis and Appropriate Interventions, Depth of Intervention, On being Absorbed by the Culture, The consultant as a Model, The consultant Team as a Microcosm, Action Research and the OD Process, The Dependency Issue and Terminating the Relationship, Ethical Standards in OD for the Client.

International Human Resource Management

UNIT I Introduction to IHRM Definition, reasons for going global, Approaches to IHRM, Difference between IHRM and Domestic HRM, Reasons for emergence of IHRM, Models of IHRM-Matching model, Harvard Model, Contextual Model, 5P Model European Model, Models of SHRM in Multinational Companies, Internationalization of HRM: Socio-cultural context, Organizational dynamics and IHRM: Role of culture in International HRM, Culture and employee management issues, Organizational Processes in IHRM, Linking HR to International expansion strategies, The Challenges of International Human Resource Management. UNIT II Strategies for International Growth: Exploiting global integration-The logic of global integration, differentiation, Mastering expatriation, beyond the traditional expatriate model, the limits of global integration Becoming locally responsive: The roots of responsiveness, understanding diversity, responding to diversity, the challenges of localization Managing alliances and joint ventures- meaning, need, different kinds of alliances, planning and negotiating alliances, implementing alliances, supporting alliance learning, the evolving role of alliances UNIT III Recruitment, Selection and staffing in International context: International Managers- parent country nationals, third country nationals, host country nationals, advantages and disadvantages of different selection methods, different approaches to multinational staffing decisions, recruitment methods using head-hunters, cross-national advertising, e-recruitment; Selection criteria and techniques, use of selection tests, interviews for international selection, international staffing issues. UNIT IV Performance Management : A conceptual background, Constraints in goal attainment, performance management cycle, models, performance and appraisal in IHRM appraisal of expatriate, third and host country employees, issues and challenges in international performance management, country specific performance management practices.

UNIT V Training and development in international context: Context Backdrop of international training, Current scenario in international training and development, training & development of international staff, types of expatriate training, HCN training, Career Development, repatriate training, developing international staff and multinational teams, knowledge transfer in multinational companies UNIT VI International Compensation: Forms of compensation and factors that influence compensation policy, key components of international compensation, Approaches to international compensation, compensation practices across the countries, social security systems across the countries, global compensation: emerging issues. UNIT VII International Labor Relations: Key issues, response of labor unions to MNCs UNIT VIII HRM practices in different countries- Japan, USA, UK, Turkey, Middle East, India and China.