New Scheme of Studies (BBA Hons.

04 years) Under HRM Cluster as per the Direction of NCRC

Note: Titles of recommended course by NCRC:
1. Place suggest new course title (if any), update/revise contents & Book (not more than seven years old) under relevant column
in green color
2. Add course description before course content
3. Enlist the learning outcomes
Sr. # Approved Course Add course description Learning Outcome
Code & Title Approved Couse Contents & Books (Needs to be updated)
1. MGT-514 - 3(3-0) Introduction, Characteristics of Project, Types of Projects,  Manage the scope, cost,
Introduction to Phases of Project or Project Life Cycle, Strategic Relevance of timing, and quality of the
Project Management Projects, SWOT Analysis, Stakeholders, Project Portfolios, project, at all times
Roles of Senior Management in Project Preparation, Project focused on project success
Organizations and Its Types: Functional, Matrix and as defined by project
Projecticised Organization, Project Selection Process, Project stakeholders.
Selection Criteria, Single and Multiple Selection Criteria,  Align the project to the
ROI/NPV etc, Project Selection Project Sourcing, Conceptual organization's strategic
Phase: Initial Research, Project “Identification and Definition, plans and business
Pre Project Studies: Feasibility Studies, Market Analysis, justification throughout its
Demand and Marketing Research, Demand Forecasting, lifecycle.
Marketing Strategy and Program, Financial and Technical  Identify project goals,
Analysis, Social and Economic Analysis, Documentation constraints, deliverables,
Requirements and Feasibility Studies Practices in Public and performance criteria,
Private Sector, Project Funding, Means of Financing, Funding control needs, and
agencies and Creditors, Project Appraisal. resource requirements in
consultation with
Course Objectives stakeholders.
 Implement project
 To Apply a set of best practice project management skills management knowledge,
to any project processes, lifecycle and
 To plan and implement projects the embodied concepts,
 To Complete a project within budget and on schedule tools and techniques in
 To Delegate responsibilities to project team members order to achieve project
success.
  Adapt projects in response
G. D. (2017). The disability support worker (2nd ed.). South Yarra, VIC: to issues that arise
Cengage Learning.
internally and externally.
Books Recommended:
 Interact with team and
stakeholders in a
1. Erik Larson, Clifford Gray (2018) Project
professional manner,
Management 7th Edition Mcgraw Hill
respecting differences, to
2. Jack R. Meredith and Samuel J. Mantel Jr., John
ensure a collaborative
Wiley and Sons (2019), Project Management: A
project environment.
Managerial Approach 10th Edition, , Wiley
3. Kathe Schwalbe (2017) An Introduction to Project
Management 6th Edition, , Create Space Independent
Publishing Platform
4. Herald Kezner (2017) Project Management 12th
Edition, Amazon
5. Joseph Hegney (2016) Fundamentals of Project
Management 5th Edition,

2. MGT-513- 3(3-0) Basic concept of corporate law, forms of organization, features  Apply principles of corporate
Corporate Law of private and public companies, jurisdiction of courts, law in a rigorous and
incorporation of companies, memorandum and articles of principled manner. Undertake
association, share capital, meetings, director, chief executive, legal research at an
stock, stock exchange, sections 1 to 205 of companies ordinance intermediate level using both
1984 and securities law. primary and secondary
sources.
Course Objectives
 To Develop sound knowledge about the nature and utility  Apply corporate law to
generate solutions to complex
of corporate law….
legal problems, and critique
 To Acquaint students with a fair range of regulations and the operation of corporate law
legal practices affecting the corporate governance. from a policy perspective.
 To furnish students with an extensive and up-to-date  Structure and sustain concise
coverage on issues relating to cooperate law and allied and cohesive written
 practices prevalent in Pakistan arguments for a mixed lay
 To enable students to develop necessary insight into, and and legal audience. Work
identify potential problems relating to the effectively to complete
complex tasks within a
implementation of the legal framework for corporate
limited time, both as a
sector member of a team and
individually.
Books Recommended:
 Exercise appropriate strategic
1. Iqbal Patel (2019) Complete CORPORATE LAWS AND professional judgment in the
PRACTICES IN PAKISTAN resolution of a corporate law
2. L B Curzon, (2018) Dictionary of Law, 13th Edition, Pitman, problem in an academic
3. Hand Book of Mercantile Law (Bare Acts), ( 2018) Petiwala environment. Interact in a
Book Depot. professional and ethical
4. Amir Shahbaz (2019) Corporate Law 6th Edition , Ashfaq manner with team members
Publishers and peers.
5. Selected Sections of Companies Ordinance 1984  Analyse the impact of
corporate law from a policy
perspective, in the context of
social and cultural diversity.
 Reflect on individual ability
to effectively undertake work
as a member of a team, and
use that reflection to inform
improvement.

3. MGT-304 - 3(3-0) -  Demonstrate the ability to

SOCIAL Introduction: articulate independently
PSYCHOLOGY Course studies human behavior in its social context to reveal how and creatively about
AND SELF one's feelings and actions can be influenced by other people. human Social Behavior
DEVELOPMENT Class examines processes of human interaction and the social and the cultural influences
influences of family, membership groups, mass media, and that affect our behavior.
socioeconomic class on individuals and groups. Instruction  Describe, discuss and
explores basic concepts and theoretical and research perspectives analyze major issues and
on social processes. Students examine elected forms of social concepts in the field of
reaction patterns, including socialization, attitudes, language Social Psychology.
acquisition, collective behavior, deviant behavior, prejudices, and  Compare and contrast the
violence. research methodologies
Contents: used in the scientific study
Principal topics will include of human Social Behavior.
Social cognition ,The self ,Attribution and perception of others  Demonstrate the ability to
,Attitudes and attitude change ,Prejudice, discrimination and state the fundamental
stereotypes ,Interpersonal attraction, Helping behavior principles of Social
,Aggression ,Groups ,Cultural influences Psychology.

Course Objectives

 To determine how physical characteristics and non-verbal

behavior affect our formation of impressions of others,
and how that information is processed;
 To understand the sociological perspective of the self and
how we relate to others;
 To understand the nature of group behavior and to
demonstrate awareness of group cognition;
 To understand the effect of culture on behavior of
individuals and groups.

Recommended Book:
1. Elliot Aronson, Timothy D. Wilson, and Robin D Akert
(2016), Social Psychology , 9th Edition, Prentice Hall,

2. Gilovich Keltner, Chenn Nisbat, (2018) Social

Psychology 12th Edition, Pearson N.W Norton .

3. Randy Larson (2017) Personality Psychology 6th Edition

McGraw-Hill Education
 4. M. Sapolsky (2017) Behave 1st Edition Robert Penguin
Books

5. David Buss (2019) Evolutionary Psychology 6th Edition

Routledge Publishers

4. MGT-407 - 3(3-0) - An attempt to identify and discuss the major ethical and  Define, explain and
ETHICS IN philosophical aspects of issues related to business environment. illustrate the theoretical
BUSINESS Determine business related responsibilities and obligations foundations of business
incurred by people at the individual and collective level, The ethics;
Nature and Purpose of Ethical Reflection, Business Ethics, Moral  Re-examine their
Responsibility, Individual Responsibility, Moral Responsibility knowledge of business
in Business Sphere, Entrepreneurial Performance and Public, and economic concepts
Moral Goals and Moral Principles, Manipulative and Non from an ethical
Manipulative Relations. perspective;
 Explain and illustrate the
Course Objectives importance, for business
and the community, of
 To develop skills in recognizing and analyzing ethical ethical conduct;
issues  Recognise and resolve
ethical issues in business;
 To define cross cultural variations and similarities in  Reflect on and critically
organizational practices in corporate social responsibility examine their own values
and business ethics and the importance of the
ethical dimension in in
 To understand sources of organizational ethical culture
business and workplace
and deviant behavior decision making; and,
 To design ethical programs designed to accomplish  Confidently apply
specific objectives in organizations systematic ethical
reasoning to business
dilemmas and
Books Recommended: communicate effectively
 1. O. C. Ferrell, John Fraedric (2018) Business in oral and written forms
Ethics: Ethical Decision Making & Cases 12th these, using the concepts,
Edition logic and rhetorical
2. Manuel G. Velasquez (2017) Business Ethics conventions of business
Concepts and Cases 8th Edition Pearson ethics.
3. Dennis Collins (2018 ) Business Ethics 2nd Edition
Sage Publications
4. Craig Johnson (2018) Organizational Ethics 4th
Edition Sage Publications
5. Caroll Archie ( 2018) Business & Society 10th
Edition Cengage Learning

5. MGT-411 - 3(3-0) - Definition and function of management, evolution of At the close of the semester,
Introduction to management, thoughts and management, effects of external student will:
Management  Have developed a working
environment (economics, technical, social, political, legal and
ethics) on management, introduction to concepts of planning,
knowledge of fundamental
organization, staffing, leadership, decision making, Importance
terminology and frameworks in
and steps in Decision Making, communication and controlling,
the four functions of
planning and its tools and techniques, human motivation, management: Planning,
management and productivity, Concept of organization, process
Organizing, Leading and
of Organizing, communication Concept and importance of Controlling;

communication, Control, Concept, planning-control relationship, Be able to analyze
process of control, Brief review of Traditional Techniques &
organizational case situations in
Modern Techniques of Control. each of the four functions of
management;
Course Objectives  Be able to identify and apply
appropriate management
 To demonstrate an understanding of current and techniques for managing
relevant management knowledge; contemporary organizations
  To describe the effective management skills  Have an understanding of the
needed to maximize individual and skills, abilities, and tools needed
organizational productivity related to the internal to obtain a job on a management
track in an organization of their
and external environment and issues of ethics
choice.
and social responsibility;
 To employ writing skills that are compatible
with standards in business; and
 To demonstrate the ability to communicate
his/her ideas and opinions in a clear and logical
form.

Books Recommended:

1. Stephen, Coulter (2018) Management 14th Edition

, Mcgraw Hill
2. Mary Coulter, Stephen Robbins, David E Cenzo
(2018) Fundamentals of Management 10/E
3. Harry Wong , Rossmary Wong Harry (2018) The
Classroom Management Book 2nd Edition K.
Wong Publications
4. Julie Zhuo The Making of Manager (2017) 1st
Edition Portfolio Publishers
5. Peter Simson, Alex Smith (2017) Business
Management 2nd Edition Cambridge University
Press

6. MGT-515 - 3(3-0) - HRM is responsible for the people dimension of the organization By the End of semester student
INTRODUCTION between its people not building, the equipment or brand names will:
TO HUMAN that make a company. It is responsible for getting competent
RESOURCE people, training them, getting them to perform at high effort
MANAGEMENT levels and provide mechanism to ensure that these employees  Contribute to the
maintain their productive affiliation with the organization. Topics development,
to be covered in this course are: Basic of HRM, understanding implementation, and
equal employment opportunity, employee planning, job analysis evaluation of employee
including job description and job specification, recruitment and recruitment, selection, and
foundation of selection, socialization, orientation an developing retention plans and
employees, establishing rewards and pay plans, health and safety processes.
programs, managing labor unions and motivating employees.  Administer and contribute
to the design and
Course Objectives:- evaluation of the
performance management
 Develop the knowledge, skills and concepts needed to program.
resolve actual human resource management problems or  Develop, implement, and
issues. evaluate employee
 Manage the employment relationship, which is a shared orientation, training, and
responsibility between employers, management, human development programs.
resources specialists, and employees.  Facilitate and support
 Identify the human resources needs of an organization or effective employee and
department. labour relations in both
 Conduct a job analysis and produce a job description non-union and union
from the job analysis. environments.
 Evaluate the procedures and practices used for recruiting  Research and support the
and selecting suitable employees. development and
 Assess training requirements and design a successful communication of the
orientation and training program. organization's total
 Discuss workplace health and safety programs and the compensation plan.
roles of the employer and the employee in enforcing  Collaborate with others, in
health and safety policies and procedures. the development,
 Explain the responsibilities of management, HRM implementation, and
specialists, managers, and employees in managing the evaluation of
employment relationship in a unionized or a non- organizational and health
unionized environment. and safety policies and
 practices.
 Research and analyze
Books Recommended: information needs and
apply current and
1. Gary Dessler (2016) Human Resource Management, , emerging information
15th Edition, Prentice Hall, technologies to support
2. Scott Snell (2017) Principles of HRM, 16th Edition the human resources
George Bohlander, function.
3. Robert Lussier (2018) Human Resource Management 3rd  Develop, implement, and
Edition, ,John Hendon , Sage Publications evaluate organizational
4. Mathis,Jackson,Valentine (2018) Human Resource development strategies
Management 15th Edition , Cenage Learning aimed at promoting
5. Noe Hollenback (2018) Human Resource Management organizational
11th Edition , McGraw Hill effectiveness.
 Present and evaluate
communication messages
and processes related to
the human resources
function of the
organization.
 Manage own professional
development and provide
leadership to others in the
achievement of ongoing
competence in human
resources professional
practice.
 Facilitate and
communicate the human
resources component of
the organization's business
plan.
7. MGT-512 - 3(3-0) - Organizational Behavior - What managers do, definition of OB,  Demonstrate the
Introduction to contributing discipline to OB, challenges and opportunities for applicability of the
Organizational OB. Foundations of Individual behavior - Values, Attitudes and concept of organizational
Behavior Job satisfaction, Personality and Emotions, Perception, behavior to understand the
Motivation Concept, Theories, Foundations of Group Behavior - behavior of people in the
work teams, Interpersonal Skill - Transactional analysis, Life organization.
Positions, Johari Window, Leadership: Concept, theories, Styles  Demonstrate the
and their application, Power and politics in organization, Conflict applicability of analyzing
Management, Stress Management, Crisis Management, the complexities
Organizational Change & Development, innovation, creating associated with
learning organization, Organizational Culture, Organizational management of individual
Effectiveness. behavior in the
organization.
Course Objectives  Analyze the complexities
associated with
 To Understand individual behavior in organizations, management of the group
including diversity, attitudes, job satisfaction, emotions, behavior in the
moods, personality, values, perception, decision making, organization.
and motivational theories.  Demonstrate how the
 To Understand group behavior in organizations, including organizational behavior
can integrate in
communication, leadership, power and politics, conflict, understanding the
and negotiations. motivation (why) behind
 To Understand the organizational system, including behavior of people in the
organizational structures, culture, human resources, and organization.
change.

Books Recommended:
 1. Stephen Robbins (2018) Organizational Behavior 17th
Edition Pearson
2. Stephen Robbins, Judge (2019) Organizational Behavior
17th Edition Amazon
3. Hitt, Miller, Colella (2017) Organization Behavior 5th
Edition Willey
4. Robbins ,Judge (2018) Organizational Behavior 14th
Edition Pearson
5. Colquit (2018) Organizational Behavior 6th Edition
Colquit, Mcgraw Hill

8. MGT-580 - 3(3-0) - Definition, nature, scope, and importance of strategy; and Upon successful completion,
STRATEGIC strategic management (Business policy). Strategic decision- students will have the knowledge
MANAGEMENT making. Process of strategic management and levels at which and skills to:
strategy operates. Role of strategists. Defining strategic intent,  Define, explain and
Objectives Environmental Appraisal Environmental scanning illustrate a range of
techniques, Internal Appraisal . Methods and techniques used for strategic management
organizational appraisal . Identification of Critical Success theories;
Factors, Corporate level strategies-- Stability, Expansion,  Analyze an organisation’s
Retrenchment and Combination strategies. Corporate internal and external
restructuring. Concept of Synergy, Business level strategies— strategically relevant
Porter’s framework of competitive strategies; Location and environments by applying
timing tactics. Concept, Importance, Building and use of Core appropriate theories,
Competence, Strategic Analysis and choice—Corporate level models and heuristics;
analysis Industry level analysis, Qualitative factors in strategic  Undertake an applied
choice, Strategy implementation, Resource allocation, Projects research project in the
and Procedural issues. Organistion structure and systems in field of strategic
strategy implementation, Leadership and corporate culture, management;
Values, Ethics and Social responsibility, Operational and derived  Explain how to apply
functional plans to implement strategy. Integration of functional evidence-based best
plans, Strategic control and operational Control. Organizational practice strategy analysis
systems and Techniques of strategic evaluation and execution;
 Demonstrate a critical
 understanding of strategic
management theories and
Course Objectives current empirical research
associated with the topics
 To Develop the skills to perform external and internal covered in this course;
and,
analyses for companies and to evaluate the dynamics of
 Communicate effectively
competition in oral and written forms
 To Build strategies using appropriate frameworks and about strategic
management theories and
tools
their application using
 To Understand the basics of strategy implementation and appropriate concepts,
control logic and rhetorical
conventions.

Books Recommended:
1. Tom L. Wheelen and David Hunger (2016), Strategic
Management and Business Policy 14th Edition, Prentice
Hall,
2. Garry Cokins (2017) Strategic Business Management 4th
Edition Willey
3. Frank (2018) Strategic Management 4th Edition, Mcgraw
Hill
4. Glaser, Traynor (2018) Strategic Practice Management
3rd Edition Plural Publishing 2018
5. John E Gamble, Arthur A Thompson Jr., Margaret
Peteraf (2018) Essentials of Strategic Management 6th
Edition Mcgraw Hill

9. MGT-616 - 3(3-0) - Concepts and introduction to TQM. History of TQM, Leadership  Ability to operate the main
TOTAL QUALITY for TQM, Customer Satisfaction, Employee Involvement, concepts, laws, and
MANAGEMENT Continuous Process Improvement, Supplier Partnership, techniques of total quality
management.
Performance Measures, Quality Systems, Benchmarking, Quality  Ability to operate the
Function Deployment, Taguchi’s Quality Engineering, methodologies, methods, and
Management Analysis and Tools tools of lean manufacturing
system.
 Ability to apply these
Course Objectives concepts of total quality
management and lean
 To have detail knowledge and information about total quality manufacturing for
management investigation and
 To require the skill, understanding and confidence to partake synchronisation of
in and play a significant role in implementation of a total manufacturing processes.
quality management system in the organisation, in turn
supporting career growth and progression
 To have the ability and knowledge to contribute to
organisational growth and development by delivering better
quality, in accordance with the requirements of clients

Books Recommended:

1. Dale H. Besterfield, Carol Besterfield-Michna, Glen

Besterfield, Mary Besterfield-Sacre, (2018) Total Quality
Management, 5 E, Prentice Hall,
2. David L. Goetsch, Stanley Davis (2016) Quality
Management for Organizational Excellence: Introduction
to Total Quality,13 th Edition, Prentice Hall,
3. David L. Goetsch and Stanley Davis (2015) Quality
Management for Organizational Excellence 8th Edition
Pearson Publications
4. Besterfield (2018) TQM 5th Edition ,Pearson
5. Sunil Sharma ( 2018) Total Quality Management 1st Edition
Sage Publications
10. MGT-581 - 3(3-0) - Initial perspective, Situational perspective, Management
LEADERSHIP effectiveness Vs Leadership Effectiveness, Leadership
Environmental diagnostics, Situational leadership perception and
impact of Power, Leadership training and development , Leading
effective teams , managing high performances .
Books Recommended:
1. Peter Guy Northouse, Leadership: Theory and Practice,
9th Edition, Sage Publications, 2016
2. John C. Maxwell, Leadership 101: What Every Leader
Needs to Know, 10th Edition, Thomas Nelson, 2016

11. MGT-582 - 3(3-0) - Introduction to OD, Historical background, Foundations of OD,

ORGANIZATIONA empowerment, Teams and teamwork, Parallel learning structures,
L DEVELOPMENT A normative-reductive strategy of changing, Applied behavioral
science, Action research, Managing OD, Action Research and
OD, OD Interventions, Training Experience, T-groups,
Behavioral Modeling and Career anchors, Issue in Consultant-
Client Relations, Power, Politics and OD, Research on OD, The
future of OD: Fundamental strengths of OD, OD’s future:
Leadership & value, Knowledge about OD, OD training, inter-
disciplinary nature of OD, diffusion of technique, integration
practice.

Books Recommended:
1. Donald L. Anderson, Organization Development: The
Process of Leading Organizational Change, 1st Edition,
Sage Publications, 2009
2. W. Warner Burke, Organization Development: A Process
of Learning and Changing, 2nd Edition, Reuters Prentice
Hall, 2003
3. Thomas Gerald Cummings, Handbook of Organization
 Development, Sage Publications, 2007
4. Donald R. Brown, Experiential Approach to
Organizational Development, 8th Edition, Prentice Hall,
2010

12. MGT-683 - 3(3-0) - HRD, concept, benefits, pre-requisites, its distinction from HRM,
HUMAN HRD as a total system, modern HRD mechanisms, Development:
RESOURCE Analyzing the role for development, Management development:
DEVELOPMENT concept, need, and management development
methods. Performance appraisal Concept, need, objectives,
methods, obstacles, designing effective appraisal system,
performance appraisal in Pakistani organizations. Potential
appraisal, Concept, need, procedures, requirements of a good
appraisal system, Training, Training methods, evaluation of
training, Quality of work life (QWL), Job enrichment, Quality
Circles, concept, structure, role of management, HRA:
introduction, scope, limitations, methods, Management of
careers.
Books Recommended:
1. Jon M. Werner, Randy L. DeSimone, Human Resource
Development, 6th Edition, South-Western College, 2011
2. Richard A Swanson, Elwood F. Holton, Foundations of
Human Resource Development, 2nd Edition, Berrett-
Koehler Publishers, 2009
3. Jerry Gilley, Steven Eggland, Ann Maycunich, Principles
Of Human Resource Development, 2nd Edition, Basic
Books, 2002
4. Jon Werner, Human Resource Development, International
Edition, South Western College, 2008

13. MGT-684 - 3(3-0) - Strategic Human Resource Development , Organizational

LEARNING & learning and learning organizations, Human Learning processes,
MANAGEMENT The delivery of learning and Training , E- learning , Training
 DEVELOPMENT Need Analysis- Methods , processes , approaches, Learning
Theories Concepts and components of management
development, Management education & Training programs,
Management development cycle – TNA, Training design ,
monitoring and evaluation, Compendium of methods and
techniques.
Books Recommended:

1. Joseph Prokopenko, ILO, Management Development: A

Guide for the Profession, Illustrated Edition, International
Labour Org, 1996
2. Peter Sheal, The Staff Development Handbook: An
Action Guide for Managers and Supervisors, 1st Edition,
Kogan Page, 1992
3. Michael Armstrong, Armstrong’s handbook of human
resource management, 11th Edition, Kogan Page, 2009
4. Gary Dessler, Human Resource Management, 10th
Edition, Prentice Hall, 2004

14. MGT-685 - 3(3-0) Collecting Bargaining, Concept, historical introduction, meaning

COLLECTIVE and purpose, features of Collecting Bargaining, Approaches,
BARGANING & techniques and strategies of Collecting Bargaining,
WAGE POLICY Determination of bargaining unit, the bargaining agent, the
process of negotiation, preparation for bargaining, Issues in
collective bargaining, Contract administration, Collective
bargaining & technological change,Collective bargaining
exercises, The concept of wages, Theories of wage, the minimum
wage, fair wage, living wage, relative wages and wage
differentials, productivity linkages, the dilemma of dearness
allowance, the bonus issues, national wage policy.
Books Recommended:

1. Michael R. Carrell, Christina Heavrin J.D., Labor

 Relations and Collective Bargaining, 9th Edition, Prentice
Hall, 2009
2. David Dilts, Raymond Hilgert, Cases in Collective
Bargaining & Industrial Relations, 11th Edition,
McGraw-Hill/Irwin, 2006
3. Robert B. McKersie, Pay Productivity and Collective
Bargaining, 1st Edition, Palgrave Macmillan, 1973
4. Paul Willman, Fairness, Collective Bargaining, and
Income Policy, Oxford University Press, 1982
5. Harold W. Davey, Mario F. Boganno, David Estenson,
Contemporary Collective Bargaining, 4th Edition, Prentice
Hall, 1982

15. MGT-686 - 3(3-0) - Managing Human Resources in a foreign subsidiary,Cultural &

INTERNATIONAL behavioral differences in different countries, cross cultural
HUMAN studies of Hofstede, Kluckhohm & Stoodbeck; Ethical relativity
RESOURCE versus ethical absolutism, IHR planning & staffing: Practice &
MANAGEMENT problems, Compensation Systems, Multinational compensation
systems, factors affecting compensation systems, Training &
development: General practices, approaches & short-comings,
Appraising performance of subsidiary staff: Appraisal systems,
acceptance & resistance, Expatriates: Determination of needs,
selection process, attributes contributing to success & failure,
special issue of female expatriates, expatriate re-entry,
Accommodating & training of the family members: Education &
vocational guidance, amenities & facilities.
Books Recommended:

1. Rudiger Pieper, Human Resource management: An

International Comparison, Walter de Gruyter, 1995
2. Richard R. Gesteland, Cross-Cultural Business Behavior:
Negotiating, Selling, Sourcing and Managing Across
Cultures, 4th Edition, Copenhagen Business School Press,
 2005
3. Robert T. Moran Ph.D., Philip R. Harris, Sarah V. Moran
MA, Managing Cultural Differences, 7th Edition,
Butterworth-Heinemann, 2007
4. Peter J. Dowling, Marion Festing, Allen Engle,
International Human Resource Management: Managing
People in a Multinational Context, 5th Edition, South-
Western College, 2007

16. MGT-687 - 3(3-0) - Introduction:

Strategic Human
Resource This course deals with the ways in which strategic thinking can
Management be applied to Human Resource Management. It aims to provide
students with opportunities to synthesize managerial strategy
issues with HRM processes, in a considered and reflective
manner. The course focuses on the way strategies can be formed
and enacted in organizations, and on the internal and external
environmental contexts from which human resource strategies
emerge. It also deals with a range of contemporary issues in
human resource management against a backdrop of new and
changing people management practices. Using your workplace as
the starting point, you will walk through a strategic, competency-
based facilitation model of human resource management. You
will deal with practical aspects of managing people in the
workplace in activities ranging from the assessment of the
environment to the identification of staffing needs and
competencies that impact human resource decisions. Students are
given the opportunity to enhance their skills in teamwork,
problem solving and strategic thinking - through research.
Objectives of this course are
The goal of this course is to provide you with the knowledge and
skills that you can use to effectively manage human resources to
achieve organizational goals. In order to achieve this goal, you
will:
 Take a strategic approach to human resource
management.
 Assess the global human resources environment in which
your organization operates.
 Forecast the human resource needs of your organization
or department.
 Do a job analysis and competency audit of your
organization and/or department.
 Identify competency gaps in your organization or
department.
 Provide feedback to employees to help them reach
personal and organizational goals.
 Use powerful "coaching" questions to help employees
attain personal and organizational goals.
 Use competency-based recruitment and selection
techniques.
 Manage and motivate employees using the basic
principles of strategic human resource management.

Course Contents:

Strategic HRM: An Introduction, Investment perspective of

HRM, Under standing HRM in the context of organizations and
their environment, The Evolving Strategic Role of Human
Resource Management, Environmental influences on HRM,
Design & Redesign of Work Systems, Evaluation of HR
programme and policies, Downsizing and restructuring , Mergers
and acquisitions.

Books Recommended:

1. Gary Dessler , Human Resource Management 11th

 Edition, Prentice Hall,2007.

2. Stephen P Robbins & Mary Coulter, Principles of

Management, 10th Edition, Prentice Hall, 2008.

3. Jeffery A. Mello, Strategic Human Resource

Management , 2nd Edition , Cengage Learning, 2006,.

4. Randall S. Schuler and Susan E., Jackson ,Strategic

Human resource Management ,2nd Edition Wiley, John
& Sons, Incorporated, 2007

17. Change Management Course Description

3(3-0) Effective leaders understand how to manage change, an essential
skill when working in a rapidly changing business environment.
In this course, you identify the external and internal forces that
cause change, such as leading a new initiative or project, working
to change the culture of the organization, launching new products
or entering new markets. You gain the skills to understand how
others react to change and how to effectively lead them through
that time. How does managers should be leading change
initiatives or projects in their organization or working to change
an organization's culture.

Course Contents:
The relationship between change, improvement and innovation,
Cultures that support change
Continuous improvement, Risk management, Innovative work
practice, Developing innovative ideas ,Supporting innovation,
Change leadership, Initiating and leading change, Pre-empting
change, New ideas as a result of current practice, Facilitating
commitment, The need for communication, Overcoming barriers
Implementing change Analyzing and assessing impact,
 Monitoring success
Book Recommended:
1. Change Management by Jeffery and Timothy 8th Edition.
2. Nilanjan Sengupta ,(2006). Managing Change. Prentice
Hall of India.
3. Anderson, D. & Anderson, L.A. (2010). Beyond Change
Management. How to achieve breakthrough results
through conscious change leadership (2nd ed.). San
Francisco: Pfeiffer
4. Hatch, M. J. & Cunliffe, A.L. (2006). Organization
Theory (2nd ed.). New Delhi: Oxford University Press.
5. Cummings, T. G., & Worley, C. G. (2005). Theory of
Organization Development & Change. New Delhi:
Cengage Learning.
6. Longo, F. & Cristofoli, D. (2007). Strategic Change
Management in the Public Sector London: John Wiley &
Sons Ltd

18. Conflict Course Description

Management and Negotiation and Conflict Management presents negotiation
Negotiations theory – strategies and styles – within an employment context. In
3(3- addition to the theory and exercises presented in class, students
0) practice negotiating with role-playing simulations that cover a
range of topics, including difficult situations such as cross-
cultural mentoring and an emergency. Other special cases
discussed include abrasiveness, dangerousness, racism, sexism,
whistle blowing, and ethics. The course covers conflict
management as a first party and as a third party: third-party skills
include helping others deal directly with their conflicts,
mediation, investigation, arbitration, and helping the system
change as a result of a dispute.

Course Contents:
 Defining conflict and negotiate , Psychology of conflict and
negotiate, Successful methods of negotiate, Wise agreements
and its essentials, Win win theory, Model of negation process,
Ethical principles in negotiation methods, Emotional intelligence
and handling conflicts, Politics and negotiate, Team and
individual negotiation methods.

Books Recommended:
1. Conflict Management by Barbara 3rd Edition. Pearson
2. Combs, D. (2004). The way of conflict: elemental
wisdom for resolving disputes and transcending
differences. Canada, Novato: New World Library.
3. Crawley, J. & Graham, K. (2002). Mediation for
managers: resolving conflict and rebuilding
relationships at work. London, UK: Nicholas Brealey.
4. Dolan, J. P. (2006). Smart negotiating: it’s a done
deal. London, Canada: Entrepreneur Media.
5. Donaldson, M. C. (2007). Negotiating for dummies (2nd
ed.).New Jersey, US: John Wiley & Sons.
19. MGT-688 - 3(3-0) - Seminar in HRM will be arranged each week. Different HR
SEMINAR IN personnel’s will be invited to present seminars on different
HUMAN aspects of HRM, Teacher in-charge will be responsible to arrange
RESOURCE the seminars and make it sure all students attend the sessions.
MANAGEMENT Students can also be encouraged to deliver seminar. The areas of
Human resource management to be covered in this course are
Personal planning, succession planning, human resource scenario
in Pakistan, Recruitment, selection standards, Interviews,
Training needs and Analysis, Managing strategic change ,
Performance appraisals, Managing careers and fair treatment,
compensation Planning ,Benefits and services, Employee
relations.