HUMAN RESOURCES MANAGEMENT Code: 2004 Teaching Hours: 4 Hours Per Week Credit Points : 04 Semester End Exam

Marks : 80 Internal Marks : 20 Objectives: All managers need to understand the challenges in managing humans regardless of what his functional area of specialization is .This elementary course would answer What it takes to manage humans? Why humans are a resource and what makes them special? The purpose of this course is to bring out issues involved in the management of human resources (HRM), both from current theory as well as practice. The course will allow the learner to familiarize himself /herself with all functions of HRM, right from Recruitment to Retirement, with inputs on HRD, and Compensation. The pedagogy will be learner centric involving case studies, role plays and experiential learning activities, along with the traditional lecture method for conceptual clarity. MODULE 1. Introduction to Human Resources Management (8 hours) Introduction, meaning, definition, nature and scope of HRM and HRD, evolution of HRM, Difference between Personnel Management and HRM, features of HRM, HRM functions, objectives of HRM, policies, procedures and Programmes, practices, Organization of HRM, line and staff responsibility role of personnel manager and HR manager, qualities of HR, HR Manager as a Strategic partner, factors influencing HRM, Opportunities and Challenges in Human Resource Management MODULE 2. Human Resources Planning Objectives-Importance-HRP Process- Manpower Estimation-Job analysis-Job Description-Job Specification. 2. (a) Recruitment- definition, objectives, subsystems, factors affecting recruitment policy, centralized and decentralized recruitment, , recruitment sources, recruitment techniques, recruitment process, cost benefit analysis of recruitment sources. Selection, Placement and Induction: meaning, definition of selection, essentials of selection procedure, significance of selection process and organizational relationship, selection procedure, various types of tests (aptitude, achievement, situational, interest, personality), different types of interviews and interview process, means to make interview effective, medical exams, reference checks, final decision, employment, placement and induction.(08 hours) 2(b) Retirement/Separation-Superannuation-Voluntary Retirement SchemesResignation-Discharge-Dismissal-Suspension-Layoff. (08 hours) MODULE 3. Training and Development(08 hours) Meaning of T & D, importance of training, benefits of training, need and objectives, assessment of training needs, areas of training, training methods, on-the job and off-the-job training, advantages of training, training procedures and final evaluation. Career Planning- Succession Planning. MODULE 4. Performance Management System- (09 hours) Definition, Concepts and Ethics-Different methods of Performance Appraisal- Rating ErrorsCompetency management.

MODULE 5. Compensation Management (09 hours) Compensation Management: Introduction, definition, need for sound salary administration, objectives, factors affecting wages/ salary levels, job evaluation, wage salary survey, salary structure, salary fixation, incentives, profit sharing, bonus concepts, ESOPs, pay for performance, Benefits administration, employee welfare and working conditions-statutory and voluntary measures Books Recommended:1. Human Resources Management- Gary Dessler 2. Managing Human Resources Bohlander et all Cengage Learning 13 Ed., 2004. 3. Personnel Management C.B Mamoria 4. Human resource management Werner , Deismone , CENGAGE learning , Indian Edition , 2006 5. Human Resource Management -Biswajeet Patnayak - PHI 3IE, 2005 REFERENCES 1. Richard.I. Henderson: COMPENSATION MANAGEMENT IN 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. Competency Based HRM, Ganesh Shermon, TMH, 1st Edition, 2004 5. Arun Monappa - Industrial Relations, Tata McGraw Hill Publishing Company Ltd.le, 2002.