Human Resource management is a central function of any organization. Generally, 50 percent or more of an organization’s operating budget is used to pay the people who work there. HR management can be defined as the effective use of human capital in an organization through the management of people-related activities. It involves leadership, values, employment planning, recruiting and selecting employees, training and compensating them, and evaluating their performance. It also significantly influences the corporate culture and norms.
The general purpose of this course is to familiarize students with the basic principles and techniques of human resource management. The course takes a practical view that integrates the contributions of the behavioral sciences with the technical aspects of implementing the HR function in the ‘real world.’ Certainly, not everyone who takes this course will become a human resource professional, although they will learn a great deal about those roles. Indeed, for many students this course will be the only HR course they take. However, all managers, no matter what their specialization, play an integral role in carrying out HR policies and practices in their organization – and they have to deal with their organization’s human resources department.
These broad intentions can be defined more precisely through an examination of the course’s specific objectives. By the end of the course the student will be able to:
· Apply the principles and techniques of human resource management gained through this course to the discussion of major personnel issues and the solution of typical case problems.
· Appreciate the importance of human resource management as a field of study and as a central management function;
· Know the elements of the HR function (e.g. – recruitment, selection, training and development, etc.) and be familiar with each element’s key concepts & terminology; and
· Understand the implications for human resource management of the behavioral sciences, government regulations, and court decisions;
Unit 1: Introduction to Human Resource Management:
1.1 Concept of Human Resource Management
1.2 History or Evolution of Human Resource Management
1.3 Difference between Personnel Management and Human Resource Management.
1.4 Role of Human Resource Executives
1.5 Human Resource Management in India
1.6. Concept of planning.
1.7. Need and Importance of Human Resource Planning.
1.8 Human Resource planning process, Factors affecting Human Resource planning.
1.9 Forecasting Techniques
1.10. Successful HR planning
Unit 2: Recruitment and Selection
2.1 Definition of Recruitment
2.2 Sources of Recruitment
2.3 Factors affecting recruitment
2.4 Concept of selection, Difference between Recruitment and Selection
2.5 Selection Process
Unit 3: Training and Development
3.1 Meaning of Training
3.2 Training Methods
3.3 Concept of development
3.4 Distinguished between training and development
3.5 Development methods
Unit 4: Performance and Compensation management
4.1 Overview of Performance Appraisal
4.2 Performance Appraisal Methods
4.3 Compensation Management
4.4 Job Evaluation, Job Analysis and Design
4.5 Employee Welfare and Working Conditions
4.6. Compensation Management
Unit 5: Industrial Relations
5.1. Concept of Industrial Relations
5.2. Trade Unions
5.3. Grievance Handling
5.4. Disciplinary Actions
5.5. Occupational safety and health
Course Work/ Assignments
· Performing role play on subject related topic, such as training and development, methods of selection, performance appraisal and such.
· Subject related quiz for groups formed in the class.
· Identify and present HR policies on given HR activities, for any public or private organization.
· Group presentation on the assigned topics.
Dessler, G. Fundamentals of Human Resource Management (4th Edition, Pearson)
Aswathappa, Human Resource Management , Tata McGraw Hill, NewDelhi, 2010
Alan Price, Human Resource Management, Cengage Learning, NewDelhi, 2007
- Teacher: Niharika Singh