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PG Diploma in Human Resource Management
Semester-1 Subjects Credits
1 Management Theory & Practice 4
2 Organizational Behavior 4
3 Business Economics 4
4 Corporate Social Responsibility 4
5 Information System for Managers 4
6 Business Communication & Etiquettes 4
Semester-2 Subjects Credits
1 Marketing Management 4
2 Financial Accounting 4
3 Essentials of HRM 4
4 Strategic Management 4
5 Operations Management 4
6 Written and Oral Communication 4
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Semester-3 Subjects Credits
1 Performance Management System 4
2 Industrial Relations & Labor Laws 4
3 Organizational Theory Structure & Design 4
4 Manpower Planning, Recruitment &Selection 4
5 Organization Culture 4
6 Compensation & Benefits 4
Semester-4 Subjects Credits
1 Employee Development & Talent Management 4
2 International HR Practices 4
3 HR Audit 4
4 Strategic HRM 4
5 Business Law 4
6 Project 4
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Semester I
1. Management Theory & Practice
Syllabus
Evolution of Management
Introduction, History of management
Industrial Revolution
Forces behind management thoughts Approaches of management- Classical approach, Modern approach
Major contributors- Charles Babbage, Frederick W. Taylors theory of scientific management,
Henry Laurence Gantt, Henri Fayols administrative theory, Robert Owen, Max Webers theory
of bureaucracy, George E. Mayo
Recent development in management
Lean Production or JIT
5 S system
Six Sigma
Kaizen
Nature of Management Definition Nature and Purpose of Management
Management as Science
Management as an Art
Functions of Management
Role of Management in Society
Social responsibility of the business
Social responsibility towards different interest groups
Management administration and cultural values
Management as a profession
Corporate Culture Corporate culture
Components of corporate culture
Conflict between corporate culture and administration
Corporate culture and communication
Human resource development and organisational culture
Structure of an Organisation
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Organisational designs
Six Box organisational model
Matrix or Mixed model
ETZIONI organisational theory
Factors influencing organisational design
Business Communication
The concept, Need and Significance of communication
Types of business communication- Internal and External communication, Formal or Informal
communication, Verbal and non-verbal communication
Tools of business communication Role of business communication in an organisation
Benefits of business communication
Limitations of business communication
Managerial decision making
Concept & Process of managerial decision making
Centralization & Decentralisation
Types of managerial decisions
Importance of managerial decision making
Information technology and managerial decision making
Leadership
Meaning, Types, Styles of leadership
Balance between leadership and management
Role, Functions, Importance and leadership
Leadership and team work competency
Leadership and group decision making
Motivation
Meaning, Need of Motivation
Theories of Motivation
Traditional Theories
MASLOW NEED HIERARCHY MODEL
HERZBERGS MOTIVATION-HYGIENE MODEL
Modern Theories
ERG Theory
McClelland's Theory of Needs
Equity Theory of Motivation
Techniques for stimulating creativity
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Motivating Individuals
Motivating Groups
Change Management
Meaning, Objectives of change management
Change management and organisational development
Forces of change
Resistance to change
Managing resistance to change
Role of leaders in Change Management
Management Information System
Information technology and management
Data and Information
Expert System
Decision support system
Group Decision support system (GDSS)- Components, Model of GDSS
Advantages of GDSS
Disadvantages of GDSS
2. Organizational Behavior
Syllabus
Introduction to Organizational Behavior
Defining Organization Behavior
History of Organizational Behavior
Scope of Organization Behavior
Importance of Organization Behavior
Features of Organizational Behavior
Approaches to Organizational Behavior Classical Approach
Neo-Classical Approach
Modern Approach
Opportunities and Challenges of Organizational Behavior
Scientific aspects of Organizational Behavior
Understanding Individual Behavior
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Individual Behavior
Biographical Attributes
Ability
Values
Attitudes
Job Satisfaction
Personality
Definition of Personality
Stages of Personality Development
Freudian Stages Erikson Stages (Neo Freudian Stages)
Adult Life Stages
Determinants of Personality
Theories of Personality
Psychoanalytic Theory
New Freudian Theories
Trait Theories
Social Learning Theory
The Self Theory
Significant Personality Traits affecting Organizational Behavior
Perception
Definition of Perception
Importance of Perception
Perception Process
Perceptual Selectivity
Factors Influencing Perception
Impression Management
Perception of Self-Image and Behavior
Managerial Implications of Perception
Managing the Perception Process
Learning
Significance of Learning
Theories of Learning
Classical Conditioning Theory
Operant or Instrumental Conditioning Theory
Cognitive Learning Theory
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Social Learning Theory
Meaning of Reinforcement
Learning through Reinforcement
Organizational Reward System
Administering Reinforcement
Impact of Punishment
Motivation
Meaning of Motivation
Characteristics of Motivation
Different Motives of Motivation Primary Motives
General Motives
Secondary Motives
Motivational Approaches
Theories of Motivation
Maslows Need Hierarch Theory
Herzberg Two Factor Theory
Achievement Motivation Theory
Goal Setting Theory
Vrooms Expectancy Theory
Porters Performance Satisfaction Theory
Motivation in Practice
Leadership and People Skills
Definition of Leadership
Significance of Leadership
Managers vs. Leaders
Leadership Theories
Behavioural Theories
Trait Theories
Contingency Theories
Pitfalls of Leadership
Emotional Intelligence
Styles of Leadership & their Impact on Employees
Groups and Teams
Group Dynamics
Features of Groups
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Importance of Groups
Types of Groups
Formal Groups
Informal Groups
Understanding Group Processes
Formation of Groups
Theories of Group Formation
Propinquity Theory
Homans Theory
Balance Theory Exchange Theory
Concept of Teams
Difference between Groups and Teams
Problems in Teamwork
Creating Effective Teams at workplace
Conflict Management
Understanding Conflicts
Sources of Conflict
Positive and Negative Aspects of Conflicts
Functional Conflicts
Dysfunctional Conflicts
Types of Conflict
Inter-personal conflict
Intergroup conflict
Conflict Resolution and Management
Encouraging Functional Conflict for Organizational Effectiveness
Power & Politics in Organizations
Understanding Power
Difference between Leadership & Power
Sources of Power
Identifying the Sources of Power in an Organization
Power Tactics
Power in Groups
Politics within Organizations
Factors Contributing to existence of Politics
Role of Politics in Determining Organization Culture
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Importance of Personality Development for Encountering Politics
3. Business Economics
Syllabus
Introduction to Business Economics
Meaning and Scope of Economics
Significance Distinction between Economics and Business Economics
Microeconomics and Macroeconomics
Laws of Economics- Nature, Application, Assumptions
Economic Statics and Dynamics
Economics and Business Decision Making
Social Accounting- Gross National Product-Concept and components
Business cycles
Inflation- Defnition, Characteristics and types
Demand Analysis
Meaning and types of Demand Determinants of Demand- Factors Influencing Individual Demand, Factors Influencing Market
Demand
Law of Demand- Demand Schedule, Demand Curve, Demand Function , Assumptions in Law of
Demand, Exception to Law of Demand
Shift and Movement along Demand Curve
Supply Analysis
Concept of Supply
Determinants of Supply
Law of Supply- Assumptions and Exceptions
Expansion and Contraction of Supply Increase and Decrease in Supply
Market Equilibrium: Demand and Supply Equilibrium- Determination of Market Price, Shifts in
Market Equilibrium
Consumer Demand Analysis
Concept
Utility as a Basis of Consumer Demand- Total Utility, Marginal Utility
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Law of Diminishing Marginal Utility
Cardinal Utility Approach- Neo Classical Approach
Ordinal Utility ApproachIndifference Curve Analysis
Assumptions of Ordinal Utility
Indifference Curve- Meaning, properties and Criticism
Marginal Rate of Substitution
Concept of Budget LineSlope and Shifts in Budget Line
Consumer Equilibrium Effects
Revealed Preference Theory
Elasticity of Demand and Supply
Price Elasticity of Demand
Different Types of Price Elasticity- Elastic Demand, Inelastic Demand, Relatively Elastic Demand,
Relatively Inelastic Demand
Measurement of Price Elasticity
Factors Influencing Price Elasticity of Demand
Significance
Income Elasticity of Demand
Cross Elasticity of Demand
Advertisement Elasticity of Sale
Elasticity of Supply
Demand Forecasting
Concept and need of Demand Forecasting
Factors
Steps and Limitations
Techniques - Survey methods, Statistical methods
Criteria for Good Demand Forecasting
Production Theory
Concept and factors of production
Production Possibility Curve
Production in the Short and Long Run
Total Product, Average Product and Marginal Product
Production Function
Law of Diminishing Returns- Significance, Optimal Employment of Factor of Production
Isoquant curves - Forms
Marginal Rate of Technical Substitution
Elasticity of Substitution between Factors
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Iso-cost Curves
Producers Equilibrium- Equal Product, Expansion Path
Returns to Scale- Increasing, Constant, Diminishing
Different Types of Production Functions- Cobb-Douglas Production Function, Leontief
Production Function, CES Production Function
Cost and Revenue Analysis
Concept of Cost
Different Types of Costs- Opportunity costs, Accounting Costs, Economic costs, Business Costs,
Full Costs, Explicit Costs, Implicit Costs Fixed Costs, Variable Costs, Incremental Costs Short Run and Long Run Costs of Production
Short Run and Long Run Average Cost and Long Run Total Cost
Short Run and Long Run Marginal Costs
Deriving Cost Schedule from Production Function
Economies and Diseconomies of Scale
Economies of Scope
Concept of Revenue- Average Revenue, Marginal Revenue
Relationship between Total Revenue and Marginal Revenue
Relationship between Average Revenue and Marginal Revenue
Market Structure
Defining Market
Types of Market Structures- Pure Competition, Perfect Competition, Imperfect Competition,
Monopolistic Competition, Oligopoly, Monopoly
Profit Maximization in the Short Run and Long Run
Determinants and Measurement of Market Power
Market Failure
Meaning of Market Failure
Price Regulations
Market Failure and Need for Regulation
Regulations and Market Structure
Price Regulation and Firm Behavior
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4. Corporate Social Responsibility
Syllabus
CSR and Globalisation
Globalization and Its Impact
Sustainable Development
Role of Business in Sustainable Development
Millennium Development Goals and UN Post- 2015 Development Agenda
India and MDGs Indian Companies Act 2013 and CSR
Corporate Stakeholders
Business and Society
Business Organizations as Systems
From Shareholder Theory to Stakeholder Theory
Stakeholder Engagement
Dynamic Environment of Business
CSR
History of CSR in India
Emerging CSR Trends Theories of CSR
The Pyramid of Corporate Social Responsibility
Changing Trends: PhilanthropyStrategic PhilanthropyCSR
Arguments against CSR
The Business Case for CSR
Importance of CSR for India Contemporary Drivers for CSR
CSR Strategy
DEVELOPING A CSR STRATEGY
Steps in Designing CSR Strategy
IMPLEMENTING CSR STRATEGY Implement CSR Commitments
Areas of CSR Implementation
CSR at Market Place
CSR at Workplace
Environmental CSR
CSR with Communities
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CSR in Supply Chain
Types of Interventions
Strategic Partnerships with NGO
CSR MONITORING AND MEASUREMENT
Focus of Measurement
Social Auditing
What is Monitoring? Internal and External
REPORTING FOR CSR
Importance and Benefits of Reporting
Formats of CSR Communication and Reporting The Reporting Team
ROLE OF GOVERNMENT AND VOLUNTARY CODES IN CSR
Role of Government
Government Support at International Level
Voluntary Codes in CSR
CORPORATE ETHICS AND GOVERNANCE
Corporate ethics
Ethics and Functional Areas of business
What is Corporate Governance?
Constituents of Corporate Governance
The Corporate Governance Debate
Theories of Corporate Governance
Responsibilities of Corporate Governance
Global Growth of Corporate Governance
History of Corporate Governance in India
The Current State of Corporate Governance in India
Board Composition in India.
Corporate Governance: Need to Strengthen
Corporate Governance and CSR
Corporate Disclosures & investor protection in India
Current CSR Bill and its impact on the society
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5. Information System for Managers
Syllabus
Introduction to Information System
Meaning of Information ,Difference between Data and Information, Definition, Importance of
Information for Organizations
Concept of System , Need
Evolution of Information System , Functions , Framework,
Information and Control Systems Computerized Information System
Business Process Design , Modelling
Business Process Re-engineering
Management of Information Systems
Components of Information Technology
Hardware Concepts, Software Concepts, Operating Systems, Programming Languages ,
Readymade Packages and their Operating Systems
Networking Concepts
Meaning of Networking, Need for Networking , Advantages and Disadvantages of Networking,
Characteristics Hardware and Software for Networking, Concepts , Types
Bluetooth as Wireless Technologies - RFID
Network Models
Applying Communication NetworksIntranet, Extranet, Internet
Database Management
Meaning of Database ,Types
Database Management , Objectives , Functions , Major Components , Database Models
Types of Information Systems
Different Types of Information Systems
Operations Support Systems , Transaction Processing Systems (TPS), Process Control System(PCS), Enterprise Collaboration System (ECS)
Management Support Systems , Management Information System (MIS), Decision Support
System (DSS), Executive Information System (EIS)
Functional Information Systems
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Other Types of Information Systems, Expert System , Knowledge Management System
(KMS),Strategic Information System (SIS),Business Information System (BIS), Integrated
Information Systems
ERP
Defining ERP , Evolution of an ERP System, Benefits , ERP Implementation
Reasons for the Failure of ERP Implementation
Electronic Data Interchange (EDI)
Introducing EDI , Standards of EDI
Transmission Modes of EDI : VAN ,Internet/AS2,Web EDI
Disadvantages of EDIData Warehousing, Data Mining, and Business Intelligence
Data Warehousing , Need , Goals, Constituents
Definition of Data Mining, Parameters, Working
Types of relationships
Architecture of Data Mining, Functionalities
Classification on Data Mining system
Meaning of Business Intelligence, Evolution , Importance
Decision Support System (DSS)
Introducing Decision Support System (DSS)
Evolution , Components , DSS Architecture
Analytical Models in DSS
Characteristics , Types , Tools and Technologies Supporting DSS
DSS and Outsourcing
Group Decision Support Systems
Customer Relationship Management (CRM)
Define CRM , Components of CRM, Three Phases of CRM, Benefits and Challenges of CRM, New
Trends in CRM
Supply Chain Management (SCM)
Meaning of Supply Chain , Define SCM, Objectives of SCM, Components of SCM, Difference
between Logistics Management and SCM, Scope , Benefits and Challenges of SCM, New Trends
in SCM
Building and Deploying an Information System
Architecture of an Information System
Software Development Lifecycle
Software Development Models : Waterfall model, Prototype model, Incremental model, Spiral
model
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Requirement Analysis & Design Considerations
Software Testing
Deploying an Information System
Managing Information Systems
Infrastructure Management
Maintenance of Information Systems
Management of Changing Requirements
Incidence Handling
Disaster Recovery and Business Continuity Planning
6. Business Communication & Etiquettes
Syllabus
Communication in workplace
Role of communication in business- Peter Drucker
Why business needs to communicate
Importance of communication skill to you
Forms of communication
Formation and sending of response
7 Cs of good communication skills
Barriers to communication
Communication Skills --- Verbal and Non-verbal
Organisational communication--- internal and external including PR
Fundamentals of business writing
Adaptation and selection of words
Use of familiar words
Adapting to multiple readers
Indirectness in persuasion and sales messages
Determining the persuasion
Gaining attention in the opening
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Making the request Clear and positive
Public speaking and oral reporting
Making formal speeches
Defining oral report
Differences between oral and written reports
Planning the oral report
Telephone communication
Technology enabled Communication
Using technology in communication tasks
E mails
Tools for constructing messages
Computer tools for gathering and collecting information
Personal etiquettes and grooming for corporate
Eye contact
Body language
Handshake
Business card etiquette
Work habits- punctuality, prioritize your work, stay positive, Bring solution etc
Aspects of Communication
Cultural aspects of communication --- intercultural and multicultural
Ethical and Legal aspects
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Semester II
1. Marketing Management
Syllabus
Introduction to Marketing: Evolution of Marketing
Understanding the Marketing Process: Marketing Mix
Marketing Concepts, Customer Value and Satisfaction
Marketing Environment: Impact on the Strategic Planning
Process
Understanding Consumer Behaviour
Understanding Industrial Buyer Behaviour
Analyzing Industry and Competition
Competitive Advantage and Core Competence
Marketing Strategy
Market Segmentation and Targeting
Demand Measurement and Sales Forecasting
Product and Product Life Cycle
Brand and Brand Equity
New Product Decisions
Distribution Channels and LogisticsPricing Decisions
Marketing Communication: Advertising and Promotion
2. Financial Accounting
Syllabus
Balance Sheet
Accounting Process: Journal, Ledger and Trail Balance
Corporate Accounts: Format of Company Accounts
Cash Flow Statement: Preparation, Analysis and ImplicationsFinancial Statements Reporting As per Accounting Standards: AS 1 and 2
Financial Statements Reporting As per Accounting Standards: AS 6 and 9
Financial Statements Reporting As per Accounting Standards: AS 13, 17, and 20.
Financial Analysis: Trends, Common Size, Ratios
Management Analysis and Discussion
Comparison: IFRS, GAAP, Indian Accounting Standards
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Financial Statement Analysis
3. Essentials of HRM
Syllabus
Objectives of HRM, Scope of HRM, Evolution of HRM, HRM functions, Challenges, Personnel
Management
Job analysis, Information collection for job analysis, Job description and Job specification, Job
design
Human Resource Planning: need, objectives, process and problems
Recruitmentsources and methods, Selectionprocess, induction and outsourcing
Competency Mappingdeveloping competency models, uses; Assessment Center: history,
measurement tools, difference between assessment center and development center
Performance appraisal: process, methods, benefits, problems; Coaching and Mentoring:
process and implementation
Potential Appraisal: purpose and techniques; Career Planning: meaning and process; Succession
Planning: meaning, pros and cons
HR Audit: Objectives, role, significance, process, pros and cons; HR Accounting: methods, pros
and cons; HR Information Systems: application, pros and cons
Human Resource Development System: need, functions, systems, HRD process, HRDeffectiveness, Strategic management & HRM
Training and Development: training and education, stakeholders in training, need for training
and development, training and learning organisations, process of training, cross cultural
training, team training, orientation training
Compensation and Rewards: need for compensation, uses, components of compensation,
industry compensation, international compensation, fringe benefits & FBT, reward
managementgoals, reward systems, recognition
4. Strategic Management
Syllabus
Evolution and basic concepts, Vision, Mission and business definition
Contributions by Mintzberg, Ansoff, Porter and Prahalad, Gary Hammel
Environment survey and appraisalIndustry and competitive analysisDominant economic
features, strength of competition and competitive forces.
The Strategic Management ProcessSituation analysis, Formulating Corporate Level Strategy,
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Portfolio Strategy.
Formulating Business Level StrategyPorters Competitive Forces and Strategies, Cooperative
Strategies.
Strategic implications of five competitive forces, Evaluating company resources and competitive
capabilities, Competencies, core and distinctive competencies and competitive advantages.
Formulating Functional level StrategiesPutting strategy into actionleadershipstructural
design, Information and control systems, human resourcesImplementing global strategies.
Corporate goals and strategic gap, Five generic strategies (Porters model)
Managing internal organization for Strategy implementation
5. Operations Management
Syllabus
Operations Management (An Overview)
Operations Function
Operations Management in Manufacturing and Service Sector
Types of Production Systems
Plant Location
Plant LayoutService Facility Layout, plant Maintenance and TPM
Productivity Indices, Productivity Enhancement TechniquesManufacturing Economics (BEA)
Inventory Management
Total Quality ManagementDefinition, Concept, Eight Building Blocks, Seven Wastages &
Pillars of TQM
Theory of Constraints
6. Written and Oral Communication
Syllabus
Modes of Written Communication
Business writing style
Types of messages and techniques
Letters
Memoranda and Email messages, SMS texting
Press release
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Reports
Proposals
Minutes and notes
Internet as communication medium --- websites, advertising, blogs etc
Grammar and Style
Verbs[tenses; active and passive voice; Subject-Verb Agreement; Negative and Interrogative
formation]
Nouns, Noun Phrases, Pronouns
Modifiers --- [adverbs, adjectives, dangling modifiers]
Concord; Parallel structure,
Avoiding gender bias
Writing Tactfully
Punctuation
Numerals
Oral Communication
Characteristics of spoken language --- Features of oral communication --- Skills and self
management
Voice Dynamics (with voice CD) -- Self presentation --- Body language
Listening skills
Preparing and Making Presentations
Meetings and GD skills
Interview skills
Dialogue skills (negotiation)
Telephone, Tele-conferencing
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Semester III
1. Performance Management System
Syllabus
Why Performance Management
The Significance of PMS in Business Strategy
Elements of a Good Performance Management System
Discipline of Goal Writing and Goal PlanningAssessing Performance and 360 Degree Appraisals
Giving Performance Feedback
Performance and Rewards/Compensation Programmes
Competency based Performance Assessment
Pitfalls of the Performance Management Process
Getting Line Management Buy In
2. Industrial Relations & Labor Laws
Syllabus
Introduction to IR
Trade Unionism
Role of State and Employers Association in IR
Collective Bargaining
Evolution of Labour Legislations
Labour Legislations Governing Employment of Personnel and IR
Labour Legislations Governing Employee Compensation
Industrial Dispute Settlement
Industrial Relations: Comparative Study
3. Organizational Theory Structure & Design
Syllabus
Concept of Organisation
Earlier Approaches to Organisation
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Fundamental Elements of and Organisation
Organisational Structure: Concept
Managing Complex Structures
Systems Approach to Organisation
Relationship Implications of Structure
Organisational Design: Introduction
Problems in organizational Design
Organisational Design & Flexibility
Environmental & Resource Context in Organisation
Organisational Life CycleVirtual Organisation
PostIndustrial & PostBureaucratic Organisation
4. Manpower Planning, Recruitment &Selection
Syllabus
Introduction to Manpower PlanningSteps, Objectives, demand forecasting, macro level
manpower planning, labor economics
Process of manpower PlanningWorkload factors, methods of wastage analysis, manpower
planning models
Job AnalysisJob evaluation, job assessment, work measurement, ergonomics, motion study,
value analysis
Recruitment, Selection, Induction and Placement
International human resource planning, sources of staffing, approaches to staffing decisions
Recruitment channels, Erecruitment, psychometric tests, vendor management, assessment
centres
Career planning, succession planning, organizational development, organizational culture &
manpower planning
Training methods, performance appraisal, performance counseling, performance management
Skills and competencies, transfers, promotions, job rotationHuman Resource Information Systems, HR roles, Balanced Scorecard, role of six sigma and
knowledge management
5. Organization Culture
Syllabus
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Nature of Organizational Culture: Definition and characteristics
Types of organizational culture: Dominant culture, strong and weak cultureCultures functions: What do cultures do? Culture as liability.Creating and sustaining a culture: How a culture begins, keeping a culture alive, howemployees learn culture, how organizational culture impacts performance and satisfaction.Matching people with culture: Maintaining culture through steps of socialization.Changing organizational culture: Theory Z in action through case study examples oforganizations.
6. Compensation & Benefits
Syllabus
What constitutes compensation & benefits?, Exploration & Defining the Compensation Context,
What is compensation?, A Historical Perspective on Compensation, Theories of compensation
Reinforcement and Expectancy theories, Equity theory, Compensation Professional Goals,
Stakeholders of Compensation System, Linking compensation to organizational objectives,
Importance of an ideal compensation system
Factors that influence companies Competitive strategies & compensation practices,
Compensation plan and business strategy, Devising a remuneration plan and challenges,
Tradition Basis for Pay: Seniority & Merit, Strengthening Pay for Performance Link, Limitations
of Merit Pay Programs, Incentive PayGroup Incentives, Strengthening Pay for Performance
Link, Limitations of Merit Pay Programs, Incentive PayGroup Incentives, Company Wide
Incentives, Designing Incentive Pay Programs, Person Focused PayPay for domain expertise
Building internal consistent compensation systems, Job Evaluation systemsJob ranking, job
classification, point system, work valuation, job evaluation for management positions
Working for internal parity & external competitiveness in designing compensation packages,
Market competitive pay systems: Basic building blocks, Fixed Pay, Variable pay & ESOPs,
Individual incentive plans, Group incentive plans, Incentives for professional employees, Factors
affecting compensation, Current trends in compensation
Introduction and concept of wage and salary, Wage and salary surveys, Compensation surveys,
Preliminary considerations, Compensation surveys dataIncome tax act, Payment of wages act, Minimum wages act, Wage policy in India
Compensation as a strategy for attracting and retaining employees, Role of compensation in
creating high performing organizations, Compensation for flexible work force, International
compensationexpatriatecompensation, ESOPs, Deferred payouts and retirement benefits
Introduction, HRIS and employee benefits, Requirement for a sound benefit program,
Communicating employee benefits information, Concerns for management, Types of Employee
benefit, Employee benefits required by law, Health care benefits, Benefits for women
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employees, Employee ServicesEmployee assistance program, counseling services, child and
elder care, credit unions
Semester IV
1. Employee Development & Talent Management
Syllabus
from theorists on employee development, Introduction to professional bodies of employee
development (for exampleSHRM, ISTD etc.), Significance of employee development for talentmanagement, Linking employee development to organizational development and business
strategy
Techniques of recruitment and talent acquisition, Evaluating talent acquisition techniques,
Challenges in acquisition process, Latest trends in talent acquisition
On boarding, process of socialization, Understanding employeepersonality and behavioural
analysis, Potential assessment, Introducing various assessment techniques and tools,
Understanding nature of job, Understanding company culture and business environment
Analysing gaps from employers perspective, Analyzing gap from employees perspective,
Planning for the development, Short term plans, Longterm plans, Resources for employee
development, Implementation of plan, Evaluation of development plan, Issues in employeedevelopment
Coaching, counseling, Mentoring, team building, skill building etc., Career development, Linking
career development to organizational objectives, Identifying career opportunities, Identifying
potential employees and career anchors, Succession planning, Development of talent as a
Strategy for leadership development
Introduction to performance management systems, Setting up a transparent and just
performance management systems, Talent scorecard, Linking rewards to performance,
Retaining top talentmotivation and retention strategies, Employee engagement, Work life
balance and talent management, Talent management audit, Best practices in talent
management
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2. International HR Practices
Syllabus
Introduction to HRM: What is International HRM? Difference between International HRM
and
Domestic HRM, Types of International EmployeesIssues in International HRMBarriers to
effective Global HRMModel of International HRM.
International Talent Acquisition: International Labour Market: SourcesHost Country
Nationals, Parent Country Nationals and Third Country Nationals. Multinational StaffingApproachesEthnocentric, Polycentric, Geocentric, Regiocentric Approaches. Expatriate
Selection CriteriaOther Factors in Expatriate selection. Reasons for Expatriate Failure.
Training and Development: Expatriate trainingComponents of Effective Predeparture
trainingCultural awareness programmesPreliminary visitsLanguage trainingPractical
assistanceJob related factorsCultural assimilatorsDeveloping international staff
Individual career development.
Performance Management: Multinational Performance ManagementVariables that
influence
performance of expatriatesCriteria used for performance appraisal of international
employees.
Global Compensation: Designing Global compensation programmeObjectives of
International compensationKey components of international compensationApproaches to
International CompensationInternational living costs.
Repatriation: RepatriationRepatriation processReadjustment challengeJob and social
factorsDesigning an expatriate programme.
Cross
cultural Issues in HRM: Cultural dimensions of HRMImportance of cultural
sensitivity
Crosscultural theories Crosscultural communication Crosscultural negotiations.
Employee Relations: International Employee RelationsKey issues in International
Employee
RelationsUnions and International Employee Relations.Comparative HRM Practices: Comparative HRM practices of staffing, compensation,
training,
motivation, performance management, employee relations etc. In different countries.
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3. HR Audit
Syllabus
Who will do
the Assessment or Audit? Who is an Auditor
Methodology of HR AuditObservation, Interviews, Focus Group discussions, Surveys,
Questionnaires,
Secondary Data etc.
H.R. StrategiesAuditing H.R. strategies.H.R. D. CultureAuditing H.R.D. culture
H.R. StructureAuditing the H.R. Structure
H.R. CompetenciesAuditing H.R. Competencies
Audit of H.R. systems
Audit of Human Resource Planning
Audit of Competency Mapping
Audit of Recruitment and Selection
Audit of Induction/Orientation
Audit of Training and Development
Audit of Performance Management System
Audit of Career Planning and Development
Audit of Compensation and Benefits
Audit of Employee Relations
Audit of Statutory Compliance of Labour Laws
Audit of Change Management Interventions
Audit of H.R. alignment with business goals.
Audit of Organisational Culture
Audit of Employee Engagement
Audit of Employee Motivation
Audit of Rewards and Recognition
H.R. Scorecard
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4. 4. Strategic HRM
Syllabus
Strategic Human Resource Managemnt An Overview: Introduction to Strategic HRM
People
as strategic assetsProcess of Strategic ManagementHR as Strategic PartnerRole of HR in
Value Chain.
Aligning HR to Strategy: Role of HR in formulation and implementation of strategy
TraditionalHR vs. Strategic HRTransition from HRM to Strategic HRMRole and importance of Strategic
HRMAligning HR to StrategyHR and Corporate StrategyHR and Business StrategyHR
strategy framework.
Strategic Talent Acquisition: Talent acquisition and Staffing: Strategic approachMake vs.
Buy
staffing decisionsStrategic issues in selection.
Strategic Training and Development: Linking training with organizational strategy
Training to
LearningStrategic issues in Training and DevelopmentAligning training with Performance
Management System, Career Planning and CompensationLearning OrganisationVirtual
Training.Strategic Performance Management Systems: Performance ManagementStrategic
Perspectives on Performance ManagementPerformance Appraisal to Performance
ManagementLinkage of Performance Management to Organisational Performance.
Strategic Human Resource Planning: Human Resource Planning and Organisational
Planning
Human Resource Planning processStrategic issues in Human Resource Planning.
Strategic Compensation Systems: Strategic issues in compensationTraditional vs.
Strategic
compensation.
Strategic Career Management: Importance of career managementCareer PlanningCareer
DevelopmentStrategic Succession management.
Strategic HRM in Merger and Acquisitions: IntroductionStrategic HRM issues in
Mergers and
AcquisitionsIntegration of HR Policies, systems and cultures.
Strategic HRM in Downsizing: Managing Separations and downsizingsstrategic role of
HR in
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downsizings.
Strategic HRM and Outsourcing: Reasons for outsourcingHR outsourcing.
Strategic HRM Issues in Industrial Relations: Changing nature of Industrial Relations
Strategic
issues in Industrial RelationsParticipation and InvolvementProactive Industrial Relations.
Strategic HRM and Employee Retention: Strategic approach to manage turnovercost
and
benefit of retentionretention strategies.
5. Business Law
Syllabus
The Indian Contract Act, 1872: Evolution of Contract Act its meaning, essentials of a valid
contract; nature of contract distinction between contractual obligation and legal obligation,
agreement, to sell, requisite of a valid contract, offer and invitation to offer, modes of
acceptance, communication of offer, express and implied terms, standard forms of contract,
exclusion clauses, kinds of agreement, valid, void and voidable agreement; unilateral, bilateral
and international contracts; Validitykinds of mistake, mistake of law and factand the remedies
thereof available, Misrepresentation of material fact, fraudulent and innocent
misrepresentation and the remedies available, coercion and undue influence the effects and
the remedies available to the aggrieved. Undue influence the effects and the remedies available
to the aggrieved person; Consideration Past, Present and Future, essential of valid
consideration, sufficiency of Consideration, consideration and promissory estoppels, Privity of
Contracts and of Consideration; Capacity to contractMinor, Lunatic and enemy; unlawful and
illegal agreement, Agreement void under the Statue. Quasi Contracts; Termination and
discharge of contract: Performance of contract, Different modes of discharge of contract,
Performance as to place, time, joint performance of promises, apportionment of payments.
Discharge by agreement, Novation and assignment, remission of performance, discharge by
frustrationwhen plea of frustration is admission and the rights and liabilities ofthe parties
when frustration operates; Breach of Contractbreach and anticipatory breach of contracts,damages and specific relief, types of damages and their remedies available to the aggrieved
person; Indemnity and guarantee Parties to contract of indemnity and guarantee; Difference
between indemnity and guarantee, surely and indemnifier, specific guarantee and continuing
guarantee; Rights of the indemnified, surety right against principal debtor and Cosurety;
Bailment, Pledge and Finder of Goods Nature and essential features of bailment and pledge,
bailment for reward gratuitous bailment, bailees duty, pledge as a special kind of bailment.
Pawnees right against the pawner and Pawners right against the Pawnee. Finder of goods as
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quasi as quasi bailee, duties of finder of goods and his rights and liabilities for reward, sale; Law
of agencyAgency and other forms of Contract, Types of Agencies like by holding out, operation
of law, estoppels, express, implied, Subagent, substituted agent and ratified, Relationship of
principal and agent, Rights and liabilities of the Agent against third party, Rights and liabilities of
the Agent against Principal, undisclosed Principal and the rights and liabilities to the parties.
Termination of agency and its modes.
The Indian Sale of Goods Act, 1930: Essentials of a contract of sale; sale distinguished
from
agreement to sell; Bailment; contract for work and labour and hirepurchase; Consitions and
warranties; Transfer of title by nonowners; doctrine of caveat emptor; performance of thecontract of sale; Unpaid sellerhis rights against the goods and the buyer.
Partnership Act, 1932: What constitutes a partnership deed and types of partnership, legal
position of a minor partner and his rights and liabilities; Distinction between partnership firm,
Coownership joint Hindu family and joint stock companies, legality of the partnership firm,
types of partners; Express and implied authority, scope of implied authority, Rights and
liabilities of a partner against third party and other partners; Rights of newly admitted partners,
retiring and deceased partners, registration of and dissolution of partnership forms; Overview
of the Limited Liability Partnership Act, 2008.
Negotiable Instruments Act, 1881: Features of promissory notes, bills of exchange, hundis,
cheques, bank drafts, travelers cheque and the rights and duties of various parties to these
instruments; Law of presentment of these instruments, honor and dishonor of negotiableinstruments, material alteration, noting and protesting. Law relating to foreign bills their noting
and protesting etc; Law relating to payment of customers cheques of paying bankerrights and
duties, overdraft agreements, wrongful dishonor of cheques, stale cheques, forgery of cheques,
liability due to negligence of parties and material alteration, payment in due course; Law
relating to the collecting bankerstatutory protection, effects of negligence, role as a agent or
holder in due course, precautions to be taken in collection of bills, cheques for the customers
and third parties.
Law of Carriage of Goods: The Carriers Act, 1865(1972) Definition of contract of carriage
of
goods, classification of carriercommon carrier, private carrier, gratuitous carrier, responsibilityof common carrier and Bailee, rights of a common carrier, duties of a common carrier, liabilities
of a common carrier, distinction between a common carrier and private carrier; Carriage of
goods by RailRailway Act, 1989 Maintenance of rate books for carriage of goods,Provision of
rate risks, railway receipt, liability of railway administration from wrong delivery, responsibility
of railway administration as careerof goods, of animals, of luggage, exoneration from liability in
certain cases, delay or retention in transit, railway risk rate, liability for damages to goods in
defective condition or defectively packed and liability after termination of transit; Carriage by
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SeaThe Carriage of Goods by Sea Act, 1925 (amended in 1993), and the (Indian) Bill of Lading
Act, 1856contract of affreightment, express and implied terms in a contractor of carriage by
seaimplied warranty of seaworthiness, implied warranty of commencement of voyage, Non-
deviation
of voyage, Shipper not to ship dangerous goods, bill of lading.
Consumer Protection Act, 1986: Objective of consumer protection act 1986, definition
complaint,
consumer, contract of service and contract of service, consumer dispute, restrictive
trade practice, defect, deficiency; Consumer protection councilcentral consumer protection
council, state consumer protection council, district consumer protection council; Redressalmachinery, jurisdiction, complaint before them, district forum, sate commission, national
commission, limitation period, administrative control, power of redressal agencies; Nature and
scope of remedies under the act appeals penalties proceeding before consumer forums and
applicability of arbitration act.
Competition Commission act, 2002: Definitionacquisition, agreement, cartel,
chairperson,
commisiion, consumer, Director General, Enterprises, goods, member, etc., Anti Competitive
Agreement, Prohibition of abuse of dominant position, Combination; Competition Commission
of IndiaEstablishment, powers of them member, inquiry into certain agreement and dom inate
position of enterprises, Inquiry into combination by commission, procedure for enquiry of the
complaints, Procedure for investigation of combination, appearance before commission, Powerof the commission, ratification of orders, Execution of orders by the commission, Compensation
in case of contravention, Competition appellate tribunal procedure and powers, execution of
orders, and ability on contravention of orders, appeal to Supreme Court, power of the Central
Government, MRTP (Monopolistic Trade Practice, unfair Trade Practice) & Restrictive Trade
Practice.
Right to Information Act, 2005: Salient features of the Right to Information (RTI) Act, 2005;
Objective, Public Authorities & their Obligations; Designation of Public Information, Officers
(PIO) and their Duties; Request for obtaining Information, Exemption from disclosure; Who is
excluded; Information Commissions (Central & State) and their powers; appellate authorities;
penalties, jurisdiction of Courts; Role of Central/State Governments.Other Laws: Workmen Compensation Act, 1923; Object, scope and major provisions including
proceedings before the Commissioner, appeals, compliances, penalties, special provisions;
Payment of Bonus Act, 1965; Object, application and major provisions; Exemption;
compliances, offences and penalties; Employees Provident Funds Act, 1952; Application, major
provisions, Exemption and compliances; Payment of Gratuity Act, 1972; Application, major
provisions, Controlling Authority and the Appellate Authority, obligations and rights of
employees and compliances; Minimum wages Act, 1948; Object and its scope, fixation,
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payment of wages, Advisory Board, Central Advisory Board; Authority and claims, compliances,
offences and penalties.
6. Project