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                                                         Advanced Human Resource Management  
              
            Subject: ADVANCED HUMAN RESOURCE MANAGEMENT  
                                                                                                                                                                                Credits: 4 
                                                                                            SYLLABUS 
                                                                                                        
            Introduction to Human Resource Management  
            Introduction: Nature, Philosophy, Need, Objectives and Evolution of Human Resources Management; HRM 
            Functions; HRD Concept; HRD Strategy; HR Responsibilities; Environmental Factors of HRM: Environmental 
            Factors, Challenges to HRM.  
              
            Concepts and Process of Human Resource Planning  
            Human Resource Planning: Importance, Process, Barriers; Strategic Planning; Human Resource Information 
            Systems (HRIS); Forecasting Demands: Forecasting Supply; Man Power Forecasting.  
              
            Emerging Trends in HRM  
            Outsourcing and its HR Dimensions; Human Resource Planning and Downsizing: Voluntary Redundancy and 
            Ways of Downsizing Processing; Importance of Bench Marking; Case Study: Bench Marking VRS Practices 
            and Compensation Management.  
              
            Job Analysis: Recruitment and Selection  
            Job Analysis: 6 Steps, Job Description vs. Job Specification, Methods of Collecting Job Analysis Information; 
            Role  of  Recruitment  and  Selection:  Situational  Factors  in  Recruitment,  Recruitment  Policy,  External  and 
            Internal  Sources  of  Recruiting  and  its  Merits  and  Demerits,  Selection  Process  and  its  Types,  Structured 
            Interview Guide.  
              
            Training and Development  
            Orientation; Training and Development; the Steps in Training Process; Career and Succession Planning: Career  
            Stages, Career Development, Career Management Succession Planning; Case Discussion on Succession  
            Planning.  
              
            Compensation  
            Introduction:  Meaning,  Objectives  of  Compensation;  Components  of  Compensation  System;  Compensation 
            Management Process; Factors of Determining Pay Rates; Pay Incentives; Employee Benefits and Services; Case 
            Study: Comparing Industry Trends in Pay Rates such as FMCG.  
              
            Performance Appraisal  
            Introduction; Methods of Performance Appraisal; 360 Degree Feedback; Problems in Performance Appraisal;  
            Potential Appraisal: Steps of Potential Appraisal; Case Study: Performance Appraisal Systems in Indian Banks.  
              
            Suggested Readings:  
            1. Human Resource Management by Dessler, Gary, Publisher: Pearson Education Asia, New Delhi.  
            2. Human Resource Management by Aswthappa, Publisher: TMH, New .Delhi  
            3. Human Resource Management-Text & Cases, by Rao, V.S.P, Publisher: Excel Books, New Delhi.  
            4. Managing Human Resources by Ramaswamy, E., Publisher: Oxford University Press, New Delhi  
              
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                 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 
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                 Structure 
                 1.1 Introduction 
                         1.1.1 What is HRM? 
                         1.1.2 Evolution of Human Resource Management  
                         1.1.3 Human Resource Management: Nature 
                         1.1.4 Human Resource Management: Scope 
                         1.1.5 Human Resource Management: Objectives  
                  
                 1.2 Functions of HRM 
                  
                 1.3 Growing Importance of HRM Functions  
                         1.3.1 Factors Contributing to the Growing Importance of HRM  
                  
                 1.4 Concepts and Essential of Management 
                  
                 1.5 Concept of HRD 
                  
                 1.6 HRD Strategies 
                  
                 1.7 Key Responsibilities of HR Manager 
                  
                 1.8 Environmental Factors of HRM 
                  
                 1.9 Challenges to HRM 
                  
                 1.10 Review Questions 
                  
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                 1.1 INTRODUCTION 
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                 This unit introduces the students with the basic concepts of the Human Resource Management 
                 (HRM). In this unit we will be discussing the three main things, i.e. the introduction to HRM, the 
                 importance of HRM, and functions of HRM. 
                  
                 A basic concept of management states that manager works in organizations. Organization has 
                 three basic components, People, Purpose, and Structure. HRM is the study of activates regarding 
                 people working in an organization. It is a managerial function that tries to match an 
                 organization’s needs to the skills and abilities of its employees. Let’s see what is meant by the 
                 three key terms… human, resource, and management.  
                  
                     •   Human (Homo-sapiens – Social Animal)  
                     •   Resources (Human, Physical, Financial, Technical, Informational etc) 
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                     •   Management (Function of Planning, Organizing, Leading & Controlling of organizational 
                         resources to accomplish goals efficiently and effectively)  
                 1.1.1 What is HRM? 
                 As discussed earlier that HRM is the management of people working in an organization, it is a 
                 subject related to human. For simplicity, we can say that it is the management of humans or 
                 people. HRM is a managerial function that tries to match an organization’s needs to the skills 
                 and abilities of its employees. Human Resource Management is responsible for how people are 
                 managed in the organizations. It is responsible for bringing people in organization helping them 
                 perform their work, compensating them for their work and solving problems that arise. 
                  
                 Let us understand it by dividing the term into its subparts. 
                  
                     •   Human – people, us 
                     •   Resource – assets/costs for organizations 
                     •   Management – co-ordination and control to achieve set goals 
                  
                 But humans, unlike other resources in the context of work and management, cause problems. But 
                 why do we need to be managed? Since we all know we naturally are matured and educated 
                 people. NO! it is not always so.  
                  
                 Because we disobey, misunderstand, answer back, challenge, have our own ideas about how 
                 things might be done and have varying degrees of interest and motivation. Remember we talked 
                 about individual and group difference in behavior in the last semester .This presents a challenge 
                 to management in terms of securing effective control. 
                 The solution to this problem could be many. For one, we could as well eliminate human element 
                 from the workplace. What do you think?? Automated work organizations!!  
                  
                 Automation and use of technologies may replace or reduce significance of people in some 
                 circumstances. But it may actually also require highly skilled and trained people to design, 
                 maintain and operate the technology. And just how far can people be replaced by machines 
                 anyway? 
                  
                 Machines could be used to tightly specify and control how people work - the classic assembly 
                 line model. This may facilitate efficiency and control but can also lead to alienation, resistance 
                 and conflict another alternative is to seek to maximize commitment of people by organizing 
                 work and creating attitudes and behavior which generate best outcomes. Thus, HRM is basically 
                 a search for “best practices” to generate high levels of employee commitment and performance. 
                 But organizational practices may cause difficulties – down/right sizing or less secure 
                 employment seems to sit uneasily against this rhetoric of HRM.  
                  
                 1.1.2 Evolution of Human Resource Management.  
                 The early part of the century saw a concern for improved efficiency through careful design of 
                 work. During the middle part of the century emphasis shifted to the employee's productivity. 
                 Recent decades have focused on increased concern for the quality of working life, total quality 
                 management and worker's participation in management. These three phases may be termed as 
                 welfare, development and empowerment.  
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