COURSE PLAN 2024-2025
SUBJECT CODE: 24GM21 TITLE: HUMAN RESOURCE MANAGEMENT MODE:FE
SEMESTER:2BATCH: MBA
FACULTY 1:DR.N.RAMKUMAR 2: DR. KIRUPA PRIYADARSHINI 3: MR K ARUN KUMAR
COURSE OBJECTIVES
The objective of this course isto sensitize students to the concepts of managing people and create an understanding of the
various practices of humanresources management.
COURSE OUTCOME & MEASURING TOOLS
CO DESCRIPTION OF OUTCOME TOOLS FORMEASURE A* TOOL S FOR MEASURE B*
CO 1 Understand the basic practices in managing human Mini Project Mid Term
resources.
CO2 Plan the human resource requirements and decide on the Case Mid Term
action plans
CO 3 Choose the appropriate appraisal and training method Mini Project
CO4 Design the basic structure compensation and benefits HR Practicum
CO 5 Manage the employee welfare and relations at workplace Case
*A= FORMATIVE: MCQS, SHORT-ANSWER TESTS, MINI-ASSIGNMENTS, PRESENTATIONS, CASE-DISCUSSIONS, FIELD-WORK, ACTIVITY-BASED. *
B =SUMMATIVE: MID-TERM EXAM(2 QUESTIONS), FINAL EXAM (5 QUESTIONS), CAPSTONE/SIMULATION.
SESSION PLAN
UNIT Session Hour Topic/s Covered
I 1 1 Discussion on Course objectives and outcomes
2 Setting the platform – Teaming and Etiquettes
2 3 HR Practicum on Introduction – In-Class Activity
4 Significance of Human Resources.
3 5 Challenges and Contingencies in HRM
6 Objectives, and Functions of HRM
4 7 Changing role of HR professionals.
8 Strategic Role of HRM. Translating Strategy into Human ResourcePolicy and Practice.
5 9 Managing Global Human Resources - Understanding difference between domestic and global
workforce
II 10 HR Planning –Need and Process
6 11 Job Analysis –Purpose and Process
12 Job description- Meaning and Contents of JD statement
Job Specification – Meaning and JS statement
7 13 HR Practicum - Job Description – Redesign
14 Recruitment – Importance– Steps: Recruitment Sources – External and Internal
8 15 Selection Process - Selection tests and interviews
16 Recent trends and challenges in recruitment. - Placement and Induction
9 17 HR Practicum -Recruitment & Selection Process
18 A discussion with a HR Professional on Recruitment Practices
10 19 Case: 1
20 Talent Acquisition Group (TAG) at HCL Technologies: Improving the quality of hire through
focused metrics.
11 21 Performance Appraisal- Importance and Process: Traditional Methods of Appraisal
III 22 Modern Methods of Appraisal
12 23 Factors that distort performance appraisal - Potential appraisal
process.
24 HR Practicum - Performance Appraisal Plan
13 25 Training need analysis - Areas of training
COURSE PLAN 2024-2025
26 Difference between Training, Development and Education - Learning Principles
14 27 Training Steps and Methods
28 Methods of Training (On and Off the Job)
15 29 Management Development – Process and Methods
30 HR Practicum - Training and Development Plan
MID TERM ASSESSMENT – AS PER ACADEMIC SCHEDULE
16 31 Compensation across Industries
32 Objectives of Compensation Planning
IV 17 33 Principles and Techniques of Pay Fixation
34 Componentsof Pay Structure in India and select countries – Discussion by Students
18 35 Job Evaluation- Meaning and Importance
36 Methods – Quantitative and Qualitative
V 19 37 Incentive Schemes for Workers and Professionals, Individual and Team
38 An Interaction with a HR Expert
20 39 Compensation Innovations across sectors – Discussion by Students
40 Benefits and Services: Supplemental Pay
21 41 Employee Services, Insurance
42 Retirement and Flexible benefits program. Policy issues in designing benefit packages
22 43
Presentation on HR Project Team Wise
44
23 45 Industrial Relations – Objectives
46 Trade Union – Objectives and Functions
24 47 Grievance Handling –Process and Model
48 Collective Bargaining – Process and guidelines for effective bargaining
25 49 Termination –Type and Strategies
50 Managing Separation
26 51
Case 2:ELGiEquipments: Revolutionizing Industrial Relations through a Win-Win strategy
52
27 53 Industrial Disputes – Types
54 Industrial Disputes –Preventive strategies
28 55 Accidents - Causes and Prevention
56 Health and SafetyStatutory measures
29 57 SafetyStatutory measures
58 Welfare Statutory measures
30 59 Discussion on CA Marks
60 Closure of the Course
ASSESSMENT PATTERN
ASSESSMENT WHEN/DATE SESSIONS COVERED UNDER THE ASSESSMENT MARKS
TOOL ALLOTED
1 HR Practicum* Session 7 onwards 10
2 Case 1 Session 10 5
3 MID TERM As Per Academic Schedule 20
4 Case 2 Session 26 5
5 Mini Project# Submission on January Last Week – Presentation starts from Session 22 10
TOTAL 50
# Mini project aims at acquiring the knowledge on application of HR practices in the real time scenario. Students are
encouraged to form teams of 5 or 6 members of their own choice. As a team, you are required to interview any HR
professional (physically or virtually), video record and submit the report as specified.
COURSE PLAN 2024-2025
The report shall include the profile of HR person, current affiliation, interview questions and answers followed by the team’s
key findings and conclusion. Students are encouraged to have an initial discussion regarding the choice of the HR
professional/ list questions with the faculty member before going for the interview process.
*HR Practicum (Appended at the end of the course plan) – Student team (as assigned by the faculty) should have their
respective hard copy from Week 1 (One Copy per Team).
RULES OF THE CLASSROOM
Adhere to the code of conduct and other guidelines of our Institute. (Code of conduct includes the class timing (as
per the IST – Indian Standard Time (mobile network time), dress code, discipline, decorum…)
Session-wise topics are listed. The students are expected to come prepared for the classes as mentioned in the
course plan.
Preparation for Case is must for a meaningful participation. This will require having their opinion on the decisions as
made in the case or giving their decisions in case of inappropriate or no decision. They will have to draw inferences
based on concepts/ framework as given in the readings and the practices as being highlighted by the business and
practicing professionals.
You must take the mid-term test at the stated time on the stated date (Tentatively, midterm will be conducted at
the end of 6th week).
This is a professional class. Students are expected to be courteous to fellow students. The faculty will not tolerate
attempts to criticize or denigrate fellow students for comments or questions asked in the classroom. Of course you
are welcome to challenge ideas or offer differing viewpoints in the classroom, just keep it professional and not
personal.
Side conversations during lecture, reading in class, and other disturbing or unprofessional behaviors are very
distracting to the faculty and other students, negatively affect the morale of the class, and are prohibited.After a
warning, the faculty reserve the right, depending on the circumstance to remove you from the class for the day or
for the entire term and/or lower your internal marks.
RECOMMENDED READINGS
Teaching Faculty Signatures Stream Head Signature
1 – Dr N Ramkumar
2 – Dr Kirupa Priyadarshini
Dr R Deepa
3- Mr K Arun kumar
Moodle Upload Date: Version/Rev. date:
COURSE PLAN 2024-2025
HR Practicum
1 Roll no Name
2 Roll no Name
Team No ? 3 Roll no Name
Batch ? 4 Roll no Name
5 Roll no Name
6 Roll no Name
Roll no Name Member 6
COURSE PLAN 2024-2025
JOB DESCRIPTION - REDESIGN
Objective
To enable students to analyze existing job descriptions (JDs) and job specifications (JSs) and refine or redesign them, enhancing
their understanding of HR practices and the importance of accurate role definitions in organizational success.
Instructions
1. Choose an Existing Job Description (JD):
o Select one job title from either the entry-level (CRC database) or middle management level (industry
database or online sources) in four domains of management (from 4 sectors)
o Ensure the JD includes a clear job title, role summary, key responsibilities, required qualifications, and desired
skills.
2. Analyze the Current JD and JS
o Identify gaps, redundancies, or ambiguities in the existing JD and JS.
o Compare the current JD and JS against industry standards or requirements for the chosen role.
3. Design a New Job Description and Specification
o Create a refined version of the JD with the following components(add others based on your discretion)
▪ Job Title
▪ Department/Reporting Hierarchy
▪ Job Purpose/Summary
▪ Key Responsibilities (listed clearly)
▪ Work Environment (if applicable)
▪ Compensation Details (optional)
o Write a revised JS that includes but not limited to :
▪ Educational Qualifications
▪ Technical Skills
▪ Soft Skills
▪ Experience Level
4. Justify Your Redesign:
o Write a short explanation (200-300 words) about why the changes were made and how they improve clarity,
alignment with organizational goals, or candidate fit.
5. Submission Requirements
o Submit the following:
▪ Original JD and JS (as reference).
▪ Redesigned JD and JS.
▪ Justification write-up.
COURSE PLAN 2024-2025
RECRUITMENT & SELECTION PROCESS
OBJECTIVE
To equip students with the skills to identify, analyze, and design key elements of a professional selection
process, including developing documentation for each selection round and formulating effective background
investigation process.
INSTRUCTIONS
PART 1: SELECTION PROCESS ANALYSIS
1. Identify a Selection Process:
o For the above JD, identify its selection process for a specific role (entry-level or middle management).
o Document the stages of the process (e.g., Resume Screening, Aptitude Test, Technical Interview, HR Interview,
Background Check).
PART 2: DESIGNING DOCUMENTS FOR EACH ROUND
2. Prepare Documents for the Selection Process
o Design templates/documents that would be used in each stage of the selection process. Examples include but
not limited to :
▪ Resume Screening Criteria Template
▪ Aptitude/Technical Test Question Paper
▪ Technical Interview Evaluation Form: Format to record candidate performance, including sections
for skills, communication, and technical knowledge.
▪ HR Interview Evaluation Form: Format for personality, cultural fit, and behavioral assessment.
▪ Offer Letter Template: Draft a potential offer letter for the role.
PART 3: BACKGROUND INVESTIGATION QUESTIONS
3. Develop Background Investigation Process
o Formulate the process that would be used to verify the candidate's:
▪ Educational Background
▪ Work Experience
▪ Character Reference
▪ Criminal Records and Other Checks
JUSTIFICATION OF PROCESS DESIGN
o The rationale behind the design of your templates and question The work should highlight how they ensure
fairness, efficiency, and effectiveness in the selection process.
COURSE PLAN 2024-2025
PERFORMANCE APPRAISAL PLAN
OBJECTIVE
To help students understand the significance of performance appraisal systems by designing a structured and
objective appraisal plan for the designated role, focusing on key performance indicators (KPIs), evaluation
methods, and feedback mechanisms.
INSTRUCTIONS
PART 1: ROLE AND PERFORMANCE OBJECTIVES /KPI’S
o For the same role identified in the previous assignment, identify 3–5 specific and measurable performance
objectives based on the JD. (It is good if these objectives are aligned w with organizational goals (e.g., meeting
deadlines, achieving sales targets, maintaining customer satisfaction).
o Define measurable indicators for each performance objective.
(Examples: Number of issues resolved, accuracy of work, project completion time. Customer satisfaction
scores, retention rates, complaints resolved. Team productivity, adherence to budgets, employee engagement
scores.)
PART 2: PERFORMANCE APPRAISAL FORM
o Select appropriate methods for evaluating performance, such as:
▪ Self-Appraisal: Employee reflects on their performance.
▪ Managerial Appraisal: Supervisor evaluates performance based on KPIs.
o Create a sample performance appraisal form, including sections for:
▪ Employee Information
▪ Performance Objectives and Ratings
▪ Strengths and Areas for Improvement
▪ Training or Development Needs
▪ Overall Rating
COURSE PLAN 2024-2025
TRAINING AND DEVELOPMENT PLAN
OBJECTIVE
To enable students to understand the importance of training and development in aligning employee skills
with organizational goals by identifying and designing a comprehensive training and development plan for a
specific role.
INSTRUCTIONS
PART 1: ROLE AND TRAINING NEEDS ANALYSIS
1. Training Need Analysis
o Conduct a Training Need Analysis
o Classify training needs into three categories:
▪ Technical Skills (e.g., software usage, industry-specific skills)
▪ Soft Skills (e.g., communication, leadership)
▪ Organizational Knowledge (e.g., company policies, culture, values)
PART 2: DESIGN A TRAINING AND DEVELOPMENT PLAN
2. Develop the Plan
o Outline a structured training and development program for the role
▪ Objective of the Training: What it aims to achieve.
▪ Training Methods: Choose appropriate methods
▪ Topics/Modules: Define key modules
▪ Duration and Schedule: Suggest the timeline for each module.
▪ Resources Required: Identify trainers, tools, or software needed.
▪ Evaluation Metrics: Determine how the effectiveness of the training will be assessed (e.g., quizzes,
feedback, performance improvement).
PART 3: IMPLEMENTATION AND FOLLOW-UP PLAN
3. Post-Training Implementation and Follow Up
o How will the knowledge or skills gained from training will be applied in the workplace.
o Suggest a follow-up process (e.g., periodic performance reviews, refresher sessions, or mentoring programs).
