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Study Human Resource Management MBA PGDM Subject

Human Resource Function Human Resource Philosophy – Changing environments of HRM – Strategic human resource management – Using HRM to attain competitive advantage – Trends in HRM – Organisation of HR departments – Line and staff functions – Role of HR Managers.
Recruitment & Placement Job analysis : Methods - IT and computerised skill inventory - Writing job specification - HR and the responsive organisation. Recruitment and selection process : Employment planning and forecasting - Building employee commitment : Promotion from within - Sources, Developing and Using application forms - IT and recruiting on the internet. Employee Testing & selection : Selection process, basic testing concepts, types of test, work samples & simulation, selection techniques, interview, common interviewing mistakes, Designing & conducting the effective interview, small business applications, computer aided interview.
Training & Development Orientation & Training: Orienting the employees, the training process, need analysis, Training techniques, special purpose training, Training via the internet. Developing Managers: Management Development - The responsive managers - On-the-job and off-the-job Development techniques using HR to build a responsive organisation. Management Developments and CD-Roms - Key factor for success. Annex.54.J - MBA - SDE Page 11 of 23 Performance appraisal: Methods - Problem and solutions - MBO approach - The appraisal interviews - Performance appraisal in practice. Managing careers: Career planning and development - Managing promotions and transfers.
Compensation & Managing Quality Establishing Pay plans : Basics of compensation - factors determining pay rate - Current trends in compensation - Job evaluation - pricing managerial and professional jobs - Computerised job evaluation. Pay for performance and Financial incentives : Money and motivation - incentives for operations employees and executives - Organisation wide incentive plans - Practices in Indian organisations. Benefits and services : Statutory benefits - non-statutory (voluntary) benefits - Insurance benefits - retirement benefits and other welfare measures to build employee commitment.
Labour relations and employee security Industrial relation and collective bargaining : Trade unions - Collective bargaining - future of trade unionism. Discipline administration - grievances handling - managing dismissals and separation. Labour Welfare : Importance & Implications of labour legislations - Employee health - Auditing HR functions, Future of HRM function.

MBA Common Subjects

Accounting and Finance for Managers
Technology Innovation and Sustainable Enterprise
Brand Management
Business communications MBA Masters of Business Administration
Business Environment
Business Ethics and corporate Goverance MBA Masters of Business Administration
Business Ethics and Ethos
Business Laws
Business Plan and Ethics
Business Policy and Strategic Management
Computer Applications in Management
Entrepreneurial Finance
Entrepreneurship Development
Financial Management
Human Resource Management MBA Masters of Business Administration
Information Technology and E Commerce
Information Technology for Management
International Business
Management Accounting
Management Information system MBA Masters of Business Administration
Managerial Economics MBA Masters of Business Administration
Marketing Management MBA Masters of Business Administration
Operation and Production Management
Organisational Behaviour MBA Masters of Business Administration
Principles and Practices of Management
Principles of Management and Organisational Behaviour
Production and operations management MBA Masters of Business Administration
Project management
Quantitative Techniques for decisionmaking MBA Masters of Business Administration
Quantitative Techniques for Management
Research Methodology MBA Masters of Business Administration
Research Methods in Management
Strategic Management


To become a successful manager of people, students need to understand behaviour of human resources in various organisational situations. In a complex world of industry and business, organizational efficiency is largely dependent on the contribution made by the human resources of the organization. The objective of this course is to sensitize students to various facts of managing people and to create an understanding of the various policies and practices of human resource management.

Human Resource Management-. Introduction and Scope, HRD-Concept, Need, Human Resource Planning-Concept, Process, job design-Concept approaches, job analysis, job description, job specification. Human Resource Procurement-Recruitment. Selection and induction. Training, Training phases, Need Assessment, Establishment, Establishment of Training objectives, Training method Lecture, case method, Role playing. Business in Basket T- Group, Incident, Syndicate, Evaluation of a training Programme. Performance measurement and reward systems-introduction, performance drivers, leadership and performance, reward management performance appraisals. Discipline. The grievance procedure.
Employee compensation-purpose and importance, components. non monetary rewards, workers participation in Management Employee. Strategic challenges for leadership, career management, SHRM Mergers and acquisitions.


Subject Title : Human Resource Management Course Number : Number of Credit Hours : 3 (Three) Subject Description : This course presents the human resource functions, recruitment, placement, training, development, compensation, managing quality, labour relations and employee security. Goals: To enable the students to learn the importance of the human resources, recruitment and training and also the importance of the labour relations in the organization. Objectives: On successful completion of the course the students should have: 1. understood the changing environment of the HRM and the role of the HR managers. 2. learnt the recruitment process and the application of the IT. 3. learnt the importance of the training and development. 4. learnt about the pay plans, performance appraisal and compensation. 5. learnt the importance of the labour relation, the employee security and collective bargaining. Contents: REFERENCE 1. Gary Dessler, "Human Resource Management", Seventh edition, Prentice- Hall of India P.Ltd., Pearson. 2. David A. DeCenzo & Stephen P.Robbins, Personnel/Human Resource Management, Third edition, PHI/Pearson. 3. VSP Rao, Human Resource Management: Text and cases, First edition, Excel Books, New Delhi - 2000. 4. Dr. R.Venkatapathy & Assissi Menacheri, Industrial Relations & Labour Welfare, Adithya Publications, CBE, 2001. 5. Robert L.Gibson and Marianne H.Mitchell, Introduction to Counseling and Guidance, VI edition, PHI, 2005.
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