Human Resource Management (HRM)

1. Fundamentals of Human Resource Management

Introduction to HRM:

• Meaning, nature, and scope of HRM.
• Objectives, functions, and roles of HR managers.
• Evolution of HRM, difference between Personnel Management and HRM.
• HR as a strategic business partner.

HRM Models and Theories:

• Hard and soft HRM models.
• Theories of motivation: Maslow, Herzberg, McGregor’s Theory X and Y.

2. Recruitment and Selection

Human Resource Planning (HRP):

• Importance and process of HRP.
• Methods for demand and supply forecasting in HR.

Recruitment:

• Sources of recruitment: Internal vs. external recruitment.
• Job analysis, job description, and job specification.

Selection:

• Selection process: Screening, testing, interviews, reference checks, and selection decision.
• Methods of selection: Structured vs. unstructured interviews, psychometric testing, assessment centers.
• Legal and ethical aspects of recruitment and selection.

3. Training and Development

Training:

• Importance and objectives of employee training.
• Types of training: On-the-job, off-the-job, simulation, role-playing, etc.
• Training methods: Classroom lectures, e-learning, case study method.

Employee Development:

• Difference between training and development.
• Career development and planning.
• Management development programs (MDP).

Evaluation of Training Programs:

• Training needs analysis.
• Kirkpatrick’s model of training evaluation.

4. Performance Management and Appraisal

Performance Appraisal:

• Purpose and process of performance appraisal.
• Techniques of appraisal: Rating scales, 360-degree feedback, management by objectives (MBO).
• Challenges and biases in performance appraisal.

Performance Management:

• Setting performance standards and expectations.
• Continuous feedback, coaching, and counseling.
• Performance improvement plans (PIPs).

5. Compensation and Benefits

Job Evaluation:

• Methods of job evaluation: Ranking, classification, point factor method.
• Internal vs. external equity in compensation.

Compensation Management:

• Components of compensation: Basic pay, allowances, incentives, bonuses, commissions.
• Pay for performance: Merit-based pay, skill-based pay, competency-based compensation.

Benefits and Perks:

• Types of employee benefits: Health insurance, retirement plans, paid leave, employee stock options (ESOP).
• Fringe benefits and perquisites.

6. Labor Relations and Industrial Relations

Introduction to Industrial Relations (IR):

• Meaning and importance of IR.
• Role of trade unions, employers’ associations, and government in IR.

Collective Bargaining:

• Process, importance, and types of collective bargaining.
• Negotiation strategies and conflict resolution.

Grievance Handling and Disciplinary Procedures:

• Causes of grievances and grievance redressal mechanism.
• Disciplinary procedures: Principles and types of discipline.

7. Organizational Behavior (OB)

Introduction to Organizational Behavior:

• Meaning and significance of OB.
• The relationship between HRM and OB.

Individual Behavior in Organizations:

• Personality, perception, learning, attitudes, and motivation.
• Motivation theories: Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, Vroom’s Expectancy Theory.

Group Behavior:

• Group dynamics, team building, and leadership.
• Leadership theories: Trait theory, behavioral theory, contingency theory.

Organizational Culture and Change:

• Types of organizational cultures.
• Managing change and resistance to change.

8. Human Resource Development (HRD)

Introduction to HRD:

• Difference between HRM and HRD.
• Objectives and functions of HRD.

Career Planning and Development:

• Career stages and career paths.
• Succession planning and talent management.

Employee Engagement and Retention:

• Employee engagement strategies.
• Causes of employee turnover and retention strategies.

9. HR Metrics and Analytics

Introduction to HR Metrics:

• Measuring HR effectiveness using KPIs (Key Performance Indicators).
• HR dashboards and reports.

HR Analytics:

• Use of data in making HR decisions: Predictive analytics, workforce analytics.
• Tools for HR analytics: Excel, HR software, and other technologies.

Data-Driven Decision Making:

• Impact of big data on HR.
• Trends in HR analytics and future of data-driven HR.

10. Strategic Human Resource Management (SHRM)

Strategic Role of HRM:

• Linking HR strategy with organizational goals.
• SHRM models: Best fit and best practice approaches.

HR in a Global Context:

• Global HR strategies, managing expatriates, cross-cultural management.

HR in Mergers and Acquisitions:

• Role of HR in mergers, acquisitions, and restructuring.
• Integration of workforce and cultures in post-M&A situations.

11. HR Laws and Legal Compliance

Labor Laws:

• Overview of key labor laws: Minimum Wages Act, Industrial Disputes Act, Factories Act, Payment of Wages Act, etc.

Employment Laws:

• Equal Employment Opportunity (EEO), anti-discrimination laws.
• Laws related to gender equality, sexual harassment at the workplace (POSH Act).

Health and Safety Regulations:

• Occupational health and safety standards.
• Role of HR in ensuring compliance with safety regulations.

12. Emerging Trends in HRM

Technology in HRM:

• Role of HR software, HRIS (Human Resource Information Systems), AI in recruitment and employee management.

Gig Economy and Flexible Work Arrangements:

• Managing freelancers, remote workers, and the challenges of a gig workforce.

Diversity and Inclusion (D&I):

• Importance of D&I in the workplace.
• Strategies to foster an inclusive culture.

Corporate Social Responsibility (CSR) and HR:

• Role of HR in driving CSR initiatives.
• Employee volunteer programs, ethical leadership.

Project Work and Case Studies

• Practical projects on topics such as recruitment, employee engagement, compensation strategies, etc.
• Case studies on performance management, HR challenges in mergers, managing industrial relations, etc.
• Internship or fieldwork experience in HR departments.