JAWAHARLAL NEHRU TECHNOLOGIAL UNIVERSITY ANANTAPUR MBA Semester II Human Resource Management 1.

. Human Resource Management: Gaining a Competitive advantage Responsibilities and Roles HR Departments perform Changing nature of the HRM function Competitive Challenges influencing HRM Meeting competitive challenges through HRM practices. 2. HRM and Competency BuildingHRM and Change Management HR as a Strategic Business Partner The role of HR in providing Sustainable competitive advantage. 3. Human Resource Process: Objectives and Process Job Analysis and Design Acquisition and preparation of HR Selection and placement process Types of interviews Effectiveness of Interviews Socialising, Orienting and Developing Employees. 4. HR Training: Employee Training Determining Training needs Training approaches Employee Development Job shadowing Employee Development Methods Evaluating Training and Development Effectiveness. 5. Managing Careers: Career Development versus Employee development Career Development Value for the organization and individual Career stages Career Choices and Preferences Holland Vocational Preferences Model The Scheins anchors Myers Briggs Typologies Mentoring and Coaching. 6. Performance Management: An organizational model of Performance Management (PM) Purposes of Performance Management Performance Measures criteria Approaches to measuring performance Performance Appraisal Methods Performance feedback Performance Management and Pay Performance Management for Teams. 7. Contemporary Issues in HRM: Work Life Balance - Diversity Management Talent Management Quality of Work Life HR issues in Mergers and Acquisitions. HR Competency Mapping Employer Branding Employee Branding HR Scorecard Whistle blowing Policy. 8. Industrial Relations: Dynamics Outsourcing Implication of Globalization to HRM Function and Functionaries. References Human Resource Management, Bohlander, 10thEdition, Thomson2006,. Human Resource Management, Dessler Gary, 10th Edition, Pearson/Prentice Hall of India 2006,. Human Resource Management, Aswathappa, 4th Edition, TMH 2006 Human Resource Management, R.Wayne Mondy, Robert M.Noe,Pearson Personnaland Human Resource Management Text and cases, Subbarao, Himalaya, 2009 Human Resource Management, Noe A.Raymond, John Hollenbeck, Barry Gerhart and Patrick Wright,Tata McGraw Hill. Human Resource Management a case study approach, Muller Jaico Publishers,2008 Human Resource Management, Text and Cases, VSP Rao, Excel Books 2006 .

Video Case: The Job Market for Graduates (3:33) The good news for graduating college students entering the workforce is that the job market is getting better. The bad news is, there are lots of you competing. But thats not all that bad. If youre looking in a strong industry and youre clever about searching and interviewing, you will soon launch your career. The class of 2007 entered one of the best job markets in several years, with hiring up in many sectors. The demand for new college graduates reached an all-time high in spring 2001, dropped dramatically in 2002 and 2003, and has moved up slowly since 2004. 1 A Monster.com survey found that 76 percent of employers planned to hire grads in spring and summer 2007, a significant increase from the previous year. Why the jump in the number of jobs? Companies are saying that as they expand into global markets, they have more positions open, said Andrea Koncz, employment information manager for the National Association of Colleges and Employers (NACE), and with the retirement of the baby boomers, companies want to hire new talent. Employers arent wasting time in their talent search. Figures from NACE show that more than 80 percent of the undergraduate class of 2007 that applied for full-time jobs received at least one offer by early May, and on average applicants received 2.25 employment offers. 2 Along with overseas expansion and older workers leaving the workforce, the low unemployment rate 4.5 percent according to the U.S. Bureau of Labor Statisticsalso has contributed to the need for workers. Several industriessales, marketing, public relations, accounting, financial services, customer service, and healthcare--have been recruiting. Manufacturers and consumer-goods companies are also making strong offers to college grads. Starting salaries are up 3 to 5 percent across all industries. 3 Even with an increase in hiring, job seekers face lots of competition. Employers responding to the MonsterTrak survey anticipated receiving 73 applications for every entry level position. To increase your chances of getting an interview, go to all campus recruiting events your college or university hosts. These are opportunities for students to meet and talk with employers. Also use your schools career services center to find names of alumni who can be valuable contacts in the job search. Such efforts helped Dan Devine land a job as institutional sale assistant in a New York asset management firm before graduation from Fordham University. I was lucky to interview with an alum who graduated seven years ago, Dan said, and we were able to instantly connect. The two shared Fordham stories during this successful first interview. In Dans second interview he spoke to five different people, answered every possible question, and came away thinking there was a great fit. The level of competition makes interviewing strategies crucial. Recent college graduates are well advised to prepare carefully for the interview. Research the company and think of questions to ask. Act professionally. Wear a suitcleaned and pressed--to the interview. Afterwards, send interviewers a thank-you note. According to Dan Levi of Monster Worldwide, lack of professionalism is cited by employers as their most critical criterion for not hiring a candidate. Professionalism extends beyond your appearance and interpersonal behavior to your social networking via the Internet. Your potential boss is going to Google you and check out your Facebook or MySpace profile, so make sure yours presents a positive, professional image of youa strong job candidate in a strong job market. Discussion Questions 1. How can the selection interviewing process be made as effective as possible? 2. What is your opinion of the interviewing tips given in the video? Which tips of your own would you give to job seekers?

Chapter 10 Employee Separation and Retention Video Case: Is It OK to Take Office Supplies? (5:14) Many people pocket a few pens, Post-its, or pads of paper from the office to take home. Is pinching office supplies an action employers expect, a job perk, or a crime? To get workers opinions, NBC News talked to the employee on the street. Many people confessed to taking pens and pencils, a notepad or two, a hole puncher, scissors, tape, and even food from the unit refrigerator. Some employees said they stole things by accident, while one justified taking paint and other art supplies as just desserts in her unpaid internship in the design department. Office supplies top the list of stuff stolen from workplaces. Items that disappear most often are pens and pencils, sticky notes, and paperclips. A survey for Lawyers.com by Harris Interactive found that 58 percent of nearly 2,400 U.S. employees admitted they took such office supplies from work.1 Some workers heist heftier things like plants, paintings, and office furniture. Some go for more expensive goods, such as computers, software, and books. Most damaging to employers and far more serious are thefts of intellectual property and classified information. Can a case of sticky fingers put you in the line of fire? Some employees on the street didnt think so. Several said stealing a few office supplies does not warrant firing; one suggested warning someone who made it a habit and maybe firing if theft continued. Observers suggest that employees seem to have a sense of entitlement, feeling they are owed a few extras because of the long hours they work. Many younger workers dont think lifting office supplies is stealing. According to a survey, one in five employees ages 18 to 24 did not feel its wrong to take home office supplies. Employers dont necessarily agree, and they are watching. An employee who is taking small items may raise concerns about potentially more serious stealing. Moreover, theft of even lowticket items adds up. Internal theft is a growing problem, with workers now stealing more than outsiders. In the retail sector, employee theft accounts for $17.8 billion in shrinkage, nearly half of the total, while customer shoplifting amounts to $12.2 billion, about a third. 2 Four out of 10 managers responding to a survey on Inc.com said they have fired employees for theft. One management consultant advises clients that discovered and confirmed theft is grounds for immediate dismissal.3 In this electronic age, the biggest concern of companies is protecting information. Employees can simply copy confidential data to a disk or thumb drive and put it in their pocket. Theft of intellectual property that would affect the bottom line or a companys competitive position would warrant firing, at the least, and perhaps legal action. Well-publicized cases abound. A research chemist working for DuPont faced up to 10 years in prison, a $250,000 fine, and restitution after pleading guilty to stealing $400 million worth of trade secrets.4 Two men accused of plotting with a secretary at Coca-Cola to steal trade secrets from the company and sell them to rival PepsiCo pleaded guilty to conspiracy; the plans came to light when Pepsi warned Coca-Cola.5 Discussion Questions 1. Is it stealing to take office supplies from your workplace? 2. At what point does employee theft become grounds for firing?