NIRMA UNIVERSITY

INSTITUTE OF LAW
Programme Name : B.A.,LL.B. / B.COM.,LL.B. / B.B.A., LL.B.

Course Module
Semester

: II

Course Name

: Human Resource Management

Course Code

: 2BBL204

Academic Year

: 2012-13

January - 2013 to July 2013

Course Coordinator

: Ms Nandini Sinha

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TEACHING & EXAMINATION SCHEME

Assessment Component :
COMPONENTS

Marks

Weightage

Semester End Exam

100

40%

CE

100

60%

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1. COURSE CURRICULUM
1.1 Objectives of the course:
This course will provide a broad overview of the Human Resources Management
(HRM) field. The goals of this course are threefold: to understand the various content
areas (e.g., job analysis, training & development, performance management and
appraisal, compensation and employee relations) in the HRM field, to advance oral
competencies through professional presentations and intra-class discussion/debate,
and to strengthen written competencies by offering feedback and revision
opportunities on written assignments. While understanding HRM terms and
terminologies it is also important for a class of this nature, the improvement of oral
and written competencies for future.
1.2 Teaching methodology / Pedagogy:
The class will be of interactive nature and learning will be based on group
discussions, class presentations, experience sharing and role plays. The basic
emphasis of teaching would be more towards practical application of theory
concepts.
In a nutshell the teaching methodology would cover the following approaches.
Theory and discussion based learning
Presentations
Management Games and Role Plays
Case Study Method
1.3 Learning Outcome:
After studying the course the students will be able to:
A. Explain what is HRM and how it relates to the success of an organization .
B. Understand the important trends in HRM.
C. Learn how to distinguish between problems that can be fixed with training and
those that cant
D. Employ fair disciplinary practices.
1.4 Code of Conduct
It is simple
1. Come to class in time. Late comers will not be entertained.
2. Come prepared to the class. Do your homework. Your participation in the class
will be assessed under the Continuous Evaluation component.
3. Do your assignments as per the instructions. Timely submission is a must.
4. Study for your exams and dont expect the facilitator to spoon feed and give
notes.

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1.5 Text Book & References:

Text Book :
VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)TB
Reference Book:
1. Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill
4th Edition)-RB
2. Gary Dessler Human Resource Management (PHI 10th Edition)
3. P Subbarao - Human Resource Management and Industrial Relations (Himalaya
Publication)
4. Edwin B. Flippo Personnel Management (Tata McGraw Hill)
5. S. S. Khanka Human Resource Management (S. Chand)
6. Mirza S Saiyadain Human Resource Management (Tata McGraw Hill)
7. Pravin DuraiHuman Resource Management ( Pearson Publication)
8. Bernard- Human Resource Management (Tata McGraw Hill 4th Edition

21

2. BARE SYLLABUS: Human Resource Management

SEMESTER II
UNIT 1: Introduction to HRM
Meaning Of HRM,
Nature & Scope of Human resources management,
Difference between HRM and traditional Personnel Management,
Human Resource Development- Evolutions & Principles.
UNIT 2: Human Resource Planning & Audit
Meaning of Human Resource Planning,
Features of Human Resource Planning,
Methods and steps in Human Resource Planning,
Job Analysis, Job Description, Job Specification,
Recruitment and Selection, Job Compensation,
Human Resource Information System, HR Accounting & Audit.
UNIT 3 : Personnel Development Program
Objectives of Training,
Identification of Training needs,
Executive Development and Career Planning,
Performance Counseling,
Performance Appraisal,
Potential Appraisal.

22

UNIT 4: Performance Management

Establishing Strategic Pay Plans,
Pay for performance and Financial incentives,
Managing Global Human Resources,
Managing Strategic Organisational Renewal
UNIT 5: Quality Management
Features of Total Quality Management (TQM),
Features of Quality, Quality Circles and Quality Control,
Social Security, Health & Safety, Employee Welfare,
Human Relations- Definitions, objectives,
Employee Grievances and Discipline, Collective Bargaining.
UNIT 6: Industrial Relations
Industrial Relations-Definitions and Main Aspects,
Trade Union Legislations,
Methods of settling Industrial Disputes,
Legislations Concerning Settlement of Industrial Disputes.

23

3. COMPREHENSIVE MODULE
HUMAN RESOURCES MANAGEMENT
SEMESTER I
UNIT I: INTRODUCTION
We will see that human resource management activities such as hiring, training,
appraising, compensating and developing employees is a part of every managers job.
We will also understand why HRM is important to all the managers, global and
competitive trends and the HRM trends.
1.Meaning of HRM
- Meaning, Definition and Introduction to Human Resource Management
- Components of HRM
- Importance of HRM
2.Nature & Scope of HRM
- Varied Nature of HRM functions
- Scope of HRM by IIPM
- Various Activities covered under HRM by ASTD
3.Difference between HRM & Personnel Management
- What is Personnel Management?
- Personnel Management and HRM: Is there a difference??
4.Evolution of HRM
- History of Labour Growth in India
- Phases of Evolution for the concept of HRM
5.HRD- Evolution and Principles
- Introduction to Human Resource Development
- Evolution of HRD
- Principles of HRD

24

Reference:
VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)-pg: 16, pg: 35, pg: 15&16, pg: 326,327,331-332, 339
Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th
Edition)
P Subbarao - Human Resource Management and Industrial Relations (Himalaya
Publication)
UNIT II: HUMAN RESOURCE PLANNING AND AUDIT
Human Resource Mangement process process really begins with deciding what the
job entails.How to analyze a job and how to write job descriptions. How to make
recruitment process effective and understanding the various tools to select the best
candidates for the job.
1.Meaning of HRP
- Introduction to Human Resource Planning
- Features of HRP
- Objectives & Importance of HRP
- Process of HRP
2. Job Analysis
- Introduction to Job Analysis
- Uses of Job Analysis
- Process of Job Analysis
3. Job Description & Job Specification
- Definition of the terms Job Description & Job Specification
- Difference between two terminologies Recruitment & Selection
- Introduction to Recruitment
- Sources of Recruitment
- Methods for Recruitment
- Introduction to Selection
- Process of Selection
4. Job Compensation
- Introduction to Compensation
- Nature of Compensation
- Components of Pay Structure in India
- Job Evaluation
Human Resource Information System, HR Accounting & Audit
- Concept of Human Resource Accounting
- Approaches to HRA
- Human Resource Information System (HRIS)

25

Reference :
VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)Pg: 141-152, pg: 119-124, pg: 130-133, pg: 162, pg: 166-174, pg: 436-438, pg 723,
pg: 736-738, pg: 748.
Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th
Edition)
P Subbarao - Human Resource Management and Industrial Relations (Himalaya
Publication)
Gary Dessler Human Resource Management (PHI 10th Edition)

UNIT III: PERSONNEL DEVELOPMENT PROGRAM

The rubber needs to hit the road. Careful selection does not guarantee performance.
Even high potential employees cannot do their job if they do not know what to do or
how to do it. Making sure that the employees know what is to be done and how it is to
be done is the job of the HR manager.
1. Training
- Training V/s Development
- Objectives of Training,
- Identification of Training needs
- Types of Training
2. Executive Development and Career Planning
- Importance of Management Development
- Methods / Techniques in Management Development
- Career Planning and its Process

26

3. Performance Appraisal, Performance Counseling & Potential Appraisal

- Concept of Performance Appraisal
- Methods of Performance Appraisal
- Performance Appraisal Practices in India
- Performance Counseling
- Potential Appraisal
Reference:
VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)Pg: 424-425, pg: 398-417
Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th
Edition): pg: 238-243, pg: 264-267, pg: 268-270
P Subbarao - Human Resource Management and Industrial Relations (Himalaya
Publication)
Gary Dessler Human Resource Management (PHI 10th Edition)
UNIT IV: PERFORMANCE MANAGEMENT
In a knowledge economy, organizations rely heavily on their intangible assets to build
value. Consequently, performance management at the individual employee level is
essential and the business case for implementing a system to measure and improve
employee performance is strong.
1. Pay for performance and Financial incentives
- Pay for Performance System
- Incentive Plans
- Establishing Strategic Pay Plans

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2. Managing Global Human Resources

- Managing International HR Activities
3. Managing Strategic Organizational Renewal
Reference:
VSP Rao-Human Resource Management Text & Cases (Excel Books 2nd Edition)pg: 464-465, pg: 472-473
Aswathappa K. Human Resource and Personnel Management (Tata McGraw Hill 4th
Edition): pg: 760-765
P Subbarao - Human Resource Management and Industrial Relations (Himalaya
Publication)
Gary Dessler Human Resource Management (PHI 10th Edition)
UNIT V: QUALITY MANAGEMENT
"As much as 95% of quality related problems in the factory can be solved with seven
fundamental quantitative tools." - Kaoru Ishikawa
Deal with grievances sensitively, particularly where they concern other workers is
very important. One may wish to develop specific procedures for very sensitive
matters involving unfair treatment eg, discrimination, bullying or harassment.but
consider also having a separate "whistleblowing" procedure, so that workers are
encouraged to raise any complaints about wrongdoing eg fraud, internally rather than
disclosing them outside the business.
1. Features of Total Quality Management (TQM)- pg: 83-84 TB, pg:141 RB 1.
- Features of Quality, Quality Circles and Quality ControlReading Notes will be given
2. Social Security, Health & Safety, Employee Welfare- pg: 504-506, pg: 540-541,
pg: 509-511, pg: 514 TB
3. Human Relations- Definitions, objectives
- Employee Grievances and Discipline, Collective Bargaining- pg: 608-614 TB
UNIT VI: INDUSTRIAL RELATIONS

This discipline covers the relationship of employees with the organization and with
each other. Industrial relations is concerned with anticipating, addressing and
diffusing workplace issues that may interfere with an organizations business
objectives, as also with resolving disputes between and among management and

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employees. It includes the processes of analyzing the employer-employee

relationship; ensuring that relations with employees comply with applicable central
and local laws and regulations; and resolving workplace disputes.
It also includes matters involving union issues, collective bargaining and ongoing
union-management relations. The practice of counseling, disciplining and terminating
employees falls within the domain of this discipline.
1. Industrial Relations-Definitions and Main Aspects- pg: 692-708 TB
2. Trade Union Legislations- pg: 660, pg: 667-672 TB
3. Methods of settling Industrial Disputes
4. Legislations Concerning Settlement of Industrial Disputes- pg: 692, pg: 700-708
TB.

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4. TERM ASSIGNMENT SCHEDULE, SYLLABUS, EVALUATION

Sr. No. of
Term
Assignme
nt
I

Topic of
Assignment

II

Continuous
Evaluation Quiz

Covering Unit IV, V,VI

The students will be
evaluated in the class on
the basis of 2 marks
questions asked to them on
the reading material and
cases provided to them in
the class

Ongoing
Exercise

N.A.

III

Group
Presentations

Experential Exercise &

GD.
The GD Evaluatiion sheet
is attached to the module.

Ongoing
Exercise

N.A.

Unit test (a)

Method/Syllabus/
Evaluation

Date

This would be short

Feb 5,2013
question & MCQ test (with
negative marking 0.25 for
every incorrect answer)
covering Unit I/II/III.

Declaration
Date

Feb 15,2013

Total

30

Sr.
No.

Unit

1.
2.

--I

Main Topic

Sub Topics

Discussion on Subject and syllabus

Meaning Of HRM,
Introduction to
HRM
Nature & Scope of Human
resources management,

No. of
Classes
1

Tentative
dates for the
lectures
Jan 3 ,2013
4/1/13
12/1/13

5
Difference between HRM and
traditional Personnel
Management,
Human Resource
Development- Evolutions &
Principles.

3.

II

Human Resource
Planning &
Audit

Meaning of Human Resource

Planning,
Features of Human Resource
Planning,

15/1/1325/1/13

Methods and steps in Human

Resource Planning,
Job Analysis, Job Description,
Job Specification,
Recruitment and Selection,
Job Compensation,
Human Resource Information
System, HR Accounting &
Audit.
4.

III

Personnel
Development
Program

Objectives of Training,
Identification of Training
needs,
29/1/13-9/2/13
Executive Development and
Career Planning,

31

Performance Counseling,
Performance Appraisal,

5.

IV

Performance
Management

Potential Appraisal
Establishing Strategic Pay
Plans,
6

12/2/1321/2/13

22/2/13
9/3/13

Pay for performance and

Financial incentives,
Managing Global Human
Resources,

6.

Quality
Management

Managing Strategic
Organisational Renewal
Features of Total Quality
Management (TQM),
Features of Quality, Quality
Circles and Quality Control,
Social Security, Health &
Safety, Employee Welfare,
Human RelationsDefinitions, objectives,

VI

Industrial
Relations

Employee Grievances and

Discipline, Collective
Bargaining.
Industrial RelationsDefinitions and Main Aspects,
12/3/1327/3/13

Trade Union Legislations,

8
Methods of settling Industrial
Disputes,

REVISION

Legislations Concerning
Settlement of Industrial
Disputes.
ALL UNITS

32

29/3/13-5/4/13

6.TUTORIALS WITH TENTATIVE DATE SCHEDULE

Cases : Photocopy of the case to be provided by the faculty to the class
1. Carter Cleaning Company : Understanding HRM (Pg-29)
- Week 1
2. Hotel Paris Case : Job Analysis(Pg 161)- Week 2
3. Finding People Who Are Passionate About What They Do (pg 195):
Recruitment
- Week 3
4. Reinventing The Wheel At Apex Door Company : Training (pg309)
- Week 6
5. Negotiating with Trade Union : Business Maharajas-Ratan Tata
Week7
Experential Exercise :
1. Evaluate the instructor
- Week8
2. Draft a discipline manual for the students of a college -Week9
3. Using several business publication such as Business World and
Business Today, compile a list of what HR managers and departments
do today?
-Week 10
Group Discussions :
4. Balance between career and family
-Week4
5. Managerial skills learnt from classroom can never match those learnt
from experience
- Week5
6. Managers do not add value to the society
- Week6
7. Human rights and Animal wrongs(abstruse topic -Week11
8. Training Can it make a difference?
- Week12

7. PREDEFINED SEE SYLLABUS

SEE : All the units
8. GUEST LECTURE
Topic : Potential Appraisal
Speaker ( Tentative) : Dr. Harishmita Trivedi, IMNU
Date : Beginning March ( Not yet finalised)
9.METHODS OF FEEDBACK FROM THE STUDENTS
Student feedback is welcomed. The course coordinator is available to discuss any issues
with students throughout the course. These may be questions in relation to the content of
a particular lecture.
When students have not understood a reading they are encouraged to raise this matter in
the tutorial or during the case study.
This has no bearing on the formal university course evaluation form that students
complete at the end of the module.
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