Specialization: - Human Resource

1) Industrial Relations
 This course will help the student to get exposure on Industrial Relations.
 To Understand the relations ship between the employee, employer, union and government
COURSE OUTLINE :
 Industrial Revolution: IR Concept, Importance & Scope – Factors affecting IR –Approaches to IR – IR
Policy Pre Independence & Post Independence – ILO – Changing Scenario of Industrial unrest – Case
Studies
 Trade Union Movement in India: Aim, objectives, structure and governing of trade unions - Theories of
trade unionism - Disputes – Impact – Causes – Strikes – lockouts -layout – Prevention - Industrial
harmony - Government Machinery – Conciliation –Arbitration – Adjudication - Grievance procedure –
Case Study
 Labour Welfare: Concepts, need, importance, scope & Features – Approaches to Labour Welfare –
Worker’s Education – Concept, Objectives – Workers Education in India – Levels of Workers
Education – Workers Training – Case Studies
 Collective Bargaining: Concept, Features, Importance – Principles of Collective Bargaining – Forms of
Collective Bargaining – Process of Negotiation during Bargaining
 Worker’s Participation in Management: – Concept, Objective – Forms of participation –Levels of
participation – Functions of Joint Council – Condition necessary for effective working – Case Studies

Suggested case studies/case lets on:

 Some cases of real business world to supplement learning from the course.

RECOMMENDED READING:
 Dynamics of Industrial Relations, Memoria, Memoria&Gankar (2008), Himalaya Publishing House.
 Industrial Relations in India, Ratan Sen (2010) MacMillan
 Industrial Relations Emerging Paradigms, B.D.Singh (2010), Excel Books
2) Cross Cultural Management
COURSE OBJECTIVES: :
 Globalization, growing presence of multinationals with expatriate managers, cross border mergers and
acquisitions and increasing diversity of workforce demands human resource to be more sensitive to
cross-cultural issues and understanding of international approaches to dealing with people in
organizations.
 The course seeks to look at HRM in a broader, comparative and international perspective to deal with
complex issues and manifold risks.

COURSE OUTLINE :
 International Human Resource Management :– Concept, Nature, Scope – Difference between IHRM &
Domestic HRM – Developing IHRM strategies – Case Studies Globalization & HRM – Stages in
Internationalization of Business – IHRM Approaches.
 Cross Cultural Implications: Culture and Organization Performance – Case Studies Staffing of
Multinationals – Planning, Recruitment & Selection – Trends in International Staffing – Training &
Development – Training Strategies – Expatriate.
 Cross Cultural Training: – Trends in Training for Competitive Advantage – Case Studies -International
Business Structure – Types of Multinational Structure.
 Performance Management in International Organizations: – Variables influences performance of
expatriate – International Compensation management – Variables influences Compensation – issues in
compensation – Case Studies.
 Benefits from Returns – Challenges of Re-entry – Repatriation process – Managing Repatriation –
International Industrial Relations – Nature & Approach – Case Studies.
Suggested case studies/case lets on:
 Some cases of real business world to supplement learning from the course.
RECOMMENDED READING:
 International HRM, K.Aswathappa&SadhnaDesh, Tata McGraw Hill, 2010
 International HRM, S.C. Gupta, Mac Millan, 2010
 International HRM, Peter J. Dowling, Denice E.Welch, Thomson Leaning, 2010
3) Conflict & Negotiation Management

COURSE OBJECTIVES: :
 This course aims at providing a systematic introduction of concepts, theories and practices, with a focus
on equipping students with toolkits of handling conflict and negotiation.
 To learn and Evaluate the effectiveness and appropriateness of strategies, methods, and responses that
are appropriate to a given conflict situation.
COURSE OUTLINE :
 Fundamentals of Negotiation: Nature of negotiation, Dimensions of Negotiation, Structure, norms &
values, Strategy & planning.
 Negotiation Processes: Perception & Preparation, Communication & Influence, Ethics in negotiation,
Agreement, Role Play (activity)
 Conflict Management: Definition, Models of conflict (Process & Structural), Sources of conflict,
Relationship between conflict & performance in team, Advantages & Disadvantages of Conflict.
 Managing Conflict: Individual difference, Personalities & abilities, Interpersonal conflict, Group
conflict, Organizational conflict, Dealing with difficult subordinates & boss, Technique to resolve team
conflict, Strategies to resolve organizational conflict, Role Play (activity).
 Desk research: Students to study 4 case studies related to negotiation, third party conflict resolution
(ADR) & prepare presentation on the same.
Suggested case studies/case lets on:
 Some cases of real business world to supplement learning from the course.
RECOMMENDED READING:
 Negotiation by Lewicki, Saunders, Barry, TMGH
 Corporate Conflict Management - concepts & skills by Eirene Rout, Nelson Omika, PHI.
 Negotiation- Communication for diverse settings- Michael Spangle, Sage Publication.
 Negotiation, Harvard Business Essentials, Harvard Business School Press How to negotiate effectively,
David Oliver, The Sunday Times.
 Conflict Resolution Techniques by Subbulakshmi, ICFAI University press Conflict Management,
Barbara Corvette, Pearson Education
4) International Human Resource Management

COURSE OBJECTIVES: :
 Identify and Understand issues and practices pertaining to the major HRM functions within the context
of a multinational Environment.
 Recognize and value cultural differences
 Describe the cultural differences
 Become an expert with regard to issues and practices pertaining to major HRM functions globally
COURSE OUTLINE :
 International framework for HR Vision, Mission and Values , Importance ,Challenges to Organizations
,HR Functions , Roles of HR Professionals , HR Needs Assessment ,Measures of HR performance .
 International role of HR :Planning and Implementing Strategic HR policies, HR Strategies to increase
firm performance Links to HR, Strategy and Business Goals Recent trends Strategic Capability , Bench
Marking and HR Audit.
 Organizational Change: Managing change and OD, instituting TQM, Creating Team based
Organizations, HR and BPR, Flexible work arrangement.
 Establishing Strategic pay plans, Determining periods, Establishing periods, Pricing Managerial and
professional jobs, Compensation trends, Objectives of international Compensation, Approaches to
international Compensation, Issues related to double taxation. Cases.
 Career & Competency Development: Career Concepts Roles, Career stages, Career planning and
Process, Career development
 Models, Career Motivation and Enrichment Managing Career plateaus designing Effective Career
Development Systems –Competencies and Career Management, Competency Mapping Models , Equity
and Competency based Compensation.
 Managing Global Human Resources-HR and the internationalization of business, Improving
international Assignments through selections, Training and maintaining international Employees,
Developing international Staff and Multinational Teams.
Suggested case studies/case lets on: Some cases of real business world to supplement learning from the
course.
RECOMMENDED READING:
 Gary Dessler, Human Resource Management, PHI, New Delhi, 2003.
 Charles R. Greer, Strategic Human Resource Management, Pearson Education, 2003.
 Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy, Managing Human Resources, PHI, 2001.
 Peter J. Dowling, Denice E. Welch, Randall S. Schuler, International Human Resource Management,
Thomson South-Western, 2002
 Randy L. Desimone, Jon M. Werner – David M. Mathis, Human Resource Development, Cengage
Learning, 2007.
 Jeffrey A Mello, Strategic Human Resource Management, Cengage Learning, Southwestern 2007.

Compulsory Elective
 5) Knowledge Management in HR

COURSE OBJECTIVES: :
 Students are given an overview of Knowledge management, its evolution and the challenges it faces.
 Acquire the knowledge about building the learning organization and how knowledge markets are
managed.
 Students are exposed to the use of Knowledge management tools.
 Students are given the in-depth details about various knowledge management applications
COURSE OUTLINE :
 An Introduction to Knowledge Management - The foundations of knowledge management- including
cultural issues- technology applications organizational concepts and processes- management aspects-
and decision support systems. The Evolution of Knowledge management: From Information
Management to Knowledge Management - Key Challenges Facing the Evolution of Knowledge
Management - Ethics for Knowledge Management
 Creating The Culture Of Learning And Knowledge Sharing: Organization and Knowledge Management
- Building the Learning. Organization. Knowledge Markets Cooperation among Distributed Technical
Specialists – Tacit Knowledge and Quality Assurance.
 Knowledge Management-The Tools :Telecommunications and Networks in Knowledge Management -
Internet Search Engines and Knowledge Management - Information Technology in Support of
Knowledge Management -Knowledge Management and Vocabulary Control - Information Mapping in
Information Retrieval -Information Coding in the Internet Environment - Repackaging Information.
 Knowledge management-Application : Components of a Knowledge Strategy - Case Studies (From
Library to Knowledge Center, Knowledge Management in the Health Sciences, Knowledge
Management in Developing Countries).
 Future Trends And Case Studies: Advanced topics and case studies in knowledge management -
Development of a knowledge management map/plan that is integrated with an organization's
strategic and business plan - A case study on Corporate Memories for supporting various aspects in the
process life -cycles of an organization.
Suggested case studies/case lets on:Some cases of real business world to supplement learning from the course.
RECOMMENDED READING:
 Srikantaiah.T. K., Koenig, M., “Knowledge Management for the Information Professional”Information
Today, Inc., 2000.
 Nonaka, I., Takeuchi, H., “The Knowledge-Creating Company: How Japanese Companies Create the
Dynamics of Innovation”, Oxford University Press, 1995.
 Kimiz Dalkir,Jay Liebowitz, “Knowledge Management in theory & practices”,2011,2 nd edition.
 Donald Hislop,” Knowledge Management in Organizations -A critical introduction”, 3rd edition,
Oxford University Press

6) Corporate Governance & Business Ethics

COURSE OBJECTIVES: :
 To acquire knowledge of ethics, emerging trends in good governance practices.
 To understand the concept of corporate governance, why governance is important for corporations as
well as for society at large.
 To Study issues concerning the future evolution of corporate governance in the context of globalization.
COURSE OUTLINE :
 Introduction- Ethics, Business Ethics, Corporate Governance, Governance through Inner Consciousness
and Sustainability - Failure of Governance and its Consequences.
 Ethical Principles in Business- Role of Board of Directors- Organization Climate and Structure and
Ethics - Addressing Ethical Dilemmas - Code of Ethics; Ethics Committee; Ethics Training; Integrity
Pact - Case Studies and Contemporary Developments.
 Conceptual Framework of Corporate Governance- Introduction, Need and Scope - Evolution of
Corporate Governance - Developments in India- Developments in Corporate Governance – A Global
Perspective- Elements of Good Corporate Governance.
 Board Effectiveness - Issues and Challenges -Board Composition; Diversity in Board Room; Types of
Directors; Board’s Role and
Responsibilities - Chairman, CEO, Separation of Roles - Relationship between Directors and Executives
- Visionary Leadership - Board Charter, Meetings and Processes - Directors’ Training and Development
- Performance Evaluation of Board and Directors.
 Board Committees –Introduction - Various Board Committees, their Composition, Role and
Responsibilities, Contribution to Board Governance - Audit Committee - Shareholders Grievance
Committee- Remuneration Committee- Nomination Committee- Corporate Governance Committee-
Corporate Compliance Committee.
 Legislative Framework of Corporate Governance in India - Under Listing Agreement, SEBI Guidelines,
Companies Act - Corporate Governance in – PSU’s – Banks – Insurance Companies.
 Corporate Governance and Shareholder Rights - Rights of Shareholders -Challenges in Exercising
Shareholders Rights- Corporate Governance issues with regard to Related Party Transactions -Role of
Investor Associations in Securing Shareholders Rights- Role of Institutional Investors in Corporate
Governance.
 Corporate Governance and Other Stakeholders-Employees- Customers- Lenders – Vendors –
Government – Society.
Overview of Various Codes of Corporate Governance - Need for Regulatory Codes -Corporate Governance
Reforms in India - The Naresh Chandra Committee on Corporate Audit and Governance - The Kumar
Mangalam Birla Committee on Corporate Governance -The Narayana Murthy Committee on Corporate
Governance - The Reserve Bank of India (RBI) Advisory Group on Corporate Governance -The FICCI Report
on Corporate Governance -The Cadbury Committee, UK

7) Talent Acquisition & Retention Management

COURSE OBJECTIVES: :
 Companies often describe the people they employ as their most important asset. The best companies
view talent as competitive differentiator and one where the acquisition, engagement, development, and
retention of talent is a strategic priority.
 This course exposes students to methods and practices to acquire, engage, and develop talent; focuses on
the development of leaders within an organization; and examines how executive succession is managed.

COURSE OUTLINE :
 Introduction to Talent Management: Introduction, Talent Management – Overview, Talent Management
– History, the Scope of Talent Management, Need of Talent Management, Key Processes of Talent
Management, Talent vs knowledge people, Source of Talent Management, Consequences of Failure in
Managing Talent, Tools for Managing Talent.
 Building Blocks for Talent Management: Introduction, Effective Talent Management System, Building
Blocks of Effective Talent Management System
 Life Cycle of Talent Management: Introduction, Linkage between Talent Management Process and
Workforce, Importance of Talent Management Process, Important Steps to Assess Talent Management
Process, Stages of Talent Management, Essentials of Talent Management Process
 Approaches to Talent Management: Talent Management Approaches, Developing a Talent Management
Strategy, Mapping Business Strategies and Talent Management Strategies, Post Recession Challenges of
Talent Management Talent Planning, Objectives of Talent Planning, Steps in Strategic Talent Planning,
Succession Planning Program, Innovative talent planning, Current Industry Practices for Strategic
Talent Planning, Ensuring Leadership
 Talent Acquisition: Introduction, Talent Acquisition, Recruiting Process, Strategic Trends in Talent
Acquisition, Talent acquisition management solutions
 Talent Engagement and Retention: Introduction, Concept of Talent Engagement, Retention, Employee
Engagement and Retention, the Race for Talent: Retaining and Engaging Workers, Best Practices for
Talent Engagement, Improving Employee Retention
Suggested case studies/case lets on:
 Some cases of real business world to supplement learning from the course.
RECOMMENDED READING:
 Primary text: Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2008).
 Human Resource Management: Gaining a Competitive Advantage, 6th Edition. McGraw-Hill/Irwin

8) HR issues in Merger & Acquisitions

COURSE OBJECTIVES: :
 To familiarize the students with the Conceptual framework relating to M&A and Organization
integration
 To enable students to understand Human and cultural related issues arising out of M&;A
 To outline the various roles of HR functionaries in dealing with M&A
 To build competencies in the participants to manage people and culture related issues during an M&A
process.
COURSE OUTLINE :
 Concepts of M& A: Overview of Mergers; Types And Characteristics; Motives Behind Mergers ,
Difference between Merger, Amalgamation, Absorption Reconstruction and Takeover
 Organizational Growth through M& A , M& A in historical perspective, The Indian Scenario of M&A,
An overview of HR contributions towards M& A; Stages; Value Creation through Mergers; Agents
Contributing to Mergers and Acquisition Activities,
 Understanding the Strategic Dynamics of M& A: Process of Merger Integration- Process of Merger
Integration- Organizational and Human aspects; Managerial challenges of Mergers and Acquisition.
Strategic fit and the M & A decision Developing integration models, Human Due diligence,
implementing the integration plan
 HR Related Issues in M&;A: Organizational Vision and Mission, Developmental structures and
systems, HR policies, Managing Ambiguity, Attracting and retaining high performers, Managing lift-
outs, Utilizing and managing excess manpower , Establishing of continuity and integration of culture,
Managing insecurity and stress,• Organizational Renewal
 HR Role in Managing M& A: Managing Change, HR Role in Managing change through M&A, M&A
Phases and HR Role, Preliminary stage (establishing people and culture fit), M&;A phase, Post M&;A
roles, HR Competencies in Managing M&A

Suggested case studies/case lets on:Some cases of real business world to supplement learning from the
course.

RECOMMENDED READING:
 Weston. F, Chung. K, and Hoag, S. (2008). Mergers, Restructuring, and Corporate Control, Prentice-
Hall of Indian Pvt. Ltd., New Delhi.
 Patrick A. Gaughan (2007). Mergers, Acquisitions and Corporate Restructurings, 4/e Wiley India, New
Delhi.
 Narayanan, P. and Vikram, Nanda (2003), Finance For Strategic Decision Making- What non financial
managers Need to Know, Jossey- Bass, Wiley India.
 Reuvid Jonathan, (2005). Mergers and Acquisitions, Kogan Page.
 Robert Brown (2007), Applied Mergers and Acquisitions, John Willey and Sons.