School of Business and Management

CHRIST (Deemed to be University)

Course Plan

Program Master of Business Administration

Course Code & Name MBA232 Management of Human Resources

Trimester II
Hours & Credits (1 Credit =
30 Hours and 3 Credits
10 hours)
Course Anchor Prof Mary Thomas
Course Facilitators at – Dr Jain Mathew, Dr Vilas A, Dr Vijaya C, Prof Anil
Bangalore - Central Campus D’Souza
Course Facilitators at –
Dr Santosh B, Dr Ananda D G
Bangalore - Kengeri Campus
Course Facilitators at –
Dr Rashmi Rai
Bangalore - BGR Campus
Course Facilitators at – Delhi
Dr Jeanne P, Dr Deepti S
- NCR Campus
Course Facilitators at – Pune
Dr Fr Arun A
–Lavasa Campus
Prof Mary Thomas
Cabin No: 289, Second Floor, Central Block,
Course Anchor & Faculty
Bangalore Central Campus
Contact information
Telephone: 080-40129409
mary.thomas@christuniversity.in

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Course Name: Management of Course Code: MBA232
Human Resources
Total number of hours: 30 Credits: 3
Course This course is an introduction to the human resources function. It covers the
Description key areas in the employee life cycle management.

It aims to give a broad overview of critical people management activities that

all managers will need to be aware of as well as an insight into the depth of the
Human Resource Management function.

The course includes the evolution of the human resource philosophy of people
management as well as approaches dealing with talent management and
industrial relations, thereby setting the foundation for effective management of
human resources.
Course This course attempts to enable students:
Objectives  To identify the concepts of human resource management.
 To apply talent acquisition processes.
 To examine the business impact of HR decisions.
 To analyse the processes in compensation, training and development
and performance appraisal.
 To develop Employee Relations at the workplace.

Terminology** AACSB NBA

Program Learning Goals (PLGs) Program Outcomes (POs)
Program Learning Objective (PLO)
Course Learning Outcomes (CLO) Course Outcomes (COs)

Progamme Learning Goals –Course Objective Matrix (AACSB)/ NBA

Sl. CLO/CO RBT Unit CIA PLG PLO PO(Level)*

No
1 Identify the concepts 3 1 CIA1 PLG2 PLO2.1 PO1(2)
of HRM in a given CIA2
context

2 Apply talent 3 2 CIA1 PLG2 PLO2.1 PO1(2)

acquisition processes CIA2

3 Examine business 4 3 CIA2 PLG2 PLO2.2 PO1(2)

impact of HRM
practices

4 Analyse appropriate 4 4, 5 CIA3 PLG3 PLO3.1, PO5(2)

processes that 3.2, 3.3
address HRM issues

5 Propose a solution for 6 4, 5 CIA3 PLG3 PLO PO5(2)

2
 HRM issues 3.4, 3.5

 When the correlation between CO and PO is more, the level is HIGH (3)
 When the correlation between CO and PO is medium, the level is MEDIUM (2)
 When the correlation between CO and PO is low, the level is LOW (1)

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 Course Mapping

Unit Unit details Week CO-PO Exercises Hours Pedagogy (teaching Resource/ Reference
num (starting per learning methods used)/ details
ber and end week activities and or class
dates) trips/ dates for
assessment
I Human Resource Week 1 CO1 – Pre-reading: 3 Lecture and Discussion Dessler, G &
Management: (4 &2 PO1(2) https://www.shrm.org/ Varkey,B. (2020).
Hours) (08/11 to resourcesandtools/hr-topics/ Menti/Jamboard: Human resource
Concept: Meaning, 16/11) organizational-and-employee- Skills for New Age HR management. 16
Objectives, Scope, development/pages/viewpoint- professionals Edition Pearson
Functions, Models of the-changing-role-of-hr.aspx
HRM, Strategic HRM, Topics for https://hbr.org/
Human Resource Post-reading: Debate/Discussion in 2011/12/why-hr-
Management A https://www.aihr.com/blog/ Class: really-does-add-value
sustainability people-analytics-case-study-  HR costs – Sunk
perspective. Human how-hr-made-customers- cost or
Resource happy/ Investments?
Management in
India: An overview,  Should the HR
skills and function be
competencies of HR outsourced?
professionals (Self
Learning)
Overview of ethical  Managers need to
choices in HRM and focus on targets
expected professional and HR needs to
standards focus on people

4
Unit Unit details Week CO-PO Exercises Hours Pedagogy (teaching Resource/ Reference
num (starting per learning methods used)/ details
ber and end week activities and or class
dates) trips/ dates for
assessment

II Human Resource Week 2 CO2 – Pre-reading: 3 Lecture and Discussion Dessler, G &
Planning, Job &3 PO1(2) https://itchronicles.com/ Varkey,B. (2020).
Analysis and Design: (17/11 to human-resources/why-is- Case Study: Human resource
(4 Hours) 27/11) human-resource-planning- Dubois, L.-E. (2018), management. 16
Definition, Objectives important/ "Killing ‘em softly: Edition Pearson
scope and importance, terminating projects in a
Methods of https://www.aihr.com/blog/ video game studio", The
forecasting, Job case-study-determined- CASE Journal, Vol. 14 Hay Group Job
analysis – objectives, optimal-staffing-levels/ No. 4, pp. 496- Evaluation
process and methods, 512. https://doi.org/10.110
job description, job 8/TCJ-10-2017-0095
specification, job Post-reading: Video: Markov
evaluation. https://asgteam.com/news/ Analysis
Job design (Self does-your-company-have-the- Class Activity https://
learning) bench-strength-to-sustain-top- (Breakouts): www.youtube.com/
performance/ Prepare a Job Description watch?
and Job Specification for v=YCdUmlOsP8w
https://www.gartner.com/ identified positions/job
smarterwithgartner/how-to- roles
build-leadership-bench-
strength/

III Recruitment, Week 4 CO3 – Pre-reading: 3 Lecture and Discussion Dessler, G &
Selection, &5 PO1(2) https://www.aihr.com/blog/ Varkey,B. (2020).
Socialization and (29/11 to recruitment-analytics/ Case Study: Human resource
Retention: (4 Hours) 11/12) Magau, M.D. and Maritz, management. 16

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Unit Unit details Week CO-PO Exercises Hours Pedagogy (teaching Resource/ Reference
num (starting per learning methods used)/ details
ber and end week activities and or class
dates) trips/ dates for
assessment
Meaning and https://harver.com/blog/ J. (2020), "One finance: Edition Pearson
objectives, sources employee-selection-methods/ dealing with Nigeria’s
and constraints of highly-skilled talent https://
recruitment, Selection constraints", Emerald www.recright.com/
process, Methods of Post-reading: Emerging Markets Case en/employer-
selection. https://hbr.org/2019/04/the- Studies, Vol. 10 No. branding-and-
Reliability and legal-and-ethical-implications- 3. https://doi.org/10.1108/ recruitment/
validity of test, of-using-ai-in-hiring EEMCS-01-2020-0017
meaning and https://
importance of Class Activities everyonesocial.com/
socialization, methods (Breakouts): blog/employer-
of socialization and  For the Positions branding/
retention of for which JD and
employees. JS are prepared,
Ethical dilemmas in decide on
recruitment and recruitment
selections, promotions sources, techniques
and transfers. and associated
Employee privacy and
costs
confidentiality in
testing  For the same
positions, design
an optimal
selection process
detailing out the
stages and how
assessment will be

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Unit Unit details Week CO-PO Exercises Hours Pedagogy (teaching Resource/ Reference
num (starting per learning methods used)/ details
ber and end week activities and or class
dates) trips/ dates for
assessment
done during each
stage
Week 6
CIA2 – Mid Trimester Examinations

IV Human Resource Week 7 CO4 – Pre-reading: 3 Lecture and Discussion Dessler, G &
Development: (12 &8 PO5(2) https://www.td.org/atd-blog/ Varkey,B. (2020).
Hours) (20/12 to the-future-of-l-d-5-learning- Class Activities Human resource
Meaning, Objectives 23/12 trends-for-2021 (Breakouts): management. 16
and scope of human and  For the Positions Edition Pearson
resource development 03/01 to https://www.forbes.com/sites/ for which JD and
05/01) forbeshumanresourcescouncil/ JS are prepared,
Training: Orienting 2020/12/23/five-learning-and- prepare a training Kirkpatrick Model
and on boarding new development-trends-to-watch- module on any
employees, aligning for-in-2021/?sh=28edad644d2f relevant skill
strategy and training, required for the
the ADDIE five step
role.
model , conducting Post-reading:
the training need https://www.hrdive.com/  If you were to plan
analysis , Designing news/how-hr-can-encourage- developmental
the training program , peer-to-peer-learning-in-an- interventions for
developing the era-of-remote-work/588738/ these employees,
Programme ,Impleme what factors would
nting the Training https:// you consider?
Program, www.peoplemattersglobal.com
Management /article/talent-management/ Topics for Discussion in
Development how-learning-at-work-is- Class:

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Unit Unit details Week CO-PO Exercises Hours Pedagogy (teaching Resource/ Reference
num (starting per learning methods used)/ details
ber and end week activities and or class
dates) trips/ dates for
assessment
Programme, changing-in-a-remote-working- Relevance of ‘Social
Evaluation of training world-28143 Leaning Theory’ in virtual
effectiveness Current teams and workspaces
trends in training
IV Performance Week 8 CO4 – Pre-reading: 3 Lecture and Discussion Dessler, G &
Management and &9 PO5(2) https://www.mckinsey.com/ Varkey,B. (2020).
Appraisal: (06/01 to business-functions/operations/ Case Study: Human resource
Meaning, Objectives, 15/01) our-insights/performance- Khan, S., K, V. and Raiza, management. 16
scope & purpose, management-why-keeping- A. (2020), Edition Pearson
Appraisal process, score-is-so-important-and-so- "Smartschool.com’s
methods for hard performance review- an https://
evaluating opportunity for growth or www.performyard.co
performance, Post-reading: to quit?", Emerald m/articles/how-
problems & https://etsplc.com/blog/ Emerging Markets Case netflix-does-
challenges in replacing-performance-ratings- Studies, Vol. 10 No. performance-
appraisal, Fairness and how-amazon-deloitte-and- 2. https://doi.org/10.1108/ management
equity in performance google-do-it/ EEMCS-07-2019-0199
appraisals. Current
trends in performance https://www.peoplematters.in/ Class Activities
management article/performance- (Breakouts):
management/has-rejecting-  For the Positions
bell-curve-worked-20357 for which JD and
JS are prepared,
prepare a
Performance
Review Sheet
 Give suggestions to

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Unit Unit details Week CO-PO Exercises Hours Pedagogy (teaching Resource/ Reference
num (starting per learning methods used)/ details
ber and end week activities and or class
dates) trips/ dates for
assessment
managers on how
best to ‘enhance’
performance

Topics for Discussion in

Class:
How do we measure
‘performance’ in a remote
work environment?

IV Compensation: Week 10 CO4 – Pre-reading: 3 Lecture and Discussion Dessler, G &

Definition and & 11 PO5(2) https://www.linkedin.com/ Varkey,B. (2020).
objectives, Basic (17/01 to pulse/future-workplace- Class Activities Human resource
factors in determining 24/01) compensation-post-covid-dan- (Breakouts): management. 16
pay rates, Job schawbel  For the Positions Edition Pearson
evaluation methods for which JD and
how to create a market https:// JS are prepared, Mercer Report:
– competitive pay plan www.willistowerswatson.com/ prepare an offer Compensation Trends
, Executive en-IN/Insights/2021/01/top-5- letter with in Asia Pacific
compensation , broad employee-compensation- compensation
banding individual trends-for-2021 break up. Try to
employee incentive,
include variable
and recognition
pay as well.
programme, Post-reading:
incentives for sales https://www.shrm.org/
people, benefits resourcesandtools/hr-topics/ Topics for Discussion in
Recent trends in wage compensation/pages/ Class:

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Unit Unit details Week CO-PO Exercises Hours Pedagogy (teaching Resource/ Reference
num (starting per learning methods used)/ details
ber and end week activities and or class
dates) trips/ dates for
assessment
and administration developing-a-post-pandemic- Is compensation a
pay-strategy.aspx ‘Hygiene’ or ‘Motivation’
factor? (Based on
Herzberg’s two-factor
theory of motivation)

V Industrial Relations - Week 11 CO5 – Pre-reading: 3 Lecture and Discussion Dessler, G &
Basic Concepts: (6 & 12 PO5(2) https:// Varkey,B. (2020).
Hours) (25/01 to auto.economictimes.indiatimes Topics for Discussion in Human resource
Meaning and 03/02) .com/news/industry/10-worst- Class: management. 16
importance of labour-agitations-in-indian- Are Trade Unions relevant Edition Pearson
industrial relations, auto-industry/51099922 today?
Trade unions, Industrial Relations
Collective bargaining Code 2020
and Workers’ Post-reading:
participation in https://www.livemint.com/
management. news/india/100-years-on-india-
s-trade-unions-face-a-tough-
road-ahead-
11604231049316.html

ASSESSMENT OUTLINE

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 Component Description Units Maximum Weightage Total
marks
CIA1 Group Assignment 1,2 20 20
CIA2 Mid Trimester Examination 1,2,3 50 50% 25
CIA3 Individual Assignment 4,5 20 20
ETE End Trimester Examination 1,2,3,4,5 50 60% 30
Attendance 5 5
TOTAL 100

ASSESSMENT DESCRITPTION

CIA 1

Description: PPT on ‘Return – to – Office’ Plan

 This is an Group Assignment.

 Students are required to form groups of 5 or 6 members. Students are encouraged to form diverse groups (gender/educational
background/work experience).

 Students have to identify ONE Company of their choice and prepare a PPT addressing the following:
o Prepare a ‘Return – to – Office’ plan for operations.

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 o Take into consideration (any four): Human resource plan, organising of work and teams, changing job descriptions and
specifications, addressing concerns employees may raise, covid protocols applicable, impact on space utilisation, shift utilisation
etc – dimensions will vary depending on the context chosen.
o Apply talent acquisition processes to address identified problems. These many include processes related to HRP, job analysis, job
design and job evaluation.
o Prepare an action plan for implementation covering aspects of timelines, duties, person responsible, contingency plans, employee
responsibilities etc.
o PPT to have a maximum of 20 slides
 Submission through Google Classroom
 Submission Deadline: 27 November 2021

CIAI Rubrics

Program Learning Goals PLG2

Program Learning PLO2.1: Identify the context of the business problem
Objectives
Total Marks 20 Marks
Criteria/Weightage/PLO CO- Excellent (5) Very Good (4) Good (3) Average(2) Needs
PO Improvement(1)
Identify the concepts of CO1 – Four concepts Three concepts Two concepts One concept No concepts
HRM in a given PO1(2) identified accurately in identified accurately identified identified identified in the
context/PLO2.1 the given context in the given context accurately in the accurately in given context
given context the given
context
Choose the problems that CO1 – Four problems Three problems Two problems Up to two No problem
need to be PO1(2) identified and well identified and well identified and problems identification

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 addressed/PLO2.1 defined defined well defined identified, but
not well defined
Apply talent acquisition CO2 – Talent acquisition Talent acquisition Talent acquisition Talent No talent
processes/PLO2.1 PO1(2) processes are defined processes are defined processes are acquisition acquisition
and applied to address and applied to address defined and processes are processes
more than two two identified applied to address defined, but not applied
identified problems. problems one identified applied to the
problem context
Develop a plan for CO2 – Student clearly states a Student clearly states All elements of A few elements Plan lacks clarity
implementation/PLO2.1 PO1(2) complete list of a complete list of the plan are of the plan have
specific, feasible, steps feasible actions but explained with clarity
for implementation the potential barriers clarity, but lacks
with clarity in are not defined. feasibility
explanation. Potential
barriers are clearly
defined as are
strategies to address
them.
*Weightage (Levels) can vary depending on assignments

CIA 2 – Mid Trimester exam

Question Paper Pattern:

Section A = 3 questions for 10 marks each
Section B = Case Study for 20 marks

CIA II Rubrics for Case Study Analysis

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Program Learning PLG2
Goals
Program Learning PLO2.1: Identify the context of the business problem
Objectives PLO2.2: Examine management theories in the cross functional setting
Total Marks 20 Marks
Criteria / CO-PO Excellent (5) Very Good (4) Good (3) Average(2) Needs
Weightage/PLO Improvement(1)
Identify the concepts CO1 - Five HRM Four HRM concepts Three HRM Two HRM One HRM concept
of HRM in a given PO1(2) concepts identified identified in the concepts concepts identified in the given
context/PLO2.1 in the given context given context identified in the identified in context
given context the given
context
Apply talent CO2 - Talent acquisition Talent acquisition Talent acquisition Talent No talent acquisition
acquisition PO1(2) processes are processes are defined processes are acquisition processes applied
processes/PLO2.1 defined and applied and applied to defined and processes are
to address more address two applied to address defined, but
than two identified identified problems one identified not applied to
problems. problem the context
List managerial action CO3 - More than one More than one One managerial Managerial No managerial
to be taken/PLO2.2 PO1(2) managerial action managerial action is action is action listed actions listed
is explained with explained with explained with does not
clarity and clarity and addresses clarity and address the
addresses major major problems in addresses a major issues in the
and minor the case problem in the case
problems in the case
case
Examine business CO3 - Impact of HRM Impact of HRM Impact of HRM Impact of Impact of HRM
impact of HRM PO1(2) practices is well practices is well practices is HRM practices practices is not
practices/PLO2.2 examined, linkage examined, linkage moderately is vaguely examined
with business with business examined, linkage examined,
context is context is explained with business lacks linkage
explained with with relevant details, context is with business
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 relevant details, cross functional lens explained with context
cross functional is not applied incomplete details
lens is also applied
*Weightage (Levels) can vary depending on assignments

CIA 3 – Research Assignment

This Assignment is being used for Assessment of Programme Learning Objectives as well.

This is an individual assessment, however the work will be done in groups.

 Students are required to form groups of 5 or 6 members. Students are encouraged to form diverse groups (gender/educational
background/work experience).

 Students have to identify ONE HR Practice related to Compensation, Performance Management, Training and Development or Industrial
Relations.
o Each student will review TWO research articles related to the chosen topic. The articles chosen have to be unique – but within the
theme of the group.
o The group will also identify a business initiative/problem related to the chosen theme – This will be from the business news.
o As a group, they will record a video of their discussions on the business problem and the research perspectives that each one has
read about. Students have to introduce themselves before presenting.
o This video will be between 8 minutes to 10 minutes.
o At the end of the discussion, individual videos need to be recorded. Here, each student will suggest action points based on the
research they have read as well as that presented by the other group members.

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 o The key aspect here is how well the student is able to combine different perspectives as presented by others in the group as well
as their own understanding.
o This video will be for a maximum of 2 minutes per student and will be prepared and submitted individually.
 Submission through Google Classroom
 Submission Deadline: 17 January 2022

CIA III Rubrics

Program Learning Goals PLG3

Program Learning PLO3.1: Outline presentation with clear goals and objectives
Objectives PLO3.2: Utilize appropriate communication mode for effective team collaboration.
PLO3.3: Examine the flow of communication
PLO3.4: Defend using appropriate language
PLO3.5: Develop ideas and concepts to address issues.
Total Marks 21 Marks (Converted to 20 Marks)
Criteria / Weightage/PLO CO-PO Excellent (3) Satisfactory (2) Needs Improvement (1)
Outline presentation with CO4 – Presentation exhibits complete Presentation exhibits limited clarity on Presentation has no clarity
clear goals and PO5(2) clarity of goals and objectives goals and objectives on goals and objectives
objectives/PLO3.1

Utilize appropriate CO4 – Communication modes utilized Communication modes utilized by the Communication modes
communication mode for PO5(2) by the team members is team members is partially relevant and utilized by the team
effective team relevant and leads to close leads to moderate level of coordination members are inappropriate
collaboration/PLO3.2 coordination among team among the team members and leads to lack of
members coordination among the
team members.

Examine flow of CO4 – Communication is clear in its Communication is partially appropriate Communication has
PO5(2) design, logic, and organization. in its design, logic, and organization. limited clarity in its

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 communication/2/PLO3.3 design, logic, and
organization.

Defend using appropriate CO5 – Influences audience/readers Moderately influences audience/readers Fails to convince
language/PLO3.4 PO5(2) with convincing language in a with language audience/readers due to
consistent and effective inconsistent language
manner.
Develop ideas and CO5 – Communication effectively Communication moderately synthesizes Communication lacks
concepts to address PO5(2) synthesizes divergent and divergent and contradictory synthesis of divergent and
issues/2/PLO3.5 contradictory perspectives perspectives. contradictory
perspectives.
*Weightage (Levels) can vary depending on assignments

Prepared by Reviewed by Approved by

(Faculty in-charge) HoD
Mary Thomas

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