MBA HR Syllabus, Study MBA Human Resource Management

We at Millennium School of Business Bangalore Offer MBA in Human Resource Management (HRM) through University of Mysore.


Third Semester

3.3    Elective HRM 1: Human Resource Development
1.  Human Resource Development: Sub systems of HRD & OD, HRM and HRD, Emerging trends in HRD, HRD in IT industry, public sector, government organizations, and NGOs.

2. Performance Management: Traditional and modern techniques, Open Appraisal – Identification of Key Performance Areas and Key Result Areas – Managerial appraisal – Ethical issues in performance appraisal. Potential appraisal, Feedback mechanisms, Performance management and career development. Bi-directional performance management.

3. Mentoring, Coaching & Employee Counseling Services: Nature mentoring and coaching, Coaching to improve poor performance, Effectiveness of coaching, Need for employee counseling programs, Components & Characteristics, Issues in employee counseling.

4.  Career Planning and Development: Meaning and process –    Career path, Career width and Length – Succession planning –   Career Development.

5.  Learning and development in knowledge setting: Learning in a knowledge environment, creating a holistic developmental approach, developing social capital, developing knowledge leadership capabilities, project-based learning, working with technology, building a comprehensive knowledge development strategy, planning for individual development.

3.4    Elective HRM 2: Organizational Change and Development

1.  Organizational Change:    Planned organizational change, Change agents, Dynamics of resistance to change, Planned change.  Quality work life.

2.  Organization Development: History of Organization, Development – Values – Assumptions – Beliefs in organization development.

3. Theory and Management of Organization Development: Foundations of organization development – Managing the organization development process – Action research and organization development.

4.  Organization Development Intervention: Team intervention – Inter-group and third party peacemaking intervention – Comprehensive intervention – Structural interventions – Training experiences.

5. Key Considerations and Issues: Issues in consultant – Client relationships – System ramifications – Power, politics and organization development – Research in organization development

3.5    Elective HRM 3: Training and Development

1. Training: Introduction, Importance of training, Advantages of training, Training challenges, Changing workplace and workforce, Training as a sub system of HRD, Learning environment, Instructional design, Learning outcomes, Feedback, Conditions of transfer, Converting training objectives to training plan.

2. Training Needs Assessment (TNA): Methods of TNA, Organizational support for TNA, Organizational analysis – Specifying goals, Identifying constraints, Resource analysis, Learning principles, Training enhancement, Trainee characteristics.

3.  Training Delivery: Traditional vs Modern methods, SDLP, Simulated work settings, DLP, CD ROM, Interactive Multimedia, Web-based instructions, Intelligent Training System (ITS), Virtual Reality Training (VRT).

4. Training Evaluation: Criteria, Evaluation of criteria, Dimensions of criteria, Use of experimental designs, Quasi experimental designs, Utility conservations, Individual difference models, Content validity model, Statistical method.

5. Training Interventions: Learning Experience and Building Organization Capability, Employee capability, Apprenticeship, Vestibule, Embedded training, Team building, cross and Inter-positional training, Leadership training.

4th Semester

4.2 Elective HRM 4: Strategic Human Resource Management
1.Context of Strategic HRM: Investment perspective of HRM, factors influencing investment oriented organizations, Impact of changes in technology, Workforce demographics & diversity on HRM.

2.Strategic Role & Planning: Strategic HR Vs Traditional HR, Barriers to strategic HR, Strategic HR planning; aggregate & succession planning.

3. Strategic Perspectives on Recruitment, Training & Development,: Temporary Vs Permanent employees, Internal Vs External recruiting; Interviewing, testing, references; International Assignment, Diversity, Strategizing training & development, need assessment, design & delivery.

4.Strategic Perspectives on Performance Management, Feedback & Compensation:  Use of System, who, what & hoe to evaluate, measures of evaluation, Internal equity, external equity, and Individual equity.

5. Employee Separation:  Reduction inforce, Turnover, Retirement, International Vs Domestic HRM, Strategic HR Issues in International Assignment.

4.3 Elective HRM 5: Labour Legislations
1.  Industrial Disputes Act 1947: Emphasis on Sec 2 (all definitions), 9A, 10, 12, 17, 18, 22, 23, 24, 25, Chapter V B, Up to Sec 25 (S) and Sec 33.  Karnataka ID Rules, Industrial Employment (Standing Orders) Act, Karnataka Standing Orders Rules.
2. Indian Factories Act 1948: Karnataka Factory Rules, Contract Labour (Regulation and Abolition) Act 1971, Karnataka Contract Labour Rules.
3.  Payment of Gratuity Act 1982: Payment of Bonus Act 1965, Karnataka Industrial Establishments (National Festival Holidays) Act.
4. ESI Act 1948: Employees Provident Fund and Miscellaneous Provisions Act 1952, Workmen’s Compensation Act 1932. Payment Wages Act 1936.
5.  Code of Discipline in Industries:  Report of the second national labour commission 2002.  Latest ILO deliberation on labour legislation in developing countries.

4.4 Elective HRM 6: Industrial Relations & Collective Bargaining

1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution.
2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions.
3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS.
4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches & techniques, patterns of bargaining.
5. Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements.

4.5 Elective HRM 7: Knowledge Management

1. Knowledge Management: Concept, Leadership and Knowledge Management, Knowledge culture, learning & developmental organization, Applying knowledge to work practices, Knowledge Systems, Knowledge Service, Strategic Knowledge Leadership.
2.  Strategic Knowledge Management: Models, Knowledge Workers, Phases of Knowledge Development, Knowledge Management Infrastructure, Harnessing Organizational Knowledge, Building Knowledge Management into the Strategic Framework.
3. Knowledge Leader: Contributory Disciplines to Knowledge Leadership, Attributes Roles, Leading Knowledge Teams, Knowledge network, Recruiting and Selecting Knowledge Leaders.
4  Knowledge Culture: Knowledge Culture Enablers, Maintaining the Knowledge Culture during Change, Reviewing, Implementing & Maintaining the Knowledge Culture.
5. Knowledge Management & HRM Practices: Structural Support, Impact of Organizational Structure on Knowledge Management, Staffing, Performance Management, Rewarding, Knowledge Workers, Learning & Development, Organizational Evaluation and Review.


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