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10MH01 INDUSTRIAL RELATIONS AND LABOUR LAWS
4 0 0 3
Objectives
 To provide basic knowledge in industrial relations and labour laws.
 To enable the students understand the various provisions of Trade
Union.
 To impart knowledge on Labour Laws.

UNIT – I
Industrial Relations
Concepts, Importance, Objectives, Scope, Frame Work of Industrial
Relations, Approach to Industrial Relations, Evolution, Conditions for
Successful Industrial Relations, Causes of Poor Industrial Relations.
9 Hours
UNIT – II
Trade Union
Objectives, Applicability, Evolution, Theories, Provisions of the Act,
Registration of Trade Union, Duties and Liabilities of a Registered Trade
Unions, Rights and Privileges of Registered Trade Unions, Amalgamation
and Dissolution, Submission of Returns, Penalties and Fines, Power to
Make Regulations.
9 Hours
UNIT – III
Safety
Causes of Accidents, Prevention, Safety Provision, Industrial Health and
Hygiene – Importance, Problems, Occupational Hazards, Diseases.
6 Hours
UNIT – IV
Labour Legislation -I
Factories Act, Contract Labour Act, Industrial Disputes Act, Employees
state Insurance Act, Maternity Benefit Act.
12 Hours
UNIT – V
Labour Legislation -II
Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act,
Employee Provident Fund Act, Payment of Gratuity Act, Workmen
Compensation Act.
12 Hours
Total: 48 Hours
References
1. C.B. Mamoria and Sathish Mamoria, Dynamics of Industrial Relations,
New Delhi: Himalaya Publishing house, 2007.
2. R.S. Dwivedi, Human Relations & Organizational Behaviour, New Delhi:
Macmillan India Ltd, 2007.
3. Ratna Sen, Industrial Relations in India, New Delhi: Shifting
Paradigms, Macmillan India Ltd, 2007.
4. Srivastava, Industrial Relations and Labour laws, Noida: Vikas
Publishing, 2007.
5. C.S. Venkata Ratnam, Globalization and Labour Management
Relations, New Delhi: Response Books, 2007.
10MH02 INTRODUCTION TO PSYCHOLOGY
4 0 0 3
Objectives

 To provide a comprehensive view to the students on the basic
concepts of psychology
 To give insight to the students about the applications of this
discipline in Organization
 To enable the students to make use of the concepts in developing
a better workforce
UNIT – I
Introduction
Definition of Psychology, History, Schools of Psychology, Methods in
Psychology, Introspection, Observation, Case Study, Interview, Survey
and Experimental method
9 Hours
UNIT – II
Biological Bases of Human Behaviour
Brain & Behaviour, Basic structure and functions of nervous system, Left
and Right Hemisphere and its functions, Brain, Neurotransmitters,
Hormones and behavior
10 Hours
UNIT - III
Learning & Memory
Classical and Operant Conditioning, Insight learning, Cognitive learning,
Social learning, Meaning of memory, Short Term Memory, Long Term
Memory, Stages of memory, Information processing model of memory,
Forgetting, causes of forgetting, Memory improvement techniques
10 Hours
UNIT – IV
Thinking & States of Consciousness
Thinking and Reasoning, Thinking Process, Concept formation, Problem
Solving, Decision Making, Creative Thinking, Biological and Circadian
Rhythms, Sleep and stages of sleep, Altered states of consciousness
10 Hours
UNIT – V
Intelligence
Definition, Nature of Intelligence, Theories of Intelligence, Tests in
Measuring Intelligence, Intellectually Gifted vs Retarded, Influence of
heredity and environment on Intelligence, Group Differences in
Intelligence, Ethnic, racial and gender difference and Intelligence
9 Hours
Total: 48 Hours
References
1. Robert A. Baron, “Psychology”, Pearson Education, 5
th
Edition, 2009
2. Morgan, King, Weisz, Schopler, “Introduction to Psychology”, Tata
McGraw-Hill, 7
th
Edition, 2008
3. Michael W Passer, Ronald E Smith, “ Psychology: The Science of
Mind & Behaviour”, Tata McGraw Hill, 3
rd
Edtion, 2007

4. Robert S Feldman, “ Understanding Psychology, Tata McGraw Hill,
6
th
Edition, 2007
5. Smith, Nolen, Fredrickson, Loftus, “Introduction to Psychology”,
Thomson Wadsworth, 14
th
Edition, 2007.
10MH03 MANAGERIAL BEHAVIOR AND EFFECTIVENESS
4 0 0 3
Objectives
 To understand the dimensions of managerial job.
 To enable the students to become effective managers.
 To develop a winning edge for becoming a successful manager.

UNIT – I
Defining the Managerial Job
Descriptive Dimensions of Managerial Jobs, Methods, Model, Time
Dimensions in Managerial Jobs, Effective and Ineffective Job Behaviour,
Functional and Level Differences in Managerial Job Behaviour.
10 Hours
UNIT – II
Designing the Managerial Job
Identifying Managerial Talent, Selection and Recruitment, Managerial
Skills Development, Pay and Rewards, Managerial Motivation, Effective
Management Criteria, Performance Appraisal Measures, Balanced
Scorecard, Feedback, Career Management.
10 hours
UNIT – III
Managerial Effectiveness
Definition, The Person, Process, Product Approaches, Bridging the Gap,
Measuring Managerial Effectiveness, Current Industrial and Government
practices in the Management of Managerial Effectiveness.
9 Hours
UNIT – IV
Environmental Issues
Organizational Processes, Organizational Climate, Leader, Group
Influences, Job Challenge, Competition, Managerial Styles.
9 Hours
UNIT – V
Developing the Winning Edge
Organizational and Managerial Efforts, Self Development, Negotiation
Skills, Development of the Competitive Spirit, Knowledge Management,
Fostering Creativity.
10 Hours
Total: 48 Hours
References
1. Peter Drucker, Management, New York: Harper Row, 2005.
2. Milkovich and Newman, Compensation, New Delhi: McGraw-Hill
International, 2005.
3. Blanchard and Thacker, Effective Training Systems, Strategies and
Practices, New Delhi: Pearson Education, 2005.
4. Dubin, Leadership, ‘Research Findings, Practices & Skills, New Delhi:
Biztantra, 2005.
5. Mathis Jackson, Human Resource Management, Mason: Thomson
Southwestern, 2005.
10MH04 ORGANIZATIONAL CHANGE AND INTERVENTION
STRATEGY
4 0 0 3
Objectives
 To facilitate students understand organizational change process.
 To enable students understand organization development and
Interventions.
 To help students understand Change Management Strategies and
skills.

UNIT – I
Organizational Change
Forces, Types, Frameworks, Process. Resistance to Change,
Overcoming Resistance.
9 Hours
UNIT – II
Perspectives on Organizational Change
Models, Integration, Need for Change- Environmental Pressures,
Organizational Pressures - Organizational Culture and Change
10 Hours
UNIT – III
Change Management
Diagnosis for Change, Modelling Organizations, Component Analysis,
Diagnosing Readiness, Organization Development Approaches.
9 Hours
UNIT – IV
OD Intervention
Types: Human Process, Techno Structural, Human Resource
Management, Strategic Change, Designing Interventions.
10 Hours
UNIT – V
Implementing Change
Strategies for Communicating, Implementation Process: Approaches,
Change Agents, Managing Skills, Consolidating Change, Evaluation,
Emerging Trends.
10 Hours
Total: 48 Hours
References
1. Ian Palmer, Richard Dunford and Gide Akin, Managing Organizational
Change, New Delhi: Tata McGraw Hill, 2006.
2. G. Thomas, Cummings and Christopher G. Woreley, Organizational
Development and Change, OH: Thomson South Western, Mason, 2005.
3. Radha R Sharma, Change Management, New Delhi: Tata McGraw Hill,
2007.
4. Wendell L French, Cecil H Bell and Robert A Zawaki, Organization
Development and Transformation, New Delhi: Tata McGraw Hill of
India, 2008.
5. Wendell L French and Cecil H Bell, Organization Development, New
Delhi: Prentice Hall of India, 2007.
10MH05 PERFORMANCE MANAGEMENT
4 0 0 3
Objectives
 To help students understand the concept and Importance of
Performance Management
 To give insights to the students about the nuances of developing a
Performance Management System
 To enable them to develop effective Performance Management
System & Implement

UNIT – I
Performance Management Introduction
Definition, Importance, Objectives, Uses, Performance appraisal and
Performance Management, Challenges, Ideal Characteristics of
Performance Management System
9 Hours
UNIT – II
Developing Performance Management System
Performance Management Process, Evaluation Criteria, Approaches in
Measuring Performance, Standards, Sources of Information
9 Hours
UNIT – III
Performance Appraisal Methods
Tools for Measuring Performance, Traditional Performance Appraisals,
Modern and Developmental Performance Appraisal Methods, Rater Biases
10 Hours
UNIT – IV
Conducting Appraisals & Reward
Conducting and Communicating Appraisals, Appraisal Feedback,
Performance based Rewards
9 Hours
UNIT – V
Implementation & Improvement
Communication Plan, Monitoring, Strategies for Effective Implementation,
Bottlenecks, Evaluation and Improvement of Performance Management
System
11 Hours
Total: 48 Hours
References
1. A.S. Kohli and T. Deb, Performance Management, New Delhi: Oxford
University Press, 2010.
2. Herman Aguinis, Performance Management, New Delhi: Pearson
International Edition, 2008.
3. T.V. Rao, Performance Management and Application Systems – HR
Tools for Global Competitiveness, New Delhi: Response Books, 2007.
4. Franklin Hartle, Transforming the Performance Management Process,
London: Kogan Page Limited, 1997.
5. Gary Benson, Stepping Up Performance – A Collection of Practical
Knowledge, Research and Theory on Performance & How to Improve it,
Mumbai: Jaico Publishing House, 2005.
10MH06 STRATEGIC HUMAN RESOURCE MANAGEMENT AND
DEVELOPMENT
4 0 0 3
Objectives
 To make the students understand the practices of HRD
 To impart knowledge on cross cultural HRM
 To help the students in knowing Career and Competency
development.

UNIT – I
Human Resource Development
Meaning, Strategic framework for HRM and HRD, Vision, Mission and
Values, Importance, Challenges, Functions, Roles of Professionals, Needs
Assessment, Practices.
9 Hours
UNIT – II
e-HRM
e- Employee profile, e- selection and recruitment, Virtual learning and
Orientation, e - training and development, e- Performance management
and Compensation design, Development and Implementation of HRIS,
Designing HR portals, Issues in employee privacy, Employee surveys
online.
9 Hours
UNIT – III
Cross Cultural HRM
Domestic Vs International HRM, Dynamics, Assessment, - Education and
Training Programs, Leadership and Strategic HR Issues in International
Assignments, Current challenges in Outsourcing, Cross border M &A,
Repatriation, Building Multicultural Organisations, International
Compensation.
10 Hours
UNIT – IV
Career Development and Competency Development
Concepts, Roles, Stages, Planning and Process, Development Models,
Motivation and Enrichment, Managing Career plateaus, Designing
Effective Systems. Competency Development: Competencies and Career
Management, Competency Mapping Models, Equity and Competency
based Compensation.
10 Hours
UNIT – V
Coaching and Counseling
Employee Coaching: Need, Role of HR in coaching, Coaching and
Performance, Skills for Effective Coaching, Effectiveness. Employee
Counseling: Need, Role of HR in Counseling, Components of Counseling
Programs, Counseling Effectiveness.
10 Hours
Total: 48 Hours
References
1. Jeffrey A Mello, Strategic Human Resource Management, Singapore:
Thomson Southwestern, 2003.
2. Randy L.Desimone and Jon M. Werner – David M. Marris, Human
Resource Development, Singapore: Thomson Southwestern, 2002.
3. Robert L.Mathis and John H. Jackson, Human Resource Management,
Singapore: Thomson Southwestern, 2003.
4. Rosemary Harrison, Employee Development – University Press, New
Delhi: India Ltd, 2003.
5. Srinivas Kandula, Human Resource Management in Practice, New
Delhi: Prentice Hall of India, 2004.
10MH07 BEHAVIOUR MODIFICATION AND MANAGEMENT
4 0 0 3
Objectives
 To enable the students in predicting Stress Symptoms and methods
to Cope-up
 To help the students in setting goals and achieving it.
 To give an insight about Emotional Intelligence, Yoga and Spiritual
Intelligence to improve themselves and develop the workforce.

UNIT – I
Stress
Understanding Stress: Meaning, Symptoms, Work Related Stress,
Individual Stress, Strategies to Cope-up Stress, Work-Life Balance
10 Hours
UNIT – II
Goal Setting
Importance of Goal Setting, Steps in Goal Setting, Dimensions of Life and
Goal Setting, Achieving the Set Goals, Visualization, Self Affirmation
8 Hours
UNIT – III
Emotional Intelligence
Definition, Factors of Emotional Intelligence, Importance in Workplace,
Analysis of Thoughts, Basing of Desires, Neutralization of Anger,
Eradication of Worries, Overcoming Fear, Harmony & Happiness in Life,
Attachment, Detachment and Moderation in Enjoyment.
12 Hours
UNIT – IV
Yoga
Purpose, Types, Properties of Yoga, Eight Limbs of Yoga, Seven Chakras
and its Characteristics.
8 Hours
UNIT – V
Spiritual Intelligence
Definition, Spirituality Vs Religion, Challenges in Measuring Spirituality,
Philosophy of Life, Benefits of Spirituality in Workplace, Developing a
Spiritual Organization
10 Hours
Total : 48 Hours
References
1. Yogiraj Vethathiri Maharishi, Journey of Consciousness, Vethathiri
Publications, 1992.
2. Swami Ranganathananda, Eternal Values for a changing society,
Bharatiya Vidya Bhavan, 2003.
3. S.K. Charavarthy, Human Values for Managers, New Delhi: Wheeler
Publishing, 2002.
4. Jeff Davidson, Managing Stress, New Delhi: Prentice Hall of India,
2006.
5. Daniel Goleman, Emotional Intelligence, London: Bloomsberg, 2000.
10MH08 TRAINING AND DEVELOPMENT
4 0 0 3
Objectives
 To enable the students to Identify Training Needs.
 To help the students in understanding Training methods.
 To familiarize the students in pedagogical approaches for
Management Development.
UNIT – I
Introduction to Training and Development
Scope, Importance, Challenges, Systematic Approach, Process, Principle
of Learning, Evolving Training Policy.
9 Hours
UNIT – II
Training and Development Needs
Organizational Analysis, Requirements Analysis – Task and Knowledge,
Skill, Ability and Personal Analysis, Learning Environment and Methods.
9 Hours
UNIT – III
Training Systems
Designing Training Programmes. Training Methods, Training Centers, Role
of External Agency, Training for Change, Resistance in Training,
Developing Effective Trainers.
10 Hours
UNIT – IV
Approaches to Management Development
Methods of Development, Designing Development Programme, Team
Building Exercises, Management Games.
10 Hours
UNIT – V
Evaluation of Training and Development
Criteria, Problems, Steps in Evaluation, Emerging Issues in Training and
Development in India.
10 Hours
Total: 48 Hours
References
1. Irwin L Goldstein and Kevin Ford J, Training in Organizations, New
Delhi: Thomson Publishing, 2005.
2. Biswajiet Pattanayak, Human Resource Training, New Delhi: Wheeler
Publishing, 2005.
3. Craig Robert, Training and Development Handbook, New York: McGraw
Hill, 2005.
4. Randy L Desimone and John M Werner, Human Resource Development,
New Delhi: Thomson Publishing, 2007.
5. Mathis Jackson, Human Resource Management, New Delhi: Thomson
Publishing, 2008.
10MH09 WAGE AND SALARY ADMINISTRATION
4 0 0 3
Objectives
 To help the students understand Wage and Compensation
Determination Process and Components of compensation
 To throw light on Methodology of determination
 To familiarize Compensation and Incentive Administration Process

UNIT – I
Definitions
Wages, Salary, Compensation, Reward, Wage Determination Process,
Wage and Salary Structure, Factors Influencing, Principles.
10 Hours
UNIT – II
Wage Plans
Types- Time Wages, Piece Wages, Balance or Debt Method, Wage
Differentials, Salaries: Components, Scale of Pay, Allowances, Perks.
9 Hours
UNIT – III
Compensation
Types, Components, Designing a Compensation System: Approaches,
Perception of Fairness, Legal Constraints, Linking to Organizational
Objectives.
10 Hours
UNIT – IV
Designing Pay Scales/Structures
Pay Surveys, Grades/Levels, Variable Pay: Types, Factors Determining
Success, Performance Based Compensations and Incentives. Managerial
Compensation, Perquisites, Competency Based Pay.
10 Hours
UNIT – V
Incentives and Rewards
Types-Team Based, Group Based, Organizational Based- Profit Sharing,
ESOPs, Bonus Plans, Gain Sharing Plans. Compensation Administration
and Audit.
9 Hours
Total: 48 Hours
References
1. Joe Martocchio, Strategic Compensation, New Delhi: Pearson
International Edition, 2008.
2. Bruce R Ellig, The complete guide to Executive Compensation, New
Delhi: Tata McGraw Hill, 2007.
3. George Milkovich and Jerry New Man, Compensation, New Delhi:
McGraw Hill, 2004.
4. Lanu A Berger and Dorthy R Berger, The Compensation Handbook,
New Delhi: McGraw Hill, 1999.
5. Dewakar Goel, Performance Appraisal and Compensation Management,
New Delhi: Prentice Hall of India, 2008.
10MH10 COMPETENCY MAPPING AND DEVELOPMENT
4 0 0 3
Objectives
 To introduce to the students the concept of competency mapping
 To enable the students understand the role and importance of
competency mapping in development of an organization
 To enable the students to use competency mapping as a tool for
improving the efficiency of the workforce.
UNIT – I
Introduction
Definitions, Competence, Competency, Skill, Knowledge and Motive, Trait,
Need of Competencies, Competency Mapping, Uses
8 Hours
UNIT – II
Competency Categories
Threshold Competencies, Differentiating Competencies, Generic or Key
Competencies, Functional or Technical Competencies, Leadership or
Managerial Competencies
9 Hours
UNIT – III
Steps in Developing Competency Model
Identifying Core Competencies, Developing Assessment Instrument,
Performance Effectiveness Criteria, Base Competency Map, Competency
Grading, Competency Assessment, Data Gathering, Finalize and Validate
Competency Model
10 Hours
UNIT – IV
Competency Models
Leadership and Managerial Competency Models, Causes for Resistance
and Recommended Actions to address, Competencies and Generic
Indicators, HR Generic Competency Model, Supervisory Generic
Competency Model
11 Hours
UNIT – V
Competency Mapping Implementation & Development
Communication & Implementation of Competency Mapping, Challenges in
Implementation, Strategies to Address the Gaps, Evaluate ROI, Reassess
Competencies and Development
10 Hours
Total: 48 Hours
References
1. Seema Sanghi, The Handbook of Competency Mapping –
Understanding, Designing & Implementing Competency Models, New
Delhi: Sage Publications, 2007.

2. Sharma, 360 Degree Feedback, Competency Mapping and Assessment
Centres for Personal & Business, Mc Graw Hill Education (India), 2002.
3. Whetten & Cameron, Development Management Skills, Prentice Hall
India, 2008.
4. Udai Parek, Understanding OB, New Delhi: Oxford University Press,
2008.
5. Paul R.Bernthal, Competency Study: Mapping the future, ASTD, 2004.
10MH11 INTERNATIONAL HUMAN RESOURCE MANAGEMENT
4 0 0 3
Objectives
 To understand the nature of International HRM
 To develop greater sensitivity and confidence in enhancing capacity
to effectively impact the HRM process when working across
cultures.
 To foment a global mindset among the students.
UNIT I
Introduction to IHRM
Introduction to IHRM, Definition, Reasons For Going Global, Approaches
to IHRM, Difference Between IHRM and Domestic HRM , Reasons for
Emergence of IHRM , Models of IHRM, Matching Model, Harvard Model,
Contextual Model, 5P Model, European Model, Models of SHRM in
Multinational Companies. HRM Practices in Different Countries- Japan,
USA, UK, Turkey, Middle East, India and China.
10 Hours
UNIT II
Recruitment and Selection
International Managers, Parent Country Nationals, Third Country
Nationals, Host Country Nationals , Advantages and Disadvantages of
Different Selection Methods, Recruitment Methods, Head-hunters, Cross-
National Advertising, e-recruitment, Selection Criteria and Techniques,
Use of Selection Tests, Interviews for International Selection,
International Staffing Issues.
9 Hours
UNIT III
Training and development
Context Backdrop of International Training, Training & Development of
International Staff, Types of Expatriate Training, Career Development,
Repatriate Training, Developing International Staff and Multinational
Teams, Knowledge Transfer in Multinational Companies.
10 Hours
UNIT IV
Performance Management
A Conceptual Background, Constraints in Goal Attainment, Performance
Management Cycle, Models, Performance and Appraisal in IHRM, Appraisal
of Expatriate, Third and Host Country Employees, Issues and Challenges
in International Performance Management, Country Specific Performance
Management Practices.
9 Hours
UNIT V
International Compensation
Forms of Compensation and Factors that Influence Compensation Policy,
Key Components of International Compensation, Approaches to
International Compensation, Compensation Practices Across the
Countries, Social Security Systems Across the Countries, Global
Compensation: Emerging Issues.
10 Hours
Total: 48 Hours


References
1. Evans, Pucik and Barsoux, The Global Challenge- Framework For
International Human Resource Management, Tata McGraw-Hill Irwin,
2008.
2. Peter J Dowling and Denice E Welch, International Human Resource
Management, Cengage Learning, 2008.
3. K. Aswathappa and Sadhna Das, International Human Resorce
Management, Mc Graw Hill, 2008.
4. Tony Edwards and Chris Rees, International Human Resource
Management, New Delhi: Person Education, 2008.
5. Monir H. Tayeb, International Human Resource Management, Oxford
University Press, 2005.

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