Verify Account

Unit-I

Definition, Evolution, Objectives, Scope and Functions of HRM. HRM Typology, System, Strategy, and Matrix of HR – Stakeholders and Integrated Models of HRM – Line vs. Staff - The Changing Environment and Role of HRM. Competitive challenges influencing HRM – HRIS: Three levels comparison – Competency Framework for HR Professionals.

Unit-II

Job Analysis – Systems Exchange Model. Analysis and Mapping of workflow. Job characteristics model. Job

Design – Job Evaluation – Towers Perrin Model of Total Reward – Performance Appraisal – HR Planning

– Gallagher HR Estimator – Cohort Analysis – Recruitment – Yield Ratio Analysis – Process of Selection, Placement and Orientation. Training Methods – Kirkpatrick and Pecuniary Utility Models of Training – MDP.

Unit-III

Introduction to HRD – HR Accounting – Lev and Schwartz, Flamholtz and Hermanson’s Models – Audit, Research, Policies, Validity generalization of HR – Career Planning – Greenhaus Career Development Model– Protean Career – Psychological Contract: Functions and Types – HR Utility Framework – Markov Employee Transition.

Unit-IV

Dunlop’s IR Model – Organogram – QWL – QC – Grievance Management – Labour Turnover and Stability

Indices – Worker’s Participation in Management – Bate’s Brand Wheel for Employer Brand – Employee

Engagement Index – Employee Value Proposition – Absence Management – Brand Factor.

Unit-V

HR Outsourcing – HR issues in Mergers and Acquisitions – HR Six – Sigma process – HR Index – HR – ROI –Job Diagnostic Model – Emotional Intelligence and Competencies at work – Work Life Integration – Introduction to International HRM, Global HRM and Strategic HRM – HR Scorecard – Paradox Theory as a lens of theorizing for Sustainable HRM – Sustainable HRM Model – Paauwe’s – Paradox Framework for Sustainable HRM.