The course deals with labor as a factor of production. In view of that, the supply of and the demand for labor are investigated in depth. The course examines various wage theories 8& practices of wage determination as well as causes and effects of wage changes & employment. The course is designed to deal with determination of minimum wage, relationship of wages to productivity and inflation and unemployment in the economy. The course examines the sectoral theory in relation to productive systems, the social structure of business & industry in respect of social satisfaction, industrialization and social change.
This course deals with employee appraisal and the ways to compensate the employees in an organization. Appraising employees on the basis of performance is a complex job, which requires observing their job behavior and assessing their attitude towards the job and organization. Different methods of appraisal and rating system, design of appraisal forms, appraisal interview etc. will be discussed in this course. With regard to compensation management issues like community job compensation survey, job evaluation methods such as: ranking classification, point system and factor comparison methods will be covered. Issues of incentive payments, fringe benefits and other welfare will also be dealt with in details in this course.
The course deals with the issues of designing an organization and theories of organization development and management of group and inters group processes from an organizational context. It also explores the use of power & politics in the management processes and analyze the decision making process of different organizations. The course specially focuses a change management.
This course is designed to equip the students with the techniques of developing HRM policies and implementation. It includes a detailed study of environmental trend analysis, Human Resource planning models, Human Resource needs & different indicators of Human Resource Management effectiveness. Policy issues considered include work force composition, wage and salary administration in the context of developing countries.
This course is designed to understand the theory and processes of conflict and negotiation as it is practiced in a variety of settings. It is designed to be relevant to the broad spectrum of negotiation problems that are faced by managers. These concepts will be the building blocks from which we can systematically understand and evaluate a negotiation process. This is to develop confidence in the negotiation process as an effective means for resolving conflict in organizations. Furthermore, this will help to improve analytical abilities in understanding the behavior of individuals, groups, and organizations in competitive situations. This provides experience in the negotiation process, including learning n evaluate the costs and benefits of alternative actions and how to manage the negotiating process and resolve conflicts.
This course develops the knowledge, values, behaviors, and skills you w I need to succeed in managing people in a multinational context. It provides students with practice in identifying issues, diagnosing problems, making recommendations, formulating action plans, implementing policies, and evaluating results. The specific purpose of this course is to enhance your abilities to lead and manage human resources effectively in the global perspective. The idea is to prepare you to understand the critical roles of Human Resource professionals throughout the strategic globalization process.
This course is designed for effective management of people, which is a critical component of organizational competitiveness. This course addresses problems and issues concerning leadership, interpersonal effectiveness, and challenges for managers in the 21st century. The student is prepared to manage himself / herself and others in a rapidly changing global environment. Topics covered include employee empowerment, teamwork, managing diversity, cross-cultural management, personal effectiveness, organizational change, organizational analysis, decision-making, negotiation, conflict resolution, power, politics, and influence.
The course is designed to continue building skills in the basic competencies
that today’s supervisors need in supervising and leading employees to greater
individual, team, and organizational performance. Students can develop practical
skills in the areas of managing performance and creating a motivational climate
that supports excellent individual performance. This highly interactive course
features case studies, a variety of planning exercises, and other activities
designed with on action-learning focus.
This course is an exploration of the basic concepts and methods in managing organizational pay and incentive systems. Compensation is viewed as a key variable in the implementation of organizational competitive strategy. Topics frequently covered in this course include pay as a strategic factor, methods of job evaluation, compensation policy choices and issues, pay equity and competitiveness, merit pay and variable pay systems, administration of a - compensation system, and emerging compensation and incentive issue. Upon completion a student is able to build, operate, and effectively maintain a compensation system that would be strategically beneficial to an organization.
This course provides a student the knowledge to identify a range of workplace hazards and unsafe working practices and give advice on the appropriate remedial action to be taken. With the information a student is able to implement, monitor and suggest policies, procedures and performance to ensure effective health and safety management in the workplace.
This course aims to provide the students with comprehensive analyses of human resource information systems (HRIS). On completion of this course, students should be confident and competent enough to effectively evaluate and use different types of HRIS. Students should also be able to analyze software in terms of its strengths and weaknesses, usefulness and provide recommendations for improvements and future developments.
This course provides the necessary knowledge and know-how of ensuring that the skills, knowledge, abilities, and performance of the workforce meet the current and future organizational and individual needs. This is accomplished through developing, implementing, and evaluating activities and/or programs that address employee training and development, change and performance management, and the unique needs of particular employee groups.
This is an integrative course in Human Resource Management. It considers current issues in human resource management literature and contemporary topics in the human resource management field using case studies and group discussions. This course provides students with information about the latest trends, changes and updates in the field of human resource management.
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