BA5019

Strategic Human Resource Management

HBS > Professional Electives > Strategic Human Resource Management
Course ID
BA5019
Level
Post Graduation
Semester
Semester III

OBJECTIVES:
• To help students understand the transformation in the role of HR functions from being a support function to strategic function.

UNIT I HUMAN RESOURCE DEVELOPMENT
Meaning – Strategic framework for HRM and HRD – Vision, Mission and Values – Importance – Challenges to Organisations – HRD Functions – Roles of HRD Professionals – HRD Needs Assessment – HRD practices – Measures of HRD performance – Links to HR, Strategy and Business Goals – HRD Program Implementation and Evaluation – Recent trends – Strategic Capability , Bench Marking and HRD Audit.

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.

UNIT III CROSS CULTURAL HRM
Domestic Vs International HRM – Cultural Dynamics – Culture Assessment – Cross Cultural Education and Training Programs – Leadership and Strategic HR Issues in International Assignments – Current challenges in Outsourcing, Cross border Mergers and Acquisitions – Repatriation etc – Building Multicultural Organisation – International Compensation.

UNIT IV CAREER & COMPETENCY DEVELOPMENT
Career Concepts – Roles – Career stages – Career planning and Process – Career development Models– Career Motivation and Enrichment –Managing Career plateaus- Designing Effective Career Development Systems – Competencies and Career Management – Competency Mapping Models – Equity and Competency based Compensation.

UNIT V EMPLOYEE COACHING & COUNSELING
Need for Coaching – Role of HR in coaching – Coaching and Performance – Skills for Effective Coaching – Coaching Effectiveness– Need for Counseling – Role of HR in Counseling – Components of Counseling Programs – Counseling Effectiveness – Employee Health and Welfare Programs – Work Stress – Sources – Consequences – Stress Management Techniques.- Eastern and Western Practices – Self Management and Emtional Intelligence.

TOTAL: 45 PERIODS

OUTCOMES:
• Students will have a better understanding of the tools and techniques used by organizations to meet current challenges.

REFERENCES :

  1. Randy L. Desimone, Jon M. Werner – David M. Mathis, Human Resource Development, Cengage Learning, Edition 6, 2012.
  2. Paul Boselie. Strategic Human Resource Management. Tata McGraw Hill. 2012.
  3. Jeffrey A Mello, Strategic Human Resource Management, Cengage, Southwestern 2007.
  4. Robert L. Mathis and John H. Jackson, Human Resource Management, Cengage, 2007.
  5. Monir Tayeb. International Human Resource Management. Oxford. 2007.
  6. Randall S Schuler and Susan E Jackson. Strategic Human Resource Management. Wiley India. 2nd edition.
  7. McLeod. The Counsellor’s workbook. Tata McGraw Hill. 2011.