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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.
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.
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.
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.
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.
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