¨          Process of HRP: Steps in HRP, HR Demand Forecasting–Factors, Techniques – (Concepts Only) Managerial Judgement, Ratio Trend Analysis, Regression Analysis, Work Study Technique, Delphi Technique. HR Supply Forecasting–Factors, Techniques – (Concepts Only) Skills Inventories, Succession Plans, Replacement Charts, Staffing Tables.

¨          Barriers in Effective Implementation of HRP and Ways to Overcome Them.

¨          Strategic Human Resource Planning: Meaning and Objectives.

¨          Link between Strategic Planning and HRP through Technology.

¨          HR Policy: Meaning, Importance.

¨          HR Programme: Meaning and Contents.

¨          Job Design: Concept, Issues.

¨          Job Redesign: Meaning, Process, Benefits.

¨          Matching Human Resource Requirement and Availability through: Retention – Meaning, Strategies, Resourcing – Meaning, Types. Flexibility – Flexible work practices, Downsizing – Meaning, Reasons, Layoff – Meaning, Reasons.

¨          Recruitment: Meaning and Factors affecting Recruitment, Ethical Issues in Recruitment and Selection.

¨          Employee Selection Tests: Meaning, Advantages and Limitations.

¨          Human Resource Audit: Meaning, Need, Objectives, Process, Areas.

¨          HRP Management Process:

·            Establish HRP Department Goals and Objectives

·            Creating HRP Department Structure

·            Staffing the HRP Department

·            Issuing Orders

·            Resolving Conflicts

·            Communicating

·            Planning for Needed Resources

·            Dealing with Power and Politics -Meaning and Types of Power

¨          HRP as Tool to Enhance Organisational Productivity.

¨          Impact of Globalisation on HRP.

¨          Aspects of HRP: Performance Management, Career Management, Management Training and Development, Multi Skill Development.

¨          Return on Investment in HRP: Meaning and Importance.

¨          Selected Strategic Options and HRP Implications: Restructuring and its Impact on HRP, Mergers and Acquisitions and its Impact on HRP, Outsourcing and its Impact on HRP.

¨          Data Information Needs for HR Manager: Contents and Usage of Data.

¨          HRIS: Meaning, Features, Evolution, Objectives, Essentials, Components, Functions, Steps in designing of HRIS, HRIS Subsystems, Mechanisms of HRIS, Benefits, Limitations, Barriers in Effective Implementation of HRIS.

¨          Security Issues in Human Resource Information Systems.

¨          HRIS for HRP.

¨          Trends in HRIS.

¨          Process of Training: Steps in Training, identification of Job Competencies, criteria for identifying Training Needs (Person Analysis, Task Analysis, Organisation Analysis), Types – On the Job and Off the Job Method.

¨          Assessment of Training Needs, Methods and Process of Needs Assessment.

¨          Criteria and designing – Implementation – an effective training program.

¨          Counselling techniques with reference to development employees, society and organization.

¨          Career Development: Career development cycle, model for planned self-development, succession planning.

¨          Process of MDP.

¨          Programs and methods, importance, evaluating a MDP.

¨          Talent Management: Introduction, Measuring Talent Management, Integration and future of TM, Global TM and Knowledge Management — Overview – Introduction: History, Concepts.

¨          Knowledge Management: Definitions and the Antecedents of KM Information Management to Knowledge Management.

¨          Knowledge Management: What is and What is Not?, Three stages of KM, KM Life Cycle.

¨          Organizational culture and change.

¨          Types and Models of change – Kurt Lewin’s change model, Action research, Expanded Process Model., A. J. Leavitts model.

¨          Change and its impact – Resistance to change and sources-sources of individual resistance, sources of organizational resistance.

¨          Minimizing RTC.

¨          OD Interventions to overcome change-meaning and importance, Team intervention, Role analysis Technique, Coaching and mentoring, T-group, Job expectations technique, Behaviour modification, Managing role stress.

¨          Systematic approach to change, client and consultant relationship.

¨          Classic skills for leaders.

¨          Case study on smart change leaders, caselets on Action research.

¨         Meaning of Industrial/ Organizational Conflict, Causes, Benefits and Limitations of Conflicts to the Organization.

¨         Conflict Outcomes: Win-lose, lose-lose, compromise, win-win.

¨         Five belief domains of Conflicts: Superiority, Injustice, Vulnerability, Distrust,  Helplessness.

¨         Prevention of Industrial Conflicts: Labour welfare officer, Tripartite and Bipartite Bodies, Standing Orders, Grievance Procedure, Collective Bargaining.

¨         Settlement of Conflicts: Investigation, Mediator, Conciliation, Voluntary arbitration, compulsory arbitration, labour courts, industrial tribunals, national tribunals.

¨         Role of Communication, Personality and Emotions in Negotiation.

¨         Distributive and Integrative Negotiation (concepts).

¨         Cross-Cultural Negotiation: Meaning, Factors influencing cross-cultural negotiations, Ways to resolve Cross Cultural negotiation.

¨         Types of Negotiations in Corporates/ Work Place – Day to Day, Employer – Employee, Negotiation between Colleagues, Commercial Negotiation, Legal Negotiations.

¨         International Negotiations: Meaning, Factors affecting negotiation.

(1)      Mediation – Meaning, Role of Mediator

(2)      Arbitration – Meaning, Role of Arbitrator

(3)      Conciliation – Meaning, Role of Conciliator

(4)      Consultation – Meaning, Role of Consultant

¨         Skills for Effective Negotiation.

¨         Negotiation as an Approach to Manage Conflicts.

¨         Ethics in Negotiation: Meaning, Need, Ethically Ambiguous Negotiation Tactics.

¨         Culture and Negotiation: Meaning, Influence of culture on negotiations.

¨         3D Negotiation: Meaning, The 3 Dimensions for successful negotiations.