(1)     International HRM – An Overview:

• International HRM: Meaning and Features, Objectives, Evolution of IHRM, Reasons for Emergency of IHRM, Significance of IHRM in International Business, Scope/ Functions.
• Difference between International HRM and Domestic HRM.
• Approaches to IHRM: Ethnocentric, Polycentric, Geocentric and Regiocentric.
• Limitations to IHRM.
• Qualities of Global Managers.
• Organizational Dynamics and IHRM.
• Components of IHRM: Cross Cultural Management and Comparative HRM.
• Cross Cultural Management: Meaning, Features, Convergence of Cultures, Role of IHRM in Cross Culture Management, Problems of Cross Cultural Issues in Organizations, Importance of Cultural Sensitivity to International Managers.
• Comparative HRM: Meaning, Importance, Difference between IHRM and Comparative HRM.
• Managing Diversity in Workforce.
• Dealing with Cultural Shock.

(2)     Global HRM Functions:

• International Recruitment and Selection: Meaning- Sources of International Labour Market, Global Staffing, Selection Criteria, Managing Global Diverse Workforce.
• International Compensation: Meaning, Objectives, Components of International Compensation Program, Approaches to International Compensation.
• HRM Perspectives in Training and Development: Meaning, Advantages, Cross Cultural Training, Issues in Cross Cultural Training.
• International Performance Management: Meaning, Factors Influencing Performance, Criterion used for Performance Appraisal of International Employees, Problems Faced in International Performance Management.
• Motivation and Reward System: Meaning, Benchmarking Global Practices.
• International Industrial Relations: Meaning, Key Issues in International Industrial Relations, Trade Unions and International IR.

(3)     Managing Expatriation and Repatriation:

• Concepts of PCNs (Parent-Country Nationals), TCNs (Third-Country Nationals) and HCNs (Host-Country Nationals).
• Expatriation: Meaning, Reasons for Expatriation, Factors in Selection of Expatriates, Advantages of Using Expatriates, Limitations of using Expatriates, Role of Family, the Role of Non-expatriates, Reasons for Expatriate Failure, Women and Expatriation, Requirements/Characteristics of Effective Expatriate Managers.
• Repatriation: Meaning, Repatriation Process, Factors affecting Repatriation Process, Role of Repatriate, Challenges faced by Repatriates.

(4)     International HRM Trends and Challenges:

• Emerging Trends in IHRM.
• Offshoring: Meaning, Importance, Offshoring and HRM in India.
• International Business Ethics and IHRM: Meaning of Business Ethics, Global Values, International Corporate Code of Conduct, Criminalization of Bribery, Operationalizing Corporate Ethics of HR in Overall Corporate Ethics Programme.
• Managing International Projects and Teams: Meaning, How Projects are Managed across the World and Challenges in Managing International Projects across the World.
• HR in MNCs – Industrial Relations in MNCs.
• Role of Technology on IHRM.
• IHRM and Virtual Organization: Meaning and Features of Virtual Organization, Difference between Virtual Organization and Traditional Organization, Managing HR in Virtual Organization.
• Growth in Strategic Alliances and Cross Border Mergers and Acquisitions- Impact on IHRM.
• Knowledge Management and IHRM.

(1)     Organisational Development – An Overview:

• Organisational Development: Meaning, Features, Evolution, Components, Objectives, Principles, Process, Importance.
• Relevance of Organisational Development for Managers, OD-HRD Interface, Participation of Top Management in OD.
• OD Practitioner: Meaning, Role of OD Practitioner, Competencies of an OD Practitioner.
• Emerging Trends in OD.
• OD in Global Setting.

(2)     Organisational Diagnosis, Renewal and Change:

• Organisational Diagnosis: Meaning, Need, Phases, Levels of Organisational Diagnosis, Techniques of Organisational Diagnosis, Tools used in Organisational Diagnosis.
• Organizational Renewal, Re-energising, OD and Business Process Re-Engineering (BPR), OD and Leadership Development.
• Organisational Change: Meaning, Organisational Life Cycle Planned Change, Organizational Growth and its Implication for Change.
• Change Agents: Meaning, Features, Types, Role, Skills required.

(3)     OD Interventions: Managing Expatriation and Repatriation:

• OD Interventions: Meaning, Features, Factors Affecting Success of Interventions, Steps in OD Interventions.
• Types of Interventions: Human Resource Intervention, Structural Intervention, Strategic Interventions, Third Party Peace Making Intervention.
• Techniques of OD Intervention:
• Traditional: Sensitive Training, Grid Training, Survey Feedback.
• Modern: Process Consultation, Third Party, Team Building, Transactional Analysis.
• Evaluation of OD Interventions: Process, Types, Methods, Importance.

(4)     OD Effectiveness:

• Issues Faced in OD: Issues Related to Client Relationship, Power-Individual skills and Attributes as a Source of Power, Power and Influence Tactics, Politics and OD.
• Values in OD: Meaning, Professional Values, Value Conflict and Dilemma.
• Ethics in OD: Meaning, Factors Influencing Ethical Judgement, Ethical Guidelines for OD Professionals.
• Organisational Effectiveness: Meaning, Effectiveness v/s Efficiency, Approaches of Organisational Effectiveness: Goal Approach, System Resource Approach, Strategic Constituency Approach, Internal Process Approach; Parameters for Judging Organisational Effectiveness, Ways to Enhance Organisational Effectiveness.

(1)     Service Sector Management – An Overview:

• Services: Meaning, Features, Classification of Services: End User, Degree of Tangibility, People Based Services, Expertise Required, Orientation Towards Profit, By Location.
• Service Sector Management: Meaning, Significance of Service Sector, Reasons for Growth in Service Sector.
• Service Organization: Importance of Layout and Design of Service Organization, Servicescape.
• Service Culture in Organization: Meaning, Developing Service Culture in Organization.
• Relationship Marketing: Meaning, Need and Importance in Service Sector Organizations, Six Market Model.
• Role of Service Employee.
• Role of Customers in Service Process: Customers as Productive Resources, Customers as Contributors to Service Quality, Customers as Competitors.
• Service Encounter and Moment of Truth: Meaning, Nature, Elements of Service Encounter.

(2)     Managing Human Element in Service Sector:

• Human Element in Service Sector: Introduction, Role and Significance.
• The Services Triangle.
• Front Line Employees/Boundary Spanners: Meaning, Issues Faced by Front Line Employees: Person/Role Conflicts, Organization / Client Conflict, Inter client Conflict.
• Emotional Labour: Meaning, Strategies for Managing Emotional Labour.
• Recruitment in Service Sector: Recruiting Right People, Recruitment Procedures and Criteria, Challenges in Recruitment in Service Sector.
• Selection of Employees in Service Sector: Interviewing Techniques: Abstract Questioning, Situational Vignette, Role Playing.
• Develop People to Deliver Service Quality.
• Compensating Employees in Service Sector.
• Motivating Employees for Services.
• Empowerment of Service Workers: Meaning, Advantages and Limitations.

(3)     Issues and Challenges of HR in Service Sector: 

• Quality Issues in Services: Meaning and Dimensions of Service Quality, The Service – Gap Model, Reasons and Strategies to fill the Gaps.
• Delivering Services through Agents and Brokers: Meaning, Advantages, Challenges, Strategies for Effective Service Delivery through Agents and Brokers.
• HRM in Public Sector Organizations and Non-Profit Sector in India.
• Issues and Challenges of HR in Specific Services:
• Business and Professional Services: Banking and Insurance, Legal, Accountancy.
• Infrastructure: Roads, Railways, Power.
• Public Services: Police, Defense, Disaster Management.
• Trade Services: Wholesale and Retail, Advertising, Maintenance and Repairs.
• Personnel Services: Education, Health Care, Hotels.
• Social and Charitable Services.

(4)     HRP Evaluation, Attrition, Retention and Globalisation:

• Human Resource Planning Evaluation in Service Sector: Meaning, HRP Evaluation Process, Purpose of HRP Evaluation in Service Sector, Issues Influencing HRP Evaluation in Service Sector.
• Service Leadership: Meaning, Integrating Marketing Operation and Human Resources, Creating a Leading Service Organization, The Service – Profit Chain Model.
• Attrition in Service Sector: Meaning, Reasons for Attrition in Service Sector, Cycle of Failure, Cycle of Mediocrity and Cycle of Success.
• Retaining the Best People in Service Sector: Including Employees in Company’s Vision, Treat Employees as Customers, Measure and Reward String Service Performers.
• Globalization of Services: Meaning, Reasons for Globalization of Services, Impact of Globalization on Indian Service Sector. Organisational Effectiveness, Ways to Enhance Organisational Effectiveness.

(1)    Human Resource Accounting: An Overview:

• Human Resource Accounting – Meaning, Need and Objectives of HR Accounting.
• Historical Development of Human Resource Accounting.
• Cost of Human Resource – Acquisition Cost, Training and Development Cost and additional Cost.
• Benefits and Limitations of Human Resource Accounting.
• Reporting of Human Resource Accounting at National Levels.
• Disclosures at International Level.

(2)    Methods and Human Resource Accounting Practices in India:

• Methods of Human Resource Accounting:
• Cost of Production Approach – Concept:
• Historical Cost Model – Meaning, Advantages and Limitations.
• Replacement Cost Model – Meaning, Advantages and Limitations.
• Opportunity Cost – Meaning, Advantages and Limitations.
• Capitalized Earnings Approach – Concept:
• Economic Value Model – Meaning, Advantages and Limitations.
• Capitalization of Salary – Meaning, Advantages and Limitations.
• Statutory Provisions governing HR accounts.
• Human Resource Accounting Practices in India.

(3)    Human Resource Audit: An Overview:  

• Human Resource Audit – Meaning, Features, Objectives of HR Audit.
• Benefits and limitations of HR Audit.
• Need and Significance of HR Audit.
• Process of HR Audit.
• Approaches of HR Audit.
• Principles of Effective HR Auditing.
• Role of HR Auditor.
• Methods of conducting HR Audit – Interview, Workshop, Observation, Questionnaire.
• Components of HR Audit.
• HR Audit and Workforce Issues: Workforce Communication and Employee Relations, Performance Management, Compensation System, Teambuilding System.

(4)    HR Audit for Legal Compliance and Safe Business Practices:

• Areas covered by HR Audit – Pre-employment Requirements, Hiring Process, New-hire Orientation Process, Workplace Policies and Practices.
• HR Audit as Intervention – Introduction, Effectiveness of Human Resource Development Audit as an Intervention.
• Human Resource Audit and Business Linkages.
• Human Resource Auditing as a Tool of Human Resource Valuation: Introduction, Rationale of Human Resource Valuation and Auditing, Valuation of Human Resources, Issues in Human Capital Measurement and Reporting.