HUMAN CAPITAL MANAGEMENT BNU MBA Secon Sem

Syllabus

Human Capital Management

Course Paper Code: MBA 2.3

Course Category: DSC

Module 1: Introduction to HCM 08 Hours

Introduction: Perspectives in HCM and HRM: Relevance, Importance and Need for HR Intervention; Evolution of Human Resource Management – The Importance of the Human Factor – Challenges – Inclusive Growth and Affirmative Action -Role of Human Resource Manager – Human Resource Policies – IT Applications in Human Resource Management – Human Resource Accounting and Audit; Human Resource Management: An Overview; HR Department, HR and HR Managers; HR as a Strategic Change Leader; HCM- Role, Functions, Competency, Job and Responsibility; Strategic Role of HCM in Organizational Success, HCM in the Gig and Platform Economy; Sustainable Human Capital Practices: HCM and ESG (Environmental, Social, Governance); The Future of HCM: Artificial Intelligence & Big Data. HCM and Globalization the Future of HRM: Artificial Intelligence & Big Data.

Module 2: HR Planning and Employee Hiring 12 Hours

Human Resource Management as Strategic Process; Defining Human Resource Planning, Traditional Approach and Contemporary Approach; Key Aspects of Human Capital Planning: Job Analysis, Job Design, Job Evaluation, Job Description. Human Resource Planning and Demand and Supply Forecasting; Employee Hiring- Nature of Recruitment and Selection Process, Induction, Training, Promotion, Transfer, Demotion and Separation; Career and Succession Planning- Nature and Models; Aligning HR with Strategy; Competency Based Approaches; Skills Analysis/Skill Inventor: HR Essential Skills and Skill Matrix - Business Communication and Interpersonal Skills; HR and Design Thinking – Role of Design Thinking in Bringing Competitive Advantage.

Module 3: HR Matrix 14 Hours

Maximizing Your Return on People: ROI Calculation; HR Metrics- Six Key Indicators- Stages in Designing Human Capital Metrics; Organizational Design: Organizational Design and Structure, Capability Management, Knowledge Management; Human Resource Costs: The Monetary Value Approach, Non-Monetary Value Based Approach; Human Resource Accounting Models: The Lev and Schwartz Model, Eric Flamholtz Model, Morse Model, Likert and Bowers Model, Hermanson’s Goodwill Model, Ogan’s Model; HRP and HRIS; Role of HR Tech: HRIS, HCM Software (SAP Success Factors, Workday) Human Resource Audit: HR Audit Objectives, Concepts, Components, Need, Benefits, Importance; Methodology and Instruments of HR Audit ; The Audit Process and Issues in HR Audit.

Module 4: Training and Development 12 Hours

Employee Orientation and Onboarding: The Orientation Process; Overview of Training Process: Aligning Strategy and Training; ADDIE Five-Step Training Process; Conducting the Training Needs Analysis; Designing the Training Program: Developing the Program; Implementing Training Program- On-the-Job Training: Job Instruction Training (JIT), Apprenticeship Training; Informal Learning;, Mentoring, Coaching, Job Rotation; off the Job Training: Lectures; Programmed Learning; Audio Visual-Based Training; Vestibule Training; Work Force Development and Engagement: Human Resource Development; Career Management; Leadership Development, Employee Engagement; Technology Based Training: Electronic Performance Support Systems (EPSS); Video Conferencing; Simulated and Virtual Reality, Interactive Learning; Internet-Based Training; The Virtual Classroom; Assessing the Impact of Training: Methods to Evaluate Training Effectiveness, ROI of Training Programs.

Module 5: Performance Management System 12 Hours

Introduction to Performance Management: Definition, Purpose, and Importance, Performance Management vs. Performance Appraisal, Strategic Relevance of Performance Management; The Performance Appraisal Process: Setting Performance Goals, Defining Employee Goals and Performance Standards, Importance of Continual Feedback, Key Result Areas (KRA) and Key Performance Indicators (KPI), Appraisal Process – Rationale and Challenges; Methods of Performance Appraisal: Traditional Methods: Rating Scale Method, Ranking Method, Paired Comparison Method, Forced Distribution Method, Critical Incident Method; Modern Methods: 360-Degree Feedback, 720-Degree Feedback, Behaviorally Anchored Rating Scales (BARS), Management by Objectives (MBO); Practical Aspects of Performance Appraisal: Appraisal Challenges, Guidelines for Effective Appraisals, Appraisal Interview and Discussion, Legal and Ethical Considerations in Appraisals.