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HUMAN RESOURCE DEVELOPMENT
Course Objective:
• To understand the concept, processes and outcomes of Human Resource Development
• To develop the knowledge in Organizational Development Interventions and its impact.
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Course |
Learning outcome (at course level) |
Learning and teaching strategies |
Assessment Strategies |
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Paper Code |
Paper Title |
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PAD 424-A |
Human Resource Development |
CO. 103. Demonstrate a basic understanding of different tools used in forecasting and planning human resource needs.
CO. 104. Describe the tools used in managing employees effectively in private and public organization
CO. 105. Learn how to boost morale and motivation of employees for better productivity
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Pedagogical methods such as class room lectures and students-teacher interactions, group discussion, quiz, seminar and assignment etc will be used. Learning activities for the students: Self learning assignments, Effective questions, Simulation, Seminar presentation, Giving tasks.
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Class test, Semester end examinations, Quiz, Solving problems in tutorials, Assignments, Presentation, Individual and group projects
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Human Resource Development – Definition, Scope and Importance – Difference between traditional personnel management and HRD – HRD processes and outcomes – Role analysis and HRD – Key Performance Areas, Critical Attributes and Role Effectiveness
Performance appraisal and performance management – Objectives of performance appraisal – Traditional and modern methods of appraisal – Basic considerations in performance appraisal – Development oriented appraisal system and performance counseling.
Potential Appraisal – determining the merit for promotion – steps for setting up a good potential appraisal system - career planning - advantages and steps - career development and succession planning
Training – conceptual framework for training – learning principles - Identification of training needs – Determination of Training objective – Training programme design – Training methods and their selection criteria – training effectiveness - HRD Audit – Concept and types
Organizational Effectiveness, Organizational Change – concept, forces of change – Organization Development – definition, objectives and interventions – Managing change through OD – Pre-requisites for successful HRD programmes – HRD experiences in India –Emerging trends and perspectives.
Essential Readings-
- Arun Monappa, Mirza & Saiyadain .(1997). Personnel management. New Delhi: Tata McGraw-Hill Publishing Company Ltd.
- Deb Tapomoy. (2010). Human resource development. New Delhi: Anne Books.
- Dessler Garry, Biju Varkkey. (2011). Human resource management. New Delhi: Dorling Kindersley Publishing Company.
- Fred Luthans. (2001). Organizational Behaviour. New Delhi: Mc.Graw-Hill.
- ILO: An Introductory course in teaching and training methods for management development. Sterling Publishers.
- Kandula, Srinivas, R. (2009). Strategic human resource development. New Delhi: Prentice hall of India.
- Pareek, Udai. (2008). Training instruments in HRD and OD. New Delhi: Tata Mc Graw-Hill.
- Parth Sarathi. (2002). Planning, auditing and developing human resources. New Delhi: Manak Publications.
- Pareek Udai, and Rao, T.V. (2003). Designing and managing human resource systems. New Delhi: Oxford & IBH publications.
- Pippa Riley. (2012). Human resource management. New Delhi: Viva Books Pvt., Ltd.
- Premavathy, N. (2011). Human resource management and development. Chennai: Sri Vishnu Publications.
Suggested Readings
Ø Rao T.V. (1984). Performance appraisal: Theory and practice. New Delhi: AIMA-Vikas management series.
Ø Rao T.V. et.al. (ed). (1997). Alternative approaches and strategies of HRD. Jaipur: Rawat Publications.
Ø Rao, T.V. (2008). HRD score card 2500 . New Delhi: Response business books. Sage.
Ø Tripathi, P.C. (2010). Human resource development. New Delhi: Sultan Chand & sons.
Werner M. Jon. (2009). Human resource development. Delhi: Cengage learning
