The knowledge competencies and skills required to be an effective human

The knowledge competencies and skills required to be

This preview shows page 19 - 22 out of 33 pages.

The knowledge, competencies and skills required to be an effective human resource manager broadly include manpower planning, recruitment, 19
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selection, employee motivation, appraisal of employee performance, industrial relations, employee training and development, development of a HR strategy among other things, HRIM and benefits of HRIM in an organization. Learning Outcomes: On successful completion of this module the learner will be able to 1 Problem Solving and Decision Making 2 Quantitative Analytical Skills 3 Understanding the various framework and approaches to Human Resources Management in Industries 4 Develop the basic skill of human resource management in various organizational contexts 5 Develop the competencies and confidence as a professional to deal with human resources 6 Apply HRM functions, such as recruitment, selection, training and development, performance appraisal, and compensation in one’s division or department, HRIM components and role of technology in HR and its importance Confidence to handle basic HR activities in organisation 8 Empathise with people 9 Be a team player Module Content & Assessment Course Contents (The percentage workload breakdown is indicative and subject to change) Module 1 The Practice of HRM Introduction to HRM, HRM Models, Evolution of HRM, Line and Staff Aspects of HRM, Changing environment of HR Management, Technology and HRM. (3) Module 2 Organisation Design Job, Role, Competency and Skills Analysis – Definitions; Job Analysis, Basics of Job Analysis, Methods of collecting Job Information, Writing JD, New Proficiencies of HR, Human Capital as a Business outcome. Job Specification; Job design, Factors affecting job design, Techniques of job design – job rotation, enlargement, enrichment (6) Module 3 People Resourcing Human Resource Planning, Planning and forecasting, Methods of forecasting. (2) Module 4 Recruitment, Sourcing Choices, Finding internal candidate, Succession planning, On Demand Recruiting Services (ODRS), Campus Recruitment Process, Recruitment via Portals and internet, Referrals and Walk in Methods. Recruitment: External sources, Various sources of Recruitment, Non- traditional approaches in sourcing, Measuring Recruiting Effectiveness, Designing effective Internet recruitment programs. (3) Module 5 Employees testing and selection, Basic Testing Concepts, Types of test, selection process, 20
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barriers to effective selection process, Back ground check, Work Samples and Simulations (3) Module 6 Interviewing candidates, Dos and Don’ts, What errors can undermine usefulness of interview, Behavioural Event Interview (3) Role of HRIM and technology tools to increase efficiency and transparency in an organization. Assessment Breakdown (This is fixed, please don’t change this break-up) % Course Work (Internal assessment) 40% End of Semester Formal Examination 60% Outcome addressed % of total Assessment Date Formal End-of-Semester Examination 1,2,4,5,6,7 60% Semester End Coursework Breakdown (Internal assessment) Type Description Outcome % of total Assessment addressed Date Project An individual, or group project, 1,2,3,4,5,6,7 20 n/a (Should link to learning outcomes) ContinuousAsse ssment In class quiz, Test, Case discussions etc.
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