HRMOB

Human Resource Management and Organizational Behavior
Objective:
The principal objective of this course is to prepare students to gain knowledge in the field of human resource
management and enabling them to understand the human resource functions and practices in
banks/organization for improved performance and help create a transparent organizational culture. The
course also provides an overall understanding of organizational behavior concepts to assist students in
recognizing organizational structure, culture and development concepts so that they are better equipped to
perform in the organization, make informed decisions and effectively manage supervisors and subordinates
for enhanced performance. A section on business ethics is also included to ensure conceptual
understanding, need and application of these concepts in daily business transactions.
Learning Objectives/Outcomes:
After the successful completion of this course, participants will have:
Knowledge and understanding of:

o Primary HRM Framework and its concepts
o Role of HRM in a financial institution as a support function
o Role of HRM in the career of a non-HRM employee
Knowledge of the best practices of business ethical standards and organizational code of conduct.
Understanding and functional knowledge of the following processes:
o Recruitment and selection
o Job analysis and design
o HR planning
o Organizational development and training
o Compensation and protection
o Performance appraisals and career planning
o Payroll management
o Skills management
o Succession Planning
Knowledge and understanding of primary organizational behavior concepts and must be able to:
o Understand the importance of organizational behavior
o Differentiate between various types of behavior modification theories and techniques
o Identify specific steps managers can take to motivate employees
o Analyze different concepts related to leadership and decision making
o Apply different concepts related to managing conflict, stress, and communication
Course Topics:
1. Introduction to HRM:
i.
ii.
iii.
The HRM framework

Role of HRM in financial institutions
Global view of HRM
2. Functions of HRM
i.
ii.
iii.
iv.
v.
vi.
vii.
viii.
ix.
x.
xi.
Conducting job analysis

Selecting job candidates
Orienting and training new employees
Managing Wages and Salaries
Providing Incentives and benefits
Appraising performance and communicating (interviewing, counseling, disciplining)
Training and developing
Building employee commitment
Equal opportunity and affirmative action
Employee health and safety
Grievances and labor relations
3. The HRM Strategy

i.
Planning and budgeting

a.
The demand for human resources
b.
The supply of human resources
c.
Setting the budget
4. The HRM Processes

i.
Preparation and Selection

a.
Job analysis and design
1. Collection of job analysis information
2. Applications of job analysis information
3. Overview of job design
4. Behavioral and efficiency tradeoffs
5. Techniques of job redesign
6. Job description
b.
Recruitment
1. The process - attracting, screening, and selecting qualified people
2. Channels of recruitment
3. Challenges and constraints
c.
Selection
1. Inputs and challenges to selection
2. Selection:
Preliminary Screening
Employment Tests
Interview
References and background checks

Supervisory interview
Realistic job preview
Medical evaluation
Final Hiring
ii.
Development and Evaluation

a.
Orientation and placement
1. Placement obstacles to productivity
2. Orientation programs
3. Employee placement
4. Separation
5. Issues in placement
b.
Performance Appraisal
1. Elements of the performance appraisal system
2. Performance appraisal challenges
3. Past-oriented appraisal methods
4. Future-oriented appraisals
5. Implications of the appraisal process
6. Feedback for the human resource function
c.
Career Planning/Succession Planning
1. Career planning and employee needs
2. Human resource departments and career planning
3. Career development
d.
Compensation
1. Compensation Management
- Objectives of compensation management
- Job analysis
- Job evaluations
- Wage and salary surveys
- Pricing jobs
- Challenges affecting compensation
2. Incentives and gain sharing
- Incentives and gain sharing Issues
- Incentive systems
- Gain sharing approaches
iii.
Protection
a.
Documentation and contractual obligations of employer and employee
b.
Employment policies and contracts
iv.
Employee Relations and Assessment

a.
Employee relations challenges
b.
Union-management relations
v.
Employee Skill Management

a.
Employee skill enhancement analysis
b.
Training and development
1. Steps to training and development
2. Training and development approaches
3. Evaluation of training and development
vi.
Payroll Management
5. HRM Challenges
i.
ii.
iii.
Managing workplace diversity

Organizing talent strategically
Motivational approaches
6. Business Ethics and Organizational code of conduct

i.
ii.
iii.
What are business ethics?

Scope and application
Organizational code of conduct
7. Organization Behavior Concepts

i.
ii.
iii.
iv.
v.
vi.
vii.
Meaning, purpose and importance of organizational behavior

Vision, mission and values of an organization and how it impacts the culture
Elements of organization behavior
Models of organizational behavior
Leadership and decision making
Managing conflicts at work place
Managing difficult people in the work place

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Human Resource Management and Organizational Behavior

Knowledge and understanding of:

The HRM framework

Conducting job analysis

3. The HRM Strategy

Planning and budgeting

4. The HRM Processes

Preparation and Selection

References and background checks

Development and Evaluation

Employee Relations and Assessment

Employee Skill Management

Managing workplace diversity

6. Business Ethics and Organizational code of conduct

What are business ethics?

7. Organization Behavior Concepts

Meaning, purpose and importance of organizational behavior

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