Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 12 views

    21VMB3S402 Strategic Human Resources Management

    Uploaded by

    theknowledgezzindia

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    21VMB3S402 Strategic Human Resources Management

    Uploaded by

    theknowledgezzindia
    12 views3 pages

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    12 views3 pages

    21VMB3S402 Strategic Human Resources Management

    Uploaded by

    theknowledgezzindia

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 3

    Course: Strategic Human Resources Management Course Code: 21VMB3S402

    Course Credits: 4 Learning Hours: 120

    Course Outcomes
    CO1: Identify the challenges and opportunities in SHRM and understand the context of
    SHRM.
    CO2: Describe the implications of the evolving strategic role of HR professionals and the
    application of these strategies in the industry.
    CO3: To develop a perspective on Strategic Human Resources Management.
    CO4: Comprehend the policies of design and redesign of work systems.
    CO5: To capture the changing landscape of SHRM by linking with business strategies.

    Unit 1: Introduction to Strategic Human Resources Management


    Introduction, history, the evolution of SHRM, Definition, an investment perspective of
    Human Resources Management, understanding and measuring human capital, factors
    influencing SHRM.
    Learning Outcome: To appreciate the levels of understanding of SHRM.

    Unit 2: Challenges in Strategic Human Resources Management


    Impact of Technology, HR issues, and challenges related to technology, workforce
    demographic changes, and diversity
    Learning Outcome: To understand the Challenges in SHRM from different generational
    cohorts.

    Unit 3: Strategic Management


    Models of strategy, the process of strategic management; mission statement, analysis of
    the environment, establishing goals and objectives, setting strategy, corporate strategy,
    business unit strategy.
    Learning Outcome: To understand the Strategy models and their applications in an
    organization.

    Unit 4: The Evolving/ Strategies Role of Human Resources Management


    Strategic HR versus Traditional HR, HR roles, Barriers to Strategic HR. Strategic
    organization of HR functions. Outcomes of strategic HR, A model of strategic Human
    Resources Management
    Learning Outcome: To understand and evaluate the strategic role of human resources
    management in an organization.
    Unit 5: Strategic Human Resources Planning
    What is Strategic Human resources planning, the importance of strategic human
    resources planning, and the process of strategic human resources planning; Assessing
    Current HR Capacity, Forecasting HR Requirements, Gap Analysis, Developing HR
    Strategies to Support Organizational Strategies
    Learning Outcome: To apply the strategic role of human resources planning in an
    organization.

    Unit 6: Design of Work Systems


    The model for the design of work systems, Job specification, Job enlargement, job
    rotation, job enrichment, and vertical loading. Five core job characteristics; skill variety,
    task identity, task significance, autonomy, and feedback. Job Characteristics Model
    Learning Outcome: To design the work systems in an organization to achieve
    organizational goals.

    Unit 7: Redesign of Work Systems


    Strategic choices, Cross-cultural teams, challenges in cross-cultural teams, Redesign of
    work systems, outsourcing, offshoring, mergers, and acquisition
    Learning Outcome: To apply the process of redesigning the work systems in an
    organization.

    Unit 8: Implementation of Strategic Human Resources Planning


    Process of implementing SHRM, Strategic recruitment, internal and external recruitment,
    Methods of recruitment, E- Recruitments, challenges in Strategic human resources
    management
    Learning Outcome: To identify factors influencing SHRP and Strategic Recruitment.

    Unit 9: Training and Development


    Benefits of training and development, planning and strategizing training, Kirkpatrick,
    Donald four steps to measuring training effectiveness; reaction, learning, behavior, results.
    Integrating training with performance management systems and compensation
    Learning Outcome: To provide an overview of training and development and how the
    integration of training is done with performance management systems and compensation.

    Unit 10: Strategic Performance Management and Feedback


    Overview of Strategic Performance Management, competency-based performance, and
    development, why performance management systems often fail, and performance
    appraisal methods for different types of teams
    Learning Outcome: To apply competency-based performance systems in an Organization.
    Unit 11: Compensation
    Compensation system, direct; base pay, incentive pay, indirect; legally required and
    optional. Equity, Equity, and work-related outcomes, internal and external equity.
    Learning Outcome: To apply the compensation system considering employee voice.

    Unit 12: Labor Relations


    Why employee unionizes, collective bargaining; process, failure to reach an agreement,
    labor relations in the pandemic
    Learning Outcome: To evaluate the various labor relations strategies and its
    implementations for the betterment.

    Unit 13: Employee Separation


    What is employee separation, overview on reductions in force, layoffs, and turnover,
    managing great resignations, to great retention, strategic downsizing, and retirement?
    Learning Outcome: To familiarize the learner with the concept of employee separation and
    factors influencing employee separation.

    Unit 14: Global Human Resources Management


    How global HRM differs from Domestic HRM, Assessing culture, strategic HR issues in
    global assignments, expatriate, repatriation
    Learning Outcome: To know the global HRM and HR issues in global assignments.

    Unit 15: Strategic Initiatives and contemporary challenges in interventions of HR


    HR Issues in Mergers & Acquisitions with different sector-specific. HR challenges in
    difficult Times. HR Outsourcing and HRM. Social Accountability, Sustainability & HRM.
    Cross-cultural management. Contemporary challenges in interventions of HR talent
    management
    Learning Outcome: To know the virtual working scenarios during Covid-19 and challenges
    faced by employees and organizations at different levels of change tactics and strategies
    adopted in managing change.

    You might also like