Department of
PSYCHOLOGY






Syllabus for
Master of Science (Psychology-Human Resource Development and Management)
Academic Year  (2019)

 
1 Semester - 2019 - Batch
Paper Code
Paper
Hours Per
Week
Credits
Marks
MPR111 ACADEMIC WRITING 2 2 50
MPR131 ORGANIZATIONAL BEHAVIOUR 4 4 100
MPR132 HUMAN RESOURCE MANAGEMENT - I 4 4 100
MPR133 ORGANIZATIONAL DIAGNOSIS: THEORY AND METHODS 4 4 100
MPR134 RESEARCH METHODS AND STATISTICS 4 4 100
MPR135 HR ACCOUNTING, FINANCE AND ANALYTICS 4 4 100
MPR151 PSYCHOMETRIC TESTING PRACTICUM 4 4 100
2 Semester - 2019 - Batch
Paper Code
Paper
Hours Per
Week
Credits
Marks
MPR211 PROFESSIONALIZATION SEMINAR - I 2 2 50
MPR212 ORGANIZATIONAL LEADERSHIP AND CULTURE 2 2 50
MPR231 ORGANIZATIONAL DEVELOPMENT - I 4 4 100
MPR232 HUMAN RESOURCE MANAGEMENT - II 4 4 100
MPR233 MENTAL HEALTH AT WORKPLACE 4 4 100
MPR234 HR ADMINISTRATIVE AND LABOUR LAW 4 4 100
MPR235 MANAGERIAL ECONOMICS 4 4 100
MPR281 RESEARCH LAB - I 2 2 50
MPR282 WINTER INTERNSHIP (FIELD PROJECT) 0 2 50
3 Semester - 2018 - Batch
Paper Code
Paper
Hours Per
Week
Credits
Marks
MPR331 HELPING RELATIONSHIP - II 4 4 100
MPR332 MIND, COGNITION AND NEUROSCIENCE 4 4 100
MPR333 ORGANIZATIONAL DEVELOPMENT 4 4 100
MPR334 MENTAL HEALTH AT WORKPLACE 4 4 100
MPR337 POSITIVE ORGANIZATIONAL BEHAVIOR 2 2 50
MPR351 CASE STUDY ANALYSIS AND DEVELOPMENT 2 2 50
MPR352 INFORMATION MANAGEMENT SYSTEM 2 2 50
MPR371 TALENT MANAGEMENT 2 2 50
MPR372 SERVICE LEARNING 2 2 50
MPR373 PROFESSIONALIZATION SEMINAR - III 2 1 50
MPR375 RESEARCH LAB - II 2 2 50
MPR382 SUMMER INTERNSHIP 0 2 50
4 Semester - 2018 - Batch
Paper Code
Paper
Hours Per
Week
Credits
Marks
MPR471 CERTIFICATION WORKSHOPS 4 4 100
MPR481 BLOCK INTERNSHIP REPORT AND PROJECT 0 12 200
MPR482 DISSERTATION 4 4 100
        

  

Assesment Pattern

CIA 1   30

CIA 2   30

Attendance and CLass particpation    10

 

ESCE  30

 

 

Examination And Assesments

The Programme follows a competency-based curriculum and the assessment of learning outcomes is found in each course design

Department Overview:
One of the first departments to be founded in Christ University, the Department of Psychology has grown in leaps and bounds with innovations in curriculum, pedagogy and ground-breaking initiatives.
Mission Statement:
The Vision of the Department of Psychology is to promote high academic standards and scholarship in psychology, by creating an optimal and enriching learning environment, fostering ongoing professional and personal development and contributing effectively to societal needs. The Department runs a range of programmes that include Certificate courses, Undergraduate programmes, Post Graduate programmes with three specializations and Research degrees in psychology (M.Phil. and Ph.D.). Through thes
Introduction to Program:
The programme provides students an opportunity to apply psychological principles in human resource development and management.
Program Objective:
By the end of the programme students should be able to: PO1. Disciplinary Knowledge: Exhibit competence in the discipline Analyze seminal pieces of work in the area Apply disciplinary principles to conduct academic inquiry Evaluate aspects of social reality using the principles of the discipline PO2.Critical Thinking: Recognize and examine the social structures underlying our society and how they shape our existence Reflect upon lived experiences with reflexivity Analyze and engage with their social surroundings, problematize and raise questions based on academic inquiry PO3. Research Skills Exhibit problem solving skills, reflective thinking Apply analytical and scientific thinking Demonstrate technical skills in terms of handling data, working with various research related software Conceptualize, design, and execute research project/s PO4. Communication and social Interaction: Communicate effectively across media in varied contexts Collaborate as members or leaders in teams in multidisciplinary settings Work in multicultural spaces PO5. Effective Citizenship: Act with an informed awareness of issues Engage with the community effectively using expertise drawn from the discipline Undertake initiatives that encourage equity and growth for all PO6. Ethics: Recognize and respect different value systems including one's own, Take cognizance of the moral implications of our decisions Use ethical values aligned with the values of the University in acad

MPR111 - ACADEMIC WRITING (2019 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

Course description: This Course will introduce students to the domain of academic writing and its intricacies. Every student regardless of his or her area of interest, will be made to use an academic style of writing at different levels and at various points in time. This course will therefore seek to impart such knowledge about the styles of writing used in the current academic scenario. It will provide students with opportunities in the classroom setting to practice such styles, both individually and in collaboration with others. In doing so, it will allow students to delve deeper into scientific literature, while also preparing them for efforts in research. The insights gained from such a course can be used by students as a foundation in their specialized line of work.

Course objectives:

  • To help the learner gain familiarity with different academic writing styles used in contemporary scientific journals.
  • To gain better understanding about in-text and reference citations, APA formatting.
  • To introduce the concept of plagiarism and its types to avoid such academic forgery. 

Learning Outcome

 By the end of the course the learner will be able to:

  • Scientifically acknowledge different sources of information in their writings
  • Write a document in APA format
  • Avoid plagiarism

 

 

 

Unit-1
Teaching Hours:8
Introduction to Academic Writing
 

An overview of the current status of academic writing and its importance; different approaches and processes; key issues: plagiarism, biases and frequent errors

Unit-2
Teaching Hours:10
Guidelines and rules in Academic Writing
 

Introduction to style and formatting guidelines from the American Psychological Association (APA); specific guidelines pertaining to in-text citations, references, and structures of academic papers

 

Unit-3
Teaching Hours:8
Forms of Academic Writing
 

Abstract writing; summarization; review of literature; scientific poster presentations; reflective, analytic and descriptive reports; book review; film review; tables and graphs in academic papers.

 

                                                     

Unit-4
Teaching Hours:4
Experiential Learning as Assessment Strategies
 

Individual/Group presentations on forms and issues in Academic Writing; classroom assignments in generating abstracts, posters, reviews, etc

Text Books And Reference Books:
  1. American Psychological Association (2012), APA guide to electronic references (6th Ed.).Washington, DC: American Psychological Association
  2. APA. (2010). Publication manual of the American Psychological Association (6th Ed.).Washington, DC: American Psychological Association.

 

Essential Reading / Recommended Reading
  1. Hartley, J. (2008). Academic Writing and Publishing: A Practical Guide. Taylor and Francis. ISBN 0 203927982
Evaluation Pattern

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

 

MPR131 - ORGANIZATIONAL BEHAVIOUR (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description: This course is an introduction to organizational behavior.  The course covers theories and research done in the area of organizational behavior. It attemps to familiarize students with a micro and macro level understanding of organisation and its effect on behaviour, interaction patterns, social and group level dynamics, emotions and cognitive functioning of units in the organization. However, the psychological understanding (social, cultural and organizational) of these facets shall be focussed on in order to make it congruent with the philosophy of this course. Diverse theories and case studies are included in this course. Students are expected to read diversified literature comprising articles from high qulaity journals, textbooks and reference book and develop their scientific understanding about the concepts.   

Course objective

  • To gain familiarity with  the concepts of organisational behavior.
  • To develop an understanding of the individual and group dimensions.
  • To understand the diversified human forces and to provide a platform to learn about the technological changes and its significance on the human behavior.

 

Learning Outcome

By the end of the course the learner will be able to:

  • Manage and develop human resources at the workplace.
  • Demonstrate the understanding of individual and group dimensions and its implications in organizations.
  • Evaluate why employees behave the way they do, and also thereby predict how they are going to behave in the future.
  • Analyze the critical issues in current organizational context and understand organisational ethics.
  • Demonstrate the ability to communicate in a rational manner by giving scientific explanations about their behavior, leading to  positive results and productive environment in the workplace. 

 

 

Unit-1
Teaching Hours:20
Evolution and Emergence of OB
 

Defining Organizations and Organizational Behavior. A Historical background for modern organizational behavior. Theoretical Frameworks; Micro and macro perspectives.  Models of  Organizational Behavior . Contributing disciplines to OB.   Challenges and Opportunities of today’s organizations: The role of Information Technology.  Total Quality Management. Learning Organizations.  Organizational Technology

Competencies: Professional practice- External trends

Ethical behavior in organizations.

Contemporary issues at work place: Violence, Sexual harassment, Absenteeism, Attrition. Case studies and exercises

Unit-2
Teaching Hours:15
Individual at workplace- 1
 

Motivation concepts and applications: Content, Process and Contemporary theories of work motivation. Managing work motivation. Goal setting. Management By Objectives (MBO).

Attitude- Attitude definition, work attitudes. Changing attitudes. Values- organizational values and work values. Job Satisfaction- Influences, Outcomes and Consequences. Organizational Commitment- Outcomes. OCBs

Unit-3
Teaching Hours:10
The Individual at Workplace-2
 

Learning: Theories and its organizational applications- Reward systems (Pay, Recognition & Feedback) and Behavioural Performance Management/OBM.  Personality:  Personality determinants, Type and trait theories (“Big five” personality traits & MBTI), Personality- job fit theory, Personal effectiveness.

Unit-4
Teaching Hours:15
Groups and Teams
 

Foundations of Group behavior- Nature of groups. Dynamics of informal groups, Dysfunctions of groups and teams. Understanding teams and team work: Types of teams, Team building, Effectiveness and Cohesiveness. Individual and Group Decision making: Models and styles of Decision making, Decision Making Biases, Group DM techniques, Creative DM techniques. Communication: Goals of organizational communication. Communication networks, Directions and dynamics of communication

Text Books And Reference Books:

1. Kreitner, R. & Kinicki, A. (2008). Organizational behaviour. 8th edn. New Delhi: Tata Mc Graw  Hill.

2. Luthans, F. (2008). Organizational behaviour. 11th ed. Boston: Mc-Graw Hill International Edition.

Essential Reading / Recommended Reading

1.      Michener, H.A., Delamater, J.D., &  Myers, D.J. (2004). Social psychology (5th ed.). Belmont, CA: Wadsworth/ Thomson Learning.

2.      Morgan,C.T , King,R.A. (1986). Introduction to psychology. 7th ed. New Delhi : Tata McGraw Hill publishing company limited.

3.      Pareek, U. (2007). Understanding organizational behaviour. 2nd. Ed. New Delhi: Oxford University Press.

4.      Robbins, S.P. (2009). Organizational behaviour. 14th ed. New Delhi: Prentice- Hall of India Private Limited.

5.      Newstrom, J.W. (2007). Organizational behaviour – Human behaviour at work. 12th edition, . Tata McGraw Hill Publishing Company Ltd: New Delhi.

6.      Slocum, J.W. & Don Hellriegel. (2007). Fundamentals of organizational behaviour.  Thomson Learning: India

7.      Sinha, J.B.P. (2013). Culture and organizational behaviour. New Delhi: Sage

8.      Sinha, J.B.P. (1990). Work culture in the Indian Context. New Delhi: Sage

9.      Wilson, F. (2004) Organization behaviour and work: A critical introductionperspective. New York: Oxford University Press

10.   Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64, 361-388.

11.   Weick, K. E., & Quinn, R. E. (1999). Organizational change and development. Annual review of psychology, 361-386.

12.   Suitable articles from Journals  such as a) Journal of applied psychology, Personnal psychology, Academy of management journal, b) other important journals articles from Sage, Springer, Elsevier, Wiley etc

Evaluation Pattern

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR132 - HUMAN RESOURCE MANAGEMENT - I (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description: This course has been conceptualized in order to give students an insight of the theoretical and practical perspective, concepts, issues and practices in Human Resource Management. The course is divided in two parts and will be completed over two semesters. The present course that comprises the Part I component highlights on the key functions of planning, acquiring and training resources through a scientific approach by understanding the HRM Model and practices.

Course Objectives: 

This course will help the learner to

  • Gain familiarity with evolution and models of HRM
  • Understand the key functions in the area of Planning, acquiring and training resources
  • Learn about global environment, diversity issues and best practices in the organizations

 

 

Learning Outcome

At the end of the course students will be able to

  • Demonstrate competence in applying scientific model to HR practices
  • Analyze and Evaluate the key functions of planning and acquiring resources
  • Design training modules by analyzing needs and recommending outcomes 

Unit-1
Teaching Hours:10
Introduction to Human Resource Management
 

History and evolution of the concept of HRM

HRM: Definition, nature, scope, objectives and importance,

Models of HRM, Policies, procedures and programs of HRM.

Role of an HR practitioner.

5.     HRM: Line and staff aspects. HRM: current challenges and limitations

 

Unit-2
Teaching Hours:15
Human Resource Planning (HRP)
 

1.   Human Resource Planning: Objectives, Importance, Process of HRP, Methods and techniques of HR

Job Analysis: Nature and use of job analysis, methods of job analysis, Process of job analysis. Job Description (JD), Job Specification (JS) and Role Analysis. Job design: Nature, techniques for designing jobs

Job Evaluation: Concept, Nature, Methods of job evaluation, limitations

Unit-3
Teaching Hours:15
Acquisition and Management of Human Resources
 

  Recruitment: Definition, Process and methods, policies and procedures, limitations, external Vs internal recruitment.

 Selection: Purpose, processes and methods.

 Induction and placement: Aims and objectives of placement, induction/orientation. Internal mobility: Concept, transfer and employee separations.

Career Management: Nature and concept, stages of career management

 

Unit-4
Teaching Hours:20
Training and Development of Human Resources
 

1.     Training: Process, Need and significance, Models

Training Design and methods: Techniques and method, E-learning, Creative training, Instructional design, Executive development

Training Evaluation: Competency Mapping, Logic Model

HRD in India: HRD in Indian industry

Text Books And Reference Books:

1.  Dessler, G. (2009). A framework for human resource management, 5th ed. Pearson/Prentice Hall Publishing.

2. Rao, V.S.P. (2005). Human resource management: Text and cases, 2nd ed. Excel books.

3. Nick, P. B., & James, T. W. (2012). Effective training - systems, strategies and practices. Pearson.

4. Bhatia, S.B. K.  (2009). Training and development: concepts and practice. New Delhi: Deep and Deep publication private limited.

5. Noe. R. (2012). Employee training and development. New York: McGraw-Hill Education

Essential Reading / Recommended Reading

1. Decenzo, D. A.  & Robbins, S.P., (2002). Human resource management. John Wiley and Sons Inc.
2. Pareek, U. (2010). Training instruments for HRD. New Delhi: 3rd Edition, Mc Graw Hill.
3. Pulliam, P.P (2015). ASTD Handbook of Measuring and Evaluating Training, Viva Books, NewDelhi.
4. Page, R. & Tickell. M (2014). Learning and Development: 1st Edition, London, Kogan Page.

Evaluation Pattern

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR133 - ORGANIZATIONAL DIAGNOSIS: THEORY AND METHODS (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description: This course has been conceptualized to provide an examination of the application of psychometric testing in organizations for the purpose of organizational diagnosis. This paper helps to understand the human systems, collecting valid data about human experience and feeding the information back to the system.  This forms the basis of knowledge for the use of psychological assessment in the practice of diagnosis under organizational development. The paper ensures that student build skills to be able to critique psychometric instruments with respect to normative data provided in a technical manual, be aware of multicultural concerns related to testing, and integrate test scores into a meaningful communication in the form of a psychological report. 

At the institutional level, the course focusses towards developing professional excellence by enhancing the practical skills along with their analytical ability with critical and solutional-oriented thinking.

Course objectives: This course will help the learner to

  • Demonstrate knowledge on fundamental principles of Organizational Diagnosis
  • Understand the intersection of theory, method, data and values
  • Demonstrate knowledge of various psychological assessments
  • Interpret and report psychometric properties of tests such as reliability, validity

 

Learning Outcome

By the end of the course the learner will be able to:

  • Explain the fundamental principles of organizational diagnosis
  • Compare the various modes of data analysis methods of assessment
  • Critique the psychometric tests used to engage in the process of diagnosis
  • Engage in the practice of design thinking for problem solving

Unit-1
Teaching Hours:10
Socio Technology and Theory
 

Significance of a paradigm, socio technologies in organizational studies, relevance of theory and practice, historical origin of organizational diagnosis, contemporary status of organizational diagnosis

Unit-2
Teaching Hours:10
Embedded Intergroup Relational Theory
 

Laws of Embedded intergroup Relations, Empirical Supports, ethical practices, Methods of data collection and Modes of data analysis

Unit-3
Teaching Hours:20
Psychological Assessment in Organizational Setting
 

Psychological Assessment & Testing: Definition and Purpose of psychological assessment in organizational setting. Advancements in the area of assessment: Use of computers.

Classification of psychological tests: Behavioral observation, self- report, Standardized/ non- standardized, Objective/ Projective, Dimensions measured.

Assessment Principles: Objectivity, Standardization, Reliability, Validity, Norms

Ethical & Social Considerations in Testing: Ethical principles by APA, User qualifications, Testing instruments and Procedures, Protection of Privacy, Confidentiality, Communicating test results.

Unit-4
Teaching Hours:20
Methods of Assessment and Application
 

Instrument selection, Administration, Scoring and Communicating Results

Questionnaires: Characteristics, Functions and Types.

Interview: Types and functions of Interview, Factors affecting Interview, Advantages and Disadvantages, Important sources of error in Interview.

Observation: Purposes and Types of Observation, Rating Scales: Meaning and Types of Rating scales, Application of various psychological assessments in organizational setting.

Design thinking strategy

Text Books And Reference Books:
  1. Alderfer, C. (2010). The Practice of Organizational Diagnosis: theory & Methods. Oxford University Press.
  2. Aiken, R.L. & Groth- Marnat, G. (2006). Psychological testing and assessment. USA: Pearson Education.
  3. Anastasi, A. & Urbina, S. (1997). Psychological testing. N.D.: Pearson Education.
  4. Kaplan, R.M. & Saccuzzo, D.P. (2007). Psychological testing: Principles, applications, and issues. Australia: Thomson Wadsworth.

 

 

Essential Reading / Recommended Reading
  1. Clayton P. Alderfer and Ken K. Smith. (Mar., 1982) Studying Intergroup relations embedded in Organizations. Administrative Science Quarterly Vol. 27, No. 1), pp. 35-65 
  2. Gregory, R.J. (2005). Psychological testing: History, principles and applications. New Delhi: Pearson Education. 
  3. Singh, A.K. (2006). Tests, measurements and research methods in behavioural sciences. Patna: Bharati Bhavan.
Evaluation Pattern

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass . If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

 

MPR134 - RESEARCH METHODS AND STATISTICS (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description

This course equips students with competent knowledge base in scientific thinking and scientific method as a model for research and provides theoretical foundation on quantitative and qualitative research methods. The four modules comprise both the traditions of research methodologies in human resource development. Apart from sensitizing the students to the importance of interdisciplinary research, this course introduces foundations of basic research methods thereby lays the foundation to conduct an individual research project in the next semester. The course has a combination of lectures, case study discussions and research article reviews that associates theory with practice. 

Course objectives:

  • To provide an introduction to the methods, methodological foundations and measures in business research.
  • To learn the fundamental principles of quantitative and qualitative research methods, demonstrate how to design and conduct research, the methods of data collection, analysis of data, and preparation of a research proposal.
  • To identify the problem, develop objectives/hypothesis/research questions, specify dependent and independent variables, check for the validity and reliability of studies, and design research projects.
  • To introduce students to a broad range of research designs used in business research from laboratory and field.

Learning Outcome

By the end of the course the learner will be able to:

  • Define research and business research, understand the ontological and epistemological positions, explain and apply research terms
  • Describe the quantitative and qualitative research process and design, reflect on the research skills and ethical components.
  • Explain the importance of research and theory in the business psychology and organization behaviour.
  • Identify and distinguish the analysis technics that can be used in quantitative and qualitative research
  • Analyse the quantitative data using descriptive and inferential statistics using SPSS, and interpret the findings
  • Understand the importance of research ethics and integrate research ethics into research process
  • Assess and critique a published journal article and the methods used in it
  • Construct research proposal, reports and manuscripts

Unit-1
Teaching Hours:12
Foundations of quantitative research methods
 

Nature and purpose of business research
Epistemological and ontological positions. Quantitative research-definition and main steps
History of quantitative research in I/O Psychology. Ethical issues.
Research designs: Experimental, Cross-sectional, Longitudinal, Case study, Comparative designs.

Unit-2
Teaching Hours:12
Sampling and methods of data collection in quantitative research
 

Introduction to sampling
Sampling techniques- probability and non-probability sampling techniques. Types of probability and non-probability sample.
Data collection methods- structured interviewing, self-completion questionnaires, structured observation, content analysis.

Unit-3
Teaching Hours:15
Qualitative Research Methodology
 

History of qualitative research in I-O Psychology. Traditions in qualitative research methodology
Qualitative research process
Various methods of collecting qualitative data: participant observation, interviewing, focus groups, life history and oral history, documents, diaries, photographs, films and videos, conversation, texts and case studies.
Methods of data analysis. Thematic analysis, content analysis, narrative analysis and discourse analysis.

Unit-4
Teaching Hours:21
Descriptive Statistics, Parametric and Non-parametric statistics
 

Definition and purpose of psychological statistics
Data Processing: Classification, Summarization, Tabulation of data, Presentation (Tabular and Graphic, Frequency Distribution).Probability distribution and Normal curve, Levels of significance
Descriptive statistics: measures of central tendency and variability
Inferential statistics: Correlation: product-moment, spearman's rank correlation, Regression analyis.The t tests: Independent, Paired and one sample t test; ANOVA: One way, Two-way and repeated measures ANOVA; Post hoc tests; Multivariate analysis: Factor analysis. Non parametric Statistics: chi-square, One sample Kolmogorov-Smirnov test, Two –independent samples Tests: Mann-Whitney U, Several independent Samples: Kruskal –Wallis H and Median test; Two Related Samples: Wilcoxon, Sign Test; Several Related samples : Friedman, Kendall’s W
Analysis skills in MS EXCEL and SPSS
Reporting data different models of reporting

Text Books And Reference Books:
  1. Bryman, A. & Bell, E. (2007). Business research methods. New York: Oxford University Press.
  2. Bhattacharay, D.K. (2007). Human  resource research methods. New Delhi: Oxford University Press.
  3. Cooper, D.R & Emory, C.W. (1995). Business research method. Chicago: Irwin.
  4. Cooper, D.R. & Schindler, P.S. (2006). Business research methods. New Delhi: Tata Mc Graw-Hill.
  5. Curnock, A. (1996). Quantitative methods in business. UK; Stanley Thornes Publishers Ltd.

 

Essential Reading / Recommended Reading
  1. Gravetter,F.J.,&Forzana,L.A.B(2009). Research methods for behavioral sciences.United States :Wordsworthcengage learning
  2. Kerlinger, N. (1996). Foundations of behavioural research. India: Prentice Hall
  3. Nakkiran, S. & Natarajan, V. (2010). Research methods in cooperatives. Delhi: Abhijeet Publications.
  4. Ritchie,J.&Lewis,J.(eds.).(2003).Qualitative research practice: A guide for social science students and   researchers. New Delhi: Sage
Evaluation Pattern

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR135 - HR ACCOUNTING, FINANCE AND ANALYTICS (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description: Considering the importance of financial management for HR professionals, the course on accounting and finance orients the students on the evolution and uses of accounting in organizations. Different types of cost, budgets and control procedures are focused in detail, students are trained to develop journal ledger trial balance. Along with data management another core area of need in today’s practice towards which the Analytics used for the same will be taught.

Course Objectives

  • To help the learner gain familiarity with the concepts of accounts, finance and analytics.
  • To provide a platform for the students to understand the functions of the organisation and the role of HR.
  • To learn financial statements and develop skills in reading annual report and use the analytics in HR practice.

 

Learning Outcome

 Course Outcomes:

 At the end of the course the student will be able to:

  • Demonstrate the understanding of the contents of the balance sheet, basics of accounting and finance
  • Understand the uses of accounting information as an HR professional
  • Analyze the financial statements and evaluate them from HR perspective
  • Apply the knowledge of Analytics in HR practice

Unit-1
Teaching Hours:15
Business Environment
 

Financial Business Environment: Capital market, Primary market (basics of capital market mechanisms, financial and rating institutions, legal environment) Secondary market (stock exchange, regulatory framework) Money market ( money market mechanisms, instruments and institutions) Sources of funds, Capital structure decision.

Unit-2
Teaching Hours:15
Accounting Management
 

Definition of Accounting, Accounting Book Keeping, Accounting as an information system.Uses of Accounting information, Financial Management Accounting. Principal Financial Statements. Accounting Mechanics Process and systems (Journal Ledger Trial Balance, Bank Reconciliation, Rectification of errors, Final accounts and incomplete records, Cash book, subsidiary books) Features of corporate accounting.

Unit-3
Teaching Hours:15
Finance Management
 

Financial Management – Objectives of Financial Management, Function –Scope & objectives, Different types of Cost, Decision Making tools in Finance, Budgets and control procedure, Cost Cutting tools. Financial analysis (Ratio analysis, fund flow analysis). Interpreting Financial statements. Inventory management and cost Audits

Unit-4
Teaching Hours:15
Analytics in HR
 

Data communication and networks in business organizations, Data warehousing and data mining and tools. Business modeling through systems dynamics, Managerial decision making and information systems, Classification of Information systems; Decision support systems, Intelligent decision support system, HRIS, MIS and Information securities

Text Books And Reference Books:
  1. Chandra .P. (2008).  Financial management theory and practice.  7th edition. Tata McGraw Hills publishing company private limited
  2. Arora .M. (2009).  Cost and management accounting. Vikas Publishing House
  3. Misra, S.K, &Puri. V.K. (2002). Economic environment of business. New Delhi: Himalaya publishing House.
  4. Laudon, Kenneth C., and Jane P. Laudon. 2016. Management Information Systems: Managing the Digital Firm, (14 Ed), New Jersey: Prentice-Hall.
  5. Carol V. Brown, Daniel W. DeHayes, Jeffrey A. Hoffer, Martin, E. Wainright, and William C. Perkins. 2011. Managing the Information Technology, 7 edition. Prentice-Hall, Incorporated.
  6. Turban, Efraim, Ephraim McLean, and James Wetherbe. 2007. Information Technology for Management: Transforming Organizations.
Essential Reading / Recommended Reading
  1. Basics of Accounting and information processing-the accounting cycle from bookboon.com
  2. www.investopedia.com
  3. Goyal, D. P. (2010) Management information systems: Managerial perspectives (3rd ed.). Macmillan.

 


Evaluation Pattern

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR151 - PSYCHOMETRIC TESTING PRACTICUM (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description: The course introduces the students to various psychometric tests commonly used in the work place. Aptitude tests, interest tests, intelligence tests, personality tests, motivation tests and creativity tests are explored. The course aims to teach the students how to analyse, interpret and write the report of psychometric tests. Projective tests, interpersonal tests and organizational and management tools are also covered. The course intends to give students a hands-on experience in test construction based on the theories learnt and also train them in item analysis and item validation.

Course Objectives:

  • To understand the concepts and theories related to psychometric testing.
  • To gain knowledge in administering, reporting and interpreting results.
  • To understand and apply the process in the construction of a psychometric tool.

Learning Outcome

By the end of the course the learner will be able to

  • explain the concepts related to psychometric testing 
  • exhibit knowledge in administering, interpreting and communicating the results.
  • Demonstrate the skills and knowledge in developing a psychological test.

Unit-1
Teaching Hours:15
Individual & Group Tests
 
  • Intelligence & Aptitude
  • Personality & Career Interest
  • Learning & Motivation
  • Creativity
Unit-2
Teaching Hours:15
Organizational
 
  • Interpersonal Relations
  • Leadership
  • Work Culture
  • Stress & Well being
Unit-3
Teaching Hours:15
Test Construction
 

1.    Steps in test construction, Item Writing: types of items, General guidelines for item writing

Item Analysis: Meaning and Purpose, Item difficulty, Item validity, Internal consistency,

Item analysis of Power and Speed Tests

Unit-4
Teaching Hours:15
Reliability & Validity
 

Administration on fresh sample, computing correlation coefficient, computing validity coefficients

Text Books And Reference Books:

1. Kaplan, R.M. & Saccuzzo, D.P. (2012). Psychological testing: Principles, applications, and issues.    Australia: Thomson Wadsworth.

2. Aiken, R.L. & Groth- Marnat, G. (2006). Psychological testing and assessment. USA: Pearson Education.

3. Anastasi, A. & Urbina, S. (1997). Psychological testing. N.D.: Pearson Education.

4. McIntire, SA and Miller, LA. (2007). Foundations of psychological testing: A practical approach. Sage Publications.

Essential Reading / Recommended Reading
  1. Singh, A.K. (2017). Tests, measurements and research methods in behavioural sciences. Patna: Bharati Bhavan
  2. Whiston, S.C.(1999).  Priniciples and applications of assessment in counseling. regory, R.J. (2005). Psychological testing: History, principles and applications. New Delhi: Pearson Education
Evaluation Pattern

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass .If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR211 - PROFESSIONALIZATION SEMINAR - I (2019 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

This course aims at combining the theoretical and practical concepts included in the course structure. The students will be able to gain knowledge by exploring the contemporary issues, debates in the field of Human Resource Management and understand how Psychology can be applied in industrial setting. This course helps in the overall development of the student wherein they are encouraged to develop their understanding of the various HR concepts. The students will be presenting seminars on selected concepts by examining the issue closely. This course improves the knowledge level of the students about the various topics and also learn how to execute a seminar programme.

 

Learning Outcome

After completing the course, the students will be able to:

  1. reflect on contemporary issues in Human Resource Management
  2. organize a training programme
  3. articulate the latest developments in the field of HRM
  4. critically analyze the various issues in HRM

Unit-1
Teaching Hours:15
Introduction to Professional skills
 

Experts from the field of Management and Psychology would conduct seminars on the current trends. Professional skills include Business Etiquette Communication, Consulting Skills and Business Plan, Advanced Statistical Skills, Learning and development and Six Sigma Practices in organisation.

Unit-2
Teaching Hours:15
Application of skills in Organisation
 

Workshops would be conducted for the students by Professionals on the required skills at workplace. Business Story telling- Presenting the data and emphasise on organisational culture,  Designing Training, Engagement and Career Planning, Balanced Score Card and Block Chain Management in HR / HR Practices

Text Books And Reference Books:

Kreitner, R. & Kinicki, A. (2008). Organizational behaviour. 8th edn. New Delhi: Tata Mc Graw  Hill.

Luthans, F. (2008). Organizational behaviour. 11th ed. Boston: Mc-Graw Hill International Edition

Essential Reading / Recommended Reading
 Michener, H.A., Delamater, J.D., &  Myers, D.J. (2004). Social psychology (5th ed.). Belmont, CA: Wadsworth/ Thomson Learning.

 Morgan,C.T , King,R.A. (1986). Introduction to psychology. 7th ed. New Delhi : Tata McGraw Hill publishing company limited.

 Pareek, U. (2007). Understanding organizational behaviour. 2nd. Ed. New Delhi: Oxford University Press.

 Robbins, S.P. (2009). Organizational behaviour. 14th ed. New Delhi: Prentice- Hall of India Private Limited.

 Newstrom, J.W. (2007). Organizational behaviour – Human behaviour at work. 12th edition, . Tata McGraw Hill Publishing Company Ltd: New Delhi.

 

Evaluation Pattern

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA.

MPR212 - ORGANIZATIONAL LEADERSHIP AND CULTURE (2019 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

Organizational leadership is the core to any given situation. The practices and systems in an organization are directly influenced within the culture it operates. It is important to understand how culture coevolves as the organization grows and ages into success. There are different demands of leadership with the evolving culture and one needs to understand how these are important. 

Learning Outcome

After the completion of this course, a student will be able to: 

1. develop an understanding of the organizational design, structure and functions.

2. understand and develop a cognitive framework of the influence of culture on organizational behavior

3. build an Indian worldview of being aware of leadership functions within one’s culture

4. equip students with an understanding about the varied forms leadership and practices

Unit-1
Teaching Hours:7
Organizational Structure and Design
 

 What is organizational structure? Foundations of Organizational structure, Organizational Designs, Framework of designs, Technology and new work designs, Workspace design and redesign. New forms of Organizations, understanding emerging environments.

Unit-2
Teaching Hours:8
Organizational Culture
 

Introduction to culture, Types of culture, Framework for mapping culture (Greet Hofstede, Clyde Cluckhohn, TE Hall). Creating and sustaining culture, Changing organizational culture, Creating Innovation in organizations.

Unit-3
Teaching Hours:8
Organizational Leadership
 

Introduction to Leadership, Functions of Leadrship, Importance and Characteristics, Leadership style. Theories of leadership, Indian Philosophy and leadership (Vedas, Upanishads and Thinkers)

 

 

Unit-4
Teaching Hours:7
Leadership and Power
 

Concept of Power, Influence tactics in workplace, sources of power, diagnosing power and dependence, Interpersonal influence, Organizational politics and behavior, managing politics, Positive psychology of Leadership

Text Books And Reference Books:

1.      Roa, V S P.  (2009). Organizational Behaviour. First edition. Excel books, New Delhi.

2.      Robbins, S. (2000). Organizational Behaviour. 9th Edition. Prentice-Hall, New Delhi

3.     Schein, E. (2004). Organizational Culture and Leadership. Third Edition. The Jossey-Bass business & management series), USA

Essential Reading / Recommended Reading

Pareek, U. (2007). Understanding organizational behaviour. 2nd. Ed. New Delhi: Oxford University Press.

Robbins, S.P. (2009). Organizational behaviour. 14th ed. New Delhi: Prentice- Hall of India Private Limited.

Newstrom, J.W. (2007). Organizational behaviour – Human behaviour at work. 12th edition, Tata McGraw Hill Publishing Company Ltd: New Delhi.

Slocum, J.W. & Don Hellriegel. (2007). Fundamentals of organizational behaviour.  Thomson Learning: India

Sinha, J.B.P. (2013). Culture and organizational behaviour. New Delhi: Sage

 

Evaluation Pattern

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the summative assessment.

MPR231 - ORGANIZATIONAL DEVELOPMENT - I (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

This course introduces to the students the concept of Organizational Development (OD) and the theoretical models explaining it.  This course also aims at making the students understand about the process of organizational diagnosis.  The course also explores the dynamics of power, politics and ethics while implementing change.

 

Learning Outcome

After completing the course the students will be able to:

1.     Demonstrate fundamental knowledge about the concepts in Organisational Development

2.     Understand the Various steps involved in Organisational Development

3.     Be aware about the process of Organizational Diagnosis and the steps involved.

4.     Understand the role of Change agent

 

Unit-1
Teaching Hours:20
Organizational change
 

Forces for Organizational Change. Sequential process of Organizational Change

Main roles in change management, Understanding and managing resistance to change.

Effective implementation of change in organizations, Approaches to managing Organizational change, Contemporary change issues.  

 

Unit-2
Teaching Hours:15
Introduction and Overview of OD
 

Defining Organizational Development (OD) Characteristics of OD, Evolution and of OD,

The OD Practitioner, Client- Consultant relationship. Ethics in OD, Recent trends in OD

Case studies. Issues faced in OD- Power politics and organization development.

 

Unit-3
Teaching Hours:15
Process Change and Models
 

Organisational change- need and benefits, strategies for change  Theories of planned change- Lewin, Action research, General model of planned change.

 

Unit-4
Teaching Hours:10
Process of OD
 

Entering and contracting , Diagnosing organizations: diagnosing groups and jobs, Diagnostic models and skills, Collecting and analyzing diagnostic information, Feeding back information.

Case studies 

Competencies: Metacognitive skills, Business acumen, Negotiation & influencing, Emotional management, Relationship management, Leadership, Research skills, Human resource metrics & financial management, Organisational effectiveness, Talent management, Professional practice, Psychometric assessment and intervention, Learning and development.

Text Books And Reference Books:

1.     Cummings, T. G. & Worley, C. G. (1993). Organization development and change. West Publishing Company, St Paul.

2.     French, W. & Bell, C. (1999).  Organization development: Behavioural science interventions for organization improvement. New Jersey: Prentice Hall.

 

Essential Reading / Recommended Reading

1.     Brown, D.R. & Harvey, D. (2006). An experiential approach to organization development, 7th international ed. Upper Saddle River, NJ: Pearson Education

2.     Ramnarayan,S.,  Rao,T.V., & Singh, K. Organization development: Interventions and strategies  Ed). New Delhi: Sage Publications.

3.     Sing, K.(2005). Organizational change and development. 1st  ed., New Delhi: Excel Books

 

Evaluation Pattern

 

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR232 - HUMAN RESOURCE MANAGEMENT - II (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

The course is designed to give students an insight of the theoretical and practical perspective, concepts, issues and practices in Human Resource Management. The course is divided in two parts and will be completed over two semesters. Part I will introduce the basic concepts of HRM and help students learn the basic process of human resource department. Part II deals with more key aspects of human resource management. This paper is a continuation of HRM 1 from the first semester. The paper continues to introduce students to the fundamental concepts and the various HR functions.

Learning Outcome

At the end of the course students will be able to

  • Understand the role of a HR manager in the contemporary organization 
  • Understand the processes involved in planning employee compensation, job evaluation, performance appraisal, health and safety, trade unions and collective bargaining, human resources auditing etc.
  • Apply the knowledge of the above at the work place while dealing with similar HR functions. 

Unit-1
Teaching Hours:15
: Employee compensation and benefits, Evaluation
 

Compensation:  Nature of compensation, Objectives and levels of compensation

Pay systems: Principles and elements of wage and salary system, Nature and development of pay systems, Variable pay or pay for performance systems

Incentive plans: Individual incentive plans, group or team based incentive plans, organization wide incentive plans, incentive schemes for indirect workers, fringe benefits

Performance appraisal: Nature and use of performance appraisal, process of performance appraisal, methods of performance appraisal, potential appraisal, performance appraisal practices in India. Competency mapping

Unit-2
Teaching Hours:15
Employee relations/Industrial relations
 

Employee relations: Concept and nature, framework, approaches and processes

Employee participation and empowerment, employee communication

Employee Health and Safety: Need and importance, Risk assessment, Accidents – Causes and Prevention, Work stress – Causes and Management

Employee welfare and social security: Importance and types of welfare facilities, concept of social security, types of social security and social security in India

Employee Grievance and Discipline: Nature and concept, models of grievance procedure, approaches to employee discipline, disciplinary methods

Unit-3
Teaching Hours:15
Employee and labor issues
 

Trade Unions: Definition, objectives, functions, Union structure, Growth of Trade Union Movement, Union problems and current trends in Unionism

Collective Bargaining: Nature and concept, types of bargaining, process of collective bargaining, collective bargaining in India, essentials for effective bargaining

Industrial Disputes: Nature and concept, forms of industrial dispute, causes of industrial dispute, prevention and settlement of industrial disputes

Issues of organizational justice

Unit-4
Teaching Hours:15
Employment and HRM services
 

Personnel records, HR audit and research

Human Resource Accounting (HRA) HRM and change

Competencies: Business Acumen and organizational effectiveness, employee health, well being and wellness, reward design and implementation, labor and employee relations

 

Text Books And Reference Books:

1.     Decenzo, D.A., & Robbins, S.P. (2002). Human resource management.John Wiley and Sons Inc.

2.     Dessler, G. (2009). A framework for human resource management. 5th ed. Pearson/Prentice Hall Publishing.

Essential Reading / Recommended Reading

1.     Dessler, G., &Varkkey,B. Human resource management. 11thed, Pearson Education.

2.     Rao, V.S.P.(2005). Human resource management: Text and cases, 2nd ed. Excel books.

Evaluation Pattern

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

 

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR233 - MENTAL HEALTH AT WORKPLACE (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

This course focuses on creating awareness about the mental health issues that may be present in the workplace and its impact on work. It also focuses on how mental health issues can be addressed, and how and why referral has to be done.

Learning Outcome

·       By the end of the course students will be able to

  • deal with the mental health problems encountered in the organizations.
  • have adequate knowledge about the principles of ethical practice applicable to workplace counseling.
  • understand the first aid that can be carried out in mental health problem among employees in an organization and also the need for referral

Unit-1
Teaching Hours:15
Introduction to mental health
 

Definition of mental health, Myths about mental illness and stigma attached to mental illness National mental health policy; In-house Mental Health and Wellness Programme; ethical and legal issues related to mental health; Psychological first aid; Role of HR department in dealing with a person with mental health issues. Multicultural issues in workplace that may contribute to mental illness; Psycho-education. Work- life balance of employees.

Unit-2
Teaching Hours:15
Mental illness and its Effects on the organization
 

Common mental health issues in workplace – depression; anxiety; Bipolar affective disorder; Schizophrenia; Personality disorders; Substance abuse.

Impact of mental illness on the organization - Burnout, absenteeism, employee turnover, Reduced productivity.  

Unit-3
Teaching Hours:15
Stress and its impact on Health and work
 

Meaning and Definition; Types of stress – Eustress and Distress; The physiology of stress; Sources of stress – within the person—age; gender; personality; motivation; within the family—addition to the family, marital strain, divorce, illness, disability and death; Sources in the community and society—jobs and stress; environmental stressors

Theories of stress – Early Theory (Walter Cannon); stress as a stimulus (Holmes and Rahe), stress as a response – General Adaptation Syndrome (Hans Selye) and stress as an interaction (Lazarus)

Moderators of the stress experience – personality, social support, locus of control

Sources of Chronic Stress.

Stress related illness – acute stress disorder, posttraumatic stress disorder migraine headache, digestive system disorders; asthma; hypertension, cardiovascular diseases, cancer Psychoneuroimmunology – autoimmune disorders ; 

Measurement of stress; Rating scales – life events(Holmes and Rahe), Daily hassels ; physiological measurements – EMG; GSR;  

Coping with stress – emotion-focused and problem focused coping;.

Unit-4
Teaching Hours:15
Mental health interventions at work place and Organizational practices to improve employee mental health and productivity
 

Screening- Mental Status Examination (MSE). Process of referral to mental health professionals. Stress and burn out related interventions; Managing emergencies at the workplace- Crisis interventions . CBT,  JPMR, Yoga, Meditation, Art based interventions, Gestalt therapy- empty chair technique.

Mentoring- Dimensions of mentoring, Forms of mentoring, Process of mentoring, Mentoring in Organizations:, Power Mentoring: How Successful Mentors and Protégés Get the Most Out of Their Relationships

Text Books And Reference Books:

1.     Carroll, M. & Walton, M. (eds.) (2003). Handbook of counselling in organizations. London: Sage Publications
2.     Coles A. (2003). Counselling in the workplace. Milton Keynes: Open University Press.
3.     Carroll, M. (1996). Workplace counselling. London: Sage..
4.     Foster, B. & Seeker, K.R. (1998). Coaching for peak employee performance: A practical guide to supporting employee development. New Delhi: Wheeler Publishing.
5.     Jerome, Paul J. (1998). Coaching through effective feedback: A practical guide to successful communication. New Delhi: Wheeler Publishing.
6.     American Psychiatric Association. (2013). Diagnostic and  statistical manual of mental disorders (5thed.). Washington, DC:  Author.
7.     World Health Organisation. (1992). ICD-10 Classifications of Mental and Behavioural Disorder: Clinical Descriptions and Diagnostic Guidelines. Geneva. Author.
8.     Ahuja N (2002). A short text book of Psychiatry (5th edition). New Delhi. Jaypee Brothers.
9.     Sadock, B.J. & Sadock, V.A. (2003). Kaplan & Sadock’s Synopsis of psychiatry: Behavioral sciences/clinical psychiatry (9th. Ed.). Philadelphia: Lippincott Williams & Wilkins.

Essential Reading / Recommended Reading

1.     Orlans, V. & Edwards,  E. (2001). Counselling the organisation. Counselling at Work. Summer.
2.     Herriot, P. (2001). The employment relationship: A psychological perspective. London: Routledge
3.     McLeod, J. (2001).  Counselling in the workplace: The facts. A Systematic Study of the Research Evidence. Rugby: British Association for Counselling and Psychotherapy.

4.     Oher, J.M. (ed.) (1999). The employee assistance handbook. New York: Wiley.

Evaluation Pattern

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR234 - HR ADMINISTRATIVE AND LABOUR LAW (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

This paper will introduce students to different laws governing and regulating the relationship between individuals, unions and management. This will further help them to understand and manage different relations in the industrial scenario

Learning Outcome

After the completion of the course students will be able to:

1.  articulate relevant administrative policies and labour laws in the organization 

2.  recognise the relations of labour laws with industrial relations and human resource management

3.  comprehend the application of these laws in various HR functions

4.  engage in ethical practices in organizations.

Unit-1
Teaching Hours:15
General Administrative Policies
 

Constitution of India (Framework, Ordinance, Legislative Powers, Types of writs) Interpretation of Statues (Need, General interpretation, primary and other rules), Code of Civil procedures (Elementary knowledge of structure, basic judiciary terms) Indian Penal code and criminal procedure codes ( employment related codes), Right to Information, Taxation in India

Unit-2
Teaching Hours:15
Industrial and Labour Laws
 

Objectives, Scope and application; The Factories Act, 1948, The Mines Act, 1952,

Shops and Establishment Law, Plantation Labour Act, 1951, Contract Labour (Regulation and Abolition Act, 1986), Child Labour (Prohibition and Regulation Act, 1986), Trade Union Act, 1926, Industrial Disputes Act, 1947-I, Industrial Disputes Act, 1947-II, Industrial Employment (Standing Orders) Act, 1946, Industrial Discipline and Misconduct, Domestic Enquiry, Wages and Labour Laws, Minimum Wages Act, 1948, Payment of Wages Act, 1936, Payment of Bonus Act, 1965, Equal Remuneration Act, 1976, Labour Audits

Unit-3
Teaching Hours:15
Labour Legislation
 

Introduction to Labour Legislation

Philosophy of Labour Laws, Labour Laws, Industrial Relations and Human Resource Management, Labour Laws: Concept, Origin, Objectives and Classification,

International Labour Organisation and Indian Labour Legislations

Indian Constitution and Labour Legislations, Labour Policy, Emerging Issues and Future Trends

Unit-4
Teaching Hours:15
Employee Welfare and Benefits
 

Social Security Legislation: An Overview, The Workmen’s Compensation Act, 1923, The Employees’ State Insurance Act, 1948, The Maternity Benefit Act, 1961,The Employee’s Provident Fund and Miscellaneous Provision Act, 1952, Health Insurance, Long-term disability, Retirement and gratuity, Paid time -offs, workers compensation, EAP’s, Child care and fitness, Mental health policy, educational benefits, current practices in Industries

Text Books And Reference Books:

1.     Malik.P.L(2011). Industrial law.India: Eastern Book Company. 

2.     Singh. B. D(2009). Labour laws for managers. India: Excel Books. 

3.     Tandon. M.P Civil Procedure Code. Allahabad Law Agency, Allahabad 

4.     Dr. D K Singh (Ed). V. N Shuklah’s the Constitution of India; Eastern Book Company, Luknow.

Essential Reading / Recommended Reading

Bareja. J. K.(2011).  Industrial law.India:  Galgotia Publications Pvt Ltd

Evaluation Pattern

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR235 - MANAGERIAL ECONOMICS (2019 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

This course exposes students to the functions of the economy and draws out the relationship between macroeconomic variables like the level of income, employment, prices, investment, money supply, trade and forex, etc. It will also discuss how the design of government policy measures in regulating and planning for the economy take place. Specific problems like inflation, growth and the control of business cycles will be addressed, with respect to the Indian economy. The students will be oriented towards the economic scenario of India and its various aspects that affect business. Students also will get an understanding about the economic role of the state and government and foreign direct investment strategies in Indian business.

Learning Outcome

At the end of the course students will be able 

  1.       To understand economic environment of business in India
  2.       To understand economic reforms and industrial policies in India
  3.       To understand how market functions and its direct impact on HR decision process

 

Unit-1
Teaching Hours:15
Macro and Microeconomics
 

Broad profile of Indian Economy, Macro economic scenario, microeconomic scenario, Indian Industrial environment, Economic planning in India. Industrial policies since independence to the latest, mall industry environment: small scale industry, cottage industry. Challenges of the Indian economy

Development finance: Banks and financial institutions, cooperative banking; Public sector: disinvestment, privatization, State support to public institutions; Foreign direct investment: multinational corporations, transnational corporations; Foreign Institutional Investment

Unit-2
Teaching Hours:20
Introduction to Managerial economics
 

Introduction to managerial economics, Production functions, Law of Variable proportions, returns to scale and economies of scale. Costs, Isoquants, Least cost combination types of costs, Short run costs and long run cost, Revenue Analysis –TR, AR and MR, and break even analysis, Market structure and pricing policies (types, Price determination and competition). Market failures. Game theory for managers (basics and strategy, Nash equilibrium)

 

Unit-3
Teaching Hours:10
Demand Analysis and Forecasting in Business
 

Demand Analysis, Elasticity of demand, estimation of demand and forecasting

 

 

Unit-4
Teaching Hours:15
Employment and Labour market
 

Demand and supply of labour, labour market equilibrium, Characteristics of labour market, Labour mobility, discrimination of labour and evaluation

Text Books And Reference Books:

Salvatore, D. (2012). Managerial economics in a globalized economy. New York: TATA MCGraw Hill.

Trivedi, M.L. (2010). Managerial economics - theory and applications . New Delhi,India: TATA MC graw Hill.

Damodaran, Suma. (2011). Managerial Economics (2nd ed.). New Delhi, India: Oxford University Press.

Dutt, R. & Sundaram.K.P.M.(2009). Indian economy. S. Chand Publications

Mishra.S.K &  Puri.V.K,(2006) .Review of Indian economy. Himalaya Publishing House

 

Essential Reading / Recommended Reading

Sen,R. & Chatterjee,B. (2002). Indian Economy: Agenda for the 21st century. New Delhi: Deep and deep publications pvt ltd.

Misra, S.K, & Puri. V.K. (2002). Economic environment of business. New Delhi: Himalaya publishing House.

Dutt, R. & Sundaram.K.P.M.(2009). Indian economy. S. Chand Publications

Mishra.S.K &  Puri.V.K,(2006) .Review of Indian economy. Himalaya Publishing House

Gupta.S.L(2007). Business economics: Theory and applications. Brijwasi Book Distributors

Ahuja, H L,(2017). Managerial Economics: Analysis of Managerial Decision making. S Chand Publication, New Delhi.

Evaluation Pattern

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR281 - RESEARCH LAB - I (2019 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

As a part of this course, each student is expected to conduct a research project on any of the issues in relation to organizational psychology and human resource management. The faculty mentor will serve as the research supervisor. Students are required to consult their research supervisor once in every week and conduct their research work. Faculty supervisors will monitor the progress at all stages of the research project.

Learning Outcome

By the end of the course students will be able to

  1. Understand the application of psychological research in the field of human resource management
  2. Identify research areas in the field of organizational psychology and human resource management
  3. Gain introductory knowledge and skills in research methodology
  4. Develop research proposal by conceptualizing and reviewing the related literature

 

Unit-1
Teaching Hours:15
Introduction to Research proposal-I
 

Orientation to Orientation to Research Proposal Writing, Selection of research topic, Presentation of Problem statement, Orientation on research methods and designing a proposal. Orientation on Review of Literature.

Unit-2
Teaching Hours:15
Introduction to Research proposal-II
 

Method chapter orientation- sampling, research design, procedures, ethical consideration. Proposal writing- Scientific writing. IRB approval process and journal identification and selection.

Text Books And Reference Books:

Singh, A.K. (2017). Tests, measurements and research methods in behavioural sciences. Patna: Bharati Bhavan

Essential Reading / Recommended Reading
  1. Gravetter,F.J.,&Forzana,L.A.B(2009). Research methods for behavioral sciences.United States :Wordsworthcengage learning
  2. Kerlinger, N. (1996). Foundations of behavioural research. India: Prentice Hall
  3. Nakkiran, S. & Natarajan, V. (2010). Research methods in cooperatives. Delhi: Abhijeet Publications.
  4. Ritchie,J.&Lewis,J.(eds.).(2003).Qualitative research practice: A guide for social science students and   researchers. New Delhi: Sage
Evaluation Pattern

For 2 credit papers (50 marks)

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA.

MPR282 - WINTER INTERNSHIP (FIELD PROJECT) (2019 Batch)

Total Teaching Hours for Semester:0
No of Lecture Hours/Week:0
Max Marks:50
Credits:2

Course Objectives/Course Description

 

This course aims at building practical knowledge and skill in the field of human resource management and development. The student will be able to engage with organization for the brief period to have an overview of the actual systems and processes one would have to associate with. This course helps the overall development of the student wherein HR concepts theoretically learnt could be understood from a field perspective.

This internship would provide the students an opportunity to- 

  • Expose themselves to a business environment, to familiarize themselves with the industrial setting
  • Observe the dynamics of the work place setting
  • Orient themselves to the experience of worklife

 

Learning Outcome

At the end of the course the student will be able to

  • understand the functions of the human resource management and process in detail. 
  • relate to theories and design application strategies scientifically.

Unit-1
Teaching Hours:270
Internship at Organisation
 

To understand and familiarize with the organisation functions and processes. The students have to adhere to the guidelines of the organisation and follow the outlines given by the institution. The outline for internship consists of:

Personnel learning and induction in the organization

·         Recruitment and selection

·         Methods of learning and induction

·         Learning need assessment

·         Evaluation of learning techniques

·         E-learning & Career management

Employee compensation

·         Nature of compensation

·         The pay system in the industry

·         Incentives, bonus and benefits provided to the employees

Studying data on the financial and economical environment in an organization

·         Studying a balance sheet

Performance management

·         Nature of performance appraisal

·         Methods of performance appraisal

Employee relations

·      Employee involvement forms

·         Communication channels- Personnel information system, House journals

Employee Relations

·         Legal issues and role of the legal advisor

·         Types of disciplinary methods

·         Discipline/ Grievance management

  Statutory provisions in the industry

Text Books And Reference Books:

 Luthans, F. (2008). Organizational behaviour. 11th ed. Boston: Mc-Graw Hill International Edition.

 Dessler, G. (2009). A framework for human resource management, 5th ed. Pearson/Prentice Hall Publishing.

 Rao, V.S.P. (2005). Human resource management: Text and cases, 2nd ed. Excel books.

Essential Reading / Recommended Reading

Decenzo, D. A.  & Robbins, S.P., (2002). Human resource management. John Wiley and Sons Inc.

Pareek, U. (2007). Understanding organizational behaviour. 2nd. Ed. New Delhi: Oxford University Press.

 Robbins, S.P. (2009). Organizational behaviour. 14th ed. New Delhi: Prentice- Hall of India Private Limited.

 

Evaluation Pattern

The winter internship will be evaluated for 50 marks. Following are the details of the assessment

Internship presentation- 15 Marks

Final report evaluation -30 Marks

Feedback from the supervisor- 05 Marks

MPR331 - HELPING RELATIONSHIP - II (2018 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description: This course has been conceptualized in order to familiarize students on mentoring and coaching skills in a corporate world. Students will also understand and apply the systematic process involved in becoming a business consultant.

Course objectives: This course will help the learner to

  • Understand how coaching and mentoring can benefit individuals and organizations
  • Learn about basic skills required to perform coaching and mentoring in organizations
  • Gain familiarity on the use of psychometric assessments for coaching and mentoring in organizations
  • Understand the process involved in becoming a business consultant 

 

Learning Outcome

By the end of the course the learner will be able to:

●      Demonstrate knowledge and understanding of the range of skills required to successfully engage in coaching and mentoring for individuals and organizations.

●      Critically Analyze the need of psychometric assessments for coaching and mentoring in organizations 

●      Understand and develop a consultancy proposal

●      Understand the tools, skills and techniques that the consultants can draw upon in order to develop the solutions to their clients.

Unit-1
Teaching Hours:15
Coaching and types of Coaching
 

Process & model, assessing coaching effectiveness, coaching model; coaching role and assessment in Coaching. Monitor Employee Performance; Diagnose performance improvement , Requirements and techniques and tools of Coaching

Unit-2
Teaching Hours:15
Mentoring process
 

Dimensions of mentoring, Forms of mentoring, Process of mentoring, Mentoring in Organizations:, Power Mentoring: How Successful Mentors and Protégés Get the Most Out of Their Relationships

Unit-3
Teaching Hours:15
Consultancy skills
 

Consultant and role, Internal and external consulting, Process, types and essentials, Who is a consultant, need for consultancy

Unit-4
Teaching Hours:15
Project Lab
 

Process of developing a consultancy firm, developing essential consulting skills, discussion forums with corporate leaders.

Text Books And Reference Books:
  1. Carroll, M. & Walton, M. (eds.) (2003). Handbook of counselling in organizations. London:   Sage Publications
  2. Coles A. (2003). Counseling in the workplace. Milton Keynes: Open University Press.
  3. Carroll M. (1996). Workplace counseling. London: Sage.
  4. Foster, B. & Seeker, K.R. (1998). Coaching for peak employee performance: A practical guide to supporting employee development. New Delhi: Wheeler Publishing
Essential Reading / Recommended Reading

1.    1. Jerome, Paul J. (1998). Coaching through effective feedback: A practical guide to successful communication. New Delhi: Wheeler Publishing.

2.  Orlans V, & Edwards,  E. (2001). Counselling the organisation. Counselling at Work. Summer.

3.   Berridge, J., Cooper, C. L., & Highly-Marchington, C., (1997) Employee assistance programmes and workplace counselling

Evaluation Pattern

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

 

 

MPR332 - MIND, COGNITION AND NEUROSCIENCE (2018 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description

The present course provides an understanding of the role of mind, cognition and neuroscience in the field of organizational behavior. The course introduces the concept and philosophy of the mind. It addressed different perspectives related to the conceptualization of the mind. The program then connects these perspectives with contemporary theories of the mind – specifically the cognitive neuroscience perspective.The course also introduces cognitive perspectives and their implications for the field of human resource development, as well as cutting edge research in the area of neuroscience and the benefits of integrating this understanding into current organizational behavior practice.

Course objectives: This course will help the learner to gain a familiarity with:

·      Different philosophical perspectives of the mind

·       Artificial Intelligence in Human Resource Management

·       Cognitive Assessments and Interventions in Human Resource Development

.,            Neuroscience and its application the field.

Learning Outcome

By the end of the course the learner will be able to:

·       Critique different historical and philosophical perspectives of the mind.

·       Describe existing Artificially Intelligent systems in Organizational Behavior and develop ideas for new systems given the current needs in this field.

·       Assess and map different cognitive processes to different work requirements

·       Explain how cognitive skills enhancement is carried out.

·       Describe the basics of neuroscience and contemporary trends applied in human resources

·       Design cognitive neuroscience experiments that would be applicable in a human resource development field. 

Unit-1
Teaching Hours:15
Introduction to Mind
 

What is mind? Ontological alternatives; Dualism of mental and physical phenomenon – Mind body problem, substance dualism, casual interaction problem, property dualism.

 

Unit-2
Teaching Hours:15
Artificial Intelligence
 

Can machines think? Mechanical models of mind. Rule structured programming, parallel distributed processing. Simple mechanical minds, intrinsic vs. extrinsic representation. Creative problems for mind and machines.

 

Unit-3
Teaching Hours:15
Applications of Cognitive Science
 

Cognitive Processes; Cognitive assessments in the HR setting; Training and enhancement of cognitive skills.

Unit-4
Teaching Hours:15
Applications of Neuroscience
 

Basics of Neuroscience; Issues in understanding the role of neuroscience in Organizational Behavior; Applications of Neuroscience in HR- Neuromarketing; Neurofeedback

Text Books And Reference Books:

Matlin M W (2013) Cognitive Psychology. 8th Edition. John Wiley & Sons.

Sternberg RJ and Mio JS. Cognitive psychology. 5th ed. Belmont, Calif.: Wadsworth, 2009, p.xxviii, 657 p.

Kolb B and Whishaw IQ. Fundamentals of human neuropsychology. 6th ed. New York: Worth, 2009, p.xvi, 818, 74 p.

Ashkanasy NM, Becker WJ and Waldman DA. Neuroscience and organizational behavior: Avoiding both neuro‐euphoria and neuro‐phobia. Journal of Organizational Behavior. 2014; 35: 909-19.

Essential Reading / Recommended Reading

Feser, E. (2009). Philosphy of mind. England: one world publications, England.

Jacquette, D. (2009). The philosphy of mind : The metaphysics of consciousness. London:  Continuum International publishing group

Nagel, T. What is it like to be bat?

Dirks, N. (2001). Castes of mind: Colonialism and the Making of Modern India. PUP

The Cambridge handbook of consciousness

Evaluation Pattern

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

 

 

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR333 - ORGANIZATIONAL DEVELOPMENT (2018 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

 

This course introduces students to the concept of Organizational Development (OD) and the theoretical models explaining it. In the given dynamic business environment that we live there is a constant need for managers to deal with evolving challenges. This course aims at making the students understand about the process of organizational diagnosis and implement interventions. The course also explores the dynamics of power, politics and ethics while implementing change. The course focusses towards professional excellence by building practical skills and innovativeness through engaging in some of the best practices and coming up with unique ways of dealing with current problems.

 

Course Objectives: This course will help the learner to

 

  • Discuss the theories involved in the field of organizational development
  • Develop knowledge of professional role and dynamics of an organization to initiate OD process.
  • Develop a working knowledge of the entire process in OD from entering, contracting, collecting data and diagnosis, methodologies, implementation and sustaining change
  • Engage in learning OD interventions by understanding the best practices and proposing innovative practices.
  • Develop facilitation skills by working in teams to develop better perspective of individual differences while engaging at work.

 

 

Learning Outcome

By the end of the course the learner will be able to:

·         Evaluate the theories in the field of OD

·         Examine the role of OD and the nature of engagement within the organization

·         Describe the intervention techniques suitable across organizations

·         Identify the best practices based on the need of the organization 

 

Unit-1
Teaching Hours:15
Introduction & Overview of OD
 

Defining Organizational Development (OD) Characteristics of OD, Evolution and of OD,

Theories of planned change- Lewin, Action research, General model of planned change.

The OD Practitioner, Client- Consultant relationship.

Power politics and organization development, Ethics in OD, Recent trends in OD

Unit-2
Teaching Hours:15
Process of OD
 

Entering and contracting

Diagnosing organizations: diagnosing groups and jobs, Diagnostic models and skills, Collecting and analyzing diagnostic information, Feeding back information

Unit-3
Teaching Hours:15
OD Interventions I
 

Definition of OD intervention: selecting an OD intervention, Classification of OD interventions,

 Motivating change, developing political support.

Human Process interventions:  Interpersonal & Group process approaches, Organization process approaches- Intergroup interventions

Unit-4
Teaching Hours:15
OD Interventions II
 

1.     Training: Process, Need and significance, Models

2.     Training Design and methods: Techniques and method, E-learning, Creative training, Instructional design, Executive development

3.     Training Evaluation: Competency Mapping, Logic Model

HRD in India: HRD in Indian industry

Text Books And Reference Books:

1.   Cummings,T.G & Worley,C.G. (2009). Organisation development and change. 9th edition.  Australia: South western cengage learning.

Burke, W. W. (2008). Organization change: Theory and practice. Sage publications.

French, W. & Bell, C. (1999).  Organization development: Behavioural science interventions for organization improvement. New Jersey: Prentice Hall.

Essential Reading / Recommended Reading

Brown, D.R. & Harvey, D. (2006). An experiential approach to organization development, 7th international ed. Upper Saddle River, NJ: Pearson Education

Ramnarayan,S.,  Rao,T.V., & Singh, K. Organization development: Interventions and strategies  Ed). New Delhi: Sage Publications.

Singh, K.(2005). Organizational change and development. 1st ed., New Delhi: Excel Books

Evaluation Pattern

For 4 credit core papers (100 marks)

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

 

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR334 - MENTAL HEALTH AT WORKPLACE (2018 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Course Description

This course has been conceptualized  to create awareness about the mental health issues that may be present in the workplace and its impact on work. It also focuses on how mental health issues can be addressed, and how and why referral needs to be done.

Course objectives:

  • This course will help the learner to gain a familiarity with the common mental disorders understand the manifestation and etiology of the disorders and  learn about its management
  • To orient the students about National Mental Health Policy 

Learning Outcome

By the end of the course the learner will be able to:

●      Understand the type of mental health problems that may be present in the workplace

●      Provide first aid to an employee with mental health issues

●      Refer an employee to a mental health care centre for management and rehabilitation

Unit-1
Teaching Hours:15
Introduction to psychopathology
 

Concept of normality and abnormality. Brief introduction to systems of classification and basic features- DSM-5, ICD-10. Status of mental health in India.

Addressing mental health issues at the workplace: Medico-legal issues in mental health. Ethical issues. Focus on in-house mental health and wellness programmes

Unit-2
Teaching Hours:15
Introduction to substance use disorders, schizophrenia and personality disorders
 

Clinical features- Substance dependence, Behavioral addiction, Schizophrenia, Cluster A, B and C personality disorders. Emergency care and supportive psycho-social care

Unit-3
Teaching Hours:15
Introduction to mood, anxiety, sleep and eating disorders
 

Clinical features- Depression, Bipolar 1 and Bipolar 2, Anxiety Disorders, Adjustment disorder, Dissociative disorder, Somatic symptoms disorder, Sleep disorders, Eating disorders. Emergency care and supportive psycho-social care

Unit-4
Teaching Hours:15
Mental health interventions at work place
 

Screening- Mental Status Examination (MSE). Process of referral to mental health professionals. Stress and burn out related interventions; Managing sleep and nutrition. Managing emergencies at the workplace- Crisis interventions

Introduction to CBT, Gestalt techniques, JPMR, Yoga, Meditation, Art based interventions, Gestalt therapy- empty chair technique.

Text Books And Reference Books:

American Psychiatric Association. (2013). Diagnostic and Statistical Manual of Mental Disorders (5thed.). Washington, DC:  Author.

World Health Organisation. (1992). ICD-10 Classifications of Mental and Behavioural Disorder: Clinical Descriptions and Diagnostic Guidelines. Geneva. Author.

Essential Reading / Recommended Reading
  1. Ahuja N (2002). A short text book of Psychiatry (5th edition). New Delhi. Jaypee Brothers.
  2. Sadock, B.J. & Sadock, V.A. (2003). Kaplan & Sadock’s Synopsis of psychiatry: Behavioral sciences/clinical psychiatry (9th. Ed.). Philadelphia: Lippincott Williams & Wilkins
Evaluation Pattern

 

CIA-1 (30 marks)

CIA-2 (30 marks)

Class Participation (5 marks)

Attendance (5 marks)

ESE (30 marks)

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR337 - POSITIVE ORGANIZATIONAL BEHAVIOR (2018 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

Course description

The course is framed from the purview of the positive psychology movement which discusses its theory, research and application of happiness/ subjective well-being (SWB) and emotional intelligence (EI) as potential POB capacities. The best POB criteria-meeting capacities in combination represent psychological capital (PsyCap) which is inevitable in the enhanced understanding and effective application of organizational behavior.

Course objective

  • To help the students to acquire insights into their own strengths and positive psychological capacities
  • To increase their and others’ wellbeing and
  • To become efficient HR professionals

Learning Outcome

  • Demonstrate the understanding of organization and positivity at workplace
  • Analyze the application of happiness and well-being
  • Demonstrate the importance of emotional intelligence to create a positive workplace

Unit-1
Teaching Hours:6
Introduction to Positive Psychology
 

The context of positive psychology.Levels of positive psychology.Defining POB.Categories of positive approach.Positive psychology in practice-work, mental health and behavior, stress management.

Unit-2
Teaching Hours:8
Positive Psychological Capital
 

Self- Efficacy/Confidence Theoretical background and meaning.Process, impact and sources of self-efficacy.Implications for self-efficacy in the workplace.

Unit-3
Teaching Hours:8
Positive Emotions in Organizations
 

Positive Thinking Dimensions of Optimism.Implications of Optimism, Hope, Resiliency Quality of Life and Flow in the workplace.

Unit-4
Teaching Hours:8
Positive Interventions at Workplace
 

Subjective Well-Being (SWB) and Emotional Intelligence (EI) Positive emotions, happiness, subjective wellbeing.SWB in work.The role of intelligence in workplace.Emotional Intelligence in the workplace. Interventions with positive approach.

Text Books And Reference Books:

 

  1. Froman, L. (2009). Positive psychology in the workplace. Journal of Adult Development, 17 (2), 59-69, DOI:10.1007/s10804-009-9080-0
  2. Luthans, F. (2008).Organizational behaviour. 11th ed. Boston: Mc-Graw Hill International      Edition.
  3. Linley, P.A. & Joseph, S. (2004). Positive psychology in practice. (eds.). NJ: John Wiley & Sons, Inc.
  4. Pareek, U. (2007). Understanding organizational behaviour.2nd. Ed. New Delhi: Oxford University Press
Essential Reading / Recommended Reading
  1. Buss, D.M. (2000).The evolution of happiness.American Psychologist, 55, 15-23.
  2. Csikszentmihalyi, M. (2002).Flow: the classic work on how to achieve happiness.  London: Rider.
  3. Diener, E. (2011). Subjective well-being.In F.A. Huppert & P.A. Linley. Happiness and well-being: Critical concepts in psychology.London: Routledge.
  4. Diener, E. (2000).  Subjective wellbeing: The science of happiness and a proposal for a national index.  American Psychologist, 55, 34-43.
  5. Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books.
  6. Headey, B.& Wearing, A. (1992).  Understanding happiness: a theory of subjective wellbeing.  Melbourne, Victoria, Australia: Longman Cheshire.
  7. Fredrickson, B.L. (2001).The role of positive emotions in positive psychology: The broaden –a - build theory of positive emotions. American Psychologist, 56, 218-226.
Evaluation Pattern

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

 

 

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR351 - CASE STUDY ANALYSIS AND DEVELOPMENT (2018 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

Case is a documentation of events of significance occurring in one or more organizations that teach example and vicarious experience. Case analysis is an essential part of HRM/HRD that improves analytical, logical, communication, presentation and decision making skills of students. This course helps them to do a good case analysis by stressing on the precision and validity of evaluation, problem diagnosis, creating alternative solution and predicting outcomes. Case studies would also simulate a situation where students can work on the implications of decision making and effectively communicating the results as well. Through this course, students will be familiarized to transfer theoretical input into practical principles. The case studies would be chosen in tune with the HR topics the students covered in the previous semesters or based on the requirements of the course. The course would also include case development by students based on their understanding of the concepts of case analysis and their internship experience.

After completing the course, the students will be able to:

  • Have an orientation about case study as a method of learning
  • Understand the steps involved in case analysis
  • Present the cases in case discussions
  • Comprehend the steps involved in case writing

 

 

Learning Outcome

By the end of the course the learner will be able to:

  • Understand the concepts of case study analysis as a learning method
  • Evaluate the available information and create case studies by themselves

Unit-1
Teaching Hours:15
Introduction to Case Analysis
 

Conceptual understanding in case analysis; case study discussions. Steps in case analysis.

Unit-2
Teaching Hours:15
Case Development
 

Case study development using Participant Observation, Unstructured Interviewing and Documentary data collection.

Text Books And Reference Books:

1.     Barnes, Louis B., C., Christensen, R., &  Hansen, A. J. (1994).  Teaching and the case method: Text, cases, and readings Boston: Harvard Business School Press; 3rd edition.

2.     Ellet. (2007). The case study handbook: How to read,discuss, and write persuasively about cases. Harvard Business School Press.

3.     Leenders, M. & Erskine, J. (2001). Writing cases. London:  University of Western Ontario.

4.     Heath, J. (1997). Teaching and writing case studies: A practical guide. Wharley End: The European Case Clearing House.

5.     Rosenthal, D. How to write best-selling cases.

6.     Wrage, S. D. (1994). Best case analysis: What makes a good case and where to find the one you need. International Studies Notes,  19 (2): 21-27.

Essential Reading / Recommended Reading

Wylie, D. (2003). A primer on developing cases. Case Method Institute: 1-9

Evaluation Pattern

For 2 credit papers (50 marks)

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

 

MPR352 - INFORMATION MANAGEMENT SYSTEM (2018 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

This course is aimed at introducing the students the basic concepts of Information Management Systems (IMS). It also intends to enhance the understanding of the learner about the various strategic uses of IMS. Contemporary approaches to IMS will also be explored in this course.

Course Objectives:

  • Demonstrate fundamental knowledge about the concepts in IMS
  • Understand the scope of IMS in organizations
  • Be aware about the various types of IMS
  • Understand the role of Information systems in organization decision making

Learning Outcome

At the end of thr course the learner will be able to

  • Explain the various concepts of Information Management Systems
  • Discuss the scope of IMS in the organizational setting
  • Identify the role of IMS in organizational decision making 

Unit-1
Teaching Hours:10
Introduction to Information Systems
 

Role and scope of Information Systems in organizations 

Information Systems as value addition in organisation and management 

Contemporary approaches to Information Systems: technical and behavioural

Unit-2
Teaching Hours:10
Strategic use of Information System
 

Types of Information Systems, their inter relationships and use 

Information Systems in Decision Making 

Value Chain Model

Unit-3
Teaching Hours:10
Basic Concepts of Information Systems
 

Resources such as hardware, software, and telecommunications, database, 

Internet and electronic commerce, and Internet Security & Ethnical Challenges

Basic Concepts of Information Systems

 

Text Books And Reference Books:
  1. Laudon, Kenneth C., and Jane P. Laudon. 2016. Management Information Systems: Managing the Digital Firm, (14 Ed), New Jersey: Prentice-Hall.
  2. Carol V. Brown, Daniel W. DeHayes, Jeffrey A. Hoffer, Martin, E. Wainright, and William C. Perkins. 2011. Managing the Information Technology, 7 edition. Prentice-Hall, Incorporated.
  3. Turban, Efraim, Ephraim McLean, and James Wetherbe. 2007. Information Technology for Management: Transforming Organizations
Essential Reading / Recommended Reading
  1. Brown, V.C., DeHayes, Hoffer, Martin, Wainright,E., & William. (2008). Managing the information technology. 6th ed. Prentice-Hall, Incorporated.
  2. Turban, Efraim, McLean, E., & James, W. (2007). Information technology for management: Transforming organizations.
Evaluation Pattern

For 2 credit papers (50 marks)

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

 

MPR371 - TALENT MANAGEMENT (2018 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

The course is designed with the aim of preparing the students to take up organisational assignments in the future. In this course, the students will learn the various models and frameworks of talent management in the organization and learn to apply the same. The pedagogy of this course will be more of learner-oriented than teacher centred. The course will involve exercises, readings, book reviews, presentations and case presentation and analysis.

  • Get a practical approach to working in an organizational setup
  • Be equipped for various HR functions like decision making, assessment etc
  • Understand personal talent and be able to manage talent as well

Learning Outcome

At the end of the course the student will be able to:

  • Examine the role of the HR professional as a talent management function
  • Explore the various model to implement best practices within an organization

Unit-1
Teaching Hours:8
The Basic Concepts of Talent
 

Definitions, Perspectives, Importance, Trends, IQ Vs EQ - Need of the hour, Difference between Skill, Competency and Talent Ability Types; Management Abilities; Measuring and Identifying Abilities Skill Types; Management Skills; Measuring and Identifying Skills Attitude and Aptitude

 

Unit-2
Teaching Hours:8
Competency: effective Performance through Behaviors
 

Competency Types; Models and Theories; Measuring Competencies Competency Matrix; Assessment and Development Centers Assessment: Design and Execution, Observe and Record, Tools Competency and HR Decisions

 

Unit-3
Teaching Hours:8
Managing Talent
 

Identifying, Acquiring, Motivating and Retaining Talent Strategies for Managing Talent Self Development: Johari Window Simulation techniques & Group exercises

 

Unit-4
Teaching Hours:6
Talent Management at Individual and Organizational Levels
 

Understand personal talent Tacit Knowledge and its relevance in talent Aligning individual talents to Organizational goals Human Capital and Talent Management Linking Leadership and Talent.

 

Text Books And Reference Books:

Dalton G.W. & Thompson, P.H. (1993). Novations: Strategies for career management. Glen View, IL: Scott Foresman

Dalton G.W. & Thompson, P.H (1991). “Novations”. The Four Stages of Careers in Organizations. A booklet on Novations Group. Inc. Provo, Utah, USA.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. & Wright, P.M. (2011). Fundamentals of Human Resource Management. 4th ed. McGraw-Hill.Chicago, IL.

Beardwell, I., Holden, L,. & Clayton, Tim. (2004). Human Resources Management: Contemporary Approach. Financial Times Prentice Hall.

Hofstater, D. R. (1989). Godel Escher Bach: An Eternal Golden Braid. Vintage Books Edition, May.

Essential Reading / Recommended Reading

Hackman, J. R & Lawler, E.E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55, 3, pp.259-286

Hackman, J.R & Oldham, G.R. (1976). Motivation through the design of work: Test of theory. Organizational Behavior and Human Performance, 16, pp.250-279

Hackman, J.R & Oldham, G.R (1980). Work redesign reading. Mass:Addison Wesley 

Cappelli, P. (2000). A market-driven approach to retaining talent. Harvard Business Review, pp. 103-112

Mohanakrishnan, R. HR Strategy to optimize human capital: an integrated approach through talent management.

Huselid, M.A., Becker, B.E., & Beatty, R.W. (2005). The Workforce Scorecard: Managing Human Capital to execute strategy. Harvard Business School Press.

Evaluation Pattern

For 2 credit papers (50 marks)

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

MPR372 - SERVICE LEARNING (2018 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

‘ Share a smile’ is the service-learning intitaive which will be undertaken by the students in third semester. This activity will enable the students to understand the concept of corporate social responsibility. As part of this initiative the students will raise funds and use the fund for a social cause. The students will be involved in the process of identifying the social cause,  generating the funds, contributing it to the needy organizations. The students will be spending a day wherein they will be involved in interacting with the stakeholders.

Course objectives

1.     Approach service with an attitude of respect and equality

2.     Expand awareness and knowledge of local community issues

3.     Develop relationships with people of diverse backgrounds and recognize the way in which these relationships enrich our lives

4.     Possess skills to coordinate and organize events

Learning Outcome

At the end of the course students will be able to 

  •  Demonstrate the reciprocal nature of services.
  •  Analyse the need of the community and the issues related to it.
  •  Apply the knowledge in enriching the relationship around.
  • Demonstrate the understanding of corporate social responsibility.

Unit-1
Teaching Hours:2
Introduction
 

Service learning: The concept, Objectives and Scope; Need for community and Academia (University) interface. 

Unit-2
Teaching Hours:20
Field Work
 

Students  will partner with various organizations working in the areas of education, development and health. As part of the course requirement the students will be involved in the service delivery activities of the organizations they affiliate with. Every week two hours will be spent by the students in service learning activities. Organizations the students affiliate with along with the faculty coordinator will be responsible for the process delivery. These placements will offer students hands-on experiences in working with various issues in community and facilitate meaningful learning.

Unit-3
Teaching Hours:8
Reflection
 

 

Reflection is a core component of service-learning. It is a period of critical thinking performed by the student and is based on a specific or overall experience of the student. It guides students towards greater personal development by coming to a better understanding of their own values, opinions, and assumptions.  The students are expected to discuss in class at the end of this course.

 

Text Books And Reference Books:

 

  1. Bowman, N.A., Brandenberger, J.W., Mick, C.S., & Smedley, C.T. (2010).  Sustained immersion courses and student orientations to equality, justice, and social responsibility: The role of short-term service-learning.  Michigan Journal of Community Service Learning, 17(1), 20-32.
  2. Kronick, R.F., & Cunningham, R.B. (2013).  Service-learning: Some academic and community recommendations.  Journal of Higher Education Outreach and Engagement, 17(3), 139-152
  3. Simons, L., & Cleary B.  (2006). The influence of service learning on students’ personal and social development.  College Teaching, 54(4), 307-319
Essential Reading / Recommended Reading
  1. Astin, A.W.,Vogelgesang, L.J., Ikeda, E.K., & Yee, J.A. (2000). How service learning affects students. Higher Education Research Institute, University of California Los Angeles.
  2. Bringle, R. G. & Hatcher, J. A. (1996). Implementing Service Learning in Higher Education. The Journal of Higher Education, 67(2), 221-239.
  3. Eyler, J. S., Giles, D. E. Jr., Stenson, C. M. & Gray, C. J. (2001, Aug). At a Glance: What we Know about the Effects of Service-Learning on College Students, Faculty, Institutions and Communities. Vanderbilt University.
  4. Simonet, D. (2008). Service - Learning and Academic Success: The Links to Retention Research.Minnesota Campuscompact. http://wmich.edu/sites/default/files/attachments/u5/2013/Service- Learning%20and%20Academic%20Success.pdf
  5. Warren, J.L. (2012). Does service-learning increase student learning?: A meta-analysis.  Michigan Journal of Community Service Learning, 18(2), 56-61.
Evaluation Pattern

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

MPR373 - PROFESSIONALIZATION SEMINAR - III (2018 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:1

Course Objectives/Course Description

 

This course aims at combining the theoretical and practical concepts included in the course structure. The students will be able to gain knowledge by exploring the contemporary issues, debates in the field of Human Resource Management and understand how Psychology can be applied in industrial setting. This course helps in the overall development of the student wherein they are encouraged to develop their understanding of the various HR concepts.

The students will be conducting seminars on selected concepts by examining the issue closely. This course improves the knowledge level of the students about the various topics.

 

Learning Outcome

At the end of the course students will be able to

1.      comprehend contemporary issues in Human Resource Management

2.      debate on the various critical issues in HRM

3.      increase their knowledge of the latest developments in the field of HRM

4.      critically analyze the various issues in HRM

 

Unit-1
Teaching Hours:30
Seminar
 

Professionals orient the students on the most relevant trends in HR.

Text Books And Reference Books:
  1. Dessler, G. (2009). A framework for human resource management, 5th ed. Pearson/ Prentice Hall Publishing.
  2. Kreitner, R. & Kinicki, A. (2008). Organizational behaviour. 8th edn. New Delhi: Tata Mc Graw  Hill
  3. Luthans, F. (2008). Organizational behaviour. 11th ed. Boston: Mc-Graw Hill International Edition.
Essential Reading / Recommended Reading
  1. Pareek, U. (2007). Understanding organizational behaviour. 2nd. Ed. New Delhi: Oxford University Press.
  2. Robbins, S.P. (2009). Organizational behaviour. 14th ed. New Delhi: Prentice- Hall of India Private Limited.
Evaluation Pattern

Students are assessed on various components like:

Organizing a professionalization seminar, interacting with professionals, co-coordinating with the class, arranging the session. Writing a report on the seminar and critically evaluating their learning and its practical application.

Total marks -50

 

MPR375 - RESEARCH LAB - II (2018 Batch)

Total Teaching Hours for Semester:30
No of Lecture Hours/Week:2
Max Marks:50
Credits:2

Course Objectives/Course Description

 

As a part of this course, each student is expected to conduct a research project on any of the issues in relation to organizational psychology and human resource management. The faculty mentor will serve as the research supervisor. Students are required to consult their research supervisor  once in every week and conduct their research work. Faculty supervisors will monitor the progress at all stages of the research project.

Learning Outcome

At the end of the course students will be able to

1.Understand the application of psychological research in the field of human resource management

2.Develop research skills in organizational research

3.Identify research areas in the field of organizational psychology and human resource management

4.Gain knowledge in research methodology

5.Complete a research project by conceptualizing, reviewing, collecting data and discussing the results

 

Unit-1
Teaching Hours:15
Designing a research study
 

choosing approriate methods

Unit-2
Teaching Hours:15
Reviewing literature and data analysis
 

Choosing the right sources and articles

Writing a review of literature

Various methods of analysis

Introduction to softwares for data analysis and reference management

Text Books And Reference Books:

Bryman, A. & Bell, E. (2007). Business research methods. New York: Oxford University  Press

Essential Reading / Recommended Reading

1.      Gravetter,F.J.,& Forzana,L.A.B(2009). Research methods for behavioral sciences .United States :Wordsworth cengage learning

2.      Kerlinger, N. (1996). Foundations of behavioural research. India: Prentice Hall

 

Evaluation Pattern

CIA-1 (15 marks)

CIA-2 (15 marks)

Class participation & Attendance (5 marks)

Summative Assessment (15 marks)

 

All CIAs are must pass assessments, A grade of 50% is required to pass the course. If a student fails to meet the grade, s/he will have to repeat the CIA again before moving to the next CIA. The student must pass all CIAs to be eligible to write the ESE. The passing grade for the ESE is 40%

MPR382 - SUMMER INTERNSHIP (2018 Batch)

Total Teaching Hours for Semester:0
No of Lecture Hours/Week:0
Max Marks:50
Credits:2

Course Objectives/Course Description

 

Course Description: At the end of the second semester, all students are required to do summer research internship for five weeks. The students are provided the essential training during their course on research methodology and academic writing. The students have to pursue this research internship under the guidelines of the supervisor.The students are expected to have completed their research proposal and IRB (Institutional Review Board) approval before carrying out the summer research internship.This internship activity enhances the quality of research writing by engaging the students and exposing to the research culture.

Course Objective

This course enables the learner 

Demonstrate the understanding of research and set the research goals and communicate effectively with the supervisor.

Learn about the systematic way of carrying out the investigation.

Experience the process of data collection based on the method that has been developed.

Build the research and publication culture in their professional life.

Learning Outcome

At the end of the internship students will be able to

  • Execute the process of data collection under strong research guidelines
  • Evaluate one's learning experience through the process 

Unit-1
Teaching Hours:100
Data Collection process
 

The following processes to be followed by the students during this Internship

1.   The students have to submit the data collection plan in the first week of the summer internship in the learning management system (LMS). Also students have to submit the list of identified journals.

2.    In the second week, the draft of introduction section tailing with the rationale has to be submitted.

3.   The review articles that supported the development of the introduction (background) section has to be compiled and submitted, along with the references, in the third week

4.   In the fourth week revised method section has to be submitted.

5.   Journal of data collection along with the data file has to be submitted in the fifth week

 

Text Books And Reference Books:

Nil

Essential Reading / Recommended Reading

Nil

Evaluation Pattern

Evaluation Pattern

Data collection plan (5 Marks)

Introduction with rationale (15 marks)

Method (5 marks)

References (5 marks)

Experience sharing of data journaling (5 marks)

Data auditing (10 marks)

Timely submission (5 marks)

MPR471 - CERTIFICATION WORKSHOPS (2018 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

Certification workshops are geared towards providing opportunities for the students to attain mastery in skills in the following areas. 

These certifications will further enhance the employability of students and provide them with skills that can be used effectively in the domain of training and consultancy. 

1.Gain an additional qualification or mastery over a particular area

2.Acquire  HR skills  that will help them further in their careers

3.Open up avenues for further studies in the field of Human Resources

Learning Outcome

At the end of the course students will be able to

  • Explore the skills in the field HR to be used in the real-time situation
  • Evaluate the knowledge gained through the process of professional interactions

Unit-1
Teaching Hours:60
Topics
 

Individual & Group Coaching

·Transactional Analysis

·Diversity Management

·Competency Mapping

·360 Degree Feedback

·DISC Profiling

·Competency based interviewing

·Executive coaching skills

·NLP for practitioners

Text Books And Reference Books:

Nil

Essential Reading / Recommended Reading

Nil

Evaluation Pattern

Assessment of Course

CIA 1- 30 marks

CIA 2- 30 marks

5 marks- Attendance

5 marks- Conduct and Engagement

30 marks- Session Reports

MPR481 - BLOCK INTERNSHIP REPORT AND PROJECT (2018 Batch)

Total Teaching Hours for Semester:0
No of Lecture Hours/Week:0
Max Marks:200
Credits:12

Course Objectives/Course Description

 

Each student must intern in an organization for about 3 months (approximately 375 hours) to understand the HR practices in various types of organization. At the end of the internship the students must submit a detailed internship report. The interns must work under the guidance of an internal as well as external supervisor. The evaluation will be made based on the performance of the interns by the internal supervisor in consultation with the external supervisor.

The students are expected to work individually in a organization and take up a project work.  The topic for the project can be selected based on the broad area of interest of the student or based on the specific requirement of the organization. Students must submit the project report at the end of internship.

Learning Outcome

After completing the course the students will be able to: 

1.      Apply concepts and techniques learnt in their three semesters to real-life problem/situations at work 

2.      Achieve high level competencies and skill to work with organization 

3.      Develop an appreciation for the linkage between organization and its macro-environment 

4.      Reduce the gap between theory and practice 

5.      Understand the application of psychological principles in organizational setting 

6.      Understand possible career options and organizations to interact with and understand the students for eventual future placement

Unit-1
Teaching Hours:425
Internship Report and Project Report
 

Internship

 

Text Books And Reference Books:

NA

Essential Reading / Recommended Reading

NA

Evaluation Pattern

CIA - 140 marks

ESE (VIVA) -60 marks

Total - 200 marks

MPR482 - DISSERTATION (2018 Batch)

Total Teaching Hours for Semester:60
No of Lecture Hours/Week:4
Max Marks:100
Credits:4

Course Objectives/Course Description

 

As a part of this course, each student is expected to conduct a research project on any of the issues in relation to organizational psychology and human resource management. A faculty supervisor would be allotted as a guide to them from the department. Students are required to consult their research guides once every week and conduct their research work. Faculty supervisors will monitor the progress at all stages of the research project.

 

Learning Outcome

After completing the course the students will be able to:

1.   Understand the application of psychological research in the field of human resource management

2.   Develop research skills in organizational research

3.   Realize the importance and need of organizational research

4.   Identify research areas in the field of organizational psychology and human resource management

5.   Gain knowledge in research methodology

6.   Complete a research project by conceptualizing, reviewing, collecting data and discussing the results

Unit-1
Teaching Hours:150
Dissertation
 

As a part of this course, each student is expected to conduct a research project on any of the issues in relation to organizational psychology and human resource management. A faculty supervisor would be allotted as a guide to them from the department. Students are required to consult their research guides once every week and conduct their research work. Faculty supervisor’s will monitor the progress at all stages of the research project.

Text Books And Reference Books:

Hart, C (2006). Doing your Masters Dissertation ,Sage, New Delhi

Essential Reading / Recommended Reading

American Psychological Association. (2010). Publication manual of the American Psychological Association (6th ed.). Washington, DC: American Psychological Association.

Evaluation Pattern

Part 1: Continuous Internal Assessment

CIA I: 30 Marks – Individual Written Assignment

Objective: Submission of proposal, Individual chapters

CIA II: 30 Marks–Individual Assignments

Objective: Evaluation of dissertation

Total = 60 marks

Attendance and class participation- 10

Part: End Semester Examination

Research Viva

Total Marks= 30 (Evaluated out of 50)