Syllabus MBA HR- 2012-14

7/28/2019 Syllabus MBA HR- 2012-14

http://slidepdf.com/reader/full/syllabus-mba-hr-2012-14 1/75

Master of Business Administration(MBA-Human Resource)

[Two - Year Full Time Programme]

Programme Structure,

Curriculum and Scheme of Examination

2012

AMITY UNIVERSITY UTTAR PRADESH

GAUTAM BUDDHA NAGAR

7/28/2019 Syllabus MBA HR- 2012-14


PREAMBLE

Amity University aims to achieve academic excellence by providing multi-faceted education

to students and encourage them to reach the pinnacle of success. The University has designed

a system that would provide rigorous academic programme with necessary skills to enable

them to excel in their careers.

The Programme Structure includes the courses (Core and Elective), arranged semester wise.

The importance of each course is defined in terms of credits attached to it. The credit unitsattached to each course has been further defined in terms of contact hours i.e. Lecture Hours

(L), Tutorial Hours (T), Practical Hours (P). Towards earning credits in terms of contact

hours, 1 Lecture and 1 Tutorial per week are rated as 1 credit each and 2 Practical hours per

week are rated as 1 credit. Thus, for example, an L-T-P structure of 3-0-0 will have 3 credits,

3-1-0 will have 4 credits, and 3-1-2 will have 5 credits.

The Curriculum and Scheme of Examination of each course includes the Course Objectivess,

Course Contents, Scheme of Examination and the list of References. The scheme of

examination defines the various components of evaluation and the weightage attached to each

component. The different codes used for the components of evaluation and the weightage

attached to them are:

Components Codes Weightage (%)

Case Discussion/ Presentation/ Analysis CPA 05

Term Project and Viva Voice TP 05

Quiz/Seminar Q/S 05

Attendance A 05

Mid Semester Examination ME 10

End Semester Examination EE 70

It is hoped that it will help the students study in a planned and structured manner and promoteeffective learning. Wishing you an intellectually stimulating stay at Amity University.

July, 2012

7/28/2019 Syllabus MBA HR- 2012-14


PROGRAMME STRUCTURE

FIRST SEMESTER

Course

Code

Course Title Lectures

(L) Hours

Per Week

Tutorial

(T) Hours

Per Week

Practical

(P) Hours

Per Week

Total

Credits

Page

No.

MHR 101 Management Process and OrganizationBehaviour

3 - 2 4

MHR 102 Accounting for Management 3 - 2 4

MHR 103 Economic Analysis 3 - 2 4

MHR 104 Information Technology for

Managers

3 - - 3

MHR 105 Quantitative Techniques in

Management

3 - 2 4

MHR 106 Neuro Linguistic Programming 2 - - 2

MHR 107 Psychology at Work Place 3 - - 3

MHR 108 Marketing Management 3 - - 3

MHR 142 Business Communication – I 1 - - 1

MHR 143 Behavioural Science – I 1 - - 1

MHR 144MHR 145MHR 146

MHR 147MHR 148

Foreign Language - I

FrenchGermanSpanish

JapaneseChinese

2 - - 2

Total 28

SECOND SEMESTER

MHR 201 Legal Aspects of Business 3 - - 3

MHR 202 Marketing Research 3 - 2 4

MHR 203 Financial Management 3 - 2 4

MHR 204 Human Resource Management 2 - 2 3 MHR 205 Operations Management 3 - 2 3

MHR 207 Social & Industrial Psychology 2 - 2 3

MHR 208 Knowledge Management 3 - - 3

MHR 209 Managerial Competencies & Career

Development (Non-credit course)

1 - - -

MHR 242 Business Communication - II 1 - - 1

MHR 243 Behavioural Science – II 1 - - 1

MHR 244MHR 245

MHR 246MHR 247

MHR 248

Foreign Language - II

FrenchGerman

SpanishJapanese

Chinese

2 - - 2

Total 31

SUMMER INTERNSHIP (8 -10 WEEKS)

THIRD SEMESTER

MHR 301 Strategic Management 3 - - 3

MHR 302 Managing Excellence (Non-credit

course)

1 - - -

MHR 303 Industrial Relations and Labour Laws 2 1 - 3

MHR 304 Performance & Competency

Management

2 1 - 3

MHR 305 Strategic Human ResourceManagement

2 - - 2

MHR 306 Talent Acquisition and Development 2 1 - 3

MHR 307 Compensation & Reward Management 2 1 - 3

7/28/2019 Syllabus MBA HR- 2012-14


MHR 308 Measurement in Human Resource 2 1 - 3

MHR 309 Organizational Change & Development 2 1 - 3

MHR 310 Psychological Testing 2 1 - 3

MHR 311 Dynamics of Transactional analysis and

Emotional Intelligence

2 1 - 3

MHR 342 Business Communication - III 1 - - 1

MHR 343 Behavioural Science - III 1 - - 1

MHR 344

MHR 345MHR 346MHR 347

MHR 348

Foreign Language - III

French

GermanSpanishJapanese

Chinese

2 - - 2

MHR 350 Summer Internship (Evaluation) - - - 9

TOTAL 42

FOURTH SEMESTER

Notes:

1. For non-credit courses, evaluation will be done but no credit units will be assigned. They will be reflected inthe grade sheet with result as “satisfactory” or “Unsatisfactory”.

2. In semester III & IV, a student can opt for one course of BSI/ EMC2 in each semester either as an alternative

to one of the elective courses or as an additional course. In case these are taken as an alternative to anelective course, each of these courses will have 4 credit units and if taken as an additional course then each

will be treated as non-credit course.

MHR 401 Management in Action – Social,

Economic & Ethical issues

3 1 - 4

MHR 402 Entrepreneurship & New Ventures 2 - 2 3MHR 403 Managing Business Process

Outsourcing2 1 - 3

MHR 404 Managerial Counselling 2 1 - 3

MHR 405 Global Human Resource Management 2 1 - 3

MHR 406 Organization Design & StructuralProcesses

2 1 - 3

MHR 444 Business Communication - IV 1 - - 1

MHR 443 Behavioural Science - IV 1 - - 1

MHR 444

MHR 445MHR 446

MHR 447MHR 448

Foreign Language - IVFrench

GermanSpanish

JapaneseChinese

2 - - 2

MHR 455 Dissertation - - - 9

TOTAL 32

7/28/2019 Syllabus MBA HR- 2012-14


Curriculum & Scheme of Examination

FIRST SEMESTER

MANAGEMENT PROCESS AND ORGANIZATION BEHAVIOUR

Course Code: MHR 101 Credit Units: 04

Course ObjectivesTo help the students gain understanding of the functions and responsibilities of the manager and to provide thestudent understand Human Behaviour in organizations so as to improve his managerial effectiveness.

Course Contents

Module I: Management Process

Concepts and processes of Planning, Organizing, Directing and Controlling. Functions and Responsibilities of Managers, Fayol's Principles of Management, Management Thought; The Classical School, The Human

Relations School, Systems Theory, Contingency Management.

Module II: Fundamentals of Organizational BehaviourMeaning of Organizational Behaviour and its importance, OB Models.

Module III: Individual Behaviour

Personality, Determinants and Attributes, Values, Job Attitudes, Perception- factors affecting Perception,Cognitive Dissonance Theory. Motivation-Content and Processes Theories; Maslow’s Hierarchy of Needs,

Herzberg's Two Factor Theory, ERG Theory, Vroom's Expectancy Theory, Reinforcement Theory andBehaviour Modification.

Module IV: Foundations of Group Behaviour

Defining and Classifying Groups, Group Structure and Processes, Group vs Team, Team Effectiveness.

Leadership-Trait Theories, Behavioural Theories-Ohio State Studies, Michigan Studies, Managerial Grid.Contingency Theories- Fiedler’s Model, Hersey and Blanchard's Situational Theory, Leader-Member Exchange

Theory, Path Goal Theory.

Module V: Conflict Management

Transitions in Conflict thought, Functional vs. Dysfunctional Conflict, Conflict process, conflict managementtechniques.

Module VI: Organizational Change and Stress Management

Forces of Change, Resistance to Change, Lewin's Three-Step Model. Stress Management - Potential sources,Consequences and Coping strategies for stress.

Examination Scheme

Components CPA TP Q/S A ME EE

Weightage (%) 5 5 5 5 10 70

References

• Luthans, F. (2005), Organizational Behaviour, McGraw – Hill International Edition.

• Robbins, S.P. (2005), Organizational Behaviour, Eleventh Edition, Prentice Hall of India.

• Greenberg, J. & Baron, R.A. (2005), Behaviour in Organizations, Pearson Education.

• Newstrom John W. and Davis Keith, (1993), Organizational Behaviour: Human Behaviour at Work, Tata

McGraw Hill, New Delhi

• Agarwal R. D., (1995), Organisation and Management, Tata McGraw Hill, New Delhi

• Schermerhorn, J.R. Jr.; Hunt, J.G. & Osborn, R.N. (1985), Managing Organizational Behaviour, John

Wiley & Sons.

• Srivastava, S. (2000), Organizational Behaviour, Galgotia Publications.

7/28/2019 Syllabus MBA HR- 2012-14


ACCOUNTING FOR MANAGEMENT


Course ObjectivesParticipants in this course will develop the essential ability of all managers, to use complex accounting

information as a platform for decision-making. As the course unfolds, participants will build an increasinglysophisticated level of understanding of the language of accounting and its key concepts. In addition the course

develops skills in interpreting earnings statements, balance sheets, and cash flow reports. This ability to analyzefinancial statements will enable participants to deal more effectively with strategic options for their businesses

or business units.

Course Contents

Module I: Accounting Basics

Introduction, Foundations, Accounting policies, Accounting and management control, Branches of accounting,

Recording of transactions and classification, Trial Balance & Errors, Cash book

Module II: Final Accounts

Preparation, Adjustments, Analysis, Depreciation Accounting, Reserves & Provisions. Form and contents of

financial statements with reference to Indian Companies Act.

Module III: Financial Statement Analysis

Relation and Comparison of Accounting data and using financial statement information, Ratio Analysis, Cash

flow analysis. Determination of Existing and future capital requirement.

Module IV: Cost Accounting

Elements of cost, Cost Classification and Allocation, Cost Sheet

Module V: Management Accounting

Emergence of Management Accounting, Marginal Costing and Cost Volume Profit Analysis, Budgeting& Variance Analysis.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Bhattacharya, S.K. and Dearden, J ( 2006),Accounting for Management, Vikas Publishing House

• Narayanaswamy R (2005),Finanacial Accounting – A Managerial Perspective, Prentice Hall of India.

• Maheshwari S N and S K Maheshwari (2006), Accounting for Management, Vikas Pub. House.

• Tulsian, P.C (2006),Financial Accounting, Tata McGraw Hill.

• Banerjee, A (2005), Financial Accounting, Excel Books.

• Ghosh,T.P (2005), Fundamentals of Management Accounting, Excel Books

7/28/2019 Syllabus MBA HR- 2012-14


ECONOMIC ANALYSIS


Course ObjectivesTo familiarize the students with theoretical concepts of modern Economic Analysis so that they can use these asinputs in managerial decision making process. Emphasis would be laid on the understanding of key economic

variables both at micro and macro level which influence the business operations and strategies of the firm andthe business environment under which they operate.

Course Contents

Module I: Theory of Demand and Supply

Nature and scope of economic analysis: its relevance for managerial decision making, Demand analysis: nature

of demand for a product- individual demand and market demand, demand by market segmentation. Demand

function and determinants of demand. Supply function: determinants of supply of a product, law of supply.Elasticity of supply.

Concept of elasticity of demand- income, cross, price and advertizing elasticity. Theorems on the price elasticityof demand. Applications of the concept of price elasticity of demand in business decisions. Demand forecasting-

need for forecasting and techniques of forecasting. Cost concepts: costs relevant for management decisionmaking. Economies of scale: internal and external. Cost function: cost and output relationship.

Module II: Theory of Production and Cost

Production analysis: Production function-neo-classical, Cobb- Douglas, Leontief. Least cost combination of inputs for a firm. Concept of an isoquant-smooth curvature and right angle. Returns to scale and returns to a

factor. Expansion path of a firm. Cost Analysis: Cost relevant for management decision making. Economies of scale: Cost Function: Cost and output relationship. An Analysis of the Objectives of a Business Firm: Profit

Maximization Model, Baumoul’s Sales Maximization Model, Marris’s Model of ‘Managerial Enterprise’Williamson’s Model Of ‘Managerial Discretion.

Module III: Market Structure: Price and Output Decisions

Pricing and Output decisions – Perfectly Competitive and Monopoly Market Pricing and Output Decisions-Under Monopolistically Competitive Market- Product Differentiation; Price Discriminating Monopolist; Models

of Oligopolistic Market: Price Rigidity – The Kinky Demand Curve Model Interdependence - The Cournot

Model, Price Leadership Models, Cartels and Collusion.

Module IV: Macro Economics Analysis

Economic Policy and Analysis: Macro Economic Variables and Functional Relationships. BusinessEnvironment: Factors Influencing the Business Environment. National Income Analysis. Models of Circular

Flow of Money-Incorporating Savings Investment, Foreign Trade and Government Sector. ConsumptionFunction, Saving Function and investment Function. Concepts of Investment Multiplier. Factors Influencing

Consumption Function. Demand and Supply of Money: Transaction, Precautionary and Speculative Demandfor Money; Liquidity preference function; Components of Money Supply. Business Cycles: An Analysis of

Fluctuation in the level of Economic Activity. Phases of Business Cycles.

Inflation and Deflation: Demand – Pull and Cost – Push Inflation. Impact of Inflation . Analysis of Policies tocontrol inflation. Deflation. Monetary Policy: Objectives of Monetary Policy. Function of Central Bank. Credit

Policy and its implications on the Corporate Sector. Fiscal Policy: meaning, objectives and impact on economy.Money Market, Capital Market and Foreign Exchange Market.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Gupta, G.S. (2006), Managerial Economics, Tata McGraw Hill

• Peterson, H.C and Lewis, W.C. (2005), Managerial Economics, Prentice Hall of India

• R Ferguson, R., Ferguson, G.J and Rothschild, R. (1993) Business Economics, Macmillan.

• Chandra, P.(2006), Project: Preparation, Appraisal, Implementation and Review, Tata McGraw Hill.

7/28/2019 Syllabus MBA HR- 2012-14


INFORMATION TECHNOLOGY FOR MANAGERS


Course ObjectivesThis course will expose students to developments in computer technology and understand the working of a

computer system. It will introduce end-user computing and build skills in using IT and understanding varioustechnologies like internet, telecom, DBMS concepts, e-commerce etc. The course will expose the students to the

latest trends in computer.

Course Contents

Module I: Data Resource Management

Introduction to DBMS, Benefits of DBMS over traditional file system, Types of DBMS, Application of DBMSusing MS-ACCESS / ORACLE as a tool for understanding of DBMS concepts. SQL Query handling , Forms,

Concept of Data Warehouses and Data Marts, Introduction to Data Centers. Storage Technologies andArchitecture (DAT, NAS, SAN etc. ). Live examples of storage strategies of companies like Google, Amazon

Wal-Mart dealing with storage crisis

Module II: Telecommunications and Computer Networks Networked Enterprise :- Components, Types of networks, Advantages of Network Environment, Business Uses

of Internet, Intranet and Extranet, Web 2.0/3.0 , Distributed/Cloud/Grid Computing, GPRS, 3G & 4G

technologies, VOIP and IPTV. Module III: Electronic Commerce Systems

Introduction to e-Commerce and M-Commerce, Advantages and Disadvantages of each. Concept of B2B, B2C,C2C , with examples. Concept of Internet Banking and Online Shopping, Electronic Payment Systems,

development of e-commerce store

Module IV :- e-governance

Concept of e-governance , World Perspective , Indian Perspective , Technologies for e-governance , e-

governance as an effective tool to manage the country’s citizens and resources, Advantages and Disadvantage of

E-governance, E-governance perspective in India. Discussion on e-chaupal, Bhoomi etc. .

Module V: Security Management

The Information Security, System Vulnerability and Abuse, , Security Threats (Malicious Software , Hackingetc.) and counter measure . Definition of Cyber Crime and Types . Antivirus, Firewalls, Anti-Spyware ,

Security Audit , Discussion on Overview of IT-ACT 2000.

Examination Scheme

Components CPA TP Q/S A ME EEWeightage (%) 5 5 5 5 10 70

References

• Norton P (2010), Introduction to Computers, Tata McGraw-Hill

• Potter T (2010), Introduction to Computers, John Wiley & Sons (Asia) Pvt Ltd

• Morley D & Parker CS (2009), Understanding Computers – Today and Tomorrow, Thompson Press

• Jawadekar, WS (2009); Management Information System; Tata Mc Graw Hill

• Mclead R & Schell G (2009), Management Information Systems; Pearson Prentice Hall

• O’Brein, JA (2009); Introduction to Information Systems; Tata Mc Graw Hill

7/28/2019 Syllabus MBA HR- 2012-14


QUANTITATIVE TECHNIQUES IN MANAGEMENT

Course Code: MHR 105 Credit units: 04

Course Objectives

The aim of this course is to develop the understanding of various statistical tools used for decisions making and

how each applies to and can be used in the business environment using contemporary software viz. MS- Exceland/or Minitab. The focus on interpretation rather than computation develops competencies that will aid

students in their future careers as managers.

Course Contents

Module I: Introduction

Importance of statistics for managers, scales of measurement; basic statistical concepts: population and sample,descriptive and inferential statistics, parameter and statistic. Tabular and Graphical Descriptive Techniques

using MS Excel and/or Minitab: Bar chart, Pie Chart, Histogram, Frequency Polygon, Ogive, Pareto Chart,Stem-and-leaf display, Cross tabulations, Scatter plot and Trend line. Descriptive Statistics - Numerical

Measures: Measures of Location: Arithmetic Mean, Median and Mode, Partition Values- Quartiles, and percentiles. Measures of Variability: Range, IQR, Variance, Standard Deviation, Coefficient of variation. EDA:

Five-number summary, Box-and-Whisker Plots, outliers. Measures of Linear Relationship: covariance,

coefficient of correlation. Using MS Excel and/or Minitab for Numerical Measures.

Module II: Probability and Probability Distributions

Assigning probability to events; Joint, Marginal and Conditional Probability, Probability Rules; complement

Rule, Multiplication Rule, Addition Rule, Probability Trees, Bayes’ Theorem. Probability Distributions: Meanor Expected value of random variable, Variance and Standard Deviation of random variables; Binomial

Probability Distribution, Poisson Probability Distribution and Normal Probability Distribution. Using MS Excel

and/or Minitab for computation of Binomial, Poisson and Normal probabilities.

Module III: Sampling, Sampling Distribution and Estimation

Sampling: Basic Concepts, Types of Sampling and Non-Sampling Errors and Precautions, Central Limit

Theorem, Sampling Distribution of the mean, Sampling distribution of proportion. Estimation: Types Estimates,Using z Statistic for estimating population mean, Confidence interval for estimating population mean when

population SD is unknown, Estimating population mean using t Statistic (small sample case), and Confidenceinterval estimation for population proportion. Using MS Excel and/or Minitab for confidence interval

construction.

Module IV: Hypothesis Testing

Fundamental Concepts of Hypothesis Testing: Developing null and alternate hypothesis, Hypothesis testing

procedure, the critical value of the test statistic, regions and rejection and non-rejection, Type I error and Type IIerror, Level of significance, The confidence coefficient, The power of a test, The p-value approach to hypothesis

testing. Inference about a Population: For single population mean using z-statistic, for single population meanusing t -statistic, hypothesis testing for population proportion. Inference about Comparing Two Populations:

Inference about the difference between two population means - Independent samples and Matched Samples,Inference about the difference between two population proportions, Inference about the ratio of two population

variances. Analysis of Variance and Experimental Designs (Analysis and Interpretation of MS Exceland/or Minitab Output only): Testing for equality of k population means, multiple comparison procedure,introduction to experimental designs, CRD, RBD, Two-Factor Factorial Experiments. Chi-Squared Tests: Chi-

squared goodness of fit test, Chi-squared test of independence: Two-way contingency analysis. Using MS Excel

and/or Minitab for Chi-squared test.

Module V: Forecasting Techniques

Simple Linear Regression: Model, Estimating the coefficient using least squares method. Assessing the Model

(Analysis and Interpretation of Excel and/or Minitab Output only); Standard Error of Estimate, Testing the Slop,Coefficient of determination, Other parts of computer printout. Multiple Regression (Analysis and

Interpretation of Excel and Minitab Output only): Model and Required conditions, estimating thecoefficients and assessing the model, Time Series Analysis: Variation in Time Series, Numerical application of

trend analysis only.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

7/28/2019 Syllabus MBA HR- 2012-14


References

• Keller, Gerald (2007), Statistics for Management and Economics, Cengage Learning

• Levin Richard I. & Rubin David S.(1998), Statistics for Management, Pearson Education India

• Anderson D.R; Sweeny D.J, Williams T.A (2002), Statistics for Business and Economics, Cengage

learning.

• Kazinier L. J, & Pohl N.F. (2004), Basic Statistics for Business and Economics, New York: McGraw Hill.

• Stephen .K.C. (2002), Applied Business Statistics: Text, Problems and Cases. New York: Harper and Row.

• Sharma, J.K. (2007), Business Statistics, Pearson Education India.

• Ken Black (2011), Business Statistics, Wiley Publication

7/28/2019 Syllabus MBA HR- 2012-14


NEURO LINGUISTIC PROGRAMMING


Course ObjectivesThis course would help the students to understand the importance and need of NLP techniques for maximizing

ones own potential for managing their thoughts, feelings and behaviour.

Course Contents


What is NLP? How does NLP work?

Module II

Neuro, Filters on your World

Module III: Linguistic

Sensory Communication, Metaphor, Enriching Communication (Presuppositions, Distortions, Ambiguity)

Module IV: Programming

Frameworks, Models and Techniques. .Modeling

Module V: Personal Growth

Shaping a more Functional Self Relationship effectiveness

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Knight Sue (2006), NLP at Work, Nicholas Brealey Publishing.

• Molden David (2008), NLP Business Masterclass, Pearson Education.

• Robbins Anthony (2001), Unlimited Power, Pocket Books

7/28/2019 Syllabus MBA HR- 2012-14


PSYCHOLOGY AT WORK PLACE


Course ObjectivesThis course will help the students to understand the basic processes and concepts of applied psychology at work place

Course Contents

Module I: Work Psychology: its origins, subject matter and methods

Introduction, Origins of Work Psychology, Work psychology Today, Work Psychology and Common Sense,Research Methods in Work Psychology

Module II: Emotions, Stress and Psychological Well Being.

Expression and Perception of Emotions, Theories, Intelligence Quotient, Emotional Quotient, Social Quotient

and Spiritual Quotient, Stress and Stressors, Psychological Well Being.

Module III: Principles of cognitive processes

Thinking, Learning and Memory: Thinking Process, Problem Solving, Decision Making and Creative Thinking,Principles of Learning and Cognitive Learning, Memory Models, Forgetting and Amnesia

Module IV: Personality

Theories of Personality, Nature-Nurture, Determinants of personality and behavior at work place, defensemechanisms and their application in day-today life, Impact of Personality on Work and Work Performance

Module V: Contemporary Issues In Work Psychology

Meaning of Work, The Role of Work, Positive Psychology and Its Role in Developing Effective Organizations,Gender Sensitivity, Organizational Justice, Organizational Misbehavior and Counterproductive Work behaviour,

Managing Diversity and Work Life Balance

Examination Scheme


Weightage (%) 5 5 5 5 10 70-

References

• Clifford T. Morgan, King Richard A., Weis John R. and Schopler John, (1993), Introduction to Psychology,Tata

McGraw Hill

• Arnold J, Robertson I V and Cooper C L, (1996),Work Psychology :Understanding Human Behaviour in the work

place, Macmillan India Ltd

• Schultz D.and Schultz S E (2002),Psychology and Work Today, Pearson Education.

• Feldman Robert S. (2005), Understanding Psychology, Tata Mc Graw Hill

• Huffman K,Vernoy M And Vernoy J, (2000),Psychology in Action. John Wiley and Sons

7/28/2019 Syllabus MBA HR- 2012-14


MARKETING MANAGEMENT


Course ObjectivesThe objective of this course is to provide the students exposure to modern marketing concepts, tools, and

techniques, and help them develop abilities and skills required for the performance of marketing functions.

Course Contents

Module I: Understanding Marketing in New perspective

Fundamentals of Marketing, Customer Value and Satisfaction, Customer Delight, Conceptualizing Tasks and

Philosophies of Marketing Management, Value Chain, Scanning the Marketing Environment, Marketing MixElements, Difference between marketing and Selling, Relationship marketing, Social marketing, Strategic

Planning in marketing, formulating the marketing plan.

Module II: Analyzing Consumers & Selecting Markets

The factors influencing consumer behavior. The stages in the buying process, the buying decision making process, factors effecting the buying decision., Market Segmentations, Levels of Market Segmentations,

Patterns, Procedures, Requirement for Effective Segmentation, Evaluating the Market Segments, Selecting theMarket Segments, Tool for Competitive Differentiation, Developing a Positioning Strategy.

Module III: Managing Product & Pricing Strategies

Classification of products, New Product development, stages of product development, Adoption process,Product mix decisions and line management, Length, width and depth of a line, line analysis, and brand

management, product life cycle, stages in lifecycle and factors affecting each stage, Managing product lifecycles. Setting the price, adapting the price, initiating and responding the price changes,

Module VI: Designing: Managing the Integrated Communication

Channel functions and flows. Channel design decisions. Channel management decisions. Channel

dynamics;vertical horizontal and multi channel marketing systems. Market Logistics decisions.

Effective Communication, Integrated Marketing Communication, Marketing Communication Process,Promotion mix, Advertising, Personal Selling, Sales Promotion and Publicity and Public Relations, DirectMarketing,

Module V: Emerging Trends in Marketing

An Introduction to Internet Marketing, Multi Level Marketing, E-Marketing, Green Marketing, EventMarketing, Types of Events, Sponsorship, Cause Related Marketing, Marketing for Non Profit Organizations

Marketing Strategies for Leaders, Challenges, Followers and Nichers

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Kotler, Keller, Koshy, Jha, (2008), Marketing Management– A South Asian Perspective, Pearson India Pvt.

• Kurtz, (2008), Principles of Marketing, Cengage Learning, India,

• S. Neelamegham, (2009), Marketing In India,Vikas publishing house,

• Biplo Bose, (2008), Marketing Management, Himalaya Publishing House.

• Paul Baines, Chris Fill, Kelly Page, (2009), Marketing, Oxford University Press

• Winner (2009) Marketing Management,Pearson Education.

• William L. Pride and O.C. Ferrell, (1993), Marketing Concepts and Strategies, Boston, Houghton Mifflin

Co.

• Czinkota and Kotabe , ( 2007), Marketing Management, Cengage Learning, India• West, Ford, Ibrahim, (2009),Strategic Marketing, Oxford University,

• Evans, (2008), Marketing Management Cengage Learning,India

• Rajan Saxena, (2010) , Marketing Management,Tata McGraw Hill

7/28/2019 Syllabus MBA HR- 2012-14


BUSINESS COMMUNICATION – I


Course ObjectivesOne cannot‘not communicate’. This course is designed to facilitate our young Amitians to communicateeffectively by emphasizing on practical communication through refurbishing their existing language skills and

also to bring one and all to a common take-of level.

Course Contents

Module I: Fundamentals of communication

Relevance of communicationEffective communication

Models of communication

Effective use of language

Module II: Tools of communication Proficiency in English – The international

Language of businessBuilding vocabulary

(Denotative & connotative)Extensive vocabulary drills

(Synonyms / Antonyms / Homonyms)One Word substitution

Idioms & phrasesMechanics and Semantics of sentences

Writing sentences that really communicate(Brevity, Clarity, and Simplicity)

Improving the tone and style of sentences

Module III: Barriers to Effective use of language

Avoiding clichés

Removing redundancies

Getting rid of ambiguityEuphemismJargons

Code switching Note: 2 tests of 20 marks of one hour duration each will be conducted over and above the teaching hours. Theywill have to be programmed accordingly.

Examination Scheme

Components CT1 CT2 CAF V GD GP A

Weightage (%) 20 20 25 10 10 10 5

CAF – Communication Assessment FileGD – Group Discussion

GP – Group Presentation

References

• Working in English, Jones, Cambridge

• Business Communication, Raman – Prakash, Oxford

• Echoes: Jha Madhulika: Orient Longman • Practical English Usage, Swan M , Cambridge

7/28/2019 Syllabus MBA HR- 2012-14


BEHAVIOURAL SCIENCE – I


Course ObjectivesThis course aims at imparting an understanding of self and the process of self exploration, learning strategies for

development of a healthy self esteem,importance of attitudes and their effect on work behavior,effectivemanagement of emotions and building interpersonal competence.

Course ContentsModule I: Understanding Self

Formation of self concept

Dimension of Self

Components of self Self Competency

Module II: Self-Esteem: Sense of Worth

Meaning and Nature of Self EsteemCharacteristics of High and Low Self Esteem

Importance & need of Self EsteemSelf esteem at work

Steps to enhance Self Esteem

Module III: Emotional Intelligence: Brain Power

Introduction to EI

Difference between IQ, EQ and SQRelevance of EI at workplace

Self assessment, analysis and action plan

Module IV: Managing Emotions and Building Interpersonal Competence

Need and importance of Emotions

Healthy and Unhealthy expression of emotions

Anger: Conceptualization and CycleDeveloping emotional and interpersonal competence

Self assessment, analysis and action plan

Module V: Leading Through Positive Attitude

Understanding AttitudesFormation of Attitudes

Types of AttitudesEffects of Attitude on

Behaviour Perception

MotivationStress

AdjustmentTime Management

Effective PerformanceBuilding Positive Attitude

Module VI: End-of-Semester Appraisal

Viva based on personal journalAssessment of Behavioural change as a result of training

Exit Level Rating by Self and Observer

References

• Towers, Marc (1997), Self Esteem, American Media

• Covey, R. Stephen (1992),Seven habits of Highly Effective People,Simon & Schuster Ltd.

• Khera Shiv(1999), You Can Win, Macmillan

•Gegax Tom, Winning in the Game of Life, Harmony Books

• Chatterjee Debashish (1998), Leading Consciously, Viva Books Pvt Ltd.

• Dr. Dinkmeyer Don, Dr. Losoncy Lewis, The Skills of Encouragement: St. Lucie Press.

• Singh, Dalip (2002), Emotional Intelligence at work, Sage Publications.

• Goleman, Daniel (1995),Emotional Intelligence,Bantam Books

7/28/2019 Syllabus MBA HR- 2012-14


7/28/2019 Syllabus MBA HR- 2012-14


FRENCH - I


Course Objectives To familiarize the students with the French language; phonetic system; accents; manners; cultural aspects .To enable the students, to establish first contacts, to identify things and talk about things.

Course Contents

Unité 1, 2: pp. 01 to 37

Contenu lexical: Unité 1: Premiers contacts

1. Nommer des objets, s’adresser poliment à quelqu’un

2. se présenter, présenter quelqu’un

3. entrer en contact : dire tu ou vous, épeler 4. dire où on travaille, ce qu’on fait

5. communiquer ses coordonnées Unité 2: Objets

1. identifier des objets, expliquer leur usage2. Dire ce qu’on possède, faire un achat, discuter le prix.

3. Monter et situer des objets4. Décrire des objets

5. comparer des objets, expliquer ses préférences

Contenu grammatical: 1. articles indéfinis, masculin et féminin des noms, pluriel des noms2. Je, il, elle sujets, verbes parler, habiter, s’appeler, être, avoir, masculin et

féminin des adjectifs de nationalité3. tu, vous sujets, verbes parler, aller, être, c’est moi/c’est toi

4. verbes faire, connaître, vendre, c’est/il est + profession, qui est-ce ? qu’est-ce que ... ?

5. article défini, complément du nom avec de, quel interrogatif 6. adjectifs possessifs (1), pour + infinitif

7. verbe avoir, ne...pas/pas de, question avec est-ce que ?, question négative,

réponse Si8. Prépositions de lieu, il y a/qu’est-ce qu’il y a9. accord et place des adjectifs qualificatifs, il manque...

10. comparatifs et superlatifs, pronoms toniques, pronom on

Examination Scheme

Components CT1 CT2 C I V A

Weightage (%) 20 20 20 20 15 5

C – Project +Presentation

I – Interaction/Conversation Practice

References

• le livre à suivre : Français.Com (Débutant)

7/28/2019 Syllabus MBA HR- 2012-14


GERMAN - I


Course ObjectivesTo enable the students to converse, read and write in the language with the help of the basic rules of grammar,

which will later help them to strengthen their language.To give the students an insight into the culture, geography, political situation and economic opportunities

available in Germany

Course Contents


Self introduction: heissen, kommen, wohnwn, lernen, arbeiten, trinken, etc.

All personal pronouns in relation to the verbs taught so far.

Greetings: Guten Morgen!, Guten Tag!, Guten Abend!, Gute Nacht!, Danke sehr!, Danke!, Vielen Dank!, (estut mir Leid!),

Hallo, wie geht’s?: Danke gut!, sehr gut!, prima!, ausgezeichnet!,Es geht!, nicht so gut!, so la la!, miserabel!

Module II: Interviewspiel

To assimilate the vocabulary learnt so far and to apply the words and phrases in short dialogues in an interview – game for self introduction.

Module III: Phonetics

Sound system of the language with special stress on Dipthongs

Module IV: Countries, nationalities and their languages

To make the students acquainted with the most widely used country names, their nationalitie and the language

spoken in that country.

Module V: Articles

The definite and indefinite articles in masculine, feminine and neuter gender. All Vegetables, Fruits, Animals,

Furniture, Eatables, modes of Transport

Module VI: Professions

To acquaint the students with professions in both the genders with the help of the verb “sein”.

Module VII: Pronouns

Simple possessive pronouns, the use of my, your, etc.The family members, family Tree with the help of the verb “to have”

Module VIII: Colours

All the color and color related vocabulary – colored, colorful, colorless, pale, light, dark, etc.

Module IX: Numbers and calculations – verb “kosten”

The counting, plural structures and simple calculation like addition, subtraction, multiplication and division to

test the knowledge of numbers.“Wie viel kostet das?”

Module X: Revision list of Question pronouns

W – Questions like who, what, where, when, which, how, how many, how much, etc.

Examination Scheme


Weightage (%) 20 20 20 20 15 5

C – Project + Presentation


References

• Wolfgang Hieber, Lernziel Deutsch

• Hans-Heinrich Wangler, Sprachkurs Deutsch• Schulz Griesbach, Deutsche Sprachlehre für Ausländer

• P.L Aneja, Deutsch Interessant - 1, 2 & 3

• Rosa-Maria Dallapiazza et al, Tangram Aktuell A1/1,2

• Braun, Nieder, Schmöe, Deutsch als Fremdsprache 1A, Grundkurs

7/28/2019 Syllabus MBA HR- 2012-14


SPANISH – I


Course ObjectivesTo enable students acquire the relevance of the Spanish language in today’s global context, how to greet each

other. How to present / introduce each other using basic verbs and vocabulary.

Course Contents

Module I

A brief history of Spain, Latin America, the language, the culture…and the relevance of Spanish language in

today’s global context.Introduction to alphabets.

Module II

Introduction to ‘Saludos’ (How to greet each other. How to present/ introduce each other).

Goodbyes (despedidas)

The verb llamarse and practice of it.

Module III

Concept of Gender and Number

Months of the years, days of the week, seasons. Introduction to numbers 1-100, Colors, Revision of numbersand introduction to ordinal numbers.

Module IV

Introduction to SER and ESTAR (both of which mean To Be).Revision of ‘Saludos’ and ‘Llamarse’. Someadjectives, nationalities, professions, physical/geographical location, the fact that spanish adjectives have to

agree with gender and number of their nouns. Exercises highlighting usage of Ser and Estar.

Module V

Time, demonstrative pronoun (Este/esta, Aquel/aquella etc)

Module VI

Introduction to some key AR /ER/IR ending regular verbs.

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References

• Español, En Directo I A

• Español Sin Fronteras

7/28/2019 Syllabus MBA HR- 2012-14


JAPANESE - I


Course ObjectivesTo enable the students to learn the basic rules of grammar and Japanese language to be used in daily life that

will later help them to strengthen their language.

Course Contents

Module I: Salutations

Self introduction, Asking and answering to small general questions

Module II: Cardinal Numbers

Numerals, Expression of time and period, Days, months

Module III: Tenses

Present Tense, Future tense

Module IV: Prepositions

Particles, possession, Forming questions

Module V: DemonstrativesInterrogatives, pronoun and adjectives

Module VI: Description

Common phrases, Adjectives to describe a person

Module VII: Schedule

Time Table, everyday routine etc.

Module VIII: Outings

Going to see a movie, party, friend’s house etc.

Learning Outcome

Students can speak the basic language describing above mentioned topics

Methods of Private study /Self help

Handouts, audio-aids, and self-do assignments and role-plays will support classroom teaching

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References

• Teach yourself Japanese

• Shin Nihongo no kiso 1

7/28/2019 Syllabus MBA HR- 2012-14


CHINESE – I


Course ObjectivesThere are many dialects spoken in China, but the language which will help you through wherever you go is

Mandarin, or Putonghua, as it is called in Chinese. The most widely spoken forms of Chinese are Mandarin,Cantonese, Gan, Hakka, Min, Wu and Xiang. The course aims at familiarizing the student with the basic aspects

of speaking ability of Mandarin, the language of Mainland China. The course aims at training students in

practical skills and nurturing them to interact with a Chinese person.

Course Contents

Module I

Show pictures, dialogue and retell.Getting to know each other.

Practicing chart with Initials and Finals. (CHART – The Chinese Phonetic Alphabet Called “Hanyu Pinyin” inMandarin Chinese.)

Practicing of Tones as it is a tonal language.Changes in 3rd tone and Neutral Tone.

Module II

GreetingsLet me Introduce

The modal particle “ne”.Use of Please ‘qing” – sit, have tea ………….. etc.

A brief self introduction – Ni hao ma? Zaijian!

Use of “bu” negative.

Module III

Attributives showing possessionHow is your Health? Thank you

Where are you from?A few Professions like – Engineer, Businessman, Doctor, Teacher, Worker.

Are you busy with your work?

May I know your name?

Module IV

Use of “How many” – People in your family?Use of “zhe” and “na”.

Use of interrogative particle “shenme”, “shui”, “ma” and “nar”.How to make interrogative sentences ending with “ma”.

Structural particle “de”.Use of “Nin” when and where to use and with whom. Use of guixing.

Use of verb “zuo” and how to make sentences with it.

Module V

Family structure and Relations.

Use of “you” – “mei you”.

Measure wordsDays and Weekdays.

Numbers.

Maps, different languages and Countries.

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References

• “Elementary Chinese Reader Part I” Lesson 1-10

7/28/2019 Syllabus MBA HR- 2012-14


SECOND SEMESTER

LEGAL ASPECTS OF BUSINESS


Course ObjectivesTo give insight to various Legal Aspects of Business so that the students are able to interpret the provisions of some of the important laws and apply the same in commercial and industrial enterprises.

Course Contents

Module I: Indian Contract Act, 1872

Nature and kinds of Contracts, Concepts related to offer, Acceptance and Consideration, Principles Governing

Capacity of Parties and Free Consent, Legality of Objects, Performance and Discharge of Contract, Breach of Contract and its Remedies,Special contracts of Bailment and Pledge, Indemnity and Guaratnee, Contract of

Agency.

Module II: Sale of Goods Act, 1930

Sale and Agreement to Sell, Hire Purchase – Pledge – Mortgage – Hypothecation Lease.Goods – Different typesof Goods, Passing of Property in Goods, Conditions and Warranties, Doctrine of Caveat emptor, Rights of anunpaid Seller.

Module III : Negotiable Instruments Act, 1881

Meaning of Negotiability and Negotiable Instruments – Cheques Bill of Exchange and Promissory Note – Crossing of Cheques – Endorsement – Dishonour of Cheques.

Module VI: Company Law

Companies Act, 1956-Meaning and types of companies, Formation of a company, Memorandum and Articles of Association, Share Capital and Shareholders, Prospectus and Issue of Shares, Buy Back of Shares, Debentures,

Company Meetings and Proceedings, Powers, Duties, Liabilities of Directors and Winding up of Company.

Module V: Indian Partnership Act, 1932Meaning and definitions, Registration of partnerships, Types of partners, Dissolution, Limited LiabilityPartnership Act, 1932 – Meaning & definitions, Meaning of designated partner, Registration of LLP, Types of

partners, Dissolution

Module VI : Intellectual Property Laws (IPR)

Overview of Law & Procedure relating to Patents, Trade marks & Copyrights, Infringement

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Gulshan SS (2003), Elements of Mercantile Law, Excel Books, N. Delhi.

• Kuchhal MS (2010),Business Law, Vikas Publication

• Tulsian PC,(2002), Relevance of Business Law,Tata McGraw Hills.

• Singh Avtar,(2006),Elements of Mercantile Law,S.Chand & Sons.

7/28/2019 Syllabus MBA HR- 2012-14


MARKETING RESEARCH


Course ObjectivesThe aim of this course is of providing the relevant inputs of Business Research Methods to the students so that

they could study systematically various complex management problems and derive solutions for thesame. Besides the course work, the students shall be required to undertake a research project

incorporating the research techniques studied during the semester

Course Contents

Module I: Nature and Scope of Marketing Research

Marketing research as input in decision making process, Marketing research and marketing information system.Applications of marketing research, Planning a research project: Problem identification and formulation.

Research Design: Exploratory, Descriptive and Experimental research designs, Market research on the Internet

Module II: Data Collection Methods

Observation Methods and Questionnaire Method, Questionnaire Design: Steps in constructing a questionnaire,

types of questions, Attitude measurement and Scaling techniques: Ratio, interval, ordinal and nominal scales.Sampling frame, Review of sample selection methods- Probability and non- probability, sample size.

Module III: Data Collection and Field Force

Field work procedure. Common sources of Error in the Field Work. Minimizing Fieldwork Errors, Tabulation of

the Collected Data.

Module IV: Data Analysis

Multivariate Techniques-Factor Analysis, Conjoint Analysis, Cluster Analysis. Discrimental Analysis,Multidimensional Scaling.

Module V: Report Writing

Pre-Writing Considerations, Format of the Marketing Research Report, Common Problems Encountered whenPreparing the Marketing Research Report. Presenting the Research Report.

Module VI: Selected applications of marketing researchIdentifying market segments, Product Research, Sales Research and Advertising Research.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Malhotra, Naresh (2007); Market Research,Prentice Hall of India

• Churchill, Gilbert A, Lacobucci, Dawn (2008); Marketing Research: Methodological Foundations, South

Western

• Luck, David J And Rubin, Ronald S, Marketing Research, Prentice Hall Of India

• Beri, Gc., Marketing Research, Tata McGraw Hill

• Thomas H. Wancott and R. Wancott, Introductory Statistics for Business and Economics, John Wiley and

Sons, New York.

• Burns, Alvin C and Bush, Ronald F: Marketing Research, Pearson Education

Software:

• Students can use SPSS 15.0 for analyzing the data for marketing research.

• The software is available in the computer lab.

7/28/2019 Syllabus MBA HR- 2012-14


FINANCIAL MANAGEMENT


Course ObjectivesThe objective of this course is to develop an understanding of short-term and long-term financial decisions of afirm and various financial tools used in taking these decisions. It is also aimed to develop the understanding of

the financial environment in which a company operates and how it copes with it.

Course Contents


A Framework for Financial Decision-Making- Financial Environment, Changing Role of Finance Managers,Objectives of the firm.

Module II: Valuation Concepts

Time Value of Money, Risk and Return, Financial and Operating Leverage.

Module III: Financing Decisions

Capital Structure and Cost of Capital, Marginal Cost of Capital.

Module IV: Capital Budgeting

Estimation of Cash Flows, Criteria for Capital Budgeting Decisions, Issues Involved in Capital Budgeting, Risk analysis in Capital Budgeting – An Introduction.

Module V: Working Capital Management

Factors Influencing Working Capital Policy, Operating Cycle Analysis, Management of Inventory, Managementof Receivables, Management of Cash and Marketable Securities, Financing of Working Capital.

Module VI: Dividend Policy Decisions

An introduction: Different Schools of Thought on Dividend Policy.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Chandra, P. (2006), Financial Management: Theory and Practice, Tata McGraw Hill.

• Damodaran, A.(2004), Corporate Finance: Theory and Practice, John Wiley & Sons.

• Van Horne, J.C. (2006), Financial Management and Policy, Prentice Hall of India.

• Brearly, R. A. and Myers, S. C. (2006), Principles of Corporate Finance, Tata McGraw Hill

• Pike, R and Neale, B. (1998), Corporate Finance and Investment: Decisions and Strategies, Prentice Hall of

India

• Rustagi, R.P. (1999), Financial Management: Theory, Concepts and Problems, Galgotia Publishing

Company.

• Pandey, I.M. (1999), Financial Management, Vikas Publishing House

7/28/2019 Syllabus MBA HR- 2012-14


7/28/2019 Syllabus MBA HR- 2012-14


OPERATIONS MANAGEMENT


Course ObjectivesThe aim of this course is to develop understanding of the strategic and functional issues in the operationalenvironment of any organization, of the various decisions involving the operational activities, and of the

methods which enable taking the best possible alternative decision.

Course Contents

Module I: Introduction (4 hours)

Introduction of Operations Function and Operations Management in Service & manufacturing industry; Typesof Operations Processes; Operations Strategy

Module II: Strategic Decisions (10 hours)Planning and Designing the Products/ Services: QFD; Facility Location: Factor Rating, Load-Distance, Centre

of Gravity & Median Method; Facility Layout: ALB, Block Diagramming; Capacity Planning and

management: Break-Even, Decision Tree; Project Management: (PERT/ CPM/ Resource Leveling)

Module III: Operating Decisions (6 hours)

Operations scheduling and Sequencing (One Process, Johnson’s Rule for two serial processes); Introduction toSupply Chain; Inventory Control and management: Deterministic and Probabilistic Models.

Module IV: Controlling and Improvement Decision (10 hours)Productivity, Efficiency and Effectiveness; Process Capability, Understanding Quality; Quality Costs; 7 QC

Tools, QC Methods and Acceptance Sampling; Introduction to TQM; Contributions of Quality Guru’s: Deming,

Feigenbaum, Juran, Crosby; Quality circles, Kaizen; Industrial safety & Ergonomics; Green operationsmanagement

Examination Scheme

Components P Q A ME EE

Weightage (%) 5 5 5 15 70

References

• Evans & Collier (2007), Operations Management: An Integrated Goods and Service Approach, Cengage

• Gaither & Frazer (2008), Operation Management, Cengage Publication.

• Heizer, Render, Jagadeesh (2009), Operations Management, Pearson Education, India

• Mahadevan (2007), Operations Management: Theory and Practice, Pearson Education, India

• Martinich, J (2009), Production and Operations Management, Wiley Publication

• Russell and Taylor (2009), Operations Management along the Supply Chain, Wiley

7/28/2019 Syllabus MBA HR- 2012-14


SOCIAL AND INDUSTRIAL PSYCHOLOGY


Course ObjectivesThe Objectives of this course are to understand human behaviour in social and industrial settings. A student

will be able to comprehend the causes of behaviour as well as the methods of improvement by going through

this course.

Course Contents

Module I: Social and Industrial Psychology

Definition, Nature and Background.

Module II: Social Perception & identity Non-Verbal Communication, Theories of Attribution, Impression Formation and Impression Management.

Self Concept, Self-esteem, Self-Efficacy, Self-Monitoring and Self-Focusing.

Module III: Social Influence

Conformity, Compliance and Obedience.

Module IV: Employment Testing

Testing Abilities, Testing Personality, Testing Skills and Achievements, Using and not Using Tests.

The Interview, Application Blanks and Biographical Inventories, References and Background Investigations.

Module V: Safety Psychology

Safety Management and Safety Psychology, Differential Accident Liability.

Module VI: Human Performance

Time & Motion Study, Resistance to Time and Motion Studies, Breaking Resistance, Human Engineering,

Coding Displays and Control, Principles Of Human Performance. Perceptual – Motor Skills, InformationProcessing Behaviour, Monitoring Behaviour.

Module VII: Ergonomics and Work Conditions

Ergonomics Approach Work Design Anthropometrics Approach, Biomechanical Approach,Psychological Approach, Human and Computer Interaction in the Work Place

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Blum & Naylor (1968), Industrial Psychology, CBS Publishers & Distributors

• Baron Robert A. and Byrne Donn (1995), Social Psychology: Understanding Human Interactions, Prentice

Hall India

• Miner John B. (1992), Industrial - Organizational Psychology, McGraw-Hill

• Muchinshy. M. Paul (2008),Psychology Applied to Work, Hypergraphic

• S.C. Tailor, L.A. Peplau and D.O. Sears (1995). Social Psychology, Prentice Hall, New Jersey

7/28/2019 Syllabus MBA HR- 2012-14


KNOWLEDGE MANAGEMENT


Course ObjectivesInformation Systems (IS) enables new approaches to improve efficiency and efficacy of business models. Thiscourse will equip the students with understanding of role, advantages and components of an Information

System. The objective of the course is to help students integrate their learning from functional areas, decisionmaking process in an organization and role of Information Systems to have a vintage point in this competitive

world.

Course Contents

Module I: Information Systems In Business and Decision Support Process in Business

Business Process, and role of Information Systems in Business Processes , Types of Management Support

Systems,( Transaction Processing System, Management Information System, Decision Support Systems,Executive Support Systems and Strategic Information Systems, Components of Information Systems,

Centralized and Decentralized Information SystemsRole of Information in Decision Making Process, Steps in Decision Making , Levels of Decision Making ,

Types of Decision (Structured , Semi structured & Non Structured Decisions ) .

Module II: Knowledge Management Concepts

Introduction to life in organizations, Concept and Characteristics of Knowledge Based Organizations. Managing

Knowledge for organizational effectiveness- Process and Methods; Concept of Intellectual Capital and LearningOrientation in the Organizations; Knowledge and Role related issues

Module III: Knowledge Management and Expert Systems Technology behind KM, Implementation of KM

in an organizations, Various parameters of implementation, Expert Systems, DVS, OLAP – Online AnalyticalProcessing, Data Mining and warehousing .

Module IV : Functional Business Systems

Information and Communication Technology in Knowledge Based Organizations: HRIS – Human Resource

Information Systems for a Knowledge Based Organizations/ Interactive and Targeted Marketing, Sales ForceAutomation/ Computer Integrated Manufacturing, Financial Management Systems

Module V: Cases in Knowledge Based Organizations

Comprehensive Case Study in a Knowledge Based Organizations-Collection and Compilation of the material

by the participants under the guidance of the Resource Person.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Jawadekar, WS (2009); Management Information System; Tata Mc Graw Hill Publication

• Mclead R & Schell G (2009), Management Information Systems; Pearson Prentice Hall

• O’Brein, JA (2009); Introduction to Information Systems; Tata Mc Graw Hill Publication

• Lauden KC & Lauden JP (2010), Management Information Systems – Managing the Digital Firm,Pearson Prentice Hall

• Oz E (2009), Management Information Systems, Cengage Learning

• Turban E, Earonson J et al. (2006), Decision Support and Business Intelligence Systems, Prentice

Hall of India

7/28/2019 Syllabus MBA HR- 2012-14


• Fernandz !B & Sabherwal R (2010); Knowledge Management – systems and Processes; PHI Learning.

•

7/28/2019 Syllabus MBA HR- 2012-14


MANAGERIAL COMPETENCIES AND CAREER DEVELOPMENT

Course Code: MHR 209 Non Credit Course

Course ObjectivesIn this course, students will actively learn and practice job-related skills vital to becoming a successful manager in contemporary organizations. Class sessions will consist of diverse exercises, self-assessments, role plays,

etc., which help students’ evaluate and develop their skills. It will help the students to perform well at anacceptable entry level in each skill area; and better interact with other students, faculty, alumni and industry

professionals.

Course Contents

Module I: Introduction to Managerial Competencies

Business Service Performance Management and Future Managers, managerial Competencies. Values for managerial effectiveness and competencies in career development. Individual career goals and action plan.

Module II: Identification of Career Opportunities in Various Industries

Industry scenario and identifying career opportunities. Key position competencies at entry level in different

industries and growth prospects. Career Recruitment / selection processes in various industries and companies.

Module III: Career Development Process

Diagnostic instruments. Steps in career Development, Career Counseling. Seeking, giving and receiving face-to-face feedback. Strategies for improving managerial competencies. Opportunities and tactics for developingmanagerial competencies.

Module IV: Developing Skills for Career Prospects

How to succeed in interviews, Mock interviews and GDs. Special focus areas. Career Clusters, Role of Mentor in career development. Importance of Entrepreneurial and leaderrship skills in career development.

Module V: Enhancing Learning Through Experience Sharing

Experience sharing of successful industry professionals, entrepreneurs, alumni and career specialists.

Examination Scheme

1. Individual Growth and Team Performance 15 Marks

2. Individual Diagnostic File (Pre & Post Semester) 25 Marks

3. Group Discussion 30 Marks

4. Personal Interview Skills 30 Marks

References

• Kolb, Osland, & Rubin,(1995), Organizational Behavior, Prentice Hall

• Harnold R.Wallace,(2004) ,Personal development for life and work, Thompson Press• Greenhaus ,(2004), Career Management , Thompson Press

7/28/2019 Syllabus MBA HR- 2012-14


BUSINESS COMMUNICATION – II


Course ObjectivesThis course is designed to hone the PR skills of the budding managers and enable them to be an integral part of the corporate communication network. The Verbal Communication (oral and written) will be the lingua franca

of this endeavour.

Course Contents

Module I: Communication in Practice

Verbal Communication1. Communication Networks

2. Developing writing skillsInter- office communication

The business lettersE mail – Netiquette (etiquette on the mail)

Intra- office communication

Memos Notices

Circulars

Agenda and MinutesBusiness Report writing

Resume writing

Module II: Cross Functional Communication Marketing/ integrated marketing communication

Project management communicationHuman Resource communication

Financial Communication

Module III: Communication for Public Relations

Functions and activities of PR

Reputation ManagementBuilding Corporate Image and Identity

Negotiation Techniques

Examination Scheme


Weightage (%) 20 20 25 10 10 10 5



References

• Business Communication, Raman – Prakash, Oxford • The Oxford Handbook of Commercial Corrospondence, Ashley A, Oxford Business Communication for

Managers: An Advanced Approach, Penrose, Thomson

• Business Communication, Krizan, Thomson

• Understanding Human Communication, (9/e), Adler R Oxford

7/28/2019 Syllabus MBA HR- 2012-14


BEHAVIOURAL SCIENCE - II


Course ObjectivesThis course aims at imparting an understanding of:

Process of Behavioural communicationAspects of interpersonal communication and relationship

Management of individual differences as important dimension of IPR

Course Contents

Module I: Behavioural Communication

Scope of Behavioural CommunicationProcess – Personal, Impersonal and Interpersonal Communication

Guidelines for developing Human Communication skillsRelevance of Behavioural Communication in relationship management

Module II: Managing Individual Differences in Relationships

Principles

Types of issues

Approaches

Understanding and importance of self disclosureGuidelines for effective communication during conflicts

Module III: Communication Climate: Foundation of Interpersonal Relationships

Elements of satisfying relationships

Conforming and Disconfirming CommunicationCulturally Relevant Communication

Guideline for Creating and Sustaining Healthy Climate

Module IV: Interpersonal Communication

Imperatives for Interpersonal Communication

Models – Linear, Interaction and TransactionPatterns – Complementary, Symmetrical and Parallel

Types – Self and Other OrientedSteps to improve Interpersonal Communication

Module V: Interpersonal Relationship Development

Relationship circle – Peer/ Colleague, Superior and Subordinate

Initiating and establishing IPR Escalating, maintaining and terminating IPR

Direct and indirect strategies of terminating relationship

Model of ending relationship


Viva based on personal journal

Assessment of Behavioural change as a result of training

Exit Level Rating by Self and Observer

References

• Vangelist L. Anita, Mark N. Knapp, Inter Personal Communication and Human Relationships, Allyn and

Bacon

• Julia T. Wood. Interpersonal Communication everyday encounter

• Simons, Christine, Naylor, Belinda: Effective Communication for Managers,(1997),Cassell

• Harvard Business School, Effective Communication: United States of America

• Beebe, Beebe and Redmond; Interpersonal Communication,(1996); Allyn and Bacon Publishers.

7/28/2019 Syllabus MBA HR- 2012-14


FRENCH - II


Course Objectives To enable the student

• to talk about his time schedule

• to talk about travel

Course Contents

Unité 3, 4: pp. 42 to 72:

Contenu lexical: Unité 3: Emploi du temps

1. demander et donner l’heure, des horaires

2. raconter sa journée3. parler de ses habitudes au travail, de ses loisirs

4. dire la date, parler du temps qu’il fait5. fixer rendez-vous (au téléphone par e-mail), réserver une table au restaurant

Unité 4: Voyage

1. réserver une chambre d’hôtel, demander la note

2. expliquer un itinéraire3. parler de ses déplacements, situer sur une carte

4. exprimer un conseil, une interdiction, une obligation5. acheter un billet de train, consulter un tableau d’horaires

Contenu grammatical: 1. question avec à quelle heure ? adjectifs démonstratifs

2. verbes pronominaux au présent, les prépositions à et de : aller à venir de3. adverbes de fréquence, pourquoi... ? Parce que ... ?

4. expression indiquant la date, verbes impersonnels5. verbe pouvoir + infinitif, le lundi, lundi prochain

6. adjectifs possessifs (2), adjectif tout7. impératif présent (1), nombres ordinaux

8. questions avec est-ce que ? à et en + moyen de transport, en/au+pays

9. verbes devoir+infinitif, il faut+ infinitif, il est interdit de10. verbes: aller, venir, partir, questions avec d’où, où,par où, à quel, de quel

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References


7/28/2019 Syllabus MBA HR- 2012-14


GERMAN – II





Introduction to Grammar to consolidate the language base learnt in Semester - I

Course Contents

Module I: Everything about Time and Time periods

Time and times of the day.Weekdays, months, seasons.

Adverbs of time and time related prepositions

Module II: Irregular verbs

Introduction to irregular verbs like to be, and others, to learn the conjugations of the same, (fahren, essen,

lessen, schlafen, sprechen und ähnliche).

Module III: Separable verbsTo comprehend the change in meaning that the verbs undergo when used as such

Treatment of such verbs with separable prefixes

Module IV: Reading and comprehension

Reading and deciphering railway schedules/school time tableUsage of separable verbs in the above context

Module V: Accusative case

Accusative case with the relevant articles

Introduction to 2 different kinds of sentences – Nominative and Accusative

Module VI: Accusative personal pronouns

Nominative and accusative in comparisonEmphasizing on the universal applicability of the pronouns to both persons and objects

Module VII: Accusative prepositions

Accusative propositions with their use

Both theoretical and figurative use

Module VIII: Dialogues

Dialogue reading: ‘In the market place’

‘At the Hotel’

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References


• Hans-Heinrich Wangler, Sprachkurs Deutsch

• Schulz Griesbach, Deutsche Sprachlehre für Ausländer

• P.L Aneja, Deutsch Interessant- 1, 2 & 3



7/28/2019 Syllabus MBA HR- 2012-14


SPANISH – II


Course ObjectivesTo enable students acquire more vocabulary, grammar, Verbal Phrases to understand simple texts and start

describing any person or object in Simple Present Tense.

Course Contents

Module I

Revision of earlier modules.

Module II

Some more AR/ER/IR verbs. Introduction to root changing and irregular AR/ER/IR ending verbs

Module III

More verbal phrases (eg, Dios Mio, Que lastima etc), adverbs (bueno/malo, muy, mucho, bastante, poco).

Simple texts based on grammar and vocabulary done in earlier modules.

Module IV

Possessive pronouns

Module V

Writing/speaking essays like my friend, my house, my school/institution, myself….descriptions of people,

objects etc, computer/internet related vocabulary

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References


• Español Sin Fronteras

7/28/2019 Syllabus MBA HR- 2012-14


JAPANESE - II


Course ObjectivesTo enable the students to converse in the language with the help of basic particles and be able to define thesituations and people using different adjectives.

Course Contents

Module I: Verbs

Transitive verbs, intransitive verbs

Module II: More prepositions

More particles, articles and likes and dislikes.

Module III: Terms used for instructions

No parking, no smoking etc.

Module IV: Adverbs

Different adverbial expression.

Module V: Invitations and celebrations

Giving and receiving presents

Inviting somebody for lunch, dinner, movie and how to accept and refuse in different ways

Module VI: Comprehension’s

Short essay on Family, Friend etc.

Module VII: Conversations

Situational conversations like asking the way, At a post office, family

Module VIII: Illness

Going to the doctor, hospital etc.

Learning Outcome

Students can speak the language describing above-mentioned topics.

Methods of Private study/ Self help Handouts, audio-aids, and self-do assignments.

Use of library, visiting and watching movies in Japan and culture center every Friday at 6pm.

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References



7/28/2019 Syllabus MBA HR- 2012-14


CHINESE – II


Course ObjectivesChinese is a tonal language where each syllable in isolation has its definite tone (flat, falling, rising and

rising/falling), and same syllables with different tones mean different things. When you say, “ma” with a thirdtone, it mean horse and “ma” with the first tone is Mother. The course aims at familiarizing the student with the

basic aspects of speaking ability of Mandarin, the language of Mainland China. The course aims at trainingstudents in practical skills and nurturing them to interact with a Chinese person.

Course Contents

Module I

Drills;Practice reading aloud;Observe Picture and answer the question;Tone practice;Practice using the language both by speaking and by taking notes;Introduction of basic sentence patterns;Measure words;Glad to meet you.

Module II

Where do you live? Learning different colors;Tones of “bu”;Buying things and how muchit costs?Dialogue on

change of Money;More sentence patterns on Days and Weekdays;How to tell time. Saying the units of time in

Chinese. Learning to say useful phrases like – 8:00, 11:25, 10:30 P.M. everyday, afternoon, evening, night,morning 3:58, one hour, to begin, to end ….. etc.;Morning, Afternoon, Evening, Night.

Module III

Use of words of location like-li, wais hang, xiaFurniture – table, chair, bed, bookshelf,.. etc.

Description of room, house or hostel room.. eg what is placed where and how many things are there in it?Review Lessons – Preview Lessons.

Expression ‘yao”, “xiang” and “yaoshi” (if).Days of week, months in a year etc.

I am learning Chinese. Is Chinese difficult?

Module IV

Counting from 1-1000Use of “chang-chang”.Making an Inquiry – What time is it now? Where is the Post Office?

Days of the week. Months in a year.Use of Preposition – “zai”, “gen”.

Use of interrogative pronoun – “duoshao” and “ji”.

“Whose”??? Sweater etc is it?Different Games and going out for exercise in the morning.

Module V

The verb “qu”

Going to the library issuing a book from the libraryGoing to the cinema hall, buying tickets

Going to the post office, buying stampsGoing to the market to buy things.. etc

Going to the buy clothes …. Etc.Hobby. I also like swimming.

Comprehension and answer questions based on it.

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References

• “Elementary Chinese Reader Part I” Lesson 11-20

7/28/2019 Syllabus MBA HR- 2012-14


THIRD SEMESTER

STRATEGIC MANAGEMENT


Course Objectives

The course is designed to help students to understand the concept of strategy and strategic management process.Acquaint students with basic concepts and principles of strategic management, develop and prepareorganizational strategies that will be effective for the current dynamic environment and likewise to impart the

strategic management conceptual framework which will increase students’ skills and knowledge in identifyingand describing organizations’ strategic posture and direction.

Course Contents

Module I: Introduction and Purpose of Strategy Formulation

Evolution and Introduction of strategic management. Concept and Classification of Corporate and Business

Strategy with Hierarchy definition; Purpose of Strategy Formulation: Concept of Vision, Mission and BusinessDefinition. Importance of Stakeholders in Business.

Module II: Strategic AnalysisPESTLE Analysis, Environmental Threat and Opportunity Profile (ETOP), Strategic Advantage Profile (SAP),Porter’s Value Chain Analysis, Resource Based View of the Firm-VRIO Framework; Market Analysis-David

Aaker Model,Competitor Analysis, Industry Analysis using Porter’s five forces Model; Scenario analysis and

SWOT Analysis. Strategic implications of company decisions and Strategic response to changes in businessenvironment.

Module III: Strategic Choice – Traditional Approach

Portfolio Analysis using BCG, GE Nine Cell Matrix, Hofer’s Model, Making Strategic Choices using

Strickland’s Grand Strategy Selection Matrix; Ansoff’s Product Market Grid; Choosing Generic Strategies usingPorter’s Model of competitive advantage.

Module IV: Industry Structures and Competitive Strategies

Industry Structures and Lifecycle stages, Marketing Warfare and Dominance Strategies: Advantages andDisadvantages of Defensive and Offensive strategies; Innovation as Blue Ocean Strategy.

Module V: Strategy Implementation and Evaluation

Issues in implementation: Resource Allocation, Organization Structure, Social responsibilities – Ethics.Measuring performance and establishing strategic controls.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Wheelen and Hunger,(2008), Essentials of Strategic Management, Prentice Hall India.

• Ramaswamy and Namakumari,(1999), Strategic Planning: Formulation of Corporate Strategy Text and

Cases, Macmillan India Ltd.,

• Jausch & Glueck,(1988), Business Policy and Strategic Management, McGraw Hill.

• Thomson & Strickland,(2008), Business Policy and Strategic Management, McGraw Hill.

• Pearce John ‘A & Robinson R.B,(1997), Strategic Management: Strategy Formulation and Implementation,

AI.T.B.S. Publishers & Distributors

• Regular reading of all latest Business journals: HBR, Business World, Business India, Business Today

7/28/2019 Syllabus MBA HR- 2012-14


MANAGING EXCELLENCE

Course Code: MHR 302 Non Credit Course

Course ObjectivesTo help the students of Business Management believe in excellence and create an environment that cultivatesthe same. It aims at focusing on the basics and establishes a flexible strategic direction with a team-based

organizational concept as they work to advance their team and their department.

This course is designed to provide hands on experience for professional success. This common sense approachcombining self-examination surveys, class exercises, practical exposure and team work is applicable. The main

area to provide the practical exposure include small activities to a mega event such as guest lectures, industry

visits, placements, seminars, conferences, management competitions, corporate meet, alumni meet, publicationsetc. The course will be delivered as under:

Class room 20%Practical 80%

Course Content

Module I: Introduction to Excellence

Self-evaluation, Definition of Excellence, Cultivating the Attitude &Developing the Habit for achieving

excellence

Module II: Excellence for Everyone & Excellence for Everything

Recognizing the Qualities, Excellence for Everything: External vs. Internal, Obstacles to Excellence, ExcellenceEthics, Professional Characteristics

Module III: Achieving Excellence

Instilling Excellence, Managing Excellence, Rewarding Excellence

Module IV: Excellence Indicators

Types of Indicators, Building Models, Distinguishing Characteristics

Module V: Applying Excellence

Application of Excellence, Practical Steps, Self-evaluation of achievements

Examination Scheme

1) Indivdual Diagnostic File (carry forward of MCCD) 15 Marks

2) Presentations 25 Marks

3) Group Discussion 30 Marks

4) Personal Interview Skills 30 Marks

References

English ,Gary, (2005) ‘Phoenix without the ashes: achieving organization .Excellence through common

sense Management’, CRC Press

7/28/2019 Syllabus MBA HR- 2012-14


INDUSTRIAL RELATIONS AND LABOUR LAWS


Course ObjectivesThe objective of the course is to acquaint students with the main provisions of labour standards, concepts,

institutions and approaches to industrial relations and collective bargaining. The course will develop skills of dealing with unions, negotiating collective agreements and to identify approaches to promotion of sound labour

management relations.

Course Contents

Module I: Industrial Relations and Collective Bargaining

Industrial Relations-conceptual and legal framework, Collective Bargaining-an overview, Bargaining and Negotiating skills, Workers Participation in Management, ILO conventions, Sound Labour Management

Relations, Grievance Redressal Machinery, Industrial Relations after globalization

Module II: Introduction to Labour Laws

Labour Law Origin - Purpose - Role of the State - Constitutional Provisions – Fundamental Rights and DirectivePrinciples of State Policy

Module III: Health and Safety, Conditions of Employment

Factories Act, 1948, Industrial Employment (Standing Orders) Act, 1946. Discipline and Disciplinary Procedure

Module IV: Laws for Handling Industrial Disputes and Contract Labour

Industrial Disputes Act 1947, Contract Labour (Regulation & Abolition) Act, 1970

Module V: Trade Unions

Trade Unions: Meaning, Functions, Problems, Trade Unions Act, 1926

Module VI: Wage Related Laws

Minimum Wages Act, 1948, Payment of Wages Act 1936, Equal Remuneration Act 1976, Payment of Bonus

Act 1965

Module VII: Employee Benefits and Social Security Related Laws

Payment of Gratuity Act, 1972: Provident Fund Act 1952, Workmen’s Compensation Act 1923, E.S.I.C. Act,

1948, Maternity Benefit Act 1961, The Apprentices Act 1961.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Bagri, P.R. (2006), Law of Industrial Disputes, Kamal Law House.

• C.S. Venkata Ratnam (2006), Industrial Relations, Oxford Higher Education• Kumar H.L. (2010) Labour Laws - Everybody Should Know, Universal Law Publishing Company

• Malhotra, O.P (1985), Law of Industrial Disputes, N.M. Tripathi Pvt. Ltd.

• Malik, P.L (2008), Industrial Law, Eastern Book company.

• Mamoria CB (1998), Dynamics of Industrial Relations, Himalaya Publishing House.

7/28/2019 Syllabus MBA HR- 2012-14


PERFORMANCE AND COMPETENCY MANAGEMENT


Course ObjectivesThis course will help students to understand the significance of appraisal for an Organization and Individual. Itwill develop an understanding of various appraisal methods and measurements to manage the performances of

employees. It would also provide an insight into the fundamentals of competency management.

Course Contents

Module I: Introduction to Performance Management

Conceptual Approach to Performance Management, Determinants of Job Performance: Person and System

Factor, Components of Effective Performance Management, Performance Management Cycle

Module II: Process of Performance Appraisal

Need And Methods for Performance Appraisal, RSDQ Model, Performance Review - Reengineering

Performance Appraisal System, Performance Analysis , Performance Review Discussion , PerformanceMonitoring and Feedback.

Module III: Competency MappingConcept and Definition of Role and Competency, Characteristics of Competency, Competency VersusCompetence, Performance Versus Competency, Types of Competencies, Context and Relevance of

Competencies in Modern Organizations.

Module IV: Competency Management Framework

Macro View of Competency Management Framework, Strategic Framework, Lancaster Model Of Managerial

Competence, Competency Modeling Framework

Module V: Competency Mapping as a Performance Management Tool

Building Competency Models, The McBer Generic Managerial Competency Model , Competency Causal Flow

Model ,Factors Affecting The Human Performance System , Profiling Competency Framework for a Particular Role, Competency Gap

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Armstrong, Michael and Berron, Angela (2008), Performance Management and Development, Jaico

Publications

• Rao T V (2008), Performance Management and Appraisal Systems-HR Tools for Global Competitiveness,

Response Books

•Cardy Robert L. (2008), Performance Management Concepts, Skills and Exercises, Prentice Hall India

• Sahu R K (2007), Performance Management System, Excel Books

7/28/2019 Syllabus MBA HR- 2012-14


STRATEGIC HUMAN RESOURCE MANAGEMENT


Course ObjectivesThis subject provides an understanding of the strategic contribution of the Human Resource Management

(HRM) function. This course will place previous studies of human resource management within a strategic,dimension so as to illustrate the concept of competitive advantage applied to human resources. The emphasis

will be on the strategic significance of HRM.

Course Contents

Module I: The Concept of Strategy

Strategy Defined, Key Concepts of Strategy, Formulations of Strategy, Strategic Management, The Process of

Strategic Management

Module II: The Concept of Strategic HRM

An Investment Perspective of HRM, Strategic HRM, Aims of SHRM, Strategic HR Vs Traditional HR,

Challenges in SHRM, Approaches and Models To SHRM and The Evolving Strategic Role of HR,Barriers to Strategic HR.

Module III: Human Capital ManagementHuman Capital Management Defined, Human Capital Management and HRM, The Concept of Human Capital,Intellectual Capital, Social Capital and Organizational Capital, Human Capital Measurement and Approaches to

Measurement.

Module IV: Strategic HRM in Action

HR Strategy defined, Purpose, Types of HR Strategies, Content of HR Strategies, Formulating HR Strategy,

Criteria for an Effective HR Strategy, Integrating the Business and HR Strategies.

Module V: Impact of HRM on Business Performance

Human Resource Evaluation - Definition and Overview, Rationale for HR Evaluation, Measures Of HRM

Performance, Approaches to HR Evaluations, Future Trends In Strategic HRM Approaches- Career Management, Mentoring Relationship, Work-Life Integration

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Mello Jeffrey A., (2008), Strategic Human Resource Management, Thompson Press Publishing.

• Agarawala Tanuja (2007) Strategic Human Resource Management, Oxford University Press.

• Armstrong Michael (2007), Strategic Human Resource Management: Strategy and Action, Kogan Page

• Mahey C and Salman G., (1996), Strategic Human Resource Management, Oxford Blackwell.

•Srinivas R. Kandula, (2002), Strategic Human Resource Development, Prentice Hall India.

7/28/2019 Syllabus MBA HR- 2012-14


TALENT ACQUISITION AND DEVELOPMENT


Course ObjectivesThe course aims at clear understanding of the concepts of recruitment, selection, retention and development of human capital from the perspective of organizational excellence.

Course Contents

Module I: Job Analysis and HR Planning

Job Analysis, Writing Job Descriptions, Job, Specification, Job Analysis in a Jobless World and HumanResource Planning and Forecasting

Module II: Recruiting and Selection

Developing and Using Application Forms: The Application Blank, Information Technology and HR: Recruitingon the Internet, Global Talent Search, The Selection Process, Basic Selection Model: The Decision Theory

Approach, Basic Testing Concepts and Interviewing Candidates

Module III: Retention Management

Basics of Absenteeism, Turnover, Attrition and Retention of HR ,Importance of Retention, Retention

Determinants, Retention Management Process, Retention interventions

Module IV: Process and evaluation of Training and development

Establishing objectives, preparing the parameters, designing the programs, methods, trainers and training styles,

Training for Trainers, Trainer Certifications, Training Evaluation – Need for evaluation, Concept of Return onInvestment, Cost – Benefit Analysis, Developing Models of Training Evaluation for Technical and Behavioural

Training

Module V: Training and Development for Modern Organizations

Concept and Need for Learning Organizations, Creativity, Managing Change, Leadership, Team Playing andEffective Group Dynamics, Managing differences at workplace, Effective Communication, Managing Cultural

Diversity, Sensitivity Training, Total Quality Management, Computer Based Training.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Dessler, G. (1997), Human Resource Management, Prentice Hall India

• Srivastava, S., (1999), Recruitment, Selection & Retention, ABS Course pack

• Ramnarayan, S. & Rao, R.M., (1996), Managerial Dilemmas: Cases in Organizational Behaviour, Tata

McGraw-Hill, India

•

Wexley, K & Lathan Gary, (2002), Developing & Training HR in Organization., Prentice Hall India• Lynton R.P and Pareek U (1990). Training for Development. Vistaar Publications, New Delhi

7/28/2019 Syllabus MBA HR- 2012-14


COMPENSATION AND REWARD MANAGEMENT


Course ObjectivesThis course helps students to learn how compensation system operates to attract, retain and motivate competent

work force.

Course Contents


Concept of Compensation, System of Compensating, Concept of Reward and Reward System, Economic

Theory of Wages, Limitations of Economic Theories. Wage and Salary Administration at micro level, Wageconcepts, Methods of Job Evaluation, Role of various parties – Employees, Employers, Unions & Government,

Overview of Legislations affecting Compensation

Module II: Compensation Structure- Indian Practices

Salary Progression, Methods of Payment, Limitations of the Job Related Compensation, Competency basedCompensations, Performance linked Compensations- Performance Appraisal

Module III: Elements of Compensation

Variable Compensation, Principles of Reward Strategy, Perquisites, Bonuses & Incentives Scope and Process,Ethical Considerations, Social Security, Sharing Productivity Gains with Employees, Gain Sharing, Team BasedPay, The Role of Compensation in Sales Force Success

Module IV: Incentive Schemes / Payment by Results

Types of Incentive Schemes/ Systems and Plans, Merits and Demerits of Incentives

Module V: Benefits and Services

Concept of Benefit- Strategic Perspectives on Benefits, Type of Benefits, Factor Influencing Choice of BenefitPackage, Administration of Benefits and Services

Module VI: Current Trends in Compensation and Reward Management

Elements of Managerial Compensation- A New Approach, VRS, Pay the Person, Rewarding Excellence,Individualizing the Pay System.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Singh B.D. (2007). Compensation and Reward Management, Excel Books, New Delhi.

• Milkovich & Newman (2005), Compensation , McGraw-Hill

• Henderson Richard (2006), Compensation Management in a Knowledge - Based World, Prentice Hall India

• Armstrong Michael & Murlis Helen (2005), Reward Management A Handbook of Remuneration, Strategy

and Practice, Kogan Page

7/28/2019 Syllabus MBA HR- 2012-14


MEASUREMENT IN HUMAN RESOURCE


Course ObjectivesThis course helps practice the tools and techniques which can be subsequently used to quantify several parameters of the effective management of human capital, including the functions of HR. It provides a set of

powerful skills to communicate with and influence key decision-makers within an organization.

Course Contents

Module I: Introduction and The Challenges of Measurement

Introduction: Meaning & Definition of HR Measurement – Importance; Development of Concept. HR

Measurement for HR Professionals; Investment in Human Resources. Efficient use of Human Resource,Adopting the Right Perspective: Understanding the Role of Workforce in Strategy Implementation

Module II: Developing Measurement Metrics

Understanding and Developing The Right Metrics: Tools to Manage The Implementation Of Strategy,Implementing The Metrics. Benchmarking HR, Different Types of Scorecards- Balance Score Card, HR Score

Card

Module III: Designing the Metrics

Principles of Good Measurement. Cost-Benefit Analyses for HR Interventions

Measuring HR Alignment. Measuring Hiring and Staffing, Measuring the Value of Compensation and Benefits.Measurement of Training and Development

Module IV: Specific Topics in Measurement

Measuring the Value of Employee Relations and Retention Program, Models for Assessing Return onInvestment, Assesing Value of Outsourcing and Call Centers .

Module V: TQM and HR Audit

Role of TQM in HR Measurement. HR Audit, Implementing HR Audit, Methodology and Issues, HRDScorecard, HRD Audit – The Indian Experiences and Cases, People Capability Maturity Model (PCMM),

Measuring Intellectual Capital and Web Based HR Systems

Module VI: Human Resource Information System

Role of Information System in Human Resource Decision Making, Designing and Implementation of HRIS,

Organizing Data, Personnel Audit and Personnel Research, Computer Applications in HRM Functions (uses andtrends)

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Fitz-Enz Jac,(2001), How to Measure Human Resource Management, McGraw Hill• Mello Jeffrey A., (2008), Strategic Human Resource Management, Thompson Press.

• Rao T.V.(1999), HRD Audit, Response Books

7/28/2019 Syllabus MBA HR- 2012-14


ORGANIZATIONAL CHANGE AND DEVELOPMENT


Course ObjectivesThe Objective of the course is to provide a conceptual input of meaning, characteristics, processes & influencesof Organizational Development & Change Management. The course also intends to impart skill sets through

experiential learning. The course gives various OT theoretical frameworks in detail which providescomprehensive overview of human capital from the perspective of organizational excellence in the light of

transitional phases of Indian Industries.

Course Contents

Module I: Organization Development

Nature, basic assumptions, Characteristics & Techniques, Historical framework of OD, The Lab Training Stem,

The Survey Research & Feedback Stem, The Action Research Stem, Steps involved in OD, Factors affectingOD, Role of Managers

Module II: Typology of OD Interventions

Interventions designed at Individuals, Dyads, and Triads, Teams & Groups.

Module III: Action Research

Introduction to Action Research, AR as Process & Approach.

Module IV: OD Interventions

Team Interventions, Inter-Group Interventions, Structural Interventions, Comprehensive Interventions, Issues inClient-Consultant Relationship.

Module V: Change Management

Why Organization Change, Factors causing & Need for Change, Content & Process Levers of Change, Models& Techniques involved in Change Mgmt, Total Quality Management,

Business Process Reengineering.

Module VI: Future of OD

Changing Values & Cultural Model, Theories of Planned Change, Organizing for the Future, Organization asLearning Systems, Implications for Future Managers.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Wendell L. French and Cecil N. Bell Jr., (2008),Organization Development and Transformation,Prentice

Hall India

• Thomas G. Cummings and Christopher G. Worley (2002). Organizational Development and Change,

Thompson learning - India

• Palmer I, Dunford R, Akin G, (2010), ‘Managing Organizational Change - A Multiple Perspectives

Approach, Tata McGraw Hill

7/28/2019 Syllabus MBA HR- 2012-14


PSYCHOLOGICAL TESTING


Course ObjectivesTo develop an understanding of the concept of psychological testing by providing a theoretical background of psychological assessment of personality tests and their applications and the ethics of the usage of different types

of psychological tests.

Course Contents

Module I: Functions and Origins of Psychological Testing

Concept of Psychological Testing, Nature and Use of Psychological Tests, Historical Antecedents of ModernTesting.

Module II: Technical and Methodological Principles

Norms and Meaning of Test Scores, Reliability and Validity

Module III: Personality Testing

Self-Report Inventories and Scales- MBTI and FIRO-B

Projective Techniques- TAT, Sentence Completion Test

Measures of Styles and TypesSituational TestsSelf-Concepts and Personal Constructs

Observer Reports

Module IV: Applications of testing

Educational Testing

Occupational Testing

Module V: Ethical and Social Considerations in Testing

Protection of Privacy and Confidentiality

Communicating Test Results

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Anastasi, A. and Urbina, S.,(2005) Psychological Testing,Pearson Education

• Freeman, Frank S (1962). Theory Practice of Psychological Testing. Oxford and IBH.

• Edward Hoffman (2004), Psychological Testing at work, Tata McGraw-Hill.

• Charles Jackson (2001), Understanding Psychological Testing, Jaico Publishing House.

7/28/2019 Syllabus MBA HR- 2012-14


DYNAMICS OF TRANSACTIONAL ANALYSIS & EMOTIONAL INTELLIGENCE


Course ObjectivesTo provide a theoretical and practical framework for understanding one self and human behaviour in the

organizations and become aware of the sources of emotions and help them learn how to use emotionsintelligently for gaining managerial effectiveness.

Course Contents

Module I: Transactional Analysis

TA and Self-Awareness, Concept of Script, Life Positions, Transactions, Winners and Losers, StructuralAnalysis, Games and Strokes, Life Scripts

Module II: Application of TA

TA Applications in Motivation, Leadership and Teamwork, TA in Counseling. Contracting for Change.

Module III: Introduction to Emotional Intelligence

Emotional Brain, Theories of Emotion, Emotional Intelligence, Concept and its Evolution, Differences between

Emotional Quotient and Intelligent Quotient

Module IV: Emotional Competencies

The Emotional Competency framework- Self Awareness, Self Regulation, Motivation, Social Awareness(empathy) and Social Skill (relationship management), Measuring Emotional Intelligence- The Emotional

Competency Inventory, Emotional Intelligence and Emotional Literacy, Managing Aggression and Depression,

Emotional Literacy Training- Developing Emotional Skill (awareness), Cognitive Skills and Behavioural Skills

Module V: Emotional Intelligence at Work Place

The Role of EI in Leadership, EI and Leadership Styles, Need of EI in Building Teams, Training of EI in

Organization, Developing Emotional Competencies through Relationship at Work and Implementing EIPrograms

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Berne M.D. Eric (1964),Games People Play, Penguin Books

• Goleman Daniel (2000) , Working with Emotional Intelligence, Bantam Books

• Wagner Abe (1997), The Transactional Manager, Jaico Publishing House

• Goleman Daniel (2002). The New Leaders- Transforming the Art of Leadership Into the Science of Results.

A Little, Brown, Time Warner Book U.K.

• Harris Thomas. A. (1995), I’M OK- YOU’RE OK, Arrow Books

• James Muriel and Jongeward Dorothy (1978), Born To Win, Penguin Books

• Steiner M. Claude (1994), Transactional Analysis of Life Scripts, Grove Press

7/28/2019 Syllabus MBA HR- 2012-14


7/28/2019 Syllabus MBA HR- 2012-14


BUSINESS COMMUNICATION – III


Course Objectives‘Actions speak louder than words.’ Every business communicator needs to understand the nuances of ‘body

language and voice.’ This course is designed to enable the young Amitian to decipher the relevance of Kinesics,

Proxemics and Para Language that cater to the fundamental requirements of effective business presentations and

speeches.

Course Contents

Module I: Non-Verbal Communication

Principles of nonverbal communication

KinesicsProxemics

Paralanguage and visible code

Module II: Speaking Skills

Pronunciation drills (Neutralizing regional pulls)Conversational English

Guidelines to an effective presentation

Module III: Interviews and GDs

Examination Scheme


Weightage (%) 20 20 25 10 10 10 5

CAF – Communication Assessment File

GD – Group DiscussionGP – Group Presentation

References


• Business Communication for Managers: An Advanced Approach, Penrose, Thomson

• Business Communication, Krizan, Thomson

• Understanding Human Communication, (9/e), Adler R Oxford

7/28/2019 Syllabus MBA HR- 2012-14


BEHAVIOURAL SCIENCE - III


Course ObjectivesThis course aims to enable students to:

Understand the concept and building of teamsManage conflict and stress within team

Facilitate better team management and organizational effectiveness through universal human values.

Course Contents

Module I: Teams: An Overview

Team Design Features: team vs. groupEffective Team Mission and Vision

Life Cycle of a Project TeamRationale of a Team, Goal Analysis and Team Roles

Module II: Team & Sociometry

Patterns of Interaction in a Team

Sociometry: Method of studying attractions and repulsions in groups

Construction of sociogram for studying interpersonal relations in a Team

Module III: Team Building

Types and Development of Team Building

Stages of team growthTeam performance curve

Profiling your Team: Internal & External DynamicsTeam Strategies for organizational vision

Team communication

Module IV: Team Leadership & Conflict Management

Leadership styles in organizations

Self Authorized team leadership

Causes of team conflictConflict management strategies

Stress and Coping in teams

Module V: Global Teams and Universal Values

Management by values

Pragmatic spirituality in life and organizationBuilding global teams through universal human values

Learning based on project work on Scriptures like Ramayana, Mahabharata, Gita etc.



Assessment of Behavioural change as a result of trainingExit Level Rating by Self and Observer

References

• Organizational Behaviour, Davis, K.

• Hoover, Judhith D. Effective Small Group and Team Communication, (2002),Harcourt College Publishers

• LaFasto and Larson: When Teams Work Best,(2001), Response Books (Sage), New Delhi

• Dick, Mc Cann & Margerison, Charles: Team Management,(1992) Edition, Viva books

• J William Pfeiffer (ed.) Theories and Models in Applied Behavioural Science, Vol 2, Group (1996); Pfeiffer

& Company

• Smither Robert D.; The Psychology of Work and Human Performance, (1994), Harper Collins College

Publishers

7/28/2019 Syllabus MBA HR- 2012-14


FRENCH - III


Course Objectives To furnish linguistic tools

• to talk about work and problems related to work

• to perform simple communicative tasks (explaining a set back, asking for a postponement of appointment,

give instructions, place orders, reserve)

• to master the current social communication skills

• oral (dialogue, telephone conversation)

• Written (e-mails, reply to messages)

Course Contents

Unité 5, 6: pp. 74 to 104

Contenu lexical: Unité 5: Travail

1. manger au restaurant, comprendre un menu, commander 2. engager une conversation téléphonique

3. parler de sa formation, de son expérience, de ses compétences

4. Raconter des événements passes5. consulter sa boite e-mails, répondre aux messages

Unité 6: Problèmes

1. identifier un problème, demander des précisions2. expliquer un contretemps, déplacer un rendez-vous

3. demander de l’aide (par téléphone, par e-mail)4. donner des instructions

5. expliquer un problème, suggérer une solution

Contenu grammatical: 1. futur proche, articles partitifs, un peu de, beaucoup de, une bouteille de, un

morceau de…2. pronoms COD, venir de + infinitif, verbes appeler (au présent)

3. passé composé avec avoir, affirmatif et interrogatif, savoir et connaître4. passé composé avec être, accord du participe passé, négation

5. pronoms COI, être en train de6. ne…rien, ne…personne, ne…plus, ne…pas encore, qu’est-ce que/ qu’est-ce

qui/qui est-ce que/qui est-ce qui7. passé composé des verbes pronominaux

8. si/quand+présent, ne…plus, ne …pas encore9. impératif présent (2) place du pronom et verbes pronominaux

10. trop/pas assez, verbe devoir au conditionnel présent

Examination Scheme


Weightage (%) 20 20 20 20 15 5

C – Project +PresentationI – Interaction/Conversation Practice

References

• le livre à suivre: Français.Com (Débutant)

7/28/2019 Syllabus MBA HR- 2012-14


GERMAN - III





Course Contents

Module I: Modal verbs

Modal verbs with conjugations and usage

Imparting the finer nuances of the language

Module II: Information about Germany (ongoing)

Information about Germany in the form of presentations or “Referat”– neighbors, states and capitals, important

cities and towns and characteristic features of the same, and also a few other topics related to Germany.

Module III: Dative case

Dative case, comparison with accusative case

Dative case with the relevant articlesIntroduction to 3 different kinds of sentences – nominative, accusative and dative

Module IV: Dative personal pronouns

Nominative, accusative and dative pronouns in comparison

Module V: Dative prepositions

Dative preposition with their usage both theoretical and figurative use

Module VI: Dialogues

In the Restaurant,At the Tourist Information Office,

A telephone conversation

Module VII: Directions

Names of the directions

Asking and telling the directions with the help of a roadmap

Module VIII: Conjunctions

To assimilate the knowledge of the conjunctions learnt indirectly so far

Examination Scheme


Weightage (%) 20 20 20 20 15 5

C – Project + PresentationI – Interaction/Conversation Practice

References


• Hans-Heinrich Wangler, Sprachkurs Deutsch

• Schulz Griesbach, Deutsche Sprachlehre für Ausländer




7/28/2019 Syllabus MBA HR- 2012-14


SPANISH – III


Course ObjectivesTo enable students acquire knowledge of the Set/definite expressions (idiomatic expressions) in Spanish

language and to handle some Spanish situations with ease.

Course Contents

Module I

Revision of earlier semester modules

Set expressions (idiomatic expressions) with the verb Tener, Poner, Ir….Weather

Module II

Introduction to Gustar…and all its forms. Revision of Gustar and usage of it

Module III

Translation of Spanish-English; English-Spanish. Practice sentences.

How to ask for directions (using estar)Introduction to IR + A + INFINITIVE FORM OF A VERB

Module IV

Simple conversation with help of texts and vocabularyEn el restaurante

En el instituto

En el aeropuerto

Module V

Reflexives

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References


• Español Sin Fronteras -Nivel Elemental

7/28/2019 Syllabus MBA HR- 2012-14


JAPANESE - III


Course ObjectivesTo enable the students to converse in the language with the help of basic verbs and to express themselves

effectively and narrate their everyday short encounters. Students are also given projects on Japan and Japaneseculture to widen their horizon further.

Note: The Japanese script is introduced in this semester.

Course Contents

Module I: Verbs

Different forms of verbs: present continuos verbs etc

Module II

More Adverbs and adverbial expressions

Module III: Counters

Learning to count different shaped objects,

Module IV: Tenses

Past tense, Past continuous tense.

Module V: Comparison

Comparative and Superlative degree

Module VI: Wishes and desires

Expressing desire to buy, hold, possess. Usage in negative sentences as well.

Comparative degree, Superlative degree.

Module VII: Appointment

Over phone, formal and informal etc.

Learning Outcome

Students can speak the language and can describe themselves and situations effectively

They also gain great knowledge in terms of Japanese lifestyle and culture, which help them at the time of

placements.


Handouts, audio-aids, and self-do assignments.

Use of library, visiting and watching movies in Japan and culture center every Friday at 6pm.

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References

Text:

•

Teach yourself Japanese

References:


7/28/2019 Syllabus MBA HR- 2012-14


CHINESE – III


Course ObjectivesForeign words are usually imported by translating the concept into Chinese, the emphasis is on the meaning

rather than the sound. But the system runs into a problem because the underlying name of personal name isoften obscure so they are almost always transcribed according to their pronciation alone. The course aims at

familiarizing the student with the basic aspects of speaking ability of Mandarin, the language of Mainland

China. The course aims at training students in practical skills and nurturing them to interact with a Chinese person.

Course Contents

Module I

Drills;Dialogue practice;Observe picture and answer the question;Introduction of written characters;Practice

reading aloud;Practice using the language both by speaking and by taking notes;Character writing and strokeorder

Module II

Measure words;Position words e.g. inside, outside, middle, in front, behind, top, bottom, side, left, right,straight.Directional words – beibian, xibian, nanbian, dongbian, zhongjian.Our school and its different building

locations.What game do you like?Difference between “hii” and “neng”, “keyi”.

Module III

Changing affirmative sentences to negative ones and vice versa

Human body parts.

Not feeling well words e.g. ; fever, cold, stomach ache, head ache.Use of the modal particle “le”

Making a telephone call

Use of “jiu” and “cal” (Grammar portion)Automobiles e.g. Bus, train, boat, car, bike etc.

Traveling, by train, by airplane, by bus, on the bike, by boat.. etc.

Module IV

The ordinal number “di”“Mei” the demonstrative pronoun e.g. mei tian, mei nian etc.use of to enter to exit

Structural particle “de” (Compliment of degree).Going to the Park.

Description about class schedule during a week in school.Grammar use of “li” and “cong”.

Comprehension reading followed by questions.

Module V

Persuasion-Please don’t smoke.

Please speak slowlyPraise – This pictorial is very beautiful

Opposites e.g. Clean-Dirty, Little-More, Old-New, Young-Old, Easy-Difficult, Boy-Girl, Black-White, Big-

Small, Slow-Fast … etc.Talking about studies and classmates

Use of “it doesn’t matter”

Enquiring about a student, description about study method.Grammar: Negation of a sentence with a verbal predicate.

Examination Scheme


Weightage (%) 20 20 20 20 15 5


References

7/28/2019 Syllabus MBA HR- 2012-14


• “Elementary Chinese Reader Part I, Part-2” Lesson 21-30

7/28/2019 Syllabus MBA HR- 2012-14


SUMMER INTERNSHIP


There are certain phases of every Intern’s professional development that cannot be effectively taught in the

academic environment. These facets can only be learned through direct, on-the-job experience working withsuccessful professionals and experts in the field. The internship programme can best be described as an attempt

to institutionalize efforts to bridge the gap between the professional world and the academic institutions. Entireeffort in internship is in terms of extending the program of education and evaluation beyond the classroom of a

university or institution. The educational process in the internship course seeks out and focuses attention onmany latent attributes, which do not surface in the normal class room situations. These attributes are intellectual

ability, professional judgment and decision making ability, inter-disciplinary approach, skills for data handling,ability in written and oral presentation, sense of responsibility etc.

In order to achieve these objectives, each student will maintain and submit a file ( Internship File) and a report

(Internship Report)

INTERNSHIP FILE

The Internship File aims to encourage students to keep a personal record of their learning and achievementsthroughout the Programme. It can be used as the basis for lifelong learning and for job applications. Items can

be drawn from activities completed in the course modules and from the workplace to demonstrate

learning and personal development.

The File will assess the student’s analytical skills and ability to present supportive evidence, whilst

demonstrating understanding of their organization, its needs and his/her own personal contribution to theorganization.

The File is essentially a comprehensive documentation of how one proceeds while working on the assignment

and should be regularly checked by the faculty guide/ supervisor, issues discussed with the students, doubts if any clarified and signed as having done so. This will form the basis of continuous evaluation of the project.

The File will include five sections in the order described below.

1. The Title Page – An Internship Experience Report For (Your Name), name of internship organization,

name of the Supervisor/Guide and his/her designation, date started and completed, and number of creditsfor which the report is submitted.

2. Table of Content – An outline of the contents of the file by topics and subtopics with the page number and

location of each section.3. Introduction – Short, but should include how and why you obtained the internship experience position and

the relationship it has to your academic/professional and career goals.

4. Main Body – Should include a brief summary/ executive summary of the Internship Project Report thatthe student has worked on, an analysis of the company/organization in which the student is working, apersonal review of the student’s management skills and how they have been developed through the programme, the daily tasks performed, major projects contributed to, dates and hours spent on a task,

observations and feelings, meetings attended and their purposes, listing of tools and materials and their suppliers, and photographs if possible of projects, buildings and co-workers.

5. Appendices – Include pamphlets, forms, charts, brochures, technical and descriptive literature, graphs and

other information related to your Internship experience.

INTERNSHIP REPORT

The Internship Report is the research report that the student has to prepare on the project assigned by the

organization. (Incase a student is not assigned a specific research project in the organization, he has to select anyone aspect of the organization and prepare a research report on it). The lay out of the report should be as per the

standard layout prescribed by the organization wherein the student undertakes the Internship. In case, there is nolayout prescribed by the organization the following components should be included in the report:

Title or Cover Page

The title page should contain Project Title; Student’s Name; Programme; Year and Semester and Name of

the Faculty Guide.

Acknowledgements

Acknowledgment to any advisory or financial assistance received in the course of work may be given. It isincomplete without student’s signature.

7/28/2019 Syllabus MBA HR- 2012-14


Abstract

A good "Abstract" should be straight to the point; not too descriptive but fully informative. First paragraph

should state what was accomplished with regard to the objectives. The abstract does not have to be an entiresummary of the project, but rather a concise summary of the scope and results of the project. It should not

exceed more than 1000 words.

Table of Contents

Titles and subtitles are to correspond exactly with those in the text.

Introduction

Here a brief introduction to the problem that is central to the project and an outline of the structure of therest of the report should be provided. The introduction should aim to catch the imagination of the reader, so

excessive details should be avoided.

Materials and Methods

This section should aim at experimental designs, materials used (wherever applicable). Methodology should be mentioned in details including modifications undertaken, if any. It includes organization site(s), sample,

instruments used with its validation, procedures followed and precautions.

Results and Discussion

Present results, discuss and compare these with those from other workers, etc. In writing this section,

emphasis should be laid on what has been performed and achieved in the course of the work, rather than

discuss in detail what is readily available in text books. Avoid abrupt changes in contents from section tosection and maintain a lucid flow throughout the thesis. An opening and closing paragraph in every chapter

could be included to aid in smooth flow.

Note that in writing the various secions, all figures and tables should as far as possible be next to theassociated text, in the same orientation as the main text, numbered, and given appropriate titles or captions.

All major equations should also be numbered and unless it is really necessary, do not write in “point” form.

While presenting the results, write at length about the the various statistical tools used in the datainterpretation. The result interpretation should be simple but full of data and statistical analysis. This data

interpretation should be in congruence with the written objectives and the inferences should be drawn ondata and not on impression. Avoid writing straight forward conclusion rather, it should lead to

generalization of data on the chosen sample.

Results and its discussion should be supporting/contradicting with the previous research work in the givenarea. Usually one should not use more than two researches in either case of supporing or contradicting the

present case of research.

Conclusion(s) & Recommendations

A conclusion should be the final section in which the outcome of the work is mentioned briefly.Check that your work answers the following questions:

• Did the research project meet its aims (check back to introduction for stated aims)?

• What are the main findings of the research?

• Are there any recommendations?

• Do you have any conclusion on the research process itself?

Implications for Future Research

This should bring out further prospects for the study either thrown open by the present work or with the

purpose of making it more comprehensive.

Appendices

The Appendices contain material which is of interest to the reader but not an integral part of the thesis andany problem that have arisen that may be useful to document for future reference.

References

References should include papers, books etc. referred to in the body of the report. These should be written

in the alphabetical order of the author's surname. The titles of journals preferably should not be abbreviated;if they are, abbreviations must comply with an internationally recognised system.

7/28/2019 Syllabus MBA HR- 2012-14


Examples

For research article

Voravuthikunchai SP, Lortheeranuwat A, Ninrprom T, Popaya W, Pongpaichit S, Supawita T. (2002)

Antibacterial activity of Thai medicinal plants against enterohaemorrhagic Escherichia coli O157: H7. ClinMicrobiol Infect, 8 (suppl 1): 116–117.

For book

Kowalski,M.(1976) Transduction of effectiveness in Rhizobium meliloti. SYMBIOTIC NITROGEN

FIXATION PLANTS (editor P.S. Nutman IBP), 7: 63-67

The Layout Guidelines for the Internship File & Internship Report

• A4 size Paper

• Font: Arial (10 points) or Times New Roman (12 points)

• Line spacing: 1.5

• Top and bottom margins: 1 inch/ 2.5 cm; left and right margins: 1.25 inches/ 3 cm

Examination Scheme

Continuous Evaluation by faculty guide 15%

Continuous evaluation by CRC 15%Feedback from industry guide 35%Report, Presentation & Viva Voce 35%

TOTAL 100%

7/28/2019 Syllabus MBA HR- 2012-14


FOURTH SEMESTER

MANAGEMENT IN ACTION-SOCIAL, ECONOMIC AND ETHICAL ISSUES


Course ObjectivesThe course aims at bringing the students closer to reality by developing their understanding of the professional

prerequisites to practice of management in terms of required skills and attitude to respond proactively to rapid

discontinuous change in business environment. Integrative in approach, this course aims at developing nottheoreticians but practitioners who are expected to sense the ongoing conflict between environmental changeand internal desire of management for stability.

Course Contents


Modern Management Practices and Issues Involved, Outsourcing Management Services and Evolution of Management Consultancy, Skills-set required for Management Consultants. Consulting and performance

counseling.

Module II: The Process of Management Consulting

Consulting Proposals. Identification and Definition of Problem, Fact-Finding Leading to Solution Development

and Implementation, Developing Strategic and Tactical Plans and Subcontracting, Pricing of Consultancy,

Acquiring and Developing Talents for Consulting.

Module III: In-house Management versus Management Outsourced

Why a Sense of Skepticism and Unease Towards Management Consultants. Cost versus Value of Advice,Separating Consulting Success from Consulting, Disaster. Some Revealing Situations.

Module IV: Cross Cultural Management Systems and Processes

Types of organizational culture, Strength of organizational culture, Function of organizational culture,Importance of culture to the organization, Cultural Models, Cross- Cultural Perspectives, Geert Hofstede and

Cross- Cultural Issues

Module V: Economic and Social Issues in Management

Adaptation to Changing Environment in General and Economic Environment in Particular, Economic Growth

and Change Areas, Emerging Opportunities in Various Sectors including Social Sector, Management Practiceand Cultural Issues, The global Political Situation, The Global Competitive Environment and the internal scene

in India, War Game.

Module VI: Ethical Issues in Management

Relationship among Various Stakeholders, Reasons for Conflict of Interests Among Stakeholders, Corporate

Governance and Ethics. Why Unethical Decisions Leading to Conflicts are Taken, Power and Politics,

Initiatives on Corporate Governance by the Governments.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Lt. Gen. Ahluwalia J.S., Editor,(1997), Total Quality Management, Tata McGraw Hill India.

• Bareus S.W. &Wilkinson J.W.,(1994), Management Consulting Services, McGraw Hill.

• Cadbury, Sir Adrian,(1987),Ethical Managers Make Their Own Rules,Harvard Business Review.

• Cogner, Jay A, David Finegold and Edward E Lawler III, (1998), Appraising Boardroom Performance.

Harvard Business Review.

• Drucker, Peter F. Dutton (1992), Managing the Future: The 1990s and Beyond.

• Kumar Mangalam Birla Committee Report on Corporate Governance – Legislation alone is not enough,

Activating Adult Committees. Shareholder – Friendly Steps - The Hindu, (1999).

• Parekh, Deepak S, (1999), The Real Meaning of Corporate Governance. Indian Management.

• Paine, Lynn Sharp, (1994), Managing Organizational Integrity. Harvard Business Review.

• Salmon W.J. (1993),Crises Prevention’s; How to Gear up Your Board. Harvard Business Review.

• Sodarn, Dr. Kailash,(1999), Transparency in Corporate Governance, Indian Management Vol. 38, No.10.

• Cadbury, Sir Adrian,(1990),The Company Chairman, Director Books, Simon Schuster International Group

• Crosby, Philips.(1990), Let us talk Quality, Penguin Publications.

7/28/2019 Syllabus MBA HR- 2012-14


• Davenport S. Kimberly & Others. (1996) Focused Quality, John Wily Sons Inc.

• Eccles, R.G. and Crane, D.B.(1995),Doing Deals: Investment Banks at Work, McGraw Hill International.

ENTREPRENEURSHIP AND NEW VENTURES


Course ObjectivesThe course will help the students to acquaint with the special challenges of starting new ventures, introducing

new product and service ideas.

Course Contents

Module I: Concept of An Entrepreneur and Entrepreneurship

The entrepreneur’s role, task and personality, A typology of entrepreneurs: Defining survival and success,Entrepreneurship as a style of management, The entrepreneurial venture and the entrepreneurial organization

Module II: Setting New Venture

Making business Plan, Cost Benefit Analysis, Feasibility Analysis, Report Writing for business

Module III: Choosing a Direction, Opportunity Recognition and Entry Strategies

New product, Franchising, Sponsorship and Acquisition, The strategic window of opportunity: scanning,

positioning and analyzing, Intellectual Property creation and protection.

Module IV: Gaining Commitment

Gathering the resources, the business plan as an entrepreneurial tool, Financial Projections and planning, Debt,

venture capital and other forms of financing, Sources of external support, Developing entrepreneurial marketing:Competencies, networks and frameworks

Module V: Closing the Window: Sustaining Competitiveness

Maintaining competitive advantage, The changing role of the entrepreneur: mid career dilemmas, Harvesting

Strategies versus Go for Growth.

Examination Scheme

Components CPA TP Q/S A ME EEWeightage (%) 5 5 5 5 10 70

References

• Lynne Milgram - Managing Smart, Prentice Hall.

• Allen, Foster – Entrepreneurship for Dummies, IDG Books Worldwide.

• Burton and Bragg – Accounting and Finance for your Small Business, John Wiley and Sons, New York

• Cook Michelle & Cook Curtis - Competitive Intelligence, Kogan Page.

• Peter Krass – Book on Entrepreneur’s Wisdom, John Wiley.

• West Chris - Competitive Intelligence, Polgrave Publications.

7/28/2019 Syllabus MBA HR- 2012-14


MANAGING BUSINESS PROCESS OUTSOURCING


Course ObjectivesThe subject helps the student to understand the functioning of Business Process Outsourcing and its role in

various sectors.

Course Contents

Module I: Genesis of Business Process Outsourcing (BPO)

Introduction - Origin of Outsourcing, Strategic Objectives of Outsourcing – Porter’s model, Barney’s VRIN

model and Hamel and C K Prahalad’s Inside-Out Corporate Strategy Model ,BPO – what and why, Concept,

Scope of Outsourcing Activities, Significance and Challenges/ Barriers in Outsourcing, Sourcing Terminologies

Module II: Model based on Business Process Outsourcing

Different Models and Application- Transactional, Niche and ComprehensiveTypes of Functioning- On-shoring, Near- Shoring and Off-Shoring- Why, When and How? Advantages and

Disadvantages. Type of BPO Participants –Third-Party BPO Providers, Shared Service BPO providers and

Software Companies providing BPO services

Module III: BPO in the Indian Context

Outsourcing History of India, Why Outsource to India? India as a preferred destination and size of the industry -Glimpse on Statistics, Identifying the various Business Opportunities in BPO, Career Opportunities in Indian

BPO Industry, Challenges for the Indian Industry

Module IV: Future Challenges Opportunities and Strategies

Outsourcing in India -A SWOT Analysis, Prospects/ Business Opportunities for India in BPO. Sourcing

Strategies- How to Develop a Sourcing Strategy, Guidelines for choosing Outsourcing Partners.

Module V: Business Process Outsourcing in Various Sectors

Indian Manufacturing Sector, Automobile Sector, Financial and Accounting Sector, Insurance Sector,

Healthcare Sector, Human Resource Management and Development in Business Process Outsourcing, Mediaand Entertainment Sector, Retail sector, IT Outsourcing, Legal Process Outsourcing

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Alpesh Patel and Hemendra Aran (2005). Outsourcing Success: The Business Imperative. Tata McGraw

Hill

•

Sople Vinod V. (2009). Business Process Outsourcing, A Supply Chain of Expertises, Printice Hall India • Sarika Kulkarni (2006). Business Process Outsourcing. Jaico Publishing House.

• Linder Jane C. (2004). Outsourcing for Radical Change, American Management Association.

• Schiederjans J. Marc, Schiederjans M Ashlyn . , Schiederjans G. Dara (2005). Outsourcing and Insourcing

in an international context, Printice Hall India

7/28/2019 Syllabus MBA HR- 2012-14


MANAGERIAL COUNSELLING


Course ObjectivesTo understand the concept and process so as to develop the professional counseling skills among the students.

Course Contents


Self-Development of Managers as Counselors, Barefoot Counseling, Assertiveness and Interpersonal Skills for

Counselors, Counseling Relationship.

Module II: Approaches to Counseling

Development of Counseling Skill, Introduction to the Important Schools of Counseling, PsychoanalyticFoundations, Transactional Analysis, Gestalt Therapy, Rational Emotive Therapy, Person-Centered Approach to

Counseling, An Integrated Model, Essentials of Skills, Nonverbal Clues.

Module III: Counseling Process

Counseling Interventions in Organizations, Empathy, Listening and Responding, Effective Feedback.

Module IV: Counseling at Work

Performance Counseling, Counseling in Problem Situations, Interpersonal Conflicts, Midlife Blues, Integrationand Action Plan.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Welfel E.R. and Patterson Lewis E (2007), The Counselling Process, Thomson

• Singh Kavita (2010), Counselling Skills for Managers, Prentice Hall India

• Rao. S.N (2010), Counselling and Guidance, Tata McGraw Hill

• Felthman C. and Dryden W (2010), Brief Counselling- A Practical Integrative Approach, Tata McGraw Hill

7/28/2019 Syllabus MBA HR- 2012-14


GLOBAL HUMAN RESOURCE MANAGEMENT


Course ObjectivesThe main objective of this course is to inculcate deep understanding of International Human Resources and toexplore the dynamics of global business development. It also aims at preparing students about examining

significant business opportunities and maximization of returns with understanding of cross cultural

management, as primary causes of failure in multinational ventures stem from lack of understanding of theessentials differences in managing human Resources, at all levels in foreign environment.

Course Contents

Module I: Internationalization

Evolution of International Business, Stages of internationalization, Modes of entering International business

Relationship between International Strategy and SIHRM- International Human Resource Management – Major Economies and their HRM practices, Competencies for Global Manager

Module II: Organisation Structure, International HRP, Recruitment and Selection

Organisation Structure and HRM, Global Human Resource Planning, Issues in Supply of International HumanResources, Recruitment and Selection

Module III: International Compensation Management

Complexities, Objectives of International Compensation Management, Component and Structure of

International Compensation Package, Executive Rewards and Compensation, Approaches to International

Compensation Management

Module IV: Human Resource Professional – Molester Navigation

Context for International Perfect Management, Framework for Performance Management, Re-partriation, Cross-

Cultural issues across all continents

Module V: Understanding Cross Culture: Issues & Perspectives

Understanding Culture, Introduction, Key Concepts, Determinants of Cultural Identity,

Frameworks for Mapping the Culture, Geert Hoefstede, Clyde Cluckhohn, TE Hall, Fons TrompenaarsStudies of National Culture, Managing Workforce Diversity, Adjusting to the New Culture

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Bhatia S.K. (2005), International Human Resource Management, Deep & Deep Publications

• Evans Paul, Vladimir Pucik, Jean-Louis Barsoux (2010), The Global Challenge – Frameworks for

International Human Resource Management, Mc Graw Hill

• Aswathappa K, Dash Sadhna (2008), International Human Resource Management:Text &Cases, Tata

McGraw Hill

• Rao PL,(2008), International Human Resource Management,Excel Books

7/28/2019 Syllabus MBA HR- 2012-14


ORGANIZATION DESIGN & STRUCTURAL PROCESSES


Course ObjectivesTo develop an understanding of the nature, functioning and design of organization as social collectives and todevelop theoretical & practical insights & problem solving capabilities for effectively managing the

organizational processes. This course aims to provide a comprehensive perspective on new emergentorganizational forms by discussing them in the context of environment, systems & processes.

Course Contents

Module I: Overview of Organizations

Defining Organizations, Types of Organizations, Determinants of Organization Design, Parameters of Organization Design, Definition of Organizational Structure, Complexity, Formalization and Centralization

Module II: Organization & Environment

Organizational Environment, Specific and General Environment, Sources of Uncertainty in Organizational

Environment, Hyper-Turbulence; Networks and Business Eco-Systems; Technological Discontinuities;Paradigm Shift

Module III: Types of Organization

Organization Design, Approaches to Organizational Design, Basic Challenges of Organizational Design,

Organizational Design for Different Excellences, New Design Option

Module IV: Organizational Effectiveness

Organizational Effectiveness- Definition, Importance and Approaches to Organizational Effectiveness - TheGoal Attainment Approach, The System Approach, The Strategic Approach.

Module V: Emerging Organizational Forms

Organizations as Networks/ Clusters; Self Organizing Systems; Designing for Innovation and Change.

Examination Scheme


Weightage (%) 5 5 5 5 10 70

References

• Hall, R. H. (2002), Organizations: Structures, Processes and Outcomes,Prentice Hall India

• Robbins Stephens (2009), Organization Structure, Design and Applications, Pearson Education

• Ackoff, R.L. (1999), Recreating the Corporation: A Design of Organization for the 21 st century. Oxford

University Press.

• Banner, D.K. & Gague, T.E. (1995), Designing Effective Organizations, Sage Publications.

7/28/2019 Syllabus MBA HR- 2012-14


BUSINESS COMMUNICATION - IV


Course Objectives The influx of multinationals, FDIs and Retail Management makes global communication a harsh reality and

offers cultural communication challenges. This course is designed to inculcate transcultural communicationskills among the young Amitians.

Course Contents

Module I: Importance of Culture in Communication

Principles of effective cross cultural communication

Developing Communication Competence

Module II: Barriers to Effective Communication

Sender, Receiver and Situation related barriers

Measures to overcome the barriersListening skills

Module III: Cross Cultural Communication

Characteristics of culture

Social differencesContextual differences

Nonverbal differences

Ethnocentrism

Examination Scheme


Weightage (%) 20 20 25 10 10 10 5



References


• Business Communication for Managers: An Advanced Approach, Penrose, Thomson

• Understanding Human Communication,(9/e), Adler R Oxford

7/28/2019 Syllabus MBA HR- 2012-14


BEHAVIOURAL SCIENCE - IV


Course ObjectivesThis course aims at imparting an understanding of:

Build and leverage your professional reputationMaintain focus in pressure situations

Make a balanced choice between professional and personal commitments

Course Contents

Module I: Individual, Society and Nation

Individual Differences and Dimensions of PersonalitySocialization Process

Relating to the Nation: Values, Culture, ReligionSense of pride and Patriotism

Managing Diversity

Module II: Components of Excellence

Personal Excellence:

Identifying long-term choices and goals

Uncovering the talent, strength & styleAnalyzing choke points in your personal processes by analysis in area of placements, events, seminars,conference, extracurricular activities, projects etc.

Developing professional power: Goal-setting, time management, handling criticism, interruptions and timewasters

Module III: Career Planning

Knowing one’s Interest and Aptitude

Identifying available Resources

Setting goals to maintain focus:Developing Positive attributes in personality

Self-reliance and Employability skills

Module IV: Stress Management for Healthy Living

Meaning and Nature of StressStages of stressCauses and Consequences of stress: Personal, Organizational and Environmental

Personal Styles and strategies of coping

Module V: Professional Success

Building independence & interdependenceReducing resistance to change

Continued reflection (Placements, events, seminars, conferences, projects extracurricular Activities etc.)



Assessment of Behavioural change as a result of trainingExit Level Rating by Self and Observer

References

• J William Pfeiffer (ed.) (1996), Theories and Models in Applied Behavioural Science, Vol 2, Group;

Pfeiffer & Company

• Smither Robert D. (1994), The Psychology of Work and Human Performance,Harper Collins College

Publishers

• Raman, A.T. (2003), Knowledge Management: A Resource Book. Excel Books.

• Kamalavijayan, D. (2005), Information and Knowledge Management, Macmillan India

7/28/2019 Syllabus MBA HR- 2012-14


FRENCH - IV


Course Objectives To strengthen the language of the students with both oral and writtenTo provide the students with the know-how

• to master the tenses – present, past and future

• to express emotion

• to accomplish simple tasks of day-to-day programmes

• to prepare résumé

Course Contents

Unité 7: pp. 106

Rédiger un résumé (Cf. Campus 2 – P.6, Français.Com, Intermédiaire- p.98)

Passer un entretien d’embauche. Français.Com, Intermédiaire – p.100

Contenu lexical: Unité 7: Tranches de vie

1. évoquer un souvenir 2. raconter une histoire

3. rapporter des événements marquants d’une vie professionnelle4. expliquer une situation de stress, donner son avis

5. faire des projets

Contenu grammatical: 1. formation de l’imparfait, chaque/chacun2. emploi du passé composé et de l’imparfait

3. relatifs qui, que, où, mise en relief, indicateurs de temps: depuis, il y a, pendant, pour, en

4. pronom en de quantité, propositions complétives: je pense que…, je crois que …5. futur simple, pronom y

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References


7/28/2019 Syllabus MBA HR- 2012-14


GERMAN - IV




available in Germany.

Introduction to Advanced Grammar Language and Professional Jargon

Course Contents

Module I: Present Perfect Tense

Present perfect tense, usage and applicabilityUsage of this tense to indicate near past

Universal applicability of this tense in German

Module II: Letter Writing

To acquaint the students with the form of writing informal letters.

Module III: Interchanging Prepositions

Usage of prepositions with both accusative and dative casesUsage of verbs fixed with prepositions

Emphasizing on the action and position factor

Module IV: Past Tense

Introduction to simple past tense

Learning the verb forms in past tenseMaking a list of all verbs in the past tense and the participle forms

Module V: Reading a Fairy Tale

Comprehension and narrationRotkäppchen

Froschprinzessin

Die Fremdsprache

Module VI: Genitive Case

Genitive case – Explain the concept of possession in genitiveMentioning the structure of weak nouns

Module VII: Genitive Prepositions

Discuss the genitive propositions and their usage: (während, wegen, statt, trotz)

Module VIII: Picture Description

Firstly recognize the persons or things in the picture and identify the situation depicted in the picture;

Secondly answer questions of general meaning in context to the picture and also talk about the personalexperiences which come to your mind upon seeing the picture.

Examination Scheme


Weightage (%) 20 20 20 20 15 5


References


•

Hans-Heinrich Wangler, Sprachkurs Deutsch• Schulz Griesbach, Deutsche Sprachlehre für Ausländer




7/28/2019 Syllabus MBA HR- 2012-14


SPANISH - IV


Course ObjectivesTo enable students acquire working knowledge of the language; to give them vocabulary, grammar, voice

modulations/intonations to handle everyday Spanish situations with ease.

Course Contents

Module I

Revision of earlier semester modules

Introduction to Present Continuous Tense (Gerunds)

Module II

Translation with Present Continuous Tense

Introduction to Gustar, Parecer, Apetecer, doler

Module III

Imperatives (positive and negative commands of regular verbs)

Module IV

Commercial/ business vocabulary

Module V

Simple conversation with help of texts and vocabulary

En la recepcion del hotel

En el restauranteEn la agencia de viajes

En la tienda/supermercado

Examination Scheme


Weightage (%) 20 20 20 20 15 5


References

• Español Sin Fronteras (Nivel – Elemental)

7/28/2019 Syllabus MBA HR- 2012-14


JAPANESE - IV


Course ObjectivesTo enable the students to comfortably interact using basic Japanese.

Note: Teaching is done in roman as well as Japanese script, students will be taught katankana (another form of script) in this semester i.e. to be able to write all the foreign words in Japanese.

Course Contents

Module I

Comparison using adjectives, making requests

Module II

Seeking permission

Module III

Practice of conversations on:Visiting people, Party, Meetings, After work, At a ticket vending machine etc

Module IVEssays, writing formal letters

Learning Outcome

Students can speak the language describing above-mentioned topics.


Handouts, audio-aids, and self-do assignments, role-plays.

Students are also encouraged to attend Japanese film festival and other such fairs and workshops organized

in the capital from time to time.

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References



7/28/2019 Syllabus MBA HR- 2012-14


CHINESE – IV


Course ObjectivesHow many characters are there? The early Qing dynasty dictionary included nearly 50,000 characters the vast

majority of which were rare accumulated characters over the centuries. An educate person in China can probably recognize around 6000 characters. The course aims at familiarizing the student with the basic aspects

of speaking ability of Mandarin, the language of Mainland China. The course aims at training students in

practical skills and nurturing them to interact with a Chinese person.

Course Contents

Module I

Dialogue Practice ;Observe picture and answer the question;Pronunciation and intonation;Character writing andstroke order;Electronic items

Module II

Traveling – The Scenery is very beautifulWeather and climate

Grammar question with – “bu shi …. Ma?”The construction “yao … le” (Used to indicate that an action is going to take place)

Time words “yiqian”, “yiwai” (Before and after).The adverb “geng”.

Module III

Going to a friend house for a visit meeting his family and talking about their customs.

Fallen sick and going to the Doctor, the doctor examines, takes temperature and writes prescription.Aspect particle “guo” shows that an action has happened some time in the past.

Progressive aspect of an actin “zhengzai” Also the use if “zhe” with it.

To welcome someone and to see off someone …. I cant go the airport to see you off… etc.

Module IV

Shipment. Is this the place to checking luggage?

Basic dialogue on – Where do u work?

Basic dialogue on – This is my addressBasic dialogue on – I understand ChineseBasic dialogue on – What job do u do?

Basic dialogue on – What time is it now?

Module V

Basic dialogue on – What day (date) is it today?

Basic dialogue on – What is the weather like here.Basic dialogue on – Do u like Chinese food?

Basic dialogue on – I am planning to go to China.

Examination Scheme


Weightage (%) 20 20 20 20 15 5



References

• “Elementary Chinese Reader, Part-2” Lesson 31-38

7/28/2019 Syllabus MBA HR- 2012-14


DISSERTATION

Course Code:MHR 455 Credit Units: 09

The aim of the dissertation is to provide you with an opportunity to further your intellectual and personaldevelopment in your chosen field by undertaking a significant practical unit of activity, having an educational

value at a level commensurate with the award of your degree

The dissertation can be defined as a scholarly inquiry into a problem or issues, involving a systematic approach

to gathering and analysis of information / data, leading to production of a structured report.

Selecting the Dissertation Topic

It is usual to give you some discretion in the choice of topic for the dissertation and the approach to be adopted.You will need to ensure that your dissertation is related to your field of specialization.

Deciding this is often the most difficult part of the dissertation process, and perhaps, you have been thinking of

a topic for some time.

It is important to distinguish here between ‘dissertation topic’ and ‘dissertation title’. The topic is the specificarea that you wish to investigate. The title may not be decided until the dissertation has been written so as to

reflect its content properly.

Few restrictions are placed on the choice of the topic. Normally we would expect it to be:• relevant to business, defined broadly;

• related to one or more of the subjects or areas of study within the core program and specialisation stream;

• clearly focused so as to facilitate an in-depth approach, subject to the availability of adequate sources of

information and to your own knowledge;

• of value and interest to you and your personal and professional development.

Planning the Dissertation

This will entail following:

• Selecting a topic for investigation.

• Establishing the precise focus of your study by deciding on the aims and objectives of the dissertation, or

formulating questions to be investigated. Consider very carefully what is worth investigating and itsfeasibility.

• Drawing up initial dissertation outlines considering the aims and objectives of the dissertation. Workout

various stages of dissertation

• Devising a timetable to ensure that all stages of dissertation are completed in time. The timetable should

include writing of the dissertation and regular meetings with your dissertation guide.

The Dissertation plan or outline

It is recommended that you should have a dissertation plan to guide you right from the outset. Essentially, the

dissertation plan is an outline of what you intend to do, chapter wise and therefore should reflect the aims and

objectives of your dissertation.

There are several reasons for having a dissertation plan

• It provides a focus to your thoughts.• It provides your faculty-guide with an opportunity, at an early stage of your work, to make constructive

comments and help guide the direction of your research.

• The writing of a plan is the first formal stage of the writing process, and therefore helps build up your

confidence.

• In many ways, the plan encourages you to come to terms with the reading, thinking and writing in a

systematic and integrated way, with plenty of time left for changes.

• Finally, the dissertation plan generally provides a revision point in the development of your dissertation

report in order to allow appropriate changes in the scope and even direction of your work as it progresses.

Keeping records

This includes the following:

• Making a note of everything you read; including those discarded.• Ensuring that when recording sources, author’s name and initials, date of publication, title, place of

publication and publisher are included. (You may consider starting a card index or database from the outset).Making an accurate note of all quotations at the time you read them.

• Make clear what is a direct a direct quotation and what is your paraphrase.

7/28/2019 Syllabus MBA HR- 2012-14


Dissertation format

All students must follow the following rules in submitting their dissertation.

• Front page should provide title, author, Name of degree/diploma and the date of submission.

• Second page should be the table of contents giving page references for each chapter and section.

• The next page should be the table of appendices, graphs and tables giving titles and page references.

• Next to follow should be a synopsis or abstract of the dissertation (approximately 500 words) titled:

Executive Summary

• Next is the ‘acknowledgements’.

• Chapter I should be a general introduction, giving the background to the dissertation, the objectives of the

dissertation, the rationale for the dissertation, the plan, methodological issues and problems. The limitationsof the dissertation should also be hinted in this chapter.

• Other chapters will constitute the body of the dissertation. The number of chapters and their sequence will

usually vary depending on, among others, on a critical review of the previous relevant work relating to your

major findings, a discussion of their implications, and conclusions, possibly with a suggestion of thedirection of future research on the area.

• After this concluding chapter, you should give a list of all the references you have used. These should be

cross - references with your text. For articles from journals, the following details are required e.g.

Draper P and Pandyal K. 1991, The Investment Trust Discount Revisited, Journal of Business Finance and

Accounting, Vol18, No6, Nov, pp 791-832.

For books, the following details are required:Levi, M. 1996, International Financial Management, Prentice Hall, New York, 3rd Ed, 1996

• Finally, you should give any appendices. These should only include relevant statistical data or material that

cannot be fitted into the above categories.

The Layout Guidelines for the Dissertation

• A4 size Paper

• Font: Arial (10 points) or Times New Roman (12 points)

• Line spacing: 1.5

• Top and bottom margins: 1 inch/ 2.5 cm; left and right margins: 1.25 inches/ 3 cm

Guidelines for the Assessment of the DissertationWhile evaluating the dissertation, faculty guide will consider the following aspects:

1. Has the student made a clear statement of the objective or objective(s).2. If there is more than one objective, do these constitute parts of a whole?

3. Has the student developed an appropriate analytical framework for addressing the problem at hand.4. Is this based on up-to-date developments in the topic area?

5. Has the student collected information / data suitable to the frameworks?6. Are the techniques employed by the student to analyse the data / information appropriate and relevant?

7. Has the student succeeded in drawing conclusion form the analysis?

8. Do the conclusions relate well to the objectives of the project?9. Has the student been regular in his work?

10. Layout of the written report.

Examination Scheme:

Contents & Layout of the Report 30

Syllabus MBA HR- 2012-14

Documents

Transcript of Syllabus MBA HR- 2012-14