Career Development Strategies in HRM Syllabus - MBA (PU)

This course is designed to provide students with skills to successfully manage career development. The employment landscape is undergoing a major shift in how career development is viewed throughout organizations. Domestic and international competition as well as the public and private sector, now require employers and employees to rethink their short term and long term goal. Balancing these with strategies that will ensure corporate success involves a collaborative process of Talent management and deployment. The course thus addresses the major strategic issue that managers face as they attempt to Manage Human resources across national boundaries.

General  Objectives

This course aims to serve students with effective talent management to carry out people resource planning that accelerates HR values to the business.  This also helps students to understand the potential of HR as strategic business partner contributing towards frameworks and tools around integration of HR with business achieving sustainable results.

Takeaways:

On completion of course, you will be able to:

• Understand evolving HR environments & Global challenges
• Understand the elements of Strategic Resourcing (Leadership, Structure, Processes etc driving business results)
• Understand the process of talent management (Headcount Planning to meet organizational strategic needs, talent acquisition and retention, succession planning etc)
• Develop skills to align people management with business strategies
• Establish efficient learning and development interventions and opportunities for skills
• Use career development tools – OJT (on the job training) class room training, Job rotation etc
• Link talent and critical performance enhancement initiatives to strategic and operational needs.

Learning Methodology:

The methodology for the course will be combination of lectures, reflective exercises, practice sessions using different tools and discussions to help students achieve desired competence for application in future. However, in terms of weight age, it will be:

20% Lecture
20% practical Assignments, group works and individual case studies

20% Self reflections and presentation

10% Conduct & Discipline (includes Attendance)

10% Internal Tests/Exam

20% External Test/Exam

Course outline:

The class will have following inputs catering to deliver the assured takeaways and thus members in class are desired to study the subject matter prior to the schedule of classes.

1. Understanding the strategic context of people Management – 3 Hrs

Clarifying Terminology, Benefits of Strategic Perspective, Key Elements of Strategies and analysis,

2. Human Resources Environment – 6 Hrs

People Management Philosophy, 4P of HR,  Demographic Changes, Global Environment, Competition and sourcing of Labor, Availability of Labor & type of employment

3. Talent Acquisition & Retention – 6 Hrs

Corporate structure, Headcount Planning, Contingent Skills, Acquisitions essentials to find best fit, Performance Management vs Talent Management, Succession Planning & Talent Pool, Skills Retention & Its Barriers

4. Performance Management- 1 Hr

Performance appraisal Vs Performance Management, importance of 360 Feedback, Career Planning

5. Learning & development – 4 Hrs

Training need analysis, Skills enhancement – learning and development interventions, Development portfolios, Job rotations, OJT etc

6. Reward & Recognition (Compensation & Benefit includes) – 1 Hr

Performance based pay -Guaranteed pay & Variable pay all linked with PM

            Career advancement – Horizontal & Vertical

1. Strategic View of Career Management – 7 Hrs

Organizational Plan, JD Vs JP’s (job description Vs Job Profiles), People Productivity Measures, descriptions of indefinable impacting career path, people Management innovations, Merit based career advancement

1. Human Aspects of strategies implementation – 4 Hrs

Behavioral Issues, Cultural Match, Leadership, Power and Politics, Employees morale, Personal Vs Business Values and ethics

Suggested Reference Books:

1. The Talent Management Handbook: Lance Berger, Dorothy Berger
2. Strategic HRM – Michael Armstrong Kogan Page, London
3. Promotion from within: Dr. D. K. Bhattacharya,
4. Why the bottom Line ISN’T: Dave Ulrich, Norm Smallwood