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21VMB3S402 Strategic Human Resources Management

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25 views3 pages

21VMB3S402 Strategic Human Resources Management

Uploaded by

theknowledgezzindia
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Course: Strategic Human Resources Management Course Code: 21VMB3S402

Course Credits: 4 Learning Hours: 120

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

Unit 1: Introduction to Strategic Human Resources Management


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

Unit 2: Challenges in Strategic Human Resources Management


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

Unit 3: Strategic Management


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

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


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

Unit 6: Design of Work Systems


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

Unit 7: Redesign of Work Systems


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

Unit 8: Implementation of Strategic Human Resources Planning


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

Unit 9: Training and Development


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

Unit 10: Strategic Performance Management and Feedback


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

Unit 12: Labor Relations


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

Unit 13: Employee Separation


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

Unit 14: Global Human Resources Management


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

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


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

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