BBA 205 Course Plan

Unit No.	Lecture No.	Topic	Sessional Outcome	Mapping with CO	ICT Tools / Class Material (PPT )	First Shift	Second Shift	Guest Lecture	Expert Lecture
1	L1	Introduction to Human Resource Management	Student would be able define the term HRM and explain the features in details.	CO1
1	L2	Concept of Human Resource Management	Understand the concept of HRM and its significance along with features	CO1
1	L3	Functions of Human Resource Manager	Discuss the function of Human resource manager in a modern organization	CO1
1	L4	Policies related to HRM	Define the HR policies and discuss their nature and importance,process of formulation	CO1
1	L5	Emerging challenges of human resource management	Elaborate on the various challenges faced by Human Resource Manager.	CO1
1	L6	Workforce diversity	Understand by the term workforce diversity	CO1, CO2, CO3
1	L7	Welfare health & safety	Generalized organizations can establish a health and safety culture.	CO1
1	L8	Social Security	To ensure healthcare and income security in case of certain contingencies such as old age, maternity, or accidents.	CO1, CO2
1	L9	Empowerment	Critically appraise empowerment has to be very carefully planned	CO1, CO3
1	L10	Downsizing	Critically examine downsizing is a planned elimination of positions in an organization	CO1, CO3, CO4
1	L11	VRS	Understand provide overall reduction in the existing strength of the employees. It is a technique used by companies for trimming the workforce employed in the industrial unit.	CO1, CO3, CO4
1	L12	Work life balance	Observing a good work-life balance can improve employee productivity.	CO1, CO2, CO3, CO4
1	L13	Employee code of conduct	Clearly identified sets out expectations for employee behaviour and underpins a positive organisational culture.	CO1, CO2, CO3
1	L14	Human Resource Information System (HRIS)	Intrept exchange of human resources and information technology through HR software, which enables HR activities and processes to happen electronically.	CO1, CO2, CO3, CO4
1	L15	e-HRM	Expected to result in outcomes including more efficient HRM processes, a higher level of service delivery and a better strategic contribution	CO1, CO2, CO3, CO4, CO5
2	L16	Human Resource Planning	Know must be communication between departments to ensure accurate job descriptions and staffing predictions	CO1, CO2
2	L17	Techniques of forecasting	To modify the forecast based on factors- such as projected turnover or a desire to enter new markets	CO1, CO2
2	L18	Designing Jobs – Job Analysis	Determining the describe essential characteristics that are necessary to perform the job effectively.	CO1, CO2
2	L19	Job description and job specification	Explain both job description and job specification are essential parts of job analysis information.	CO1, CO2, CO3
2	L20	Job Evaluation – definition	Identifying the job’s relative value concerning others’ roles and responsibilities in an organization	CO1, CO2, CO3
2	L21	Recruitment	To identifying, short-listing, interviewing and selecting qualified candidates for specific job positions in an organisation.	CO1, CO2
2	L22	Sources process	Define systematic process of finding, identifying, short-listing, interviewing and selecting qualified candidates for specific job positions in an organisation.	CO1, CO2
2	L23	Selection	To understant hiring of candidates who, according to the performance on the pre-employment capable of achieving higher levels of success	CO1, CO3
2	L24	Selection Process	To the steps involved in choosing people who have the right qualifications to fill a current or future job opening.	CO1, CO2
2	L25	Techniques and Tools	Techniques of recruitment and selection and draws attention to the advantages of broad-spectrum assessments, examining interviews, and psychometric inspections within the employee selection procedures.	CO1, CO2
2	L26	Induction	Provides a chance for the organizations to easily sell themselves to the new employees or can say a quick show-off (sometimes), and if went smooth, then can significantly increase the retention of staff, become	CO1, CO2, CO3
2	L27	Orientation	(1) gain employee commitment (2) reduce his or her anxiety (3) help him or her understand organization's expectations (4) convey what he or she can expect from the job and the organization. It is commonly followed by training tailored to specific job positions.	CO1, CO2, CO3
2	L28	Retention	Assesing employee training, internal promotion opportunities, issuing bonus, and improving workplace policies and procedures.	CO1, CO2, CO3
3	L29	Training and Development-Concept and Importance	Able to increase the quality of outcome: The persistent development in the performance of the team members increases the effort to deliver better quality in outcome.	CO1, CO2, CO3
3	L30	Role specific and competency-based training	Critically creating important business outcomes like employee retention, professional development, and hiring processes like on-boarding.	CO1, CO2, CO3, CO4, CO5
3	L31	Training and development techniques and programs	Create a positive company culture. By enforcing values like integrity, teamwork and communication, a company can promote itself as a good place to work. The result is a good reputation among its customers and talented professionals who are seeking employment.	CO1, CO2, CO3
3	L32	Apprenticeship	Compared to classroom learning, apprentices receive pay while learning how to become experts in their trades.	CO1, CO2, CO3, CO4
3	L33	Understudy	Learns the lead role or two, and if the star is indisposed, steps in and performs the part.	CO1, CO2
3	L34	Job Rotation	Differentiate job role which enriches their skills, ability to work on different roles and experience.	CO1, CO2, CO3, CO4, CO5
3	L35	Vestibule Training	Understand on-the-job training in which technical personnel are taught how to utilise tools and machines in a simulated environment.	CO1, CO2, CO3, CO4, CO5
3	L36	Case Study, Role Playing	Examining a student-centered engagement activity to help apply learning through problem-based activities that require creative solutions and practical outcome	CO1, CO2, CO3, CO4, CO6
3	L37	Sensitivity Training	Depict (self, role, and organization) are only possibilities, and cannot be guaranteed for everyone attending a sensitivity training program.	CO1, CO2, CO3, CO4
3	L38	In- basket, management games	Know about To attract and maintain skilled, experienced, dedicated, and well-motivated employees.	CO1, CO2, CO3, CO4
3	L39	Conferences and Seminars	Learn how to attracting talent to the organization, training, retaining, and firing	CO1, CO3, CO5
3	L40	Coaching and Mentoring	Transit to the new world of the information age, it is important for budding HR professionals to understand the power of coaching, counseling and mentoring employees in an organization. Effective coaching and counseling builds strong working relationships.	CO1, CO3, CO5
3	L41	Management development programmes	Will help to changes in organizational goals, technological advancements, etc efficiency of existing managers should be updated. Management Development Programs bring efficiency in managerial personnel.	CO1, CO3, CO5
3	L42	Training process outsourcing	Explaining transfer the responsibilities of specific HR tasks to an external service provider.	CO1, CO2, CO3, CO5
4	L43	Cultural Shock	Understant it deals with an employee, such as recruitment, managing payroll or even offboarding employees.	CO1, CO3, CO5
4	L44	Performance Appraisal	Define how to provide a positive outcome for employeesthe insights gained from assessing and discussing an employee’s performance	CO1, CO5
4	L45	Definition Nature & Objectives	To determine who should be promoted, demoted, transferred, or terminated.	CO1, CO5
4	L46	Importance and Challenges	To identify the quality of the performance, set of expectations of both employee and the employer from each other	CO1, CO5
3	L47	Appraisal Process	Student would be analyzing an employee’s worth as well as contribution to the job. Getting an objective evaluation of an employee’s performance will help a company identify any existing problems in the workplace. This will help the student to solve those problems quickly and with ease.	CO1,CO5
3	L48	Appraisal Methods	To measure the overall performance of an employee through the monetary benefits the work has yielded for a company. ·	CO1, CO5
4	L49	Employee counselling	To know how an effective coun­sellor is one who helps employees to make them aware of their strengths and weaknesses and to improve upon them.	CO1, CO4, CO5
4	L50	Job changes - Transfers and promotions	Clear the concept to a horizontal or lateral movement of an employee from one job to another in the same organization without much change in his status or pay package.	CO1, CO5
4	L51	Compensation - Rules and policies	Understand a way – internal motivation to the higher level of productivity, Compensation and Benefits does it all!	CO1, CO5
4	L52	Base and supplementary compensation	Explain benefits in HR play a vital role in encouraging employees and enhancing organizational effectiveness	CO1, CO5
4	L53	Individual and group incentive plans	To describe Individual incentive plans reward employees for the strong contributions they personally make	CO1, CO5
4	L54	Fringe; benefits;	To promote employee wellness, public perception, and employee engagement. employee retention, also attracting a larger pool of talent	CO1, CO5
4	L55	Performance linked compensation;	Demonstrate the way, the benefit they bring to your company and its operations.	CO1, CO5
4	L56	Employee stock option	Remember employees “ownership” in the company, allowing them to feel more connected to the organization as a whole Employees are motivated to work harder.	CO1, CO5
4	L57	Pay band compensation system	To Implementing a pay band system provides transparency when it comes to salary	CO1, CO5
4	L58	HR Audit	Understand the source of competitive advantage and unrelated function that incurs high costs to the company.	CO1, CO5
4	L59	Contemporary issues in human resource management	Students would be able to analyse concerning the diverse workforce, legislation affecting the workplace and technology challenges.	CO1, CO5
4	L60	Queries resolving previous question papers	Maximize the productivity by enhancing efficiency	CO1, CO2, CO3, CO4, CO5

# As per Scheme & Syllabus Of Guru Gobind Singh Indraprastha University, New Delhi 2022-23 Onwards.