ELIGIBILITY FOR ADMISSION TO PGDHRM
- Bachelor's degree +3 Administration years' Supervisory/Managerial/Professional experience as on the last date for receiving the application form for Admission to Management Programme
OR
Professional Degree in Engineering/Technology/Medicine/Architecture/Law/Pharmacy
OR
Professional qualifications in Accountancy, Cost and Works Accountancy, Company Secretaryship, etc.
OR
A Master's degree in any Subject
-
Min age as on 1st Jan. of the Academic Year - No bar
COURSE DETAILS
- Duration (Min) - 1 years
- Duration (Max) - 2 1/2 years
- Medium of Instruction - English
The Specialisation Diploma Programmes (PGSDMs)
The Specialisation Programme in Functional Areas presently consists of 4 streams of functional area P.G. diplomas. They are, Post Graduate Diplomas in—Human Resource Management, Financial Management, Operations Management and Marketing Management. In order to qualify for a particular specialisation P.G. diploma a student is required to complete five courses in all from that particular stream.
This is a Specialized diploma course.The program has 5 courses that a candidate has to clear to get the specialized Diploma
SYLLABUS
MS21 Social Processes and Behavioural Issues
I SOCIAL AND ORGANISATIONAL CULTURES
1 Indian Environment: Perspective Introduction on Cultural Processes and Social to the Course Structures
2 Society in Transition
3 Organisational and Managerial Managerial Values and Work Ethics Values and Work Ethics
II INTRA-PERSONAL PROCESSES
4 Understanding Human Behaviour
5 Learning
6 Perception
7 Stress and Coping
III INTER-PERSONAL PROCESSES
8 Helping Processes
9 Communication and Feedback Communication
10 Inter-personal Styles and Feedback
IV GROUP AND INTER GROUP PROCESSES
11 Group Formation and Group Processes
12 Organisational Communication
13 Team Development and Team Functioning Team Building
14 Conflict, Competition and Collaboration
V ORGANISATIONAL PROCESSES
15 Organisational Processes: An Overview of Major Concepts, and Emerging Trends
16 Power, Politics and Authority
17 Integration, and Control
18 Organisational Climate
19 Organisational Effectiveness
MS22 Human Resource Development
I HUMAN RESOURCE DEVELOPMENT STRATEGIES, DESIGN AND EXPERIENCE
1 Human Resource Development: HRD-An Overview
2 Human Resource Development: Strategies
3 Human Resource Development: Experiences (cases)
II HRD AND THE SUPERVISOR
4 Line Managers and HRD
5 Task Analysis
6 Motivational Aspects of HRD
7 Developmental Supervision
8 Counselling and Mentoring
III COMPARATIVE HRD EXPERIENCES
9 HRD Overview in Government and Public Systems
10 HRD for Health and Family Welfare in Select
11 HRD in Other Sectors (Defence, Police, Voluntary Organisations, and Panchayati Raj Institutions)
12 HRD in Service Industry
13 Comparative HRD- International Experiences
IV MAIN ISSUES IN HRD
14 HRD Culture and Climate
15 HRD for Workers
16 HRD/OD Approach to IR Corporate Business
17 Organising for HRD Resurgence Effectiveness
18 Emerging Trends and Perspectives
MS23 Human Resource Planning
I BASICS OF HUMAN RESOURCE PLANNING
1 Macro Level Scenario of Human Resource Planning
2 Concepts and Process of Human Resource Planning
3 Methods and Techniques-Demand Forecasting
4 Methods and Techniques-Supply Forecasting
II JOB EVALUATION
5 Job Evaluation: Concepts, Scope and Limitations
6 Job Analysis and Job Description
7 Job Evaluation Methods
III ACTION AREAS - ISSUES AND EXPERIENCES
8 Selection and Recruitment
9 Induction and Placement
10 Performance and Potential Appraisal
11 Transfer, Promotion and Reward Policies
12 Training and Retraining
IV MEASUREMENTS IN HUMAN RESOURCE PLANNING
13 Human Resource Information System
14. Human Resource Audit
15 Human Resource Accounting
MS24 Union - Management Relations
I CONCEPTUAL FRAMEWORK
1 Union Management Relations Perspective
2 Public Policies and Union Management Relations
3 Major Events and International Issues
II UNIONS AND UNIONISM
4 Trade Union Development and Function
5 Trade Union Structures and Trade Union Recognition
6 Leadership and Management in the Trade Unions
7 White Collar and Managerial Trade Unions
8 Management and Employers’ Association
III CONFLICT RESOLUTION
9 Dynamics of Conflict and Collaboration
10 Nature and Content of Collective Bargaining
11 Negotiation Skills
12 Issues and Trends in Collective Bargaining
13 Role of Labour Administration: Conciliation, Arbitration and Adjudication
IV WORKERS’ PARTICIPATION IN MANAGEMENT
14 Evolution, Structure and Processes
15 Design and Dynamics of Participative Forums 16 Strategies and Planning for Implementing Participation
V TRENDS IN UNION MANAGEMENT RELATIONS
17 Emerging Trends in Union Management Relations
18 Cross, Cultural Aspects of Union Management Relations
MS25 Managing Change in Organisations
CONCEPT OF MANAGING CHANGE
1 The Process of Organisational Change
2 Key Roles in Organisational Change
3 Culture and Change
4 Managing Resistance to Change
5 Effective Implementation of Change
II DIAGNOSIS AND INTERVENTION 6 Orgaisational Diagnosis: Issues and Concepts-An Overview
7 Diagnostic Methodology: Salient Features
8 Diagnostic Methods: Quantitative and Qualitative
9 Intervention in Organisational Change
10 Evaluation of Organisational Change Programme
III MODELS OF ORGANISATIONAL CHANGE
11 Some Models of Organisational Change
12 Why Changes May Fail: Two Case Examples
13 OD in an NGO
14 Organisational Change and Process Consultation
15 Work Redesign Model
IV CONSULTING : APPROACHES & SKILLS
16 Manager as Agent of Change
17 Internal Change Agent
18 External Change Agent (Consultant)
MS26 Organisational Dynamics
I GROUP DYNAMICS
1 Understanding Groups
2 Phases of Group Development
3 Group Cohesion and Alienation
4 Conformity and Obedience
II ROLE DYNAMICS
5 The Concept and Systems of Roles
6 Role Analysis
7 Organisational Stress and Burnout
8 Coping with Stress and Burnout
III POWER DYNAMICS
9 Bases of Power
10 The Process of Empowerment
11 Decentralisation & Delegation
12 Transformational Leadership
IV ORGANISATIONAL DYNAMICS
13 Organisational Culture
14 Social Responsibilities of Organisations
15 Organisational Ethics and Values
16 Process of Learning Organisations
V INTER-ORGANISATIONAL DYNAMICS 17 Cross Cultural Dynamics 18 Management of Diversity 19 Strategic Alliances and Coalition Formation
MS27 Wage and Salary Administration
I COMPENSATION - CONCEPT AND CONTEXT
1 Role of Compensation and Rewards in Organisation
2 Economic and Behavioural Issues in Compensation
3 Framework of Compensation Policy
II LEGAL FRAMEWORK OF WAGE AND SALARY ADMINISTRATION
4 Wage Concepts and Definition of Wages Under Various Labour Legislation
5 Constitutional Perspective, International Labour Standards, and Norms for Wage Determination
6 Law relating to Payment of Wages and Bonus
7 Regulation of Minimum Wages and Equal Remuneration
8 Law Relating to Retiral Benefits
III COMPENSATION STRUCTURE AND DIFFERENTIALS
9 Pay Packet Composition
10 Institutional Mechanism for Wage Determination
11 Job Evaluation and Internal Equity
12 External Equity and Pay Surveys
IV REWARD SYSTEM, INCENTIVES AND PAY RESTRUCTURING
13 Design of Performance-linked Reward System
14 Incentives for Blue and White Collars
15 Bonus, Profit Sharing and Stock Options
16 Allowances and Benefits
17 Downsizing and Voluntary Retirement Scheme
V EMERGING ISSUES AND TRENDS
18 Tax Planning
19 Overview of Future Trends in Compensation Management
MS28 Labour Laws
I INTRODUCTION TO LABOUR LEGISLATION
1 Philosophy of Labour Laws
2 Labour Laws, Industrial Relations and Human Resource Management
3 Labour Laws: Concept, Origin, Objectives and Classification
4 International Labour Organisation — International Labour
Organisation and Indian Labour Legislations
5 Indian Constitution and Labour Legislations
6 Labour Policy, Emerging Issues and Future Trends
II LAWS ON WORKING CONDITIONS
7 The Factories Act, 1948
8 The Mines Act, 1952
9 Shops and Estabishment Law
10 Plantation Labour Act, 1951
11 Contract Labour (Regulation and Abolition Act, 1986)
12 Child Labour (Prohibition and Regulation Act, 1986)
III INDUSTRIAL RELATIONS LAWS
13 Trade Union Act, 1926
14 Industrial Disputes Act, 1947-I
15 Industrial Disputes Act, 1947-II
16 Industrial Employment (Standing Orders) Act, 1946
17 Industrial Discipline and Misconduct
18 Domestic Enquiry
IV WAGES AND LABOUR LAWS
19 Minimum Wages Act, 1948
20 Payment of Wages Act, 1936
21 Payment of Bonus Act, 1965
22 Equal Remuneration Act, 1976
V LAWS FOR LABOUR WELFARE AND SOCIAL SECURITY
23 Social Security Legislation: An Overview
24 The Workmen’s Compensation Act, 1923
25 The Employees’ State Insurance Act, 1948
26 The Maternity Benefit Act, 1961
27 The Employee’s Provident Fund and Miscellaneous Provision Act, 1952
28 The Payment of Gratuity Act, 1972
HOW TO APPLY
Student Handbook & Prospectus would be available from the Registrar (SR&E), IGNOU, Maidan Garhi, New Delhi- 110 068 and at all Regional Centres, Study Centres, and IGNOUARMY, NAVY, AIR FORCE AND ASSAM RIFLES Recognised Regional Centres. Student Handbook and Prospectus is also available on university’s website www.ignou.ac.in. The candidates downloading the Form from website are required to send a Demand Draft of Rs. 550/- (Rupees five hundred fifty only) drawn in favour of IGNOU payable at New Delhi . Advertisements inviting applications for MP are released in leading national and local dailies in April and October.
Information about the courses provided here is partial and should not be treated as comprehensive. i.e The institution would be offering other course than those mentioned here. Students are advised to check with the intitution for the latest information in regard to the course.