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Human Resource Development (HRD)

This document outlines a course on Human Resource Development (HRD) that is part of a Master of Business Administration program. The course objectives are to acquaint students with HRM and develop their skills and decision-making abilities for corporate roles. The 36 session course covers topics like defining HRD, needs analysis, training program design, delivery methods, and evaluation. Students will undertake practical projects to design training programs and evaluate existing company training. Assessment includes assignments, presentations, exams, and a practical module.

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N-aineel Desai
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441 views

Human Resource Development (HRD)

This document outlines a course on Human Resource Development (HRD) that is part of a Master of Business Administration program. The course objectives are to acquaint students with HRM and develop their skills and decision-making abilities for corporate roles. The 36 session course covers topics like defining HRD, needs analysis, training program design, delivery methods, and evaluation. Students will undertake practical projects to design training programs and evaluate existing company training. Assessment includes assignments, presentations, exams, and a practical module.

Uploaded by

N-aineel Desai
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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GUJARAT TECHNOLOGICAL UNIVERSITY

MASTER OF BUSINESS ADMINISTRATION (Global Program)


Year II (Semester IV) (W.E.F. January 2014)
Specialization: Human Resource Management (HRM)
Subject Name: Human Resources Development (HRD)
Subject Code: 2840301

1. Course Objective: The objective of the course is to acquaint the students with
Human Resources Management and to develop in them the ability to acquaint them
in the corporate world. The main purpose is to assist the students in developing
skills soft and hard, and decision making in the organisations.
2. Course Duration: The course duration is of 36 sessions of 75 minutes each, i.e.
45 hours.
3. Course Contents:
Module
No:

Module Content

No. of
Sessions

Introduction, Definitions of HRD, Evolution of HRD,


HRD and
HRM,
HRD
Functions, Role of HRD,
Professional,
Challenges to organizations and HRD, Professionals,
Framework for HRD Process, Definitions, Purpose of
Needs,
Levels
of
Need
analysis,
Strategic/Organizational Analysis,
Task analysis, Person analysis, Prioritizing HRD Needs
Competency , Mapping and Career Management,
Designing Effective HRD programs, Defining the objectives
of the HRD interventions, Selecting the Trainer, Preparing a
lesson Plan, Selecting training methods, Preparing training
materials, Scheduling HRD Programs

Mark
s (70
External
18
exam)

18

II

III

IV

Training Delivery methods, On-Job Training methods,


Class- room Training approaches, Computer based training
programme, Implementing the
Training
Programs, Purpose of HRD Evaluation, Models and
frameworks of evaluation, Accessing impact of
HRD Programs, Ethical issues concerning
Evaluation
Management Development and skills and technical
training: Management education, training and experiences,
basic workplace
competencies,
technical training,
interpersonal skills,
professional developments and
education, coaching and performance management

17

17

Practical Module:

(20 Marks of
CEC
Internal

1. We can
specifically focus, where student can
undertake practical projects/assignments as a part of
CEC. Thus they will learn through practical exercise.
2. The technique of designing actual training
programme for skill development.
3. Undertake evaluation of existing training conducted
by company for skill and competency level before
and after training and development programme
conducted.
4. Undertake training impact analysis in any company.
5. Cost benefits analysis of any training and
Development programme.

4. Teaching Methods:
The following pedagogical tools will be used to teach
this course: (1) Lectures and Discussions
(2) Assignments and Presentations
(3) Case Analysis
5. Evaluation:
A

Projects/ Assignments/ Quizzes/ Individual or group


Presentation/ Class participation/ Case studies etc

Weightage 50 marks
(Internal Assessment)

Mid-Semester Examination

End Semester Examination

Weightage 30 marks
(Internal Assessment)
Weightage 70 marks
(External Assessment)

6. Text Books:
Sr.
Author
No.
T1 Werner &
Desimone

Name of the Book

Publisher

Edition

Human Resource
Development

Cengage
Learning

Latest

Oxford

Latest Edition

T2

Udai Pareekh &


T.V.Rao

Designing and Managing


Human Resource Systems

T3

Mankin

Human Resource
Development

Oxford

Latest Edition

7. Reference books:
Sr.
No.

Author

Name of the Book

Publisher

Edition

R1

Pareekh Udai &


TV Rao

Understanding HRD System

Tata McGraw-Hill Latest Edition

R2

Noe

Human Resources
Development

Tata McGraw-Hill Latest Edition

R3

Biswanath Ghosh

Vikas

R4

Richard A
Swanson PhD
Elwood F. Holton

Human Resource
Development &
Managementof Human and
Foundations
Resource Development

R5

P. L. Rao

Training and Development

Latest Edition

Berrett-Koehler

Latest Edition

Excel

Latest Edition

8. Lists of Journals/ Periodicals/ Magazines/ Newspapers: Journal of Human Resource


Development. Management Review- IIM Banglore, Vikalpa- IIM Ahmedabad, Human Capital
NB:

The Instructor/s (Faculty Member/s) will be required to guide the students

regarding suggested readings from Text(s) and references in items 6 and 7


mentioned above.
9. Session plan:
Session no.

Topic

1-4

Introduction, Definitions of HRD, Evolution of HRD, HRD and HRM, HR Functions,


Role of HRD Professional, Challenges to organizations and HRD Professionals,
Framework for HRD process (Cases as applicable)

5-8

Definitions, Purpose of Needs, Levels of Need analysis, Strategic/Organizational


Analysis, Task analysis, Person analysis, Prioritizing HRD Needs,

Competency Mapping, Career management

10-14

Defining effective HRD programs, defining the objectives of the HRD interventions,
Selecting the Trainer, Preparing a lesson Plan,

15-16

Selecting training methods, Preparing training materials, Scheduling HRD , Programs


(Cases as applicable)

17-20

Training Delivery methods, On-Job Training methods, Class-room Training


approaches
Computer based training programme, Implementing the Training Programs
(Cases as applicable)

21-23

24-28

29

30-32

Purpose of HRD Evaluation, Models and frameworks of evaluation, Accessing


impact of HRD Programs, Ethical issues concerning Evaluation (Cases as applicable)
Management education, training and experiences (Cases as applicable) Basic
workplace competencies, technical training and interpersonal skills
Professional developments and education, coaching and performance management
(Cases as applicable)

33-36

Practical Module:
1. We can specifically focus, where student can undertake practical
projects/assignments as a part of CEC. Thus they will learn through practical
exercise.
2. The technique of designing actual training programme for skill development.
3. Undertake evaluation of existing training conducted by company for skill and
competency level before and after training and development programme
conducted.
4. Undertake training impact analysis in any company.
5. Cost benefit analysis of any training and development programme.

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