CASE: 1 Suppose you have been appointed as the HR Manager of a newly established organization with more than 1000 employees of different categories. Outline the policies you would put in place and give your rationale for each. CASE: 2 Case of Satish- a Sales Manager for Industrial Products Company in City branch HR as a strategic partner-what is HR audit-need for HR audit in an organization-HRD systems-What can an audit do to an organization?-measurement challenges ACTIVITIES: 1. “Human Resource Development as a Tool for Attaining High Productivity in Service Sectors”- Group of students to be assigned to collect the Mechanisms adopted in Private Sector Organizations to attain High Productivity. 2. To gather first-hand experience of the business and working culture of an organization, students are required to collect an organization’s HRD Practices. 3. Role Play: “when a student being a Human Resource Manager of an IT- Enabled Industry”

CASE: 1 “Money cannot motivate all people under all circumstances”. Case Analysis CASE: 2 Adam, fresh from school was a newly recruited HR practitioner- Case of a HR practitioner Measuring HRs strategic influence-auditing of HR systems: man power planning- recruitment-performance management-competency mapping-career planning-job rotation-training and development – leadership development ACTIVITIES: 1. To plan an organizational visit and to study the recruitment procedures followed in the organization. 2. A group of students has to identify the job rotation adopted in the organization and they have to present a report. 3. Organizing a group discussion about the Leadership development.

UNIT-III: ASSESSMENT SYSTEM CASE: 1 Case of Thomas Chan hung up the telephone - the vice-president of software engineering at Advanced Photonics Inc. (API) CASE: 2 Case Review of IT, Telecom and other service sector industries the contemporary labour issues and to discuss the relevance of trade unions in the current context. Rationale of assessment system- creating a HR scorecard-competency scores-octapace values-total HRD scores-cost benefit analysis of HR interventions ACTIVITIES: 1. Evaluating Performance of the employees of an organization using the methods ofScore card. 2. Identify outpace values and total HRD scores. 3. Group of student is assigned to assess the cost benefit analysis of HR interventions

CASE: 1 Britannia: Diversification Plans. CASE: 2 MPD: Training Evaluation Principles of good measurement-tools for measuring HR alignment: audit questionnaires-self renewal systems- assessment and development centers-checklist-competency mapping-HR climate survey-competencies check list ACTIVITIES: 1. Assigning groups to assess the self renewal system in an organization 2. Identify the tools for measuring HR alignment among the employees in the organization. 3. Prepare the check list and competency mapping Record in an organization to know the capabilities of employees.

CASE: 1 The personnel office of Prashant chemicals limited CASE: 2 A New Concern for Human Resource Managers: Whistle-Blowing Competency requirements of HR professionals-assessment of competencies- formula for acceptance element- successful implementation-implementing strategies: building acceptance element-applying lessons of change. ACTIVITIES: 1. Assigning groups to collect the International scenario in HRD 2. Groups are allocated to find out the Effects of Globalization in HRD practices of a selected organization. 3. Industrial Visit to an Organization where International expansion strategies are followed