Subject Code: MGT 235
Course Title: Human Resource Management and Technology
Course No: MGT 235
Nature of Course: Theory & Practical
Full Marks: 100
Pass Marks: 50
Credit Hours: 3
Unit 1: Introduction to HRM and Technology 5 LHs
Concept, objectives, and functions of HRM; HRM and personnel management; HRMoutcomes; Changing role of HR mangers; Contemporary HR issues; Paradigm shifts in HRM.
Unit 2: Technology in HR 5 LHs
Concept and purposes of HR technology; Use of e-HR and HRIS in organization;Options for implementing HRIS; Access to HR database; Future of HR technology;Influence of IT on HR managers; Status of HR technology in Nepal.
Unit 3: Human Resource Planning and Job Design 6 LHs
Concept and importance of human Resource Planning (HRP); HRP process; Major HRPactivities; Techniques of HR demand and supply forecasting; Information Technology inHRP; Concept of job design; Terminologies used in job design; Significance of jobdeign; Job analysis Techniques: Job description, job specification and job evaluation;Technology and job design.
Unit 4: Employee Recruitment and Selection 5 LHs
Concept of recruitment and its sources; E-recruitment and its purposes; Meaning ofselection; Significance of effective selection; Employee selection process; Selection tests and interviews: concept and types; Recruitment and selection practices in Nepalese private and government organization
Unit 5: Human Resources Development 7 LHs
Meaning and significance of HR Development; Meaning of training and need of training;Training needs assessment; Types of HR training: soft skills training, professional and legal training, team training, safety training, technology training, quality training;Methods of training: on-the-job and off-the-job; Evaluation of training effectiveness;Management development: concept, objectives, and methods; Career planning anddevelopment; Mentoring and counseling; Application of technology in human resource development.
Unit 6: Performance Appraisal and Rewards Management 8 LHs
Concept and purpose of performance management; Meaning and purpose of performanceappraisal; Common methods of performance appraisal: simple ranking, alternativeranking, paired comparison, forced distribution, critical incident, behaviorally anchoredrating scale; 360-degree performance appraisal; Technology and employee performance appraisal; Concept and types of rewards; Individual employee incentives and recognitionprograms: merit pay, diversity count, inceptives for professional employees, nonfinancial and recognition-based awards; Role of technology on modern payroll management.
Unit 7: Managing Employee Retention and Engagement 4 LHs
Concept and causes of employee turnover; Voluntary turnover and retention strategies forreducing voluntary turnover; Meaning and purposes of employee engagement; Employee
engagement and performance;
Unit 8: Ethics, Fair Treatment at Work and Employee Relations 8 LHs
Meaning of ethics and fair treatment at work; Ethics versus law; Ethics, public policy andemployee rights; Workplace unfairness; Bullying and victimization; Guidelines to manage ethical behavior at work; Employee relations: concept, objectives, and actors ofemployee relations; Trade unionism: concept, functions and types; Labor disputes: causes and settlement provisions; Collective bargaining: concept and process; Provisions ofLabour Act;
Armstrong, M., A Handbook of Human Resource Management, NewDelhi: Aditya Books.
Chalise, M. and Gautam, P.K., Human Resource Management and Technology, KEC Publication,
Kathmandu.
Decenzo, D.A. and Robbins, S.P., Human Resource Management, John Wiley and sons (Asia) Pte. Ltd.
Singapore.
Dessler, G. and Varkkey, B., Human Resource Management, Pearson, India.
Richard D. Johnson & Hal G. Gucutal., Transforming HR through Technology, society of human
resource foundation: Alexandria
