‘Our assets walk out of the door each evening. We have to make sure that they come back the next morning’
– NR Narayana Murthy, Co-founder Infosys
The famous quote of Narayana Murthy, old but classic, aptly signifies the importance of the one resource that can’t be replicated or easily replaced, humans. Thus, human resource management becomes, one of the most important pillars in the success of any corporation.
The HR challenge becomes even bigger when organizations expand across the world, thereby integrating people from different regions and cultures, with diverse labour & compensation laws while trying to maintain their original organizational work culture and uniform compensation structure. Equally big challenges come up in the case of merger and integration of one MNC with another. People management is thus the cornerstone of the success of any large organization.
It is the Human Resource Department’s responsibility to manage, reinforce, motivate, appraise and bring change in organizations. Many big organizations have more than one department of HR or rather the umbrella department of HR being augmented with additional cells like Leadership Development, Training and Development, Organizational Development, Compensation & Benefits and Labour Relations to name a few. Off late there has been a lot of emphasis on developing assessment centres, augmenting Organizational Development interventions and in turn understanding organizational culture and dynamics in a more refined manner.
The HRM specialization at NDIM covers the entire gamut of Human Resource Management at both macro and micro levels. It aims to adequately equip the future HR leaders in dealing with a wide variety of human resource issues with cutting edge knowledge and tools acquired through learning contemporary and futuristic Human Resource practices and enhanced sensitivity for cross-cultural issues. Some of the topics studied in detail include Organizational Behaviour, Principles and Practices of Management, Human Resource Management, Corporate Social Responsibility, Talent Acquisition and Development, Performance Management, Cross-Cultural Management, Organizational Change & Development, Employee Relations, Labour Laws and Compensation Management.
Learning outcomes of the course include acquiring expertise in talent hiring, learning frameworks for linking HR and business results through workforce data, expertise in capacity and competency development, developing skills for enhancing organizational performance, competencies for being an effective HR business leader, leading change & organizational development, developing skills of managing self and others in the organization.
Interactive Pedagogy is used with extensive professor and student interaction, fostering open discussions and exchange of ideas, rather than the traditional one-way communication. Experiential approach in teaching though group work, role plays, behavioural games, simulations, workshops, in-basket exercises helps absorb the most complex issues in an easy manner. HRM focussed Advisory council (in addition to the General Advisory Council) comprising of the most renowned names in the HR Industry helps keep the curriculum and pedagogy modern and effectively linked to the Industry. Case studies, field work, project-based assignments, self-assessment activities, hands-on experience through live projects & internships, supplementary classes by active industry professionals all go a long way in ensuring our students are Industry ready and fully prepared for the challenges of the real world.
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