Undergraduate Syllabus

Undergraduate Syllabus (56)

Human Resource Development Internship

Written by Administrator Monday, 15 June 2015 05:20

Course Code                             :        BHRM 42156

Course Title                              :        Human Resource Development Internship

Status                                         :        Compulsory

Credit Rating                            :        6

Semester                                    :        Second

Aim                                            : To provide the students with a practical exposure to in organisations to test and apply the gained knowledge and competencies prior to undertake their real job in their preferred careers.

 

Learning Outcomes                  : On completion of this internship, students will be able to,

  • identify the nature of real job roles and task that they would perform in their future           careers
  • apply their knowledge and competencies into  the performance of real job tasks on-           the-job
  • foresee the future opportunities and threats that they would face in their future      careers and respond to them successfully
  • assess their capabilities in performing a job and decide how well they are fit with   their preferred job or a career
  • suitably adjust to diverse working environments and situations in pursuing their     preferred career

 

Course Content                         : Identification of HRD and other managerial functions in organizations and their operations. Hands on experience for 960 working hours (Six Months) in the capacity of implementer or/and, supervisor or/and assistant in relation to human resources development tasks, activities, functions and processes in a business context accepted by the Department.   The training should cover the areas of; Training and development, performance management, career development, organisational change and development interventions, talent and human capital development.

 

Method of Teaching

and Learning                            : On the job training/ business development, Training supervision

 

Assessment                                : Weekly evaluations, Monthly evaluation through      Training/business progress record book, Final evaluation          through a Viva.

 

Recommended Readings          :

 

Guidelines for student Training Manual prepared by the department

Guidelines’ manual for business proposal and business development project prepared by the department

Macro Human Resource Development

Written by Administrator Monday, 15 June 2015 05:20

Course Code                                      :  BHRM 42142

Course Title                                       :  Macro Human Resource Development

Status                                                  :  Compulsory

Credit Rating                                     :  2

Semester                                             :  Second

Aim                                                     : To provide an alternative thinking on HRD beyond organisational level and give them a new knowledge on HRD at various other levels such as individual, family, community, national, regional and global level HRD

 

Learning Outcomes                           : On completion of this course unit, students will be able     to;

 

  • Identify the level of analysis of HRD
  • Describe and explain the issues and challenges of HRD beyond the corporate organisational level
  • Analyse the HRD issues at national level to guide the national policy decisions in resolving them
  • Propose alternative solutions to HRD issues in the country with learning from other country’s national HRD practices

 

Course Content                                 : Introduction; preparing for the course. Cultures’ consequences on HRM/HRD. The debate over macro HRD; Concepts, issues and practices. National HRD as a Macro HRM agenda; NHRD’s orientation, NHRD’s theoretical evolution, NHRD country-case studies. Doing research on national HRD issues; frameworks, skills and knowledge. Theories applicable in macro HRD resolution. Identifying Sri Lanka’s National HRD agenda. Participative observation of National HRD opportunities. Skill practice: skills needed for higher level HRD practices.

 

Method of Teaching

and Learning                                     : Lectures, Field visits, Workshops and gust talks,                            Case studies

Assessment                                         : Presentations, Assignments, Examinations

 

Recommended Readings                  :

Suggested reading by the course facilitators from the most prominent five HRD Journals of;

Advances in Developing Human Resources

Human Resource Development International

Human Resource Development Quarterly

Human Resource Development Review

Career Development

Written by Administrator Monday, 15 June 2015 05:20

Course Code                                        :        BHRM 41192

Course Title                                     :        Career Development

Status                                                :        Compulsory

Credit Rating                                   :        2

Semester                                           :        First

Aim                                                   : To provide the students with relevant knowledge on career development and develop needed skills in career development.

 

Learning outcomes                            : on completion of this course unit, students will be able to;

  • identify and describe the concepts theories and practices of career development
  • explain  the need and the relevance of career development in Human Resource Development
  • apply the gained knowledge and skills in resolving career development issues in organizations.

Course Content : Introduction; defining and describing career development, importance of career development, responsibilities of career development, levels of career development. Career planning; self awareness, career exploration, career preparation–strategic decision making, career action plan, career anchors, career barriers, skill training in career planning. Career management; theories and concepts in career management, career management process, career path and succession planning, coaching, mentoring, career counselling, skill practice in career management. Planning and implementation of career development program, Issus in career development. Skills needed in career development.

 

Method of Teaching

and Learning                                        : Lectures, Workshops, Presentations, Case studies, Discussions

Assessment                                             : Examinations, Assignments, Presentations

 

Recommended Readings                      :

 

Figler, H., Bolles, R.N. (2012). The Career Counsellor’s Handbook,  2nd Edition, Crown Publishing Group. New York.

 

Niles, S.G. (2008). Career Development Interventions in the 21st Century, 3rd Edition, Merrill/Pearson, New York.

 

Reardon, R.C., Lenz, J.G., Sampson, J.P., G.W. Peterson (2012).Career Development and planning: A Comprehensive Approach, 3rd Edition, Amozen.Com, Seattle.

Performance Management

Written by Administrator Monday, 15 June 2015 05:20

 

Course Code                                      :           BHRM 41182

Course Title                                       :           Performance Management

Statue                                                 :           Compulsory

Credit Rating                                     :           2

Semester                                             :           First

Aim                                                     : To equip the students with up-to-date knowledge on performance management and establish their readiness to cope up with issues relating to performance management

Learning Outcomes                           : on completion of this course unit, students will be able to;

  • Identify the concepts, theories , practices and applications of performance management
  • Describe the importance of and the usage of performance management
  • Explain the issues and challenges pertained to performance management
  • Apply the learnt know how in resolving performance management issues and challenges
  • Propose appropriate designing of performance management system

Course Content                                 : Introduction to performance management; Describing performance and Performance management, context of performance management, debate on performance management ; Performance management process; performance planning, performance analysis, performance review; decisions on performance management; performance management tools and techniques, case studies on performance management; issues in performance management.

 

Method of Teaching

and Learning                                    : Lectures, Discussions, Presentations, Skill Practice exercises

 

Assessment                                         : Examinations, Assignments, Presentations, Skill       evaluation test

 

Recommended Readings                  :

 

Aguinis, H. (2012). Performance management, 2nd Edition, prentice hall, New Jersey.

Armstrong, M., Baron, A. (2012). Managing performance: Performance Management in Action, prentice hall, New Jersey.

T.V. Rao. (2004). Performance Management and Appraisal Systems: HR Tools for Global Competitiveness, Sage, Toronto.

Employment Law and Industrial Relations

Written by Administrator Monday, 15 June 2015 05:05

Course Code                             :         BHRM 32123

Course Title                              :         Employment Law and Industrial Relations

Status                                         :         Compulsory

Credit Rating                            :        3

Semester                                    :        Second

 

Aim : To; (ii)  provide the knowledge on employee – employer relationship through better understanding on Employment Law in Sri Lanka, (ii) and enhance problem solving skills in resolving practical labour issues in order to promote better industrial relations in Sri Lanka.

Learning Outcomes : This course is specially designed to enable the students to,

 

  • identify and describe the conceptual background related to industrial relations in Sri Lankan context.
  • Identify the developmental aspects of IR rather than on the control aspects of IR.
  • identify and describe the legal principles governing the employment relationship both at the individual and collective level.
  • explain and analyse legal problems and issues that arise out of employment relationships.
  • apply different labour rules and regulations in resolving practical labour issues in Sri Lanka.

 

Course Contents  :      Part 1- History of industrial relations. Contract of       Employment. Types of employment. Industrial disputes Act. Shop and office employees Act. Wages Boards Ordinance. Payment of Gratuity Act. Employees’ Provident Fund. Employees’ Trust Fund. Trade Unions Ordinance. Termination of Employment of Workmen Act. Maternity Benefits Ordinance. Employment of Women, Young Persons and Children Act. Workmen’s Compensation Ordinance. Factories Ordinance. Principle  Just and       Equity. Domestic Disciplinary Inquiry. BOI       Standards. Conventions of ILO.

Part 11-Introduction to IR. Collective Bargaining and Negotiation. Worker Discipline. Industrial Conflict. Labour Welfare and Social Security. Workers’ participation in management, Psychological contract, Employee Emotional Handling. Worker Development.

 

Method of Teaching

and Learning                            : Lectures, Discussions, Case studies, Presentations.

 

Assessment                       : Examination, Assignments, Presentation

 

Recommended Readings         :

Abeysekera W.E.M. (1970). Industrial Law andAdjudication, Arasan Printers, Colombo 2.

Daver, R.S. (2008). Personal Management and Industrial Relations,Vikas Publishing House (Pvt)Ltd., Noida.

De Silva  E.B.M.(2002). What Every Employer        Should Know, Mercantile Printers, Colombo.

Gamage, P. (2012). Employment Law in Sri Lanka, Godage Publishers, Colombo.

Individual Development

Written by Administrator Monday, 15 June 2015 05:05

Course Code                                      :           BHRM 41172

Course Title                                       :           Individual Development

Status                                                              :           Compulsory

Credit Rating                                     :           2

Semester                                             :           First

Aim                                                                 : To provide the students with relevant knowledge in Individual Development for their personal development and to be applied in a working context

Learning Outcomes                           : On completion of this course unit, students should be able to;

 

  • identify the components of Individual Development
  • describe, and explain how the components of Individual Development can be applied in enhancing performance
  • explain why people do not perform as expected
  • apply the gained knowledge on the components of Individual Development for the personal development and development of people at work in an organisation

 

 

Course Content                                 : Introduction to individual development; components of individual development; training, learning, capacity building. Training; training process, methods. Learning; learning methods, learning theories, learning process Capacity Building; Capacity building in leaders. Personality development. , Personal development; personal development process, personality development, personal development plan.

Method of Teaching

and Learning                                    : Lectures, Workshops, Presentations, Discussions

 

Assessment                                         : Examination, Assignments, Presentations,

 

Recommended Readings                  :

Kozlowski,S.W.J., Salas, E. ( 2009 ). Learning, Training, and Development in Organizations, Taylor and Francis, Abingdon

 

Phillips, J. J. (2003). Return on Investment in Training and Performance Improvement Programs, Butterworth-Heinemann, Burlington.

 

Ubels, J., Acquaye-Baddoo, N.A., Fowler, A. (2010). Capacity Development in Practice, Earthscan Ltd., London.

Theories in Human Resource Development

Written by Administrator Monday, 15 June 2015 05:05

Course Code                                      :  BHRM 41114

Course Title                                       :  Theories in Human Resource Development

Status                                                  :  Compulsory

Credit Rating                                     :  4

Semester                                             :  First

Aim                                                     : To provide the students with through knowledge on the theories that provide the foundation to HRD to enable them to well understand the HRD practice

 

Learning Outcomes                           : On completion of the course unit, students will be able to;

  • identify major theories that develop HRD knowledge base
  • describe the relationship between the theoretical insights and HRD practices
  • explain the HRD issues relating to relent HRD theories
  • analyse the HRD gaps from different theoretical perspectives for better solutions

Course Content : Introduction to HRD; meaning, nature, scope, major components, its philosophies. Historical evolution of HRD. Traditional and modern research agenda of HRD. New trends in HRD. Criticisms traditional and modern HRD research agendas. Foundational theories of HRD; Economic theory, system theory, psychological theories. Implications of critical theory in HRD; introducing critical theory, core arguments of critical theory, use of critical theory in HRD. Structuralism and HRD; introducing structuralism, core arguments of structuralism, use of structuralism in HRD. Post structuralism and HRD; introducing post structuralism, core arguments of post structuralism, use of post structuralism in HRD. Constructivism and HRD; introducing constructivism, core arguments of constructivism, use of constructivism in HRD. Modernism and postmodernism and HRD; core arguments of modernism and post modernism, use on modernism and postmodernism in HRD.

 

Method of Teaching

and Learning                                     : Lectures, Discussions, Presentations, Article reading and analysis

 

Assessment                                         : Examinations, Assignments, Presentations

 

Recommended Readings                  :

Armstrong, M. (2010) A Hand book of Resource Management Practice, 10th Edition, Kogan Page, London

Jerry, G.W. Egglnand, S. Gilley, M. (2008). Principles of HRD, 4th Edition, Perseus publishing, New York.

McGuire, D., Jorgensen, K.M. (2010). Human Resource Development Theory and Practice, Sage, New York.

Swanson, R.A.,  Holton, E.F., Holton, E. (2001). Foundations of Human Resource Development, Berrett-Koehler Publishers, New York.

Vilmante, K.,  Algimantas, S. (2008).  Globalization and Human Resource Development: Theoretical Approach, European Journal of Management, Vol. 8, No. 4

Business Plan Implementation

Written by Administrator Monday, 15 June 2015 05:05

Course Code                             :        BHRM 42526

Course Title                              :        Business Plan Implementation

Status                                         :        Optional

Credit Rating                            :        6

Semester                                    :        Second

Aim                                            : To provide the students with opportunities in starting businesses.

 

Learning Outcomes                  : On completion of this internship, students will be able to;

  • identify the business opportunities
  • select and implement an identified business opportunity
  • apply the knowledge and competencies gained into  the performance of  a real       business

 

Course Content                         : students are required to produce a well written business proposal with properly done feasibility study within the first month of the first semester in the final year. By the time of evaluating training at the second semester of the final year, students must provide and present the evidence of the start of their business. The department should appoint a supervisor for this business project as well, and students are required to show their progress to the supervisor. Before the final evaluation, the department may assign the supervisor to physically visit the business that students started as a verification of evidence for the start of the business.

 

Method of Teaching

and Learning                            : Business Development, Progress Review

 

Assessment                                : Weekly evaluations, Monthly evaluation through Business   progress record book, Final evaluation through a Viva.

 

 

Recommended Readings          :

 

Guidelines for students’ manual for business plan designing and business plan implementation project prepared by the department

Management Internship

Written by Administrator Monday, 15 June 2015 05:05

Course Code                             :        BHRM 42516

Course Title                              :        Management Internship

Status                                         :        Optional

Credit Rating                            :        6

Semester                                    :        Second

Aim                                            : To provide the students with a practical exposure to in organisations to test and apply the gained knowledge and competencies prior to undertake their real jobs in their preferred careers.

 

Learning Outcomes                  : On completion of this internship, students will be able to,

  • identify the nature of real job roles and task that they would perform in their future           careers
  • apply their knowledge and competencies into  the performance of real job tasks on-           the-job
  • foresee the future opportunities and threats that they would face in their future      careers and respond to them successfully
  • assess their capabilities in performing a job and decide how well they are fit with   their preferred job or a career
  • suitably adjust to diverse working environments and situations in pursuing their     preferred career

 

Course Content                         :

Training in HRM-Identification of HRM and other managerial functions in organizations and their operations. Hands on experience for 960 working hours (Six Months) in the capacity of implementer or/and, supervisor or/and assistant in relation to human resources management tasks, activities, functions and processes in a business context accepted by the Department.   The training should cover the areas of; job designing and analysis, human resource planning, recruitment and selection, reward management, employee record keeping, health and safety and welfare, employee grievance handling, industrial relations, employee movements-leave, transfer, demotions.

 

Non HR Training- The students who are ambitious to specialize in non HR careers are allowed to undertake training in audit and non-audit sectors for six months’(960 Hours) period. However, they should be involved in at least 360 hours (6*5*4*3) of training relating to HR functions. Further these students should obtain at least B grades for the course units BHRM 21114 (Finance for Human Resource Managers) and BHRM 22522 (Management Accounting). Students are still required to work with the training supervisor to show the progress and fill the training manual.

 

 

Method of Teaching

and Learning                            : On the job training/ business development, Training supervision

 

Assessment                                : Weekly evaluations, Monthly evaluation through      Training/business progress record book, Final evaluation          through a Viva.

 

 

Recommended Readings          :

 

Guidelines for student Training Manual prepared by the department

Guidelines’ manual for business proposal and business development project prepared by the department

Human Resource Measurements

Written by Administrator Monday, 15 June 2015 05:05

Course Code                             :        BHRM 42132

Course Title                              :        Human Resource Measurements

Status                                         :        Compulsory

Credit Rating                            :        2

Semester                                    :        Second

 

 

Aim                                            : To provide the students with knowledge and techniques on    how to measure HRM processes and their outcomes to         show HR’s contribution to organizational outputs

 

 

Learning Outcomes                  : On completion of this course unit, students should                                         be able to;

  • identify and describe the basic concepts, frameworks and models of measuring HR contributions in organizations.

 

  • analyze and evaluate current HR outcomes and develop new methods to evaluate HR’s effectiveness

 

  • develop suitable HR measurements in order to contribute to overall organisational performance management

 

 

Course Content                        : Introduction; meaning of measurement, need of measuring HR, concepts of process management; meaning of process, measuring quality of a process, frameworks of quality measurements in process. Principles for effective workforce metrics. Measuring HR processes; hiring and staffing, compensation and benefits, training effectiveness, employee relations and retention programmes, Absenteeism and turnover. Systems in measuring HR productivity in Business. Measuring Human Capital’s value added. Balanced Scorecard Approach in overall performance management. HR scorecard approach. Issus relating to HR measurements.

 

 

Method of Teaching

and Learning : Lecturers, Discussions, Case studies, Assignments, Audio and Video Techniques

 

Assessment                                : Examinations, Presentations, Assignments, Case analysis

 

 

 

 

 

 

 

 

Recommended Readings         :

 

Becker,B.E., Huselid,M.A., Ulrich, D. (2001), The HR Scorecard, Harvard Business School Press.

 

Brooks, C. (2005). Measurement Matters, 1st Edition, Pearson Education Private Ltd Publishing, New Delhi.

 

Cascio,W.F. and Boudreau,J.W.(2010). Investing in People: Financial Impact of Human Resource Initiatives, 2nd Edition, Pearson Education Malaysia (Pvt.) Ltd. Kuala Lumpur.

 

Fitz,E.J and Davison, B. (2002). How to Measure Human Resource Management, 3rd Edition, McGraw-Hill publishing, London.

 

Fitz,E.J.(2009). ROI of Human Capital: Measuring the Economic Value of Employee Performance, McGraw-Hill publishing, London.

 

Huselid,M.A., Becker,B.E. and Betty,R.W.(2005). The Workforce Scorecard: Managing Human Capital To Execute Strategy, 1st Edition, Harvard Business School Publishing Corporation.Mark A. Huselid (Author) Visit Amazon's Mark A. Huselid PageFind all the books, read about the author, and moreSee search results for this author Are you an author? Learn about Author Central

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