TS-7: Human Resource Development
TS-7: Human Resource Development involves investments in social and economic equity, health care and education.
Online
16 WeeksQuick Facts
| Medium Of Instructions | Mode Of Learning | Mode Of Delivery |
|---|---|---|
| English | Self Study | Video and Text Based |
Course Overview
The goal of TS-7: Human Resource Development Course is to familiarise the learner with the fundamental theories and applications of human resource management.
Students' critical thinking skills in managing human resources for tourism and hospitality are being developed in TS-7: Human Resource Development Classes.
TS-7: Human Resource Development Course Syllabus acquaints students with the managerial abilities required to establish, develop, and manage valuable human resources through skill training, addressing employee grievances, providing appropriate compensation packages, and maintaining the employees' motivation to ensure continued productivity for the company.
The Highlights
- Provided by IGNOU
- Online course
- 16 weeks course
- Learn at your own pace
- Expert Lectures
Programme Offerings
- video lectures
- Study Materials
Courses and Certificate Fees
| Certificate Availability |
|---|
| no |
Eligibility Criteria
Work experience
Work Experience is not required to get enrolled.
What you will learn
TS-7: Human Resource Development Course informs the students that a reliable database must be easily available to create the essential data whether it is labour demand or supply predictions.
TS-7: Human Resource Development Training will assist in examining the significant welfare programmes and advantages accessible to employees, whether they are employed by hotels or by any other type of business. These advantages and actions are both mandated by law and optional, you can learn further about this topic in Human Resource Management Certification Courses.
The following learning outcomes are achieved upon successful conclusion of this TS-7: Human Resource Development Course:
- Describe why public involvement in human resource planning is necessary.
- Theory behind and conceptual problems with various methods of human resource planning.
- Learn about the idea of employment evaluation, its application, and its restrictions.
Who it is for
Everyone can apply for the online course TS-7: Human Resource Development and learn, increasing their chances of employment in the following fields:
Admission Details
Students are urged to enrol in TS-7: Human Resource Development Course by following these steps:
Step 1: Visit the website
Step 2: Fill up the details in application form
Step 3: Upload necessary documents
The Syllabus
Unit-1 Human Resource Planning
- Human Resource Planning
- Human Resource Planning in Hospitality industry
- Qualitative Dimensions of Human Resource
Unit-2 Demand and Supply Forecasting: Methods and Techniques
- Introduction to Manpower Forecasting
- Macro and Micro Forecasting
Unit-2 Demand and Supply Forecasting: Methods and Techniques
- Manpower Forecasting Techniques
- Manpower Supply Forecasting Techniques
Unit-3 Human Resource Information System
- Human Resource Information at Micro and Macro Level
- Application of Computers in Human Resource Management
Unit-4 Human Resource Audit
- Introduction to Human Resource Audit
Unit-4 Human Resource Audit
- Essential Steps In Human Resource Audit
- A Four Step Approach In Human Resource: Audit as an Improvement Tool
Unit-5 Human Resource Accounting
- Introduction to Human Resource Accounting
- Accounting for Human Resource Costs
- Accounting for Human Resource Value
Unit-5 Human Resource Accounting
- Applications and Implementations
Unit-6 Job Evaluation: Concept, Scope and Limitation
- Introduction to Job Evaluation and Its Objectives
- Anomalies in Salaries and Need for a Rational and Equitable Pay Structure
- Basic Assumptions in Job Evaluation and Trigger Points
- Advantages and Problems Associated with Job Evaluation
Unit-7 Job Analysis and Job Description
- Introduction to Job Analysis
- Job Description, Job Specifications and Job Analysis: Linkages
- Design and Uses of Job Description
Unit-8 Job Evaluation Methods
- Job Evaluation Methods and Job Ranking
- Job Classification or Grade Description
Unit-8 Job Evaluation Methods
- Point Rating
- The Factor of Comparison Method
- Recent Developments in Job Evaluation
Unit-9 Task Analysis
- Introduction to Task Analysis and its Uses
- Contextual, Activity, Competency, Performance and Discrepancy Analysis
Unit-9 Task Analysis
- Task Analysis as a Supervisory Tool
Unit-10 Personnel Office: Functions and Operations
- Characteristics and Objectives of Personnel Management
- Position of Personnel Department in the Organisation
- Organization of a Personnel Office
- Personnel Manager's Role
Unit-11 Recruitment and Selection
- Introduction to Recruitment and Selection
- Recruitment Process
- Interviews
- Selection Tests
- Methods of Recruitment, Selection and Tests
Unit-12 Induction and Placement
- Induction and Placement-I
- Induction and Placement-II
- Induction and Placement-III
Unit-13 Staff Training and Development
- Introduction to Training and Development
- Need, Benefits, Objectives, Training Policy and Training Methods
Unit-13 Staff Training and Development
- Evaluation of Training Programmes
- Management Development: Needs, Concepts, Objectives, Organizational Climate and Techniques
Unit-14 Motivation and Productivity
- Introduction to Motivation and Productivity
- Hierarchy of Human Needs: Maslow's Theory
- Social Needs and Productivity
Unit-14 Motivation and Productivity
- Creating Proper Motivational Climate
Unit-15 Employees’ Motivation and Job Enrichment
- Theories and Types of Motivation
- Motivation of Employees in Actual Practice
- Job Enrichment - Meaning, Nature and Objectives
Unit-16 Career Planning
- Introduction to Career Planning
Unit-16 Career Planning
- Why Career Planning
- Process of Career Planning and Development
- Limitations of Career Planning
Unit-17 Employees’ Counselling
- Introduction to Employees’ Counselling
- Counselling Functions and Counsellors
Unit-17 Employees’ Counselling
- Counselling: Types, Skills and Techniques
Unit-18 Performance Monitoring and Appraisal
- Introduction to Performance Appraisal
- Job Performance: Measurement, Validity and Reliability
- Methods of Performance Appraisal
Unit-19 Transfer, Promotion and Reward Policies
- Transfer: Introduction, Need and Types
Unit-19 Transfer, Promotion and Reward Policies
- Promotions and Promotion Policy
- Reward Policies and Processes
Unit-20 Disciplinary Issues and Employees’ Grievance Handling
- Discipline: Issues, Actions-Suspension, Dismissal, and Discharge
- Retrenchment and Lay Off
- Grievance Handling
Unit-21 Compensation and Salary Administration
- Aims and Principles of Salary Formulation
- Components of Salary Administration and Pay Structure
- Salary Administration Procedures
Unit-22 Employee Benefits and Welfare Schemes
- The Concept of Fringe Benefits and Labour Welfare
- Social Security: Concept and Evolution
Unit-23 Gender and Other Sensitivities in Hospitality and Tourism
- Position of women in Hospitality and Tourism
- Sexual Harassment
- Child Labour
Unit-24 Emerging Trends and Perspectives
- HRD for Industrial Organization
- Tourism: Trends in HRD
Instructors
IGNOU Frequently Asked Questions (FAQ's)
The aim of HR development is to give the coaching required to improve and strengthen an employee's existing knowledge, skills, and talents.
Pre-recorded videos and lectures are the preferred mode.
HR Development focuses on an ongoing organisational development goal whereas HR Management works with management principles and primarily emphasises the personnel.
The instructor for this course is Jatashankar R. Tewari.
The three key stages of HR development are training design and implementation, needs analysis, and training evaluation.