scdl courses with mba notes for the students and human resource management syllabus.

1. Performance Appraisal
7.1 Introduction 7.2 Features of Performance Appraisal 7.2.1 Advantages of Performance Appraisal 7.2.2 Format of
Performance Appraisal 7.3 Methods of Performance Appraisal 7.3.1 Traditional Methods 7.3.2 Modern Methods.
Career and Succession Planning
8.1 Introduction 8.2 Career Planning 8.3 Features of Career Planning 8.3.1 Career Development Cycle 8.3.2 Career Need
Assessment 8.3.3 Career Opportunities 8.3.4 Need-Opportunity Alignment 8.3.5 Plateaued Employees 8.3.6 Remedial
Features 8.3.7 Model for Planned Self-Development 8.4 Succession Planning 8.5 Features of Succession Planning 8.5.1
Time Frame 8.5.2. Promotion from Within 8.5.3 Unexpected Succession 8.5.4 Doppelganger's Phenomenon 8.5.5
Responsibility of Management Succession.
Total Quality Management
9.1 Introduction 9.2 Features of Total Quality Management 9.3 Tenets of Total Quality Management 9.4 Elements of
TQM 9.4.1 Key TQM Concepts 9.4.2 Need and Importance of TQM 9.4.3 Problems in implementing TQM 9.5 Quality 9.6
Quality Circles 9.6.1 Definition of Quality Circle 9.6.2 Characteristics of Quality Circles 9.6.3 Process followed by Quality
Circles 9.6.4 Benefits of Quality Circles 9.6.5 Important Conditions of Quality Circles 9.7 Quality Control 9.7.1
Components of Quality Control System 9.7.2 Types of Quality Control 9.7.3 Objectives of Quality Control 9.7.4 Methods
of Quality Control.
HRD Audit
10.1 Introduction 10.2 Concept of HRD Audit 10.2.1 HRD Audit is Comprehensive 10.2.2 HRD Audit examines Linkages
with other Systems 10.2.3 HRD Audit is Business-driven 10.2.4 Why do Most Companies want HRD Audit 10.3 Role of
HRD Audit in Business Improvement 10.4 Methodologies of HRD Audit 10.4.1 Individual interviews 10.4.2 Group
Interviews 10.4.3 Workshop 10.4A Questionnaire Method 10.4.5 Observation 10.4.6 Analysis of Secondary Data 10.4.7
Analysis of Reports, Records, Manuals and Other published Literature 10.5 Limitations of HRD Audit.
Managing Change through Continuous Improvement
11.1 Introduction 11.2 Challenges before the Human Resource Manager 11.3 Responding to Change 11.4 Effect of
Competition on Human Resource Management 11.5 Techniques of Continuous Improvement 11.5.1 Benchmarking
11.5.2 Business Process Reengineering 11.5.3 Other Useful Tools.
Good HR Practices
12.1 Introduction 12.2 Components, Elements and Functions of Good HR Practices 12.2.1 Components of Good HR
Practices 12.2.2 Elements of Good HR Practices 12.2.3 Functions of HRD Department 12.3 Research Evidence of Good HR
Practices 12.4 Impact of Good HR Practices in India 12.4.1 HRD in India 12.4.2 The Indian Experience 12.5 HRD and
Organisational Effectiveness 12.6 Approaches to evaluate HR Function 12.6.1. The Balanced Scorecard Approach 12.6.2

2. Strategic HR Framework 12.6.3 Integrative Framework 12.6.4 The Human Capital Appraisal Approach 12.6.5 HRD
Scorecard: A Proposed Model.
Recent Techniques in Human Resource Management
13.1 Introduction 13.2 Employees for Lease 13.3 Moon Lighting by Employees 13.3.1 Blue Moon Lighting 13.3.2 Quarter
Moon Lighting 13.3.3 Half Moon Lighting 13.3.4 Three-Quarter Moon Lighting 13.3.5 Full Moon Lighting 13.3.6 Effect of
Moon Lighting on HRM 13.4 Flexi Time and Flexi Work 13.4.1 Flexi Time 13.4.2 Flexi Work 13.5 Training and
Development 13.6 Management Participation in Employees' Organisations 13.7 Consumer Participation in Collective
Bargaining 13.8 Collaborative Management-Multi Dimensional Approaches 13.8.1 Workers' Participation 13.8.2
Customers' Participation 13.8.3 Government's Participation 13.8.4 Stockholders' Participation 13.8.5 Employee's Proxy
13.9 Human Resource Accounting 13.9.1 Objections to the Treatment of People as Assets 13.9.2 Need for Human
Resource Accounting 13.9.3 Current Practice 13.9.4 Consequences 13.9.5 Aims and Objectives of HRA 13.9.6 Methods of
Valuation of Human Resources 13.9.7 Valuation Models 13.9.8 Benefits of HRA 13.9.9 Human Resource Accounting in
India 13.10Organizational Politics 13.10.1 Meaning and Definition 13.10.2 Causes of Organizational Politics 13.10.3
Techniques of Organizational Politics 13.10.4 Effects of Organisation Politics 13.11 Exit Policy and Practice 13.11.1
Meaning 13.11.2 Extent of Surplus 13.11.3 Consequence of Surplus Manpower 13.11.4 Types of Downsizing 13.11.5 The
Challenges of Employees' Exit 13.11.6 Manage Employee Exit 13.11.7 National Renewal Fund 13.12 Future of Human
Resource Management.
Human Resource Practices in Information Technology Industry
14.1 Introduction 14.2 Best Practices in Industries 14.3 Knowledge Management 14.3.1 Meaning 14.3.2 Characteristics
of Workers in the Knowledge Society 14.3.3 Emergent HR Strategies of a Knowledge Economy 14.4 60 HR Practices in IT
14.5 Challenges in the IT Industry 14.5.1 Challenges due to IT skill requirements 14.5.2 Challenges due to role of IT in
organization 14.5.3 Bench time 14.5.4 Issues related to applying.
Best Practices Summary Keywords Self-Assessment Questions Answers to Check your Progress Suggested Reading
Source :- http://scdlpune.com/symbiosis-distance-learning-courses.html