3 Years
Under Graduate
Management
Distance
The Distance BBA in Human Resource Management syllabus is structured to provide students with a comprehensive understanding of personnel management, organizational behavior, and strategic HR practices. Core courses typically cover areas such as human resource planning, recruitment and selection, training and development, performance management, and employee relations. Students delve into topics such as compensation management, labor laws, diversity management, and HR analytics. Advanced modules may explore subjects like talent management, organizational development, conflict resolution, and change management. The curriculum often integrates case studies, simulations, and practical exercises to enhance students' problem-solving abilities and interpersonal skills in the context of human resource management. Elective courses may include specialized topics like international HRM, employee engagement, HR information systems, and leadership development, allowing students to tailor their education to their career goals within the dynamic field of HR management. Throughout the program, emphasis is placed on preparing students for the challenges and responsibilities of managing human capital effectively in organizations of varying sizes and industries.
The Distance BBA in HR Management presents a structured semester-wise syllabus aimed at nurturing proficient human resource professionals. Semester 1 typically covers foundational subjects such as principles of management, business communication, and organizational behavior. In Semester 2, students delve into topics like recruitment and selection, training and development, and performance management. Semester 3 focuses on compensation management, labor laws, and employee relations. Semester 4 includes advanced courses in strategic HR management, talent management, and HR analytics, culminating in a practical project or internship to apply theoretical concepts in real-world scenarios.
| Course Title | Description |
|---|---|
| Principles of Management | Introduction to management principles and functions. |
| Business Mathematics | Fundamental mathematical concepts in business. |
| Microeconomics | Study of individual economic units and markets. |
| Business Communication | Communication skills development in a business context. |
| Introduction to Human Resource Management | Basic concepts and theories of human resource management. |
| Organizational Behavior | Understanding human behavior in organizations. |
| Recruitment and Selection | Principles and practices of recruitment and selection processes. |
| Computer Applications in HR Management | Introduction to computer applications relevant to HR management. |
| Course Title | Description |
|---|---|
| Human Resource Development | Strategies and techniques for developing human capital within organizations |
| Recruitment and Selection | Processes and methods for attracting, selecting, and hiring employees |
| Performance Management | Techniques for evaluating and managing employee performance |
| Organizational Behavior | Study of individual and group behavior within organizational settings |
| Compensation Management | Designing and administering compensation and benefits packages |
| Business Communication | Effective communication strategies within the context of HR management |
| Employee Relations | Managing relationships between employees and the organization |
| Training and Development | Planning, implementing, and evaluating employee training programs |
| Labor Laws and Industrial Relations | Understanding labor laws and managing industrial relations issues |
| HR Information Systems | Role of information systems in HR management and decision-making |
| Course Title | Description |
|---|---|
| Recruitment and Selection | Covers recruitment strategies, sourcing methods, selection techniques, interviewing skills, and legal considerations in hiring. |
| Training and Development | Focuses on training needs analysis, training methods, instructional design, training evaluation, and employee development programs. |
| Performance Management | Examines performance appraisal systems, performance feedback, goal setting, performance improvement plans, and performance measurement techniques. |
| Employee Relations | Explores employee-employer relationships, conflict resolution, grievance handling, disciplinary procedures, and employee engagement strategies. |
| Compensation Management | Introduces concepts of compensation management, including wage and salary structures, incentive plans, benefits administration, and compensation laws. |
| Human Resource Information Systems | Covers the use of HRIS for data management, HR analytics, employee records, payroll processing, and HR reporting. |
| Course Title | Description |
|---|---|
| Organizational Behavior | Study of individual and group behavior within organizations, including motivation, leadership, and organizational culture. |
| Performance Management | Examination of performance appraisal systems, feedback mechanisms, and performance improvement strategies. |
| Compensation Management | Understanding of compensation principles, including salary structures, benefits administration, and incentive systems. |
| Employee Relations | Study of employee-employer relationships, conflict resolution, and strategies for fostering a positive work environment. |
| Training and Development | Introduction to training needs analysis, program design, delivery methods, and evaluation techniques. |
| Strategic HR Management | Exploration of HR's role in organizational strategy formulation and implementation, including HR planning and change management. |
| Course Title | Description |
|---|---|
| Strategic Human Resource Management | Explores the strategic role of HRM in achieving organizational goals, including HR planning and alignment with business strategy. |
| Talent Acquisition and Management | Covers techniques and strategies for attracting, selecting, and retaining talent within organizations. |
| Performance Management | Examines methods for evaluating and managing employee performance, including performance appraisal systems and feedback mechanisms. |
| Employee Relations and Labor Laws | Focuses on managing employee relations and understanding labor laws and regulations governing the workplace. |
| Organizational Development | Explores strategies and interventions for managing change, improving organizational effectiveness, and fostering a positive organizational culture. |
| Course Title | Description |
|---|---|
| Strategic Human Resource Management | Explores strategic HR planning, organizational development, talent management, succession planning, and HR metrics. |
| Compensation Management | Covers principles and practices of employee compensation, including salary structures, incentives, benefits, and rewards systems. |
| Employee Relations | Examines employer-employee relations, conflict resolution, grievance handling, collective bargaining, and labor laws. |
| Performance Management | Focuses on performance appraisal systems, goal setting, feedback mechanisms, performance improvement plans, and performance-related incentives. |
| Training and Development | Explores training needs analysis, training program design, delivery methods, evaluation techniques, and career development initiatives. |
| Diversity and Inclusion Management | Discusses strategies for managing diversity and fostering inclusion in the workplace, including cultural sensitivity, bias awareness, and inclusive leadership. |
| HR Analytics | Introduces data-driven HR decision-making using HR analytics tools and techniques for workforce planning, talent acquisition, and performance optimization. |
| Internship/Project Work | Provides practical experience through internships or project work in HR departments or organizations, allowing students to apply theoretical knowledge in real-world HR contexts. |
| Title | Author | Publisher |
|---|---|---|
| "Human Resource Management" | Gary Dessler | Pearson |
| "Fundamentals of Human Resource Management" | David A. DeCenzo, Stephen P. Robbins | Wiley |
| "Managing Human Resources" | Scott A. Snell, George W. Bohlander | Cengage Learning |
| "Strategic Human Resource Management" | Jeffrey A. Mello | Cengage Learning |
| "The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals" | Shawn Smith, Rebecca Mazin | AMACOM |
Q. What is the structure of the Distance BBA in HR Management program?
Ans. The Distance BBA in Human Resource Management (HRM) program typically spans over three to four years, divided into semesters or terms. It provides students with a comprehensive understanding of various aspects of managing human resources within organizations.
Q. What are the core subjects covered in the program?
Ans. Core subjects usually include Human Resource Management, Organizational Behavior, Recruitment and Selection, Training and Development, Performance Management, Compensation and Benefits, and Labor Relations.
Q. Are there any specialized courses in HR management?
Ans. Yes, the curriculum often includes specialized courses such as Strategic HR Management, Talent Management, Diversity and Inclusion, Employee Relations, HR Analytics, and Change Management.
Q. How are practical skills developed in the program?
Ans. Practical skills are developed through case studies, role-plays, internships, and projects focusing on real-world HR scenarios. Students gain hands-on experience in areas such as recruitment, employee relations, and HR policy development.
Q. Is there a focus on emerging trends in HR management?
Ans. Many programs integrate modules or courses focusing on emerging trends in HR management, covering topics such as Remote Workforce Management, Workforce Planning, Employer Branding, and HR Technology.
Q. What assessment methods are used?
Ans. Assessment methods typically include examinations, assignments, presentations, group projects, and sometimes even internships or practical training in HR departments of organizations.
Q. Are there any prerequisites for admission?
Ans. Prerequisites vary among institutions but generally include a high school diploma or equivalent. Some universities may require standardized test scores like SAT or ACT, while others might assess applicants based on academic performance, personal statements, and interviews.
Q. Can I pursue further studies after completing the Distance BBA in HR Management?
Ans. Yes, graduates may choose to pursue higher education such as a Master’s degree in HR Management or an MBA with a specialization in HR, or they may opt for professional certifications such as Professional in Human Resources (PHR) or Society for Human Resource Management Certified Professional (SHRM-CP).
Q. What career opportunities are available after completing the program?
Ans. Graduates can explore various career paths in HR management, including roles such as HR Generalist, Recruitment Specialist, Training and Development Coordinator, Compensation and Benefits Analyst, Employee Relations Manager, and HR Consultant.
Q. Is this program recognized by HR industry associations?
Ans. Depending on the curriculum and accreditation status of the institution, the program may be recognized by HR industry associations such as the Society for Human Resource Management (SHRM), Chartered Institute of Personnel and Development (CIPD), or other regional HR associations.
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