Executive Postgraduate Diploma in Human Resources Management

Eligibility

Medium of Instruction: English

Eligibility:

I. For applying this Programme applicants should have completed their Bachelor’s Degree of minimum of 3 years duration or its equivalent ( under the 10+2+3 OR 10+2+4 OR 10+2+2+1 year bridge course pattern of study OR any other pattern fulilling the mandatory requirements of 15 Years formal education) from a recognised university, in any discipline AND

II. Having at least 3 Years of work experience after graduation as on August, 2024 in managerial or supervisory category, preferably in personnel/administration department

Description

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EPGDHRM_-_sample_paper.docx

 

IMPORTANT DATES

Last Date for applying Online	29th December, 2025
Written Test and Personal Interview	10th Januar, 2026 (Saturday)
Announcement of Selection on TISS Website	20th January, 2026
Last date for making the payment	30th January, 2026
Commencement of Academic Session (2025-27)	7th February, 2026

 

Centre: Centre for Human Resources Management and Labour Relations

School: School of Management and Labour Studies

 

Description of the Programme:

This is Eighteen month weekend professional programme of instruction and training leading to the award of Executive Postgraduate Diploma in Human Resources Management (EPGDHRM) for working professionals whose careers are otherwise blocked for want of a suitable professional qualification. It will be found useful by those who seek careers at executive and managerial levels in HR/Personnel Departments of industrial organizations.

 

Objective of the Programme:

The objective of this programme is to bring the best of theory and practice to the participants so that they acquire a wholesome mix of a business orientation with an understanding of HR best practices grounded in social realities.

The Executive Programme is designed to develop Executives into professionally competent and socially sensitive management graduates, fully equipped to take on the challenges of the business world.

In other words, we hope that at the end of this programme participants must be equipped with the knowledge, skills, and attitudes to handle significantly higher responsibilities in their organizations than what they started off with.

 

Key Features of the Programme

18 months weekend professional programme of instruction and training.

Flexible modular schedule that encourages students to pursue high quality education without comprising on job commitments.

Helps working professionals who wish to move upward or transit to a new occupational profile.

Right blend of theory and practice imparted by faculty and practitioners from reputed companies to contribute to teaching the programme

Innovative workshops to be offered between certain modules.

Utilizing your weekends to gain knowledge and learn about the best practices of Human Resources Management, systems and processes in organizations.

 

Who Should Apply?

The course is specially designed for working professionals who wish to get professional qualifications in the area of Human Resources Management (HRM) & Labour Relations (LR).

 

 

Distribution of Credit Hours:

HRM 1: Management of Human Resources – 30hrs

Concept, Scope, Evolution of HRM, Theoretical perspectives/approaches to HRM, Role of HRM in strategy, Environment of HRM, Internal and external forces/factors affecting HR function, Human resource planning–Business and HRP, The process, its link with strategic planning and SHRM, Significance of HRP in the changing environment, Job analysis, Job Description, Job Specification, Job Competence Assessment; Job Design: Approaches and Methods; Recruitment and Selection- sources of recruitment, Process of selection, methods/testing instruments, innovations in selection; Placement and Induction, Job Design: Approaches and Methods; Career management-Designing and developing career management system in organization; Job Evaluation – Methods of Job Evaluation, Evolving Job Evaluation Programme; Human resource Evaluation- Rationale for HR evaluation, methods and approaches of HR Evaluation; Case studies in HRM.

HRM 2: Sociology of Organisations, Theory and Design – 30hrs

The division of labour and the concept of organisation, The rise of bureaucracy and the notion of rationality, scientific management; Fordism, the human relations school and theory z, Classification of organisations; Social exchange theory, Organisation theory: Population-Ecology model, Resource-Dependence model, Rational contingency model, Transaction cost model, Institutional model; Organisational Design: Structural Forms: Internal Design Elements. Contemporary Trends of Organisational Design, Organisational Decision Making Models; Assessing the External Environment; Boundary Spanning, Challenges of Organisational Design & Inter-organisational Relationships; Organisation Architecture and the business performance.

HRM 3: Organisational Behaviour – 30hrs

Introduction Organisational Behaviour, Meaning of behaviour and behavioural models, Scope and processes; Understanding Individual Differences: The Self Concept: self-esteem, self efficacy, self monitoring etc.; Personality and Personal effectiveness; Perceptual Processes, Attribution Process, Emotion; Theories of Motivation; Leadership and Team behaviour; Organisational communication; Managing conflict; Cultivating organisational culture.

HRM 4: Business Research & Statistical Techniques – 30hrs

Need for evidence-based management; science and the scientific approach; problems, hypotheses; and variables; reviewing the literature (how to read a journal article); writing a literature review; survey research, correlation and regression; sampling and data collection; statistics and SPSS; experimental research and ANOVA; case study research; grounded theory, ethnography, content analysis, and action research.

HRM 5: Business Communication – 15hrs

Face to face Communication: The Art of Self Talk, Mastering process of internal conversation, Communicating under stress. Communication in organisation: How to develop a communication strategy. How to hold successful business meetings. Mastering the written communication. Strategies for successful Public Speaking and Effective listening: Strategies for overcoming stage frights and enjoy the process.

HRM 6: Industrial Relations – 30hrs

A conceptual framework for Industrial Relations systems, Evolution of Industrial Relations in India and contemporary issues in industrial relations, Trade unionism-issues and current trends, labour legislations and management of industrial conflicts, Collective bargaining for productivity improvement Strategies for building employee engagement and implementing workplace innovations through six sigma and quality circles.

HRM 7: Employment Law I – 30hrs

Foundations of law: General idea of jurisprudence; ILO Conventions and Indian labour laws; Classification of labour legislations; Industrial Employment Standing Orders Act; Industrial Disputes Act, 1947; Settlements and case laws/ studies including productivity settlements: Machinery under the act, Retrenchment, lay of and closure, Sec 17B (appeal before higher courts) and Sec 33; The Trade Union Act, 1926

HRM 8: Labour Economics – 30hrs

Model of Labour Market, agents in a labour market, Scope; Labour supply: Measuring Labour Force, Labour Supply Curve, Non Market sector; Labour demand: Technology and Demand for Labour, Production Function, Productivity; Labour Market Equilibrium: Market structure and wage determination, Minimum Wages, Monopoly and Monopsony; Human Capital: Education and earning Wage and Schooling, Return to Schooling, On the Job Training, Investment in Skills, Labour Mobility; Labour Market Discrimination: Forms of Discrimination, Measures of Discriminations, Race, Caste and Gender; Economics of Trade Union: Unions, Strikes, Union Wage Effects; Economics of HR Processes: Hiring Standards, Screening, Signaling, Turnover, Retention Strategies, Bidding for employees, Job Design, Performance Evaluation & Reward, Employment Relationship, Tournaments, Efficiency Wages; Applying Economic Logic in HR: The logic of benefits and costs –Absenteeism, Employee Turnover, Health and wellness, Employee engagement, Staffing utility, Value of job performance, Training programmes; Overview of Indian Labour Market.

HRM 9: Employment Law II – 30hrs

The Contract Labour Regulation and Abolition Act, 1970: Discussions through case laws and situations on Sec10, Important elements of a contract; Payment of Bonus Act; Factories Act, 1948; Shops and Establishments Act; Workmen Compensation Act 1923; ESI Act, 1948; Payment of Gratuity Act

HRM 10: Human Resource Planning, Employee Resourcing & Competency Based Management – 30hrs

HR Planning: Productivity Management, Quantitative determination of Human Resource requirements : Work Study, Strategic Planning and Human Resource Planning, Human Resource Planning in Changing Context, Qualitative determination of human resource requirements: Job Analysis, Human Resource Demand Forecasting, Human Resource Supply Estimates, Action Plans – Separation, Action Plans – Retention, Training, Redeployment & Staffing; Employee Resourcing: Employee resource pools and approaches to build access to current and future needs. Understanding Talent surpluses/shortages. Developing alternate resourcing approaches, evaluating and choosing the appropriate ones. Understanding effectiveness and efficiencies of various tools/techniques/ processes to attract potential talent. Various recruitment and selection methods including use of Psychometric, Assessment Centre, Internet-based, etc. Understanding resourcing approaches for mix of entry level and lateral hiring choices. Competency Based Management: Concept of Competency. Developing a Model. Generic / Specific Models. Competency Based Applications: Recruitment & Selection, Promotion, Performance Management, Succession Planning, Development & Career Pathing, Compensation, Integrated HRIS

HRM 11: Performance Management – 30hrs

Performance Management: Philosophy, Conceptual Framework, Different Approaches To Performance Management, Significance of performance management in the fast changing environment. Performance management and development process planning, monitoring, reviewing, mentoring and manage development. Operationalising change through performance. Performance Management System and Its linkages \with other Systems: Reward driven integration, development driven integration, goal setting and monitoring. Designing Performance Management Systems : Challenges and obstacles to performance management, building performance oriented culture, designing, implementing a performance management strategy; factors influencing the use of performance management (External and Internal). Approaches to Performance Measures: performance appraisal methods, Measures of performance by behaviour, by result and by process. Developments in performance management systems: Team based performance, Multi -Source and 360 degree feedback, competency based appraisals, balanced scorecard – concept and application, Performance Management Initiatives: Cases on Performance Management.

HRM 12: Learning and Development – 30hrs

Psychology of learning and learner motivation, contemporary principles, styles and strategies of learning and learning process and its application for training. Training process: Identification of strategic training needs, development of specific training objectives, instructional design and Instructional System Design (ISD Model), Development and delivery of training: Traditional Training Methods (Lectures and Demonstrations ,Games and Simulations ,On-the-Job Training) , choosing a training method. technology based training methods: Computer Based Training, Efective Online Learning. Executive Coaching and Mentoring; Evaluation of Training, Kirkpatrick Model of Evaluation; ROI on Training

HRM 13: Reward Management – 30hrs

Introduction to Pay Model; Strategy and compensation; Internal alignment; Job analysis; Job evaluation; Person-based structures; Competitiveness; Designing pay levels & pay mix; Pay for performance; Equity based compensation systems; International pay systems; Government & legal issues in compensation; Management of compensation systems

HRM 14: Employee Welfare and Benefits Administration – 30hrs

Meaning of decent work and its need at the present juncture; Four pillars of decent work: employment, rights at work, social protection and social dialogue, Safety at work: factory and office, Economics of safety, Legal protection and its effectiveness, Occupational safety and health; Waste generation and impact on environment; Problems of e waste ; Importance of wellness and health; Industrial disasters.

HRM 15: Organizational Development and Change – 30hrs

Defining the concept OD, historical perspectives of OD, OD Values, External environment and OD; Systems framework and Organizations; Theoretical developments in the area of action research, Survey feedback and socio-technical systems; Appreciative Inquiry; Organizational diagnosis; Human processual, techno structural, human resource and strategic interventions; Technological uncertainty and interdependence and OD interventions; Models of change , change management; Changing ontology of leadership, Leadership and Change. Becoming a change agent/competencies for an OD consultant; Measuring effectiveness of OD interventions, Unresolved issues and current developments in the OD filed. OD and Organizational Capability.

HRM 16: Conflict Management and Negotiation Skills – 15hrs

Conflict Management: Introduction, Developing the Learning Agenda, Conflict Cycle, Interpersonal conflicts, Conflict Management preference styles, Conflict Management- Case Analysis, Developing listening skills.

Negotiation Skills: Introduction to Negotiations as a Decision Making Process, Theoretical and Behavioural framework of Negotiations: Need Theory: Gerald Nierenber- The Art of Negotiation Walton & Mckersie’s- Four Analytical Approaches Negotiate Anything- Herb Cohen Balance Theory of Attitude Change- Heider, The process of Negotiations, Negotiations Strategy and skills.

HRM 17: Employee Counselling – 30hrs

Meaning of Counselling. Need for Counselling in the work place. Goals of Counselling, immediate, long term. Types of Counselling: crisis Counselling, facilitative counselling, preventive counselling and development counselling. Theoretical consideration. Methods of counselling – directive, non-directive. Counselling process problem identification, strategies and skills. Counsellor-counsellee relationship. Content of counselling preparation, intake, procedure, rapport, termination of interview. Counselling environment. Speciics of counselling – observation, listening, non-verbal behaviour, communication, questioning, silence, transference. Specific Counselling problems, job related and personal, individual, family. Treatment of these problems through Counselling. Follow-up, post-appraisal Counselling. Counselling for retirement. Case studies.


HRM 18: Business Strategy and Strategic Human Resources Management – 30hrs

What is Strategy? What is not Strategy? Strategy – Market Based View, Understanding Industry and Industry Structure Strategy – as plan and deliberate action Strategy – Resource Based View, Strategy – Capability Based View, Core Competence, Strategy as process and organizational design, Human Resource Management as strategic process – talent sourcing and retention, Managing Innovation, Introduction to Balance Score Card and designing HR Score Card.

HRP 19: Analytics for Human Resource Professionals – 15hrs

Identifying key HR variables for data analysis, use of MS-excel and SPSS to generate reports and dashboards, use of descriptive statistics for HR decisions, learning and applying multivariate data analysis techniques such as multiple regression analysis, logistic regression, factor analysis, cluster analysis for HR decisions like retention, compensation and training.

 

 

Semesterwise Courses:

 

Fee Structure:

Executive Post Graduate Diploma in HRM
Batch 2025-26
Fess	I	II	III	IV
Tution Fee	1,00,000	1,00,000	1,00,000	1,00,000
Examnination	1000	1000	1000	1000
IT Charges	2000	2000	2000	2000
Library Charges	1000	1000	1000	1000
Other Charges (ID Card, Covocation ,Misc.)	2500	0	0	0
Development Fund	2500	2500	2500	2500
Alumni Fund	0	500	0	0
Caution Deposit	5000	0	0	0
Total Course Fee	1,14,000	1,07,000	1,06,500	1,06,500
Grand Total 4,34,000