Course on

Human Resource Management

April to July 2025

This course on HRM has been designed by HR experts keeping in mind the many factors that are present in an NGO / Church.

Who is this course for?

If you are a leader / staff of an NGO, this course will equip you to manage your organisation’s HR needs more efficiently and effectively.

Click here to see the full syllabus to know the topics that will be covered in this course.

Duration of the Course

  • 4 Months – April to July 2025

Admission, Orientation & Workshop

The course will have an orientation and online-webinars consisting of total 24 hours of sessions and few sessions for presentations by students each will be planned for maximum of 3 hours spread across four months.

Number of seats are limited to 20. Admission to the course will be granted on a first-come-first-serve basis only. 

Study Material

The self learning study materials are Bible oriented, would use conversational language and will have extensive case studies, exercises etc. to understand the subject in depth. Online live sessions would help the learner to  gain update information and interaction with faculty member to clarify doubts.

Course Requirements & Evaluation

There are seven components for evaluation:
  1. Summary of the Chapters (20%)
    A summary of 400 words for every chapter is to be submitted at the completion the lecture on each chapter. Learners are required to write the summary in their own words after reading through the course material.
  2. Application Oriented Questions – AOQs (15%)
    A learner has to participate in the AOQ forum by writing answers to the leading question given for every chapter (in 200 words). Apart from this, for at least 5 chapters, the learner must also respond in a minimum of 100 words to the answers given by other learners.Learners are encouraged to continue further discussions as well on the subject.
  3. Tasks (20%)
    1. Learners will be divided into groups and assigned tasks. The tasks prepared by the groups need to be submitted and also presented during the ‘Presentation Session’.
    2. Each group will be required to work on one task during the course, which would require approximately five hours of work.
    3. 10% of the total course marks is alloted for the task submission and 5% is allotted for the group presentation.
    4. Moreover, 5% of the total marks is alloted to peer evaluation by the learner’s group members regarding their contribution toward the task.
  4. Quiz (10%)
    Learners are required to attempt a quiz at the completion of each chapter. Each quiz will consist of five questions and is to be completed in five minutes.
  5. Course Paper ( 20%)
    1. A major paper has to be prepared by a learner for each course.
    2. Learners are expected to refer to a minimum of 3 additional literature / articles / published books which could be printed or available online.
    3. They are expected to write reference notes for every quotation or ideas taken from a book or material and bring their analysis and application from their own context / organization. Even if an information is collected from an online source, the link of the source should be provided in the paper. Plagiarism is strictly prohibited. If found copying from other sources without providing reference, such papers will be rejected outright. If a learner is found doing it, he or she may be disqualified from continuing the course.
  6. Timely submission of assignments (10%)
    Learners are encouraged to be active and are expected to complete the course requirements on-time. Failure to submit their assignments on time will result in loss of marks.
  7. Discussion forum (5%)
    The learners are expected to interact with fellow learners in the discussion forums, in the form of asking doubts, responding to the views of fellow learners etc.  Faculty members will also interact with learners through the forums to clarify any pertinent discussions. Active participation in the forum is expected from learners.

Course Curriculum

Topics

  • Meaning, definition & objectives of HRM
  • Biblical understanding of man & work
  • HR Philosophy – Biblical Foundations
  • HRM as a frame-work
    • HR policies, procedure and forms
  • HR strategy Vs organisational strategy
  • HR- management functions & operating functions
  • Recent trends
    • Four roles of HRM
    • Transaction to Transformation HRM

Topics

  • Introduction:
    • What is workforce planning
    • Need of workforce planning in an organisation
  • Job analysis
  • Job description
  • Job specifications

Topics

  • Introduction to Recruitment
  • Sources of recruitment
  • Selection
    • Approaches to selection
  • Knowing organisational requirements for appointment
    • Placement and Induction
    • Buddy System for new comers
  • Orientation, Probation and Confirmation
  • Service conditions
    • A model
    • Legal perspective

Topics

  • Concept of Training & Development
  • Identifying training needs & analysis
  • Types of training and training pedagogy
  • Designing training programmes
    • Annual training calendar
    • Budget
  • Evaluation of training effectiveness
    • Methods
  • Management trainee schemes & Management Development.
  • Management of talent pools, leadership development and succession planning.

Topics

  • What is Job-evaluation?
    • Importance
  • Methods of Job evaluation
  • Job grades and organisational structure
  • Job grades and pay structure in an organisation
  • Annual increments and salary revisions
  • Principles of equity
    • External equity, Internal equity, Fair play
  • Performance linked and other approaches to salary administration
  • Components of pay
    • DA, HRA, CCA, Deductions from pay
  • Measuring cost of living, incentive and other forms of pay
  • Salary Structure
    • Scales of pay, broad banding, Salary & benefits budget
  • Employee total wellbeing measures
    • Work life balance
    • Stress management
  • Employee benefit schemes
    • Statutory schemes, Medi-claim, Interest free loans, Leave, LTA
  • Perks
    • Housing, Car, Cell phone & Landline phone, Lap-top
  • Rewards/Awards
    • Long service awards, Excellence awards, Innovation awards
  • Concept of Total Rewards system

Topics

  • “Performance” in an organizational context
  • Performance Management Cycle
    • Its importance
    • Benchmark to performance
    • KRAs / KPIs
  • Approaches to performance planning
    • For individuals, Departments and Organisation
  • Methods of performance management
    • 360-degree appraisal
    • Agile performance appraisal model
  • Performance coaching and mentoring
  • Measuring and improving performance for organisational excellence

Topics:

  • What is employee engagement?
  • Measuring employee satisfaction and attrition
  • Innovative practices for promoting employee engagement
  • Best place to work
  • Creating Best place to work- practices
  • Spiritual nurture & spiritual formation of employees
  • Concept and need for employee communications
  • Means and methods of promoting employee communications

Topics

  • What is career planning?
  • Transfer Vs Deputation Processes
  • Promotion Vs up-gradation
  • Punitive transfers/ Demotions
  • Employee exit/ resignations
    • Exit Interview
  • Superannuation retirement
    • Process & preparation
    • Pre- retirement counselling
  • Organisation down-sizing & right sizing
    • VRS/VSS

Topics

  • What is employee discipline?
  • Principles of Natural Justice
  • Disciplinary Proceedings
  • Attendance marking & Absenteeism
  • HR records – Personal files

Topics

  • Meaning
  • Importance of automating HR Services
  • Tools for automation (Orange HRM)
  • HR Analytics

Certification

CIM would award the certificate on successful completion of the course. 

Course Fee

The course fee is  Rs 5,900 (Rs 5000 + 18% GST) per candidate.
Details of mode of payment will be communicated to the learner via Email after registration.