ERMP-H18

ERMP-H18
MBA (HRM) 2016-18 : Term-I

Employment Relations for Managers and Professionals

COURSE OUTLINE

Credits	03
Faculty Name	Girish Balasubramanian
Program	MBA – HRM (I), Class 2016-2018
Academic Year and Term	2016 – 2017, Term-I

1. Course Description

Understanding “Employment Relations” (ER) in the dynamics of individual-organizational and institutional relationships is important for executives to regulate the employment relationship. The course would introduce the students to some of the basic concepts and also give some practical insight. ER as a discipline deals with understanding the nature of employment contract, the rights and obligations of employer and employee, the laws and regulations and provides insights into understanding the employment relationship in a liberalizing, deregulated, and global environment. The course is designed predominantly to cater to students and professionals within the Indian context.
2. Student Learning Outcomes
· Students will be able to demonstrate an understanding of systems and practices of various issues related to employment relations
· Students would be able to understand the core issues pertaining to employment relations in business settings.
· Students will be able to interpret the relevant information and draw appropriate inferences.
3. Required Text Books and Reading Material
The “Employment Relations” Reading Material provided by the instructor.
4. Tentative Session Plan

Session Number	Topics/Activities	Reading/case list etc.
01	Introduction to Employment Relations	· Huiskamp, R. (1995). Regulating the employment relationship: an analytical framework. J. Ruysseveldt, R. Huiskamp & J. van Hoof, Comparative industrial and employment · Sundar, K. S. (2010). Emerging trends in employment relations in India.Indian Journal of Industrial Relations, 585-595. · Williams, S. (2014). Introducing employment relations: a critical approach. Oxford University Press, Chapter 1
02	Basics of HRM/Contracts	· Rousseau, D. M., & McLean Parks, J. (1993). The contracts of individuals and organizations. Research in organizational behavior, 15, 1-1.
03	Intent of offer/Acceptance of offer	· NACE Guidelines for rescinded offer letters. · The functions of profit – Peter Drucker Article · Flipkart –IIM A story · IIT Mumbai job loss story
04	Employment at Will / when to use a contract	· Feinman, J. M. (1976). The development of the employment at will rule. The American Journal of Legal History, 20(2), 118-135. · Ballentine, L., & Clarke, M. (2004). " But It's in My Contract...!" When Employers Should (and Should Not) Use Employment Agreements. EMPLOYEE RELATIONS LAW JOURNAL, 30(3), 40-51. · No Cause no notice – Business world article
05	Employment Bond / Training Bond / Overseas Assignment Bond	· Padhi PK & Rao EM (2009). Employment Bond: Legal Status and Current Issues, ASLI Conference at University of Hong Kong. · IITans refuse to join firms offering bonds – Story
06	Employment Bond Case	· Training bond story of Jet Airways and Jan Peter
07	Training as a Trade Secret	· Case- Sanctity of Contract and Public Interest: A case regulating employment relations in the Indian Airlines Industry
08	Breach of contract/Remedies	· Specific sections of Indian Contract Act on conditions and remedies
09	Copyright, Patents, Work for Hire Contract and Promissory Estoppel	· Thomas, Z. (2012). Overview of changes to the Indian copyright law. Journal of Intellectual Property Rights, 17, 324-334.
10	Ownership, Authorship, Moral Rights Regulation	· Legal Puzzle: Amazon and former employee set for trial in unusual patent dispute · Intellectual property and creative · We are seeking equal divisions for performing rights –Javed Akhtar Interview
11	Trade Related aspects of IPR (TRIIPS)	· May C (2002).Trouble in E-Topia: Knowledge as Intellectual Property. Urban Studies, 39(5-6), 1037-1049
12	Trade Secrets as IPR and Protection of Trade Secrets through Non-Disclosure Agreement	· Harshvardhan and Keshari S, (2008). Trade Secrets: A Secret to Unveil. Journal of Intellectual Property Rights, 13, 208-217
13	Introduction to Restrictive Covenants	· Hogan, T. M. (2006). Uncertainty in the employment context: Which types of restrictive covenants are enforceable. . John's L. Rev., 80, 429. · Vanko, K. J. (2000). You're Fired! And Don't Forget Your Non-Compete...": See also, Kristin Henry, Black & Decker to Pay Brotman $235,000-Court of Appeals Declines to Take Up Long Legal Battle, BALT. SUN, Feb. 15, 2002, at 11C. Prudential Wins Court Bid to Bar Hirings. NY TIMES, March, 16.
14	Non Solicitation Agreement	· Pepsi vs coke case
15	Exclusivity agreement	· American Express Bank case
16	NDA and Restrictive Covenant	· Wipro and Beckman Coulter Case
17	Validity of Restrictive Covenants in India	· Validity of Non-Compete Covenants in India by Anoop Narayanan
18	Freedom to contract/Freedom to pursue profession/trade	· Artile 19/Section 27 of Indian Contract Act
19	Garden Leave	· Rubin, H. J., & Gilman, G. A. (2007). Will Garden Leaves Blossom in the States? EMPLOYEE RELATIONS LAW JOURNAL, 33(2), 3.
20	International perspectives/Concluding thoughts	· Williams, S. (2014). Introducing employment relations: a critical approach. Oxford University Press, Chapter 2

5. Evaluation

Sr. No.	Component	Weightage (%)	Type
1	Announced Quiz	20	Individual
2	End Term Exam	40	Individual
3	Case Analysis Submission	10	Individual
4	Group Assignment	20	Group
5	Story telling activity	10	Group
6	Total	100

The evaluation for the course would consist of the following components

· Announced Quiz – Weightage – 20%

Three announced online quizzes would be conducted, consisting of multiple choice/true/false type questions from the relevant readings and material provided through email and course web. A simple average of the quiz would be considered for giving out the final grade.

· Group Assignment – Weightage – 20%

The purpose of the group assignment is to promote collective learning. As a part of this component students are expected to form groups of 4-6. They are expected to write a case based on real events to demonstrate any of the relevant themes/concepts learnt during the course.

· Story Telling Activity – Weightage – 10%
· Case Analysis submission – Weightage – 10%

The students are expected to submit the synopsis of the case study as well as the analysis of the case studies that would be covered during the course.

· End Term Exam – Weightage – 40%

End term would be conducted as per the schedule.

· Course Involvement – Weightage – (+/-) 10 Marks

Course involvement scores would be based on the overall assessment any initiative, like contributing a story to ER course based on one’s experience, to enrich the course design, content, process and outcome. Please note that unauthorized absence / late coming, late submission of assignments like ER storytelling update through Google Form, unauthorized use of mobile phones in the class, or any other misbehavior would warrant negative scores.

Please note that the final grading would be as per institute norms. The final grading would be done after deducting/adding the relevant marks for course involvement

ACADEMIC INTEGRITY:

Students are expected to show the highest level of academic integrity in their submissions and assignments. Please note that students involved in academic dishonesty will be dealt with as per the Manual of Policies.

Academic dishonesty consists of misrepresentation by deception or by other fraudulent means. In an academic setting this may take any number of forms such as copying or use of unauthorized aids in tests, assignments, examinations, term papers, or cases; plagiarism; talking during in-class examinations; submission of work that is not your own without citation; submission of work generated for another course without prior clearance by the instructor of both courses; submission of work generated by another person; aiding and abetting another student’s dishonesty; and giving false information for the purpose of gaining credits.

NO NETWORK POLICY

All students are requested not to operate any network enabled devices such as cell phones, tabs, ipads or any other electronic network enabled devices inside the classroom during the ERMP sessions. In case you are compelled to carry it in person, you may keep it in the switched off mode. Anyone found to operate such devices during the session timings shall get penalized with a 10 marks deduction from the total evaluation scores for every incident of violation noted by the facilitator. The instructor may also impose any other suitable penalty as deterrence. No discussion or negotiation will be entertained at all with respect to this.

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Created By: Bijoy Kar on 07/04/2016 at 04:16 PM
Category: Course Outlines-HRM-I Doctype: Document

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