Executive Certificate in Human Resource Management (ECHRM)

People are the difference between success or failure of an organization. Hiring, managing,
developing and effectively compensating a competitive work force represents a tremendous
challenge
XIMBs Executive Program in Human Resource Management helps to prepare students for
managerial positions in HR. Emphasis is placed on providing an education, which reflects
modern employment issues, current trends and policies that affect personnel decisions in the
modern corporate environment. This program is designed to meet the professional
development needs of individuals who are currently working in the field of human resource
management or who are interested in pursuing a career in human resource management.
The program is being offered by XIMB-HughesNet collaboration to working and experienced
professionals spread across various cities in India through HughesNet classrooms and Fusion
centres. (List available at www.dwge.com)

Program Objective
To provide a framework for understanding and thinking strategically about employment
relations and the management of human resources within an organizations. The program will
prepare candidates for HR career in industry and services. It will develop capabilities in all the
three domains - knowledge, attitude and competencies.
Program benefits
Provide the knowledge and techniques to deal with human resource issues and to achieve
high quality innovation and productivity in often turbulent, organizational settings.
To prepare the participants to integrate HR functions into an organization's strategic plan.
Who should attend
This program is suited for human resource professionals new to the field, mid-career HR managers
desiring to broaden their scope of expertise and well-experienced professionals interested in keeping
abreast of the latest developments.

Eligibility
Graduation with 1 year of experience
Selection Criterion
Selection is based on corporate endorsement, qualifications and the quality of statement of
purpose.
Certification, Assessment and Evaluation
The examination and evaluation required for certification shall be carried out by XIMB. The
faculty members teaching their respective courses will choose the method of evaluation most
appropriate to the material. The certificate will be awarded directly by XIMB.

Program Pedagogy
The teaching approach will be highly interactive taking advantage of the technological
benefits. The pedagogy followed for the program will be a judicious blend of lectures, real life
case studies, quizzes, assignments etc.
Duration
40 Weeks
Class schedule
Friday 2pm to 5pm
Course fee
Application Fee
Program Fee
Total Fee

1000/87,000/Rs.88,000/-

Payment schedule
Installments

Amount

Date

1st Installment

Rs. 41000/-

29th June06

2nd Installment

Rs.24,000/-

28th September06

3rd Installment

Rs.22,000/-

28th December06

Total

Rs. 87,000/-

Mode of payment
All payments have to be made through DD in favour of Hughes Communications India Ltd.
Payable at Gurgaon.

How to Apply
Download Application form from the link below and after duly completing the form send it to
any of the HughesNet classrooms or Fusion centers along with necessary documents and
application fee or send to:
The Admission Coordinator
Hughes Communications India Ltd.
Plot # 1, Sector 18
Electronic City
Gurgaon 122 015
(Haryana)
Tel. 0124-3072583
Documents Required with application

1. Graduation certificate
2. Statement of purpose
3. Experience certificate
4. Passport size photographs - 3
5. Application form along with application fee
The application will be rejected in the absence of any of the above documents
Important Dates
Application Closure Date
List of Selected Candidates Date
Date of 1st Installment
Induction Date (by HUGHES)
Orientation Date (Institute on Platform)
Date for Ist Class (on IOL)
Program End Date

22nd June06
23rd June06
29th June06
30th June 2006
4th August 2006
4th August 2006
30th June 2007

Program Curriculum
1. INTRODUCTION: POTENTIAL & POSSIBILITIES OF HUMAN BEING
1.1. The human brain: Electrochemical machine, Basic unit-neuron (20-200 billion)
1.2. Education
1.2.1. Animals: programmed activities (by instinct)
1.2.2. Computer: Binary numbers (Combinations of two numbers)
1.2.3. Human Being: Freewheeling intelligence (Combinations of 200 billion neurons) 1.2.4.
The Four nature principles and its applications:
Firm- Correct-complete-elegant-enlightened
1.3. Learning: processes, mechanisms and outcomes
1.4. Use and abuse of human resources and potential

2. CONCEPTUAL FRAMEWORK
2.1. HRD related functions/disciplines:
2.1.1. Industrial Relations (IR),
2.1.2. Personnel management (PM),
2.1.3. Human Resources Development (HRD),
2.1.4. Organizational Development (OD),
2.1.5. Organizational Behaviour (OB)
2.1.6. Organizational Theory (OT)
2.2. Human Resources Development
2.2.1. Definition
2.2.2. Assumptions
2.2.3. Scope
2.2.4. HRD Framework
2.2.5. HRD Structure
2.2.6. Functions
3. HRD MANAGER
3.1. Profile
3.2. Qualities
3.3. Roles
3.4. Effectiveness

3.
3.1.
3.2.
3.3.
3.4.

HRD ROLES OF LINE MANAGERS:

Emerging HRD roles of line mangers
Implementation of HRD systems
Subordinate development
HRD contribution to business.

4. HRD COMPETENCIES:
4.1 HRD Competency checklists
4.2 HRD Competency Identification
4.3. Competency Assessment
4.4. Competency Development
4.5. Competency Mapping
5. HRD SYSTEMS
5.1.Career system:
5.1.1. Manpower planning
5.1.2 Recruitment
5.1.3. Career planning
5.1.4. Succession planning
5.1.5. Retention
5.2.Workplanning system
5.2.1. Role analysis
5.2.2. Role efficacy
5.2.3.Performance plan
5.2.4. Performance feedback and guidance
5.2.5.Performance appraisal
5.2.6. Promotion
5.2.7. Job rotation
5.2.8. Reward
5.3.Development System:
5.3.1. Induction
5.3.2. Training
5.3.3. Job enrichment
5.3.4. Self-learning mechanisms
5.3.5. Potential appraisal
5.3.6. Succession Development
5.3.7. Counselling
5.3.8. Mentors system
5.4. Self-Renewal System:
5.4.1. Survey
5.4.2.Action research
5.4.3. Organisational Development
5.4.4. Interventions
5.4.5. Organizational Retreats,
5.5. Culture System:
5.5.1. Vision
5.5.2. Mission
5.5.3. Goals
5.5.4.Values
5.5.5. Communication
5.5.6. Task forces

5.5.7. Small Groups

5.5.8. Get-togethers and celebrations,
6. HRD PROCESSES
6.1.Individual:
6.1.1. Efficacy
6.1.2.Effectiveness
6.1.3. Styles
6.1.4. Leadership
6.2. Role:
6.2.1Commitment
6.2.2. Motivation
6.2.3. Frustration
6.2.4. Stress & Burnout
6.3.Teams
6.3.1. Communication
6.3.2. Feedback
6.3.3. Conflict resolution
6.3.4. Collaboration
6.4.Organization
6.4.1. Climate
6.4.2. Communication
6.4.3. Learning
6.4.4. Change
6.4.5. Development
7. HRD VALUES
The eight HRD values viz. OCTAPACE values give sense of direction to the HRD function.
7.1. Openness
7.2.Trust
7.3. Pro-action
7.4. Confrontation
7.5. Collaboration
7.6. Authenticity
7.7. Autonomy
7.8. Experimentation
8. HRD OUTCOME
8.1.Competent people
8.2.Job attitude
8.3. High Work Commitment
8.4. Job involvement
8.5. Job Satisfaction
8.6. Developed roles
8.7. High motivation
8.8. Good team work/project completions
8.9. High problem solving orientation
8.10. Respect for each other
8.11. Learning culture
9. HRD AND ORGANIZATIONAL EFFECTIVENESS

9.1.High productivity
9.2. Growth and diversification
9.3. Cost reduction
9.4. Increasing profits
9.5.Better image
10. HRD AUDIT
10.1. The framework
10.2. Audit tools
10.3 Conducting the audit
10.4 Standards and benchmarks
10.5 . Audit reports
10.6 . Actions plans
10.7 . Post audit implementation.