Evaluation Method Total Percentage

Quizzes/Assignments 25%
Mid-Term Exam 35%
Final-Term Exam 40%

Recommended Books:
 Johnston, Bruce, F & Fellir Kily. Agricultural and Structural Transformation, Economic
Strategies in late Developing Countries.
 Khan Mahmood-ul-Hassan. (1975). The Economics of Green Revolution in Pakistan,
New York.
 Shafi M. (1995). Pricing of Farm Produce in Pakistan, Objectives, Practices, and
Experiences. Print Associates International, Islamabad.
 Yujiro Hayami and Vernon W. Ruttan, Agricultural Development, John Hopkin
University Press, London. (Latest edition).
 Zaidi, S. Akbar (2005). Issues in Pakistan’s Economy, Oxford University Press.
 Pakistan Economic Survey (various issues)

Course Code: ECON-331

Title: Human Resource Development
Credit Hours: 03
Prerequisite: Intermediate Microeconomics & Intermediate Macroeconomics

Course Objectives:
This course will help the students understand meaning and need of human resource
development. It will also make them familiar with various types of human resource
activities. They will also learn organizational process of human resource development.

Learning Objectives:

The students should be able to:

 Learn about the basics of human resource and its role in an organization.
 Understand the primary responsibilities of human resource department.
 Learn about primary theoretical models explaining human resource development.
Course Contents:
Meaning and Need of The progression towards a field of Human Resources
Human Resource Development. The early training programs for semiskilled
Development and unskilled workers. The human relations movement.
The establishment of training profession. Emergence of
human resources development. The relationship between

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 human resources management and HRD training.
Secondary HRM functions. Human resource development
functions. Training and development, organizational
development and career development. Roles and
competence of an HRD professional. The HRD executive/
manager. Other HRD roles and outputs for HRD
professionals. Challenges to organizations and to HRD
professionals.
Formal and informal Definition and purpose of needs assessment. Components
organizations involved of person analysis. Performance appraisal in the person
in human resource analysis process. Recruitment, and selection and
development performance management. Management promotion and
performance criteria. Rewards and compensations.
Training, development and employee wellbeing. Work
design basing upon employee involvement. Organization
development theory and concepts. Model of planned
change. The role of labor unions. Types of intervention
(techno structural, sociotechnical systems and
organizational change). Educational, training and social
institutions.
Meaning and inter-relationship
Introduction
of to organizational culture. Labor market
organization structure changes and discrimination. Impact of recent immigration
patterns. Adapting to demographic changes. Affirmative
and human resource development
action programs. Cross-cultural education and training
programs. Human resources development programs for
culturally diverse employees. Socialization and
orientation. Career development.
Meaning and Types of Defining of HRD activities. Designing HRD programs.
Human Resource Defining objectives of HRD intervention. Scheduling and
Development Activities HRD programs. Training delivery methods. On the job
training (OJT) methods. Job instruction training and job
rotation. Class room training approach. Discussing
methods and methods of Audio/Visual media. Experiential
methods. Computer based training. Arranging the physical
environment. Designing E-Learning material.
Organizational Extent of management development activities. Approach
Processes involved in to understand the job of managing authority. Importance
human resource of needs assessment in determining managerial
development competence. Executive education programs. Company
designed courses. Corporate universities. On job
experiences and designing effective management for
development programs. Up gradation of educational
technical and socio-political atmosphere.

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 Motivation Multiple Intelligence Model. Two factor model of
intelligence. Primary Mental abilities. Nature and Nurture
Controversy. Emotional Intelligence Framework. Hygiene.
Motivator factors and achievement need.
Power and Authority Ten Myths and truths of corporate creativity. Development
needs associated with the power and authority. Use of
power and authority for all. The HRD executive manager
and other HRD roles and outputs for HRD professionals.
Leadership Qualities of leadership. Extent of management
development activities. Describing the manager’s job.
Command over the hearts of all the stake holders.
Management training and experiences. Company designed
courses, corporate universities and on the job experiences.
Communication Communications for the purpose of involvement and
participation concept of “soft” HRM model.
Communication with renewed interests and policy
initiatives supported by the government. The central
concept of HRD, the individual employee. Oriented
approach. Difference between the employ participation
and employed involvement.
Conflict The concept of going on strike and lock ups. Utilization of
employ participation and involvement. Damages of
conflicts. Important role of the management and
government.
Decision Making Investment criterion and concept of cost drivers.
Consideration of operating cost curves and planning cost
curves. Consideration of internal and external market
conditions. Availability of the resources and the profit
margin.

Teaching Methodology:
 To deliver lectures on topics included in course outline
 To require each student to solve independent assignments on topics included in the
course.
Evaluation Criteria:
Evaluation Method
Quizzes/Assignments
Mid-Term Exam
Final-Term Exam

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Recommended Books:
 Reynolds, L. G. (1974). Labor Economics and labor relations (6th ed.). New Jersey:
 Prentice Hall.
 Ehrenber, R. G., & Smith, R. S. (1997). Modern labor economics: theory and public
 policy (6th ed.). New York: Addison Wesley.
 Marshall, F. R., King, A. G., & Briggs, V. M. (1980). Labor economics: wages employment
and trade unionism. USA: Richard D. Irwin.
 Peter M. Blau and W. Richard Scott. (1962). Formal Organizations: A Comparative
Approach, Stanford University Press.
 Charles Perrow. (1971). Organizational Analysis: A Sociological View, Tavistock
Publications Ltd.
 John W. Newstrom and Keith Davis. (2002). Organizational Behaviour: Human
Behavior at Work, 11th edition, New York: McGraw-Hill-Irwin.
 Randy Hodson and Teresa A. Sullivan. (2012). The Social Organization of Work, 5th
edition, Cengage Learning.
 Rolf P. Lynton and Udai Pareek, (2011). Training for Development, 3rd edition, New
Delhi: Kumaria Press.
 Heinz Weihrich and Harold Koontz. (2004). Management: A Global Perspective, 11th
edition New York: McGraw-Hill, Inc.

Course Code: ECON-316

Title: Money, Banking and Financial Institutions
Credit Hours: 03

Course Objectives:
To provide students with a solid awareness about the fundamentals of banking and
financial institutions.

Learning Outcomes:
Students will be:
 Introduced to financial markets and how it intersects with economic systems.
 Learning about the monetary policy and international finance.

Course Content:
Financial Markets Banking and financial markets? an overview of financial system,
and Financial debt and equity markets, exchange and over-the counter
institutions markets, Financial Structure, debt and equity contracts,
understanding interest rates, the behavior of interest rates, the
risk and term structure of interest rates.

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