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Available courses

Applied Economics

APPLIED ECONOMICS

Overview

The module is divided in lectures and a practical econometric workshops. Economic theory lectures will cover topics like: education, unemployment and wages, market failure and externalities, economic growth and monetary policy (they may be subject to change depending upon real-world events). In practical econometric workshops, the students will learn how to organize and manipulate data, software programming, sourcing and data visualization. The students will also apply a variety of regression techniques such as: linear, limited dependent variables, panel data and multi-stage regression.

The module is divided in lectures and a practical econometric workshops. Economic theory lectures will cover topics like: education, employment and wages, racial discrimination, economic growth and development, and taxation (these may be subject to change). In practical econometric workshops, the students will learn how to organize and manipulate data, software programming,sourcing and data visualization. The students will also apply a variety of regression techniques such as: linear, limited dependent variables, instrumental variables, and panel data regression.

Assessment Strategy

-threshold -D- to D+ (40-49%): No major omissions or inaccuracies in the deployment of information/skills. Some grasp of theoretical/conceptual/practical elements. Integration of theory/practice/information present intermittently in pursuit of the assessed work's objectives. -good -B- to B+ (60-69%): Very good performance Most of the relevant information accurately deployed. Good grasp of theoretical/conceptual/practical elements. Good integration of theory/practice/information in pursuit of the assessed work's objectives. Evidence of the use of creative and reflective skills. -excellent -A- to A+ (70%+): Outstanding Performance. The relevant information accurately deployed. Excellent grasp of theoretical/conceptual/practice elements. Good integration of theory/practice/information in pursuit of the assessed work's objectives. Strong evidence of the use of creative and reflective skills. -another level-C- to C+ (50-59%): Much of the relevant information and skills mostly accurately deployed. Adequate grasp of theoretical/conceptual/practical elements. Fair integration of theory/practice/information in the pursuit of the assessed work's objectives. Some evidence of the use of creative and reflective skills.

Learning Outcomes

  • Analyze the outputs of econometric software packages.
  • Demonstrate the ability to source, organize and appropriately manipulate economic data.
  • Interpret the statistical significance of econometric results from literature, and understand their real-world significance.
  • Select and apply appropriate quantitative techniques, based on the characteristics of the data and the nature of the research question under scrutiny.
  • Theoretically analyze a range of applied economic topics.

Assessment method

Coursework

Assessment type

Formative

Description

Applied Project

Weighting

100%

Due date

05/05/2024

FLEXIBLE AND BLENDED LEARNING

AS 

An ePortfolio, short for electronic portfolio, is a digital collection of artifacts that showcase an individual's skills, achievements, and learning experiences. It serves as an online representation of a person's academic, professional, or personal development. Eportfolios typically include a variety of materials such as documents, images, videos, and reflections.

Creating an ePortfolio allows individuals to present their work in a dynamic and interactive way, making it easy for others to assess their capabilities and accomplishments. Eportfolios are commonly used in education, job applications, and professional development to demonstrate a person's skills and achievements.

When developing an ePortfolio, consider organizing it in a way that highlights your strengths, showcases your best work, and provides a coherent narrative of your learning and growth. Platforms like WordPress, LinkedIn, or dedicated ePortfolio tools can be used to create and share these digital portfolios.

 

ASSIGMENT


Eportfolios designed for learning purposes may have distinctive features compared to those used for other purposes, such as professional development or job applications. Here are some differences in features between ePortfolios for learning and other contexts:

Eportfolios for Learning:

1.     Reflection and Goal Setting: Learning-focused ePortfolios often emphasize reflections on experiences, learning outcomes, and personal growth. They may include sections where the individual sets goals, documents progress, and reflects on the learning journey.

2.     Integration of Coursework: These ePortfolios may integrate samples of coursework, assignments, and projects to demonstrate academic achievements and showcase the development of specific skills.

3.     Feedback and Assessment: Learning ePortfolios may include features for feedback from teachers, peers, or mentors. They might also incorporate assessment rubrics tied to specific learning objectives.

4.     Process Emphasis: Learning ePortfolios may focus on showcasing the process of learning, including drafts, revisions, and iterations. This can provide insights into the individual's evolving skills and understanding.

5.     Curricular Alignment: These ePortfolios may align with specific educational standards or curricular requirements, demonstrating how the individual has met or exceeded learning objectives.

Eportfolios for Professional Development or Job Applications:

1.     Professional Showcase: Eportfolios in a professional context often serve as a showcase of work, achievements, and skills relevant to a specific industry or job role.

2.     Resume Integration: Professional ePortfolios may integrate elements of a traditional resume, providing a concise overview of the individual's qualifications, work experience, and key skills.

3.     Portfolio Branding: Individuals may use professional ePortfolios to establish and reinforce their personal brand. This can include a consistent visual identity, a professional bio, and a clear presentation of expertise.

4.     Testimonials and Recommendations: Unlike learning-focused ePortfolios, professional ones might include sections for testimonials, recommendations, or endorsements from colleagues, supervisors, or clients.

5.     Project Highlights: Instead of emphasizing the learning process, professional ePortfolios often focus on showcasing completed projects, achievements, or deliverables that demonstrate the individual's capabilities.

6.     Network Building: Professional ePortfolios may include features for networking, connecting with peers, and showcasing expertise to potential employers or collaborators.

While there is some overlap in features, the emphasis on reflection, learning outcomes, and educational context tends to be more pronounced in ePortfolios designed for learning purposes. In contrast, those created for professional development or job applications often prioritize a polished presentation of skills and accomplishments relevant to a specific career.



Human Resource Management

Unit - 1 : Introduction to Human Resource Management

1.0 Objectives

After studying this unit, you will be able to:  Understand the basic concepts of human resource management (HRM).  Explain what human resource management is and how it relates to the management process.  Provide an overview of functions of HRM.  Describe how the major roles of HR management are being transformed

1.1 Introduction Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions. From childhood each and every individual acquire knowledge and experience on understanding others and how to behave in each and every situations in life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place. 

1.2 Opening Case On October 3, 2003, Anant Dalvi and Akhtar Khan, who worked as contract workers in Tata Electric Company until they were laid off in 1996, doused themselves with kerosene and set themselves ablaze even as their co-workers protested before the company’s offices. While Dalvi died on the spot, Khan died a few days later.

1.3 What is Human Resource Management? HRM is the study of activities regarding people working in an organization. It is a managerial function that tries to match an organization’s needs to the skills and abilities of its employees. 1.3.1 Definitions of HRM Human resources management (HRM) is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organizations. Human resource management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. HRM is the personnel function which is concern

1.4 Nature of HRM HRM is a management function that helps manager’s to recruit, select, train and develop members for an organization. HRM is concerned with people’s dimension in organizations. The following constitute the core of HRM 1. HRM Involves the Application of Management Functions and Principles. The functions and principles are applied to acquiring, developing, maintaining and providing remuneration to employees in organization. 2. Decision Relating to Employees must be Integrated. Decisions on different aspects of employees must be consistent with other human resource (HR) decisions. 3. Decisions Made Influence the Effectiveness of an Organization. Effectiveness of an organization will result in betterment of services to customers in the form of high quality products supplied at reasonable costs. 4. HRM Functions are not Confined to Business Establishments Only but applicable to nonbusiness organizations such as education, health care, recreation and like. HRM refers to a set of programmes, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness. 1.5 Scope of HRM The scope of HRM is indeed vast. All major activities in the working life of a worker – from the time of his or her entry into an organization until he or she leaves the organizations comes under the purview of HRM. The major HRM activities include HR planning, job analysis, job design, employee hiring, employee and executive remuneration, employee motivation, employee maintenance, industrial relations and prospects of HRM. The scope of Human Resources Management extends to:  All the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organization.  All the dimensions related to people in their employment relationships, and all the dynamics that flow from it.
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Figure 1.1: Scope of HRM The scope of HRM is really vast. All major activities n the working life of a worker – from the time of his or her entry into an organization until he or she leaves it comes under the purview of HRM. American Society for Training and Development (ASTD) conducted fairly an exhaustive study in this field and identified nine broad areas of activities of HRM. These are given below:  Human Resource Planning  Design of the Organization and Job  Selection and Staffing  Training and Development  Organizational Development  Compensation and Benefits  Employee Assistance  Union/Labour Relations  Personnel Research and Information System a) Human Resource Planning: The objective of HR Planning is to ensure that the organization has the right types of persons at the right time at the right place. It prepares human resources inventory with a view to assess present and future needs, availability and possible shortages in human resource. Thereupon, HR Planning forecast demand and supplies and identify sources of selection. HR Planning develops strategies both long-term and short-term, to meet the man-power requirement. b) Design of Organization and Job: This is the task of laying down organization structure, authority, relationship and responsibilities. This will also mean definition of work contents for each position in the organization. This is done by “job description”. Another important step is “Job specification”. Job specification identifies the attributes of persons who will be most suitable for each job which is defined by job description. 
Personnel Research and Information System 
Human resource planning   
Design of the Organization and Job   
Selection and Staffing   
Training and Development  
Organizational Development 
   Employee Assistance