BBA 308 Strategic HRM Notes from Unnati Educations cover all 4 units of the GGSIPU BBA Semester 6 elective in a 63-page printed book: 43 topics, 6 worked HR numericals and 80 exam questions (48 short, 32 long). They follow the revised BBA syllabus in force from academic session 2024-25.
Written by Prateek Talwar, Founder, Unnati Educations (ACS, ICSI) · Reviewed by Sheetal Kirola, BBA and B.Ed (University of Delhi, SOL), 6 years in BBA · Checked against the BBA Scheme and Syllabus (revised, w.e.f. 2024-25), 13 Oct 2026 · Updated 14 October 2026 · Editorial policy
Scheme: BBA (NEP based, revised) w.e.f. 2024-25 | Applies to: students on the BBA scheme in force from 2024-25 | Verified against: BBAwef2024_25_200125.pdf, 13 Oct 2026
BBA 308 Strategic HRM at a glance: GGSIPU BBA Sem 6 credits, units and exam pattern
BBA 308 is one of two Human Resource Management electives in Semester 6. Our notes use the full form, Strategic Human Resource Management. It sits with the other GGSIPU BBA Semester 6 papers.
| Item | Official detail |
|---|---|
| Code and title | BBA 308: Strategic HRM |
| Course and semester | BBA, Semester 6, HRM specialisation |
| Category and credits | Elective (Major DSC or Minor IDC, by your scheme) · 4 credits · L-4, T-0 |
| Marks | 100: 40 internal + 60 end-term |
| Internal 40 marks | Class test 15 + activities 25 |
| End-term pattern | Not printed in the official PDF |
| Units | 4 units, 15 lecture hours each |
| Paired lab | None (theory paper) |
BBA 308 snapshot from the official BBA scheme and syllabus (w.e.f. 2024-25)
- Item
- Code and title
- Official detail
- BBA 308: Strategic HRM
- Item
- Course and semester
- Official detail
- BBA, Semester 6, HRM specialisation
- Item
- Category and credits
- Official detail
- Elective (Major DSC or Minor IDC, by your scheme) · 4 credits · L-4, T-0
- Item
- Marks
- Official detail
- 100: 40 internal + 60 end-term
- Item
- Internal 40 marks
- Official detail
- Class test 15 + activities 25
- Item
- End-term pattern
- Official detail
- Not printed in the official PDF
- Item
- Units
- Official detail
- 4 units, 15 lecture hours each
- Item
- Paired lab
- Official detail
- None (theory paper)
These GGSIPU BBA Sem 6 Strategic HRM notes follow the official unit order. Pass and re-appear rules sit in GGSIPU Ordinance 11.
BBA 308 Strategic HRM Notes unit-wise: 43 topics, 80 exam questions and 6 worked HR numericals across 4 units
Each unit ends with an exam question list and a Quick Revision table. Notes for other papers are in GGSIPU BBA notes.
BBA 308 Unit 1: Introduction to Strategic Human Resource Management (SHRM)
Pages 4 to 20 (17 pages, 13 sections). It traces HRM from the guild system to digital HR, then covers the three SHRM models, Pfeffer's seven practices and Ulrich's four HR roles. The rest covers DEIB, workforce agility, protean careers, psychological contracts, engagement and moonlighting (the Wipro case of 2022). Exam list: 12 short, 10 long.
Quick look: the three SHRM approaches (from page 9)
| Basis | Best Fit | Best Practice | Configurational |
|---|---|---|---|
| Also called | Contingency | Universalistic / HPWS | Bundles |
| Type of fit | Vertical | No fit needed | Horizontal + vertical |
| Key authors | Schuler and Jackson | Pfeffer; Huselid | Delery and Doty |
Quick look: Best Fit, Best Practice and Configurational models (from page 9)
- Basis
- Also called
- Best Fit
- Contingency
- Best Practice
- Universalistic / HPWS
- Configurational
- Bundles
- Basis
- Type of fit
- Best Fit
- Vertical
- Best Practice
- No fit needed
- Configurational
- Horizontal + vertical
- Basis
- Key authors
- Best Fit
- Schuler and Jackson
- Best Practice
- Pfeffer; Huselid
- Configurational
- Delery and Doty
BBA 308 Unit 2: Strategic Workforce Planning and HR Integration
Pages 21 to 36 (16 pages, 11 sections). It sets out the eight-step Strategic HR Planning process, ten demand forecasting techniques from Delphi to zero-base, and supply tools such as replacement charts and Markov analysis. Then come workforce analytics, turnover and absenteeism formulas, the 5B talent-gap model, Schein's culture levels and HR in mergers. Five worked numericals; 12 short, 8 long.
Quick look: work-study demand forecast (from page 24)
- Output 1,20,000 units × 2 hours each = 2,40,000 work-hours.
- Productive hours per worker per year: 2,000.
- Workers needed: 2,40,000 ÷ 2,000 = 120.
- Add 10% for absenteeism: 132 workers.
BBA 308 Unit 3: Talent Acquisition, Development, and HR Competencies
Pages 37 to 49 (13 pages, 10 sections). It separates recruitment from talent acquisition, then covers ten ways to widen the talent pool, the STAR method, the 9-box grid and Ulrich's HR competencies. Training follows ADDIE with a worked ROI of 140%. The unit closes on Kaplan and Norton's Balanced Scorecard, the HR Scorecard and an 11-step BSC rollout. Exam list: 12 short, 7 long.
Quick look: Kirkpatrick's levels (from page 44)
| Level | Measures | Example |
|---|---|---|
| 1. Reaction | Satisfaction | Feedback ratings |
| 2. Learning | Knowledge gained | Pre- and post-test |
| 3. Behaviour | Use on the job | Supervisor check after 3 months |
| 4. Results | Business impact | Sales up, defects down |
Quick look: what each Kirkpatrick level measures (from page 44)
- Level
- 1. Reaction
- Measures
- Satisfaction
- Example
- Feedback ratings
- Level
- 2. Learning
- Measures
- Knowledge gained
- Example
- Pre- and post-test
- Level
- 3. Behaviour
- Measures
- Use on the job
- Example
- Supervisor check after 3 months
- Level
- 4. Results
- Measures
- Business impact
- Example
- Sales up, defects down
BBA 308 Unit 4: Contemporary Issues and Innovations in SHRM
Pages 50 to 63 (14 pages, 9 sections). It opens with IHRM and expatriate failure, then HRIS versus e-HRM, wellness and Green HRM. Flexible working covers Atkinson's flexible firm, six shift types, flexi-time, remote work and gig workers under the Code on Social Security, 2020, before competency mapping and political skill. Exam list: 12 short, 7 long.
Quick look: Perlmutter's EPRG staffing (from page 51)
| Approach | Staffing policy |
|---|---|
| Ethnocentric | Key posts filled by PCNs |
| Polycentric | Subsidiaries led by HCNs, HQ by PCNs |
| Regiocentric | Managers moved within a region |
| Geocentric | Best person, any nationality |
Quick look: EPRG approach and staffing policy (from page 51)
- Approach
- Ethnocentric
- Staffing policy
- Key posts filled by PCNs
- Approach
- Polycentric
- Staffing policy
- Subsidiaries led by HCNs, HQ by PCNs
- Approach
- Regiocentric
- Staffing policy
- Managers moved within a region
- Approach
- Geocentric
- Staffing policy
- Best person, any nationality
Job Characteristics Model and job redesign in Strategic HRM: excerpt from page 30 of the BBA 308 notes
Excerpt from page 30 (Unit 2, section 7), rewritten for the web.
Job Characteristics Model (Hackman and Oldham)
Hackman and Oldham argued that five core features of a job decide how motivating it feels. Three make the work feel meaningful, one creates a sense of responsibility and one tells the person how well they are doing.
| Core dimension | Meaning | Psychological state |
|---|---|---|
| Skill variety | Use of different skills and talents | Experienced meaningfulness |
| Task identity | Completing a whole, identifiable piece of work | Experienced meaningfulness |
| Task significance | Impact of the job on others | Experienced meaningfulness |
| Autonomy | Freedom and independence in doing the work | Experienced responsibility |
| Feedback | Clear information about performance | Knowledge of results |
Five core job dimensions and the psychological state each creates (page 30)
- Core dimension
- Skill variety
- Meaning
- Use of different skills and talents
- Psychological state
- Experienced meaningfulness
- Core dimension
- Task identity
- Meaning
- Completing a whole, identifiable piece of work
- Psychological state
- Experienced meaningfulness
- Core dimension
- Task significance
- Meaning
- Impact of the job on others
- Psychological state
- Experienced meaningfulness
- Core dimension
- Autonomy
- Meaning
- Freedom and independence in doing the work
- Psychological state
- Experienced responsibility
- Core dimension
- Feedback
- Meaning
- Clear information about performance
- Psychological state
- Knowledge of results
When all three states are present, the outcomes are high internal motivation, high-quality performance, high satisfaction and lower absenteeism and turnover. The model scores a job with the Motivating Potential Score: MPS = [(Skill variety + Task identity + Task significance) ÷ 3] × Autonomy × Feedback. Because autonomy and feedback multiply, a job that scores zero on either has an MPS of zero, however varied it is.
Techniques of job re-design
- Job rotation: moving people between jobs at intervals, such as a management trainee rotated across sales, finance and HR.
- Job enlargement: more tasks at the same level (horizontal loading), such as a data entry operator who also files and scans.
- Job enrichment: more responsibility, planning and control (vertical loading), such as a worker who plans their own schedule and checks their own quality.
- Job simplification: breaking work into small, simple tasks, as on an assembly line.
- Autonomous teams: a team plans and controls its own work, as at Volvo's Kalmar plant.
- Flexible work design: flexitime, remote work and job sharing, such as hybrid work at Infosys.
The page then sets enlargement against enrichment. Enlargement is horizontal expansion: more tasks needing the same skills and supervision, linked to Walker and Guest, and aimed at cutting monotony. Enrichment is vertical expansion from Herzberg's two-factor theory: higher skills, more decision-making and less supervision, aimed at motivation and satisfaction.
BBA 308 exam corner: 48 short-answer and 32 long-answer questions by unit
Each unit ends with a practice list (no model answers); every question maps to a section of that unit.
| Unit | Short (2–5 Marks) | Long (10–15 Marks) | Numericals |
|---|---|---|---|
| Unit 1 | 12 | 10 | 0 |
| Unit 2 | 12 | 8 | 5 |
| Unit 3 | 12 | 7 | 1 |
| Unit 4 | 12 | 7 | 0 |
Exam questions and worked numericals in the BBA 308 notes, by unit
- Unit
- Unit 1
- Short (2–5 Marks)
- 12
- Long (10–15 Marks)
- 10
- Numericals
- 0
- Unit
- Unit 2
- Short (2–5 Marks)
- 12
- Long (10–15 Marks)
- 8
- Numericals
- 5
- Unit
- Unit 3
- Short (2–5 Marks)
- 12
- Long (10–15 Marks)
- 7
- Numericals
- 1
- Unit
- Unit 4
- Short (2–5 Marks)
- 12
- Long (10–15 Marks)
- 7
- Numericals
- 0
- Unit 1: What is moonlighting? Discuss its implications and how HR should manage it. Pointer: four types, positive and negative effects, HR strategies (pages 18 to 19).
- Unit 2: How is labour turnover rate calculated? Pointer: separations ÷ average employees × 100; the worked case on page 27 gives 10%.
- Unit 3: Explain step-by-step implementation of BSC for HR with a sample HR scorecard. Pointer: 11 steps, then a four-row scorecard (page 47).
- Unit 4: What is Green HRM? Discuss its practices. Pointer: Renwick et al. (2013), practices, greenwashing risk (page 56).
The BBA 308 notes set 48 short-answer and 32 long-answer questions across 4 units, plus 6 worked numericals.
More practice sits in the BBA 308 important questions.
Who writes and checks the BBA 308 Strategic HRM notes?
- Prateek Talwar, author: Founder, Unnati Educations · Associate Company Secretary (ACS), ICSI, membership no. 58704, since 15 May 2019 · B.Com, University of Delhi (SOL), 2012 · profile
- Sheetal Kirola, subject reviewer: BBA and B.Ed, University of Delhi (SOL) · 6 years of experience in BBA · profile
The 2026-27 edition is mapped to the revised 2024-25 BBA scheme. Last updated 14 October 2026; see our editorial policy.
The same team prepares GGSIPU important questions for every course.
Do the BBA 308 notes cover the full GGSIPU syllabus?
Yes. Every topic in the four official BBA 308 units has its own section in the notes; the check found no gaps.
| Official unit | Official topics | Where in the notes | Status |
|---|---|---|---|
| I: Introduction to SHRM | Evolution of HRM; SHRM models; HR roles; restructuring; DEIB and workforce agility; protean careers; psychological contracts; engagement; moonlighting | Sections 1 to 13, pp. 4 to 19 | Covered |
| II: Strategic Workforce Planning and HR Integration | Strategic HR planning; forecasting; workforce analytics; turnover and absenteeism; job analysis and design; culture; M&As | Sections 1 to 11, pp. 21 to 35 | Covered |
| III: Talent Acquisition, Development, and HR Competencies | Talent pool; recruitment and selection; career development; HR competencies; strategic T&D; Balanced Scorecard for HR | Sections 1 to 10, pp. 37 to 48 | Covered |
| IV: Contemporary Issues and Innovations in SHRM | IHRM; digital HR; HRIS and e-HRM; wellness and work-life balance; Green HRM; flexible working; competency mapping; political skills | Sections 1 to 9, pp. 50 to 61 | Covered |
BBA 308 official syllabus mapped to the notes
- Official unit
- I: Introduction to SHRM
- Official topics
- Evolution of HRM; SHRM models; HR roles; restructuring; DEIB and workforce agility; protean careers; psychological contracts; engagement; moonlighting
- Where in the notes
- Sections 1 to 13, pp. 4 to 19
- Status
- Covered
- Official unit
- II: Strategic Workforce Planning and HR Integration
- Official topics
- Strategic HR planning; forecasting; workforce analytics; turnover and absenteeism; job analysis and design; culture; M&As
- Where in the notes
- Sections 1 to 11, pp. 21 to 35
- Status
- Covered
- Official unit
- III: Talent Acquisition, Development, and HR Competencies
- Official topics
- Talent pool; recruitment and selection; career development; HR competencies; strategic T&D; Balanced Scorecard for HR
- Where in the notes
- Sections 1 to 10, pp. 37 to 48
- Status
- Covered
- Official unit
- IV: Contemporary Issues and Innovations in SHRM
- Official topics
- IHRM; digital HR; HRIS and e-HRM; wellness and work-life balance; Green HRM; flexible working; competency mapping; political skills
- Where in the notes
- Sections 1 to 9, pp. 50 to 61
- Status
- Covered
Verify it in the official file: BBA Scheme and Syllabus (revised) w.e.f. 2024-25, pages 135 to 136.
Every course in GGSIPU notes is mapped to its official PDF this way.
How to write BBA 308 answers: definition-first short notes, comparison tables and strategy-map diagrams
Strategic HRM is a theory paper, but examiners reward structure. Most topics in the notes run in the same order: an author-and-year definition, a features list, a comparison table, then an Indian company example. Copy that order in your answers.
Open with a cited definition. "SHRM is the pattern of planned human resource deployments and activities intended to enable an organisation to achieve its goals" reads stronger with (Wright and McMahan, 1992) after it. The notes give two or three definitions for most major concepts.
Use tables for every "differentiate" question. The exam tip on page 7 asks for at least six points in the Traditional versus Strategic HRM table. Use the same rule for recruitment versus talent acquisition, generalist versus specialist and HRIS versus e-HRM.
Draw where the notes say draw. The Balanced Scorecard section marks its cause-and-effect chain "draw in exam": Learning and Growth, then Internal Process, then Customer, then Financial, as four stacked boxes with arrows.
Use the memory hooks. FIT, PRACTICE, BUNDLE separates the three SHRM models ("depends", "always", "together"), and S-I-N-A recalls Ferris's four political skills: social astuteness, interpersonal influence, networking ability and apparent sincerity.
Add one Indian example. The notes name a real company for most topics, such as Tata Steel for DEIB, the HDFC merger for post-merger integration and Taj Hotels for empowerment. One line lifts a long answer.
Worked example: What is a psychological contract? Name its types. It is the unwritten set of expectations between employee and employer about what each owes the other (Argyris, 1960; Rousseau, 1989). Its types are transactional (short-term, pay for work), relational (long-term, trust-based), balanced (both, performance-linked) and transitional (no clear commitment, as in a merger). Breach cuts trust and raises turnover.
Four sentences, two authors and four types fit the 2–5 mark range. Practise this format on GGSIPU BBA important questions.
BBA 308 and the GGSIPU BBA Sem 6 papers it connects to
BBA 308 has no paired lab; its neighbours are other papers in the GGSIPU BBA syllabus.
Semester 6 has two core papers, BBA 302 Business Policy and Strategy and BBA 304 Digital & Social Media Marketing, plus ten electives: BBA 306 Organization Effectiveness and Change, BBA 310 Advertising & Brand Management, BBA 312 Principles of Event Management, BBA 314 Financial Markets & Institutions, BBA 316 Corporate Accounting, BBA 318 Global Competitiveness, BBA 320 WTO and Intellectual Property Rights, BBA 322 Sustainable Entrepreneurship and BBA 324 Entrepreneurial Finance.
- Units 1 and 3 (strategy fit, BSC) → BBA 302.
- Unit 2 (culture, mergers) → BBA 306.
- Unit 4 (IHRM, Green HRM) → BBA 318, BBA 322.
BBA 308 Strategic HRM notes FAQs
How do I get the full BBA 308 notes?
Tap "Get Full Notes" to message us on WhatsApp at 9899436384. The full BBA 308 notes come only as a printed book of 63 pages; they are not available as a PDF. Delivery takes a maximum of 5 to 7 days, and the exact time depends on your location. Share your address on WhatsApp when you order.
Is BBA 308 a compulsory paper in GGSIPU BBA Semester 6?
No. BBA 308 is an elective in the Human Resource Management specialisation, paired with BBA 306. Under the Major-Minor scheme you pick two papers for your major and one for your minor; under the Double Major scheme, two for each major. The official PDF adds that electives run at the discretion of each college or university.
What is the passing mark for BBA 308 Strategic HRM?
BBA 308 is marked out of 100: 40 internal and 60 end-term, as the BBA scheme states for all theory courses. The revised BBA scheme and syllabus PDF does not print a pass percentage for individual papers. For minimum end-term marks and re-appear rules, check GGSIPU Ordinance 11 on ipu.ac.in or ask your college directly.
Does BBA 308 cover the Balanced Scorecard and the HR Scorecard?
Yes. Unit 3 of the BBA 308 notes covers Kaplan and Norton's Balanced Scorecard (1992) with its four perspectives, the strategy map, the HR Scorecard of Becker, Huselid and Ulrich (2001), an 11-step rollout of BSC for HR and a sample HR scorecard with objectives, measures, targets and initiatives. This runs from page 44 to page 47 of the book.
Which BBA 308 unit is the longest in the notes?
In the BBA 308 notes, Unit 1 is the longest: 17 pages and 13 sections, because the revised syllabus adds newer topics such as DEIB, protean careers and moonlighting. Unit 2 runs to 16 pages and holds 5 of the 6 worked numericals, including Markov analysis, turnover and absenteeism. Units 3 and 4 run to 13 and 14 pages.
Are there numericals in BBA 308 Strategic HRM?
Yes, a few. The BBA 308 notes work through 6 numericals: work-study and ratio-trend forecasting, a Markov analysis of supervisor supply, labour turnover rate, absenteeism rate and a training ROI (Phillips's fifth level). Five sit in Unit 2 and one in Unit 3. Each shows the formula first, then the figures step by step, so you can reuse it.
Get the full BBA 308 Strategic HRM Notes on WhatsApp
The complete set of BBA 308 Strategic HRM IPU notes is a printed book, not a PDF: Strategic HRM notes in English, posted to you within 5 to 7 days at most, depending on your location.
| Part | Pages | Sections | Exam questions |
|---|---|---|---|
| Unit 1 | 4 to 20 (17) | 13 | 22 |
| Unit 2 | 21 to 36 (16) | 11 | 20 |
| Unit 3 | 37 to 49 (13) | 10 | 19 |
| Unit 4 | 50 to 63 (14) | 9 | 19 |
What the printed BBA 308 notes book contains
- Part
- Unit 1
- Pages
- 4 to 20 (17)
- Sections
- 13
- Exam questions
- 22
- Part
- Unit 2
- Pages
- 21 to 36 (16)
- Sections
- 11
- Exam questions
- 20
- Part
- Unit 3
- Pages
- 37 to 49 (13)
- Sections
- 10
- Exam questions
- 19
- Part
- Unit 4
- Pages
- 50 to 63 (14)
- Sections
- 9
- Exam questions
- 19
Order the BBA 308 printed notes on WhatsApp (4 units, 63 pages)
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