Human Resource Management
PhD, Faculty of Management Studies, University of Delhi, New Delhi
MA, Applied Psychology, Department of Psychology, University of Delhi, New Delhi
BA (Hons.), Psychology, University of Delhi, Merit Student of University of Delhi.
UGC NET Qualified
Human Resource Management, Global Talent Management, Neuroscience of Leadership, Psychology at Workplace, Postive Psychology, Social Psychology of Organizations
MBA-PGP (Two Year Post Graduate Programme in Management)
First Year: Human Resource Management-I and Human Resource Management-II
Second Year: Games People Play: Psychology of Human Resource Management
MBA-PGPX (One Year Post Graduate Programme in Management for Exceutives)
Games People Play: Psychology of Human Resource Management
Faculty Development Programme (FDP)
Perspectives on Contemporary HRM Research
Talent Management in 21st Century
PhD/Fellow Program in Management
Foundations of Research in HRM
High-Performance Work Systems, Dark Triad Personality and Managerial Derailment, Psychological Capital and Psychological Safety, Employee Engagement, Identity-conscious HR Structures, Creativity Implementation.
Agarwal, P. and Farndale, E. (2017). Dark Triad and Managerial derailment: Can High-performance work systems derail dark behaviour? Academy of Management Best Paper Proceedings, 27, 440-458.
Agarwal, P. (2017). When Employees' Self-Love becomes Enmity for Employer: Role of Narcissism in Talent Derailment. Talentscapes Quarterly (White Paper), 3, 32-34.
Agarwal, P. and Farndale, E. (2017). High-performance work systems and creativity implementation: the role of psychological capital and psychological safety. Human Resource Management Journal, doi: 10.1111/1748-8583.12148.
Agarwal, P. (2017). Role of High-Performance Work Systems in Managing Narcissist Behaviour. Fifth Asia Pacific Conference on Advanced Research held at Melbourne, Australia on 28th – 29th, 2017.
Agarwal, P (2017). Building adaptable organisations: role of personality and organisational tenure in change-oriented organisational citizenship behaviour. International Journal of Strategic Change Management, 7, DOI: 10.1504/IJSCM.2016.079635.
Agarwal, P. (2016). Redefining the organizational citizenship behaviour. International Journal of Organizational Analysis, 24, 956 – 984.
Agarwal, P.(2015). State of psychological contract in India: managing the new deal. Global Business Review, 16, 623-631.
Agarwal, P. (2015). The moderating effect of organizational climate strength on the organizational outcomes. Journal of Indian Academy of Applied Psychology, 41, 71-76.
Agarwal, P. (2015). From offer letter to resignation letter. Case, Indian Institute of Management, Ahmedabad .
Agarwal, P. (2014). Understanding psychological contract in pharmaceutical and FMCG industry: a comparative analysis. Working paper, Indian Institute of Management, Ahmedabad.
Agarwal, P. (2014). The psychological contract: a review model. Working paper, Indian Institute of Management, Ahmedabad.
Agarwal, P. (2014). Not all mergers and acquisitions lead to psychological contract breach: moderating effect of human resource effectiveness. Human Resource Management in Asia: Distinctiveness of Asian Human Resource Management, held at ISC Paris Business School, Paris, France, from 18-19 September 2014.
Agarwal. P (2014). Lay constructs of hope: cross-national analyses (Co-authored). 22nd International Congress of the International Association for Cross-Cultural Psychology, held at Reims, France, from 15 to 19 July 2014.
Agarwal, P. (2014). Make performance management system work for your company. Human Resource Management International Digest, 22, 33-35.
Agarwal, P. (2011). Psychological contract and health. Journal of Indian Academy of Applied Psychology, 39, 23-35.
Agarwal, P. (2011). A study of relationship between psychological contract and organizational commitment in Indian IT Industry. Indian Journal of Industrial Relations, 47, 290-305.
Agarwal, P. (2009). Psychological contract, organizational commitment and health of employees, in Shydon Singh (edi.), Organization Behavior, Global Vision Publishing: New Delhi.
Promila has been consultant to leading organizations in the area of employee engagement, talent management, leadership development, performance management system, behavioral and technical competency framework, change management, proprietary HR and OB tools/models/products development. She has designed psychological tests for several organizations.She also worked for Seventh Pay Commission, Ministry of HRD in 2015.
Academy of Management Best Paper, 77th Annual Meeting of the Academy of Management held 2017, in Atlanta, USA.
Think Tank Scholarship (2014) from Aon Hewitt.
Emerald/IAM Management Research Award, 2011 for "Does Leadership make a difference in the Corporate Social Responsibility?". Emerald Group Publishing Limited, United Kingdom