- Cover
- Title Page
- Contents
- Preface
- PART I HUMAN RESOURCE MANAGEMENT—A CONCEPTUAL FRAMEWORK
- 1 Introduction to Human Resource Management
- 2 Strategic Human Resource Management—A Framework
- Introduction
- Meaning of Strategic Human Resource Management
- Features of Strategic Human Resource Management
- Differences Between SHRM and HRM
- Models of Strategic Human Resource Management
- Terms in SHRM
- Steps in the Strategic Management Process
- Levels of Strategy
- Strategic Management and HRM
- Types of HR Strategies
- Benefits of a Strategic Approach to HRM
- Barriers to Effective SHRM
- 3 The Evolution and Environment of Human Resource Management
- PART II HR PROCUREMENT
- 4 Job Analysis and Design
- Introduction
- Features of Job Analysis
- Important Terms in Job Analysis
- Goals of Job Analysis
- Job Analysis Process
- Techniques of Data Collection in Job Analysis
- Job Description
- Job Specification
- Challenges Affecting the Effectiveness of Job Analysis
- Job Design
- Environmental Influence on the Job Design
- Critical Components of Job Design
- Limitations of Job Design
- Recent Trends in Job Design
- 5 Human Resource Planning
- 6 Recruitment
- 7 Selection
- Introduction
- Differences Between Recruitment and Selection
- Phases of the Selection Process
- Employment Application Forms/Blanks
- Selection Tests
- The Selection Interview
- Strategy for an Effective Interview Process
- Weaknesses of the Interview Method
- Reference Checks
- Physical Examination
- Job Offer
- The Selection Process in India
- 8 Orientation, Socialization and Placement
- Introduction
- Purpose of Employee Orientation
- Types of Orientation
- Process of Orientation Programme Development
- An Effective Orientation Programme
- Problems in Orientation
- Socialization
- Differences Between Orientation and Socialization
- The Socialization Process
- Dimensions of Organizational Socialization Strategies
- Placement
- 4 Job Analysis and Design
- PART III HUMAN RESOURCE DEVELOPMENT
- 9 Career Planning and Guidance
- Introduction
- Features of Career Planning
- Objectives of Career Planning
- Important Terminology Used in Career Planning
- Process of Career Planning
- Responsibility for Career Planning and Development
- Merits of Career Planning
- Limitations of Career Planning
- Measures to Improve the Effectiveness of Career Planning
- Career Guidance
- 10 Employee Training
- Introduction
- Significance of Employee Training
- Assessing Training Needs
- Scope of Training
- Steps in an Employee Training Process
- Methods of Training
- Audio-visual Aids in Training
- Evaluation of a Training Programme
- Design of Evaluation Studies
- Effects to be Measured in Evaluation
- Issues in Training
- Conditions Necessary for an Effective Training Programme
- E-learning—An Overview
- 11 Management Development
- 12 Organizational Development
- Introduction
- Characteristics of Organizational Development
- Key Concepts in Organizational Development
- Objectives of Organizational Development
- The Organizational Development Process
- Approaches to the Study of Organizational Development
- Types of OD Intervention Programmes
- Benefits of OD Intervention Programmes
- 9 Career Planning and Guidance
- PART IV HR EVALUATION AND COMPENSATION
- 13 Performance Evaluation and Job Evaluation
- Performance Evaluation: An Introduction
- Performance Evaluation: An Overview
- Performance Management: An Overview
- Objectives of Performance Evaluation
- Uses of Performance Evaluation
- Determining the Criteria for Performance Evaluation
- The Process of Performance Evaluation
- Selection of the Evaluator for Conducting the Performance Evaluation
- Performance Evaluation Methods
- Issues in Performance Evaluation
- Steps to Overcome the Problems in the Evaluation Process
- The Post-performance Evaluation Interview: An Overview
- Job Evaluation
- Characteristics of Job Evaluation
- Objectives of Job Evaluation
- The Job Evaluation Process
- Methods of Job Evaluation
- Benefits of Job Evaluation
- Limitations of Job Evaluation
- Measures to Enhance the Effectiveness of Job Evaluation
- 14 Compensation Administration
- Introduction
- Objectives of Compensation Administration
- Types of Compensation
- Theories of Compensation
- Concept of Wages
- Pay Structure
- Factors Influencing Compensation (Wages and Salary) Administration
- Steps in Compensation Administration
- Challenges in Compensation Administration
- Executive Compensation
- 15 Incentives and Benefits
- 13 Performance Evaluation and Job Evaluation
- PART V HR MAINTENANCE AND MOTIVATION
- 16 Employee Well-Being
- Introduction
- Objectives for Providing Employee Safety
- Steps in an Employee Safety Programme
- Need for Employee Safety
- Essentials of an Effective Safety Programme
- Statutory Provisions Concerning Employee Safety and Health
- Behaviour-based Safety Management and Approach
- Industrial Accidents
- Employee Health
- Stress
- Stress Management
- 17 Employee Welfare and Social Security
- 18 Workers’ Participation and Empowerment
- 19 Job Rotations
- 16 Employee Well-Being
- PART VI HR INTEGRATION
- 20 Industrial Relations
- 21 Discipline and Disciplinary Action
- Introduction
- Characteristics of Employee Discipline
- Objectives of Discipline
- Types of Discipline
- Symptoms and Causes of Indiscipline
- Types of Disciplinary Action
- Steps in Establishing a Disciplinary Action Procedure
- Essential Steps to Enhance the Effectiveness of Discipline Meetings
- Elements of a Good Disciplinary System
- Douglas McGregor’s Hot Stove Rule of Discipline
- Code of Discipline
- 22 Employee Grievances
- Introduction
- Characteristics of Grievances
- Sources of Grievance
- Techniques of Grievance Identification
- The Grievance Procedure
- Essentials of a Good Grievance Procedure
- Benefits of the Grievance Redressal Procedure
- Statutory Provisions Concerning the Grievance Redressal Procedure in India
- The Model Grievance Procedure
- 23 Industrial Disputes and Collective Bargaining
- Introduction
- Characteristics of Industrial Disputes
- Objectives of the Industrial Disputes Act,
- Causes of Industrial Disputes
- Types of Industrial Disputes
- Outcome of Disputes
- Investigation and Settlement of Disputes
- Collective Bargaining
- Classification of Collective Bargaining
- The Collective Bargaining Process
- Essentials of Effective Collective Bargaining
- 24 Trade Unions
- PART VII HR CONTROL
- PART VIII HR SPECIAL TOPICS
- 28 Ethical Issues in Human Resource Management
- Introduction
- Types of Ethics
- Ethics and Human Resource Management
- Need for Ethical Policies and Codes
- Approaches to Ethical Issues in Organizations
- Factors Influencing Ethical Behaviour at Work
- Role of HRM in the Development of Ethical Behaviour
- International Business Ethics
- Guidelines for International Business Organizations on Ethical Issues
- Ethical Dilemma in Global Wage Payment
- 29 International Human Resource Management
- Introduction
- Features of International HRM (IHRM)
- Differences Between IHRM and Domestic HRM
- Reasons for the Growth of IHRM
- Challenges Facing IHRM
- International HR Practices
- Strategic International Human Resource Management
- Cross-culture Management in IHRM
- Factors Determining the Outcome of International Assignment of Employees
- List of Dos and Don’ts in Developing and Implementing Global HR Practices
- 30 HR Metrics
- 31 Human Resource Management in Small and Medium Enterprises
- 28 Ethical Issues in Human Resource Management
- APPENDIX A: Employee Engagement
- APPENDIX B: Green Human Resource Management
- APPENDIX C: Knowledge Management
- Appendix D: Employer Branding
- Appendix E: Employee Life Cycle Management
- APPENDIX F: Competency-Based Pay
- APPENDIX G: Labour Laws
- Index
- Copyright
Human
Resource
Management
Second Edition
Pravin Durai
Dean
School of Management Studies
St Joseph’s College (Autonomous)
Tiruchirappalli
School of Management Studies
St Joseph’s College (Autonomous)
Tiruchirappalli
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