Contents

Preface

PART I HUMAN RESOURCE MANAGEMENT—A CONCEPTUAL FRAMEWORK

1 Introduction to Human Resource Management

Introduction

Meaning of Human Resources

Uniqueness of Human Resources

Objectives of HRM

Scope of HRM

Functions of HRM

HRM and Personnel Management (PM)

HRM as a Profession

Qualities of an HR Manager

Line Versus Staff Authority of HRM

The Future Role of HRM

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

Introduction

A Brief Outline of HRM

The Human Resource Management Environment

Environment Perspectives

Environmental Scanning—An Over view

The Environmental Scanning Process

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

Introduction

Characteristics of Human Resource Planning

Significance of Human Resource Planning

Factors affecting Human Resource Planning

Human Resource Planning Process

Requirements for Effective HR Planning

Benefits of HR Planning

Barriers to the HR Planning Process

6 Recruitment

Introduction

Definitions of Recruitment

Features of Recruitment

Recruitment Policy

Recruitment Organization

Recruitment Process

Steps in the Recruitment Process

Sources of Recruitment

Recruitment Practices in India

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

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

Introduction

Significance of Management Development

Goals of Management Development

Steps in a Management Development Process

Methods of Management Development

Evaluation of the Development Programme

Management Succession Planning

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

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

Introduction

Objectives of Wage Incentives

The Wage Incentive Planning Process

Prerequisites for a Good Incentive Scheme

Types of Incentive Schemes

Evaluation of Wage Incentive Schemes

Fringe Benefits

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

Introduction

Features of Employee Welfare

Objectives of Employee Welfare

Types of Welfare Measures

Employee Welfare Responsibility

Theories of Employee Welfare

Merits of Welfare Measures

Limitations of Welfare Measures

Social Security

18 Workers’ Participation and Empowerment

Introduction

Features of WPM

Objectives of WPM

Levels of WPM

WPM Methods

Achieving WPM

Essential Prerequisites for Effective WPM

Significance of WPM

Obstacles faced by Effective WPM

Employee Empowerment

19 Job Rotations

Introduction

Characteristics of Promotion

Objectives of Promotion

Criteria for Promotion

Kinds of Promotion

Essentials of a Sound Promotion Policy

Demotion

Transfer

Employee Separation

PART VI HR INTEGRATION

20 Industrial Relations

Introduction

Characteristics of Industrial Relations

Objectives of Industrial Relations

Major Players in Industrial Relations

Approaches to the Study of Industrial Relations

Industrial Relations Trends

Factors Influencing Industrial Relations

Essentials of Effective 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, 1947

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

Introduction

Features of Trade Unions

Objectives of trade unions

Types of Trade Unions

Trade Union Goal Accomplishment Strategies and Actions

Why do Workers Join Trade Unions?

History of Trade Unions

Challenges Facing the Trade Union Movement

Union-free Organizations

PART VII HR CONTROL

25 Human Resources Audit

Introduction

Features of an HR Audit

Objectives of an HR audit

Scope of an HR Audit

Levels of an HR audit

Steps in an HR audit

Approaches to HR Auditing

Essential Conditions for an Effective HR Audit

26 The Human Resource Information System (HRIS)

Introduction

Objectives of an HRIS

Components of an HRIS

Types of HRIS

Implementation of an HRIS

Applications of an HRIS in Human Resource Management

Benefits of an HRIS

Conditions Essential for an Effective HRIS

27 Human Resources Accounting

Introduction

Objectives of Human Resource Accounting

Approaches to Human Resource Accounting

Uses of Human Resource Accounting

Weaknesses of Human Resource Accounting

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

Introduction

Definition of HR Metrics

Objectives of HR Metrics

Steps to Set up HR Metrics

Levels of Metrics

Types of HR Metrics

Formula for Important HR Metrics

Benefits of HR Metrics

HR Dashboard

HR Analytic

Benchmarking

HR Scorecard

Prerequisites for Success of HR Metrics

31 Human Resource Management in Small and Medium Enterprises

Introduction

Human Resource Management Practices in Large-scale and Small-scale Enterprises—A Comparison

Importance of HRM in SMEs

HRM Functions in SMEs

Challenges Facing HRM in SMEs

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