- Cover
- Title Page
- Contents
- About the Authors
- Dedication
- Foreword
- Preface
- 1. Introduction to Human Resource Management
- 2. Strategic Human Resource Management
- 3. Human Resource Planning and Job Analysis
- Chapter Objectives
- 3.1 - Defining Human Resource Planning
- 3.2 - Need for Human Resource Planning
- 3.3 - Human Resource Planning Process
- 3.4 - Role of HR in Human Resource Planning
- 3.5 - Demand Forecasting
- 3.6 - Supply Forecasting
- 3.7 - Using Scenario Planning for Forecasting
- 3.8 - Job Analysis
- 3.9 - Steps in Job Analysis
- 3.10 - Job Analysis: Roles and Responsibilities
- 3.11 - Methods of Job Analysis
- 3.12 - Job description and Job Specification
- 3.13 - Application of Job Analysis
- Application Case
- In a Nutshell
- Drill Down
- Review Questions
- Exercises
- References
- Web Sites
- Chapter Objectives
- 4. Recruitment
- Chapter Objectives
- 4.1 - Recruitment Defined
- 4.2 - Recruitment Strategy
- 4.3 - Recruitment Model
- 4.4 - Employer Branding
- 4.5 - Sources of Recruitment
- 4.6 - Screening and ShortListing
- 4.7 - Widening the Candidate Pool
- 4.8 - Alternatives to Recruitment
- 4.9 - Special Kinds of Recruiting
- 4.10 - Making Recruitment Effective
- Application Case
- In a Nutshell
- Drill Down
- Field Guide
- Review Questions
- Exercises
- References
- Web Sites
- Chapter Objectives
- 5. Selection
- 6. Induction and Socialization
- Chapter Objectives
- 6.1 - Understanding Socialization and Induction/Social Orientation
- 6.2 - Purpose of Induction
- 6.3 - Importance of Employee Induction
- 6.4 - What Happens Without an Effective Induction Programme?
- 6.5 - Types of Induction
- 6.6 - Different Socialization Tactics
- 6.7 - Realistic Orientation Programmes for New Employee Stress (ROPES)
- 6.8 - Induction Programme Development
- 6.9 - Who is Responsible for the Induction of a New Employee?
- 6.10 - Critical Success Factors for an Induction Programme
- 6.11 - Trends in Induction
- 6.12 - Measuring Effectiveness of the Induction Programme
- Application Case
- In a Nutshell
- Drill Down
- Field Guide
- Review Questions
- Exercises
- References
- Web Sites
- Chapter Objectives
- 7. Employee Relations and Employment Law
- Chapter Objectives
- 7.1 - Introduction to Employee Relations
- 7.2 - Origin and Growth of Labour Relations
- 7.3 - Labour Laws
- 7.4 - Trade Unions
- 7.5 - Collective Bargaining
- 7.6 - Negotiation
- 7.7 - Grievance Handling
- 7.8 - HR Practices and Policies and its Impact on Trade Unions
- 7.9 - Occupational Health and Safety
- 7.10 - Role of Human Resources in Occupation Health and Safety
- 7.11 - Discipline and Disciplinary Action
- Application Case
- In a Nutshell
- Drill Down
- Review Questions
- Exercises
- References
- Web Sites
- Chapter Objectives
- 8. Compensation
- Chapter Objectives
- 8.1 - Understanding Compensation
- 8.2 - Bases of Compensation
- 8.3 - Motivation (Behavioural) Theories
- 8.4 - Compensation Management
- 8.5 - Job Evaluation
- 8.6 - Wage and Salary Survey
- 8.7 - Compensation Structuring
- 8.8 - Compensation Strategies
- 8.9 - Variable Pay Strategies
- 8.10 - Compensation Administration
- 8.11 - Executive Compensation
- 8.12 - International Compensation
- Application Case
- In a Nutshell
- Drill Down
- Review Questions
- Exercises
- References
- Web Sites
- Chapter Objectives
- 9. Compensation Administration, Benefits and Services
- 10. Employee Engagement
- 11. Human Resource Policies
- 12. Performance Management
- 13. Learning and Development
- Chapter Objectives
- 13.1 - Understanding, Learning, Training, Development and Education
- 13.2 - Learning and Development Strategy
- 13.3 - Learning Theories
- 13.4 - Training Process
- 13.5 - Training Need Assessment (TNA)
- 13.6 - Training Content
- 13.7 - Designing Training Content
- 13.8 - Training Delivery: Delivery Mechanisms of Training
- 13.9 - Evaluation of Learning and Development
- 13.10 - Management Development
- Application Case
- In a Nutshell
- Drill Down
- Field Guide
- Review Questions
- Exercises
- References
- Web Sites
- Chapter Objectives
- 14. Career Management
- Chapter Objectives
- 14.1 - Understanding Careers
- 14.2 - Career Planning and Management
- 14.3 - Career Paths
- 14.4 - Career Development
- 14.5 - The Psychosocial Work Environment
- 14.6 - Kaleidoscope Career Model
- 14.7 - Approaches to Career Development
- 14.8 - Career Development Interventions
- 14.9 - Role of HR in Career Management of Employees
- 14.10 - Career Management Framework
- Application Case
- In a Nutshell
- Drill Down
- Field Guide
- Review Questions
- Exercises
- References
- Web Sites
- Chapter Objectives
- 15. Talent Management
- 16. High-Potential Employees
- Special Topic 1: Competency Management
- Special Topic 2: Information Technology in Human Resources
- A2.1 Introduction
- A2.2 HR Transformation in the Digital Age
- A2.3 Goals of Implementing an HRIS
- A2.4 Types of HRMS
- A2.5 Choosing the Right HRMS Solution
- A2.6 Components of an HRMS
- A2.7 HRIS Modules
- A2.8 Implementation of an HRMS
- A2.9 HR Portals
- A2.10 Current Trends: Information Technology in Human Resources
- A2.10 HRIS Audit
- References
- Web Sites
- Special Topic 3: Human Resource Management Practices in India
- Special Topic 4: Internationalization of Human Resource Management
- A4.1 Context
- A4.2 Managing and Supporting International Assignments
- A4.3 Recruitment and Selection of Employee for International Assignments
- A4.4 Training and Development
- A4.5 Compensation in the International Environment
- A4.6 Performance Management
- A4.7 Repatriation
- A4.8 Interpreting Cultures
- References
- Web Site
- Commonly Used Jargons
- Acknowledgements
- Copyright
Human Resource Management
Text and Cases
Sharon Pande
Associate Professor
Human Resources and Behavioural Sciences
School of Business Management
Narsee Monjee Institute of Management Studies
Mumbai
Swapnalekha Basak
Visiting Faculty
Indian Institute of Planning and Management
Delhi and Gurgaon
Delhi • Chennai • Chandigarh
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