- 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
Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd.
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