Human Resource Management
  • Human Resource Management

Human Resource Management

₹190.00
1770
20 Items

Specific References

Human Resource Management

Author: Dr. J.V. Tatke

Price: Rs. 190

ISBN: 978-93-5016-429-7

Quantity
In Stock

Contents

1. Human Resource Management

1.1 Introduction

1.2 Evolution of HRM

1.2.1 Human Resources School

1.2.2 The Early Years

1.2.3 Enter Human Resource Management

1.3 Nature of HRM

1.4 Importance of HRM

1.5 Limitations of HRM

1.6 Personnel Management and HRM

1.6.1 Evolution of Human Resource Management

1.6.2 Difference between Personnel Management and HRM

1.7 Understanding the concept of HRM

1.8 Philosophy of HRM

1.9 Objective of HRM

1.9.1 Primary Objectives

1.9.2 Secondary Objectives

1.10 Significance of HRM

1.10.1 Social Significance

1.10.2 Professional Significance

1.10.3 Individual Enterprise

1.11 Scope of HRM

1.12 Role and responsibility of Human Resource Management

1.13 Role and Responsibility of HR Manager

1.13.1 Role of HR Manager

1.13.2 Responsibilities of HR Manager

1.14 strategic role of HRM

1.15 Globalisation and HRM

1.15.1 HR Planning

1.15.2 Recruitment and selection

1.15.3 Training and Development

1.15.4 Performance Management

1.15.5 Remuneration

1.15.6 Repatriation

1.15.7 Employee Relations

1.16 Industry and unit level HRM

1.17 Future Trends and Challenges for HRM

2. Job Analysis

2.1 Introduction

2.2 Job Analysis

2.2.1 Definition of Job Analysis

2.2.2 Some of the Terms used in Job Analysis

2.2.3 Job Analysis

2.2.4 Process of Job Analysis

2.3 Data collection methods

2.4 Uses of Job Analysis information

2.5 Job Description

2.6 Job Specification

2.7 Uses of job description

2.8 Job enrichment

2.9 Job enlargement

2.10 Job rotation

3. Human Resource Planning

3.1 Introduction

3.2 Manpower Planning - Definition

3.2.1 Need for Manpower Planning

3.2.2 Objective of Manpower Planning

3.3 BUSINESS PROJECTIONS

3.4 SKILLs INVENTORY

3.5 ATTRITION AND RETIREMENT

3.6 MAIN MANPOWER REQUIREMENT

3.7 LIMITATIONS OF MANPOWER REQUIREMENTS APPROACH

3.8 Process of Manpower Planning

3.9 Techniques of Manpower Planning

3.10 HRD FORECASTING AND DETERMINATION OF MANPOWER NEEDS

3.11 ESTIMATING MANPOWER REQUIREMENT

3.12 FACTORS INFLUENCING ESTIMATION OF MANPOWER REQUIREMENT

3.13 Strategic Human Resource Planning

3.13.1 Importance of Strategic Human Resource Planning in Management

3.13.2 Definition

3.13.3 Functions of Strategic Human Resource Planning

3.14 RECRUITMENT and Selection Process

3.14.1 Methods of Recruitment

3.14.2 Recruitment by Spreading the News or by References

3.14.3 Deputation

3.15 SELECTION Process

3.15.1 Steps in Selection Process

4. Training and Development

4.1 Introduction

4.2 Orientation / Induction

4.2.1 Contents of the Induction Programme

4.2.2 Accomplishment of Induction Programme

4.3 Training programme

4.3.1 Introduction

4.3.2 Definition of Training

4.3.3 Purpose of Training and Development

4.4 Process of training

4.4.1 Training Need Analysis

4.4.2 Training Design

4.4.3 Training Implementation

4.4.4 Training Evaluation

4.5 Development Exercise

4.5.1 Process for Enhancing Knowledge and Skills

4.5.2 Training Need Analysis and Identification

4.5.3 Preparation of Training Plan

4.5.4 Conduct of Training Programme

4.5.5 Evaluation of Training

4.5.6 Selection and Development of Trainers

4.6 methods of training, tools and aids

4.7 Career Planning

4.7.1 Need and Importance of Career Planning

4.7.2 Process of Career Planning

4.8 Succession Planning

4.8.1 Steps in Succession Planning

5. Performance Management

5.1 Introduction

5.2 Performance management

5.2.1 Performance Management, Definition

5.3 Performance Appraisal Process

5.3.1 Definition of Performance Appraisal

5.3.2 Necessity for Performance Appraisal

5.3.3 Why Performance Appraisal

5.4 CONCEPTS of Performance Appraisal

5.4.1 Nature and Significance of PA

5.4.2 Objectives of Performance Appraisal

5.4.3 Significance of PA

5.5 Ethical Issues in Performance Management

5.6 Methods of PA

5.7 Problems in Performance Appraisal

5.8 Uses of Performance Appraisal

6. Compensation

6.1 Introduction

6.2 Compensation

6.3 Nature and Significance of Wage and salary Administration

6.3.1 Functions

6.3.2 Significance

6.4 Wage Components

6.5 Methods of Wage Fixation

6.6 Constraints in Wage Determination in India

6.7 Objectives of compensation plan / policy

6.8 Method of Wage Payment

6.8.1 Benefits of Time Rate System

6.8.2 Benefits of Piece Rate System of Wage Payment

6.8.3 Points to keep in mind which Administering Salary and Wages

6.9 Process of designing compensation policy/plan

6.10 Techniques/Methods of Job Evaluation

6.10.1 The Ranking System

6.10.2 Grading Method

6.10.3 The Points Method

6.10.4 The Factor Comparison Method

6.11 Wage components

6.11.1 Method of Wage Payment

6.11.2 Factors of Wage Determination

6.12 Types of Wages

6.12.1 The Living Wage

6.12.2 The Fair Wages

6.12.3 The Minimum Wage

6.13 Real Wages and Nominal Wages

6.13.1    Factors Affecting Real Wages

6.14 Wage Salary- Remuneration

6.15 Fixation of Minimum Wage

6.15.1 Objectives of Minimum Wage

6.15.2 Machinery for Fixing Wage

6.15.3 Negative Results/Effects of Low Wages

6.16 Concessions, Fringe Benefits and Services

6.16.1 Meaning

6.16.2 Difference between Fringe Benefits and Wages

6.16.3 Fringe Benefits – Coverage

6.16.4 Services

6.17 Compensation for managers and professionals

6.17.1 Compensating Managers

6.17.2 Compensating Professional Employees

6.18 Compensation Trends

7. Productivity Management

7.1 Introduction

7.2 Productivity management

7.2.1 Management

7.3 Productivity, meaning and definition

7.4 Elements of Productivity

7.4.1 Capital

7.4.2 Technology

7.4.3 People

7.5 Measurements of Productivity

7.6 Factors affecting productivity

7.7 Ways of improving productivity

7.8 Kaizen

7.8.1 What is Kaizen?

7.8.2 Seven Basic Tools of Kaizen

7.8.3 Seven Management Tools of Kaizen

7.9 Total Quality Management

7.9.1 What is Quality?

7.9.2 Total Quality Management Programme

7.9.3 TQM Background

7.10 HRM and quality circles

8. Industrial Relations

8.1 Introduction

8.2 Industrial relations definition

8.3 Objectives of IR

8.4 Purposes of IR

8.5 Sound Industrial Relations / Principles of Industrial Relations

8.6 Functions of IR

8.7 Trade union

8.8 Obligations of registered union

8.9 Right of the registered union

8.10 Functions of trade union

8.11 Problems of Trade Unions

8.12 Strengthening trade union

8.13 Industrial relations, regulatory mechanism

8.13.1 Preamble

8.13.2 Regulatory Mechanism

8.13.3 Effect on Industrial Relations

8.13.4 Institutional Change

8.13.5 Political Factor

8.13.6 Economic Factor

8.13.7 Technological Factor

8.13.8 Management Factor

8.14 Introduction Collective Bargaining

8.14.1 Negotiations

8.14.2 Negotiating Process

8.14.3 Definition and Meaning

8.14.4 Prerequisites for Collective Bargaining

8.15 Bargaining Process

8.15.1 Negotiating an Agreement

8.15.2 Implementing an Agreement

8.15.3 Renewal and Revision of Agreement

8.16 Pre-requisite for collective bargaining

8.17 Current trends in IR

8.18 Grievance handling

8.18.1 What is Grievance?

8.18.2 Why Grievances Occur?

8.18.3 Effects of Grievances

8.18.4 Grievance Handling

8.18.5 Steps in Grievance Handling

8.18.6 Grievance and Industrial Relations

8.19 Industrial Dispute

8.19.1 Definition

8.19.2 Causes of Industrial Disputes

8.19.3 Lock–Out

8.19.4 Prohibition of Strikes and Lockouts

8.19.5 Illegal Strikes

8.19.6 Strike and Continuity of Service

8.19.7 Right to Strike

8.20 Machinery for the settlement of industrial disputes

9. Retirement/Separation/Dismissal

9.1 Introduction

9.2 Retirement

9.2.1 Types of Retirement

9.2.2 Resignation

9.2.3 Voluntary Retirement

9.2.4 Golden Hand-Shake

9.3 Discharge

9.3.1 Causes of Discharge

9.4 SUSPENSION, DISMISSAL, RETRENCHMENT

9.4.1 Suspension

9.4.2 Dismissal

9.4.3 Retrenchment

9.4.4 Lay-Off