book

Human Resource Management: Text and Cases

by Sharon Pande, Swapnalekha Basak

June 2012

Intermediate to advanced

758 pages

25h

English

Pearson India

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Cover
Title Page
Contents
About the Authors
Dedication
Foreword
Preface
1. Introduction to Human Resource Management
Chapter Objectives1.1 - Evolution of HRM1.2 - Defining HRM1.3 - Changing Environment in the Marketplace1.4 - The Harvard Framework1.5 - Whose Job is HRM?1.6 - Role of the HR Function1.7 - Competencies of the HR Professional1.8 - The HR Organization1.9 - Ethics in HRMApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
2. Strategic Human Resource Management
Chapter Objectives2.1 - Strategy Defined2.2 - Strategic Management Process2.3 - Levels of Strategy2.4 - Defining Strategic Human Resource Management2.5 - Perspectives on SHRM2.6 - HR Strategies2.7 - Developing HR Strategy2.8 - Measuring HR'S Contribution to BusinessApplication CaseIn a NutshellDrill DownReview QuestionsExercisesReferencesWeb Site
3. Human Resource Planning and Job Analysis
Chapter Objectives3.1 - Defining Human Resource Planning3.2 - Need for Human Resource Planning3.3 - Human Resource Planning Process3.4 - Role of HR in Human Resource Planning3.5 - Demand Forecasting3.6 - Supply Forecasting3.7 - Using Scenario Planning for Forecasting3.8 - Job Analysis3.9 - Steps in Job Analysis3.10 - Job Analysis: Roles and Responsibilities3.11 - Methods of Job Analysis3.12 - Job description and Job Specification3.13 - Application of Job AnalysisApplication CaseIn a NutshellDrill DownReview QuestionsExercisesReferencesWeb Sites

4. Recruitment
Chapter Objectives4.1 - Recruitment Defined4.2 - Recruitment Strategy4.3 - Recruitment Model4.4 - Employer Branding4.5 - Sources of Recruitment4.6 - Screening and ShortListing4.7 - Widening the Candidate Pool4.8 - Alternatives to Recruitment4.9 - Special Kinds of Recruiting4.10 - Making Recruitment EffectiveApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
5. Selection
Chapter Objectives5.1 - Defining Selection5.2 - Selection Process5.3 - Selection Methods5.4 - Employee Application Forms5.5 - Employment Interview5.6 - Employment Tests5.7 - How to Measure the Effectiveness of SelectionApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
6. Induction and Socialization
Chapter Objectives6.1 - Understanding Socialization and Induction/Social Orientation6.2 - Purpose of Induction6.3 - Importance of Employee Induction6.4 - What Happens Without an Effective Induction Programme?6.5 - Types of Induction6.6 - Different Socialization Tactics6.7 - Realistic Orientation Programmes for New Employee Stress (ROPES)6.8 - Induction Programme Development6.9 - Who is Responsible for the Induction of a New Employee?6.10 - Critical Success Factors for an Induction Programme6.11 - Trends in Induction6.12 - Measuring Effectiveness of the Induction ProgrammeApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
7. Employee Relations and Employment Law
Chapter Objectives7.1 - Introduction to Employee Relations7.2 - Origin and Growth of Labour Relations7.3 - Labour Laws7.4 - Trade Unions7.5 - Collective Bargaining7.6 - Negotiation7.7 - Grievance Handling7.8 - HR Practices and Policies and its Impact on Trade Unions7.9 - Occupational Health and Safety7.10 - Role of Human Resources in Occupation Health and Safety7.11 - Discipline and Disciplinary ActionApplication CaseIn a NutshellDrill DownReview QuestionsExercisesReferencesWeb Sites
8. Compensation
Chapter Objectives8.1 - Understanding Compensation8.2 - Bases of Compensation8.3 - Motivation (Behavioural) Theories8.4 - Compensation Management8.5 - Job Evaluation8.6 - Wage and Salary Survey8.7 - Compensation Structuring8.8 - Compensation Strategies8.9 - Variable Pay Strategies8.10 - Compensation Administration8.11 - Executive Compensation8.12 - International CompensationApplication CaseIn a NutshellDrill DownReview QuestionsExercisesReferencesWeb Sites
9. Compensation Administration, Benefits and Services
Chapter Objectives9.1 - Defining Employee Benefits9.2 - Objectives of the Employee Benefit Plan9.3 - Factors Influencing Choice of Benefit Package9.4 - Classification of Employee Benefits9.5 - Benefit Design9.6 - Benefits AdministrationApplication CaseIn a NutshellDrill DownReview QuestionsExercisesReferencesWeb Sites
10. Employee Engagement
Chapter Objectives10.1 - Defining Employee Engagement10.2 - Degrees of Employee Engagement10.3 - Drivers of Engagement10.4 - Driving Engagement in Organizations10.5 - Measurement of Employee EngagementApplication CaseIn a NutshellDrill DownReview QuestionsExercisesReferencesWeb Sites
11. Human Resource Policies
Chapter Objectives11.1 - Defining HR Policies11.2 - Process of Designing Policies11.3 - Measuring HR PoliciesApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferences
12. Performance Management
Chapter Objectives12.1 - Understanding Performance Management12.2 - Elements of the Performance Management System12.3 - Performance Planning: Setting Objectives12.4 - Performance Evaluation12.5 - Potential Problems in Performance Evaluations12.6 - Performance Review12.7 - Reward and RecognitionApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
13. Learning and Development
Chapter Objectives13.1 - Understanding, Learning, Training, Development and Education13.2 - Learning and Development Strategy13.3 - Learning Theories13.4 - Training Process13.5 - Training Need Assessment (TNA)13.6 - Training Content13.7 - Designing Training Content13.8 - Training Delivery: Delivery Mechanisms of Training13.9 - Evaluation of Learning and Development13.10 - Management DevelopmentApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
14. Career Management
Chapter Objectives14.1 - Understanding Careers14.2 - Career Planning and Management14.3 - Career Paths14.4 - Career Development14.5 - The Psychosocial Work Environment14.6 - Kaleidoscope Career Model14.7 - Approaches to Career Development14.8 - Career Development Interventions14.9 - Role of HR in Career Management of Employees14.10 - Career Management FrameworkApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
15. Talent Management
Chapter Objectives15.1 - Talent Management Defined15.2 - Setting the Context15.3 - Objectives of Talent Management15.4 - Talent Management Framework15.5 - Future Trends in Talent Development15.6 - Becoming an Employer of ChoiceApplication CaseIn a NutshellDrill DownField GuideReview QuestionsExercisesReferencesWeb Sites
16. High-Potential Employees
Chapter Objectives16.1 - Defining a High-Potential Employee16.2 - Categories of High Potentials16.3 - Characteristics of a High-Potential Employee16.4 - Identification of High-Potential Employees16.5 - Development of High Potentials16.6 - Retention of High PotentialsApplication CaseIn a NutshellDrill DownReview QuestionsExercisesReferences
Special Topic 1: Competency Management
A1.1 Introduction to Competency ManagementA1.2 Competency ModelA1.3 Competency FrameworkA1.4 Competency-Based HR ProcessesA1.5 Career Planning and Succession Planning ProcessA1.6 Assessment and Development CentresReferences
Special Topic 2: Information Technology in Human Resources
A2.1 IntroductionA2.2 HR Transformation in the Digital AgeA2.3 Goals of Implementing an HRISA2.4 Types of HRMSA2.5 Choosing the Right HRMS SolutionA2.6 Components of an HRMSA2.7 HRIS ModulesA2.8 Implementation of an HRMSA2.9 HR PortalsA2.10 Current Trends: Information Technology in Human ResourcesA2.10 HRIS AuditReferencesWeb Sites
Special Topic 3: Human Resource Management Practices in India
A3.1 Understanding HRM Practices in IndiaA3.2 HRM Practices: Indian CompaniesA3.3 HRD Practices: Indian StudiesA3.4 Audit on HR FunctionsReferencesWeb Sites
Special Topic 4: Internationalization of Human Resource Management
A4.1 ContextA4.2 Managing and Supporting International AssignmentsA4.3 Recruitment and Selection of Employee for International AssignmentsA4.4 Training and DevelopmentA4.5 Compensation in the International EnvironmentA4.6 Performance ManagementA4.7 RepatriationA4.8 Interpreting CulturesReferencesWeb Site
Commonly Used Jargons
Acknowledgements
Copyright

Content preview from Human Resource Management: Text and Cases

Commonly Used Jargons

Jargon	Meaning	Usage
■ above board	■ Honest and open.	■ I do not think you are being totally above board with me.
■ anecdotal information	■ Scattered stories or reports and not scientific or definitive.	■ You cannot base such an important decision on anecdotal information.
■ apple polish	■ To support slavishly every opinion or suggestion of a superior.	■ Harish has reached this position not through his competence but apple polishing.
■ armchair general	■ Someone who speaks critically, but has no experience in the field in question.	■ Joining a consultancy straight after college runs the risk of one becoming an armchair general.
■ b2b	■ Business to business. This is a way to describes commerce transactions ...

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Human Resource Management: Text and Cases

by Sharon Pande, Swapnalekha Basak

Commonly Used Jargons

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