ESSENTIALS OF HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS
By: RAO SUBBA P
Material type:
TextPublisher: HIMALAYA PUBLISHING HOUSE ISBN: 978-9350975459Subject(s): Human Resource Management: Organisational Context -'Meaning and Definitions What is HRM? Personnel vs. HRM Significance of HRM Functions of HRM Objectives of HRM Organisation Design and Line Staff Relationships Evolution and Development of HRM • HR - In Practice Human Resource Management: Environment and Strategies Introduction to Environment Human Resource Environment Strategic HRM Strategic Management Process Organisational and Human Resource Strategies HR as Distinctive Competitive Advantage • Key Terms • Questions for Discussion • Case • References Job Analysis, Team Analysis and Flexible Job Environment Job Design - Job Analysis Job Descriptions Job Specification Uses of Job Analysis Team Design and Analysis Flexible Job Environment • Job Sharing • Telecommuting • Ergonomics • Empowerment • Flexitime and Flexiwork Human Resource Planning Introduction Integration of Strategic Planning and Human Resource Planning HRP at Different Levels Process of Human Resource Planning Control and Review Mechanism •Recruitment Strategic Management and Recruitment Sources of Recruitment Recruitment Techniques Assessment of Recruitment Programme • HR in Practice Selection, Placement and Induction Selection: Ensures Competitive Advantage Selection Procedure • Application Form • Preliminary Interview • Group Discussion • Tests • Final Interview • Selection of Managers • Cost-Benefit Analysis of Selection • Recent Trends in Selection Placement Induction • HR in Practice • • • • • Human Resource Development Significance of HRD The Concept of HRD Scope of HRD Need for HRD HRD Objectives HRD Framework: Techniques:Outcome Functions of HRD Managers Attributes of HRD Managers • • • Performance Appraisal and Development Strategic Management and Performance Appraisal Meaning, Need and Purpose of Performance Appraisal and Development Who will Appraise? Performance Evaluation to Performance Analysis and Development Methods of Performance Appraisal:Trait Methods, Behavioural Methods, Result Methods System of Performance Appraisal The Appraisal Interview Managerial Appraisal Use of Performance Appraisal Problems of Performance Appraisal • •Employee Training Introduction: Meaning, Importance, Need for, Objectives Stages in Training: Stage-1 Assessment of Training Needs Stage-2 Designing the Training Programme: Instructional Objectives, Learning Principles, Teaching Principles, Training Principles Stage-3 Implementation: On-the-Job Methods, Off-the-Job Training Methods, Characteristics of the Instructor, Conduct the Program Stage-4 Evaluation Special Aspects of Training: Orientation Training, Basic-Skills Training, Team Training, Diversity Training. • Management Development Introduction: What is MD? Essential Ingredients of the Management Development Programmes? Techniques of Management Development: On-the-Job Techniques, Off-the-Job Techniques Selection of Techniques Training and Development for International Assignments Electronic MDPs Evaluation of MDPs. • ." • • • Career Planning and Development What is career planning? Succession planning Elements of Career Development Programmes Steps in Career Development System Career Development and Diversity Management Advantages, Limitations and Suggestions Counselling • Internal and External Mobility and Retention Management Internal Mobility: Need and Purpose Promotions: Meaning, Promotion, Types, Purpose, Bases, Benefits T-ansfer: Meaning, Reasons, Types, Benefits, Problems Demotions: Reasons, Principles Absenteeism: Types, Features, Calculation, Causes, Measures to Minimise External Mobility: Meaning, Types, Computation Retention Management. Change Management and Organisation Development Organisational Change: Meaning, Types Technology and Change: Technology Change with Human Facts Resistance to Change vs. Inviting Change: Reasons Approaches to Organisational Change Planning and Implementing Change Organisation Development The OD Process On Interventions/Techniques Job Evaluation Introduction: Meaning, Objectives, Essentials, Principles, Procedure Job Evaluation Methods/Techniques Advantages of Job Evaluation Problems of Job Evaluation •' • • (- • Employee Remuneration Tntroduction: Types of Rewards mole of Reward System Terminology and Concepts Salary Differentials Mechanism of Employee Remuneration Bonus: Concept, Legal Rights, Payment of Bonus Act, 1965 Managerial Compensation • • • • Fringe Benefits and Incentive Payments Introduction: Coverage, Need Objectives of Fringe Benefits Social Security Types of Fringe Benefits: Employment Security, Health Protection, Oldage and Retirement, Personnel Identification, Participation and Stimulation Non-Monetary Rewards • Safety and Health Industrial Accidents Safety Industrial Health • •Motivation, Leadership and Communication Motivation: Meaning, Types, Steps, Theories Leadership: Theories-Trait, Behavioural, Modern, Leadership Styles Communication: Meaning, Purpose, Importance, Process, MIS and IT, Oral, Written, Non-verbal, Channel, Network, Inter-personal, Listening, Organisational Communication, Informal Communication/Grapevine, Barriers to Communication, Effectiveness • - Industrial Relations: Conceptual Analysis Meaning Three Actors of Industrial Relations Importance of Industrial Relations Objectives of Industrial Relations Conditions for Congenial Industrial Relations Approach] industrial Relations Indian Industrial Workers Impact of Globalisation as Industrial Relations • • Trade Unions and Employers' Associations Meaning Functions of Trade Unions Objectives of Important Indian Trade Unions Union Structure Trade Unions' Act, 1926 and Trade Unions (Amendment) Act, 2001 Problems of Trade Unions Why Decline in Trade Unions after Globalisation? Measures to Strengthen Trade Union Movement in India Employers' Organisations • Grievance and Discipline Grievance Procedure: Meaning, Characteristics, Need for Causes of Grievances, Pre-requisites, Basic Elements, Errors in Interview, Grievance Procedure, Evaluation Disciplinary Procedure: Meaning, Aspects of Discipline, Objectives, The Red Hot Stove Rule, Indiscipline, Causes, Approaches, Industrial Employment (Standing Orders) Act, 1946, Disciplinary Procedure, Discharge and Dismissal, Role of HR Manager, Principles of Effective Discipline • collective Bargaining Definition of Collective Bargaining: Characteristics, Necessity, Importance, Forms Essential Conditions for the Success of Collective Bargaining Functions of Collective Bargaining Collective Bargaining Process: Negotiation, Contract Administration 1 Collective Bargaining in India: Causes for Limited Success, Recommendations of NCL, Suggestions for Effective Functioning Recent Trends: Collective Bargaining vs. Individual Bargaining •industrial Conflicts Introduction: Definition, Features Causes of Industrial Conflicts: Industrial Factors, Management Attitude towards Labour, Government Machinery, Other Factors Types of Industrial Conflicts: Strikes, Lockouts Prevention of industrial Conflicts: Labour Welfare Officer, Tripartite and Bipartite Bodies, Standing Orders, Grievance Procedure, Collective Bargaining Settlement of Conflict: Investigation, Mediation, Conciliation, Voluntary Arbitration, Compulsory Arbitration/Adjudication, Labour Courts, Industrial Tribunals, National Tribunals • • • • , Empowerment and Quality Circles Workers' Participation in Management: Meaning, Objectives, Essential Conditions, Forms, Work Committees, Joint Management Councils, Joint Councils, Shop Councils, Unit Councils-Reasons for Limited Success-Suggestions Employee Empowerment: Meaning, Elements, Actions, Conditions, Process, Characteristics of Empowered Organisations, Consequences, Barriers Quality Circles: Meaning, History, Organisational Structure, Decision Techniques, Process, Concepts to Make Effective, Benefits, Problems. • human Resource Accounting, Records, edit, Research and Information Human Resource Accounting Human Resource Records Human Resource Audit Human Resource Research: Meaning, Objectives, Need, Process Human Resource Information System: MIS, Systems Approach, HR Information System • • • Issues in Human Resource Management Introduction Normative Philosophy and Business Ethics Ethical Issues in Employment Ethical Issues in Human Resource Development Ethical Issues in Wage and Salary Administration • Human Resource Management Introduction E-Business and Neural Networks Aspects of E-HRM:E-Job Design and Analysis, E-HR Planning, E-Recruitment/Applicant Tracking, E-Selection, E-Performance Management, E-Training and Development, E-Compensation Management, E-HR Records, HR Information and Audit
| Item type | Home library | Shelving location | Call number | Status | Date due | Barcode |
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Text book
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MIIMLIBRARY | RACK NO-12 | 658.3 (Browse shelf) | Available | 56 |
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