Human resource management/ (Record no. 163582)
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| 000 -LEADER | |
|---|---|
| fixed length control field | 09672nam a2200193Ia 4500 |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER | |
| International Standard Book Number | 9788120327115 |
| 040 ## - CATALOGING SOURCE | |
| Transcribing agency | CUS |
| 082 ## - DEWEY DECIMAL CLASSIFICATION NUMBER | |
| Classification number | 658.3 |
| Item number | PAT/H |
| 100 ## - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Pattanayak, Biswajeet |
| 245 #0 - TITLE STATEMENT | |
| Title | Human resource management/ |
| Statement of responsibility, etc. | Biswajeet Pattanayak |
| 250 ## - EDITION STATEMENT | |
| Edition statement | 3rd.ed |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) | |
| Place of publication, distribution, etc. | New Delhi: |
| Name of publisher, distributor, etc. | PHI Learning, |
| Date of publication, distribution, etc. | 2010. |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 484 p. |
| Dimensions | 24 cm. |
| 505 ## - FORMATTED CONTENTS NOTE | |
| Formatted contents note | INTRODUCTION TO HUMAN RESOURCE MANAGEMENT<br/>1. HRM—^The Global and Indian Scenario 3-13<br/>Evolution of HRM 3<br/>Relevance of HRM 8<br/>Challenges Faced by HRM 9<br/>Human Resource Functions H<br/>The Indian Scenario and HRM - 12<br/>Conclusion 13<br/>2. HRM for Corporate Excellence 14-30<br/>Components of Corporate Moral Excellence 15<br/>Sustainable Competitive Development of Excellent Organization 19<br/>Healthy Organization: A Trail to Sustainable Excellence 23<br/>Conclusion 27<br/>HR Focus 28<br/>Part Two<br/>ACQUISITION OF HUMAN RESOURCES<br/>3. Human Resource Planning 33-45<br/>Origin and Evolution 33<br/>The Contemporary Approach to HRP 34<br/>The Rise of HRP 37<br/>Role of HRP Professionals 37<br/>Link between Human Resource Planning and Strategic Planning 38<br/>HRP at National Level 39<br/>HRP at Corporate Level 41<br/>Problem Areas ^ 43<br/>Impact of Technology on HRP / 44<br/>Conclusion 45<br/>4. Human Resource Information System 46-53<br/>Applications 47<br/>Necessary Capabilities of a HRIS 48<br/>vil<br/>viii Contents<br/>System Functions<br/>Steps in Implementing an HRIS 51<br/>Benefits<br/>Limitations of HRIS<br/>Conclusion<br/>5. Recruitment and Selection Strategies 54-66<br/>Recruitment 54<br/>Sources of Recruitment 57<br/>Stages in Selection Process 60<br/>Conclusion 54<br/>HR Focus 64<br/>Part Three<br/>DEVELOPING HUMAN RESOURCES<br/>6. Socializing, Orienting and Developing Employees 69-105<br/>Types of Socialization Programme 71<br/>Orientation 72<br/>Training and Development 74<br/>Training'Needs in a Changed Marketplace 79<br/>Strategy for Devising an Efficient Training Mechanism 80<br/>Training Evaluation 84<br/>Approaches of Evaluation 85<br/>Types of Evaluation Instruments 87<br/>Training the Trainers 89<br/>Applications of Computers in Training 89<br/>Estimating Costs in Training and Development 89<br/>Developing Effective Training Programmes 90<br/>Designing an HRD Programme 91<br/>Designing an Effective Supervisory T&DProgramme 93<br/>Performance Consulting: Moving Beyond Training 97<br/>HR Focus 101<br/>7. Concept of HRD 106-115<br/>The Concept of Work 106<br/>Multiple Goals of HRD 107<br/>HRD Mechanisms or Sub-Systems 108<br/>Contribution of Mechanisms to HRD Goals 110<br/>HRD Department and Its Task 110<br/>HRD for Organizational Effectiveness 112<br/>Conclusion 113<br/>HR Focus 113<br/>8. Performance Appraisal System 116-136<br/>Introduction 116<br/>History<br/>Objectives of Performance Appraisal 117<br/>Developing a Performance Appraisal System 118<br/>Introducing and Operating Performance Appraisal System 120<br/>Distinction between Performance and Potential 120<br/>Process of Performance Appraisal 121<br/>Performance Criteria 121<br/>Benefits of Performance Appraisal 122<br/>Pitfalls 123<br/>Constraints 124<br/>Different Types of Employee Appraisal Systems 125<br/>Performance Review Sequence 126<br/>New Trends in Performance Appraisal Systems 126<br/>360° Appraisal System/Feedback 128<br/>Uses of 360° Feedback 129<br/>New Appraisal Systems 129<br/>Conclusion 130<br/>HR Focus 131<br/>9. Potential Appraisal and Succession Planning 137-143<br/>Potential Attributes 138<br/>Succession Planning 140<br/>Cause of Failure of Succession Planning in Indian Industries 142<br/>HR Focus 142<br/>10. Career Planning and Development 144-160<br/>Career Anchors 144<br/>Career Development Cycle 145<br/>Career Need Assessment 146<br/>Career Opportunities 146<br/>Need-Opportunity Alignment 146<br/>Plateaued Employees 146<br/>Career Marriages 147<br/>Some Experiences in Career Planning 149<br/>Model for Planned Self-Development 151<br/>HR Focus 154<br/>11. Assessment and Development Centres 161-167<br/>Origin of the Assessment Centre Method 161<br/>Essential Features of an Assessment Centre ; 163<br/>Accuracy of Assessment Centres 164<br/>Use^of Assessment Centres by Small Organizations 165<br/>How can Centres be Used as a Developmental Tool? 165<br/>Development Centres 165<br/>HR Focus<br/>Contents ix<br/>X Contents<br/>Part Four<br/>MOTIVATING HUMAN RESOURCE<br/>12. Motivation at Work 171-193<br/>Difference between Motivation and Incentive 173<br/>Motivational Theories 173<br/>Abraham Maslow's Hierarchy of Needs (1954) 174<br/>Frederick Herzberg's Two Factor Theory (1959) 177<br/>Douglas McGregor's Theory 'X' and Theory 'Y' (1960) 178<br/>Alderfer's ERG Theory (1969) 179<br/>David McClelland's Three-Need Theory (1961) 179<br/>Vroom's Expectancy Theory (1964) 182<br/>Adam's Equity Theory<br/>(1965) 183<br/>Factors to Motivate Workers 183<br/>Hawthorne Studies 186<br/>Motivational Potential Score 186<br/>Motivation and Morale 187<br/>What Demotivates or Demoralizes Employees 188<br/>Relationship between Performance and Motivation 188<br/>Relationship between Incentives and Motivation 188<br/>Motivational Techniques in Practice 189<br/>HR Focus ^^0<br/>13. Participative Management 194-210<br/>Philosophical Basis<br/>Participation and Motivation 1^^<br/>- Types and Degree of Participation 1^6<br/>Quality Circle<br/>Composition of Quality Circle 1^8<br/>Members<br/>Circle Leader<br/>Quality Circle Organization....<br/>Rewards and Benefits of Quality Circle 201<br/>Criteria for Awards 201<br/>Promotion ofQuality Circle 202<br/>Implementation Plan 202<br/>Evolution ofParticipative Nfanagement 203<br/>Government Policy and Participation 204<br/>Structure of Participative Management 205<br/>Organization of Participative Management 206<br/>Fimctions of Participative Management 206<br/>Nature and Benefits of Participation 207<br/>The Indian Background 207<br/>HRFocus 205<br/>14. Empowerment 211-218<br/>Characteristics of Empowered Organization 213<br/>Shape for Empowerment 213<br/>Guidelines for Introducing Empowerment 214<br/>Factors Affecting Empowerment 214<br/>Empowerment Cycle 215<br/>Elements of an Empowered Management Style 216<br/>Benefits of Empowerment 217<br/>Conclusion 217<br/>HR Focus 218<br/>Part Five<br/>MAINTENANCE OF HUMAN RESOURCES<br/>15. Labour Relations 221-258<br/>Genesis and Growth of Labour Relations 222<br/>Objectives of Labour Relations 223<br/>Labour Relations and Related Legislation 223<br/>Legal Framework of HRM 224<br/>Trade Unionism 239<br/>Collective Bargaining 242<br/>HRM Approach to Employee Relations 248<br/>Recommendation of Second National Commission on Labour, 2002 249<br/>Conclusion 251<br/>HR Focus 252<br/>16. Reward System 259-273<br/>Features of a Reward System 260<br/>Rewards and the Expectancy Model: The Final Link 261<br/>Determinants of Rewards 262<br/>Rewarding Terms 265<br/>HR Focus 265<br/>17. Quality of Work Life 274-283<br/>Key Supervisory Role 277<br/>Conclusion 280<br/>HR Focus 280<br/>18. Compensation Management 284-298<br/>A Model of the Consequences of Pay Dissatisfaction 284<br/>Objectives of Comp Wsation Management 285<br/>Major Phases of Compensation Management 286<br/>HR Focus 280<br/>19. Organization Analysis and Transformation 299-334<br/>Theories of Organizational Change 299<br/>Organization Development 302<br/>Contents xi<br/>xii Contents<br/>Values, Assumptions and Beliefs in OD 304<br/>Pillars of Organization Development 304<br/>Diagnosing Groups and Jobs 306<br/>Team Interventions 307<br/>Collecting and Analyzing Diagnostic Information 308<br/>Designing an Effective OD Intervention 309<br/>Human Process Interventions 312<br/>Techno-structural Interventions 315<br/>Employee Involvement 317<br/>Work Redesign<br/>Strategic Interventions 318<br/>Organization Transformation 322<br/>Evaluating and Institutionalizing OD Interventions 326<br/>Leading and Managing Change 329<br/>Problems and Challenges in OD 331<br/>OD in Global Setting 331<br/>HR Focus<br/>Part Six<br/>HR IN KNOWLEDGE ERA<br/>20. Knowledge Creation and Management 337-346<br/>Knowledge Management Architecture 337<br/>Knowledge Conversion 339<br/>Current Knowledge Management Deficits 340<br/>Knowledge Management 341<br/>Critical Importance of Knowledge Management in Organizations 341<br/>Knowledge Management Process 343<br/>HR Focus<br/>21. Virtual Organization and Emerging HR Trend 347-356<br/>Characteristics of Virtual Organization 348<br/>Features of Virtual Organization 349<br/>Types of Virtual Organization 350<br/>Emerging HR Issues in Virtual Organization 350<br/>Career Dynamics .v. 35<br/>Performance Management 352<br/>Sharing Information<br/>Selection Process<br/>Role Demand and Drivers 3o<br/>HR Focus....:<br/>22. Learning Organization<br/>Six Antecedents of Organizational Learnings<br/>Leadership and Learning Organizations 36U<br/>HR Focus<br/>23. Strategic Human Resource Management 364-381<br/>Sequence of Strategic Formulation 366<br/>Traditional HR vs Strategic HR 366<br/>Implementation of Strategic HRM 368<br/>Role of HR in Strategy Formulation 369<br/>Contingency<br/>or Structural Approach to Strategy 370<br/>Creating Performance Through Integrating People and Strategy 370<br/>Conclusion 378<br/>HR Focus 378<br/>24. Human Resource in Information Technology Organizations 382-399<br/>Buying Talents 383<br/>Borrowing Talents 391<br/>Building Talent 391<br/>IT HR in Practice 395<br/>Human Resource Assessment in IT Industry 396<br/>Conclusion 398<br/>HR Focus 398<br/>25. Human Resource in Mergers and Acquisitions 400-411<br/>Why Do Mergers and Acquisitions Fail? 401<br/>Stages of Merger<br/>and Acquisition 403<br/>Key Communication Principles and Tactics for Smooth Integration 406<br/>Key to Success of Merger<br/>and Acquisition 407<br/>Skills<br/>and Competencies of HR Professionals 407<br/>Conclusion 408<br/>HR Focus 408<br/>26. International Human Resource Management 412-432<br/>Domestic vs International HRM 414<br/>International HRM 416<br/>International Performance Management 421<br/>International<br/>Compensation Management 426<br/>Repatriation 429<br/>Conclusion 431<br/>HR Focus 431<br/><br/>Part Seven<br/>CASES OF INDIAN ORGANIZATIONS<br/>Contents xiii<br/>Vindhya Steel Limited 435<br/>Promotion of Mr. Ritesh Mashroo 437<br/>Dr. Rajan Gupta's Misery 439<br/>The SBR and Vishnu 441<br/>Future Bank 444<br/>Sakshi Garments Limited 447<br/>xiv Contents<br/>Case 7: Subramaniam's Dilemma 449<br/>Case 8: The Final Settlement 452<br/>Case 9: IMPLA Pharmaceuticals Limited 458<br/>Case 10: Dilemma of Restructuring 460<br/>Case 11: Swati Textile India Limited 464<br/>Case 12: Asthana Motors Limited , 467<br/>Case 13: Variable Pay Hike 469<br/> |
| 650 ## - SUBJECT | |
| Keyword | Personnel management |
| 650 ## - SUBJECT | |
| Keyword | Human capital |
| 650 ## - SUBJECT | |
| Keyword | India |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) | |
| Koha item type | General Books |
| Withdrawn status | Lost status | Damaged status | Not for loan | Home library | Current library | Shelving location | Date acquired | Full call number | Accession number | Date last seen | Date last checked out | Koha item type |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Central Library, Sikkim University | Central Library, Sikkim University | General Book Section | 29/08/2016 | 658.3 PAT/H | P18492 | 23/02/2023 | 22/02/2023 | General Books |