Human resource management/
Biswajeet Pattanayak
- 3rd.ed
- New Delhi: PHI Learning, 2010.
- 484 p. 24 cm.
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 1. HRM—^The Global and Indian Scenario 3-13 Evolution of HRM 3 Relevance of HRM 8 Challenges Faced by HRM 9 Human Resource Functions H The Indian Scenario and HRM - 12 Conclusion 13 2. HRM for Corporate Excellence 14-30 Components of Corporate Moral Excellence 15 Sustainable Competitive Development of Excellent Organization 19 Healthy Organization: A Trail to Sustainable Excellence 23 Conclusion 27 HR Focus 28 Part Two ACQUISITION OF HUMAN RESOURCES 3. Human Resource Planning 33-45 Origin and Evolution 33 The Contemporary Approach to HRP 34 The Rise of HRP 37 Role of HRP Professionals 37 Link between Human Resource Planning and Strategic Planning 38 HRP at National Level 39 HRP at Corporate Level 41 Problem Areas ^ 43 Impact of Technology on HRP / 44 Conclusion 45 4. Human Resource Information System 46-53 Applications 47 Necessary Capabilities of a HRIS 48 vil viii Contents System Functions Steps in Implementing an HRIS 51 Benefits Limitations of HRIS Conclusion 5. Recruitment and Selection Strategies 54-66 Recruitment 54 Sources of Recruitment 57 Stages in Selection Process 60 Conclusion 54 HR Focus 64 Part Three DEVELOPING HUMAN RESOURCES 6. Socializing, Orienting and Developing Employees 69-105 Types of Socialization Programme 71 Orientation 72 Training and Development 74 Training'Needs in a Changed Marketplace 79 Strategy for Devising an Efficient Training Mechanism 80 Training Evaluation 84 Approaches of Evaluation 85 Types of Evaluation Instruments 87 Training the Trainers 89 Applications of Computers in Training 89 Estimating Costs in Training and Development 89 Developing Effective Training Programmes 90 Designing an HRD Programme 91 Designing an Effective Supervisory T&DProgramme 93 Performance Consulting: Moving Beyond Training 97 HR Focus 101 7. Concept of HRD 106-115 The Concept of Work 106 Multiple Goals of HRD 107 HRD Mechanisms or Sub-Systems 108 Contribution of Mechanisms to HRD Goals 110 HRD Department and Its Task 110 HRD for Organizational Effectiveness 112 Conclusion 113 HR Focus 113 8. Performance Appraisal System 116-136 Introduction 116 History Objectives of Performance Appraisal 117 Developing a Performance Appraisal System 118 Introducing and Operating Performance Appraisal System 120 Distinction between Performance and Potential 120 Process of Performance Appraisal 121 Performance Criteria 121 Benefits of Performance Appraisal 122 Pitfalls 123 Constraints 124 Different Types of Employee Appraisal Systems 125 Performance Review Sequence 126 New Trends in Performance Appraisal Systems 126 360° Appraisal System/Feedback 128 Uses of 360° Feedback 129 New Appraisal Systems 129 Conclusion 130 HR Focus 131 9. Potential Appraisal and Succession Planning 137-143 Potential Attributes 138 Succession Planning 140 Cause of Failure of Succession Planning in Indian Industries 142 HR Focus 142 10. Career Planning and Development 144-160 Career Anchors 144 Career Development Cycle 145 Career Need Assessment 146 Career Opportunities 146 Need-Opportunity Alignment 146 Plateaued Employees 146 Career Marriages 147 Some Experiences in Career Planning 149 Model for Planned Self-Development 151 HR Focus 154 11. Assessment and Development Centres 161-167 Origin of the Assessment Centre Method 161 Essential Features of an Assessment Centre ; 163 Accuracy of Assessment Centres 164 Use^of Assessment Centres by Small Organizations 165 How can Centres be Used as a Developmental Tool? 165 Development Centres 165 HR Focus Contents ix X Contents Part Four MOTIVATING HUMAN RESOURCE 12. Motivation at Work 171-193 Difference between Motivation and Incentive 173 Motivational Theories 173 Abraham Maslow's Hierarchy of Needs (1954) 174 Frederick Herzberg's Two Factor Theory (1959) 177 Douglas McGregor's Theory 'X' and Theory 'Y' (1960) 178 Alderfer's ERG Theory (1969) 179 David McClelland's Three-Need Theory (1961) 179 Vroom's Expectancy Theory (1964) 182 Adam's Equity Theory (1965) 183 Factors to Motivate Workers 183 Hawthorne Studies 186 Motivational Potential Score 186 Motivation and Morale 187 What Demotivates or Demoralizes Employees 188 Relationship between Performance and Motivation 188 Relationship between Incentives and Motivation 188 Motivational Techniques in Practice 189 HR Focus ^^0 13. Participative Management 194-210 Philosophical Basis Participation and Motivation 1^^ - Types and Degree of Participation 1^6 Quality Circle Composition of Quality Circle 1^8 Members Circle Leader Quality Circle Organization.... Rewards and Benefits of Quality Circle 201 Criteria for Awards 201 Promotion ofQuality Circle 202 Implementation Plan 202 Evolution ofParticipative Nfanagement 203 Government Policy and Participation 204 Structure of Participative Management 205 Organization of Participative Management 206 Fimctions of Participative Management 206 Nature and Benefits of Participation 207 The Indian Background 207 HRFocus 205 14. Empowerment 211-218 Characteristics of Empowered Organization 213 Shape for Empowerment 213 Guidelines for Introducing Empowerment 214 Factors Affecting Empowerment 214 Empowerment Cycle 215 Elements of an Empowered Management Style 216 Benefits of Empowerment 217 Conclusion 217 HR Focus 218 Part Five MAINTENANCE OF HUMAN RESOURCES 15. Labour Relations 221-258 Genesis and Growth of Labour Relations 222 Objectives of Labour Relations 223 Labour Relations and Related Legislation 223 Legal Framework of HRM 224 Trade Unionism 239 Collective Bargaining 242 HRM Approach to Employee Relations 248 Recommendation of Second National Commission on Labour, 2002 249 Conclusion 251 HR Focus 252 16. Reward System 259-273 Features of a Reward System 260 Rewards and the Expectancy Model: The Final Link 261 Determinants of Rewards 262 Rewarding Terms 265 HR Focus 265 17. Quality of Work Life 274-283 Key Supervisory Role 277 Conclusion 280 HR Focus 280 18. Compensation Management 284-298 A Model of the Consequences of Pay Dissatisfaction 284 Objectives of Comp Wsation Management 285 Major Phases of Compensation Management 286 HR Focus 280 19. Organization Analysis and Transformation 299-334 Theories of Organizational Change 299 Organization Development 302 Contents xi xii Contents Values, Assumptions and Beliefs in OD 304 Pillars of Organization Development 304 Diagnosing Groups and Jobs 306 Team Interventions 307 Collecting and Analyzing Diagnostic Information 308 Designing an Effective OD Intervention 309 Human Process Interventions 312 Techno-structural Interventions 315 Employee Involvement 317 Work Redesign Strategic Interventions 318 Organization Transformation 322 Evaluating and Institutionalizing OD Interventions 326 Leading and Managing Change 329 Problems and Challenges in OD 331 OD in Global Setting 331 HR Focus Part Six HR IN KNOWLEDGE ERA 20. Knowledge Creation and Management 337-346 Knowledge Management Architecture 337 Knowledge Conversion 339 Current Knowledge Management Deficits 340 Knowledge Management 341 Critical Importance of Knowledge Management in Organizations 341 Knowledge Management Process 343 HR Focus 21. Virtual Organization and Emerging HR Trend 347-356 Characteristics of Virtual Organization 348 Features of Virtual Organization 349 Types of Virtual Organization 350 Emerging HR Issues in Virtual Organization 350 Career Dynamics .v. 35 Performance Management 352 Sharing Information Selection Process Role Demand and Drivers 3o HR Focus....: 22. Learning Organization Six Antecedents of Organizational Learnings Leadership and Learning Organizations 36U HR Focus 23. Strategic Human Resource Management 364-381 Sequence of Strategic Formulation 366 Traditional HR vs Strategic HR 366 Implementation of Strategic HRM 368 Role of HR in Strategy Formulation 369 Contingency or Structural Approach to Strategy 370 Creating Performance Through Integrating People and Strategy 370 Conclusion 378 HR Focus 378 24. Human Resource in Information Technology Organizations 382-399 Buying Talents 383 Borrowing Talents 391 Building Talent 391 IT HR in Practice 395 Human Resource Assessment in IT Industry 396 Conclusion 398 HR Focus 398 25. Human Resource in Mergers and Acquisitions 400-411 Why Do Mergers and Acquisitions Fail? 401 Stages of Merger and Acquisition 403 Key Communication Principles and Tactics for Smooth Integration 406 Key to Success of Merger and Acquisition 407 Skills and Competencies of HR Professionals 407 Conclusion 408 HR Focus 408 26. International Human Resource Management 412-432 Domestic vs International HRM 414 International HRM 416 International Performance Management 421 International Compensation Management 426 Repatriation 429 Conclusion 431 HR Focus 431
Part Seven CASES OF INDIAN ORGANIZATIONS Contents xiii Vindhya Steel Limited 435 Promotion of Mr. Ritesh Mashroo 437 Dr. Rajan Gupta's Misery 439 The SBR and Vishnu 441 Future Bank 444 Sakshi Garments Limited 447 xiv Contents Case 7: Subramaniam's Dilemma 449 Case 8: The Final Settlement 452 Case 9: IMPLA Pharmaceuticals Limited 458 Case 10: Dilemma of Restructuring 460 Case 11: Swati Textile India Limited 464 Case 12: Asthana Motors Limited , 467 Case 13: Variable Pay Hike 469