Human resource management/ Biswajeet Pattanayak

By: Pattanayak, BiswajeetMaterial type: TextTextPublication details: New Delhi: PHI Learning, 2010Edition: 3rd.edDescription: 484 p. 24 cmISBN: 9788120327115Subject(s): Personnel management | Human capital | IndiaDDC classification: 658.3
Contents:
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
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Item type Current library Call number Status Date due Barcode Item holds
General Books General Books Central Library, Sikkim University
General Book Section 		658.3 PAT/H (Browse shelf(Opens below)) Available P18492
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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

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