1Preface
1104.5 Need for Training and Development
2Chapter
1114.6 Assessment of Training Needs
31 Human Resource Management: An Overview
1124.6.1 Organizational Analysis
41.1 Introduction
1134.6.2 Task Analysis
51.2 Human Resource Management: Concept and Evolution
1144.6.3 Individual Analysis
61.2.1 Definition of Human Resource Management
1154.7 Training Methods and Techniques
71.2.2 Evolution of HRM
1164.7.1 On-Job Training Methods
81.3 Nature and Scope of Human Resource Management
1174.7.2 Off-the-Job Training Methods
91.3.1 Features of HRM
1184.8 Exercises
101.3.2 Nature of HRM
1194.9 Further Readings
111.3.3 Scope of Human Resource Management
120Chapter
121.4 HRM Objectives and Policies Formulation
1215 Employee Performance Appraisal
131.4.1 HRM Objectives
1225.1 Introduction
141.4.2 Human Resource Policies
1235.2 Performance Appraisal: Definition, Concept
151.4.3 Purpose of HR Policies
1245.3 Purpose and Uses of Performance Appraisal
161.5 Importance of HRM
1255.3.1 Purpose of Performance Appraisal
171.5.1 Recruitment and Training
1265.3.2 Uses of Performance Appraisal
181.5.2 Performance Appraisals
1275.4 Process of Performance Appraisal
191.5.3 Maintaining Work Atmosphere
1285.5 Performance Appraisal Methods
201.5.4 Managing Conflicts and Disputes
1295.5.1 Modern Performance Appraisal Methods
211.5.5 Strategy Management
1305.5.2 Traditional Methods
221.6 Four Levels of Significance of HRM
1315.6 Problems of Performance Appraisal
231.6.1 Corporate
1325.7 Merits and Limitations of Performance Appraisal
241.6.2 Professional Importance
1335.7.1 Merits of Performance Appraisal
251.6.3 Social Importance
1345.7.2 Limitations of Performance Appraisal
261.6.4 Importance to a Nation
1355.8 Potential Appraisal
271.7 Challenges of HRM
1365.8.1 Purposes of a Potential Appraisal
281.7.1 Managing Workforce Diversity
1375.8.2 Techniques of Potential Appraisal
291.7.2 Meeting Aspirations of Employees
1385.9 Performance Management versus Performance Appraisal
301.7.3 Empowerment of Employees
1395.10 Exercises
311.7.4 Management of Human Relations
1405.11 Further Readings
321.7.5 Dynamic Personnel Policies and Programs
141Chapter
331.7.6 Building Responsive Organisation
1426 Human Resource Audit
341.7.7 Creating Dynamic Work-Culture
1436.1 Introduction
351.7.8 Building Core Competence and Creating Competitive Advantage
1446.2 HR Audit: Meaning and Definition : 6.2.1 Definition
361.7.9 Outsourcing HRM Functions
1456.3 Need of Human Resource Audit: 6.3.1 Purpose of HR Audit
371.8 Changing Role of the HR Managers in Today Organizations
1466.4 Nature and Scope of HR Audit
381.9 Personnel Management
1476.4.1 Nature of Human Resource Audit
391.9.1 Nature of Personnel Management
1486.4.2 Human Resource Management Audit – Scope
401.9.2 Role of a Personnel Manager
1496.5 HRD Audit Process
411.10 Exercises
1506.6 Human Resource Audit – Modules
421.11 Further Readings
1516.6.1 Recruitment and Selection Assessment Module
43Chapter
1526.6.2 Performance Management Module
442 Recruitment and Selection
1536.6.3 Compensation Management Module
452.1 Introduction
1546.7 Human Resource Audit – Approaches
462.2 Recruitment: Meaning and Nature
1556.8 Human Resource Audit – Scoring
472.2.1 Meaning
1566.9 Consequence of HRD Audit
482.2.2 Nature of Recruitment
1576.10 Methodology of HR Audit
492.3 Sources of Recruitment
1586.10.1 Individual Interview Method
502.3.1 Internal Sources of Recruitment
1596.10.2 Group Interview Method
512.3.2 External Sources
1606.10.3 Workshop Method
522.4 Objectives of Recruitment
1616.10.4 Questionnaire Method
532.5 Factors Affecting Recruitment
1626.11 Issues and Challenges in HR Audit
542.5.1 Internal Factors Affecting Recruitment
1636.11.1 Auditing Independence
552.5.2 External Factors Affecting Recruitment
1646.11.2 The Scope and Audit Method
562.6 Process of Recruitment
1656.11.3 Auditor/s Capacity
572.6.1 Recruitment Planning
1666.12 Limitations of HRD Audit
582.6.2 Strategy Development
1676.13 Exercises
592.6.3 Searching
1686.14 Further Readings
602.6.4 Screening
169Chapter
612.6.5 Evaluation and Control
1707 Human Resource Information System
622.7 Recruitment Policy and Recruitment Strategies
1717.1 Introduction
632.7.1 Components of the Recruitment Policy
1727.2 Human Resource Information System: Concept and Evolution
642.7.2 Recruitment Strategies
1737.2.1 What is HRMS/HRIS?
652.8 Selection: Meaning and Definition
1747.2.2 Evolution of HRIS
662.8.1 Meaning
1757.3 Essential Features of HR Software
672.8.2 Definition of Selection by Various Authors
1767.4 Database Concepts and its Application in HRIS
682.8.3 Benefits of Selection
1777.5 Functions of Human Resource Information System
692.8.4 Steps in Selection Process
1787.6 The Components of an HRIS System
702.9 Factors Affecting Selection : 2.9.1 Environmental Factors Affecting the Selection Process
1797.7 Steps in Implementation of HRIS : 7.7.1 What to Expect When You are Implementing a New HRIS?
712.10 Induction
1807.8 Advantages and Disadvantages of the Human Resource Information System
722.10.1 Need for Induction Orientation
1817.8.1 HRIS Advantages
732.10.2 Steps in the Induction Program
1827.8.2 HRIS Disadvantages
742.10.3 Types of Induction Programs
1837.9 The Organizational Structure of Human Resource Information Systems
752.11 Exercises
1847.10 Human Resource Management Systems versus Human Resource Information Systems
762.12 Further Reading
1857.11 Modules in Human Resource Management Systems
77Chapter
1867.12 Exercises
783 Job Analysis - Job Description and Job Specification
1877.13 Further Readings
793.1 Introduction
188Chapter
803.2 Job Analysis: Meaning and Concept
1898 Compensation Management
813.3 Elements of Job Analysis
1908.1 Introduction
823.3.1 Job Description
1918.2 Compensation: Use and Components
833.3.2 Job Specifications
1928.2.1 How is compensation used?
843.4 Need and Importance of Job Analysis
1938.2.2 What are the components of a compensation system?
853.5 Process of Job Analysis: 3.5.1 Steps in Job Analysis Process
1948.3 Types and Forms of Compensation Provided to Employees in an Organization
863.6 Methods of Job Analysis
1958.3.1 Financial Compensation
873.6.1 Observation Method
1968.3.2 Non-Financial Compensation
883.6.2 Interview Method
1978.3.3 Types of Compensation – Related to Workers
893.6.3 Questionnaire
1988.3.4 Types of Compensation – Prevalent in the Indian Industries
903.7 Job Design
1998.4 Compensation Management: 8.4.1 Benefits of Compensation Management for Organization
913.7.1 Meaning of Job Design
2008.5 Job Evaluation
923.7.2 Definition of Job Design
2018.5.1 Meaning and Definition
933.7.3 Importance of Job Design
2028.5.2 Need and Objectives of Job Evaluation
943.7.4 Methods of Job Design
2038.5.3 Principles of Job Evaluation
953.7.5 Major Factors Affecting Job Design
2048.5.4 Assumptions in Job Evaluation
963.7.6 Different Approaches to Job Design
2058.5.5 Process of Job Evaluation
973.8 Exercises
2068.6 Job Evaluation Methods
983.9 Further Readings
2078.6.1 Job Ranking
99Chapter
2088.6.2 Factor Comparison Method
1004 Training and Development
2098.6.3 Job Classification
1014.1 Introduction
2108.6.4 Point-factor Method
1024.2 Concept of Training
2118.6.5 Computer Assisted Job Evaluation
1034.2.1 Functions of Training
2128.7 Advantages and Limitations of Job Evaluation
1044.2.2 Objectives of Training
2138.7.1 Advantages of Job Evaluation
1054.3 Training Process
2148.7.2 Limitation of Job Evaluation
1064.4 Stakeholders Role in Training Program
2158.8 Exercises
1074.4.1 Role of Organization
2168.9 Further Readings
1084.4.2 Role of Trainee
217Glossary
1094.4.3 Role of Trainer
218Index
