Contents
Preface to the Second Edition xiii
Preface to the First Edition xv
About the Author . xvii
Chapterl Human Resource Management 1
Introduction 2
History of HRP 2
Development Process 3
Human Resource Development as a Separate
Personnel Discipline 5
Human Resource Management (HRM) and
Human Resource Development (HRD) 6
HRM Versus Personnel Management 7
HRD Concepts 8
Objectives of HRD 11
Role and Significance of HRD 13
Management of HRD Unit 14
Focus of the HRD System 14
Structure of HRD System 15
Roles of HRD Manager 18
Role of Consultants in HRD 19
Line Managers and HRD 21
HRD Culture 22
HRD Climate 23
HRD_Matrix 23
Chapter2 Human Resource Policies and Strategies 29
Introduction 30
Role of HR Strategy in Strategic Management 30
What is Policy? 32
HR Policies and Procedures 33
HR Programme 33
Considerations in Developing HR Policies 34
Framing Strategy 36
Strategic Control 38
Types of Strategic Control 39
Operational Control Systems 40
Functional and Grand Strategies 41
Operations Strategy Factors 41
HR Strategy Factors 42
Example of Strategy and Action Plan for HRM 42
Chapter3 Strategic Human Resource Planning 49
Introduction 50
Definition and Concepts 51
Benefits of Strategic Manpower Planning 52
Strategies, Methods, and Tools for Strategic Manpower Planning 53
Key Steps for Strategic Manpower Planning Assessing Competencies 53
Gap Analysis 55
Strategy Development 56
Overview of Integrated HRM 56
57 Strategic Manpower Planning System 58
A Business Process Approach to Human Resource Planning 59
Evolution of the HRM Business Process Model 61
Description of HRM Business Process Model 61
Different HRM Views 64
Chapter 4 Human Resource Planning 67
Introduction . 68
Defining HRP 69
Activities required for HRP /Manpower Planning 69
Responsibilities of the HR Department 70
Steps for HRP /Manpower Planning 70
Objectives of HRP 73
Manpower Demand Forecasting 74
Analysis of Performance 74
Analysis of Productivity 75
Macro and Micro Human Resource Planning 75
Labour Economics 86
Chapter 5 Resource Planning Process 93
Introduction 93
HRP Process Outline 95
Time Scale of HRP Forecasts 97
Difficulties in Manpower Forecasts Using Quantitative Tools 104
Use of Qualitative Models for Better Managerial Judgement 105 Analysis of Manpower Supply 107
Different Methods of Wastage Analysis 108
Manpower Planning Models 110
Chapter 6 : Productivity, Technology and HRP 125
Introduction 126
History 126
Defining Productivity 127
Improving Productivity 128
Total Factor Productivity 132
Productivity Measurements- Ratio Problem 136
HRP and Compensation 139
Gantt Task System 143
Corporate Sickness and Productivity 149
Technology Up gradation and Employment in India 152
Job Analysis, Description, and Job Evaluation 157
Introduction 158
Objectives of Job Information 158
Job Analysis 159
Job Questionnaire 160
Job Descriptions 161
Job Specifications 162
Should Employees See Their Job Descriptions? 163
Objectives of Job Description 163
Job Evaluation 165
Types of Job Evaluation Schemes 166
Limitations of job Evaluation 167
Job Design 167
Job Assessment 168
Pricing Job Value 168
Other Methods of Job Assessment 169
Work Measurement 176
Concept and Definition of Ergonomics 178
Impact of Ergonomics on Work Study 180
Ergonomics and Management 181
Motion Economy 182
Human Engineering 184
Value Analysis 185
Chapter 5 HRP, Recruitment, Selection and Induction 193
Introduction 194
Recruitment Function 195
Internal Recruitment 195
Recruitment Policy 196
Sources of Recruitment 196
Preliminary Screening of Applicants 198
Review of Application Blanks 199
Reference Checking 200
Psychological Testing 200
Defining Attitude 201
Attitude Survey 201
HRD and Attitudinal Change 205
Types of Measurement 207
Interview 210
Steps in Induction Programme 213
Employee Socialization 214
Placement 215
Importance of Induction and Placement 215
Chapter9 Career Planning, Development and Succession Planning 225
Introduction . 226
Definition of Career 226
Important Elements of Career 227
Overview of Career Development 228
Significance and Advantages of Career Development 230
Objectives of Career Development 230
Types of Career Development Programmes 231
Interrelation with other HRD Functions 231
Different Stages or Cycles of Career Development Process 233
Issues in Career Development Process 234
Career Anchors 236
Career Development and Employee Empowerment 238
Indian Scenario 239
Career Planning and Career Development Process 240
Integration of Career Development Process with Family Issues 240
Developing Career Paths Compatible to Changing Needs 240
Steps in the Career Planning Process 241
Future of Career Planning and Development in India 244
Succession Planning 245
Steps of Succession Planning 246
Management Development 247
Objectives of Management Development Programmes 249
Techniques of Management Development 252
Job Rotation 252
Assistants-to-Position 252
Projects and Boards 253
Auditing the MOP 253
Why MOPs Fail 255
Organizational Development 255
HRP and Organizational Culture 258
Chapter10 Training and Performance Appraisal 267
Introduction 268
Definition and Purposes 268
Need for Manpower Training 269
Classification of Training Programmes 270
Induction and Orientation 270
Supervisory Training Programme 271
Training for Top and Middle Management 271
Sequence of a Training Programme 272
Steps for Designing the Training Programme 272
Need for a Training Policy 273
Training Methods 273
Performance Appraisal 276
Traditional Methods of Performance Appraisal 277
Modem Methods 280
Steps in Performance Appraisal 283
Performance Counselling 283
Different Phases of Performance Counselling 284
Performance Counselling Process 285
Performance Management 286
Designing Metrics 289
Training and Development Programmes in India: Some Merging Issues 295
Chapter ll Skills and Multi Skilling 317
Introduction 318
Definition and Concepts 318
Multi Skilling 320
Competencies 320
India•n Scenario 322
Business Planning 324
Organizational Flexibility 326
Operational Approach 328
Capability Maturity Model (CMM) 328
Human Capital Return-on-Investment 332
Managing Manpower Redundancy 335
Chapter12 HRP, Transfer, Promotions and Job Rotation 341
,What is Transfer? 342
Objects of Transfer 342
Different Types of Transfers 343
Transfer Policy 343
Limitations of Transfer 344
Promotion 345
Forms of Promotion 345
Elements of Promotion 347
Objectives of Promotion 347
Promotion Policy 348
Basis of Promotion 350
Job Rotation 356
Chapter13 Human Resource Information Systems 365
Introduction 366
Definition and Concepts 366
Objectives of HRIS 368
HRIS-Stages of Development 368
HRIS Modules 369
HRIS Products Contents and Features 370
HRISforHRP 373
Other Technology Enablers 377
Chapter14 Human Resource Costs 383
Introduction 384
Developing an HR Costs Checklist 384
Chapter15 Human Resource Accounting and Audit 393
Introduction 394
Various Methods for Valuation of Human Resources 396
HRDAudit 397
HRResearch 403
HRD and National Planning 403
Chapter 16 Emerging Trends and Issues in HRP 409
Introduction 410
New HR Roles and Competencies 410
HR's Role as a Strategic Partner 413
What is a Balanced Scorecard? 413
Successful Execution 416
HR and Six-sigma Practices 416
Steps for Six Sigma 418
Relating Six Sigma to HR Strategy 418
HR and Innovation and Creativity 419
HR and BPOand HRO 421
Knowledge Management 424
References 429
Index 437