| 000 | 08085 a2200181 4500 | ||
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| 999 |
_c56892 _d56892 |
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| 020 | _a8174464980 | ||
| 082 |
_a658.3 _bBHA |
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| 100 |
_aBhattacharyya, Dipak kumar _973380 |
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| 245 | _aHuman resource planning | ||
| 250 | _aEd.2 | ||
| 260 |
_aNew Delhi _bExcel Book _c2009 |
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| 300 | _axvii,441p. | ||
| 505 | _aContents 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 | ||
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| 890 | _aIndia | ||
| 891 | _aGratis | ||
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