Ever since the appearance of the first edition of the Human Resources Management and Human Relations in the realm of management literature in India, the HRM concept has attained wider dimensions. Managers across the globe now visualise HRM as their focus arena for action. Akio Morita, co-founder of Sony Corporation, Japan says, “I emphasise this – no matter how good or successful you are or how clever or crafty your business; its future are in the hands of the people you hire.”
In the 21st century, the world is groping with a new normal; a business environment that is Volatile, Uncertain, Complex and Ambiguous or VUCA. Comprehending and competently leveraging in the VUCA environment has become essential for success and growth for the business leaders leading to optimum performance of the organisations. It is the human capital in the organisation that will be largely responsible for the ability of the organisation in sustaining and succeeding in the emerging environment. Hence, it is the human side of the organisation which will be the key differentiator in the organisation’s ability to cope, manage and succeed in the VUCA environment.
This throws up new challenges for the HR professionals and shifts the focus on Human Resources like never before. The changing role of HR as an active business and strategic partner has opened up new possibilities for the HR function and the HR professional.
HRM is now a subject of study in almost all universities and management training institutions either as a separate area of study or as a part of the management education. This work has found favour with all those who are associated with the teaching and learning of HRM. Suggestions have been incorporated in the current edition of the book and the revised version of HRM and HR will be of great utility to all those who are interested in the subject, more particularly to HRM professionals and the students of HRM, HRD, Human Relations, Organisational Behaviour, Social Sciences and Human Side of Enterprise.
Contents –
1. An Introduction to Human Resource Management
2. The Changing Environment of HRM
3. Strategic Human Resources Management
4. Human Resource Planning
5. Job Analysis and Job Design
6. Recruitment, Selection, Placement and Induction
7. Training and Development
8. Performance Management
9. Career Planning and Development
10. Employee Compensation
11. Human Resources Development
12. Organisation Development
13. Communication in HRM
14. Motivation in HRM
15. Executive Counselling in HRM Process
16. HR Manager’s Leadership
17. Human Relations
18. Approaches to Human Relations
19. Industrial Relations
20. Workers’ Involvement in Management
21. Conclusion
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