In the later part of 1980s very many innovative practices emerged on the corporate scene. Human Resources Development (HRD) is one discipline which was assumed as a vital activity to develop the business in an organisation. Since then all most all business houses considered HRD as a big factor for their success and established HRD wings in their organisations, formulated HRD policies and appointed HR personnel to implement these policies.
During this period, to give a clear picture of HRD, volumeneous literature was rolled out by publishers and written by great scholars. They tried and analysed the distinction between traditional practices which were called “Personnel Management” and “Human Resources Management (HRM)” as it is called today.
The literature available on HRM is extensive. The learners at the entry level may feel it difficult to understand various dimensions HRM. As this subject is introduced at degree level in various universities of Karnataka including Bengaluru North University, an attempt is made in this title to give an overview of HRM to be easily understood by these entry level students. The content covers the syllabus of Human Resource Management of second semester B.Com of Bangalore University.
The title is subdivided into chapters throwing light on the main theme of HRM. Each chapter contains, learning objective, text, graded review questions for better understanding of the subject and skill exercises. It is written in a direct style and is easy to understand.
Contents –
MODULE 1: PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT
Evolution of human resource management & Context of Human Capital Management – The importance of the human factor as capital in the present era – Challenges in sourcing right candidates -Role of human resource manager – Inclusive growth and affirmative action, Human resource policies – Human resource accounting and audit.
MODULE 2: JOB ANALYSIS: RECRUITMENT, SELECTION, TRAINING & DEVELOPMENT
Dynamics of Employee-Management relationship, Talent Management, Talent Acquisition, Job Analysis: Job Description vs. Job Specification, Methods of Collecting Job Analysis Information; Role of Recruitment and Selection, Recruitment Policy, External and Internal Sources of Recruiting – Merits and Demerits, Selection Process and Types of Interview – Orientation and induction-Training and Development; the Steps in Training Process; Career and Succession Planning: Career Stages, Career Development, Career Management Succession Planning; Case Discussion on Succession Planning.
MODULE 3: PERFORMANCE EVALUATION AND CONTROL PROCESS
Nature and Methods of performance evaluation – Feedback – Industry practices. Promotion, Demotion, Transfer and Separation – Implication of job change. The control process – Importance – Methods – Requirement of effective control systems grievances – Causes – Implications – Redressal methods. Outsourcing and its HR Dimensions; Human Resource Planning and Downsizing: Voluntary Redundancy and Ways of Downsizing, Importance of Bench Marking.
MODULE 4: EMERGING TRENDS IN CORPORATE STRUCTURE
Emerging Trends in Corporate Structure, Strategy and Culture – Impact of Technology on Organizational design – Mechanistic Vs Adoptive Structures – Formal and Informal Organisation. Comparative Management Styles and approaches – World Management Vs Japanese Management Practices, International Human Capital Management – Role of technology in human resource Management.
MODULE 5: ETHICS IN CAPITAL RESOURCE MANAGEMENT
Ethics in HRM- Unfair employee benefits and compensation Plans, Discriminatory practices based on gender, race, disability, age and other aspects. Unfair recruitment practices, Wrong communications in groups, Unethical accounting of salary and perquisites, Conflict of interest in the organization.
