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 Bangalore 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 SEP syllabus of Human Resource Management of Second semester BBA, 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 FOUNDATIONS OF HRM
Introduction – Meaning and Definition of HRM – Objectives of HRM – Evolution of HRM: Personnel Management to Strategic HR – Functions of HRM: Managerial Functions (Planning, Organizing) – Operational Functions (Recruitment, Training) – HR Policies and Procedures – HRM vs HRD: Key Differences – Importance of HRM in Modern Organizations.
MODULE – 2 HUMAN RESOURCE PLANNING & JOB ANALYSIS
Human Resource Planning – Meaning and Process – Demand Forecasting Techniques – Supply Forecasting Techniques – Job Analysis: Meaning and Methods (Questionnaires, Interviews) – Job Description vs Job Specification – Traditional Methods: Time-and-Motion Studies – Modern Trends: AI in Workforce Planning – Challenges in HR Planning.
MODULE – 3 RECRUITMENT & SELECTION
Recruitment – Meaning and Sources (Internal vs External) – Selection Process: Steps from Screening to Appointment – Traditional Tools: Interviews, Reference Checks – Modern Tools: AI-Based Screening, Psychometric Tests – Legal Aspects: Equal Employment Opportunity (EEO) – Barriers to Effective Selection – Difference Between Recruitment and Selection.
MODULE – 4 TRAINING & PERFORMANCE MANAGEMENT
Training and Development – Meaning and Objectives – Methods of Training (On-the-Job, Off-the-Job) – Kirkpatrick’s Model of Training Evaluation – Performance Appraisal: Meaning and Methods (Graphic Rating Scales, 360-Degree Feedback) – Traditional vs Modern Appraisal Techniques – Challenges in Performance Management – Bias in Appraisals.
MODULE – 5 EMERGING TRENDS IN HRM & EMPLOYEE WELFARE
Compensation Management – Meaning and Components (Salary, Incentives) – Employee Welfare: Statutory and Non-Statutory Measures – Work-Life Balance: Flexible Work Arrangements – Grievance Handling: Traditional vs Digital Methods – Future Trends: Gig Economy, Automation in HR – Employee Analytics – Ethical Issues in HRM.
