Contents
PAGE
Preface I-5
Acknowledgements I-9
Syllabus I-11
UNIT 1
INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT
CHAPTER 1
HRM: CONCEPT, FUNCTIONS, ROLES &
COMPETENCIES
Introduction 1.3
Definition 1.4
Nature of HRM 1.4
Scope of HRM 1.6
Objectives of HRM 1.6
Importance of HRM 1.7
Functions of HR manager 1.8
Managerial functions 1.8
Operative functions 1.9
Role and status of HR manager 1.14
Administrative roles 1.16
Operational roles 1.17
Strategic roles 1.18
Competencies & qualifications of HR Manager 1.18
I-13
I-14 CONTENTS
PAGE
Summary 1.21
TEST QUESTIONS 1.22
CASE STUDY 1.24
CHAPTER 2
HR POLICIES & EVOLUTION OF HRM
Introduction 2.1
The need for HR policies 2.2
Definition 2.2
Types of HR policies 2.3
Benefits of HR policies 2.3
Obstacles in administering HR policies 2.4
Characteristics of a sound HR policies 2.5
Coverage of HR policies 2.6
HR policies in India: current scenario 2.7
Personnel function vs. HRM 2.9
Human resource management: origins and growth 2.10
Growth of HRM in India 2.11
Summary 2.13
TEST QUESTIONS 2.14
CASE STUDY 2.15
CHAPTER 3
EMERGING CHALLENGES & WORK
FORCE DIVERSITY
Introduction 3.1
Emerging challenges 3.2
Emerging issues in HRM : Technology & HRM 3.3
Work force diversity 3.11
Importance 3.12
Workforce diversity in India 3.13
Age and workforce composition 3.13
Gender and women at work 3.14
Minorities/backward castes 3.15
CONTENTS I-15
PAGE
Managing a diverse workforce: Challenges 3.15
Diversity management strategies 3.17
Summary 3.18
TEST QUESTIONS 3.19
CASE STUDY 3.20
CHAPTER 4
EMPOWERMENT, DOWNSIZING WORK LIFE
BALANCE & VRS
Introduction 4.1
Importance of empowerment 4.2
How to achieve empowerment? 4.3
Inhibitors to empowerment 4.4
Conditions necessary for empowerment 4.5
Techniques to empower employees 4.6
Downsizing 4.6
Reasons for downsizing 4.7
Strategy and ethics for downsizing 4.8
Downsizing and HR 4.9
Work life balance 4.10
The practical side of the coin 4.13
Voluntary retirement scheme (VRS) 4.14
Complicating issues in VRS 4.16
Summary 4.17
TEST QUESTIONS 4.18
CASE STUDY 4.20
UNIT 2
PROCUREMENT OF HUMAN RESOURCES
CHAPTER 5
JOB ANALYSIS
Introduction 5.3
Benefits of job analysis 5.4
I-16 CONTENTS
PAGE
Job analysis: Who, when and which jobs? 5.5
The process of job analysis 5.6
Methods of collecting job analysis 5.6
Behavioural factors in job analysis 5.8
Job description 5.9
Problems with job description 5.10
Job specification 5.11
Summary 5.12
TEST QUESTIONS 5.13
CASE STUDY 5.14
CHAPTER 6
HUMAN RESOURCE PLANNING (HRP)
Introduction 6.1
Five key questions in HRP 6.2
Features of HRP 6.2
Objectives of HRP 6.3
Importance of HRP 6.3
Process of human resources planning 6.4
Forecasting the demand for human resources 6.4
HRP: qualitative and quantitative aspects 6.6
Forecasting the supply of human resources 6.8
Formulating HR plans 6.9
Limitations of HRP 6.10
Effective human resource planning 6.11
Summary 6.11
TEST QUESTIONS 6.12
CASE STUDY 6.14
CHAPTER 7
RECRUITMENT
Introduction 7.1
Features of recruitment 7.1
Objectives of recruitment 7.2
CONTENTS I-17
PAGE
Process of recruitment 7.2
Factors affecting recruitment 7.3
Recruitment vs. Selection 7.3
Sources of recruitment 7.4
Internal sources 7.4
External sources 7.5
Methods of recruitment 7.6
Internal methods 7.6
External methods 7.7
Summary 7.10
TEST QUESTIONS 7.10
CASE STUDY 7.12
CHAPTER 8
SELECTION
Introduction 8.1
Selection process: Positive or Negative? 8.2
Steps in the selection process 8.2
Summary 8.14
TEST QUESTIONS 8.14
CASE STUDY 8.16
CHAPTER 9
PLACEMENT, INDUCTION, SOCIALIZATION
& RETENTION
Introduction 9.1
Placement: Nature and benefits 9.1
Induction/orientation 9.2
Objectives 9.3
Steps in the induction programme 9.4
Follow up 9.5
Socialization 9.6
Induction guidelines 9.8
I-18 CONTENTS
PAGE
Retention 9.9
Meaning 9.9
Need and importance 9.9
Why do employees leave? 9.11
Employee retention strategies 9.11
6 Ways to retain good employees 9.13
HR and employee retention 9.15
Summary 9.15
TEST QUESTIONS 9.16
CASE STUDY 9.17
UNIT 3
UPGRADING EMPLOYEES : TRAINING
& DEVELOPMENT
CHAPTER 10
TRAINING
Introduction 10.3
Purposes of training 10.5
Importance of training 10.6
Key areas of training 10.6
Role specific training 10.7
Competency based training 10.9
Designing a CBT programme: essentials 10.11
Training process outsourcing (TPO) 10.12
Designing a training programme: a systematic approach 10.14
Principles of training 10.16
Scope of training 10.18
Employee onboarding 10.19
Program components 10.20
Soft skills training 10.21
Process of soft skills training 10.22
Technical skills training 10.23
Violence & harassment at work 10.24
CONTENTS I-19
PAGE
Sexual harassment at work 10.24
Posh (prevention of women from the sexual harassment) Act, 2013 10.25
Product/service training 10.26
Quality training 10.27
Summary 10.29
TEST QUESTIONS 10.30
CASE STUDY 10.32
CHAPTER 11
TRAINING & DEVELOPMENT METHODS
Developing human resources 11.1
Definition 11.2
Importance 11.2
Developing human resources: Methods 11.3
E-learning 11.10
Summary 11.17
TEST QUESTIONS 11.17
CASE STUDY 11.19
UNIT 4
PERFORMANCE APPRAISAL & COMPENSATION
MANAGEMENT
CHAPTER 12
PERFORMANCE & POTENTIAL APPRAISAL
Introduction 12.3
Features of performance appraisal 12.4
Objectives of performance appraisal 12.4
Benefits of performance appraisal 12.5
Performance appraisal process 12.5
Performance management 12.7
Performance appraisal vs. Performance management 12.8
Methods of performance appraisal 12.9
Individual evaluation methods 12.9
I-20 CONTENTS
PAGE
Multiple-person evaluation methods 12.16
Other methods 12.17
360-Degree appraisal system 12.19
Problems with performance appraisal 12.21
Effective appraisal system 12.23
Potential appraisal 12.24
Summary 12.26
TEST QUESTIONS 12.27
CASE STUDY 12.29
CHAPATER 13
EMPLOYEE COUNSELLING
Introduction 13.1
Objectives of counselling 13.3
Benefits of counselling 13.3
Process of counselling: sequential steps 13.4
When to counsel and who should counsel? 13.4
Where should you counsel and who should be present? 13.5
Effective counselling 13.5
How to help an underachieving employee ? 13.6
Summary 13.7
TEST QUESTIONS 13.7
CASE STUDY 13.8
CHAPTER 14
JOB CHANGES: TRANSFERS AND PROMOTIONS
Introduction 14.1
Transfer 14.2
Types of transfers 14.3
Benefits and problems 14.4
Transfer policy 14.4
Promotion 14.5
Bases of promotion 14.5
Promotion policy 14.7
CONTENTS I-21
PAGE
Demotion 14.8
Summary 14.9
TEST QUESTIONS 14.9
CASE STUDY 14.11
CHAPTER 15
COMPENSATION & FRINGE BENEFITS
Introduction 15.1
Definition 15.1
Nature of compensation 15.2
Objectives of compensation 15.3
Importance of compensation 15.3
Compensation administration 15.4
Objectives of compensation administration 15.5
Compensation policy 15.6
Factors influencing compensation policies 15.6
Wage policy in India 15.7
Minimum wage, fair wage and living wage 15.8
The code on wages 2021 15.9
Factors influencing compensation criteria 15.10
Regulatory framework impacting compensation policies 15.13
Fringe benefits 15.14
Need for fringe benefits 15.15
Objectives of fringe benefits 15.15
Types of fringe benefits 15.16
Employee security 15.17
Safety and health 15.17
Workmen’s compensation 15.18
Health benefits 15.18
Welfare and recreational facilities 15.19
Old age and retirement benefits 15.20
Summary 15.21
TEST QUESTIONS 15.22
CASE STUDY 15.24
I-22 CONTENTS
PAGE
CHAPTER 16
INCENTIVES AND PERFORMANCE LINKED
COMPENSATION
Introduction 16.1
Incentive plans 16.2
Features of incentive plans 16.2
Performance-based incentive compensation 16.3
Individual incentives 16.4
Performance based incentives 16.7
Group/team based incentive plans 16.8
Organisation wide incentive plans 16.9
Pay for performance systems 16.12
Merit pay 16.12
Variable pay 16.13
Skill-based pay 16.13
Competency-based pay 16.14
Pay for performance systems: the plus and minus side 16.15
Meeting the pay-for-performance challenges 16.15
Broadbanding 16.16
Pay band compensation system 16.16
Summary 16.19
TEST QUESTIONS 16.19
CASE STUDY 16.21
CHAPTER 17
JOB EVALUATION
Introduction 17.1
Features of job evaluation 17.2
Process of job evaluation 17.2
Essentials for the success of a job evaluation programme 17.3
Benefits of job evaluation 17.4
CONTENTS I-23
PAGE
Job evaluation methods 17.4
Limitations of job evaluation 17.8
TEST QUESTIONS 17.9
CASE STUDY 17.10
UNIT 5
EMPLOYEE MAINTENANCE, ENGAGEMENT &
EMERGING HORIZONS
CHAPTER 18
EMPLOYEE HEALTH, SAFETY, WELFARE
AND SOCIAL SECURITY
Introduction 18.3
Need for health 18.4
Legal provisions regarding health 18.4
Safety 18.6
Types of injuries and accidents 18.7
Legal provisions regarding safety (secs. 21-41) 18.8
Industrial accidents: Indian scenario 18.11
Effective safety management 18.12
Employee welfare 18.13
Features of labour welfare 18.14
Importance of labour welfare 18.14
Agencies for welfare work 18.15
Types of welfare facilities 18.15
Statutory provisions 18.16
Social security 18.17
Types of social security benefits 18.18
Social security in India 18.18
Social security measures in India: a review 18.19
Summary 18.20
TEST QUESTIONS 18.21
CASE STUDY 18.23
I-24 CONTENTS
PAGE
CHAPTER 19
GRIEVANCE HANDLING AND REDRESSAL
Introduction 19.1
Features of grievances 19.2
Forms of grievances 19.2
Complaint vs. grievance 19.2
Causes of grievances 19.3
Effects of grievances 19.3
Advantages of having an effective grievance procedure 19.4
Discovery of grievances 19.4
Effective redressal of grievances 19.5
Steps in the grievance procedure 19.6
Model grievance procedure 19.6
Guidelines for handling grievances 19.7
Summary 19.10
TEST QUESTIONS 19.10
CASE STUDY 19.11
CHAPTER 20
EMPLOYER—EMPLOYEE RELATIONS,
INDUSTRIAL DISPUTES & STRESS FREE
ENVIRONMENT
Introduction 20.1
Employer’s point of view 20.2
Employees’ point of view 20.2
Employer-employee relations: Current scenario 20.3
Industrial relations: concept, objectives & importance 20.6
Objectives of industrial relations 20.8
Significance of industrial relations 20.8
Essential conditions for sound industrial relations 20.9
Industrial disputes 20.10
Forms of industrial disputes 20.10
Causes of industrial disputes 20.11
Industrial disputes in India 20.12
Industrial disputes: Preventive machinery 20.12
CONTENTS I-25
PAGE
Industrial disputes: Settlement machinery 20.15
Current issues and future challenges 20.19
Labour law amendments 20.22
Stress free environment 20.23
Summary 20.28
TEST QUESTIONS 20.28
CASE STUDY 20.30
CHAPTER 21
E-HRM, HRIS & HR AUDIT
Electronic HRM (E-HRM) 21.1
Types of E-HRM 21.2
Objectives of E-HRM 21.3
Advantages and limitations of E-HRM 21.3
Scope of E-HRM 21.4
Functions of E-HRM 21.5
E-performance management 21.5
Benefits of e-performance appraisal system 21.6
E-salary review 21.6
E- 360° appraisals 21.6
E-recruitment and selection 21.7
E-succession planning and career management 21.8
E-skill management 21.8
E-training management 21.9
E-discipline and grievance management 21.10
Human resource information system (HRIS) 21.11
Setting up HRIS 21.13
Computerised HRIS 21.14
Personnel inventory 21.15
HR audit: introduction 21.16
HR audit process 21.19
Summary 21.22
TEST QUESTIONS 21.23
CASE STUDY 21.25
I-26 CONTENTS
PAGE
CHAPTER 22
EMERGING HORIZONS
Redundant manpower 22.1
Retrenchment 22.2
Lay off 22.2
Discharge and dismissal 22.3
Redundancy, layoffs & downsizing: Differences 22.3
Emerging job opportunities 22.5
AI is changing the job market scenario 22.6
Skill requirements in the new age 22.6
The future of work: trends 2023 (gartner predictions) 22.7
Job market trends and challenges 2023 22.10
Talent management 22.15
Talent management: Evolution 22.16
What is talent management? 22.17
Benefits of talent management 22.19
Talent management process 22.20
Talent management strategy 22.21
Managing talent in the 21st century 22.21
Employee burnout 22.24
Reducing burnout 22.26
Strategies to beat burnout (at the individual level) 22.26
Strategies to beat burnout (at the organizational level) 22.27
Work life balance 22.29
Defining work life balance 22.31
The practical side of the coin 22.32
Remote work/working from home 22.34
Work from home (WFH) policy 22.37
Summary 22.39
TEST QUESTIONS 22.40
CASE STUDY 22.42
u Question Papers
l B.Com. (Hons.) : 2018 P.1
l B.Com. : 2021 P.4
l B.Com. : 2022 P.5
l B.Com. (Hons.) : 2022 P.6
