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Table Of Contents

1.3 ROLE OF HUMAN RESOURCES MANAGERS
1.4 HISTORY OF HUMAN RESOURCES MANAGEMENT
1.5 INFLUENCE OF CULTURE ON HUMAN RESOURCE MANAGEMENT
1.6 TECHNOLOGICAL IMPACT ON HUMAN RESOURCE PRACTICES
1.7 HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
1.8 IMPACT OF COMMUNICATION ON WORKPLACE DYNAMICS
1.9 WORK PLACE ETHICS
1.10 UNDERSTANDING WORK FORCE DIVERSITY
1.11 MANPOWER MANAGEMENT
1.12 FOCUS ON QUALITY
1.13 WORK LIFE BALANCE
1.14 KNOWLEDGE MANAGEMENT
1.15 EMPLOYEE INVOLVEMENT
2.1 INTRODUCTION
2.2.1 Assessing Current Human Resources
2.2.5 Job Rotation
2.3.1 Changes in Internal Supply
2.3.2 Changes in External Supply
2.3.3 Matching Demand and Supply
2.3.4 Constriants on Recruiting
2.4.1 Recruiting Sources
2.4.2 Casual or Unsolicited Applicants
2.4.3 Recruitment Challenges
2.5.1 The Selection Process
2.5.2 Initial Screening
2.5.3 Completion of Application Form
2.5.4 Employment Tests
2.5.5 Comprehensive Interview
2.5.6 Background investigation
2.5.7 Physical Examination
2.5.8 Final Job Offer
2.6.1 Orientation
2.6.2 Need for Socialization
2.6.3 Socialisation Process
3.1 INTRODUCTION
3.2 IMPORTANCE OF TRAINING AND DEVELOPMENT
3.3 WHAT IS TRAINING?
3.4.1.1 Apprenticeship programs
3.4.1.2 Job Instruction training
3.4.2 Off-the-Job Training
3.4.3.1 On-the -Job Executive Development Techniques
3.4.3.2 Off -the-Job Executive Development
3.4.4 Evaluation of Effectiveness of Training
3.4.5.1 What is career Development?
3.4.5.2 Uses of a good career development Program
3.4.5.3 CAREER DIMENSIONS
3.4.5.4 Career agAREER STAGES
3.4.5.5 Matching career Dimensions with stages
3.4.5.6 Effective career devlopment
3.6 MENTORING
3.7 ORGANIZATIONAL DEVELOPMENT
3.8 LEARNING ORGANIZATION
4.1 INTRODUCTION
4.2 WHAT IS MOTIVATION?
4.3.1 Maslow’s Hierarchy of Needs
4.3.2 Herzberg’s Motivation Hygiene Theory
4.3.5 McGregor’s Theory X and Theory Y
4.3.6 McClelland’s Achievement, Power, and Affiliation Motives
4.4.1 Adams Equity Theory
4.4.2 Vroom’s Theory
4.4.3 Porter and Lawler’s Theory
4.5 JOB SATISFACTION
4.6.1 Job Rotation
4.6.2 Work Modules
4.6.3 Shorter Work Week
4.6.4 Flextime
4.6.5 Performance Based Pay
4.6.6 Skill Based Pay
4.6.7 Flexible benefits
4.6.8 Employee involvement
4.6.9 Recognition Programs
4.7 REWARDS AND COMPENSATION ADMINISTRATION
4.8.1 Intrinsic or Extrinsic rewards
4.8.2 Financial or Non-financial Rewards
4.8.3 Performance-Based or Membership-Based Rewards
4.9 QUALITIES OF EFFECTIVE REWARDS
4.10 CRITERIA FOR REWARDS DISTRIBUTION
4.11 JOB EVALUATION AND PAY STRUCTURE
4.12 DESIGN OF THE PAY STRUCTURE
4.13 INCENTIVE COMPENSATION PLANS
4.14 BENEFITS
4.15.1 Health
4.15.2 Safety
4.15.3 Welfare
4.15.4 Voluntary Benefits
4.15.5 Other Benefits
5.1 INTRODUCTION
5.2 WHAT IS PERFORMANCE APPRAISAL?
5.3 THE APPRAISAL PROCESS
5.4.1 ABSOLUTE STANDARDS
5.4.2 Relative Standards
5.7.4 Disciplinary Actions
5.8.1 Why do Grievances Occur?
5.8.2 Grievance Procedure
5.8.3 Grievance Redressal Machinery
5.9.1 Causes of Industrial Conflict
5.9.2 Conflict Resolution Machinery
6.Is the hot stove method a good method for disciplining employees?
7.How can a grievance be resolved empathically?
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DBA1653Human Resource Management

DBA1653Human Resource Management

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Published by: prawinarun on Nov 28, 2012
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07/10/2013

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