IOAN BES@ WRGE MANAGEMENT Text and CasesHuman Resource Management Text and Cases Second Enition VIKAS* PUBLISHING HOUSE PVT LTD.E-23, Setor8, Moda 201901 (UP) Inca Phare: 81-)20-4078900 « Fas: ¥91-*20-4078009 “RAS regiiaved Ofc, $78, Nasjel Reed, Jungputs, Mew DMtRL1T0014 nia Ema nepnegakaspuBbmgcom + Vabere waniRaRpatating com 1 Bengal Flat Flo ME, Bhanan, th Seva ah Man Son ag ‘Bengooustanega «Ph -9120 innuens, Sexe tase “+ Cherm 5-12 Helton Charters, 1, hon Moni ol, rsa henne Sadan sO agrasoHr 254500 f Mieramaa. + ace Marwan FAL (GA), 26.9618, eat No 20 Mansy Saga itydoskansconse «2h ob1 40 saGa0Re «Fae <9 SO 2¥Rom is VIKAS" PUBLISHING HOUSE PYT LTD “+ otata 5 nb. Reema San ons oka FOCOL wy. -77ATEBS + Muaai £8, tel Faw Aliya Ea Cte Band, Bubind Baja Seto & Evcahine Ml Med CP Paint i Tht, £B. £0 Rar Ton, Brae hd Ore Bae, ontnbagh Wai od Rorkarboah, Puen 20 999, Human Resource Managesient Texter Cases SSaN uraasass.a7en.s ‘Second Ean 2005 \ihas iste registered rademack al ike Publishing House Pat Lit Gopyight Authors, 2015, ‘ha cooyighteolice may ba wafeatvced ot wanunfoed Used © sowed tal rtmahara lain osc set ein ta ce pone ‘ ansrectby any man not Khas fiat va [ini aceon loa AS aig ac Pu a ced yw AO ae as thr ant eto Steyn wanes ory te wun ercacy at mb a raat, Bs | Sec Ae Secor Copyrighted materialContents Foreword Preface so the Second Falitton Acknownleetgems About she Authors Chapter I: Introduction to Human Resource Management L1_ Evolution of HRM 12. Defining HRM 13. Changing Environment fn the Masketplace La. ‘The Harvard Framework 13 Whose Job is HRM Ls Role ofthe HR Function LT Competencies of the HR Prafessianal LB) The HR Organization L9-_Ethics in HRM. Application Case 27; In.a Nutshell 28: Drill Bown 29: Biel Guide 2° Review Questions 50; Exercices 30: References 31; Website 31 Chapter 2; Strategic Human Resource Management Strategy Defined ‘Strategic Management Process Levels of Strategy Defining Steategic Human Resource Management Perspectives on SHRM 2.7 Developing HR Strategy 23. Measuring HR's Contnibutian to Business Applfcation Case 53 4 a Nutshell 61; Drill Down 61; Review Questions Gls Exercises 6; References 62; Website 63 Chapter 3: Human Resource Planning and Job Analysis Defining Neuman Resource Planning Need for Human Resource Planning, Human Resource Planning Process Role of HR in Human Resource Planning Demand Forecasting 34 Supply Forecasting 3.7 Using Scenario Planting for Forecasting 38. Job Analysis 3.9 Stepsin fob Analysis 3.10 Job Analysts: Roles and Responsibifities 3.11 Methodsof Job Analysis 3.12 Tob Description and Job Spectfieation 3.13 Application of Job Analysis Application Case 100; xa Nutshell 102; Dit! Down 10d: Review Questions 10d: Brercises. 102; Refeseaces 102 Websites 103 x av sl 32 at 36 38 “a 43 “4 53 36 64 or BS 68 ey 76 79 80 al 83 Bt 2 omIOAN BES@ WRGE MANAGEMENT Text and CasesHuman Resource Management Text and Cases Second Enition VIKAS* PUBLISHING HOUSE PVT LTD.E-23, Setor8, Moda 201901 (UP) Inca Phare: 81-)20-4078900 « Fas: ¥91-*20-4078009 “RAS regiiaved Ofc, $78, Nasjel Reed, Jungputs, Mew DMtRL1T0014 nia Ema nepnegakaspuBbmgcom + Vabere waniRaRpatating com 1 Bengal Flat Flo ME, Bhanan, th Seva ah Man Son ag ‘Bengooustanega «Ph -9120 innuens, Sexe tase “+ Cherm 5-12 Helton Charters, 1, hon Moni ol, rsa henne Sadan sO agrasoHr 254500 f Mieramaa. + ace Marwan FAL (GA), 26.9618, eat No 20 Mansy Saga itydoskansconse «2h ob1 40 saGa0Re «Fae <9 SO 2¥Rom is VIKAS" PUBLISHING HOUSE PYT LTD “+ otata 5 nb. Reema San ons oka FOCOL wy. -77ATEBS + Muaai £8, tel Faw Aliya Ea Cte Band, Bubind Baja Seto & Evcahine Ml Med CP Paint i Tht, £B. £0 Rar Ton, Brae hd Ore Bae, ontnbagh Wai od Rorkarboah, Puen 20 999, Human Resource Managesient Texter Cases SSaN uraasass.a7en.s ‘Second Ean 2005 \ihas iste registered rademack al ike Publishing House Pat Lit Gopyight Authors, 2015, ‘ha cooyighteolice may ba wafeatvced ot wanunfoed Used © sowed tal rtmahara lain osc set ein ta ce pone ‘ ansrectby any man not Khas fiat va [ini aceon loa AS aig ac Pu a ced yw AO ae as thr ant eto Steyn wanes ory te wun ercacy at mb a raat, Bs | Sec Ae Secor Copyrighted materialContents Foreword Preface so the Second Falitton Acknownleetgems About she Authors Chapter I: Introduction to Human Resource Management L1_ Evolution of HRM 12. Defining HRM 13. Changing Environment fn the Masketplace La. ‘The Harvard Framework 13 Whose Job is HRM Ls Role ofthe HR Function LT Competencies of the HR Prafessianal LB) The HR Organization L9-_Ethics in HRM. Application Case 27; In.a Nutshell 28: Drill Bown 29: Biel Guide 2° Review Questions 50; Exercices 30: References 31; Website 31 Chapter 2; Strategic Human Resource Management Strategy Defined ‘Strategic Management Process Levels of Strategy Defining Steategic Human Resource Management Perspectives on SHRM 2.7 Developing HR Strategy 23. Measuring HR's Contnibutian to Business Applfcation Case 53 4 a Nutshell 61; Drill Down 61; Review Questions Gls Exercises 6; References 62; Website 63 Chapter 3: Human Resource Planning and Job Analysis Defining Neuman Resource Planning Need for Human Resource Planning, Human Resource Planning Process Role of HR in Human Resource Planning Demand Forecasting 34 Supply Forecasting 3.7 Using Scenario Planting for Forecasting 38. Job Analysis 3.9 Stepsin fob Analysis 3.10 Job Analysts: Roles and Responsibifities 3.11 Methodsof Job Analysis 3.12 Tob Description and Job Spectfieation 3.13 Application of Job Analysis Application Case 100; xa Nutshell 102; Dit! Down 10d: Review Questions 10d: Brercises. 102; Refeseaces 102 Websites 103 x av sl 32 at 36 38 “a 43 “4 53 36 64 or BS 68 ey 76 79 80 al 83 Bt 2 omcexli Human Revaures Mavagemeet Chapter 4: Recruitment 4.1 Receuitment Defined 42. Recruitment Strategy 43° Receuitment Model Employer Branding Sourees of Recruitment Screening and. Shortlisting ‘Widening the Candidate Pool Alternatives to Recruitment Special Kinds of Recnuiting 4.10 Making Recruitment Effective Applic 136; dn a Nutshell 13%; Dail Dawn 137; Fleld Guide 138 Revi 39; Exercises 140: References dO; Websites 14T Chapter 5: Selection 5.1 Dellning Selection 5.2. Selection Process 5.3. Selection Methods 5.4 Employee Application Forms 55 Employment Interview 546 Employment Tests 5.7 How to Measure the Elfectiveness of Selection Application Case 179; na Noishell 182; Daill Down 181; Field Guisle 182 Review Quessions 18%; Exercises 189: References 190; Websites 198 ati ny Chapter 6: Induction and Social 6.1 Understanding Soctaliza: 2 Purpose of Induction 53 Importance of Employee Induction 644 What Happens Without an Effective Induction Progeammc? 65. ‘Typesef induction 86. Diferent Socialization Tactics 67 Realistic Orientation Pragrammes for New Emplayee Stress (Ropes) 6.8 Induction Programme Development 155) Whois Responsible for the Inductian of a New Employeet 6.30 Gritical Success Factors for an Inwluction Programme 6.11 Trends in Induction 6:12 Measuring Effectiveness of the Induction Programme Application Case 211: ua Nutshell 212: Drill Down 202; Pletd Gu Review Quessons 214; Exercises. 214; References 215; Websites 215 wn and Inductian/Sacial Oriemtation de 213; Chapter 7: Employee Relations and Employment Law Inteaduction ta Employee Relations Origin and Growth of Labour Relations Labour Laws Trade Unions Collective Baxgaining Negotiation Grievance Handling HR Practicos and. Policies and Its Impact on Trade Unions Employee Separation 104 106 m6 uns m2 5 128 18 19 130 132 143 Mit 143 150 155 163 192 19s 195 195 197 19 199 20 a0) ans ons 207 2097.0 Occupational Health and Safety (OH&S) 7.11 Discipline and Disciplinary Action Application Case 245 ; In a Nutshell 246; Drili Down 246; Review Questions 246; Exercises 247; References 247; Websites 247 Chapter 8: Compensation 8.1 Understanding Compensation Bases of Compensatian Mativation (Behavioural) Thearies ‘Compensation Management Job Bvatuation ‘Wage and Salary Survey (Compensation Structuring ‘Compensation Strategies Variable Pay Steategies 8.0 Compensation Adinisteation B11 Executive Compensation 5.12. International Compensation Application Case 286; dn a Neashell 287; Drill Dawn 286; Review Questions 288 Exercises. 288; References 288, Websites 289 Chapter 9: Compensation Administration, Benefits and Services 9.1 Defining Employee Benefits 9.2. Objectives ofthe Employee Benefit Plan 9.3. Factors Influencing Choice of Benefit Package 94 Classification of Employee Benefits 95 Benefit Design 9.6 Benefits Administration Application Case 309; fn a Nutshell 310 Britt Do Exercises Bd; References 311; Websites 32 n 310; Review Questions 310; Chapter 10: Employee Engagement 10.1 Defining Employee Engagement 12 Degrees of Employee Engagement 13 Drvers of Engagement 14) Driving Engagement in Organizations 105 Measurement of Employee Engagement Application Case 336; In a Nuashell 337; Dail Dawn 338 Fscercises HIM; References 339% Websites 339 view Questlous $38 Chapter 11: Human Resource Policies ELL Defining HR Policies 12 Process of Designing Policies TL} Measuring HR Policies Application Case 355 ; fn a Nutshell 357; Drili Down 357; Field Gutele Review Questions 360; Exercises: 260; R < 360 Chapter 12: Performance Management 12.1 Understanding Performance Management 12.2. Elements of the Performance Management System 12.3 Performance Planning: Selling Objectives 29 243 248 250 251 257 261 282 268 270 an 273 278 2e2 290 om 29 293, 293 amt as Ere a4 BLP 50 322 328 340 342 346 331 362 368 366 306cexiv Hunan Resource Manogament 124 Performance Evaluation ama 125. Potential Problems in Periarmance Evaluations 3a? 126 Performance Review 38 127 Reward and Recognition 388, 128 Legal Issues in Performance Appraisal a Application Case 334; fra Nutshell 395 : Drill Bown 336; Ficld Guide 396; Review Questions 401; Exercises 401: References 402: Websites 408, Chapter 13: Learning and Development 13.1 Understanding, Learning, Training, Development and Education 13.2 Learningand Development Strategy 13,3 Learning Theories 9 134 Training Progess 410 135. Training Noed Assessment (TNAL au 136 Training Content au 13.7 Designing Training Content 33, 138. Training Delivery: Delivery Mechanisms of Training 426 139 Evaluation af Learning and Development 429 15.10. Management Develo pinent 432 Applications Case 435; fh w Ntsc! £36; Drill Bown 437; Field Giekde 438, Review Questions 440; Exercises 440; References 240; Websites 447 Chapter 14: Career Management a2 MI Understanding Careers 4 14.2. Career Planning and Management at 143° Carver Paths 445 Ha Career Bovelopment 47 14.3. The Psychosocial Work Environment 448 14.6 Kaleidoscape Career Model 448 1.7 Approaches to Cazeer Development 49 HM8 Career Development Interventions Ast 119. Role of HR in Career Management of Employees 438 Application Case 463; Tua Nutshell 463 + Drill Bown 463: Field Guide 464; Review Questions 465; Exercises 496; References 466; Websites 467 Chapter 15:Talent Management 468 15,1. Talent Management Defined 470 15.2 Setting the Contest 70 153. Objectives of Talent Management 474 154. Talent Management Framework 40 155 Future Trendsin Talent Development 488 15.6 Becoming an Employer of Choice 189 157 Talent Management During Mergers & Acquisitions 90 Application Case 493; tna Nutshell 494; Drill Down 495; Field Guide 496; Review Questions 498; Exercises 498: References 49% Websites 499 Chapter 16: High-potential Employees 16.1 Defininga High-potential Employee 16.2 Categories of High Potentials 16.3 Characteristies of a High-potential Employee t_ Identification of High: potential Employees 16.5 Development of High Potentials pyrigtConte ae in of High Potentials sna A S18; Drill Down 518; Review Questions 518 166 Reten Application Case 516; fn 6 Exercises $19; References 519 Special Topics ‘Topic 1: Competency Management sal Intenduction ta Campecency Management su Competency Model 522 ‘Competency Framework 523 ‘Competency-based HR Processes 527 (Career Planning and Succession Planning Process 530 Ascossment and Development Centres 531 nces. 333 ‘opic 2: Information Technology in Human Resources ntraduction A22_ HR Transformation in the Digital Age A23- Goals of Implementing an HRMS AM ‘Typesof FIRMS choosing the Right HRMs Soletion A268 Components of an HRMS AL? HRMs Modules A28. Implementation ofan Hients A2.9 HR Portals ‘A2.LO Current Trends Information Technology in Human Resources AZUL BRMs Audit References 348: Speci AGL Understanding HRM Practices in India AG2 HRM Practices: Indian Companies AB3 HRD Practices: Indian Studies ABA Audit on HR Functions ARS Diversity Management References. 36; Websites 562, ‘Topic 3: Human Resource Management Practices in India Special Topic 4: Internationalization of Human Resource Management AML Context A2 Managing and Supporting International Assignments A43_ Rectuitmentand Selection of Emplayce for International Assignments AMA. Training and Development ‘AGS Compensation in the International Environment AAS. Performance Managem AAP Repatriation AAS Interpreting Cultures References. 579; Website 579 Contmonly Used Jargons 580 Index 588Index A bore bn, 540, ‘Adams! equity theory, 260-24 AADC. see Assan ued derelipiient centtes{ADC) ‘Alleria’ ERC henry. 289-60 ‘Anwsloal information 580 ‘Apps plc Appientice et, 1961. 223 ‘Atle pe [Ascexmant and development centres (ABC 5 anseaor all. 175 ference ae featees, $3t history. 172 scthod and levels 174 requltemnent for, 175 skis 175 types, 2-223 wwoikiige 532 Auciton HR Functions, 553) B Back of envelop $80 Ballpark figure, 380 Band al, 340 Bendvodih 58) ebuvlaarl event ateeviows (REIS), Tt-182 Behuriaurally anchored CARS) 374 sep by sep. sanutraction, 4 Behaviour alsceeation scale (BOS). 373 BEls se Bebrviours event iervirs (BEL) lose White mew, 985-519 Blue shy thinking. 560 BOS. see Hehaviouretcemstion scale (305) Bottomline 588 Bounce andes off omen, $81 Brainstorming, S81 Brickand mortar, $81 Bring towable, Sl Business bosses (bab), 380 Buyin 38 tg scale é Cae wat, (Career managennent, S15, 458 anchor. 433-4 anersment and development coe tc 43, 461-182, slsabiltes, progeannmes fr, 488 ‘employee carer counseling, 135, employee career development plan, omploye's ral Fist arack employees’ progeaninnes 158 Framework, 180-288 slabal perspective, 498 Tigh patent eaiploye programmes, 57 Holland's categosesof persnalisy sane eooupstion 152 R'wemnployers rol, 147 tip, 50 TT profesional, 45 jot rtatioajobrenlargensent italien: 857 learnlagand devefopment tates, 857 lite-sparsife-apace approach, 49 manager's rls, 17 monting, 352 mentors role 47 selpbeectinnt peau ais pinks, S07 plan. 165 planning books and meh, £55 programmes for women, 38 Peyetologicl tet, 8 FRIASEC model (51-158 role af HB, 488-388 self assesment ole 53 soocession pinning, 436-157 tuper's developmental stages, 150 ata Secand Career internship Programe (SCIP). 6 Career planing and euscesion lan mada, 548 ‘Carrot ond tick, 584 Chalk tlk Sap Clee 381 Clete lop, St Gols $82 Cognit arming procetes 0m COLA. we Contafliving allowance 1COLA) (Cold cal, $82 Collective bargaining lene, 233 snportanceat, 235 proven of I-23 Comnmoditae, 2 ‘Conypenssan approaches, comparison, 25-279 Brosdbanaing, 270-251 se ty 299, 286 checklist, 272 ined, 250 global perspective, 286. 108-500 rade sieuctue,270 i 282, 284-285 pols evaluation, 242-268 Sed. 251 mangement phases 261-282 smativation theorss, 257-261 slyectives of. 256 ay progression. 278 programme, 291-252 {otal compensation equation, 278 ‘eadtionalseatepy, 371-273 ‘atfable pay eraeyien, 2736 swage andl alary survey, 268-269 veage mix determination, 256-2 ompevency assests! tao 528-2 breed HIE processes, 527 competence diference Ibetween, 822 feamewors, §25- a -manigemens, define, S21 sodel types 94 523 ‘Consuoner price Index (CPI), 287 {Cook the howls, 582 Come alee 582 ‘Corporate strategy in SUR componente, 34 parenting and porfoli, 40 ‘Cost of living allowance (COLA). 257 CDI. 8 Contam price inex (CPI) ules “Voted and Hal's model af 577-578 D ‘Data pont 2 end ocd, 52 cps 82 Copyrighted materialDeferred core compnsatian slsctelionary boarfits, 281 ‘golden purachate and stack ‘pions, 2 Deliverable, $82 Delivery mesh ining studio-wiual (AY) eraning stance learaing, 437 Seats A27 29 Demand forecasting HRD dgemental methods, 724-75 "oan tative methods, 737A Demmegraghse trends it HIME, 9 Designing training canter ADDIE model, (23-126 Isp.a28 Discipline and splinary action indiscipine, cases, 243 industrial environment, proces, 204 Diver, S82 Driven oFengapsent ‘contribution, 122 Tesdership strat 921,926 [personal growth, opportunities, $22 ‘work cosines sworhitelf 320, 322 E BRE soe Employee Engagement Index rE) Beaming 543 Hleeitor pe, S83 myphaye appa Samsesoment contre SRL BARS, 374 BOS, 335 shechist; 372 ‘covnpulerisd peifoemance moniring. 72 critical imeident technique, 374 360-degeee, 378-1 cvaleation methods eteariesion, se) Faycod-cholce tech farced-dtribution teciraqe, me sraphic rating sale 973 MBO, 375-178 utpat ensures, 172 paired comparison tshnique, 378 Fanklag vethod, $78 rater probes, 382-385 sample Format, 296-40 system desiga and eperating rable 38 veriten narrative, 272 cetera arvicenonbicoed canteen Facilitien $3 ce ty, 109 slefecred icc, 03-804 slefine, 282 slesgn 304-308 factre influencing. 28 Fr.292 financial sssetance, $00-302 ‘exible work urangerneats (FWA) at SHE: 295 bal perpecsive, Masso tangible hones 304 objestines af, 292-293 [pension schestes, 209 personal ned 203-93 personal security, 299-360) Employee eagugentenn Inemetite of, 816-17 cose stay. 3U2- 14, 334-387 Seine, 341-315, sleprees of 817-320, dlpstck survey, 129 shavers, 820-322 fest interview orm, KL33 labal perspective. 36 mcssurement of 228-2. Employee Engagerient Indox (EEN), 325 Employee isluction, importance cose factor 197 perehlogical contract, 196 Eplosse rentons alysis of, 217 se sty, 217, 248-248 collective bargaining. 253-235 sllocipline and dscplinury actor, 23-24 obal perspective, 24-243 srievance hanalings 237-238 Frumar rescasres FIR)- os, 280 Sndusrial refaton #83218, Labour low, 220-221 Sabor relations, 220, ‘negotiation, 238-243 ‘ceupational ltr soa trade unions, 230-233, 228 Enployeu selserviee (ESS). 543-Se Enplogee's Provident Fund 1952.76 Employees State Josurance Employee Value Propesition (EWP ATS Enployerbrandieg 189 ossadors ahi fect interview ane refer, 114 {induction experience, 114 stealth, Index 5:80 Internet Web ite and career firs lnverviow site and recruitment slere 118 loaening and developoneat, 1M rmarketing?advertising, 3 Promises ads 114 fetentian seaegles, TH steaiegy, 112-113 work eneiseament and managers 1 Employment Exchanges Act 1998, 224 Employment interview Es tI? best practices fv effective, 155-56 Aisective and exploratory. imerviewing, 5 linet quettioning 186 meandering 157 mnie of conducting. 5s ‘one-o-anel pesca, 139 pram, 159 Prerand group, 160 petals 162 Andasaring ales, 16016) situational, 160 pbs 15 ‘aractared, 157 savle of. 258 telephones 158 types 36 uinatmsctuted, 156 viseo-ronferensing, 158 ploy aw alysis of 218. spe sud, 207.215-26 falectiae harming, 235 ‘capi al csiptinry action, nae oka perspective, 24-295 frlevarice handling 287 Furnas resoarees (HB, le, 241-243 sd induceal relation (IR), 2795860 labor ans 220-230 labour aelatens, 219-220 aegotiatian, 235 ‘ecupational safety and health 204s wade unions, 230-233, 238, Employment tees I esamvent centres, 72175 sonpiruct an comergent validity. 108 content waity, 165166 fieon-rete walt, 285 Ascrionnant vaadty, 166 unl age valcty, 168 fenctic and graphounalyss. 17 internal ensistency, 163 Copyrighted material590 Human Rarcuee Monegament one and reliable, cnline and video-based parallel forens and epi Bal 165 personality factors, 170 potrgraph 371 andardizntion and abjecive, 163 teat retest tllabliy, 164 yp 166-67 nd user perspective 383 B-resruiment ‘nfusntages, 190-121 areas of concern, 131 5. sce Einployer el service (FSS) evolution Bumar resource ‘management (HEN EVP. sec Employee Value Proposition (EVP) Feccuive compensating, 79-260 ‘arrentiansml core 240-281 Seferned enee, 280 sit intervie, 333-395 benef 833 form, 3485 tuepds iapraciceand use oh SESE ternal sousces af recruitment tadveriements, 118 sagen 12 blogging 125-124 campus biting, 123 sarsst Web ster, 121-126 emer and unsolicited applicants, Lo2=823 hheadbwters and excoivg search firms, 120-121 near, 123 Joba, 122 febetien 11 Detar. 121 tnd social netwoksog, 121 FE Factores Act, 1948, 225-235 Fall beaver the cracks. 39 | Fringe benefit ex (FBT) 292 Fro iy ib Ee rte Fonction, 58 Paneioaal strategy tn HRM At twacton, $82 ps maael 308 Get bundle 0, 383 Given mane 58 Caden harden, 388 Golden handshake, 583, Gilden parca, 583 Gave, 588 Granular $84 Geigonmce handling steps i, 237 Halls model fculmses 577-508 Heansheiing 5381 Mardi 984 Ved count fiene. 384 Heads-up. 588 copter view) 30000 8. 584 Ieerdhey wtwertactr hoary, 259 igh performance work ystezn CHWS), et stushew al dweloponent, 85 igh. potential employeecase stay. SusI7 categories of 508 choracterites of, $03-5m4 sorporat Ferdership council's roll, 505, defined, 502 slerslopment of 507-512 flhal perspective, 513-316 Ion eaten of 508-507 retention of 932-518 ithe ground easnang, 384 Hinvingom all esinders, 584 Mafitede node of cules, 77 Hale wal 365 Habits 584 Hotdesking, 54 LHP, coe Hiph-perlormancemore system (HPWS) HR eeelepasen (HRD) 48 ‘sdtentian and leaning, 106 practices Indian studies 837-359 8 soe Han recur systema HIRES) Houmas sesousce (HR ‘ose ty HA, 955- ‘Shoescteristes of, 5-346 aR 4a define, M2 ‘designing polices, pacer, 146381 development a 91-56 ‘employee engagement 4 Funation varias structural ones ‘oF organization, 505-56 sap between formulation and global perspective, $52 High-performance managsiment 48 HPWS, 46-47 hhusnan coptal management, oondgesnanageisent (KM), 50-51 lendership development. 488 hesrningnd bestopmnent 52 rmapaging demand fr talent 185-86 sneasuirog. smpartance, 91-358 sstries 17 esd fon 33304 conginizatione in. 23-26, 483 [performance management system, 486 policy document template, 318-48, 357-358 sorta, 388 fad procedure, dierence beeen, MS sesoureing. 32 rewind and eecopniion, 32-53, ‘ele formalatian, 36 sample checklist 857-458 seven step model for, 53 atrategy roopesreation af 53-84 Suh functions, talent culture, $2, 383-484, 485-486 Human sesoiee management MERA, 6-409 case stad 1-2, 27-28 ‘Sompelenies of HI profesional, 19-2 defined, sleep ‘ethic n28 ‘evolution of 2-3 slobal porspestive, 26 Huaevard feamework, £0 HR ranger and ine manager: collaboration, IL UR organization, 25-26 fine manager, role, 10 marketplace changing relent FR fonction, 13-19 technology trdsin, 7-8 am ese mage ment 49 Morn HERR). 585 sompencat ei, 534 Fraplementateon of, 368-545 Oracle, $5753 ‘potion nai Solutions, 346 types 515-536 Harp eae stad 65-49, 10 ‘conte and siscaraent, 71 seine 67 ‘ensand forecasting, 70,72 environment 19, 65-49 slobal perspecive, 9 TAR tele, 72-23 seb analps =n Seb description and specifiction, 8 need For, 68 plan of ecto, 72-73 i teendi 9 49-955 ving (HRP ease Copyrighted materialRAG analysts. 50 ale Format of fob desig seo scenario planning. 79-80 slsllimventory, 7 cages of soccer facts fore 71=72 sop forecsting, 78, 76-78 ‘waekiogce analytics, 9 Husnan roumrce planning medale (HRPM, ‘Huma resources infomation pete Rs) aud, S47 oats of 335, 1 transformation ng sys, HSS ress, 335-530 at Ranbacy. 58 sendin, 56-317 1 ICP tnfrmnation and communication technalegy CT) Indian Trade Wnion cy, 1826,232 Inulostion|sosa orientation. 195 auduric,ideallBcatien, 208 case sty, 198,211 collective vindavishan socatlztion. 199 content and mode of delivery, magn ftectivenens measutment, 208) pla Feabak, 203-208 mployse, importance, 9% fixed vesaratle, 199 farnal ws informal. 99 slotal perspecive, 210 imveiterns dnesttr, 200 nae emaplayce natfication proces ‘efininpefiing, 200-201 ‘bec demfeicatton, 201 rogearame. 197 impose af 185-98 respuorbity of, XIS-206 OPES, 200, sequential vsnon-nequental acaba, 18 stecets factors, 206-207 three-phase mel, 195, tratokng checilist, 213-214 trends i, 207 types 197 astral Diaputes et, 147,228 IudostrialEmployrnent Act 1946, 229.290 Terai cava techalngy (ICT) 8 Anstuetonal sper design ISD) 423 Internal sarees of eccrusimest Jab postin, 116-117 romolioneand hiring, 7-118 suctecslan planing prececs, 18 Foernational asiganicat sompenstten, 573-874 employees developmen ‘managing eo! mupporting, 560~ preparatlon and traning 972-57 receuitment al selection of eraployer, 563-571 lternational human siearce Ihtwaen, 561-565 sod of 56 ‘modes of eotry, 566 Siagesat development of transnational comporatinn, 363 othe lop, 584 [SD soe Istructanal ester eign 15D) 1 fob analysis IRF, 30.47, 89,92, 99.977 contral. 5 fnlormations 81 fnterview checks, 86 sncthods of, BAAS. 92 opsevtions 96-97 planning, 4 weston fe roles andl responsibilities, 2-84 conavia planning, 72-88 sages 82 siepeln, 81-88 [ols competeney profile 526 fob evaluation shwrice of 268 ethos 86-268 objectines of, 262 prowess and semanas 253 udgemental methods af demand forecasting bottom-up approach, 1-75 lpi. echiigue, 25 top-da approach 7 sero-based budgeting 75 K Kaleidoscope Career Nadel (KM), ols learning sve 40-410 L (abaur hse 220-290 “Apprentice Act, 191, 223, Index 591 checklist, 21-293 Emplayecs Provident Fund Act, 152,236 Eruployecs State Insurance tet 14s, 2370 ployrnent Exchanges Factories Act, 198, 225-7 Industrial Dispates Act, 197,222 Indauril Employment Aet, 1940, 229-280 Maternity Beret Act, 1961, 229 ‘Minimum Wages Act, 948, 224 Payment of Bonus act, 1965, 235 ayer of Gratuity At, 1972, 227-38 Payment nf Wages Act 1996, 224 Workiaen's Compensation Act, Leth, eas ectives of, 220 lay-off 208 Learniagand development rategy, 07 eunpetency made, $22 lobal perspective, FAS Indnaguat learning, 402 leacoisng argon, 7-308 method of avssarncot, 526 ‘rganiaationallearping, 402 pan, 330 Uupiaing-evsluation and feedback Torn 8409 Lexoning theories tlassical conditioning. thawey 408 ots Jesming sys, 19-38 ‘opera comalitions, theory. 0 social learning theory 9 Leverages 585 vole in HRD, 1-1 Lane beng falguick M Marsgrewnt hy jestines MBO}, a ‘Manager self service SS), 583-5 ‘Managing ond supporting international aignanets flag appeouches, 00587 yen 54 S60 MAPS. My Accouatabiliey a8 Performance Staratards (MAPS) Maslou'sheratcy of nels, 258-258 Matecity Benoit Act 1961, 229 MNO. wee Management byectinen (awoy 305 Copyrighted material592 Human Rarcuee Monegawent ‘McCelland's achievement mathtion tery 259-260 Atcasirement of employee engagement, 328 asstion analysis, 231-382 oe uvey action, 330-381 srvey administration. 330 sorvey ses, 329-320 Mercer model 319-5 ‘tethad madres, 585 ‘Minimum Wages Act 1938, 224 Manse 585 MSS. are Manager seloersce (MSS) My Accountability and Performance ‘Standards (MAPS), 345 Atpeapes tigtnay 8S N Negation, 235 ‘boegaining strategy nd casure, 236 forms a, 235 ‘pening discussion process, 236 Preparation process, 236 ett, 865 ‘New employee. induction FR le, 208 maager’s re, 206 senior management’ ole, 208, Now-tehniealcooapeteacies, 25 o Oseupuional safety and helt 239 Toreal in safety. 240 Juan resaarces(EERD, role. 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