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Human Resource management Maximize

Human Resource management

Dr. K. Karuppiah, Dr. G. Hemapriya and M. Karthik

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AUC/MBA/2/04

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MBA, Second Semester,  Anna University Chennai 
Syllabus
 
BA7204: HUMAN RESOURCE MANAGEMENT
 
 
Unit-I: Perspectives in Human Resource Management                                                                       (5)
Evolution of Human Resource Management – The Importance of the Human Factor – Challenges – Inclusive Growth and Affirmative Action -Role of Human Resource Manager – Human Resource Policies – Computer Applications in Human Resource Management – Human Resource Accounting and Audit.
 
Unit-II: The Concept of Best Fit Employee                                                                                          (8)
Importance of Human Resource Planning – Forecasting Human Resource Requirement –Matching Supply and Demand - Internal and External Sources. Recruitment - Selection – Induction – Socialization Benefits.
 
Unit-III: Training and Executive Development                                                                                  (10)
Types of Training Methods –Purpose- Benefits- Resistance. Executive Development Programmes – Common Practices - Benefits – Self Development – Knowledge Management.
 
Unit-IV: Sustaining Employee Interest                                                                                                (12)
Compensation Plan – Reward – Motivation – Application of Theories of Motivation – Career Management – Development ofMentor– Protégé Relationships.
 
Unit-V: Performance Evaluation and Control Process                                                                        (10)
Method 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.
Unit 1: Perspectives in Human Resource Management
1.1.          Human Resource Management (HRM)
13
1.1.1.       Meaning and Definition of Human Resource         Management
13
1.1.2.       Nature of Human Resource Management
13
1.1.3.       Scope of Human Resource Management
14
1.1.4.       Evolution of Human Resource Management
15
1.1.5.       Importance of Human Factor
16
1.1.6.       Objectives of Human Resource Management
17
1.1.7.       Functions of Human Resource Management
18
1.1.8.       Importance of Human Resource Management
19
1.1.9.       Inclusive Growth and Affirmative Action
20
1.1.10.     Role of Human Resource Manager
21
1.1.11.     HRM in Dynamic Environment
23
1.1.12.     Computer Applications in Human Resource         Management
27
1.1.13.     Personnel Management versus HRM
29
1.1.14.     Challenges of HRM
30
1.2.          Human Resource Policies
31
1.2.1.       Meaning and Definition of Human Resource         Policies
31
1.2.2.       Characteristics of Sound Human Resource             Policies
31
1.2.3.       Need of Human Resource Policies
32
1.2.4.       Objectives of Human Resource Policies
33
1.2.5.       Scope of Human Resource Policies
33
1.2.6.       Types of Human Resource Policies
35
1.2.7.       Factors Affecting Human Resource Policies
35
1.2.8.       Formulation of Human Resource Policies
35
1.2.9.       Importance of Human Resource Policies
36
1.2.10.     Obstacles in Administering Human Resource        Policies
37
1.3.          Human Resource Accounting (HRA)
37
1.3.1.       Meaning and Definition of Human Resource         Accounting
37
1.3.2.       Characteristics of Human Resource Accounting
38
1.3.3.       Objectives of Human Resource Accounting
38
1.3.4.       Process of Human Resource Accounting
38
1.3.5.       Methods of Human Resource Accounting
39
1.3.6.       Advantages of Human Resource Accounting
45
1.3.7.       Disadvantages of Human Resource Accounting
46
1.4.          Human Resource Audit (HR Audit)
46
1.4.1.       Meaning and Definition of HR Audit
46
1.4.2.       Characteristics of HR Audit
47
1.4.3.       Need of HR Audit
47
1.4.4.       Scope of HR Audit
47
1.4.5.       Objectives of HR Audit
48
1.4.6.       Types of HR Audit
49
1.4.7.       Process of HR Audit
49
1.4.8.       Principles of HR Audit
50
1.4.9.       Methods of Collecting Information for HR            Audit
51
1.4.10.     Approaches to HR Audit
52
1.4.11.     Benefits of HR Audit
52
1.4.12.     Limitations of HR Audit
53
1.5.          Exercise
54
 
 
Unit 2: Concept of Best Fit Employee
2.1.          Human Resource Planning (HRP)
55
2.1.1.       Meaning and Definition of HRP
55
2.1.2.       Features of HRP
55
2.1.3.       Need of HRP
56
2.1.4.       Objectives of HRP
57
2.1.5.       Types of HRP
57
2.1.6.       Factors Affecting HRP
58
2.1.7.       Importance of Human Resource Planning
59
2.1.8.       Limitations of HRP
60
2.1.9.       Guidelines for Effective HRP
61
2.2.          Process of Human Resource Planning
62
2.2.1.       Environmental Scanning
62
2.2.2.       Organisational Objectives and Policies
62
2.2.3.       Forecasting Human Resource Requirements
63
2.2.3.1.    Purposes of Demand Forecasting
63
2.2.3.2.    Factors Determining Demand Forecasting
63
2.2.3.3.    Techniques for Demand Forecasting
63
2.2.4.       Forecasting Human Resource Supply
65
2.2.4.1.    Purposes of Supply Forecasting
65
2.2.4.2.    Factors Determining Supply Forecasting
65
2.2.4.3.    Internal Sources of Supply Forecasting
65
2.2.4.4.    External Sources of Supply Forecasting
66
2.2.5.       Matching Supply and Demand
67
2.2.6.       Evaluation and Control
68
2.3.          Job Analysis
68
2.3.1.       Meaning and Definition of Job Analysis
68
2.3.2.       Purposes and Uses of Job Analysis
69
2.3.3.       Process of Job Analysis
70
2.3.4.       Methods of Collecting Data for Job Analysis
71
2.3.5.       Problems in Job Analysis
73
2.4.          Job Re-Design
73
2.4.1.       Meaning and Definition of Job Re-Design
73
2.4.2.       Nature of Job Re-Design
73
2.4.3.       Techniques of Job Re-Design
74
2.4.4.       Importance of Job Re-Design
75
2.5.          Recruitment
75
2.5.1.       Introduction
75
2.5.2.       Features of Recruitment
75
2.5.3.       Importance of Recruitment
76
2.5.4.       Factors Affecting Recruitment
76
2.5.5.       Process of Recruitment
78
2.5.6.       Recruitment Sources
79
2.5.6.1.    Internal Sources
79
2.5.6.2.    External Sources
80
2.5.7.       Problems Associated with Recruitment
82
2.5.8.       Current Trends in Recruitment
82
2.6.          Selection
83
2.6.1.       Meaning and Definition of Selection
83
2.6.2.       Purposes of Selection
83
2.6.3.       Difference between Recruitment & Selection
84
2.6.4.       Selection Process
84
2.6.5.       Factors Affecting Selection Process
85
2.6.6.       Application Blank or Forms
86
2.6.6.1.    Information in Application Forms
86
2.6.6.2.    Advantages of Application Forms
86
2.6.6.3.    Disadvantages of Application Forms
87
2.6.7.       Tests
87
2.6.7.1.    Types of Tests
87
2.6.7.2.    Validation of Tests
89
2.6.7.3.    Reliability of Tests
89
2.6.7.4.    Advantages of Tests
90
2.6.7.5.    Disadvantages of Tests
91
2.6.8.       Interviews
91
2.6.8.1.    Types of Interview
91
2.6.8.2.    Steps in Interview Process
92
2.6.8.3.    Advantages of Interviews
93
2.6.8.4.    Disadvantages of Interviews
94
2.6.9.       Medical Examination
94
2.6.10.     References and Background Investigations
96
2.6.11.     Barriers to Effective Selection
97
2.7.          Induction
98
2.7.1.       Meaning and Definition of Induction
98
2.7.2.       Objectives of Induction
98
2.7.3.       Contents of Induction Programme
99
2.7.4.       Types of Induction
99
2.7.5.       Typical Induction Programme
100
2.7.6.       Importance of Induction
101
2.7.7.       Problems in Induction
102
2.8.          Socialisation
102
2.8.1.       Meaning and Definition of Socialisation
102
2.8.2.       Contents of Socialisation
103
2.8.3.       Types of Socialisation Programmes
103
2.8.4.       Process of Socialisation
103
2.8.5.       Methods of Socialisation
104
2.8.6.       Benefits of Socialisation
104
2.9.          Exercise
105
 
 
Unit 3: Training and Executive Development
3.1.          Training
106
3.1.1.       Meaning and Definition of Training
106
3.1.2.       Characteristics of Training
106
3.1.3.       Need for Training
107
3.1.4.       Purposes/Objectives of Training
108
3.1.5.       Types of Training
109
3.1.6.       Process of Training
109
3.1.7.       Types of Training Methods
110
3.1.7.1.    On-the-Job Methods
111
3.1.7.2.    Off-the-Job Methods
112
3.1.8.       Difference between On-the-Job & Off-the-Job      Training
115
3.1.9.       Benefits of Training
115
3.1.10.     Limitations of Training
116
3.1.11.     Resistance to Training
116
3.1.12.     Improving Effectiveness of Training
117
3.2.          Training Needs Assessment (TNA)
118
3.2.1.       Meaning and Definition of TNA
118
3.2.2.       Objectives of TNA
118
3.2.3.       Components of TNA
119
3.2.4.       Levels of TNA
119
3.2.5.       Methods of TNA
121
3.2.6.       Process of TNA
123
3.2.7.       Importance of TNA
124
3.2.8.       Limitations of TNA
124
3.2.9.       Guidelines for Effective TNA
124
3.3.          Executive Development Programmes
125
3.3.1.       Meaning and Definition of Executive     Development
125
3.3.2.       Characteristics of Executive Development
126
3.3.3.       Need of Executive Development
126
3.3.4.       Objectives of Executive Development
127
3.3.5.       Process of Executive Development
128
3.3.6.       Designing Executive Development         Programmes
129
3.3.7.       Common Practices/Methods of Executive              Development
129
3.3.7.1.    On-the-Job Methods
129
3.3.7.2.    Off-the-Job Methods
130
3.3.8.       Factors Inhibiting Executive Development
131
3.3.9.       Benefits of Executive Development
132
3.3.10.     Difference between Training and Development
132
3.4.          Self-Development
133
3.4.1.       Meaning and Definition of Self-Development
133
3.4.2.       Need of Self-Development
133
3.4.3.       Objectives of Self-Development
133
3.4.4.       Principles of Self-Development
134
3.4.5.       Stages of Self-Development
134
3.4.6.       Model of Self-Development
134
3.4.7.       Benefits of Self-Development
135
3.5.          Knowledge Management (KM)
135
3.5.1.       Meaning and Definition of Knowledge   Management
135
3.5.2.       Features of Knowledge Management
136
3.5.3.       Need of Knowledge Management
136
3.5.4.       Objectives of Knowledge Management
136
3.5.5.       Elements of Knowledge Management
136
3.5.6.       Benefits of Knowledge Management
137
3.5.7.       Difficulties of Knowledge Management
138
3.5.8.       Applications of Knowledge Management
139
3.6.          Exercise
140
 
 
Unit 4: Sustaining Employee Interest
4.1.          Reward
141
4.1.1.       Meaning and Definition of Reward
141
4.1.2.       Essential Features of Reward
141
4.1.3.       Types of Rewards
142
4.1.4.       Criteria for Rewards Distribution
143
4.1.5.       Importance of Rewards
143
4.1.6.       Compensation Plan
144
4.2.          Wage
145
4.2.1.       Meaning and Definition of Wage
145
4.2.2.       Wage versus Salary
145
4.2.3.       Classification of Wages
145
4.2.4.       Methods of Wage Payment
146
4.3.          Incentives
147
4.3.1.       Meaning and Definition of Incentives
147
4.3.2.       Types of Incentives
147
4.3.2.1.    Individual Incentive Plans
147
4.3.2.2.    Group Incentive Plans
150
4.3.2.3.   EnterpriseIncentive Plans
150
4.3.3.       Importance of Incentives
151
4.3.4.       Limitations of Incentives
152
4.4.          Employee Benefits
152
4.4.1.       Meaning and Definition of Employee Benefits
152
4.4.2.       Characteristics of Employee Benefits
153
4.4.3.       Purposes of Employee Benefits
153
4.4.4.       Categories of Employee Benefits
154
4.4.4.1.    Legally Required Benefits
154
4.4.4.2.    Discretionary Benefits
156
4.4.5.       Problems of Employee Benefits
159
4.5.          Non-Financial Compensation
159
4.5.1.       Concept of Non-Financial Compensation
159
4.5.2.       Areas of Non-Financial Compensation
159
4.5.3.       Importance of Non-Financial Compensation
160
4.5.4.       Limitations of Non-Financial Compensation
160
4.6.          Motivation
161
4.6.1.       Meaning and Definition of Motivation
161
4.6.2.       Nature of Motivation
161
4.6.3.       Types of Motivation
162
4.6.4.       Process of Motivation
162
4.6.5.       Importance of Motivation
163
4.7.          Theories of Motivation
164
4.7.1.       Early Theories
164
4.7.1.1.    Maslow’s Need Theory
164
4.7.1.2.    McGregor’s Theory X and Theory Y
166
4.7.1.3.    Herzberg’s Two Factor Theory/Motivation          Hygiene Theory
167
4.7.2.       Contemporary Theories
169
4.7.2.1.    McClelland’s Needs Theory
170
4.7.2.2.    Goal-Setting Theory
170
4.7.2.3.    Reinforcement Theory
171
4.7.2.4.    Adam’s Equity Theory
172
4.7.2.5.    Vroom’s Expectancy Theory
174
4.7.3.       Other Theories
175
4.7.3.1.    Alderfer’s ERG Theory
175
4.7.3.2.    Porter and Lawler Model (Extension of VIE          Theory)
176
4.7.3.3.    Theory Z
177
4.7.4.       Application of Theories of Motivation
179
4.8.          Career
180
4.8.1.       Meaning and Definition of Career
180
4.8.2.       Career Stages
180
4.8.3.       Career Anchors
182
4.9.          Career Management
183
4.9.1.       Meaning and Definition of Career Management
183
4.9.2.       Need for Career Management
183
4.9.3.       Principles of Effective Career Management
184
4.9.4.       Approaches of Career Management
184
4.9.5.       Importance of Career Management
185
4.10.        Career Planning
186
4.10.1.     Meaning and Definition of Career Planning
186
4.10.2.     Characteristics of Career Planning
186
4.10.3.     Objectives of Career Planning
186
4.10.4.     Process of Career Planning
187
4.10.5.     Importance of Career Planning
189
4.10.6.     Limitations of Career Planning
189
4.11.        Career Development
190
4.11.1.     Meaning & Definition of Career Development
190
4.11.2.     Characteristics of Career Development
190
4.11.3.     Objectives of Career Development
190
4.11.4.     Steps in Career Development Plan
191
4.11.5.     Importance of Career Development
191
4.12.        Mentoring
192
4.12.1.     Meaning and Definition of Mentoring
192
4.12.2.     Assumptions of Mentoring
193
4.12.3.     Process of Mentoring
193
4.12.4.     Classification of Mentoring Programmes
194
4.12.5.     Functions of Mentoring
195
4.12.6.     Mentors and Proteges Relationship
195
4.12.6.1.  Responsibilities of Mentors
196
4.12.6.2.  Responsibilities of Proteges
196
4.12.6.3.  Qualities of Successful Mentor-Protege                 Relationships
197
4.12.6.4.  Development of Mentor-Protege Relationships
197
4.12.7.     Importance of Mentoring
198
4.12.8.     Limitations of Mentoring
198
4.13.        Exercise
199
 
 
Unit 5: Performance Evaluation and Control Process
5.1.          Performance Evaluation
200
5.1.1.       Meaning and Definition of Performance                 Evaluation
200
5.1.2.       Features of Performance Evaluation
200
5.1.3.       Need and Importance of Performance    Evaluation
201
5.1.4.       Objectives of Performance Evaluation
202
5.1.5.       Appraisers in Performance Evaluation
203
5.1.6.       Process of Performance Evaluation
204
5.1.7.       Methods of Performance Evaluation
205
5.1.7.1.    Traditional/Past-Oriented Methods of   Appraisal
205
5.1.7.2.    Modern/Future-Oriented Methods of Appraisal
209
5.1.8.       Factors Distorting Performance Evaluation
213
5.1.9.       Guidelines to Overcome Performance    Evaluation Problems
215
5.1.10.     Industry Practices of Performance Evaluation
215
5.2.          Performance Feedback
216
5.2.1.       Concept of Performance Feedback
216
5.2.2.       Features of Performance Feedback
216
5.2.3.       Types of Performance Feedback
216
5.2.4.       Process of Performance Feedback
217
5.2.5.       Importance of Performance Feedback
218
5.2.6.       Limitations of Performance Feedback
218
5.2.7.       Guidelines for Effective Performance Feedback
219
5.3.          Job Change
220
5.3.1.       Introduction
220
5.3.2.       Purposes of Job Change
220
5.3.3.       Types of Job Change
220
5.3.4.       Promotion
221
5.3.4.1.    Purposes of Promotion
221
5.3.4.2.    Types of Promotion
222
5.3.4.3.    Basis of Promotion
222
5.3.4.4.    Benefits of Promotion
224
5.3.4.5.    Problems of Promotion
225
5.3.5.       Demotion
225
5.3.5.1.    Reasons for Demotion
225
5.3.5.2.    Problems Caused by Demotion
226
5.3.5.3.    Ways to Cope with Demotion
226
5.3.5.4.    Difference between Promotion and Demotion
227
5.3.6.       Transfer
227
5.3.6.1.    Purposes of Transfer
227
5.3.6.2.    Types of Transfer
228
5.3.6.3.    Benefits of Transfer
229
5.3.6.4.    Problems of Transfer
229
5.3.6.5.    Difference between Transfer and Promotion
230
5.3.7.       Separation
230
5.3.7.1.    Types/Methods of Separation
230
5.3.7.2.    Costs of Separation
232
5.3.7.3.    Benefits of Separation
232
5.3.8.       Implications/Effects of Job Change
233
5.4.          Controlling
235
5.4.1.       Meaning and Definition of Controlling
235
5.4.2.       Nature of Controlling
235
5.4.3.       Objectives of Controlling
236
5.4.4.       Control Process
237
5.4.5.       Importance of Controlling
238
5.4.6.       Methods of Controlling
239
5.4.6.1.    Traditional Methods
239
5.4.6.2.    Modern Methods
241
5.4.7.       Requirements of Effective Control Systems
243
5.4.8.       Limitations of Controlling
243
5.5.          Grievances
244
5.5.1.       Meaning and Definition of Grievance
244
5.5.2.       Characteristics of Grievances
245
5.5.3.       Forms of Grievances
245
5.5.4.       Causes of Grievances
245
5.5.5.       Identifying Grievances
246
5.5.6.       Implications/Effects of Grievances
247
5.5.7.       Grievance Redressal Procedure
247
5.5.7.1.    Features of Good Grievance Procedure
247
5.5.7.2.    Steps in Grievance Redressal Procedure
248
5.5.7.3.    Model for Grievance Resolution Procedure
248
5.5.7.4.    Grievance Redressal Methods
249
5.5.7.5.    Advantages of Grievance Redressal Procedure
250
5.5.7.6.    Disadvantages of Grievance Redressal   Procedure
250
5.6.          Exercise
250
 
 
Unsolved Paper (2010)
252
Solved Paper (2011)
253
Solved Paper (2012)
266
Solved Paper (2013)
278
Classification
290

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Human Resource management

Human Resource management

Dr. K. Karuppiah, Dr. G. Hemapriya and M. Karthik

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