000			06316 a2200169 4500
999			_c654078 _d654078
008			200103b ||||| |||| 00| 0 eng d
020			_a9789352805112
082			_a658.3 _bSEN.H
100			_aSengupta, Amitabha
245			_aHuman Resource Management _b: Concepts, Practices and new Paradigms
260			_bSAGE Publications India Pvt. Ltd. _aLos Angeles _c2018
300			_axix, 473 pages
520			_aContents Machine generated contents note: CLUSTER 1 Old HR-New HR ch. 1 Human Resource Management -Introduction Introduction Human Resource Management and Personnel Management The Importance of Human Resource Management Models of Human Resource Management Evolution of Human Resource Management HRM in India The Factors Influencing Human Resource Management Human Resource Management and Line Managers The HR Competencies Human Resource Management and Firm Performance Summary ch. 2 Human Resource Business Partner Defining HR Business Partnership Models for Business Partnership HR Business Partner Role Managing Critical Relationships HR Business Partner Competencies HR Business Partner as an Internal Consultant Gazing into the Crystal Ball: Beyond HRBP CLUSTER 2 Plan and Acquire ch. 3 Human Resource Planning The Importance of HR Planning Manpower Planning to HR Planning Contents note continued: Factors Affecting HR Planning Benefits of HR Planning HRP Process Tools for Demand Forecasting Attributes of an Effective HR Planning Barriers to HR Planning The Challenges for HR Planning in India ch. 4 Recruitment and Selection Importance of Recruitment Recruitment Policies Factors Influencing Recruitment The Recruitment Process Evaluation of Recruitment Process Recruitment Strategy Selection Future Trends in Recruitment CLUSTER 3 Development and Growth ch. 5 Learning, Training, and Development Training, Learning, and Development Learning Theories The Future of Training, Learning, and Development: Crystal Gazing into the Future World of Learning ch. 6 Competency Management The Evolution of Competency Management What Is Competency? Classification of Competencies What Is a Competency Dictionary? Contents note continued: Competency Life Cycle Competency Modeling Assessment Centers Performance Management CLUSTER 4 Engage and Perform ch. 7 Employee Engagement Impact of Employee Engagement on Organizational Performance What Is Employee Engagement? Evolution of Employee Engagement Challenges for Employee Engagement How to Build an Engaged Workplace? Measurement of Employee Engagement Strategies to Improve Employee Engagement Role of HR in Employee Engagement ch. 8 Performance Management and Appraisal Objectives of Performance Management Performance Management and Performance Appraisal Common Problems with Performance Appraisals Performance Management Process Types of Performance Rating Systems Future of Performance Management CLUSTER 5 Reward and Compensate ch. 9 Compensation and Benefits Definitions Total Compensation Contents note continued: Total Rewards System Forms of Pay Theories of Compensation External Factors Internal Factors Establishing Pay Rates Employee Bene fits ch. 10 Compensation for Special Groups The Supervisors The Top Executives The Growth in Executive Compensation Determinants of Executive Compensation Issues in Executive Compensation The Future of Executive Pay in India Compensation for Sales Personnel Compensation for Scientists and Engineers in High-Tech Industry Compensation for Contingent Workers New Directions in Developing Compensation for Special Groups CLUSTER 6 Decent Workplace: Compliance and Dialogs ch. 11 Industrial Relations Decent Workplace: International Labor Organization Industrial Relations The Objectives of Industrial Relations Approaches of Industrial Relations Systems The Actors in Industrial Relations Indian Context Contents note continued: Industrial Relations and Human Resource Management ch. 12 Workplace Legislations, Regulations, and Debates on Labor Law Reforms History and Evolution Labor Law in India Workplace Regulations Applicable to Government/​Public Sector Industrial and Service Jurisprudence CLUSTER 7 Transformation of Work and Work Relationships ch. 13 HR Information System, HR Metrics, and HR Analytics HR Data Human Resource Information System HR Metrics HR Analytics ch. 14 Employment Relations The Definition Traditional Employment Relations Actors in the Fray: Role-taking The New Frameworks for Employment Relations The Future of Employee Relations CLUSTER 8 HR Blue Ocean ch. 15 Human Resource Management in Small and Medium Enterprises Definition of SMEs Human Resource Management and Organization Performance in SMEs Contents note continued: The Difference in Adoption of Human Resource Management: SMEs and Large Firms Indian Experience Impact of Weak Adoption of Human Resource Management in SMEs Factors Influencing the Adoption of Human Resource Management Practices in SMEs Future of Human Resource Management in SMEs ch. 16 Human Resource Management in the Service Sector The Emergence of the Services Sector Implications for Human Resource Management Function Differences Between Services Sector and the Manufacturing Sector Difference in Human Resource Management Practices in Services and Manufacturing Sectors Human Resource Management and Service Quality Correlation Some Specific Industries in Services Sector Trade Unions in Services Sector Models of Union Strategies CLUSTER 9 Innovate and Transform ch. 17 Organization Transformation and the HR Leadership Terminologies Contents note continued: ch. 18 Human Resource Management Innovations Human Resource Management and Innovations Factors Affecting the Innovation Process in Organizations Characteristics of Human Resource Management Innovations Conditions Necessary for Successful HRMI Implementation Current Trends in Human Resource Management Innovations Innovative Human Resource Management Practices in India How Human Resource Management Practices Contribute to Organizational Innovation How to Make Human Resoutce Management Innovations Sustainable Summary.
650			_aPersonnel management -- India.
650			_a Employees -- Management.
942			_2ddc _cB