HRM in Global Scenario : Practices and Strategies for Competitive Success

S.K. Bhatia, Deep and Deep, 2009, xviii, 558 p, ISBN : 8184501797, $110.00 (Includes free airmail shipping)

HRM in Global Scenario : Practices and Strategies for Competitive Success/S.K. Bhatia

Contents: Foreword. Preface. Acknowledgements. I. HRM: Perspectives and challenges: 1. HRM contribution to global competitive advantage. 2. Human Resource Management and functions. 3. Concepts of HRD and strategic HRM. 4. Aligning HR Strategies with Business strategies. 5. Emerging challenges in human resource management. 6. Proactive role of human resource function. 7. Keys to human resource success in the coming decade. II. Acquiring talent: 8. Human Resource Planning (HRP). 2. Job analysis, job description and job specification. 10. Strategies for recruitment and e-Recruitment. 11. Psychological tests. 12. Multimedia interviews. 13. Interview process. 14. Current focus in selection norms. III. Retention strategies: 15. Employee retention: conceptual strategies. 16. Retaining your best people. 17. Strategic role of team leader in retention of talent. 18. Life-Friendly Organisation (LFO). 19. Orientation and socialisation of employees. 20. Job design influence on productivity and satisfaction. 21. Employee engagement crucial for retention. 22. Enhancing creativity and fun. 23. Organisational stress managing strategies. 24. Empowerment of employees. 25. Working with new generation employees and retaining them. 26. Work-life balance. IV. Development and career opportunities: 27. Strategic training process. 28. Executive development. 29. Strategies for developing capabilities of employees. 30. Traditional career management versus new career paradigm. 31. Succession and development planning. 32. Assessment centre. 33. Mentoring. 34. Competency mapping and development. 35. e-Learning and web-based training. V. Performance management: 36. Performance management. 37. Performance appraisal methods. 38. Appraisal feedback discussion for development. VI. New approaches in rewards management: 39. Wage and salary administration: an overview. 40. Job evaluation. 41. Contemporary compensation system. 42. Emerging strategic approaches to compensation system. 43. Designing a high-motivation reward system. VII. Employee relations for industrial harmony: 44. Industrial relations: an overview. 45. Machinery for prevention and settlement of industrial disputes. 46. Strategies in industrial relations in India. 47. Trade Union Strategies in the wake of declining trends in Unionism. 47. Collective bargaining strategies. 48. Employment psychological contract. 50. Workers' participation in management: industrial democracy. 51. Managing discipline. 52. Managing grievances. 53. Labour welfare. 54. Managing absenteeism. 55. Employee counselling process. 56. Separation of employees and Voluntary Retirement Scheme (VRS). VIII. Human resources monitoring for effectiveness: 57. Human Resource Information System (HRS). 58. Human Resource Accounting (HRA). 59. Human resource audit. 60. Human resource research. 61. Strategic human resource evaluation. IX. Globalisation mantras--HR Involvement in addressing critical issues: 62. Globalisation of business and HR Role. 63. Emerging global challenges having impact on individuals and organisations. 64. Total Quality Management (TQM)--a cultural change. 65. Developing cross-cultural sensitivity. 66. HR Role in mergers and acquisitions. 67. HR Outsourcing. 68. Corporate turnaround: strategic HR Role. 69. Strategies for organisational transformation--HR Role. 70. Emerging HR Challenges due to New Workplace changes. 71. Climate change and organisation's role. 72. Managing discrimination at workplace. X. HR Strategies in meeting organisational and environmental challenges: 73. International HRM: A strategic competitive advantage. 74. International HRM Practices to succeed in diverse nations. 75. Learning organisation needed for gaining competitive edge. 76. Ethical behaviour improves reputation, image and enhances competitive advantage. 77. e-Human Resource Management and advantages of HR Software solutions. 78. Using knowledge management applications in HR Activities. 79. Six sigma intervention in HR for improving quality of service. 80. Computerised communication with employees is vital for success in organisation. 81. Developing HR Brand. 82. Making a difference in HR Function. XI. Annexures: 1. Career planning and development. 2. A model of performance management. 3. Performance appraisal feedback system. 4. Reward systems. Index. 

"The criticality of superior human resource management policies and practices--especially in the emerging knowledge driven global economy--can be hardly overemphasized. Knowledge resource has become a vital asset in most organizations, and therefore, attracting, retaining, developing and effectively utilizing human talent has a direct impact on profitability and growth. Human Resource Management is increasingly becoming Human Talent Management.

In the contemporary and rapidly changing business environment, the firms are competing not only for a larger share of the market, but also for high quality human talent.

In order to meet the challenges of human resource management, several new approaches and techniques have been developed to improve processes like recruitment and appraisal. Work teams have become essential part of the way business is done. Organization culture, team performance, cultural sensitivity, organization structure, systems, processes and technology have considerable impact on the new generation knowledge workers.

This book titled "Human Resource Management in Global Scenario" deals with five basic objectives which form the conceptual framework of the book as under:

First, need for integration of HR Strategy with organization strategies. Second, thrust on investment in people which is valuable for competitive edge. Third, focus on acquiring, developing and retention of talented managers which are not available to competitors. Fourth, understanding emerging challenges in HR and fast transforming HR philosophy and practices to adopt to changing environment. Fifth, the fundamental aim of HRM is to generate strategic capability for adding value to the organization.

This book covers all major concepts and approaches, contemporary as well as emerging developments in Human Resource field. In addition at the start of each chapter, details of topics covered are mentioned to facilitate the readers. At the end of each chapter summary highlights are given. Students of management and commerce courses, faculties as well as practicing managers will find it a very informative and useful compendium for learning about fastest developments in HRM."

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