ABOUT THE BOOK

This book is appropriate for management students for appearing NET and all other competitive examinations in the field of Human Resource Management. My sincere and deliberate efforts have been devoted to give the book comprehensive form. All units have been discussed in a very simple and lucid language so as to make the subject easily understandable to my beloved students. This book provides detailed information about the human resource related areas with simple language and the concepts have been explained with easy examples.

ABOUT THE AUTHOR

Dr. Debasish Biswas presently serving as an Assistant Professor in the Department of Business Administration, Vidyasagar University, West Bengal. He has been awarded Ph.D. degree in commerce in 2011, University of North Bengal and M. Phil in Commerce from Periyar University in the year 2008. Dr. Biswas obtained his M.Com in 2000 and MBA (HR) in 2002 from Burdwan University. He obtained PG Diploma on DLL, PGDHM, PGDMM, PGDE, PGDFM from Annamalai University. Dr. Biswas qualified UGC-NET on Human Resource Management in the year 2008. Dr. Biswas holds more than seven years Post-Graduate teaching experience. Dr. Biswas has contributed 65 research papers in National and Internal conferences, 30 research papers in National and International journals of repute. He is a life member of ICA, IBSA, and IAA. He has authored six books titled: 1. Management Information System 2 . Fundamentals of Financial Management 3. Industrial Relations &Labour Welfare 4. The Romance of Human Resource Management 5. Relationship between Productivity and Industrial Relations with one co-author 6. Compensation Management. He received Best Business Academic of the Year Award - 2016 (Gold Medal) at the 69th All India Commerce Conference.

CONTENTS

Preface .................................................................................................... 11

Acknowledgements .................................................................................. 13

UNIT-I ................................................................................................. 15
• Early Approaches to Management • Classical Approach • Scientific Management• Frederick Winslow Taylor • Frank and Lillian Gillbreth • Henry L.Gantt • Administrative Management • Henri Fayol • James D. Mooney (1884-1957) • Mooney and Reily • Lyndall Urwick (1943) • Oliver Sheldon • BureaucraticManagement • Behavioural Approach • Mary Parker Follet • Elton Mayo• The Hawthorne Studies • Contributions of the Hawthorne Experiment• Abraham Maslow • Douglas McGregor • Chris Argyris • Chester Barnard• Management Science • Operations Management • Management InformationSystems • Functions of Management • Planning • Types of Planning • Hierarchyof Plans • Steps of Planning • Planning Premises • Organising • McKinney’s7s framework • Staffing • Directing • Controlling • Types of Controlling• Controlling Techniques • Coordinating • Managerial Roles.

UNIT-II ................................................................................................ 43
• Personnel Management • Functions of Personnel Management • ManagerialFunctions • Operative Functions • Models of HRM • Guest Model • HarvardModel • Matching Model • Structure of Personnel Department • PersonnelDepartment in Line Organisation • Personnel Department in Functional Organisation• Personnel Department in Line and Staff Organisation • PersonnelDepartment in a Divisionalised Organisation Structure • Personnel Departmentin a Matrix Organisation Structure • Difference between Personnel and IRand HRM • Line and Staff • Job Analysis • Job Description • Contents of JobDescription • Job Specification • Job Specification Information • Methods ofJob Analysis • Manpower Planning • Levels of Human Resource Planning• Process of Human Resource Planning • Problems in HRP • New Challengesof HRM • Recruitment and Selection • Objectives of Recruitment • Sourcesof Recruitment • Methods of Recruitment • Selection • Selection Test • InterestTest • Process/Steps in Selection • Difference between Recruitment andSelection • Selection Error • The False Negative Error • Placement andInduction • Objectives of Placement • Concept of Induction • Objectives ofInduction • Wage and Salary Administration • Wage Concepts • Minimum Wages • Fair Wages • Living Wages • Need-based Minimum Wage • Objectivesof Wage and Salary Administration • Factors Influencing Wage and SalaryStructure and Administration • Theories of Wage • Job Evaluation • Methodsof Job Evaluation • Methods of Wage Payment • Linking Wages withProductivity • Grievance Handling and Disciplinary Action • Model GrievanceProcedure • Discipline and Disciplinary Action • These are discussed one byone • Disciplinary Action • Hot Stove Rule.

UNIT-III .............................................................................................. 97
• HRD Concept • Importance • Evolution of HRD • Evolution of HRD in aChronological Sequence • Functions • Performance Appraisal • Process ofPerformance Appraisal • Methods of Performance Appraisal • Quality of WorkLife • Career Planning • The SODI Career Planning Model • Quality Circles• Important Terms related to Quality • BPM • Training Programmes for Workers• On the Job Training • Off the Job Training • Identifying Training Needs• Management Development Programmes • Evaluation of Training • Types ofEvaluation.

UNIT-IV............................................................................................. 131
• Organisational Behaviour • Concept • Elements of Organisational Behaviour• Importance • Evolution • Role • A. Understanding Human Behaviour • Humancan be studied from the point of view of the following four levels • Influencingthe Human Behaviour • Models of Organisational Behaviour • AutocraticModel • Custodial Model • Supportive Model • Group Dynamics • Theoriesof Group Formation • Exchange Theory • Group Decision Making Process• Motivation Theories • Theory of Leadership • House’s Path Goal Theory• Leadership Styles • Hersey Blanchard Model • Fiedler’s Contingency Model• Leader’s Trait • Leadership Effectiveness • Continuum of LeadershipBehaviour • Transactional Leadership Theory • Leadership-Member Exchange(LMX) Theory • Transformational Leadership Theory • Likert’s ManagementSystem • Consequences of Low Morale • Fatigue • Types of Fatigue • Causesof Fatigue • Methods of Reducing Fatigue • Monotony • Organisation Changeand OD • Organisational Effectiveness.

UNIT - V ............................................................................................ 183
• Industrial Relations • Industrial Disputes • Workers Participation in Management• Code of Discipline • Tripartite Bodies • ILO • Industrial Relations andthe New Economic Reforms • Concept of Industrial Relations • IndustrialRelations versus Employee Relations • Approaches to Industrial Relations• Effects of Poor Industrial Relations • Trends of Industrial Disputes • Methodsand Machinery for the Settlement of Industrial Disputes • Conciliation Officer• Board of Conciliation • Prevention of Industrial Disputes • Workers Participationin Management • Code of Discipline • Tripartite Bodies • Conventions• Recommendations • Priority Conventions • New Economic Policy and IR inIndia.

UNIT-VI............................................................................................. 213
• Meaning • Objectives • Functions • Theories • Structure of Trade Unions• Trade Union Movement in India • Classification based on Agreement• Leadership • Finance • Union Rivalry • Union Politics.

UNIT-VII ........................................................................................... 227
• Labour Legislation • Objectives • Principles • Classification • Evolution ofLabour Legislation in India • Impact of ILO • Labour Legislation and IndianConstitution • The Factories Act, 1948 • Working Hours of Adult Workers• The Employee State Insurance Act, 1948 • Qualifying Conditions • ExtendedSickness Benefit (ESB) • Disablement Benefit • Duration of TDB • PermanentDisablement Benefit (PDB) • Workmen’s Compensation Act, 1932 • Restrictionon Employment of Pregnant Women.

UNIT-VIII ......................................................................................... 253
• Trade Unions Act, 1926 • Composition of Committee/Advisory Board• Payment of Minimum Rates of Wages • Claims and Procedure • EqualRemuneration Act, 1976 • Payment of Wages Act, 1936 • Conditions • ThePayment of Bonus Act, 1965 • Applicability of the Act • Calculation of AmountPayable as Bonus • Set-On and Set-Off of Allocable Surplus • IndustrialEmployment (Standing Orders) Act, 1946 • The Industrial Disputes Act, 1947• Arbitration • Strikes and Lockouts • Procedure of Strikes • Procedure ofLockouts • Unfair Labour Practices • Fifth Schedule.

UNIT-IX ............................................................................................. 313
• Labour Welfare • Statutory and Non-Statutory Labour Welfare • Intra andExtra Mural Welfare • Agencies of Labour Welfare • Meaning of LabourWelfare • Principles and Approaches • Statutory and Non-Statutory LabourWelfare • Intra and Extra Mural Welfare • Agencies for Welfare Work.

UNIT – X ........................................................................................... 325
• Labour Market • Concepts of Wages • State Regulation of Wages • Fixation of Wages • Wage Theories • Wage Differentials • Unemployment and Underemployment • Concepts of Wages • State Regulation of Wages • Fixation of Wages • Wage Theories • Wage Differentials.

INDEX .......................................................................................... 341