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Title      : MB111 Human Asset Management
Subject      : Human Asset Management
copyright © 2018   : Karnataka State Open University
Author      : KSOU
Publisher      : Karnataka State Open University
Chapters/Pages      : 23/573
Total Price      : Rs.      : 420
 
 
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Chapters
     
Training and Development Total views (194)  
After studying this unit, students should be able to give the meaning and definition of training and development. They will also be able to discuss concepts of learning, education, training and differentiate between training and development.
Pages: 15
Price: Rs 0   
 
Methods of Training and Development Total views (194)  
After studying this unit,students should be able to discuss the different methods of training and development and differentiate between on the job and off the job training. They will also be able to organize training and development programme and conduct training and development.
Pages: 28
Price: Rs 21   
 
Organisation and Evaluation of Training and Development Total views (192)  
After studying this unit, students should be able to acquaint themselves with organizing the Training and Development. They will also be able to gain expertise in preparing cost-benefits analysis.
Pages: 12
Price: Rs 9   
 
Management Development Programme(MDP) Total views (197)  
Management Development programme is also called as Executive Development Programme, as the training is exclusively meant for executives or managerial cadre. After the employee has been recruited, and inducted, he / she must be developed to fit into the job so as to meet any challenge no matter, whether present or future.
Pages: 28
Price: Rs 21   
 
Internal Mobility Total views (194)  
After studying this unit, students should be able to define and give the meaning of mobility and its forms. They will also be able to discuss the purposes of promotion, transfer and demotion and explain various types of promotion and transfer.
Pages: 24
Price: Rs 18   
 
HRM an Overview Total views (197)  
Human Resource Management is concerned with the people who work in the organization to achieve the objectives of the organization. It concerns with acquisition of appropriate human resources, developing their skills and competencies, motivating them for best performance and ensuring their continued commitment to the organization to achieve organizational objectives.
Pages: 41
Price: Rs 30.75   
 
Environment of HRM_An Overview Total views (193)  
This unit gives students the knowledge of environment of HRM, its external & internal factors. They will also be able to discuss economic Policy and its impact.
Pages: 24
Price: Rs 18   
 
Structural Reforms, their Implications on IR and Trade Unions Total views (194)  
After studying this unit,students will learn about structural reforms and their implications. They will also be able to understand about trade unions and their growth and prevailing condition.
Pages: 47
Price: Rs 35.25   
 
Strategic HRM & Organization of HRM Total views (194)  
After reading this unit,students will know strategic Human Resource Management and HR Functions & Strategic Management. They will also be able to know about organization of HR Department.
Pages: 45
Price: Rs 33.75   
 
Employee Safety and Health Total views (277)  
Industrial Health and safety is an important responsibility of the Human Resource Department in any organization. It has an important bearing on not merely the productivity of an organization but also on the perception of the employees in terms of job satisfaction,how friendly and conducive is the organizational climate.
Pages: 27
Price: Rs 20.25   
 
Employee Welfare and Quality of Work Life Total views (277)  
Quality of Work Life' improvements are activities, which take place at every level of an organization, which seeks greater organizational effectiveness through the enhancement of human dignity and growth. It is a process through which management, unions, and employees learn how to work together better, to determine for themselves what actions,changes and improvements are desirable and workable in ......
Pages: 34
Price: Rs 25.5   
 
Discipline and Grievance Total views (277)  
Discipline should not be regarded as means where employees are coerced, punished or eventually dismissed but rather as a way of helping the employee to be able to meet the requirements of the organization by providing advice, guidance and training for/of the Grievance Procedure by an employee should not be perceived as a threat but more of a plea for help from an individual who has failed to get ......
Pages: 16
Price: Rs 12   
 
Accidents and Absenteeism Total views (277)  
Accidents are caused by a combination of circumstances and events, usually resulting from unsafe work acts, and unsafe work environment, or both. It is generally believed that unsafe personal actions cause the bulk of organizational accidents. Unsafe personal actions include such things as taking unnecessary risks, failing to wear protective equipment, using improper tools and equipment, and taki ......
Pages: 18
Price: Rs 13.5   
 
Human Resource Planning Concepts and Process Total views (540)  
Every organization wish to make success should utilize human resources optimally. Effective utilization leads to quality production at lower cost, which result in to more sales and more profit and productivity. This is possible only when there is human resource planning.
Pages: 15
Price: Rs 11.25   
 
Job Analysis Total views (537)  
Every organization in an endeavor to attain its objectives, should take up the process of integrating the need of individual with organization requirements. This process involve deciding on the content the job in terms of its duties and responsibilities, methods to be used in carrying out the job, techniques, systems, procedure and the relationships between the employee and their superiors, subord ......
Pages: 24
Price: Rs 18   
 
Recruitment Total views (536)  
After setting the Human Resources Planning and type of jobs that personnel will perform and qualities needed to perform those, the organization should identify when there is need for personnel. The acquisition of personnel should be made by the organization, for that purpose one should rely upon the recruitment.
Pages: 17
Price: Rs 12.75   
 
Selections Total views (547)  
Recruitment and selections are the two different face used in the acquisition of human resources. Selection is the crucial stage which not only eliminate undeserving candidates but also help short listing deserving candidates for the next stage i.e ., interview or appointment as the case may be.
Pages: 11
Price: Rs 8.25   
 
Interview Total views (549)  
The short listed candidates in the selection process should go into further process of selection of interview. Some conducts interview to decide about the most suitability of the candidates, while some organisation do not conduct interview for some position. Selection policy should clearly reveal the need for an interview.
Pages: 10
Price: Rs 7.5   
 
Orientation and Placement Total views (548)  
Selection incurs expenses of various kinds, which should not go waste. Keeping the time, and candidates select in mind, there is a need to introduce the new employee to the organisation and vice - versa and to place in appropriate position. This is indeed very essential not only to make him feel that he is not a stranger in the organisation but also to help him work hard towards, the development o ......
Pages: 11
Price: Rs 8.25   
 
Job Evaluation and Performance Appraisal Total views (548)  
Employee compensation is of one the major determinants of employee satisfaction in an organization. The compensation policy and the reward system of an organization are viewed by the employees as indicators of the management's attitude and concern for them. It is not just the compensation in toto, but its fairness as perceived by the employees that determines the success of a compensation manageme ......
Pages: 16
Price: Rs 12   
 
Compensation Management Total views (547)  
Employee compensation is of one the major determinants of employee satisfaction in an organization. The compensation policy and the reward system of an organization are viewed by the employees as indicators of the management's attitude and concern for them. It is not just the compensation in to, but its fairness are perceived by the employees that determines the success of a compensation managemen ......
Pages: 37
Price: Rs 27.75   
 
Rewards &Incentives Total views (542)  
An 'incentive' or 'reward' can be anything that attracts a employees attention and stimulates him to work. In the words of Burack and Smith, "An incentive scheme is a plan or programmes to motivate individual or group performance. An incentive programme is most frequently built on monetary rewards(incentive pay or monetary bonus), but may also include a variety of non-monetary rewards or prized."
Pages: 45
Price: Rs 33.75   
 
Employee Benefits & Services Total views (550)  
Management is concerned with attracting and keeping employees, whose performance meets at least minimum levels of acceptability ; and at keeping 'absenteeism' and 'turnover' to tolerable levels. The provision of 'benefits' and services can be and are important in maintaining the employees and reducing or keeping turnover and absenteeism low.
Pages: 28
Price: Rs 21   
 


 
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