Contents - PART ONE 1. Projects 2. Search for a Business Idea 3. Concept of Projects 4. Project Identification 5. Project Formulation 6. Project Risk 7. Project Planning 8. Project Design and Network Analysis 9. Project Report 10. Project Appraisal 11. Location of an Enterprise 12. Factory Design and Layout PART TWO 13. Project Analysis 14. Economic Analysis 15. Distribution Cost Analysis 16. Leverage Analysis PART THREE 17. Financial Analysis 18. Fund Flow Analysis 19. Ratio Analysis 20. Investment Process 21. Break-even Analysis 22. Profitability Analysis 23. Benefit Analysis 24. Sensitivity Analysis 25. Budget and Planning Process PART FOUR 26. Benchmarking 27. Source of Development Finance 28. Project Financing 29. Institutional Finance to Entrepreneurs 30. Financial Institutions 31. Working Capital Management 32. Incentives and Subsidies PART FIVE 33. Policies Governing Entrepreneurship 34. Applicability of the Factories Acts 35. Role of Consultancy Organization PART SIX 36. Project Management 37. Project Organization 38. Community Participation in Projects 39. Working Capital Assessment 40. SWOT Analysis 41. Risk Management 42. Managing Tomorrow PART SEVEN 43. Essence of Control 44. Post-evaluation Approach 45. Project Benefit Monitoring and Evaluation

HRM is an important core subject in UG and PG courses in Management, Commerce, Social Science and Computer Application fields. It is essential that all the graduates imbibe HR qualities to be more effective in taking care of their responsibilities. Management experts, time and again have told that production, marketing and finance functions are main activities of any business firm. Who will take care of all these key functions? It is employees or human resource who can make stagnate or mar an organization. In addition to best facilities an organization must have best or most suitable employees to take care of various operations and activities pertaining to its objectives. Human Resource have to be selected, trained, developed and adapted to the work environment. This means HR and HRD are very important factors of any organization. The entrepreneurs who have taken good care of their talented and key employees have always been very successful. prosperous and growing. Whatever is the area of work (Finance, ITES, Marketing, etc) the impact of HRD is bound to be felt. Ultimately it is the employees who give a good reputation to their organization. Hence know -how of HR related functions are very important in all the types of organizations. Now a days International HRM studies also has gained great importance due to large impact of globalization. Book Content of Human Resource Management (Text and Cases) 1. Nature and Scope of HRM 2. Human Resource Planning (HRP) 3. Recruitment and Selection 4. Human Resource Development 5. Compensation Management 6. Performance Management 7. Health, Safety and Social Well-being 8. Industrial Relations 9. Discipline Management 10. Recent Trends in HRM 11. International HRM 12. Case Studies Bibliography − References

Every organisation has been established with certain objectives to achieve them effectively and efficiently by utilising the available resources. All resources are important but out of these the manpower is the most important. It plays an important role in performing tasks for accomplishing the goals. In short, human resource includes the resources of all the people who contribute their services in the attainment of organisational goals and others who contribute their services in the attainment of organisational goals directly or indirectly. It is this human resource which is of paramount importance in the success of any organisation because most of the problems in organisational settings are human and social rather than physical, technical or economic. Failure to recognize this fact causes immense loss to the nation, enterprise and to the individual. In the words of Olivery Sheldon, 'No industry can be rendered efficient so long as the basic fact remains unrecognised that it is principally human. In present situation, it is difficult to predict about anything. It is uncertain to say that what will happen tomorrow. Again the need for highly skilled and dedicated manpower is felt who can understand the turbulent situation and give the best output. In highly turbulent environment, the need for high level of competency has been felt strongly. The existing level is not meeting the requirement of performance. A gap is created by changing global business environment between required and existing level of human resource competencies. It is needed to develop the human resource to get the desired standard of performance to neutralise the competition effect. Focus of HR manager is now on human resource development because it has realized the importance of skilled, motivated and committed employees. Keeping in view competitive situation and increasing importance of competent and motivated human resource, we are inspired for working on topic of human resource development and give to the academicians, practitioners, research scholars and students undergoing management programmes. This book has been authored and it includes the following chapters: To develop the concepts related to human resource development, HRD process, roles and practice, performance management and appraisal, relations of HRD with OD, knowledge management, career planning and development efforts have been put through intensive study and research with special care. Further, proper attention has been paid to grammar and editing part. If readers find any mistake any where relating to this book, they are requested to inform the authors. This would be highly appreciated and authors would be thankful to the persons who inform. Contents - Part I: Introduction to HRD 1. HRD Environment 2. Human Resource Management 3. Human Resource Development 4. Planning and Organisation for Human Resource Development Part II: HRD Process, Mechanisms and Practices 5. Human Resource Development Process 6. Human Resource Development Mechanisms 7. Roles and Practices of HRD in Organisations Part III: HRD Applications 8. Role Analysis and Competency in HRD 9. Performance Appraisal 10. Performance Appraisal Process and Methods 11. Assessment Centre 12. 360 Degree Performance Appraisal Method 13. HRD Audit 14. Training 15. Management Development 16. Career Planning and Development 17. Performance Management 18. Workforce Diversity and Human Resource Development 19. Organisation Development and Human Resource Development 20. Knowledge Management and HRD 21. Employees Counselling and Well-being Part IV: HRD Cases 22. Case Study 23. Bibliography

Every organization performs its task with the help of resources as men, machine, materials and money. Except manpower other resources are non-living but manpower is a live and generating resource. Manpower utilizes other resources and gives output. If manpower is not available then other resources are useless and cannot produce anything. Out of all the factors of production manpower has the highest priority and ignorance of human resource can prove to be disastrous. The human resource is critical and difficult to manage. It is because human behaviour is highly unpredictable. It differs not only from individual to individual but often on the part of same individual at different points of time. In spite of biological and cultural similarities, human beings not only differ in their appearance but also in their capabilities based on their background, training and experience. Human resource or a person at work is the most important component of the undertaking. Management cannot afford to ignore human resource at any cost. Employees are performing different jobs in an organization depending upon the nature of the organization. All the different jobs are interrelated to achieve the targets. These are to be performed by the employees properly so they can give their best output at the job. This will have great impact on the total production, sales, profit, progress and market position of the company in the market. Various factors like skills, training, motivation, dedication, welfare, management policies, fringe benefits, salary and packages, promotion, communication etc. are responsible to encourage the people to work sincerely and give their best output. The importance of employees’ performance must be understood by the management and sincere efforts must be put in that direction. The management of the company taking timely steps in that direction will be in position to develop and motivate the people to do so. Finally the company may take the lead in the market and grab the opportunities available in the market. Present business environment is very uncertain and risky. It is very difficult to understand and predict about the future. Mistakes are likely to take place. If a slight mistake is there then it may lead to the business being in great problems. Over and above the highly competitive situation compels every organization to wake up and do the business. It is not possible to do the business the way organization wants. A high degree of competency is needed at levels of management and employees. The need for highly talented and motivated human resource is felt. If the employees are highly talented and motivated then they would be in position to give better performance and higher level of productivity. So the importance of talented and motivated manpower or human resources has been realized at management level. They are interested to hire, train and maintain the manpower in such a way that they are in position to achieve the performance standards and objectives of the organization properly. In present time the need for higher performance and productivity has been felt. So there should be focus of HR managers on performance management. Performance management maintains, develops and motivates the people at work to give better results. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc. Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. It helps in creating good working environment of openness, mutual trust, co-operation and team spirit. People work with their high degree of motivation and without work stress. In healthy working environment people work in teams and that leads to multidimensional benefits to individuals, teams, departments, sections, divisions and organization as a whole. The benefits of it are numerous and these are financial and non-financial both. Managing employee or system performance facilitates the effective delivery of strategic and operational goals. Major gains from performance management are financial and non–financial. The Functions of Performance Management include to create a healthy work environment, develop performance plans, selection of appropriate people, decision regarding performance standard, plans for development of employees, measurement of performance, conducts performance feedback, design compensation, recognition and reward system, contributes in developing goodwill. By performing these functions the management helps in improvement of the performance as a whole. The work related employees problems are sorted out. It gives a sense of confidence and motivation among persons. These persons create publicity by word of mouth inside and in the public outside. It contributes a lot in creating high goodwill of the company. Keeping in view the importance of management of performance of employees it inspired us for giving insight into the topics related to performance management to the academicians, practitioners, research scholars and students undergoing management programmes. Contents : 1. Performance Management 2. Performance Management Process 3. Employees or Labour Productivity 4. Performance Appraisal 5. Performance Appraisal Process and Methods 6. Management by Objective Method 7. 360 Degree Appraisal Method 8. Assessment Centre 9. Designing, Developing and Managing Assessment Centre 10. Career Planning and Development Case Study Annexure Bibliography

Human resource is the most important resource. It is to be managed properly. The present business environment is turbulent. It is undergoing drastic changes. There is uncertainty and risk everywhere. Over and above due to liberalisation and globalisation, tough competition is being faced in every sector in India and abroad. To understand the changing business environment and carry-out the business effectively and efficiently are very difficult. The critical need of talented manpower has been felt. Further, the human resource is again needed to be managed properly to get the best performance of them. Keeping in view, the critical needs, the new chapters have been added to the first edition to tune it to the present requirement. Sincere efforts have been made to create awareness among all concerned regarding emerging trends and practices in HRM. The new edition of the book will include: Part - 1: Human Resource Management Part - 2: Human Resource Development Part - 3: Compensation of Human Resource Part - 4: Maintenance of Human Resource Part - 5: Human Relations Part - 6: Industrial Relations Part - 7: Future and HRM. This edition covers 42 chapters under 7 parts. The present edition has the following reliant features: 1. Integrated approach and comprehensive explanation. 2. All topics of the earlier editions have been reviewed and updated. 3. The sequence of the chapter is arranged in a proper logical order to provide proper link to the topics. 4. It includes the text and the case study both solved and unsolved types to improve theoretical and practical knowledge of the readers. 5. Value addition to the students undergoing different courses. Sincere efforts have been put to bring this second edition. On the demand of the students, academicians and practitioners the topics have been revised; updated and new topics have been added. Now it is the humble request to all readers to bring the discrepancies to our notice at the earliest. Suggestions and comments will be highly appreciated by authors. Contents : Part - I: Human Resource Management 1. Human Resource Management 2. Environment and HRM Part - II: Human Resource Development 3. Human Resource Planning 4. Job Analysis and Job Design 5. Recruitment, Selection and Placement 6. Training 7. Management Development 8. Human Resource Development 9. Performance Management Part – III: Compensation of Human Resource 10. Performance Appraisal 11. Performance Appraisal Process and Methods 12. Job evaluation 13. Wages and Salary Administration 14. Incentive Payment System Part – IV: Maintenance of Human Resource 15. Benefits and Services for Employees 16. Promotion 17. Transfers and Separations 18. Labour Welfare and Social Security 19. Health and Safety Part – V: Human Relations 20. Human Resource Accounting and Audit 21. Group and Group Dyanmics   22. Motivation of Employees 23. leadership 24. Communication Part – VI: Industrial Relations 25. Discipline and Grievance Management 26. Industrial Relations 27. Industrial Relations 28. Trade Unions 29. Workers’ Participation in Management 30. Collective Bargaining 31. Labour Legislations 32. Employees Counselling and Well-being 33. Employees or Labour Productivity Part – VII: Future and HRM 34. Globalisation and Strategic HRM 35. Quality of Work Life and Stress Management 36. Knowledge Management and HRD 37. Gandhian Philosophy and Human Resource Management 38. Human Resource Development and Diversity 39. Organisational Changes and Development 40. Case Studies – 1 (Solved) 41. Case Studies – 2 (Unsolved) 42. Bibliography

This book “Team Building and Leadership” a is blend of both theoretical and practical aspects related to team and leadership. This book is designed in a manner that students can find it comprehensive and can also check their progress by attending delf-assessment exercises. The box items which are in Indian context will also help in learning progress. Overall, this book will help the students and practitioners to understand the basics of team and leadership. Contents - 1. Introduction to Concept of Leadership and Leadership Values 2. Leadership Traits 3. Leadership and Behavior 4. Contingency Approach to Leadership 5. Leader – Power and Influence 6. Group and Group Properties 7. Team and Leadership 8. Leadership and Change 9. Leadership Skills Basic [9(a)] Leadership Skills Advanced [9(b)] 10. Assessing Leadership Potential and Measuring its Effects 11. Glossary

This book integrates the theories, principles and applications of specific behavioural disciplines to provide an in-depth understanding of the subject and incorporates the invaluable practical experiences of practicing managers. Specifically, an attempt has been made to clarify, enhance and update the information to truly reflect the emerging perspective in the field of compensation. Appropriate modifications have been made in the various topics covered and the numerous research studies published during the preceding years have been included. Contents : 1. Introduction to Compensation 2. Strategic Perspectives in Compensation 3. Managing Compensation 4. Performance Based Compensation 5. Wages and Salary Administration 6. Incentive Plans and Fringe Benefits 7. Job Analysis 8. Job Evaluation 9. Benefits and Administration 10. Statutory Provisions Related to Compensation 11. Compensation of Special Groups 12. International Compensation

Human Resource Development is a comprehensive text for PG level management and social science students. The book addresses on the core theories of HRD, to help students to leverage their learned knowledge to apply in future managerial decision making. The presentation of this book has been made deliberately simple and lucid to help students to understand the theories and its possible application. Adequate corporate examples while elaborating on the theoretical issues make students to enjoy its reading. It is expected that this book will receive wide acceptance from the students and teachers, because of its wide coverage in reader friendly style. Contents : 1. Human Resource Development (HRD) 2. Job Analysis, Job Description, Job Designing and Job Evaluation for HRD 3. HRD Needs Assessment and Strategic Intents of HRD 4. Training and Development and HRD 5. HRD Through Career Planning and Development 6. Knowledge Management and Learning Organization for HRD 7. Transfer, Promotions and HRD 8. Human Resource Information Systems (HRIS), Human Resource Accounting (HRA) and Audit and HRD 9. Globalisation, Technology and Human Resource Development Issues 10. Managing Diversity for Human Resource Development 11. Labour Market Changes and HRD 12. HRD and Organizational Culture 13. Organizational Development 14. Performance Management and Human Resource Development 15. Strategic Human Resource Development 16. Quality Management Practices and HRD 17. Employee Skills and Multi-skilling for HRD 18. Case Study Techniques for HRD

I feel great pleasure in pleasure in placing the first edition of this book before my esteemed readers. It is the outcome of a great deal of encouragement from our colleagues and request from students. This book is appropriate for commerce and management students at gradients and postgraduate level of different Indian Universities. My Sincere and the deliberate efforts have been developed to give the book a comprehensive form. All chapter have been discussed in a very simple and lucid language so as to make the subject easily understandable to my beloved students. Contents - Section – 1 Introduction to Human Resource Management 1. Introduction Section – 2 Procurement 2. Job Analysis 3. Human Resource Planning 4. Recruitment 5. Selection 6. Placement and Induction Section – 3 Development 7. Training 8. Development 9. Performance Appraisal 10. Career Planning 11. Human Resource Development 12. Job Changes 13. Organizational Development Section – 4 Compensation 14. Wage and Salary Administration 15. Incentives and Fringe Benefits Section – 5 Integration 16. Industrlal Relations 17. Industrlal Disputers 18. Collective Bargaining 19. Workers Participation in Manaement 20. Discipline 21. Grievance 22. Morale 23. Trade Unions Section-6 Maintenance 24. Health and Safety 25. Labour Welfare 26. Social Security 27. Quality of Work life Section – 7 Personnel Control 28. Human Resource Information System 29. Human Resource Accounting 30. Human Resource Audit 31. Absenteeism and Labour Turnover Section-8 Miscellaneous 32. Strategic Human Resource Management 33. International Human Resource Management

This text book presents clear cut picture on management and leadership. It provides in-depth explanation with relevant case studies and exercises. Some real life situations have been specified in each chapter to understand very clearly. All the practical examples will help the young management aspirants. As such, it is designed for management graduates, post graduates training and development for leadership and management development programs at all levels. It is suitable book for HRM and OB course in MBA, M.Com, and other management courses of different B-Schools. This text is immensely useful for both continuing and distance education of different universities and institutions. Contents : Chapter 1 The Concept of Leadership Chapter 2 Theories of Leadership Chapter 3 Leadership Styles of Indian Managers Chapter 4 Women and Leadership Chapter 5 Leadership Ethics Chapter 6 Nature and Significance of Management Chapter 7 Communication Chapter 8 Motivation Chapter 9 Training & Development Chapter 10 Wage and Salary Administration Chapter 11 Performance Appraisal Chapter 12 Employee Morale, Attitude and Job Satisfaction Chapter 13 Teams and Teamwork Chapter 14 Personality and Perception Chapter 15 Human Resource Development Appendices Appendix A - Profile of Successful Leaders Appendix B - Brief Guidelines to Analyse Case Study