Académique Documents
Professionnel Documents
Culture Documents
TABLE OF CONTENTS
Page No
B Status and significance of HRM Why is HRM increasingly important HRM and best practice Definition & standards for HRM Accountability system HRM in small and medium sized enterprises HRM in cooperative business HRM in functionally structured organization HRM in divisional organization HRM in networked organization Summary of organizational structure Cultural Dimensions Elements of corporate culture Corporate culture and organizational types Governance and HRM Role and responsibilities for HRM HRM Process The driving forces of HRM The impact of HRM Future of HRM 32-33 33-34 34-35 35-37 37-38 38-38 39-39 39-40 40-40 40-41 41-42 42-43 43-43 43-45 45-50 51-53 54-55 55-56 56-57
C Internal resourcing External resourcing Recruitment and selection techniques Retention strategy Analysis of reasons for staying or leaving Flexibility strategy Strategies for managing performance Performance management Performance management process Purpose of performance management Objectives The scope of performance management strategy The holistic approach to performance management The concept of performance management as an integration force Horizontal integration The process of performance management Conclusion Strategic human resource management SHRD aims HRD and HRM The principal concerns of SHRD Individual learning strategies Organizational learning strategies Single and double-loop learning Developing a learning organization Strategies for management development strategic aims Management development as a business-led process The impact of management development The process of management development Strategies for developing emotional intelligence Developing strategic capability 86-86 86-87 87-87 88-88 88-90 90-90 91-92 92-93 93-93 93-94 94-94 94-94 95-95 95-95 96-96 96-96 97-97 98-98 98-98 98-98 99-99 99-100 100-103 103-103 103-103 103-104 104-104 104-105 105-105
D Model for world class HRM systems Model for effective HRM practices Model for capability driven HRM practice Model for internal capability driven HRM practices Model for customer focused HRM Model for Reengineering HRM Ten step HRM model for strategic alliances Seven-step HRM model for takeover People- capability maturity model HRM as shareholder value Human potential model People side of business process out strategy People side of Kaizen Thirteen best practices in TQM based people management Model for HRM score board Paralleling HR planning with business planning 126-127 128-129 129-130 130-131 131-132 132-133 133-134 135-136 136-138 138-139 139-140 140-141 141-142 142-143 144-144 145-146
CHAPTER NO 6 Human resource management and the economy of Pakistan and case studies
Pakistan country overview Special report Pak human resource development organization Loans 198/1988 rural sector development program UNIVERSITY OF CENTRAL PUNJAB 180-186 186-190 190-197 197-200
E Pakistan the aga khan rural support program Stimulating private sector investment challenges and remedies Expanding human development initiatives Pakistans human resource is its greatest asset PM Labor policy and HRM HRM in practice a case study of state bank of Pakistan 200-201 201-207 207-208 208-208 208-209 210-215
CHAPTER NO 7
A.V. Hotel Lahore K.F.C Lahore P.C Lahore Holiday Inn 216-219 220-224 225-229 230-231