S. S. Khanka. Human Resource Management (Text and Cases).
|Article Type:||Book review|
|Subject:||Books (Book reviews)|
|Author:||Abbasi, Saddam Akber|
|Publication:||Name: Pakistan Development Review Publisher: Pakistan Institute of Development Economics Audience: Academic Format: Magazine/Journal Subject: Business, international; Social sciences Copyright: COPYRIGHT 2008 Reproduced with permission of the Publications Division, Pakistan Institute of Development Economies, Islamabad, Pakistan. ISSN: 0030-9729|
|Issue:||Date: Summer, 2008 Source Volume: 47 Source Issue: 2|
|Topic:||NamedWork: Human Resource Management: Text and Cases (Nonfiction work)|
|Persons:||Reviewee: Khanka, S. S.|
S. S. Khanka. Human Resource Management (Text and Cases). New
Delhi: S. Chand and Company Ltd. 2007. 449 pages. Paperback. Price not
Human Resource Management (HRM) is a process of procuring, maintaining, and controlling competent human resources in an organisation so that the organisational goals are achieved in an effective and efficient manner. Khanka's book deals with nearly all aspects of Human Resource Management (HRM). The book is divided into seven major sections, namely, (1) Environment and Strategies, (2) Acquisition and Absorption, (3) Development, (4) Maintenance and Retention, (5) Control, (6) Miscellaneous, and (7) Cases from Indian organisations. These seven major sections are further divided into subsections as chapters. The book provides an insight into some of the emerging and current issues regarding HRM such as job evaluation, career planning, employee empowerment, social security, industrial relations, performance appraisal, personnel research, and international human resource management. Some practical examples have also been drawn from Indian organisations to further illustrate the role of HRM at the organisational level.
The author is of the view that the HRM environment is affected by internal forces (such as professional bodies, unions, policies, etc.) as well as external forces (such as economic, political, technological, and demographic forces--sex, age, literacy, mobility, etc.). He argues that Human Resource Planning plays a significant role for the establishment of a quality organisation by identifying the quality and the quantity of people required in the organisation and then selecting the right people for the right job. Internal mobility (in the form of promotion, demotion, transfer, etc.) and several factors affecting job design, recruitment process, and the selection process have been explained. The author discusses the role of employee discipline, employee grievances, employee health and safety, trade unionism, incentives, and social security for effective functioning of any organisation. The roles of personnel research, human resource accounting (HRA), and human resource information system (HRIS) are also explained in the Control section. Cultural and economic factors, labour cost, and industrial relations have been identified as the elements forming a perspective for international HRM. This volume will benefit those interested generally in human resource management, and particularly the MBA and M.Com students.
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