I. Mineral resources: 1.
Mineral resources of Rajasthan Desert/Shishir Sharma and Suman Sagar. 2.
Lignite deposits of Western Rajasthan: present scenario and future prospects/Satish Kaushik, A.R.
Inakhya and M.L.
Clay deposits of Rajasthan Desert and their industrial prospects/Anand Solanki. 4.
Gypsum: a useful mineral of Western Rajasthan/A.K.
Jaiswal and B.L.
Marble deposits of Rajasthan/A.K.
Granite: a fascinating stone of Rajasthan/A.K.
Shandilya and S.L.
Water and soil resources: 7. Ground water resources of Rajasthan/B.
S. Paliwal and Arun Vyas.
8. Morphological, physical and chemical characterisation of soils of Indira Gandhi Canal Project Area/S.
K. Mathur, K.
K. Pareek and Mohd.
Problem of salinity alkalinity in the Rajasthan Desert/S.N.
Heavy metals toxicity/pollution to soil and water: relevance to dryland agriculture/Gayatri Verma and M. Singh.
III. Agricultural resources: 11.
Agricultural resources of the Rajasthan Desert an assessment/Ahmed Ali, Sudesh Kumar Swami and Nivedita Pandey. 12.
Nature and functions of human resource management. 3.
Role and challenges of personnel/human resource manager. 4.
Structure of personnel department. 5.
Approaches in planning and utilisation of human resources. 6.
Audit of human resources utilisation. 7.
Recruitment and selection. 8.
Placement, induction, promotion, succession and career development. 9.
Good communication is vital for success for an organisation. 11.
Trade unions. 13.
Industrial disputes. 14.
Collective bargaining. 15.
Employee Welfare. 16.
Safety and health. 17.
Performance appraisal. 18.
MBO approach to appraisal. 19.
Job satisfaction. 20.
Keeping an organisation young – a case study relating to future age structure of manpower. 21.
Utilisation of ineffective manpower – a case study oriented approach. Index.
"Any organisation, whether be it big or small, is a total integration of man, machine and management. We must treat them as a whole not in parts, they are an organic entity.
1. Theories of human productivity in economic development.
2. Human development for economic growth and welfare state.
3. Population growth and economic growth.
4. The population dimensions and dynamics.
5. Rural-urban migration: exodus to cities.
6. Girl child in the Third World.
7. Agricultural fundamentalism.
8. Agricultural take-off and economic development.
9. Migration of farmer and distribution of population.
10. Manpower problems of industrialization in developing countries.
11. Organization of industrial employment.
12. Human resources and productivity.
13. Management of manpower - motivation and human resource development.
14. Socio-economic trends of India.
15. Education and national development in India.
16. The intellectual tide of Nobel Laureates.
17. Emerging India : challenges and opportunities.
Index. From the preface: "This book tries to give a comprehensive analysis about the human development from the economic, sociological and Indian point of view.
In the context of emerging India and the country is facing in(less)
1. Sensitivity Training/S.
2. Personal Growth Vs Personal Space/Zeb O.
The Inverted T-Group/Harsh Puri. 4.
Recent Advances in Discovery and Development of Human Potential: Experiential Training/Gouranga P. Chattopadhyay.
5. Socratic Dialogue and T-Group Learning/Rajshri Jobanputra.
T-Group Facilitators. 6.
Trainer-me: Role and Implications/Nagendra P. Singh.
7. My Encounters with facilitators/M.
Self Journey. 8.
My Human Process Experience so far/Shreyamun Mehta. 9.
Participating in a Self-observing collective experiential learning in T-group settings/D.P.
Learning to Know Myself/Suman Pande. Application of Process Experiences.
11. Design and Process of Human Systems Development Laboratory/Rajen K.
Process Learning and New Role Relationship Evolution of an Entrepreneurial Identity/Nagendra P. Singh.
13. Integrating Learning Styles and Neuro-Linguistic Programming: A step towards effective communication in Higher Learning/Anita Mathew.
14. Mastering Over Problems/Sudhir Kumar Bhanja.
15. A Pragmatic Change Model For Stress Free Organizations: Towards Better work life balance/D.
Pradeep Kumar, Sandhya and N(less)
Human Resource Management and Challenges: 1. Human Resource Management (HRM) and functions.
2. Evolution and structure of HRM Department.
3. Emerging challenges in Human Resource Management.
4. Concepts of HRD and strategic HRM.
5. Key elements of strategic Human Resource Management.
II. Acquiring and retaining human resources: 6.
Human Resource Planning (HRP). 7.
Job analysis. 8.
Job design and job redesign. 9.
Placement and transfer. 13.
Retention of talented employees. 14.
Employee engagement crucial for retention. III.
Human Resource Development Programmes: 15. Employee training.
16. Executive development.
17. Career planning and development.
18. Assessment centre.
20. Performance management.
21. Performance appraisal.
22. Appraisal discussion.
23. Promotion and demotion.
IV. Compensation management: 24.
Wage and salary administration--an overview. 25.
Job evaluation. 26.
Methods of wage payment. 27.
Wage incentive systems. 28.
Fringe benefits and strategic directions in compensation system. 29.
Wage policy in(less)
Career Mapping. 2.
Interview Technique. 3.
Retention Management. 9.
Absenteeism Management. 10.
Hiring and Firing Technique. 11.
Happiness Quotient. 12.
Metamorphosis in HRM. 13.
HR Calculation. 14.
Social Security Benefits. 15.
Face Reading. 16.
Chanakya Niti. 17.
Exit Interview. Bibliography.
Globally, the corporate experts are putting in their best efforts to research, reinnovate and redefine the tools, techniques and concepts of business management to provide customized services and improve the efficiency level of employees. Apart from these tolls, techniques and concepts of business management, there is a need to understand other things that can strengthen professional acumen and can improve competencies.
It is necessary to have a career map in hand to make the right choice. Nowadays, the hot topics in management are interview techniques, retention of employees, absenteeism management, mentoring strategies, brainstorming steps, loyalty concepts and counseling techniques.
All these can(less)
Studies on work performance. 3.
Conceptual framework. 4.
Measurement of work performance. 5.
Bibliography. "The field of organizational behaviour has reckoned individual performance as its primary dependent variable while there is less direct focus on performance in most of the studies, nearly every research write up attempts to draw some implication for management or for current organizational practices.
These implications are usually couched in performance terms. Work performance is the degree to which an individual executes his or her role with reference to certain specified standards set by the organization.
Performance is a dependent variable of interest in the study of organizational behaviour because the goals and objectives of the organization are measured in terms of performance or achievement. Work performance is a fundamentally important construct in organizational practice and research.
It is a complex phenomenon that depends on various factors. A multidimensional approach is required to study(less)
Introduction to the Management of Human Resources. 2.
Equal Employment Opportunity. 3.
Job Analysis. 4.
Recruitment and Socialization. 5.
Performance Appraisal. 7.
Training and Developing Employees. 8.
Compensation and Benefits. 9.
Occupational Safety and Health. 10.
Employee Relations and Labor-Management Relations. 11.
Organizational Change and Development. 12.
International HRM. 13.
Index. Applied Human Resource Management: Strategic Issues and Experiential Exercises gives business students in-depth, hands-on experiential learning applications to help them develop the skills they will need as human resource professionals who deal with people in diverse settings and situations.
Providing maximum teaching flexibility, each chapter presents ten different issues that organizations must resolve to manage their human resources effectively. These chapters also offer four distinct types of interactive learning experiences: Strategic Issues in HRM Exercises, Applications, Experiential Exercises, and Creative Exercises.
Key Features: Offers four Strategic Issues in HRM exercises in each chapter that can be used(less)
An overview. 3.
Implementation needs. 4.
Competency-based HR planning. 5.
Employee recruitment and selection. 6.
Employee training. 7.
Performance management. 8.
Employee rewards. 9.
Employee development. 10.
The transformation. 11.
The next steps. Bibliography.
Index. "Human Resource Management is undergoing a major transformation in today's organizations.
Once upon a time and not all that long ago - HR management practitioners were expected to be the traffic cops of their organizations. It was their responsibility to note legal noncompliance or departures from organizational policies and then punish transgressors, just as traffic cops watch for and issue tickets to drivers who exceed speed limits.
As a direct consequence of this compliance orientation, some HR management practitioners became risk averse-and some remain so to this day. They oppose innovative actions taken to leverage the talents of organizational members for the simple reason that trading on new ground means taking new risks, which could(less)
Strategies and Planning for New Millennium: 1. Strategic planning.
2. Strategies of developing of human resources.
3. Planning for human resources development.
4. Business strategy and human resource management.
5. Human resource planning.
6. Identifying human resource needs.
7. Man power planning and recruitment.
8. Strategic industrial relations.
9. Research in human resource development: present trends and future directions.
10. The management and job analysis.
11. Accountability in human resources systems.
12. Social and ethical environment.
13. Operations management.
14. Organizational staffing.
15. Role of non-personnel executive in human resource management in public enterprises.
16. Information systems for management.
17. Human resources management: for future managers.
Human Resource Development: Conceptual Approach: 1. Management: an overview.
2. Evolution of management.
3. Human resource management: integration of science and practice.
4. The human resource system.
5. Human resources development.
6. Basics of human resource management.
7. Human resources development: constructive approach.
1. Developing human resource, HRD tools and techniques.
2. Generating creativity.
3. Creative teaching and learning, nurturing the gifted the profile of the intellectual and genius.
4. Brain revealed and computer brain interface.
5. Towards better performance and work ethic.
6. Human engineering and productivity.
7. Time management.
8. Labour management harmony.
Newer materials and their fabrication techniques. 10.
Newer operations in production. 11.
Newer processes in manufacturing. 12.
Standardization in industry. 13.
Newer instrumentation. 14.
Recycling industrial waste. 15.
Nuclear energy, radiation and worker safety. 16.
Japanese system of product excellence, economic resilience and corporate management. 17.
Value-oriented business and industry. III.
18. Computerised integrated manufacturing (CAM, CIM, VMM, CMS, FMS).
19. Software (for CAD, CNC, GNC).
20. Process planning (computerised), capacity, capability and optimization (CAPP, CAM).
21. Newer applications of expert systems.
22. Machine intelligence in modern manufacture.
"We are on the threshold of the 21st century. To(less)
The rapid use of computer has introduced thousands of new abbreviations, technical terms into the scientific language. This dictionary will prove invaluable to anybody involved in biotechnology, bioinformatics and computer sciences.
Each terms starts with a simple, one line definition and progresses to explain the term in a little more details, showing how it relates to other associated areas of science. An conscious effort has been made to form a balance between providing a simple explanation than might be understood by some one encountering the term for the first time and producing an(less)
I. Human resource initiatives: Experiential learning: 1.
The caterer: understanding negotiating process/Parth Sarathi. 2.
Signature: introducing participants/Mahaveer Jain. 3.
Measuring assertiveness training/Sushama Khanna. 4.
Instant connect: an icebreaker for new teams/Rekha Bharadwaj. 5.
Increasing employee retention through employee engagement: a challenge for HR/Sushama Khanna. 6.
Conflict: by-product of growth and creativity/Mahaveer Jain. II.
Human resources initiatives : Insights and practices: 7. Aligning HRD with business: issues and approaches/Parth Sarathi.
8. From personnel to HRM to strategic HRM: The Indian journey/Kuldeep Singh.
9. Organizational characteristics and leadership effectiveness: a study of leadership in a private and public sector bank/C.
N. Krishna Naik, G.
V. Prabhakar and G.
Swapna Bhargavi. 10.
Organisational culture and NGO performance/Jimmy C. Dabhi.
11. Designing and implementing performance management system an experience/Parth Sarathi.
12. Harnessing human potential/L.
13. Emotional Intelligence (EQ) club: a 100 day's HR intervention to develop emotional competency/P.
14. Transactional analysis theory of social games/Sushama Khanna(less)
A. Organisational behaviour: I.
Nature and scope of organizational behaviour: 1. Nature and scope of organisational behaviour.
7. Decision making.
II. Group dynamics: 1.
Group dynamics. 2.
Coordination and control. 4.
Power and politics. 7.
Organisational behaviour: 1. Organisational environment.
2. Organisational theories.
3. Organisational goals.
4. Strategic planning.
5. Organisation design.
6. Organisation structure.
7. Organisational development.
8. Organisational climate/organisational culture.
9. Organisational change.
B. Personnel/human resource management and industrial relations: 1.
Human resource problems. 2.
Human resource and compensation planning. 3.
Human resource policies. 4.
Recruitment and selection. 5.
Training and development. 6.
Performance appraisal promotion. 7.
Nature and concept of industrial relation. 8.
Labour/industrial disputes. 9.
Discipline management. 10.
Union approach and trade union. 11.
Human resource development. C.
Exercises and games. "Economic development brings about changes in the(less)
Students develop a strong managerial foundation, organized around the four functions of management and supported by a seamless blend of theory and applications within the pages of each chapter. Unique photo essays, challenging cases, and topics not typically found in other management texts help students build the innovative skills to manage successfully throughout turbulent times in business today.
Fresh management ideas and the best practices blend with traditional theory as this book recognized for its quality and trusted for its strong content once again puts management into practice(less)
1. A conceptual overview of HRM.
2. Why measure HR activities? 3.
Managing human resources in practice: a thematic analysis. 4.
Managing the process of change. 5.
Creating a quality framework. 6.
Coordinating human efforts. 7.
Meaning, importance and studies in work culture. 8.
Importance of work culture. 9.
The philosophy of management. 10.
The philosophy behind human resource development. 11.
Conflict situations and management. 12.
The integration of human resource management policies. 13.
Human resource planning: concepts and issues. 14.
Planning for human resources development. 15.
Manpower planning. Vol.
II: 16. Manpower planning and development.
17. Manpower planning and selection.
18. Training and development.
19. Role of computers in HRD for marketing.
20. Human resource development in changing technology.
21. Human resource development: need for a systems approach.
22. Manning standards, culture and utilization.
23. Human resource strategies in the business plan.
24. Manpower information systems.
25. Employer-employee relationship: its(less)
The dictionary includes over 1,400 entries, with 1,250 full definitions. These cover the latest contemporary terms and management buzzwords; key theoretical terms and concepts from academics and consultants; jargon from the present and the past; technical terms used by practicing personnel/HR managers and trade unionists; major policies, practices, and institutions; and legal terms.
The authors also provide a full list of abbreviations and acronyms and a thematic categorization of the main concepts. In compiling the dictionary the authors were aware that often there is no one agreed definition of a term, but instead various competing ideas or interpretations(less)
The Mission of the eighteenth century. 2.
Naturalism in education. 3.
Philanthropy in education. 4.
Rise of the common school. 5.
Observation and industrial training in education. 6.
The common school revival in New England. 7.
Development of modern educational practice. 8.
Later development of public education. 9.
The development of modern school systems. 10.
The modern scientific movement. 11.
Present day tendencies in education. 12.
The educational outlook. Bibliography.
The History of education in Modern times is the history of teaching and learning. Each generation, since the beginning of human evolution and writing, has sought to pass on cultural and social values, traditions, morality, religion and skills to the next generation.
The passing on of culture is also known as enculturation and the learning of social values and behaviours is socialization. The history of the curricula of such education reflects human history itself, the history of knowledge, beliefs, skills and cultures(less)
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