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TABLE OF CONTENTS
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Executive Summary Research Proposal

PART ONE LITERATURE REVIEW

CHAPTER No 1 Introduction to the HRM
What is an HRM Key concept of the HRM Influences on the development of HRM Mission Statement Brief history of management theories What is Human Resources Origion The concept of HRM The development of the HRM concept Integrated performance management model Essential principles of HRM The Harvard Map of HRM School of thoughts People Management Personal Management Personal VS HRM Management thinking Specialist function of HRM Three levels of HRM activities Four types in HRM strategy Three logics of HRM strategies Three barriers to effective HRM Skill set for HRM professional in organizational culture Fifteen key roles of HRM trends Outs and Ins of HRM trends Adopting HRM around the world UNIVERSITY OF CENTRAL PUNJAB 1-3 4-4 4-4 5-5 5-6 6-7 7-9 9-9 10-10 11-11 11-11 12-14 15-16 16-19 19-21 22-23 23-24 24-25 26-26 27-27 28-28 29-29 29-30 30-30 31-31 31-32

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

CHAPTER NO 2 The complete process of HRM Development

Description Developing a responsive personnel system Assessing personnel needs Recruiting Screening Selecting and Hiring Compensation issues Employee training and development Building employee trust and productivity Conclusion 59-59 60-60 60-61 61-64 64-66 66-67 67-69 69-76 77-79 79-79

CHAPTER NO 3 Functional strategies

Employee resourcing strategy The objective of resourcing strategy The strategic HRM approach to resourcing Integrating business and resourcing strategies Bundling resourcing strategies and activities The components of employee resourcing strategy Human resource planning Link to business planning Hard and soft HR planning Limitations Approaches to HR planning Resourcing plans UNIVERSITY OF CENTRAL PUNJAB 81-81 82-82 82-83 83-83 83-83 83-84 84-84 84-84 84-84 84-85 85-86

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

CH APTER NO 4 Human Resource Management in practice

Models of HRM Balder model of HRM Harvard model of HRM Michigan model of HRM Ten C model of HRM Toyota model of HRM Business process model of HRM Competitive advantage model of HRM E- Business Model of HRM HRM model for dynamic organization Model for business HRM alignment Model linking HRM with Strategy and structure Model for matching HRM with life cycle of organization Model for linking HRM practices with organizational stages 107-108 109-110 110-111 111-113 113-114 114-115 116-117 117-119 119-120 120-122 122-123 123-125 125-126

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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 5 Brief history of Pakistan

A brief history of Pakistan How Pakistan got its name Timeline of events in Pakistan The Ancient History Four provinces 154 People Religious life Important personalities Calender features Pakistan recently underwent significant political and structural reforms Moving towards macro-economic stability debt management Trade policy The growth of poverty in Pakistan issues and causes Environment Islamabad (capital of Pakistan ) Pakistans investment policy at a glance Status of geological mapping in Pakistan Real GDP/GNP growth 147-148 148-149 149-150 150-153 15 3154-156 157-157 157-160 160-163 163-164 164-167 167-168 169-169 169-169 169-169 170-171 171-178

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

PART TWO DATA COLLECTION

Questionnaire Compiled data 233-236 237-243

PART THREE DATA REVIEW AND ANALYSIS

The theoretical analysis which we have drawn from the compiled data 245-251

PART FOUR CONCLUSION

Conclusion 255 253-

PART NO FIVE BIBLIOGRAPHY

Reference Web Sites Reference Books 257-259 260-260

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