FULLY SOLVED BOOK LASY 5 YEARS PAPERS SOLVED PLUS GUESS
SECTION-AModule-I Understanding Strategic HRM: Traditional vs. Strategic HR, “Best Fit” Approach vs. “Best Practice” Approach, HR Strategy and the Role of National Context, Sectoral Context, and Organisational Context on HR Strategy and Practices. Module-II Aligning HR Systems with Business Strategy: Sustained Competitive Advantage – How HR Adds Value to the Firm – HR as Scarce Resource – Non‑Substitutable Resource, Linking HRM Practices to Organisational Outcomes. Module-III HR Audit: Auditing HR Practices and Department, Linking Strategy to HRM Practices – Corporate HR Philosophy and Companywide HR Standards – HRM Leading Strategy Formulation, SHRM: Universalistic, Contingency, Configurational, Congruence Approaches and Integrated HR Systems. Module-IV HR Strategy in Work Force Utilisation: Efficient Utilisation of Human Resource – Cross Training and Flexible Work Assignment – Work Teams – Non Unionisation, Strategies for Employee Shortages, Strategies for Employee Surpluses. Module-V Strategies for Performance and Development: Typology of Performance Types – Marginal Performers – Under Achievers – Stars – Solid Citizens, Recruitment and Selection Strategy Typology – Incentive Alignment, Psychological Contracting. Module-VI Evaluating the Effectiveness of SHRM: Overview of Evaluation – Scope – Strategic Impact – level of Analysis – Criteria – Level of Constituents – Ethical Dimensions, Approaches to Evaluation – Audit Approach – Analytical Approach. Module-VII Balanced Score card Perspective, Bench Marking, Accounting for HRM – Purpose of Measuring Cost and Benefits of HRM – Employee Wastage and Turnover Rates – Cost of Absenteeism – Measuring Human Resource Cost. Module-VIII The Future of SHRMSHRM Practice in the Future. Change, Restructuring and SHRM, Competencies of HR Professional in a SHRM Scenario.
