Review of The Literature

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Review of the literature

During the course of this study entitled “Human Resource Management practices of
Reliance Industries Ltd” a number of books, journals, Research papers, articles,
periodicals, annual reports etc have 9 been consulted and reviewed. The available
literature on the present study has been extensively reviewed in the following paragraphs.

1. Ravishankar S and Mishra RK (1984) in their book management of human resource


in public enterprises providing an understanding of the system of human resource
management rather than merely the activities assigned to those who provided various
personnel services for effective public enterprises management. The book also gave a
balanced and comprehensive grasp of the concept, problems, approaches and
strategies of human resource management .9
2. Verma KK and Roa TV (1989) in their book Alternatives approaches and strategies
on human resource development, presented the ways to develop human resource, their
potential for organizational growth. It includes performance appraisal, potential
development, performance feedback and counseling systems, career development,
interventions, role analysis etc.10 
3. Jogiah T (1990) in his book ‘Frontiers of management science training and
development of executives’ discussed a rigorous and in the depth research study of
training and development of executives in the Indian power sector, the first of its kind
in the country. Apart from providing a strong theoretical and conceptual foundation
on training and development of executives, it has covered an exhaustive training and
development and institutional training network. It has embodied the result of a probe
into the executive training and development methods, technology, achievements and
failures of Andhra Pradesh State Electricity 10 Board. The views of top, middle and
lower level executives concerned, the training faculty and executives association are
also incorporated to present a diversified account of their assessment of the electricity
boards, policies and practices in India. 11
4. Rajen Gupta (1990) has given commendable work in a real research study. He has
been undertaken in an action research made to simultaneously improve the
implantation process and develop theoretical understanding about the process of
implementation. Hence it has reported on a large human resource development
program in a large organization, illustrated interventions which can improve the
implementations as well as has been examined the relevance of existing theoretical
knowledge. It has finally proposed a model of multi level action research system
(MARS) for effectively implementing human resource development programs in large
organizations.12
5. Nair MRR and Roa TV (1990) focused on “Excellence through Human Resource
Development”, an edited compendium, has contained experiences available from 25
organizations. These experiences has dealt with human resource planning mechanism
like performance appraisal, counseling and review discussions, taming organizations
development (OD) interventions, carrier planning and development, job rotation and
role clarity exercises. 13
6. Rao TV (1991) in his book Reading in Human Resource Development presented an
edited compendium and dealt with a conceptual framework on development and
integrated personnel policies and ended with an account of the research in HRD. It
has 11 also focused on human resource development instruments like performance
appraisal, potential appraisal counseling, training and rewards and implementation of
the same in different organizations. It has also dealt with human resource
development in government systems, primarily focused on educational system. 14
7. Misra Santrupt (1992) made attempt to study scope of personnel management in
public services’ is an empirical research study of Orissa education service, this study
has dealt with theoretical prospective of human resources and education, recruitment,
selection, induction and placement, training and development of technical personnel,
their motivation, integration, and job satisfaction, performance appraisal, carrier
development, discipline and grievance handling.15 
8. Sogani Meena and Mehta Anil (1996) in their book Training for change presented
essays on different dimensions of organizational training with primary focus on role
playing in facilitating goal directed change. The theme relates to the key realms of
training, philosophy, strategies, leadership, Ethics, effectiveness, business and other
significant areas of personnel management.16
9. Wright Peter and Kroll J Mark (1996) their book comprised of two major parts first
relate to the concept and techniques of strategic management and second cases in
strategic management. It also reflects the change in the business environment and
development in the field of strategic management in corporate governance.17 12
10. Harvey Don and Bowin Robert Bruce (1996) have presented conceptual and
experimental approaches to the study of human resource management. A revolution is
under way in how individuals use education to improve their performance. The book
focuses on the development of interpersonal skills. The book also provides a
conceptual framework necessary to understand the relevant issues in HRM. This text
is the first to directly relate students learning experiences in HRM with these skills
judged by experts to be essential for potential HR managers. 18
11. Kumar Ashok (1998) in his book ‘HRM challenge of change’ , dealt with
management in transition and generation gap integrating organization and individual
goals reconsiderations of concept of job satisfaction, approach to excellence,
managerial improvement and work re-organization, super sub ordinate relations,
approach to performance appraisal, supervision and discipline, manpower
management and corporate grid analysis, human resource development studies etc.19
Robert F Mager (1999) provided a practical procedure for increasing effectiveness
and efficiency in an easy to understand and approachable style which simplifies the
complicated task of developing instruction. This book also takes us step by step
through the design and development process, providing an invaluable overview of the
steps critical to achieving your organizational goals.20 
12. P Subaroa (2000) presented an analysis of development in the human resource
development in a comprehensive form. He has also 13 attempted to loom into the
current trends in the Human resource functions with a view to outline the future
development that are likely to take place in the years ahead. It has also discussed in a
lucid manner the topics such as job analysis, job evaluation, employee benefits
recruitment and selection, line staff conflicts, social responsibility policies along with
other current topics such as organizational effectiveness, follower ship, participative
management quality circles and organizational development.21
13. Arya PP (2001) focused on human resource development which has gained
importance in working of various types of organizations. In this book he apprises the
requirements of manpower and how to generate corresponding supply to build up on
educational training information structure, measurement of the costs and benefits of
existing human resource development program for short term, long term point of
view. Apart from analyzing the concepts and issues involved in human resource
development, attention is also focused on manpower planning, education and training
impact of liberalization and globalization. 22 Becher E (2002) examined in his book
that human resource system should be described to maximize the overall quality of
human capital throughout the organization to build and maintain a stock of talented
human capital. Human resource manager should develop strategies that provide
timely and effectively support for the skills demanded and enacts performance
management, policies that attract retain and motivate high performance employees.
The main 14 motive of human resource manager should make their employees as
strategic asset. 23
14. Lawler E Edward (2002) examined that how the organizations are acknowledging
that human capital is their greatest asset. Organizations should actually implements
practices that create true benefits for both employees and organizations. He also
explains that how companies can treat people right by doing more than simply
ensuring good working conditions and good pay. He gives detail specific practices
designed to keep employees satisfied but still motivated to continue improving their
performance. 24 
15. Singh PN (2005) in his book “Developing and Managing Human Resource”
contributes consistently to the management literature in the current Indian context. He
has drawn directly from his own wide experience in his specialized area and also in
management in general. Since the term human resource management and human
resource development has entered in widespread usage in Indian scene, a number of
different views on their concepts, applications and outcome have been evolved.25

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