A B C D E F G H I J K L M N O P Q R S T U V W X Y Z All
Tiwari, Usha
- A Study on Corporate Social Responsibility (CSR) for Industrial Image at ACC Cement Kymore, Madhya Pradesh, India
Authors
1 Study Center for MBA (HRD), A.P.S. University, Rewa (M.P.) India-486003, IN
Source
Asian Journal of Management, Vol 4, No 4 (2013), Pagination: 308-311Abstract
Corporate social responsibility is the commitment of business to contribute to sustainable economic development working with employees and their families, the local community and society at large to improve their quality of life in ways that are good for business and good for development.
In the present study an attempts has been make to study the corporate social responsibilities for industrial image at ACC Cement plant Kymore, (Katni) Madhya Pradesh, India.
The study showed the corporate social responsibilities for industrial image at ACC cement Kymore. to be average .The average mean and percentage scores of the overall 17 items have been computed at 3.1688. (54.22%) Study concluded that the CSR activities of the factory is not properly. So the image of ACC Cement factory Kymore is not satisfactory.
Keywords
Corporate Social Responsibility (CSR), Industrial Image, ACC Cement Kymore, Commitment
References
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- Silti J.P.and Micharal J.H.(2011): organisational commitment in manufacturing employees: Relationships with corporate social performance. Sage Jour. Business and Society Vol.50(1) pp.50-70.
- Organizational Structure of University System of Madhya Pradesh
Authors
1 APS University, Rewa (M.P.) 486003, IN
Source
Asian Journal of Management, Vol 5, No 4 (2014), Pagination: 388-393Abstract
An organisation is a group of individuals coordinated into different levels of authority and segments of specialization for the purpose of achieving the goals and objectives of the organization. Universities, like the other organizations, develop administrative machinery to organise and coordinate the academic work of the students and the faculty. Generally the university system has three main sub systems: Administrative System, Governance System and Academic System. In this Research Paper an attempt has been made to study the organizational structure in general and of A. P.S. University Rewa, in particular.
The hypothesis of the study is the university has effective organizational structure, right staffing procedure and the presence of controlling system. The result revealed that the university organizational structure corroborated with the hypothesis.
Keywords
Organizational Structure, University System, A.P.S. University Rewa.References
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- A.P.S. University Rewa (M.P.) Annual Financial Estimates (2001-2002) To (2004-05)
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- A.P.S. University Rewa (M.P.) Regulations 2002, Pp.-1-189
- A.P.S. University Rewa (M.P.) Statutes-2001 Pp.1-203
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- Recruitment and Selection Process in University System of Madhya Pradesh
Authors
1 APS University, Rewa (M.P.) 486003, IN
Source
Asian Journal of Management, Vol 5, No 4 (2014), Pagination: 406-410Abstract
Recruitment and Selection Process is one of the most important and complicated function which contributes toward the smooth and efficient functioning of the organization. It is part of the function of personnel management, but it is an important one because recruiting adequate and appropriate personnel is one of the most crucial, complex and continuing managerial function. If left unattended and unplanned for too long, it may produce drastic results. The progress and future of an organization depends significantly on the nature of manpower recruited.
In this study, an attempt has been made to examine the Recruitment and Selection Process in the University, particular in A.P.S. University Rewa. This research article covers the recruitment methods, rules and procedures of the non-teaching staff, particularly administrative, ministerial and secretarial cadres. The hypothesis of this research works the prevailing policies and practices of recruitment and selection of the University are congenial.
The study has shown that the non-teaching staff of the University includes both the State and University Services. The bye-laws, composition of selection committee and procedures of the former are better than the later. The satisfaction regarding promotion policy and avenues of promotion are low in employees of University Services category, and thus reject hypothesis.
References
- A.P.S. University Rewa (M.P.) Ordinances 2001(Ordinances 1 To 128).
- A.P.S. University Rewa (M.P.) Calendar 1985 Pp. 1 To 509.
- A.P.S. University Rewa (M.P.) Regulations 2002, Pp.-1-189.
- A.P.S. University Rewa (M.P.) Statutes-2001 Pp.1-203.
- A.P.S. University Rewa (M.P.) Annual Reports (Year 1997-98) To (2004-05).
- Budhwar P.S.(1998): HRM in six manufacturing Industries: An Empirical Study. Indian Jour. of Training and Development.26 (1) pp.67-78.
- Robbins S.P. (1993): Organisational Behaviours: Concept, Controversies and Applications. Prentice Hall of India, New Delhi.
- Tiwari Usha and Sunil Tiwari (2012): Human Resource Development Climate In A Service Organisation. H.R. Jour. of Management. Vol. 4(2) Pp.41-46.
- Tiwari Usha (2014): Job satisfaction among the non-teaching staff of University organization of Madhya Pradesh. Abhinav International Res. Jour. in Management & Technology, Vol. 3(9), Sept. 2014PP. 23-27.
- Training and Development, Job Satisfaction and HRD Climate in a Service Organisation
Authors
1 APS University, Rewa (M.P.) 486003, IN
Source
Asian Journal of Management, Vol 5, No 4 (2014), Pagination: 431-434Abstract
HRD is the key to develop competent, highly skilled and technically sound personnel needed for greater productivity and efficiency in any organisation. It is specially true in the service oriented organization like university, where improvements in service have to be made to meet the expectations of the society and the country. present research work have been under taken to study in depth the field of HRD which includes training and development, job satisfaction and HRD climate in respect of non-teaching staff of APS university Rewa (M.P.) result indicate the degree of training and development programme is extremely poor, where as job satisfaction and HRD climate are average.Keywords
Training and Development, Job Satisfaction, HRD Climate, Service Origination, University, Non-Teaching.References
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- Tiwari Usha (2013 a) : A study on rewards and recognitions and its impact on employees motivation and job satisfaction at Union Bank of India (UBI). H.R. Journal (International Jour.) of Management Vol. 6 (1) April-Sept. PP. 105-112.
- Tiwari Usha (2014) : Impact of training and development programmes on employees efficiency at Madhya Pradesh State Electricity Board (MPSEB). The International Jour. of Business and Management Vol. 2 (1) Jan. PP. 94-98.
- A Study on HRD Culture and Climate and their Impact on Employees Performance at Bharat Sanchar Nigam Limited (BSNL)
Authors
1 Study Centre for HRD, A.P.S. University, Rewa (M.P.)-486 003, IN
Source
Asian Journal of Management, Vol 5, No 3 (2014), Pagination: 297-301Abstract
Organisational climate is a set of characteristics of an organisation which are referred in the description employees make of the policies, practices and conditions which exist in the working environment. An organisation become dynamic and growth-oriented if their people are dynamic and proactive. Strong culture has almost considered as a driven force to improve the performance of the employees. It enhances self confidence and commitment of employees and reduce job stress and improve the ethical behavior of the employees. Organisational culture has a positive impact on the employee's job performance.
The present paper is an attempt made to study the HRD culture and climate and their impact on employee performance at Bharat Sanchar Nigam Limited (BSNL).
The study shows the HRD culture and climate and their impact on employees performance to be good in Bharat Sanchar Nigam Limited (BSNL). The average mean and percentage scores of the overall 16 items have been computed at 3.643 (66.075).
Keywords
HRD Culture, HRD Climate, Organisational Climate, Employees Performance, BSNL.References
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