Informatics Publishing Limited

Swati Agrawal ¹

Affiliations
1 Jaipuria Institute of Management, Noida, IN

Abstract

In the current globalization induced abrupt changes in business environment human resource has become the source of successful corporate strategy. This study emphasizes that human resource and HR practices are the foundation for achieving business excellence in terms of ROI, market share, employee satisfaction and customer delight. The paper explains the implementation of Balanced Scorecard by developing competencies in relation to values of the organization necessary for achieving business excellence.

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Swati Agrawal ¹

Affiliations
1 Jaipuria Institute of Management, Noida, IN

Abstract

Like business and industry, the education field is discovering the need for talent to meet the new quality standards demanded by the society and the next generation. This paper attempts to highlight some of the areas of concern for upcoming business schools. The objective is to investigate the issues related to talent management in business and technical schools which can contribute to the growth and development of these institutions. The paper is based on a survey of faculty members from various management schools. Factor analysis revealed areas perceived important by them. The findings of this study may be helpful in the identification of factors which lead to attaining an effective talent management system in these institutions.

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Swati Agrawal ¹

Affiliations
1 Jaipuria Institute of Management, Noida, IN

Abstract

Recent Times have witnessed economic slowdown which has resulted in organizations changing their HR perspectives resulting in the need for effective HR strategies. This study explores the outcome of recession in terms of changes in employment relationship, critically appraising and evaluating the outcomes of recession in terms of opportunities created with emphasis on HR systems and strategic role. It highlights the scope for companies to move upwards during times of downturn through a framework of required HR practices.

Keywords

Recession, HR Strategy, Psychological Contract, Sustainable Competitive Advantage.

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Swati Agrawal ¹, Khagendra Nath Gangai ²

Affiliations
1 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN
2 Bharatiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (BULMIM), New Delhi, IN

Abstract

In today's dynamic and competitive world, organisations also need to be dynamic in nature. One of the most important needs of a dynamic organisation is right talent. In the labour market of India, though we have a large number of human resources, but skilled workers are very less in numbers. So all organisation basically focus on hiring potential candidates and then in training them according to the job profile, skill sets required, and culture of the organisation. These training processes involve a large amount of investment, it becomes imperative to analyse benefit of it. The aim of this study is to analyse the effectiveness of training for workers and different factors affecting for which study has been done in auto-ancillary Industry. A total of 120 samples were collected for the study from various organisations in the auto-ancillary industry. The Kirkpatrick model of training evaluation was used, which includes reaction, learning, behaviour, result as four main dimensions to check the effectiveness of any training programme. The result reveals that the training need identifications have significant impacts on training effectiveness. There is a positive significant relationship among the variables such as training need identification (TNI), reaction, learning, behaviour, results, and training effectiveness. Similarly, age and experience have significant influence on training effectiveness, but qualification has no significant influence on training effectiveness. The demographic variables such as age, experience, and qualifications are observed that there has significant influence on the common factor which is leaning during the training programme.

Keywords

Training Evaluation, Training Effectiveness, Training Need Identification, Reaction, Learning, Behaviour, Results.

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Abdul Qadir ¹, Swati Agrawal ¹

Affiliations
1 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN

Abstract

Human Resource Information Systems (HRIS) have increasingly transformed the functionality of Human Resource (HR) functions in todays organizations. Using HRIS, HR professionals are now able to perform HR functions and deliver quick and relevant HR services efficiently and effectively which was not feasible in manual information processing and sharing. However, despite the growing need, benefits, and importance of HRIS, not all organizations have been able to use HRIS optimally. This paper tries to unfold this situation through three angles, first, how HRIS has developed over the years at different organisations for managing HR, second, HR functions that are being used through HRIS, and third, the facilitating and inhibiting factors in the optimal use of HRIS, and lastly, the existing challenges in HRIS from the users and management perspective.

Keywords

SHRM, Human Resource Information System (HRIS), e-HRM, HR Functions.

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Swati Agrawal ¹

Affiliations
1 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN

Abstract

Today, workplaces have people of different generations working together. It becomes necessary that organisations practices should not be driven by need of one generation more than the other. This needs understanding of whether different generations working together in organisation have different personality traits. The aim of this research is to investigate whether differences in personality and organisational commitment exist in generation X &Y employees in private sectors organisation. The research design includes using the 16 Personality Factor Questionnaires by Cattell (1943) and the Organisational Commitment Questionnaire by Allen and Meyer (1990). The method includes examining cross-sectional differences in personality and organisational commitment with respect to generation X&Y. The results revealed there was significant difference in personality and organisational commitment between Gen X and Gen Y. Result also depicted that personality traits affect organisational commitment of Gen X employees, but personality traits do not affect organisational commitment of Gen Y employees. In case of Gen Y employees, organisational factors are more important to enhance organisational commitment such as working environment, culture, reward system, career growth among others. Managers and HR professionals may find the study useful to construct HR practices which can help in improving organisational commitment of employees.

Keywords

Personality, Organisational Commitment, Generation X & Y.

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Khagendra Nath Gangai ¹, Swati Agrawal ²

Affiliations
1 Bhartiya Vidya Bhavan’s Usha & Lakshmi Mittal Institute of Management (BULMIM), New Delhi, IN
2 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN

Abstract

The purpose of the present study is to examine the relationship between perceived leadership styles and employee engagement in the service sector. The causal research design with cross-sectional nature of data was used for the study. A sample of 450 valid responses was randomly collected from respondents in private service sector in India. The results revealed that perceived leadership style and employee engagement are having a highly significant relationship. Further, the perceived leadership style has a highly significant impact on the employee engagement. Transformational leadership is more imperative than transactional leadership for bringing more prominent employee engagement. The study has implication for organisations to consider leaders with the transformational style of leadership in work task and decision-making for facilitating organisation change. One important implication of the study is for a leader to be able to identify his/her style that works best in a particular situation and the expectations of the employees which would lead them to be engaged employee easily and push them for better performance.

Keywords

Transformational Leadership, Transactional Leadership, Employee Engagement, Service Sector.

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Vranda Jain ¹, Swati Agrawal ¹

Affiliations
1 Jaipuria Institute of Management, Noida, Uttar Pradesh, IN

Abstract

In current times of globalization, changes in business cycle and economic variables are very rapid which result in change in organization strategy as a response to change in business environment. Understanding the behavior of costs and their relevance to specific decisions is of vital importance to organizations. One of the key factors in the organizational success is human factor and is also has cost associated in form of compensation. Market oriented economies cannot escape fluctuations in economic activity; therefore it is important for success of organization that their compensation and reward strategy be aligned with the changes in business cycle. The primary aim of the paper is to study and analyze the impact of business cycles on compensation in terms of re-formulating compensation strategies during different phases of economic cycles as combination of variable and fixed cost in compensation. In this paper attempt has also been made to identify the components of compensation during phases of economic cycles and thus creating a conceptual framework for economics of compensation.

Keywords

Business Cycle, Compensation, Economics of HR, Fixed Cost, Variable Cost.

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Swati Agrawal ¹, Shalini Srivastava ¹

Affiliations
1 Jaipuria Institute of Management, Noida, IN

Abstract

This is a study of the relationship between organizational commitment, employee empowerment and career satisfaction of female work force. Women employees working in India have been approached for investigation of variables in this study. The results of the analysis state that organizational commitment and career satisfaction have a positive relationship. Employee empowerment has a positive moderating impact on the relationship of organizational commitment with career satisfaction of female gender. The outcome of the study establishes the importance of empowering women employees in the organization for ensuring higher career satisfaction. The framework brings insights for managers and organizations to establish policies and practices which facilitate women empowerment. This would result in the long-term growth of the organization.

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