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Gupta, Sangeeta
- IPR is Not a Cup of Tea for Teaching Fraternity:A Study of IPR Challenges
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1 MERI, IN
1 MERI, IN
Source
MERI-Journal of Management & IT, Vol 11, No 2 (2018), Pagination: 71-85Abstract
Digitalized and informative era invites new avenues to explore and invent. Invention so far is undermined as original creator is not equally rewarded and awarded IPR turned as rolling coin for all originators and gained revolutionary acceptance in all areas and industries: pharmaceutical to steel, printing to software, energy to mining, electrical to hospitality, music, art, literature and films to arm industry. Copyright, Patent, Trademark, License are the buzzwords but unexplored by academicians and learning resources. Today, teacher as a mentor/facilitator are more engrossed in creating original study material, interesting and attractive to bring more participants in the classes. IPR is the shield encompassing a wide variety of rights pertaining and protecting the ownership of creative work. Exploratory research was conducted to analyze the major perceived challenges of IPR, impact of demographic profile on IPR, usage of social networking sites as teaching and learning process.Keywords
Intellectual Property Right (IPR), Teaching & Learning Process, Copyright, Social Networking Site.
References
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- To study the role of HR Analytics in Predicting the Economic Value of Organization’s Human Capital Investment
Abstract Views :442 |
PDF Views:12
Authors
Affiliations
1 Amity University, IN
2 Amity University, Noida, IN
3 MERI, IN
1 Amity University, IN
2 Amity University, Noida, IN
3 MERI, IN
Source
MERI-Journal of Management & IT, Vol 12, No 1 (2018), Pagination: 37-59Abstract
Over the past many years, Human Resource Management has changed. It has moved from an operational discipline towards a more strategic discipline. The popularity of the term Strategic Human Resource Management (SHRM) exemplifies this. The data-driven approach that characterizes HR analytics is in line with this development. By using HR analytics organizations do not rely on gut feeling anymore. Analytics enables HR professionals to make data-driven decisions. Furthermore, analytics helps to test the effectiveness of HR policies and different interventions. The use of data analytics in the field of human resource development is becoming increasingly common. This rise in popularity is accompanied by skepticism about the ability of human resource professionals to effectively utilize data analytics to reap organizational benefits
The HR world is abuzz with talk of big data and the transformative potential of HR analytics. With the changing processes HR analytics is a ‘must have’ capability that will ensure HR's future as a strategic management function while transforming organisational performance for the better. It argues that unless the HR profession wises up to both the potential and drawbacks of this emerging field and engages operationally and strategically to develop better methods and approaches, it is unlikely that existing practices of HR analytics will deliver transformational change. Indeed, it is possible that current trends will seal the exclusion of HR from strategic, board‐level influence while doing little to benefit organisations and actively damaging the interests of employees
Keywords
HR Analytics, Human Resource Management, Talent Analytics, Strategic Human Resource Management, Strategic Workforce Planning, ROI, Human Capital Investment.References
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