ANVESHAK-International Journal of Management

Gunjan Mohan Sharma ¹, Sanjeev Chauhan ¹

Affiliations
1 Management Studies, Institute of Business Management, GLA University, Mathura, IN

Abstract

With over 2000 Management colleges it can easily be said that India is sprawling in terms of churning Management graduates, but the question to be answered is-What quality of Management graduates? This paper brings to surface the standard of basic skills requisition among MBA students in B Class cities. Fifteen BSchools were selected for conducting practical exercises/tests to get a feel of the level of understanding amongst students (A total of 900) for the identified four skill sets. Considering the fact that the skills identified were very basic, the results were both eye opening and alarming. Amongst the most interesting ones were that the students are not even having a proper know how of basic computers (MS Office) and they are deficient in Business communication skills.

Keywords

Indian B-schools, Management Education, Talent Pool, Management Graduates

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Feza Tabassum Azmi ¹, Gunjan Mohan Sharma ²

Affiliations
1 Department of Business Administration, Faculty of Management Studies and Research, Aligarh Muslim University, Aligarh–202002, IN
2 Faculty of Management Studies, Institute of Business Management, GLA University, Mathura, IN

Abstract

Employee turnover has been a frequent subject of inquiryin researches on Human Resource Management (HRM). In this context, job satisfaction, organizational commitment and intentions have emerged as the most frequently cited antecedents to actual turnover. However, the literature provides mixed opinions regarding which one is a stronger predictor. This paper seeks to examine the relationships among these variables based on an extensive literature review. Both job satisfaction and organizational commitment are found to be vital predictors of turnover. It was also inferred that intention to stay was considered as the closest and most important predictor of employee turnover but at the same time there is dearth of empirical studies in literature that examine its relationship with actual turnover. The paper also proposes a conceptual framework based on the constructs of job satisfaction, organizational commitment, intention to stay and actual turnover. Subsequently, research propositions are developed based on the conceptual model

Keywords

Employee Turnover, Job Satisfaction, Organizational Commitment, Turnover Intentions

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