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Chowdhury, Arup Roy
- Talent Categorization & Justice Perception: An Empirical Study
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1 XLRI, School of Business & Human Resources, Jamshedpur 831001, IN
1 XLRI, School of Business & Human Resources, Jamshedpur 831001, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 51, No 3 (2016), Pagination: 472-487Abstract
In a large manufacturing setup employees are categorized either as learner (low performer), competent (average performer) or leader (high performer) by their superiors during annual performance appraisal. This paper investigates and analyzes as to how this categorization and perception as frozen out during yearly talent reviews affects outcomes on (a)individual mindset in human resource parlance with respect to job satisfaction, turnover intention and job engagement and (b) justice perception. The study has used the empirical method of analysis and field based research to examine the concepts and based on the findings concludes that talent differentiation has an impact on individual mindset and justice perception.
- Influence of Collective Bargaining on Employee Relations & Organizational Commitment
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Authors
Affiliations
1 XLRI, Jamshedpur, IN
1 XLRI, Jamshedpur, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 53, No 2 (2017), Pagination: 302-317Abstract
This empirical study examined differences in perceptions regarding employee relations climate and organizational commitment among three groups:unionized category, contract workers and white collar employees. Results indicate that unionized employees generally had positive attitudes towards employee relations climate and organizational commitment.- Optimizing Manpower Planning: A Goal Programming Approach
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Authors
Affiliations
1 Asst Professor, School of HR, XIMB, Xavier University, IN
2 Professors, XLRI Jamshedpur, IN
1 Asst Professor, School of HR, XIMB, Xavier University, IN
2 Professors, XLRI Jamshedpur, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 55, No 2 (2019), Pagination: 355-368Abstract
This paper examines a longitudinal model of a manpower planning system. The demand for effective manpower is determined by the state of a finite Markov chain. There are delays in training effective manpower, and effective manpower is an input to the training process. Thus, it is not always available to meet demand. This paper presents an operational method for calculating optimal accession policies. This calculation can in turn be used to find the equilibrium operating rules for the system. The model is a useful device for measuring the impact of alternate assumptions about continuation rates, manpower utilization policies, demand levels, and transition probabilities in the demand process.Keywords
No Keywords.- Process & Radical HR Innovations & Organizational Effectiveness: An Empirical Study
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Authors
Affiliations
1 Assistant Professor, School of HR, XIMB, Xavier University, Bhubaneswar, IN
2 Professor, XLRI, Jamshedpur, IN
3 Professor, XLRI, Jamshedpur, IN
1 Assistant Professor, School of HR, XIMB, Xavier University, Bhubaneswar, IN
2 Professor, XLRI, Jamshedpur, IN
3 Professor, XLRI, Jamshedpur, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 56, No 2 (2020), Pagination: 339-355Abstract
Process and Radical HR innovations though have become the center stage in literature, due attention and focus are not being extended to their possible impacts on organizational effectiveness. The effective implementation of HR practices depends largely on their significant and visible support including their belief about the importance of HR systems and practices in attaining organizational effectiveness. This study evaluates the impact of the concept on organizational effectiveness in thirty organizations. Data from 2300 samples were collected from organizations in steel, power, cement, IT, auto and refractories in India, Singapore, Thailand and UK and were analyzed using Analytic Hierarchy Process (AHP), TOPSIS and Hierarchical Regression analysis. The findings suggest that Process and Radical HR Innovations influenced Organizational effectiveness significantly.References
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- SCORE Model: A Hybrid Approach towards Performance Appraisal of Blue Collar Employees
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Authors
Affiliations
1 XIMB, School of HR, Xavier University, Bhubaneswar, IN
2 XLRI Jamshedpur, IN
1 XIMB, School of HR, Xavier University, Bhubaneswar, IN
2 XLRI Jamshedpur, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 56, No 4 (2021), Pagination: 688-701Abstract
Performance appraisal is one of the most crucial processes in human resource management. There are several methods for the appraisal of employees’ performance. There is always the scope for upgrading existing performance appraisals. With time, the cost of employees is likely to increase. So, the organizations need to justify that cost at some point of time in order to sustain their businesses. This paper proposes a hybrid approach for a new type of performance appraisal i.e., Specific, Continuous, Objective, Reliable and more Engaging (SCORE model). A performance appraisal problem is discussed and employees are graded as per the modified approach. This comparison concludes that this hybrid approach is more flexible and satisfactory compared to traditional methods.References
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