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
Vasanthi Kumari, K.
- Adaptive Capability of HR Towards Revival and Transformation of Industry
Authors
1 SRM University, Kattankulathur, Tamil Nadu, IN
Source
Journal of Organization and Human Behaviour, Vol 4, No 2&3 (2015), Pagination: 29-32Abstract
Today's business revolves largely around people, not capital. This is of great importance especially in 'people businesses' like software companies with relatively high people costs and low capital costs. Humans and the potential they possess drive an organisation. Today's organisations are continuously changing. Organisational change impacts not only the business but also its employees. In order to maximise organisational effectiveness, human potential-individuals' capabilities, time, and talents-must be managed. Human resource management works to ensure that employees are able to meet the organisation's goals by motivating them to do better continuously. Hence, proper treatment of the human resource-employees in an organisation should be given priority. Where an extensive range of HR policies exist and are well known, managers are provided with the tools, techniques and procedures to use in people management. These then can be expected to modify or influence the relationship between managers and their subordinates. Employee commitment to the organisation will be influenced by their perceptions of these practices as well as their relationship with their managers. They have been subjected to intense pressure to cut down costs while keeping the standards and quality of services high. In such a scenario, the stage is set for path-breaking reforms and candid innovation to keep both factors of production, that is, employees and employers satisfied.
This paper discusses in detail the importance of innovative Human Resource Management techniques and practices that have deemed importance in the current economic scenario. It also discusses the importance and functions of a Human Resource Manager and the prudent steps that he/she can take in order to increase organisational effectiveness.
Keywords
HR Adaptability, HR Revival.References
- Gupta, S. C. (2008). Advanced human resource management, pp. 6, 23-62. New Delhi: Ane Books India.
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- McKenna, E., & Beech, N. (2002). Human resource management: A concise analysis. England: Pearson Education Limited, 25-41, 255.
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- Infosys. (n.d.). Company Profile. Retrieved Mar 30, 2011, http://www.infosys.com/
- NDTV. (n.d.). Trends in IT Industry. Retrieved March 30, 2009, from http://www.ndtv.com/
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- An Investigation on Relationship of Deviance Workplace Behavior with Organisational Justice, Abusive Supervision and Work-Family Conflict
Authors
1 Department of Management, VELS University, Chennai- 600117, Tamil Nadu, IN
2 Department of Business Administration GTM College, Gudiyatham, Gandhi Nagar – 635803, Tamil Nadu, IN
Source
Indian Journal of Science and Technology, Vol 9, No 39 (2016), Pagination:Abstract
Objectives: This article examines the integration of work–family conflict, stress and organisational justice with deviant behavior literature that enhances the intellection of individual’s role and their engagement in workplace deviance. Statistical Analysis: This study proceeds in the following manner. 1. It starts with a literature review in Deviance workplace behaviour with organisational justice, abusive supervision, and Work-Family conflict. 2. Then followed by the development of a new model on basis of Reactance theory and COR (Conservation of Resources) Theory that establishes informationdriven measurable alliance between the Genesis and Emanations of the Work-Family Conflict with Deviance Behaviour. 3. Assessment of their likelihood by using business intelligence tools ‘Fit Statistics’ using Structure Modelling. 4. Lastly demonstrating results tested with longitudinal information. Novelty: A sample of 500 operational staff in Tata Consultancy Services (TCS) working from 15 different ISUs in India, Canada, China, UK and United States., the results show that: 1. The four dimensions of organizational justice can be dissentingly associated with perceptions of stress. 2. The four dimensions of organizational justice can be dissentiousto perceptions of work-family conflict. 3. The negative relationships among the four dimensions of organizational justice and stress will be partially interceded by impression of work-family conflict. Improvement: The future examination could build up a model examining so as to anticipate family-work conflict justice as it is knowledgeable about the home. For instance, Grote and Clark inspected the decency of the division of family work. Others could investigate a more extensive assortment of justice measurements to think about the stress ramifications of hierarchical versus home-based justice. Further research is additionally expected to proliferation.Keywords
Abusive Supervision, Deviant Workplace Behavior,Organisational Justice, Stress, Work Family Conflict.- Structural Relationship between Dimensions of Psychological Empowerment, Customer Oriented Behaviour and Job Satisfaction of Employees in Public Sector Banks
Authors
1 Bharathiyar University, IN
2 Department of Business Administration, R.V. Government Arts College, IN
Source
Indian Journal of Public Health Research & Development, Vol 10, No 11 (2019), Pagination: 101-104Abstract
This study aimed to examine the structural relationship between dimensions of psychological empowerment, customer-oriented and Job satisfaction among the employees in public-sector Banks. Psychological empowerment promotes the employees to use their knowledge, experience, capacities and innovative ness by bearing accountability for their jobs and it leads to customer-oriented behavior. Customer oriented behavior provides basis for forward progress and continued existence of banks in a highly competitive banking environment and increases their profitability. Customer oriented behavior is highly mediating relation between psychological empowerment and quality of service and it enhances satisfaction of customers and their loyalty towards banks. The results revealed that the impact, competence, self-determination and meaningfulness are positively and directly influencing customer-oriented behavior of employees in public sector banks. Besides, customer-oriented behavior is positively and directly influencing job satisfaction of employees in public sector banks. This study offers new insights into the existing literature and provides implications and directions for future research.Keywords
Employee Empowerment, Psychological Empowerment, Customer-Oriented Behavior, Job Satisfaction.- A Study on Women Entrepreneurs Dealing Through Stress
Authors
1 VELS Institute of Science, Technology & Advanced Studies (VISTAS), Pallavaram, IN
2 Department of Business Administration,RV Government Arts College, Chengalpattu, IN