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Role of Human Resource Management in the Technical & Non-Technical Institutions of Higher Studies – A Study of Indore Region

This paper is on Human Resource Management in the technical and non technical of the region. One can build best infrastructure and can buy n-numbers of acres of land. For an institution to start one can invest the amount of money to develop other things like lab, grounds, Faculty chambers, class rooms, workshops decorate them to excellent interior but without excellent human resource in the institution, all will go in vain. So the role of human resource in any institution whether technical or non technical, comes first because if the institution is having top brains of the world and able to retain them in the institution for year’s and all possible facility for growth and research that the institute will be no.1 in concerned field. The overall purpose of HRM is to ensure that the organization is able to achieve success through people. The paper will discuss on common perception towards human recourse management gender Type of institution and job status and their interaction in various factors of HRM.

Analysis of Performance Appraisal of Employees in Public Sector: Current Issues

Understanding Performance information of Public Sector Employees is perhaps the most pressing challenge for Performance Management. Rating Employee Performance is the most common methods of recording and evaluating employees but rating employees is almost useless in helping employees actually improve their performance. All Public Sector organization will be required to scrutinize the performance of the organization and its staff. Since appraising is considered to be particularly controversial management practice anywhere it is being practiced and researches reveal that in spite of Government emphasis on the implementation of Performance Management in the Public Sector and the extent to which appraisal system has institutionalized in the Public Sector, Public Managers are still hesitating to adopt such an approach. To assess organizational productivity or performance, managers must make determinations regarding the development, execution and utilization of performance appraisals. This paper tries to focus on current issues of Employee Performance Appraisal of Public Sector Employees though useful but has its own limitation while implementing it.

A Study of Labour Management in Readymade Garment Industry: With Special Reference to Indore

The readymade garments manufactured in Indore are well received in the overseas market. Indore city has been a large centre of textile mills and thus Readymade Garments industry is an offshoot of these textile mills. The industry also owes its debut to the readymade garment industry in the nearby cities of Mumbai & Ahmedabad. The growth of industry to a great extent depends upon the workers attitude towards the industry in which they work and it is not to be out of place to mention that the progress of industry can vis-à-vis reach at prospering stage if the worker involvement and satisfaction are high. Labour is an important input in industrial production. This is truer in garment industry. Mechanization and automation have not diminished the role of human element in industrial establishments. In fact, the role of the workforce has become highly critical in garment industry. Nor have the economic reforms belittled the significance of labor. Liberalization of economy has brought labor to centre stage. Human resource is taken to be an important factor to increase productivity, improve quality and reduce costs all necessary to survive in the competitive world. There are several issues related to labor. In this paper survey has been conducted on the 20 labourers from the various Garment industries of Indore.

OCTAPACE Culture in Management Institutes

Organization culture refers to a system of shared meaning held by members that distinguish an organization from other organizations. In order to have persistent growth of individuals and organization, A Management Institute is required to develop some values. These values help in fostering a climate of continuous development of human resources. A healthy organization culture rests on eight strong pillars of OCTAPACE. A well managed Institute supported by these values can improve the performance of the employees. This Paper attempts to focus on comparing the OCTAPACE Culture in Private and Government Management Institutes. OCTAPACE is the acronym of eight values as explained in brief hereunder: • Openness: Spontaneous expression of feelings and thoughts, and sharing of these without defensiveness. It is willingness to listen to others freely & frankly • Confrontation: Facing and not shying away from problems; deeper analysis of interpersonal problems; taking up challenges. It implies recognizing and facing a problem • Trust: Maintaining confidentially of information shared by the other person and misusing it; a sense of assurance that others will help when needed and will honor mutual obligations and commitments. Trust and trustworthiness deal with a culture of people in believing each other • Authenticity: Congruence between what one feels, says and does; owing ones actions and mistakes, unreserved sharing of feelings. Authenticity is speaking the truth fearlessly and keeping up the promises made • Proactivity: Initiative; pre-planning and preventive action; calculating pay-offs before taking action. Taking actions & planning keeping in view anticipated Changes/Challenges in the environment • Autonomy: Using and giving freedom to plan and act in one’s own sphere; respecting and encouraging individual and role autonomy. Autonomy is the willingness to use power without fear and helping others to do the same • Collaboration: It involves working together and using one another’s strengths for a common cause • Experimenting: Using and encouraging innovative approaches to solve problems; using feedback for improving; taking a fresh look at things encouraging creativity. Trying out New ideas or ways while dealing with people

Quality of Work Life

This study quantifies the effects of quality of work life on employees. It aims to gain an insight into current working life policies and practices, as well as work-life balance issues of employees. Several notable factors that influence quality of work life are Adequate and Fair Compensation; Safe and Healthy Working Conditions; Opportunity to Use and Develop Human Capabilities; Opportunity for Career Growth etc. QWL provides for the balanced relationship among work, non- work and family aspects of life. In other words, family life and social life should not be strained by working hours including overtime work, work during inconvenient hours, business travel, transfers, vacations, etc.

360 Degree Performance Appraisal as a TQM Tool in Engineering Education

Total Quality Management (TQM) concept of measurable & predictable error reduction can be applied to talent management. 360 degree performance appraisal processes have increasingly become a mode of evaluation & employee development. As an enhancement to a traditional review, where employees are given a single evaluation by superior, 360 degree performance appraisal provides a multi-sourced review. In this paper, an attempt is made to propose this system to engineering education. Concept, implementation strategy & reasons are discussed. Optimum utilization of human resource is the key in engineering education. Talent audit system can be used as best TQM tool in educational field. The predictive ability of 360 degree feedback process highlights long term success factors. Keywords: Performance appraisal, 360 degree feedback, talent audit systems, peers, multi source, multi layer.

Employer Branding: A 3-D Perspective

The ever-changing world of business at a rapid pace, has witnessed some enormous rise and fall in recent times. It is desirous from, one and all, business associates to transform themselves and their business related roles time to time so as to match the pace at which business keeps changing. One of such transformation in business role is that of Human Resource Management of business organizations. Today the role of HR is not confined to the inner yards of the business organization, but it is beyond its periphery. As Marketing is becoming an inevitable part of the business, the field of HRM is not an exception. With the war for talent is on and getting tougher day-by-day, HR professionals are required to attract and retain the best of the employees from the limited talent pool. They do so by creating an Employer’s Brand, by Marketing organizational philosophies, policies and practices in such a manner to become an “Employer of Choice”. The paper seek out a three dimensional view to the concept discussing the contributions of Information Technology (IT) in the process of Employer Branding, and provides a conceptual model for it.

Technology Revolution in HR for Business Competence

Human Resource Management seeks to build and maintain an environment for quality excellence, to better enable the work force to achieve the company's quality and operational performance objectives. Global competition is putting more and more pressure on managers to make faster and better business decisions. Investments in Information Technology are often touted as a critical means of speeding up and improving management decision making. Yet, it has proved difficult to realize the potential of Information Technology investments. This is particularly in Human Resource (HR), though it has been proved that HR is a prime candidate to benefit from information technology. Information technology has been cited as a critical driver of HR’s transition from a focus on administrative tasks to strategic business partner. This strategic role not only adds a valuable dimension to the HR function but also changes the competencies that define the success of HR professionals. This paper will focus on answering the question that “How the introduction of information technology in the field of HR has brought about a new transformation and has helped to develop competitive advantage”.

Rejuvenating the Performance Appraisal System of School Teachers

The system of Performance Appraisal plays a very important role in selecting the employees of high quality and integrity, to shoulder the responsibility of senior position. It not only helps to improve the efficiency of the individuals but also improves the overall productivity of the organization. Employees get the feedback, which encourages them to develop their knowledge and skills to meet the objectives of the organization. But in schools education system of India, especially in Indore, no proper performance appraisal system exists. There is only very weak and biased evaluation system. Teachers are the key members of the society on whom the whole education system is based, but unfortunately they are the most neglected ones. This paper will explore modern methods of Performance Appraisal for the assessment of school teachers which will act as revitalizer, re-energizer and rejuvenator for them. It will link the teachers’ performance with the mission and vision of the school and will act as a catalyst for the improvement of overall education system.

Strategic Human Resource Management at National Thermal – A Step towards Fabricating Magic!

Managing humans is at the heart of almost all the real-life management ‘problems’. What it takes to ‘manage’ humans? Why humans are a ‘resource’ and what makes them special? Human resource management is a function within an organization which gives an overview of humans at work and discusses various aspects which are basic to human motivation at work and in fulfilling career aspirations within organizations. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.

HR for Sustainable Growth: Job Satisfaction Among Bank Employees

In today’s globalized business world and cut-throat competition-era, the organization can only survive with sustainable growth. No organization can achieve a sustainable growth without the help of its human resources (HR), which have always been treated as the most valuable of all the resources in the organization. This sustainable growth will come only by providing job satisfaction to its employees. Vroom (1964) postulated a model of job satisfaction which reflects valence of the job for its incumbent. He argued that the strength of the force on a worker to remain on his job is an increasing function of valence on his job. Sinha (1974) defines job satisfaction as a “Reintegration of effects produced by individual’s perception of fulfillment of his need in relation to his work and the situations surrounding it”. Juliane (2010) notes that job satisfaction has steadily declined in U. S.A. over the years despite big improvements in the work environment, such as a reduction of workplace hazards and an increase in vacation days. The main objective of the study is to find out the factors which can contribute to job satisfaction of an employee. It is a quantitative research, descriptive in nature. Sample survey method is used for data collection. The universe of the study was Indore. The population of the study was all the employees of nationalized banks. The sampling unit was the clerical cadre bank employees. The sample size was 50. The sampling technique used was convenience sampling technique. The data was collected through self structured and self administered questionnaire. Finally the data was analyzed through various statistical tools like graphs, charts etc.

A Comparative Study on Motivation Level of Employees in Government and Private Hospitals

At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932. This study found employees are not motivated solely by money and employee behavior is linked to their attitudes. The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers. Motivation is known to be a predictive variable which influences employee job satisfaction. The study is to be done within the purview of certain variable which will clearly underline the factors which motivate the employees of various sectors and would help in comparative analysis of the level of motivation & the corresponding factors involved in it.

Positive Attitude in Organization

Our approach, attitude and understanding, knowledge are based on our inner thoughts, both conscious and subconscious and we are under their control, whether we recognize it or not. We can be optimistic or pessimistic, passionate or unexciting, dynamic or submissive. The major difference between people is their attitudes. Attitude is a mental position relative to a way of thinking or being; a leaning toward that which we believe. A Positive Attitude is the tendency to generally be optimistic, promising and hopeful. This paper is an attempt to analyse how positive attitude translate problems in to opportunities, reduces pressure, develop vision, and helps to earn esteem, admiration of associates and lot more and how a Positive Attitude in the workplace can make an amazing difference.

Breeding Effective Leaders and Generating EQ

From time immortal, our culture has assumed that intellect is the secret to success; individuals blessed with a high IQ will make the best leaders and be the most successful in their profession. In the last decade, however, the leadership literature is moving in another direction. Researchers are discovering that leadership success is highly dependent on an individual’s EQ, a term popularized by journalist and psychologist Daniel Goleman. Emotional intelligence is about how one controls his own reaction to situations. This paper is an attempt to analyse what happens when one finds himself “charged” situation. Goleman believes that when people lose their cool, even the smartest people get stupid very quickly. When people master their emotions, they are better able to assess risk and make intelligent choices. They are better able to relate to other people by using their empathic skills. They are more likely to take initiative

Attitude Transformation and the Desired Attitude in an Organization

In the present era, where world has become a global village, competition is severe. An organization encompasses individuals, and the development of an organization depends exclusively on the attitude of all the individuals working in the organization. With reference to the challenges in the competitive world one has to change for better and positive. Attitudes grant people with a beginning for expressing their central values. Hence our experience and relations whether good or bad, with others has a great impact on our attitudes. Positive attitude is healthier, more refreshing. People win when they stop complaining and adopt a positive, problem solving attitude at work. Organizations develop, stay alive, decline or are destroyed, depending on the behavior of the employees. In this paper, some factors to achieve the right attitude and their applicability will be discussed and put into context.

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