Human Resource

The Oxford Dictionary for English lists “Crisis” as noun (plural crises /-ˌsēz/) a time of intense difficulty, trouble, or dangerIn our times, i.e. the current era, a social media savant can do more harm than a trial attorney.You need to be prepared for today’s media culture, in which a tweet can become newsworthy and a news interview can become tweet-worthy.

The word continual has become indispensable in business jargon, though the more rooted terminology is “S-U-S-T-A-I-N-A-B-I-L-I-T-Y”. Its ramifications are much more far-reaching than mere environmental goodliness. Savvy leaders with the Xerxes’ complex or even the one’s in the mold of a Azim Premji or Anand Mahindra understand that in order to gain a competitive edge, they must incorporate sustainable business practices to ensure the long-term success of their companies or business model. The locution corporate social responsibility (CSR) gained mass viewership mostly during the late 1960s and early 1970s, attaching the phrase CSR to companies that emphasized a new prototype in business: the triple bottom line. Business houses focusing on the components or peripherals of the triple bottom line — people, planet, profit — accentuate a commitment to business practices that ensure the long-term health of their company, employees, the environment and the community. The paradigm is established or rather entrenched in the belief that businesses have to be held accountable to care for their surroundings & by doing so, will achieve greater success & by way of generating a bond between the company & the general public.
In 2012, Reputation Institute polled consumers in 15 U.S. markets to determine opinions of several global corporations. According to the study, 42 percent of people’s sentiment about a company is based on their understanding of the firm’s corporate social responsibility practices. Additionally, consumers place more value on a company’s reputation than on the perception of the company’s products. These days, it’s not enough to produce a great product or deliver exceptional service; people want to know they’re doing business with a company that cares about its impact on its surroundings and wants to do the right thing for society. So how can a small company do CSR ??? I’m sure they don’t have the gigantic budgets of Sir Anand Mahindra or Mr. Ratan Tata !!!! Can a small company also indulge in the so-called luxury buffet of CSR??? What do you think? Yes!!!! It can..................

Phygital' or physical plus digital, is a combination of physical circumstances or tangible objects and digital or online technology-driven experience. The market was previously occupied only by physical dimension but virtual information has now enriched all the stages of the customer journey (CJ). Hence, this paper deals with the future of phygital marketingnew technologies and analysing their impact on the perception of customers throughout the whole CJ. Thereby Augmented Reality (AR) and Virtual Reality (VR) are cited as examples of state-of-the art technologies, which wield a direct perceptional impact, as they have the power to blend together one's perception of real and virtual space. This phenomenon can be described using the term 'phygital', as being the conflation between the physical world and the virtual realm. Moreover, the perceptional change happens through an embodiment triggered by the additional sensual stimuli technologies, such as AR and VR, add to the real world. Therefore, Phygital marketing is the combination of digital and real-life experiences, brought together to benefit the consumer. It is about seamlessly integrating marketing efforts across the physical and virtual spaces.

Policies are a set of rules and regulations that determine the organization running and wellbeing. Employees are at the core of organization functioning. Hence, it is very important that the policies be in place for the smooth functioning of the organization. Since line-managers are working at the operational level, are relatively less experienced and new to the organization the focus of the organization should be to develop the policies, which are helpful for the line managers. Policies are binding on all and can prove to be a very good factor in boosting the morale of the employees. Through this research, we would like to understand the impact of policies on the morale of line managers. In addition, we would like to understand the awareness of line managers about various organization policies. A very important aspect here would include understanding to what level the policies are conveyed to the line managers and is there a fair implementation of policies across the organization.

Action Research and Reflection is what defines an attribute of a professional. Class room action research is a good way of improving teaching strategies. There is no cook book approach to what will work in one subject and in another class. A teacher has to come up with his or her own style of teaching. The present study was taken the researcher who is also reporter in this case to improve on classroom experience of MBA students in HRM class. The need was identified as a reflection process and action research was conducted. The experiences of faculty are reported in the form of this paper. Corporates are looking for trained managers and MBA degree is in demand. Students' class room experience has to impart them holistic knowledge with hands on skill. Every minute spend in class and every interaction must bring value to students. This Interaction can be with faculty or interaction among students. Faculty has to plan and conduct session smoothly. Popularly used Gagne's events o...

Introduction: Acute renal dysfunction is a common and serious postoperative complication of cardiopulmonary bypass. Theoretically alkalinisation can protect acute kidney injury post cardiopulmonary bypass. Methods: In a prospective randomized controlled trial we enrolled 200 adult patients undergoing open heart surgery with the use of cardiopulmonary bypass (CPB). 100 patients received 150ml of 7.5% sodium bicarbonate (SBIC) mixed to 750 ml of 5% dextrose, infused at 1 ml/kg/hour through a dedicated intravenous line for 6 hours prior to the initiation of CPB and 100 patients (control group) received 0.9% sodium chloride given at same rate and volume. Post-operative serum creatinine, urine output, increase in serum creatinine value and several other parameters were evaluated. The primary endpoint was the proportion of patients developing acute kidney injury. Results: Renal replacement therapy (RRT) was initiated in 8.2% of patients in the Control group and 7.2%ofpatients in the SBIC ...

The paper aims to study the feasibility of setting up of Islamic Banks in a developing country like India. This has been old topic of discussion and has undergone scrutiny many times. Countries in the middle east specially the GCC (gulf corporation council) have developed fully functional Islamic Banks. The concept of Islamic Banks dates back to the early 1900s with the very first bank being set up in Egypt. Since then the world has seen Islamic Banks evolve from purely retail banks to providing Liquidity management tools. In India the concept of Islamic Banking has not even sprouted in real sense. There are NBFC which work on the principle of the Shariah Law and have elements of Islamic Banking philosophy engrained in their framework. However the scope of having a fully functional establishment which is Shariah Compliant seem to be trodden with difficulties primarily from a legal standpoint. India has the 2 largest Muslim population in the world 2010 and is expected to become the l...

HR is facing the transformation challenge and disruptive impact of AI in its functions. In this study, we shall bring into light certain challenges faced by AI in HR and the technological counter solutions to it that have been reinstated. Many companies like IBM, have reengineered its HR service delivery strategy to render intelligent agents to the services being provided toits managers and associates, answer their queries and suggest decisive aspects of employees roles, careers, rewards, compensation and learning. Also United Health Group is on building a graph database which uses AI to identify improvements in efficiency and quality of services. Such instances create the need to study the reaction of the Gen y which composes more than the 50% of the working population i.e population under 25 and around 65% is under the age of 35 and their reaction to the transformation in HR systems to it quotes Forbes study1,7, 27. A qualitative study was carried out and Gen Y professionals were ...

This article describes lived experiences of successful women leaders in government administration organizations in India. The analysis of women’s experiences revealed the enablers and deterrents faced by these women in their leadership trajectories. These factors are categorized as an individual: family background and childhood experiences, self-aspiration and leadership development and work-life balance and familial support or organizational viz. workplace and sociocultural challenges and success mantras. A combination of them has influenced the progression of these women. The results present the need for a massive social change initiated by human service organizations to shift the so-called patriarchal social system. The paper has identified various dimensions like prioritizing promoting diversity, mentoring, and redesign of human resource policies which need to be focused. Also, the organizations and government can use these findings to design development programs for realistical...

The gender equity in engineering fields’ education or workplace is an area of great concern as brought up by researchers across globe. India is no exception. Women in engineering face various issues like retention, discrimination and career issues importantly. This necessitates the need to identify the root causes and suggest strategies to resolve them. The present study addresses this need and identifies barriers that women in their undergraduate study face .At the same time, the number of women working in engineering educational institutes also shows a steady leak at each step. In this study, 249 women undergraduate students enrolled in engineering programs and seven women in top leadership positions responded a survey that collected data related to challenges experienced by them during their education/career. The study identified various barriers faced by hem and suggested strategies to overcome them. For making these women move forward and achieving an equal and inclusive space ...

Action Research and Reflection is what defines an attribute of a professional. Class room action research is a good way of improving teaching strategies. There is no cook book approach to what will work in one subject and in another class. A teacher has to come up with his or her own style of teaching. The present study was taken the researcher who is also reporter in this case to improve on classroom experience of MBA students in HRM class. The need was identified as a reflection process and action research was conducted. The experiences of faculty are reported in the form of this paper. Corporates are looking for trained managers and MBA degree is in demand. Students’ class room experience has to impart them holistic knowledge with hands on skill. Every minute spend in class and every interaction must bring value to students. This Interaction can be with faculty or interaction among students. Faculty has to plan and conduct session smoothly. Popularly used Gagne’s events of Instru...

Orientation: Selection process by nature could involve bias and prejudices of the interviewers on interviewees. This study is an attempt to evaluate whether there is any bias in recruitment process for a tattooed interviewee in IT industry Research Purpose: The study intends to evaluate and examine the nature and extent of bias prevalent in selection of candidates in IT Industry. The study is specific to identify the biases which could be there for tattooed interviewees. Motivation for the study: The dimension of tattooing has been researched to a lesser extent empirically in India. The issue of bias in recruitment process has also not been explored or studied very much-these research gaps have motivated the study Innovative thinking and originality: This study by nature deals with the perceptions and orientations of HR managers towards tattooing in India for the first time. This study also examines the perceptions of potential candidates who had attended interviews. Suitable recommendations and suggestions have been provided to remove the perceptual gaps in HR mangers of India. The innovative thinking has been provided by giving new strategies and frameworks, approaches for Indian industries. This is duly supported with creativity, novelty and originality in approach. Research approach: This research would be quantitative and empirical in nature. This study would deploy mixed research method approach. This would include exploratory, conclusive and action oriented research. Main findings of the study: It was found in the study that although the managers were not having personal discrimination due to tattooing or body piercing, they had to follow the company rules and regulations. The candidates felt that they had been discriminated due to tattoos and body piercing during interviews. Managerial implications: It provides a new outlook for HR recruiters and reorientation of HR policies in IT industry is suggested Contributions: New dimension and innovative thinking is provided.

The objective of the study is to analyse the present on boarding process in the organization and to find the most critical phase of the on boarding process in the organization. Not at all like customary employee induction or orientation, onboarding is an orderly process that develops well past day or week of employment. The objective of the onboarding procedure is to develop a long haul relationship between the business and the worker while encouraging a sentiment having a place and a confirmation of settling on the right decision. The study has been carried out by a survey through surveymonkey, face to face and telephonic conversation.The target respondents were 305 out of which 123 responded. So the sample size was data collected from 123 new joinees. The findings of the study were that majority of respondents were not satisfied with the present onboarding process in the organization. The satisfaction percentage of new employees was good only in phase I i.e the pre joining phase. After that the satisfaction levels drop down in subsequent phases. The findings also reveal thatthe most critical phase is phase II i.e first day at work. The satisfaction level of new employees drops down from 70% in phase I to as low as 30% in phase II which is a major fall and a call for concern. If an employee doesn't feel welcomed on Day 1 then the chances of his/her leaving the organization within few months to one year increases. The benefit of this research project is that it will provide the reader with data and statistics of a general viewpoint of new hires in the organization about the onboarding process. It will also provide them with certain suggestions to make the onboarding process effective.

Conventionally, Branding as a concept has often been used to differentiate an organization"s products in general over that of its competitors. Today, with the entire transition from an industrial age to a more information oriented age, Branding now is seen from versatile perspectives. From adding economic value to its customers and its other relevant stakeholders, this strategic tool of creating a distinguished identity is now also focused on developing the right attraction and retention policies for its employees. Thus, the new buzz word today is "Employer Branding" wherein organizations are particularly shifting focus towards creating a positive perception in the minds of the key stakeholders, potential recruits and current employees. Given that this entire initiative involves a mind-set level change, this exercise is definitely a long term one. The term which picked up popularity in the last decade of the previous century, is now adopted by a lot of global organizations as part of their premeditated human resource initiatives. With immense competition in every sphere, the obvious outcome was poaching of critical talent resulting in dearth of an endowed workforce. Perturbed by this growing scarcity of potential recruits, a lot of firms realised the importance of creating lucrative incentives to adequately attract and retain the right talent pool.