HR Academicians were surveyed about their perceptions of HR education. The results showed:
1) Half of HR Academicians have not published any articles in journals, with most publications coming from professors and associate professors.
2) HR Academicians see their role as a mix of teaching, training, and research activities.
3) There is a need to restructure HR management education to improve rigor, relevance, methodology and prepare students for industry with the necessary skills.
MM Bagali...... HR Education..... HR Educaters......Students hr subject_perce...dr m m bagali, phd in hr
This document discusses a study on the rigour and relevance of HR education in business schools in Karnataka, India. It conducted a survey of 238 HR students from 23 institutions across university types. The survey found that 35% of students viewed certain core HR subjects as redundant, particularly those related to HR skills and development. Another 21% saw subjects on industrial relations and labor laws as redundant. 15% viewed subjects on organizational development and change management as redundant. However, 23% felt all HR subjects were important. The results varied significantly between university types, with state university students more likely to view certain subjects as redundant compared to central university students who felt all subjects were important. The study aims to understand how HR education needs to evolve to meet
HRM in Higher Education: The Need of the Houriosrjce
This document discusses the need for human resource management (HRM) functions in higher education institutions. It outlines how HRM has evolved from an administrative to a strategic function in organizations. While universities provide education in HRM, most do not apply these practices effectively to their own human resource management. The document argues that universities need dedicated HRM departments to handle strategic functions like recruitment, training, performance evaluation, compensation, and employee relations. This would help universities attract and retain top talent, boost performance, and gain a competitive advantage over other institutions in the changing landscape of higher education.
mm bagali....... skills phD..... Skills..... Competency .........Skills synop...dr m m bagali, phd in hr
This document provides details about a final synopsis submitted for a research study on "Bridging Employability Gaps in the Higher Education Space related to Management Sciences". It includes an introduction outlining the growing number of MBA graduates in India but low employability rates. It also summarizes literature reviewing employability gaps and skills mismatches between management education and industry needs. The synopsis then outlines the research problem, objectives, hypotheses, design, and expected outcomes of the study.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document discusses the need for assessment centers in business schools (B-schools) to develop student competencies and skills readiness. It notes that while the number of B-schools and students has increased, the quality of education provided and employment outcomes have varied. The document reviews literature supporting the role of assessment centers in enhancing quality, identifying hidden talents, guiding career development, and reducing the gap between industry needs and academic curriculum. It aims to provide a framework for assessment and development centers in B-schools to help assure quality and prepare students for careers.
[Challenge:Future] EARNING WITH LEARNING IN MANAGEMENT Challenge:Future
Team name: innovative student
Team members:
1. Vivek vaghasiya (MBA Pursuing)
2. mahesh vahghasiya
The document proposes establishing an MBA Buster Academy to address problems in management education in India by providing an experiential learning approach. The academy would combine an MBA program with PGPM (Post Graduation Practices in Management) to give students practical experience alongside theoretical learning. For entrepreneurs, students would do on-the-job training by running family businesses or starting small businesses. Job seekers would do professional employment training by working part-time or full-time in their desired sector. The goal is to increase employ
Making Management Education in India Meet Global Qualitypaperpublications3
Abstract:Management education in India is under increasing demand with close on a lakh of students passing out each year. Demand has especially increased after changes towards privatization and globalization, offering great potential to aspiring MBA students. According to the Business Standard dated 20th March 21, 2014 “India’s Marquee B-schools make a dash for global recognition”. Tangible benefits of international accreditation attract global faculty and students besides helping justify higher fees. Further, B-schools are not satisfied with a single accreditation, but want the triple-crown, namely. Association to Advance Collegiate Schools of Business (AACSB), Association of MBAs (AMBA) and European Quality Improvement System (EQUIS).
Keywords:Management education, Global recognition.
MM Bagali...... HR Education..... HR Educaters......Students hr subject_perce...dr m m bagali, phd in hr
This document discusses a study on the rigour and relevance of HR education in business schools in Karnataka, India. It conducted a survey of 238 HR students from 23 institutions across university types. The survey found that 35% of students viewed certain core HR subjects as redundant, particularly those related to HR skills and development. Another 21% saw subjects on industrial relations and labor laws as redundant. 15% viewed subjects on organizational development and change management as redundant. However, 23% felt all HR subjects were important. The results varied significantly between university types, with state university students more likely to view certain subjects as redundant compared to central university students who felt all subjects were important. The study aims to understand how HR education needs to evolve to meet
HRM in Higher Education: The Need of the Houriosrjce
This document discusses the need for human resource management (HRM) functions in higher education institutions. It outlines how HRM has evolved from an administrative to a strategic function in organizations. While universities provide education in HRM, most do not apply these practices effectively to their own human resource management. The document argues that universities need dedicated HRM departments to handle strategic functions like recruitment, training, performance evaluation, compensation, and employee relations. This would help universities attract and retain top talent, boost performance, and gain a competitive advantage over other institutions in the changing landscape of higher education.
mm bagali....... skills phD..... Skills..... Competency .........Skills synop...dr m m bagali, phd in hr
This document provides details about a final synopsis submitted for a research study on "Bridging Employability Gaps in the Higher Education Space related to Management Sciences". It includes an introduction outlining the growing number of MBA graduates in India but low employability rates. It also summarizes literature reviewing employability gaps and skills mismatches between management education and industry needs. The synopsis then outlines the research problem, objectives, hypotheses, design, and expected outcomes of the study.
M M Bagali, PhD, Research paper, MBA Faculty, HRM, HR, HRD, PhD in HR and Man...dr m m bagali, phd in hr
This document discusses the need for assessment centers in business schools (B-schools) to develop student competencies and skills readiness. It notes that while the number of B-schools and students has increased, the quality of education provided and employment outcomes have varied. The document reviews literature supporting the role of assessment centers in enhancing quality, identifying hidden talents, guiding career development, and reducing the gap between industry needs and academic curriculum. It aims to provide a framework for assessment and development centers in B-schools to help assure quality and prepare students for careers.
[Challenge:Future] EARNING WITH LEARNING IN MANAGEMENT Challenge:Future
Team name: innovative student
Team members:
1. Vivek vaghasiya (MBA Pursuing)
2. mahesh vahghasiya
The document proposes establishing an MBA Buster Academy to address problems in management education in India by providing an experiential learning approach. The academy would combine an MBA program with PGPM (Post Graduation Practices in Management) to give students practical experience alongside theoretical learning. For entrepreneurs, students would do on-the-job training by running family businesses or starting small businesses. Job seekers would do professional employment training by working part-time or full-time in their desired sector. The goal is to increase employ
Making Management Education in India Meet Global Qualitypaperpublications3
Abstract:Management education in India is under increasing demand with close on a lakh of students passing out each year. Demand has especially increased after changes towards privatization and globalization, offering great potential to aspiring MBA students. According to the Business Standard dated 20th March 21, 2014 “India’s Marquee B-schools make a dash for global recognition”. Tangible benefits of international accreditation attract global faculty and students besides helping justify higher fees. Further, B-schools are not satisfied with a single accreditation, but want the triple-crown, namely. Association to Advance Collegiate Schools of Business (AACSB), Association of MBAs (AMBA) and European Quality Improvement System (EQUIS).
Keywords:Management education, Global recognition.
This document summarizes a study on enhancing graduates' employability skills in Malaysia. The study aims to identify important employability skills for Malaysian graduates, determine the priority of each skill from employers' perspectives, and analyze the gap between skills' perceived importance and employers' satisfaction with graduates' performance. The results show employers perceive graduates as weaker in important skills like communication, especially English proficiency, than the skills' level of importance. Using an importance-performance analysis, 13 skills were identified as important areas for improvement to increase employers' satisfaction.
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
Industry school interface following professional education model to impart pr...Alexander Decker
This document discusses the need for greater collaboration between business schools and industry to make business education more practical. It proposes a model called Pragmatic Business Edification (PBE) where business schools and industry would formally partner together. Key aspects of the PBE model include industry helping to determine curriculum and providing expertise to ensure graduates learn needed skills. The roles of both business schools and industry in the partnership are discussed, with business schools continuing to manage education but consulting industry on requirements. Formal research collaboration is also suggested to mutually benefit schools and industry. Overall, the document argues a school-industry partnership could help address criticism of business education being too theoretical and not aligned with business needs.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
The document discusses perspectives from HR practitioners on HR education in business schools. It notes that while business schools have grown, HR education needs to focus more on practical skills and keeping curricula relevant to industry needs. A survey was conducted of HR practitioners in Bengaluru, India across various industries to understand their views on areas for improvement in HR students' knowledge, skills, internships and job preparedness. The study aims to better align HR education with industry requirements to improve graduates' employability.
A Study of Student Satisfaction with College Education at Colleges in and Aro...iosrjce
This research study aims at highlighting areas that institutions of higher education need to focus on
based on student’s perspective for colleges in and around Udaipur, Rajasthan. It gets educational quality inputs
at the point of contact with students. This study is a descriptive research using a positivistic approach of
collecting (primary) data using the survey method with convenience sampling. College level students at the
under graduate and post graduate level were surveyed for this research. A structured questionnaireusing five
point scale was developed and data collected was statistically analyzed for a level of significance (α) of 5%
using a five point Likert scale. A total of 72 student responses from three institutions of higher education were
received. The study identified sixteen parameters/features important to students studying in colleges. On as
many as eight of the sixteen parameters, majority of students are not satisfied with college education. These
include: (a) Facilities for medical emergencies; (b) Industry exposure; (c) Placement support; (d) All round
development; (e) Opportunities for co-curricular activities; and (f) Facilities for sports. Besides these areas, the
following areas also require attention on priority: (a) Overall experience of students; and (b) Practical
knowledge of subjects taught. These represent the challenges that must be addressed by institutions of higher
education to enhance student perception of education quality
Entrepreneurship in Malaysia Polytechnicsalihamzahali
The Malaysia polytechnics is expected to lead the field of thrust programs (niche area) and specific technology that can produce quality graduates with entrepreneurship abilities. The paper seeks answers how current entrepreneurship education in Malaysia polytechnics encourages the development of entrepreneurship education in the institutions. In this study, data were collected from Higher Learning Institutions Tracer Study Report from 2012 until 2015 and Key Performance Index (KPI) 2016 and 2017 for Entrepreneurship in Malaysian Polytechnic. A finding shows that entrepreneurship has inclined in Malaysia Polytechnics according to industrial needs and based-on the development of the country. The establishments of Malaysian Polytechnic Entrepreneurship Centre (MPEC) become a great achievement for polytechnic education system in Malaysia. The findings will draw a clearer understanding and better picture of the common features exist in what seems to be a fragmented field of study.
Abstract
- Institutions of higher learning face a new situation on
higher education. It holds some novel threats and presents some
fresh opportunities. Given the uncertainty of the future, collage
and university administrators cannot allow their organizations to
drift. This study assessed the managerial skills development of the
administrators of the five (5) well-established private institutions
of higher learning in Batangas, Philippines. A combination of
descriptive-purposive research design and survey method was used to
determine the managerial dimensions exhibited by the administrators.
Mean, Likert Scale, Analysis of Variance (ANOVA), Pearson Product
Moment Correlation Coefficient and and Bivariate Correlation were
used. There is no significant difference in the assessment of the three
groups of respondents in terms of communication skills and solving
problems effectively. However, there is a significant difference in terms
of self leadership, managing the task effectively, managing the people
effectively, and managing interpersonal relations effectively.
There is
a very high significant relationship among all the managerial skills
dimensions required of the institution administrators using the same
managerial dimensions. The managerial skills of the administrators
have to be enhanced to improve the quality of people in the institution.
The Proposed Executive Development Program and Training Model
are strongly recommended.
11.financial evaluation of management post graduate programs in indian averag...Alexander Decker
This document analyzes the costs and returns of obtaining an MBA/PGDM from average business schools in Uttarakhand, India. It finds that the total cost of the programs ranges from Rs. 600,000-750,000, with 55% being institutional expenses and 45% being personal expenses. Using the net present value method, it calculates that the initial investment will be recovered within 4 years and 2 months based on average starting salaries. However, the return on investment may not be very convincing for potential students compared to other investment opportunities. While some costs can be controlled, the quality of education and faculty also impact the overall value of the degree from these schools.
This study aims to form a lecturer achievement index model based on student perceptions by looking
at the caseality relationship between latent variables, namely professional, social, personality and pedagogical
competencies of lecturers
This document discusses a study that aimed to determine employers' satisfaction with the job performance of new college graduates from Cor Jesu College in the Philippines. The study surveyed managers from 40 companies and institutions in the Davao region. Results found that employers gave highly satisfactory ratings for all 19 skills assessed, including technical skills like computer skills as well as soft skills like character. This affirms the effectiveness of Cor Jesu College's training in developing the skills needed by employers. The results provide valuable feedback that the school can use to continuously improve its curriculum, programs, and services.
The study assessed human resource management strategies for enhancing employees’ motivation in Edo State. The study was guided by four research questions with a population of 182 business educators in universities in Edo and Delta States. The study employed descriptive survey. Three experts validated the questionnaire with a reliability of. 0.71 obtained using Pearson’s Product Moment Correlation. Descriptive statistics of Mean was used to answer the research questions. From the analysis, it was revealed that employers empowered their employees to very low extent; employers rewarded their employees to high extent; employers redesigned employees’ jobs to low extent, and employers created flexible jobs for their employees to low extent respectively. Consequently, it was recommended that workers should be sufficiently empowered to enhance higher performance and more productive. This will also go a long way to reduce attrition rate, the use of verbal praise, allowing workers’ personal development should be given priority attention by management to enhance higher productivity, and management should redesign tasks/jobs from time to time so as to enhance motivation, job satisfaction, commitment to reduce absenteeism and turnover, among others.
Employers’ expectation for soft skills as one of the criteria for undergradu...Thesigan Nadarajan
As coordinator for Bangkok University International (BUI) office of Academic and Professional development that comes under purview of the Dean of BUI, I routinely carry out partnership assessment analyses of universities in different countries. In the process, I have observed how progressive universities creatively change in their undergraduate educational structure according to the demands of the industrial and economic trends in order to remain relevant. One such industrial demand is in the form of the current trend towards the services-centred economy that places more importance on soft skills as one of the criteria for graduate employability. Having technical skills such as in Information Technology (IT) alone does not suffice anymore. Employers are beginning to expect and require the added criteria of soft skills for employment considerations. Even in Malaysia, research findings from studies by researchers like Yusof, H.S.M., Munap, R., Said, N.S.M., Ali, S.R.O., & Mat, K.A., (2017) who in their research entitled, “Employers Perspectives on Graduates Employability Skills: Soft Skills,” proved that there is a positive correlation between soft skills and employee productivity that affects employers perspective on undergraduate employability. Another study by Salleh, K.M., Sulaiman, N.L., Mohamad, M.M., & Sern, L.C., (2016) in their research entitled, “Assessing soft skills components in science and technology programs within Malaysian Technical Universities,” confirms the need for soft skills for the employability of graduates. The objective of this theoretical paper is to highlight current employers’ expectation for soft skills as one of the criteria for undergraduate employability. Therefore, this paper will examine and discuss: 1) What are the current employers’ perceptions of soft skills that undergraduates should possess; 2) What are the roles and meanings of soft skills; 3) How individual factors (gender, socioeconomic status) and contextual factors (industry, work culture, social stability) influences the development of soft skills; 4) How soft skills can be integrated as part of the formal learning cycle; 5) How soft skills can be integrated as part of individual personality development; and lastly, 6) How to measure soft skills before and after undergraduate employment. It is hoped that this paper will create awareness of the current industrial and employers’ employment expectations, and the meaning and role of soft skill as one of the criteria for undergraduate employability.
Keywords: Soft skills, integrity, communication, courtesy, responsibility, social skills, positive attitude, professionalism, flexibility, teamwork, and work ethic
This document discusses using interpretive structural modeling (ISM) to analyze parameters related to improving service quality in technical education in India. The study identifies relevant enablers and barriers and analyzes the relationships between them. This is done to help policymakers prioritize issues and focus on parameters that can enhance technical education. ISM is employed to categorize the parameters as enablers and barriers and develop a hierarchical structure showing which parameters are drivers or dependent on others. The results provide a framework to guide strategic decision-making and a competitive edge for technical institutions in India.
Development of Dacum as Identification Technique on Job Competence Based-Curr...iosrjce
This document describes a study that used the Dacum (Developing a Curriculum) technique to identify job competencies in the electrical field needed for vocational school curriculum development in Indonesia. The study involved expert electrical workers who identified core competencies and competency elements through facilitated workshops. The competencies were organized into tables according to difficulty level. Questionnaires given to vocational school teachers found that over 120 respondents identified 8 of the competency elements as important for teaching basic electrical installation. The study concluded that identifying competencies through computer-assisted Dacum workshops was an effective and practical method for developing a competency-based curriculum in vocational electrical education.
This PPT briefs us the basic drawbacks in Indian Curriculum of MBA education and hence what measure be taken to improve it by 2020 i.e., how curriculum be designed in B-Schools such that our demand of managers is increased worldwide
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Professional development among middle aged women-a rising phenomenon in ghana...Alexander Decker
1) The document examines professional development among middle-aged women working in the Ghana Commercial Bank. It finds that many women in the bank want to pursue further education, but face challenges like gender stereotyping and unequal access to training opportunities.
2) Professional development programs are important for employee and organizational growth, but many women are limited by social and family responsibilities from achieving educational goals. As a result, few women occupy managerial roles in the bank.
3) The study recommends affirmative action policies like quotas and financial aid to support middle-aged women's participation in professional training programs within organizations. This could help address inequality in selection for managerial positions.
Crescere a pane e software libero - modulo 1 - lezione 2Antonio Faccioli
Slide per il corso di tecnologia a ciclo biennale - lezione 2
Il programma del corso utilizza solo software libero, in particolare LibreOffice e Scratch
Japanese management practices emphasize strong organizational structure, clear strategies, and aligning staff skills and shared values to achieve goals. The McKinsey 7-S model outlines seven key elements of successful organizations: structure, strategy, staff, systems, shared values, style of management, and skills. Japanese companies focus on team learning, anticipating customer needs, fast product development, and empowering employees to be innovative and solve problems. While Japanese management is effective, the future may require adapting practices for a changing global environment.
This document summarizes a study on enhancing graduates' employability skills in Malaysia. The study aims to identify important employability skills for Malaysian graduates, determine the priority of each skill from employers' perspectives, and analyze the gap between skills' perceived importance and employers' satisfaction with graduates' performance. The results show employers perceive graduates as weaker in important skills like communication, especially English proficiency, than the skills' level of importance. Using an importance-performance analysis, 13 skills were identified as important areas for improvement to increase employers' satisfaction.
Masters vs Job: Factors which Help Students to Decide between the TwoDr. Amarjeet Singh
The main idea of the study is to find out the factors that affect the key decision which results in choosing of one option between pursuing a master’s degree after college or going for placement after graduation. Researcher has collected data from 120 college going students and graduates. The data was accumulated using Google forms, it was analysed using Google’s analytical instruments. It was found out that students do not follow any trend to pursue their next goal but they decide upon factors which are directly or indirectly related to their personal lives and circumstances. Although most common answer recorded during the survey was that how some students do not want a break amidst their studies and on other hand some of them want to learn and gain practical experience.
Industry school interface following professional education model to impart pr...Alexander Decker
This document discusses the need for greater collaboration between business schools and industry to make business education more practical. It proposes a model called Pragmatic Business Edification (PBE) where business schools and industry would formally partner together. Key aspects of the PBE model include industry helping to determine curriculum and providing expertise to ensure graduates learn needed skills. The roles of both business schools and industry in the partnership are discussed, with business schools continuing to manage education but consulting industry on requirements. Formal research collaboration is also suggested to mutually benefit schools and industry. Overall, the document argues a school-industry partnership could help address criticism of business education being too theoretical and not aligned with business needs.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
The document discusses perspectives from HR practitioners on HR education in business schools. It notes that while business schools have grown, HR education needs to focus more on practical skills and keeping curricula relevant to industry needs. A survey was conducted of HR practitioners in Bengaluru, India across various industries to understand their views on areas for improvement in HR students' knowledge, skills, internships and job preparedness. The study aims to better align HR education with industry requirements to improve graduates' employability.
A Study of Student Satisfaction with College Education at Colleges in and Aro...iosrjce
This research study aims at highlighting areas that institutions of higher education need to focus on
based on student’s perspective for colleges in and around Udaipur, Rajasthan. It gets educational quality inputs
at the point of contact with students. This study is a descriptive research using a positivistic approach of
collecting (primary) data using the survey method with convenience sampling. College level students at the
under graduate and post graduate level were surveyed for this research. A structured questionnaireusing five
point scale was developed and data collected was statistically analyzed for a level of significance (α) of 5%
using a five point Likert scale. A total of 72 student responses from three institutions of higher education were
received. The study identified sixteen parameters/features important to students studying in colleges. On as
many as eight of the sixteen parameters, majority of students are not satisfied with college education. These
include: (a) Facilities for medical emergencies; (b) Industry exposure; (c) Placement support; (d) All round
development; (e) Opportunities for co-curricular activities; and (f) Facilities for sports. Besides these areas, the
following areas also require attention on priority: (a) Overall experience of students; and (b) Practical
knowledge of subjects taught. These represent the challenges that must be addressed by institutions of higher
education to enhance student perception of education quality
Entrepreneurship in Malaysia Polytechnicsalihamzahali
The Malaysia polytechnics is expected to lead the field of thrust programs (niche area) and specific technology that can produce quality graduates with entrepreneurship abilities. The paper seeks answers how current entrepreneurship education in Malaysia polytechnics encourages the development of entrepreneurship education in the institutions. In this study, data were collected from Higher Learning Institutions Tracer Study Report from 2012 until 2015 and Key Performance Index (KPI) 2016 and 2017 for Entrepreneurship in Malaysian Polytechnic. A finding shows that entrepreneurship has inclined in Malaysia Polytechnics according to industrial needs and based-on the development of the country. The establishments of Malaysian Polytechnic Entrepreneurship Centre (MPEC) become a great achievement for polytechnic education system in Malaysia. The findings will draw a clearer understanding and better picture of the common features exist in what seems to be a fragmented field of study.
Abstract
- Institutions of higher learning face a new situation on
higher education. It holds some novel threats and presents some
fresh opportunities. Given the uncertainty of the future, collage
and university administrators cannot allow their organizations to
drift. This study assessed the managerial skills development of the
administrators of the five (5) well-established private institutions
of higher learning in Batangas, Philippines. A combination of
descriptive-purposive research design and survey method was used to
determine the managerial dimensions exhibited by the administrators.
Mean, Likert Scale, Analysis of Variance (ANOVA), Pearson Product
Moment Correlation Coefficient and and Bivariate Correlation were
used. There is no significant difference in the assessment of the three
groups of respondents in terms of communication skills and solving
problems effectively. However, there is a significant difference in terms
of self leadership, managing the task effectively, managing the people
effectively, and managing interpersonal relations effectively.
There is
a very high significant relationship among all the managerial skills
dimensions required of the institution administrators using the same
managerial dimensions. The managerial skills of the administrators
have to be enhanced to improve the quality of people in the institution.
The Proposed Executive Development Program and Training Model
are strongly recommended.
11.financial evaluation of management post graduate programs in indian averag...Alexander Decker
This document analyzes the costs and returns of obtaining an MBA/PGDM from average business schools in Uttarakhand, India. It finds that the total cost of the programs ranges from Rs. 600,000-750,000, with 55% being institutional expenses and 45% being personal expenses. Using the net present value method, it calculates that the initial investment will be recovered within 4 years and 2 months based on average starting salaries. However, the return on investment may not be very convincing for potential students compared to other investment opportunities. While some costs can be controlled, the quality of education and faculty also impact the overall value of the degree from these schools.
This study aims to form a lecturer achievement index model based on student perceptions by looking
at the caseality relationship between latent variables, namely professional, social, personality and pedagogical
competencies of lecturers
This document discusses a study that aimed to determine employers' satisfaction with the job performance of new college graduates from Cor Jesu College in the Philippines. The study surveyed managers from 40 companies and institutions in the Davao region. Results found that employers gave highly satisfactory ratings for all 19 skills assessed, including technical skills like computer skills as well as soft skills like character. This affirms the effectiveness of Cor Jesu College's training in developing the skills needed by employers. The results provide valuable feedback that the school can use to continuously improve its curriculum, programs, and services.
The study assessed human resource management strategies for enhancing employees’ motivation in Edo State. The study was guided by four research questions with a population of 182 business educators in universities in Edo and Delta States. The study employed descriptive survey. Three experts validated the questionnaire with a reliability of. 0.71 obtained using Pearson’s Product Moment Correlation. Descriptive statistics of Mean was used to answer the research questions. From the analysis, it was revealed that employers empowered their employees to very low extent; employers rewarded their employees to high extent; employers redesigned employees’ jobs to low extent, and employers created flexible jobs for their employees to low extent respectively. Consequently, it was recommended that workers should be sufficiently empowered to enhance higher performance and more productive. This will also go a long way to reduce attrition rate, the use of verbal praise, allowing workers’ personal development should be given priority attention by management to enhance higher productivity, and management should redesign tasks/jobs from time to time so as to enhance motivation, job satisfaction, commitment to reduce absenteeism and turnover, among others.
Employers’ expectation for soft skills as one of the criteria for undergradu...Thesigan Nadarajan
As coordinator for Bangkok University International (BUI) office of Academic and Professional development that comes under purview of the Dean of BUI, I routinely carry out partnership assessment analyses of universities in different countries. In the process, I have observed how progressive universities creatively change in their undergraduate educational structure according to the demands of the industrial and economic trends in order to remain relevant. One such industrial demand is in the form of the current trend towards the services-centred economy that places more importance on soft skills as one of the criteria for graduate employability. Having technical skills such as in Information Technology (IT) alone does not suffice anymore. Employers are beginning to expect and require the added criteria of soft skills for employment considerations. Even in Malaysia, research findings from studies by researchers like Yusof, H.S.M., Munap, R., Said, N.S.M., Ali, S.R.O., & Mat, K.A., (2017) who in their research entitled, “Employers Perspectives on Graduates Employability Skills: Soft Skills,” proved that there is a positive correlation between soft skills and employee productivity that affects employers perspective on undergraduate employability. Another study by Salleh, K.M., Sulaiman, N.L., Mohamad, M.M., & Sern, L.C., (2016) in their research entitled, “Assessing soft skills components in science and technology programs within Malaysian Technical Universities,” confirms the need for soft skills for the employability of graduates. The objective of this theoretical paper is to highlight current employers’ expectation for soft skills as one of the criteria for undergraduate employability. Therefore, this paper will examine and discuss: 1) What are the current employers’ perceptions of soft skills that undergraduates should possess; 2) What are the roles and meanings of soft skills; 3) How individual factors (gender, socioeconomic status) and contextual factors (industry, work culture, social stability) influences the development of soft skills; 4) How soft skills can be integrated as part of the formal learning cycle; 5) How soft skills can be integrated as part of individual personality development; and lastly, 6) How to measure soft skills before and after undergraduate employment. It is hoped that this paper will create awareness of the current industrial and employers’ employment expectations, and the meaning and role of soft skill as one of the criteria for undergraduate employability.
Keywords: Soft skills, integrity, communication, courtesy, responsibility, social skills, positive attitude, professionalism, flexibility, teamwork, and work ethic
This document discusses using interpretive structural modeling (ISM) to analyze parameters related to improving service quality in technical education in India. The study identifies relevant enablers and barriers and analyzes the relationships between them. This is done to help policymakers prioritize issues and focus on parameters that can enhance technical education. ISM is employed to categorize the parameters as enablers and barriers and develop a hierarchical structure showing which parameters are drivers or dependent on others. The results provide a framework to guide strategic decision-making and a competitive edge for technical institutions in India.
Development of Dacum as Identification Technique on Job Competence Based-Curr...iosrjce
This document describes a study that used the Dacum (Developing a Curriculum) technique to identify job competencies in the electrical field needed for vocational school curriculum development in Indonesia. The study involved expert electrical workers who identified core competencies and competency elements through facilitated workshops. The competencies were organized into tables according to difficulty level. Questionnaires given to vocational school teachers found that over 120 respondents identified 8 of the competency elements as important for teaching basic electrical installation. The study concluded that identifying competencies through computer-assisted Dacum workshops was an effective and practical method for developing a competency-based curriculum in vocational electrical education.
This PPT briefs us the basic drawbacks in Indian Curriculum of MBA education and hence what measure be taken to improve it by 2020 i.e., how curriculum be designed in B-Schools such that our demand of managers is increased worldwide
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Professional development among middle aged women-a rising phenomenon in ghana...Alexander Decker
1) The document examines professional development among middle-aged women working in the Ghana Commercial Bank. It finds that many women in the bank want to pursue further education, but face challenges like gender stereotyping and unequal access to training opportunities.
2) Professional development programs are important for employee and organizational growth, but many women are limited by social and family responsibilities from achieving educational goals. As a result, few women occupy managerial roles in the bank.
3) The study recommends affirmative action policies like quotas and financial aid to support middle-aged women's participation in professional training programs within organizations. This could help address inequality in selection for managerial positions.
Crescere a pane e software libero - modulo 1 - lezione 2Antonio Faccioli
Slide per il corso di tecnologia a ciclo biennale - lezione 2
Il programma del corso utilizza solo software libero, in particolare LibreOffice e Scratch
Japanese management practices emphasize strong organizational structure, clear strategies, and aligning staff skills and shared values to achieve goals. The McKinsey 7-S model outlines seven key elements of successful organizations: structure, strategy, staff, systems, shared values, style of management, and skills. Japanese companies focus on team learning, anticipating customer needs, fast product development, and empowering employees to be innovative and solve problems. While Japanese management is effective, the future may require adapting practices for a changing global environment.
This document provides a list of 87 published research papers, 3 papers in press, 2 papers under revision, and 4 communicated papers by Dr. M.M. Bagali. It also includes endorsements from editors at XLRI and the Singapore Human Resources Institute praising Dr. Bagali's work on employee empowerment. The list then details Dr. Bagali's two PhD works and provides titles and publication details for 63 published papers covering topics like industrial accidents, occupational safety, ergonomics, and worker empowerment.
Este documento presenta una serie de dichos y refranes populares en español que expresan consejos y verdades sobre la vida. Algunos de los dichos incluyen "No por mucho madrugar amanece más temprano", lo que significa que el esfuerzo excesivo no siempre trae resultados, "Al pan, pan y al vino, vino", que significa llamar a las cosas por su nombre, y "No está la miel hecha para la boca de burro", que significa que no todo el mundo entiende o aprecia las mismas cosas.
The document contains a list of tire sizes and specifications. It includes various tire sizes ranging from 145/70R14 to 315/35ZR20 along with accompanying codes for things like load index, speed rating, and other specifications. The tires listed span multiple wheel and tire sizes for passenger vehicles, light trucks, and off-road applications.
O documento descreve a história da China no século XX, começando com a queda do Império Qing em 1912 e a ascensão do governo republicano de Sun Yat-sen. Isso levou a uma luta pelo poder entre Nacionalistas e Comunistas, com os Comunistas sob Mao Tsé-Tung assumindo o controle em 1949 e estabelecendo a República Popular da China. Após a morte de Mao em 1976, Deng Xiaoping iniciou reformas econômicas que abriram a China para o comércio global. O documento também menciona
El Senado brasileño votó para suspender a la presidenta Dilma Rousseff por 180 días mientras es juzgada políticamente. Michel Temer asumirá la presidencia de forma interina durante este período. Rousseff es acusada de violar normas fiscales y mala administración del presupuesto federal, aunque el proceso se ha convertido también en un referendo sobre su presidencia en medio de una recesión económica y un escándalo de corrupción en Petrobras.
يعدّ موضوع الإدارة الصفيّة من المواضيع التربوية التي تتطلب تحديثاً مستمراً بهدف ملائمة العصر التقني الذي نمرّ به، إذ لم تَعُد طريقة (التّعليم التقليدي) وحدها كافية لنقل أفكار العصر وتقنياته إلى أذهان الطلبة، فلا بدّ من إبداع طرق أكثر معاصرة للوصول إلى طالب متميّز أكاديمياً وثقافياً ومهنياً، من خلال توفير بيئة تعليمية تعلميّة تشمل مجالات متنوعة منها: بيئة التّعليم والتعلّم وبيئة الطالب، من خلال نشر ثقافة مدرسية جديدة تحتوي على قيم وسلوكيات إيجابية منها الاحترام المتبادل، والالتزام، واحترام الوقت، والأمانة، والصدق، والتعاون وغيرها من القيم التي تشكّل بيئة تعلميّة تعليميّة جديدة، ومن هنا فإن دور المجتمع المدرسي مهم في البيئة التعلمية، الذي يعتمد على دور المعلّم داخل الغرفة الصفيّة من تطبيق استراتيجيات تدريس حديثة متمركزة حول الطالب، وتطبيق أنشطة صفيّة تسهم في نمو وتطوّر شخصية الطالب، وزيادة فرص ممارسته للحياة في المدرسة، ونجاحه في الحياة العامة وتحقيق المستقبل الآمن، حيث أن الغرفة الصفّيّة تشبه المجتمع الكبير، فلها نظامها الاجتماعي، وثقافتها الصفيّة، ومعاييرها وتوقعاتها، نتيجة طبيعة المنطقة الجغرافية والسكانية التي ترافقها. الإدارة الصفيّة الناجحة في البيئة التّعليمية التعلمية تلعب دور كبير في تحسين سلوك الطلبة مما ينعكس ايجاباً على سلوك الطلبة ومستوى ادائهم.
Este documento contiene las notas de una maestra sobre las rutinas diarias en un aula de 3 años. Incluye las listas de nombres de los estudiantes, las actividades del día como contar quién está presente, nombrar los días de la semana, y hacer autorretratos. El documento parece ser las notas de planificación de una maestra para sus clases.
El documento habla sobre los principales huesos del cuerpo humano como el cráneo, la columna vertebral, las costillas, los omóplatos, las clavículas, los brazos, la pelvis y las piernas. El documento parece ser una presentación sobre los huesos dirigida a estudiantes de educación infantil y el primer ciclo de educación primaria creada por la maestra Lourdes Giraldo Vargas.
Making Management Education in India Meet Global Qualitypaperpublications3
This document discusses gaps in meeting global quality standards in management education in India and areas for improvement. It notes that while Indian business schools seek international accreditation for prestige, only a small number have achieved it due to gaps like inadequate faculty, minimal research, and curriculum not aligned with practical skills. The document outlines key issues to address like strengthening industry partnerships, emphasizing ethics and research, and evaluating faculty. It provides suggestions to improve areas like governance, curriculum, and developing students' analytical and teamwork skills through exercises. Regular assessment and faculty development are also emphasized to enhance management education in India.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curriculums. The goal is to suggest improvements to curriculum that better match industry needs and enhance students' employability. A literature review identified many important employability factors but no comprehensive list, so this study seeks to develop such a list through expert input.
Extended GAPs Model to Assess the Quality of Education for Higher Educational...Md. Moulude Hossain
In the globalized world of the current century, higher education is becoming more and more competitive and the leading universities must promote their own institutions not only locally but internationally as well. Higher education is one of the most significant parts of the education system of a country. The main objective of higher education is to develop the new knowledge, explore research works on different social and development issues, anticipate the needs of the economy and prepare highly skilled workers. In these contexts, higher education should be standard, welfare and sustainable development oriented. The report intends to analyze the marketing strategies deployed by higher educational institutions in Bangladesh. The main objective of this study is to explore the quality of higher education of higher educational institutions in Bangladesh. Nonetheless, the paper emphasizes on the students perception and expectations about the present education system of public and private universities, existing problems and challenges faced by the higher education institutions.
role of educational institution in promoting entrepreneurshipniranjan k
This document discusses the role of higher education institutions in promoting entrepreneurship in India. It begins with an abstract that outlines how entrepreneurship education aims to inculcate entrepreneurial skills and motivate students to generate business ideas. The introduction then reviews how education impacts entrepreneurial behavior and how higher education is shifting focus to provide domain knowledge and hands-on business experience. The objectives are to study the need for entrepreneurship education and understand current pedagogy and challenges. A literature review covers frameworks and emphasis on practical experience over traditional content. The significance and methodology are also summarized.
This document discusses the need to update MBA programs for the 21st century workforce. It notes that traditional MBA focuses on sales and marketing are outdated, and programs now need to emphasize technology, data analytics, and globalization. The document reviews reasons students pursue MBAs and the mismatch between graduate and employer expectations of skills. It argues MBA programs must incorporate more real-world skills and experiences to better prepare graduates for today's jobs.
Recent Trends and Performance Metrics Evaluation of MBA Students in Reputed B...iosrjce
This document summarizes a study that analyzed the performance of MBA students at a reputed business school in India over three academic years. The study examined relationships between admission factors (gender, age, work experience, undergraduate major, entrance exam scores) and academic performance (measured by GPA) as well as career outcomes (measured by starting salary). Regression, ANOVA and other statistical analyses were used to determine if admission factors could predict GPA and salary. Key findings were that female students had higher average GPAs than males but males received higher average salaries, and students aged 26-27 performed best academically and in salary obtained. The study aimed to help the business school optimize admissions criteria, curriculum and other factors to maximize student success
Journal of Instructional Pedagogies Transfer of learning,.docxpriestmanmable
Journal of Instructional Pedagogies
Transfer of learning, Page 1
Transfer of learning across courses in an MBA curriculum:
a managerial finance case study
Robert Stretcher
Sam Houston State University
Geraldine E. Hynes
Sam Houston State University
Bala Maniam
Sam Houston State University
Abstract
Business degree programs typically include a variety of required courses targeting
analytical skills, general knowledge, and communication competencies. Integration of these
learning outcomes is crucial for students’ effective professional activities, yet little is known
about cross-disciplinary transfer of specific knowledge, skills, and attitudes (KSAs). This study
examined the extent to which graduate students applied oral and written communication skills
and strategies learned in a Managerial Communication course to assignments in a Managerial
Finance course. Principles of organization were the most frequently applied communication
strategies. Additionally, quality levels of the Finance course deliverables seemed relatively
unaffected by students' prior Managerial Communication course experience.
Keywords: MBA curriculum, communication skills, managerial finance, cross-disciplinary
learning
Journal of Instructional Pedagogies
Transfer of learning, Page 2
PURPOSE
Business schools typically are comprised of departments, each of which promotes its
subject matter as a crucial element for business success. Some departments house more than one
discipline, such as Management and Marketing, Finance and Economics, or Accounting and
Information Systems. In this College of Business Administration, for example, the Business
Communication faculty are in the same department as the Business Law and the Finance faculty.
But even within these cross-disciplinary units there often is little true understanding – among
faculty as well as students -- of how the subject areas are integrated. This research suggests that a
much-ignored synergy across disciplines, particularly between Business Communication and
analytical subjects, would be beneficial to students as they prepare for professional life.
One topic that seems logical for such cooperation is the reporting of financial and
statistical analyses. In Finance courses students are often required to produce and explain their
analyses of a firm’s condition and performance as well as financial justifications for management
decisions. A challenge is to make these analyses understandable, not just to the professor who
assigned the project but also to potential investors, managers, and other audiences. At this
juncture, students could apply Business Communication competencies such as organizing their
ideas, composing coherent messages, and presenting data in a format that is understandable to
non-specialists in the finance field.
In this experience, however, students rarely see the substantive application of ...
This document discusses the implementation of total quality management (TQM) in higher education institutions. It explores factors to consider in applying TQM to satisfy stakeholders like students, parents, industry, and society. The authors analyze approaches to TQM in higher education and discuss challenges of implementation, like leadership, customer identification, and cultural transformation. They propose that TQM can help address issues of productivity and financing if adopted properly in universities.
The document summarizes a research paper that analyzed how environmental factors, entrepreneurial orientation, and entrepreneurship practices influence vocational entrepreneurial teaching practices. It conducted a survey of 340 vocational teachers across six Malaysian states. The results showed that:
1) Environmental factors positively influence the entrepreneurship practices used by vocational teachers.
2) Entrepreneurial orientation mediates the relationship between environmental factors and entrepreneurship practices. Teachers who demonstrate innovativeness, proactiveness, and risk-taking were more likely to use entrepreneurial practices.
3) Teachers' perceptions of institutional support were connected to their implementation of entrepreneurship education. The findings provide implications for enhancing teachers' entrepreneurial orientation and practices.
Future of Business Education - working documentRoss Wirth
Summary of issues facing business education including some analysis of criticisms from hiring managers, what it means to be a College of Business, and emerging trends.
Linking Professional Business Education with Job Performance and career progr...Dr. Syed Kashan Ali Shah
A published research paper on Linking Professional Business Education with Job Performance and career progression: A stakeholder satisfaction perspective
An Exploratory Study Of Experiential Learning In Teaching A Supply Chain Mana...Kimberly Pulley
This study explored experiential learning methods used to teach a supply chain management course at a university in Bahrain. Three pedagogical tools were used: case analysis, evaluative essays, and a game exercise. A survey was administered to students to assess their perceptions of how the tools impacted their cognitive, affective, and interactive learning skills. The results were inconclusive but showed significant differences in student perceptions between some of the tools. The game exercise was perceived to be the most useful for improving learning skills, followed by case analysis and evaluative essays. The study aimed to help design business courses that enhance student learning experiences through experiential approaches in emerging market contexts.
The study aimed to evaluate the “Human resource management for vocational schools at Bac Ninh province, Viet Nam: A model of faculty development program”. It concentrated on evaluating the existing Human resource management for vocational schools of the province, determining demographic profile of the respondents, profile of vocational schools. In order to come up with this analysis, a survey covering 50 specific vocational schools is implemented aiming to assess current status of the development of contingent of teachers and the factors affecting the development of teaching staff for vocational schools in Bac Ninh province such as Human resource planning; Recruitment and selection; Training and development Retention and maintenance; Promotion; Labor relations; and Transfer and retirement. Thereby, identifing the limitations in Human resource management of vocational schools. Based from all the findings of this study, the following conclusions were derived: The human resource management of vocational schools on Bac Ninh province still limited. Human resources in sufficient quantity, but the structure is not reasonable, lack of highly qualified and experienced faculty. Support policies are not sufficient to motivate faculty and attract highly qualified human resources. From the cited summary of findings and conclusions, the following are hereby recommended: Re-examining all the plans and programs for the Quality of Human Resource so that necessary updating and modification can be done; Strongly focusing on recruitment process and policies of training and retraining human resources, Specific strategies for implementing these plans must also be considered. Conducting regular evaluation of all the programs must be implemented.
Admission Criteria For MBA Programs A ReviewSean Flores
This document summarizes research on predictors of academic performance for MBA students. It discusses the most common predictors studied, including GMAT scores, undergraduate GPA, work experience, and personal traits. The summary finds that GMAT and undergraduate GPA are the most widely used predictors and have been shown to correlate with graduate GPA, with GMAT showing slightly higher predictive validity. Work experience and personal traits have been less frequently studied as predictors and results are inconsistent about their ability to predict student performance. The document calls for more research on these less studied predictors.
This document summarizes research on predictors of academic performance for MBA programs. It discusses how MBA degrees have become important for career advancement and reviews factors studied as predictors, including GMAT scores, undergraduate GPA, work experience, and personal traits. However, the document notes that work experience and personal traits have been less studied as predictors and the results are inconsistent. The purpose is to provide a systematic review of research from 1990 to 2013 to identify the most commonly used predictors and their effectiveness in order to help improve MBA admission processes.
The document describes an Industry-Institute Interaction program between May 2020 and November 2020. It states that 80 top corporate executives with over 100 quality man-hours of interaction time and 1,234 cumulative years of experience addressed over 6,000 students and faculty. Experts from countries like the US, UK, Canada, Dubai, Malaysia, Singapore, and India participated. The document also includes numerous web links to recordings and materials from presentations given during the program.
The document promotes an advanced center for human resources and industry interface that organizes webinars to connect people from various leadership positions. It provides a proposal attachment for interested parties and welcomes 2021 as a new beginning. The center aims to design different paths and provide a vision for organizations through industry-institute interface.
This document provides a summary of an individual's professional experience and qualifications. It includes 23+ years of experience in teaching HR, HRM, and related fields at various business schools. He has guided 15 PhD students to completion and 11 M.Phil students. He has over 150 research papers published and has received several awards and honors for his work in academia and research.
The document discusses the need for greater industry-institute interaction to bridge the gap between what industry expects from students and their actual preparedness. It notes that while students are strong academically, industry wants students who are billable from day one and can stay relevant. A framework is needed for regular connection and knowledge-sharing between industry and academic institutes. Benefits of increased interaction include improved rankings, faculty development, and opportunities for students like internships, mentoring and projects. A plan is proposed for industry experts to give monthly online presentations to students, with the institute responsible for scheduling, promotion and student participation.
Dr. M M Bagali is a PhD supervisor who has supervised and awarded 14 PhDs and 1 MPhil between 2014-2019 at JAIN University in the area of management science. He has also examined 6 other university PhD works as an external examiner. Currently, he is a member of the Board of Studies for Management Science at Visvesvaraya Technological University where he mentors several PhD scholars and is involved in PhD related activities like finalizing guides and overseeing student progress.
This document lists 33 research publications by Dr. MM Bagali from 2010 onwards after receiving his PhD. The publications include journal articles published in various international journals on topics related to human resource management, organizational behavior, and management. Many of the publications focus on empirical research studies conducted in organizations in India, particularly related to issues like workplace stress, work-life balance, diversity, and training and development. The listings provide details on the title, journal name, year of publication, and links to access the full publications.
1. Dr. M M Bagali has two PhDs, one in Management from a 5-star NAAC university in India and one in Social Work-HR from another 5-star NAAC university in India.
2. Dr. Bagali has published over 90 research papers, with two winning awards as the best research paper and best case study.
3. Several endorsements praise Dr. Bagali's work on employee empowerment and its benefits for inspiring commitment, innovation, and initiative.
MM Bagali ....IPL ..... miss you this time; come soon ..... IPL ..... miss you this time; come soon ..... IPL ..... miss you this time; come soon ..... MM Bagali ....IPL ..... miss you this time; come soon .....
MM Bagali / PhD in Management Science / PhD / Research / Management ..........dr m m bagali, phd in hr
A PhD scholar at JAIN University in Blore defended their PhD work on March 14th, 2020. The scholar was guided by MM Bagali and had an external expert, Mukta Kulkarni from IIMB. The document provides brief details about a recent PhD defense including the scholar, date, location, and those involved in the process.
A PhD scholar at JAIN University in Blore defended their PhD work on March 14th, 2020. The scholar's name was Kiran M and their guide was MM Bagali. An external expert, Mukta Kulkarni from IIMB, was also present for the defense.
APO - NPC - Higher Education Workshop / MM Bagali / India / 2017
AIMS- 2016 paper
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HR Academicians Perception on HR Education in B-schools:
Towards restructuring the rigor, relevance, methodology and pedagogical approach!
Dr. M M Bagali*
Abstract
One of the challenges facing organizations today the ability to embrace change. The business environment
is always in a flux and organizations must adapt with a host of new realities and also shed old practices,
both on the go simultaneously. This change has promoted a re-assessment and demands a change in the
traditional managerial concepts and practices. The higher education sector has undergone growth and
development in recent yearsand it is widely believed that future success in a globalized world economy,
would belong to those organizations, that go the extra miles in providing and building a workforce and
management. Hence, to understand this scenario, one of the primary stakeholders in management
education are the Academicians. A total of 39 HR Academicians working in twenty-three institutions, asin
State Universities, Central University, Technical University, National Institute of Technology, Deemed
Universities and Autonomous B-schools based in Karnataka were covered in this study. The data collected
was analyzed using statistical tools such as Frequency, Percentage, Coefficient of Correlation and Chi
Square by the application of SPSS 20.0.1 software. The results revealed that - HR Academicians were of
the opinion that their role consisted of a mix of teaching, training, research based activities. HR
Academicians have published research articles in journals ranging in numbers of minimum of 3 to a
maximum of 14 articles. Half of the HR Academicians have not been able to publish any papers or articles
in any journals. Most of published articles have come from HR Professors and Associate Professors. To
conclude, this paper aims to understand the changes in HR management education, thus support in the
restructuring HR Management vertical and its methodology, for the greater good of the discipline and its
stakeholders.
Keywords: HR Education, Restructuring, Rigor, B-Schools
* Professor of Management and Human Resources, Director, Research Projects and International
Relations, REVA University, Bangalore, dr.mmbagali@gmail.com
! This paper is part of accepted paper presentation in the 28th AIMS Annual Management Education
Convention, 26 – 28 August 2016, Ranchi
Introduction
Business schools have changed dramatically in recent years. Pressured by employers who recruit their
students, and from the students themselves, some of the B-schools have revamped their curricula to fit a
more modern workforce and global economy. They also changed recruiting methods to ensure a more
proactive approach toward career development. Many of the problems that have plagued business and
industry, such as inefficiency and a propensity toward short-term planning, have been laid at the doors of
those who educate business people. The economy, too, has reshaped much of what business schools
do in the area of career placement. Schools no longer can count on corporate recruiters to always show up
at their doors and hire their students. Universities and colleges now must convince recruiters that their visits
to campuses are worth the time and money that they spend, and that their Management graduates truly are
the kind of people who can become executives and corporate leaders in the future.
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The problem is further compounded by faculty shortage, poor quality of faculty, short term focus of the
management education providers, poor governance, lower degree of accountability, indifference of the
corporate and above all competencies of MBA aspirants in terms of undergoing rigor of professional
education. Emerging scenario demands immediate course-correction and greater involvement of all the
stakeholders’ vis-à-vis management education. Looming crisis in management education in India can be
attributed mainly to the mushrooming of B-schools. There are around 4000+ B-schools in India, which
have a capacity of about 400,000 students a year (Sarkar, 2011). While in 2004 this number was 1200 B-
schools with an annual intake of 75,000 students. The number of B-schools in 1990 was only 130 with an
annual MBA intake of 12,000 (8000 full time, 3000 part-time, and 1000 distance education) (Gupta and
Gollakota, 2004). Interestingly only 4 B-schools were added in the first three decades since the launch of
formal business education in India. Although the number of B-schools in India has increased since its
formal establishment, the quality of education has not improved concurrently. Datar (2010) raised a
question regarding the capacity of MBA programs to prepare managers for their career. The B-schools are
now being blamed for producing MBAs who do not suite the requirements of corporate. They are also
blamed for not sensitizing MBAs of being socially responsible business leaders (Barker 2010).
Leavitt(1989), Mintzberg (2004) and Bennis and O’Tools (2005) have accused the MBA programs of
focusing extensively on theories and paying less attention on providing practical skills. Further, Mintzberg
(2004); Ghoshal (2005); and Khurana (2007) have been critical of MBA programs of emphasizing less on
teaching ethics as a result of which there are severe problems in the contemporary management of
companies and organizations. Contrary to providing its students a holistic knowledge about business with
more emphasis on increasing their skills, it has been observed that B-schools encourage turbo capitalism,
in that their students perform their activities, which are a result of what is known as one-sided thinking
(Khurana, 2007). Datar,Garvin, and Cullen (2010), the known Professorand academician from the Harvard
Business School, observed that with the existing pedagogy, B-schools students are:
a). Unable to understand the limitations of theories taught to them;
b). Unable to logically apply the theories taught in classroom in actual life;
c). Lack the skills and attitudes in the application of the theories; and
d). Fail to critically scrutinize context and draw correct conclusions.
The MBA graduates lack in global perspective, leadership skills, integration skills, recognizing
organizational realities and implementing effectively, acting creatively and innovatively, thinking critically
and communicating clearly, understanding the role, responsibilities and purpose of business, understanding
the limits of models and markets(Datar,Garvin, and Cullen, 2010). In the absence of these skills, the MBAs
do not remain employable. This is furthered by the NASSCOM’s report (2012) indicating that not more
than 25 per cent of engineers and MBA graduates are employable.
To add to the problem, there is a decrease in placements of MBAs. This phenomenon began in 2008 when
getting lucrative jobs by MBA students nose-dived. Slowdown in the economy has added to their problems
as all B-schools in India, is feeling the impact of global slowdown in their placements. This problem has
compounded with the increase of students in their institutes (Rao, 2012). Getting the right number and
quality of faculty members is a challenge for Indian B-schools. Additionally the quality of research of the
Indian B-School faculty members is also not up to the global standards. Unfortunately, a majority of B-
school promoters are least concerned about attracting, developing and retaining good faculty. They usually
develop cold feet when it comes to faculty development while they do not mind spending lavishly on
infrastructure, advertising, etc, which may not fetch much in the long run. Quacquarelli (1997) in his study
confirms that the consultancy sector has the most demand for Management students because of the
significant market growth in their services. Taylor III (1998) reports that management consultancy only
acts as a springboard for Management students to become partners in new businesses. He added that
graduates from top business schools in the late 1990s looked for companies that offered them stock option
opportunities. In terms of skills acquired after pursuing an management programme, Eberhardt (1997)
established that employers were most satisfied with their leadership potential and least satisfied with their
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written communication skills. Kretovics (1999) noted improvements in the Management Students
interpersonal relations, information gathering and analytical abilities. Baruchand Leeming (1996) defended
MBA programmes as they enhance the learning skills, research enquiry and written presentation of
individuals. Institutions offering MBA programmes must respond to market needs (Baruch and Leeming,
1996; Shipper, 1999). Those who are unwilling to change, according to Schmotter (1994), may experience
dissatisfied students and staff as well as a low demand for their programmes. In commenting whether
business schools are delivering whatbusiness really needs, Louis L, the Deanofthe School of Management,
Boston University, reports that "The post WW II model of professional management education was
adequate when most competitors were North American, but it is inadequate in a globally competitive
environment (Harvard Business Review, 1992)." He said that business schools have not taught their
Management students how to manage across business functions and globally. Carnall (1995) agreed that
management problems generally require solutions drawn from different disciplines and business schools
must prepare Management students for that. This had also prompted Porter (1997) to propose the removal
of individual subject disciplines and the implementation of a cross-functional curriculum in business
schools.
Thus, systematic and structured changes in HR Management studies is the need of the hour. Management
based Academia and the Industry are closely related to each other, the concepts and applications of which
has to be provided for learning and practice for education and training, by the HR Academician. This has
to be done on an unequivocal basis to the HR student, without which the outcome, may not be complete,
thereby resulting in plethora of issues, which may become problematic for all the stakeholders, be it the HR
student, HR Academicians, the B-school and finally HR practitioners in the Industry.
Rationale for the research study
Higher education, especially the field of management education with special focus on HR education in
India stands at cross roads. Without change, the traditional university structure of educating and training
tomorrow's business leaders is being surpassed and discarded in the increasingly diverse and technological
global economy. People are the organization's greatest asset, providing the intellectual capital and the
catalytic advantage to companies and thus the market.
Statement of the problem
To keep pace with the globalization, HR Academicians have to be aware of their roles and obligations in
terms of teaching learning processes, training and guiding students and in particular their research work.
As in, research work is one of major mechanism through which an HR academician, could use it to bridge
the Academics and Industry; be ahead of the industry in terms of design and develop concepts as per the
changes in the industry vis-a-vis the academia and so on. Hence, this research work has been planned,
which aims to understand the HR Academician's perspective of HR management education as of today and
tomorrow. Thus, providing us with information, which is to be reworked at all levels in the delivery of HR
education.
Methodology
Objective
To study the HR Academician's perception regarding the relevance and rigor of HR education; to explore
the roles and responsibilities of HR faculty in branding and making visibility of HR as a Profession; HR
students training in industry relevant HR skills, will be the main focus of the present study paper.
Hypothesis development
4. 4
4
Hypothesis 1 : There exists no relationship between the roles and responsibilities and the various
designations of the HR Academicians.
Hypothesis 2 :There is no relationship betweenthe number of HR publications in journals and designations
of the HR Academicians.
Geographical Area
The sample consists of HR Academicians, (presently working in the Departments and Schools of MBA
located in Universities / Institutions) of Karnataka state, as specified in Exhibit 1.
Exhibit 1
Name of the University / Institution and the place of its existence
Sl No Name of the University / Institution Place of existence
1 Acharya School of Management Bengaluru
2 Bangalore University Bengaluru
3 Central University of Karnataka Gulbarga
4 Christ University Bengaluru
5 Davangere University Davangere
6 Gulbarga University Gulbarga
7 Jain University Bengaluru
8 Karnatak University Dharwad
9 Karnataka State Women's University Bijapur
10 Kuvempu University Shankaraghatta, Shivmogga
11 Mangalore University Mangalore
12 Manipal University Manipal
13 Mount Carmel Institute of Management Bengaluru
14 MS Ramaiah Institute of Management Studies Bengaluru
15 National Institute of Technology Karnataka Suratkal, Mangalore
16 Ramaiah Institute of Management Studies Bengaluru
17 St Joseph's College of Business Administration Bengaluru
18 Symbiosis Institute of Management Studies Bengaluru
19 Tumkur University Tumkur
20 University of Mysore Mysore
21 Vijayanagara Sri Krishnadevaraya University Bellary
22 Visveswaraiah Technological University Belgaum
23 Xavier's Institute of Management Excellence Bengaluru
Sample Design
Survey procedure was adopted, to localize on the HR Academicians presently working in different types of
Universities / Institutions, located across Karnataka state.
5. 5
5
Exhibit 2
Demographic data of the HR Academicians
Sl No Parameter Frequency Percent
Overall 39 100
Age groups 23 to 27 4 10.25 %
28 to 32 6 15.38 %
33 to 37 10 25.64 %
38 to 42 6 15.38 %
43 to 47 7 17.94 %
48 to 53 6 15.38 %
Gender Male 22 56.41 %
Female 17 43.58 %
Educational Background MBA 12 30.76 %
MBA, NET 8 20.51 %
MBA, MPhil 6 15.38 %
MBA, PhD 1 2.56 %
MBA, NET, PhD 4 10.25 %
MBA, MPhil, NET, PhD 8 20.51 %
Type of University Deemed University 5 12.8 %
Autonomous B-schools 11 28.2 %
State Public University 17 43.6 %
Central University 1 2.6 %
NIT @ 1 2.6 %
Technical University 4 10.3 %
Residence Urban (metro) 30 76.9 %
Semi Urban 1 2.6 %
Rural (non-metro) 8 20.5 %
@ + National Institute of Technology, earlier called as REC- Regional Engineering Colleges
Tool
A questionnaire was developed keeping in view, the broad objectives of the study. The first part of this tool
consists of the socio-demographic data wherein the age, gender, education and other issues were noted. The
second part of the questionnaire, contains details of HR issues - why HR education has been selected as a
6. 6
6
postgraduate education, its impact on the HR student, HR subject contents and course offerings, HR
Academician's roles and responsibilities, HR publications, future scenario and other such related issues.
The Cronbach's alpha for the HR Academician's questionnaire developed for this study is .762.
Process of Research work
The research design adopted for this study is Descriptive - Exploratory. The entire work was done in two
phases, i.e., pilot study and main study. This pilot study was conducted over a period of 3 months, with a
total of 08 samples. The tool was finalized reflecting the results of the pilot study, with the necessary
changes being added to the tool. For the main study, all the universities and autonomous B-schools were
visited and collected the data. This process took over nine months. The data collected was coded, entered
into computer systems using SPSS 20.0.1 version software, was analyzed using statistical tools like -
Frequency, Percentage,Chi-square and Contingency Coefficient. These statistical testswere applied to find
out the association between different categories of Academicians, Universities / Institutions and other
categories of variables and their perception of HR education.
Analysis of Results
Given below are some of the significant results, which have been obtained after the conduction of due
statistical analysis.
Exhibit 3
HR Academician's designations by the role and responsibility of the HR Academician
Role and Responsibility
of HR Academician
Designation of the HR Academician
Total
Test
statistics
Guest
Lecturer
(fixedperiod)
Lecturer
/Assistant Prof
Grade 2 and 3
Sr Lecturer
/Assistant Prof
Grade 1
Associate
Prof Prof
Prof and
HoD
1,2,3,4 n 1 3 10 2 0 0 16 CC = .729;
p = .000% 50.0% 27.3% 83.3% 28.6% 0.0% 0.0% 41.0%
4,5,6,1 n 0 2 1 4 0 0 7
% 0.0% 18.2% 8.3% 57.1% 0.0% 0.0% 17.9%
1,3,4,5,6 n 0 4 0 0 5 2 11
% 0.0% 36.4% 0.0% 0.0% 100.0% 100.0% 28.2%
5,6,1,2,3 n 1 2 0 1 0 0 4
% 50.0% 18.2% 0.0% 14.3% 0.0% 0.0% 10.3%
Did not
reveal
n 0 0 1 0 0 0 1
% 0.0% 0.0% 8.3% 0.0% 0.0% 0.0% 2.6%
Total n 2 11 12 7 5 2 39 X2
=
44.182;
p = .000
% 5.13 28.21 30.77 17.85 12.82 5.12 100
7. 7
7
1. Teaching / Guiding / Training during field work; 2. Research projects / Paper Publications and Presentations; 3.Conferences / Seminar /
Workshops – Conduct andAttend; 4.Placements / Trainingfor student placement / Admission support; 5.Student affairs coordinator/ Proctors
/ Mentor / campus minister; 6. Department Administration support / Documentation / IA Coordinator.
Comparison amongst the designations of the HR Academician's has revealed that 30.77% of the total
population are Senior Lecturer / Asst Prof Grade 1, followed by Lecturers / Asst Prof Grade 2 at 28.21%;
lastly at 17.85% of the population were the Associate Professors. Chi-square revealed a significant
difference between these groups of frequencies (X2
=44.182; p=.000), which helps us to infer that that
number of HR Academicians in the Senior Lecturer / Asst Prof Grade1 are more than other designations.
Contingency Co-efficient revealed that a significant association exists (CC=.729; p =.000), indicating that
HR Academicians were of the opinion that their primary role and responsibility (1,2,3 and 4) were highest
at 41%, such as - "Teaching, Guiding and Training during field work; conduction of Research projects,
indulge in research paper publications and presentations; Attend and conduct events such as Conferences,
Seminar and Workshops; Pre placements Training and campus placement and to indulge in admission
support during the times of student admissions”. This was followed by 28.2% (at 1, 3, 4, 5 and 6) with the
Secondary role and responsible activities, suchas"Attend and conduct events such asConferences,Seminar
and Workshops; conduct Pre-placement Training and campus placement; Work as a Student affairs
coordinator, Proctors, Mentor and campus minister; Provide the department with administrational support
in terms of documentation and IA Co-ordinatorship" as the second largest set of responsibilities of HR
Academicians.
Exhibit 4
HR Academician's designation by the number of articles being published in the journals
No. of Publications in Journals
by HR Academicians
Designations of HR Academicians
Total
Tests
Statistics
Guest
Lecturer
(fixed
period)
Lecturer
/Assistant
Prof Grade 2
and 3
Sr Lecturer
/Assistant Prof
Grade 1 Associate Prof Prof Prof andHoD
< 2 n 1 1 1 1 0 0 4
CC = .748;
p = .000
% 50.0% 9.1% 8.3% 14.3% 0.0% 0.0% 10.3%
3 to 8 n 0 1 3 2 0 1 7
% 0.0% 9.1% 25.0% 28.6% 0.0% 50.0% 17.9%
9 to 14 n 0 0 0 1 5 1 7
% 0.0% 0.0% 0.0% 14.3% 100.0% 50.0% 17.9%
15+ n 0 0 0 2 0 0 2
% 0.0% 0.0% 0.0% 28.6% 0.0% 0.0% 5.1%
8. 8
8
NA n 1 9 8 1 0 0 19
% 50.0% 81.8% 66.7% 14.3% 0.0% 0.0% 48.7%
Total n 2 11 12 7 5 2 39 X2
= 49.585;
p =.000
% 5.13 28.21 30.33 17.85 12.82 5.13 100
Comparison by the number of publications in journals, amongst the HR Academician has revealed that
30.33% of the total population are Senior Lecturer / Asst Prof Grade 1, followed by Lecturers / Asst Prof
Grade 2 at 28.21%; lastly at 17.85% of the population were the Associate Professors. Chi-square revealed
a significant difference between these groups of frequencies (X2
=49.585; p=.000), which helps us to infer
that that number of HR Academicians in the Senior Lecturer / Asst Prof Grade 1 are more than other
designations. Contingency Co-efficient revealed that a significant association between these groups of
frequencies (CC = .748; p=.000), indicating that a significant association exists, where in HR
Academicians have published research articles in journals ranging in number from 3 to 8 articles and 9 to
14 articles, at 17.9% articles in each group. But a majority of the population at 48.7% has not been able
to publish any papers. In this regard, most number of published articles have come from HR Professors
and Associate Professors, which is good, but on the other side, the lecturers and Senior lecturers must also
keep pace with their Senior HR Academicians.
Contingency Co-efficient revealed that a significant association exists (CC =.700; p =.000), indicating that
43.6% of the HRAcademicians opined that "To train and guide HR students; provide academic counseling;
provide networking opportunities; provide career advice; give good references when applying for job
positions; provide opportunities for HR Students to participate in researchand training" were the important
/ crucial roles. This was followed by 33.3% of the Academicians, who revealed that the following roles "To
train and guide HR students; To provide networking opportunities; provide career advice; give good
references when applying for job positions; provide opportunities for HR Students to participate in
researchand training; conduct research in HR" were the most important roles observed. Lastly, were
followed by 17.9% of the Academicians claiming that "To conduct research in HR" was termed as one of
the least roles of importance and observed predominantly amongst Professors.
A comparison amongst the different types of organizations/ universities has revealed that 41.1% of the total
population are from State run public universities, followed by HR Academicians from Autonomous B
schools at 25.65%; lastly at 23.10% of the population were from the Deemed Universities. Chi-square
revealed a significant difference between these groups of frequencies (X2
= 53.350; p = .001), which helps
us to infer that that number of HR Academicians in the Senior Lecturer / Asst Prof Grade 1 are more than
other designations.
The predominant comment from the Deemed University, Autonomous B-schools and State Public
Universities predominantly focused on commending the research work being currently done here (at 60%,
45.5% and 41.2%) and were followed by the comment “There is a need to give practice to students for all
the core HR functions / Industry exposure is a must” (at 40%, 27.3% and 35.3%) from the three types of
Universities respectively. Central University’s major comment was on “Customize HR subjects depending
on the type of industry” (at 100%). NIT’scomment focused on “Lab component is missing acrossany MBA
program / Human Dynamics Lab is very important” (at 100%). The State Public Technical University
comments focused on “There is a need to give practice to students for all the core HR functions / Industry
exposure is a must” (at50%), to be followed by “Customize HR subjects depending on the type of industry;
9. 9
9
and Your research work has covered all the areas of HR / This is a good research work being done here (at
25% each). Contingency Co-efficient revealed that a significant association exists (CC = .787; p = .001),
indicating that38.5% of the HR Academicians opined that the research work done by this candidate was
good. This was followed by 33.3% of the population informing that "There is a need to give practice to
students for all the core HR functions / Industry exposure is a must". Lastly followed by comment titled
"Customize HR subjects depending on the type of industry" at 10.3% of the population.
Discussion
A. Main findings of the study are -
1. Primary role and responsibilities of the HR Academicians consisted of - "Teaching, Guiding and
Training during field work; conduction of Researchprojects, indulge in researchpaperpublications
and presentations; Attend and conduct events such as Conferences, Seminar and Workshops; Pre
placement Training and campus placement; lastly, to support the management during student
admissions".
2. Secondary role and responsibilities of the HRAcademicians were "Attend and conduct eventssuch
asConferences,Seminar and Workshops; conduct Pre-placementTraining and campus placement;
Work as a Student affairs coordinator, Proctors, Mentor and campus minister; Provide the
department with administrational support in terms of documentation and IA Coordinatorship".
3. HR Academicians have published researcharticlesin journals ranging in number from a minimum
of 3 to a maximum of 14 research articles.
4. Almost half of the HR Academicians have not been able to publish any papers.
5. Further, most of published articles have come from HR Professors and Associate Professors.
6. The predominant comment from the Deemed University, Autonomous B-schools and State Public
Universities predominantly focused on commending the research work being currently done here
and were followed by the comment “There is a need to give practice to students for all the core HR
functions / Industry exposure is a must” from the three types of Universities respectively.
7. Central University’s major comment was on “Customize HR subjects depending on the type of
industry”.
8. NITK’s comment focused on “Lab component is missing across any MBA program / Human
Dynamics Lab is very important”.
9. The State Public Technical University comments was “There is a need to give practice to students
for all the core HR functions / Industry exposure is a must”. This is to be followed by “Customize
HR subjects depending on the type of industry"; and "Your research work has covered allthe areas
of HR / This is a good research work being done here”.
B. Hypothesis Test
Hypothesis 1 : There exists no relationship between the roles and responsibilities and the various
designations of the HR Academicians. This hypothesis has not been accepted, as the HR Academicians are
clear of their roles and responsibilities.
Hypothesis 2 :There is no relationship betweenthe number of HR publications in journals and designations
of the HR Academicians. This hypothesis has not been accepted, as publications have happened by the
senior level HR Academician like, HR Professors and Associate Professors.
Observation
10. 10
10
Both the Private and Public Sectors in India, have invested systematic efforts in the higher education field
especially management education, but the outcomes are different and at times do not convey sense to the
young reader. Young HR Academicians must be groomed by the Senior HR Academics in terms of
teaching, training, research and other activities till such period, the young teacher feels confident and takes
ownership of the task given. As many of the HR Academicians felt that HR needs to be made practical,
where in there is lot of applications of HR concepts to the field. So also, there are capacities which are
underutilized, causing loss in revenues and on the other, the industry is deprived of skilled management
graduate, leading to a scenario, in which there is excessive thrust on quantity, rather than quality, which the
management education, has to be addressed and over-hauled from the HR Academician's perspective.
Suggestions
1. Younger HR Academicians to be made aware of their role, rights and responsibilities as per the
organizations.
2. Almost half of the HR Academicians have not been able to publish any papers, i.e., at the level of
Lecturer and Senior lecturer levels. This phase has to be ended, by having structured and
systematic inputs for the young academics, who must get into the publication phase. This has to
be made to happen by the Senior HR Academicians taking the lead.
3. HR academicians, informed that "There is a need to provide the hands on practice to students on
all the core HRfunctions / also, adequate Industry exposure is a must". Such issues have to be taken
up by all designations of HR Academicians and must be made to live unto its existence.
To conclude, systematic and structured changes in HR Management studies is the need of the hour.
Management based Academia and the Industry are closely related to each other. The concepts and its
applications of which in the industry, has to be provided on an unequivocal basis to the HR student for
learning and practice by the HR Academician, without which the outcome, may in-complete; thereby
resulting in plethora of issues for all, as in HR student, the B school and finally the industry.
Acknowledgements
The authorthankHR Academicians andconvey their gratitude to the HoDs andDean's from all the Departments ofManagement Studies at various
Universities and Autonomous Institutions across the Karnataka state.
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