Human Resource Development (HRD) is a
continuous process of enabling and ensuring the development
of employees in a systematic and planned way. No
organization can grow and survive in the present day
environment without growth and development of its people.
Developing the human resource by upgrading their skills,
extending their knowledge and competencies would lead to
organizational development. Human Resource is the most
important and valuable resource of every organization.
Dynamic people can build dynamic organizations. Efficient
employees can contribute to the effectiveness of an
organization. Competent and motivated employees can make
things happen and enable an organization to achieve its goal.
Therefore, organizations should continuously ensure that the
dynamism, competence, motivation and effectiveness of the
employee always remain high. The present study is an attempt
to contribute to a better understanding of the HRD climate
prevailing in submersible manufacturing organizations. The
general climate, HRD Mechanisms and OCTAPAC culture
are better in submersible pump organizations.
Human resource management is important for Pakistan's development. Pakistan has a large, productive population that is key to its economic growth. While HRM awareness started late, it is growing in importance. Pakistan's human capital contributes 64% to its economic growth according to the World Bank. HRM practices positively impact employee performance and small-medium enterprise success. The China-Pakistan Economic Corridor investment of $51 billion will create jobs and economic opportunities through developments like the Gwadar port. Recommendations include collaborative partnerships to develop HRM in Pakistan.
1) The document discusses human resource development initiatives in the tourism industry in India, using Air India Ltd. as a case study.
2) It analyzes data collected from a questionnaire distributed to 100 employees of Air India Ltd. to understand their perceptions of the company's human resource practices.
3) The results show that most employees feel top management does not treat human resources as an important factor or utilize employees' full potential, and that there is a need to restructure the organization's human resource development programs.
This document discusses talent management practices in the manufacturing industry. It begins with an introduction to talent management and its importance. It then discusses some key aspects of talent management in manufacturing such as identifying competency requirements, skills gaps, and development plans. It notes that talent management is crucial in manufacturing due to training investments. It also highlights challenges manufacturing faces in attracting and retaining talent due to perceptions of the industry and competition for skills. The document then analyzes factors like advancing technology and demographic changes that are exacerbating skills gaps in manufacturing and increasing needs for continuous learning. It concludes by emphasizing the importance of talent strategies for manufacturers to address these challenges and future talent needs.
This document discusses the impact of liberalization, privatization, and globalization (LPG) on human resource departments in Indian industries. It outlines several challenges faced by HR, including changing workforce dynamics, employee expectations, managing diversity, outsourcing HR activities, and organizational restructuring. The objectives are to study the impact of globalization on Indian HR management, challenges faced by HR in Indian industries, and recommendations for effective HR management.
Human resource development in Public Sector pptJyotsna Gupta
This document discusses the role of human resource development (HRD) in the public sector in India. It provides background on the definition of HRD and its importance for organizational growth, developing employee potential, and improving work culture. The document then outlines some major HRD mechanisms like performance appraisal, career planning, training, potential appraisal, rewards, and welfare programs. It also discusses some issues in public sector HRD and how the field has evolved from the 1970s-1980s to the present day.
Presentation -(Human Resource)Current Recruitment Trends- A global viewAnishaKutty1
The document discusses contemporary trends in recruitment from a global perspective. It covers topics such as the changing approaches to recruitment like ethnocentric, polycentric, geocentric and regiocentric. Additionally, it discusses the recruitment process and sources of recruitment as well as current trends in recruitment like the use of video interviewing, mobile recruitment, and artificial intelligence.
This document summarizes a research article from the International Journal of Management that analyzes human resource management practices in the IT sector. The article discusses strategic human resource management and how aligning HR practices with business strategy can help achieve organizational goals. It also covers literature on topics like talent management, training, compensation, and outsourcing human resources functions. The purpose of the study is to examine how retention-oriented compensation and formalized training relate to organizational citizenship behaviors in companies.
Human resource management is important for Pakistan's development. Pakistan has a large, productive population that is key to its economic growth. While HRM awareness started late, it is growing in importance. Pakistan's human capital contributes 64% to its economic growth according to the World Bank. HRM practices positively impact employee performance and small-medium enterprise success. The China-Pakistan Economic Corridor investment of $51 billion will create jobs and economic opportunities through developments like the Gwadar port. Recommendations include collaborative partnerships to develop HRM in Pakistan.
1) The document discusses human resource development initiatives in the tourism industry in India, using Air India Ltd. as a case study.
2) It analyzes data collected from a questionnaire distributed to 100 employees of Air India Ltd. to understand their perceptions of the company's human resource practices.
3) The results show that most employees feel top management does not treat human resources as an important factor or utilize employees' full potential, and that there is a need to restructure the organization's human resource development programs.
This document discusses talent management practices in the manufacturing industry. It begins with an introduction to talent management and its importance. It then discusses some key aspects of talent management in manufacturing such as identifying competency requirements, skills gaps, and development plans. It notes that talent management is crucial in manufacturing due to training investments. It also highlights challenges manufacturing faces in attracting and retaining talent due to perceptions of the industry and competition for skills. The document then analyzes factors like advancing technology and demographic changes that are exacerbating skills gaps in manufacturing and increasing needs for continuous learning. It concludes by emphasizing the importance of talent strategies for manufacturers to address these challenges and future talent needs.
This document discusses the impact of liberalization, privatization, and globalization (LPG) on human resource departments in Indian industries. It outlines several challenges faced by HR, including changing workforce dynamics, employee expectations, managing diversity, outsourcing HR activities, and organizational restructuring. The objectives are to study the impact of globalization on Indian HR management, challenges faced by HR in Indian industries, and recommendations for effective HR management.
Human resource development in Public Sector pptJyotsna Gupta
This document discusses the role of human resource development (HRD) in the public sector in India. It provides background on the definition of HRD and its importance for organizational growth, developing employee potential, and improving work culture. The document then outlines some major HRD mechanisms like performance appraisal, career planning, training, potential appraisal, rewards, and welfare programs. It also discusses some issues in public sector HRD and how the field has evolved from the 1970s-1980s to the present day.
Presentation -(Human Resource)Current Recruitment Trends- A global viewAnishaKutty1
The document discusses contemporary trends in recruitment from a global perspective. It covers topics such as the changing approaches to recruitment like ethnocentric, polycentric, geocentric and regiocentric. Additionally, it discusses the recruitment process and sources of recruitment as well as current trends in recruitment like the use of video interviewing, mobile recruitment, and artificial intelligence.
This document summarizes a research article from the International Journal of Management that analyzes human resource management practices in the IT sector. The article discusses strategic human resource management and how aligning HR practices with business strategy can help achieve organizational goals. It also covers literature on topics like talent management, training, compensation, and outsourcing human resources functions. The purpose of the study is to examine how retention-oriented compensation and formalized training relate to organizational citizenship behaviors in companies.
The document discusses talent management strategies at Tata Consultancy Services (TCS). It describes how TCS focuses on attracting, developing, and retaining talent through programs like Ignite, which trains non-technical graduates, and Academic Interface Programme to build a talent pool. TCS also conducts various training programs and invests over 6% of annual revenues in learning and development. This strategic focus on employees has helped TCS maintain low attrition rates and a motivated workforce, positioning it as a leader in the IT industry for talent management.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
The SHRM India HR Awards were established in 2012 to recognize organizations that prioritize people management and view human capital as a key business driver. The 2014 awards saw a large number of nominations and introduced an international category for South Asia and the Middle East. SHRM India aims to enhance HR capabilities in the region and has partnered with Sri Lanka's HR association. The document congratulates all award winners and invites participants to the 2015 conference and awards.
Human Resource Information System is a Win –Win Tool to Maintain Work Life Ba...ijtsrd
In this globalised and techno savvy world it is a great challenge to maintain Work Life Balance of employees at all level. HRIS is one of the software which helps employees to achieve work life balance i.e. cost effective recruitment, track data, payroll services and compensation benefits etc. Both primary and secondary data has been collected. The findings revealed that there is positive outcome by using HRIS software in Banks. It is cost effective and efficient software to make productivity. Richu Garg | Dr. Neha Sharma "Human Resource Information System is a Win –Win Tool to Maintain Work Life Balance in Banks" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33517.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33517/human-resource-information-system-is-a-win-–win-tool-to-maintain-work-life-balance-in-banks/richu-garg
A Comprehensive Project Report on HRIS Radhika Gohel
The document provides details about a project report submitted to Marwadi Education Foundation Group of Institutions on developing an HRICS (Human Resource Information & Communication System) for the organization. It includes an introduction to HRICS, information about the company, literature review, objectives and methodology of the study, data analysis, findings and limitations. The report aims to analyze the current HR practices and propose recommendations for developing an integrated HRICS to improve HR management and decision making.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
The Technical Skill Gap is real ... here's 10 facts from various surveys that help outline the issues and needs. How is the skills gap affecting you? And do you have a STEM Jobs plan to address it?
The document discusses 5 important HR challenges facing manufacturers: 1) a growing skills gap as the workforce ages, 2) difficulties recruiting and retaining talent, especially younger workers, 3) changing compliance requirements, 4) complex union payroll requirements, and 5) evolving workplace safety training needs. It promotes the Sage HRMS software as a solution to help manufacturers tackle these challenges through features like workforce analytics, recruiting tools, compliance support, customized payroll, and training tracking.
In a Dynamic environment, human resources are
one of the important sources of the organizational
Enlargement which also helps to take fighting edge. Human
resource system contributes towards the empirical
enlargement through facilitating the change & by
developing the competencies of the employees. Talent
Management is the key for improved business performance
& for the empirical enlargement of an organization. The
linkage between talent management and Empirical
Enlargement will help to attain higher organizational
performance. Many studies have been conducted regarding
how companies can gain a empirical fierce edge through
their human resources & proper knack management.
Having talented employees helps the firms drive and boost
for organizational success. knack management is of strategic
importance & by developing the talent, organizations may
develop strong leadership teams which will help to take
fierce edge and that will enable the organization to achieve
its goals & organizationalsuccess.
This document provides an overview of recruitment and selection trends in the food industry. It discusses challenges facing the industry such as rising costs, regulations, and changing consumer preferences. There is increased demand for organic and healthy products. The document also outlines key recruitment and selection trends, including an increased focus on organic foods driven by consumer demand. It notes the food processing industry is a major economic driver in many areas and faces both opportunities and challenges in attracting and retaining talent.
Exploring human resource management practices in small and medium sized enter...IAEME Publication
This document summarizes a research paper that explores human resource management (HRM) practices in small and medium enterprises (SMEs) in Bangalore and Mysore, India. The paper reviews literature on HRM practices in SMEs and finds recruitment is informal through personal networks and training is limited. A pilot study tested a questionnaire on HRM practices including recruitment, training, compensation, performance appraisal and welfare measures. The study found the questionnaire to have acceptable internal consistency above 0.7.
The quality of people is what determines success of any organization today. If an organization wants
to be extremely successful in the current business scenario they must hire and retain talented individuals who would
also be team leaders and team players. In the first decade of Gnation desires to be successful it must have a sound
education system.
This document provides information about the Human Resource Information System (HRIS) of Unique Group. It begins with an introduction and title page, followed by a letter of transmittal from the author to their academic supervisor submitting the internship report. It then includes an acknowledgement section thanking various individuals. The remainder of the document contains chapters that provide details on the company history and structure of Unique Group, the outcomes of the author's internship, a literature review on HRIS, an analysis of Unique Group's HRIS system and its functions, findings and recommendations from the study.
This document summarizes a study that analyzed the recruitment and training practices of Google and Cisco, two large Silicon Valley tech companies. It finds that both companies provide extensive pre-recruitment resources on their websites to inform potential applicants about openings and company culture. Google and Cisco's recruitment processes are rigorous and selective. The study recommends the companies provide more detailed information about their training processes while maintaining easily navigable websites.
The document discusses human resource management practices at Emirates Airlines. It notes that Emirates has over 38,000 employees and operates flights to over 140 cities globally. The airline focuses on strategic human resource practices like developing HR policies and frameworks, benefits management, and employee engagement tools. It also provides training and aims to foster a motivated, high-performing workforce to support its business operations as one of the world's largest airlines. The document recommends Emirates maintain good communication with employees and monitor practices to ensure organizational transparency and employee well-being.
This document summarizes a paper on the challenging scenario of human resource management in the Indian context. It discusses several key challenges faced by HR managers in India, including high attrition rates, workforce demographics and diversity, recruitment, employee engagement and retention, motivation, globalization, economic and technological changes, managing change, developing leadership, and conflict management. The conclusion states that HR in India has transformed from a support function to a strategic partner in business growth, becoming a critical differentiator for companies.
This document discusses the future of human resource development (HRD) in India. It outlines how HRD became a recognized profession in India in the 1970s and was first implemented successfully at Larsen & Toubro Limited and State Bank of India. The document also examines global models and Indian experiences of the HRD function within different organizations. It emphasizes that HRD managers should focus on intervention, 360 degree feedback, and empowering people rather than dictating roles. The conclusion is that HRD will be an important tool for organizations going forward.
This document provides an overview of Big Bazaar, an Indian retail company. It discusses Big Bazaar's formats which include hypermarkets, supermarkets, and seamless destination malls. As India's leading retailer, Big Bazaar operates over 12 million square feet of retail space across over 1000 stores in 71 cities. It employs over 35,000 people. The company's goal is to blend aspects of traditional Indian bazaars with modern retail approaches like choice, convenience and quality.
A Study on Effective Performance Appraisal System in Eid Parry Nellikuppamijtsrd
In this dynamic and ever exponentially changing global market, nothing can be measured with accuracy because business world made market attributes volatile. In the complex business world, human beings are the most valuable assets. Human resources attitude is also volatile as subject to many experiences and situations. In such scenario, one needs to measure how Human Resources perform for the purpose of reward, assessment and knowledge. The tools and techniques innovated for measuring human productivity and performance with respect to the required capability, intellect and experience is under an umbrella named Performance Appraisal System. No single Performance Appraisal System can assure the reliability of its results. Performance appraisal system can only be performed as impartial as possible by choosing the best fit method out of trending ones. Performance appraisal is a continuous process to monitor the actual performance of the employee i.e. the work done by the employees throughout the year. In this stage careful selection of the appropriate techniques of measurement such as personal observation, statistical reports, and written reports for measuring the performance is needed. This paper attempts to explain performance appraisal system followed in EID parry sugar company nellikuppam. Manoj Kumar. M | Rohini. S | Dhilip. S "A Study on Effective Performance Appraisal System in Eid Parry Nellikuppam" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29190.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29190/a-study-on-effective-performance-appraisal-system-in-eid-parry-nellikuppam/manoj-kumar-m
This document describes a case study of Polyhydron Private Limited (PPL), an Indian manufacturing organization. PPL initially had a traditional hierarchical structure but transformed into an empowering workplace through several changes. The CEO prioritized restructuring the formal organization, implementing an open office layout without designated positions, sharing all information transparently, and giving employees freedom and accountability. These changes created a more egalitarian culture where employees felt empowered, trusted, and motivated to contribute freely towards organizational success. The case illustrates how PPL systematically empowered its workforce through cultural and structural changes to become a high-performing organization.
This document is a report submitted by Sindhuja V to fulfill requirements for a Master of Business Administration degree. The report focuses on employee absenteeism at Coromandel International Limited in Visakhapatnam, India. It examines the issue of absenteeism based on employee motivation levels. The report includes an introduction, company profile, literature review, data analysis, findings, and recommendations. The objective is to analyze the impact of motivation on employee absenteeism at Coromandel International Limited.
An Empirical Study of Human Capital Management and Employee Capabilitiesijtsrd
Human capital management HCM considers employees to be capital, which means that investing in them makes sense now will help the organization grow in the future. Human capital management assists company in hiring the right personnel. This will prevent from hiring employees that are unfit for the company. Workers abilities bring an organisation with an improvement in the forum. When workers progress to expand new abilities and develop on actual ones, this converts into enhanced growth and quality, secure climate company will cultivate the improvement over its challengers. The sensibility of a company is its capability to advance in feedback to consumer interest. Knowledgeable and proficient workers are more likely to feel more confident about their job position in the organisation because not only are they able to provide acquainted aid, they feel their point of view is appreciated.Employees skills, refinement, and involvement in an organisation are referred to as human capital. Because a talented workforce can lead to increased productivity, the talents have a monetary value. The human capital strategy recognises that not everyone possesses the same set of skills or experience. Also, the aspect of work can be enhanced by contributing to people’s discipline. This paper explores totally different aspects of human capital management and worker capabilities within the current state of affairs. Akriti Singh | Dr. Javed Alam "An Empirical Study of Human Capital Management and Employee Capabilities" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50318.pdf Paper URL: https://www.ijtsrd.com/management/other/50318/an-empirical-study-of-human-capital-management-and-employee-capabilities/akriti-singh
The document discusses talent management strategies at Tata Consultancy Services (TCS). It describes how TCS focuses on attracting, developing, and retaining talent through programs like Ignite, which trains non-technical graduates, and Academic Interface Programme to build a talent pool. TCS also conducts various training programs and invests over 6% of annual revenues in learning and development. This strategic focus on employees has helped TCS maintain low attrition rates and a motivated workforce, positioning it as a leader in the IT industry for talent management.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
The SHRM India HR Awards were established in 2012 to recognize organizations that prioritize people management and view human capital as a key business driver. The 2014 awards saw a large number of nominations and introduced an international category for South Asia and the Middle East. SHRM India aims to enhance HR capabilities in the region and has partnered with Sri Lanka's HR association. The document congratulates all award winners and invites participants to the 2015 conference and awards.
Human Resource Information System is a Win –Win Tool to Maintain Work Life Ba...ijtsrd
In this globalised and techno savvy world it is a great challenge to maintain Work Life Balance of employees at all level. HRIS is one of the software which helps employees to achieve work life balance i.e. cost effective recruitment, track data, payroll services and compensation benefits etc. Both primary and secondary data has been collected. The findings revealed that there is positive outcome by using HRIS software in Banks. It is cost effective and efficient software to make productivity. Richu Garg | Dr. Neha Sharma "Human Resource Information System is a Win –Win Tool to Maintain Work Life Balance in Banks" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33517.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33517/human-resource-information-system-is-a-win-–win-tool-to-maintain-work-life-balance-in-banks/richu-garg
A Comprehensive Project Report on HRIS Radhika Gohel
The document provides details about a project report submitted to Marwadi Education Foundation Group of Institutions on developing an HRICS (Human Resource Information & Communication System) for the organization. It includes an introduction to HRICS, information about the company, literature review, objectives and methodology of the study, data analysis, findings and limitations. The report aims to analyze the current HR practices and propose recommendations for developing an integrated HRICS to improve HR management and decision making.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
The Technical Skill Gap is real ... here's 10 facts from various surveys that help outline the issues and needs. How is the skills gap affecting you? And do you have a STEM Jobs plan to address it?
The document discusses 5 important HR challenges facing manufacturers: 1) a growing skills gap as the workforce ages, 2) difficulties recruiting and retaining talent, especially younger workers, 3) changing compliance requirements, 4) complex union payroll requirements, and 5) evolving workplace safety training needs. It promotes the Sage HRMS software as a solution to help manufacturers tackle these challenges through features like workforce analytics, recruiting tools, compliance support, customized payroll, and training tracking.
In a Dynamic environment, human resources are
one of the important sources of the organizational
Enlargement which also helps to take fighting edge. Human
resource system contributes towards the empirical
enlargement through facilitating the change & by
developing the competencies of the employees. Talent
Management is the key for improved business performance
& for the empirical enlargement of an organization. The
linkage between talent management and Empirical
Enlargement will help to attain higher organizational
performance. Many studies have been conducted regarding
how companies can gain a empirical fierce edge through
their human resources & proper knack management.
Having talented employees helps the firms drive and boost
for organizational success. knack management is of strategic
importance & by developing the talent, organizations may
develop strong leadership teams which will help to take
fierce edge and that will enable the organization to achieve
its goals & organizationalsuccess.
This document provides an overview of recruitment and selection trends in the food industry. It discusses challenges facing the industry such as rising costs, regulations, and changing consumer preferences. There is increased demand for organic and healthy products. The document also outlines key recruitment and selection trends, including an increased focus on organic foods driven by consumer demand. It notes the food processing industry is a major economic driver in many areas and faces both opportunities and challenges in attracting and retaining talent.
Exploring human resource management practices in small and medium sized enter...IAEME Publication
This document summarizes a research paper that explores human resource management (HRM) practices in small and medium enterprises (SMEs) in Bangalore and Mysore, India. The paper reviews literature on HRM practices in SMEs and finds recruitment is informal through personal networks and training is limited. A pilot study tested a questionnaire on HRM practices including recruitment, training, compensation, performance appraisal and welfare measures. The study found the questionnaire to have acceptable internal consistency above 0.7.
The quality of people is what determines success of any organization today. If an organization wants
to be extremely successful in the current business scenario they must hire and retain talented individuals who would
also be team leaders and team players. In the first decade of Gnation desires to be successful it must have a sound
education system.
This document provides information about the Human Resource Information System (HRIS) of Unique Group. It begins with an introduction and title page, followed by a letter of transmittal from the author to their academic supervisor submitting the internship report. It then includes an acknowledgement section thanking various individuals. The remainder of the document contains chapters that provide details on the company history and structure of Unique Group, the outcomes of the author's internship, a literature review on HRIS, an analysis of Unique Group's HRIS system and its functions, findings and recommendations from the study.
This document summarizes a study that analyzed the recruitment and training practices of Google and Cisco, two large Silicon Valley tech companies. It finds that both companies provide extensive pre-recruitment resources on their websites to inform potential applicants about openings and company culture. Google and Cisco's recruitment processes are rigorous and selective. The study recommends the companies provide more detailed information about their training processes while maintaining easily navigable websites.
The document discusses human resource management practices at Emirates Airlines. It notes that Emirates has over 38,000 employees and operates flights to over 140 cities globally. The airline focuses on strategic human resource practices like developing HR policies and frameworks, benefits management, and employee engagement tools. It also provides training and aims to foster a motivated, high-performing workforce to support its business operations as one of the world's largest airlines. The document recommends Emirates maintain good communication with employees and monitor practices to ensure organizational transparency and employee well-being.
This document summarizes a paper on the challenging scenario of human resource management in the Indian context. It discusses several key challenges faced by HR managers in India, including high attrition rates, workforce demographics and diversity, recruitment, employee engagement and retention, motivation, globalization, economic and technological changes, managing change, developing leadership, and conflict management. The conclusion states that HR in India has transformed from a support function to a strategic partner in business growth, becoming a critical differentiator for companies.
This document discusses the future of human resource development (HRD) in India. It outlines how HRD became a recognized profession in India in the 1970s and was first implemented successfully at Larsen & Toubro Limited and State Bank of India. The document also examines global models and Indian experiences of the HRD function within different organizations. It emphasizes that HRD managers should focus on intervention, 360 degree feedback, and empowering people rather than dictating roles. The conclusion is that HRD will be an important tool for organizations going forward.
This document provides an overview of Big Bazaar, an Indian retail company. It discusses Big Bazaar's formats which include hypermarkets, supermarkets, and seamless destination malls. As India's leading retailer, Big Bazaar operates over 12 million square feet of retail space across over 1000 stores in 71 cities. It employs over 35,000 people. The company's goal is to blend aspects of traditional Indian bazaars with modern retail approaches like choice, convenience and quality.
A Study on Effective Performance Appraisal System in Eid Parry Nellikuppamijtsrd
In this dynamic and ever exponentially changing global market, nothing can be measured with accuracy because business world made market attributes volatile. In the complex business world, human beings are the most valuable assets. Human resources attitude is also volatile as subject to many experiences and situations. In such scenario, one needs to measure how Human Resources perform for the purpose of reward, assessment and knowledge. The tools and techniques innovated for measuring human productivity and performance with respect to the required capability, intellect and experience is under an umbrella named Performance Appraisal System. No single Performance Appraisal System can assure the reliability of its results. Performance appraisal system can only be performed as impartial as possible by choosing the best fit method out of trending ones. Performance appraisal is a continuous process to monitor the actual performance of the employee i.e. the work done by the employees throughout the year. In this stage careful selection of the appropriate techniques of measurement such as personal observation, statistical reports, and written reports for measuring the performance is needed. This paper attempts to explain performance appraisal system followed in EID parry sugar company nellikuppam. Manoj Kumar. M | Rohini. S | Dhilip. S "A Study on Effective Performance Appraisal System in Eid Parry Nellikuppam" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29190.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29190/a-study-on-effective-performance-appraisal-system-in-eid-parry-nellikuppam/manoj-kumar-m
This document describes a case study of Polyhydron Private Limited (PPL), an Indian manufacturing organization. PPL initially had a traditional hierarchical structure but transformed into an empowering workplace through several changes. The CEO prioritized restructuring the formal organization, implementing an open office layout without designated positions, sharing all information transparently, and giving employees freedom and accountability. These changes created a more egalitarian culture where employees felt empowered, trusted, and motivated to contribute freely towards organizational success. The case illustrates how PPL systematically empowered its workforce through cultural and structural changes to become a high-performing organization.
This document is a report submitted by Sindhuja V to fulfill requirements for a Master of Business Administration degree. The report focuses on employee absenteeism at Coromandel International Limited in Visakhapatnam, India. It examines the issue of absenteeism based on employee motivation levels. The report includes an introduction, company profile, literature review, data analysis, findings, and recommendations. The objective is to analyze the impact of motivation on employee absenteeism at Coromandel International Limited.
An Empirical Study of Human Capital Management and Employee Capabilitiesijtsrd
Human capital management HCM considers employees to be capital, which means that investing in them makes sense now will help the organization grow in the future. Human capital management assists company in hiring the right personnel. This will prevent from hiring employees that are unfit for the company. Workers abilities bring an organisation with an improvement in the forum. When workers progress to expand new abilities and develop on actual ones, this converts into enhanced growth and quality, secure climate company will cultivate the improvement over its challengers. The sensibility of a company is its capability to advance in feedback to consumer interest. Knowledgeable and proficient workers are more likely to feel more confident about their job position in the organisation because not only are they able to provide acquainted aid, they feel their point of view is appreciated.Employees skills, refinement, and involvement in an organisation are referred to as human capital. Because a talented workforce can lead to increased productivity, the talents have a monetary value. The human capital strategy recognises that not everyone possesses the same set of skills or experience. Also, the aspect of work can be enhanced by contributing to people’s discipline. This paper explores totally different aspects of human capital management and worker capabilities within the current state of affairs. Akriti Singh | Dr. Javed Alam "An Empirical Study of Human Capital Management and Employee Capabilities" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50318.pdf Paper URL: https://www.ijtsrd.com/management/other/50318/an-empirical-study-of-human-capital-management-and-employee-capabilities/akriti-singh
IRJET- The Strength of Human Resources in OrganizationIRJET Journal
The document discusses the importance and strengths of human resources in organizations. It makes 3 key points:
1) Human resources are a valuable asset for organizations and play a pivotal role in helping them achieve their goals and objectives through activities like recruitment, training, and performance management.
2) The strengths of human resources include creating innovation, enriching employee attitudes and behaviors, and having a positive impact on organizational performance when managed effectively through strong HRM systems.
3) Proper development and utilization of human resource skills and expertise is important for organizational success and improved effectiveness. Steps like training, motivation, and ensuring job satisfaction can optimize human resource contribution.
Human Resource Development in the Context of Globalizationijtsrd
This document discusses human resource development (HRD) in the context of globalization. It begins by defining HRD and explaining its importance for organizations that want to be dynamic and growth-oriented. It then discusses key aspects of HRD like its functions, features, and the difference between HRD and human resource management. The document provides definitions of HRD from various scholars and outlines the concept of HRD. It explains that HRD aims to develop capabilities at the individual, group, and organizational levels. In conclusion, it states that HRD specifically deals with training and developing employees to help organizations meet their goals.
The document discusses the role of human resources in mergers and acquisitions. It outlines that HR helps determine if the cultures of the merging companies are compatible. It also discusses how HR assesses benefits structures and identifies any potential problems. Additionally, the document notes that HR helps address employee concerns about changes and uncertainty from the merger. Finally, it states that HR communicates changes to reporting structures, roles, and job descriptions as the organizations are integrated.
This document is a project report submitted by M. Lakshmi to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce degree in Bank Management. The project studied human resource management practices and employee satisfaction in private sector banks in India under the guidance of Mrs. A.J. Jemima Malathy. The introduction provides background on the importance of effective HRM practices and high employee job satisfaction for organizational success. It notes that managing human resources and achieving employee satisfaction are crucial for organizations to achieve their goals and maintain competitiveness, especially in India's developing economy.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
Human resource development (HRD) involves helping employees acquire skills to perform present and future jobs efficiently and develop their potential for personal and organizational effectiveness. HRD functions include training, career development, performance evaluation, and succession planning. The objectives of HRD are to develop employee and organizational capabilities. A case study on Jet Airways found issues like lack of qualified personnel, unsatisfied employees due to insufficient promotions and incentives, and need for timely communication and training. Addressing human resource needs through education and career counseling can help upgrade skills and performance.
The International Journal of Management Research and Business Strategy is a international online journal in English published. It offers a fast publication schedule of maintaining rigorous peer review.The use of recommended electronic formats for article delivery the process and submitted research review articles and Case Studies are subjected to immediate screening by the editors.
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
Pritika metro summer internship report a study on job satisfaction at metro w...Priyansh Kesarwani
A Study on Job Satisfaction at Metro Wholesale DC53 in Lucknow City
OBJECTIVES OF THE STUDY
1. Assessing the level of job satisfaction at METRO WHOLESALE.
2. To bring out the opinion and suggestion of employees benefits at METRO WHOLESALE.
3. To identify the satisfaction factors of employees.
4. To identify the perception of employees and the factors causing dissatisfaction.
5. To be informed about the concern of job satisfaction of an organization in Lucknow.
6. To study the impact of job satisfaction on organizational performance and goal achievement.
The document discusses human resource development (HRD) practices in public sector milk processing organizations in Western Maharashtra, India. It finds that HRD practices are very weak and need strengthening. It recommends a model called the "Raj-Shankar" model to improve HRD practices in six key areas: 1) updating HRD policies, 2) appointing professional management, 3) creating an HRD department, 4) empowering HRD managers, 5) increasing awareness of HRD activities, and 6) continuously evaluating and improving HRD. The conclusion is that HRD practices require strengthening to help the organizations better compete globally.
This document discusses the concepts of human resource management (HRM) and human resource development (HRD). It defines HRM as focusing on managing employees to achieve organizational objectives through policies and systems. HRD is a subsection of HRM concerned with identifying employee strengths and weaknesses to provide targeted training. The importance of HRM/HRD includes organizational growth through workforce development, improving work culture and efficiency, and developing employee potential and performance. Key aspects of establishing an effective HRM/HRD system include strategic workforce planning, compensation strategies, talent recruitment and development, building an engaged culture, and communication.
managing human capital(MHC) mba 2 semesterSuzan Maharzan
This document discusses managing human capital and outlines several key points:
1. It defines human capital as the collective skills, knowledge, and expertise of employees that contributes to organizational productivity. Managing human capital involves treating employees as assets and investing in them.
2. Some challenges to managing human capital include globalization, workforce diversity, technological advances, and changing political/legal environments. HR strategies like task force, development, turnover, and paternalistic strategies can help address these challenges.
3. Best practices for managing human capital involve recruitment/selection, training, performance management, reward systems, and career development. The document discusses these practices and compares best practice and best fit approaches to human resource management.
Make in India Campaign:A Role and Impact of Human Resource valuationprofessionalpanorama
Make in India project launched by Prime Minister Narendra Modi on
September 25th 2014, which is a national program shaped to facilitate
investment (domestic and foreign) in India for foster investment and
innovation and to build a strong and skilled human resource. Rapidly
extending global competition has provided the manufactures from around
the world the opportunities of low cost labour, raw material, high profit
making market. Over focused on the employment generations, growing
trade and increasing economic growth and sustain the overall
development. In order to make India a manufacturing hub its human
resource will play an important role. Human resource element never to be
ignored to build the country’s economic growth, this one is most desired
organ of a business demand careful capitalisation and continuous
innovations. This study discussed about the impact of human resource
valuation for make in India campaign. The make in India campaign will
bring in globalisation which in turn will create tremendous opportunities.
SIP on Ir scenario at NALCO damonjodi FINAL REPORTtanmayagudla
The document provides a project report on the IR scenario at National Aluminium Company Limited (NALCO) in Damanjodi, India. It discusses NALCO's history and various segments. NALCO was incorporated in 1981 as a public sector enterprise and is Asia's largest integrated aluminium complex. It has bauxite mining, aluminium refining, smelting and casting facilities. The project report examines NALCO's IR practices including its relationship with trade unions, collective bargaining, implications of labor laws, and welfare practices. It also includes an opinion survey of NALCO employees and suggestions.
Make in India Campaign: A Role and Impact of Human Resource ValuationTapasya123
Make in India project launched by Prime Minister Narendra Modi on September 25th 2014, which is a national program shaped to facilitate investment (domestic and foreign) in India for foster investment and innovation and to build a strong and skilled human resource. Rapidly extending global competition has provided the manufactures from around the world the opportunities of low cost labour, raw material, high profit making market. Over focused on the employment generations, growing trade and increasing economic growth and sustain the overall development. In order to make India a manufacturing hub its human resource will play an important role. Human resource element never to be ignored to build the country’s economic growth, this one is most desired organ of a business demand careful capitalisation and continuous innovations. This study discussed about the impact of human resource valuation for make in India campaign. The make in India campaign will bring in globalisation which in turn will create tremendous opportunities.
Similar to An Analysis of the HRD Mechanisms Employed by the Submersible Pump Manufactures in Coimbatore City (20)
Total Ionization Cross Sections due to Electron Impact of Ammonia from Thresh...Dr. Amarjeet Singh
In the present paper, we have employed modified Khare-BEB method [Atoms, (2019)] to evaluate total ionization cross sections by the electron impact for ammonia in energy range from the ionization threshold to 10 MeV. The theoretical ionization cross sections have been compared to the available previous theoretical and experimental results. The collision parameters dipole matrix squared M_j^2 and CRP also have been calculated. The present calculations were found in remarkable agreement with the available experimental results.
A Case Study on Small Town Big Player – Enjay IT Solutions Ltd., BhiladDr. Amarjeet Singh
Adequately trained Manpower is a problem that affects the IT industry as a whole, but it is particularly acute for Enjay IT Solution. Enjay's location in a semi-urban or rural area makes it even more difficult to find a talented employee with the right skills. As the competition for skilled workers grows, it becomes more difficult to attract and keep those workers who have the requisite training and experience.
Effect of Biopesticide from the Stems of Gossypium Arboreum on Pink Bollworm ...Dr. Amarjeet Singh
Pink bollworm and Lepidoptera development quickly in numbers which is a typical animal group that produces around 100 youthful ones inside certain days or weeks. This assault influences the harvests broadly in the tropical and sub-tropical temperature areas. Thus, to keep up with the yield of harvests the vermin ought to be kept away by utilizing pesticides. The unnecessary measure of the purpose of pesticides influences the dirt, land, and as well as human well-being, and contaminates the climate. Thus, an ozone-accommodating biopesticide is extracted from the stems of the Gossypium arboreum. Thus, the extraction of biopesticide from the stems of Gossypium arboreum demonstrated that the quantity of pink bollworm and Lepidoptera is diminished step by step in the wake of showering the arrangement on the impacted region of the plant because of the presence of the gossypol.
Artificial Intelligence Techniques in E-Commerce: The Possibility of Exploiti...Dr. Amarjeet Singh
This document discusses the potential applications of artificial intelligence techniques in e-commerce in Saudi Arabia. It begins with an introduction to e-commerce and AI, and how AI is being used increasingly in e-commerce applications worldwide. It then reviews literature on how AI can be integrated into e-commerce systems and the various applications of AI in e-commerce. Some key applications discussed include AI assistants, personalized recommendations, demand forecasting, supply chain management, fraud detection and more. The document concludes that Saudi Arabia is well positioned to benefit from using AI to boost its growing e-commerce sector.
Factors Influencing Ownership Pattern and its Impact on Corporate Performance...Dr. Amarjeet Singh
This document summarizes a research study that analyzed the factors influencing ownership patterns of selected Indian companies and the impact of ownership patterns on corporate performance. The study used data from 5 industries over 5 years from 2017 to 2021. Multiple regression, ANOVA, and correlation analyses were conducted. The results found that the percentage of independent directors on the board and the size of the company had a significant impact on Indian promoter holdings. Additionally, non-institutional ownership was found to have a significant impact on corporate performance measures like asset utilization ratio. The study concluded that ownership patterns can influence corporate performance and companies should work to optimize factors like debt-equity ratio and board independence to improve financial outcomes.
An Analytical Study on Ratios Influencing Profitability of Selected Indian Au...Dr. Amarjeet Singh
Every country with a well-developed transportation network has a well-developed economy. The automobile industry is a critical engine of the nation's economic development. The automobile industry has significant backward and forward links with every area of the economy, as well as a strong and progressive multiplier impact. The automotive industry and the auto component industry are both included in the vehicle industry. It includes passenger waggons, light, medium, and heavy commercial vehicles, as well as multi-utility vehicles such as jeeps, three-wheelers, military vehicles, motorcycles, tractors, and auto-components such as engine parts, batteries, drive transmission parts, electrical, suspension and chassis parts, and body and other parts. In the last several years, India's automobile sector has seen incredible growth in sales, production, innovation, and exports. India's car industry has emerged as one of the best in the world, and the auto-ancillary sector is poised to assist the vehicle sector's expansion. Vehicle manufacturers and auto-parts manufacturers account for a significant component of global motorised manufacturing. Vehicle manufacturers from across the world are keeping a close eye on the Indian auto sector in order to assess future demand and establish India as a global manufacturing base. The current research focuses on three automotive behemoths: TATA Motors, MRF, and Mahindra & Mahindra.
A Study on Factors Influencing the Financial Performance Analysis Selected Pr...Dr. Amarjeet Singh
The growth of a country's banking sector has a significant impact on its economic development. The banking sector plays a critical role in determining a country's economic future. A well-planned, structured, efficient, and viable banking system is an essential component of an economy's economic and social infrastructure. In modern society, a strong banking system is required because it meets the financial needs of the modern society. In a country's economy, the banking system plays a crucial role. Because it connects surplus and deficit economic agents, the bank is the most important financial intermediary in the economy. The banking system is regarded as the economy's lifeline. It meets the financial needs of commerce, industry, and agriculture. As a result, the country's development and the banking system are intertwined. They are critical in the mobilisation of savings and the distribution of credit to various sectors of the economy. India's private sector banks play a critical role in the country's economic development. So The financial performance of private sector banks must be evaluated carefully.
An Empirical Analysis of Financial Performance of Selected Oil Exploration an...Dr. Amarjeet Singh
After the United States, China, and Japan, India was the world's fourth biggest consumer of oil and petroleum products. The nation is significantly reliant on crude oil imports, the majority of which come from the Middle East. The Indian oil and gas business is one of the country's six main sectors, with important forward links to the rest of the economy. More than two-thirds of the country's overall primary energy demands are met by the oil and gas industry. The industry has played a key role in placing India on the global map. India is now the world's sixth biggest crude oil user and ninth largest crude oil importer. In addition, the country's portion of the worldwide refining market is growing. India's refining industry is now the world's sixth biggest. With plans for Reliance Petroleum Limited to commission another refinery with a capacity of 29 MTPA next 16 to its 33 MTPA refinery in Jamnagar, Gujarat, this position is projected to be enhanced. As a consequence, the Reliance refinery would be the biggest single-site refinery in the world. Based on secondary data gathered from CMIE, the current research examines the ratios influencing the profitability of selected oil exploration and production businesses in India during a 10-year period.
Since 1991, thanks to economic policy liberalization, the Indian economy has entered an era in which Indian businesses can no longer disregard global markets. Prior to the 1990s, the prices of a variety of commodities, metals, and other assets were carefully regulated. Others, which were not rolled, were primarily dependant on regulated input costs. As a result, there was no uncertainty and, as a result, no price fluctuations. However, in 1991, when the process of deregulation began, the prices of most items were deregulated. It has also resulted in the exchange being partially deregulated, easing trade restrictions, lowering interest rates, and making significant advancements in foreign institutional investors' access to the capital markets, as well as establishing market-based government securities pricing, among other things. Furthermore, portfolio and securities price volatility and instability were influenced by market-determined exchange rates and interest rates. As a result, hedging strategies employing a variety of derivatives were exposed to a variety of risks. The Indian capital market will be examined in this study, with a focus on derivatives.
Theoretical Estimation of CO2 Compression and Transport Costs for an hypothet...Dr. Amarjeet Singh
This document discusses theoretical estimates for the costs of compressing and transporting CO2 from a hypothetical carbon capture and storage project at the Saline Joniche Power Plant in Italy. It first provides background on the power plant project from 2008 that proposed converting the site to coal power. It then details the methodology used to size the compression system, estimating power needs for multi-stage compression up to pipeline pressures. Costs are considered for constructing, operating, and maintaining both the compression plant and pipeline to a potential offshore storage site. The aim is to evaluate retrofitting the existing plant with carbon capture and storage as a way to enable continued coal power production consistent with climate goals.
Analytical Mechanics of Magnetic Particles Suspended in Magnetorheological FluidDr. Amarjeet Singh
In this paper, the behavior of MR particles has been systematically investigated within the scope of analytical mechanics. . A magnetorheological fluid belongs to a class of smart materials. In magnetorheological fluids, the motion of magnetic particles is controlled by the action of internal and external forces. This paper presents analytical mechanics for the interaction of system of particles in MR fluid. In this paper, basic principles of Analytical Mechanics are utilized for the construction of equations.
Techno-Economic Aspects of Solid Food Wastes into Bio-ManureDr. Amarjeet Singh
Solid waste is health hazard and cause damage to the environment due to improper handling. Solid waste comprises of Industrial Waste (IW), Hazardous Waste (HW), Municipal Solid Waste (MSW), Electronic waste (E-waste), Bio-Medical Waste (BMW) which depend on their supply & characteristics. Food waste or Bio-waste composting and its role in sustainable development is explained in food waste is a growing area of concern with many costs to our community in terms of waste collection, disposal and greenhouse gases. When rotting food ends up in landfill it turns into methane, a greenhouse gas that is particularly damaging to the environment. Composting is biochemical process in which organic materials are biologically degraded, resulting in the production of organic by products and energy in the form of heat. Heat is trapped within the composting mass, leading to the phenomenon of self-heating. This overall process provide us Bio-Manure.
Crypto-Currencies: Can Investors Rely on them as Investment Avenue?Dr. Amarjeet Singh
The purpose of this study is to examine investors’ perceptions about investing in crypto-currencies. We think that investors trust in crypto-currencies is largely driven by crypto-currency comprehension, trust in government, and transaction speed. This is the first study to examine crypto-currencies from the investor’s perspective. Following that, we discover important antecedents of crypto-currency confidence. Second, we look at the government's role in crypto-currencies. The importance of this study is: first, crypto-currencies have the potential to disrupt the current economic system as the debate is all about impact of decentralization of transactions; thus, further research into how it affects investors trust is essential; and second, access to crypto-currencies. Finally, if Fin-Tech companies or banks want to enter the bitcoin industry may not attract huge advertising costs as well as marketing to soothe clients' concerns about investing in various digital currencies The research sheds light on indecisiveness in the context of marketing aspects adopted by demonstrating investors are aware about the crypto.
Awareness of Disaster Risk Reduction (DRR) among Student of the Catanduanes S...Dr. Amarjeet Singh
The Island Province of Catanduanes is prone to all types of natural hazards that includes torrential and heavy rains, strong winds and surge, flooding and landslide or slope failures as a result of its geographical location and topography. RA 10121 mandates local DRRM bodies to “encourage community, specifically the youth, participation in disaster risk reduction and management activities, such as organizing quick response groups, particularly in identified disaster-prone areas, as well as the inclusion of disaster risk reduction and management programs as part of youth programs and projects. The study aims to determine the awareness to disaster of the student of the Catanduanes State University. The disaster-based questionnaire was prepared and distributed among 636 students selected randomly from different Colleges and Laboratory Schools in the University
The Catanduanes State University students understood some disaster-related concepts and ideas, but uncertain on issues on preparedness, adaptation, and awareness on the risks inflicted by these natural hazards. Low perception on disaster risks are evidently observed among students. The responses of the students could be based on the efficiency and impact of the integration of DRR education in the senior high school curriculum. Specifically, integration of the concepts about the hazards, hazard maps, disaster preparedness, awareness, mitigation, prevention, adaptation, and resiliency in the science curriculum possibly affect the knowledge and understanding of students on DRR. Preparedness drills and other forms of capacity building must be done to improve awareness of the student towards DRRM.
The study further recommends that teachers and instructor must also be capacitated in handling disaster as they are the prime movers in the implementation of the DRRM in education. Preparedness drills and other forms of capacity building must be done to improve awareness of the student towards DRRM. Core subjects in Earth Sciences must be reinforced with geologic hazards. Learning competencies must also be focused on hazard identification and mapping, and coping with different geologic disaster.
The 1857 war was a watershed moment in the history of the Indian subcontinent. The battle has sparked academic debate among historians and sociologists all around the world. Despite the fact that it has been more than 150 years, this battle continues to pique the interest of historians. The war's causes and events that occurred throughout the conflict, persons who backed the British and anti-British fighters, and the results and ramifications, are all aspects of this conflict. In terms of outcomes, many academics believe that the war was a failure for those who started it. It is often assumed that the Indians who battled the British in this conflict were unable to achieve their goals. Many gains accrued to Indians as a result of the conflict, but these achievements are overshadowed by the dispute over the war's failure. This research effort focuses on the war's achievements for India, and the significance of those achievements.
Haryana's Honour Killings: A Social and Legal Point of ViewDr. Amarjeet Singh
Life is unpredictably unpredictable. Nobody knows what will happen in the next minute of their lives. In this circumstance, every human being has the right and desire to conduct their lives according to their own desires. No one should be forced to live a life solely for the benefit and reputation of others. Honour killing is defined as the assassination of a person, whether male or female, who refuses to accept the family's arranged marriage or decides to move her or his marital life according to her or his wishes solely because it jeopardizes the family's honour. The family's supreme authority looks after the family's name but neglects to consider the love and affection shared among family members. I have discussed honour killing in India in my research work. This sort of murder occurs as a result of particular triggers, which are also examined in relation to the role of the law in honour killing. No one can be released free if they break the law, and in this case, it is a felony that violates various regulations designed to safeguard citizens. This crime is similar to many others, but it is distinct enough to be differentiated in the report. When the husband is of low social standing, it lowers the position and caste of the female family, prompting the male family members to murder the girl. But they forget that the girl is their kid and that while rank may be attained, a girl's life can never be replaced, and that caste is less valuable than the girl's life and love spent with them.
Optimization of Digital-Based MSME E-Commerce: Challenges and Opportunities i...Dr. Amarjeet Singh
This document summarizes a research article about optimizing digital-based MSME e-commerce during the COVID-19 pandemic. The article discusses how the pandemic severely impacted MSMEs, with many going out of business. However, digitalization and e-commerce provide opportunities for MSMEs to transform their business models. The article reviews literature showing how technologies like websites, social media, and mobile applications can help MSMEs reach more customers online. Case studies of MSMEs in different countries found that those utilizing digital tools through e-commerce were more successful compared to those relying only on offline sales. The article concludes digitalization is both a challenge and opportunity for MSMEs to adapt their traditional business models and survive or grow
Modal Space Controller for Hydraulically Driven Six Degree of Freedom Paralle...Dr. Amarjeet Singh
This paper presents the Modal space decoupled control for a hydraulically driven parallel mechanism has been presented. The approach is based on singular values decomposition to the properties of joint-space inverse mass matrix, and mapping of the control and feedback variables from the joint space to the decoupling modal space. The method transformed highly coupled six-input six-output dynamics into six independent single-input single-output (SISO) 1 DOF hydraulically driven mechanical systems. The novelty in this method is that the signals including control errors, control outputs and pressure feedbacks are transformed into decoupled modal space and also the proportional gains and dynamic pressure feedback are tuned in modal space. The results indicate that the conventional controller can only attenuate the resonance peaks of the lower eigenfrequencies of six rigid modes properly, and the peaking points of other relative higher eigenfrequencies are over damped, The further results show that it is very effective to design and tune the system in modal space and that the bandwidth increased substantially except surge (x) and sway (y) motions, each degree of freedom can be almost tuned independently and their bandwidths can be increased near to the undamped eigenfrequencies.
It is a known fact that a large number of Steel Industry Expansion projects in India have been delayed due to regulatory clearances, environmental issues and problems pertaining to land acquisition. Also, there are challenges in the tendering phase that affect viability of projects thus delaying implementation, construction phase is beset with over-runs and disputes and last but not the least; provider skills are weak all across the value chain. Given the critical role of Steel Sector in ensuring a sustained growth trajectory for India, it is imperative that we identify the core issues affecting completion of infrastructure projects in India and chalk out initiatives that need to be acted upon in short term as well as long term.
A blockchain is a decentralised database that is shared across computer network nodes. A blockchain acts as a database, storing information in a digital format. The study primarily aims to explore how in the future, block chain technology will alter several areas of the Indian economy. The current study aims to obtain a deeper understanding of blockchain technology's idea and implementation in India, as well as the technology's potential as a disruptive financial technological innovation.
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An Analysis of the HRD Mechanisms Employed by the Submersible Pump Manufactures in Coimbatore City
1. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume- 9, Issue- 2, (April 2019)
www.ijemr.net https://doi.org/10.31033/ijemr.9.2.9
65 This work is licensed under Creative Commons Attribution 4.0 International License.
An Analysis of the HRD Mechanisms Employed by the Submersible Pump
Manufactures in Coimbatore City
Dr. Sangeetha .P
HOD, Department of HR & Marketing, Ahalia School of Management, Palakkad, INDIA
Corresponding Author: saisangeetha711@rediffmail.com
ABSTRACT
Human Resource Development (HRD) is a
continuous process of enabling and ensuring the development
of employees in a systematic and planned way. No
organization can grow and survive in the present day
environment without growth and development of its people.
Developing the human resource by upgrading their skills,
extending their knowledge and competencies would lead to
organizational development. Human Resource is the most
important and valuable resource of every organization.
Dynamic people can build dynamic organizations. Efficient
employees can contribute to the effectiveness of an
organization. Competent and motivated employees can make
things happen and enable an organization to achieve its goal.
Therefore, organizations should continuously ensure that the
dynamism, competence, motivation and effectiveness of the
employee always remain high. The present study is an attempt
to contribute to a better understanding of the HRD climate
prevailing in submersible manufacturing organizations. The
general climate, HRD Mechanisms and OCTAPAC culture
are better in submersible pump organizations.
Keywords--- HRD, Climate, KMO, Culture
I. INTRODUCTION
Human Resource is the most important and
valuable resource of every organization or institution;
which constitute the employees of the
organization/institution. Dynamic people can build dynamic
organizations. Efficient employees can contribute to the
effectiveness of an organization. Competent and motivated
employees can make things happen and enable an
organization to achieve its goals. Therefore, organizations
should continuously ensure that the dynamism, competence,
motivation and effectiveness of the employee always
remain high. Human Resource Development (HRD) is a
continuous process of enabling and ensuring the
development of employees in a systematic and planned
way. No organization can grow and survive in the present
day environment without growth and development of its
people. Developing the human resource by upgrading their
skills, extending their knowledge and competencies would
lead to organization development. The effectiveness and
non-effectiveness with which various kinds of human
resources are co-ordinate and utilized, which is responsible
for an organization‟s success or failure. Therefore, HRD is
the key to ensure the utilization of intellectual,
technological and entrepreneurial skills of the workforce of
an organization.
HRD in the organizational context may be defined
as a process by which the employees of an organization are
helped in a continuous and planned manner to develop the
individuals to realize their potentials as individuals and to
utilize it to the maximum extent; perform their assigned
jobs better; handle future roles effectively; maintain a high
motivation level at all times, strengthen superior-
subordinate relationships and also the team spirit, among
different work teams achieve inter – team collaboration ,
climate development and the overall development of the
health of the organization. Health organizations have
developed requisite belief in Human Resource
Development, and a HRD program focuses upon the
following essential components: 1.Performance appraisal ,
2. Training and Development 3. Promotion , 4. Carrier
Development 5. Compensation and Reward 6.
Organizational Development 7. Quality of Work life 8.
Industrial relation 9. Welfare Measures
II. NEED OF THE STUDY
Human resource is considered as the backbone of
any economic enterprise, be it public, private or co
operative. The human resource is by far the most dynamic
and important resource of the various kinds of resources
that are needed to move the wheels of any economic
activity. It was believed earlier that economic development
of any nation depends upon the natural resources, the rate
of capital formation and the technological progress. In
recent years , the economists have added economic
resources besides land, capital and technology as a key
factor on the extent use of human resource. Basically,
resource components presents its unique characteristic of
being the resources of all resources which is harnessed to
begin an economic enterprise. The human resource of an
enterprise is the most important wealth producing and most
delicate resource and its management is an extremely
difficult exercise because of changing attitude, aspirations
2. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume- 9, Issue- 2, (April 2019)
www.ijemr.net https://doi.org/10.31033/ijemr.9.2.9
66 This work is licensed under Creative Commons Attribution 4.0 International License.
and motivations. Still human resource development faces
various constraints in the organizational context.
Hence, the researcher would like to examine the
HRD mechanisms operating in manufacturing units of
pump industries in Coimbatore city. As the pump
industries in Coimbatore city is involved in manufacturing
pumps, submersible pumps, and other forms of automotive
pumps by involving many employees, the researcher felt it
is advisable to proceed the research in HRD mechanisms
adopted by the pump industries in Coimbatore city.
III. STATEMENT OF THE PROBLEM
There are certain important factors such as cut
throat competition, quick challenges, communication
explosion and conflicts which influence every business
today, irrespective of its size and place in the globe. The
pump industries are no exemption of this rule. Therefore
“survival of the fittest” the old adage is so apt in today‟s
business. In order to survive and grow, every organization
must utilize its resources in the most effective and efficient
manner. But out of the various resources used, human
resources is the only elastic factor. Therefore Human
Resource Development and Management is the key to
success of any organisation. The HRD climate of an
organization plays an important role in ensuring the
competency, motivation, and development of its employees.
The HRD climate can be created using appropriate HRD
systems and leadership styles of top management. The
HRD climate is both a means to an end as well as an end to
itself. HRD climate is the perceptions the employee can
have on the developmental environment of an organization.
HRD climate is an integral part of the organizational
climate. Hence, the researcher would like to examine the
HRD mechanisms operating in manufacturing units of
pump industries in Coimbatore city; since the pump
industries in Coimbatore city are involved in
manufacturing pumps, submersible pumps, and other forms
of automotive pumps by involving many employees, the
researcher felt it is advisable to proceed with the research
in HRD mechanisms adopted by the pump industries in
Coimbatore city.
In the light of these aspects the following question arises:
1. What is the employees perception towards the
management‟s contribution to employees development in
pump manufacturing industry..
2. What are the employee attitude regarding the existing
HRD Mechanism.
3. How much is the employees satisfied towards the HRD
mechanism followed in pump manufacturing industry
IV. OBJECTIVES OF THE STUDY
The following are the important objectives of the
present study:
1.To study the employees perception towards the
management‟s contribution to employees development in
submersible pump manufacturing industry.
2. To study the employee‟s attitude regarding the existing
HRD Mechanism followed in submersible pump
manufacturing industry.
3. To analyze the existing HRD mechanism through
OCTAPACE Model.
4. To measure the satisfaction level of the employees
towards the HRD mechanism in the organization.
5. To suggest strategies for the implementing of effective
HRD Mechanism.
V. RESEARCH METHODOLOGY OF
THE STUDY
The methodology for the present study on the title
“AN ANALYSIS OF THE HRD MECHANISMS
EMPLOYED BY THE SUBMERSIBLE PUMP
MANUFACTURES WITH SPECIAL REFERENCE
TO COIMBATORE CITY ” is discussed under the
following headings
5.1. Source of Data
The study was based on both primary and
secondary data. In the present study , both primary and
secondary data were collected systematically. For collecting
primary data, a sample of 500 employees was selected and
first hand information relating to management attitude,
HRD mechanism , and level of satisfaction of the selected
sample respondents towards HRD mechanism in the study
area was collected.
5.2 Selection of the Universe
Today 60% of India's requirements of domestic
and agricultural pump sets are made in Coimbatore. The
Southern India Engineering Manufacturers' Association
(SIEMA) (established in 1952) has 215 members, most of
whom manufacture motors and pumps of various types.
Indian pumps are made according to the specifications of
the Bureau of Indian Standards (BIS). Coimbatore (with 1.2
million populations), The major places of the submersible
pump manufacturing industries are situated in the following
places of Coimbatore city and hence proper attention was
given to cover all the places and the respondents were
classified equally.
3. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume- 9, Issue- 2, (April 2019)
www.ijemr.net https://doi.org/10.31033/ijemr.9.2.9
67 This work is licensed under Creative Commons Attribution 4.0 International License.
TABLE 1-SAMPLES SELECTED FOR THE STUDY
S.NO. Location No. of Respondents
1 Avinashi Road 100
2 Kallapatti 100
3 Saibaba colony 100
4 Lakshmi puram 100
5 Ganapathy 100
Total 500
Source: Based on SIEMA samples chosen from registered pump manufacturers
5.3 Sample Design
Research design is the master plan of any research
study focusing on structure, procedure and data analysis of
the research. There are three designs to choose from
Dependent on the type of present study, they are
exploratory, descriptive and casual research designs given
the limited amount of information on the employees
opinion towards the various HRD mechanisms‟ Size of the
sample refers to the number of items to be selected from the
universe to constitute a sample. A sample size of 500
workers were selected for the study.
5.4 Data Collection Instruments
The data used for the present study is primary in
nature. The primary data was collected through the field
survey during the period January 2013 to April 2013.
Surveys are an efficient means of getting information‟s
from a large sample of consumers by asking questions and
recording responses. Several types of methods of data
collections were considered, considering the complexity of
the survey, time and funding budget the survey method was
finally adopted.
5.5 Period of Study
The study covered the time period of (2010 -2013)
and the information from the respondents were gathered
during 2013 January – April 2013
5.6 Tools of Analysis
In order to analyze the data on the basis of the
objectives of the study the following statistical tools were
applied.
1. Frequency Analysis, 2. Analysis of Variance (ANOVA),
3. Factor Analysis, 4.Multiple Regression Analysis, 5.
Discriminant Analysis, 6. Chi –Square Test
VI. LIMITATIONS OF THE STUDY
1. The study was based on primary data. Hence the
inadequacies of primary data hold here.
2. The study covered only the selected Submerge
Pump Manufacturing Industries involved in business in
group or in individual.
3. The study is applicable only to the registered
Submerge Pump Manufacturing Industries in Coimbatore.
VII. CHAPTER SCHEME
The thesis is organized into six chapters.
• The first chapter on Introduction includes need for the
study and objectives of the study. Importance of the study,
Statement of the problem, Objectives of the study.
• The second chapter deals with the review of Literature
collected from various journals and magazines related to
HRD mechanism followed.
• The third chapter deals with the profile of the study area
of the research inclusive of the profile of the company
along with the functions of HRD department, its benefit to
the work force, etc. This chapter also details the theoretical
support of HRD for this research study.
• The fourth chapter includes the Analysis and
Interpretation of the study with the help of relevant
statistical tools.
• The fifth chapter presents the Key findings and
conclusions are recapitulated. Based on the findings,
suggestions have been proposed for improving the climate
and suitable HRD mechanisms in the organization.
VIII. RESEARCH ANLYSIS AND
INTRPRETATIONS
8.1 Research Problem
Over the last few years, pump industries has
become one of the fastest growing sectors in the Indian
economy. However, over the last half decade, the Indian
consumer market has seen a significant growth of various
production, manufacturing, automobile, construction
industries have grown in number and all those industries
need to have submersible pumps for their water
consumption. The industry is evolving with lot of human
resources from the base level activity to the final stage.
Thus the industry gains importance in understanding the
HRD mechanisms that are operated.
4. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume- 9, Issue- 2, (April 2019)
www.ijemr.net https://doi.org/10.31033/ijemr.9.2.9
68 This work is licensed under Creative Commons Attribution 4.0 International License.
8.2 Research Questions
1. The various factors viz, age, gender, education,
monthly income has a influence over the HRD
mechanisms‟ operated .
2. The dominating factor of OCTAPACE has a
influence over the HRD mechanisms‟.
8.3 Formulation of Hypothesis
Hypotheses have been formulated from the
components which were formed to be gaps in the review of
literature collected. Since the study is exploratory in nature
the hypotheses have been formulated in null form.
There is no association between the clustered
groups of factors over the various HRD assessing
mechanisms‟ factors.
There is no association between the age of the
employees over the various HRD assessing
mechanisms‟ factors.
In the second phase was a field survey which was
a non-experimental survey methodology to gather the data
which are necessary to test the relationships between the
constructs listed in the previous section of hypothesis
formulation.
A survey research design was considered
appropriate for several reasons.
1. The use of a survey is advised for collecting
perceptual data from a large population.
2. Survey data are easily quantifiable.
3. Several measures were developed by previous
researches for the survey design. Hence, it was
decided to conduct field survey to study the HRD
mechanisms operated in the submersible pump
industries in Coimbatore city.
8.4 Sampling Frame
The sampling frames are source list a sub-set of
the defined target population from which sample is
realistically for research. The sampling frame for the
present research study would be comprised of adult
employees in coimbatore city.
8.5 Sampling Unit
This is the most important step in sampling design
before selecting a sample. Sampling unit may be a
geographical one such as a state, district, village, etc. The
sample subjects for the present research are the employees
belonging to different companies manufacturing
submersible pumps, who are above 25 years old, the
purpose of selecting stratus is
1. To ensure that the sample had similar
representation (homogeneous) in terms of
respondent profile.
2. Since the prior studies conducted in India have
made the research by including many employees
who have employed in the submersible pump
industries
8.6 Sampling Technique
The researcher has adopted stratified random
sampling technique for the present study. This method is
used in exploratory research where the researcher is
interested in getting a selected approximation of the truth as
the name implies the sample is selected by making
Coimbatore city divided into strata and the sample is
selected through convenience. This non-probability method
is often used during preliminary research effort to get a
gross estimate of the results, without incurring the cost or
time required to select a random sample. The classification
of strata‟s of Coimbatore city is shown in the table 1.1
8.7 Sampling Size
This refers to the number of items to be selected
from the universe to constitute a sample. Sample size has
direct bearing on how accurate the findings are relative to
the true values in the population. Therefore determining an
appropriate sample size for this research was considered to
be a paramount importance. An optimum sample size
fulfills the requirements of efficiency, representativeness,
reliability and flexibility.
The major places of the submersible pump
manufacturing industries are situated in the following
places of Coimbatore city and hence proper attention was
given to cover all the places and the respondents were
classified equally.
8.8 Survey Instrument
The respondents were administered using a
structured non-disguised questionnaire (shown in Appendix
– A). The questionnaire begins with a brief introduction
revealing the purpose and importance of the study in
addition to the statements allaying from regarding
participation and confidentiality of their responses in the
survey. The self-administered questionnaire was developed
using scales from previous studies. The questioner used
dichotomous multiple choice, five point Likert scale types
statements and open ended questions.
The questionnaire has been divided into three
parts. The Part – A consists of nine questions to gather
respondent‟s demographic information pertaining to age,
gender, education qualification and income per month.
The Part – B consists of statements relating to the
management attitude, HRD mechanisms operated,
performance appraisal system, outcome of training and
development, promotion outcome, outcome of career
development, outcome of rewards, outcome of quality of
work life, outcome of industrial relations, and level of
satisfaction towards employee welfare through a five point
Likert scaling technique where the highly agree has termed
with five points score, agree with four points, neutral with
three points, disagree with two points and highly disagree
with one point.
5. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume- 9, Issue- 2, (April 2019)
www.ijemr.net https://doi.org/10.31033/ijemr.9.2.9
69 This work is licensed under Creative Commons Attribution 4.0 International License.
The Part – C consists of statements relating to the
statements pertaining to the OCTAPACE which were
considered and included in the study, through a five point
Likert scaling technique where the highly agree has been
assigned with five points score, agree with four points,
neutral with three points, disagree with two points and
highly disagree with one point.
8.9 Measurement of Key Variable
All the measurement items were adopted from the
existing scales to measure the objectives. Based on the
review of literature on each item the present study has been
prepared with a list of questions measuring different
attributes. For adopting and refining the measures in the
context, these measures were presented over two stages
with samples of academicians and human resource
managers. Ten academicians checked the scale variables for
face validity and provided comments that were used to
revise the scale.
8.10 Reliability Analysis
As a consequence of the modifying the
instruments, the questionnaire measures were tested
through reliability analysis in order to determine if the
sample subjects were understood, all the items in the
questionnaire were tested for internal consistence. Because
most of the measurement items were adopted from other
studies which were used in different contexts ,it was
important to test the phraseology of the research instrument.
The relationships among the individual items will be
investigated by conducting the average item and the
average inter item (cronbach‟s alpha) correlation.
The total correlation was considered to be one of
the methods available to test construct validity. It measures
the internal consistency of the measuring instrument. The
cronbatch‟s alpha was used to measure the reliability
coefficient. For reliability coefficient values, it was
suggested that 0.70 is the minimum requirement for basic
research.
If the correlations are low (less than 0.70) the
contribution of each item will be reviewed and
consideration will be given to drop from the scale of those
items that provide the least empirical and conceptual
support. The respective reliability values are presented in
the analysis and interpretation chapter.
8.11 Content Validity
The content validity of the measurement was
evaluated by eminent academicians and research experts in
human resource.
8.12 Pilot Study
The questionnaire was pre-tested with a few
samples among the selected sample employees in the study
area. Taking into consideration the suggestions of the
selected sample employees, necessary modifications and
changes were incorporated in the questionnaire after the
pilot study.
IX. METHODS OF ANALYSIS
The following tools of analysis were used in the
study. The Statistical Package for Social Sciences (SPSS)
was used to analyze the data and draw the inference.
Frequency Analysis
The frequency distribution (Descriptive/percentage
analysis) of the variables were calculated with help of
simple percentage, by writing the formula fd = f/n * 100.
Where „f‟ denotes the number of respondents, and n denotes
the total number of sample population.
In the study the variables viz., Age, Gender,
Number of adults in the household, Number of earning
adults, marital status, religion, Education, Employment
category, Income per month, were analyzed through
frequency analysis.
Chi-square Test
The degree of influence of the following
independent variables pertaining to management attitude,
HRD mechanisms operated, performance appraisal system,
outcome of training and development, promotion outcome,
outcome of career development, outcome of rewards,
outcome of quality of work life, outcome of industrial
relations, and level of satisfaction towards employee
welfare with the employees‟ opinion was analyzed through
Chi-square.
The Chi-square test is an important test amongst the
several tests of significance developed by statisticians. Chi-
square, is symbolically written as x2
(pronounced as ki-
square). Chi-square as a test of independence enables a
researcher to explain whether or not two attributes are
associated and the formula used is furnished below
with Degree of Freedom (D.F) = (c-1) (r-1)
Where,
O = Observed frequency
E = Expected frequency
C = Number of columns
R = Number of rows
The value obtained as such should be compared
with relevant table value and the inference can be drawn. If
the calculated value is greater than the table value the
hypothesis framed will be rejected, otherwise accepted.
The entire hypothesis test in this study was carried
out at 5 percent level of significance. The researcher quite
often face measurement problem (since there is a want of
valid measurement but may not obtain it), especially when
the concepts to be measured are complex and abstract and
there is no need to possess the standardized measurement
tools.
2
2 O E
E
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Factor Analysis
To examine the various attributes such as
management attitude, HRD mechanisms operated,
performance appraisal system, outcome of training and
development, promotion outcome, outcome of career
development, outcome of rewards, outcome of quality of
work life, outcome of industrial relations, and level of
satisfaction towards employee welfare was analyzed
through factor analysis. The principal component analysis
of Factor analysis has been ascertained through VARIMAX
rotation in order to identify the influencing factors.
Cluster Analysis
A cluster analysis is a multivariate statistical
technique which is used to by groups/persons or objects or
occasions into unknown number of groups such that the
members of each group are having similar characteristics or
attributes. Grouping is done on the basis of similarities
existing among the objects or persons or occasion distances.
Cluster analysis is typically applied to the data recorded on
interval scale or continued scaled variables. The researcher
has selected 500 employees from Coimbatore city. The
process of cluster analysis starts with grouping of
similarities among the cases or entities either through
correlations or distance measures and other techniques. In
this study, the researcher has used Squared Euclidean
distance measure to compute the similarity between two
cases.
Clustering procedures can be hierarchical, non –
hierarchical or even the application of both the methods in
determining the formation of clusters. The researcher has
adopted both the methods for deriving the results. In the
first step of hierarchical clustering technique, agglomerative
clustering with between groups average linking method has
been used in this study. After selecting the number of
clusters from the above method a non-hierarchical
clustering technique, K-mean clustering method was
applied. From the solution, the number of respondents in
each cluster and the necessary factors were identified.
Multiple Regression Analysis
Regression is a statistical relationship between two
or more variables. When there are two or more independent
variables, the analysis that describes such relationship is the
multiple regressions. The main objective of using this
technique is to predict the variability of the dependent
variable, based on its co-variance with all the independent
variables.
Discriminant Function Analysis
The discriminant function analysis attempts to
construct a function with these and other variables so that
the respondents belonging to these two groups are
differentiated at the maximum. The linear combination of
variables is known as discriminant function and its
parameters are called discriminant function coefficients. In
constructing this discriminant function all the variables
which contribute to differentiate these three groups are
examined.
Mahalanobis minimum D2
method is based on the
generalized squared Euclidean distance that adjusts for
unequal variances in the variables. The major advantage of
this procedure is that it is computed in the original space of
the predictor (independent) variables rather than as a
collapsed version which is used in the other method.
Generally, all the variables selected will not
contribute to explain the maximum discriminatory power of
the function. So a selection rule is applied based on certain
criteria to include those variables which best discriminate.
Stepwise selection method was applied in constructing
discriminant function which selects one variable at a time to
include in the function. Before entering into the function the
variables are examined for inclusion in the function.
The variables which could have maximum D2
value, if entered into the function is selected for inclusion in
the function. Once entered any variable already in the
equation is again considered for removal based on certain
removal criteria. Likewise, at each step the next best
discriminating variable is selected and included in the
function and any variable already included in the function is
considered for removal based on the selection and removal
criteria respectively.
Period of the study
The study was confined to a period of three years.
Reviewing the relevant literature and the conceptual frame
work took six months. Preparation of the questionnaire and
conducting the pilot study consumed six months. The data
collection from the primary sources consumed a period of
eight months. Preparing the master table and data analysis
took another six months period. The interpretation and the
presentation of the data in the form of the report covered
five months. The last five months were used for rough
drafting and in making out the final form of the thesis.
X. REVIEW OF LITERATURE
A careful and comprehensive literature scanning is
essential for formulating a research project and working out
best implementation strategy. It is basic homework that is
assumed to have been done vigilantly, and a given fact in
all research papers. Furthermore, it not only surveys what
research has been done in the past on the topic, but it also
appraises, encapsulates, compares and contrasts, and
correlates various scholarly books, research articles, and
other relevant sources that are directly related to the current
research.. .. Around 60 reviews collected
XI. ANALYSIS & INTREPRETATIONS
The researcher has undertaken the present study with
the specific aim of analyzing the HRD mechanisms‟
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operated in the submersible pump industries in coimbatore
city. On the basis of analysis the following findings are
drawn:
11.1 Demographic Profile of the Respondnets
Agewise Distribution
Analysis explains the age group of the
respondents. As the age factors occupies the prior
importance in the survey method and the information
pertaining to HRD mechanisms will be more viable when it
is collected from the various age groups such as 1. Below
25 years 2. 26 to 30 years 3. 31 to 50 years 4. 50 years.
From the analysis it was understood that a 36 per cent of the
employees were in the age category of 26 to 30 years, 24
per cent of the employees were in the age category of below
25 years, 20 per cent of the employees were in the age
category of 31- 50 years, and a remaining 19.2 per cent of
the employees were in the age category of 50 years.
Gender Wise Distribution
The Analysis presents the importance of the
Gender of the employees employed in the submersible
industries, It is a myth that the hard works are carried by the
males, but it is proved wrong in the submersible pump
industries that women employees were also more in
numbers and equal to men employees, From the analysis it
could be understood that 50 per cent of the employees were
male and a 50 per cent of the employees were female.
Educational Qualification
The analysis depicts the educational qualification
of the employees. The education is important in any of the
production, manufacturing industries, from the analysis it
was clear that 27.6 per cent of the employees were Degree
holders, 22.4 per cent of them were Engineering Graduates,
21.8 per cent of the employees have completed ITI, 11 per
cent of them have completed diploma and a remaining 17.2
per cent of the employees have completed higher secondary
school education pertaining to vocational studies which
study the importance of mechanical, instrumental studies.
Monthly Income
The analysis present the monthly income of the
respondents. The monthly income determines the ability of
the employee employed and it is the determining factor for
the level of satisfaction where in the quantum of work is
imposed. From the analysis it was understood that a 31 per
cent of the employees were earning a income below
Rs.7,000, 25.6 per cent of the employees were earning a
monthly income of Rs. 15,000, 23.8 per cent of the
employees were earning a monthly income of Rs.10,001
15,000, and a remaining 19.6 per cent of the employees
were earning a income of Rs. 7,001 – 10,000.
Marital Status
The analysis represents the Marital status
distribution of pump industry employees selected for the
study. It is clear from the analysis that out of 500 selected
respondents 363 are married which accounted for 72.58 %
of the total samples and the remaining are single . This
proves that 2/3 of the selected respondents are married .
Residence
The analysis represents the residence of pump
industry employees selected for the study. It is clear from
the analysis that out of 500 selected respondents 48 are
from Urban area which accounted for 9.58 % of the total
samples and the mainly the employees are from rural area .
It is revealed that there are 310 employees who are from
rural background which accounted for 61.92 % and finally
142 employees are from semi urban area. This proves that
2/3 of the selected respondents are mainly from rural
background are villagers who have moved to pump industry
units for job opportunities.
Employment Status
The analysis represents the employment status of
pump industry employees selected for the study. It is clear
from the analysis that out of 500 selected respondents 174
are permanent employees which accounted for 34.75 % of
the total samples and. It is revealed that there are 267
employees who are working in temporary basis which
accounted for 53.5 % and finally 59 employees are working
under contract. This proves that pump industry sector
provides job opportunities in all the categories and
temporary employees are those who are working in
probation period of one or two years and contract workers
are appointed based on the need .
Skill Category
The analysis represents the employment category
of pump industry employees selected for the study. It is
clear from the analysis that out of 500 selected respondents
155 are skilled employees which accounted for 31.08 %
of the total samples. It is revealed that there are 131
employees who are unskilled and working in pump industry
units which accounted for 26.25% and finally 214
employees are semi skilled and working in the pump
industry sector . This proves that pump industry sector
provides job opportunities in all the categories and skilled
workers are trained more where as unskilled employees are
provided with on the job training based on business
demands.
Length of Service (In Years)
The analysis represents the length of service of
the respondents selected for the study. It is clear from the
analysis that out of 500 selected respondents 39 respondents
are freshers and 48 persons are having experience upto 1
year .It is also clear from the analysis that 149 respondents
are having 1 to 3 years experience and 226 respondents
stated that they have 4 to 6 years of experience .Finally 38
respondents stated that they have 7 years. The following
exhibit shows the graphical representation of the same.
Family Pattern
The analysis represents the Family pattern of the
respondents selected for the study. It is clear from the
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analysis that out of 500 selected respondents 310
respondents are from Nuclear family .It is also observed
from the analysis 135 respondents are from joint family
and 55 respondents stated that they live in extended family.
Number of Dependants
The analysis represents the Number of dependents
of the respondents selected for the study. It is clear from
the analysis that out of 500 selected respondents 166
respondents are having 1-2 dependents .It is also observed
from the analysis that 262 respondents have 3-4
dependents and 35 respondents stated that they live with 5-
6 dependents and finally 37 stated that they have more than
7 dependents .
NATURE of ACCOMMODATION
The analysis represents the Nature of
accommodation of the respondents selected for the study. It
is clear from the analysis that out of 500 selected
respondents 164 respondents having own house .It is also
observed from the analysis 228 respondents staying in
rental house and 156 respondents stated that they live in
hostel and finally 104 stated that they are staying in paying
guest rooms .
XII. OCTAPACE MODEL
Elements of Octapace Model
The following are the elements constructed to
apply OCTAPACE model for the study:
O1 - Free interaction amongst employees, each respecting
other's feelings, competence and sense of judgment,
O2 - Genuine sharing of information, feelings, and thoughts
in meetings,
O3 - Free discussion and communication between seniors
and subordinates,
O4 - Effective managers put a lid on their feelings,
O5 - Free and frank communication between various levels
helps in solving problems,
C1 - Facing and not shying away from problems,
C2 - Going deeper rather than doing surface-level analysis
of interpersonal problems,
C3 – Facing challenges inherent in the work situation,
C4 - Pass the buck tactfully when there is a problem,
C5 - Surfacing problems is not enough; we should find the
solutions,
T1 - Offering moral support and help to employees and
colleagues in crises,
T2 - Interpersonal contact and support amongst employees,
T3 - Confiding in seniors without fear of their misusing
trust,
T4 - Trust begets trust,
T5 - when the chips are down you have to fend for yourself,
A1 - Congruity between feelings and expressed behaviour,
A2 - Tactfulness, smartness and even a little manipulation
to get things done,
A3 - Owning up mistakes made,
A4 - Telling a polite lie is preferable to telling the
unpleasant truth,
A5 - People are what they seem to be,
P1 - Preventive actions on most matters,
P2 - Seniors encouraging their subordinates to think about
their development and take action in that direction,
P3 - Considering both positive and negative aspects before
taking action,
P4 - Prevention is better than cure,
P5 - A stitch in time saves nine,
AU1 - Employees taking independent action relating to
their jobs,
AU2 - Close supervision of, and directing employees on,
action,
AU3 - Obeying and checking with seniors rather than
acting on one's own,
AU4 - Freedom to employees breeds indiscipline,
AU5 - A good way to motivate employees is to give them
autonomy to plan their work,
CO1 - Team work and team spirit,
CO2 - Accepting and appreciating help offered by others,
CO3 - Performing immediate tasks rather than being
concerned about large organizational goals,
CO4 - Usually emphasis on team work dilutes individual
accountability,
CO5 - Employees involvement in developing organizational
mission and goals contributes to productivity,
EX1 - Employees trying out innovative ways of solving
problems,
EX2 - Encouraging employees to take a fresh look at how
things are done,
EX3 - Making genuine attempts to change behavior on the
basis of feedback received,
EX4 - Thinking out and doing new things tones up
organizational vitality,
EX5 - In today's competitive situation consolidation and
stability are more important than experimentation.
With the help of factor analysis the OCTAPACE is
clustered into seven major factors namely:
Challenges faced by employees
Freedom to employees
Responsibility of employees
Self assessment
Team work
Response to feed back
Improvement of the organisation
XIII. CLUSTER ANALYSIS
Grouping of Employees Opinion of Octapace into Cluster
When considering the openness dimension it had a
strong value in second and third cluster and the first cluster
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shows weakness. The confrontation dimension also as the
same as openness dimension but the mean value is lesser in
the first cluster. The Trust dimension followed the first two
in pattern . The Authenticity dimension was strong in first
and second cluster and moderate in the third cluster. The
Pro action is strong in the second cluster, moderate in the
first cluster and weak in the third cluster. The Autonomy
dimensions follow the same mean values of Proaction. The
collaboration and experimentation were weak in the first
cluster, strong in the second cluster, and moderate in case of
collaboration in the third cluster and strong in the third
cluster with respect to experimentation.
Structural modeling was identified in order to
analyse the variables pertaining to the various dimension of
selected pump manufacturing unit employees opinion at
Coimbatore city .
Further the structural modeling has been applied to
identify the results for the various hypothesis framed viz.,
1. Ho: The Openness will have a influence over the
confrontation.
2. Ho: The confrontation will have a influence over
the Trust.
3. Ho; The Trust will have a influence over the
Authenticity.
4. Ho: The Authenticity will have a influence over
the Autonomy.
5. Ho: The Autonomy will have a influence over the
pro activeness
6. Ho: The pro activeness will have a influence over
the collaboration
7. Ho: The Collaboration will have a influence over
the Experimentation.
8. Ho: The Education qualification of the employees
will have a influence over the OCTAPCE
dimensions.
From the vplss model it has proved that:
1. The education has a significance over the
Openness.
2. The education has a significance over the
Confrontation.
3. The education has a significance over the Trust.
4. The education has a significance over the
authenticity.
5. The education has a significance over the pro
action.
6. The education has a significance over the
Autonomy.
7. The education has a significance over the
Collaboration.
8. The education has a significance over the
Experimentation.
Further the model tested with the inner dimensions
of OCTAPACE and it have resulted with the following:
1. The Openness is not having a influence over the
Confrontation.
2. The Confrontation is not having a influence over
the Trust.
3. The Trust is not having a influence over the
Authenticity.
4. The Authenticity is having a influence over the
Pro action.
5. The Pro action is not having a influence over the
Autonomy.
6. The Autonomy is having a influence over the
Collaboration.
7. The Collaboration is not having a influence over
the Experimentation.
Grouping of employees opinion of OCTAPACE into Cluster
XIV. MANAGEMENT ATTITUDE
When analyzing the management attitude
regarding the HRD mechanisms‟ in the pump industries the
factors viz., personnel policies in this organization
facilitate employee development, Managers of this
organization believe that employee's behavior can be
changed and developed at any stage of their life. The
management believes that liberalizing their policies will
make employees enjoy their job have secured the I, II, III
OCTAPACE
Cluster
1 2 3
Openess 1.746(weak) 3.276(strong) 4.875(strong)
Confrontation 1.592(weak) 4.876(strong) 3.127(strong)
Trust 1.752(weak) 3.287(strong) 4.897(strong)
Authenticity 3.654(strong) 3.765(strong) 2.245(moderate)
Pro action 2.832(moderate) 4.456(strong) 1.989(weak)
Autonomy 2.875(moderate) 3.597(strong) 1.824(weak)
Collaboration 1.584(weak) 3.887(strong) 2.854(moderate)
Experimentation 1.276(weak) 3.864(strong) 4.872(strong)
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ranks and it proves the submersible pump industries allows
the employees to facilitate themselves for a better life in the
work place and equal amount of space is provided to the
employees do change their life style and attitude.
Whereas the factors viz., Senior employees in this
organization take active part in the development of juniors
in their job, The management is practicing healthy reward
systems, The top management of this organization make
efforts to identify and utilize the potential of the employees
has secured very low points and it enforces that these
factors has to be concentrated by management to improve
HRD mechanisms‟.
Existing HRD Mechanisms
The existing practices of HRD mechanism is in
pump industries are novel and innovative, The
organizational climate in this organization is very
conductive and supportive to employees to acquire new
knowledge and skills, When the employees are provided
training, they attend the training programmes seriously has
been agreed by the employees towards the maximum extent
and it is positive in the practicing climate of HRD.
When an employee makes a mistake, your
supervisors treat it with understanding and help him learn
from such mistakes rather than punishing him or
discouraging him, When an employee makes a mistake,
your supervisors treat it with understanding and help him
learn from such mistakes rather than punishing him or
discouraging him, Performance appraisal reports of
employees in your organization are based on objective
assessment and not on favoritism factors has to
concentrated more by the oganisations producing
submersible pumps.
Performance Appraisal System
The exisisting training mechanisms‟ adopted in the
organizations were having sound viability among the
employees and they have better scope in developing their
carrier by excelling in their training. Those employees who
takes a better training has been elevated through better
positions in their organizations or outside the organizations.
The factors viz promotion and Reward system
were having low agreeability among the employees and it
proves that there is a mandatory need to the organizations to
evolve a better rewarding practices and promotion avenues
inside the organizations.
Training and Development
When analyzing the outcome of Training and
Development , those employees who underwent training
have been influenced to increase their Efficiency to take
up new assignments in their organizations, and so it helps
to achieve the target within the stipulated time hence it is
an essential factor for the organizations in providing a
better training for their employees.
The factors of training has not helped the
employees in knowing the present technology which could
help them in their production and hence the Training
component has to be designed by the organizations‟ by
giving avenues to impart latest technologies and the
provisions for better training which could lead to higher
productivity.
Promotion Outcome
When the employees are properly trained and
given the culture of promotions it will lead them to take up
excelling outputs. Analysing the outcome of promotion
reveals that the employees have felt that the organization
gives them more responsibility and a way to yield more
Monetary Rewards.
Outcome of Career Development
When taking the outcome of career development it
is understood that the organization has given them more
individual development opportunity so that the productivity
also increases proper motivation will lead to the
development of organization. But the employees have a
opinion that the organization has not allowed to improve
skill and knowledge and a very lesser chance to become
experts.
Level of Satisfaction on the Outcome Of Rewards
The employees level of satisfaction was observed
on the outcome of rewards, the opinion reveals that the
employees were having a high degree of enthusiasm and it
has pulled them to create more interest on tasks. But the
outcome has not helped them to increase their productivity.
In order to increase productivity the employees have to be
given chance to participate in the vision and mission plans
and generate high ideas.
Level of Satisfaction on Quality of Work Life
The employees are facilitated to improve their
quality of life helps in increasing their Morale, and
improvement in productivity.
Level of Satisfaction towards the Outcome Of I.R.
The employees were highly satisfied with use of
organizing of the resources and the smooth processing of
the functions in the organization. But still the organization
has to find way to improve coordination among employees
and the art of assigning tasks.
Level of Satisfaction towards Welfare Facilities
The employees were highly satisfied with the
medical facilities and canteen facilities but still the
organizations has to improve the facilities of rest room
facilities, recreational facilities, and educational facilities.
XV. DISCRIMINANT ANALYSIS
Out of 12 factors ten variables discriminate the
level of job satisfaction of pump industry employees
towards the HRD mechanism which includes Gender, Age,
Native, Marital Status, Educational Qualification,
Employment status, Employment category, Monthly salary,
Length of service, Nature of Accommodation.
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XVI. CONCLUSION
Employees are the valuable assets of any
organization. The present study is an attempt to contribute
to a better understanding of the HRD climate prevailing in
submersible manufacturing organizations. The general
climate, HRD Mechanisms and OCTAPAC culture are
better in submersible pump organizations .From the
analysis it is seen that the organization involved in
manufacturing pumps have given due importance and
priority in implementing HRD mechanisms‟. The extent of
HRD climate prevailing in the organizations is seem to
improve employees performance. It is therefore important
to focus on various aspects of the HRD climate prevalent in
the organization.
SCOPE FOR FURTHER STUDY
The study can be further extended to analyse the theory of
whistle blowing in the pump industry in Coimbatore. As the
industry is complex and the skilled manpower is highly
movable.
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12. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume- 9, Issue- 2, (April 2019)
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ANNEXURE 1
QUESTIONNAIRE
AN ANALYSIS OF THE HRD MECHANISMS EMPLOYED BY THE SUBMERSIBLE PUMP MANUFACTURES
IN COIMBATORE CITY
I. DEMOGRAHIC PROFILE
1. Name of the textile unit & location :
2. Gender : a. Male [ ]
b. Female [ ]
3. Age : a. Below 25 years [ ]
b. 26-30 years [ ]
c. 31-50 years [ ]
d. Above 50 years [ ]
4. Educational Qualification : a. Diploma [ ]
b.ITI [ ]
c. Degree [ ]
d. Engineering [ ]
e. Higher secondary education [ ]
5. Monthly salary (in Rs.) : a. Below Rs.7000 [ ]
b.Rs.7001 to 10000 [ ]
c.Rs.10001 to 15000 [ ]
d. Above Rs.15000 [ ]
6. Native : a. Urban [ ]
b. Rural [ ]
c. Semi Urban [ ]
7. Marital status : a. Married [ ]
b. Single [ ]
8. Employment status : a. Permanent [ ]
b. Temporary [ ]
c. Contract [ ]
9 Employment category : a. skilled [ ]
b. unskilled [ ]
c. semiskilled [ ]
10. Length of service (in years) : a. Fresher [ ]
b. Up to 1 year [ ]
c. 1to 3 years [ ]
d. 4to 6 years [ ]
e. Above 7 years [ ]
11. Family pattern : a. Nuclear family [ ]
b. Joint family [ ]
c. Extended family [ ]
12. Number of dependants in the Family : a. 1 - 2 [ ]
13. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
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77 This work is licensed under Creative Commons Attribution 4.0 International License.
b. 3 - 4 [ ]
c. 5 - 6 [ ]
d. 7 and above [ ]
13. Nature of Accommodation: a) Own house
b)Rental house
c)Hostel
d)Paying guest
[ ]
[ ]
[ ]
[ ]
II. State your agreeability towards the Management Attitude in following the HRD Mechanism (HS – Highly Satisfied,
S – Satisfied, N – Neutral, DS – Dis Satisfied, HDA – Highly Dis Satisfied)
S.NO PARTICULARS HS S N DS HDS
1
The management believes that liberalizing their policies
will make employees enjoy their job
2
the management believes that human resources are an
extremely important resources and employees have to be
treated more humanely
3
Development of the subordinates is seen as an important
part of their job by the managers/officers of the
organization
4
The personnel policies in this organization facilitate
employee development
5
Senior employees in this organization take active part in
the development of juniors in their job
6
Managers of this organization believe that employee's
behavior can be changed and developed at any stage of
their life.
7
The top management of this organization make efforts to
identify and utilize the potential of the employees
8
Promotion of the employee is based on employee
performance level rather than on favoritism
9 The management is practicing healthy reward systems
10
Delegation of authority is to encourage the employees
better their productivity in the organization
III. State your agreeability towards the perceptions by the respondents on the HRD mechanism existing at pump
industries
S.NO PARTICULARS HS S N DS HDS
1
The existing practices of HRD mechanism is in pump
industries are novel and innovative
2
The organizational climate in this organization is very
conductive and supportive to employees to acquire new
knowledge and skills
3 The supervisor's appreciation and cooperation are good
4
Performance appraisal reports of employees in your
organization are based on objective assessment and not on
favoritism
5 When an employee makes a mistake, your supervisors
14. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume- 9, Issue- 2, (April 2019)
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78 This work is licensed under Creative Commons Attribution 4.0 International License.
treat it with understanding and help him learn from such
mistakes rather than punishing him or discouraging him
6
Weakness of employees are communicated to them in a
normal way, and feedback is considered seriously for their
development
7
Employees in this organization take pains to find out their
strengths and weakness from their supervising officers or
colleagues
8
When the employees are provided training, they attend the
training programmes seriously
9
Career opportunities and career planning are properly
informed to junior by senior officers in the organization
10
Job rotation and welfare facilities are provided by the
organization for facilitating employee development
IV. State your agreeability towards the benefits of performance appraisal system
S.NO PARTICULARS HS S N DS HDS
1 Promotion
2 Rewards
3 Training
4 Career development
V. State your agreeability towards the outcome of Training and Development
S.NO PARTICULARS HS S N DS HDS
1 Higher Productivity
2 Knowing About The New Technology
3
Helps To Achieve The Target Within
The Time
4
Increasing Efficiency To Take Up New
Assignment
VI. State your opinion about the promotion outcome
S.NO PARTICULARS HS S N DS HDS
1 More Authority
2 More Responsibility
3 More Monetary Rewards
4 More Recognition
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VIII. Level of satisfaction about the outcome of career development
IX. State your level of satisfaction about the outcome of rewards:
S.NO PARTICULARS HS S N DS HDS
1 Help to improve the productivity
2 Create more interest on tasks
3 Help to keep enthusiasm
4 Stimulate for 100 percent contribution
X. State your agreeability towards the level of satisfaction regarding the resultant outcome of quality of work life
S.NO PARTICULARS HS S N DS HDS
1 Increasing Productivity
2 Increasing Morale
3 Increasing company goodwill
4 Increase Interest Towards Common Goal
XI. State your agreeability towards the level of satisfaction regarding the Outcome of IR
S.NO PARTICULARS HS S N DS HDS
1 Development Of Organization
2 More Individual Development Opportunity
3 Improves Skill And Knowledge
4 Provides Chance To Become Experts
S.NO PARTICULARS HS S N DS HDS
1 Smooth Processing
2 Helps for coordination
3 Easy organizing of the resources
4 Leads to complete the task within time
16. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
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XII. State your agreeability towards the level of satisfaction towards employees’ welfare facilities.
S.NO PARTICULARS HS S N DS HDS
1 Medical facilities
2 Canteen facilities
3 Rest room facilities
4 Recreational facilities
5 Educational facilities
SECTION – C
XIII. STATE YOUR AGREEABILITY TOWARDS THE FOLLOWING VARIABLES REGARDING THE
OCTAPACE (Openess, Collaboration, Trust and Trustworthiness, Authenticity, Proaction, Autonomy, Confrontation and
Experimentation) CULTURE FOLLOWED IN YOUR ORGANIZATION.
variables HS S N DS HDS
O1 Free interaction amongst employees, each respecting other's feelings, competence and sense
of judgment
O2 Genuine sharing of information, feelings, and thoughts in meetings
O3 Free discussion and communication between seniors and subordinates
O4 Effective managers put a lid on their feelings
O5 Free and frank communication between various levels helps in solving problems
C1 Facing and not shying away from problems
C2 Going deeper rather than doing surface-level analysis of interpersonal problems
C3 Facing challenges inherent in the work situation
C4 Pass the buck tactfully when there is a problem
C5 Surfacing problems is not enough; we should find the solutions
T1 Offering moral support and help to employees and colleagues in crises
T2 Interpersonal contact and support amongst employees
T3 Confiding in seniors without fear of their misusing trust
T4 Trust begets trust.
T5 When the chips are down you have to fend for yourself.
17. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
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variables HS S N DS HDS
A1 Congruity between feelings and expressed behavior.
A2 Tactfulness, smartness and even a little manipulation to get things done.
A3 Owning up mistakes made
A4 Telling a polite lie is preferable to telling the unpleasant truth.
A5 People are what they seem to be.
P1 Preventive actions on most matters
P2 Seniors encouraging their subordinates to think about their development and take action in
that direction
P3 Considering both positive and negative aspects before taking action.
P4 Prevention is better than cure.
P5 A stitch in time saves nine.
AU1 Employees taking independent action relating to their jobs.
AU2 Close supervision of, and directing employees on, action.
AU3 Obeying and checking with seniors rather than acting on one's own.
AU4 Freedom to employees breeds indiscipline
AU5 A good way to motivate employees is to give them autonomy to plan their work.
CO1 Team work and team spirit.
CO2 Accepting and appreciating help offered by others.
CO3 Performing immediate tasks rather than being concerned about large organizational goals.
CO4 Usually emphasis on team work dilutes individual accountability
CO5 Employees involvement in developing organizational mission and goals contributes to
productivity
EX1 Employees trying out innovative ways of solving problems.
EX2 Encouraging employees to take a fresh look at how things are done.
EX3 Making genuine attempts to change behavior on the basis of feedback received.
EX4 Thinking out and doing new things tones up organizational vitality
EX5 In today's competitive situation consolidation and stability are more important than
experimentation