This document summarizes several studies on human resource management (HRM) and employee performance in the banking sector in India. It discusses the main challenges faced by banks, including adapting to changing economic conditions and regulations. Several literature reviews are also summarized that examine topics like HRM best practices, leadership styles, job descriptions, quality of worklife, and organizational effectiveness in banks. Case studies are presented on innovative HRM practices at State Bank of India, including performance appraisal, training programs, and organization development initiatives.
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
This document reviews literature on competency-based management and its uses in organizations. It defines competency-based management as focusing on identifying the skills, knowledge, and behaviors needed for effective job performance. Competency models link these competencies to human resources processes like recruitment, training, performance evaluation, and compensation. The literature finds that competency-based management can improve organizational performance by developing employees' competencies, increasing workforce flexibility, and better integrating HR strategies with business goals. However, more research is still needed on competency-based management practices in Indian organizations specifically.
This document discusses a qualitative research study on the role of talent management in human resources management within the aviation industry. The study was conducted through semi-structured interviews with 10 human resources managers over a 6 month period. The results revealed relationships between talent management and concepts like performance, potential, efficiency, effectiveness, qualification, suitability, and quality. It was observed that businesses need to identify and retain talented employees to adapt to technological, sociological, and scientific changes. Talent management aims to ensure talented individuals, the most valuable asset, participate in business processes and stay with the company long-term.
Innovative Human Resource Practices In Indian Banks: A Study From Hr Manager’...IJERA Editor
Banking sector is one of the vital financial pillars of Indian economy. The liberalization policy has affected the
competitiveness of banks due to the global pressures resulting into combination of Human Resource
Management with business policies. The survey by Boston Consulting Group (BCG) and Indian Bank’s
Association (IBA) report that the Indian banking industry will face two upcoming challenges that is an
economically viable solution for financial inclusion and human resources framework in next one decade. While
the first challenge demands unusual innovation and experimentation, the second threatens to cripple the ability
of the largest segment of the banking industry from being able to innovate and stay competitive. The unique
complexities of the public sector make conventional HR solutions ineffective. The initiatives like “Pradhan
Mantri Jan-Dhan Yojana” by the Honourable Prime Minister of India, banks contribution in the financial
inclusion has boosted up, but the employee’s expectations from the industry have also arisen. This calls for a
need to innovate the earlier HR practices of the banks so that the employee productivity can be enhanced. This
paper aims to provide an insight to such innovations, related to Human Resource Management with the help of a
primary study based on the viewpoints of HR managers of six different Indian banks both from public and
private sector. These innovative HRM practices have been listed under seven different heads of HRM namely
recruitment & selection, training and development, performance management, compensation management,
career development, employee motivation and employee security. A few of the earlier studies have also been
referred for the final conclusions. The level of implementation of these innovations may not be satisfactory, yet
the implementation has been started and the favourable results in the productivity will make these banks feel
how important these are for their growth. It has been found that convergence of practices of new and innovative
HR areas will benefit the banks to become more competitive.
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
A study of corporatization of civic management (1)prj_publication
This document discusses the need to adopt corporate principles in civic management. It notes that ancient Indian cities like Harappa and Mohenjodaro were well developed due to principles of efficiency, effectiveness, and optimal resource use. However, modern civic management lacks professionalism and fails to optimally utilize resources. The paper argues for civic bodies to incorporate corporate objectives focused on issues like working culture differences, converging objectives, and processes. Specific recommendations include long-term city planning, adequate land allocation, improved transportation, efficient water management, and addressing rural-urban migration. The goal is for civic bodies to effectively serve citizens and improve quality of life, like corporate organizations.
The government is considering replacing the top executives of four major public sector banks due to poor performance. This leadership change is meant to signal that improved performance is expected in exchange for the capital support of Rs. 88,000 crore given to 20 state-run banks. Talent management is crucial for the banking sector given the challenges of attrition, high turnover, and attracting new talent. Retaining talented employees through effective talent management strategies will be key to the future success of banks.
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
This document reviews literature on competency-based management and its uses in organizations. It defines competency-based management as focusing on identifying the skills, knowledge, and behaviors needed for effective job performance. Competency models link these competencies to human resources processes like recruitment, training, performance evaluation, and compensation. The literature finds that competency-based management can improve organizational performance by developing employees' competencies, increasing workforce flexibility, and better integrating HR strategies with business goals. However, more research is still needed on competency-based management practices in Indian organizations specifically.
This document discusses a qualitative research study on the role of talent management in human resources management within the aviation industry. The study was conducted through semi-structured interviews with 10 human resources managers over a 6 month period. The results revealed relationships between talent management and concepts like performance, potential, efficiency, effectiveness, qualification, suitability, and quality. It was observed that businesses need to identify and retain talented employees to adapt to technological, sociological, and scientific changes. Talent management aims to ensure talented individuals, the most valuable asset, participate in business processes and stay with the company long-term.
Innovative Human Resource Practices In Indian Banks: A Study From Hr Manager’...IJERA Editor
Banking sector is one of the vital financial pillars of Indian economy. The liberalization policy has affected the
competitiveness of banks due to the global pressures resulting into combination of Human Resource
Management with business policies. The survey by Boston Consulting Group (BCG) and Indian Bank’s
Association (IBA) report that the Indian banking industry will face two upcoming challenges that is an
economically viable solution for financial inclusion and human resources framework in next one decade. While
the first challenge demands unusual innovation and experimentation, the second threatens to cripple the ability
of the largest segment of the banking industry from being able to innovate and stay competitive. The unique
complexities of the public sector make conventional HR solutions ineffective. The initiatives like “Pradhan
Mantri Jan-Dhan Yojana” by the Honourable Prime Minister of India, banks contribution in the financial
inclusion has boosted up, but the employee’s expectations from the industry have also arisen. This calls for a
need to innovate the earlier HR practices of the banks so that the employee productivity can be enhanced. This
paper aims to provide an insight to such innovations, related to Human Resource Management with the help of a
primary study based on the viewpoints of HR managers of six different Indian banks both from public and
private sector. These innovative HRM practices have been listed under seven different heads of HRM namely
recruitment & selection, training and development, performance management, compensation management,
career development, employee motivation and employee security. A few of the earlier studies have also been
referred for the final conclusions. The level of implementation of these innovations may not be satisfactory, yet
the implementation has been started and the favourable results in the productivity will make these banks feel
how important these are for their growth. It has been found that convergence of practices of new and innovative
HR areas will benefit the banks to become more competitive.
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
A study of corporatization of civic management (1)prj_publication
This document discusses the need to adopt corporate principles in civic management. It notes that ancient Indian cities like Harappa and Mohenjodaro were well developed due to principles of efficiency, effectiveness, and optimal resource use. However, modern civic management lacks professionalism and fails to optimally utilize resources. The paper argues for civic bodies to incorporate corporate objectives focused on issues like working culture differences, converging objectives, and processes. Specific recommendations include long-term city planning, adequate land allocation, improved transportation, efficient water management, and addressing rural-urban migration. The goal is for civic bodies to effectively serve citizens and improve quality of life, like corporate organizations.
The government is considering replacing the top executives of four major public sector banks due to poor performance. This leadership change is meant to signal that improved performance is expected in exchange for the capital support of Rs. 88,000 crore given to 20 state-run banks. Talent management is crucial for the banking sector given the challenges of attrition, high turnover, and attracting new talent. Retaining talented employees through effective talent management strategies will be key to the future success of banks.
Training and Development in Commercial Banks in TamilnaduIJSRED
This document summarizes a study on talent management in commercial banks in Tamil Nadu, India. It finds that public sector banks and new generation private banks differ in their approaches to training employees. Public sector banks focus more on seniority, while private banks emphasize performance and attracting young talent. Both aim to enhance employee benefits and reduce turnover through training. The banking industry faces challenges like developing human capital and retaining skilled workers as technology changes job skills. Banks are addressing this through training programs, performance management, and talent identification to prepare the workforce for the future.
The Term paper based on primary and secondary basis so do not copy it . Do study and taken help from this term paper. It is a well structure term paper. Yes all works have mistakes if here found some mistakes so forgive me.
Hr human resource competencies an empirical study on the hrMarcus Vannini
This document summarizes a study examining the vital competencies of Human Resource (HR) professionals in the manufacturing sector in Malaysia. The study used a competency survey model to examine competencies in business knowledge, strategic contribution, HR delivery, personal credibility, and HR technology. A sample of 32 HR professionals from Malaysian manufacturing companies were surveyed. The analysis found that personal credibility and HR delivery competencies like personal communication, legal compliance, relationship building, and performance management were most highly ranked. Competencies in strategic contribution, business knowledge, and HR technology also showed significant correlation with firm performance.
Hierarchical latent variable models in pls semAmanatAli57
This document summarizes a research study that examined the relationship between human resource management (HRM) practices and innovative ability of employees in the banking sector of Vehari, Pakistan. The study investigated how six HRM practices (reward strategy, recruitment strategy, performance appraisal, career-oriented trainings, performance-oriented trainings, and career management) related to innovation and whether organizational culture moderated this relationship. Survey data found partial support for the relationship between HRM practices and innovation. Reward strategy, recruitment strategy, and performance appraisal positively predicted innovation, while career management also had a positive impact. However, career-oriented and performance-oriented trainings did not predict innovation. Organizational culture was found to negatively moderate
Corporate Governance and Presence of Women Director on Boards”-IOSRJBM
The essence of Corporate Governance practices in the new Millennium is construed to mean something beyond the formal demonstrations and exhibitions of accountability and trust. The appropriateness of corporate governance can be felt only by giving regard to the assessment of competencies and behavioral skills of the Board of Directors. The companies with the goal of composing boards with integrity and expertise are dipping into new pools of candidates including women. Yet some of the large companies still have no women directors.In this paper an attempt is made to find answer for the question,“Are there enough qualified, competent and skilled women directors available to substantially increase the representation of women on boards”. The paper also poises certain examples, where women have proved competence, appropriateness and trust around the world. Further the paper also examines whether fortune Indian companies which has made its position on global fortune 500 companies has women directors on the board.
This document is the table of contents for volume 15, number 4 of the July 2015 issue of the International Journal of Computer Science and Business Informatics. It lists three articles included in this issue:
1. An article on the impact of human capital development on the managerial workforce of small and medium enterprises (SMEs) in Sabah, Malaysia.
2. A survey article on mobile cloud computing that discusses the advantages, challenges, and approaches to mobile cloud computing.
3. An article on an efficient authentication protocol for mobile cloud environments using elliptic curve cryptography.
The document provides the titles, authors, and page numbers for each of the three articles in this issue of the journal. It identifies
It’s high time to come to terms with hcm – the superset of hrm!prjpublications
This document summarizes a research study on measuring human capital management (HCM) in the IT industry in India. The study aims to determine if IT companies have measurement systems in place to optimize HCM and organizational performance. It reviews literature on measuring HR and human capital. The study measures HCM using 5 parameters (leadership practices, employee engagement, knowledge accessibility, workforce optimization, organizational learning capacity) and 20 factors within those parameters. Data was collected via survey from IT employees. The objectives are to characterize respondents, assess measurement systems, measure HCM value, and analyze correlations between human capital drivers. Results may show the level of focus on HCM among Indian IT firms and their understanding of its importance for knowledge-based industries
The document discusses a study that aimed to identify competencies required for HR professionals in different roles and sectors. Surveys were conducted of industries in various sectors to compile a list of 51 competencies. Respondents then prioritized the competencies for 4 HR roles: strategic partner, change agent, employee champion, and administrative expert. Analysis found the top 5 competencies varied by role but most competencies did not differ significantly by sector. The competencies required are more dependent on the specific HR role than the industry sector.
This document discusses the importance of talent management in business strategy. It reviews literature on the topic and finds that talent management plays a key role in modern organizational strategies. Specifically:
1) Talent management helps organizations discover and utilize the unique behavioral attributes of human resources, which can contribute greatly to an organization's value if harnessed effectively.
2) Recent literature emphasizes that organizations must develop their intellectual talent pools in order to grow and improve performance according to changing global business needs.
3) Talent management has become a critical aspect of organizational development, as the global competition for top talent has intensified over the last decade and will continue doing so. Developing and retaining talent is seen as worth fighting for.
This study was about competency in leadership Selection at the Ministry of Public Service Uganda
with an Expert Perspective. The main objectives were to identify the competencies that practitioner experts
recommend in the selection of leaders in the ministry of public service by the year 2040 and beyond and to
identify recommendations of what practitioner experts’ rate as the most important and feasible in the
recruitment of leaders in the ministry of public service by the year 2040 and beyond
- Mohammad Khasro Miah is a professor at the School of Business and Economics at North South University in Dhaka, Bangladesh.
- He has a PhD in international development from Nagoya University in Japan and has held post-doctoral fellowships in the US and Japan.
- His research focuses on strategic human resource management practices in domestic and global businesses, especially in South Asia.
- He has published over 25 research papers on topics related to HRM practices in local and multinational companies in South Asia.
The document discusses obstacles to establishing an effective employee suggestion system from the perspective of employees at the Kermanshah Province Ministry of Education in Iran. It identifies four main categories of obstacles: managing obstacles, systemic obstacles, cultural/structural obstacles, and obstacles arising from employees. Through a survey of 195 employees, it finds that the most significant obstacles are a lack of exact evaluation of suggestions, insufficiently skilled staff on the evaluation committee, and failure to provide rewards for accepted suggestions (systemic obstacles). It also finds that lack of manager risk-taking, lack of manager belief in the suggestion system, and conflicts between management styles and the suggestion system are the most impactful managing obstacles.
This document provides a synopsis of a PhD thesis submitted in 2008 that studied worker empowerment at Polyhydron Private Limited in Belgaum, India. The thesis had the following objectives: 1) Understand how an innovative company can create an empowering workplace culture, 2) Study the impact of such practices on empowerment and organizational performance, 3) Identify the systems, practices, policies, and leadership that contribute to empowerment. The study tested several hypotheses related to empowerment and organizational success. It aimed to provide insights into developing an empowering culture and high-performance workforce.
This document summarizes a paper examining opportunities and constraints facing women entrepreneurs in India. It reviews literature on challenges women entrepreneurs face, such as financial, marketing, production, and socio-personal problems. The paper presents findings from interviews with women entrepreneurs in Jaipur to understand their perceptions of micro and macro factors influencing entrepreneurship. It highlights the need to consider both personal and systemic factors to fully understand women's entrepreneurial experiences.
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.
The Impact of Knowledge Management on the Function of Employee Performance Ap...IJMIT JOURNAL
The study aimed at identifying the impact of knowledge management on the function of employee performance appraisals (it is one of the most important functions of human resources management) in Jordanian industrial public shareholding companies, relying on the descriptive analytical approach. A questionnaire has been developed and distributed on individuals of the study sample consisting of managers of departments and sections of human resources in each company. The number of questionnaire retrieved and valid for statistical analysis (294) representing (86.5%) of the distributed questionnaires. In order to analyze the study sample, reliance was placed on descriptive statistics, represented in the
arithmetic means and standard deviations, in addition to the multiple linear regression analysis in hypothesis testing. The study reached a number of findings, most importantly, the presence of statistically significant impact at the level of (α=0.05) for the knowledge management including its dimensions (knowledge generation, knowledge storage, knowledge sharing, knowledge application) on the function of
employee performance appraisals in Jordanian industrial public shareholding companies. The study has recommended that the Jordanian industrial public shareholding companies should follow an efficient evaluation system capable of identifying the employees’ weaknesses.
Building Positive Employment Relations in India: The Way Forwardchikatisrinu
There has been a persistent and pervasive incidence of poverty, unemployment and social exclusion and the resultant social turbulence all over the developing world even after their following neo-liberal policies. The employment relations and labor market institutions have been undergoing sweeping changes since last two decades all over the world and more particularly in the developing countries like India due to the ongoing globalization and the resultant hyper-competition, rapid technological and product innovations and the ICT revolution. Under the influence of new world order, the employers in India both pub-lic and private sector have resorted to massive restructuring of their businesses in order to gain competitive advantage and to survive and grow in the competitive global markets. This has also resulted in restructuring of their internal labor markets.
As per Towers Watson's research, 56 % of employees in India believe they must leave their organization to advance to a better job. Comparative figures stand at 43% for the United States, 41 % percent for the United Kingdom, 38 % for China and 37 % for Germany. This clearly suggests that a large number of employees in India have come to seriously consider job-hopping as a means to advance their careers.
Role of Living and Surface Anatomy in Current Trends of Medical EducationIJARIIE JOURNAL
This document discusses current trends in teaching living and surface anatomy in medical education. It notes that allocated time for anatomy teaching has decreased in medical schools in recent decades. Living and surface anatomy help students develop clinical skills. New teaching methods like body painting, peer physical examination, medical imaging and virtual anatomy software have been implemented to teach living and surface anatomy due to reduced time and advances in technology. The document reviews the history of teaching living anatomy and compares different teaching methods, emphasizing that living and surface anatomy should be an integral part of medical curricula taught through various innovative strategies.
This document analyzes India's import demand for petroleum during a period of liberalization from 1981 to 2006. It estimates import demand functions using cointegration and error correction modeling approaches. The empirical results suggest there is a long-run equilibrium relationship between petroleum imports, import prices, income, wholesale prices, import duties, and foreign exchange reserves. The study aims to determine if liberalization policies in India impacted the country's petroleum import demand function.
Carbon fiber is an important material used to make lightweight and strong composite materials. It has high strength and stiffness but is also very lightweight. Carbon fiber composites are used in applications like aerospace structures, wind turbines, sports equipment, and transportation. The manufacturing process of carbon fiber involves spinning a precursor material like polyacrylonitrile (PAN) or pitch into fibers, then stabilizing and carbonizing the fibers at high temperatures to form carbon crystals within tightly bonded atomic structures. The carbon fibers are also treated and coated to improve adhesion with matrix resins and handleability. The resulting carbon fiber composites have advantages like high strength-to-weight ratio, corrosion resistance, fatigue resistance, and design flexibility.
Training and Development in Commercial Banks in TamilnaduIJSRED
This document summarizes a study on talent management in commercial banks in Tamil Nadu, India. It finds that public sector banks and new generation private banks differ in their approaches to training employees. Public sector banks focus more on seniority, while private banks emphasize performance and attracting young talent. Both aim to enhance employee benefits and reduce turnover through training. The banking industry faces challenges like developing human capital and retaining skilled workers as technology changes job skills. Banks are addressing this through training programs, performance management, and talent identification to prepare the workforce for the future.
The Term paper based on primary and secondary basis so do not copy it . Do study and taken help from this term paper. It is a well structure term paper. Yes all works have mistakes if here found some mistakes so forgive me.
Hr human resource competencies an empirical study on the hrMarcus Vannini
This document summarizes a study examining the vital competencies of Human Resource (HR) professionals in the manufacturing sector in Malaysia. The study used a competency survey model to examine competencies in business knowledge, strategic contribution, HR delivery, personal credibility, and HR technology. A sample of 32 HR professionals from Malaysian manufacturing companies were surveyed. The analysis found that personal credibility and HR delivery competencies like personal communication, legal compliance, relationship building, and performance management were most highly ranked. Competencies in strategic contribution, business knowledge, and HR technology also showed significant correlation with firm performance.
Hierarchical latent variable models in pls semAmanatAli57
This document summarizes a research study that examined the relationship between human resource management (HRM) practices and innovative ability of employees in the banking sector of Vehari, Pakistan. The study investigated how six HRM practices (reward strategy, recruitment strategy, performance appraisal, career-oriented trainings, performance-oriented trainings, and career management) related to innovation and whether organizational culture moderated this relationship. Survey data found partial support for the relationship between HRM practices and innovation. Reward strategy, recruitment strategy, and performance appraisal positively predicted innovation, while career management also had a positive impact. However, career-oriented and performance-oriented trainings did not predict innovation. Organizational culture was found to negatively moderate
Corporate Governance and Presence of Women Director on Boards”-IOSRJBM
The essence of Corporate Governance practices in the new Millennium is construed to mean something beyond the formal demonstrations and exhibitions of accountability and trust. The appropriateness of corporate governance can be felt only by giving regard to the assessment of competencies and behavioral skills of the Board of Directors. The companies with the goal of composing boards with integrity and expertise are dipping into new pools of candidates including women. Yet some of the large companies still have no women directors.In this paper an attempt is made to find answer for the question,“Are there enough qualified, competent and skilled women directors available to substantially increase the representation of women on boards”. The paper also poises certain examples, where women have proved competence, appropriateness and trust around the world. Further the paper also examines whether fortune Indian companies which has made its position on global fortune 500 companies has women directors on the board.
This document is the table of contents for volume 15, number 4 of the July 2015 issue of the International Journal of Computer Science and Business Informatics. It lists three articles included in this issue:
1. An article on the impact of human capital development on the managerial workforce of small and medium enterprises (SMEs) in Sabah, Malaysia.
2. A survey article on mobile cloud computing that discusses the advantages, challenges, and approaches to mobile cloud computing.
3. An article on an efficient authentication protocol for mobile cloud environments using elliptic curve cryptography.
The document provides the titles, authors, and page numbers for each of the three articles in this issue of the journal. It identifies
It’s high time to come to terms with hcm – the superset of hrm!prjpublications
This document summarizes a research study on measuring human capital management (HCM) in the IT industry in India. The study aims to determine if IT companies have measurement systems in place to optimize HCM and organizational performance. It reviews literature on measuring HR and human capital. The study measures HCM using 5 parameters (leadership practices, employee engagement, knowledge accessibility, workforce optimization, organizational learning capacity) and 20 factors within those parameters. Data was collected via survey from IT employees. The objectives are to characterize respondents, assess measurement systems, measure HCM value, and analyze correlations between human capital drivers. Results may show the level of focus on HCM among Indian IT firms and their understanding of its importance for knowledge-based industries
The document discusses a study that aimed to identify competencies required for HR professionals in different roles and sectors. Surveys were conducted of industries in various sectors to compile a list of 51 competencies. Respondents then prioritized the competencies for 4 HR roles: strategic partner, change agent, employee champion, and administrative expert. Analysis found the top 5 competencies varied by role but most competencies did not differ significantly by sector. The competencies required are more dependent on the specific HR role than the industry sector.
This document discusses the importance of talent management in business strategy. It reviews literature on the topic and finds that talent management plays a key role in modern organizational strategies. Specifically:
1) Talent management helps organizations discover and utilize the unique behavioral attributes of human resources, which can contribute greatly to an organization's value if harnessed effectively.
2) Recent literature emphasizes that organizations must develop their intellectual talent pools in order to grow and improve performance according to changing global business needs.
3) Talent management has become a critical aspect of organizational development, as the global competition for top talent has intensified over the last decade and will continue doing so. Developing and retaining talent is seen as worth fighting for.
This study was about competency in leadership Selection at the Ministry of Public Service Uganda
with an Expert Perspective. The main objectives were to identify the competencies that practitioner experts
recommend in the selection of leaders in the ministry of public service by the year 2040 and beyond and to
identify recommendations of what practitioner experts’ rate as the most important and feasible in the
recruitment of leaders in the ministry of public service by the year 2040 and beyond
- Mohammad Khasro Miah is a professor at the School of Business and Economics at North South University in Dhaka, Bangladesh.
- He has a PhD in international development from Nagoya University in Japan and has held post-doctoral fellowships in the US and Japan.
- His research focuses on strategic human resource management practices in domestic and global businesses, especially in South Asia.
- He has published over 25 research papers on topics related to HRM practices in local and multinational companies in South Asia.
The document discusses obstacles to establishing an effective employee suggestion system from the perspective of employees at the Kermanshah Province Ministry of Education in Iran. It identifies four main categories of obstacles: managing obstacles, systemic obstacles, cultural/structural obstacles, and obstacles arising from employees. Through a survey of 195 employees, it finds that the most significant obstacles are a lack of exact evaluation of suggestions, insufficiently skilled staff on the evaluation committee, and failure to provide rewards for accepted suggestions (systemic obstacles). It also finds that lack of manager risk-taking, lack of manager belief in the suggestion system, and conflicts between management styles and the suggestion system are the most impactful managing obstacles.
This document provides a synopsis of a PhD thesis submitted in 2008 that studied worker empowerment at Polyhydron Private Limited in Belgaum, India. The thesis had the following objectives: 1) Understand how an innovative company can create an empowering workplace culture, 2) Study the impact of such practices on empowerment and organizational performance, 3) Identify the systems, practices, policies, and leadership that contribute to empowerment. The study tested several hypotheses related to empowerment and organizational success. It aimed to provide insights into developing an empowering culture and high-performance workforce.
This document summarizes a paper examining opportunities and constraints facing women entrepreneurs in India. It reviews literature on challenges women entrepreneurs face, such as financial, marketing, production, and socio-personal problems. The paper presents findings from interviews with women entrepreneurs in Jaipur to understand their perceptions of micro and macro factors influencing entrepreneurship. It highlights the need to consider both personal and systemic factors to fully understand women's entrepreneurial experiences.
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.
The Impact of Knowledge Management on the Function of Employee Performance Ap...IJMIT JOURNAL
The study aimed at identifying the impact of knowledge management on the function of employee performance appraisals (it is one of the most important functions of human resources management) in Jordanian industrial public shareholding companies, relying on the descriptive analytical approach. A questionnaire has been developed and distributed on individuals of the study sample consisting of managers of departments and sections of human resources in each company. The number of questionnaire retrieved and valid for statistical analysis (294) representing (86.5%) of the distributed questionnaires. In order to analyze the study sample, reliance was placed on descriptive statistics, represented in the
arithmetic means and standard deviations, in addition to the multiple linear regression analysis in hypothesis testing. The study reached a number of findings, most importantly, the presence of statistically significant impact at the level of (α=0.05) for the knowledge management including its dimensions (knowledge generation, knowledge storage, knowledge sharing, knowledge application) on the function of
employee performance appraisals in Jordanian industrial public shareholding companies. The study has recommended that the Jordanian industrial public shareholding companies should follow an efficient evaluation system capable of identifying the employees’ weaknesses.
Building Positive Employment Relations in India: The Way Forwardchikatisrinu
There has been a persistent and pervasive incidence of poverty, unemployment and social exclusion and the resultant social turbulence all over the developing world even after their following neo-liberal policies. The employment relations and labor market institutions have been undergoing sweeping changes since last two decades all over the world and more particularly in the developing countries like India due to the ongoing globalization and the resultant hyper-competition, rapid technological and product innovations and the ICT revolution. Under the influence of new world order, the employers in India both pub-lic and private sector have resorted to massive restructuring of their businesses in order to gain competitive advantage and to survive and grow in the competitive global markets. This has also resulted in restructuring of their internal labor markets.
As per Towers Watson's research, 56 % of employees in India believe they must leave their organization to advance to a better job. Comparative figures stand at 43% for the United States, 41 % percent for the United Kingdom, 38 % for China and 37 % for Germany. This clearly suggests that a large number of employees in India have come to seriously consider job-hopping as a means to advance their careers.
Role of Living and Surface Anatomy in Current Trends of Medical EducationIJARIIE JOURNAL
This document discusses current trends in teaching living and surface anatomy in medical education. It notes that allocated time for anatomy teaching has decreased in medical schools in recent decades. Living and surface anatomy help students develop clinical skills. New teaching methods like body painting, peer physical examination, medical imaging and virtual anatomy software have been implemented to teach living and surface anatomy due to reduced time and advances in technology. The document reviews the history of teaching living anatomy and compares different teaching methods, emphasizing that living and surface anatomy should be an integral part of medical curricula taught through various innovative strategies.
This document analyzes India's import demand for petroleum during a period of liberalization from 1981 to 2006. It estimates import demand functions using cointegration and error correction modeling approaches. The empirical results suggest there is a long-run equilibrium relationship between petroleum imports, import prices, income, wholesale prices, import duties, and foreign exchange reserves. The study aims to determine if liberalization policies in India impacted the country's petroleum import demand function.
Carbon fiber is an important material used to make lightweight and strong composite materials. It has high strength and stiffness but is also very lightweight. Carbon fiber composites are used in applications like aerospace structures, wind turbines, sports equipment, and transportation. The manufacturing process of carbon fiber involves spinning a precursor material like polyacrylonitrile (PAN) or pitch into fibers, then stabilizing and carbonizing the fibers at high temperatures to form carbon crystals within tightly bonded atomic structures. The carbon fibers are also treated and coated to improve adhesion with matrix resins and handleability. The resulting carbon fiber composites have advantages like high strength-to-weight ratio, corrosion resistance, fatigue resistance, and design flexibility.
This document describes the design and manufacturing of an autonomous cart capable of following a user. The cart uses a Microsoft Kinect sensor to recognize and track users through voice and gesture recognition. An Arduino microcontroller controls the cart's motors to follow the user while avoiding obstacles. Two prototypes were created, with the second using stronger aluminum wheels, an acrylic base, and improved Kinect mounting. The cart aims to autonomously follow a single identified user based on their commands, maintaining distance and navigating obstacles. The document evaluates the cart's stress resistance and ability to meet the objectives of autonomous user following.
This document discusses environmental biotechnology and traditional Indian approaches to environmental issues. It provides an overview of environmental biotechnology techniques used to treat waste and pollution. It also discusses views from ancient Indian scriptures that emphasize harmony between humans and nature. The document advocates applying insights from Indian philosophy's holistic view of the world to help address modern environmental problems through a balanced approach considering both traditional knowledge and new technologies.
This document proposes an improved steganography approach using color-guided channels in digital images. It begins with an introduction to steganography and discusses how it can be used to hide secret data or messages within cover objects like images, video, or audio files. The proposed method embeds data into a color image's RGB channels. It first converts the secret message to a binary bit stream and compresses it using run length encoding. The data is then embedded directly into the LSBs of some channels and indirectly into other channels by encoding counts. This approach aims to improve the visual quality of the stego image and have higher embedding capacity compared to existing methods.
The document discusses video streaming and content sharing between Android mobile devices and PCs using a peer-to-peer approach without servers. It presents an application that allows live video captured on a mobile device to be streamed and viewed on a nearby PC in real-time over WiFi. Content like images and text can also be shared between devices. The application has uses for social sharing, cooperative work, and assisting elderly/impaired users. It analyzes related works on mobile video streaming and discusses the system design.
This document discusses failure analysis of bearing cups in drive shaft assemblies. It aims to find a cost-effective solution to eliminate bearing cup cracking during assembly of universal joints. Various heat treatment processes are considered and carbonitriding is identified as the optimal process. It reduces bearing cup failure and manufacturing costs compared to other options like case hardening. A systematic methodology is applied, including understanding the current problem, analysis using wear testing and FEA, and implementing and confirming the effects of carbonitriding as a corrective measure.
This document summarizes a study on the effect of weld angles on butt weld joint strength. Specimens were made with V-groove weld geometries at included angles of 450, 500, 550, and 600 degrees. Tensile and fatigue tests were conducted on the specimens. The results showed that tensile strength and fatigue life increased with increasing included angle, with 600 degrees performing best. Tensile strength increased up to 76.64% and fatigue life up to 46.15% for the 600 degree angle compared to 450 degrees. Ultrasonic and magnetic testing found no defects in the welds. Therefore, the 600 degree angle provided better strength performance than the 450 degree commonly used.
This study aimed to correlate knee height with body height and develop regression equations to estimate body height from knee height measurements in subjects from North India. The study measured the body height and knee height of 1000 healthy subjects aged 18 and older. Knee height was found to be positively correlated with body height. Regression analyses were used to generate equations to estimate body height based on knee height, with separate equations for males and females that also included age as a predictor variable. The equations were intended to provide a more accurate estimation of body height that is less affected by age-related changes.
This document discusses processing private K-nearest neighbor (KNN) queries over untrusted cloud data. It proposes a framework that uses privacy homomorphism to securely process queries while preserving the privacy of both the data owner and the client submitting queries. The framework divides query processing into node traversal and distance computation steps. It encrypts the data index and uses the cloud to decrypt distances during computation, while preventing any party from accessing the actual query or result distances. The framework allows private querying without revealing sensitive information to the cloud or data owner.
This document describes the establishment of a fibroblast cell line from frozen embryos of Arbor Acre broiler chickens. Key findings include:
1) Fibroblast cells were successfully isolated from fresh and frozen embryos and exhibited typical fibroblast morphology.
2) Cell viability was over 80% after thawing frozen embryos and fibroblasts showed a population doubling time of around 42 hours.
3) Karyotyping showed the cells had a normal diploid chromosome number of 78 for chickens and a high percentage of cells were diploid.
4) Transfection of cells with a fluorescent protein vector showed protein expression and formation of fluorescent colonies over time, indicating the cells could be genetically modified.
This document discusses the study of nonlinear behavior in vibrating systems. It begins with an abstract that defines vibration and explains why nonlinear models are needed to accurately describe real structures. The document then focuses on optimizing the vibration behavior of an absorber system with two degrees of freedom, a shock absorber, and nonlinear stiffness, subjected to harmonic loads. Both deterministic and stochastic cases are considered to find optimal response envelopes for nonlinear displacements, phases, and forces. Different types of nonlinear vibration isolators are also described, including ultra-low frequency isolators, Euler column isolators, and Gospodnetic-Frisch-Fay beam isolators.
The document discusses using Bayesian inference and Dempster-Shafer theory to establish trust relationships and achieve security in mobile ad hoc networks (MANETs). It proposes combining direct observation using Bayesian inference with indirect observation using Dempster-Shafer theory to calculate trust values for nodes. The approach is tested in simulations using the AODV routing protocol, showing improved packet delivery ratio, throughput, and end-to-end delay compared to existing systems.
This document describes a proposed system for an automatic energy meter reading system using an ARM7 microcontroller and GSM technology. The system would automatically send meter readings and load information daily to the electricity provider via SMS. It would also allow the provider to remotely control load disconnection if payment is not made. This would make the meter reading process more efficient and accurate compared to manual readings, while also preventing electricity theft.
This document summarizes a numerical study of microchannels with internal fins for cooling electronic equipment. Three types of microchannels were studied: square channels with conventional and cross fins, and rectangular channels with conventional fins. Constant heat flux boundary conditions and laminar flow were assumed. Results for average local Nusselt number distribution along the channel length were obtained as a function of fin height ratio. An optimum fin height ratio that maximized heat transfer was found for each microchannel type. Grid independence testing was performed to select the appropriate mesh for the numerical simulations.
This document summarizes a study on the effect of lubrication conditions on surface roughness during facing operations. The study tested different lubrication conditions (dry, semi-dry, wet) using different cutting fluids on three materials (mild steel, aluminum, cast iron) at various cutting speeds. The results showed that lubrication conditions during facing impact the roughness of machined metal surfaces, with optimal cutting fluids providing economic and environmental benefits through improved machining performance.
This document summarizes a research paper on using k-means clustering to analyze big data. It begins with an introduction to big data and its characteristics. It then discusses related work on big data storage, mining, and analytics. The HACE theorem for defining big data is presented. The k-means clustering algorithm is explained as an efficient method for partitioning big data into groups. The proposed system uses k-means clustering followed by data mining and classification modules. Experimental results on two datasets show that the recursive k-means approach finds clusters closer to the actual number than the iterative approach. In conclusion, clustering is effective for handling big data attributes like heterogeneity and complexity, and k-means distribution helps distribute data into appropriate clusters.
This document describes the design of a test bench to test the performance of a gearbox. The test bench will allow testing of shift performance, leakage, noise, and shift force in driving and dragging conditions. The test bench design includes a fixture to hold the gearbox, a clamping arrangement, a gear shifting mechanism, and an oil dispensing, extraction and filtration unit. The main components are designed, including motors, shafts, couplings, bearings, timing belts, and the gearbox fixture. The fixture design includes resting blocks, pads and plates to support the gearbox at an angle. A pneumatic clamping cylinder is selected to fix the gearbox. A pneumatic tandem cylinder is used for the gear shifting mechanism
This document provides a literature review on work stress of employees. It discusses how stress has been defined and the sources and types of stress. It reviews signs and symptoms of stress and strategies for coping with stress such as undertaking a stress audit, using scientific inputs, and spreading messages about stress management. The literature review section summarizes 12 previous research studies on topics like occupational stress among different professions, the relationship between emotional intelligence and occupational stress, and the impact of supportive leadership in moderating job stress and performance. The conclusion emphasizes the importance of managing stress and having a positive attitude and lifestyle to deal with distress and improve organizational well-being.
This document summarizes research on HRM practices in public sector and private sector banks in India. It begins with an introduction on the importance of HRM for organizational performance in the banking industry. It then describes the key differences between public sector banks, which are government-owned, and private sector banks, which are privately owned. The literature review summarizes several past studies that have examined the relationship between HRM practices like compensation, training, performance evaluation and job satisfaction in banks. Overall, the research suggests that effective HRM practices can help improve employee performance and satisfaction, which is critical for banks given their people-centric nature.
This document discusses innovative human resource practices in Indian banks from the perspective of HR managers. It begins with an abstract that outlines the challenges facing the Indian banking industry and the need for innovation in HR practices to enhance employee productivity. The document then reviews literature on different frameworks for categorizing HR practices. It describes the objectives and methodology of the study. The results and discussion section identifies innovative HR practices adopted in Indian banks under seven categories: recruitment and selection, training and development, performance management, compensation management, career development, employee motivation, and employee security. Some of the innovative practices discussed include customized training programs, use of social media in recruitment, and performance metrics. The study aims to provide insights into these innovations and develop a questionnaire to assess
Innovative Human Resource Practices in Indian Banks: A Study from HR Manager’...Dr. Amarjeet Singh
Banking sector is one of the vital financial pillars of
Indian economy is one of the indispensable money related
mainstays of Indian economy. The progression approach has
influenced the intensity of banks because of the worldwide
weights coming about into mix of Human Resource The
board with business approaches. The review by Boston
Consulting Group (BCG) and Indian Bank's Affiliation
(IBA) report that the Indian keeping money industry will
confront two up and coming difficulties that is an monetarily
feasible answer for monetary consideration and HR structure
in next multi decade. While the main test requests bizarre
advancement and experimentation, the second undermines to
injure the capacity of the biggest fragment of the saving
money industry from having the capacity to advance and
remain aggressive. The special complexities of people in
general division make traditional HR arrangements
ineffectual. The activities like "Pradhan Mantri Jan-Dhan
Yojana" by the Honorable Prime Minister of India, banks
commitment in the budgetary incorporation has helped up,
however the representative's desires from the business have
additionally emerged. This requires a need to advance the
prior HR practices of the banks with the goal that the
representative profitability can be improved. This paper
intends to give an understanding to such advancements,
identified with Human Resource Management with the
assistance of a essential investigation dependent on the
perspectives of HR chiefs of six diverse Indian banks both
from open and private segment. These creative HRM
rehearses have been recorded under seven distinct heads of
HRM to be specific enlistment and determination, preparing
and advancement, execution the executives, pay the
executives, profession improvement, worker inspiration and
representative security. A couple of the prior examinations
have likewise been eluded for the last ends. The dimension of
usage of these advancements may not be tasteful, yet the
usage has been begun and the positive outcomes in the
profitability will make these banks feel how essential these
are for their development. It has been discovered that
intermingling of practices of new and imaginative HR regions
will profit the banks to wind up progressively aggressive.
ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKI...indexPub
This study employs an exploratory and quantitative research approach to systematically investigate the impact of Human Resource Management (HRM) practices on Organizational Performance within the Indian Banking sector. The research approach combines exploratory research, aimed at gaining insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the significance of promotion and transfer policies, considered paramount in influencing organizational performance in both public and private banks. Additionally, the study underscores the importance of training and development initiatives in enhancing employee skills and competencies. Clear and effective communication within HR policies is identified as pivotal in improving organizational performance. Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to improved employee satisfaction and overall performance in the banking sector. The findings offer guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better organizational performance.
SWOT EVALUATION OF TRAINING FRAMEWORK: A REVIEW OF THE PROCESSES, STRONG POIN...IAEME Publication
In the current era of a highly strained business environment in banking
organizations encounter with transpiring challenges in form of optimization and
acquisition of the human resource. Being valuable and scarce capabilities, human
resources are considered as a source of tenable vying mastery. The success of a banking
organization depends upon several factors; however, one of the most crucial factors
that influence the organization performance is its employee. The HRM practices like
Training, Team Work, Performance Appraisal, and Compensation has an imperative
impact on the banks. Human resources play an integral role in achieving an innovative
and high-quality service/ product. The present study through the SWOT evaluation
attempts to examine and analyse the impact of all these factors and the role of training
and development of private sector banking employees in India. Also to assess the present
status of the employee effectiveness in discharging the roles and responsibilities in tune
with the objectives of the bank. The effectiveness of the various facets of training i.e.
employee’s attitude towards the application of practice; training inputs; quality of
training programmes and training inputs to the actual job.
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.
HR PRACTICES IN PRIVATE SECTOR BANKS AN EMPIRICAL EVIDENCEKimberly Jones
This document summarizes a study on HR practices in private sector banks in Cuddalore District, Tamil Nadu. The study aimed to examine the HR practices of these banks and the satisfaction level of bank officers with the practices. 260 bank officers were surveyed. The results found that gender, age, designation and experience did not significantly influence officers' satisfaction levels. While practices varied between banks, officers were generally satisfied. The study provides suggestions to strengthen practices, particularly for middle managers and regarding compensation and grievance processes.
Corporate Governance Practices of Indian Public Sector and Private Sector Ban...scmsnoida5
This study examines the differences in corporate governance practices between public sector banks and private sector banks in India. An assessment tool called the Corporate Governance Disclosure Index (CGDI) was used to analyze annual reports from 2002-2014 of top public and private sector banks. Statistical analysis found some significant differences between the two sectors. Private banks had stronger practices related to board structure and remuneration committees. Both sectors differed significantly in adopting non-mandatory recommendations, with private banks exceeding in compliance. However, there were no major differences found regarding transparency/disclosure practices and shareholders' rights. The study aims to compare governance quality between Indian public and private banks.
The document discusses the need for pragmatic HR initiatives in banks in the post-liberalization era in India. It notes that globalization and deregulation have increased competition in the banking sector. While early reforms focused on financial changes, more attention must now be paid to developing human resources to gain a competitive advantage. The summary identifies key HR issues that have emerged, like the need for specialized skills, and argues that initiatives should align with the environment, determine needed skills, allocate resources efficiently, cut costs through outsourcing, and develop a market culture. HR must be strategically linked to business goals for banks to adapt and survive the new challenges.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
This document summarizes a case study of problems faced by a large financial organization in Pakistan in managing its human resources, specifically its Management Trainee Program. Interviews with 45 management trainees revealed issues like lack of proper on-the-job training, trivial work assignments, long working hours, and lack of pay increases despite high demand and better compensation elsewhere in the industry. This led to low morale, increased turnover, and a "mutiny" among trainees. The case was analyzed through the lenses of motivation theories like equity theory, Herzberg's theory, Maslow's hierarchy of needs theory, expectancy theory, and McGregor's Theory X and Theory Y. It was found that trainees felt undervalued compared to peers elsewhere,
This document discusses the evolution of human resource competencies and roles in India. It outlines how the human resource function has changed over time from a focus on welfare in the early 20th century to an emphasis on human resource management and development starting in the 1980s. The economic reforms of the 1990s placed increased pressure on human resources to help organizations achieve their goals and compete internationally. As a result, HR practitioners in India are now expected to possess new competencies to fulfill evolving role expectations in the changing business environment. However, no prior empirical research has identified the specific new competencies and roles needed for HR professionals to succeed in India. This paper aims to address that gap by exploring the competencies now required of HR managers.
People Capability Maturity Model (P-CMM) Facing the Key HR Challenges of MSME...JIANGUANGLUNG DANGMEI
Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete
with the global players. There are many challenges in the MSME of India and HR practices are one of the major
problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern
era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the
important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India.
Strategic HR Imperatives for Indian Public Sector Banksscmsnoida5
India being one of the largest economies in the
world is gradually emerging as major economic
force to reckon with. Major growth has been
realized due to proactive as well as reactive
changes in the Indian business environment and
strategic postures adopted by companies. Banking
sector is the mirror of any economy through which
financial health of that country can be predicted,
India is not an exception. In India public sector
banks accounted for more 70 percent assets of
total banking industry. Their performance and
outcomes have major impact on growth of country
India. Due to the globalisation and deregulatory
forces, the competitive structure of banking
industry has gone for tremendous changes. These
changes imposing various challenges in front of
public sector bank to overcome with and align
their key areas with their strategic requirement,
rather than being stick on traditional and
conventional approach of banking. Therefore,
it becomes imperative for Public Sector Banks (PSB) to identify various existing mismatches
between their strategies, environmental moves
and ultimate goals and objectives to deliver best
value to their customer and adduce their position
in hyper competitive market.
Study present number of imperatives for HR
professional, authorities and bud researchers.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords:Human Resource Development Policies.
It is a verified indisputable fact that unit of time
practices create any organization to boost to the expectations
from all services. The banking industry isn't associate degree
exception. Within the method the assorted areas connected to the
Human Resource Development are given. With due to the service
sector Banking could be a predominant and its contribution is
critical for the economic development of the country. As a part of
study a number of the choose business banks and Grameen Vikas
Banks are coated. The terribly nature of the analysis for the
study is descriptive and quantitative aspects are given where
accessible and required. Beneath the dynamic environment the
most recent call of demonetization and its impact on banking
services and conjointly on customers given. For this purpose the
discussions command with the social control employees of
assorted choose banks and therefore the opinions of the various
customers are analyzed and given. The shoppers cluster is largely
unorganized and its reactions and responses are terribly vital for
the progress of the banking establishments and at identical time
the effective communication among the stake holders is equally
important for the graceful implementation of policies on current
challenging scenario. The current study aims to contribute
during this direction to improving the performance of current
structure of Indian Banking Sector. The study focus on Total
Quality improvement of running services.
This document summarizes an assignment on HR practices in banks submitted by Prakhar Agarwal and Arpit Katiyar. It begins with an acknowledgement section thanking those who helped with the assignment. The introduction defines human resource development and its importance in organizations. The document then discusses key HR roles in banks, why HR management is important for banks, challenges faced by banks, and how to manage human resources. It outlines several HR practices in banks such as job analysis, recruitment and selection, training and development, and performance appraisal. The document concludes with suggestions for improving small business services and the importance of linking HR functions to corporate goals.
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.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
This document summarizes a study that assessed the leadership competencies of managers at a waste management company in Romania. Researchers conducted a 360-degree feedback assessment of 23 managers using a questionnaire that evaluated 15 competencies across job, interpersonal, and personal areas. 398 questionnaires were completed by managers, direct reports, peers, and supervisors. Results identified integrity as the strongest competency and feedback/communication as areas for development. The study aims to understand competency strengths/weaknesses to guide leadership development at the company.
This document summarizes the design and standardization of a scissor jack to avoid failures in the field. It presents the objectives of modifying the current jack design to improve reliability and reduce costs. It also describes developing a mathematical model for scissor jack design using inputs like vehicle weight and ground clearance. The design process involves modeling the jack in CATIA and developing equations in MATLAB to size components like the power screw, links, and nuts based on applied loads and stresses. Testing procedures are outlined to validate the jack's performance under different load conditions.
This document reviews techniques for emotion recognition from facial expressions. It begins by outlining the general steps of emotion recognition systems as face detection, feature extraction, and classification. Popular techniques discussed include principal component analysis (PCA), local binary patterns (LBP), active appearance models, and Haar classifiers. PCA and LBP were found to provide higher recognition rates. The paper also reviews the Facial Action Coding System and compares the performance of different techniques based on recognition rate. In conclusion, PCA is identified as having the highest recognition rate and performance for emotion recognition.
- The document describes a proposed zigbee-based electronic menu ordering system using an ARM7 microcontroller.
- The system has two sections - a handheld customer section and a main section. The customer section allows selecting menu items via touchscreen and sends the order wirelessly to the main section using zigbee.
- The main section receives orders from multiple customer sections via zigbee, displays orders on an LCD, and sends the data to a PC for billing purposes. The goal is to develop a low-cost wireless ordering system for small restaurants.
1) This document discusses several research papers related to continuous data acquisition algorithms for smart grids using cloud-based technologies and smart meters.
2) It summarizes papers on cloud-based smart metering systems that use standardized communication between smart meters and servers stored in the cloud to optimize energy consumption. Another paper proposes a data collection algorithm that uses energy maps and clustering to reduce energy consumption and increase network lifetime.
3) A third paper discusses utilities using satellites to remotely collect meter data in real-time for accuracy. A final paper presents an algorithm for smart building power consumption scheduling that uses smart meters and dynamic pricing to incentivize shifting usage to low-cost time periods.
1. The document summarizes T.S. Eliot's 1934 work "After Strange Gods" in which he advocates for cultural and religious homogeneity. He argues societies with multiple cultures will become "adulterate" and that a shared religious background is necessary.
2. Eliot discusses his views on tradition, arguing it should not be associated with fixed dogmas but should evolve over time. However, he is criticized for holding anti-Semitic views and an attitude of cultural superiority.
3. The work analyzes Eliot's commentary on various 20th century writers, assessing whether they conform to his ideas of tradition and orthodoxy. Eliot advocates a centralized control of religion, culture,
This document summarizes an experimental investigation of welding distortion in austenitic stainless steel 316 using TIG welding. Taguchi methods were used to design experiments varying welding current, speed, and groove angle at three levels each. Welding was performed and distortion was measured. ANOVA was conducted to determine the significant parameters affecting distortion. Current was found to have the greatest effect on distortion, followed by groove angle, while speed had less influence. The goal of the study was to optimize welding parameters to minimize distortion using Taguchi methods.
This document discusses various load balancing algorithms that can be applied in cloud computing. It begins with an introduction to cloud computing models including infrastructure as a service (IaaS), platform as a service (PaaS), and software as a service (SaaS). It then discusses the goals of load balancing in cloud computing. The main part of the document describes and provides examples of several load balancing algorithms: Round Robin, Opportunistic Load Balancing, Minimum Completion Time, and Minimum Execution Time. For each algorithm, it explains the basic approach and provides an example to illustrate how it works.
This document describes the design and standardization of a toggle jack. It begins with an abstract that outlines the purpose and components of a toggle jack. It then provides background on toggle jacks and their advantages over other jack designs. The main body of the document details the design process, including formulas and sample calculations for sizing the screw, nut, pins, and links based on design loads. It presents a sample design calculation for a 3kN load using medium carbon steel for the screw and phosphor bronze for the nut. Charts of results show stress values remain below allowable limits. The conclusion indicates alloy steel and phosphor bronze is a suitable material combination that keeps stresses within safe limits compared to other materials.
1. Vol-1 Issue-3 2015 IJARIIE-ISSN(O)-2395-4396
1191 www.ijariie.com 24
A Study of HRM and Employees
Performance in Banking Sector in India
1
Rimjhim Jha , 2
Dr Manoj Kumar Mishra
1
Assistant Professor in Management, Amity University, Gwalior, India
2
Associate Professor in Management, AGBS Patna, Amity University, India
ABSTRACT
The primary worry of the banks should be to bring in proper assimilation of human resource management
strategies with the business strategies. The long-term vision for India’s banking system is to transform itself
from being a domestic one to the global level may sound improbable at present. The main challenges faced
by Banks in our country are the role played by financial instrumentation in different phases of business cycle,
the emerging compulsions of the new prudential norms and bench marking the Indian financial system
against international standards and best practices. To take up this industry to the heights of international
excellence requires combination of new technologies, better processes of credit and risk appraisal, treasury
management, product diversification, internal control, external regulations and human resources at the
most.
I. Introduction
The primary worry of the bank should be to bring in proper assimilation of human resource management
strategies with the business strategies. It should faster consistent team work and create commitment to
improve the efficiency of its human capital. More than operational skills today are banking call for these
„soft skills‟ to attend the needs and requirement of the customers at the counter. Banks have to understand
that the capital and technology-considered to be the most important pillars of banking are repetitive, but not
human resource capital, which needs to be viewed as a valuable resource for the achievement of distinctive
advantage and efficiency. The long-term vision for India‟s banking system is to transform itself from being a
domestic one to the global level may sound improbable at present. To take up this industry to the heights of
international excellence requires combination of new technologies, better processes of credit and risk
appraisal, treasury management, product diversification, internal control, external regulations and human
resources at the most.
II. Challenges in Banking Sector
The main challenges faced by Banks in our country are the role played by financial instrumentation in
different phases of business cycle, the emerging compulsions of the new prudential norms and bench
marking the Indian financial system against international standards and best practices. There is a need for
introduction of new technology, skill building and intellectual capital formation. The most important need in
this service industry is naturally the Human Resource During the early phase of banking development in
India after independence, opportunities for employment of the educated man-power were relatively limited.
This sector was the preferred employer for the educated persons in the country in addition to civil services.
In recent years, this position has changed dramatically. Certain complexities have also developed in HRD
within the banking system as this system is public sector. Its hierarchical structure gives preference to
seniority over performance, and it is not the best environment for attracting the best talent from among the
young.
How well Challenges are met will mainly depend on the extent to which the banks leverage their primary
assets i.e., HR in the context of the changing economic & business environment.
2. Vol-1 Issue-3 2015 IJARIIE-ISSN(O)-2395-4396
1191 www.ijariie.com 25
Many literature surveys reveal that a standard shift is taking place in the role of the HR function in these
organizations. There is a real danger of the function itself being outsourced in most organization. The danger
comes through the following shifts:
The line manger has become increasingly competent even to handle the matters.
The government is seriously thinking of privatization and this leads to a government-protected
system, to an environment where it has to be contended with market forces and large corporations
with significant brand equity and also follow vastly different HR strategies & practices.
Technology is eliminating routine paper activities.
Virtual organizations are coming up.
III. Literature Review
“Management of Human Assets” by M.G.Rao, a compendium, threw light on the complexities of Managing
human beings in the present day organizations. The various aspects of HRM in relation to small scale units
operating in industrial estates have been presented initially, followed by theoretical presentation on HRD,
different aspects of training, organizational development, employee participation, etc. The effects of training
and employee developmental activities have also been put to close examination. It also was put to find how
the employee related activities flourish in various other sectors like urban government, cooperatives, informal
sector and small sector. “HRM 2000” by P.Subbarao, a compendium, presented the various developments in
the HRM in a comprehensive form. It is also attempted to look into the current trends in Human Resource
Function with a view to outline the future development that are likely to take place in the years ahead. It also
discussed in a lucid manner the topics such as job analysis, job evaluation, employee benefits, recruitment
and selection, line staff conflicts, social responsibility policies along with other current topics such as
organizational culture and climate, organizational politics, organizational effectiveness, follower ship,
participative management, dual career problems, quality of worklife, qualify circles and organizational
development. “Emerging Issues in Human Resources Management by Pramod Verma, a volume, attempted
to present state-of-the-art explanations and experiences on the emerging issues in managing human resources
in various organizations. “Excellence through Human Resource Development” by M.R.R Nair and T.V.Rao,
an edited compendium, focused on chief executives views and experiences on HRD. It also dealt with the
HRD Philosophy, importance, macro level issues, expectations of line managers and workers from HRD, role
of HRD managers, dimensions of developing HRD facilitators and programmes. “Management of Human
Resources in Public Enterprises” edited by S.Ravishankar and R.K.Mishra provided an understanding of the
system of HRM rather than merely the activities assigned to those who provided various personnel services
for effective public enterprise management. It also gave a balanced and comprehensive grasp of the concept,
problem, approaches and strategies of HRM. Jayanthi Lal Jain, in his study entitled “An Empirical Model on
Micro-Level Manpower Planning in Banks”, presented an empirical model for micro-level manpower
planning in banks and provided a framework required for evolving certain norms which have already been in
vogue in the Indian Bank and have proved to be extremely useful in planning as well as allocating staff to
various branches of the bank. It also suggested values of parameters/norms to be used in micro-level
manpower planning and provided a frame work for assessing the viability of norms and gave guidelines for
proper implementation of those norms. “A Micro-Level Manpower Planning Model for Banks” by Jayanthi
Lal Jain and K.Balachandran, was a modified version of the model suggested by the first author (previous
reference) after incorporating the changing requirements of public sector banks for optimal distribution of
manpower, of course without any change in the basic model. “Leadership styles among Bank Managers” by
O.P.Misra and S.K.Srivastava, a research study, studied the leadership style which is one of the objectives of
HRD and its effectiveness among bank managers belonging to nationalized and private sector banks and
relationships between styles and effectiveness among sample managers selected from nationalized and
private sector banks. “Job Descriptions in a Public Sector Banks” by V.T.Godse and R.Bandyopadhyay, a
research study, concerned with the conduct of job description exercise in one of the leading nationalized
banks. It identified the problems faced by banks on account of expansion and diversification of business
activities, suggested ways and means to handle the problems and portrayed clearly the procedure followed
for job description exercise at various levels of management besides, highlighting the use of interval
highlighting the use of interval appraisal in identifying structural deficiencies. Uma Sekaran in his study
entitled “The perceived quality of working life in banks in major cities in India”, examined the QWL in the
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Indian Banking Industry as perceived by organizational members at different organizational levels and in
different job positions, several variables such as competence, performance, involvement and satisfaction with
various facets of the work life were taken into consideration for the purpose, since these are all indices of the
QWL. “Organisational Effectiveness in Banks” by Usha Sunderarajan determined the factors with contribute
a) to organizational effectiveness and b) to differences, if any, in the effectiveness of public and private
sector organizations. The study compared the various climate factors which tend to increase or diminish the
effectiveness of organizations, taking into account two public sector banks and one private sector bank.
“Innovative practices followed by State Bank of India for educating and developing their employees” by
K.Rajendra Prasad, a case and an exploratory study, dwelled upon few of creative and innovative efforts in
SBI, Viz., Performance Appraisal, Quality Circles, Job Rotation, Training and Assessment, HRD Quiz, Self
– Learning Centre actions, Messenger to Manager Programmes, Organisation Development Intervention
exercises, etc., all of which are aimed at training and developing the bank‟s workforce. R.Prakasam, in his
study entitled “Job Rotation Practices in Banks and Employee Attitudes”, empirically examined the present
state of affairs in the banks in terms of the extent of job rotation practices and the major obstacles faced by
them in implementing the same. It also studied the extent of job-rotation practices in the organization. The
analysis was based on the data obtained from the NIBM‟S employee opinion survey. This nation-wide
survey collected from the opinions and reactions of about 7,000 bank employees representing the SBI and
other fourteen major nationalized banks from all parts of the country, regarding the various personal policies
of their respective banks. “A study of motivation profile of SBI officers”, by Prabhat Kumar and Rakesh
Rastogi, identified the factors that will motivate officers to give their best performance (in terms of both
quality and quantity) to the bank, the level of availability of these factors and main causes of frustration in
the bank. “An empirical study of bank manager‟s functioning in rural Punjab” by Rajeev Kansal, identified
various factors or characteristics such as political nterference, lack of confidence in the banking staff,
disinterestedness to maintain cost-effectiveness, lack of confidence, impact of trade unionism, proper
decentralization of power at the lower level, lack of impartiality, fairness and security, which make a bank
manager effective.
IV. Remedial measures to be to improve Employee performance in Banks
Staff Meetings
Staff Meeting aims at group synergy, team building, open culture, family feeling and talent recognition
which individually and cumulatively benefit the organizations. Goals/Targets set for the unit/Bank is
discussed in the monthly Staff Meetings conducted at all branches/units and action plan is drawn in achieving
them. The forum is being effectively utilized for harmonious functioning of all the branches and
administrative units through greater involvement and collective contribution of all staff members.
Brain Storming ( Discussion with colleagues )Sessions
This is a technique for generating ideas and suggestions on topics of relevance and also to provide alternate
solutions to problems by simulative thinking and imaginative power of cross section of employees. Corporate
Topics are selected for each quarter and BSS are conducted in administrative offices/ braches on the topic
during every quarter. Worthy implement able suggestions emanated are circulated for necessary action.
Study Circle
Concept of Study Circle aims at self development of employees by kindling the desire to acquire/update
knowledge, information and experience. Guest lectures/ Power Point Presentation / Group Discussions, etc
are arranged on topics of general interest by inviting experts in the field. Study Circle Meeting are conducted
once in two months in administrative offices and once in a quarter in braches
Quality Circles
It is a time tested tool of Total Quality Management (TQM) which promotes team spirit, cohesive quality
work culture, commitment and involvement of employees.
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V. Challenges Faced by Banking Sector in India
The real challenge of this sector is the “Indian companies”, how to transform into global
corporations without losing the positive values and culture that they have developed.
As most part of the jobs in this industry is monotonous/repetitive and routine, the HRD Department
has to empower, engage and energies employees to create effectiveness & efficiency through
motivation organizational structures, systems & procedures are facilitators of these, and there is a
need to focus greater attention on these aspects by the industry.
However, the emergence of a core and peripheral workforce in many organization has presented
new challenges for HR managers public & private sector organizations are fast becoming diverse
communities for core workers, flexibly employed casual and part-time workers, consultants,
contractors & business partners.
Certain complexities have also developed in HRD within this banking system itself because this
industry is largely in the public sector.
VI. Suggestions and Recommendation
Following suggestions are very essential to adhere for effective Banking Administration and Employees
Performance:
HR functions to be linked to corporate goals.
Shift from Industrial relations manager to Business manager or Commercial manager.
Team work is another important and essential soft skill that is necessary in this industry.
The HR Professionals have to introduce &improve the adaptability of their structure that will be
able to absorb, draw and retain the best.
As people are primary asset, it is essential not only to invest in them, but also to ensure that the
supporting elements for this asset are such that it can provide the maximum value on a constant
basis.
HRD is to be regularly reviewed against business outcomes as part of strategic and operational
planning.
To overcome the public sector‟s hierarchical structure, which gives preference to seniority over
performance, is not the best environment to attract the best talent from among the young.
It is worthwhile to consider broad-basing the courses conducted in these institutions among other
higher –level educational institutions, so that specializations in the area of banking and financial
services becomes an option in higher education curricular.
There is a need to adopt global best practices in financial sector regulation and supervision and
adapt them to the domestic environment. This largely depends on the functioning and policies of
public institutions, such as the RBI as it is increasingly subject to public discussion and debate.
This calls for greater transparency more effective communication, and a high degree of
professionalism in the bank‟s staff, are the need of the hour.
Continuous up gradations of human resources management strategies with a view to enhancing the
level of knowledge, sharpening skills are and also to important the necessary and work culture must
be installed.
There is a pressing need to develop work practices which encourage efficiency in this banking
sector.
Incentive structures need to be conceived, supported by appropriate training and motivations, which
aligns the employee‟s goals and orientations with the core competencies and strategic advantages of
the institution
This service sector has to explore the feasibility of entering into collaborative arrangements with
universities and other institutions in India and abroad to identify and provide specialized training in
the financial services industry with an ongoing flow of emerging training packages.
Information technology is an area where human resources development is critical fortunately, Indian
professionals are world leaders in this area and spirit of co –operation and partnership between them
in banking industries will result in a strong and modern financial system comparable to the best in
the world.
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VII. Conclusion
In a nutshell, it is felt that, the changing environment, the forces of globalization and liberalization and the
advances in information and communication technology have major HR implications for the RBI as
well. The long-term vision for India‟s banking system is to transform itself from being a domestic one to the
global level may sound improbable at present. To take up this industry to the heights of international
excellence requires combination of new technologies, better processes of credit and risk appraisal, treasury
management, product diversification, internal control, external regulations and human resources at the
most. Financial products are becoming increasingly complex and diverse, while the markets in which they
trade get progressively deregulated. It also possesses both opportunities & threats particularly for this public
sector banks.
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www.reports.rbi.org.in