The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
This study is an initial attempt, to investigate the factors that are responsible in driving the growth of Project Management Education in India. For more info visits http://www.pmi.org.in/reports.asp
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
This study is an initial attempt, to investigate the factors that are responsible in driving the growth of Project Management Education in India. The study throws light on specific factors that emerge after studying the available literature on the subject as well as the responses compiled from a cross-section of the primary stakeholders namely the Government, Academic Institutions, Practising Executives and Human Resource Managers connected with project management education and training.
For more info visit http://www.pmi.org.in/reports.asp
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.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
This study analyzed the effectiveness of employee training and development at Ahill Apperal exports (p) limited in Tirupur, Tamilnadu. A survey was conducted of 50 employees to understand their satisfaction with training programs and how training helps communication and improves productivity. Statistical analysis found a significant relationship between how training aids communication and its importance. While employees were satisfied overall, management could improve training practical sessions to better develop skills. The study aims to help management design effective training to enhance employee performance.
ONLY EDUCATION IS NOT ENOUGH: A NECESSITY OF ALL-INCLUSIVE SERVICES FOR TECHN...Prashant Mahajan
In addition to create challenging and congruent learning opportunities, it is important for Technical Education providers to create a supportive learning environment to help learners acclimate, connect with others and as well as access well-matched student support services to help them complete their studies and make them employable.Skill building is verycrucial to ensure employability of academia to understand and make sure good jobs. Unfortunately, most of the Technical Education institutes in India have not identified the importance of such services, resulting huge unemployment and dissatisfied students. The purpose of this paper is to highlight supporting and extension services in connection to operating services in Technical Education and students‘ perception on them.
The document analyzes the needs of assessing training and development programs of university faculty in Pakistan. It discusses literature on the importance of need analysis, selection procedures, program impact, and knowledge dissemination. The study aimed to assess these phases for faculty training programs. A questionnaire and interviews were used to collect data from 60 faculty across 6 universities. The results found that training needs were not properly analyzed and agencies did not collect post-training feedback. It was also found that trained and untrained faculty did not equally contribute to sharing knowledge with peers. The study recommends improving need assessment, selection procedures, mandatory reporting, and knowledge dissemination for faculty training programs.
This study is an initial attempt, to investigate the factors that are responsible in driving the growth of Project Management Education in India. For more info visits http://www.pmi.org.in/reports.asp
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
This study is an initial attempt, to investigate the factors that are responsible in driving the growth of Project Management Education in India. The study throws light on specific factors that emerge after studying the available literature on the subject as well as the responses compiled from a cross-section of the primary stakeholders namely the Government, Academic Institutions, Practising Executives and Human Resource Managers connected with project management education and training.
For more info visit http://www.pmi.org.in/reports.asp
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.
A comparative study on curriculum profile of management graduates in delhi an...Alexander Decker
This document discusses a comparative study on the curriculum profiles of management graduates in Delhi, India and industry requirements. It aims to identify gaps between the skills and competencies demanded by employers and those taught by university programs. The study will collect data from management graduates, human resource managers, and industry experts through questionnaires. It will analyze the data to determine which employability factors are most important but lacking in university curricula based on the differences between student and industry responses. The goal is to suggest improvements to curriculum that better match industry needs and enhance graduate employability.
This study analyzed the effectiveness of employee training and development at Ahill Apperal exports (p) limited in Tirupur, Tamilnadu. A survey was conducted of 50 employees to understand their satisfaction with training programs and how training helps communication and improves productivity. Statistical analysis found a significant relationship between how training aids communication and its importance. While employees were satisfied overall, management could improve training practical sessions to better develop skills. The study aims to help management design effective training to enhance employee performance.
ONLY EDUCATION IS NOT ENOUGH: A NECESSITY OF ALL-INCLUSIVE SERVICES FOR TECHN...Prashant Mahajan
In addition to create challenging and congruent learning opportunities, it is important for Technical Education providers to create a supportive learning environment to help learners acclimate, connect with others and as well as access well-matched student support services to help them complete their studies and make them employable.Skill building is verycrucial to ensure employability of academia to understand and make sure good jobs. Unfortunately, most of the Technical Education institutes in India have not identified the importance of such services, resulting huge unemployment and dissatisfied students. The purpose of this paper is to highlight supporting and extension services in connection to operating services in Technical Education and students‘ perception on them.
The document analyzes the needs of assessing training and development programs of university faculty in Pakistan. It discusses literature on the importance of need analysis, selection procedures, program impact, and knowledge dissemination. The study aimed to assess these phases for faculty training programs. A questionnaire and interviews were used to collect data from 60 faculty across 6 universities. The results found that training needs were not properly analyzed and agencies did not collect post-training feedback. It was also found that trained and untrained faculty did not equally contribute to sharing knowledge with peers. The study recommends improving need assessment, selection procedures, mandatory reporting, and knowledge dissemination for faculty training programs.
The Interference of Politicians in the Recruitment and Selection of Academic ...Dr. Amarjeet Singh
The document discusses the interference of politicians in the recruitment and selection of academic staff in polytechnics in the Niger Delta region of Nigeria. It finds that politicians often appoint unqualified candidates to academic positions based on political patronage rather than merit. This undermines the quality of education and graduates. Recommendations are made to discourage political interference and ensure recruitment is based on transparent processes that identify the most qualified applicants.
Feedback Analysis of the Human Resource Training ProgrammePremier Publishers
This research paper proposes feedback analysis related to training of the stakeholders. This method is designed to explore appropriate feedback of the trainees. In spite, of having potential capacity building programmes for employees of many organizations there is a gap in understanding some aspects of human resource management in general. The study was conducted by using ex-post facto research design. A total of 67 trainee participants were selected by using purposive sampling method, for theme specific training programme entitled “Competence Enhancement Programme on Motivation and Positive Thinking”. The overall average feedback score for covering all the sessions were found 4.70 which indicates that the sessions covered are very useful in terms of knowledge gain, skills acquired, change in attitude, motivation and positive thinking. The overall scores calculated in terms of time allocation, range of coverage and use of teaching aids are 4.73, 4.71, 4.67 and 4.68 were justified in positive view and it can be concluded that the teachers dedicated towards their assigned task during the training programme. Overall training feedback score (4.66) indicated that the training programme is helpful for the respondents for their overall development. This study will help in the feedback analysis for further performance appraisal of an individual trainee as well as the trainers.
Employers’ expectation for soft skills as one of the criteria for undergradu...Thesigan Nadarajan
As coordinator for Bangkok University International (BUI) office of Academic and Professional development that comes under purview of the Dean of BUI, I routinely carry out partnership assessment analyses of universities in different countries. In the process, I have observed how progressive universities creatively change in their undergraduate educational structure according to the demands of the industrial and economic trends in order to remain relevant. One such industrial demand is in the form of the current trend towards the services-centred economy that places more importance on soft skills as one of the criteria for graduate employability. Having technical skills such as in Information Technology (IT) alone does not suffice anymore. Employers are beginning to expect and require the added criteria of soft skills for employment considerations. Even in Malaysia, research findings from studies by researchers like Yusof, H.S.M., Munap, R., Said, N.S.M., Ali, S.R.O., & Mat, K.A., (2017) who in their research entitled, “Employers Perspectives on Graduates Employability Skills: Soft Skills,” proved that there is a positive correlation between soft skills and employee productivity that affects employers perspective on undergraduate employability. Another study by Salleh, K.M., Sulaiman, N.L., Mohamad, M.M., & Sern, L.C., (2016) in their research entitled, “Assessing soft skills components in science and technology programs within Malaysian Technical Universities,” confirms the need for soft skills for the employability of graduates. The objective of this theoretical paper is to highlight current employers’ expectation for soft skills as one of the criteria for undergraduate employability. Therefore, this paper will examine and discuss: 1) What are the current employers’ perceptions of soft skills that undergraduates should possess; 2) What are the roles and meanings of soft skills; 3) How individual factors (gender, socioeconomic status) and contextual factors (industry, work culture, social stability) influences the development of soft skills; 4) How soft skills can be integrated as part of the formal learning cycle; 5) How soft skills can be integrated as part of individual personality development; and lastly, 6) How to measure soft skills before and after undergraduate employment. It is hoped that this paper will create awareness of the current industrial and employers’ employment expectations, and the meaning and role of soft skill as one of the criteria for undergraduate employability.
Keywords: Soft skills, integrity, communication, courtesy, responsibility, social skills, positive attitude, professionalism, flexibility, teamwork, and work ethic
The study aimed to evaluate the “Human resource management for vocational schools at Bac Ninh province, Viet Nam: A model of faculty development program”. It concentrated on evaluating the existing Human resource management for vocational schools of the province, determining demographic profile of the respondents, profile of vocational schools. In order to come up with this analysis, a survey covering 50 specific vocational schools is implemented aiming to assess current status of the development of contingent of teachers and the factors affecting the development of teaching staff for vocational schools in Bac Ninh province such as Human resource planning; Recruitment and selection; Training and development Retention and maintenance; Promotion; Labor relations; and Transfer and retirement. Thereby, identifing the limitations in Human resource management of vocational schools. Based from all the findings of this study, the following conclusions were derived: The human resource management of vocational schools on Bac Ninh province still limited. Human resources in sufficient quantity, but the structure is not reasonable, lack of highly qualified and experienced faculty. Support policies are not sufficient to motivate faculty and attract highly qualified human resources. From the cited summary of findings and conclusions, the following are hereby recommended: Re-examining all the plans and programs for the Quality of Human Resource so that necessary updating and modification can be done; Strongly focusing on recruitment process and policies of training and retraining human resources, Specific strategies for implementing these plans must also be considered. Conducting regular evaluation of all the programs must be implemented.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
- The document discusses a study comparing performance appraisal and organizational climate dimensions between ICICI Bank and Punjab National Bank in India.
- The study found that employees at ICICI Bank perceived the organizational climate to be better than at Punjab National Bank.
- Perceptions of whether the appraisal system helped identify training needs differed significantly based on age and qualifications but not work experience.
- Perceptions of the preferred type of appraisal (trait-based vs. performance-based) differed significantly based on qualifications but not age or work experience.
This document summarizes a study on employee recruitment and selection processes at Essen Industries Private Limited. The study aimed to understand the company's recruitment and selection procedures, best recruitment sources, job profiles, and selection processes. Primary data was collected through employee and manager questionnaires, and secondary data from research papers and websites. Key findings included that recruitment websites like Naukri and Monster were effective sources, and the recruitment cost was relatively low compared to competitors due to free sources. The conclusion recommended customizing recruitment strategies based on organizational needs, and identifying human resource needs through planning to effectively meet them.
Employee Resourcing and Service Delivery in Selected Ministries in Enugu Stateijtsrd
This study investigated employee resourcing and service delivery in selected ministries in Enugu State. The study specifically examined the effect of core activities of employee resourcing ER which was decomposed into Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward to ascertain their effect on employees' service delivery in Enugu State using an econometric regression model of the ordinary least square. Findings revealed that Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward significantly influence employees' service delivery in Enugu State. Based on the findings the study recommends that Enugu State Civil Service should adhere strictly to the procedure of personnel recruitment and also vigorously follow the core activities of employee resourcing ER in the recruitment and retention process to ensure quality service delivery in the state. Ofodeme, Eugenia Amaka | Agbasi, Obianuju Emmanuela | Ani, Ukamaka Teresa "Employee Resourcing and Service Delivery in Selected Ministries in Enugu State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25297.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/25297/employee-resourcing-and-service-delivery-in-selected-ministries-in-enugu-state/ofodeme-eugenia-amaka
Performance Appraisal of Human Resources in Anglo-Saxon Higher Education Inst...ijtsrd
Performance appraisal is one of the areas of human resources in educational administration which brings about school effectiveness. When school activities are well apprised and results communicated, corrections will be effected leading to school effectiveness. Thus, this article is intended at exploring Performance Appraisal of Human Resources in Anglo Saxon Higher Education Institutions in Cameroon. The implication is that performance appraisal of human resources can impact school effectiveness. data was collected from primary sources through the administration of interview to ten administrators and questionnaires to lecturers using the five point Likert scale format and close ended questionnaires to 375 lecturers. Two data analysis approaches were used for the study that is the qualitative and quantitative method. In all, despite these lapses with performance appraisal observed, all the lecturers 331 100 agreed that the basic purpose of performance appraisal is to facilitate orderly determination of an employee's worth to the organization of which he is a part and the first step in the process of performance appraisal is the setting up of the standards which will be used as the base to compare the actual performance of the employees. It was then recommended that future research on performance appraisal in the Anglo Saxon Higher Institutions in Cameroon studies should focus on leadership and the management of staff performance in institutions of higher learning. The research would focus on the style of leadership in an institution and how it influences the implementation of performance appraisal. Literature indicates that leadership provides vision and builds staff confidence to enable them to achieved targets. Leaders decide on appraisal policy, purpose and implementation procedures. Nforbi Shalotte Lem "Performance Appraisal of Human Resources in Anglo-Saxon Higher Education Institutions in Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29593.pdfPaper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/29593/performance-appraisal-of-human-resources-in-anglo-saxon-higher-education-institutions-in-cameroon/nforbi-shalotte-lem
Application of Multi Criteria Decision Making approaches for personnel select...IJERA Editor
Personnel selection is the critical stage of human resource management (HRM). It is undeniable fact that qualified personnel is one of the necessary building blocks for organization success because improper personnel might cause many obstacles for an organization and dissipates it resource as time, effort, and money. Indeed, complexity and the important role of personnel selection problem require the application of robust and equitable methods. An effective, helpful, and reliable approach has been developed to deal with personnel selection problem is multi criteria decision making (MCDM) methods. In this paper, we focus on the application of MCDM methods for personnel selection problem and review numerous international journal articles accessible on famous academic databases.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Perception of Micro Enterprises Employers towards demonstrated Employability ...IJAEMSJORNAL
To ensure their graduates are prepared and employable, the significance of developing skills suitability and attitude among students should be considered vital. This paper determined the expected employability skills and attitudes of on-the-job-training/intern students. The descriptive method of research was used in this study. The researcher distributed survey questionnaires to a total of 50 micro enterprise employers were surveyed around Nueva Ecija which are composed of mostly restaurant-type businesses. Based from the data gathered and calculated results of expected skills, it can be implied that the on-the-job-training/intern students totally demonstrated the skills categorized as lifelong learning and understanding professional, social and ethical responsibilities. On the contrary, the on-the-job-training/intern students totally undemonstrated the skills categorized as business system approach. Summing up, the on-the-job-training/intern students demonstrated the expected employability skills. Further, the data gathered and calculated results of expected attitudes implied that the on-the-job-training/intern students totally demonstrated the attitudes categorized as motivated and cooperation. Meanwhile, the on-the-job-training/intern students totally undemonstrated the attitude categorized as commercial awareness/awareness of the industry. Summing up, the on-the-job-training/intern students demonstrated the expected employability attitudes.
A review technology innovation and role of training and educationIAEME Publication
This document discusses technology innovation and the role of training and education in small and medium enterprises (SMEs) and the IT sector. It begins with an abstract that introduces the topic and an introduction that discusses the role of training in developing skills and competitive advantage. It then discusses defining training, analyzing training needs, and strategies for technology-based innovation and training in SMEs and IT sectors. These include introducing competency models, developing social training models, improving training methods, and establishing training management systems. It concludes by emphasizing the need for effective training and education structures to help SMEs and IT sectors achieve competitive advantages.
The study aimed to identify the relationship between knowledge management requirements and academic human resource development in colleges of education in Jordanian public universities. A survey of 200 faculty found that human resource development and availability of knowledge management requirements were at a medium level. A positive statistically significant relationship was found between human resource development and knowledge management requirements. The study recommends incentive systems to apply faculty knowledge and expertise, and more research in this area.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
A role of competency-based recruitment screening a case study on Indian manu...April Smith
This document presents the findings of a case study conducted at an Indian manufacturing company, XYZ Group, to evaluate their recruitment and selection processes. The study found that XYZ Group's current process focuses on screening resumes based on keywords from job descriptions, which is not an effective way to identify the best candidates. Interviews with HR managers and a review of literature showed that competency-based screening of resumes based on underlying behavioral capabilities is a better predictor of job performance. The study proposes introducing competency-based resume screening, video interviews, and a priority matrix to improve efficiency and bring higher quality candidates to the final stages of the recruitment process. Workshops would train recruitment staff in competency-based screening to implement these recommendations.
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
This document summarizes a study on the organizational culture of Symbiosys Technologies in Visakhapatnam, India. It was submitted by Sharmila Timmala in partial fulfillment of the requirements for a Bachelor of Business Administration degree under the guidance of Mrs. Rajeswari Eerni. The study assesses the existing organizational culture and its impact on employee behavior through surveys of 100 employees. It aims to provide an accurate assessment of the culture from employee perspectives and understand factors like employee relationships, feelings toward management, participation in decision-making, and motivations.
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
Recruitment and Selection of Employees as an Aspect of Human Resource Managem...ijtsrd
This document discusses recruitment and selection of employees as an aspect of human resource management in Cameroon universities. It finds that universities in Cameroon recognize the need for effective and efficient recruitment and selection processes. However, interference can undermine the human resources department's ability to carry out its functions properly. The study recommends giving human resources departments more independence and establishing good recruitment selection panels to conduct the process fairly and avoid issues like favoritism or hiring unqualified workers. Overall, the document examines recruitment and staffing challenges in Cameroon universities and proposes solutions to help institutions improve their personnel practices, especially in higher education.
This document provides an overview of a study on the impact of competency-based management strategies on human resource retention in engineering industries in Marathwada Region, India. The study aims to identify the relationship between competency-based strategies and retention, explore challenges to retention, analyze organizational interventions, study the relationship between job satisfaction and retention, and determine how HRM practices and culture affect retention. The methodology involves surveys of 50 industries, 500 employees, and 50 HR managers. Statistical analysis will be used to test hypotheses about competency-based strategies and their association with retention factors. The research is divided into chapters covering literature review, regional socioeconomics, competency strategies/retention, data collection/analysis, and income classifications
The Interference of Politicians in the Recruitment and Selection of Academic ...Dr. Amarjeet Singh
The document discusses the interference of politicians in the recruitment and selection of academic staff in polytechnics in the Niger Delta region of Nigeria. It finds that politicians often appoint unqualified candidates to academic positions based on political patronage rather than merit. This undermines the quality of education and graduates. Recommendations are made to discourage political interference and ensure recruitment is based on transparent processes that identify the most qualified applicants.
Feedback Analysis of the Human Resource Training ProgrammePremier Publishers
This research paper proposes feedback analysis related to training of the stakeholders. This method is designed to explore appropriate feedback of the trainees. In spite, of having potential capacity building programmes for employees of many organizations there is a gap in understanding some aspects of human resource management in general. The study was conducted by using ex-post facto research design. A total of 67 trainee participants were selected by using purposive sampling method, for theme specific training programme entitled “Competence Enhancement Programme on Motivation and Positive Thinking”. The overall average feedback score for covering all the sessions were found 4.70 which indicates that the sessions covered are very useful in terms of knowledge gain, skills acquired, change in attitude, motivation and positive thinking. The overall scores calculated in terms of time allocation, range of coverage and use of teaching aids are 4.73, 4.71, 4.67 and 4.68 were justified in positive view and it can be concluded that the teachers dedicated towards their assigned task during the training programme. Overall training feedback score (4.66) indicated that the training programme is helpful for the respondents for their overall development. This study will help in the feedback analysis for further performance appraisal of an individual trainee as well as the trainers.
Employers’ expectation for soft skills as one of the criteria for undergradu...Thesigan Nadarajan
As coordinator for Bangkok University International (BUI) office of Academic and Professional development that comes under purview of the Dean of BUI, I routinely carry out partnership assessment analyses of universities in different countries. In the process, I have observed how progressive universities creatively change in their undergraduate educational structure according to the demands of the industrial and economic trends in order to remain relevant. One such industrial demand is in the form of the current trend towards the services-centred economy that places more importance on soft skills as one of the criteria for graduate employability. Having technical skills such as in Information Technology (IT) alone does not suffice anymore. Employers are beginning to expect and require the added criteria of soft skills for employment considerations. Even in Malaysia, research findings from studies by researchers like Yusof, H.S.M., Munap, R., Said, N.S.M., Ali, S.R.O., & Mat, K.A., (2017) who in their research entitled, “Employers Perspectives on Graduates Employability Skills: Soft Skills,” proved that there is a positive correlation between soft skills and employee productivity that affects employers perspective on undergraduate employability. Another study by Salleh, K.M., Sulaiman, N.L., Mohamad, M.M., & Sern, L.C., (2016) in their research entitled, “Assessing soft skills components in science and technology programs within Malaysian Technical Universities,” confirms the need for soft skills for the employability of graduates. The objective of this theoretical paper is to highlight current employers’ expectation for soft skills as one of the criteria for undergraduate employability. Therefore, this paper will examine and discuss: 1) What are the current employers’ perceptions of soft skills that undergraduates should possess; 2) What are the roles and meanings of soft skills; 3) How individual factors (gender, socioeconomic status) and contextual factors (industry, work culture, social stability) influences the development of soft skills; 4) How soft skills can be integrated as part of the formal learning cycle; 5) How soft skills can be integrated as part of individual personality development; and lastly, 6) How to measure soft skills before and after undergraduate employment. It is hoped that this paper will create awareness of the current industrial and employers’ employment expectations, and the meaning and role of soft skill as one of the criteria for undergraduate employability.
Keywords: Soft skills, integrity, communication, courtesy, responsibility, social skills, positive attitude, professionalism, flexibility, teamwork, and work ethic
The study aimed to evaluate the “Human resource management for vocational schools at Bac Ninh province, Viet Nam: A model of faculty development program”. It concentrated on evaluating the existing Human resource management for vocational schools of the province, determining demographic profile of the respondents, profile of vocational schools. In order to come up with this analysis, a survey covering 50 specific vocational schools is implemented aiming to assess current status of the development of contingent of teachers and the factors affecting the development of teaching staff for vocational schools in Bac Ninh province such as Human resource planning; Recruitment and selection; Training and development Retention and maintenance; Promotion; Labor relations; and Transfer and retirement. Thereby, identifing the limitations in Human resource management of vocational schools. Based from all the findings of this study, the following conclusions were derived: The human resource management of vocational schools on Bac Ninh province still limited. Human resources in sufficient quantity, but the structure is not reasonable, lack of highly qualified and experienced faculty. Support policies are not sufficient to motivate faculty and attract highly qualified human resources. From the cited summary of findings and conclusions, the following are hereby recommended: Re-examining all the plans and programs for the Quality of Human Resource so that necessary updating and modification can be done; Strongly focusing on recruitment process and policies of training and retraining human resources, Specific strategies for implementing these plans must also be considered. Conducting regular evaluation of all the programs must be implemented.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
- The document discusses a study comparing performance appraisal and organizational climate dimensions between ICICI Bank and Punjab National Bank in India.
- The study found that employees at ICICI Bank perceived the organizational climate to be better than at Punjab National Bank.
- Perceptions of whether the appraisal system helped identify training needs differed significantly based on age and qualifications but not work experience.
- Perceptions of the preferred type of appraisal (trait-based vs. performance-based) differed significantly based on qualifications but not age or work experience.
This document summarizes a study on employee recruitment and selection processes at Essen Industries Private Limited. The study aimed to understand the company's recruitment and selection procedures, best recruitment sources, job profiles, and selection processes. Primary data was collected through employee and manager questionnaires, and secondary data from research papers and websites. Key findings included that recruitment websites like Naukri and Monster were effective sources, and the recruitment cost was relatively low compared to competitors due to free sources. The conclusion recommended customizing recruitment strategies based on organizational needs, and identifying human resource needs through planning to effectively meet them.
Employee Resourcing and Service Delivery in Selected Ministries in Enugu Stateijtsrd
This study investigated employee resourcing and service delivery in selected ministries in Enugu State. The study specifically examined the effect of core activities of employee resourcing ER which was decomposed into Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward to ascertain their effect on employees' service delivery in Enugu State using an econometric regression model of the ordinary least square. Findings revealed that Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward significantly influence employees' service delivery in Enugu State. Based on the findings the study recommends that Enugu State Civil Service should adhere strictly to the procedure of personnel recruitment and also vigorously follow the core activities of employee resourcing ER in the recruitment and retention process to ensure quality service delivery in the state. Ofodeme, Eugenia Amaka | Agbasi, Obianuju Emmanuela | Ani, Ukamaka Teresa "Employee Resourcing and Service Delivery in Selected Ministries in Enugu State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25297.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/25297/employee-resourcing-and-service-delivery-in-selected-ministries-in-enugu-state/ofodeme-eugenia-amaka
Performance Appraisal of Human Resources in Anglo-Saxon Higher Education Inst...ijtsrd
Performance appraisal is one of the areas of human resources in educational administration which brings about school effectiveness. When school activities are well apprised and results communicated, corrections will be effected leading to school effectiveness. Thus, this article is intended at exploring Performance Appraisal of Human Resources in Anglo Saxon Higher Education Institutions in Cameroon. The implication is that performance appraisal of human resources can impact school effectiveness. data was collected from primary sources through the administration of interview to ten administrators and questionnaires to lecturers using the five point Likert scale format and close ended questionnaires to 375 lecturers. Two data analysis approaches were used for the study that is the qualitative and quantitative method. In all, despite these lapses with performance appraisal observed, all the lecturers 331 100 agreed that the basic purpose of performance appraisal is to facilitate orderly determination of an employee's worth to the organization of which he is a part and the first step in the process of performance appraisal is the setting up of the standards which will be used as the base to compare the actual performance of the employees. It was then recommended that future research on performance appraisal in the Anglo Saxon Higher Institutions in Cameroon studies should focus on leadership and the management of staff performance in institutions of higher learning. The research would focus on the style of leadership in an institution and how it influences the implementation of performance appraisal. Literature indicates that leadership provides vision and builds staff confidence to enable them to achieved targets. Leaders decide on appraisal policy, purpose and implementation procedures. Nforbi Shalotte Lem "Performance Appraisal of Human Resources in Anglo-Saxon Higher Education Institutions in Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29593.pdfPaper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/29593/performance-appraisal-of-human-resources-in-anglo-saxon-higher-education-institutions-in-cameroon/nforbi-shalotte-lem
Application of Multi Criteria Decision Making approaches for personnel select...IJERA Editor
Personnel selection is the critical stage of human resource management (HRM). It is undeniable fact that qualified personnel is one of the necessary building blocks for organization success because improper personnel might cause many obstacles for an organization and dissipates it resource as time, effort, and money. Indeed, complexity and the important role of personnel selection problem require the application of robust and equitable methods. An effective, helpful, and reliable approach has been developed to deal with personnel selection problem is multi criteria decision making (MCDM) methods. In this paper, we focus on the application of MCDM methods for personnel selection problem and review numerous international journal articles accessible on famous academic databases.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Perception of Micro Enterprises Employers towards demonstrated Employability ...IJAEMSJORNAL
To ensure their graduates are prepared and employable, the significance of developing skills suitability and attitude among students should be considered vital. This paper determined the expected employability skills and attitudes of on-the-job-training/intern students. The descriptive method of research was used in this study. The researcher distributed survey questionnaires to a total of 50 micro enterprise employers were surveyed around Nueva Ecija which are composed of mostly restaurant-type businesses. Based from the data gathered and calculated results of expected skills, it can be implied that the on-the-job-training/intern students totally demonstrated the skills categorized as lifelong learning and understanding professional, social and ethical responsibilities. On the contrary, the on-the-job-training/intern students totally undemonstrated the skills categorized as business system approach. Summing up, the on-the-job-training/intern students demonstrated the expected employability skills. Further, the data gathered and calculated results of expected attitudes implied that the on-the-job-training/intern students totally demonstrated the attitudes categorized as motivated and cooperation. Meanwhile, the on-the-job-training/intern students totally undemonstrated the attitude categorized as commercial awareness/awareness of the industry. Summing up, the on-the-job-training/intern students demonstrated the expected employability attitudes.
A review technology innovation and role of training and educationIAEME Publication
This document discusses technology innovation and the role of training and education in small and medium enterprises (SMEs) and the IT sector. It begins with an abstract that introduces the topic and an introduction that discusses the role of training in developing skills and competitive advantage. It then discusses defining training, analyzing training needs, and strategies for technology-based innovation and training in SMEs and IT sectors. These include introducing competency models, developing social training models, improving training methods, and establishing training management systems. It concludes by emphasizing the need for effective training and education structures to help SMEs and IT sectors achieve competitive advantages.
The study aimed to identify the relationship between knowledge management requirements and academic human resource development in colleges of education in Jordanian public universities. A survey of 200 faculty found that human resource development and availability of knowledge management requirements were at a medium level. A positive statistically significant relationship was found between human resource development and knowledge management requirements. The study recommends incentive systems to apply faculty knowledge and expertise, and more research in this area.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
A role of competency-based recruitment screening a case study on Indian manu...April Smith
This document presents the findings of a case study conducted at an Indian manufacturing company, XYZ Group, to evaluate their recruitment and selection processes. The study found that XYZ Group's current process focuses on screening resumes based on keywords from job descriptions, which is not an effective way to identify the best candidates. Interviews with HR managers and a review of literature showed that competency-based screening of resumes based on underlying behavioral capabilities is a better predictor of job performance. The study proposes introducing competency-based resume screening, video interviews, and a priority matrix to improve efficiency and bring higher quality candidates to the final stages of the recruitment process. Workshops would train recruitment staff in competency-based screening to implement these recommendations.
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
This document summarizes a study on the organizational culture of Symbiosys Technologies in Visakhapatnam, India. It was submitted by Sharmila Timmala in partial fulfillment of the requirements for a Bachelor of Business Administration degree under the guidance of Mrs. Rajeswari Eerni. The study assesses the existing organizational culture and its impact on employee behavior through surveys of 100 employees. It aims to provide an accurate assessment of the culture from employee perspectives and understand factors like employee relationships, feelings toward management, participation in decision-making, and motivations.
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
Recruitment and Selection of Employees as an Aspect of Human Resource Managem...ijtsrd
This document discusses recruitment and selection of employees as an aspect of human resource management in Cameroon universities. It finds that universities in Cameroon recognize the need for effective and efficient recruitment and selection processes. However, interference can undermine the human resources department's ability to carry out its functions properly. The study recommends giving human resources departments more independence and establishing good recruitment selection panels to conduct the process fairly and avoid issues like favoritism or hiring unqualified workers. Overall, the document examines recruitment and staffing challenges in Cameroon universities and proposes solutions to help institutions improve their personnel practices, especially in higher education.
This document provides an overview of a study on the impact of competency-based management strategies on human resource retention in engineering industries in Marathwada Region, India. The study aims to identify the relationship between competency-based strategies and retention, explore challenges to retention, analyze organizational interventions, study the relationship between job satisfaction and retention, and determine how HRM practices and culture affect retention. The methodology involves surveys of 50 industries, 500 employees, and 50 HR managers. Statistical analysis will be used to test hypotheses about competency-based strategies and their association with retention factors. The research is divided into chapters covering literature review, regional socioeconomics, competency strategies/retention, data collection/analysis, and income classifications
To Study Effect of Various Parameters for Quality Improvement in Technical Ed...IJERA Editor
In the present Research Investigation an effort has been made to study the effect of various important parameters of technical education system on its quality. This is done by creating sub modules of important stakeholders of technical education system and studying their Interactions by constructing causal loop diagrams of various modules .The main objective of this Research study is to construct a system dynamic model based on the interactions among this sub-modules which can be taken as a base for optimal policy planning for achieving optimum level of quality in the technical education system.
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.
Impact of Skill Development Training among School Teachers inventionjournals
Skill development training provided for the educated youths will maximize the merits of education system in India with productivity and employability skills expected by organizations and institutions in a developing country like India. The present study is used to analyze about the impact of skill development training provided to 63 school teachers from secondary and primary schools of Tirunelveli, Tamilnadu. A structured questionnaire was used in this study to explore the results with the help of statistical package for social science (SPSS). From the study it is revealed that the skill development is essential for younger generation to improvise their opportunities in the field of computer science in their career and for their future.
HR Strategies to Retain Employees and Building Their Competencyijtsrd
The search for best ways to attract, develop and utilize organizational people the deliverable from the management of strategic human resources is strategy execution. HR practices help accomplish business objectives among the wide range of organizational processes relating to developing, retaining and utilizing high performing employees is employee operational and functional competencies. HR strategies modified hiring practices and career paths to ensure multi competence. The deliverables from management of contribution are increased employee commitment and competence, but also its influence to change, meet employee expectations, and increase financial performance. The principal thrust of this study therefore is to review prior literature with the aim of unraveling such employee competencies that significantly impact the management of talent in the workplace. Using a non empirical approach, the review of extant studies reveals that the skills, knowledge and abilities of employees influence on individual and organizational objective. In this study reveals recruitment and selection, training and development, workforce planning and career paths, compensation and succession planning for employee sustainable. The paper concludes that tying core competencies with concept of HR strategies and retention means of upgrading and retaining their valuable workforce. To achieve this, the paper recommends the building of competency, the identification and possession of high performing behaviors the development of competency related researches. Rajendra Prasad G R | Dr. Manjunath, K. R "HR Strategies to Retain Employees and Building Their Competency" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd35899.pdf Paper URL : https://www.ijtsrd.com/management/strategic-management/35899/hr-strategies-to-retain-employees-and-building-their-competency/rajendra-prasad-g-r
IJCER (www.ijceronline.com) International Journal of computational Engineerin...ijceronline
1) The document proposes a tiered architecture to transform institutional knowledge in higher educational institutions into institutional intelligence through knowledge management and data mining techniques.
2) A three-phase approach is used: phase 1 identifies functional domains and performance indicators through interviews; phase 2 proposes the tiered architecture; phase 3 will model the architecture using KM and data mining methods.
3) The architecture aims to better access, analyze, and utilize institutional knowledge to extract relationships and patterns to enhance performance, decision making, and processes in higher education.
The document provides an overview of the ceramics industry in India. It discusses the origins and timeline of key developments in ceramics and glass. The ceramics industry in India began in the late 1950s and has grown significantly since market liberalization in 1991. The size of the industry has expanded as capacity has increased by 40% in 1994-95 and a further 32% in 1995-96. However, growth has slowed due to both internal factors like rising costs and external factors such as a decline in construction activity. The industry is facing challenges of high inventory levels, rising costs, and financial stringency that have led to lower profits.
Opportunities and Challenges Inherent In Technical and Vocational Schools; Co...inventionjournals
Present study is to evaluate quality and quantity of technical and vocational courses to study the present status and improve activities regarding centers' manager and employers' thoughts in Alborz province. Considering the fact that centers' manager at commence and employers at the end deal with probationers; their needs analysis and adaptation of training policies with their need is one of the important aspect of evaluation and their comments regarding students' knowledge level, acquired skill and capability in assigned tasks is important. This research has evaluated the quality and quantity of technical and vocational courses in Alborz province and girl students and graduated students success in these courses as an unofficial training system. Method of this research is qualitative and quantitative (mixed) and population for this study is technical and vocational training centers' manager and employers. Instrument of study includes a questionnaire that it is provided with Servqual model by researcher. In order to analyze the data, descriptive and inferential statistics, coding and SPSS software were used. Findings showed that the mean of physical services, validity, accountability, reassurance and empathy in girl technical and vocational training centers are in optimal level in centers' manager thought and whereas employers' thought different
The International Journal of Management Research and Business Strategy is a international online journal in English published. It offers a fast publication schedule of maintaining rigorous peer review.The use of recommended electronic formats for article delivery the process and submitted research review articles and Case Studies are subjected to immediate screening by the editors.
Pritika metro summer internship report a study on job satisfaction at metro w...Priyansh Kesarwani
A Study on Job Satisfaction at Metro Wholesale DC53 in Lucknow City
OBJECTIVES OF THE STUDY
1. Assessing the level of job satisfaction at METRO WHOLESALE.
2. To bring out the opinion and suggestion of employees benefits at METRO WHOLESALE.
3. To identify the satisfaction factors of employees.
4. To identify the perception of employees and the factors causing dissatisfaction.
5. To be informed about the concern of job satisfaction of an organization in Lucknow.
6. To study the impact of job satisfaction on organizational performance and goal achievement.
Role of Pre-Employment Training in Enhancing Employability of Diploma EngineersINFOGAIN PUBLICATION
This paper presents an empirical study conducted to find out the role of pre-employment training in enhancement of employability. The study was specifically focused upon the automobile cluster employing the fresh engineering diploma holders. The universe of the study consisted of 26 such industries. Stratified random sampling technique was employed for drawing the sample classified into two groups: - 1) Managerial level and 2) Supervisory level consisting of engineering diploma holders. Standardized scales were administered to 572 Ss out of which 12 responses were dropped down, and 560 Ss were retained in the final sample put to experimentation. Descriptive and analytical research techniques were applied for the analysis of the data collected during the experiment. Statistical tools like ‘Cronbach alpha coefficient’, ‘Pearson correlation coefficient’, ‘Analysis of variance (ANOVA)’ etc were employed for treatment of the collected data for drawing the useful conclusions and testing of the hypotheses. From the experimental analysis the employability of diploma engineers was found to be associated with pre-employment training. Such a study focused on the fresh engineering diploma holders employable by the industries has yet not been reported in the literature.
This document provides an overview of a study on human resource development (HRD) practices at NLC Limited, a public sector company in India. The study was conducted by R. Suresh for his PhD thesis under the guidance of Dr. S.M. Chockalingam of Annamalai University. The study aims to examine HRD practices, climate, competencies and training effectiveness at NLC Limited. It reviews previous literature on related topics and outlines 19 hypotheses. The rationale provided is that effective HRD has many benefits for organizations, managers and employees by increasing productivity and capacity.
1) The study investigated the influence of branding on higher educational institutions in India. Questionnaires were distributed to students at 26 engineering institutions to understand the impact of various branding dimensions.
2) The findings showed that brand rating was statistically significantly influenced by the branding dimensions of service, innovation, quality, price, image, and external exposure. External exposure had the strongest influence on brand rating.
3) A regression analysis confirmed that all the branding dimensions, including service, innovation, quality, price, image, and external exposure, had a statistically significant impact on an institution's overall brand rating as perceived by students.
Assessment and Evaluation System in Engineering Education of UG Programmes at...ijtsrd
Assessment is one of the most critical dimensions in engineering education process it focuses not only on identifying how many of the predefined education goals and objectives outcomes have been achieved but also works as a feedback component for educators to upgrade their teaching practices. The assessment can be seen as a link that it forms with other education processes. Lamprianou et al. 2009 point out that assessment is associated with the educational objectives of "evaluation, diagnosis, guidance, selection, placement, administration, prediction or grading. Assessment is one main factors that contribute to a high quality teaching and learning environment and student's performance as whole. It also makes clearer what teachers expect from students Biggs et al., 1999 . The perceived difficulty in this process is how assessment system, approaches and schemes can be standardized and adapted across the premier institutes NITs of in the country. Credit system has been used widely by many HEIs in India for over 20 years but no nationally agreed and rationalized framework of credit and Credit Transfer and Accumulation System is developed. The purpose of the literature review is to outline research studies in the assessment and evaluation systems being practicedand to highlight the studies that can be used in the research project undertaken. Specifically, the literature review attempts to address the following research questions What researches are undertaken nationally and internationally into the assessment system in higher education, especially engineering education What are the key findings from these researches What are the limits delimitations of these researches Are there research findings could be applied to engineering education at UG in NITs in India Are there any prime concern for future research in this area From this literature review, it is apparent that a very few number of studies have been conducted in higher education institutions but no research was found in the context of Engineering Education specific to UG programmes and NITs. However, many innovations are on the way to improvise the assessment and evaluation mechanisms in the engineering education especially in the context of Outcome Based Education OBE . J. P. Tegar | Shreya Gupta "Assessment and Evaluation System in Engineering Education of UG Programmes at Premier Institutes (NITs) in India - A Review of Literature" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-4 , June 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30921.pdf Paper Url :https://www.ijtsrd.com/humanities-and-the-arts/education/30921/assessment-and-evaluation-system-in-engineering-education-of-ug-programmes-at-premier-institutes-nits-in-india--a-review-of-literature/j-p-tegar
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.
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Role of Recruitment and Selection of Faculty in Technical Aducation in Rajasthan: An Overview
1. Role of Recruitment and Selection of Faculty in Technical Education in Rajasthan: An Overview 97
1. Research Advisor, School of Business and Management, Jaipur National University, Jaipur
2. Dean, Faculty of Management Studies, University of Rajasthan, Jaipur
3. Research Scholar, School of Business and Management, Jaipur National University, Jaipur
R
Role of Recruitment and Selection of Faculty in
Technical Education in Rajasthan: An Overview
Dr. J.K. Tandon1
Prof. Harsh Dwivedi2
Sahab Singh Dubey3
Abstract
The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Keywords: Human Resource Development (HRD), Job Satisfication, Employee, Head
of Department (HOD).
Introduction
ecruitment in simple terms, as the process of searching for and obtaining applicants
for jobs, from among the whom the right people can be selected (K. Aswathappa
2005). According to Yoder “Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ effective measures
for attracting that manpower in adequate numbers to facilitate effective selection of an
2. Role of Recruitment and Selection of Faculty in Technical Education in Rajasthan: An Overview
Professional Panorama : An International Journal of Applied Management & Technology
98
efficient working force.” Edwin Flippo said, “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organisation.”
It is the process of attracting, screening, selecting, and on boarding a qualified person for
a specific job. There are various stages of the recruitment process which includes: job
analysis and developing a person specification; matching candidates to job requirements and
screening individuals using testing (technical skills and personality assessment); assessment
of candidates’ motivations and organisational requirements by interviewing.
Scientific way of selection ensures right candidate for the right job. For creating a team
of efficient, capable and loyal employees, proper attention is given to scientific selection
of managers and other employees.
Significance of Study
Technical Education plays a crucial role in the growth of human resources by generating
skilled manpower, enhancing industrial productivity and the quality of life. Technical education
includes courses and programs in engineering, technology, management, architecture, town
planning, pharmacy, applied arts, hotel management and catering technology. Over the years
India has registered a substantial growth in technical education, which is being further accelerated
by the policy of economic reforms and liberalisation.
Engineering and technical education has been a driving force for human development in
the wider sense and has an impact on technological development and competitiveness. However,
most technical institutions have not been able to maintain high standards of engineering
education and are unable to keep pace with international developments.
The lag is attributed to limited financial support from the government and a slew of controls.
Therefore, the National Knowledge Commission suggested for “a new paradigm in regulation,
accreditation, governance and faculty development” across the engineering education spectrum.
Researcher thus became curious to examine this issue.
Objectives
The objectives of the study are as follows:
1. To study the Human Resource Development (HRD) practices being formulated and
effectively implemented in Technical Institutions in Rajasthan.
2. To understand the recruitment and selection process being followed in technical institutions.
Review of Literature
Bibi Asia Naaz in her study compared the factors affecting the teaching faculty recruitment/
selection in public and private sector universities. The factors affecting the faculty recruitment/
selection are the academic record, performance at interview and political push of the candidates.
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Significant difference was found between the views of respondents and between the views
of academicians of both public and private sector universities about the factor (academic
record of the candidates) affecting the selection of faculty.
E. Dale Cluff & David J. Murrah, in one of their study randomly selected faculty from
the four largest state universities and surveyed to determine the degree to which the library
and its resources influenced their decisions to accept university positions. Responses to the
questionnaire reveal that faculty may take libraries and their resources for granted and
that libraries are not exploited in faculty recruitment. The success of the most competitive
companies throughout the world, including higher education institutions, lies in their highly
skilled employees on which these institutions spend millions to retain.
Hypothesis of the Study
This study is based on the following hypothesis, which will be tested after collecting appropriate
responses from the sample selected from the private and government engineering institutions.
H0
– There is no significant difference between the private & government engineering
institutions regarding formulation & implementation of HRD practices.
H0
– There is no relation between effective HRD practices, development and retention
of engineering faculty in private and government engineering institutions.
Research Design
1. Universe of the Study: Universe of the study is confined to the Faculty of Engineering
working in Government and Private Technical Institutes in the state of Rajasthan.
The Engineering Institutes which are approved by All India Council for Technical
Education (AICTE), statutory body under ministry of HRD, Government of India.
The total numbers of engineering colleges are 127 in number as of session commenced
in the year 2012.
2. Sample Size and Sampling Technique: The sample size is 60 (comprises of Professors,
Associate Professors and Assistant Professors) from Engineering Colleges of Jaipur,
Jodhpur and Kota Districts in State of Rajasthan. The researcher has used Stratified
Random Sampling technique for the purpose of selecting technical institutions and also
of their faculty members. Researcher selected two private and two government
engineering colleges for being the most popular, established for more than a decade
and among the oldest lot of engineering colleges affiliated to Rajasthan Technical
University with the assumption that the Human Resource Development policies effectively
implemented.
3. Nature of the Study: The research is descriptive and analytical in nature to describe
the various aspects of HRD. Practices adopted in these Government and Private
Technical Institutions.
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4. Data Collection Tools
a. Primary Data Collection: The study is largely dependent on primary data collected
from the technical Institutes and the faculties working therein. The data was collected
by way of holding personal interview and discussions as also by administering
a well designed and detailed structured questionnaire which also includes scaling
questions.
b. Statistical tools: The collected data was duly edited, processed and classified
for preparing uni-variate and bi-variate tables and summary figures like averages,
percentages and chi-square were used for examining the hypotheses -Test used.
Limitations of Study
The above research also had certain limitation with respect to span of control and time,
due to which it could not be conducted at a more massive level but it still brings to light
the facts and figures which would prove useful for future researchers in this and related
fields.
Analysis of Questionnaire
An attempt has been made to explain the recruitment and selection process followed in
technical educational Institutions. These Institutions are Government and Private Institutions.
“Institute” or “Institution” is defined as a college providing engineering / technical education
in the private/government sector in the state of Rajasthan.
Four HR practices are being studied which are general administration, job analysis, recruitment
and selection.
General Administration
Besides the general administration functions, the HR functions are also being performed
by this department. The department is responsible for hiring required employees and ensuring
that they perform to expectation. The department is also responsible for, training, maintaining
performance records, grievance redressal, skill development and promotions etc.
It has been observed from both categories of Institutions that separate HR department
doesn’t exist in their organisations. HR functions are being performed by Administration
Department in Government colleges where as in Private Institutions, all the HR related
activities are carried out by management in coordination with Head of Departments (HoD’s).
Job analysis
Job analysis is the important process of identifying the content of a job (in terms of activities
involved) and attributes needed to perform the task. Job analysis helps organisations to
determine the employees which are best suited for specific jobs.
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Table 1. Job Analysis by Organisation Before Selection Process
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Yes 5 5 3 2 15
No 0 0 2 3 5
Total Response 5 5 5 5 20
After analysing the responses on questions related to job analysis (see table 1), it is concluded
that private institutions are in practice of using job analysis before final selection of the
faculty. On the other hand, half of the respondents from government colleges reveal that
their organisation is not following the norms of job analysis before the actual selection process.
The private colleges do the job analysis meticulously, as because in their opinion maximum
output is to be withdrawn from the selected candidate, whereas the government colleges
just fill the vacant position in the organisation, without much of analysing.
Recruitment
Recruitment is the process of the following:
a) Attracting
b) Screening,
c) Selecting, and
d) On boarding a qualified person for a specific task.
Table 2. Timeline for Recruitment and Selection Process
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Yes 0 0 5 5 10
No 5 5 0 0 10
Total Response 5 5 5 5 20
From table 2 it is concluded that for filling up vacancies at their institutions, the respondents
(Head of Departments) belonging to government colleges have reported on time recruitment
and selection against vacancies. However, the same is not true for the private institutions
as most of the respondents reveal laid back approach towards selection and recruitment.
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It can therefore be inferred that in comparison to private institutions, government institutions
are more proactive in terms of filling up vacancies. The reason for this lag on part of
the private institutions could be due to budgetary constraints or absence of institutional policies.
Chi square test was applied for hypothesis testing in which the calculated value (20) is
greater than table value (7.815). Therefore, null hypothesis is rejected and alternate hypothesis
is accepted. The above explanation shows that thare is difference in reporting and filling
up vacancies in both the type of institutions.
Table 3. Frequency of Recruitment Process
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Half yearly 0 1 0 0 1
Yearly 5 3 0 0 8
As and when required 5 2 0 0 7
As per norms / fixed tenure 0 0 5 5 10
As is evident from table 3, the government colleges have shown an inclination towards
a rigid and less frequent hiring process in comparison to the private institutions whereas
it can be inferred from the analysis that government colleges have a timely procedure of
recruitment as per laid down norms. Whereas, the high iteration rate of faculty in private
institutions leads to high frequency of recruitment drives conducted over there. The main
reason of changing the Institution by the respective faculty is the salary offered and working
environment provided for their growth by the Institution. The table value of chisquare for
Six degree of freedom at 5% level of significance is 12.592. The calculated value (26.7)
of chisquare is much higher than this table value.
Table 4. Methods adopted by Colleges for sourcing
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Referrals 2 1 0 0 3
Consultants 0 0 0 0 0
Recruitment agency 0 0 0 0 0
Walk in 1 0 0 0 1
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Existing database 0 0 0 0 0
Advertisement 5 5 5 5 20
Portals 0 0 0 0 0
Websites 0 0 1 4 5
Data collected in table 4 indicates various mediums are being used to reach out to potential
applicants for the vacant positions in the institutions. Referral as a medium is being wholly
used by private institutions. Both the private and government institutions are in the practice
of not involving consultants and recruitment agencies for the purpose. Advertisements in
the news papers are quite popular option for both private and government institutions. Websites
on the other hand is most preferred medium by Government Colleges for the purpose of
notifying to the relevant candidates about the process and time line.
Based on the response from Head of Departments, it can thus be concluded that advertising
is unanimously voted as first preference for both type of institutions. However, government
institutions rely more on websites as well, whereas referrals are second popular medium
with private engineering institutions.
National newspapers are most favoured and professional magazines / journals are the least
favoured of all media as far as institutions in general are concerned. Specifically, when
it comes to government colleges, national newspapers are the unanimous choice followed
by business newspapers. While, on the other hand private institutions give an equal preference
to local newspaper media only.
The inclination of government institutions for national and business newspaper clearly indicates
that, the intention is to recruit their faculties from a wide spectrum. On the other hand
private institutions are more focused on the regional sector for selecting the suitable candidates
for the vacant positions.
Private colleges, more respondents (Head of Departments) from Government Institutions
reveal that they use their own website for advertisements for recruitment of suitable
candidate for the vacant positions. Although online presence of Institutions of both the category
is very much there for the prospective candidates. But effective use of website for the
specific recruitment purpose is much higher in Government Institution as compared to Private
ones.
Selection
Selection is the process of finding out the right candidate (out of the pool of job candidates)
to fill the job in organisation. It is the process of interviewing and evaluating candidates
for a specific job and selecting an individual for employment based on certain criteria.
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Table 5. Selection Criteria
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Knowledge 5 5 5 5 20
Past experience 3 3 5 4 15
Optimistic nature 1 0 1 0 2
Discipline 1 0 0 1 2
Team work ability 1 0 1 1 3
Table 5 shows about various attributes that are key for any candidate to get selected in
any of the institutions, be it private or government. Respondents from both type of Institutes
strongly believes that the knowledge is first and foremost and a very important attribute
in a candidate in the selection process.
Respondents are Head of departments and are members of selection committee as well
are in the opinion that past experience is also a very critical factor in selection of the
candidate.
It can be inferred from above that knowledge and past experience unanimously play a
major role in selection of a candidate. Discipline and other factors play a minor role in
selection. The strength of the process followed by the private and government colleges
and tries to measure satisfaction towards the same.
Table 6. Techniques Used for Faculty Selection
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Written knowledge test 0 0 5 5 20
Written personality test 0 0 0 0 20
Written skill based test 0 0 0 0 20
Self- assessment questionnaires 0 0 0 0 20
Individual interviews with HR 5 5 5 5 20
personnel / HOD / Selection
Committee
Use of role play during the 0 0 0 0 20
interview
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The respondents (Head of Departments) reveals that private institutions are appointing the
faculty through selection committees at the College level and Government institutions also,
after written test clearance, final selections are made through properly constituted selection
committee. (see Table 6).
It can therefore be concluded that the private institutions only rely on personal interviews,
while government colleges, before final selection go for a written knowledge test as a part
of their selection process. Although, both type of institutions neglect every other technique
adopted in selection.
The rating of composition of selection committee is gauged based on the response received
from the respondents. It is quite apparent from the respondents that the composition is
good with regard to the selection committee by both category of Institutions. It can thus
be concluded that in both type of colleges, formation of selection committees are up to
the satisfaction level.
Table 7. Reliability of the Selection Methods / Techniques Used
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Yes 5 5 5 5 20
No 0 0 0 0 0
Total Response 5 5 5 5 20
The overall efficacy is being checked about the reliability of various techniques / methods
which are being used by the selection committee at both types of Institutions. The response
gathered is shown in the table 7. An overall response from the respondents (HOD’s) indicated
that they are satisfied with the techniques and methods used and found them to be reliable.
Therefore, it can be said that both type of institutions do not find any other alternate than
the existing techniques and methods used by selection committees which are very reliable
as well.
Respondents have indicated that the selection process adopted involves just one round of
interview. 5% of respondents have indicated that selection process in P1 subcategory goes
up till two rounds of interviews. This indicates lack of thoroughness and attention to detail
in the selection process for majority of the institutions.
Pherepare, it can be said that in most of the institutions the selection process involves
just one round of interview. The only exception is a very small number of institutions from
p1 category, which conduct a second round of interview.
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Table 8. Checks Carried Out During the Selection Process
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Criminal background 0 0 5 4 9
Previous employers 0 0 1 3 4
Personal references 0 0 0 0 0
Checking all or selected 0 0 1 2 3
references
As is evident from the responses gathered in the table 8, Government Institutions does
carryout proper check and an effective investigation on character, past record, criminal
background if any about the selected candidate before joining. However, based on the responses
it has been found that in the private institutions not much of attention paid to check about
the background before final selection of candidate.
As seen in the above response a contradiction in response could be due to the nature
of background check done in private institutions which is limited to interrogating candidate.
On the other hand the background check in government institutions is way beyond that
and includes character check and the reference check of the candidate through various
means. The policies at government institutions are also stricter about not hiring people with
criminal background of any nature in comparison to private institutions.
Table 9. Reasons Behind Candidates Not Joining After Selection
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2 Out of 20
Personal 0 0 5 5 10
Salary problem 1 0 0 0 1
Not interested 0 0 0 0 0
Got another opportunity 0 0 5 5 10
Do not know 5 5 0 0 10
As can be seen in table 9, 50% of the respondents have indicated that most of the candidates
cite personal reasons as the reason for not joining in government colleges. A similar percentage
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of respondents also reveal that candidates not joining the colleges do so due to other opportunities
available elsewhere. Only 5% of the respondents have cited salary as the reason for not
joining institutions. As far as private institutions are concerned the authorities do not seem
to probe into the various reasons, of candidates, not joining the institutions after selection.
Table 10. Rating of Effectiveness of Recruitment Process
Respondents Opinion Private Colleges Govt. Colleges Total
P1 P2 G1 G2
Good 1 0 5 5 11
Average 4 5 0 0 9
Poor 0 0 0 0 0
Total Response 5 5 5 5 20
As evident from table 10, 55% of the respondents have rated the recruitment process as
“Good”. At the same time 45% of the respondents mostly belonging to private institutions
have rated the process as “Average”. More than 90% of the overall respondents from
government colleges have rated their process as “Good”. None of the respondents have
rated the recruitment process as below average.
Discussion
It can therefore be concluded that the government institutions are overall satisfied with
their recruitment process. It is also quite clear that private institutions are not really satisfied
with their recruitment and selection process.
This could well be understood in the light of the facts that have come forth in the above
analysis. Neither government nor private institutions have exclusive HR department to handle
HR policies. Possibility of implementing the HR policies and regulations in a structured
manner is a major concern for the qualified and experienced faculty employed in these
institutions of repute.
Although, the private institutions are quite thorough in doing a job analysis, owing to their
limited resources and budget, while the government institutions are more proactive in terms
of timely filling up vacancies.
The government colleges have a more fixed and timely procedure of recruiting in comparison
to private institutions who have a higher turnover of faculties, which compels them to recruit
more frequently. Also, government colleges higher spent on national level advertising and
including internet in their hiring gives them an edge over private institutions.
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When speaking of background check in government colleges, it includes character check
as well as reference check of the candidate. As the policies at government institutions
are stricter about not hiring people with criminal background of any nature in comparison
to private institutions.
The selected candidate not joining government institutions have either personal reasons or
an opportunity elsewhere, where as salary is the prime reason given by selected candidates
not joining private institution. Although an overall point of view suggests that private institutions
do not make much effort to investigate the reasons, for a selected candidate not joining
their institution.
Conclusion
Recruitment process in technical institutes in Rajasthan can be understood in the light of
the facts that have come forth in the above analysis. Both categories of institutions doesn’t
have separate HR department to handle this process. Although, the private institutions are
quite thorough in doing a job analysis, owing to their limited resources and budget, while
the government institutes are more proactive in terms of timely filling up vacancies. The
private institute only relies on personal interviews, while government institutes also consider
a written knowledge test as a part of their selection process. The government institutes
have a more fixed and timely procedure of recruiting in comparison to private institutes
who have a higher turnover of faculties, which compels them to recruit more frequently.
Also, government institutes higher spent on national level advertising and including internet
in their hiring gives them an edge over private institutes.
There are number of differences that have come forth between the overall recruitment
and selection process of private and government institutes.
References
1. http://courses.aiu.edu
2. Asian Journal of Advanced Scientific And Engineering Research, Volume 2 Issue
3, March-2013.
3. NazBibi Asia, Khan, Umar Ali., Shah Rahmat Ullah,Iqbal Javed and Ameen Fazli(2012)
Factors Affecting the Teaching Faculty Recruitment/Selection in Public and Private
Sector Universities, Languages of India, Vol 12, ISSN: 1930-2940.
4. Cluff E. Dale & Murrah David J. The Influence of Library Resources on Faculty
Recruitment and Retention.