HR are a standout amongst the most major resources of the involvement and assess it in progress value is both major and difficult on the other hand it be obliged to be completed if this resources usefulness is to be go forward, the production of their positive feature will fix on the general capability of the involvement. apiece alliance is extraordinary as well as take away a remarkable sentiments and character past its structures characters these each organization, manage its persons inside a particular manner through its arrangements on distribution of assets, collective activity example reward and punishment administration and basic leadership style and so forth the association strategy and association with respect to all these and a group of other related exercises impact the emotions frames of mind and
See Full PDF See Full PDFIn India, women empowerment is buzz word today. As nation, India is committed to the empowerment of women. Regarding women empowerment, three dimensions are considered. They are ‘power to’, ‘power with’ and ‘power within’. The ‘power to’ dimension of empowerment indicates the power of women to control their lives. The ‘power with’ indicates the collective power of women members to negotiate their gender, caste, class and other interests vis-à-vis institutions of the market, the State, and community. The third dimension ‘power within’ indicates the strategic gender awareness. Another indicator of the power, women getting at a deeper level, is the perception of others on women’s confidence, assertiveness, and independence. This framework of empowerment is utilized to assess the empowerment in the studies.
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Welfare measures may be both statutory and non-statutory, laws require the employer to extend certain benefits to employees in addition to wages or salaries. It raises the standard of living of workers by indirectly reducing the burden on their pocket. The work place should provide reasonable amenities for the worker’s essential need. In the present study an attempt has been made to study the employee welfare facilities and its impact on employees efficiency on Manufacturing organization. The welfare facilities were analysed based on primary research on the sample of hundred employees by administering the questionnaire to them. SPSS software was used for the detailed analysis. It can be conclude that the employee welfare facilities provided by the company to employees are satisfied but still there is a scope for further improvement. So that efficiency, effectiveness and productivity can be enhanced to accomplish the organizational goals.
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From the past few decades the importance of manpower in the organization has increased. Human Resource is treated as the most important asset. Organizations, in the changing scenario, understand that the key to increase productivity is to keep the workers happy. As, a direct relationship has been observed between productivity and job satisfaction, the organizations are not leaving any chance to ensure employee job satisfaction in the organizations. Job satisfaction can be described as a positive feeling towards one‘s job. When an employee perceives him/her as satisfied from the job, it indicates that he/she values the job and feels positive about it. Increasing employee job satisfaction in the organization has been considered as an important technique to motivate them to work harder. Banks are no exception in this regards. Both public and private sector banks are adopting several strategies to increase the level of satisfaction at the workplace
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The present study is an analysis of socio-demographic and economic profile of the rural aged. This research paper is based on primary data. The study has been conducted in Bhuma Kheri village of Muzaffarnagar district of Uttar Pradesh. For the purpose of study sample of 120 rural aged (60 Male and 60 Female) have been selected by purposive sampling. Findings of the study reveals that most of the Aged are married, illiterate, belongs to joint family, and living with their married children. Aged have no source of income, and have no income, economically they are dependent on their family. The aged women are more economically dependent than the aged males. The aged of general category are leading good life than the OBC and SCs, but the condition of the aged women of all categories is worse than aged male
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Absenteeism, a problem with no clear cause, is expensive for both the organization and the individual. Managing absence is a business issue that has fallen under the HR manager’s remit. Absence affects operating costs, manufacturing processes, business deadlines and efficiency. It also contributes to poor customer service, and its subsequent negative publicity. Absenteeism is costly and a broad estimate may suggest that up to half of all absenteeism may be unjustified. Although an organization’s culture is considered the most significant reason for increased employee absenteeism rates, the survey shows the increase also is fueled by a decrease in the number of sick days allowed in a year and because more employers are not allowing unused sick days to be carried over to the following year.
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High performance work practices (HPWPs), a term used to denote a system or bundle of management and HR practices designed to elicit employee commitment and involvement such that employees become a source of sustainable competitive advantage discusses the preconditions necessary for creating successful employee involvement. The paper envisages the role of HPWP in the quality of IT professionals. Introduction :
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Development of human resources is essential for any country that would like to be dynamic and growth-oriented. Human Resources Development (HRD) is basically a human process. India is a large country having huge population with high potentials. Unlike other resources, human resources have rather unlimited potential capabilities. Human Resources are the most important of the health system’s inputs and consume major share of resources. The health care system involves a variety of stakeholders. These include qualified doctors, nurses, para-medical staff, technicians and staff on the one hand and the communities who utilize the services on the other hand. Improving the performance of the health systems depends ultimately on improving the performance of the workforce. Human Resources are clear prerequisite for healthcare, with utmost medical interventions requiring the services of physicians, nurses or other types of health workers. Growth of the country is associated with the development of its people hence the quality of the health care services are essential in the country. Existing healthcare organizations are expanding by opening hospitals in new service areas and new organizations entering with state of art equipments, latest technology and marketing strategies. Consequently, competition in the healthcare sector is on the rise. Increased incomes and awareness levels are driving the patients to seek quality healthcare. The providers in turn need to be more innovative in their approach and offer quality services at competitive price. All this necessitates the systematic Human resource Management by trained professional managers and administrators. In this juncture, there is a significance to study HRD practices in health care units in particular to the training and performance appraisal and its contributions will be discussed in this paper. The main objective of the paper is to focus on training methods and performance appraisal which impacts the organizational growth. The methodology of the study is purely based on primary data.
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Among different assets of associations, Human Resource is the most basic one that has any kind of effect in an association's exhibition. For representatives to work for an association with intrigue and duty, the facts confirm that associations should put a successful Human Resource Management framework by and by. Sound Human Resources Management practices are basic for holding compelling experts in Hospitals. Given the enlistment and maintenance truth of wellbeing laborers in the twenty-first century, the job of Human Resource Management in medical clinics ought not be belittled. Medicinal services is currently an up and coming field. Current clinics, which give the most recent medicinal offices, presently utilize a huge number of work force including therapeutic, paramedical and care staff. Dealing with this huge human asset working in these clinics is a noteworthy test as it requires nonstop Human Resource support. Human Resource Management in clinics needs to work in a division with some one of a kind qualities. The workforce is moderately enormous, differing, and incorporates separate occupations. The administration of HR in Hospitals is fundamental to empower the conveyance of productive and viable therapeutic administrations and to accomplish persistent fulfillment. The successful HR the executives strongly affects human services quality and improving the presentation of medical clinic's staff.
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The work culture especially in the competitive era has change dramatically in the post liberalization era. Earlier, the rule work to clock has been shifted to work round the clock. In this situation the liberalization of economy has opened the doors for handsome packages but simentenously has increased the working hours of employees and simentenously the social disintegration in the form of nuclear families have forced both the member of family to go for the jobs. In this situation the employees in public sector as well as private sector are facing dilemma in the form of maintaining balance between personal or professional life. The present study attempts to highlights the crucial aspects of work life balance in banking industry and the present study is carried out in Udaipur city by selecting one public sector bank. In addition to that it aims to identify the source of occupational stress of the employees with regards to gender discrimination. This paper mainly focuses on different aspects and evidences are drawn from primary data.
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Job satisfaction of employees is essential to face the dynamic and ever-increasing challenges of maintaining productivity of the organization. Locke (1976) defines job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of one's job or job experience. Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction is one of the most popular and widely researched topics in the field of organizational psychology (Spector, 1997).Employees who have higher job satisfaction are usually less absent, less likely to leave, more productive, more likely to display organizational commitment, and more likely to be satisfied with their lives (Lease, 1998). The main objective of this study was to find out the job satisfaction with respect to compensation and work processes of employees of SBI and HDFC bank in their organizational context.
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