Current Issue : October - December Volume : 2012 Issue Number : 4 Articles : 6 Articles
The training and development function plays a further superior role and clutch more importance, as it deals with knowledge of workers. Employees are entrusted different roles and responsibilities in the Life Insurance Corporation. Training enables them to carry out these roles and responsibilities efficiently and also learn new things prepare them to take up higher responsibilities. In this sector, the TDF holds helps the employees to upgrade their performance on a continuous basis. \nThis paper analyzes the status of various T & D practices in LIC in India, and explores a proposed link between the training and employees productivity. This analysis uses statistical techniques such as mean, standard deviation, Z-test, correlation and regression analyses to process/analyse the collected data. The results show that the health of the training being imparted in LIC and the employeesââ?¬â?¢ perception regarding the T & D doesnââ?¬â?¢t differ significantly. The authors here propose some suggestions and recommendations to the management involved in the operations of the corporations. This ââ?¬Å?lifelong learningââ?¬Â has been observed one of the most frequently heard terms in training circles in this decade. This is perhaps an apt response to the increasingly rapid changes under-way in modern societies. As a sequel, every business entity worth its salt is placing utmost importance on the development of Human Capital - the knowledge, skills and motivation embodied in people. The growing share of economic output in the services sector is turning to be knowledge and information-intensive. This in itself is placing a high premium on the continued chronological development. This reality according to Goldstein and Gillian (2006); and Zager (2008), has magnified the importance of successful training and development programs with measurable results. Consequently training and development has become one of the most critical aspects of human resource management effectiveness....
The purpose of this paper is to examine the emotional intelligence (EI) as conceptualized in Goleman�s\r\ncompetency model, in different levels of management. To conduct this study, different level managers\r\nin Islamic Republic of Iran Broadcasting (IRIB) organization completed a questionnaire on emotional\r\nintelligence. The researchers used descriptive and inferential statistics to describe data and analyze the\r\ndifferences between managers in three levels. Results revealed significant differences between\r\ncomponents of emotional intelligences in levels of management. One the EI component, social skills,\r\nout of five improved significantly, and some of the specific dimensions, self-awareness and self-regard,\r\nshowed this significant improvement, while others such as empathy and self-motivation did not have a\r\nclear change. This research provides implications for practice in development and sustenance of\r\nemotionally intelligent managers. Revealing the impact of EI in managerial levels could be a guide for\r\norganizations to improve emotional intelligence. The findings will further assist organizations in human\r\nresource initiatives such as managerial development and selection....
This paper is on Human Resource Development as a tool for empowering grassroots\r\ncommunities for improved community development in Osun State, Nigeria. It evaluates the\r\nvarious human resource development programmes organized by the state for Community\r\nDevelopment Committees (CDC) and their impact on community development programmes of\r\nOsun State. A descriptive survey research method was adopted for the study. A total of three\r\nhundred and fifty (350) Community Development Committee members were randomly\r\nselected from six administrative zones of Osun State using stratified sampling technique.\r\nHuman Resource Development Empowering Programme for Community Development\r\nCommittee Members Questionnaire (HRDEPCDCMQ) was used, and was complemented\r\nwith Focus Group Discussion (FGD) technique to collect information from the respondents.\r\nFour research questions were generated. The data collected was analyzed using multiple\r\nregression analysis, Pearson Product Moment Correlation and t-test statistical methods. It\r\nwas discovered that Human Resource Development promotes in the CDC members the\r\nneeded skills for problem identification, planning, monitoring, implementation and\r\nevaluation of community development programmes/projects. That HRD provides thesatisfaction and motivation for the CDC to handle community development projects as their\r\nown project for improved community development programmes in their communities. It is\r\ntherefore recommended that the government at all levels should encourage continuous\r\ndevelopment of the power of work in both the CDC and the change agents at the locality\r\nlevels for improved community development programmes delivery in Osun State and\r\nNigeria at large....
This article reviews developments in human resource outsourcing (HRO) in recent years,\r\nparticularly in light of the severe economic recession prevailing since 2007. It establishes\r\nthat companies are increasingly outsourcing routine HR processes, and in some cases,\r\ncritical HR processes in view to cut costs. The article takes the view that while such a\r\nstrategy could be viable in the short term, its long-term strategic effectiveness is\r\nquestionable. This view is founded on widely accepted assumptions that people are critical\r\nassets in organizations, thus, commanding that companies maintain a strong hold on vital\r\nemployee commitment processes. Outsourcing may not be the only valid framework for the\r\nfuture; companies must consider alternatives....
Substantial numbers of Indonesian women are seeking employment as domestic workers in Malaysia in order to escape poverty and unemployment and to be able to support their families back home. Most Indonesian domestic workers in Malaysia face unpleasant working conditions with long working hours and no freedom to move or communicate; some find themselves in a situation of abuse. In many cases, the decision to work abroad is made without being properly informed about what to expect. Furthermore, most of the Indonesian migrant domestic workers do not know about process and procedures and are not aware of their rights and the possibilities of seeking assistance when problems occur. In order to empower the target group, relevant information need to be disseminated. Current strategies do not seem to achieve the desired effect. Many of the affected women come from remote areas, are poor and have a low level of education; therefore, their skills to make use of written or even digital information are limited. Appropriate strategies are suggested to utilise traditional and commonly used information dissemination channels such as cultural performances, group discussions and radio. Educational measures should be combined with aspects of local entertainment culture in order to attract attention and to provoke identification with the issues discussed. Further research is necessary to actually develop an appropriate information dissemination strategy with regard to the target group and to evaluate its benefits by conducting pilot projects....
This paper investigates the role of Human Resource Policy (HRP) on the retention of employee in pharmaceutical companies in central region of India. In the rapidly changing management scenario, human resource management has an important role in the overall performance of companies. Recognizing these challenges of the organization has created the need for fundamental advances in human resource management. The present study involve a detailed study on human resource policy and their effect on employee job retention in small scale pharmaceutical industry, study also highlights the strategic manpower planning of enterprises, training and development programme, performance appraisal etc. This paper also suggests certain possible solution to this problem....
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