Type:PhD

Subject:Management

Description:The higher education sector has undergone major changes throughout India which has led to increase in competition for institutions in this sector. Thus, there is a need to find ways to attract and retain the potential and current students. Student loyalty is crucial to create sustainable competitive advantage. Student loyalty is widely accepted as a critical factor in the long term economic success of an educational institution that aims at positive recommendation (word of mouth) by students and attracting the students back to the institution for further studies. Review of literature reveals that service quality, price fairness, customer value, customer satisfaction and affective commitment are key antecedents to customer loyalty. [show more]

Type:PhD

Subject:Management

Description:Healthcare industry today has seen a lot of innovation and transformation like any other industry. With technological advancements it is growing leaps and bounds. One of the major challenges before the world today is effective management of diseases. The healthcare industry has been benefitted with the usage of information and communication technology (ICT). When integrated properly this technology has the potential to provide solutions to increased demands in quality, efficiency and improved workflow to help streamline healthcare operations. [show more]

Description: The original model developed by Hackman & Oldham (1976, 1980) was tested for the healthcare sector in India following three staged model as proposed by the original authors. Out of several studies conducted so far using this model, majority of the studies had adopted two staged model. Stratified sampling technique was adopted to select the hospitals (equal number of hospitals selected from private, public and trust hospitals). Convenience sampling was adopted to administer the questionnaire (questionnaires were administered to the target sample from hospitals that gave permission under the three categories). Judgmental sampling method was adopted for deciding whom to administer the questionnaire. Inclusion and exclusion criteria included as employees should have worked for minimum 12 months in the present hospital to complete the questionnaire. 1550 questionnaires were distributed and 1244 fully completed questionnaires were compiled for analysis (80% response rate). Initially the model was tested using structural equation modeling. The study found that the job characteristics model as suggested by Oldham and Hackman (1976 and 1980) did not find good fit in the healthcare sector in India. Further the model was tested separately for nursing, paramedical and nonmedical category as they were the major stake holders in the healthcare sector. The result of the second model fit was also poor and found further fall in strength, which was tested based on the categorization ?? paramedical, nursing and nonmedical staff. Hence, the researcher found no scope of testing the structural equation model any further. Therefore, as the measurement model fails, the researcher intended to explore the dimensions using exploratory factor analysis. The result of the exploratory analysis indicated extracted 17 dimensions from 83 items. These 17-factors extracted from the exploratory factor were applicable to the Indian healthcare sector. This new tool needs to be tested in India for measuring the job characteristics, psychological states and personal outcome linkages. In this study we have analyzed the implications based on the results found. Some of the implications of the study were in the area of autonomy and feedback from the core job dimensions, experienced meaningfulness and knowledge of result from the critical psychological states and general satisfaction and specific satisfaction on pay from the personal outcome. We found very low pay satisfaction among the healthcare workers in India. It is suggested to the future scholars to experiment with the proposed new tool in the future research and explore the new model. A focused study interview could be conducted to find out the responses to job design using the qualitative approach and interviewing the most experienced professionals in hospitals. Two stage model could be tested in the Indian healthcare sector that is job characteristics and personal outcome, excluding critical psychological states. Key words: Job characteristics model, Healthcare, Paramedical, Nonmedical, Nurses. [show more]

Description:This study aimed at identifying the challenges faced by the employee working in virtual environment, to further propose a conceptual model and to explore the enabling factors required to provide sustainable solutions to these challenges. An organizations precursors are a must to mitigate the identified challenges by adopting the suggested solutions. In this era of IT and ICT, it is inevitable to understand what are those challenges, issues or problems employee of a virtual team faces and how do they resolve them or behave in that particular scenario. Radically changing work environment impacts the workforce productivity. In this ICT environment, it is unavoidable to expect challenges emerged out of such working conditions. Further, to study challenges becomes crucial for a better work environment. The qualitative grounded theory method approach has been used to identify challenges of 20 cases through in-depth interview techniques. The interviews have been then transcribed, coded and categorized. The conceptual model is the final outcome of this research work that depicts the challenges, the precursors ?? a company must have and last but not the least the recommended solutions to mitigate challenges. Keywords ?? IT (Information Technology), ICT (Information and Communication Technology), Challenges (A challenge is a general term referring to things that are imbued with a sense of difficulty and victory). [show more]

Type:Patent

Subject:Employee performance in an organization

Description:Patent Number: 202241025596, Applicant: Dr. Rekha N Patil. Employee development and training as a tool for improving employee performance in an organization Abstract: A company's long-term success depends on how well its employees are trained and how well they are taught new things. Workers can use these programmes to improve their skills, but businesses can use them to improve employee productivity and the company's culture at the same time. The 2020 Work Institute found that cutting down on employee turnover has a big impact on a company's bottom line. [show more]

Type:Patent

Subject:Employee performance in an organization

Description:Patent Number: 202241025596, Applicant: Dr. Rekha N Patil. Employee development and training as a tool for improving employee performance in an organization Abstract: A company's long-term success depends on how well its employees are trained and how well they are taught new things. Workers can use these programmes to improve their skills, but businesses can use them to improve employee productivity and the company's culture at the same time. The 2020 Work Institute found that cutting down on employee turnover has a big impact on a company's bottom line. [show more]

Type:Patent

Subject:Employee performance in an organization

Description:Patent Number: 202241025596, Applicant: Dr. Rekha N Patil. Employee development and training as a tool for improving employee performance in an organization Abstract: A company's long-term success depends on how well its employees are trained and how well they are taught new things. Workers can use these programmes to improve their skills, but businesses can use them to improve employee productivity and the company's culture at the same time. The 2020 Work Institute found that cutting down on employee turnover has a big impact on a company's bottom line. [show more]

Type:Patent

Subject:Employee performance in an organization

Description:Patent Number: 202241025596, Applicant: Dr. Rekha N Patil. Employee development and training as a tool for improving employee performance in an organization Abstract: A company's long-term success depends on how well its employees are trained and how well they are taught new things. Workers can use these programmes to improve their skills, but businesses can use them to improve employee productivity and the company's culture at the same time. The 2020 Work Institute found that cutting down on employee turnover has a big impact on a company's bottom line. [show more]

Description: Employee contribution becomes a critical business issue because in trying to produce superior output, companies have no choice but to try and engage not only the body but the mind and soul of every employee. Most organizations today realize that a satisfied employee is not necessarily the best employee in terms of loyalty and productivity. The best employee is really an engaged employee ?? one who is intellectually and emotionally bound with the organization, who feels passionate about its goals and is committed towards its values. This employee goes the extra mile beyond the basic job requirements. Currently, organizations expect their employees to be proactive and show initiative, collaborate smoothly with others, take responsibility for their own professional development, and to be committed to high quality performance standards. Thus employees who feel energetic and dedicated and who are absorbed by their work, employees who can create a culture in the organization that would be for the well-being of the organization and people involved in the organization are most critical for the organization. These voluntary behaviors which contribute to the business unit performance are Organizational Citizenship Behaviors. Engaging employees of an organization is critical to the organizations success. Employee Engagement is often the most significant differentiator between competing IT organizations. This is true particularly for service based IT companies as revenues are directly proportional to number of engaged workforce in the organization. Majority of researches on employee engagement from survey houses and consultancies have established the relationship between employee engagement, financial business performance and profitability. Interestingly, there are very few academic literatures on engagement. Several literatures on OCB have highlighted the relationship between OCB and productivity, in-role performance, and business unit performance. However there has been no research established to find out if there is any relationship between employee engagement and OCB. In this research, the researcher is interested to focus on employee engagement and OCB in Indian and multinational companies operating in the IT sector in India. The research is focused to analyze if the dimensions of OCB like helping behavior, taking initiative, self development indicate the engagement levels of an employee. Based on the review of literatures and identified the gap, the investigator felt an imperative need to pursue with the current research. The sample consisted of 235 IT professionals from both Indian and MNC companies. The judgmental and convenient sampling technique was adopted for selecting the respondents. Two standard tools were used to measure the variables of the study:- 1.Employee Engagement questionnaire by Dilys Robinson (2004), the reliability for the scale was.880. 2.Organizational Citizenship Behavior questionnaire by Podsakoff (2000), the reliability for the scale was .703 The major findings of the study were - i. There was a positive significant relationship between Employee Engagement and Organizational Citizenship Behavior. ii.The drivers of engagement viz. pay and benefits, feeling valued and involved, training and development, job satisfaction, management, colleagues, equal opportunities, communication, current career intention are found to have significant positive correlation with Employee Engagement. iii.There was a significant negative relation between Employee Engagement and stress and work pressure. iv.The variable with highest influence on engagement was current career intension, followed by job satisfaction, pay & benefits, management, equal opportunities, and organization citizenship behavior. v.The variables colleagues, communication, training and development, feeling valued and involved were not found to have any significant impact on Employee Engagement. vi. There were significant differences in job satisfaction behavior between men and women professionals. Job satisfaction was significantly higher for women than for men. vii.There were significant differences in organizational citizenship behavior between men and women professional. The Organizational citizenship Behavior was higher for men than women. viii.There were significant differences in current career intension between different age groups. Current career intension was generally increasing with age, with the exception of the 41-45 yr. age group. There was no significant difference in other dimensions between age groups. ix.There was no significant difference in any of the dimensions based on work experience. x.There were significant differences in satisfaction with pay and benefits based on qualification. Satisfaction with pay and benefits was highest for professionals with PhDs, and lowest for post-graduates. xi.Stress and work pressure was highest for graduates, and lowest for PhDs there was no significant difference in other dimensions based on qualification. xii.There were significant differences in Employee Engagement and the type of companies. Employee Engagement was higher for professionals working in Multi National Companies than for those in Indian companies. xiii.Satisfaction with management was higher for professionals working in Multi National Companies than those working in Indian companies. xiv.Satisfaction with management was significantly higher for professionals working in Multi National Companies than those working in Indian companies. xv.Stress and work pressure was significantly higher for professionals working in Indian companies than those working in Indian companies. xvi.At a micro level analysis, it was found that type of IT company the employees belonged did not significantly differ among pay and benefits, feeling valued and involved, job satisfaction, colleagues, equal opportunities, training and development and current career intention. xvii.It was found that the driver qualification did not have any significant difference among feeling valued and involved, colleagues, equal opportunities, job satisfaction training and development and management. xviii.Gender did not significantly differ among the variables feeling valued and involved, colleagues, equal opportunities,training and development and current career intention, and management. xix.It was found that age did not significantly differ among any of the dimensions like feeling valued and involved, colleagues, equal opportunities, job satisfaction training and development and management. Length of service in the organization did not significantly differ among employees in any of the dimension. xx.It was found that there was no significant difference between Organizational citizenship Behavior, age of the employees, work experience of the employees, and qualification of the employees. xxi.It was found that there was no significant difference between Organizational citizenship Behavior, age of the employees, work experience of the employees, and qualification of the employees. xxii.It was found that male employees were satisfied with pay and benefits. xxiii.Female employees were feeling more valued and involved than male employees. xxiv.The female employees were more satisfied with the training and development activities. xxv.It was found that female employees had more levels of Employee Engagement than male employees. xxvi.It was found that female employees were more satisfied with management and colleagues. xxvii.Male employees seem to undergo more of stress and work related pressure than male employees. xxviii.It was found that male employees were more satisfied with communication and equal opportunities. xxix.Female employees had more intentions to stay with their companies than male employees. xxx.The level of Organizational citizenship Behavior was higher for men than women. xxxi.Employees working in MNCs were satisfied with pay and benefits, feeling valued and involved training and development. xxxii.Employee engagement level of MNC employees was higher than Indian employees. xxxiii.The stress and work pressure was higher for Indian employees than MNC employees. [show more]

Description:With the dominance of knowledge power in the success of an organization, competent human resource has become crucial for realization of organizational objectives. Human Resource Management, HRM is a set of tasks to maintain and develop a proficient human resource. A performance appraisal process helps the HRM in identifying the strengths and weaknesses of an employee. This evaluation of employee is based on several different parameters according to the work domain and organizational objectives. This activity of employee evaluation has a high significance in making strategic decisions of manpower planning than just salary reviews. The objective of the prediction model constructed in the study is to assist HR personnel in decision making by predicting the performance of an employee. This study, has developed an Employee Performance Prediction Model which can predict the performance category of an employee. Academic industry data is used for the analysis. The supervised learning approach of classification has been first applied to the performance data to construct the model. The methodology adapted by the study is a five step process of Data preprocessing, Dimensionality Reduction, Application of classification algorithm to build the classifier and Evaluation of the classifier. Based on the hierarchical characteristics of the data, three different approaches ?? Direct, Hierarchical and Integrated are followed for the construction of the classifiers. A comparative analysis of the classifiers performances based on prediction accuracy and error rate is performed. Unsupervised learning approach is used to understand natural similarities among the employees to enhance the evaluation process. The thesis is organized into five chapters. Chapter1, Introduction, starts with a brief overview of HRM and presents the objective of the study and the problem statement. It further describes a typical KDD process and role of data mining in a KDD process. Chapter 2, Literature review, discusses background work in the field of data mining and HRM. Different models and techniques used in the context are described. Chapter 3, Methodology elaborately discusses the processes and techniques used for constructing the Employee Performance Prediction Model. Starting with the block diagram, the chapter elaborates the sequence of steps that led to the results. Chapter 4, Results and Discussion discusses the performance statistics of the different classifiers constructed in the study. Chapter 5, Conclusion, summarizes the inferences concluded based on the results obtained. The chapter also discusses limitations and challenges and concludes with future scope of the study. Keywords: Human Resource Management, Performance Appraisal, Knowledge discovery, Data Mining, Supervised Learning, Unsupervised Learning, Classification and Prediction. [show more]

Type:MPhil

Subject:Computer Science

Description:With the dominance of knowledge power in the success of an organization, competent human resource has become crucial for realization of organizational objectives. Human Resource Management, HRM is a set of tasks to maintain and develop a proficient human resource. A performance appraisal process helps the HRM in identifying the strengths and weaknesses of an employee. This evaluation of employee is based on several different parameters according to the work domain and organizational objectives. This activity of employee evaluation has a high significance in making strategic decisions of manpower planning than just salary reviews. The objective of the prediction model constructed in the study is to assist HR personnel in decision making by predicting the performance of an employee. [show more]

Type:PhD

Subject:Sociology

Description:The acts of discrimination & exclusion meted out to the people living with HIV/AIDS, and the stigma attached to the condition deprives the afflicted, of their capacity to exercise their fundamental rights and to access basic necessities. Specifically, the suffering of the women stricken by this chronic, incurable malady, the majority of whom from economically weaker sections of our society is very poignant. From the time this pandemic broke out in 1984, world organisations, national and local organisations, both government and non-government have come to the aid of the PLWHA. Some of them cater singularly to the needs of the WLWHA, who are as such more vulnerable ever since the plight of the women living with the deadly disease was brought to light. But as the years went by, there has been a decline in the help extended to the WLWHA. This study is undertaken to ascertain the current state of services and strategies used by the organisations to empower the WLWHA and the challenges faced by the organisations in their endeavours. [show more]

Description:Wireless Sensor Networks (WSNs) have gained universal attention now a day???s owing to the advancements made in the fields of information and communication technologies and the electronics field. This innovative sensing technology incorporate an immense number of sensor nodes or motes set up in an area to perceive any continuously fluctuating physical phenomena. These tiny sensor nodes sense and process the sensed data and transfer this information to a base station or sink via radio frequency (RF) channel. The small size of these sensors is an advantage as it can be easily embedded within any device or in any environment. This feature has attracted the use of WSNs in immense applications especially in monitoring and tracking; the most prominent being the surveillance applications. But this tiny size of sensor nodes restricts the resource capabilities. Usually the WSNs are installed in application areas where the human intervention is quite risky or difficult. The sensed information might be needed to take critical decisions in emergency applications. So maintaining the connectivity of the network is of utmost importance. The efficient use of the available resources to the maximum extend is a necessity to prolong the network lifetime. If any node runs out of power, the entire network connectivity collapses and intend of the deployment might become futile. Because of this reason most of the research in the area of WSNs has concentrated on energy efficiency where the design of energy efficient routing protocols plays a major role. This research work titled ???Energy Efficient Routing Protocols for Wireless Sensor Networks??? proposes to develop energy efficient routing protocol strategies so as to enhance the lifetime of the WSNs. A thorough study of the existing literature serves as the back bone for attaining acquaintance concerning the pertinent scenario, the problems faced and the application of the WSNs. The use of clustering and sink mobility to enhance the energy utilisation is explored in this research. A modification of the most traditional energy efficient routing protocol for WSNs, LEACH (Low Energy Adaptive Clustering Hierarchy) is implemented initially by modifying the clustering mechanism. An enhancement of it by incorporating sink mobility, to further augment the energy efficiency is executed next. A modification of HEED (Hybrid Energy Efficient Distributed Clustering Hierarchy) protocol using the unequal clustering technique is also proposed. The modified protocols are simulated using MATLAB under different circumstances by varying the number of sensor nodes and the area of deployment. These modified protocols are intended for delay tolerant applications that require periodic sensing. The performance of the modified protocols is evaluated using metrics like residual energy of the network, packet delivery ratio, energy consumed by the network, delay, and the number of live nodes. The simulation outcomes showcased the effectiveness of the modified protocols compared to the relevant existing protocols in literature. [show more]

Subject:Physics

Description:Crystal Research & Technology, Vol-49 (4), pp. 212-219. ISSN-0232-1300

Type:Journal Article

Subject:Computer Science and Engineering

Description:International Journal of Innovative Computing, Information And Control, Vol.14, Issue 4, pp.1311-1326, ISSN No. 1349-4198.

Type:Journal Article

Subject:Computer Science and Engineering

Description:Egyptian Informatics Journal, Vol.20, Issue 2, pp. 117-130, ISSN No. 1110-8665.

Type:Journal Article

Subject:Computer Science

Description:International Journal of Computer Applications, Vol.108, Issue 17, pp.92-97, ISSN No: 0975-8887.

Type:Journal Article

Subject:Management

Description:Asian Journal Of Management, Vol.7, Issue 4, ISSN: 0976-495X (Print), 2321-5763 (Online).

Subject:Law

Description:Shodh Prerak, Vol. 2, Issue 3, pp 69-73, ISSN No. 2231-413X

Type:
PhD

Subject:Commerce