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Murti, Ashutosh Bishnu
- Determinants of Skill Shortages in Indian Firms: An Exploration
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1 School of Management & Labor Studies, Tata Institute of Social Sciences, Mumbai, Maharashtra, IN
1 School of Management & Labor Studies, Tata Institute of Social Sciences, Mumbai, Maharashtra, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 49, No 3 (2014), Pagination: 439-455Abstract
Based on primary data collected from 102 firms, located in three metropolises- Mumbai, Bangalore and Hyderabad- and heterogeneous in economic activities, size and year of existence, the authors explore the phenomenon of skill shortage among Management Graduates who are employed in managerial occupation. They describe determinants of skill shortages in these firms. They elucidate that job vacancies that are hard to fill subsume in vacancies having skill shortage that is the subset of general pool of vacancies. The paper shows that a vacancy falling within skill shortage category is sensitive to the nature of vacancy, wage, year of existence and location.Keywords
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- Determinants of Vacancies for Management Graduates in Indian Firms
Abstract Views :207 |
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Authors
Affiliations
1 School of Management & Labor Studies, Tata Institute of Social Sciences, Mumbai, IN
1 School of Management & Labor Studies, Tata Institute of Social Sciences, Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 4 (2015), Pagination: 588-600Abstract
In contrast to the vast literature on unemployment, not much is known about vacancies in developing economies such as India. We observe discernible interfirm differences in the firm recruitment behavior. We explore the determinants of vacancy in Indian firms among management graduates. Using uni-variate and bi-variate patterns, we fit a model that posits vacancy as a function of year of existence, per cent of management graduates, organization type, skill gap and off the job training. Using a probit model, we estimate chances of vacancies as a function of years of existence, percentage of management graduates, organization type, skill-gap and off the job training.- Key Indicators of Labor Market Flexibility & Skill Shortages
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Authors
Affiliations
1 School of Management & Labor Studies, Tata Institute of Social Sciences, Mumbai, IN
1 School of Management & Labor Studies, Tata Institute of Social Sciences, Mumbai, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 50, No 2 (2014), Pagination: 243-256Abstract
The paper examines skill shortage among management graduates in India and explores the specific labor market dynamics that underlines skill shortage in Indian firms. The paper critiques the neoclassical perspective which dominates current discourses on skill shortage in the firm. A structured schedule is used to interview key decision makers from 102 firms, drawn from three Indian metropolises: Mumbai, Bangalore and Hyderabad. Firms need to adapt to the constraints of skill shortage by hiring management graduates who can be trained in employable skills requiring firm to invest more on human capital formation. The study unraveled strategic implications that emanate from three diverse contexts: vacancies, skill shortage vacancies and hard to fill vacancies.- Efficacy of Selection in Firm’s Recruitment Behavior
Abstract Views :269 |
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Authors
Affiliations
1 Center for Management Studies, Administrative Staff College of India, IN
1 Center for Management Studies, Administrative Staff College of India, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 53, No 4 (2018), Pagination: 646-662Abstract
Selection practices are one of the important interfaces for firms to interact with the labor market. This paper attempts to unravel the impact of firms’ selection practices and recruitment behavior. The results of this paper can be divided into firm-level heterogeneity in selection practices, what explains this heterogeneity and the effect of factors that determine selection of job seekers for an interview. Quite importantly, search and selection of job seekers by firms help both the parties to acquire information about each other. The paper locates its strong support for strings of firm preferences and methods of selections of jobseekers.References
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- Efficacy of Search & Recruitment Behavior of Firms
Abstract Views :146 |
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Authors
Affiliations
1 Assistant Professor (OB& HR), Indian Institute of Management Shillong, IN
1 Assistant Professor (OB& HR), Indian Institute of Management Shillong, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 56, No 4 (2021), Pagination: 717-731Abstract
The literature on firm search and recruitment has spanned over six decades. Although studies have been conducted on understanding the search behavior of job seekers, there is a dearth of literature corresponding to recruitment behavior firms. This paper attempts to unravel the search behavior of Indian firms. Our analysis is based on 101 firms that had most recently hired employees. In Akerlof‘s work the study began with the basic statement of the lemon problem and proceeded to investigate indexes of firm search behavior. This paper contributes to the understanding of inclusive picture of ways in which Indian firms search for job seekers and the kind of job seekers they look for.References
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- Burdett, K. & Cunningham, E. J. (1998), “Toward a Theory of Vacancies”, Journal of Labor Economics, 16(3): 445-78.
- Daniel, WW (1999), Biostatistics: A Foundation for Analysis in the Health Sciences, 7th edn, New York, John Wiley & Sons.
- Devero, A. (2003), “Corporate Values: Stimulus for the Bottom Line”. Financial Executive, 19(3): 20-23
- Gorter, C., Nijkamp, P. & Rietveld, P. (1996), “Employers’ Recruitment Behavior and Vacancy Duration: An Empirical Analysis for the Dutch Labor Market”, Applied Economics, 28(11): 1463-74.
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- Malm, F. (1955), “Hiring Procedures and Selection Standards in the San Francisco Bay Area”, Industrial and Labor Relations Review, 8(2): 231-52.
- Montgomery, J. D. (1991), Social Networks and Persistent Inequality in The Labor Market, Center for Urban Affairs and Policy Research, Northwestern University, Evanston.
- Mortensen, D. T. & Vishwanath, T. (1994), “Personal Contacts and Earnings: It Is Who You Know!”, Labor Economics, 1(2): 187-201.
- Rees, A. (1966), “Information Networks in Labor Markets”, The American Economic Review, 56(1/2): 559-66.
- Rees, A. & Shultz, G. P. (1970), Workers and Wages in an Urban Labor Market. Chicago: University of Chicago Press.
- Rees, A. & Gray, W. (1982), “Family Effects in Youth Employment”, in Richard B. Freeman and David A. Wise (Eds), The Youth Labor Market Problem: Its Nature, Causes, and Consequences, University of Chicago Press.
- Russo, G., Gorter, C. & Schettkat, R. (2001), “Searching, Hiring and Labor Market Conditions”, Labor Economics, 8(5): 553-71.
- Russo, G., Gorter, C., Nijkamp, P. & Rietveld, P. (1997), “Employers’ Recruitment Behavior: an Empirical Analysis of the Role of Personnel Management Attitudes” , Labour, 11(3): 599-623.
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- An Exploration into the Decline & Fall of Tech Start-ups
Abstract Views :231 |
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Authors
Affiliations
1 Assistant Professor (OB & HR), Indian Institute of Management Shillong, Meghalaya, IN
1 Assistant Professor (OB & HR), Indian Institute of Management Shillong, Meghalaya, IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 57, No 2 (2021), Pagination: 226-238Abstract
In the first three years, 80 percent of new businesses fail. Ninety percent of venturefunded start-ups fail to create substantial profits. The Paper investigates start-up failure s through the perspective of the ‘need for start-up’ and the resulting failure in sales. Wrong market perception, running out of money due to high operational expenditures, inadequate market research, technical/product difficulties, bad sales and marketing, and trouble competing are some of the major causes of technological start-up failures. The research intends to analyze and find the primary causes for the failure of tech start-ups; the elements that entrepreneurs should consider before forming a firm; and the relationships between these elements and startup longevity.References
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