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Sanjeev, Rinku
- Employee Perception Towards Performance Appraisal Program in Packaging Industry
Authors
1 HR, Institute of Management Studies, Ghaziabad, Uttar Pradesh, IN
2 Marketing, Apeejay Institute of Technology, Uttar Pradesh, IN
Source
Journal of Strategic Human Resource Management, Vol 3, No 1 (2014), Pagination: 16-22Abstract
Organizations face various challenges as they effort to assess and improve the performance of employees. There is a significant impact of employees individual and group performances on organizational overall performance (Nzuve and Ng’ang, 2012). Performance Appraisal Program is an essential activity for the overall human resource management. To know the competency levels and the required skill gaps of their employees, organisations depend on Performance Appraisal Programs.Keywords
Organisational Performance, Demographic Variables, Competency Level, Performance Effectiveness- An Empirical Study of Workplace Bullying in Health Sector in India: A Diagnostic Gender-Specific Analysis
Authors
1 Institute of Management Studies, Ghaziabad, U.P, IN
Source
Journal of Organization and Human Behaviour, Vol 2, No 2 (2013), Pagination: 20-31Abstract
Workplace bullying is a global phenomenon, not restricted to a region, sector, society or country, having endless ramifications on organizational culture and environment at macro level. Not only this, it affects the employees at micro level too by having significant impact on their performance, competence, motivation, and retention. In the backdrop of these widely prevalent concerns, the objectives of the current research are focused to determine the pervasiveness of workplace bullying among nurses and to find the factors influencing different forms of bullying. Besides these, one more dimension pertaining to gender association has been explored. The major research objectives of the current paper are to identify various forms of the workplacebullying behaviour experienced by nurses (targets) and based on that to develop theoretical models on Workplace Bullying Behaviour (WPBB). Also, the impact of gender on workforce bullying has been analyzed.
Design/Methodology/Approach: The aim is to explore the prevalence and forms of bullying in health Sector in India. Psychosomatic model of workplace bullying has been used as the research model and accordingly various factors affecting the workplace bullying in Nurses in India in healthcare organisations have been defined. The study is based on primary data collected from the nurses from healthcare organisations in and around the National Capital Region of New Delhi. The questionnaire used for the sample survey is based on psychosomatic model of workplace bullying. Data analysis was done using SPSS software. The statistical analysis method employed was Factor analysis.
Findings: As bullying is one of the troublesome issues of employees in health organizations in India, it is important for the organisation to understand the different forms affecting the extent of bullying of employees. There were highly differentiated behavioural forms of bullying amongst males and females observed based on which theoretical models on Workplace Bullying Behaviour (WPBB) have been developed. The gender-specific disparity in the behaviour demands particular HR strategies for advanced effectiveness specifically in health organizations as per the current research, but the findings are generic in nature and can be applied to all types of organizations.
Keywords
Psychosomatic Model, Health Organization, Workforce Bullying, Workplace Bullying Behaviour (WPBB)References
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- Determining Employees' Perception through Effective HRIS: An Empirical Study
Authors
1 Institute of Management Studies (IMS), Ghaziabad, Uttar Pradesh, IN
Source
Journal of Strategic Human Resource Management, Vol 3, No 3 (2014), Pagination: 26-32Abstract
Human Resource Information System (HRIS) refers to the systems and processes at the connection between Human Resource Management (HRM) and Information Technology (IT). The human resources department deals with administrative functions and is very common to all organizational activities. Every organisation has procurement, evaluation, and payroll functions. The HR function comprises tracking existing employee data that include personal records, skills, capabilities, achievements and compensation benefits and its maintained manually. To reduce the manual workload of these administrative activities, organisations began to electronically automate many of these processes by introducing specialized Human Resource Information System. In nutshell, HRIS can support various HR practices such as HR planning, staffing, compensation, salary forecasts, pay plans and employee relations.
Design/Methodology/Approach: This research measures the effectiveness of Human Resource Information System in Banking Sector and also evaluates the underlying factors of HRIS in determining the employees' perception. The study is based on the primary data, collected from the employees of banking sector and is located in Delhi and National Capital Region. Data analysis was done using SPSS software. The statistical analysis method employed was Descriptive Analysis, Factor Analysis and T-test.
Findings: The findings show that HRIS is effective and efficient in banking sector. HRIS is not only assisting banks to increase its productivity but also brings positive change in banking sector. The finding also indicates that HRIS is not only time saving and cost effective but it also improves quality of work. So, it is clear that HRIS implementation has many benefits and it's proved convenient and beneficial to bank.
Keywords
HRIS, HRMS, Security of Information, Banking Sector.References
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- Parry, E. (2009). The benefi ts of using technology in human resources management. In T. Coronas & M. Oliva (Ed.), Encyclopedia of human resources information systems: Challenges in E-HRM (pp. 110-116). Hershey, PA: IGI Global.
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- Reverse Mortgage: An Empirical Study in Indian Perspective
Authors
1 Institute of Management Studies, Ghaziabad, Uttar Pradesh, IN