SAMVAD: International Journal of Management

Madhura Bedarkar ¹, Deepika Pandita ¹

Affiliations
1 SIBM Pune, Symbiosis International University, IN

Abstract

Employee perception towards their own job and the organization plays a pivotal role in determining the level of organizational effectiveness. Thus, it is essential to understand the construct of employee perception towards organizations with respect to its various dimensions and factors affecting the same. The present study aims to discuss the concept of employee perception towards organization, based on a systematic literature review. An exploratory study was undertaken to understand factors affecting employee perception towards management, their job and co-workers in an auto-component manufacturing company, based in Chakan at Pune. Data was collected through in-depth interviews and focus group discussions. Our study also proposes a few recommendations to help organizations understand the concept of employee perception, factors affecting it and its impact on overall organizational effectiveness on the one hand and to improve employee perception towards organization, on the other.

Keywords

Employee Perception, Human Resource, Organizational Effectiveness.

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Deepika Pandita

Abstract

This paper aims to look at the research-based models of emotional intelligence and explored the role of emotional intelligence in the leaders of the organizations. A growing body of research supporting the value of emotional intelligence in today`s companies is been presented in this paper. The role and importance of emotional intelligence in today`s scenario to gain competitative advantage in the organizations are discussed. To achieve the high goals and expectations of the industry in the 21st century, the intentional inclusion and development of emotional intelligence skills in leaders` of the organization's today has become very vital.

Keywords

Emotional Intelligence, Engagement, Retention, Human Resources, Performance.

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Deepika Pandita ¹

Affiliations
1 SIBM Pune, IN

Abstract

No Abstract.

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Deepika Pandita ¹

Affiliations
1 SIBM, Pune, IN

Abstract

No Abstract.

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Deepika Pandita ¹

Affiliations
1 SIBM, Pune, IN

Abstract

No Abstract.

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Deepika Pandita ¹, Nancy Mahato ¹

Affiliations
1 SIBM Pune, Symbiosis International University, IN

Abstract

Human resources of an organization are regarded the most important assets than any other tangible and intangible assets. Measuring the effectiveness of HR is important so that the human resources can be managed effectively. Despite several researches by well-known researchers in measuring HR effectiveness, we still tend to get lost while carrying out the process and the process becomes more and more subjective and confusing. The overall results that emerge are that of HR Metrics and Analytics that organizations are now carrying forward in terms of quantifying HR processes and practices while some organizations are also using traditional ways like balanced scorecards. This paper recovers some of the problems being faced by the HRs in different organizations across the globe, and the existing practices that some of the firms are now following in order to quantify HR in their firms found through secondary research. The questions like what to measure? How to measure? When and where to measure? Make measurement of HR processes and practices difficult. This paper includes both qualitative data found which are followed by firms in order to show how HR contributes to business results. A thorough research on the same was conducted. Various articles by well-known HR professionals were read and inferences were noted while looking at the various assumptions that somewhere become a challenge for the HR professionals and what steps are being taken by the organizations and what new innovative practices are coming forward in this field. This helps us to explore and analyze the various HR practices followed by a various firm to measure effectiveness which finally contributes to the business results and help improvise HR measures.

Keywords

Analytics, Engagement, Human Resources, Talent.

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Deepika Pandita ¹

Affiliations
1 SIBM Pune, Symbiosis International University, Pune, IN

Abstract

This research paper will focus on the importance of talent acquisition as a function of HR, how it is evolving over the years and how are recruitment strategies changing with the evolving scenario. Attracting, recruiting and retaining quality talent is the paramount priority of organizations. In order to aid our endeavour to bring some clarity to and explore the trends in the area of Talent Acquisition in HR, we have based this paper on a systematic review of literature which seeks to examine the modern thought process and evidence. We conducted an evidence-based review using an integrative synthesis of published peer-reviewed literature on the role technology plays in Talent Acquisition. Emphasis is drawn specifically on reviewing the HR practices of current employers to empower the existence of digitalization and its impact on talent acquisition. Current examples are drawn from many leading companies and their practices are emphasized for better understanding. For this study, the existing studies were predominantly sourced from internet searches and use of management journal databases. The benefits and impact of digitalization have been studied in depth through various studies and researchers. This paper also explores and unites the concept of digitization and Talent Acquisition to arrive at effective decisions with respective to human resources in terms of recognising their contribution vis a viz their cost and thereby developing effective ways of acquiring and engaging talent in the workforce. (Karacay, G. 2018). This research paper focuses on the importance of talent acquisition as a function of HR, how it is evolving over the years and how are recruitment strategies changing with the evolving scenario. Attracting, recruiting and retaining quality talent is the paramount priority of organizations. The research paper also throws light on recruitment through referrals which helps in getting authentic quality talent on board and also the scope of data analytics in hiring and assessment of existing workforce.

Keywords

Digitization, Engagement, Human Resources, Talent.

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