Search results

1 – 7 of 7
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Article
Publication date: 28 March 2023

Jaydip Kanango, Ashutosh Bhatnagar, Ravikant Gupta and Vikas Kashyap

This research has been taken up by the human resource center of organization X, for designing a curriculum for a training course named “Basic Computer Application”, by optimizing…

1124

Abstract

Purpose

This research has been taken up by the human resource center of organization X, for designing a curriculum for a training course named “Basic Computer Application”, by optimizing topics and finalizing teaching strategies, based on needs and expectations collected from past and prospective training participants from different ranks of employees of X. The study aims to discuss this issue.

Design/methodology/approach

The research strategy adopted is based on a survey conducted using a specially designed questionnaire. The questionnaire was circulated to 256 personnel selected randomly having computer backgrounds as well as non-computer backgrounds, who had either attended past batches of the same training course or attended different training courses. The data thus collected was processed using VOC Table and the affinity diagram and subsequently fed into the house of quality (HOQ) for obtaining desired output.

Findings

The study has identified and optimized topics for the course, based on employee needs/wants, using the two-stage QFD approach. After delivering the course with an optimized curriculum and teaching strategy, it is observed that the overall participant satisfaction performance of the course has increased from 3 to 4.6, which is higher than the goal set at 4. This indicates an overall enhancement in the satisfaction of participants with the delivery of the new improved course curriculum.

Research limitations/implications

As indicated by the survey findings, the competence level of personnel with computer backgrounds is higher than that of personnel without computer backgrounds, which would result in different design considerations while constructing QFDs for these two entirely different groups of participants. This study has been limited to the course curriculum design for personnel with non-computer backgrounds only. The curriculum design for personnel with computer backgrounds will be addressed separately, in a future study.

Originality/value

This is an original study conducted on randomly selected employees across the country from among personnel working for different establishments of organization X. The approach taken in this study for optimizing a course curriculum is unique in the way that it uses a two-stage QFD, which is traditionally used for the design of a product, its components, and the subsequent manufacturing process. This study has employed a planning matrix that incorporated participant-given ratings for each individual need and also participant-decided benchmarking ratings of other similar courses. Estimation of final target has been done by factoring in participants' competence ratings for each individual topic, for a more truthful representation of participant opinion on the final output. This study has also adopted a unique approach of considering only top 80% (in terms of frequency of occurrence) of total responses while calculating weighted averages, instead of calculating the mean value of all data points. In this way, only the significant contributors have been considered while analyzing data.

Details

International Journal of Quality & Reliability Management, vol. 40 no. 9
Type: Research Article
ISSN: 0265-671X

Keywords

Access Restricted. View access options
Article
Publication date: 7 October 2021

Ashutosh Jani, Ashutosh Muduli and Kaushal Kishore

Human resource (HR) transformation research has not studied the role of digital HR technology and HR role in the context of Indian organisations. To address the gap, the current…

2040

Abstract

Purpose

Human resource (HR) transformation research has not studied the role of digital HR technology and HR role in the context of Indian organisations. To address the gap, the current research aims to investigate the impact of HR role and digital HR technology on successful HR transformation. Further, the research shall investigate the mediating role of various HR roles (i.e. administrative, employee champion, change agent and strategic partner role) on digital HR technology and business outcomes.

Design/methodology/approach

The research used a post-positivist methodology using survey method. Data has been collected from 918 executives representing several sectors of Fortune 500 Indian companies. Validated instrument has been used and the collected data are analysed using AMOS and structural equation modelling.

Findings

HR transformation using Digital human resource technology (HRT) can significantly enhance business outcome of fortune 500 companies of India if it is mediated by different HR role (strategic, employee champion, change agent and administrative expert). The result also proved that just implementation and adaption of the Digital HRT may not guarantee HR Transformation unless HR optimise the specific role as per the need of the hour.

Originality/value

HR transformation research has not studied the role of digital HR technology and HR role in the context of fortune 500 Indian organisations.

Details

International Journal of Organizational Analysis, vol. 31 no. 4
Type: Research Article
ISSN: 1934-8835

Keywords

Access Restricted. View access options
Article
Publication date: 14 August 2017

Arun Kumar Deshmukh and Ashutosh Mohan

The study aims to present demand chain management (DCM) modeling of Indian apparel retailers. This will result in a structured model presenting contextual interrelationship among…

723

Abstract

Purpose

The study aims to present demand chain management (DCM) modeling of Indian apparel retailers. This will result in a structured model presenting contextual interrelationship among DCM variables so that retailers can proactively manage their demand chain.

Design/methodology/approach

The research follows an exploratory research design. It initially involves identification and analysis of influential factors of the implementation of DCM practices through the review of literature. Then, these variables were analyzed using total interpretive structural modeling or TISM followed by a statistical verification and case-based validation of the model.

Findings

The major findings of the paper are: top-management commitment and support, information management and supply chain agility in supply chain are the most significant enablers with the highest driving power. The other apparel retail specific significant variables are assortment planning, category management and marketing orientation. The model also indicates that the firms that implement customer-centric DCM practices do well in terms of organizational performance and thereby achieve differential advantage over their competitors.

Research limitations/implications

Because the literature on DCM is still in nascent stage, the study bases itself on interpretive method; that is, TISM of analysis with a limited number of experts. Future studies may consider larger sample with more advanced statistical tools such as structural equation modeling for further validation of the findings.

Originality/value

The novelty of the paper lies in the study of an emerging supply chain philosophy; that is, DCM and its key practices per se. It has rarely been studied from the theory building perspective hitherto. Moreover, TISM-based approach is applied for the first time to study the DCM practices and its drivers vis-à-vis dependents.

Details

Journal of Modelling in Management, vol. 12 no. 3
Type: Research Article
ISSN: 1746-5664

Keywords

Access Restricted. View access options
Article
Publication date: 9 November 2020

Rahul Khandelwal, Ashutosh Kolte, Prafulla Pawar and Elvira Martini

As skills need to be changed in a dynamic learning environment, employability depends not just on what people already know but on how well they learn, apply and adapt breaking out…

926

Abstract

Purpose

As skills need to be changed in a dynamic learning environment, employability depends not just on what people already know but on how well they learn, apply and adapt breaking out their comfort zone. This study explores how students from all backgrounds and teachers can engage with inclusive education without discrimination through pedagogy. The research provides a platform through implication for other international readers of developing countries to implement pedagogies of the Indian context.

Design/methodology/approach

This archival research focuses on the topical literature to scrutinize efficient ways to elevate the realization of all learners in inclusive settings. What inclusive pedagogy teaching approaches, focusing on the key competences and sustains learning which are effectual in elevating the academic success of all novices.

Findings

Educators need to develop their skills and competency by breaking their comfort zone, and individual recital of every faculty affiliate is a decisive feature in accomplishing quality for inclusive education. An education institution also needs to provide passable facilities to academicians and students in order to adapt and utilize technology efficiently without any discrimination. This is an important method of assisting educators to recognize and investigate using this epistemology in new innovative inclusive teaching pedagogy with technologies in industry 4.0.

Research limitations/implications

The study momentarily suggests an innovative pedagogy approach for stakeholders and users to be adapted in current digital arena.

Originality/value

Review of the concepts can provide valuable pointers for policy makers in other jurisdictions contemplating inclusive education. The issues that are dealt with relate to how all students with and without disability can be engaged in a classroom without discrimination, and development is incentivized using Information and Communication Technology (ICT) in teaching pedagogy.

Details

International Journal of Educational Management, vol. 36 no. 4
Type: Research Article
ISSN: 0951-354X

Keywords

Access Restricted. View access options
Article
Publication date: 7 April 2015

Ashutosh Muduli

This paper aims to study the relationship between high-performance work system (HPWS) and organizational performance and to examine the role of human resource development (HRD…

4273

Abstract

Purpose

This paper aims to study the relationship between high-performance work system (HPWS) and organizational performance and to examine the role of human resource development (HRD) Climate in mediating the relationship between HPWS and the organizational performance in the context of the power sector of India.

Design/methodology/approach

The empirical research paper has been conceptualized on the basis of extensive literature survey and examined through a case-based approach. Data and information collected to examine strength of the proposed hypothesis in the context of a power-based company in India.

Findings

Agreeing with most of the research, HPWS is found to be positively related with organizational performance. The result does not agree with the HPWS research conducted in Asian countries. Taking clues from “Black Box” approach, the role of HRD Climate as a mediating factor has been studied. The result proved that HPWS influences organizational performance through a supportive development environment (HRD climate) based on openness, confrontation, trust, authenticity, proaction, autonomy, collaboration and experimentation (OCTAPAC).

Research limitations/implications

Designing and implementing HPWS requires the organization to nurture and develop a suitable HRD climate through development of organizational culture based on OCTAPAC.

Practical implications

Implications for HRD–HPWS practices such as group-based pay, decentralized participative decisions, self-managed work teams, social and family events, and appraisal based on team goals along with OCTAPAC culture can significantly contribute to the transfer climate by influencing both peer and supervisor. It can significantly contribute to training motivation by influencing both career and job attitudes, and organizational commitment of trainees.

Originality/value

The research is unique in its attempt to understand the role HRD climate as intermediating variables to enhance the effectiveness of HPWS. This may add a lot of value in encouraging organizations to establish HRD Climate.

Details

European Journal of Training and Development, vol. 39 no. 3
Type: Research Article
ISSN: 2046-9012

Keywords

Access Restricted. View access options
Article
Publication date: 12 February 2018

Savita Rani, Rakhi Singh, Rachna Sehrawat, Barjinder Pal Kaur and Ashutosh Upadhyay

Pearl millet (Pennisetum glaucum) is a rich source of nutrients as compared to the major cultivated cereal crops. However, major factors which limit its utilization are the…

1408

Abstract

Purpose

Pearl millet (Pennisetum glaucum) is a rich source of nutrients as compared to the major cultivated cereal crops. However, major factors which limit its utilization are the presence of anti-nutritional factors (phytate, tannins and polyphenols) which lower availability of minerals and poor keeping quality because of higher lipase activity. Therefore, this paper aims to focus on the impact of different processing methods on the nutrient composition and anti-nutritional components of pearl millet.

Design/methodology/approach

This is a literature review study from 1983 to 2017, focusing on studies related to pearl millet processing and their effectiveness in the enrichment of nutritional value through reduction of anti-nutritional compounds.

Findings

From the literature reviewed, pearl millet processing through various methods including milling, malting, fermentation, blanching and acid as well as heat treatments were found to be effective in achieving the higher mineral digestibility, retardation of off flavor, bitterness as well as rancidity problems found during storage of flour.

Originality/value

Through this review paper, possible processing methods and their impact on the nutrient and anti-nutrient profile of pearl millet are discussed after detailed studied of literature from journal articles and thesis.

Details

Nutrition & Food Science, vol. 48 no. 1
Type: Research Article
ISSN: 0034-6659

Keywords

Access Restricted. View access options
Article
Publication date: 11 December 2020

Kamlesh Kumar Maurya, Manisha Agarwal and Dhirendra Kumar Srivastava

This paper aims to examine the effect of perceived work–life balance on the perceived level of employer branding attraction valueand organizational talent management. Accordingly…

2682

Abstract

Purpose

This paper aims to examine the effect of perceived work–life balance on the perceived level of employer branding attraction valueand organizational talent management. Accordingly, the structural model is developed that delineates the interactions among these and explores the mediating effect of employer branding attraction value between the relationship of work–life balance and organizational talent management.

Design/methodology/approach

This study is based on survey results and review of literature in terms of their implications for the proposed framework. Data have been collected by convenience incidental sampling from middle-level executives working in different information and technology (IT) companies. The model and posited hypotheses were tested through structural equation modeling analysis.

Findings

Perceived work–life balance was found to be positive and significantly predicted the employer branding attraction value and organizational talent management. The study also showed that there exists a significant and positive correlation between employer branding attraction value and perceived organizational talent management. Further, employer branding attraction value found to be a mediating construct between the relationship of work–life balance and organizational talent management.

Research limitations/implications

The present study will add insight into the human resource practitioners to design cost-effective and prolonged popular practices in order to meet the employees work and personal expectations under the organizational association. The research investigated issue within focused IT sector employees to understand and solve the issues generated with changing factors in an organizational environment such as increasing women participation, duel earning couple, and maintaining the difference between various categories of employees at the practice level.

Social implications

The study has value at both the scholarly and practice level. At a scholarly level, the research investigated an important contemporary issue at both level individual as well as organizational level. In practice if organization implements people friendly work-life balance policies, then this will be surely be helpful in organizational productivity in form of talent management and employer branding and further this will improve the personal and professional performance of most elementary component of developing society.

Originality/value

Work–life balance much more depends upon employees' perception, but so far the study has neglected the impact of this perception on other organizational attributes maintained under human resource management. Changes in demographic characteristics and interchangeable role of the youth population in organizations and society as well thrive for the newer approach to deal with the personal and professional aspects of the employees.

Details

International Journal of Organization Theory & Behavior, vol. 24 no. 1
Type: Research Article
ISSN: 1093-4537

Keywords

1 – 7 of 7
Per page
102050