Browsing by Author "A, Varadaraj"

This paper attempted to build up an interpretive comprehension of the endogenous and exogenous difficulties confronting organizations, especially the organizational learning and capability development results that emerge from looking up to these. So as to examine the capability-building models in Ramada Chennai in India which is the organization studied, this research paper applies the idea of organizational learning components. The methodology followed in this paper recommends that organizational learning is definitely not an inaccessible vision however is somewhat a piece of regular activities. This paper distinguishes three focal components: imperatives and systems, co-formation of knowledge, and assessment of knowledge by higher management. A lucidassociation is found between an organization's consideration regarding these three components, its learning venture, and the level of capability to be created. This research further proposes that when supported by legal capability development practices and organizational learning systems, by taking care of the three focal components recorded above, it is feasible for firms to change their capability level.

Digital (HRM) Human Resource Management is digital upgrading in the field of Human Resource management. The working process of DHRM will take place through mobile, electronic media, social media through the internet, and also with the help of IT (information technology). All these resources will make HRM more significant in the present situation. Digital HRM is capable of doing Human work by the means of software, through several apps, and with the internet embedded in it. Digital Human Resource will assist organizations through the optimization of Social, Mobile, Analytics, and Cloud (SMAC) technology, towards management and responsibility in helping them to ensure that assumptions and expectations within the organization drive the right behavior. Digitalization in HRM will make it more efficient and relevant in the future. Without digital transformation, HRM will lag far behind the demands of the organization worldwide. This research paper tries to highlight the role of digital HRM in improving the performance of the organization. The data used for this research are secondary. The outcome of the research would be very important for a business organization to implement digital human resource management and also for improving and enhancing organizational performance

In today’s competitive business world brand has become a valuable assets to companies and it has become inevitable to learn and understand how to build a brand, measure and manage brand equity. The study focuses on the dimensions of consumer-based equity with special reference to automobile industry.

The advanced approach in recent times in the manufacturing industries has been trying to explore its way to survive in the present competitive market. Some of the factors which influence the industries are cost, production, availability of resources, employer's empowerment, to come back after the failure and loss in production, shortcomings in the labor and resource are some of the factors which have influenced more attention. The concept has been used by many industrial sectors. Total productive maintenance is based on 8 pillars. TPM can be successfully implemented only after having complete knowledge about the concept. In this research paper, the pillars of TPM will be ranked based on 4 parameters they are the quality-Q, cost-C, delivery in time-D, and productivity-P by utilizing AHP which is commonly known as the Analytic Hierarchy Process. AHP is the decision-making methodology that can be used for multiple purposes. In this research pairwise comparison was made with 8 pillars of TPM through AHP by taking into consideration the automobile industries in India. © 2022 Author(s).

Virtual work management in the industrial sector especially during the time off seems to be a daring task for managers until getting in touch with face-2-face work practice. So in the present situation, many virtual organizations are trying to lend networks by sharing the advantage of virtual life and management of the service sector. Due to the dynamic and temporal nature of virtual collaboration with other Virtual Organizations tends to be difficult. Measuring the performance of Virtual Organizations is very important and it plays a crucial role in managing a virtual organization. The present study tries to process the performance and management in service-based VOs. SOA model for the business execution process has been discussed along with the proposed model. The majority of existing frameworks do not adequately account for the communication features and characteristics of ICT mediated interactions. Even though all of the non-communication-related elements presented are minor, communication and ICT remain the most important aspects of the virtual study. The importance of earlier attempts to develop a model or provide a set of parameters is recognized here, but in light of our present understanding and the need to advance virtual work concept, we should concentrate more on the range of ICT-s utilized in teamwork. The proposed framework is developed through service zone specifications based on the partner organization. The present study tries to utilize the current SOA infrastructure of the partner organization to frame the proposed service zones into a virtual world through which business processes can be accessed. Many of the major VO communication configurations, such as distribution chain, peer-to-peer, and star, are supported by this architecture. In service-based virtual organizations, the suggested technique also seeks to emphasize synchronization of partner procedures, cooperative performance evaluation, organizational business system architecture, and distributed automation systems.

Stress is a term commonly used to describe feelings of tensions or exhaustion usually associated with work overload or overly demanding work. Stress is natural phenomenon in an individual‟s daily life. Stress refers to the strain from the conflict between our external environment and us, leading to emotional and physical pressure. The working women are required to perform multiple and at times, conflicting roles. Teaching profession occupies important and prestigious place in society. A Women teacher at present has a vulnerable position. Teacher‟s stress refers to the unpleasant emotions such as anger, tension, frustration, anxiety, depression and nervousness, owing to their work as teachers. Teaching the constant legitimate demands of the students and the volume of work involved, can be a stressful job, even at the college level. This study focus on Occupational stress of women faculties working in Arts and Science Colleges, Chennai. Questionnaire was developed with 46 various occupational scales and circulated to a sample of 123 teaching faculties working in the Arts and Science Colleges in Chennai. Factor analysis with principal component analysis using vari-max rotation is used to identify the factors influencing the Occupational stress. SPSS v21 is used to perform the data analysis.

The consulting industry in India is growing at a fast pace and soaring new height all across the world. Now, it is required to make an action plan to use the fabulous potential available for growth of the consulting market. Also, there is a need to strengthen the framework of Indian consulting industry by the encouraging innovation, fostering talent, improving the quality of consulting services, and augmenting consulting skills. There has been an exemplary shift in the way companies recruit and recognize the value, efficacy and, ease-of-use of today's career sites and with internet penetration levels ever skyrocketing, geographic boundaries blending when it comes to professional mobility and the search for top talent at fever pitch in thriving regional economies. This makes it inevitable to learn and understand how e-recruitment impacts the supply of human resource in the consultancy sector. The primary data for the study was conducted through a questionnaire. The sample size of the study was 125 and the sample design adopted was convenience sampling.

The change in technological area all over the world has changed the concept of information and communication. The use of internet for commercial purposes gave rise to the existence of the electronic commerce (e-commerce) phenomenon. Online shopping or e-shopping is a form of electronic commerce which allows consumers to directly buy goods or services from a seller over the Internet using a web browser. The study focuses on the impact of hedonic and utilitarian motives on the consumers buying behavior towards online shopping. Questionnaire was used to collect the primary data. The sample size of the study was 125 and the sample design adopted was convenience sampling. This paper tried to find out the impact of hedonic and utilitarian motive on the consumer buying behavior towards online shopping and gives suggestions to improve the same.

The concept of employee welfare is vibrant. Its broad viewpoint and contents are inclined to change, depending on social and economic changes that occur in society. Employee welfare includes various services, benefits and facilities offered to employees by the employers. An organization has to provide welfare facilities to their employees to keep their motivation levels high. The study throws light on impact of welfare measures on the employees' performances with respect to the construction industry. The primary data for the study was collected through a questionnaire. The sample size of the study was 80 and the sample design adopted was systematic random sampling technique.

Brand choice is the biased, mindful and behavioural tendency which direct consumer’s predisposition toward a brand. Brand choice is a fundamental element for all marketing strategies. Strong brand choice is the founding block for brand loyalty. Brand loyalty is one of the key drivers of top-line growth. The committed loyal customers become evangelists for the brand. The brands are increasingly finding it difficult to retain the customers in the era of the brand deluge. The brand success cannot be achieved without achieving brand loyalty. The loyal customers stay with their preferred brand as long as the brand continues to deliver its superior value proposition. Marketers and academics always interested to measure brand choice and brand loyalty. Marketing models are developed to measure both constructs. This paper tests brand choice through the expectancy-value model and brand loyalty score is measured by using this Colombo-Morrison brand-loyalty model. This research is carried out in the smartphone segment in India. Smartphone segment dominated the total handset market by holding a 50% market share during Q3 2018. Top five brands captured 77% share of the total smartphone market during the quarter. In the smartphone segment, Xiaomi leads the market by having a 27 % market share in Q3 of 2018. This paper concludes by developing precise brand choice score and brand loyalty score.

In any organization, management is considered to be successful, only if there is a reduction in uncertainty, to a great extent. These uncertainties are reduced by the system design, analysis and implementation effectively by human resources. Human resource management , unlike other operations in the organization is a very sensitive activity and not all the things in HR management can be quantified and spoken in terms of data and numbers. On the other hand, Operations management, in an organization where exact productivity, profit and loss are dealt with in a critical form, should be handled with a system and application that provides proper numbers and data from various operations. Operation management requires technical knowledge about the system in study or implementation, whereas HR management deals with the sensitive human resources as much of the job can’t be quantified such as employee happiness. In many organizations, it is evidently proved that the application of six sigma has led to the visible improvement in the holistic quality of the entire operations as well as individual process. In the initial stages, leaders in HR management were of the opinion that six sigma is principle , that is quite inappropriate towards HR management. After so many deliberations and speculations, many literatures and implementations have proved that six sigma can be ported into HR operations for better efficiency and enhancements in terms of quantifiable aspects. In this research article, we have made a novel move, in integrating the various aspects of Operations management and HR management using six sigma model, that will eventually create an ambience that is conducive for all the human resources to experience in an organization. This framework deals with the integration and analysis of every step towards quality improvement process by six sigma with Operations management and HR management

Stress work can be a real challenge for the organization. Efficient management and effective job organization are the best ways to prevent stress. The everyday responsibilities of parents and college are progressively exhausting, changing parts of tasks that are gradually different. "An excess of demand for the adaptive capacities of the mind which body" and is found to be a physical requirement, mental requirement or both. The best ways of stress prevention are good management and good organization of work. Stress related to the workplace is the reaction to work and demands that do not fit your skills and abilities and meet your capacity to cope with them. Stress happens in a wide variety of employment conditions but sometimes becomes worse when workers believe that managers and superiors have no encouragement, and that their demands and pressures can be met. Stress and other issues are often heavy on the workplace and at home. Continuous changing and impractical scheduling may trigger serious problems for employees, including job instability, long hours. The aim of this article is to understand the different factors that increase the tension between college teachers. Workplace tension comes when the demands and stresses of the workplace and the particular capacity to manage are imbalanced. The level of influence over their working condition the degree of encouragement they are provided by those at work and the methods they use to adapt to Workplace challenges influence a person's work experience to a significant extent. India faces many problems and it is desperate. Academic excellence has been established by college autonomy. The ultimate achievement of autonomy, however, depends on teachers' participation, which is based on their desire and autonomy. This study therefore aims to stress management of college teachers. The study concluded that managing the stress level among the less experienced employees is very good.

Lean principles and lean management are increasingly implemented in various sectors of organisations. Lean has shown visible effects in enhancing productivity, reducing wastage of time and materials while still maintaining customer satisfaction as well as employee satisfaction. Lean philosophy is about people understanding their motives and aspirations. Most of the literature works on lean say that the key driver for lean implementation is employee involvement and satisfaction with the process. Hence lean always focuses on employee motivation and their work performance. This thesis is proposed to study on the impact of lean on job satisfaction in organisations. The research data will be collected using the survey tool by distributing questionnaires to organisations that implement lean principles. The respondents who belong to the group that handles everyday work process and services will be selected to participate in the survey. The research survey data will be analysed using Microsoft Excel along with statistical tools like Correlation in order to have an in depth understanding on the findings of the research proposed through several hypothesis.

During the last three decades, significant research has been undertaken on the characteristics and relationships of the marketing organization with the implementation of strategies. These are the structure, culture, processes, and influence and leadership characteristics of the marketing institution. However, there has been little attention given to the human resources management policies of the marketing staff. These policies are one of the strongest sensations of people and organizations, when properly implemented, to conduct themselves correctly. In this study, we show that mid-level marketer implementation of HR policies differ substantially in the type of marketing strategy adopted by the companies. Companies with aligned enterprise and marketing strategies have achieved considerably stronger performance than companies with unequalled business and marketing strategies.

During the last three decades, significant research has been undertaken on the characteristics and relationships of the marketing organization with the implementation of strategies. These are the structure, culture, processes, and influence and leadership characteristics of the marketing institution. However, there has been little attention given to the human resources management policies of the marketing staff. These policies are one of the strongest sensations of people and organizations, when properly implemented, to conduct themselves correctly. In this study, we show that mid-level marketer implementation of HR policies differ substantially in the type of marketing strategy adopted by the companies. Companies with aligned enterprise and marketing strategies have achieved considerably stronger performance than companies with unequalled business and marketing strategies.

Human Resource Management (HRM) and Operations Management (OM) have been the two broad pillars of management. Though these two subjects are studied by separate communities of scholars, in practice operations managers and human resource manages interact primarily on administrative issues regarding payroll and other matters. Basically operations and human resources are intimately related at a fundamental level. Operations are the context that often explains or moderates the effects of human resource activities such as pay, training, communications, and staffing. Human responses to OM systems often explain variations or anomalies that would otherwise be treated as randomness or error variance in traditional operations research models. In this paper we are going to study the interface between operations and human resources by looking into how human consideration and operational consideration affect each other. The outcome of it helps identify new opportunities at the intersection of OM and HRM.