Harnessing human capital analytics for competitive advantage:
Gespeichert in:
| Weitere Verfasser: | , , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Hershey, PA
IGI Global
[2018]
|
| Schriftenreihe: | Advances in business information systems and analytics (ABISA) book series
Premier reference source |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | xxiii, 367 Seiten Illustrationen |
| ISBN: | 9781522540380 |
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| adam_text | Table of Contents
Foreword............................................................xvi
Preface............................................................xvii
Acknowledgment....................................................xxiii
Chapter 1
Total Quality Management Practices and Employees’ Satisfaction........1
José Âlvarez-Garcia, University of Extremadura, Spain
Maria de la Cruz Del Rio-Rama, University of Vigo, Spain
Evaristo Galeana-Figueroa, Universidad San Nicolás de
Hidalgo, Mexico
Dora Aguilasocho-Montoya, Universidad Michoacana de San Nicolás
de Hidalgo, Mexico
Chapter 2
Employee Happiness a Valuable Tool to Drive Organisations.............24
Rinki Dahiya, Indian Institute of Technology Roorkee, India
Santosh Rangnekar, Indian Institute of Technology Roorkee, India
Chapter 3
I’d Like to Teach the World to Think: Mind Genomics, Big Mind, and
Encouraging Youth.....................................................55
Howard Moskowitz, Big Mind Institute of Education and Messaging,
USA
Jyotsna, National Skill Development Corporation, India
Andi Sciacca, Big Mind Institute of Education and Messaging, USA
Andrew Lester, Big Mind Institute for Education and Messaging, USA
Chapter 4
Attrition Risk Management.............................................91
Anugamini Priya Srivastava, Symbiosis International University, India
Chapter 5
Service Innovation and Its Consequences: The Growing Imperative of
Knowledge Sharing and Donating on Quality of Service Innovation
Techniques............................................................113
Mrinal Tyagi, BML Munjal University, India
Hrishikesh Hulyalkar, BML Munjal University, India
Harshvardhan Kothari, BML Munjal University, India
Amrita Kapoor, BML Munjal University, India
Aishwarya Bhatia, BML Munjal University, India
Alisha Vij, BML Munjal University, India
Chapter 6
Role of TQM in Sustained Business Performance in Indian Automotive
Supply Chain..........................................................121
Sanjiv Narula, BML Munjal University, India
Satwinder Pal, Hero Moto Corp, India
Vinay Saini, Hero Moto Corp, India
Prabhat Saxena, Hero MotoCorp, India
Ajay Goyal, Hero Moto Corp, India
Mohit Yadav, BML Munjal University, India
Chapter 7
People Need People: A Study of Instrument FIRO-B......................144
Teena Bharti, Indian Institute of Technology Roorkee, India
Chapter 8
Jio-Bharti Airtel Data War and Strategy...............................171
Anil Kumar, BML Munjal University, India
Mohan Balaji, BML Munjal University, India
Ujjwal Krishna, BML Munjal University, India
Mohit Yadav, BML Munjal University, India
Chapter 9
How Does Empowering Leadership Contribute to Organizational
Commitment of Millennials? An Indian Perspective......................180
Mohammad Faraz Naim, University of Petroleum Energy Studies,
India
Chapter 10
Training for Ecommerce Adoption: Macro Assessment of Determinants....198
Rohit Yadav, IIT Roorkee, India
Tripti Mahara, IIT Roorkee, India
Chapter 11
Factors Affecting High Employee Turnover in Indian Manufacturing Sector...209
Nishant Singh, Indian Institute of Technology Roorkee, India
Chapter 12
Applicability of Six Sigma in Human Resource Management..............226
Nagaraj Shenoy, Dayananda Sagar Junior Business School, India
Chapter 13
Does Locus of Control Mediate the Relationship Between Personality
Integration and Self-Disclosure?.....................................245
Nagendra Singh Nehra, Indian Institute of Technology Roorkee, India
Chapter 14
Employee Retention: Important Factors to Be Considered by Human
Resource Professionals While Creating Retention......................265
Karteek Ramalinga Ponnuru, BML Munjal University, India
Rashik Gupta, BML Munjal University, India
Related References................................................287
Compilation of References.......................................... 324
Index
365
Detailed Table of Contents
Foreword...........................................................xvi
Preface......................................................... xvii
Acknowledgment...................................................xxiii
Chapter 1
Total Quality Management Practices and Employees’ Satisfaction.......1
José Alvarez-Garcia, University of Extremadura, Spain
Maria de la Cruz Del Rio~Rama, University of Vigo, Spain
Evaristo Galeana-Figueroa, Universidad Michoacana San Nicolás de
Hidalgo, Mexico
Dora Aguilasocho-Montoya, Universidad Michoacana de San Nicolás
de Hidalgo, Mexico
In this chapter, the results of an empirical case carried out in 2014 in a thermal
centre in Spain are exposed. The aim of this study is to identify/evaluate current
labour satisfaction of the employees to analyse strengths and weaknesses of the
labour conditions that will allow the suggestion of some improvement actions to the
managers and test whether the proposed scale based on the EFQM model is a valid
measurement scale for measuring job satisfaction in organizations. A descriptive
analysis was used as methodology, and a questionnaire was sent to 55 employees of
the thermal centre with the aim to collect data; the response rate was of a 76.36%.
The obtained results show that the employees are satisfied with the organizational
climate, 4.09 points in average, and the measuring instrument was tested and validated.
Furthermore, it shows areas with possibilities of improvement are training, internal
communication, knowledge and identification of objectives, and organization and
change management, on the other hand, the areas that need to improve are the work
conditions, the perception of the executives and salary. The Originality this paper
is detect the dimension’s strengths and weaknesses of the labour.
Chapter 2
Employee Happiness a Valuable Tool to Drive Organisations...............24
Rinki Dahiya, Indian Institute of Technology Roorkee, India
Santosh Rangnekar, Indian Institute of Technology Roorkee, India
Are your employees happy? How happy are they? Does happiness really matter?
It is well said that when people are monetarily capitalized, they want a return, and
when people are emotionally devoted, they want to contribute. In organisations,
emotions are imperative. Emotions, whetherpositiveornegative, drive our behaviour,
especially at the workplace where the contribution of each employee is an asset to
the organisation. So, the query arises, Can organisations employ positive emotional
contagion to change the behaviour of individuals to do what they want? This chapter
emphasizes a new ground that happiness is having critical importance in today’s
parlance to both employees and employers. This chapter presents a snapshot of
various definitions, theories, findings of various studies, causes, and consequences
of happiness and unhappiness in the organisation and how the happiness can be
nurtured or improved at the workplace.
Chapter 3
I’d Like to Teach the World to Think: Mind Genomics, Big Mind, and
Encouraging Youth.......................................................55
Howard Moskowitz, Big Mind Institute of Education and Messaging,
USA
Jyotsna, National Skill Development Corporation, India
Andi Sciacca, Big Mind Institute of Education and Messaging, USA
Andrew Lester, Big Mind Institute for Education and Messaging, USA
At the time of this writing, 2017, there is noticeable reduction in the perceived ability
of people to think critically. Both the popular press and the scientific/professional
literature recognize this worldwide drop. This chapter presents the use of experimental
design of ideas, conjoint measurement, originally a tool used in marketing, as a tool
to inspire creative thinking. The chapter presents the approach and application of
conjoint measurement as a tool for discovery, and then delineates a new computer
APP, Big Mind, as user friendly to enhance critical thinking. Big Mind embodies
conjoint measurement to help researchers study topics, uncover new substantive
findings, and learn to think critically as an outcome from the process.
Chapter 4
Attrition Risk Management...............................................91
Anugamini Priya Srivastava, Symbiosis International University, India
A company cannot be successful if it fails to retain talent in the organization. They
have to manage effectively their resources, comprising financial, psychical, and
human resources. This is important because higher attrition rate can have various
consequences that an attrition incident can cause. It can affect profitability, customer
loyalty, revenue, and market image. This chapter aims to identify the antecedents
and precedents of attrition in different sectors and evaluates the data received to
understand the actual scenarios and its implication on future. This aspect is very
important as employee attrition and retention strategies influence the trajectory of
the organization.
Chapter 5
Service Innovation and Its Consequences: The Growing Imperative of
Knowledge Sharing and Donating on Quality of Service Innovation
Techniques...............................................................113
Mrinal Tyagi, BML Munjal University, India
Hrishikesh Hulyalkar, BML Munjal University, India
Harshvardhan Kothari, BML Munjal University, India
Amrita Kapoor, BML Munjal University, India
Aishwarya Bhatia, BML Munjal University; India
Alisha Vij, BML Munjal University, India
The corporate world in the present times pays special heed to the skills, knowledge,
and attitude of an employee as these characteristics plays a crucial part in the success
of the organization where the employee works. In this chapter, the authors map the
various aspects that are completely indispensable for the learning and development
of the employee given by the leader ultimately transforming the employee into a
more efficient and responsible professional. Pervading the relevant knowledge to
the employee and the organization by a leader can cause tremendous change in the
behavior and performance of the employee. This exchange of knowledge results in
a more focused approach and instills a sense of belief within the employee, and this
creates a camaraderie that leads to smooth working and creates a milieu of trust and
confidence in turn benefiting the organization in the long run.
Chapter 6
Role of TQM in Sustained Business Performance in Indian Automotive
Supply Chain.............................................................121
Sanjiv Narula, BML Munjal University, India
Satwinder Pal, Hero Moto Corp, India
Vinay Saini, Hero Moto Corp, India
Prabhat Saxena, Hero MotoCorp, India
Ajay Goyal, Hero Moto Corp, India
Mohit Yadav, BML Munjal University, India
This chapter creates a place in which TQM (total quality management) differs from
business sustainability. Management can focus themselves more accurately when
they understand the missing link between these two aspects. It also helps to reduce
and eliminate certain wastes related to cost and efficiency and helps to produce
better quality with minimum waste. In this study, a TQM framework is developed
according to a comprehensive literature review: primary data collection through
a structured questionnaire and interview of performers/nonperformers at various
levels in different organizations. Analysis of data is used to establish the relationship
between attributes of TQM and business sustainability. TQM enhances the cost
effectiveness while helping suppliers to produce enhanced quality to their customers
and with minimum efforts and lesser rejection. Analysis of data is used to establish
the relationship between attributes of TQM and cost effectiveness in an organization.
Chapter 7
People Need People: A Study of Instrument FIRO-B........................144
Teena Bharti, Indian Institute of Technology Roorkee, India
Relationships are an unavoidable part of life, and yet can be a prospective source
of pressure at workplace or organizations. In organisations, performance, delivery,
and efficiency are required, often from mere acquaintances. To perform better,
individuals need to work on trust and a strong establishment of noble working
connections. The fundamental interpersonal relations orientation-behavior (FIRO-B )
instrument focuses on these needs, distinguishing the drivers basic to the practices
that shape connections for people inside an association. This chapter, therefore,
deals with various aspects of the interpersonal relationship and why there is a need
to emphasize on these particular areas.
Chapter 8
Jio-Bharti Airtel Data War and Strategy.................................171
Anil Kumar, BML Munjal University, India
Mohan Balaji, BML Munjal University, India
Ujjwal Krishna, BML Munjal University, India
Mohit Yadav, BML Munjal University, India
The chapter examines various viewpoints in regards to Reliance Jio and Bharti Airtel.
This includes the entry of Jio in the telecom space along with the difference in the
market Jio bought right after its introduction of the services for public. The focus area
for the research has been the secondary sources. A complete understanding of both
these companies has been taken into account for this study to pick up the points that
both Jio and Bharti have been lacking upon and areas in which one has surpassed the
other by attracting a new set of consumers into their family. The chapter as recorded
by the facts presented through the Telecom Regulatory Authority of India Analytics
Portal witnessed that Jio proved to have an upper hand in terms of the quality of
service, which included data speed and tariffs. The other side of the story shows
Bharti Airtel* s lack of dominance in 4G experience delivery after Jio’s entrance.
Chapter 9
How Does Empowering Leadership Contribute to Organizational
Commitment of Millennials? An Indian Perspective........................180
Mohammad Faraz Naim, University of Petroleum Energy Studies,
India
This chapter explores the influence of empowering leadership on organizational
commitment of Indian millennials. Also, the mediating effect of trust in the leader is
examined. Primary data were collected from the sample of440 IT employees working
in Delhi/NCR. Structural equation modeling (SEM) was used to test the proposed
relationships based on model fit and standard path coefficients. Findings indicate that
empo wering leadership has a significant positive effect on organizational commitment
and trust in the leader, which also has a significant positive effect on organizational
commitment, and trust in the leader has shown to have a partial mediating effect on
the relationship between empowering leadership and organizational commitment of
millennials. The chapter contributes to the limited empirical literature on the linkage
between empowering leadership and organizational commitment in a generational
context, specifically millennials in Indian context. The chapter provides a leadership-
based approach to bolster organizational commitment of millennials.
Chapter 10
Training for Ecommerce Adoption: Macro Assessment of Determinants.......198
Rohit Yadav, ITT Roorkee, India
Tripti Mahara, ITT Roorkee, India
This chapter empirically investigates the decision of small and medium-sized
enterprises of wooden handicraft located in Saharanpur, India to adopt ecommerce.
The study is motivated by the fact that even though the handicraft sector plays a vital
role in the Indian economy in terms of exports and employment, it has not adopted
ecommerce as one of the prominent sales channels for their products. Most of the
studies in the literature focus on consumers, but here the focus is on the executives
and the managers of SMEs. The study was done by surveying 163 sampled SMEs
and the findings reveal that initial e-commerce adoption is mainly determined by
organizational awareness and technological readiness. This chapter suggests training
providers should focus on recipient and situation specific training to SMEs while
designing programmes. Philosophy of one-size-fits-all is not suitable for handicraft
training. Post-understanding determinants of initial and institutionalized ecommerce
adoption require customized context-specific programmes with special focus are
needed to be implemented.
Chapter 11
Factors Affecting High Employee Turnover in Indian Manufacturing Sector...209
Nishant Singh, Indian Institute of Technology Roorkee, India
This chapter is an attempt to explore the factors affecting high employee turnover
(ET) in the Indian manufacturing sector. The study shows the association between
meaningful work (MWF), organizational information and communication (OIC), and
organizational trust (OT). The authors have chosen convenience sampling method and
211 respondents’ data was collected from the five Indian manufacturing organizations
located in Uttarakhand state. Reliability and validity (convergent and divergent) were
also checked and found high. They used conditional process modeling to check the
mediation effect of OIC. Findings suggest that MWF positively impacts OT and
OIC positively impacts OT. Partial mediation effect of OIC was also captured on the
relationship of MWF and OT. The managerial implications, limitations, and future
scope were also discussed in detail. These implications provide the good insights
to all the employers who are constantly seeking the solution to resolve the issues of
attrition and high ET in their respective organizations.
Chapter 12
Applicability of Six Sigma in Human Resource Management................226
Nagaraj Shenoy, Dayananda Sagar Junior Business School, India
The role of HR has become like that of a firefighter, remembered only in emergencies.
Their presence is felt only in their absence. HR is seen as a reactive staff function
and a cost centre. The message is clear. Despite its best effort to keep organization
together with uniform policy, norms, and values, HR is compelled to prove its
financial worth to the organization. HR is under constant pressure for showing their
results in quantifiable and financially measurable terms. Introducing Six Sigma in
processes of HRM functions seems to be a solution to this problem. However, in
some of “Total Six Sigma Organizations,” the human resources department has
been practically untouched by Six Sigma. The main reason being the difficulty in
quantifying and measuring the financial returns of HR processes. But, some others
feel that this is as easy as identifying the gaps and using the right formula. The real
problem therefore lies in the perception of an individual HR professional. It takes
an HR manager to think statistically and analyze how a process can be quantified.
Chapter 13
Does Locus of Control Mediate the Relationship Between Personality
Integration and Self-Disclosure?.......................................245
Nagendra Singh Nehra, Indian Institute of Technology Roorkee, India
The topic of self-disclosure has been explored significantly and considered to greatly
impact employees’ relationships. Thus, this chapter explores the association between
personality integration and self-disclosure considering how locus of control acts as
a mediator. The sample was collected from public and private sector organizations
in Uttarakhand. The data was collected through a cross-sectional survey-based
research design, and a convenience sampling method was used. Thus, a total of 192
questionnaires were distributed during office hours. In the final analysis, only 189
responses were considered; the rest were discarded due to missing data. The authors
use correlation and four-step hierarchical multiple regression analyses. Results
show that internal locus of control partially mediates said association. Further, it
was found that personality integration is positively associated with self-disclosure
through internal locus of control. Additionally, external locus of control has a positive
effect on self-disclosure. Implications and scope for future research is highlighted.
Chapter 14
Employee Retention: Important Factors to Be Considered by Human
Resource Professionals While Creating Retention..............................265
Karteek Ramalinga Ponnuru, BML Munjal University, India
Rashik Gupta, BML Munjal University, India
Attrition is a major problem in many Indian IT firms. On an average, attrition stands
at around 14.5% in many major IT firms, making it a major problem. Attrition is
not only a result of poor HR policies; it is also because of the many aspirations
and need for career development for many young professionals. This gap between
fulfilling the aspirations of the new entrants and the scope of development at any
organization is the result of attrition. From the study, it has also been concluded that
recognition, valuing one’s individual opinion, and also the aspect of broadening and
the scope of an organization to provide enough career development prospects in terms
of training, executive education, and salary, etc. are also factors because of which
many young professionals leave their respective organizations. Therefore, there is
a need to amend the existing employee practices in order to meet the ever-changing
momentum across the organizations and reduce the cost that happens due to attrition.
Related References...............................................287
Compilation of References........................................324
Index
365
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| genre | (DE-588)4143413-4 Aufsatzsammlung gnd-content |
| genre_facet | Aufsatzsammlung |
| id | DE-604.BV044911984 |
| illustrated | Illustrated |
| indexdate | 2024-07-10T08:04:33Z |
| institution | BVB |
| isbn | 9781522540380 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-030305492 |
| oclc_num | 1009629297 |
| open_access_boolean | |
| owner | DE-355 DE-BY-UBR |
| owner_facet | DE-355 DE-BY-UBR |
| physical | xxiii, 367 Seiten Illustrationen |
| publishDate | 2018 |
| publishDateSearch | 2018 |
| publishDateSort | 2018 |
| publisher | IGI Global |
| record_format | marc |
| series2 | Advances in business information systems and analytics (ABISA) book series Premier reference source |
| spelling | Harnessing human capital analytics for competitive advantage Mohit Yadav, Shrawan Kumar Trivedi, Anil Kumar, Santosh Rangnekar Hershey, PA IGI Global [2018] xxiii, 367 Seiten Illustrationen txt rdacontent n rdamedia nc rdacarrier Advances in business information systems and analytics (ABISA) book series Premier reference source Human capital Personnel management Competition Humankapital (DE-588)4160783-1 gnd rswk-swf Humanvermögen (DE-588)4240300-5 gnd rswk-swf Wettbewerbsfähigkeit (DE-588)4065837-5 gnd rswk-swf Unternehmen (DE-588)4061963-1 gnd rswk-swf (DE-588)4143413-4 Aufsatzsammlung gnd-content Unternehmen (DE-588)4061963-1 s Wettbewerbsfähigkeit (DE-588)4065837-5 s Humanvermögen (DE-588)4240300-5 s Humankapital (DE-588)4160783-1 s b DE-604 Yadav, Mohit 1985- edt Trivedi, Shrawan Kumar 1985- (DE-588)1120711606 edt Kumar, Anil 1980- (DE-588)1073611299 edt Rangnekar, Santosh Sonstige oth Erscheint auch als Online-Ausgabe 978-1-5225-4039-7 Digitalisierung UB Regensburg - ADAM Catalogue Enrichment application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=030305492&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Harnessing human capital analytics for competitive advantage Human capital Personnel management Competition Humankapital (DE-588)4160783-1 gnd Humanvermögen (DE-588)4240300-5 gnd Wettbewerbsfähigkeit (DE-588)4065837-5 gnd Unternehmen (DE-588)4061963-1 gnd |
| subject_GND | (DE-588)4160783-1 (DE-588)4240300-5 (DE-588)4065837-5 (DE-588)4061963-1 (DE-588)4143413-4 |
| title | Harnessing human capital analytics for competitive advantage |
| title_auth | Harnessing human capital analytics for competitive advantage |
| title_exact_search | Harnessing human capital analytics for competitive advantage |
| title_full | Harnessing human capital analytics for competitive advantage Mohit Yadav, Shrawan Kumar Trivedi, Anil Kumar, Santosh Rangnekar |
| title_fullStr | Harnessing human capital analytics for competitive advantage Mohit Yadav, Shrawan Kumar Trivedi, Anil Kumar, Santosh Rangnekar |
| title_full_unstemmed | Harnessing human capital analytics for competitive advantage Mohit Yadav, Shrawan Kumar Trivedi, Anil Kumar, Santosh Rangnekar |
| title_short | Harnessing human capital analytics for competitive advantage |
| title_sort | harnessing human capital analytics for competitive advantage |
| topic | Human capital Personnel management Competition Humankapital (DE-588)4160783-1 gnd Humanvermögen (DE-588)4240300-5 gnd Wettbewerbsfähigkeit (DE-588)4065837-5 gnd Unternehmen (DE-588)4061963-1 gnd |
| topic_facet | Human capital Personnel management Competition Humankapital Humanvermögen Wettbewerbsfähigkeit Unternehmen Aufsatzsammlung |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=030305492&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
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