Search

A competitive edge enjoyed by an organization today over other market players is likely to vanish tomorrow. Organizations are increasingly becoming aware of this challenge. To keep ahead of others, they are required to constantly innovate. So, diligent harnessing of knowledge has become the new mantra for them. In its pursuit, businesses are leaning heavily towards cross functional teams; process and product based teams or simply work groups. Organizations are encouraging team members to capture new ideas and spread knowledge across the organization for an overall increase in efficiency. High performing businesses are known to gather more and better information about their business and that of their competitors. They use information so collected and its analysis for decision making. They monitor their performances critically and use their feedback to continuously improve their business processing. In the process, people have become the critical input for organizational growth. Thus every organization is today looking for the best, brightest, most dynamic and the mostproductiveworkers.Indeed,locatingknowledgeworkers,hiringandretainingthemintheorga nization has become the prime function of organizations. Simultaneously, employees too have become choosier of their employees. Today, they look for organizations which offer them the chance to use their skills to the maximum, an employer who can tell them what they can do better, an organization that offers them excellent scope to do better, an organization that offers them excellent scope to grow intellectually, a job that challenges their wisdom, a leadership that can be relied upon. It is often noted, particularly in the field of IT that the attitude of an employee and the way it is being respected by the employer play a significant role in Building commitment to work and loyalty for a company. For instance, incubators often feel that the best way to learn developing a business idea is to do it oneself something which good organizations encourage their employees to do. Organizations are known to consider failure as a positive input as it helps ensure that the same mistake would not recur. Having said that, the penalty for failure in India is very high. Thus, "employee satisfaction" at a given job has become the prime determinant of "employee performance " and " employee loyalty". [ABSTRACT FROM AUTHOR]

Background: Patient satisfaction is the real testimony to the efficiency of hospital administration. A patient is the ultimate consumer of the hospital. Therefore, patient satisfaction has become increasingly popular as a critical component in measuring the quality of care. Literature suggests the significant impact of employee satisfaction on patient satisfaction. Thus, the study’s objective is to determine the level of patient satisfaction towards OPD services with reference to Employee Satisfaction. Materials and Methods: Descriptive and analytical research designs were used to conduct the study. A stratified random sampling technique was used while selecting the samples. Twenty-five employees were interviewed according to a structured questionnaire. A patient satisfaction level questionnaire was administered to a sample of 50 patients. Descriptive statistics were used to express the categorical variables. Results: Patient feedback findings bring out positive responses from over 70% of the patients on this aspect. 56% reacted average/unhappy with the overall experience about referring the hospital. Employee satisfaction findings highlight dissatisfaction among hospital employeeson the grounds of exploiting work atmosphere, inadequate training provision, being overloaded, recognition of efforts, and lack of support from a supervisor. Positive feedback was obtained on the grounds of effective communication by the management, knowledge about the job profile, and training and development. Conclusion: Assessment of patient satisfaction can improve service quality. By viewing employees as ‘internal customers,’ efforts to create higher employee satisfaction can have desirable outcomes on enhanced care quality and increased patient satisfaction. [ABSTRACT FROM AUTHOR]

The present study aims to investigate the relationship between satisfaction and turnover motives of employees of star-category hotels in India. Moreover, it highlights the role of perceived career opportunity as a moderator in the relationship between employee satisfaction and their turnove intention. 324 responses were gathered through a structured questionnaire and the collected data were then analysed via partial least squares structural equation modelling on Smart PLS. The results of the study reveal that employee satisfaction is influenced by the work environment, HR policy and organisational culture. A significant and positive association has also been found between satisfaction and turnover intention of hotel employees. In addition, the findings reveal that perceived career opportunity moderates the effect of employee satisfaction on their turnover motives. Top/middle managers in the hotel industry are then invited to scrutinise their work environment, HR policy, and organisational policy thoroughly and at regular intervals to ensure the satisfaction of their workforce. [ABSTRACT FROM AUTHOR]

The main purpose of this study is to examine the existing workplace scenario in the healthcare industry. Furthermore, it analyses the causes and also uncovers the solutions to resolve the attrition problem confronted by the healthcare industry in India. The authors have explored the attrition phenomenon through a conceptual descriptive study conducted with the support of secondary data. The variables that play their noticeable role are lack of work-life balance, the absence of the feeling of achievement among the workers, substantial outstanding burden with nearly less remuneration and furthermore much repetitiveness of work. To conquer such situations, the organisation should work upon their inward strategies including the policies formed in consensus with the employees, increased employee participation in decision making and last but not the least, the organisation ought to introduce the mentoring programme with consistency, which will manufacture the trust among the lower level workers. The results of this study will be of interest to the modern HR world, HR and healthcare students, hospital administrators and to any HR consultant or agency wishing to study and resolve the herculean issue of attrition that obstructs the walls of organisational development. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Small Business & Entrepreneurship is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Based on the premise of Market-focused Human Resource Management we propose that organizations should attend to employee voice. To this end, online reviews have emerged as a significant source of key information. We performed our analysis on (n = 2751) Glassdoor reviews of 22 hotel chains in India. We employed text mining tools to identify determinants of employee motivation and dissatisfaction. Organizational culture, career growth opportunities, and flexibility-motivated employees. Poor work–life balance, office politics, and high attrition rate de-incentivized employees. Further, the regression analysis of numerical ratings revealed that compensation and work–life balance are hygiene factors; career opportunities and cultural values emerged as dominant predictors of overall employee satisfaction. Practical, policy, and theoretical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

The present research is inclined to study the relationship between two important forms of "Contract" in employment relations, psychological contract and knowledge contract, and job outcomes, i.e. employee retention and employee satisfaction. For this purpose, the data were collected from 268 employees working in the IT sector from North India. The results suggest the mediating impact of the psychological contract in the relationship between knowledge contract and job outcomes. Besides, this study develops a theoretical model that establishes the relationship between knowledge sharing and knowledge integration that plays a major role in employee satisfaction as well as retention of employees in the organization. [ABSTRACT FROM AUTHOR]

Purpose: Total quality management (TQM) has been a universally applienod management strategy to improve organizational performance and thereby to achieve competitiveness. Compared with the scholarly and practical attention paid to identify the consequences of implementing TQM practices, little is known about how those practices enhance organizational image and employee satisfaction. This paper aims to address that research gap and is designed to empirically prove the relationship between TQM practices, organizational image and employee satisfaction. Design/methodology/approach: A questionnaire-based survey of 285 employees including administrators, managers and heads of departments of 21 National Accreditation Board for Hospital and Healthcare providers-accredited hospitals in India was conducted. The proposed research model was tested using partial least squares based structural equation modelling. Findings: The results revealed that TQM practices have positive direct and indirect effects on employee satisfaction, confirming the partial mediation role played by organizational image in the relationship between TQM practices and employee satisfaction. Research limitations/implications: From the findings, leaders can understand that by implementing TQM practices, organizations can enhance image of the organization and bring high level of employee satisfaction. Originality/value: The study tries to answer questions largely ignored in the TQM literature: the effect of TQM practices on organizational image and employee satisfaction, and the mediating role of organizational image on TQM practices and employee satisfaction. [ABSTRACT FROM AUTHOR]

Total Quality Management (TQM), Continuous Quality Improvement (CQI) and the Quality Control (QC) are the concepts which makes workers more conscious in the healthcare scenario. In the Present study we are carried out with the objective of enhancing knowledge regarding the effect of HRM on execution of TQM in Health Care. The research work is exploratory in nature and the research paper is conceptualized and based on the secondary data collected from various sources like Journals, Books, newspaper and internet. Current narrative review consist literatures, which are appropriate to the HRM practices & TQM and its execution in health care industry (HCI) and also it is focused on implementation, impacts of HRM and TQM on the organization. By adopting the TQM health care institutions can grow and can focus more on their customers. Customers and employees are satisfied then automatically the quality of the organization will increase. Quality management also helps to increase the performance of the employees. The HCI incorporates into different sectors which are dedicated to provide the optimum health care services and products to every single person of the community. Public and private are the two major components in Healthcare delivery system in India. The Public Healthcare System (PHS) is ruled by government agencies and it consist of significant less number of secondary and tertiary level HCI in key cities and directed to give the required to provide the care in the terms of Primary Healthcare Centers (PHCs) in villages of India. [ABSTRACT FROM AUTHOR]

Successful organisations are aware about the importance of employee engagement as a tool for talent management, employee satisfaction and the consequent reduction in attrition. This study was conducted to understand the theoretical underpinnings of the concept of employee engagement. The study started by looking at how talent shortage is shaping the HR discourse around the world and the role played by employee engagement in the process of talent management. Thereafter, to understand the current work going on in the discipline of employee engagement, literature review was conducted where studies from both the academic as well as the practitioner's perspective were looked at. A conceptual framework with respect to employee engagement was thereafter explored which demonstrated that it is a multidimensional construct where employees can be engaged physically, cognitively or emotionally. The study ends by providing a set of suggestions for HR managers for increasing employee engagement in organisations. [ABSTRACT FROM AUTHOR]

India is one of the largest and fastest-growing economies and the organisations in India needs to compete with other developed countries to keep the momentum and achieve the higher growth rate than other countries. Competitive offerings by telecommunications firms have turbocharged internet subscriptions and data consumptions by the individuals and organisations. The competition among the firm is increasing, and it is a fact that the organisation which is capable of exploiting the technology in a better way will outsmart other in the competition. Though the union government and state government prioritise the information technology training, the employees are still not perceived the advantages of digitalisation. The digitalisation effort by few organisations is either not taken off or left at midway due to lack of support. Hence, this study is to evaluate the factor influencing the organisation digitalisation. It is found that all factors like employee satisfaction, perceived usefulness and easiness of technology are strongly correlated with employee readiness to accept the digital transformation. Employee insecurity and discomfort negatively correlated on digital transformation. [ABSTRACT FROM AUTHOR]

The current study focuses on attrition rate in the garment industries and the role of Human Resource Managers in combating it. The quest here is to assess the factors that lead to high rates of voluntary employee turnover among the garment industry workers. The study found that multiple factors contributed to employee turnover in different rates in different companies. The effect of turnover was witnessed across the various levels of employees. The major factor perceived to contribute to employee turnover was remuneration, high production expectations and lack of individual respect accorded to the workers in the course of daily working scenarios. The study used primary data collected through a questionnaire administered to 106 employees in garment industries located in Bangalore district. [ABSTRACT FROM AUTHOR]

The workplace within the organisation plays a vital role in developing the interpersonal relations, building satisfaction and thereby having an impact on productivity. A satisfied employee performs more efficiently and acts as a driving force for others. The Indian financial sector is very diverse with huge number of institutions providing multifaceted services. Among them are the Big 4's namely Deloitte, PricewaterhouseCoopers, KPMG and Ernst & Young. The work environment in these companies is said to be very different from other organisations as well as there is a difference in work environment of these four companies. Powerful outcomes and profitability may be expected if employees are highly satisfied. The aim of the present study is to analyse the impact of work environment on employee satisfaction in Deloitte. Stratified random sampling method was used in present study. This study is conducted in major 5 cities in India and sample size was 125 employees working in Deloitte.Varied statistical techniques were applied to test the reliability of the instrument used and to measure the relationship between work environment and employee satisfaction. Karl Pearson's Correlation and Regression analysis along with Coefficient of Determination were used to test the relationship and interpret the results. The study offers useful managerial implications by which the company can understand the relevance of work environment as a component of employee satisfaction. [ABSTRACT FROM AUTHOR]

The present study is taken up to analyze and understand the Human Resource development (HRD) practices of accredited colleges in Hyderabad. The study purely focuses on HRD practices, rather than focusing on the accreditation criteria (where weight age is assigned to each of the criteria for the sake of evaluating and awarding the grade to the institution). The study focuses on HRD practices in accredited colleges, considering them to be better than non-accredited colleges. For simplification of the study the HRD practices are been framed under the subheadings of accreditation Criteria which are framed by NBA governing bodies. Each criterion is further divided into sub headings for the purpose of evaluation. To study these dimensions a well-structured questionnaire is administered on the respondents. The questionnaire contains demographic information of the faculty along with these dimensions segregated under their respective heads. Both dichotomous and Likert scale are used for the collection of data. Simple and stratified random sampling techniques are used. A sample of size 169 is been taken for the study. The study indicates that gender wise there is difference in the satisfaction levels of faculty members. Few among the variables are salary, infrastructure, research and consultancy, Teaching and innovation. Especially in case of engineering college's faculty need labs and leisure time to work in their relevant specialized fields. Such motivation, if provided by colleges may motivate faculty to showcase their talents and get accolades for both themselves and institutions too. [ABSTRACT FROM AUTHOR]

India is globally well-established as an Information Technology (IT) services destination. The success in the IT services sector has empowered the country to take its initial steps into the IT-enabled outsourcing domain. India enjoys competitive advantage in the software business and gained a position by virtue of which it has emerged as one of the front-runners in the Business Process Outsourcing market. Over the years, India has turned into a hot destination for global offshore outsourcing companies. Management of human resources has got a paramount importance for the smooth functioning of an organization. Human beings are the dynamic elements of an organization. An enlightened corporate management team is the first to recognize, motivate and reward the workforce that fashions a radiant balance sheet. Negligence or lack of adequate attention to needs of employees in an organization can cause a deceleration in productivity with consequent ill effects on the economy as a whole. While managing human resources, most of the executives face the problem of providing job satisfaction to employees under their command. Aristotle, the Greek Philosopher, said that, "Pleasure in the job puts perfection in the work". Arguably, it may be interpreted as a significant statement that spotlights, the value of a satisfied, motivated and committed workforce. An organization's success depends on its ability to continuously nourish the satisfaction of its employees. This paper explores in depth study and comparison of the success factors across gender and marital status influencing the employee satisfaction in the ITeS-BPO companies in India. Firstly success factors were derived with the help of Primary data that was collected with the help of a structured questionnaire from the call floor employees working with Information Technology Enabled Services (ITES) -BPO Companies located in Delhi and National Capital Region and then a comparison of the success factors across gender and marital status was made. [ABSTRACT FROM AUTHOR]

This article aims to give insights into service sector operating strategy for corporate, business and the functional levels. It is focused on service sector customers’ perceptions and response regarding complaint management, recovery process to create competitive advantage. It compares and recommends factors important for the service recovery strategy implementation among the health care, financial and personal care sectors for gaining higher satisfaction, trust and loyalty. This study finds that both the cost and differentiation can be achieved by the inclusion of service failure recovery strategies in the service operations. This article is empirical and involves data from 150 respondents from India. This study found conclusive results on complaint management and recovery strategies to create the competitive advantage of the three sectors in the Indian context. This article is also helpful in designing policies and procedures to proactively eliminate hurdles and the effective implementation of service recovery process. [ABSTRACT FROM PUBLISHER]