...Altius Shodh Journal of Management and Commerce ISSN 2348 – 8891 ADDICTION OF GADGETS AND ITS IMPACT ON HEALTH OF YOUTH: A STUDY OF STUDENTS IN INDORE DISTRICT Dr. Ashish Pathak, ** Prof. Maneesh Soni, *** Dr. Kumbhan Khandelwal *Professor, Shri Atal Bihari Vajpayee Government Arts and Commerce College, Indore. **H.O.D (Dept. of Mass Communication), Renaissance College of Commerce and Management, Indore. ***Professor, Shri Atal Bihari Vajpayee Government Arts and Commerce College, Indore. Abstract In the present time the introduction of modern technological gadgets has created the attention of global population. The dependency of people on these hi-tech gadgets and services provided by these has reached at such level that, without these, they can't think a step forward in the direction of their growth. Which also leading to addiction or we can say obsession of the tech-devices and services. Youth is the most defenseless group among the population to be addicted to technology. The study was designed to examine the use of techdevices by youth i.e. the time spent with the gadgets, the purposes behind use, and its impacts on mental health and life style. Using structured questionnaire, unstructured interviews and observation based on primary data collected from 300 respondents in Indore especially from various undergraduate colleges showed that most of the young respondents spend a large amount of their time with their tech-gadgets and services provided by the...
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...(HRM) in recent decades. Traditionally, the HR function has been viewed as primarily administrative, focusing on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich, 2001), with the basic premise that improvements in individual employee performance will automatically enhance organizational performance. In the 1990s, an emphasis on strategy and the importance of HR systems began to emerge. Both researchers and practitioners began to recognize the impact of aligning HR practices with organizational strategy. HR has now emerged as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are closely aligned with each other and also with the overall strategy of the organization. This new approach of managing human resources has introduced a more strategic role of HRM in an organization. Globalizations, technological advance, changes in the nature of work, changes in workforce demographics are the factors that demand more strategic role of HRM in management. In order to play a more strategic role as a HR manager you need to involve in many tasks like creating strategy execution role, creating formulation execution role, creating a strategic HRM system, creating high-performance-work system, translating strategy into HR policy & practice, and creating a HR scorecard process. 2. WHY AS A HR MANAGER YOU NEED TO PLAY A MORE STRATEGIC ROLE...
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...Facing Modern HR Challenges Head-On written by: N Nayab•edited by: Michele McDonough•updated: 5/26/2011 The proliferation of technology and changes in the business environment have increased the importance of human resources in the modern world. The major challenges facing human resources arise from this elevation of human resource activities to a core strategic function. * Finding and Retaining Talent The primary challenge facing human resource is to have the right people ready at the right time at the right place. The spread of technology and globalization has ensured a level playing field for firms in terms of technology, information, and availability of finance. The human resources of an enterprise, hitherto considered as just another resource such as land or capital, are now the key differentiator among firms, and as such the most critical source of competitive advantage. Although the availability of labor usually exceeds the availability of vacant positions, talent that makes a difference has always remained scarce. The increased competitiveness among firms ensures that finding new ways to increase the level of talent in the organization remains the key challenge facing human resources. The very existence of many knowledge-centric firms in fact depends on the ability of the human resources department to hire and retain the right talent. Retaining existing talent is easier than hiring new employees, and as competition increases among firms, human resources looks...
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...Information technology in human resource management: an empirical assessment Author(s): Ibrahim Akman and Alok Mishra Source: Public Personnel Management. 39.3 (Fall 2010): p271. Document Type: Article Copyright: COPYRIGHT 2010 Sage Publications, Inc. http://www.sagepub.com.ezp01.library.qut.edu.au Abstract: The present paper begins by introducing a number of observations off the applications of information technology (IT) in the field of human resource management (HRM) in general. This is due to the fact that IT and its wide range of applications have already made their presence felt in this area. This will be followed by a report on the findings of a survey on the present trends in organizations with in the different sectors in Turkey. Although the impact of IT on HRM has long been attracting the interest of academics, no empirical research has ever been realized in this field in Turkey, and few studies have been reported elsewhere. The survey was conducted among the 106 IT managers and professionals from various sectors, based on whose results, the data shows that IT is used extensively in the organizations to perform HRM functions in Turkey's dynamic economy. The results also indicated that, while IT has an impact on all sectors in terms of HRM to certain extent, the types of IT used vary significantly between recruitment, maintenance, and development tasks. However, the empirical results here reveal that these organizations are not applying these technologies systematically...
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...SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 1, ISSUE 6, JULY 2012 ISSN 2277-8616 The Emerging Challenges in HRM Mrs. Ekta Srivastava, Dr. Nisha Agarwal Abstract This paper analysis the various challenges which are emerging in the field of HRM.The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment. changes in Information technology. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques Objective of paper To study the details of emerging challenges To find out the various methods and techniques through which HR can overcome the challenges of present business scenario Methodology – The analysis of this paper is totally depend upon secondary data like journal, books and various website from internet Introduction HR managers are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on HR managers to attract, retain and nurture talented employee. HR professional...
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...investigates impacts of outsourcing HRIS on corporate culture. In this paper, we hypothesize that Outsourcing corporate HRIS is less desirable (1) if the quality of product and customer service matters for a firm, (2) if an organization is concerned with a loss of intellectual property, and (3) if an organization requires maintenance of a distinctive, human resource utility activity that is capable of meeting the challenges of fast changing customer demands in a dynamic business environment. In addition, this paper argues companies must be aware of the total costs associated with HRIS before outsourcing its human resource functions. Finally, the impact on employee morale and implementation must also be considered. By outsourcing HRIS, managers will be able to spend more time and resources dedicated to an employee’s professional career development. Business Research for Decision Making – IP 2 Introduction There has been a tremendous amount of research and studies done on corporate culture, outsourcing, and HRIS; however, there have been only menial research and studies done on Outsourcing HRIS and the sense that it has on the corporate culture. Hagood and Friedman [9] argue that the need for an organization to measuring the performance of the HRIS in order to justify the value-added contribution of the HRIS to accomplishing the organization’s mission. Recent progress in information and communication technologies, especially the Internet, has a profound impact on the operations...
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...HUMAN RESOURCE MANAGEMENT INNOVATIONS & TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation...
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...Chenise Wade HRMN 495 05 Oct 2015 HR Competencies of the 21st Century The old-fashioned role of HR in the 21st century is shifting into adding HR into organizational business development, which augments extra elements to the distribution of HR services. “In this new role, HR professionals who are managers and supervisors must take on the evolving roles of business partner, change agent, and leader in new organizational structures different from the past” (Business journal, 2008). The purpose of this paper is to expand upon six competencies that are beneficial to human resource professionals in this day and time. A competency can be described as “the success factors that enable the assessment, feedback, development, and reward processes for individuals to take place” (UMUC, 2015). Essential competencies act as the body of knowledge and expertise that each person requires. These can be established through teachings and are quite simple to recognize. Differentiating competencies differentiate higher performance from mediocre performance. Such competencies consist of self-concepts, personalities, and intentions; and while they are tough to cultivate, they can define lasting attainment in the workforce. “With a valid competency-development methodology, one can define, measure, and reward these competencies. Strategic competencies include those that are "core" competencies of the organization. These tend to focus on organizational capability and include competencies that create...
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...CIPD Level 5 Diploma in Applied Human Resources | Assignment: Understanding the Business Context of Human Resources (5CBIC) | Name: Sian GluckTutor: Tim BatesDate: 29/08/2014 | No. | Understanding the Business Context of Human Resources (5CBIC)Contents: | 1.0 | Compare two different types of organisation and their operational/business purpose (AC:1.1) | 2.0 | Assess how business type and purpose affects the HR Function (AC: 1.2) | 3.0 | Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3) | 4.0 | Explain the role of the HR function in formulating organisational strategy (AC: 3.2) | 5.0 | Explain how organisational strategy is translated in HR strategy and policy (AC:3.3) | 6.0 | PESTLE Analysis | 7.0 | How does PESTLE or SWOT affect the organisation’s HR Function (AC: 2.1, 2.2, 2.3, 2.4) | 8.0 | Analysis of techniques/tools you used and conclusion(AC: 2.5, 3.1) | 9.0 | Reference List | 10.0 | Bibliography/Webography | 11.0 | Appendices | Assignment 1: Understanding the Business Context of Human Resources 1.0 Compare two different types of organisation and their operational/business purpose (AC:1.1) There many different types of organisations, such as: Large private sector, public sector, voluntary sector, SME’s, networked organisations and multinational organisations, as defined by Taylor and Woodhams (2014). This is a comparison of two of these types, focusing on the large private...
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...Chapter 1 Evolution of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management...
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...HR Roles and Responsibilities Human resources (HR) are one of the most important departments of an organization. The human resources department usually deals with hiring, terminations, training, federal regulations, employee benefits, and anything employee related. The main part f their job is focused on the employees. The functions of an HR Professional are to make sure that all employees are treated fairly and equitably and that the needs of the business are balanced against the needs of the employees (Adamson, 2009). The roles and responsibilities of the HR department are crucial to the company’s success. This department must be resilient and adaptable because the business world is constantly changing in regard to globalization, technology, diversity, e-business, and ethics. Globalization Globalization is occurring more frequently these days than in the past and has a major impact on human resources management (HRM). When a business goes global, they need to consider these important factors: employment laws, culture, terminology, and corporate social responsibility ("How globalization effects," 2011). The HR managers are recruiting and selecting from around the world, not just nationally. Other challenges that HR managers must face are managing a diverse workforce, managing pressures for more labor rights in third world countries, managing outsourcing of employees, more part-time temporary work, managing productivity and quality, downsizing the workforce, and coping...
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...Table of Contents Working Title: 2 Introduction: 2 Aim and Objectives: 2 Methodologies for Data Collection: 3 Theoretical Framework: 3 Usage of HRIS in Organization: 4 Impact of HRIS on Human Resource Professionals: 4 Implementation issues of HRIS in Organization: 5 References: 5 Working Title: The role of Human Resource Information Systems (HRIS) in a Strategic Human Resource Management (SHRM) The proposal is to examine the concepts underpinning the role of human resource information systems and explores its application in circumstances of human resource strategies. The concepts of information systems involved in the SHRM are furnished to view for the practitioners. Introduction: An information system in human resource department is an emerging as a most important field of management. The quality and development of the contribution of information systems in strategic human management is measured that global competition, technological changes and the competitive advantages in an organisations are the primary motives towards the information systems. Fundamentally, this improvement in a human resource department is the imperative to prepare and develop in strategic of the human resource. According to the author Dessler (1999), in the field of human resource management (HRM), issues of the HRM is the major concerns at all levels of the managers. Strategic related in human resource management in an organisations plays a vital role in providing with the...
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...What HR Must Learn from Marketing Human Resources has a marketing problem: it needs to learn to be more like marketing. Yes, HR has historically been poor at communicating and demonstrating its value, but it goes beyond that. High-performing organizations (HPOs) are placing significant emphasis on becoming more analytically-driven and market-focused. While the HR functions within these top companies are adapting their orientations to support and deliver against these imperatives, there are many lessons HR must learn from their organization's marketing function, a function that was forced to evolve from tactical to strategic and has established foundations upon which HR can learn from and refine its efforts. Quantify and validate your impact on the business Since the dot.com bubble burst 13 years ago, corporate leadership has tightened its grip on corporate marketing and held it accountable for its impact on the business. This forced marketers to evolve the way marketing measured its success; away from efficiency measures (e.g., cost per click and click-through rates), towards effectiveness measures (e.g., number of marketing qualified leads generated), and ultimately impact measures (e.g., marketing's contribution to sales forecasted pipeline). Much of this evolution was enabled by marketing's collaboration with sales. This collaboration has allowed marketing to focus on measures that actually "move the needle" and has broadened its impact on the business. What HR...
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...required for a HR department to be strategic are: 1) Be transformational, not transactional 2) Think about your structure 3) Be credible – have educated, experienced, trained HR practitioners 4) Provide value for services CHAPTER 2 BE TRANSFORMATIONAL, NOT TRANSACTIONAL Ans1 Line department: This department is essential for the survival of the organisation. For example: In the manufacturing company, manufacturing department, finance department and the sales department are the line department and these department are essential for the existence of the organisation because manufacturing company cannot survive without these departments. As these departments manufacture the product and arrange the finance for the company and also sell the products. Staff department: In contrast, Staff departments are the department, which exists to help the line department in its activities. The staff departments are to advise, counsel and assist the line departments. Like in manufacturing company, the department, which is not manufacturing department, finance department and sales department, is a staff department. There is also one more point to contrast these department like if the company has to reduce the people or department then they would like to eliminate staff department rather than line department. This does not means that the staff department is not essential, it is essential but the line department is more essential and the company must have it at any cost. Ans2 HR practitioners...
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...organization and management style), while still others originate outside the organization and are related to the global economy and other changes in society. Training and development helps an organization to equip each employee with the knowledge and skill needed to perform his/her job effectively. This project will evaluate the effectiveness of the training and development programs offered by the HRtrainingCenter.com. A HRM company which provides training and certification services Marketing Environmental Forces That Affect Human Resource Management Industry Introduction As with any market there are external environmental forces that directly and/or indirectly impact an organization. Changes in the environment can create opportunities as well as threats for that organization. These outside factors can impact the success or failure of marketing a product/service. Human resource management is a business function...
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