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COVER STORY
Post-Separation Process : The Role of HR
- S Chandrasekar
What drives an employee to the verge of separation? What happens to an employee after the separation? Is he bound by legal clauses? Do all parameters that go in the exit round duly get recognized? What are the possibilities of his getting rehired? This article answers the questions related to exit and post-separation process in corporate circle.
© 2009 IUP. All Rights Reserved.
WOMEN AT WORKPLACE
The Indian Corporate Women:Advantage India Inc.
- Debashree Mukherjee
The Indian corporate sector has been witnessing a paradigm shift in its human resources structuring from an absolute male bastion to a gender neutral atmosphere with women executives gradually progressing towards senior management positions in diverse organizations. Such continuing shift has been possible for two noteworthy reasons: one, the grit and determination of the Indian corporate woman to prove her mettle in the industry and, the other, realization on the part of the corporate sector about the potential and talent of the women executives and acknowledging the same. This article dwells on the second reason and tries to establish the Indian corporate woman as an endowment to corporate India.
© 2009 IUP. All Rights Reserved.
DELEGATION
The Art of Delegation
- Vikas Shrotriya
If a manager performs all his work by himself, he is deviating from his role. His time should be judiciously divided between planning and performing. Delegation is the art of handing over the responsibilities by a manager to his subordinates. Delegation alleviates the burden of responsibilities assigned to the manager. With effective delegation, the manager can increase his efficiency and can perform better along with his team of subordinates. Delegation is an important organizational process existing between any two consecutive organizational levels; as for none of the managers it is possible to accomplish all jobs by himself. This article discusses certain aspects of delegation.
© 2009 IUP. All Rights Reserved.
ENVIRONMENTAL ISSUES
Eco-Etiquette
- Padmashree Radhaswamy
This article sheds light on the deplorable ecological conditions existing in the world. It also touches upon the steps to be taken by the corporate world to reflect the right eco-etiquette. It further suggests that eco-etiquette should be made an essential component of the recruitment process as soft skills has been made.
© 2009 IUP. All Rights Reserved.
RECRUITMENT
Recruitment : An Essential HR Activity
- DSNV Prasad Rao
The success of any organization depends largely on its workforce. At present, the HR professionals have recognized that core competency lies in the employees they hire, who ultimately deliver value to the organization.
© 2009 IUP. All Rights Reserved.
SOFT SKILLS
Successful Interviews : An Overview
- Teenna Sawhney
The article discusses, in a nutshell, as to what an employer looks for in a candidate and also how a candidate should perform at the time of the interview. This is done with a special reference to interviews for a senior position by a professionally managed organization or a corporate.
© 2009 IUP. All Rights Reserved.
COUNSELING
Go Beyond Counseling
- Vijendra Kumar SK
The goal of holistic counseling is not only to solve `presented' problems, but also to help the person feel free and good with himself. This article focuses on holistic counseling to enhance one's total personality.
© 2009 IUP. All Rights Reserved.
DIVERSITY MANAGEMENT
Managing Diversity in BPO Industry
- Sonali Bhattacharya
Globalization has created a dynamic business environment in which industrial workforce must learn to adapt and accommodate the diversity of all its stakeholders. This is more true in the BPO industry. It has to manage a diverse workforce in terms of levels of education, geographical areas, religions, caste, culture, values, ideologies and principles. And the workforce also, on a daily basis, has to interact with different national and international customers. Though diversity in itself is highly beneficial as it brings along augmentation of varying ideas and thought processes, it leads to conflict and stress building. This article focuses on the BPO industry in view of the problems associated with the diversification of its various stakeholders and steps taken by the management to motivate the employees and discourage destructive and disruptive conflicts.
© 2009 IUP. All Rights Reserved.
OUTSOURCING
HR-BPO: An Introduction
- Rina Pandey
The Business Process Outsourcing (BPO) industry in India has grown by leaps and bounds and as its size increases, so does its competitive advantage. The tremendous impact can be seen across many business activities, including IT, specific operations and contract functions. This article focuses on the aspects of HR outsourcing, especially the need and scope of outsourcing and the vital role India can play in this booming business.
© 2009 IUP. All Rights Reserved.
OUTSOURCING
KPO : Is India Ready for the Next Revolution?
- Suvadip Chakraborty
The Indian outsourcing industry is all set to take a giant leap forward with the high-end knowledge processing work coming its way from across the globe. The success story of the Indian Business Process Outsourcing (BPO) industry owing to the underlying factors of low labor cost, operational efficiencies, talented workforce and improved quality of service has encouraged many foreign firms to outsource their high-end knowledge work to India. Thus, the latest buzz in the outsourcing industry in India is Knowledge Process Outsourcing (KPO) and if the trend continues then KPO is the next big revolution to take place in India. But India has to overcome certain impending difficulties before it can become a KPO superpower. This article focuses on certain challenges that India is facing and how it can overcome those challenges to achieve the KPO revolution.
© 2009 IUP. All Rights Reserved.
SPIRITUAL INTELLIGENCE
Spiritual Intelligence :The Ultimate Intelligence
- Deepak Kau
Innovative technologies and rapid changes in business environment have created occupational stress and strain in the lifestyles of individuals. So the biggest challenge faced by the leaders in these turbulent times is to motivate the stressed and strained human resources led by them. Human resources, hitherto considered as the means of getting things done, are now considered as empowered energies that can be administered only with compassion and wisdom which paves the way for developing the Spiritual Intelligence (SI)the ultimate intelligence. This will facilitate the development of human resources in the true sense providing the right foundation for one's inner development also. The authors emphasize that this process will help individuals understand how they can use SI while handling complex situations and other individuals. This will also support in transforming existing organizations into organizations having passionate work culture.
© 2009 IUP. All Rights Reserved.
WORKPLACE ISSUES
Be Vigilant and Avoid Frauds
- CT George
Preventive vigilance and collective intelligence are the antidotes for frauds. Between smart fraudsters and bankers, it is a battle of wits. Vigilance is a non-stop prescription. A fraction of a second miscare can upset the apple cart. There is no substitute for Vitamin V (Vigilance).
© 2009 IUP. All Rights Reserved.
EMOTIONS AND FEELINGS
Psychology of Emotions
- Archana Dixit and Smriti Pathak
Feelings can encompass both positive and negative responses. For example, affection usually refers to a person's inclination towards another person or thing expressed and passion means a very powerful emotion that can cause effective change. This article focuses on the types of feelings and how they play an important role in shaping human behavior.
© 2009 IUP. All Rights Reserved.
TRAINING AND DEVELOPMENT
Training and Development : An Essential Review
- Manishankar Chakraborty
Training has taken centerstage and is often related to the developmental aspect of an organization. It is indeed surprising to note that most companies put in place training schedules without even demarcating the long and short-term implications such programs would have on the individual employee and the organization as a whole. This article explains the actual need for training and its relationship with the development of an organization, both monetarily and non-monetarily.
© 2009 IUP. All Rights Reserved.
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