Employment Attainment – Constraints and Devices: A Holocletic Model

--Miguel Baião Santos

Securing employment depends on several factors—those innate to the individual and those that are exogenous. Using a socioeconomic approach, this paper suggests a theoretical study model, i.e., the holocletic model, for professional insertion. Towards this end, the paper identifies the constraint factors and the job-search methods used by former trainees, and concludes that age, parent’s nationality, schooling, qualification levels and vocational training features are connected to the job-search method that allows the ex-trainee to get a job. On the other hand, the constraints to the professional insertion of the ex-trainees are: work experience, qualification level, the path and kind of vocational training, and employment characteristics. The paper provides a set of elements that help to distinguish, compare and access the eclectic dominant mainstream in this regard.

© 2015 IUP. All Rights Reserved.

Organizational Citizenship Behaviors and Demographic Variables of Employees in Indian Business Process Outsourcing (BPO) Sector

--Sulakshna Dwivedi, Sanjay Kaushik and Luxmi

Organizational Citizenship Behavior (OCB) is a discretionary behavior other than what is prescribed in the job description of a particular employee. It takes a lot to go beyond one’s call of duty and whenever employees indulge in such behaviors, it brings tremendous benefits to the organization in terms of effectiveness, efficiency, success and even low attrition rate. With the transition of manufacturing industry to service industry, the business world has witnessed a change from traditional workers to knowledge workers. Many changes were observed in different aspects of workforce in terms of their demography, motivation, perceptions, expectations, etc. With these changes, their behavioral outcomes had also got affected. On these lines, the study is an attempt to assess the OCBs of employees with respect to their demographic levels in Indian Business Process Outsourcing (BPO) sector. Through stratified random sampling, a sample of 524 employees from top, middle and lower levels were selected from 15 BPO units in and around Chandigarh. It was hypothesized that employees’ organizational citizenship behaviors differ significantly with their demographic factors. Seven hypotheses were drawn on respective demographic factors, out of which four were accepted. The results revealed that OCBs of employees differ across different age groups, educational level, different marital status group, and across different levels of management. The future implications of the study were discussed in the light of empirical findings and in the context of retention issues in BPO sector.

© 2015 IUP. All Rights Reserved.

Readiness of India Inc. for Modern HRM Practices

--Naval Garg

The corporate world is witnessing significant changes as cultural, gender and linguistic diversity has increased manifold in recent times. All parts of organization, i.e., organizational structure, management pattern, HR system, accounting and auditing procedures, are undergoing changes with time. HR system has transformed from personnel management to Human Resource Management (HRM) and now to people asset management. The present paper seeks to explore employees’ readiness for High Performance Work System (HPWS). Employees’ readiness is found to be in ‘Ready’ category on a five-point rating scale. The paper also explores readiness variations on the basis of individual and organizational characteristics. Age, experience and educational qualifications are found to be significant individual variables affecting employees’ readiness. In the same way, sector and companies’ origin status are reported to be significant organizational variables that have a bearing on the readiness of employees. Further, the paper tends to discuss interaction effect between individual and organizational variables to give a deep insight into readiness of employees.

© 2015 IUP. All Rights Reserved.