Innovative human resource management and

corporate performance in the context of

economic liberalization in India
Abstract
The Indian economy was forced to adopt a structural adjustment programme at the beginning of
1991. The structural adjustment programme or liberalization initiated the process of the opening
up of an otherwise closed economy of India. Liberalization created a hyper-competitive
environment and to respond to this turbulence, Indian organizations adopted innovative changes
in their HRM practices. Current research shows that HRM practices are important for enhanced
corporate performance but little has been reported on the effect of HRM practices and corporate
performance in the context of economic liberalization of India. This study tries to understand the
role of innovative HRM practices and specifically questions how HRM practices, such as the
role of HR department, recruitment, retraining and redeployment, performance appraisal and
compensation, enhance corporate performance during the change process. A multiple-respondent
survey of 69 Indian organizations was undertaken to study the impact of innovative HRM
practices on firm performance. The survey found that the innovative recruitment and
compensation practices have a positive significant relationship with firm performance. It was
observed that recruitment, the role of the HR department and compensation practices seem to be
significantly changing within the Indian firms in the context of India's economic liberalization.
The synergy between innovative HRM practices was not significant in enhancing corporate
performance during the liberalization process.
A Comparative Study of Employee Training and
Development Practices of Selected Public and Private
Hospitals functioning in Pune
Abstract
The study focuses on human resource development through employee training and development
practices. This research sheds light on the relationship between employee training and development
practices with employees’ performance and job satisfaction. The purpose of training and management
development programs is to improve employee capabilities and organizational capabilities. The aim
of the present research is to study employee training and development practices followed in selected
public and private hospitals in Pimpri Chinchwad Municipal Corporation area. It gives idea about
various training and development programs carried in the hospital, type of training provided to
hospital employees and its benefits. It also focuses on employees’ expectation and involvement in
such type of training program. The objective of the study is to analyze the implementation of training
and development practices in selected hospitals and its impact on perception of employees which
leads to performance improvement and job satisfaction.
Training investment is returned in the form of more productive and effective employees. Training and
development programs may be focused on individual performance or team performance. It is
observed that those hospitals following systematically and scientifically training and development
practices create high job satisfaction level within employees. These employees are more committed
towards better performance. The creation and implementation of training should be based on training
need analysis. Information obtained could be useful for improvement of training and development
practices in hospitals. Factors that can affect the effectiveness of training and development practices
in the hospitals include, lack of support from top management and peers, employees’ individual
attitudes, job-related factors and also the deficiencies in training practice.
In era of globalization where hospital industry is booming and there is increasing demand of hospital
services, all employees should be managed efficiently and effectively by implementing systematic
training and development programs. As there is an urgent need to reshape training and development
system in hospitals in order to have advancement in medical field and to be of world class status,
Hospital organizations should design training policies, training budgets and training programs.

Keywords: Training, Development, Public Hospital, Private Hospital

“A Study on Performance Appraisal System at
Wipro Infrastructure Engineering Pvt Ltd”

Abstract

In this study the operative function in the human resource department are analyzed
with the contribution of employees and their opinion about the function performed by
the employees and their opinion about the function performed by the HR
Department in Wipro Infrastructure Engineering Pvt Ltd, Chennai..The employees in
the organization are directly interviewed and related data’s where collected through
the questionnaire. The data’s are analyzed through the percentage analysis and chi-
square method. From these inference were drawn, based on the inference it is found
that most of the respondents tells that the performance appraisal system done by
the organization is comfortable and satisfactory. From the study it is found that they
are enriching their knowledge with appraisal system and necessary findings are
made and suggestions were given. Within a short period of time the employees are
aware about the various policies are implemented by the company and also it gains
goodwill in the minds of employees. It is suggested that the company should
introduce new methods to provide good services promptly and efficiently at the time
of employees’ measures. Thus the study is mainly focus on performance of the
employee among executives, and their opinion efficiently and effectively.
 A Research Paper on “Employee’s Performance
Appraisal System and its Implication for
Individual and Organizational Growth”
Abstract

Performance appraisal is a vital tool to measure the frameworks set by any organization
to its employees. It is utilized to track individual contribution and performance
against organizational goals and to identify individual strengths and opportunities for
future improvements and assessed whether organizational goals are achieved or
serves as basis for the company’s future planning and development. This study
examined the status of the performance appraisal system and its implication for
individual and organizational growth. Organizational performance and its resultant
efficiency and effectiveness can only be achieved when individuals are continuously
appraised and evaluated. The inability of organization to install an effective
performance appraisal strategy has hindered them from achieving competitive
advantage which they require more now than ever before. Appraisal processes are
not systematic and regular and often characterized by personal influences
occasioned by organizations preoccupation to use confidential appraisal system
which hinders objectivity and fairness. Often organizations ignore management by
objectives, critical incidents to personal prejudices. This is retrogressive as it affects
the overall performance of the individual. 360 degrees appraisal method whereby
superiors and the appraise their subordinates, subordinates appraise their superior
and the appraisee appraise himself or herself and the average of all the appraisal
taken to arrive at the final appraisal outcome should be now be considered by
organizations. Also post appraisal counseling whereby the appraisal outcomes are
analyzed to explain strengths and weaknesses and set agenda for better future
performance. Organizations should stop giving less attention to the evaluation of
their employees and recognize that organizational training needs can only be
identified from performance appraisal outcomes. It is an invaluable tool but in the
hands of human resource management officers to continuously evaluates and
audits the performance of its employees in other to help organizations win
competitive advantage. It is recommended that the company should revisit and
redesign its appraisal system that is align to its vision and mission towards the
attainment of its organizational goals. Keywords: Company Performance, Employee
Efficiency, Employee Motivation, Employee Reward System, Employee
Performance appraisal, Organizational growth, Management by Objective, 360
Appraisal system.
 Satisfaction level of the employees on the
various welfare facilities provided by ABC
industries (MBA HR)

ABSTRACTS
There is a great need for good working condition in an industry. The improved
working condition leads to improved productivity. Some of the basic reasons
for the need for good working conditions are : to increase the loyalty of the
employees towards the organization, to reduce injuries due to bad working
conditions of machineries, to increase productivity, to reduce resistance due to
change, enhancing employees interest towards work, to reduce absenteeism
and tardiness, to strengthen the morale and employee commitment. The study
reveals that majority of the employees are satisfied with the working conditions
and welfare facilities. Employee’s satisfactory level can be enhanced by
improving the facilities regarding dust and fumes control, latrines and urinal
facility, cleanliness of the canteen and the quality of food in the canteen. A
separate labour welfare committee can improve welfare facilities through
regular inspection. This committee can also hear to the needs of the employees
for the further

improvements of the welfare facilities.

 A study on training and development of executive in the
Himalaya drug
ABSTRACTS
Training and development refer to programs designed to help new employees adjust to the workplace
successfully. In addition, they include the formal ongoing efforts of corporations and other organizations
to improve the performance and self-fulfillment of their employees through a variety of methods and
programs. Training and development have emerged as formal corporate functions, integral elements of
corporate strategy, and are recognized as professions with distinct theories and methodologies as
companies increasingly acknowledge the fundamental importance of employee growth and
development, as well as the necessity of a highly skilled workforce, in order to improve the success and
efficiency of their organizations.For the most part, training and development are used together to bring
about the overall acclimation, improvement, and education of an organization's employees. While
closely related, there are important differences between the terms and the scope of each. This project is
based on study on training and development of executive in the Himalaya drug company.
 A study to analyse the effect of implementation
of 360 degree performance appraisal
technique

ABSTRACTS
The study is mainly to find out the Effect Of Implementation Of 360 o Performance Appraisal
Technique In ABC Pvt. Ltd. CITY. The study is also to find out the factors which influences
the performance of workers. The research study conducted is descriptive in nature. Both
primary and secondary data are collected to meet the requirements. For collecting the data a
structured questionnaire was used. The questionnaire is with multiple choices, open ended
and close ended questions. The study is mainly based on the primary data and the required
primary data were collected through the structured questionnaire from the entire population.
In this study percentage analysis and two- way analysis is used to interpret the data
collected. The study revealed that the majority of the respondents feel that company has to
create an awareness among employees about performance appraisal techniques. Majority of
the respondents feels that implementation is more risky. Because of this reason some people
are not interested in doing this.
 Case Study on Employee Motivation in an
Organisation

ABSTRACTS
The project work entitled a STUDY ON EMPLOYEE MOTIVATION, is mainly conducted to
identify the factors which will motivate the employees and the organizational functions.
Managements basic job is the effective utilization of human resources for achievements of
organizational objectives. The personnel management is concerned with organizing human
resources in such a way to get maximum output to the enterprise and to develop the talent of
people at work to the fullest satisfaction. Motivation implies that one person, in organization
context a manager, includes another, say an employee, to engage in action by ensuring that a
channel to satisfy those needs and aspirations becomes available to the person. In addition to
this, the strong needs in a direction that is satisfying to the latent needs in employees and
harness them in a manner that would be functional for the organization. Employee
motivation is one of the major issues faced by every organization. It is the major task of
every manager to motivate his subordinates or to create the will to work among the
subordinates. It should also be remembered that a worker may be immensely capable of
doing some work; nothing can be achieved if he is not willing to work. A manager has to
make appropriate use of motivation to enthuse the employees to follow them. Hence this
studies also focusing on the employee motivation among the employees of Hewitt
Associates. The data needed for the study has been collected from the employees through
questionnaires and through direct interviews. Analysis and interpretation has been done by
using the statistical tools and data’s are presented through tables and charts.