South Asian Journal of Human Resources Management
Volume: 6 Issue: 1 (June 2019), pp. 9–127
Impact of HR Policies on Gender Inclusion in Indian Army: An Empirical Study
Inclusion means to have a sense of belongingness, feel valued and respected for the person you are, and getting commitment and support to enable you to give your best. A gender-inclusive diverse workforce is progressively being accepted to contribute significantly towards improved performance of any organization. With this underlying concept, the article attempts to understand the linkages between HR policies and gender inclusion in Indian Army. This study is based on primary data collected from officers of the different branches of Indian Army and the extant literature review. Data has been assessed using confirmatory factor analysis and multivariate analysis of variance. Proposed empirical article will offer meaningful insight to the policy formulators and the policy executors for improving the existing policies and framing the new HR policies that will help achieve effective gender inclusion.
Gamification, as a technique to engage members of the millennial generation, has gained considerable traction at workplace. The purpose of this study is to provide a contextual overview of gamification as an effective mechanism aligned with the learning preferences and characteristics of the millennial cohort. The suggested framework helps organizations effectively design and incorporate learning mechanisms appropriate to new cohort entering and dominating the workforce. The insights developed are critical for learning and development professionals and instructional designers in enabling them to create effective and gamified training modules for this cohort.
Training and development activities in the banking sector of Bangladesh are quite extensive due to the compliance requirements for the central bank and other banks. These training programmes focus not only on increasing knowledge but also on transferring that knowledge to the job. However, the effectiveness with which training is transferred primarily depends on the motivation to transfer. There is extant research from recent years on the motivation to transfer training in different industries and in this sector. However, little is known about the motivation to transfer training in the banking industry of Bangladesh. Thus, this study attempts to identify the factors that influence the motivation to transfer training in the banking sector of Bangladesh. A sample of 275 employees who obtained training from banks was surveyed using a structured questionnaire. Data were analysed using the structural equation modelling (SEM) technique. The results show that self-efficacy, supervisory support and opportunity to perform have a significant impact on the motivation to transfer training in the banking industry of Bangladesh. This study suggests that the supervisory styles and working environment of banks play the most important role in motivating employees to transfer training in this sector of Bangladesh.
This study offers an “employability skill index” for entry-level job seekers and compares the skill requirements of local and multinational corporations (MNCs) in Bangladesh through a structural equation modelling approach. The primary data were collected from 1,285 managers in 24 local companies and 27 MNCs in Bangladesh. The results of the study revealed an eight-dimensional 33-item index with significant differences in skill requirements between local companies and MNCs. The study found that local companies put more emphasis on “Reliability Skills” and “Integrity Skills”. MNCs, on the other hand, highlighted “Interactive Skills” and “Academic Skills” substantially. Finally, the article suggests some directions for future research.
Societal and global advancement increasingly depends upon research, invention, innovation and adaptation; all of these are products of educated mind. Education is public good in LDCs and need Government involvement to function effectively. National Education Policies of India in 1968, 1986 and 1992 (revised) have recommended 6% of GDP to spend on education which unfortunately was on an average 3.77% in last one and half decade. This insufficient funding can be considered as one of the factors for India’s low ranking in terms of Human Development Index. Descriptive and analytical methods are used to study the relationship between Public Education expenditure and Human Resource Development of India by using the secondary data collected through the reliable sources like Ministry of human resource development and Human Development reports published by UNDP. To analyse the relationship between spending by the Government on education and improvement in quality of Human resource, Granger Causality Test is applied. The results of the study show the influence of Public education expenditure on Human Resource Development in India.
Sandeep K. Krishnan, The Making of a CEO