Advances In Management

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Advances In Management

Vol. 5(2) February 2012

Research Articles:
The Rising Hispanic Workforce

Erickson Sadie, Falzon Rachel, Mishra Jitendra and Mishra Bharat

The Hispanic American population is the fastest growing segment in the United States. As such, it is becoming an increasingly important segment of the labor force as well. In order for American businesses to attract the growing Hispanic workers, they must adapt their business practices and managing techniques. Some companies such as McDonald’s, Microsoft, Bank of America and AFLAC, have already implemented certain techniques in order to attract and retain Hispanic employees. Other businesses however, should take note of the five recommendations described here.

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Features of talent-Branding in the Light of Empirical Research

Farkasné Kurucz Zsuzsanna and Balogh Gábor

Higher Education Institutes, students and employers together are united in the sense that all three search for talented individuals, even if, in other respects, their motives, goals and methods differ. In this study we analyse features of student ‘self-branding’. One necessary feature of a company is to act as a ‘talent-magnet’ and so companies should aim to attract skilled employees using the best marketing tools. Study is based on questionnaires referring to experience in professional practice (2009-2011). The data apply to a total of 737 students. One of the most important features of the study was to emphasise regional characteristics, the result of which was that the most recent data focus strongly on Pécs (a major university city in Hungary) and Budapest (the capital of Hungary). Significant differences in students’ skills in the two cities, these being most visible as basic methodological skills, professional concepts, discipline and response-bility were found.

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The Association between Unemployment, Mortgage Rates and House Prices: Granger Causality Test of Local, State and National Data

Dheeriya Prakash L.

There have been several studies relating housing prices to mortgage rates, unemployment and other macroeconomic factors. Very few studies have conducted analysis of these factors like micro and macro factors simultaneously. This paper uses the three step Granger causality testing procedure to determine if there is any association between unemployment, mortgage rate and median home prices at local, state and national levels. Typical empirical studies in housing literature use macro indices to test out Granger Causality at the macro level only. We find that unemployment at the local, state and national levels is more significant than mortgage rates in explaining house prices at those levels. We also find that the mortgage rate is not as influential in explaining house prices at any level.

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Case Study:
Global Practices of Financial Services with Reference to Banking in India

Suriyamurthi S., Karthik R. and Mahalakshmi V.

The Indian banking and finance system will be globally competitive. For this the market players will have to be financially strong and operationally efficient. Capital would be a key factor in building a successful institution. The banking and finance system will improve competitiveness through a process of consoli-dation, either through mergers and acquisitions through strategic alliances. Technology would be the key to the competitiveness of banking and finance system. Indian players will keep pace with global leaders in the use of banking technology. In such a scenario, on-line accessibility will be available to the customers from any part of the globe; ‘Anywhere’ and ‘Anytime’ banking will be realized truly and fully. At the same time ‘brick and mortar’ banking will co-exist with ‘on-line’ bank-ing to cater to the specific needs of different customers.

Indian Banking system has played a crucial role in the socio-economic development of the country. The system is expected to continue to be sensitive to the growth and development needs of all the segments of the society. The banking system that will evolve will be transparent in its dealings and adopt global best practices in accounting and disclosures driven by the motto of value enhancement for all stakeholders. Indian banking sector has emerged as one of the strongest drivers of India’s economic growth. Positive changes witnessed in the last two decades have impacted every aspect of banking, ranging from regulatory standards to customer management. Indian banks adapting to the changing landscape along with the vision of the regulator and the Government in shaping the future growth of banking were two of the noteworthy features of this transition. The banks evolved their strategies in response to increasing competition and changing customer requirements, the regulator guided its growth with policies of gradual liberalization and benchmarking the domestic system with the best in the world, even if it appeared conservative at times. As the world recovers from the global financial crisis, Indian banking has remained resilient while continuing to provide growth opportunities. With the increased participation of new private sector and foreign banks, the Indian banking industry has become fiercely compe-titive.

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Psychological Empowerment and Workplace Learning: An Empirical Study of Saudi Telecom Company

Abdullah AL Zahrani

Learning in the workplace cannot take place in vacuum. Workplace learning, while very important, requires an important requirement and conditions. Employees' psychological empowerment is predicted to act as the most important antecedents for workplace learning for 21st century workforce. Hence, this study aims at testing the impact of psychological empowerment in particular on the workplace learning in the Saudi Telecom Company (STC) in Saudi Arabia. Two instruments were included in this study: psychological empowerment scales developed by Spreitzer76 and Workplace Adaptation Questionnaire (WAQ) developed by Morton.48 A survey questionnaire was used to reflect a simple model of the presumed relationships. A sample of 170 employees working at STC has participated in the survey and data were collected and analyzed using means, regressions and correlations to test such impact. Cronbach's alphas verified the reliability of the overall instrument as well as the sections of the survey.

The study found that psychological empower-ment was positively related to workplace learning. In particular, self-determination and workplace learning had the strongest relationship. Based on these findings, the implications for Human Resource Development (HRD) theory and practice and recommendations for future research were discussed.

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A Study of Inter and Intra Components Relationship of Brand Equity using SEM

Natarajan P. and Thiripurasundari U.

Strong brands dramatically enhance revenue capabilities of product. It is this financial approach of the brand that led to the concepts of equity. The present day competitive business environment warrants business units to create and manage brand value on a continuous basis. Brands are the new avatars for fighting completion and achieving superiority and even dominance. Car buyers and users numbers are also increasing geometrically. To identify the relationship between inter and intra components of CBBE of Selected Car Firms in India. Specifically, maintaining brand equity requires consistency both with and across marketing and financial aspects. Moreover, it is also important that both the individual and firm levels should be consistent over time. This sequential consistency is likely to ensure the clarity of the brand equity position information provided and to enhance its further development.

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Training and Development in ITI Limited – Bangalore

Karthik R.

Human resource is the life blood of any organization. Only through well-trained personnel, an organization can achieve its goals. Training is defined as learning that is provided in order to improve performance on the present job. A person's performance is improved by showing how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product or a method of providing a service. Training is provided for the present job. This includes training new personnel to perform their jobs.

Training is mainly concerned with the meeting of two of these inputs -- people and technology. That is, having people learn to master a given technology. The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources and money. Now-a-days, training is an investment because the departments such as, marketing and sales, HR, production, finance etc. depend on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization.

To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction etc.

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Business Transformation Management- The Role of Talent Management with special reference to Service Sectors

Rose Swapna and Raja K.G.

Business transformation is a key executive management initiative that attempts to align an organization’s initiatives relating to people, process and technology more closely with its business strategy and vision. In order to bring business transformation, talent management is very much necessary. Talent management is identifying, recruiting, hiring and developing people with strong potential to succeed in an organization.

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General Article:
Employee Engagement- A Corporate Boon 10 Ways for Effective Engagement

Kanaka Maha Lakshmi G.

Effective management of manpower can take place only if emerging paradigms like employee engagement are properly understood by the top management and put into practice. The key issues in employee engagement are: the changing spectrum of working environment to knowledge based work, the difficulties in handling knowledge based workers and obtaining optimum performances from knowledge based workers. Effective employee engagement is the key component for improved organizational performance.

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