IOSR-JBM   National Conference on "Innovative Business Practices in Technological Era"

Abstract: Human Resource Management is a business function that is concerned with managing relations between groups of people in their capacity as employees, employers and managers.

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Abstract: During the past one decade, one of the sectors which underwent visible sea-change through innovative strategies is undoubtedly the banking sector. The sector has been growing at a fast pace in India and is challenged with several aspects like new regulations from time to time, changing customer needs and perceptions, changing technology and changing operations. Technology has been playing a crucial role in the tremendous improvement of banking services and operations. Indian banking industry has moved way ahead both in terms of offering value added services and delivering quality service. It was thought that the world financial crisis would impact the Indian banking sector in a serious manner. But, because of the strong foundations of Indian banking system with the support from well structured financial systems, the anticipated impact of the world crisis was almost insignificant. Instead, it helped the banks to get strengthened further and become closer to the customer with innovative approaches. Banks appear to be on the path of achieving sustainability and a long-term survival because of innovation. This study aims at identifying the initiatives of some public and private sector banks in India towards sustainability through a planned and systematic Service Innovation.

[1]. Bessant, J., Tidd, J.,"Innovation and Entrepreneurship", John Wiley & Sons, 2007.
[2]. Byers, R., Lederer, P.,"Retail bank service strategy; a model of traditional, electronic, and mixed
distribution choices", Journal of Management Information Systems, Vol. 18, No. 2, pp. 133-156, 2001.
[3]. Chanaka Jayawardhena, Paul Foley,"Changes in the banking sector – the Case of Internet banking in
the UK", Internet Research: Electronic Networking Applications and Policy, Vol. 10, No. 1, 2000, pp.
19-30
[4]. CII 5th Banking Tech Summit 2010, CII‟s 5th International Conference, 24th Feb 2010, Mumbai

Abstract: Culture is the part of every society and is the important cause of person wants and behavior. The influence of culture on buying behavior varies from country to country therefore marketers have to be very careful in analyzing the culture of different groups, regions or even countries. Each culture contains different subcultures such as religions, nationalities, geographic regions, racial groups etc. Culture influences consumers through the norms and values established by the society in which they live. It is the broadcast environmental factors that influence consumer behavior. Cultural values are enduring and any attempts to change them generally fail. The study of culture is concerned with a comprehensive examination of factors such as language, religion, knowledge, laws, art, music, work patterns, social customs, food etc. of a society In fact, culture includes everything thing that reflects its personality. Therefore, Culture is learned as a result of social experiences. In the course of growing up, children acquire through formal, informal, and technical learning a set of beliefs, values, norms, and customs. In culture the values that are the cultural values are enduring beliefs that a given behavior is desired or good. Value system refers to the total set of values and the relative importance culture places on them. At the broad level are global values that represent core value system and are very enduring and strongly held. This paper is an attempt to analyze of culture and sub - culture enables marketers to segment their markets and fine - tune their marketing mix strategies to meet the specific needs, motivations, perceptions, and life styles shared by them.

Keywords: - Consumer, Behavior, Culture, Buyer Culture, Sub-culture, and Social Class.

[1]. Mohammada, Malika (2007). The foundations of the composite culture in India. Aakar Books, 2007.
ISBN 8189833189.
[2]. Arnett, Robert (2006-07). India Unveiled. Atman Press, 2006. ISBN 0965290042.
[3]. Visnu, Swami. "Scientific Verification of Vedic Knowledge", archaeologyonline.net.
[4]. Mark Kobayashi-Hillary Outsourcing to India, Springer, 2004 ISBN 3-540-20855-0 p.8
[5]. Nikki Stafford Finding Lost, ECW Press, 2006 ISBN 1-55022-743-2 p. 174
[6]. "45". What Is Hinduism?: Modern Adventures Into a Profound Global Faith. Himalayan Academy
Publications. 2007. p. 359. ISBN 1934145009.
[7]. "Non Resident Nepali - Speeches". Nrn.org.np. Retrieved 2010-08-01.
[8]. "BBCVietnamese.com". Bbc.co.uk. Retrieved 2010-08-01.
[9]. "Religions of the world: numbers of adherents; growth rates". Religioustolerance.org. Retrieved
[10]. 2010-08-01.

Abstract: E- Recruitment or online recruitment is the process of recruiting personnel with the use of technology and web based resources. The practice of e-recruitment has made the process more efficient and effective. With the help of e- recruitment the organizations can reach large number of workforce and can identify the skilled personnel easily. Also this process consumes time and cost. In short e- recruitment paves the way for the success of organizations in this competitive. This paper aims to explore the efficiencies and deficiencies faced by the organizations of using e-recruitment.

[1]. Finn, W. (2000). Screen test. People Management, 6, 13, 38-41.
[2]. Härtel, C. E. J. & Fujimoto, Y. (2010). Human resource management. Transforming theory into practice. NSW. Pearson
Education. Australia
[3]. Rudman, R. (2010). Human Resources Management in New Zealand. (5th. ed.) Auckland. Prentice Hall.
[4]. Taylor, K.E (2001): Summarizing multiple aspects of model performance in a single diagram. J. Geophys. Res., 106, 7183-7192,
2001 (also see PCMDI Report 55, http://wwwpcmdi.llnl.gov/publications/ab55.html)

Abstract: The study on Performance management is undertaken to find out the importance of performance management and its scope which includes processes that effectively communicate company aligned goals, evaluate performance and reward them fairly. This helps to suggest various performance management practices like clear goal planning, skill development and a true pay for performance culture that successful companies use to demonstrate their employees are valued. Effective performance metrics has been proven to increase employee morale and overall productivity. It also analyses mentoring workforce through rewards that makes the employees feel good and they are motivated to move towards the management objectives. It comprises information about 360 degree feedback programs and how it brings effective changes in performance management. Here the potential feature and strategies for performance management is also analyzed. Thus it concludes the concept saying that specific training and HR programs with effective rewards enhances performance of employees which leads them achieve their organizational goal.

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Abstract: To survive, thrive and beat the competition in today's brutally competitive world one has to manage the future. An important part of a marketing campaign is segmenting your market with the intention of dividing it into logical groups, each of which might respond to a different approach. Creating an approach for each segment of your target audience will make it more likely that your message will be heard and followed. Commercial marketers use standard sets of characteristics for segmenting the market. Careful segmentation of your market will increase the chances of success. The key in all of this is to choose a message and a medium that's comfortable for the segment. The easiest and cheapest strategy is to blanket the target population with a single message. Segmenting the market takes some effort and resources, and designing a campaign that appeals to several segments takes a great deal more. In addition, some of these people may welcome the opportunity to change, and others may resist it. As with all marketing, the best practice is to start with those whose behavior you want to change. If carefully focus to their needs, wants, and opinions, and pretest messages with them, the company are able to choose the right segments and devise a campaign aimed at those segments that gets results. But each of these groups may need a different approach to be convinced to change in ways that will affect the issue. Each of these groups is a different segment of the market and then gear the ad campaign to convince them. The companies strive to gain a competitive position and attract as many customers as possible.

Keywords: Customer Segmentation, Focus, Commitment Objectives:1)

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Abstract: The purpose of the paper is to discuss the pre-hire measures of the quantity and quality of applicants, with a specific focus on e-recruitment. Electronic recruitment (e-recruitment) systems are used to facilitate and improve human resource management. They address the needs of employers and job-seekers via internetworking means which increase the speed of employment, and improve the quality of recruitment and services. In this paper we describe how recruitment process takes place through social media. Social Media in recruiting process is a win-win for both company and potential candidates. Social media now stands as the second most prevalent source of hire, tied with corporate career websites. The role of social media doesn‟t stop at hiring, however it also has a role in helping people begin a new job and in internal communications, keeping individuals engaged once recruited. The paper concludes with instead of relying heavily on external recruitment firms or job boards, many companies are focusing on locating specialized talent through Social Media sites such as LinkedIn. Between 2011 and 2013, the percentage of employers who use social networks to recruit candidates jumped from 29% to 42%. Other origins of hire such as Internet job boards, online resume databases and college recruiting programs actually decreased between 2011 and 2013. Employers are using sites such as LinkedIn to identify talent, but some are also attracting talent through targeted and innovative social media campaigns to engage and challenge candidates and find the right fit for the organization. Keywords: Recruitment, Online recruitment, Social media.

[1]. Bartram, D. (2000). Internet recruitment and selection: kissing frogs to find princes.
[2]. International Journal of Selection and Assessment, 8(4), 261-274.
Doherty, R.D. (2010). Getting social with recruitment, Strategic HR Review. 9(6), 11-15.
[3]. Feldman, D.C., & Klaas, B.S. (2002). Internet job hunting: A field study of applicant experiences with on-line recruiting. Human
Resources Management, 41(2), 175-192.
[4]. E-Recruitment Vs. Traditional Recruitment - Florian Wuttke

Abstract: The purpose of the study is to discuss the importance of Time Management in the organization. Time Management refers to managing time effectively so that the right time is allocated to the right activity. Effective time management allows individuals to assign specific time slots to activities as per their importance. Time Management refers to making the best use of time as time is always limited. Time management is a set of principles, practices, skills, tools, and systems working together to help you get more value out of your time with the aim of improving the quality of your life.

[1]. Human Resource Management – S.Seetharaman, B.Venkateswara Prasad.
[2]. www.wikipedia.timemanagement.com
[3]. www.citehr.com
[4]. www.managementstudytime.com
[5]. www.timemanagement.com

Abstract: Service quality is a comparison of expectations with performance. A business with high service quality will meet customer needs whilst remaining economically competitive. Improved service quality may increase economic competitiveness. This aim may be achieved by understanding and improving operational processes; identifying problems quickly and systematically; establishing valid and reliable service performance measures and measuring customer satisfaction and other performance outcomes. There are plenty of service quality models which enable managers and practitioners to identify quality problems and improve the efficiency and profitability of overall performance. One of the most influential models in the service quality literature is the model of service quality gaps. In this paper, the model of service quality gaps has been critically reviewed and developed in order to make it more comprehensive. The main objective of this paper is to critically appraise various service quality models and identify issues for future research based on the critical analysis of literature. The paper critically examines 19 different service quality models reported in the literature. The critical review of the different service quality models is intended to derive linkage between them, and highlight the area for further research.

Keywords: Quality, Service Quality, Gaps, Models, Review Literatur

[1]. Gro¨nroos, C. (1984), "A service quality model and its marketing implications",European Journal of Marketing, Vol. 18 No. 4,
pp. 36-44.
[2]. Haywood-Farmer, J. (1988), "A conceptual model of service quality",International Journal of Operations & Production
Management, Vol. 8 No. 6, pp. 19-29.
[3]. Mattsson, J. (1992), "A service quality model based on ideal value standard",International Journal of Service Industry
Management, Vol. 3 No. 3, pp. 18-33.
[4]. Parasuraman, A., Zeithaml, V.A. and Berry, L.L. (1994), "Reassessment of expectations as a comparison standard in measuring
service quality: implications for further research", Journal of Marketing, Vol. 58 No. 1, pp. 111-24.
[5]. R. Johnston, and J. Heineke. Exploring the relationship between perception and performance: Priorities for action. The Service
Industries Journal. 1998, 18(1): 101-112.

Abstract: This paper presentation titled, "Leadership during time complexity and changes" This study reveal that the leader ship quality important for organization. Leadership means use the power of communication to influence the people lead. But did you know that through communication, you can improve their health, reducing stress and increase their vitality and energy. In this paper describe many types of leadership involve organization there its, autocratic leadership means is an extreme form of transactional leadership, where a leader exerts high levels of power over his or her employees or team members. This person always takes decision only. Charismatic leadership style can appear similar to transformational leadership style, in that the leader injects huge doses of enthusiasm into his or her team. Democratic leadership this style can lead to things happening more slowly than an autocratic approach, but often the end result is better. it can be most suitable where team working is essential.

[1]. Organizational behavior and management – John M Ivancevich
[2]. Michale T Matteson
[3]. http/www.ledership complex 141a /.com

Abstract: Over the last few years an increasing number of companies worldwide started promoting their business through corporate social responsibility strategies because the customers, the public and the investors expect them to act sustainable as responsible. In some cases, Corporate social responsibility is refers to companies which are interacts with social and environmental concerns into their business operations and interactions with their own employees, customers, shareholders, investors, local communities, government on a voluntary basis. The aim of this paper is to find out- Issues and challenges faced by corporate social responsibility strategies in community development in India. The study includes the evolution over time changes in Indian cultural norms of corporate social responsibility. The study which reviews the four phases which runs with different approaches towards corporate social responsibility. The objective of the present study is to identify the issues and challenges faced in community development by corporate social responsibility in India. Data has to be collected from multiple source of evidence in addition to books, web sites and journals. This paper includes some of the positive outcomes that can arises when business adopt a policy of social responsibility. This paper studies the concepts of companies benefit from the corporate social responsibility strategies. It reviews some of the special drives pushing business towards corporate social responsibility strategies, a key challenge facing business is the need for more reliable indicators of progress in the field of corporate social responsibility, along with the dimensions of corporate social responsibility strategies. The study implies the key issues identified by kingfisher strategies in their companies' strategies. Internationally the government moving towards the certain elements of corporate social responsibility with regards in protection of environment.

[1]. Human Resource Development – (Text and classes) - k .Aswathappa –Tata Mc Graw Hill Publishing Company Limited – third
edition.
[2]. Corporate social responsibility Dessler R Cooper and Pamela. S. Schindler (2006) Business Research Methods, 9th edition, Tata
McGraw Hill.
[3]. www.scribd.com
1. www.studymode.com

Abstract: Microfinance has been promoted as an effective means of poverty reduction. Assuming that 80 percent of the world's population is without access to credit and savings facilities beyond that provided by family members, friends, or money lenders. Microfinance services are provided by banks, credit unions, and Microfinance organizations. These are generally for-profit and non-profit or non-governmental organizations (NGOs), private voluntary organizations legally chartered, where necessary, to lend money to poor people. Microfinance movement was influenced by women's movement, and is an integral part of the community economic development programmes. Microfinance interventions (MFIs) are expected to increase incomes, contribute to individual and household livelihood security, and change social relations for the better.

Key words: Microfinance; microfinance interventions; self help groups; consolidation

[1.] Munian.A, Micro finance and poverty reduction: analytical issues, Southern Economist, May 2009, p 43.
[2.] Prema Basargekar, How empowering is micro entrepreneurship developed through micro finance, Asia Pacific Business Review,
Vol V, No 1, Jan March 2009, p 68 - p 76.
[3.] Prebhudeva.M.K, and Veerabhadrappa, Microfinance: Financial access or poverty allevation, June, 2009, p 20 – 22.
[4.] Rakesh Mohan. Report on committee on financial sector assessment, March 2009, p533.
[5.] Srinivasan. N, Microfinance India, State of the sector report 2009, SAGE publications, p 23-48.
[6.] Status report 2009-10, NABARD on Status of micro finance in India 2009-10.
[7.] Hossain, M. (1988). ―Credit for Alleviation of Rural Poverty: The Grameen Bank in Bangladesh‖. Research Report No. 65,
Washington: International Food Policy Research Institute in collaboration with the Bangladesh Institute of Development Studies.
[8.] Rahman, A. (1999). Microcredit Initiatives for Equitable and Sustainable Development: Who Pays? World Development, 27(1), 67-
82.
[9.] Salasya, B. D. S., W. Mwangi, H. Verkuijl, M. Odendo and J. O. Odenya (1998). ―An Assessment of Adoption of Seed and
Fertilizer Packages and the Role of Credit in Smallholder Maize Production in Low Tropics and Vihiga Districts, Kenya‖. Mexico
D.F: CIMMYT and KARI.
[10.] Source: Status of Microfinance in India 2009-10,2010-11,2011-12: a NABARD publication

Abstract: Bilateral agreements may be formed as business or personal agreements between companies or sovereign countries in the form of trade agreements. Bilateral relations between India and Malaysia are cordial. The existing bilateral mechanisms include bilateral agreements on Avoidance of Double Taxation and Prevention of Fiscal Evasion; In addition, a number of Government agencies of India and Malaysia have signed Memoranda of Understanding. A bilateral agreement is one in which the parties exchange promises for each to do something in the future. It is a contract in which both parties have promised to perform. A bilateral agreement is a binding contract between the two parties that have agreed to mutually acceptable terms. Bilateral relations between India and Malaysia are cordial: both the countries have interactions in various domains of economic, political, strategic, and cultural activities.

Keywords: Bilateral Agreement, Double Taxation, Fiscal Evasion.

[1.] Drahos, p. (2002). developing Countries and International Intellectual Property standared - setting. the
journal of World intellectual property , 765-789.
[2.] Joseph.p.whitlock. (2005). regulating regional trade agreements - a legal analysis. the World Trade
Organisation : Legal, Economic and Political analysis , pp. 1799-1842.
[3.] Porteiro, N. (n.d.). Sequential Formation of coalitions through Bilateral Agreements in a cournot setting.
pp. 207-228.
[4.] Ministry of commerce industry

Abstract: ‗Virtual Reality' as a technology has been evolving for over 90 years, but it is only recently that is has become sophisticated and cheap enough to deliver significant commercial returns for the Fast Moving Consumer Goods (FMCG) industry. The use of Virtual Reality for training and in some design-led industries like Architecture have long been proven commercially, while its use in FMCG as a Virtual Store has taken a little longer to establish. In this context, a ‗Virtual Store' is the recreation of a retail outlet as a computer-generated environment that is navigable and editable by the user, and this adaptation of Virtual Reality technology into a Virtual Store format has primarily been used to help FMCG businesses ‗win with shoppers'. More recently, the use of Virtual Stores for a number of other applications has begun to accelerate.The main drivers behind the recent growthare the levels of functionality and flexibility that the
technology can now achieve, and the ever decreasing cost of entry. Having started out as a cute alternative to in store research,Virtual Store technology has matured into a multi-functional business-enabling tool, capable of working across multiple applications, geographies, categories and business models.

[1] .―Virtual Shopping: Breakthrough in Marketing Research,‖ Harvard Business Review, by Burke, (March-April 1996)
[2] ‗Shopper Marketing 2.0' GMA report by Booz & Co, 2011
[3] ‗Rethinking Marketing Research in the Digital World' by Burke, Rangaswamy and Gupta, 1999
[4] The Art of Shopping – how we shop and why we buy' by Siemon Scamell-Katz.

Abstract: Project Management is the process of achieving project objectives (schedule, budget and performance) through a set of activities that start and end at certain points in time and produce quantifiable and qualifiable deliverables. Project management methodology is an extremely useful tool with numerous applications for Human Resources Management. ―Methodology‖ typically refers to a body of practices, procedures, and rules used by those who work in a particular discipline. ―Project management‖ can be defined as the planning, organizing, scheduling, leading, communicating, and controlling of work activities to achieve a predefined outcome, on time and within budget. The most important resource to a project is its people—the project team. Project Human Resource Management is the process of utilizing all the individuals involved in the project effectively in order to get the best results for the project.

Keywords: Project, Management, Human resource, Methodology, Schedule

[1] Jack Gido and James P.Clements, Successful Project Management, Thomson SouthWestern, 2nd Edition.
[2] Gary R. Heerkens – Project Management – Mc Graw Hill, 2002
[3] http://www.dartmouth.edu/~hrs/news/project_management.pdf
[4] http://www.tpsgc-pwgsc.gc.ca/biens-property/sngp-npms/ti-it/conn-know/rh-hr-eng.html
[5] http://www.projectability.co.uk/downloads/Project%20Charter.doc
[6] http://curiouscat.com/management/paretodiagram.cfm

Abstract: The purpose of this article is to discuss the rationale for labour involvement in the management of injury and disability at the workplace. This article concerned with how developing disability management in the workplace could open the possibilities for work for people with disability and can be matched with the opportunities of increasing the employment rate. As the statistical facts and figures show, there is a problem of inadequate employment among people with disabilities and there is a negative tendency in it. The article discusses the importance of joint labour–management collaboration in the development and implementation of disability management and return-to-work programs. Best practices in disability management are reviewed, with a focus on important implications for joint labour–management committees. An overview of the key elements of formal return-to-work programs is discussed, including established benchmarks for return-to-work program development and implementation in workplace.

Key words: disability management / return to work program/workplace

[1] International Journal of Disability Management Volume 1 / Issue 01 / May 2006, pp 52-63 Copyright © Cambridge University
Press 2006
[2] Managing for Wellness – Disability Management Handbook for managers in the Federal Public Services.
[3] Developing disability management in the workplace M. Zivitere and V. Claidzen, Information Systems Management Institute,
Latvia