The concept of globalisation affects and effects anything and everything in the industrial scenar... more The concept of globalisation affects and effects anything and everything in the industrial scenario and one needs to be in a constant touch, to understand it's happenings. The HR Practitioners are one such set of experts who are in constant touch with their happenings and are often found to be genuinely informative and decisive in their approach to their profession and to their organizations. Further, the perception of the HR Practioner's when it comes to evaluating and hiring B-school graduates, views the graduate's skills, knowledge levels, competencies and employability, with suspicion. This perception may have grown into a mental set and a practice, may have lead to create a large pool of management graduates who are un-employable, and if they are, their employability to the higher / finer echelons of an industry are a rarity. Unfortunately, the Higher Education (H E) sector, especially the Faculty of management education in India, has not paid much heed to these issues. The regulatory bodies have focused more on granting approvals rather than improving the employment issues of management graduates in the country resulting into high proliferation and low quality of teaching-learning.
This paper is an attempt to understand the significance of HR education in India for its structur... more This paper is an attempt to understand the significance of HR education in India for its structured revision. The University structure of traditional model of imparting management education and in turn training tomorrow's business leaders has been rendered redundant. The process of privatization and globalization demands drastic changes in the traditional teaching-learning approach, but also stress a need for introduction of new age employability based knowledge, skill enhancements and attitude development, which have more economic value. This present study tries to explore the current issues of HR management education of B-schools, especially the issue of HR subjects being termed as redundant. A questionnaire has been developed and used to collect the data from the HR students of various b-schools in Karnataka State. A total of 238 students studying in twenty-three institutions, as in State Universities, Change were termed redundant as opined by NITK based students. There exists a critical and crucial requirement to shape the HR education in accordance with the changes at the national and international levels of both the industry and the academia to bring about effective competitiveness and sustained employability amongst the work force in India in the near future. ————————————————————————————————————————— ————
Looking into the numbers of Business Schools and the Teaching and Research population associated ... more Looking into the numbers of Business Schools and the Teaching and Research population associated with these schools, sometimes we miss the good work to get it noticed. This may be due large number of people associated with the profession, or the number of work that is coming out is too huge, to get noticed and acknowledged the way it has to. The other reason could also be the visibility issues, and may be enough effort or methodology may not have been adopted by the scholar. At the end of the day, weather the work dint get noticed or the scholar has not made the required efforts, the result is that, YOU ARE NOT A BRANDED RESEARCHER. What is the solution. The solution lies with the person, who wish to get the work and the person recognise at the right place and right time for the right reason, per se. There are ways through which the Scholar- Work can get noticed, and these could be the way or methodology that may be adopted. Let us remember, in the crowd, one can still stand tall and get that edge for the work to get that appropriate attention.
Consumers definitely look for quality & safety. What do safe products mean? For an aware consumer... more Consumers definitely look for quality & safety. What do safe products mean? For an aware consumer, product quality & safety means, a product that not only satisfies his needs but also protects environment & society at large .With the growing awareness through print & electronic media about the product safety, consumers would also like to know what they want to buy is manufactured considering social causes & environmental sustainability .In the globalized world, corporate social responsibility (CSR) represents a high profile notion that gives an edge to the company. This paper puts forward the relationship between CSR & purchase behaviour of customer. This study investigates the perspective about CSR of not only the employees but also consumers. Corporate Social Responsibility (CSR) is often defined as corporate responsibility, corporate citizenship, social enterprise, sustainable development, triple-bottom line, corporate ethics, and in some cases, corporate governance. What binds these terms together is the expectation that corporates (private and public enterprises alike) behave ethically vis-à-vis a broad group of stakeholders - workers and their families, communities and the wider society. The outcome of the study confirms that that firms with notable CSR activities & effective communication of CSR activities positively influence customer loyalty & purchase behaviour. Further it observes that the relationship between CSR activities & Purchase behaviour of shareholders is insignificant
The Question of Faculty Quality Assessment in
Management Education: A Model for
F a c u l t y A c... more The Question of Faculty Quality Assessment in Management Education: A Model for F a c u l t y A c c r e d i t a t i o n
Recognising the importance of having best teachers and teaching community
drive the economy, with... more Recognising the importance of having best teachers and teaching community drive the economy, with passion for teaching, JAIN University propose to establishment of “School for Management Teachers” for Indian Management Services. The school would be at the fount of making global knowledge hub through intensive Faculty Development Training for those who dream of teaching, especially the management education, a set benchmarks for excellence. The first and the foremost criteria for a university/institute/college to be termed as world class is the QUALITY and EXCELLENCE of teachers, recognised by the society, peers and all the stake holders of the academic world. The training of teachers in management education (educators) creates a virtuous spiral of increased quality and excellence, thus pushing the academic institutes to strive towards better teachers. Students choose management schools, giving stress to quality teaching, and this is possible with quality teachers, per se.
The CEO- Management Development Program prepares you to become a better
Teacher/Leader of departm... more The CEO- Management Development Program prepares you to become a better Teacher/Leader of department or college, as well as a more valuable contributor to broader institutional goals.
Needless to say that, the importance of Management Education in Indian scenario has grown to impo... more Needless to say that, the importance of Management Education in Indian scenario has grown to importance in education field. The growing demand for having management Education is reflected in the number and volume of the B-Schools that have come-up. The rough estimated number of around 250-300 B-School in 1990-2000, to around 1600-1800 B-School today. Infact, the correct picture at present is 2500 B Schools in India. The number is too big for the education sector, because with these numbers, it also calls for infrastructure, which most schools lack. The courses are recognized by AICTE (All India Council for Technical Education, India) and also the UGC (University Grants Commission). Some also have recognisation from the AIU (Association of India University). Infact, all this council are part of HRD Ministry, Government of India. The category of B-School also vary from the department of B- Schools in University to having affiliated Institutes, autonomous, deemed status, Independent, Private, Corporate University, and the Institute with collaborations. Each such category calls for challenges and oppourntities, with it the quality education that one has to provide. The span of the course also varies from one year to four years. The location of this program and school would be from single campus to multiple campus location, with accredited to non-accredited, having the mode of yearly, bi-semester, tri-semester, and the common area of specialization into HR, Marketing and Finance, apart from International Business areas. The admission for this program would be on the All India basis like CAT, MAT.XAT, JMET, ATMA, JEE, etc.
Even most of the government concern is to see that, best education is imparted and all care is taken to get the best teachers to work in these institutes. Teachers play an important role in imparting education. The interest level, the knowledge base, the learning experience, the aptitude and attitude towards teaching, and moreover, the passion with which they work will go a long way in building a good future society.
The education deliverers includes class room teaching, Case Method , Role Play , Business Games , Quiz , Debate , Seminar , Out-door assignment , Business writing plans/models, Profile writing of Successful Business houses in India , Presentations , Industrial Visits , Meet the CEO / Executive , and the like , with credit grading for awarding the degree.
In India changing societal attitudes, inflation and rising educational levels made more women tha... more In India changing societal attitudes, inflation and rising educational levels made more women than ever before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family responsibility can be very difficult for the women employees in dual income families. Professional women especially working mothers has to perform multiple roles in balancing their work life and personal life. Each role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR practice that enables the employees particularly working mothers to give proper prioritization between work and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors. The present paper based on empirical work, provides a deep insight of work-life balance of working mothers in Public and Private sector. An experimental survey of equal number of Public and Private sector employees were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors, organizational support, motivational factors, career advancement and psychological factors. The results reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There was high correlation between the difficulties faced and the balancing act to be performed. The significant results reflected in the areas of career advancement factors, organizational support and Psychological factors. The study defines certain specific HRM interventions for better work-life balance, per se.In India changing societal attitudes, inflation and rising educational levels made more women than ever before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family responsibility can be very difficult for the women employees in dual income families. Professional women especially working mothers has to perform multiple roles in balancing their work life and personal life. Each role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR practice that enables the employees particularly working mothers to give proper prioritization between work and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors. The present paper based on empirical work, provides a deep insight of work-life balance of working mothers in Public and Private sector. An experimental survey of equal number of Public and Private sector employees were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors, organizational support, motivational factors, career advancement and psychological factors. The results reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There was high correlation between the difficulties faced and the balancing act to be performed. The significant results reflected in the areas of career advancement factors, organizational support and Psychological factors. The study defines certain specific HRM interventions for better work-life balance, per se.
Dimensions in education system have changed drastically in
the recent years. Rapid changes due to... more Dimensions in education system have changed drastically in the recent years. Rapid changes due to Liberalization Privatization Globalization (LPG) since 1991 have revolutionized the education sector. The changing profile of education system especially in management education has magnetized youngsters. The rise in demand by corporate has mushroomed the growth of B-schools and same time qualitative delivery of talent pool is at stake.
The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too sev... more The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too severe and damaging, if one is looking at providing safe work community for Industrial worker population. Infact, effects of occupational accidents in Industry and after-math burden faced are a mainstream labour problem that rarely receives management and community attention. A total family disorganization prevails which has an adverse Psychosocial adjustmental influence on daily functioning of the victim and the family members, per se.
The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too sev... more The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too severe and damaging, if one is looking at providing safe work community for Industrial worker population. Infact, effects of occupational accidents in Industry and after-math burden faced are a mainstream labour problem that rarely receives management and community attention. A total family disorganization prevails which has an adverse Psychosocial adjustmental influence on daily functioning of the victim and the family members, per s
To critically study POST-TRAUMA PSYCHOSOCIAL BURDEN DUE TO OCCUPATIONAL ACCIDENTS & INJURY OF DIS... more To critically study POST-TRAUMA PSYCHOSOCIAL BURDEN DUE TO OCCUPATIONAL ACCIDENTS & INJURY OF DISABLED WORKERS at workplace and issues of Social Welfare. The intervention was done at 3 stages: (a) knowing how they felt immediate after the incidence (post-responses), (b) after few days of hospitalization (in hospital), and (c) presently after the incidence, i.e. after long span of time and before joining back to work.
Teaching Community forms crucial part of the nation building. Quality teachers contribute for ov... more Teaching Community forms crucial part of the nation building. Quality teachers contribute for overall development of academic field, per se. If the country has to grow, recognizing the overall work is important and need of the hour. A Professional certification status beyond formal academic degree makes faculty stand tall in the academic field. Accreditation is the process of monitoring, assessing and evaluating the standards and quality of education a student receives at a college, university, or other institution of higher learning. Accreditation provides a strong belief to the student that the education they are paying is valuable and worthwhile. There are organizations in India and internationally which accredit institution and their programmes1. Faculty profile and their research publications help the institution to get accredited. India is a home for Education with over 490 Universities out of which around 254 are State Universities, 130 Deemed Universities, 58 Private Universities and 39 Central Universities. There are many more in the count but are not recognized. The number of B- schools in India has tripled to about 4,500 in the last five years amounting to as many as around 3,60,000 MBA seats collectively (Business Standard, 23 May,2013)2. Imagine the number of management faculty who are part of these institutions as facilitators of management education. When the question comes of faculty accreditation in India, there is only one organization, i.e.: AIMA, which accredits the faculty of management3. The objective of the enquiry is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degrees, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty. The model emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The investigation elaborates upon the need for accreditation and a model developed for accrediting management faculty across the countries, focusing in the area of management education. It also looks into procedure, process and the methodology to be adopte
Faculty Dash Board for Effective Performance Management and Setting KRA and KPI, and How Results ... more Faculty Dash Board for Effective Performance Management and Setting KRA and KPI, and How Results OreintedReturns of FAculty can be planned.......
During turbulent days, organizations are increasingly seen to innovate ways to manage business. ... more During turbulent days, organizations are increasingly seen to innovate ways to manage business. One of these innovations is in the area of developing and managing human resources. Experience has shown that developing human resources often results in achieving a sustained organizational growth. Various strategies are being adopted by business organizations in this regard. One also sees a paradigm shift from an approach understood as ‘welfare approach’ to that of an approach commonly known as the ‘empowerment approach’. This approach of employee empowerment has seen interesting outcomes and hence has been accepted almost all across the world. This paper is an empirical study of Indian industry #. It highlights some unique strategies adopted for managing human resources in this industry. The efforts have paid large dividends to the company. The workforce is committed as well as efficient. The business organization has succeeded and has been able to achieve global standards. This paper makes an attempt to advocate the cause of employee empowerment and calls upon practitioners to shift their practices from that of welfare orientation to empowerment. The paper also makes an attempt to demystify the concept of employee empowerment.
Accreditation is the process of monitoring, assessing and evaluating the standards and quality of... more Accreditation is the process of monitoring, assessing and evaluating the standards and quality of education a student receives at a college, university, or other institution of higher learning. Accreditation provides a strong belief to the student that the education they are paying is valuable and worthwhile. There are organizations in India and internationally which accredit institution and their programmes. Faculty profile and their research publications help the institution to get accredited. In India, there are more than 3000 business schools producing over 2-3 lakhs management graduates every year. Imagine the number of management faculty who are part of these institutions as facilitators of management education. When the question comes of faculty accreditation in India, there is only one organization, i.e.: AIMA, which accredits the faculty of management3. The Proposal is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degree, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty. The present paper emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The paper elaborates upon the need for accreditation and a model developed for accrediting management faculty for all the B-Schools. It also looks into procedure, process and the methodology to be adopted.
Key Words: Accreditation, Performance Measurement, Evaluation, Professional Qualification
During turbulent days, organizations are increasingly seen to innovate ways to manage business. O... more During turbulent days, organizations are increasingly seen to innovate ways to manage business. One of these innovations is in the area of developing and managing human resources. Experience has shown that developing human resources often results in achieving a sustained organizational growth. Various strategies are being adopted by business organizations in this regard. One also sees a paradigm shift from an approach understood as ‘welfare approach’ to that of an approach commonly known as the ‘empowerment approach’. This approach of employee empowerment has seen interesting outcomes and hence has been accepted almost all across the world. This paper is an empirical study of Indian industry 1. It highlights some unique strategies adopted for managing human resources in this industry. The efforts have paid large dividends to the company. The workforce is committed as well as efficient. The business organization has succeeded and has been able to achieve global standards. This paper makes an attempt to advocate the cause of employee empowerment and calls upon practitioners to shift their practices from that of welfare orientation to empowerment. The paper also makes an attempt to demystify the concept of employee empowerment.
During turbulent days, organizations are increasingly seen to innovate ways to manage business. O... more During turbulent days, organizations are increasingly seen to innovate ways to manage business. One of these innovations is in the area of developing and managing human resources. Experience has shown that developing human resources often results in achieving a sustained organizational growth. Various strategies are being adopted by business organizations in this regard. One also sees a paradigm shift from an approach understood as ‘welfare approach’ to that of an approach commonly known as the ‘empowerment approach’. This approach of employee empowerment has seen interesting outcomes and hence has been accepted almost all across the world. This paper is an empirical study of Indian industry #. It highlights some unique strategies adopted for managing human resources in this industry. The efforts have paid large dividends to the company. The workforce is committed as well as efficient. The business organization has succeeded and has been able to achieve global standards. This paper makes an attempt to advocate the cause of employee empowerment and calls upon practitioners to shift their practices from that of welfare orientation to empowerment. The paper also makes an attempt to demystify the concept of employee empowerment.
The concept of globalisation affects and effects anything and everything in the industrial scenar... more The concept of globalisation affects and effects anything and everything in the industrial scenario and one needs to be in a constant touch, to understand it's happenings. The HR Practitioners are one such set of experts who are in constant touch with their happenings and are often found to be genuinely informative and decisive in their approach to their profession and to their organizations. Further, the perception of the HR Practioner's when it comes to evaluating and hiring B-school graduates, views the graduate's skills, knowledge levels, competencies and employability, with suspicion. This perception may have grown into a mental set and a practice, may have lead to create a large pool of management graduates who are un-employable, and if they are, their employability to the higher / finer echelons of an industry are a rarity. Unfortunately, the Higher Education (H E) sector, especially the Faculty of management education in India, has not paid much heed to these issues. The regulatory bodies have focused more on granting approvals rather than improving the employment issues of management graduates in the country resulting into high proliferation and low quality of teaching-learning.
This paper is an attempt to understand the significance of HR education in India for its structur... more This paper is an attempt to understand the significance of HR education in India for its structured revision. The University structure of traditional model of imparting management education and in turn training tomorrow's business leaders has been rendered redundant. The process of privatization and globalization demands drastic changes in the traditional teaching-learning approach, but also stress a need for introduction of new age employability based knowledge, skill enhancements and attitude development, which have more economic value. This present study tries to explore the current issues of HR management education of B-schools, especially the issue of HR subjects being termed as redundant. A questionnaire has been developed and used to collect the data from the HR students of various b-schools in Karnataka State. A total of 238 students studying in twenty-three institutions, as in State Universities, Change were termed redundant as opined by NITK based students. There exists a critical and crucial requirement to shape the HR education in accordance with the changes at the national and international levels of both the industry and the academia to bring about effective competitiveness and sustained employability amongst the work force in India in the near future. ————————————————————————————————————————— ————
Looking into the numbers of Business Schools and the Teaching and Research population associated ... more Looking into the numbers of Business Schools and the Teaching and Research population associated with these schools, sometimes we miss the good work to get it noticed. This may be due large number of people associated with the profession, or the number of work that is coming out is too huge, to get noticed and acknowledged the way it has to. The other reason could also be the visibility issues, and may be enough effort or methodology may not have been adopted by the scholar. At the end of the day, weather the work dint get noticed or the scholar has not made the required efforts, the result is that, YOU ARE NOT A BRANDED RESEARCHER. What is the solution. The solution lies with the person, who wish to get the work and the person recognise at the right place and right time for the right reason, per se. There are ways through which the Scholar- Work can get noticed, and these could be the way or methodology that may be adopted. Let us remember, in the crowd, one can still stand tall and get that edge for the work to get that appropriate attention.
Consumers definitely look for quality & safety. What do safe products mean? For an aware consumer... more Consumers definitely look for quality & safety. What do safe products mean? For an aware consumer, product quality & safety means, a product that not only satisfies his needs but also protects environment & society at large .With the growing awareness through print & electronic media about the product safety, consumers would also like to know what they want to buy is manufactured considering social causes & environmental sustainability .In the globalized world, corporate social responsibility (CSR) represents a high profile notion that gives an edge to the company. This paper puts forward the relationship between CSR & purchase behaviour of customer. This study investigates the perspective about CSR of not only the employees but also consumers. Corporate Social Responsibility (CSR) is often defined as corporate responsibility, corporate citizenship, social enterprise, sustainable development, triple-bottom line, corporate ethics, and in some cases, corporate governance. What binds these terms together is the expectation that corporates (private and public enterprises alike) behave ethically vis-à-vis a broad group of stakeholders - workers and their families, communities and the wider society. The outcome of the study confirms that that firms with notable CSR activities & effective communication of CSR activities positively influence customer loyalty & purchase behaviour. Further it observes that the relationship between CSR activities & Purchase behaviour of shareholders is insignificant
The Question of Faculty Quality Assessment in
Management Education: A Model for
F a c u l t y A c... more The Question of Faculty Quality Assessment in Management Education: A Model for F a c u l t y A c c r e d i t a t i o n
Recognising the importance of having best teachers and teaching community
drive the economy, with... more Recognising the importance of having best teachers and teaching community drive the economy, with passion for teaching, JAIN University propose to establishment of “School for Management Teachers” for Indian Management Services. The school would be at the fount of making global knowledge hub through intensive Faculty Development Training for those who dream of teaching, especially the management education, a set benchmarks for excellence. The first and the foremost criteria for a university/institute/college to be termed as world class is the QUALITY and EXCELLENCE of teachers, recognised by the society, peers and all the stake holders of the academic world. The training of teachers in management education (educators) creates a virtuous spiral of increased quality and excellence, thus pushing the academic institutes to strive towards better teachers. Students choose management schools, giving stress to quality teaching, and this is possible with quality teachers, per se.
The CEO- Management Development Program prepares you to become a better
Teacher/Leader of departm... more The CEO- Management Development Program prepares you to become a better Teacher/Leader of department or college, as well as a more valuable contributor to broader institutional goals.
Needless to say that, the importance of Management Education in Indian scenario has grown to impo... more Needless to say that, the importance of Management Education in Indian scenario has grown to importance in education field. The growing demand for having management Education is reflected in the number and volume of the B-Schools that have come-up. The rough estimated number of around 250-300 B-School in 1990-2000, to around 1600-1800 B-School today. Infact, the correct picture at present is 2500 B Schools in India. The number is too big for the education sector, because with these numbers, it also calls for infrastructure, which most schools lack. The courses are recognized by AICTE (All India Council for Technical Education, India) and also the UGC (University Grants Commission). Some also have recognisation from the AIU (Association of India University). Infact, all this council are part of HRD Ministry, Government of India. The category of B-School also vary from the department of B- Schools in University to having affiliated Institutes, autonomous, deemed status, Independent, Private, Corporate University, and the Institute with collaborations. Each such category calls for challenges and oppourntities, with it the quality education that one has to provide. The span of the course also varies from one year to four years. The location of this program and school would be from single campus to multiple campus location, with accredited to non-accredited, having the mode of yearly, bi-semester, tri-semester, and the common area of specialization into HR, Marketing and Finance, apart from International Business areas. The admission for this program would be on the All India basis like CAT, MAT.XAT, JMET, ATMA, JEE, etc.
Even most of the government concern is to see that, best education is imparted and all care is taken to get the best teachers to work in these institutes. Teachers play an important role in imparting education. The interest level, the knowledge base, the learning experience, the aptitude and attitude towards teaching, and moreover, the passion with which they work will go a long way in building a good future society.
The education deliverers includes class room teaching, Case Method , Role Play , Business Games , Quiz , Debate , Seminar , Out-door assignment , Business writing plans/models, Profile writing of Successful Business houses in India , Presentations , Industrial Visits , Meet the CEO / Executive , and the like , with credit grading for awarding the degree.
In India changing societal attitudes, inflation and rising educational levels made more women tha... more In India changing societal attitudes, inflation and rising educational levels made more women than ever before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family responsibility can be very difficult for the women employees in dual income families. Professional women especially working mothers has to perform multiple roles in balancing their work life and personal life. Each role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR practice that enables the employees particularly working mothers to give proper prioritization between work and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors. The present paper based on empirical work, provides a deep insight of work-life balance of working mothers in Public and Private sector. An experimental survey of equal number of Public and Private sector employees were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors, organizational support, motivational factors, career advancement and psychological factors. The results reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There was high correlation between the difficulties faced and the balancing act to be performed. The significant results reflected in the areas of career advancement factors, organizational support and Psychological factors. The study defines certain specific HRM interventions for better work-life balance, per se.In India changing societal attitudes, inflation and rising educational levels made more women than ever before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family responsibility can be very difficult for the women employees in dual income families. Professional women especially working mothers has to perform multiple roles in balancing their work life and personal life. Each role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR practice that enables the employees particularly working mothers to give proper prioritization between work and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors. The present paper based on empirical work, provides a deep insight of work-life balance of working mothers in Public and Private sector. An experimental survey of equal number of Public and Private sector employees were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors, organizational support, motivational factors, career advancement and psychological factors. The results reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There was high correlation between the difficulties faced and the balancing act to be performed. The significant results reflected in the areas of career advancement factors, organizational support and Psychological factors. The study defines certain specific HRM interventions for better work-life balance, per se.
Dimensions in education system have changed drastically in
the recent years. Rapid changes due to... more Dimensions in education system have changed drastically in the recent years. Rapid changes due to Liberalization Privatization Globalization (LPG) since 1991 have revolutionized the education sector. The changing profile of education system especially in management education has magnetized youngsters. The rise in demand by corporate has mushroomed the growth of B-schools and same time qualitative delivery of talent pool is at stake.
The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too sev... more The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too severe and damaging, if one is looking at providing safe work community for Industrial worker population. Infact, effects of occupational accidents in Industry and after-math burden faced are a mainstream labour problem that rarely receives management and community attention. A total family disorganization prevails which has an adverse Psychosocial adjustmental influence on daily functioning of the victim and the family members, per se.
The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too sev... more The Post-trauma burden, stress, strain, difficulties faced by victim & family members are too severe and damaging, if one is looking at providing safe work community for Industrial worker population. Infact, effects of occupational accidents in Industry and after-math burden faced are a mainstream labour problem that rarely receives management and community attention. A total family disorganization prevails which has an adverse Psychosocial adjustmental influence on daily functioning of the victim and the family members, per s
To critically study POST-TRAUMA PSYCHOSOCIAL BURDEN DUE TO OCCUPATIONAL ACCIDENTS & INJURY OF DIS... more To critically study POST-TRAUMA PSYCHOSOCIAL BURDEN DUE TO OCCUPATIONAL ACCIDENTS & INJURY OF DISABLED WORKERS at workplace and issues of Social Welfare. The intervention was done at 3 stages: (a) knowing how they felt immediate after the incidence (post-responses), (b) after few days of hospitalization (in hospital), and (c) presently after the incidence, i.e. after long span of time and before joining back to work.
Teaching Community forms crucial part of the nation building. Quality teachers contribute for ov... more Teaching Community forms crucial part of the nation building. Quality teachers contribute for overall development of academic field, per se. If the country has to grow, recognizing the overall work is important and need of the hour. A Professional certification status beyond formal academic degree makes faculty stand tall in the academic field. Accreditation is the process of monitoring, assessing and evaluating the standards and quality of education a student receives at a college, university, or other institution of higher learning. Accreditation provides a strong belief to the student that the education they are paying is valuable and worthwhile. There are organizations in India and internationally which accredit institution and their programmes1. Faculty profile and their research publications help the institution to get accredited. India is a home for Education with over 490 Universities out of which around 254 are State Universities, 130 Deemed Universities, 58 Private Universities and 39 Central Universities. There are many more in the count but are not recognized. The number of B- schools in India has tripled to about 4,500 in the last five years amounting to as many as around 3,60,000 MBA seats collectively (Business Standard, 23 May,2013)2. Imagine the number of management faculty who are part of these institutions as facilitators of management education. When the question comes of faculty accreditation in India, there is only one organization, i.e.: AIMA, which accredits the faculty of management3. The objective of the enquiry is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degrees, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty. The model emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The investigation elaborates upon the need for accreditation and a model developed for accrediting management faculty across the countries, focusing in the area of management education. It also looks into procedure, process and the methodology to be adopte
Faculty Dash Board for Effective Performance Management and Setting KRA and KPI, and How Results ... more Faculty Dash Board for Effective Performance Management and Setting KRA and KPI, and How Results OreintedReturns of FAculty can be planned.......
During turbulent days, organizations are increasingly seen to innovate ways to manage business. ... more During turbulent days, organizations are increasingly seen to innovate ways to manage business. One of these innovations is in the area of developing and managing human resources. Experience has shown that developing human resources often results in achieving a sustained organizational growth. Various strategies are being adopted by business organizations in this regard. One also sees a paradigm shift from an approach understood as ‘welfare approach’ to that of an approach commonly known as the ‘empowerment approach’. This approach of employee empowerment has seen interesting outcomes and hence has been accepted almost all across the world. This paper is an empirical study of Indian industry #. It highlights some unique strategies adopted for managing human resources in this industry. The efforts have paid large dividends to the company. The workforce is committed as well as efficient. The business organization has succeeded and has been able to achieve global standards. This paper makes an attempt to advocate the cause of employee empowerment and calls upon practitioners to shift their practices from that of welfare orientation to empowerment. The paper also makes an attempt to demystify the concept of employee empowerment.
Accreditation is the process of monitoring, assessing and evaluating the standards and quality of... more Accreditation is the process of monitoring, assessing and evaluating the standards and quality of education a student receives at a college, university, or other institution of higher learning. Accreditation provides a strong belief to the student that the education they are paying is valuable and worthwhile. There are organizations in India and internationally which accredit institution and their programmes. Faculty profile and their research publications help the institution to get accredited. In India, there are more than 3000 business schools producing over 2-3 lakhs management graduates every year. Imagine the number of management faculty who are part of these institutions as facilitators of management education. When the question comes of faculty accreditation in India, there is only one organization, i.e.: AIMA, which accredits the faculty of management3. The Proposal is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degree, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty. The present paper emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The paper elaborates upon the need for accreditation and a model developed for accrediting management faculty for all the B-Schools. It also looks into procedure, process and the methodology to be adopted.
Key Words: Accreditation, Performance Measurement, Evaluation, Professional Qualification
During turbulent days, organizations are increasingly seen to innovate ways to manage business. O... more During turbulent days, organizations are increasingly seen to innovate ways to manage business. One of these innovations is in the area of developing and managing human resources. Experience has shown that developing human resources often results in achieving a sustained organizational growth. Various strategies are being adopted by business organizations in this regard. One also sees a paradigm shift from an approach understood as ‘welfare approach’ to that of an approach commonly known as the ‘empowerment approach’. This approach of employee empowerment has seen interesting outcomes and hence has been accepted almost all across the world. This paper is an empirical study of Indian industry 1. It highlights some unique strategies adopted for managing human resources in this industry. The efforts have paid large dividends to the company. The workforce is committed as well as efficient. The business organization has succeeded and has been able to achieve global standards. This paper makes an attempt to advocate the cause of employee empowerment and calls upon practitioners to shift their practices from that of welfare orientation to empowerment. The paper also makes an attempt to demystify the concept of employee empowerment.
During turbulent days, organizations are increasingly seen to innovate ways to manage business. O... more During turbulent days, organizations are increasingly seen to innovate ways to manage business. One of these innovations is in the area of developing and managing human resources. Experience has shown that developing human resources often results in achieving a sustained organizational growth. Various strategies are being adopted by business organizations in this regard. One also sees a paradigm shift from an approach understood as ‘welfare approach’ to that of an approach commonly known as the ‘empowerment approach’. This approach of employee empowerment has seen interesting outcomes and hence has been accepted almost all across the world. This paper is an empirical study of Indian industry #. It highlights some unique strategies adopted for managing human resources in this industry. The efforts have paid large dividends to the company. The workforce is committed as well as efficient. The business organization has succeeded and has been able to achieve global standards. This paper makes an attempt to advocate the cause of employee empowerment and calls upon practitioners to shift their practices from that of welfare orientation to empowerment. The paper also makes an attempt to demystify the concept of employee empowerment.
One of the challenges facing organizations today the ability to embrace change. The business envi... more One of the challenges facing organizations today the ability to embrace change. The business environment is always in a flux and organizations must adapt with a host of new realities and also shed old practices, both on the go simultaneously. This change has promoted a re-assessment and demands a change in the traditional managerial concepts and practices. The higher education sector has undergone growth and development in recent years and it is widely believed that future success in a globalized world economy, would belong to those organizations, that go the extra miles in providing and building a workforce and management. Hence, to understand this scenario, one of the primary stakeholders in management education are the Academicians. A total of 39 HR Academicians working in twenty-three institutions, as in Autonomous B-schools based in Karnataka were covered in this study. The data collected was analyzed using statistical tools such as Frequency, Percentage, Coefficient of Correlation and Chi Square by the application of SPSS 20.0.1 software. The results revealed that-HR Academicians were of the opinion that their role consisted of a mix of teaching, training, research based activities. HR Academicians have published research articles in journals ranging in numbers of minimum of 3 to a maximum of 14 articles. Half of the HR Academicians have not been able to publish any papers or articles in any journals. Most of published articles have come from HR Professors and Associate Professors. To conclude, this paper aims to understand the changes in HR management education, thus support in the restructuring HR Management vertical and its methodology, for the greater good of the discipline and its stakeholders.
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Papers by M M Bagali
Management Education: A Model for
F a c u l t y A c c r e d i t a t i o n
drive the economy, with passion for teaching, JAIN University propose to
establishment of “School for Management Teachers” for Indian Management
Services. The school would be at the fount of making global knowledge hub
through intensive Faculty Development Training for those who dream of
teaching, especially the management education, a set benchmarks for
excellence. The first and the foremost criteria for a university/institute/college
to be termed as world class is the QUALITY and EXCELLENCE of teachers,
recognised by the society, peers and all the stake holders of the academic world.
The training of teachers in management education (educators) creates a virtuous
spiral of increased quality and excellence, thus pushing the academic institutes
to strive towards better teachers. Students choose management schools, giving
stress to quality teaching, and this is possible with quality teachers, per se.
Teacher/Leader of department or college, as well as a more valuable contributor to broader
institutional goals.
The category of B-School also vary from the department of B- Schools in University to having affiliated Institutes, autonomous, deemed status, Independent, Private, Corporate University, and the Institute with collaborations. Each such category calls for challenges and oppourntities, with it the quality education that one has to provide. The span of the course also varies from one year to four years. The location of this program and school would be from single campus to multiple campus location, with accredited to non-accredited, having the mode of yearly, bi-semester, tri-semester, and the common area of specialization into HR, Marketing and Finance, apart from International Business areas. The admission for this program would be on the All India basis like CAT, MAT.XAT, JMET, ATMA, JEE, etc.
Even most of the government concern is to see that, best education is imparted and all care is taken to get the best teachers to work in these institutes. Teachers play an important role in imparting education. The interest level, the knowledge base, the learning experience, the aptitude and attitude towards teaching, and moreover, the passion with which they work will go a long way in building a good future society.
The education deliverers includes class room teaching, Case Method , Role Play , Business Games , Quiz , Debate , Seminar , Out-door assignment , Business writing plans/models, Profile writing of Successful Business houses in India , Presentations , Industrial Visits , Meet the CEO / Executive , and the like , with credit grading for awarding the degree.
before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable
jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family
responsibility can be very difficult for the women employees in dual income families. Professional women
especially working mothers has to perform multiple roles in balancing their work life and personal life. Each
role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created
leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address
these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR
practice that enables the employees particularly working mothers to give proper prioritization between work
and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors.
The present paper based on empirical work, provides a deep insight of work-life balance of working mothers
in Public and Private sector. An experimental survey of equal number of Public and Private sector employees
were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors,
organizational support, motivational factors, career advancement and psychological factors. The results
reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There
was high correlation between the difficulties faced and the balancing act to be performed. The significant
results reflected in the areas of career advancement factors, organizational support and Psychological
factors. The study defines certain specific HRM interventions for better work-life balance, per se.In India changing societal attitudes, inflation and rising educational levels made more women than ever
before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable
jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family
responsibility can be very difficult for the women employees in dual income families. Professional women
especially working mothers has to perform multiple roles in balancing their work life and personal life. Each
role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created
leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address
these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR
practice that enables the employees particularly working mothers to give proper prioritization between work
and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors.
The present paper based on empirical work, provides a deep insight of work-life balance of working mothers
in Public and Private sector. An experimental survey of equal number of Public and Private sector employees
were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors,
organizational support, motivational factors, career advancement and psychological factors. The results
reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There
was high correlation between the difficulties faced and the balancing act to be performed. The significant
results reflected in the areas of career advancement factors, organizational support and Psychological
factors. The study defines certain specific HRM interventions for better work-life balance, per se.
the recent years. Rapid changes due to Liberalization
Privatization Globalization (LPG) since 1991 have
revolutionized the education sector. The changing profile of
education system especially in management education has
magnetized youngsters. The rise in demand by corporate has
mushroomed the growth of B-schools and same time
qualitative delivery of talent pool is at stake.
Accreditation is the process of monitoring, assessing and evaluating the standards and quality of education a student receives at a college, university, or other institution of higher learning. Accreditation provides a strong belief to the student that the education they are paying is valuable and worthwhile. There are organizations in India and internationally which accredit institution and their programmes1. Faculty profile and their research publications help the institution to get accredited. India is a home for Education with over 490 Universities out of which around 254 are State Universities, 130 Deemed Universities, 58 Private Universities and 39 Central Universities. There are many more in the count but are not recognized. The number of B- schools in India has tripled to about 4,500 in the last five years amounting to as many as around 3,60,000 MBA seats collectively (Business Standard, 23 May,2013)2. Imagine the number of management faculty who are part of these institutions as facilitators of management education. When the question comes of faculty accreditation in India, there is only one organization, i.e.: AIMA, which accredits the faculty of management3.
The objective of the enquiry is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degrees, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty.
The model emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The investigation elaborates upon the need for accreditation and a model developed for accrediting management faculty across the countries, focusing in the area of management education. It also looks into procedure, process and the methodology to be adopte
The Proposal is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degree, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty.
The present paper emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The paper elaborates upon the need for accreditation and a model developed for accrediting management faculty for all the B-Schools. It also looks into procedure, process and the methodology to be adopted.
Key Words: Accreditation, Performance Measurement, Evaluation, Professional Qualification
Management Education: A Model for
F a c u l t y A c c r e d i t a t i o n
drive the economy, with passion for teaching, JAIN University propose to
establishment of “School for Management Teachers” for Indian Management
Services. The school would be at the fount of making global knowledge hub
through intensive Faculty Development Training for those who dream of
teaching, especially the management education, a set benchmarks for
excellence. The first and the foremost criteria for a university/institute/college
to be termed as world class is the QUALITY and EXCELLENCE of teachers,
recognised by the society, peers and all the stake holders of the academic world.
The training of teachers in management education (educators) creates a virtuous
spiral of increased quality and excellence, thus pushing the academic institutes
to strive towards better teachers. Students choose management schools, giving
stress to quality teaching, and this is possible with quality teachers, per se.
Teacher/Leader of department or college, as well as a more valuable contributor to broader
institutional goals.
The category of B-School also vary from the department of B- Schools in University to having affiliated Institutes, autonomous, deemed status, Independent, Private, Corporate University, and the Institute with collaborations. Each such category calls for challenges and oppourntities, with it the quality education that one has to provide. The span of the course also varies from one year to four years. The location of this program and school would be from single campus to multiple campus location, with accredited to non-accredited, having the mode of yearly, bi-semester, tri-semester, and the common area of specialization into HR, Marketing and Finance, apart from International Business areas. The admission for this program would be on the All India basis like CAT, MAT.XAT, JMET, ATMA, JEE, etc.
Even most of the government concern is to see that, best education is imparted and all care is taken to get the best teachers to work in these institutes. Teachers play an important role in imparting education. The interest level, the knowledge base, the learning experience, the aptitude and attitude towards teaching, and moreover, the passion with which they work will go a long way in building a good future society.
The education deliverers includes class room teaching, Case Method , Role Play , Business Games , Quiz , Debate , Seminar , Out-door assignment , Business writing plans/models, Profile writing of Successful Business houses in India , Presentations , Industrial Visits , Meet the CEO / Executive , and the like , with credit grading for awarding the degree.
before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable
jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family
responsibility can be very difficult for the women employees in dual income families. Professional women
especially working mothers has to perform multiple roles in balancing their work life and personal life. Each
role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created
leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address
these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR
practice that enables the employees particularly working mothers to give proper prioritization between work
and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors.
The present paper based on empirical work, provides a deep insight of work-life balance of working mothers
in Public and Private sector. An experimental survey of equal number of Public and Private sector employees
were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors,
organizational support, motivational factors, career advancement and psychological factors. The results
reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There
was high correlation between the difficulties faced and the balancing act to be performed. The significant
results reflected in the areas of career advancement factors, organizational support and Psychological
factors. The study defines certain specific HRM interventions for better work-life balance, per se.In India changing societal attitudes, inflation and rising educational levels made more women than ever
before to drive into the paid workforce. The Indian women, who were confined only to the socially acceptable
jobs like banks, teaching, nursing etc., are now stepping into various sectors. Managing work and family
responsibility can be very difficult for the women employees in dual income families. Professional women
especially working mothers has to perform multiple roles in balancing their work life and personal life. Each
role has its own set of demands and when such role demand overlaps/interacts, an imbalance is created
leading to stress, attrition, absenteeism etc. Thus, there is an increasing need for organizations to address
these demands of working mothers by implementing innovative HR policies. Work-life balance is one such HR
practice that enables the employees particularly working mothers to give proper prioritization between work
and life roles. Hence, work-life balance has become a growing concern in both Public and Private sectors.
The present paper based on empirical work, provides a deep insight of work-life balance of working mothers
in Public and Private sector. An experimental survey of equal number of Public and Private sector employees
were carried out. Both the sectors were evaluated on 6 sub scales viz: personal factors, balancing factors,
organizational support, motivational factors, career advancement and psychological factors. The results
reveal the picture of difficulties faced in balancing the work demand and the life (family) responsibility. There
was high correlation between the difficulties faced and the balancing act to be performed. The significant
results reflected in the areas of career advancement factors, organizational support and Psychological
factors. The study defines certain specific HRM interventions for better work-life balance, per se.
the recent years. Rapid changes due to Liberalization
Privatization Globalization (LPG) since 1991 have
revolutionized the education sector. The changing profile of
education system especially in management education has
magnetized youngsters. The rise in demand by corporate has
mushroomed the growth of B-schools and same time
qualitative delivery of talent pool is at stake.
Accreditation is the process of monitoring, assessing and evaluating the standards and quality of education a student receives at a college, university, or other institution of higher learning. Accreditation provides a strong belief to the student that the education they are paying is valuable and worthwhile. There are organizations in India and internationally which accredit institution and their programmes1. Faculty profile and their research publications help the institution to get accredited. India is a home for Education with over 490 Universities out of which around 254 are State Universities, 130 Deemed Universities, 58 Private Universities and 39 Central Universities. There are many more in the count but are not recognized. The number of B- schools in India has tripled to about 4,500 in the last five years amounting to as many as around 3,60,000 MBA seats collectively (Business Standard, 23 May,2013)2. Imagine the number of management faculty who are part of these institutions as facilitators of management education. When the question comes of faculty accreditation in India, there is only one organization, i.e.: AIMA, which accredits the faculty of management3.
The objective of the enquiry is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degrees, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty.
The model emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The investigation elaborates upon the need for accreditation and a model developed for accrediting management faculty across the countries, focusing in the area of management education. It also looks into procedure, process and the methodology to be adopte
The Proposal is to facilitate additional dialogue of standards and rigorous evaluation criteria within the context of maintaining high academic contribution by faculty. The faculty is academically qualified, but one also looks at their professional qualification in different academic components to have overall quality standards. The Accreditation principle lies on the platform that, apart from degree, multiple categories of Academic activities and/or outcomes that may support qualification including Professional activity, Professional development, Intellectual contribution, academic contribution, et al. are the key to demonstrate the credentials as Quality faculty.
The present paper emphasizes that with the accreditation of institutes and programmes, there is also a strong need of faculty accreditation at a larger level, with reputable councils and competent authority on higher education taking the initiative of accrediting management faculty to establish and certify as a certified teacher in the field of management education. The paper elaborates upon the need for accreditation and a model developed for accrediting management faculty for all the B-Schools. It also looks into procedure, process and the methodology to be adopted.
Key Words: Accreditation, Performance Measurement, Evaluation, Professional Qualification