An Empirical Research on Impact of HRD Climate on Infosys Pune

DOI
10.15415/jtmge.2018.91001

AUTHORS

Geetanjali Bhambhani , Monica Sainy and Rajiv Gupta

ABSTRACT

In current scenario of ever changing surroundings IT sector is an emergent and mounting solitary. IT sector being a part Service industry is extreme lyreliant on the proficiencies and enthusiasm of recruits. Thus it’s momentous to investigate Human Resource Development which is comprised of two elements i.e., climate and culture of such organizations. The current research is an attempt to identify the HRD-climate practices in Infosys Pune. The investigator has used standardized planned opinionaire together information from the 50 employees of Infosys opinionaire.The information collected was analyzed by applying Factor analysis, Friedmen-test, one-way anova, Correlations and mean score. The main aim of present research was to examine the temperament of HRD-climate in Infosys and identify the factors conducive towards HRD-climate. Here researcher makes an effort to pull out notable HRD-Climate components derived from the inter-relationship of variables of HRD-Climate. Based on belief of Infosys employee’s influence of HRD components is measured. The result of the study involves 50 respondents from Infosys. The correlation analysis it has been observed that all three components HRD Mechanisms, General climate and OCTAPACE Culture are highly correlated to each other the value of r is lies 0.687 to 0.834, which highlights that deviation in single component will have strong influence on other two components. HRD-mechanisms is the top influencing element with mean score of 2.14. On account of overall result research determines that employees are motivated in their organisation, there is high level of team spirit and employees are encouraged to bring creative ideas and are supported by top management of organisation.

KEYWORDS

HRD-Climate, organizational culture; Factor analysis, Correlation, Infosys, Employees.

REFERENCES

  • Armstrong, M. and Baron A (2002) “Strategic HRM: The Key to Improved Business Performance”, CIPD, London
  • Armstrong, M (2005) “A Hand book on Human Resources Management Practices; UK; Kogan.
  • Adeniji, A A and Osibanjo, AO (2012) “Human Resource Management: Theory and Practice. Lagos”, Pumark Nigeria Limited,
  • Barney, J. B. and Wright, P. M. (1998) “On becoming a Strategic Partner: The Role of HR in gaining competitive advantage”, Human Resource Management, 37:31-46. pp. 2. https://doi.org/10.1002/(SICI)1099-050X(199821)37:13.0.CO;2-W.
  • Barney, J. (199l) “Firm resources and sustained competitive advantage”, Journal of Management, 17: 99- 120.
  • Battu N.R. (2007) “Human Resource Development” APH publishing corporation, New Delhi. [7].
  • Benjamin, A. (2012) “Human Resource Development Climate as a Predictor of Citizenship Behaviour and Voluntary Turnover Intentions in the Banking Sector”, International Business Research, 5(1),pp. 110-119.
  • Bhattacharyya D. K. (2006) “Research Methodology”, Second Edition-2006, Excel Books, New Delhi.
  • Dolai, D. (2015), Perception of employees on HRD climate in insurance sector.”4 (7), pp. 328330
  • Kashyap, Vaneet, Vohra, Prince, Kaur, Tejbir, Sep. ( 2012). “Comparative Analysis of Organisational Culture: The Empirical study of IT Organisations in the Region of Mohali (Panjab, India)”, International Journal of Management & Business Studies, 2(3), pp. 6064.
  • Kumudha, A., & Abraham, S. (2008) “Organisation careermanagement and its impact on career satisfaction: A study in the banking sector”, ICFAI University Journal of Bank Management, 7(3), 71-84.
  • McKenna, E. (2000) “Business Psychology and Organizational Behaviour”, (3rd Edition.) Philadelphia Psychological Press.
  • Mishra Padamakale and Gopa Bhardwaj (2002), “HRD Climate-An Empirical Study among Private Sector Managers”, Indian Journal of Industrial Relations, 38(1), pp. 66-77.
  • Mohanty, B, Parija, S., Sahu, G. (2012). “An Empirical Study OnHrd Climate And Its Impact On Job Performance In Private Insurance Companies In Odisha.”ZENITH International Journal of Multidisciplinary Research, 2 (5), pp. 15-28.
  • Mohanty, Santosh K. &Sahoo, K. M., April (2012), “Human Resource Development Climate in IT Industry”, The Indian Journal of Industrial Relations, 47(4), 657-664.
  • Mufeed, S.A., (2006). “The need for a focus on key elements of HRD climate in Hospitals- an Empirical study”, Management of Labour Studies XLRI, Jamshedpur 31, pp. 57-65. https://doi.org/10.1177/0258042X0603100105.
  • Mufeed, S. A., & Hamdani, Q. A. (2013) “HRD mechanisms in health care sector in Jammu & Kashmir: A comparative study”, European scientific journal, 9(21).
  • Pillai, P. R. (2008), “Influence of HRD Climate on the Learning Orientation of Bank Employees”, Indian Journal of Industrial Relations, 43 (3), pp. 406-18.
  • Prof. IK. Kilam (2012), “Career Planning and HRD Climate- A Major HR Challenge for Public Sector Banks in India”, Asian Journal of Multidimensional Research, I(7). pp. 60-82.
  • Purang, P. (2008) “Dimensions of HRD Climate Enhancing Organizational Commitment In Indian Organizations”, Indian Journal of Industrial Relations, 43(4), pp. 324-333
  • Rao N.P. (1992): Education and Human Resource Management .APH Pub. New Delhi pp. 1-263.
  • Rao, TV. and E. Abraham (1986) “HRD Practices in Indian Industries: A Trend Report.11, Vol.2: Management and Labour Studies, April
  • Sampson, W.R. (2005) “Influences on Employee Behaviour Part I. [Online] Available: http:// www.uwec.edu/Sampsow/350/2005a/PowerPoints/350-05-03-15_files/frame.htm (April 5, 2010).
  • Samantaray, P.C. (2007): “Co-operative and HRD” Indian Consumer Co-operator, July –Sept. 2007.
  • Saraswathi , S., (2010) “Human Resources Development Climate: An Empirical Study”, International Journal of Innovation Management and Technology, 1(2), pp. 174-179.
  • Sharma, A and Purang, P., (2000), “Value Institutionalization and HRD Climate: A Case Study of a Navratna Public Sector Organisation”, Vision-The Journal of Business Perspective, 4 , pp. 11-17.
  • Shweta Mittal (2013), HRD climate in public and private sector banks, The Indian Journal of Industrial Relation, 49(1), pp. 123-131
  • Salokhe, A., &Chaudhary, N. (2010) “HRD Climate andOrganizational Performance with focus on Job Satisfaction as a Correlate: Exploratory Analysis”, TECNIA Journal of Management Studies, 47.
  • Srimannarayana, M (2007), “Human Resource Development Climate in a Dubai Bank”, ICFAI Journal of Organizational Behaviour, 6(1), pp. 33-40.
  • Wani, T. A. (2013) “An Empirical Study of HRD Climate and OCTAPAC Culture in FMCG Companies in India, international monthly referred journal of research in management and technology, 2, pp. 100-106.

RNI Registration No. CHAENG/2016/68678