IOSR-JBM   Volume-17 ~ Issue-12 ~ December-2015

Abstract: Talent management is the most talked about concept in the corporate world. It is the topmost concern of all the CEOs as well as the heads of even the smallest enterprises. Talent Management Practices is an emerging area of research in Higher Education in India. The Higher Educational Institutions (HEI) in India are in an expansion mode and are faced with tremendous challenges regarding the management of capable faculty members. But this concept has been widely accepted in developed countries like Germany and the USA. The paper highlights some innovative practices implemented in evidence. The universities in these countries seem to have a strategy, a structured approach and policies supported by effective execution in contrast to Indian Universities. The objective of this paper is to understand our current position related to Talent Management Practices and reveal best practices in HEI of Germany and USA. Keywords: Talent Management Practices, Talent Management, Higher Education, University.

[1]. Arreola R. (1999). Issues in Developing a Faculty Evaluation System, American Journal of Occupational Therapy, vol 53(1),pp56-63
[2]. Brent D. and Barbara J.D.(2010). Talent Management in Academics. International Journal of Educational Management,vol24(5),pp 418-426
[3]. Berkner, L.V. (2015), Management in the University, Management Science, Vol. 12, No. 10, Series C, Bulletin (Jun., 1966), pp. C183-C191.
[4]. Cappelli P.(2008). Talent Management for the Twenty-First century. Harvard Business Review, Mar2008,pp1-8.
[5]. Talent in Store-Mercer‟s future of Talent Management Survey. Human Capital vol14 no.8 Jan2011
[6]. Conrad Schmidt .(2011). The Battle for China‟s Talent. Harvard Business Review South Asia.March 2011,pp17-19.
[7]. Current Commitments under the GATS in Educational Services ; Prepared for the OECD/US Forum on Trade in Educational Services ;2002 U.S.A.

Abstract:YayasanPembinaandanKesembuhanBatin (YPKB) is a nonprofit organization engaged in social and religious. As a foundation dealing directly with the public is necessary to take measurements of the performance strategy. Performance measurement use to sustain its social activities by optimizing all resources for improving public services. Balanced Scorecard can be used to measure performance in nonprofit organization. The results showed that YayasanPembinaandanKesembuhanBatin (YPKB) strategic objectives from four perspectives Balanced Scorecard are: (1) donation growth, (2) budget effectiveness, (3) customer satisfaction, (4) customer complaints, (5) reputation of the foundation, (6) service quality, (7) innovation, (8) ability of employees, (9) employee satisfaction, (10) retention of employees. Based on weighting result, Customers perspectives obtain the highest weighting and financial perspectives obtain the lowest weighting. This suggests that the foundations according to the vision and mission provide a higher level of importance to the public service compared to the increased growth of the donation. A limitation of this study isYayasanPembinaandanKesembuhanBatin (YPKB)
engaged in social and religious aspect, so it is necessary to do research of performance measurement using Balanced Scorecard on nonprofit organizations in other social fields.
Keywords: nonprofits, balanced scorecard

[1] David, F.R. 2009. Strategic Management. Book 1.Twelfth edition.Salemba Empat. Jakarta
[2] Gaspersz, Vincent.2006.Integrated Performance Management System: Balanced Scorecard with Six Sigma for Business and
Government Organizations. PT. GramediaPustakaUtama.Jakarta.
[3] Kaplan, R.S., Norton, and D.P., 2000.BalancedScorecard: Applying the Strategy to Action. Translation:PeterR. YosiPasla.
Erlangga.Jakarta.
[4] Larsson, J., Kinnunen, J. 2007. Performance Measurement in Nonprofits (Much to be gained or a waste of resources?). Thesis.
Umea University. Swedish
[5] Luis, S.,Biromo,PrimaA.,2007.StepbyStepinCascadingScorecard to Functional Scorecards.PT. Gramedia Pustaka Utama.Jakarta.
[6] Martello, M., Watson, J.G. 2008. Implementing a Balanced Scorecard in a Not-Profit Organization. Journal of Business &
Economics Research. Vol.6 No 9, pp 67-80
[7] Rohm, Howard. 2003. " A Balancing Act Developing and Using BalancedScorecard Performance Systems"(online).
Available:http://fas.uesf.eduaccessed on 1 September 2014.
[8] Salusu, J., 2006. TheStrategic of Decision Making for Public Organizations and Non Profit Organizations.Grasindo. Jakarta.

Abstract: Research focus on the mindfulness based stress reduction for college lecturers. The paper begins with causes and consequences of job related stress and then reviews existing workplace models. Stress for lecturers is a growing concern at workplace. Stress is originated in literature since 17th century. Stress is due to role performance, the effect has to be resolved. Mindfulness helps in enhancing performance and effectiveness at individual and organizational level. It is an approach on college lecturer's health and wellbeing, Important about mindfulness is training the mind, being real, having comfort at work, focus, patience, acceptance, trust, beginner's mind, nonjudgmental, letting go, inspiring, respect and dignity. Lecturers need mindful approach for teaching and learning and helps in reducing anxiety. This article aims at examining the relationship of job stress, coping strategy and personal accomplishment

[1]. Colangelo, T. M. (2004). Teachers stress and burnout and the role of physical activity and parent involvement. M.A Dissertation, department of Psychology, Central Connecticut State University New Britain, Connecticut

[2]. Chang K, L.u. (2007). Characteristics of organizational culture, stressors and wellbeing: The case of Taiwanese organizations, J. Manage. Psychol. 22 (6): 549-568.

[3]. Campbell, F. (2006). Occupational Stress in the Construction Industry, Berkshire, UK: Chartered Institute of Building.

[4]. Dziegielwski, S. F., Turnage, B., & Roest-Marti, S. (2004). Addressing stress with social work students: A controlled evaluation. Journal of Social Work Education, 40(1), 105-119.

[5]. Fairbrother, K., & Warn, J. (2003).Workplace Dimensions, Stress and Job Satisfaction, J. Managerial Psychol. 18(1): 8-21.

[6]. Garret, J. B. (2001). Gender differences in college related stress. Undergraduate Journal of Psychology, 14.

[7]. J. C. Chen and C. Silverthorne,(2008) "The impact of locus of control on job stress, job performance and job satisfaction in Taiwan," Leadership & Organization Development Journal, vol. 29( 7), pp. 572–582.

Abstract:Today the sophisticated Information technology has taken important place in the future development of financial services, especially banking sector evolution are affected more than any other financial provider groups. Increased use of mobile services and use of internet as a new distribution channel for banking transactions and international trading requires more attention towards e-banking security against fraudulent activities. The development and the increasing progress that is being experienced in the Information and Communication Technology (ICT) have brought about a lot of changes in almost all aspects of life. In the Banking Industry, it has been in the form of E-Banking or Online Banking or Internet Banking, which is now replacing the traditional banking mechanism.

[1]. Dr. M. Abdul Hakkeem and Y. Moydheen Sha (2015) "An Empirical Study towards Customer Satisfaction in Internet Banking services with special reference to Tiruchirappalli District", IJSR - International Journal Of Scientific Research, Volume : 4, Issue : 5, May 2015, ISSN No 2277 – 8179.
[2]. Vandana Tandon Khanna1 & Neha Gupta (2015) "Customer's Perception about Banks Technology for Innovative Delivery Channels of Public Sector Banks (PSBs) of India", International Journal of Business and Management; Vol. 10, No. 2; 2015 ISSN 1833-3850 E-ISSN 1833-8119.
[3]. A.Samsunisa (2015) "A Study On Customers' Perception Towards Internet Banking Services At Chennai" , Research Journal of Commerce and Behavioural Science, Volume: 04, Number: 12, October-2015, ISSN: 2251 1547.
[4]. Tavishi and Santosh Kumar (2013), An empirical Study on Technology Adoption by Indian Banks, Global Journal of Management and Business Studies, ISSN 2248-9878 Volume 3, Number 10 (2013), pp. 1169 - 1172.

Abstract: The present study focuses on examining the difference in the perception of service quality dimensions and its consequences viz., customer satisfaction and behavioral intentions among the restaurant consumer segments. Various consumer attributes are used for the comparison of service quality dimensions and its consequences. These include gender, age, occupation, income. The scale items for service quality, customer satisfaction and behavioral intentions are referred from previous studies and are incorporated in the questionnaire on a seven point Likert scale. Data is collected using mall intercept method in the New Delhi region which includes the three cities - New Delhi, Noida and Gurgaon. Only those respondents are chosen who visit a restaurant at least once a month.

[1] Andaleeb, S. S., & Conway, C. (2006). Customer satisfaction in the restaurant industry: an examination of the transaction-specific model. Journal of Services Marketing, 20(1), 3-11.
[2] Bojanic, D. C., & Rosen, L. D. (1994). Measuring service quality in restaurants: an application of the SERVQUAL instrument. Journal of Hospitality & Tourism Research, 18(1), 3-14.
[3] Bujisic, M., J. Hutchinson & Parsa, H. G. (2014). The effects of restaurant quality attributes on customer behavioral intentions, International Journal of Contemporary Hospitality Management, 26(8), 1270-1291.
[4] Chang, K. C. (2013). How reputation creates loyalty in the restaurant sector. International Journal of Contemporary Hospitality Management, 25(4), 536-557.
[5] Cronin Jr, J. J., & Taylor, S. A. (1992). Measuring service quality: A reexamination and extension. Journal of Marketing, 56(3), 55-68.
[6] Dabholkar, P. A., Thorpe, D. I., & Rentz, J. O. (1995). A measure of service quality for retail stores: scale development and validation. Journal of the Academy of Marketing Science, 24(1), 3-16.

Abstract:The purpose of this research are : To know about the respondents' perceptions of organizational culture, locus of control, and employee satisfaction, To determine the influence of organizational culture and locus of control on employee job satisfaction partially and simultaneously.

[1]. Anoraga, Pandji. 2003. Psikologi Kerja. Jakarta: Rineka Cipta.
[2]. As'ad, Moh. 2002. Psikologi Perusahaan, Yogyakarta: Liberty.
[3]. Hjele, Larry A., & Ziegler, Daniel J. 1981. Personality theories: Basic assumptions, research and aplication. USA: McGraw-Hill Publishing Company.
[4]. Johan, Rita. 2002. "Kepuasan Kerja Karyawan dalam Institusi Pendidikan" dalam Jurnal Pendidikan Penabur, No.01 / Th.I / Maret 2002
[5]. Koesmono, H. Teman. 2005. "Pengaruh Budaya Organisasi Terhadap Motivasi dan Kepuasan Kerja serta Kinerja Karyawan Pada Sub ektor Industri Pengolahan Kayu Skala Menengah di Jawa Timur". Jurusan Ekonomi Manajemen, Fakultass Ekonomi, Universitas Kristen Petra.

Abstract:The global economic recession forced many nations to seek for cost-efficient means of providing public services. One tool that was readily embraced by most countries including Nigeria is outsourcing. Since the advent of outsourcing of public services in Nigeria in 2004 as a strategic tool for public sector reform, it has not been subjected to systematic evaluation. This paper examines the performance of the Nigerian public sector outsourcing activities to ascertain the extent to which pre-determined objectives of the exercise has been achieved.

[1]. Adegoroye, G. (2006). Propriety OR Procedure: Making Delicate Choices in Reform Management – A Nigerian Case Study. Abuja: Bureau of Public Sector Reform.
[2]. Adegoroye, G. (2007). An Overview of Nigeria‟s Public Service Reforms in Nigeria, An Executive Seminar on Nigeria‟s Public Service Reform. Abuja:Bureau of Public Service Reforms.
[3]. Adegoroye, G. (2007). Public Service Reform for Sustainable Development: The Nigerian Experience. Abuja: Bureau of Public Service Reforms.
[4]. Adejuwon, K.D. (2012). Global and Public Sector Reform in Developing Societies: Issues and Prospects. Advances in Arts, Social Sciences and Education Research. 2(3):129 – 138. Available from http://www.ejournal.sedinst.com. Retrieved 27th December 2014.
[5]. Arthor, C. (2013). Public Sector Outsourcing in Ireland: A Journey from Croke Park to Haddington Road and Beyond. Available from www.arthurcox.com/---/Public-sector-outsourcing-in-Ireland-pearse-Rya. Accessed 31st October 2014.

Abstract:The need for good governance is not some thing that is typical to our country or economy.Even in the countries where regulatory mechanisms are more demanding in there content and more vigilant in their implementation, flagrant violations under the veil of corporate impenetrability have generated a strident demand for better governance. The advent of the information age has created and awakened shareholder, vigilant public and almost predatory journalistic fervor. Depending upon the model of corporate disclosures followed by different legal frameworks, the right to information has forced corporate to divulge more than they ever did.

.................................,

Abstract:Women micro-entrepreneurs participated actively towards economic development of their families and communities but certain obstacles such as market and gender related discrimination, poor funding, weak management system, low business and managerial skills, low household income mostly in developing countries have hindered their effective performance of that role. It is revealed that micro-entrepreneurship could be an effective strategy for poverty reduction, employment, revenue generation, contribution to GDP and increase living standard, in a country; since women are the worst hit in such situation. Conversely, it is discovered that women micro-entrepreneurs, in developing countries, do not have easy access to microfinance services for their business activity and as such have low business performance than their men counterparts, whereas the rate of their involvement in the informal sector of the economy is higher than males, and microfinance factors could have positive effect on firm performance.

[1]. Adegbite, S. A., Ilori, M. O., Abereijo, I. O., & Aderemi, H. O. S. (2006). Evatuation of the impact of entrepreneurial charcteristics on the performance of small scale manufacturing industries in Nigeria Journal of Asia Entrepreneurship and Sustainability, 3(1)pp23-29
[2]. Ajibolade, S. O. (2013). Management accounting systems design and company performance in Nigerian manufacturing companies: A contingency theory perspective. British Journal of Arts & Social Sciences, 14(2).
[3]. Akanji, O. O. (2006). Microfinance as a strategy for poverty reduction. Central Bank of Nigeria Economic and Financial Review , 39 (4), pp213-220.
[4]. Ali, Y., Sheikh, A., & Hussein, A. M. (2013). Motivational factors and performance of women entrepreneurs in Somalia. Journal of Education and Practice 4 (17), 47-55.
[5]. Allen, I. E., Elam, A., Langowitz, N. & Dean, M. (2008). 2007 Global Entrepreneurship Monitor report on women and entrepreneurship. Babson College: The Centre for Women's Leadership.
[6]. Atieno, R. (2009). Linkages, access to finance and the performance of small-scale enterprises in Kenya: Research paper/UNU-WIDER.
[7]. Augustine, B., Bhasi, M., & Madhu, G. (2012). Linking SME performance with the use of forecasting planning and control: Empirical findings from Indian firms. European Journal of Scientific Research, 73(1), 86-105.

Abstract:Assessment of research priority setting in agriculture is important in planning for organizational development. The potential of agricultural research, education, and training has attracted considerable attention in many developing countries. However, without clear focus and coherent research policies the public sector is unlikely to reap the full benefits of the new technology. This paper reports on a priority-setting exercise for agricultural research in National Academy of Agricultural Research Management (NAARM) - ICAR, based on the Analytic Hierarchy Process (AHP).

[1]. Braunschweig, T. (2000) Priority Setting in Agricultural Biotechnology Research: Supporting Public Decisions in Developing Countries with the Analytic Hierarchy Process. ISNAR Research Report No. 16. The Hague: International Service for National Agricultural Research.
[2]. Chan YL (2009), How strategy map works for Ontario‟s health system. Int. J. Pulic. Sect. Manage., 22(4): 349-363.
[3]. Guo, L.S., He, Y.S. (1999): Integrated Multi-criterial Decision Model: a Case Study for the allocation of facilities in Chinese Agriculture. Journal of agricultural Engineering, 73:87-94.
[4]. Oakes, Jeannie 1989. What educational indicators? The case for assessing the school context. Educational, Evaluation and Policy Analysis, 11 (2), 181-199.
[5]. Robert S. Kaplan and David P. Norton, "Using the Balanced Scorecard: Translating Strategy into Action". Harvard Business School Press, 1996.
[6]. Saaty, T.L. (1980): The Analytic Hierarchy Process. New York, McGraw – Hill.
[7]. Setboonsarng, S., Pochanukul, P., Areepakorn, K. Kaoparisuthi, C., Namahong, C. (1991) Priority Setting for Crop Research in Thailand, Thailand Development and Research Institute, Bangkok: Thailand Development and Research Institute Foundation. (in Thai).
[8]. Wu S, Liu S (2010). The performance measurement perspective and causal relationship for ISO certified companies. Int. J. Qual. Reliab. Manage., 27(1): 27-47.

Abstract: We have attempted to check the relationship between education diversity between employees and innovation performance of the firm. Also, we have tried to find an answer to the question will firms be more innovative if the level of education degree be higher. We have collected the data through surveying 50 firms in Azerbaijan construction industry and used correlation-regression analyzes and found that there is no evidence of the relationship between diverse education degrees of employees of the firm and innovation performance. In addition, we found that higher education level might have some effect on being firms more innovative, particularly master degree holders.

Keywords: innovation, education, diversity, degree, patents

1]. Hasan, I. and Tucci, C. L. (2010). The innovation-economic growth nexus: Global evidence. Research Policy, 39(10):1264–1276.
[2]. Cooray, A. (2010). The role of education in economic growth. Economics Working Papers wp10-14, School of Economics, University of Wollongong, NSW, Australia.
[3]. Toivanen, O. and Väänänen, L. (2011). Education and invention. CEPR Discussion Papers 8537, CEPR Discussion Papers.
[4]. Gendron, G. (2004). Practitioners' Perspectives on Entrepreneurship Education: An Interview With Steve Case, Matt Goldman, Tom Golisano, Geraldine Laybourne, Jeff Taylor, and Alan Webber. Academy of Management Learning & Education, 3(3), 302-314.
[5]. Plaschka, G., & Welsch, H. (1990). Emerging structures in entrepreneurship education: Curricular designs and strategies. Entrepreneurship Theory and Practice, 14(3), 55-71.
[6]. Eide, E., D. Brewer and R.G. Ehrenberg (1998). ―Does It Pay to Attend an Elite Private College? Evidence on the Effects of Undergraduate College Quality on Graduate School Attendance‖, Economics of Education Review, 17, 371–376.

Abstract: This study examined positive management behaviours that lead to more motivated, committed and harmonious teams in managing conflict at work. To achieve the objectives of this study, 3 research questions were raised while 3 hypotheses were tested at 0.05 level of significance. The sample for the study was drawn through systematic random sampling technique which was used to select the 12 organizations with target population of 3631 and sample size of 416. Descriptive survey research design was used as instrument. A 5-point Likert-type scale was adopted.

[1] Adeyemi, O. D. (2011). Impact of conflict settlement on organizational growth international. Journal of Conflict Management 20 (3) 206-230.
[2] Armstrong, M. (2012). Armstrong‟s handbook of human resources management practice (12th Ed). UK: Ashford Colour Press.
[3] Chartered institute of Personnel and Development, (2007). Managing conflict at work. London, CIPD.
[4] Emery, F. E. (1959). Characteristics of socio-technical systems, London, Tavistock Publications.
[5] Ezimma, (2009). Organizational behaviour and Management theory. Anambra. Rev Charles and Patrick limited.
[6] Fleetwood, K. L. (1987). The conflict management styles and strategies of educational managers: A thesis submitted to the faculty of the University of Delaware in partial fulfillment of the requirement for the degree of Master of Arts in Communication.

Abstract: This study sought to establish whether or not quality management and its principles are implemented in one selected regional centre of the Zimbabwe Open University, namely, Matabeleland North Region. The qualitative research methodology was adopted and the case study method was utilised. A population of 30 regional staff members was considered, from which a sample of 10 (N=10) participants was selected. Convenient sampling technique was used to come up with the elements of the study. The study used the interview guide as the primary research instrument, hence, interviews were utilised to solicit data from participants as their views were noted to be useful in gaining insight into whether or not quality management was being implementation at the selected regional centre.

[1] Benza, T.E.S. (2004). Handbook on Admission, Registration and Assessment. Zimbabwe Open University. Harare.
[2] Cianfrani, Charles A.; West, John E. (2009). Cracking the Case of ISO 9001:2008 for Service: A Simple Guide to Implementing Quality Management to Service Organizations (2nd ed.).
[3] Milwaukee: American Society for Quality. pp. 5–€"7. ISBN 978-0-87389-762-4.
[4] Commonwealth of Learning (2004). Distance Education and Open Learning in Sub-Saharan Africa: Criteria and Conditions for Quality and Critical Success Factors. Southern African Institute for Distance Education.
[5] Dobrzanski and Roszak (2007). Quality Management in University Education. Journal of Organisational Achievements. Vol.24. Issue 2
[6] Gabi, B. (2011). ISO 9001:2008 Awareness Course Workshop Presentation paper. Harare. Zimbabwe Open University.

Abstract: The research was mounted to investigate how gender impacted on the job performance of the secretary. Secretaries working in two State owned Universities in Rivers State, Nigeria were used. The population was 102 and sample was 32. One questionnaire designed to elicit information from administrators on the performance activities of their secretaries was used. Four null hypotheses bothering on critical job areas of the secretary were formulated. The areas covered included computer operation and data processing; organizing and covering of meetings, supervision of other staff; and handling of office materials and equipment. The chi-square parametric test was applied in testing the hypotheses at 0.05 alpha level.

[1]. Acker, J. (2006). Hierarchies, Jobs Bodies: A Theory of Gender and Society. New York, Holt Rinehart and Winston Publications.
[2]. Anele, D. (2008). The Place of Women in Human Existence: A Critical Inquiry (4) Sunday Vanguard, 23 (1069018). Pp.2.
[3]. Ballatine, J. E. (2001). The Sociology of Education: A Systematic Analysis. Upper Saddle ridge, NJ Prentice Hall.
[4]. Davis, M. and Levin, B. (1992). Secretarial Administration Made Simple, 2nd Edition, London. African Pitman Business Series.
[5]. Ewubare, M. U. (2008). Contending With Gender Impediments to Attaining Job Heights: Implications for Sustainable Development. In Babalola et al (ed). Managing Education for Sustainable Development. A Publication of Nigerian Association for Educational Administration and Planning (NAEAP).