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Dimensions of Brand Image: A Study in B-Schools in India 品牌形象的维度:印度商学院的研究
Pub Date : 2021-01-01 DOI: 10.5958/2231-069x.2021.00005.6
Sujata Mangaraj, T. Sridevi
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引用次数: 0
Experimental Study of Techniques Based on Combined In-House and On-Job Trainings of Production and Quality Control Employees in Biotech Industry 生物技术行业生产与质量控制人员内训与外训相结合的技术实验研究
Pub Date : 2021-01-01 DOI: 10.5958/2231-069x.2021.00003.2
Amit Kumar
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引用次数: 1
Training Transfer Instrument-Construct Validation 训练转移仪器-结构验证
Pub Date : 2021-01-01 DOI: 10.5958/2231-069x.2021.00004.4
Sindhu Varghese
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引用次数: 0
Psychological Perspectives of Training Process—A Review 训练过程的心理学视角综述
Pub Date : 2021-01-01 DOI: 10.5958/2231-069x.2021.00002.0
Sindhu Varghese
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引用次数: 0
A Study on Aftermath of COVID-19 on Migrant Workers in Odisha with Special Reference to Ganjam District 新冠肺炎疫情对奥里萨邦外来务工人员的影响研究——以甘贾姆区为例
Pub Date : 2021-01-01 DOI: 10.5958/2231-069x.2021.00001.9
Abhipsa Mishra, Bijaya Kumar Sundaray
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引用次数: 0
Working Out Loud 大声锻炼
Pub Date : 2020-11-20 DOI: 10.15358/9783800662821
Johannes Stepper
As we face greater employment uncertainty we know we are responsible for our own career and that the traditional career planning advice no longer applies. John Stepper suggests that by adopting a new way of working, we can change our lives, take charge of our careers and deepen relationships. John suggests we lead with generosity, make our work visible and frame it as a contribution, instead of networking to get something.
当我们面临更大的就业不确定性时,我们知道我们要对自己的职业生涯负责,传统的职业规划建议不再适用。John Stepper认为,通过采用一种新的工作方式,我们可以改变我们的生活,掌控我们的事业,加深人际关系。约翰建议我们慷慨地领导,让我们的工作可见,并将其视为一种贡献,而不是为了得到什么而建立网络。
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引用次数: 16
CSR Practices in State Bank of India and its Impact on Creating Loyal Customers: A Study 印度国家银行企业社会责任实践及其对创造忠诚客户的影响研究
Pub Date : 2020-01-01 DOI: 10.5958/2231-069x.2020.00005.0
S. Hegde
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引用次数: 0
Operationalizing Employee Performance: A Literature Review 操作性员工绩效:文献综述
Pub Date : 2020-01-01 DOI: 10.5958/2231-069X.2020.00006.2
Subhra Patnaik
Employee Performance has evolved from being a unidimensional construct to encompass broader multidimensional aspects (like Task, Contextual, and Counterproductive performance) over the past four decades. However, a read through the performance literature is in no way less than wading through muddied waters with different authors trying to conceptualize and operationalize the various performance dimensions in myriad ways. While some of the constructs defined in the process are distinct from each other in their seminal definitions and taxonomy, others seem to be quite overlapping and confusing. While chronicling the journey of evolution of the performance construct, this paper attempts to clearly document the various dimensions of performance and compare and highlight the differences and overlaps between operationalization of these dimensions.
在过去的四十年里,员工绩效已经从一个单向度的结构演变为包含更广泛的多维度(如任务、情境和反生产绩效)。然而,通读性能方面的文献无异于趟过浑水,不同的作者试图以无数种方式对各种性能维度进行概念化和操作化。虽然过程中定义的一些结构在其重要的定义和分类法上彼此不同,但其他结构似乎相当重叠和令人困惑。在记录绩效结构演变历程的同时,本文试图清晰地记录绩效的各个维度,并比较和突出这些维度的运作之间的差异和重叠。
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引用次数: 0
Assessment of the Leadership Styles and Its Deployment in Indian Organisations 领导风格的评估及其在印度组织中的部署
Pub Date : 2020-01-01 DOI: 10.5958/2231-069x.2020.00004.9
R. Kenge, Z. Khan
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引用次数: 0
Knowledge Management and E-Knowledge: A Theoretical Construct 知识管理与电子知识:一个理论建构
Pub Date : 2020-01-01 DOI: 10.5958/2231-069x.2020.00001.3
Snigdhamayee Choudhury, S. Dash
In the present business scenario, competitive organisations must locate, capture, store, share and leverage not only data and information pertaining to the different aspects of the business but also the knowledge of the firm. However, for decision-making, if the majority of information needed, a well-ventilated system is needed to capture and codify this knowledge. The objective of the article is to identify and addresses an aid to decision support system, Artificial Intelligence and Information Technology within the context of the existing business which can transform the process of knowledge. The development of new technologies particularly in business organisation has definitely increased the capacity of organisations to disseminate knowledge, not just within the organisations internally, but also with external stakeholders. E-knowledge networks allow their stakeholders to create, share and utilise strategic knowledge to improve operational and efficiency and effectiveness strategically. The proposed e- knowledge network will assess and deploy these technologies to enable inter-organisational knowledge sharing. In addition, the implications of inter-organisational knowledge sharing on the supply chain are considered for business process improvement.
在当前的商业场景中,竞争性组织必须定位、捕获、存储、共享和利用不仅与业务的不同方面有关的数据和信息,而且还与公司的知识有关。然而,对于决策,如果需要大部分信息,则需要一个通风良好的系统来获取和编纂这些知识。本文的目的是在现有业务的背景下识别和解决对决策支持系统、人工智能和信息技术的援助,这些系统可以改变知识的过程。新技术的发展,特别是在商业组织中,无疑增加了组织传播知识的能力,不仅在组织内部,而且与外部利益相关者。电子知识网络使其利益相关者能够创造、分享和利用战略知识,从战略上提高运营效率和有效性。拟议的电子知识网络将评估和部署这些技术,以实现组织间的知识共享。此外,还考虑了组织间知识共享对供应链的影响,以改进业务流程。
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引用次数: 0
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Training and development journal
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