National Conference

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BIG CHANGES IN RECRUITMENT USING BIG DATA ANALYTICS-A CONCEPTUAL STUDY
(Bonfring, 2015-10) A, Kumudha; C, SaranyaPriyadarshini
Over the past three decades, HR technology has made amazing improvements – moving from paper to predictive analytics. People are the biggest asset and cost for most companies – so new ways of streamlining the process of hiring, retaining and firing are being developed every day. Big data is disruptive technology affecting every area of our lives, from consumer statistics and behavior to health care. It is now firmly established at the core of ‘ the new HR’. Big Data help recruiters quantify many of the decision-making factors. Thus the era of big data recruiting has arrived. Big data is resulting in the creation of a wonderland of possibilities for HR – the arm of business dedicated to making sure a company has the right people in the right place at the right time .These advancements have enabled recruiters to source talent faster and smarter, which in turn, helps them achieve the organization’s business objectives. With the help of the latest innovations in technology, talent acquisition professionals can truly contribute to a company’s profitability by proactively creating the talent pipelines required to meet critical hiring needs. This article focuses on big changes in recruitmemnt, effectiveness, Advantages of Online Recruitment Based on Big Data and hiring using robot recruiters.
A CONCEPTUAL STUDY ON GREEN ENTREPRENEURSHIP : THE EMERGING PARADIGM FOR SUSTAINABLE GROWTH
(Bonfring, 2017-10) C, SaranyaPriyadarshini; Sivaani
In an emerging economy like India, it was not, until38, pointed out the growth opportunity at the ‘Bottom of the Pyramid’, most entrepreneurs were skeptical about addressing the entrepreneurial innovations along with environmental concerns on that scale. Green innovation remained an elite word meant for large corporations and well established corporations and as a tool for corporate social responsibility and enhancing reputation. However, with changing consumer behaviour and increasing developments in the education, income and other social index, green entrepreneurship is catching the attention of the newer generation and government and public institutions are playing a positive role in encouraging environmental concerns. The next decade is bound to witness rapid globalization, industrialization, technology deepening in the economy. Resources, being limited, the globe has to find means to reach in a manner which is not detrimental to natural resources and to survival of mankind on this planet. Thus this paper attempts to bridge the gap between green consumers and green entrepreneurs who can play a pivotal role in ushering the much required environmental protection and conservation to the forefront in the Indian context.
A CONCEPTUAL STUDY ON INNOVATION IN THE FIELD OF RECRUITMENT
(Anna University, Tiruchirapalli, 2015-12) A, Kumudha; C, SaranyaPriyadarshini
Everything in the world of business changes rapidly. That has all changed with the globalization of the business world and the introduction of amazing new technologies. Because of the increased speed at which other organizations will copy the best practices, it is necessary to speed up the rate of innovation in everything in business. In short, innovation is the last remaining competitive advantage in business including HR and recruiting activities. But advancement of technologies made much easier for the global HR managers not only to believe on agencies but also they believe on Internet. Increasingly, employers are using the internet to recruit, either by developing an online presence of their own or by linking up with web-based job search services. Applicants, too, are preparing and transmitting many more resumes electronically, there by relieving recruiters from thousands of paper resumes.The internet, then, is rapidly moving up in the ranks of recruitment, as many more applicants and employers communicate with one another, computer to computer. This article focuses on Traditional and modern methods of recruitment, Innovative recruitment sources, significant trends and innovative hiring process.
A CONCEPTUAL STUDY ON THE ROLE OF E-RECRUITMENT IN HUMAN CAPITAL MANAGEMENT FOR TODAY’S BUSINESS WORLD
(Bonfring, 2015-10) A, Kumudha; C, SaranyaPriyadarshini
Human resources are the key components in every organization. It represents total knowledge, talent, and attitude, creative ability, aptitude and belief of an individual involved in the affairs of an organization. Management of human resources is an integral part for every concern. It is associated with the people at work and their relationships within and outside the enterprise. In the recent years, the field of human resource management has undergone numerous technological advancements. Internet has made an impact on the overall functioning of human resource department. E-recruitment falls under e-HRM which is an organization’s e-business system that uses web-based technologies for human resource management practices and policies. E-HRM system and its subsystems, such as e-recruitment, produce a higher level of service delivery and a better strategic contribution. E-recruitment emerges as a handy and advantageous method over traditional methods of recruitment, as it brings all benefits of an e-business into the human resource field and improves the efficiencies of the recruitment process. The study focuses to identify the overall concept of e-recruitment in Human Capital Management. It includes the general significances and limitations of e-recruitment.
ELECTRONIC BUSINESS
(Bonfring/PSGR Krishnammal College for Women, 2015-10-06) R, Sinduja; C R, Nivashini
E-Business is the fundamental change to the way an organization conducts business. As the companies move forward, they convert customer, supplier and employee facing business processes to self-service. To facilitate the same, the business process must be streamlined to conduct straight through processing. As companies increasingly conduct B2B through online market places or exchanges, suppliers and customers who connect these exchanges must automate their interactions.
MANAGING CHALLENGES IN GLOBALIZATION
(Tamilnadu College of Engineering, 2011-12-22) V, Saranya
This paper discusses the burning issues of managing globalization in the present day world such as human rights and, global economic governance and how globalization has posed a marvelous challenge to traditional international law as we have known it. Finally, an attempt will be made to search for a just global legal order that could manage globalization well and make it work fairly for all for a better future.
ROLE OF CROWD SOURCING IN TALENT MANAGEMENT
(NCRC Publications/SreeNarayana Guru Institute Of Management Studies, 2012-02-04) R, Sinduja
Talent management is a set of business practices that manage the planning, acquisition, development, retention and advancement of talent in order to achieve business goals and optimize performance. Ways to keep hold of talent are Build a path that enables the employees to utilise their full potential and Invest in building the psychological contract, Individual growth, Compelling future, Pay, Positive workplace
SOCIAL MEDIA IMPACT ON CONSUMER BEHAVIOR
(KalaikathirAchchagam / G.R.Damodaran College of Arts and Science, 2016-02) R, Sinduja; V, Saranya
In recent years, the supermarket industry has become increasingly competitive. One outcome has been the proliferation of a variety of pricing formats, and considerable debate among academics and practitioners about how these formats affect consumers’ store choice behavior. Supermarket managers, in particular, stress that “nothing is more important in business than getting the pricing strategy right” (Supermarket Business 1993). Some retailers position themselves on the basis of “Low Prices, Everyday” across a wide assortment of product categories, while others offer temporary deep discounts in a smaller group of categories. The former strategy is commonly known as “EDLP,” the latter as “HILO.”
A STUDY ON BIG DATA ANALYTICS IN CAPITAL MARKET
(PSGR Krishnammal College for Women, 2014-12-29) S, Poornima; R, Bhuvaneswari
Today’s capital market industry is facing new and increasing challenges, including tighter regulations, higher capitalization rates, changing customer demographics and pressure to grow revenue. Overcoming the obstacles and capitalizing on new opportunities in capital markets demands the right technology to deliver trusted, timely and authoritative capital markets data without increasing data management costs. Big Data’s embrace of existing data models and potentially new ones appears, in the eyes of many data architects, to qualify it for consideration as a solution to this kind of data consistency issue. To accumulate capital, generate high portfolio returns for investors and mitigate risks within regulatory boundaries, financial institutions need high-performance IT infrastructures that meet complex analytical and “Big Data” requirements. With a Big Data platform, stock market traders and investment portfolio managers can process vast amounts of unstructured data to identify the best companies in which to invest. Unstructured public information like company news, product reviews, supplier data and price list change can be processed en masse as Big Data, producing mathematical models that help traders decide which stock to buy or sell. This article addresses the following research questions: (i) How does Big data create value for Capital Market? and (ii) What are the Implementations of Big Data Analytics in the Capital Market Industry?
A STUDY ON FACTORS OF ATTRITION AND VARIOUS PRACTICES ADOPTED BY HUMAN RESOURCE TO RETAIN THE EMPLOYEES IN BPS
(Bonfring, 2016-09) C, SaranyaPriyadarshini; Sivaani
The success of Indian IT industry has given birth to IT enabled services in the form of Business Process outsourcing also commonly known as BPO industry. Prior to the recession, BPO industry was the fastest growing industry in the world. This industry had revolutionized the world in the form of providing quality services with low input costs and high returns. The majority of the employees in the BPO sector are young, energetic and are able to work continuously at a very long stretch. Thus, managing the human resource in the Indian BPO industry becomes a challenge. This paper discuss the factors of attrition and analyses the causes of attrition through Maslow’s hierarchy of need model and various practices followed to retain talent in BPO Sector.
A STUDY ON THE HIRING PROCESS AND CHALLENGES OF E-RECRUITMENT
(Bonfring, 2016-02) C, SaranyaPriyadarshini
Now a day the traditional method of recruitment has been revolutionized by the influence of the Internet. Hence in the last decade, the use of Internet has dramatically changed the face of HR recruitment and the ways organizations think about the Recruiting methods. In the next coming years, online recruitment and hiring new candidate is continued their explosion and Growth. Presently, e- recruitment has been adopted in many organizations like large organizations as well as in small Size companies, Even Most organizations are already using e-recruitment to post jobs and accept Resumes on the Internet, and correspond with the applicants by e-mail. It brings the benefits to the organizations. In this article, there will be an introduction on e-recruitment and its development process. There will also be a discussion on the various methods and challenges of e-recruitment practice.