AEG ESDIII 2016

Organising Committee

Chief Patron Prof. Sandeep Marwah

Seminar Convener Dr. Lalitya Vir Srivastava

Seminar Co-Conveners Dr. Sandhya Aggarwal

Dr. Anu N. Chopra

Advisory Council Dr. Anil Lal

Professor Economics
Pittsburg State University Kansas, USA
Mr.Dheeraj Virk
AVP, Royal Bank of Scotland

Organizing Committee Mr. Ravee Sharma

Ms. Sunita Verma
Mr. Maroof Mir
Dr. Tanu Kashyap
Mr. Brijesh Singh
Mr. Shivjee Mandal

Cover Design & Layout Mr. Himanshu Jha & Ms. Malvika Sagar
AEG ESDIII 2016

Content

Messages 3

About Asian Education Group 12

Seminar Theme 21
Abstracts 23

-2-
 ABS ESDIII 2016

Messages

-3-
AEG ESDIII 2016

Prof. Sandeep Marwah

Chairman
Asian Education Group

MESSAGE

I am proud to be part of the National Seminar On “Era of Skill Development Inspire, Innovate
and Integrate”. With the changing corporate scenario, there is a huge requirement of skilled
managers. The corporate dynamics now demands skilled manpower at Managerial level in all
the sectors. The changes at workplace are not only explained by the information technology but
also by the changes in the management styles and practices. There have been numerous
changes over human resource management – planning and development. In this scenario the
Management professionals have to upgrade themselves and through Skill development they
can easily enhance and enrich themselves.

The shortage of appropriately skilled labour across many industries is emerging as a significant
and complex challenge to India's growth and future. What we have today is a growing skills gap.
The accelerated economic growth has increased the demand for skilled manpower that has
highlighted the shortage of skilled manpower in the country. The lack of available applicants,
shortage of hard skills and suitable employability skills, including soft skills, is some of the key
issues which come in the way of finding a suitable candidate for available job opening in the
country. National Seminar on “Era of Skill Development Inspire, Innovate and Integrate” aligns
with the paradigm shift in the economic scenario which has golden opportunity in store for the
India Inc in immediate future.

I wish to convey my best wishes for the same and surely this National Seminar will provide
solutions to the ongoing challenges faced by the country.

Sandeep Marwah

-4-
 ABS ESDIII 2016

Mr. Akshay Marwah

CEO
Asian Education Group
Marwah Studios – A Creative Enterprise

MESSAGE

With the changing corporate environment, the companies are looking for an engaged
workforce which possesses the necessary skills, knowledge and expertise which is crucial for
any organization that aspires to achieve high levels of business success. In the current
challenging and competitive business environment, learning and development has never
mattered more as a cause to keep employees engaged and maintain that competitive
dominance. But there are huge gaps in what the corporate require and what they are getting.

Organizations that thrive rely on the consistent performance of their people and this
performance can only be achieved if they feel engaged and motivated. Skill development
through right training can greatly enhance employee engagement by fostering and honing
talent, thereby helping people to learn new things and improve their performance.

The National Seminar on “Era of Skill Development Inspire, Innovate and Integrate” will address
to the gaps in skill development by bringing forth the innovative ways and solutions which will
be applicable to all sectors of the industry. I congratulate the Asian Education Group fraternity
for picking up the burning issue of the hour and organizing National Seminar on the same.

Akshay Marwah

-5-
AEG ESDIII 2016

Dr. Lalitya Vir Srivastava

Director
Asian Business School

MESSAGE

With changing corporate dynamics, the expectation of the corporate employer has undergone a
change. The corporate contour of the Indian corporate changed with the advent of
Globalization. The conventional practices in relation to Talent Management, Employee
sustainability, Information Technology, Marketing strategy are no longer relevant. The new
buzz word in the Corporate is ‘Skill development” and companies are looking for skilled man
power.

The paradigm shift has made skilled managers; who are not only proficient in hard skills but are
also good in soft skills - most sought after human capital. However, with the initiation of “Make
in India” and “Start up India” by the Honorable Prime Minister Mr. Narendra Modi, the role of
Micro financing, Digital Marketing, E Commerce and E Banking are evolving as a medium to
provide cheap and easy credit to young entrepreneurs in our country. The success of these
initiatives depends on the place ability scores and employability skills of the Managers in
various sectors. They should be proficient in innovation and have the expertise to create
market for their respective products.

I congratulate the Asian Business School fraternity for conducting National Seminar on “Era of
Skill Development Inspire, Innovate and Integrate”, which is the need of the hour. I am sure
that this seminar will find innovative solutions with regard to skill development in different
sectors.

Lalitya Vir Srivastava

-6-
 ABS ESDIII 2016

Mr. Saurabh Sharma

Director (Branding & Planning)
Asian Business School, Noida

MESSAGE

Well-integrated, high-performing teams never lose sight of their goals and are largely self-
sustaining. The market is changing, leading to fundamental shifts in the way companies
compete now and will be facing challenges in the future.

The Indian corporate should have constant focus on the opportunities present in the market
and what they can do to add value to it. If the demand and expectations of the people are
recognized well and in advance, organization can move ahead in creating winning organization.
The corporate in contemporary scenario is facing a serious crunch in terms of the skill
development at the Managerial level. Our government has initiated “Skill India” and “Start up
India” to bring our country on equal footing with the Global leaders.
I am extremely happy for the conduction of the National Seminar on “An Era of Skill
Development Inspire, Innovate and Integrate” as it will provide innovative solutions to the
problems faced by all the sectors. I wish best of endeavour to the Asian Education Group for
organizing National Seminar on this burning issue.

Saurabh Sharma

-7-
AEG ESDIII 2016

Mr. Gurdeep Singh Raina

Director (Marketing & Admission)
Asian Business School, Noida

MESSAGE

The global corporate scenario is changing rapidly but there is a lot to be done in Indian context.
Organizations have been talking about the connection between great employees and superior
organizational performance for decades. There is a demonstrated relationship between better
talent and better business performance. Increasingly, organizations seek to quantify the return
on their investment in talent. Talent Management is a set of integrated organizational
processes designed to attract, develop, motivate, and retain productive, engaged employees.

There is no dearth of jobs but the right fit for these jobs are hard to find. The primary reason is
that our Managers are not skilled. Needless to say that our companies are doing their best but
still the Managers need right skill set and rigorous training.

I am proud that Asian Education Group recognized this fact and is organizing National Seminar
on “Era of Skill Development Inspire, Innovate and Integrate”. I am sure that this National
Seminar will find revolutionary solutions to the problems faced by both the Industry and
Academia.

Gurdeep Singh Raina

-8-
 ABS ESDIII 2016

FROM THE DESK OF CO-CONVENERS

& EDITOR

MESSAGE

We are pleased to invite you to delve though this national seminar souvenir from ESDIII 2016, a
seminar on ERA OF SKILL DEVELOPMENT: INSPIRE, INNOVATE AND INTEGRATE.

Equipping the workforce with the skills required for the jobs of today and those of tomorrow is
a strategic concern in the India’s national growth. New occupations are emerging and replacing
others. Within each occupation, required skills and competencies are evolving. Skills
development enhances both people’s capacities to work and their opportunities at work,
offering more scope for creativity and satisfaction at work.

Differences in demographics, economic structures and levels of economic development inform

different countries’ policies for training and skills development. India is going through a phase
of demographic transition where in it’s young population dominates the labour force of the
country. The rise in the relative share of the working age population in the economy is treated
as the demographic dividend. The mission is to Build capacity for skill development in critical
un-organized sectors (Such as the construction sector, where there are few opportunities for
Skill training) and provide pathways for re-skilling and up-skilling workers in these identified
sectors, to enable them to transition in to formal sector employment.

The vocationalization of higher education is also essential for reaping the benefit of
“Demographic Dividend”. But the public perception is not encouraging regarding the
vocationalization of education system. As public views skilling to be the last resort meant for
those who have not been able to progress in the formal academic system. India is one of the
youngest nation in the world with more than 62% of the population of the people is in the
working age group (15-59 years) and more than 54% of the total population is below 25 years
of age. This poses the challenges and opportunity. To reap the demographic dividend which is
expected to last next 25 years. For this, India needs to equip it’s workforce with employable
skills and knowledge. So that youth can participate productively to make India a developed
country.

This booklet serves an ideal entry point and knowledge shared during the seminar. It opens the
door for further information and exchange and discussions. We hope and wish that this booklet

-9-
AEG ESDIII 2016

inspires to develop us to work towards achieving a positive outlook towards Skills and
knowledge which are the motivating force of the financial growth and community development
of the country in the globalized economy. And to provide a forum for researchers, practitioners
and all stakeholders to discuss and arrive at new insights on key issue on Skill Development.

Dr. Tanu Kashyap Dr. Anu N. Chopra Dr. Sandhya Agarwal

- 10 -
 ABS ESDIII 2016

Asian
Education Group

- 11 -
AEG ESDIII 2016

About Asian Education Group

Established in November 1986, Marwah Studios Enterprise has been a leader in Film Studios
and Media education, playing a key role in revolutionizing the Film Industry of North India. The
company’s history is a story of innovation and pioneering new technologies. Marwah Studios
Enterprise has taken a leadership position in the development of standards, working closely
with the entertainment industry of India. Asian Education Group is the education arm of
Marwah Studios Enterprise media education from last 20 years and has created enormous
International records for which it has been highlighted and awarded more than 100 times all
over the World.

IBMRC, “International Business Management Research Centre” has been created on the
initiative of Mr. Sandeep Marwah, President, Asian Education Group, to develop and promote
innovative and unique ideas in business and management. It is working on the new ways and
means of business promotion and perfect management techniques. It cater to the growing
research needs and supporting young scholars in research & development activities &
contribute for the overall development of reaches scholars which determines their growth &
success in the corporate world. The prestigious IBMRC has many celebrities as its Lifetime
Members. Some of the prominent recipients of IBMRC are General Vikram Singh, Former Chief
of Indian Army and Chairman Chief of Staff, Dr. Padmesh Gupta, Director, Oxford Business
College.

IFTC International Film and Television Club, IFTRC International Film And Television Research
Centre, ICFF International Children’s Film Forum, IPBF International Public Broadcasting Forum,
IWCF Indo Wales Creative Forum, IECF Indo Egypt Cultural Forum, ISCF Indo Sudan Cultural
Forum, and INFA Indo Nigerian Film Association are some of the bodies working hand to hand
with AEG. Asian Education Group is also supported by the FFI Film Federation of India, Film
Producers Guild, IMPPA Indian Motion Picture Producers Association, WICA Western India
Cinematographers Association, NPA Noida Photographers Association, BCI Broadcasters Club of
India, and BES Broadcasting Engineers Society.

AAFT (Asian School Of Media Studies), ASMS (Asian School Of Media Studies), ABS (Asian
Business School), ASB (Asian School of Business), ALC (Asian Law College), ASC (Asian School Of
Communication), ASGA (Asian School Of Graphics And Animation) and ASPA (Asian School Of
Performing Arts) are together conducting 42 different UGC approved Degree and Diploma
Media courses lasting three months to three years.

a holistic and realistic approach in its teaching.

Asian Academy of Film &
Television has been imparting education and
training in the art & craft of film making in
television presentation since 1993. We have
always believed that a film school should take
By holistic we mean that film school training
should not be limited to only classrooms and
lectures on theories and techniques.
Therefore, at AAFT we have adopted a
comprehensive training method with equal

- 12 -

importance on the practical
training of film making and acting. The
academy was planned as an alternative to
formal film schools and has since come a long
way making a unique place for itself amongst
the best global centers of education of its
kind. Growing to be certified as the first ISO
9001:2000 film school in this part of the
world in less than a decade since its
inception, the Academy was also approved as
an international level training center by the
125-year-old City & Guilds of the United
Kingdom in the year 2002.
Asian School of Media Studies
or ASMS as unanimously known represents
the liberal arts of the 21st century. This
school of media studies is one of the largest
college-level combinations of media-sector
programs in northern India. ASMS integrates
academic study with hands-on exploration in
media making. The School is simultaneously
academic and pragmatic. It roots production
in research and critical analysis, while
incorporating the creative potential of media
scholarship. We create a place that provides
“consumer education for the minds and
emotions of the audience for all media.” With
our history of progressive education, ASMS
was a logical home for the media center. With
interest growing in the field, the center grew,
and ASMS became the country’s first formally
established film college.
- 13 -
ABS ESDIII 2016
The essential relationship between media
theory and media practice respect for
aesthetic, critical, and pragmatic dimensions
of communication recognition of the specific
qualities of and relationships between various
media forms attention to the ethical
imperatives of communication throughout the
world appreciation of the ways in which media
theory and media practice can contribute to
intercultural global understanding
acknowledgment of today's challenging
marketplace conditions openness to change
and innovation
Asian School of Graphics &
Animation or commonly known by its
abbreviated form ASGA is one of the most
successful and well-respected graphics
academies in the country. We are the bridge
between the new generation of computer
graphics professionals breaking into film,
television, games and commercials. ASGA is a
specialist creative recruitment agency for
entertainment, advertising, architecture and
manufacturing businesses as well. ASGA’s
vision was to fill the gap between what
universities were teaching the students and
what industry required from graduates. While
our vision is now much broader, but the
simple core aim-to develop computer graphics
artists for careers in industry, still remains.
Furthermore, ASGA is one of India’s premier
Computer Graphics trainer and flag bearer for
the entire industry. Our philosophy is to
represent, advocate and facilitate
uncompromising excellence in all aspects of
computer graphics, creative and commercial.
AEG ESDIII 2016
ASGA is also in the process of developing
itself from a training institution to an
authority on computer graphics.
Asian School of Performing
Arts (ASPA) - An exciting, innovative school
for students with a passion for the creative
and performing arts was launched recently,
called The Asian School of Performing Arts or
commonly known as ASPA. It is also one of
the units of Asian Academy of Film and
Television. ASPA is open to students of artistic
ability, dedicated to nurturing talent and
encouraging the highest quality in
performance and academic excellence.
The school is a boutique institution, designed
specifically to meet the needs of young people
who, desire to focus on Music, Drama, Dance
and Visual Arts. While there is a focus on the
performing and creative arts, there is also
emphasis on academic excellence.
Asian School of Communication
founded. This new initiative will enable
students to study programs in New Delhi,
India. The mission of the enterprise, Asian
School of Communications is to bring the best
media business of world experience into a
committed partnership with Asian School of
Media Studies (The sister institute of ASC), the
thought leader of the Indian media
community.
- 14 -
 ABS ESDIII 2016

Asian Business School

Asian Business School popularly known as ABS was established in 2004 with an objective of
providing "Growth with Education". It has been established with support of Asian Academy of
Film and Television - India's first ever ISO accredited media institution.

Asian Business School is an innovative centre of academic excellence and one of the few
institutes having an AICTE approved PGDM. The programmes are purposeful and professionally
oriented. Asian Business School is one of the leading B-school in the country that offers full-
time AICTE approved management programs, with dual specialization and intensive interface.
Asian business school also offers UGC recognized full time Master of Business Administration
programs with specialization in the field of marketing, finance, human resource and
Information and technology. The school also offers post graduate diploma course in Media
Management, Event Management, Portfolio Management, Insurance Management, Retail
Management, BPO / KPO Management, Health Management and specific industry oriented
programs.
We have “Centre for Skill Development” in Asian Education Group. The purpose of the Centre
for skill development is to establish a well-researched and pragmatic business practice to enable
students to meet the challenges of a fast changing business environment in the new world
economic order. We aim at developing conceptual and practical skills to convert abilities of
students into managerial competence, required in today’s competitive environment. The major
focus of this programme is:

To transform a student’s personality as per the need of the corporates.

To make budding managers understand the right skill set that will be required for their
corporate career.
To enhance their communication skills that would be a value addition.
To groom them such that they prove to be an asset to any organization.

The core advantage of studying at ABS is to get an internationally recognized qualification, by

the finest academic minds who impart holistic knowledge by deductive learning methodology.
The support from the industry is immense inform of internship and job placements. Asian
Business school have international tie Oxford Business College, Oxford, UK, that tend to provide
an edge to the its students.

Asian Business School Curriculum focuses to enhance its student's capabilities so that they can
manage and lead, by ensuring that they learn to adopt a systematic approach in identification

- 15 -
AEG ESDIII 2016
of Business problems and their solutions and use their analytical, problem solving and decision
making skills to deal successfully with management issues across a range of functional areas.
Vision
Asian Business School is committed to
excellence in management education so that
its alumni through their work, make every
citizens of the world prosperous and India an
economic super power in the foreseeable
future.
Mission
The Vision of Asian Business School is to
establish well researched and pragmatic
business practices to enable the students to
meet the challenges of a fast changing
business environment in the new world
economic order.
The programme structure of Asian Business
School is developed in such a manner that it
not only helps develop conceptual and
practical skills as well as the following
competencies required in today's competitive
environment.
We at Asian Business School strongly believe
that a blend of relevant knowledge and right
attitude is essential for the overall
development of an individual and which
determines his/her success in the corporate
world.
- 16 -
 ABS ESDIII 2016

Courses Offered

Post Graduate Diploma in Management

Approved By AICTE - Ministry of HRD: Govt. of India

The courses offered at ABS are designed specifically to meet the requirements of the corporate
world. This helps students enhance their abilities to perform betster on the biggest stage and
prepares them to compete against the best. Apart from offering regular courses, ABS also offers
Post Graduate Diploma (PGD) in Media Management and also an additional diploma in
corporate communications and foreign language so as to better their chances of an overseas
placement. The ABS courseware is updated annually to meet the global standards and
contemporary requirements.

Bachelor of Business Administration

Affiliated to Ch. Charan Singh University, Meerut

Bachelor of Business Administration at Asian School of Business (ASB) is a three year full-time
degree course affiliated to Ch. Charan Singh University (CCS), Meerut. This is designed and
structured to provide the young minds with an intellectually stimulating learning environment.
The course is designed to give students the basic understanding of the management concepts
and an understanding of doing business internationally.

BA.LL.B – five years Integrated Programme

Approved by Bar Council Of India (BCI) & Affiliated to CCS University, Meerut

ALC follows an approach to legal education wherein learning experience is not only enlightening
but also enriching and inspiring. The College is committed to exploring multidisciplinary
approaches through its unique curriculum and revolutionizing legal education through modern
pedagogies, thereby adapting to the changing world in which law professionals operate. ALC
aims at developing knowledge, skill and value amongst the students and they are nourished by
the critical learning pedagogy and mentored and supported by faculty and staff so that they
have the best experience possible to be successful in life.

Diploma in Corporate Communication & Foreign Language

Diploma in corporate communications and foreign language is given to improve the place-
ability scores of the students, both for domestic and for overseas placement.

- 17 -
AEG ESDIII 2016

Post Graduate Diploma in Media & Entertainment

ABS also offers Post Graduate Diploma in Media & Entertainment wherein the students are
offered the following courses in every trimester.
Print Media
Management of Radio Stations
TV Channel Management
Cinema Management
New Media Management
Event Management and Branding

- 18 -
 ABS ESDIII 2016

R & D Cell Initiatives

Release of 1st International Conference Proceeding – ICE 2013

Release of International Conference Proceeding – ICODE 2015
Release of ABS International Journal of Management (ISSN December, 2014)
Release of ABS Management Research - Article & Application (ISBN July, 2013)
Release of ABS Management Research - Article & Application (ISBN July, 2014)
National Seminar “SEED” (October, 2012)

- 19 -
AEG ESDIII 2016

Skill Development Workshops

SKILL DEVELOPMENT WORKSHOP @ABS (June, 2016)

IT SKILL WORKSHOP @ABS (April, 2016)
SKILL DEVELOPMENT WORKSHOP @ABS (July, 2016)
WORKSHOP BY THE ALUMNUS OF HARVARD BUSINESS SCHOOL ON TOPIC “THINK BIG”
(October, 2015)
SKILL ENHANCEMENT PROGRAMS@ABS NOIDA, (September, 2015)
WORKSHOP ON “PSYCHOMETRIC TESTS- UTILITY AND RELEVANCE”. (July, 2016)

- 20 -
 ABS ESDIII 2016

Seminar
Theme

- 21 -
AEG ESDIII 2016

Seminar Theme
India is among the 2nd youngest country in the world, with the proportion of the work force in
the age group of 15-59 years, growing steadily. It is expected to have the world’s largest young
population in the next several years as it outgrows China. Growing steadily. The country,
however has a big challenge ahead as it is estimated that only 2.3 % of the total employees in
India have undergone skills development training; as compared to 68% of U.K. 80% in Japan
and 96% in South Korea.India can become the worldwide sourcing hub for the skilled
employees. Skills and knowledge are the motivating force of the financial growth and
community development of the country. Skill building can be viewed as a device to improve the
efficacy and contribution of labour to overall production. It is an important ingredient to push the
production possibility front line outward and to take growth rate of the economy to a higher
route. Skill building is to be seen as an instrument to empower the individual and improve their
employability.As a result on most countries recently moved to reform their education systems to
upgrade skills of their workforce.The challenges are greater for developing countries like India,
which have long suffered from a shortage of skilled labour. But today, developing country firms
and producers have become increasingly involved in the global value chains, requiring them to
meet global standards of quality and efficiency. This in turn requires higher levels of skills in the
workforce in India

Hon’ble Prime Minister has launched Skilling India ‟As a multi-skill development programme
on mission mode for job creation and entrepreneurship for all socio-economic classes; keeping
this vision in mind, to create a conducive ecosystem for skill development in India, research
studies, assessments and offers a pragmatic vision of skills development that integrates the need
to develop skills, create jobs and grow the economy within a framework of inclusivity and social
transformation against a background of international competition. Knowledge and skills will
increasingly become the primary determinants of the economic growth and development of the
country. For India, skill development would be critical for achieving faster, sustainable and
inclusive growth on the one hand and for providing decent employment opportunities to the
growing young population on the other. Skill building will also remain a potent tool to empower
the individual and improve his/her social acceptance or value. In the twenty first century, the
competiveness of a country in the global market place would depend on the strength of its
economy, its contribution to existing and emerging branches of science and technology, and its
ability to respond to the imperatives of a globalising world.

This seminar aligns with the thought process of the corporate world and the initiatives taken by
the Honorable Prime Minister Mr. Narendra Modi. We wish to address the concerns shared by
the stakeholders and contribute to innovative solutions aimed at filling up the skill gaps. The
National Seminar will touch upon the various sectors of the Industry and also bring forth some
path breaking answers to the techniques of skill development in the field of Academia as well.

- 22 -
 ABS ESDIII 2016

Abstracts

- 23 -
AEG ESDIII 2016

MAKING INDUSTRY-ACADEMIA INTERFACE WORK BETTER FOR FILLING THE

SKILL GAP:
AN EMPIRICAL STUDY WITH SPECIAL REFERENCE TO MANAGEMENT
EDUCATION

Dr. Arun Mittal

Assistant Professor
Birla Institute of Technology, Noida

The most important quality parameter in Indian B- schools is placement. Placement is an

approval on the quality of students. It somehow confirms that the B-school’s students are ready
to serve industry. However, many a times it has been observed that by the industry that even
after selecting the best manpower from the best b-schools there remains a gap in the set of
attitude, skills and knowledge desired by the industry.
Academia- Industry Interface could be defined as interactive and collaborative arrangement
between academic institutions and business corporations for the achievement of certain mutually
inclusive goals and objectives. To make them work better proper analysis of objectives etc.
should be analyzed in a proper manner considering all the desired aspects in mind. Academics
and industry should keep aim, content, method, execution and evaluation of these programmes in
a proper manner.
The present study is empirical in nature. A sample size of 200 was taken (100 academicians and
100 industry persons were). Data has been collected with the help of two structured
questionnaires one for academicians and the other for industry persons. Mean, Correlation and
Other statistical tools were applied to interpret the data and it was found that there is a need to
make industry-academia interface a mandatory part of the course curriculum.
Business/management education must be more practical and interactive. It was also found that
standards must be set and the performance of such agreements must be reviewed carefully and
critically to make these interfaces more fruitful.

RE-SKILLING OF INDIAN YOUTH AND THEIR MIGRATION/IMMIGRATION IN

THE RECENT TIMES

Garima Srivastava
Assistant Professor-Marketing
IMS Ghaziabad

Dr. Arun Mittal

Assistant Professor
Birla Institute of Technology, Noida

Over time, the skills an economy demands change in response to economic developments such
as, but not limited to, changes in technology, the services and products an economy produces,
demographics, and social shifts. Today marketing has changed as digital marketing and business
has converted from physical to virtual. The changes at workplace are not only explained by the
information technology but also by the changes in the management styles and practices. There
have been numerous changes over human resource management – planning and development.

- 24 -
 ABS ESDIII 2016

The present paper studies regarding the mismatches and re-skilling of the Indian youth so that
they can be migrated in the recent times. The data has been collected from 100 IT professionals
whose age varies from 25 to 40 years and who have re-skilled themselves and have become able
to cope up with the rapidly changing business environment. The data has been analyzed with the
help of Mean, Standard Deviation and Regression analysis. The result are consistent with the
existing literature as the study finds that there happens a gap in the existing skills of a person and
the skills desired by his organization and there is a requirement of re-skilling for
migration/immigration in the recent times.

TO STUDY THE ROLE OF HIGHER EDUCATION IN ENHANCING

EMPLOYABILITY SKILLS

Dr. Nandini Srivastava

Associate Professor, Manav Rachna International University, Faridabad
Dr Priyanka singh
Associate Professor, Manav Rachna International University, Faridabad

India is home to world’s one seventh population. The country has its democratic dividend in
having the youngest population of the world. But this dividend will actually be paid off, when
this population is engaged in active employment. The government has taken a number of
measures. One of the measures is to open many higher education institutes. But the bigger
question is , whether these increasing number of educational institutes are resulting in better
employing aspects. One report says that fifty per cent of Indian graduates not fit to be hired.
Every year, India Graduates Millions, but Too Few Are Fit to Hire. A million engineers in India
are struggling to get placed in an extremely challenging market. According to multiple estimates,
India trains around 1.5 million engineers, which is more than the US and China combined
(economictimes.indiatimes.com). Nearly 47 per cent graduates in India unemployable
(thehindu.com) Less than 11 per cent of hotel management graduates 'employable'
(economictimes.indiatimes.com)
Globalisation and development of technology have resulted in the demand of highly skilled
employees. On the other hand, the graduates and postgraduates face challenges in seeking
employment for themselves as they lack employability skills. There are no two opinions that
their dire need to impart employability skills to the university students.
This study is conducted in order to determine whether higher education plays a real role in
enhancing the employability skills of the students. The results of this study have useful
pedagogical implications for higher education as the data obtained may be used to prepare
teaching materials in order to enhance employability skills.
This longitudinal study will explore the role of higher education in making the students
employable. This study will also help universities to identify skill sets that will best serve the
future labour market and align programmes to meet those needs.
The aim of this study is to review- the existing research findings, studies and practices of
employability skills and explore these eight aspects related to employability: Definitions of
employability, employability skills and employer needs, expectations of employers and
university students, matching employer needs, the nature of employability, and, international
perspective on employability and employability as key performance Indicator.

- 25 -
AEG ESDIII 2016

ROLE OF TECHNOLOGY IN TAKING INDIAN BANKING & FINANCIAL TO

GREATER HEIGHTS

Dr. Narinder Kumar Bhasin

Professor – ASIBAS , Amity University , Noida
Dr. Anupama R
Professor ABS, Amity University, Noida

Electronic Banking and Payment System has become an important practice among commercial
banks in India and worldwide. It is recognised worldwide that an efficient payment system is
enabler of economic activity and technology has played an important role in the evolution of new
age payment systems. The introduction of this electronic banking has improve banking
efficiency in rendering services to customer, it was in line with this that study aim at examine the
impact of electronic banking system. The design of payment system has important implications
for the conduct of monetary policy, the soundness of financial firms and the functioning of
economy as a whole. Technology has helped in improving the efficiency of the financial system
and is being viewed as an excellent tool for providing a fairly exhaustive range of electronic
products and extending banking facilities to the vast multitude of population. From cash to
contactless payments to mobiles money in order to bring in transparency and efficiency in the
Payment system, it is journey every government in the world undertakes

This paper traces The changing role of technology from supporting business to a major driver in
Indian Banking and Financial system for creating a sustainable differential advantage due to
rising customer`s expectation. The combined power of these three drivers of industry change –
technology, customers and regulation – is increased by the fact that they are often closely
interwoven . Technological change has creates new categories in Indian Financial Markets of
customer utility, which in turn has fuel further technological investment and will take India
Banking and Financial System to greater heights to international standards.

MICROFINANCE – LEADING TO SUSTAINABLE ECONOMIC GROWTH

(A STUDY WITH RESPECT TO INDIAN ECONOMY)

Dr. Priyanka Gupta

(B.com (H), M.com, A.C.A)

Microfinance is the provision of financial services to low-income, poor and very poor self
employed people. (Otero, 2000)
The concept of micro financing is not new in India. Earlier there were money-lenders who used
to provide ready credit to farmers and now there are organized formal institutions like
NABARD, SIDBI, Grameen Banks, Regional Rural Banks (RRBs), Co-operatives, Micro
financial Institutions (MFIs) and various Self Help Groups (SHG) which provide micro financing
services.
Few years back micro financing was viewed only as a source of providing rural credit to farmers,
cottage industries and small scale industries who could not afford the high interest rates of
nationalized banks and required very small ticket loans.

- 26 -
 ABS ESDIII 2016

However, with the advent of the era of “Make in India” and “Start up India” the role of micro
financing is evolving as a medium to provide cheap and easy credit to young entrepreneurs.
The diversification of the clientele of microfinance calls for some radical changes to be made in
terms of its network, operations and regulations and introduction of innovative products to suit
the requirements of changing times and to make micro financing a prominent tool which can
help Indian economy attain a sustainable growth.
The paper begins with the introduction of the conceptual framework of microfinance in India, its
growth and types of services offered in the present scenario, followed by structure of
Microfinance Institutions (MFIs) in India.
A detailed analysis of the role played by these MFIs and their services in the economic
development of Indian economy will be done. The need for sustainable economic growth,
challenges faced and the innovative measures to attain the same will be discussed.
Also, the role of NABARD as a facilitator of microfinance will be looked into.
Lastly, the paper focuses on various suggestions to improve the conditions of MFIs and the need
for a regulatory body to develop and guide MFIs will be highlighted.
The aim of this paper is to focus on the importance of microfinance as a new tool to stimulate
Indian economy to attain sustainable economic growth in the era of skill development and
capacity building.

INNOVATING ONLINE PRACTICES FOR ENHANCING HOSPITALITY

CONSUMERISM

Dr Kirti Dutta
Professor of Marketing and Dean
G L Bajaj Institute of Management and Research, Greater Noida

Impacting consumers for positive purchase behaviour is the dream come true for all marketers.
However this dream is becoming more distant amid increasing use of promotion strategies by all
companies and the consumer being highly selective in the choice of the media they consume.
Innovative practices are required by marketers to reach to the consumers. One of the fastest
growing sectors in the Indian economy is the Hospitality industry. The huge population base of
India along with the high number of foreign tourists visiting India makes it high on food
consumption. The current paper aims to look at the practices that companies can adopt to reach
out to the customers. It will explore the use of internet marketing by companies and how they are
leveraging the social media for impacting consumer behaviour.

ATHLEISURE: RIDING THE HEALTHY LIFESTYLE WAVE

Dr. Swati Singh,
Associate Professor - Marketing
Bharatiya Vidya Bhavan's Usha & Lakshmi Mittal Institute of Management, Delhi

Over the last couple of years, a new trend that has taken the apparel and accessory market by
storm is - Athleisure. A fusion of two ends of the spectrum, athletics and leisure, the trend

- 27 -
AEG ESDIII 2016

successfully balances form with functionality and comfort with 'chik'. The Athlesiure market
worth $97 billion worldwide comprises of wide array of players ranging from Lululemon,
Yogasmoga to traditional sportswear giants Nike, Puma & Addidas as well as luxury marketers
like Louis Vouitton, H&M, Gap & Dior. Changing lifestyles across the globe that stress on
looking good at the same time being comfortable have fuelled the trend worldwide, at the same
time cultural shifts in workplace dressing brought about by new companies particularly the
startups also made sneakers and sweat pants the ideal office-wear. The trend is so ubiquitous that
the word 'Atheisure' will be included in the year 2016's update of the Merriam - Webster
dictionary. According to New York Times, Athleisure will be defined as 'casual clothing
designed to be worn both for exercising and general use". This case attempts to study the
emergence and growth of 'Athleisure' as a category as well as the strategies of various players to
ride this trend.

STRESS, HIGHER EDUCATION, & COPING STRATEGIES: A REVIEW

Sheetal Harjai
Research Scholar

Dr. Anita Gupta

Professor - Faculty of Management Studies
Manav Rachna International University Faridabad

This article seemed to be supportive that graduate students have more stress in their lives while
completing school than undergraduates. Graduate student seem to have more life changes that
are occurring while they are in school. Stress cannot be prevented, but there seem to be some
interventions available that undergraduate and graduate students can acquire to help them relieve
some of the stress they may be experiencing. This literature review was helping to show the
interventions that can be used to help reduce the stress level.

LEADERSHIP: THE TRANSITIONAL ELEMENT IN ORGANIZATIONAL

Mr . Ashok Kumar Asthana

Assistant Professor, New Delhi Institute of Management, Delhi
Dr. Bhawna Bhatnagar
Associate Professor, New Delhi Institute of Management, Delhi

The globalization has converted the world into a small global village; a village in which there is
an ever high stream of contentions and competitions between organizations. In this scenario the
most effective and beneficial maneuver for any organization is to create innovative ways in
conducting business. The demand and the expectations of consumers are not only very high
towards companies but also changeful so is better for companies to not only meet the current
demands of consumers, but also perceive the future trends and to make them prepare well before
time. For the purpose the companies and organizations need to adopt and implement the change
in their business model. Organizational change is process which is referred to the intentional
effort of a leader who takes an initiative to take the organization towards betterment This
research paper deals with the role of leadership in the phenomena of organizational change and

- 28 -
 ABS ESDIII 2016

innovation. The leader as a person in charge or as a change agent can manage an organization or
the process of organizational change more effectively and successfully if h/she is capable and
competent.

TALENT MANAGEMENT –A PARADIGM SHIFT IN

CONTEMPORARAY CORPORATE SCENARIO

Dr. Tanu Kashyap

Assistant Professor
Asian Business School, Noida

Talent Management is a set of integrated organizational HR processes designed to attract,

develop, motivate, and retain productive, engaged employees. The goal of talent management is
to create a high-performance, sustainable organization that meets its strategic and operational
goals and objectives.
WHAT’S DRIVING THE CURRENT EMPHASIS ON TALENT MANAGEMENT?
Organizations have been talking about the connection between great employees and superior
organizational performance for decades. There is a demonstrated relationship between better
talent and better business performance. Increasingly, organizations seek to quantify the return on
their investment in talent. The result is a body of “proof” that paints a compelling picture of the
impact talent has on business performance.
1. To highlight just a few: A 2007 study from the Hackett Group3 found companies that excel
at managing talent post earnings that are 15 percent higher than peers. For an average
Fortune 500 company, such an improvement in performance means hundreds of millions of
dollars.
2. A study from IBM found public companies that are more effective at talent management
had higher percentages of financial outperformers than groups of similar sized companies
with less effective talent management.
3. Similarly, a 2006 research study from Mc Bassi & Co. revealed that high scorers in five
categories of human capital management (leadership practices, employee engagement,
knowledge accountability, workforce organization, and learning capacity) posted higher
stock market returns and better safety records—two common business goals that are top of
mind for today’s senior leadership.
Talent Management is a critical process that ensures organizations have the quantity and
quality of people in place to meet their current and future business priorities. The process
covers all key aspects of an employee’s “life cycle:” selection, development, succession and
performance management.
Key components of a highly effective talent management process include: A clear understanding
of the organization’s current and future business strategies. Identification of the key gaps
between the talent in place and the talent required to drive business success. A sound talent
management plan designed to close the talent gaps. It should also be integrated with strategic and
business plans. The company should have accurate hiring and promotion decisions. Connection
of individual and team goals to corporate goals, and providing clear expectations and feedback to
manage performance. Development of talent to enhance performance in current positions as well
as readiness for transition to the next level. A focus not just on the talent strategy itself, but the

- 29 -
AEG ESDIII 2016

elements required for successful execution. Business impact and workforce effectiveness
measurement during and after implementation in a media and entertainment company.

WOMEN EMPOWERMENT THROUGH SKILL DEVELOPMENT

TRAINING

Dr. Niti Sinha

Professor and HoD
IMS Law College, Noida.

The aim of skill development, particularly in case of women, is not merely to prepare them for
jobs, but also to improve the performance of women workers by enhancing the quality of work in
which they are engaged. The NSDC has identified a few of the major challenges, which need to
be addressed for building a conducive ecosystem, of skill development for the women
workforce. The large number of women who need to be trained since currently only 2% of the
female workforce is formally trained, inadequacies in the quality and relevance of TVET
(technical and vocational employment training in India), inadequate Infrastructure, acute
shortage of trained women workers, poor quality of training, lack of mechanisms to judge and
certify quality, inequity in access to TVET for women, low level of education of potential
women trainees that limits training of women in the formal sector, lack of recognition of prior
learning of potential women trainees , relatively high opportunity cost of learning involved for
training women. The major challenges are few in number but represent a complexity of issues
involved. Further we need to have developed HRD and training policy from a gender
perspective, with an understanding of local customs and traditions.
Expansion of training institutes mainly in the remote regions of the country and to build basic
gender specific infrastructure, making ITIs more accessible, particularly for women. private
sector should also be responsible for skill development in the country by encouraging their
contribution in curriculum development, provision of training and internships, and in assessment
and the certification of training programmes. Employment opportunities to trainees should be
provided after the completion of training to assure sustainable livelihood options. By this
research paper we will analyze the actual women empowerment in our country. How skill
development is important for economic growth of country. Through this paper doctrinal and
empirical research will be done by observation and survey method. Facts will be discussed
and at last final suggestion and conclusion will be presented.

ORGANISATIONAL CHALLENGES REGARDING SKILL

DEVELOPMENT

Anil Verma
Assistant Professor
Asian Business School, Noida

Today, youth across the world face serious challenges regarding skills and jobs, challenges
fundamentally different from those their parents faced. In the globalized economy, competition
has become intensified among firms and industries in developing and developed countries alike,

- 30 -
 ABS ESDIII 2016

requiring their workers to have higher levels of skills to enable them to engage in innovation,
improve the quality of products / services, and increase efficiency in their production processes
or even to the point of improving the whole value chain process. Rapid technological change
demands a greater intensity of knowledge and skills in producing, applying and diffusing
technologies. In turn, all these have changed the nature, contents, and types of skills that industry
demands. As a result, most countries recently moved to reform their education systems, to
upgrade the skills of their workforces.

The challenges are greater for developing countries like India, which have long suffered from a
shortage of skilled labor. But today, developing-country firms and producers have become
increasingly involved in the global value chains, requiring them to meet global standards of
quality and efficiency. This, in turn, requires higher levels of skills in the workforce. Moreover,
many countries today need more skilled workers to compete in attracting Foreign Direct
Investment (FDI), as it is a viable strategy for bringing advanced technologies to their domestic
industries, expanding their foreign trade, and thereby boosting industrial and economic
development. The availability of, and even the stock of, skilled workforce in a country is a key
determinant for multinational firms considering investments.

Today, youth in developing countries who are seeking work face great difficulty. First, in the
globalized era, competition has intensified among firms and industries, requiring them to
improve the efficiency and quality of their products and services. This forces them to hire fewer,
but more skilled, workers. Thus, the entry requirements for youth seeking work have become
higher and tougher. Second, the global economic crises and other trends have led firms and
industries to engage in massive restructuring, resulting in fewer new job openings and growing
unemployment, particularly among youth. Globally, some 200 million people are unemployed,
including 75 million under age 25 (World Bank 2012). Third, technological change, particularly
the development of information and communication technology (ICT), is occurring at
unprecedented speed, requiring workers to have more, and more complex, cognitive skills than
ever. Moreover, the global economy is increasingly becoming “knowledge-based”, demanding a
higher intensity of knowledge and skills to do one’s job. Fourth, global labor markets are
becoming increasingly casualized and flexible. Firms are adopting more flexible employment
practices. An increased proportion of workers, especially new to the labor market, now work as
casual labor, without job security and stable career prospects. Finally, because more people are
migrating across national borders seeking work, youth from developing countries are
increasingly exposed to global labor markets, competing even with workers outside their own
countries who offer more knowledge, skills, qualifications, or competencies, or for lower wages.

At the same time, the skill development systems in most developing countries are poorly
equipped to meet these challenges and prepare youth with the work skills they need. Skill
development is the most difficult sub-sector to organize and manage in the education sector,
because it cuts across organizational boundaries, caters to diverse clients, and involves multiple
delivery mechanisms, and its market characteristics keep changing (Asian Development Bank
2008). Moreover, efforts at skill development must often meet multiple objectives: help reduce
poverty, provide a second chance for dropouts, and serve as a reservoir to keep youth with little
academic interest out of the streets and away from social problems. These multiple objectives
make it difficult for governments to shape coherent and focused strategies and actions.

- 31 -
AEG ESDIII 2016

Thus, with the exception of East Asian countries, notably South Korea and Singapore, many
developing countries have experienced poor performance in Technical Vocational Education and
Training (TVET) as they lack the mechanisms and funding to implement the programs needed to
reflect industry’s changing demands back into the types and contents of training. Moreover,
TVET is delivered through various channels for diverse groups of people with diverse socio-
economic backgrounds, aspirations, age, and academic abilities, across various vocational trades.
It often suffers from a lack of coordination among the various ministries, public agencies, and
educational institutions involved, resulting in duplicated efforts and gaps without effective
outcomes. Indeed, TVET has often been characterized as inefficient, irrelevant, and slow to
respond to the changing skills demands of the labor markets, and costly because of its higher unit
costs.

Therefore, the relevance of publicly provided TVET has been debated for more than two
decades. Since the 1990s, donors have turned away from TVET toward basic education (Asian
Development Bank 2008). Still, skill development is an urgent and important challenge for
developing countries, in particular for countries with large youth population such as India.

SKILL DEVELOPMENT WORKSHOP/ SEMINAR: DEVELOPING ANALYTICAL

SKILLS

Dhiraj Upadhyaya
Asian Business School, Noida

Make in India has initiated development of Skills. One Skill whose needs get created once data
gets generated from various sources and decisions have to be taken based on them is Analytical.
Analytical skills the ability to visualize, articulate, conceptualize or solve both complex and
uncomplicated problems by making decisions that are sensible given the available information.
Earlier this skill was developed after experience. Today’s analysis can be done with the help of
data. Conversion of data into useful information is the skill which helps in functioning of
organizations. This paper will discuss some of the simple and practical tools and techniques to
develop this skill.

SKILL DEVELOPMENT

Kavita Khurana
Assistant Professor, Asian business School, Noida

Skill development is the intended output of education and training efforts and it should be an
enabler for growth. Skill development can be defined as:
1. To improve productivity in the workplace and the competitiveness of our businesses
2. To improve the quality of life of workers, their prospects of work and their mobility.
It can also be defined as:
a) Proficiency, facility or dexterity that is acquired/developed through training or
experience.
b) A developed talent or ability.

- 32 -
 ABS ESDIII 2016

National Skill Development Corporation is one of its kind Public-Private partnership in

India, under the Ministry of skill development and entrepreneurship. It aims to promote skill
development by catalyzing creation of large, quality, for profit vocational institutions.
Infusion of foreign skill providers and their ways and means to establish skills would provide
a fresh perspective to the Indian skill segment. However, the initiatives by foreign skill
development providers over the last few years have met with limited success. Accordingly, a
report was commissioned by UKIERI to provide a perspective to foreign skill development
companies by identifying potential opportunities and best practices in the skill development
domain in India. The report is used by foreign skill development entities wanting to evaluate
India as a potential destination to set up operations in.
Some of the key success factors for foreign skill development operators include:
•Establish partnerships and linkages to attain local intelligence and enable government
schemes
•Selecting the appropriate location will enable the foreign skill development provider to
mobilise students or domestic skilling companies and form the right alliances with the Indian
industry
•Offer courses in industries where the foreign company has a niche and there is skill gap in
India
•Offer a diversified service portfolio and reduce dependence on student fees
•Evaluate government schemes and incentives to reduce financial stress

However, there are a lot of gaps that need to fill by initiatives customized to Indian landscape.
These need to be conceptualized and implemented at the ground level.

DEVELOPMENT OF ENTREPRENEURIAL SKILLS: ROLE OF COGNITIVE AND

NON COGNITIVE FACTORS

Neeti Saxena
Assistant Professor, Asian Business School, Noida

Entrepreneurship is the creation of new combinations (Schumpeter, 1934) and an entrepreneur‘s

intentions to start a business and the decisions that occur before startup shape the subsequent
goals, strategies, and structures of the new venture (Bird, 1988). What is of great interest is to
understand why some ventures are started and others are not, and why some start -ups are
successful and others end in failure (Aldrich et al., 1989; Chrisman, 1999; Reynolds & Miller,
1992). Lot depends on the entrepreneur.

The broad stream of research in the area of Entrepreneurship, according to Stevenson and Jarillo
(1990, p. 18), can be divided into three main categories. What happen when entrepreneurs act;
when entrepreneurs act; and how they act? In the first stream, the interest is in what impact
entrepreneurship has on the economy and is generally the view taken by economists (Casson,
1982; Kirzner, 1973, 1979; Schumpeter, 1934). The second view is the
psychological/sociological approach favored by McClelland (1961), Collins and Moore (1964)
and others. This stream attempts to focus on the ―why of entrepreneurship and the drivers

- 33 -
AEG ESDIII 2016

behind entrepreneurial behavior. The third view is an examination of how entrepreneurs act and
the actions they take to fulfill their entrepreneurial desires.

I sought to add to this literature, particularly with regard to the second approach. This empirical
study will tend to list the personal or psychological characteristics of a CEO – owner and the
cognitive and non-cognitive factors which affect the development of the varied Entrepreneurial
skills that are required by the Entrepreneur to develop a sustainable organization.

Growth of institutions in India is exponential. Owing to population explosion, universities are

bringing out a large number of graduates in all faculties. It is the social responsibility of
universities to provide alternate career opportunities for their graduates. It is necessary to
continuously redevelop students’ attitudes, intentions, skills and competencies for an
entrepreneurial career and build up a database of prospective entrepreneurs. My findings
would be useful in the light of the coaching and training of entrepreneurs focusing for
the right blend of exposure to develop both cognitive and non-cognitive factors leading to the
perfect development of Entrepreneurial skills.

SKILL SCENARIO FOR THE FINANCIAL SERVICE SECTOR

Sameer Kathuria
Assistant Professor, Asian Business School, Noida

“Today the world focuses on trade in goods but in future the core issue will be how to get skilled
people. We need to work in this direction” – Prime Minister of India, Shri Narendra Modi, July
2014.

The shortage of appropriately skilled labour across many industries is emerging as a significant
and complex challenge to India's growth and future. What we have today is a growing skills gap.
The accelerated economic growth has increased the demand for skilled manpower that has
highlighted the shortage of skilled manpower in the country. The lacks of available applicants,
shortage of hard skills and shortage of suitable employability, including soft skills, are some of
the key reasons in finding a suitable candidate for available jobs in the country.
The financial services make up a high-skill sector well above the standards of other industries.
Banking & Financial system of the country plays a substantial role in promoting the long term
growth of the economy. The major segments of the Industry are Banking, Insurance and Mutual
Funds. Acknowledging the formidable scale of challenge in the financial service sector there is a
need to analyze the skills requirement and the skills gap in the various segments. The study is to
show various challenges that are faced in imparting quality skill training to the youth of the
country. The government has a critical role to play in managing the sector in the medium-term
and is currently formulating its response to the crisis. The government’s response will shape not
only the structure of the sector and its competitiveness, but ultimately will impact upon levels of
employment and the types of skills that will be required. The final phase involves the suggestion
to build a long-term strategy for skills and competences which is able to reduce the risks of such
a crisis happening again.

- 34 -
 ABS ESDIII 2016

E-PAYMENT SYSTEM-TECHNOLOGY EMERGED WITH PAYMENT

SYSTEM
Shilpa Narula
Assistant Professor, Asian Business School, Noida

E-commerce provides the capability of buying and selling products, information and services on
the Internet and other online environments. In an e-commerce environment, payments take the
form of money exchange in an electronic form, and are therefore called Electronic Payment. E-
Payment system is secure there should be no threat to the user credit card number, smart card or
other personal detail, payment can be carried out without involvement of third party, It makes E
payment at any time through the internet directly to the transfer settlement and form E-business
environment-Payment system is an integral part of electronic commerce. An efficient payments
system reduces the cost of exchanging goods and services, and is indispensable to the
functioning of the interbank, money, and capital markets. Questions will be related to E-Payment
system in which given options are Agree, Disagree, Strongly disagree, strongly agree, Neutral.
There are number of factors which affect the usage of e-commerce payment systems. Among
these entire user base is most important success of e-commerce payment systems also depends
on consumer preferences, ease of use, cost, industry agreement, authorization, security,
authentication, non-refutability, accessibility and reliability and anonymity and public policy.

STRATEGIC ROLE OF SKILL DEVELOPMENT IN LEVERAGING

EMPLOYEE ENGAGEMENT
FOR COMPETITIVE ADVANTAGE IN PUBLIC SECTOR BANKS
A STUDY ON CANARA BANK
Supriya Srivastava
Assistant Professor, Asian Business School, Noida

An engaged workforce who possesses the necessary skills, knowledge and expertise is crucial for
any organization that aspires to achieve high levels of business success.
Employee Engagement is arguably the most critical metric for organizations in the twenty first
century and a key measure that reflects organizational performance. In the current competitive
business environment, learning and development has never mattered more as a cause to keep
employees engaged and maintain that competitive dominance. The Indian banking industry has
been continuously going through a process of transformation since the nineties and has become
more competitive than ever. Private and Public Sector Banks are competing to outperform
each other and in view of that, banks now have to play a proactive role in equipping their
employees, to meet challenges. Organizations that thrive rely on the consistent performance of
their people. Skill development therefore is of paramount importance ,as in banks it will
strengthen the organization and along with helping to realize objectives, vision and dreams,
foster and hone talent, thus helping people to harness its positive effects and better their
performance . Efficiently undertaken it can show the way to competitive advantage by providing
the means to drive, inspire and leverage engagement like never before, compelling employees to
visualize the connection between where they are now and where they expect to get to and
convince them to see how training is going to bridge this gap.

- 35 -
AEG ESDIII 2016

This paper analyzes the skill development practices in Canara Bank and explores the proposed
link between skill development and employee engagement.

INNOVATIONS IN CORPORATE TRAINING AND DEVELOPMENT

FOR BRIDGING THE SKILL GAP

Veenu Arora
Research Scholar, Mewar University

As organizations strive to compete in the global economy, differentiation on the basis of the
skills, knowledge, and motivation of their workforce takes on increasing importance. But in both
developed and developing countries, skill gaps are constraining companies’ ability to grow,
innovate, deliver products and services on time and meet environmental requirements in
countries where they operate. A skills gap is defined as “a significant gap between an
organization’s skill needs and the current capabilities of its workforce. It’s the point at which the
organization can no longer grow or remain competitive because they don’t have the right skills to
help drive business results and support the organization’s strategies and goals.” Bridging skill
gaps directly impacts improved productivity, employment, and enterprise creation. Training and
development is always an important and integral part in furthering many kinds of human learning
and development. According to a recent industry report by the American Society for Training
and Development (ASTD), U.S. organizations alone spend more than $126 billion annually on
employee training and development .This article is reviewing the role of innovations in training
and development in bridging these skill gaps. It is equipping employers to translate that
information and knowledge into practice with a view to enhancing organization effectiveness and
productivity, and the quality of a management of people. Thus, in order for organizations to
achieve optimum returns from their investment, there is imperative need to effectively manage
training and development need analysis to bridge the skill gaps and use innovative tools to
develop strategic capabilities of the workforce.

SKILL DEVELOPMENT IN INDIA: A LEARNER’S PERSPECTIVE

Vipul Mehta
Asst. Prof, Asian Business School, Noida

National Skill Development Mission was launched by Hon’ble Prime Minister Narendra Modi in
July 2015 with the mission to create convergence across sectors and states in terms of skills
training activities in India. This was in congruence with the already existing National Policy of
Skill Development instituted in the year 2009. A significant investment on infrastructure and
design has been made by the government and its partner agencies since then. However, to what
extent is the benefit reaching the ‘learner’ or the person who is getting the training is still a
question. In spite of having a significant number of manpower in 15-59 years age group we have
still not been able to fully capitalize on this resource that we have. Some of the most common
challenges in this matter stem from the fact that 38% of the workforce is not even literate, 25%
are having below primary or up-to primary level of education and remaining 36% has an
education level of middle and higher level whereas only 10% of the workforce is vocationally
trained (with 2% formal and 8% informal training). This study provides a learner’s perspective to
the matter of skills development to identify their needs be able to cater them better. In order to

- 36 -
 ABS ESDIII 2016

make the Skill Development Mission successful, various measures need to be taken to account
for what the learner wants as much as what the industry needs.

DEVELOPING A FRAMEWORK FOR MEASURING THE

EFFECTIVENESS OF INNOVATIVE MEASURES DEPLOYED IN THE
PROCESS OF IMPARTING MANAGEMENT EDUCATION SO AS TO
BRIDGE THE SKILL GAP BETWEEN DEMAND AND SUPPLY IN THE
INDIAN CONTEXT
Sanjive Saxena
Faculty, Jagan Institute of Management Studies, Rohini New Delhi
Natasha Narang
Faculty, Jagan Institute of Management Studies, Rohini, New Delhi
Rahul Kapoor
Faculty, Asian Business School, Noida

India is in the throes of transformation and the evidence of this transformation is aptly
demonstrated by our dynamic Prime Minister, Shri. Narendra Modi. In fact, with the launch of
several innovative, inventive and inspiring schemes such as Make in India, Skill India and the
like, has forced academia to have a thorough look at the various aspects of our educational
system, both in terms of teaching pedagogy and the contents delivered in a particular course or
stream which the student is undergoing. In other words, the focus has now shifted to
development of skills which will benefit the students in future rather than pursuing the rhetorical
aspect of the course. This paper is an attempt to determine the effectiveness of innovative
measures (which are the core drivers of developing the necessary skill set) implemented in the
management education program. For, the management education program is viewed as the
gateway wherein the student is required to take the decision whether to go in for
entrepreneurship or to move to the corporate world. No matter which route the student
undertakes, both require well developed skills so as to make a successful career. The design of
the paper follows a structured approach, starting with basics, gradually moving to the
development of the framework which will measure the effectiveness of innovative measures and
finally culminating with the assessment of the measures and their success in bridging the gap
between the requirements and demand of the skill India campaign launched by our Prime
Minister.

TRENDS IN CINEMATIC WORKFLOW- A QUALITATIVE STUDY ON

SKILLS AND EMPLOYABILITY IN INDIAN FILM INDUSTRY
Malvika Sagar
Assistant Professor, Asian Business School, Noida

Skills and knowledge are the two important factors for the sustainable growth and development
of any country. In last 69 years after its independence, India is growing immensely and is now
been considered as a knowledge based country. It is all because there is an availability of

- 37 -
AEG ESDIII 2016

talented, flexible, and qualified human resource. With the increased influence of globalization on
economy, there has been seen a huge investment in film sector also. Indian Film industry is a
vast industry that comprise of multiple segments (e.g. Feature, documentary, short films etc.)
broadly which requires a lot of diversified manpower. Apposite policies for skill development
have absorbed a dominant place in the development of economy. There have been severe
limitations when applied to the media and creative industry. The structure of the Indian Cinema
industry is comprised of a few large and many small firms which keep the industry’s economy
balanced. Overall employment in this sector has improved, but this is the result of different
trends within the group. The research paper is an attempt of exploratory research, based on the
secondary data sourced from journals, magazines, articles and media reports. Looking into
requirements of the objectives of the study the research design employed for the study is of
descriptive type. Keeping in view of the set objectives, this research design was adopted to have
greater accuracy and in depth analysis of the research study. Available secondary data was
extensively used for the study. The investigator procures the required data through secondary
survey method. Different news articles, Books and Web were used which were enumerated and
recorded.

This study focuses on the following objectives:

 To assess the demand for workforce across different segment of film industry
 To understand the key drivers of the growth for the segment and the corresponding
change in demand for the workforce over time.
 To compare the demand for workforce with the supply of aspirants – and comment on
any quantitative skill gaps that require attention.
 To identify qualitative skill gaps and other areas of improvement – in order to help to
develop a more trained and better skilled workforce overtime.

ARCHITECTING WINNING ORGANIZATIONS THROUGH

COMPETITIVE PILLARS
K P Kanchana
Assistant Professor, IMS, Noida
"I believe the real difference between success and failure in a corporation can be very often
traced to the question of how well the organization brings out the great energies and talents of its
people."— Thomas J. Watson, Jr.
Every organization today is working in the turbulence of uncertainty and competition. They are
striving hard to sustain their presence, grow and become a leader. But in this realm of uncertainty
and turbulence there are certain organizations which have shown their mark with better control
on their functions and operations and turn their operations into their competitive advantage. It’s a
move that has been created by the leading organizations. Competitions have turned them into
developing from a Matrix to a Maverick Organization. Organizations want, total dedication of
employees, a concept “you take care of the organization, organization will take care of you”, a so
called concept of “Spiritual Organization” where loyalty, dedication, hard work and ethics are
given value. Competing in a global market it is required to be more flexible, faster-moving and
faster-learning than before.

- 38 -
 ABS ESDIII 2016

Organization should have constant focus on the opportunities present in the market and what
they can do to add value to it. If the demand and expectations of the people are recognized well
and in advance, organization can move ahead in architecting a winning organization. By taking
care of human resources’ need (all in terms of tangible and intangible) organization develops
transformational leaders to handle the threats of competitors effectively and efficiently. A
leading organization has constant hunger for change and be a pioneer of initiatives. This requires
a Global Leadership with a Global Mindset. Jack Welch stated in 2002, "The Jack Welch of the
future cannot be me. I spent my entire career in the United States. The next head of General
Electric will be someone who spent time in Bombay, in Hong Kong, in Buenos Aires. We have
to send our best and brightest overseas and make sure they have the training that will allow them
to be the global leaders who will make GE flourish in the future."
To win it requires a change. There are four characteristics of a Winning organization:
1) Strong Leadership: Effective leadership brings a shared sense of purpose and a belief that
the team will win.
2) Individual Accountability: Every individual should have individual goal which have clear
Contribution in the development of the organization.
3) Effective Risk Management: Effective risk management by creating a culture where risks
are openly discussed and mitigated.
4) Human resources reinforcement: Empowered and satisfied man power brings charisma to
the organization.
"If you pick the right people and give them the opportunity to spread their wings—and put
compensation as a carrier behind it—you almost don't have to manage them." - - Jack
Welch

Architecting a winning organization requires transformation, but it has to be smooth and without
disturbing the loyalty of their precious employees.

A STUDY FOCUSING TO BRIDGE AN EXISTING GAP BETWEEN THE

CURRENT & REQUIRED SKILLS OF OUR MANPOWER THROUGH
EDUCATION

Rahul Kapoor
Assistant Professor, Asian Business School, Noida

India under the new leadership aims at narrowing down the yawning gap that exists between the
current and required skill sets of our human resources. India today is grappling with alarming
rate of unemployment and one of the reasons to this challenge can be attributed to the lack of
required skills in our output. The new government under the stewardship of Mr. Narendra Modi
has taken an all important initiative of skilling India and believes that the education that we
impart has a big role to play here. The education system and its torchbearers have an onerous
responsibility to ensure that our citizens are educated and trained to meet the demands of their
employment. The same can be done right from the primary level education to the professional
training and education that we offer. The educationists have this responsibility to see that
curriculum designing and its delivery has to be modeled on the basis of job requirements.

- 39 -
AEG ESDIII 2016

Various corrective measures should be taken to bridge the gap between existing and required
skills and also to improve the implementation of skill development initiatives.

BEST PRACTICES IN TALENT MANAGEMENT AND THEIR IMPACT

ON EMPLOYEE ENGAGEMENT AND EMPLOYEE RETENTION

Shraddha Awasthi
Assistant Professor, Amity Business School, Amity University Gurgaon

Dr. Sunil Kumar

Associate Professor,

One of the primary management tools in the 21st century human assets management is Talent
Management. This paper includes the studies related to strategies and practices of talent
management and their impact on employee engagement and as well as effectiveness of its
execution. The paper also aims at the integrating research on talent management with employee
attitudinal outcomes and organizational effectiveness. It will play a distinctive role in
conceptualizing talent management activities and their impacts on employee work engagement,
turnover avoidance, and value addition. The research is based on a thorough literature review
focusing on concept of talent management, employee work engagement, turnover avoidance, and
value addition. The literature review was conducted cautiously by studying research articles
published in renowned journals. Talent management and related variables were thoroughly
discussed in the research. After reading many research articles and book chapters, we
accomplished the process of canvassing and synthesizing the core practices that colligates into
talent management. This process led to restructuring the conceptual ideas discussed in the
research. The paper also conceptualizes talent management and its effectiveness for
organizations in the present competitive business environments. The study reveals that talent
management has positive and significant influence on employee attitudinal outcomes and
organizational effectiveness e.g. employee work engagement, turnover avoidance, and value
addition. The researchers conclude that organizations, which are enthusiastic for gaining
competitive advantage over their business rivals, need to manage their talent in vigilant and
effective ways. This paper substantiates that the previous research on talent management helps in
understanding the concept and its enhancement.

IMPACT OF MARKETING INNOVATION ON CONSUMER

BEHAVIOUR

Archana Upadhyay
Research Scholar
Banaras Hindu University

Consumer behavior is the study of individuals, groups, or organizations and the processes they
use to select, secure, and dispose of products, services, experiences, or ideas to satisfy needs and
the impacts that these processes have on the consumer and society. It blends elements from
psychology, sociology, social anthropology and economics. It attempts to understand the buyer

- 40 -
 ABS ESDIII 2016

decision making process, both individually and in groups. It studies characteristics of individual
consumers such as demographics and behavioral variables in an attempt to understand people's
wants. It also tries to assess influences on the consumer from groups such as family, friends,
reference groups, and society in general.
This study analyses consumer behavior and the interaction between consumers and businesses in
the Innovative environment. As the today’s issue is that how consumers get benefited from the
innovative environment and whether and how they change their purchasing behavior according
to the technological advancements. A number of barriers to e-commerce and a more integrated
Indian market are identified and specific policy recommendations are provided.

INNOVATIVE APPROACHES FOR PROMOTING

ENTREPRENEURSHIP

Barkha Gupta
Librarian, Department of Technical Education, Gautam Budh Nagar

Entrepreneurship is all about your belief in your abilities. It not only gives you an opportunity to
fulfill your dreams, but also a chance to provide employment to many other deserving people.
The Start-up India Action plan launched by Prime Minister Mr. Narendra Modi, on 16 January
have kindled the spirit of adventure among the countries youth, they can now go ahead with their
dream ventures taking advantage of the friendly ecosystem, easy registrations, liberal finance,
tax benefits and simplified regulatory system. The diversity of business activity they adopt will
boost economic growth, and trigger creation of thousands of new jobs.

While the prospective young entrepreneurs looked towards the government for ease of
doing business government has launched various innovative approachesfor promoting
entrepreneurship which has ended an era of doubt and fear for the young entrepreneur, which
included self-certification-based compliance system, no inspection for three years, cheaper
patents, offer of public procurements, start-up fests and special schemes for women. In the
present situation the picture is almost clear that an entrepreneur should have something new to
offer by way of product and service and this effort should involve technology or intellectual
property, confirming there by the spirit and achievement of innovation of the young
entrepreneur.

This paper draws together knowledge from variety of fields to propose that innovation can be
viewed as a form of organizational capabilities, from which they execute effective innovation, to
review the three major strands of entrepreneurship development, training interventions for pre-
starters, start-ups and existing entrepreneur.Thus, would conclude that there cannot be any
unique approach formula for developing entrepreneurs it has to be tailored, to suit the target
group, thus the approach should be flexible to accommodate the necessary changes in order to
enhance the entrepreneurship in the present situation.

- 41 -
AEG ESDIII 2016

A STUDY ON FACTORS BEHIND SUSTAINABILITY OF A RETAIL

STORE LOCATION- BASED ON BOTH PRODUCERS AND CONSUMERS
POINT OF VIEW” - A REVIEW

Dr. Debasis Ray

Head Of The Department Management Studies, Institute Of Leadership, Entrepreneurship And
Development

Business environment is going more complex as times are passing out, so to cope with the
changing situation it is very crucial for the retailer to have a match with pre-launch expectation
and post-launch actual view. To attain long run sustainability, positioning a retail store always
plays a crucial role as pre and post launch environment. In this regards we surveyed 100 people
associated with retail stores and 200 store hoppers especially from Budge Budge area with the
viewpoint of Reliance fresh Retail Outlet. I have divided total study into two parts one on the
basis of retailer’s choice of site and another contributes to a deeper understanding of influencing
factors towards customers’ decision making process to purchase from retail stores specially
Reliance Fresh in Budge Budge area as well as organizational prospect (location). Several factors
have been taken to analyze the both areas. The major findings of the study indicated that,
independent factors associated with dependent variable and are strongly associated with each
other. It analyses the relationship between several independent variables such as availability,
brand image, freshness and marketing mix factors (price, quality (Product) , convenience (place),
promotion) and consumer behavior (selection of a product as dependent variable) in the retail
market. The result shows most contributing factors to consumers about selection of a store as
well as retailer point of view about selection of a store location as being focal point for both
areas.

ISSUES AND CHALLENGES OF WOMEN EMPOWERMENT IN INDIA

Habiba Abbasi
Faculty of Commerce and Management Studies
Amity University Haryana

Empowerment of women has been a major concern of the 21st century. Even today in our daily
life we see how women are targeted and become victim by various social evils. India is the
second most populated country in the world having 49% of female population. But if we
compare the position of Indian women with other countries having lesser female population it is
worst. The reason being Indian females have to face various types of barriers in the society.
Empowerment of women is essentially the process of upliftment of economic, social and
political status of women, the traditionally underprivileged ones, in the society. It is the process
of guarding them against all forms of violence. The present paper attempts to study the status of
Women Empowerment in India and highlights the Issues and Challenges faced by them.

- 42 -
 ABS ESDIII 2016

COINTEGRATION, VOLATILITIES AND SPILLOVER EFFECTS

BETWEEN
DEVELOPED AND DEVELOPING MARKET ECONOMIES

Maroof Ahmad
Research Scholar, Aligarh Muslim University Aligarh and Asst professor Asian Business School

Dr Ritu Sharma
Asst. Professor, New Delhi Institute of Management

The present study is conductedto establish the existence of volatility spillover effects between
stock indices of selected developed and developing markets. We use CGARCH(1,1) model to
distinguish between the transitoryand permanent conditional variance, and in turn we could
simultaneously examine the time trends of changes in volatility and spillover effects between
developed and growing economies. Our data sample covers a period from January 1992 to
December 2014 and is further broken down into two subsamples from January 1992 to January
2008, before financial crisis, and from January 2008 to December 2014, after financial crisis.
Evidence of volatility spillover moves in a uni-directional way from the developed to the
developing markets is found when examining the whole period. In our full sample, we conclude
spillover from the USA to China, as well as from France and Germany to Russia. Although,
when we break our data into the subsamples, volatility before the crisis exhibits a flow from the
developing market of India to the USA. Our subsample after the crisis determines volatility
spillover from all developed markets to India.johansen cointegration test followed by granger
causality test confirmed the causality between India, China and USA markets.

INDUSTRY ACADEMIA SKILL GAP (2014-17): CORPORATE SOCIAL

RESPONSIBLITY

Nilima Thakur
Research Scholar ,Mewar University

In higher education and technical institutions across the globe; Teaching, Research and
Developments constitutes a chain of corporate social responsibility to fill the industry academia
skill gap. This is our sustainable responsibility to enhance this chain of global man power
solution through three major components of our Management Education System i.e : Teaching,
Research and Extension. Each and every component is so linked and integrated with each other
that lack of one, leads to illogical impractical and irrelevant result. Naturally we all inherit a
commitment towards an organizational culture to contribute economic development to enrich or
strengthen the existing culture of community or society at large, which is more coherent with the
short and long term objectives of the CSR. When no culture exists, we try to develop a particular
culture required to fulfill the set objectives and the ultimate goals of the CSR. In the context of
the teaching-learning environment, what sort of research culture should prevail in the institution
to develop the social economy has been studied in details. The present study is a modest attempt
to find out how one can possibly inject a research culture in an academic institution for
enhancing and sustaining the talents and trade in the form of quality business graduates for

- 43 -
AEG ESDIII 2016

global business solution. Effective and efficient research driven teaching by intellectual capitals
and active participation of students in such research & consultancy endeavor’s of institutions will
overcome the skill gap and further lead to economic development.

CRITICAL STEPS FOR ENTREPRENEURS TO BRING INNOVATIONS

TO THE MARKET PLACE

Prachi Sharma
Junior Consultant, FDDI

Entrepreneurship is an important factor in determining the economic growth of any nation. The
micro, small & medium enterprises have continued to play an important role in the Indian
economy.It is also a field of scientific enquiry which has drawn attention and momentum in the
last few decades.As we are crossing an era of entrepreneurship, historically it can be traced back
from the development of human civilization & therefore can be connected to history
too.Originally, theories of entrepreneurship were centered around male entrepreneurs and limited
to only a few communities which claimed themselves to be the business communities. However,
it was felt that in order to climb the ladder of development, it is necessary to create new
entrepreneurs & accordingly, institution efforts were made to inculcate the spirit of
entrepreneurship among new communities.

This sector helps in generating cost effective employment and address the problem of poverty
through well dispersed economic growth. As a significant factor contributing to economic
development, the entrepreneurial potential must be tapped properly to improve the industrial
base in any economy. Industrially developed countries could reach the status of being developed
only because of a sufficient entrepreneurial base created. The Indian entrepreneurs has the
resilient strength in many areas for boosting exports like handlooms , handicrafts , leather &
leather products , footwear, garments including hosiery, hardware – steel brasses , aluminum.
These industries,over the years generally have recorded higher growth rate than the other sectors
as a whole indicative of physical targets & achievements in respect of production, employment
and exports.

There have been continues efforts to increase and promote entrepreneurship in Indiawith
increased role of ecology , economic development, MNC’s (multinational corporations),
involvement of government , NGO’s(non-governmental organizations) , microcredit programs
and economic development. Innovation in small companies has always been an emergent aspect
of the literature which till date has been explored from the perspective of customers but not from
entrepreneurship management. Understanding of management perceptions aboutpromotion is
essential, given the impact of the entrepreneurial personality on products and services, the need
to create sustainable value, the emphasis of differentiation, and nurturing the generation of
growth. This paper seeks to enhance the understanding of approaches for promoting
entrepreneurs from a management perspective.

- 44 -
 ABS ESDIII 2016

FINANCIAL INCLUSION AND WOMEN EMPOWERMENT IN INDIA

Pratibha Maurya
Research Scholar, Banaras Hindu University

Archana Upadhyay
Research Scholar, Banaras Hindu University

Women account for half of human population but there is discrimination in status in terms of
birth, education, health, employment rights and remuneration. Over the past decade, women
empowerment is a matter of great decade in India. Women empowerment is the process of
creating an environment where women can take their own decision for their benefits. Financial
soundness and financial literacy of a female is one of the major indicators influencing the
decision of women. This paper argues about the role of financial inclusion towards women
empowerment in India. The objectives of this paper therefore, are to (i) examine the goal and
policies adopted by government under the scheme of financial inclusion, (ii) To discuss the
weightage of government policies and various schemes contributing in financial inclusion and
(iii) To assess the contribution of all these policies and schemes for promoting financial literacy
and women empowerment in India.

TEACHER’S BEHAVIOUR TOWARDS MUTUAL FUNDS INVESTMENT – AN

EMPIRICAL STUDY

Dr. Rekha Dhingra

Assistant Professor, Amity University

Rahul Dhingra
Senior Manager, Mynd Solution

Mutual fund emerged in Netherlands in 18th century and brings in India by Unit Trust of India
in1960s. The initiation of Mutual Funds changed the way the world invested their money.
Mutual Funds investment gave an opportunity to the common man to anticipate high returns
from their investments when compared to other traditional sources of investment. This study is
based on teachers of business school. The main focus of the study is to understand the awareness,
perception, and preferences of teachers regarding mutual fund investment. By adopting judgment
sampling for 100 Faculty members of different institute and cadre; data is analyzed through
Mean Rank and Cross tabulation. The present results outline that teachers are not so much aware
about mutual fund investment. Furthermore the teachers prefer PF/Pension plan as compare to
Mutual Fund Investment. Since the mutual fund industry provides an option of diversified
investment structure with varying degree of risk, it was supposed to be the most profitable
market for teachers. It was believed that it would surely tap the savings of common teacher.
However in practice it failed to become a primary choice for investment to Indian teacher.

- 45 -
AEG ESDIII 2016

WORK LIFE BALANCE OF WOMEN- AN ANALYTICAL STUDY

SAKSHI MADAAN
Research Scholar, Jiwaji University

The social and economic pressures of inflation led the Indian women to jump into the so-called
man’s world, not only at managerial positions but at all levels in different sector. They call it ‘the
need of the hour’. Today's career women are constantly challenged by the demands of full-time
work and are added with more of the responsibilities and commitments at home. Productivity
and success at the workplace is a result of being continuously challenged by employers demand
and pressure. With due course of time and also due to social and economic conditions in the
country has led to a great variety of conflict between working condition and family life in India.
Women report that their lives are a juggling act that includes multiple responsibilities at work,
tight schedules, business tours, and handling the daily practice or household tasks of life at home.
For women to have a good quality of life, achieving work life balance has become a pre-
requisite. This paper is an attempt to explore the relationship between work life balance and
turnover among women in manufacturing industry. The various factors that lead to work-life
balance among women in manufacturing industries have also been examined in this study. The
tool used for the study is the Descriptive and inference statistics were carried out using SPSS
17.00 .The statistical tools like mean , standard deviation , Correlation , Regression Factor
Analysis and Tests of Hypothesis was used for the analysis purpose and it was found that the
problems faced by the working women of Delhi NCR in terms of work-life balance are quite
high. The results also indicate that there is a negative relationship between work-life balance and
employee turnover in manufacturing industry.

CONSUMER RESISTANCE TO INNOVATION: MARKETING

PROBLEMS AND SOLUTIONS

Siddharth Batra
B.TECH, MBA Marketing

Despite company efforts to adopt consumer-oriented innovation development processes focused

on delivering added value to the consumer, most commercial companies are faced with high
rates of innovation failures. This paper seeks to explain why customers resist innovations, when
otherwise these are considered necessary and desirable in order to have competitive edge over
their competitors and survive in the market.
The reason to study and understand consumer resistance to innovations lies in the fact that most
business organizations are faced with a very high rate of new product failures at early
introduction stage of product life cycle and only very small fraction of these innovative ideas are
successful in tapping the market effectively.
We have seen in the past the customers were reluctant in adopting internet banking because of
the risks and security concerns associated with it and initially resisted to accept this innovation.

- 46 -
 ABS ESDIII 2016

One of the major causes for market failure is the resistance they encounter form the consumers to
new innovations and new product developments.
Yet, very little research has been done on this subject as mostly the studies are focused on
successful innovations and there rate of diffusion into the marketplace.
Through this paper will seek to identify the major barriers which lead to customer resistance to
innovations and effective marketing strategies to overcome these barriers.

BEST PRACTICES IN TALENT MANAGEMENT AND THEIR IMPACT

ON EMPLOYEE ENGAGEMENT AND EMPLOYEE RETENTION

Shraddha Awasthi
Assistant Professor, Amity University Gurgaon

Dr. Sunil Kumar

Programme Coordinator, Amity University Gurgaon

One of the primary management tools in the 21st century human assets management is Talent
Management. This paper includes the studiesrelated to strategies and practices of talent
management and their impact on employee engagement and as well as effectiveness of its
execution. The paper also aims at the integrating research on talent management with employee
attitudinal outcomes and organizational effectiveness. It will play a distinctive role in
conceptualizing talent management activities and their impacts on employee work engagement,
turnover avoidance, and value addition. The research is based on a thorough literature review
focusing on concept of talent management, employee work engagement, turnover avoidance, and
value addition. The literature review was conducted cautiouslyby studying research articles
published in renowned journals. Talent management and related variables were thoroughly
discussed in the research. After readingfifty-five research articles and book chapters, we
accomplished the process of canvassing and synthesizing the core practices that colligates into
talent management. This process led to restructuring the conceptual ideas discussed in
theresearch. The paper also conceptualizes talent management and its effectiveness for
organizations in the present competitive business environments. The study reveals that talent
management has positive and significant influence on employee attitudinal outcomes and
organizational effectiveness e.g. employee work engagement, turnover avoidance, and value
addition. The researchers conclude that organizations, which are enthusiastic for gaining
competitive advantage over their business rivals, need to manage their talent in vigilant and
effective ways. This paper substantiates that the previous research on talent management helps in
understanding the concept and its enhancement.

SKILL DEVELOPMENT IN INDIA: PROBLEMS AND PROSPECTS

Vineet Prakash
Assistant Professor, Dayal Singh Evening College, University of Delhi

Paucity of skilled workers is a major roadblock in India becoming a global economic

powerhouse. This lack is instantly obvious when we compare the workmanship of our craftsmen
and their commitment to work with their compatriots in a city like say New York or London. Be

- 47 -
AEG ESDIII 2016

it a plumber or electrician or any other trade, the difference in the quality of work and the
attitude towards work is distinctly visible. The researcher remember a friend once telling him
that if a plumber installs a faucet here (London) there would not be any complaint for 5 years but
the same would not be the case in India. We can often hear people lamenting about ‘Politics’ as
being the mother of all problems. Fortunately for us, ‘Politics’ also provides solutions to
problems. This paper is an attempt to look at the problem of inadequacy of skilled workers in
India from a political perspective. It analyses the situation to identify the factors which
contribute to the problem of scarcity of skilled workers and what role politics has to play in this.
Thereafter, it looks at the possibilities of finding solutions to the problems which have hampered
the emergence of a base of skilled workers in our country.

GLASS CEILING IN RETAIL INDUSTRY

A STUDY ON PANTALOON AND BIG BAZAR: DELHI – NCR

Rahul Raj Victor

PGDM (2015-17) , Asian Business School, Noida

Kavita Bharti & Himashi

PGDM (2016-18), Asian Business School, Noida

A "glass ceiling" refers to that invisible barrier beyond which minorities, in particular women in
middle level management, never rise. Silent, yet unbreakable, this barrier is one of the root
causes why the percentage of women occupying top-level management is much lesser than men.
There are a handful of women who have breached this barrier like Indra Nooyi, Simone Tata and
Kiran Mazumdar-Shaw. Inclusion into the workforce is an important parameter when measuring
the advancement of women. "Talking and walking are two different things when it comes to
giving equal opportunities to women as given to men in Indian Retail Industry. The Indian retail
industry has emerged as one of the most dynamic and fast-paced industries due to the entry of
several new players. It accounts for over 10 per cent of the country’s Gross Domestic Product
(GDP) and around 8 per cent of the employment. India is the world’s fifth-largest global
destination in the retail space. The forces (socio-cultural, legal, personal, and organizational) that
affect a woman·s rise to the upper echelons of an institution are for the most part,
universal. Theoretically, every woman is capable of reaching the top of her organization. What
sets women such as Indra Nooyi and Chanda Kochchar apart from the rest of the similarly
talented women are: a high level of sustained self confidence and emotional quotient, persistence
and patience, the right mentors at various stages of their career. The research revealed that one
of the most common things that a women employee is questioned in her job interview is about
her ‘Job scenario post wedding’.
Often, women with technical competencies in line functions such as manufacturing, R&D and
operation send up in staff functions. Experience in line or operational functions, during
one·smid-career are often an unwritten prerequisite to getting into the C-suite.
The under-representation of women in India’s Retail Industry has been a chronic problem.
Women employees are the preferred choice in certain product categories like food and grocery,
cosmetics, kids’ products, jewelry, home décor and apparels.
This paper examines the gender gap; issues and challenges for women workforce in Indian
Retails Industry.
*****

- 48 -