Publisher's Synopsis
Almost all the industrial organizations are completely concentrating on the human resource management by establishing a dedicated functional department known as Department of HRM, or HRD or HR, in which the it has been entrusted with complete responsibility of recruitment of employees, training of employees, conducting executive management development programmes, programmes on career development, maintaining methods of performance appraisal etc. All these concepts are called HRD practices.
A number of studies have been conducted on the aspects of HRD practices by a number of research scholars and professionals taking the sample of traditional organizations. But, limited studies have been conducted on the modern software organizations. This book describes a study that has been conducted with reference to the software industry of Hyderabad city, as its software industry has shown encouraging growth since 1990s.The study is undertaken based on the HRD aspects of employee training, employee learning, organizational culture, organizational innovation, career advancement and the employee performance appraisal. For these aspects fulfilment various objectives have been constituted such as studying the organizational climate towards HRD in the software industry; knowing the social, educational backgrounds, and work experiences of the employees in the software organizations; studying the learning of employees and the organizational culture and its impact on the organizations; studying the training and innovation facilities provided by the organizations; studying the career advancement process and the performance appraisal system of the software organizations and analysing the HRM perspectives in the software organizations, and recommending the appropriate methods of HRD.To fulfill these objectives, the author covered a sample 387 employees covering in 20 software companies located in Hyderabad. The data for the study have been collected from both the sources of the primary and secondary. The primary data have been gathered by distributing the structured questionnaires for the respondent employees. The secondary data have been collected from the organizations' records, annual reports, published books, unpublished research records, journals, magazines, news papers and the websites of the various organizations.
