際際滷shows by User: kntrip76 / http://www.slideshare.net/images/logo.gif 際際滷shows by User: kntrip76 / Tue, 25 May 2021 12:02:22 GMT 際際滷Share feed for 際際滷shows by User: kntrip76 Interrelationship between emotional intelligence, organizational commitment, and employees performance: an empirical study of textiles manufacturing supply chain workforce /kntrip76/interrelationship-between-emotional-intelligence-organizational-commitment-and-employees-performance-an-empirical-study-of-textiles-manufacturing-supply-chain-workforce c2305011621-210525120222
Emotional intelligence is the efficiency with which one knows and manages one's emotions, understands the emotions of others, and maintains good relationships with others. Emotional intelligence is also defined as a set of abilities owned by someone involved in managing emotions. Organizational commitment is an emotional engagement that measures the emotional attachment, identification, and involvement of an employee in an organization. The objective of the study is to examine the impact of emotional intelligence on organizational commitment and employees performance working in supply chain department in the textiles manufacturing companies in India. The researcher had followed Descriptive design methodology for the research study. 200 questionnaires were randomly sent to respondents working in supply chain department of major textile companies in Indian, out of which 145 respondents had completed the survey the questionnaire, the same had been used for the analysis. Regression analysis was used to analyze the collected data. The study found a significant relationship between employees emotional intelligence, organizational commitment, and performance. The coefficient of determination between EI and the commitment of the organization was 56.30%. Emotional intelligence accounted for 34.6% of employee performance volatility. ]]>
Emotional intelligence is the efficiency with which one knows and manages one's emotions, understands the emotions of others, and maintains good relationships with others. Emotional intelligence is also defined as a set of abilities owned by someone involved in managing emotions. Organizational commitment is an emotional engagement that measures the emotional attachment, identification, and involvement of an employee in an organization. The objective of the study is to examine the impact of emotional intelligence on organizational commitment and employees performance working in supply chain department in the textiles manufacturing companies in India. The researcher had followed Descriptive design methodology for the research study. 200 questionnaires were randomly sent to respondents working in supply chain department of major textile companies in Indian, out of which 145 respondents had completed the survey the questionnaire, the same had been used for the analysis. Regression analysis was used to analyze the collected data. The study found a significant relationship between employees emotional intelligence, organizational commitment, and performance. The coefficient of determination between EI and the commitment of the organization was 56.30%. Emotional intelligence accounted for 34.6% of employee performance volatility. ]]> Tue, 25 May 2021 12:02:22 GMT /kntrip76/interrelationship-between-emotional-intelligence-organizational-commitment-and-employees-performance-an-empirical-study-of-textiles-manufacturing-supply-chain-workforce kntrip76@slideshare.net(kntrip76) Interrelationship between emotional intelligence, organizational commitment, and employees performance: an empirical study of textiles manufacturing supply chain workforce kntrip76 Emotional intelligence is the efficiency with which one knows and manages one's emotions, understands the emotions of others, and maintains good relationships with others. Emotional intelligence is also defined as a set of abilities owned by someone involved in managing emotions. Organizational commitment is an emotional engagement that measures the emotional attachment, identification, and involvement of an employee in an organization. The objective of the study is to examine the impact of emotional intelligence on organizational commitment and employees performance working in supply chain department in the textiles manufacturing companies in India. The researcher had followed Descriptive design methodology for the research study. 200 questionnaires were randomly sent to respondents working in supply chain department of major textile companies in Indian, out of which 145 respondents had completed the survey the questionnaire, the same had been used for the analysis. Regression analysis was used to analyze the collected data. The study found a significant relationship between employees emotional intelligence, organizational commitment, and performance. The coefficient of determination between EI and the commitment of the organization was 56.30%. Emotional intelligence accounted for 34.6% of employee performance volatility. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/c2305011621-210525120222-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Emotional intelligence is the efficiency with which one knows and manages one&#39;s emotions, understands the emotions of others, and maintains good relationships with others. Emotional intelligence is also defined as a set of abilities owned by someone involved in managing emotions. Organizational commitment is an emotional engagement that measures the emotional attachment, identification, and involvement of an employee in an organization. The objective of the study is to examine the impact of emotional intelligence on organizational commitment and employees performance working in supply chain department in the textiles manufacturing companies in India. The researcher had followed Descriptive design methodology for the research study. 200 questionnaires were randomly sent to respondents working in supply chain department of major textile companies in Indian, out of which 145 respondents had completed the survey the questionnaire, the same had been used for the analysis. Regression analysis was used to analyze the collected data. The study found a significant relationship between employees emotional intelligence, organizational commitment, and performance. The coefficient of determination between EI and the commitment of the organization was 56.30%. Emotional intelligence accounted for 34.6% of employee performance volatility.
Interrelationship between emotional intelligence, organizational commitment, and employees performance: an empirical study of textiles manufacturing supply chain workforce from Dr. Krishnanand Tripathi
]]> 28 0 https://cdn.slidesharecdn.com/ss_thumbnails/c2305011621-210525120222-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Interpersonal relationship /slideshow/interpersonal-relationship-232124963/232124963 interpersonalrelationship-200416165252
Elaine describes graphology is 'brainwriting' - the handwriting comes directly from the writer in a uniquely personal and individual way, irrespective of how the person has been taught to write: an expert graphologist understands the styles of the different countries and languages and makes allowances for 'taught' influences. Also largely irrelevant to the actual analysis is the content of the written text.]]>
Elaine describes graphology is 'brainwriting' - the handwriting comes directly from the writer in a uniquely personal and individual way, irrespective of how the person has been taught to write: an expert graphologist understands the styles of the different countries and languages and makes allowances for 'taught' influences. Also largely irrelevant to the actual analysis is the content of the written text.]]> Thu, 16 Apr 2020 16:52:52 GMT /slideshow/interpersonal-relationship-232124963/232124963 kntrip76@slideshare.net(kntrip76) Interpersonal relationship kntrip76 Elaine describes graphology is 'brainwriting' - the handwriting comes directly from the writer in a uniquely personal and individual way, irrespective of how the person has been taught to write: an expert graphologist understands the styles of the different countries and languages and makes allowances for 'taught' influences. Also largely irrelevant to the actual analysis is the content of the written text. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/interpersonalrelationship-200416165252-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Elaine describes graphology is &#39;brainwriting&#39; - the handwriting comes directly from the writer in a uniquely personal and individual way, irrespective of how the person has been taught to write: an expert graphologist understands the styles of the different countries and languages and makes allowances for &#39;taught&#39; influences. Also largely irrelevant to the actual analysis is the content of the written text.
Interpersonal relationship from Dr. Krishnanand Tripathi
]]> 67 0 https://cdn.slidesharecdn.com/ss_thumbnails/interpersonalrelationship-200416165252-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Paradim Shift in Behavior (PSB) /slideshow/paradim-shift-in-behavior-psb/133210774 paradimshiftinbehaviour-190225122202
We are not actually in charge of life, yet behave as if we are the masters of our own destiny. The realization of this fact is quite a hard one. The ridiculousness of our pomposity and presumption can only result in anger or humor.]]>
We are not actually in charge of life, yet behave as if we are the masters of our own destiny. The realization of this fact is quite a hard one. The ridiculousness of our pomposity and presumption can only result in anger or humor.]]> Mon, 25 Feb 2019 12:22:02 GMT /slideshow/paradim-shift-in-behavior-psb/133210774 kntrip76@slideshare.net(kntrip76) Paradim Shift in Behavior (PSB) kntrip76 We are not actually in charge of life, yet behave as if we are the masters of our own destiny. The realization of this fact is quite a hard one. The ridiculousness of our pomposity and presumption can only result in anger or humor. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/paradimshiftinbehaviour-190225122202-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> We are not actually in charge of life, yet behave as if we are the masters of our own destiny. The realization of this fact is quite a hard one. The ridiculousness of our pomposity and presumption can only result in anger or humor.
Paradim Shift in Behavior (PSB) from Dr. Krishnanand Tripathi
]]> 73 3 https://cdn.slidesharecdn.com/ss_thumbnails/paradimshiftinbehaviour-190225122202-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 PERFORMANCE POTENTIAL MATRIX /slideshow/performance-potential-matrix/131932167 nineboxkt-190215153402
Very vital input/tool to assess the potential and performance of employees.]]>
Very vital input/tool to assess the potential and performance of employees.]]> Fri, 15 Feb 2019 15:34:01 GMT /slideshow/performance-potential-matrix/131932167 kntrip76@slideshare.net(kntrip76) PERFORMANCE POTENTIAL MATRIX kntrip76 Very vital input/tool to assess the potential and performance of employees. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/nineboxkt-190215153402-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Very vital input/tool to assess the potential and performance of employees.
PERFORMANCE POTENTIAL MATRIX from Dr. Krishnanand Tripathi
]]> 348 1 https://cdn.slidesharecdn.com/ss_thumbnails/nineboxkt-190215153402-thumbnail.jpg?width=120&height=120&fit=bounds presentation Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Locus of Controls Harmonization Effect on Organizational Role Stress and Managerial Effectiveness /slideshow/locus-of-controls-harmonization-effect-on-organizational-role-stress-and-managerial-effectiveness/85707484 ktjournals-180104073403
Do you think that the events in your life - getting hired or getting fired, falling in or out of love, moving from one city to another - are due to your actions or some outside power? How you answer predicts your job satisfaction, stress levels, and how high up you're likely to climb in an organization. Psychologists call it your locus of control. Here's my latest research paper on Locus of Controls Harmonization Effect on Organizational Role Stress and Managerial Effectiveness. This study is based on a sample of 75 managers working with private organizations belonging to the pharmaceutical, energy and textile sectors. The main objective of the study was to analyze the consequences of the Organizational Role Stress and its impact on management efficiency and the role of Locus of control in balancing in between organizational stress and management efficiency. Looking forwards for your comments and feed backs on it..]]>
Do you think that the events in your life - getting hired or getting fired, falling in or out of love, moving from one city to another - are due to your actions or some outside power? How you answer predicts your job satisfaction, stress levels, and how high up you're likely to climb in an organization. Psychologists call it your locus of control. Here's my latest research paper on Locus of Controls Harmonization Effect on Organizational Role Stress and Managerial Effectiveness. This study is based on a sample of 75 managers working with private organizations belonging to the pharmaceutical, energy and textile sectors. The main objective of the study was to analyze the consequences of the Organizational Role Stress and its impact on management efficiency and the role of Locus of control in balancing in between organizational stress and management efficiency. Looking forwards for your comments and feed backs on it..]]> Thu, 04 Jan 2018 07:34:03 GMT /slideshow/locus-of-controls-harmonization-effect-on-organizational-role-stress-and-managerial-effectiveness/85707484 kntrip76@slideshare.net(kntrip76) Locus of Controls Harmonization Effect on Organizational Role Stress and Managerial Effectiveness kntrip76 Do you think that the events in your life - getting hired or getting fired, falling in or out of love, moving from one city to another - are due to your actions or some outside power? How you answer predicts your job satisfaction, stress levels, and how high up you're likely to climb in an organization. Psychologists call it your locus of control. Here's my latest research paper on Locus of Controls Harmonization Effect on Organizational Role Stress and Managerial Effectiveness. This study is based on a sample of 75 managers working with private organizations belonging to the pharmaceutical, energy and textile sectors. The main objective of the study was to analyze the consequences of the Organizational Role Stress and its impact on management efficiency and the role of Locus of control in balancing in between organizational stress and management efficiency. Looking forwards for your comments and feed backs on it.. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/ktjournals-180104073403-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Do you think that the events in your life - getting hired or getting fired, falling in or out of love, moving from one city to another - are due to your actions or some outside power? How you answer predicts your job satisfaction, stress levels, and how high up you&#39;re likely to climb in an organization. Psychologists call it your locus of control. Here&#39;s my latest research paper on Locus of Controls Harmonization Effect on Organizational Role Stress and Managerial Effectiveness. This study is based on a sample of 75 managers working with private organizations belonging to the pharmaceutical, energy and textile sectors. The main objective of the study was to analyze the consequences of the Organizational Role Stress and its impact on management efficiency and the role of Locus of control in balancing in between organizational stress and management efficiency. Looking forwards for your comments and feed backs on it..
Locus of Controls Harmonization Effect on Organizational Role Stress and Managerial Effectiveness from Dr. Krishnanand Tripathi
]]> 129 3 https://cdn.slidesharecdn.com/ss_thumbnails/ktjournals-180104073403-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 EMPLOYEE PARTICIPATION - AN INTEGRAL PART OF ORGANISATIONAL COMMITMENT /slideshow/employee-participation-an-integral-part-of-organisational-commitment/82260323 6353-16141-1-sm-171118072647
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations. Organizations which delegate the authority to employees perform well as compared to those who dont. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study. ]]>
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations. Organizations which delegate the authority to employees perform well as compared to those who dont. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study. ]]> Sat, 18 Nov 2017 07:26:47 GMT /slideshow/employee-participation-an-integral-part-of-organisational-commitment/82260323 kntrip76@slideshare.net(kntrip76) EMPLOYEE PARTICIPATION - AN INTEGRAL PART OF ORGANISATIONAL COMMITMENT kntrip76 This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations. Organizations which delegate the authority to employees perform well as compared to those who dont. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/6353-16141-1-sm-171118072647-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations. Organizations which delegate the authority to employees perform well as compared to those who dont. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
EMPLOYEE PARTICIPATION - AN INTEGRAL PART OF ORGANISATIONAL COMMITMENT from Dr. Krishnanand Tripathi
]]> 153 3 https://cdn.slidesharecdn.com/ss_thumbnails/6353-16141-1-sm-171118072647-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 IMPACT OF EMPLOYEE TRAINING AND MONETARY REWARDS ON CUSTOMER SATISFACTION /slideshow/impact-of-employee-training-and-monetary-rewards-on-customer-satisfaction/82260248 6325-16116-1-sm-171118072352
Results have indicated that employee training and employee incentive have had not a significant effect on customer satisfaction. Trainings no doubt provide opportunities to employees to enhance their competencies but many times it has been found that the companies have imparted adequate training to their employees but because of low job satisfaction and lack of motivation they do not engage with their customers and not able to satisfy them. There is no doubt that training is vital input for better customers service but as we have seen it is not the only variable for customers satisfaction. Financial incentives to employees did not lead to customer satisfaction. If the employee is not sufficiently qualified & competent enough in both technically as well as emotionally to respond and meet customers' requirements easily as a result, it leads poor customer satisfaction. ]]>
Results have indicated that employee training and employee incentive have had not a significant effect on customer satisfaction. Trainings no doubt provide opportunities to employees to enhance their competencies but many times it has been found that the companies have imparted adequate training to their employees but because of low job satisfaction and lack of motivation they do not engage with their customers and not able to satisfy them. There is no doubt that training is vital input for better customers service but as we have seen it is not the only variable for customers satisfaction. Financial incentives to employees did not lead to customer satisfaction. If the employee is not sufficiently qualified & competent enough in both technically as well as emotionally to respond and meet customers' requirements easily as a result, it leads poor customer satisfaction. ]]> Sat, 18 Nov 2017 07:23:52 GMT /slideshow/impact-of-employee-training-and-monetary-rewards-on-customer-satisfaction/82260248 kntrip76@slideshare.net(kntrip76) IMPACT OF EMPLOYEE TRAINING AND MONETARY REWARDS ON CUSTOMER SATISFACTION kntrip76 Results have indicated that employee training and employee incentive have had not a significant effect on customer satisfaction. Trainings no doubt provide opportunities to employees to enhance their competencies but many times it has been found that the companies have imparted adequate training to their employees but because of low job satisfaction and lack of motivation they do not engage with their customers and not able to satisfy them. There is no doubt that training is vital input for better customers service but as we have seen it is not the only variable for customers satisfaction. Financial incentives to employees did not lead to customer satisfaction. If the employee is not sufficiently qualified & competent enough in both technically as well as emotionally to respond and meet customers' requirements easily as a result, it leads poor customer satisfaction. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/6325-16116-1-sm-171118072352-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> Results have indicated that employee training and employee incentive have had not a significant effect on customer satisfaction. Trainings no doubt provide opportunities to employees to enhance their competencies but many times it has been found that the companies have imparted adequate training to their employees but because of low job satisfaction and lack of motivation they do not engage with their customers and not able to satisfy them. There is no doubt that training is vital input for better customers service but as we have seen it is not the only variable for customers satisfaction. Financial incentives to employees did not lead to customer satisfaction. If the employee is not sufficiently qualified &amp; competent enough in both technically as well as emotionally to respond and meet customers&#39; requirements easily as a result, it leads poor customer satisfaction.
IMPACT OF EMPLOYEE TRAINING AND MONETARY REWARDS ON CUSTOMER SATISFACTION from Dr. Krishnanand Tripathi
]]> 118 2 https://cdn.slidesharecdn.com/ss_thumbnails/6325-16116-1-sm-171118072352-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies /slideshow/synopsis-krishna-nand-tripathi/73097313 synopsiskrishnanandtripathi-170313151600
A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies.]]>
A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies.]]> Mon, 13 Mar 2017 15:16:00 GMT /slideshow/synopsis-krishna-nand-tripathi/73097313 kntrip76@slideshare.net(kntrip76) A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies kntrip76 A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/synopsiskrishnanandtripathi-170313151600-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies.
A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies from Dr. Krishnanand Tripathi
]]> 810 12 https://cdn.slidesharecdn.com/ss_thumbnails/synopsiskrishnanandtripathi-170313151600-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 Strategic Partnership of HR in success of Skilling India /slideshow/12krishna/56601445 3f8cba2b-3adf-472d-b660-24f04dc8b21f-160102091523
The Government has initiated the launch of a national Multi-Skill programme called Skill India.This programme would skill the youth with an emphasis on employability and entrepreneur skills.It will also provide training and support for traditional professions like welders, carpenters,cobblers, masons, blacksmiths, tailoring, nursing and weavers etc. We also need skilled personnel in various areas like, construction, real estate, textile, transportation, jewelry designing, gem industry, tourism, banking and various other sectors. Skill development raises the confidence, gives direction and improves productivity. Youth should be groomed towards blue collar jobs.]]>
The Government has initiated the launch of a national Multi-Skill programme called Skill India.This programme would skill the youth with an emphasis on employability and entrepreneur skills.It will also provide training and support for traditional professions like welders, carpenters,cobblers, masons, blacksmiths, tailoring, nursing and weavers etc. We also need skilled personnel in various areas like, construction, real estate, textile, transportation, jewelry designing, gem industry, tourism, banking and various other sectors. Skill development raises the confidence, gives direction and improves productivity. Youth should be groomed towards blue collar jobs.]]> Sat, 02 Jan 2016 09:15:23 GMT /slideshow/12krishna/56601445 kntrip76@slideshare.net(kntrip76) Strategic Partnership of HR in success of Skilling India kntrip76 The Government has initiated the launch of a national Multi-Skill programme called Skill India.This programme would skill the youth with an emphasis on employability and entrepreneur skills.It will also provide training and support for traditional professions like welders, carpenters,cobblers, masons, blacksmiths, tailoring, nursing and weavers etc. We also need skilled personnel in various areas like, construction, real estate, textile, transportation, jewelry designing, gem industry, tourism, banking and various other sectors. Skill development raises the confidence, gives direction and improves productivity. Youth should be groomed towards blue collar jobs. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/3f8cba2b-3adf-472d-b660-24f04dc8b21f-160102091523-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> The Government has initiated the launch of a national Multi-Skill programme called Skill India.This programme would skill the youth with an emphasis on employability and entrepreneur skills.It will also provide training and support for traditional professions like welders, carpenters,cobblers, masons, blacksmiths, tailoring, nursing and weavers etc. We also need skilled personnel in various areas like, construction, real estate, textile, transportation, jewelry designing, gem industry, tourism, banking and various other sectors. Skill development raises the confidence, gives direction and improves productivity. Youth should be groomed towards blue collar jobs.
Strategic Partnership of HR in success of Skilling India from Dr. Krishnanand Tripathi
]]> 370 5 https://cdn.slidesharecdn.com/ss_thumbnails/3f8cba2b-3adf-472d-b660-24f04dc8b21f-160102091523-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post http://activitystrea.ms/schema/1.0/posted 0 https://cdn.slidesharecdn.com/profile-photo-kntrip76-48x48.jpg?cb=1650020368 Aiming for senior to top level positions to head HR functions, Recruitment, learning and Development, Policy Formulation Implementation Administration with a people-driven organisation of repute http://www.emerson.com https://cdn.slidesharecdn.com/ss_thumbnails/c2305011621-210525120222-thumbnail.jpg?width=320&height=320&fit=bounds kntrip76/interrelationship-between-emotional-intelligence-organizational-commitment-and-employees-performance-an-empirical-study-of-textiles-manufacturing-supply-chain-workforce Interrelationship betw... https://cdn.slidesharecdn.com/ss_thumbnails/interpersonalrelationship-200416165252-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/interpersonal-relationship-232124963/232124963 Interpersonal relation... https://cdn.slidesharecdn.com/ss_thumbnails/paradimshiftinbehaviour-190225122202-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/paradim-shift-in-behavior-psb/133210774 Paradim Shift in Behav...