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This book discuss the following potential trends and innovations that could shape the future of HRM: Data-Driven Decision Making: The use of data analytics and artificial intelligence in HRM is expected to continue growing. Remote Work and Hybrid Models: The COVID-19 pandemic accelerated the adoption of remote work. Skills Development and Lifelong Learning: Continuous learning and upskilling are becoming essential due to the rapid pace of technological advancements. Artificial Intelligence (AI) in Recruitment: AI can streamline and improve the recruitment process by automating tasks like resume screening, candidate sourcing, and initial interviews. Gig Economy and Contingent Workforce Management: As the gig economy expands, HRM will need to adapt to manage both traditional employees and contingent workers effectively, ensuring fairness and compliance. Diversity, Equity, and Inclusion (DEI): DEI initiatives are gaining prominence as organizations recognize the importance of creating inclusive workplaces. Employee Experience (EX): HRM is shifting towards focusing on enhancing the overall employee experience.
An historical context of the development of global outsourcing with case study analysis in four countries where the industry is large or growing. It provides policy advice from employers to policy makers on how the growth of good quality jobs can be ensured as this industry grows and matures around the world.
"Dynamics of Capacity Building for Sustainable Governance: Insights for Law & Order Administration" delves into the interplay of psychological capital and transformational leadership within government organizations responsible for law and order. Drawing from extensive quantitative analysis presented in the author's doctoral thesis, the book underscores the potential for achieving enduring solutions in governance. It demonstrates how the strategic integration of psychological capital can address the relentless demands faced by law enforcement officials, fostering resilience, hope, efficacy, and optimism. Through a nuanced examination, this work elucidates the pivotal role of these positive psychological resources in enhancing the capacity of government bodies. It reveals how cultivating a resilient mindset and fostering unwavering optimism serve as vital pillars for sustaining effective governance amidst evolving challenges. Additionally, the exploration of transformational leadership emerges as a catalyst for organizational advancement, offering a pathway for law and order agencies to embrace sustainable governance practices. By recognizing the symbiotic relationship between psychological capital and transformational leadership, leaders can empower their teams to navigate the uncertainties inherent in public service. As the imperative for change reverberates throughout the governance landscape, this book champions the transformative potential of psychological capital and transformational leadership in shaping the future of public administration.
This volume examines the intertwined concepts of stress, performance, and wellness and offers insight and strategies for providing support to individuals and organizations for effective performance optimization. The book considers new constructs in the area of organizational stress and provides a comprehensive review of wellness as well as performance aspects, offering unique perspectives and empirical findings. The book first discusses organizational constraints and summarizes the many factors within workplaces that negate effective job performance (disruptions, lack of supplies, equipment, or training, etc.). It discusses well-being interventions, giving practical examples that combine theory and practice. The moderating effect of situation-specific support is considered as is the role of family and spirituality in creating resilience in leadership and organizations in different cultural contexts. New technology, such as wearable devices and computer-based software applications, are considered, highlighting their potential to provide employers with guidance as to how they can enable their employees to self-manage their wellness and productivity. Other topics include anxiety habit loops —how they are formed, their debilitating impact, and various strategies that can break these dysfunctional habit loops and replace them with more functional and constructive habits, better leading to reduced anxiety, stronger mental well-being and resilience; measuring work-life balance and life satisfaction; the effects of perceived organizational justice and generational cohort on burnout and self-efficacy and the association between burnout and self-efficacy; and more.