Human Resources Practices and Their Implications
Authors:-Associate Professor Dr.P.Shabanabi, Assistant Professor Mr.S.Sarfaraz Nawaz, Assistant Professor Mr.V.Harikrishna
Abstract- Human Resource Management (HRM) is a critical function in modern organizations, playing a pivotal role in talent acquisition, workforce development, and overall business strategy. This research paper explores key HR practices such as recruitment and selection, training and development, performance management, compensation, and employee relations. These practices are analyzed for their impact on employee satisfaction, productivity, and retention, as well as their legal and ethical considerations. Recruitment and selection processes are essential for attracting qualified candidates who align with the organization’s culture and goals. Various recruitment methods, including job portals, employee referrals, and campus hiring, contribute to workforce diversity and efficiency. Training and development programs ensure that employees acquire the necessary skills and knowledge to perform their roles effectively, fostering continuous professional growth and innovation. Performance management is another crucial aspect of HRM, incorporating goal setting, employee assessments, and feedback mechanisms. Methods such as 360-degree feedback and KPI-based evaluations help organizations measure and enhance employee performance. Compensation and benefits also play a significant role in employee motivation, with fair salary structures, incentives, and flexible work arrangements improving job satisfaction and engagement. Employee relations and workplace culture contribute to organizational harmony, with open communication, conflict resolution strategies, and inclusivity driving positive work environments. Ethical HRM practices ensure compliance with labor laws and protect employee rights, reinforcing trust and corporate responsibility. Technological advancements have significantly transformed HRM, with automation, AI, and data analytics streamlining HR operations, improving decision-making, and enhancing workforce management. Companies that integrate HR technology experience increased efficiency and effectiveness in talent management. The implications of HR practices on organizational success are profound. Effective HR strategies lead to higher profitability, reduced turnover, and enhanced customer satisfaction. Businesses that invest in strategic HRM gain a competitive advantage by aligning workforce planning with business objectives, ensuring sustainable growth.
An Empirical Study on Risk and Return Analysis of Automobile Sector
Authors:-Associate Professor Dr.Mangala Yaragatti, Dr. Anil Yaragatti, Mr.M.K.Sumant
Abstract- The study titled “Risk and Return Analysis of the Automobile Industry” is an in-depth examination of the financial dynamics within the automobile sector, aimed at understanding the risk-return trade-off that investors and companies face in this volatile industry. The automobile industry is one of the largest sectors globally, with significant contributions to both economic growth and employment. However, it is also highly susceptible to various market risks such as economic downturns, technological advancements, regulatory changes, and fluctuations in consumer demand. This study is based on comparative analysis of risk and return, volatility, profitability and F-test of five automobile companies Tata Motors, Mahindra & Mahindra, Maruti Suzuki, Hyundai Motors, and Toyota Motors.,based on closing prices of five years data from 2020 to 2024.Key risk factors include fluctuations in raw material costs (especially steel and aluminum), geopolitical issues affecting global trade, and technological disruption due to advancements like electric vehicles (EVs) and autonomous driving technologies. On the return side, the industry presents opportunities, particularly for investors who can identify firms with strong market positioning, brand value, and an effective response to industry trends.
