A STUDY ON SELECTION

CRITERIA OF B-SCHOOLS for

PGDM program AMONGST
STUDENTS of mumbai
 OBJECTIVES

 1. To determine the various criteria for selection of PGDM program of B-

schools by students perspective.

 2. To understand the importance of these factors from the parents

perspective.
 RESEARCH METHODOLOGY

 Research design provides the glue that holds the research project together. A design is
used to structure the research show how all of the major part of the research project – the
sample or groups, measures, treatments or programme and methods of assignments- work
together to try to address the central research questions.

Sources of Data:
 Primary Sources

The data required for the study has been collected from
 Questionnaire
 Secondary sources
 Internet sites
 Books
 LITERATURE REVIEW

 The first crucial question to address is to define a "student." Although students

are consumers and products of education, a survey conducted by Delucchi
and Korgen (2002) for sociology undergraduates, with a 41-item questionnaire,
confirmed that students believe that "higher education operates as a
consumer-driven marketplace."
 Should we treat students as customers? If students are treated as customers,
are we compromising on the broad, overall benefits (good citizenship,
professionalism, ethical values, life skills, etc.) of B-school education, with
immediate, short-term student goals of lucrative employment? Carlson and
Fleisher (2002) opine, "This treating of the student body as customers has
lessened the rigor of the curricula and teaching methods." In a student-
customer orientation, it is difficult to define the "product," it could be education,
but this is a slippery construct even for educators, let alone for students (Clayson
and Haley, 2005).
 Levitt (2009) studied marketing success through differentiation and
suggested that to make a product or a service unique, certain elements
must be added to differentiate it from the products or a service of a
competitor. This influences to choose your product or a service over the
others.
 Nargundkar et al (2009) they studied on the conceptual model of branding
of B Schools from an Indian Perspective. The proposed conceptual model is
stage one in the process of understanding what goes into building a B-
school brand. Stage two tests the proposed conceptual model of brand-
building. The proposed model is holistic, considering the role of important
stakeholders such as students, faculty and corporate. This conceptual
model will help B-school management to understand the role and
importance of branding B-schools. It will provide an insight into the various
parameters on which a B-school brand has to be built.
 Espeland and Sauder (2007) suggest that public rankings are a form of 'social
statistic' that is designed to control institutions by making them more transparent
to outsiders. The sheer act of creating such a measure conveys power in this
regard because of the belief that winners are better than losers, and contests
are a form of impartial testing (Rao, 1994). On one level, public rankings serve to
enhance the reputations of the business schools rated by providing large-scale
collective recognition in the organizational field (Rindova 2005). On another
level, they enhance the power of the external critic who now has access to
once private information to make a set of broad and complex evaluations.
 According to Kant (1992), the undergraduate programs are the more important
as they are the foundations of graduate programs due to their strong
philosophical approach. Such approaches will, by nature, be broad in
accordance with writings of the ancient Greeks, with Plato as a frontrunner.
Aristotle's Lyceum continued this tradition as universities were engaged in
empirical research. Based on such reasoning, it should be possible for
undergraduate programs to supply graduate programs with vital academic
input.
 Cfore Outlook (2006) survey used the same methodology which means it took the same
parameters for rating of Business schools. The maximum weightage was given to
placements (21%) and Intellectual capital(23%).The marks were allotted to a B school
against a particular sub parameter by normalizing against the topper for that parameter.
The satisfaction survey of recruiters was conducted online at site indiabschools.com. 685
of them participated and 12% weightage was given to it. The top three business schools
included names like IIM Ahmedabad ,IIM Bangalore and IIM Calcutta.
 Rao (2000) Management Education must develop in the students’ skill that would enable
them to take the decisions on the basis of limited information in situations marked by
uncertainties, relate their studies to the need of society and seek to inculcate value-
based learning and ethics by laying conceptual foundations that could be applied in any
situation. They must be applicable to any situation in which someone takes decisions that
will help to achieve the objectives of the organization.
DATA ANALYSIS
THANK YOU
A STUDY ON JOB
SATISFACTION IN MEDIA
INDUSTRY
 OBJECTIVES

1. To understand the Job satisfaction in the media industry

2. To take feedback from employees on existing system.
 RESEARCH METHODOLOGY

Research Design:
 Exploratory Research

Sources of Data:
 Primary Sources
The data required for the study has been collected from
 Questionnaire
 Secondary sources
 Internet sites
 Books

Sampling Technique
 Convenience sampling

Sample size
 30

Sample Area
 Vasai (BSNL) Office.
 LITERATURE REVIEW

 Work by Korsten (2003) and Jones et al (2006). According to Korsten (2003)

and Jones et al (2006) Human Resource Management theories emphasize
on techniques of recruitment and selection and outline the benefits of
interviews, assessment and psychometric examinations as employee
selection process. They further stated that recruitment process may be
internal or external or may also be conducted online. Typically, this process
is based on the levels of recruitment policies, job postings and details,
advertising, job application and interview process, assessment, decision
making, formal selection and training (Korsten 2003).
 Jones et al (2006) suggested that examples of recruitment policies in the healthcare,
business or industrial sector may offer insights into the processes involved in establishing
recruitment policies and defining managerial objectives.
 Work by Alan Price (2007):- Price (2007) in his work Human Resource Management in a
Business Context, formally defines recruitment and selection as the process of retrieving
and attracting able applications for the purpose of employment. He states that the
process of recruitment is not a simple selection process while it needs management
decision making and broad planning in order to appoint the most appropriate
manpower. The re existing competition among business enterprises for recruiting the most
potential workers in on the pathway towards creating innovations, with management
decision making and employees attempting to hire only the best applicants who would
be the best fit for the corporate culture and ethics specific to the company (price 2007).
 Work by Hiltrop (1996)
 Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM – organizational strategies as well as organizational performance. He
conducted his research on HR Manager and company officials of 319 companies in
Europe regarding HR practices and policies of their respective companies and discovered
that employment security, training and development programs, recruitment and
selection, teamwork, employee participation, and lastly personal planning are the most
essential practices (Hiltrop 1999)
 Work by Silzer et al (2010)
 However, the process of recruitment does not cease with application of candidates and
selection of appropriate candidates, but involves sustaining and retaining the employees
that are selected, as stated by Silzer et al (2010)
 Jovanovic 2012 – Found that through the recruitment process, you can identify the best
candidate among all the candidates.

 Costello 2012 – When an organization does the analysis of their future need they actually
make a plan of hiring and firing employees and give rewards to the productive
employees to retain them.
 Sriwongwanna 2009 – It would be no lie If we say that outsourcing human resource
functions such as recruitment and selection is a new trend and it is affecting future human
resource strategy in a very positive way.

 Cullen and Farrely, 2005 – “Attracting and recruiting the best employees is critical to
success in all sectors and to all types of organizations, regardless of size”
THANK YOU