Session XIII A: Panel Discussion
B-School’s Success
Quotient: Are they
equipping HR Managers of
the future with the ri...
XLRI’s Flagship Brand:
HRM
• Great Program with over 40 courses
for HR Students & Managers.
• Strong value and Charact...
XLRI Jesuit Brand Identity in
HRM
• Finding God in all Things.
• Magis – Quest for greater Excellence.
• Intrinsic Mot...
Best Practices as HRM
Process Outcomes
• HRM via Rural Exposure &
Immersion.
• HRD via Outdoor Endurance Camps.
• HRM...
HR Courses of the Future
• Human Person Centered HRM.
• Creativity and Innovation
Management in HRM.
• Systems Thinkin...
HR Courses of the Future
• Business Transformation
Management via HRM.
• Business Turnaround Management
via HRM.
• Et...
HRM Concerns
• XAT Favors Engineers – Over 90% of
HRM Students. Is this the best
population for HR Managers?
• Are we ...
HRM Research Concerns
• Is Logical Empiricism the best method
for HRM research?
• Do numbers, measures, statistics best...
Scientific Progress and Research Inquiry
Theory
Building
Stage in HR
Pre-
Paradigms in
HRM
Paradigm
Development in...
Thank You
• Questions?
• Concerns?
• Comments?
of 10

NASSCOM HR Summit 2014: B-School’s Success Quotient: Are they equipping HR Managers of the future with the right tools? - Fr. Ozzie Mascarenhas SJ, XLRI: Xavier School of Management, India

Presentation by Fr. Ozzie Mascarenhas SJ, PhD, JRD Tata Chair Professor of Business Ethics, XLRI: Xavier School of Management, Jamshedpur, Jharkhand, India at NASSCOM HR Summit 2014.
Published on: Mar 3, 2016
Published in: Leadership & Management      
Source: www.slideshare.net


Transcripts - NASSCOM HR Summit 2014: B-School’s Success Quotient: Are they equipping HR Managers of the future with the right tools? - Fr. Ozzie Mascarenhas SJ, XLRI: Xavier School of Management, India

  • 1. Session XIII A: Panel Discussion B-School’s Success Quotient: Are they equipping HR Managers of the future with the right tools? Fr. Ozzie Mascarenhas SJ, PhD JRD Tata Chair Professor of Business Ethics, XLRI: Xavier School of Management, Jamshedpur, Jharkhand, India
  • 2. XLRI’s Flagship Brand: HRM • Great Program with over 40 courses for HR Students & Managers. • Strong value and Character development content. • Strong ethical reasoning and critical thinking components in HR. • Strong international and global HRM focus. • Reinforced Assurance of Learning (AOL) in all HRM Courses.
  • 3. XLRI Jesuit Brand Identity in HRM • Finding God in all Things. • Magis – Quest for greater Excellence. • Intrinsic Motivation – Intellectual Curiosity. • AMDG: Ad Majorem Dei Gloriam – To the Greater Glory of God. • Training to be Men and Women for Others. • Preferential Option for the Poor. • Promoting Justice and Fairness in HRM. • Servant Leadership and Stewardship.
  • 4. Best Practices as HRM Process Outcomes • HRM via Rural Exposure & Immersion. • HRD via Outdoor Endurance Camps. • HRM via Social Entrepreneurship. • HRM via Village Development Outreach. • HRM via Voluntary Social Service. • HRM Praxis Labs among XLRI Manual Labor. • HRM via Blogs and Social Media.
  • 5. HR Courses of the Future • Human Person Centered HRM. • Creativity and Innovation Management in HRM. • Systems Thinking for Better HRM Decisions. • Critical Thinking for HR Managers. • Ethical and Moral Reasoning for HR Managers.
  • 6. HR Courses of the Future • Business Transformation Management via HRM. • Business Turnaround Management via HRM. • Ethics of Organizational Change Management. • Ethics for Strategic Advantage in HRM. • HRM for the Bottom of the Pyramid.
  • 7. HRM Concerns • XAT Favors Engineers – Over 90% of HRM Students. Is this the best population for HR Managers? • Are we rejecting good HRM candidates thereby? (Type I Error) • Or are we accepting not so good HRM candidates (Type II Error)? • Are we depriving good B-School Programs to non-engineers – to Excellent graduates in Sociology, Psychology, Philosophy, Political Science, Commerce, Social Work, Fine Arts, History and the Languages?
  • 8. HRM Research Concerns • Is Logical Empiricism the best method for HRM research? • Do numbers, measures, statistics best capture deeply personal HRM phenomena? • Are we overplaying the role of quantitative methodologies at the expense of qualitative ones in funding, promoting, and publishing HRM Research? • Are we also rejecting (instead of promoting) good conceptual, theoretical and paradigmatic HRM articles in favor of the empirical?
  • 9. Scientific Progress and Research Inquiry Theory Building Stage in HR Pre- Paradigms in HRM Paradigm Development in HRM Paradigm Shifts in HRM Logic of Discovery Pre-conceptualization Conceptualization Theory: incompleteness Inconsistency; Problem identification, formulation and specification Formalization Axiomatization Theory Development Paradigm Construction Emerging Dominant Paradigm Problem resolution; Problem solution and assessment Paradigm: Expansion Extension Revision Replacement Problem reformulation Logic of Justification Understanding Explanation Anomalies research Pretesting Paradigm Testing: Verification Falsification Confirmation Prediction Control Emerging Paradigm: Re-Verification Re-Falsification Re-justification Re-Confirmation Re-Placement
  • 10. Thank You • Questions? • Concerns? • Comments?

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