Papers by KANKANA MUKHOPADHYAY
Critical Appraisal of Project Management Competencies – A Case Study
Proceedings of 3rd International Conference "Paradigm Shift in Innovative Business Management", Dec 6, 2014
Competency Based Project Management is the key tool for every project oriented firm to be in a st... more Competency Based Project Management is the key tool for every project oriented firm to be in a strategically sustained advantageous position. This paper is a cross-sectional case study of Competency Management initiatives in a small scale project based firm. The general aim of the study is to investigate how a project based firm developed and integrated Competency Based Project Management tool with existing organizational structure, and to pinpoint opportunities and pitfalls by mapping and categorizing the Project Related Competencies required by the company. The paper concludes with a number of tested hypotheses and propositions that may be used for further investigation into how firms may go about to optimally organize their competency management strategies.
IT-Enabled Competency-Based Performance Management System
Advances in Human Resources Management and Organizational Development, 2021
Competency-based performance management system (CBPMS) has become the key tool for every firm to ... more Competency-based performance management system (CBPMS) has become the key tool for every firm to be in a strategically sustained advantageous position. The objective is to identify relevant and important competencies for successful accomplishment of desired tasks. In this chapter a holistic approach is proposed to review the competency-based approach that is based on the framework of relevant work-related and behavioral competencies. CBPMS is explained in terms of sequential steps of framing the competencies which provide better performance advantages with their expected values and thereby measuring the levels of these work related and behavioral competencies present in the job incumbents with the help of IT interventions. Using this approach, an organization will be able to more effectively use their limited resources to reap more benefits from their investments in both people and technology.
Competency Management Initiatives in a Reputed Power Sector Utility”
The present paper is a cross-sectional case study of Competency Management initiatives in a reput... more The present paper is a cross-sectional case study of Competency Management initiatives in a reputed power sector utility. The general aim of the study was/is to investigate how a large power sector utility developed and integrated Competency Management tools with existing organizational structure, and to pinpoint opportunities and pitfalls in this regard. In order to do this the author mapped and categorized the Competency Management initiatives developed in the company. The paper concludes with a number of hypotheses and propositions that may be used for further investigation into how firms may go about to optimally organize their knowledge management strategies.
Management Education is one of the key enablers for Success, Growth and Sustainability – A Critical Review”
Management Education in India has seen a glorious growth during the past five decades. In compari... more Management Education in India has seen a glorious growth during the past five decades. In comparison to 2006-2007, the actual intake in 2011-2012 has increased by three times. IIM, Ahmadabad celebrated their Golden Jubilee and are proud to have produced 9000 MBAs who dominate all over the world. The private sector entrepreneurs have contributed in creating vast capacities for aspiring MBAs driven by the Government’s ambition to increase the Gross Enrolment Ratio (GER) to 30% which is currently 12.4% in India compared to world average of 23.2%, 36.5% for developing countries and 45% for developed countries. Eventually, IIM-A student intake has increased by 10% in 2009-2010 after implementation of the other backward classes (OBC) quota. Unfortunately, despite these efforts by the government and entrepreneurs, nearly 50% of seats have gone abegging even while a large number of students are aspiring to join management courses. This is cutting like a double edged sword as on one hand capacities is underutilized causing loss in revenues and on the other, the industry is deprived of skilled management graduates. This situation is a result of an excessive focus on quantity rather than the quality of management education. Hence the need of the hour is to re-focus on sustainable management education with a view to roll out quality management graduates to drive the industry. Therefore, in the present paper, an effort has been made to examine the current management education system for quality improvements so that business schools respond to current paradigms for sustainable tomorrow.
A Competency Based Management System for Sustainable Development by Innovative Organizations A Proposal of Method and Tool
Competency Based Management has become the key tool for every firm to be in a strategically susta... more Competency Based Management has become the key tool for every firm to be in a strategically sustained advantageous position. The role of Competency Based Management System (CBMS) is to identify relevant and important competencies for successful accomplishment of desired tasks. In this article a holistic framework is proposed to review the Competency Based approach that will be practically feasible for organizational settings. It is based on the conceptions of human competencies and performance in the workplace. The application of CBMS is explained that can be used in an organization to systematically assess existing and future competencies required. Using this approach an organization will be able to more effectively use their limited resources to reap more benefits from their investments in both people and technology. Information Technology (IT) support for managing competencies is based on a rationalistic view of competency. While these competency systems might work in rationalist...
Increasing cost of production of Indian Tea is forcing planters to demand for more incentives and... more Increasing cost of production of Indian Tea is forcing planters to demand for more incentives and subsidies from the Government for sustainable productivity. A recent study reveals that social cost is the major cost driver in the total cost of production. The social cost in tea sector comprises of associated expenses relating to labour which includes housing, sanitation, medical benefits, education and other welfare expenses. As per the estimates made by an Inter-Ministerial Committee set up by the Ministry of Labour & Employment, the social sector cost component alone works out to about Rs.7.20 per kg of made tea. This has instigated the planters to demand for compensation from the Government for sharing reasonable proportion of social cost burden. It was also proposed that the Union and State Governments intervene and share some of the social costs. Considering this, at present the major share of expenses are borne by the Central Government alone in the form of subsidies through Tea Board. However, Tea Plantation Companies are demanding the Central Government to share the social cost incurred by them as the State Governments are reluctant to share and extend social schemes to the plantation labourers. Under these circumstances, a study was required to explore the extent of social cost burden taken by the Central Government through several social schemes, viz., National Rural Health Mission (Health benefits), Sajal Dhara (Drinking water), Sarva Siksha Abhiyan (Education) etc. to avoid duplication of social cost burden of Indian Tea Plantation. It was, therefore, a necessity to identify the possibilities of optimizing social cost by linking other schemes of the Government in reducing the social cost of the Indian Tea on one hand and in strengthening the sector on the other.
During childhood, we used to hear the stories of Akbar – Birbal from our Grandmother. Birbal, a p... more During childhood, we used to hear the stories of Akbar – Birbal from our Grandmother. Birbal, a person from the 15 th Century, was an advisor in the court of the Mughal Emperor Akbar. His wisdom, intelligence and unique problem solving capability with effective power of execution kept him alive in the commoner's heart till the 21 st Century and will do the same for many more decades to come. In this article, the authors have tried to find out the essence of management lessons from their stories which are still important to the modern business world and even on our day to day activities. In Akbar's advisory board, Birbal was the most dependable person of the emperor. His power of logical reasoning, presence of mind, lateral thinking, power of critical analysis, out of the box solutions gave a huge support to the Emperor in establishing himself as the greatest Mughal Emperor of India. Here the authors had taken into account three stories from the " Akbar Birbal story collection " to correlate with the modern day's management philosophies and principles. The extract from these three stories show which are the important things to learn and to sustain in today's competitive surroundings in an ethical way.
360 – Degree Appraisal – A Performance Assessment Tool”
“Critical Appraisal of Work Values of Hospital Leaders- A Case Study Conducted in Reputed Private Hospital, Bangalore”
IT Support in Competency Management
“Research Scorecard To Accelerate Quality Management Research - A Proposed Method and Research Mapping Tool”
Women contribute equitably to the economy but are seldom treated on par with men when it comes to... more Women contribute equitably to the economy but are seldom treated on par with men when it comes to societal expectations. This is especially true in a country like India, where societal role expectations play a significant role in employment of women, especially after they have children. While a substantial percentage of women graduate from Universities (42%), the numbers drop to 29% for entry level positions and a further alarming drop to 9% at the mid-senior management positions. This necessarily shows that women drop in between during their prime age of marriage, childbirth and childcare, many of them not returning back to the workforce, as the representation of women is less than 1% at the CEO level. The author aims to explore the contributing factors that usually prevent women from returning back to workforce, once they complete their maternity leave period and suggests how a combination of efforts from government, companies and professional agencies in addition to the spouse and family, can play a defining role in encouraging re-employment of women at the workplace.
The present paper is a cross-sectional case study of Competency Management initiatives in a reput... more The present paper is a cross-sectional case study of Competency Management initiatives in a reputed power sector utility. The general aim of the study was/is to investigate how a large power sector utility developed and integrated Competency Management tools with existing organizational structure, and to pinpoint opportunities and pitfalls in this regard. In order to do this the author mapped and categorized the Competency Management initiatives developed in the company. The paper concludes with a number of hypotheses and propositions that may be used for further investigation into how firms may go about to optimally organize their knowledge management strategies.
The perception of Indian companies regarding training seems to have undergone a sea-change in the... more The perception of Indian companies regarding training seems to have undergone a sea-change in the last few years, with most of them are realizing it to be an integral part of enhancing employee productivity and therefore, organizational productivity. Performance Based Training Evaluation plays a pivotal role in this journey. The Training Evaluation is a critical activity for the training and development function which needs to be properly planned, framed and executed. This process helps to determine what one needs to learn, for example, qualify for a certain job, overcome a performance problem or achieve a goal in the career development plan. This article presents a literature review of some popular Training Evaluation models and explores their applicability, merits and demerits in the context of Indian organizational structure. A brief case of an Indian construction company is also discussed and finally, a new model is proposed.
Today’s workplace is primarily controlled by market driven turnover. Organizations are increasing... more Today’s workplace is primarily controlled by market driven turnover. Organizations are increasingly attempting to retain their employees, recognizing talent as the differentiating factor to maintain competitive edge. It has been realized that Talent is a living personality and needs to be nurtured and taken care of on an ongoing basis for sustainable inclusive business growth. The purpose of this article is to critically analyze the challenges and constraints pertaining to talent retention in select Indian organizations.
In this paper the authors will analyze and evaluate the impacts of challenges and constraints related to talent management and retention by taking the views of industry experts and subsequently administering a questionnaire so as to suggest successful talent retention model by understanding the intrinsic motivators which many organizations are unable to identify.
The authors would also like to explore the ways of successful implementation of the proposed Talent Retention Model in future scope of study.
Management Education is one of the key enablers for Success, Growth and Sustainability – A Critical Review
Management Education in India has seen a glorious growth during the past five decades. In compari... more Management Education in India has seen a glorious growth during the past five decades. In comparison to 2006-2007, the actual intake in 2011-2012 has increased by three times. IIM, Ahmadabad celebrated their Golden Jubilee and are proud to have produced 9000 MBAs who dominate all over the world. The private sector entrepreneurs have contributed in creating vast capacities for aspiring MBAs driven by the Government’s ambition to increase the Gross Enrolment Ratio (GER) to 30% which is currently 12.4% in India compared to world average of 23.2%, 36.5% for developing countries and 45% for developed countries. Eventually, IIM-A student intake has increased by 10% in 2009-2010 after implementation of the other backward classes (OBC) quota.
Unfortunately, despite these efforts by the government and entrepreneurs, nearly 50% of seats have gone abegging even while a large number of students are aspiring to join management courses. This is cutting like a double edged sword as on one hand capacities is underutilized causing loss in revenues and on the other, the industry is deprived of skilled management graduates. This situation is a result of an excessive focus on quantity rather than the quality of management education.
Hence the need of the hour is to re-focus on sustainable management education with a view to roll out quality management graduates to drive the industry. Therefore, in the present paper, an effort has been made to examine the current management education system for quality improvements so that business schools respond to current paradigms for sustainable tomorrow.
Increasing cost of production of Indian Tea is forcing planters to demand for more incentives and... more Increasing cost of production of Indian Tea is forcing planters to demand for more incentives and subsidies from the Government for sustainable productivity. A recent study reveals that social cost is the major cost driver in the total cost of production. The social cost in tea sector comprises of associated expenses relating to labour which includes housing, sanitation, medical benefits, education and other welfare expenses. As per the estimates made by an Inter-Ministerial Committee set up by the Ministry of Labour & Employment, the social sector cost component alone works out to about Rs.7.20 per kg of made tea. This has instigated the planters to demand for compensation from the Government for sharing reasonable proportion of social cost burden. It was also proposed that the Union and State Governments intervene and share some of the social costs. Considering this, at present the major share of expenses are borne by the Central Government alone in the form of subsidies through Tea Board. However, Tea Plantation Companies are demanding the Central Government to share the social cost incurred by them as the State Governments are reluctant to share and extend social schemes to the plantation labourers. Under these circumstances, a study was required to explore the extent of social cost burden taken by the Central Government through several social schemes, viz., National Rural Health Mission (Health benefits), Sajal Dhara (Drinking water), Sarva Siksha Abhiyan (Education) etc. to avoid duplication of social cost burden of Indian Tea Plantation. It was, therefore, a necessity to identify the possibilities of optimizing social cost by linking other schemes of the Government in reducing the social cost of the Indian Tea on one hand and in strengthening the sector on the other.
Competency Based Management has become the key tool for every firm to be in a strategically susta... more Competency Based Management has become the key tool for every firm to be in a strategically sustained advantageous position. The role
of Competency Based Management System (CBMS) is to identify relevant and important competencies for successful accomplishment
of desired tasks. In this article a holistic framework is proposed to review the Competency Based approach that will be practically
feasible for organizational settings. It is based on the conceptions of human competencies and performance in the workplace. The
application of CBMS is explained that can be used in an organization to systematically assess existing and future competencies required.
Using this approach an organization will be able to more effectively use their limited resources to reap more benefits from their
investments in both people and technology. Information Technology (IT) support for managing competencies is based on a rationalistic
view of competency. While these competency systems might work in rationalistic organizations, it is argued that in more dynamic
settings, such as in innovative organizations, the knowledge based actions that capture the emergent competencies of tomorrow
require IT support.
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Papers by KANKANA MUKHOPADHYAY
In this paper the authors will analyze and evaluate the impacts of challenges and constraints related to talent management and retention by taking the views of industry experts and subsequently administering a questionnaire so as to suggest successful talent retention model by understanding the intrinsic motivators which many organizations are unable to identify.
The authors would also like to explore the ways of successful implementation of the proposed Talent Retention Model in future scope of study.
Unfortunately, despite these efforts by the government and entrepreneurs, nearly 50% of seats have gone abegging even while a large number of students are aspiring to join management courses. This is cutting like a double edged sword as on one hand capacities is underutilized causing loss in revenues and on the other, the industry is deprived of skilled management graduates. This situation is a result of an excessive focus on quantity rather than the quality of management education.
Hence the need of the hour is to re-focus on sustainable management education with a view to roll out quality management graduates to drive the industry. Therefore, in the present paper, an effort has been made to examine the current management education system for quality improvements so that business schools respond to current paradigms for sustainable tomorrow.
of Competency Based Management System (CBMS) is to identify relevant and important competencies for successful accomplishment
of desired tasks. In this article a holistic framework is proposed to review the Competency Based approach that will be practically
feasible for organizational settings. It is based on the conceptions of human competencies and performance in the workplace. The
application of CBMS is explained that can be used in an organization to systematically assess existing and future competencies required.
Using this approach an organization will be able to more effectively use their limited resources to reap more benefits from their
investments in both people and technology. Information Technology (IT) support for managing competencies is based on a rationalistic
view of competency. While these competency systems might work in rationalistic organizations, it is argued that in more dynamic
settings, such as in innovative organizations, the knowledge based actions that capture the emergent competencies of tomorrow
require IT support.