Jet Space
To use IMFT, the optimum must be defined in terms of jet space. The space "Jd" is a vector space representing the domain, range and d-th derivative of "F".
Inverse Function Theorem
The inverse function theorem is powerful enough to tell us the dimension of the equilibrium space. For example, the intuition that the number of constraints and unknowns will generically determine the dimension of the solution space is clear.
Generic Transversality
Using this strategy provides an intuition that can be generalized to classify the complexity of problems and the computation of their solutions. Saari and Simon2 developed singularity theory of the preference space to analyze the mathematical structure of Pareto sets.
System Equilibirium
Complexity
If the solution space covers the search space, then the problem is quite simple. If, as in the above theorem, the solution space is a point in the search space, then the generic grain is in the haystack.
Conclusions
If the solution space is a two-dimensional curve in a large three-dimensional search space, then this is the proverbial needle in the haystack. For example, generically in large spaces, the search time to find these isolated points can be longer than if the solution space followed, for example, a curve.
More importantly, any additional binding constraints would generally jeopardize the existence of the solution, meaning that the search algorithm would waste its time looking for an internal equilibrium when the correct query would be on the boundary.
Retailing Trends and Opportunities of China’s Products in Indian Market
- Introduction
- Impact of Economic Reforms and Patterns of Consumption and Income
- Outsourcing from China
- Methodology
- Result
- Factor Analysis (China’s electronic products)
- Factor Analysis (Chinese food)
- Conclusion
- References
See Table 8 (0.491) Cronbach's alpha value for the China electronic products subscale ranged between 0.36 and 0.51, indicating an acceptable weak level of internal consistency across multiple measurements. The Cronbach's alpha value for the China electronic products subscale ranged between 0.36 and 0.51, indicating a weakly acceptable level of internal consistency across multiple measurements.
Determining Job Satisfaction among the Faculty Members in Private Education Institutions
- Purpose and Objectives of the Study
- Literature on Job Satisfaction
- Research Methodology
- Hypothesis
- Data Analysis and Interpretation Procedure
- Results
- Model of Job Satisfaction [by using Four Variables (X 1 − X 4 )]
- Interpretation of Result
- Scope and Limitations of the Study
- Conclusion
- The Implications of the Study
- Suggestions
- References
Job satisfaction among faculty members has a positive correlation with the leadership behavior of their HODs/. Rewards should be well designed for the faculty members as rewards have a remarkable impact on job satisfaction.
Objectives of the Study
Review of Literature
The regression line expresses the best prediction of the dependent variable (Y) given the independent variables (X). The Mahalanobis Distance is the distance of a case from the centroid in multidimensional space, defined by the grain-related independent variables (if the independent variables are uncorrelated, it is the same as the simple Euclidean Distance). The deleted residual is the residual value for the respective case, if it were not included in the regression analysis, that is, if one were to exclude this case from all calculations.
Cook's distance is another measure of the influence of the case in question on the regression equation.
Findings and Analysis
- Descriptive Statistics
- Residual Table
- Chi–Square Test
The deviation of a given point from the regression line (its predicted value) is called the residual value. The standardized residual is given as the observed minus the predicted value divided by the square root of the mean squared residual. All distances must be of equal size; if not, then there is reason to believe that the respective cases have bias in the estimation of the regression coefficients.
After applying statistical tools such as regression, correlation and Chi Square, it shows that the objectives of the research are very true and there is a visible effect of the SEO on the advertisement of companies and companies that use SEO for the advertisements generate more income than the other companies.
A Study of Emotional Intelligence of Secondary School Teachers in Relation to their Professional Development
- Hypothesis of the Study
- Sample
- Tools Used
- Analysis and Interpretation of Data
- There exists a significant relationship between emotional intelligence of secondary school teachers and their
- There exists significant difference in professional development of secondary school teachers at different levels of
- Conclusion
To examine the differences in the professional development of secondary school teachers at different levels of emotional intelligence. There is a significant difference in the professional development of secondary school teachers at different levels of emotional intelligence. Data showing the relationship between emotional intelligence and professional development of secondary school teachers are summarized in Table 1.
Data showing differences in professional development of secondary school teachers at different levels of emotional intelligence are summarized in Table 2.
Understanding the Anatomy of Talent Management
Literature Review
- The Journey from Personnel Management to Talent Management
- Talent Management Process
- Talent Management and Business Resilience: a Linkage
- Implemention of Talent Management System
- Talent Management and Succession Planning
A closer look at the above-mentioned elements of Talent Management reveals that every step the organization takes to manage talent will lead to business resilience. Those with resilience build on the cornerstones of trust: accountability (see Figure 2. Talent Management: A Process). One of the biggest challenges of talent management is managing skilled professionals at the highest levels, making succession planning one of the most important activities. HR needs to focus on this.
Therefore, Talent Management with a focus on Succession Planning helps the organization sail through the hard times, where knowledge is the primary driving force for business as well as finances, Talent Management is the only tool an organization can rely on.
Objectives of Research
- Data Analysis, Findings, Suggestions
A talent management system should fairly consider costs, savings and return on investment over the next three to five years, which should include training costs, hosting, maintenance, support costs, etc. The implementation of a talent management system must follow Kurt Lewin's three-step model for change, where it must begin with the buy-in and awareness of the entire organization to ensure a smooth transition. Cannon and McGee6 in their book “Introduction to Talent Management and Succession Planning Second Edition” focus on factors to consider when implementing succession planning for key roles as well as other positions.
Identify the criticality of talent in the organization and justify investments in the retention strategy.
Q-1: Does your organisation consider Talent Manage- ment as a success mantra to grow your business?
Employee performance and engagement, as well as business results, can be greatly enhanced by building resilience. Organizations always demand high levels of productivity and performance, and business success depends on the creativity and reliability of the workforce. Succession planning emphasizes that some jobs are very critical to the organization and should not be left vacant or filled by anyone but the best qualified person.
Succession planning not only helps manage top-level talent, but is also beneficial in achieving the organization's mission by creating an effective process for identifying, developing and retaining top leadership talent.
Q-2: Does your organisation adapt to best HR prati- ces for enhancing the talent pool?
Q-3: Have you experienced any link between the efectiveness of telent managment practices and
Q-4: Do you feel talent management practices have led to employee engagement & satisfaction?
Q-5: Have economic fluctuations led to changes in your talent management practices?
Q-6: Are you considering staffing-level changes due to economic downturn?
Findings, Suggestions and Conclusions
The above research shows that the majority of organizations use Talent Management practices for better business results. The organizations have aligned Business Strategy and Talent Management Practices, which has led to better revenue generation. Although Talent Management Practices are critical to organizational sustainability, there are very few tools to measure or quantify its benefits.
Talent Management has a direct impact on employee job satisfaction and is therefore directly related to the success of the organization.
It has evolved further as some organizations adopt common tactics such as cutting staff and budget, while the majority believe that good Talent Management Practice can solve problems caused by economic fluctuations and changing workforce trends. Both primary and secondary sources suggest that talent management is also linked to the financial performance of organizations, as satisfied employees generally contribute greatly to the growth and development of organizations. Today's organizations need to find ways to attract the best talent and develop the skills to not only perform the job satisfactorily, but also need them to unleash the best potential to excel in positions of higher responsibility.
It is time for Indian companies to find strategies for effective talent management.
Q-7: Are you considering salary cuts or changes/
A major challenge for companies is to get employees to stay with the company longer.
Competencies for Better Performance of Professionals for Mukta svādhyāya-pīţham: MSP
- The Rationale of the Research
- The Objectives and Research Questions
- The Methodology
- The Sampling
- The Study Tool
- Data Analysis
- The Implication of Two Research Questions
- What are the academic competencies the professionals have?
- No. Competency Summative Score
- What are the administrative competencies the professionals have?
- Conclusions
- Recommendations
- References
There is some research that shows the importance of thinking about competencies in relation to distance education institutions. He further emphasized that higher education institutions can use the results in the completion of distance education programs and in the design of the framework/faculty. Dooley6 studied through a self-assessment instrument developed to document growth in core distance education competencies.
Informed decision-making about recruitment and training:. roles and competencies for distance education programs in higher education. http://www.westga.edu/~distance/williams32.html.
IT and Conservation of Biodiversity
- Challenges being Faced by India
- International Conventions
- IT and Conservation of Biodiversity
- Conclusion
- Aknowledgement
The recent floods in Kedarnath and Nagpur and a few years ago in Mumbai are a reminder to humanity of the evil deeds of humanity for which it should feel guilty. Petley, from his analysis of the images, confirmed that the debris flow was the cause of the disaster. The river in Nagpur was destroyed by dumping garbage in it, but, after the efforts of the Nagpur Municipal Corporation, it was revived.
Environmental problems are one of the leading causes of diseases, health problems and long-term livelihood impacts for India.
BOOK REVIEW
Review
Under such a challenging question of the hour comes the book Business Communication: Essential Strategies for 21st Century Managers, written by well-known author, Dr. Business Communication: Essential Strategies for 21st Century Managers delves into the real issues facing the real organizations/people. at the workplace, their communication challenges at work, their communication strategies to overcome those challenges and their use of multiple communication channels to Each chapter in the book is complemented by several vivid case studies along with crystal clear displays, tables, figures and illustrations.
The pedagogical tools adopted in the book such as 'simulation-based exercise' at the end of each chapter, the 'ethics-based questions' along with the exercises and the 'experiential learning'.
Biographical Note of the Luminary in an Area of IS
Glenda Eoyang, Executive Director, Human Systems Dynamics Institute
Great Enterprise Contribution to Society in Information System Perspectives
Adaptive Action is a Three-step Planning Process http://www
Eoyang Glenda discovered the roots of complexity in human systems and gives them away every day. In 1986, Glenda began using these principles herself and helping others use them as well. She brings her deep insights to life in her writing, coaching relationships and teaching/learning engagements.
Today, she uses human systems dynamics to help others build their capacity to transform themselves, their colleagues, and the communities they serve.
Knowledge Resource Development & Welfare Group (KRD&WG)
Vision and Mission of KRDWG 1. Quality Initiative Mission
Research & Publication
Training & Consultancy
Rural Development
NGOportal: A Comprehensive Knowledgebase for NGO’s
Peepal Consulting-domain Specialized Executive Search Firms
About Peepal Consulting
Key Specialization Areas (Subsidiaries)
About The Managing Director & CEO
KNOEMA-A Knowledge Platform
Corporate Data Room
Open Data Portal
Campus Data Network
Research Delivery Service
Ram Reddy Social Scientist Awardee 2013-Sanjay Mishra
Sanjay Mishra, Director of the Commonwealth Educational Media Center for Asia, received the second - Professor G. Sanjay Mishra joined COL as the Director of the Commonwealth Educational Media Center for Asia (CEMCA) on 1 July 2012. Mishra has over 18 years of experience in design , development and management of open and distance learning programs.
He recently facilitated the adoption of open access to scientific information and research at UNESCO.
