IOSR-JBM   Volume-2 ~ Issue-3 ~ Jul-Aug-2012

Paper Type	:	Research Paper
Title	:	Employee Branding Through Talent Management for Customer Satisfaction
Country	:	India
Authors	:	Meera Singh
	:	10.9790/487X-0230103

Abstract : The meaning of Employee branding to the company is actually the image of an organization for the people working in the organization. It is this reputation that the companies make of themselves inside their premises that are also carried outside to the customers, the clients and also the others who are affected by the proceedings of the company. Hence, one can say that within the company, employee branding is done to attract the employees, and also for their subsequent retention in times to come so as to improve the company's image as far as customer satisfaction is concerned. The management has to understand a very simple fact that it can't lay a narrow focus on the employee branding because it is very critical for overall business strategy of the company. One must keep another fact clear that if employee branding is only considered to be a part of the recruitment process and not emphasized as Talent management and then given the back seat, there will be too many cases of absenteeism resulting in subsequent resignations at frequent intervals along with the high employee turnover.
Keywords - Employee branding, Talent management, Customer satisfaction, Employee Turnover

[1] Arthur Anderson, Best Practices: Building You Business with Customer-Focused Solutions (New York: Simon & Schuster, 1998), 125-127
[2] Gratton L., Living Strategy: Putting people at the heart of corporate purpose (Pearson Education, 2000).
[3] Warren, K. and Kourdi, J. People Power: Developing the talent to perform (Vola Press, 2003).
[4] Bradley T. Gale, Managing Customer Value (The Free Press, 1994)
[5] Lance A. Berger, Dorothy R. Berger, The Talent Management Handbook (McGraw-Hill books, 2004)
[6] Robert D. Buzzell & Bradley T. Gale, The PIMS Principle: Linking Strategy to Performance (The Free Press, 1987)

Paper Type	:	Research Paper
Title	:	Sustainable Stratagic Human Resources Practice
Country	:	India
Authors	:	Dr. Mallikarjuna NL
	:	10.9790/487X-0230413

Abstract: "Human Resources strategies to support organizational changes" is vast. Key external factors are driving radical changes to the way organizations work and shape the strategic context for managing people at present and in the coming years. These factors are for instance social and economical changes, technological evolution, operational environment, etc. In this context of major people challenges, the role of the HR function is more than ever at the centre of the action. Therefore, this report does not claim to address all of the issues related to how much value people add to an organisation.In HR literature, a number of various models and approaches try to demonstrate how a strategic approach to HR can be translated into a set of coherent HR processes and practices. These models have value in highlighting some fundamental issues and demonstrating the importance of a strategic approach. However, they are generally focused on the development of HR strategies with an implicit assumption that the organization is relatively autonomous in developing its own strategy"
Key words: Sustainable, strategies, practices, social changes

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[2]. Chambers, R. and A. Lake (2002) "Youth Business International: Bridging the gap between Unemployment and Self-employment for Disadvantaged Youth", ILO Skills Working Paper- 3, Geneva: International Labour Organization.
[3]. Chandrasekhar, C.P., Jayati Ghosh and A.Roychowdhury (2006), "The "Demographic Dividend‟ and Young India's Economic Future", Economic and Political Weekly, No.49, Vol.41.
[4]. GOI (2010), "Mid-Term Appraisal of Eleventh Five Year Plan", Planning Commission, Yojana
[5]. Bhavan, Government of India
[6]. ILO (2004) Global Employment Trends for Youth, Geneva: International Labour Office.
[7]. ILO (2005a) Youth: Pathways to Decent Work: Promoting Younth Employment-Tackling the Challenge, Geneva: International Labour Organization.
[8]. ILO (2005b) "Youth Employment: From a National Challenge to Global Development Goal", Background paper contributed by the ILO to the G8 Labour and Employment Ministers "Conference, London, 10-11 March 2005, Geneva: International Labour Office.
[9]. Lam, D (2006) "The Demography of Youth in Developing Countries and its Economic Implications"
[10]. World Bank Policy Research Working Paper No. 4022, Washington DC: The World Bank. O‟Higgins, Niall (2008) "Youth Labour Markets in Indonesia, the Philippines and Thailand", Mimeo, University of Salerno.

Paper Type	:	Research Paper
Title	:	A Study on Perception and Awareness on Credit Cards among Bank Customers in Krishnagiri District
Country	:	India
Authors	:	Dr.S.SUDHAGAR
	:	10.9790/487X-0231423

Abstract: A credit card is a small plastic card issued to users as a system of payment. It allows its holder to buy goods and services based on the holder's promise to pay for these goods and services. The issuer of the card creates a revolving account and grants a line of credit to the consumer (or the user) from which the user can borrow money for payment to a merchant or as a cash advance to the user..
Keywords: Attitude, Awareness, Credit card, Cardholders and Perception

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