Suruchi Pandey
@sims.edu
Professor
Symbiosis Institute of Management Studies, Symbiosis International University
RESEARCH, TEACHING, or OTHER INTERESTS
Organizational Behavior and Human Resource Management, General Business, Management and Accounting
Scopus Publications
Scholar Citations
Scholar h-index
Scholar i10-index
Scopus Publications
Saswati Chakraborty, Suruchi Pandey, and Anil Khurana
SAGE Publications
Technological progression and fierce competition dominate the current dynamic business environment with challenges for firms in human capital engagement. One of the ways to overcome this is by focusing on the employee’s contracts for improved work behaviour. To address this, the study examines the effect of the psychological contract on innovative work behaviour for service sector employees, with leadership role as the motivating behaviour. Two hundred forty-eight participants from IT, ITES, telecom, banking and financial services, transportation and logistics, and education and training services responded to an online questionnaire. The research employed structural equation modelling using SPSS and AMOS for analysis. The study examines the mediation effect of leader–member exchange between transactional and relational contracts and innovative work behaviour; the paper deliberates on the results of transactional and relational contracts’ influence on leadership exchange and innovative work behaviour. The theoretical and managerial implications are presented, followed by the study’s limitations, and directions for future research are outlined.
Hemlata Vivek Gaikwad, Aniket Suresh Pardeshi, and Suruchi Pandey
IGI Global
In India when all educational institutes were closed in March, the delivery of knowledge shifted completely to online mode overnight. In the current age of technology and to combat the corona crisis, this online learning approach was highly commendable. There were phenomenal challenges, like a significant proportion of the rural population in Maharashtra continues to fall short of the required internet bandwidth and knowledge to recognize devices and digital terminologies. The absence of supporting infrastructural facilities such as a stable flow of electricity and unavailability of high-speed internet is the second major issue involved. Despite these challenges, a few technical institutes in Maharashtra had worked hard on surmounting the five-headed dragon, namely rural settings, first-generation learners, digital illiteracy, lack of supporting infrastructure, and inadequate online teaching skills. The chapter will present the educational transformations brought in by these technical institutes during and post-pandemic and the way forward to rethink learning in the new normal.
Preeti Gaikwad and Suruchi Pandey
IEEE
In this paper, a systematic literature review (SLR) is performed to investigate Industry 4.0 (i4.0) requirements with respect to special skill sets, the gaps in the current trends and interlinking between the conventional roles of management and new i4.0 are presented. The up gradation and enhancement of engineering professionals and the role of capability development in meeting i4.0 requirements are discussed. The impact of i4.0 on curricula of technical and academic institutions is also discussed. This paper reports an exploratory investigation into creating a skills development framework which helps bridging the gap between i4.0 skills requirements and present status.
Suruchi Pandey and Medha Bahukhandi
IEEE
An organization or business needs professional employees to achieve its targets in order to succeed in this dynamic period. They are now at the forefront of the fourth technological revolution. In this new era, everybody needs strong, future and creative workers to stay successful. To order to navigate the new landscape and improve the market climate, companies with a successful management plan will include an acceptable employee. Recruitment strategy is the primary consideration for any company to employ skilled employees who are willing to accomplish their job objectives more efficiently and effectively. Clearly, the recruiting approach as a core feature of the company is focused on data collection for decisionmaking. This paper discusses artificial intelligence (AI) and the effect it has on the recruiting industry. This thesis explored the effect of AI on managers and applicants during the first phases of the recruiting process.
Shekhar Arjun Kamble and Suruchi Pandey
The Electrochemical Society
Employability challenges of fresh graduate engineers are widely known and is well accepted globally. Hitherto studies have focused on improvisation required in the academic approach to bridge these challenges. One of the major shortcomings observed in this context is the lack of common understanding of concept, of employability by the important stakeholders of the ecosystem, i.e. academia, industry, and graduate engineers. Creating fresh employable graduate at entry level is a process, which is impacted by multiple factors and academia cannot be single handedly held responsible for the lacunas of the overall talent ecosystem. Authors in this research endeavor have tried to understand the perception of term “employability” for the IT Industry (employers), academia (faculties and training and placement officers), and fresh engineering graduates. The findings identified from the study are important in creating a common shared understanding amongst important stakeholders to channelize their precious resources and efforts in the right direction.
Hemlata Vivek Gaikwad and Suruchi Pandey
Universiti Putra Malaysia
This article describes lived experiences of successful women leaders in government administration organizations in India. The analysis of women’s experiences revealed the enablers and deterrents faced by these women in their leadership trajectories. These factors are categorized as an individual: family background and childhood experiences, self-aspiration and leadership development and work-life balance and familial support or organizational viz. workplace and sociocultural challenges and success mantras. A combination of them has influenced the progression of these women. The results present the need for a massive social change initiated by human service organizations to shift the so-called patriarchal social system. The paper has identified various dimensions like prioritizing promoting diversity, mentoring, and redesign of human resource policies which need to be focused. Also, the organizations and government can use these findings to design development programs for realistically promoting more women to higher positions.
S Pandey, V Ruhela, and S Ruhela
IOP Publishing
AbstractCreativity and creative ideas rest at the heart of designing a novel product. Having said that, the understanding of the source and the process of these exquisite ideas that ultimately form the foundation of novel products is not very extensive. This study takes its lead from the design outlook at the organisational level suggested by Dave Ulrich. It goes one-step forward to grasp the mediating role of creativity between dynamics of the team and the competitive advantage it gives the product. Delving deeper, the aim is to understand the creativity in teams that design these novel products in terms of the product itself and the program to market such product. Exploring the influence of creativity on the strategic outcomes associated with innovation, this study empirically tests the impact of group dynamics, both within and outside these groups on the novel product and the program to market them. The study takes into account inputs from 206 employees in information technology sector in India. Maximum likelihood estimation has been used test the model by placing it in a structural equation. Upon analysis, novelty and meaningfulness come out as the dimensions that impact dynamics of teams. The novelty of a new product emerges as the resultant of divergent processes primarily impacted by factors outside of the team such as reward systems and the process of planning. In addition, the meaningfulness that comes with the new product is derived from a convergent process prominently affected by factors within the team - provisions and superordinate identity. Moreover, the newness of the market program is determined by the cohesion in a social setting, formalisation in the process of planning and risk taking likelihood. The study also indicates that the newness of the new product and its meaningfulness has a more profound mediating role in ensuring a competitive edge. Thus, it can be concluded that an organisation gains a significant edge in competition if it manages the dynamics of teams to foster creative novel products and programs to market them.
Suruchi Pandey and Vanishree Pabalkar
IEEE
The Learning and evaluations at post-graduation level has been following the conventional methods. The question is if these methods of Offline learning and evaluations is the right method, since there has been criticism on these methods. The current study discusses the different methods of learning and evaluations conducted through the offline mode and the online mode. The current study has sample size of 307 students where the learning and the evaluations based on the learning has been compared. It was found that the spread is very large in the offline evaluations when compared to the online evaluations, where the data is clustered since the similar kind of resources are used are more or less the same.
Hemlata Vivek Gaikwad, Sushma Kulkarni, and Suruchi Pandey
Rajarambapu Institute of Technology
This paper aims to find the impact of a program named ‘Shardanyas’ (meaning charitable organization of the goddess of knowledge) consisting of technical and nontechnical events and special soft skill development programs on the performance of women pursuing technical programs .The paper opted for an exploratory study using both closed ended and openended approach consisting of 251 women students participating. In-depth interviews were conducted for 15 top performing students. The academic and extracurricular performance of students were measured every six months after implementing the program. The data was complemented by the feedbacks received from recruiting agencies also. The initial analysis shows statistically significant improvement over two years, in performance of female students, unlike male students, validating efficacy of the interventions. The program catalyzed acquisition of skills such as communication and public speaking skills, and leadership and management skills, as well as improvement in semester grade points of women students, which can augur well for the students’ professional excellence. The experiment was carried out at an institution and needs to repeat at multiple institutions to validate the findings. The work presented can help fellow educators to develop appropriate cocurricular programs that can pave the way to professional success of women students. Technical colleges and professions have been globally facing gender disparity. Researchers have identified the major reasons for the disparity in colleges as “leaky pipeline” and “chilly climate.” The study fulfils this identified need to improve the performance of women technical graduates.
Suruchi Pandey, Rajiv Divekar, Amandeep Singh, and Srividhya Sainath
OSCM Forum
The 21st century is said to have been a particularly eventful century with spectacular changes all around the world. The population is on a steady rise and as expected this rise in inhabitants has resulted in the need for the best-in-class medical facilities. This study has been undertaken to explore biomedical waste management process, practices and disposal chain adopted by selected hospitals with special reference to the city of Pune, India. There is a mandate laid down by the Government of India for the Bio-Medical waste (BMW) with regard to its proper management, collection, segregation, storage, disposal and incineration of medical waste in private as well as public hospitals. The secondary study has indicated multiple issues associated with waste handling and management, which led to healthcare and hygiene implications. So as a part of this study researcher’s aim to answer whether it is unawareness or negligence which is leading to such causalities. Also, are the processes & practices adopted at Public & Private sector hospitals varies significantly or not? A checklist was prepared to study the BMW Management process and practices followed by different hospitals in Pune City of India. The results showed a significant difference between their process & practice of Biomedical Waste Management. Also, random sampling about knowledge of BMW showed that government hospitals and their healthcare staff are casual in their approach towards implementing the Biomedical Waste Management process as compared to private sector hospital.
MUKESH KUMAR, SURUCHI PANDEY, VINITA SINHA, and ANUGAMINI PRIYA SRIVASTAVA
World Scientific Pub Co Pte Lt
Availability of bank financing has been a matter of serious concern for start-up enterprises. Various reasons for non-availability of bank financing by these entities have been studied in the past; however, the role of bankers’ leadership styles has not been explored well. Although leadership in the banking sector is well researched, studies on influence of leadership styles in decisions made by bankers on providing loans to start-up entrepreneurs are non-existent. Therefore, the objective of this study is to find out if three leadership styles — i.e. transformational, transactional and laissez-faire — influence bankers while they make a decision on providing a loan to a start-up entrepreneur. The findings of this paper indicate that, out of three leadership styles, transformational leadership style has a significant influence on decisions made by bankers on loans to start-up entrepreneurs while transactional and laissez-faire leadership styles did not have a significant influence on bankers.
Anupama Munshi and Suruchi Pandey
SAGE Publications
This article compares and contrasts the attitudes of men of Royal Bhutan Army (RBA) and Indian Army (IA) towards women in their military. Literature review brings forth the various elements, namely, recruitment, training, employment in combat arms and services, and segregation or integration in the existing set-up about which the men express their views. These four elements help us to understand the factors that have an impact on shaping the attitudes of military men towards the employment and inclusion of women in army, which not too long ago had a policy that prohibited women to join.
Anupama Munshi and Suruchi Pandey
Associated Management Consultants, PVT., Ltd.
Inclusion is the order of the day. No organization is going to reach its full potential until there is a climate of inclusion in it. Traditionally, though some organizations, like the military, are branded as male organizations, but with the passage of time, even these organizations are expanding their boundaries and the mindset of people in them is evolving. With this underlying idea, this paper sought to understand the level of acceptance of military men for women officers in the Indian Army. The entry of women in the Indian Army is limited to the Officer Cadre in supporting Arms and Services. The paper was based on a systematic literature review and primary data collected from respondents to understand their mindset towards the acceptance and inclusion of women in the Indian Army.
Lt. Col Milind Gogate and Suruchi Pandey
Indian Society for Education and Environment
For any company the employee engagement begins from the day an employee joins the company. Thus a structured Induction Process plays a crucial role in ensuring that the employees are embedded in their respective appointments and assignments properly. It is also known as On-boarding Process or Orientation Process etc. Whichever term one may use, this process is very crucial for both the stakeholders. Therefore a structured Induction Process may be rather termed as "Integration Programme". The quality of this Integration Programme may certainly have a direct bearing on the new employee's decision to continue with the employment or leave, if the situation permits. The duration of this Integration Programme may vary between three months to six months, depending on the nature of industry and quality of talent. The Integration Programme must adopt a practical approach to understand the performance and aspirations of the new employees. Adequate measures may be initiated to fulfil these aspirations partially/fully. An effective and interactive feedback mechanism must be instituted to provide timely guidance and correction to the new employees. If the above mentioned and other such practices are in place in an organisation, the employees would certainly develop a sense of belonging making their bond with the organisation stronger. This paper presents a study of Induction programme of heavy manufacturing industry unit. The study aims at finding out impact of structured Induction on mutually beneficially deployment and Talent Management. This study presents feedback of employees on the way induction is done in the unit of study and suggests improvement in the Induction process.