Name of Faculty | ||
Name : | Dr Himani Sheth | |
Designation : | Asst Professor | |
Work Experience : | 16 years – Teaching & Research – 11 years , Industry – 5 years | |
Educational Qualifications: | PhD, MBA, M Com | |
Area of Specialization : | Human Resources | |
Area of Interest: | Human Resource Management, Human Resource development, Strategic Human Resource Management, Compensation Management, General Management, Organizational Behaviour, Soft skills development | |
Current Area of Research: | Human Resource Management , Organizational Behaviour | |
Email: | himanisheth@ljku.edu.in; himanihr@gmail.com | |
Email: | himanisheth@ljku.edu.in; himanihr@gmail.com | |
Work Experience : | Teaching (_11 ) Industrial( 5 ) Total(16) | |
Brief about you: (250 – 500 Words) A self-motivated professional with over 16 years of work experience with 11 years in teaching & research and 5 years in industry. Possess a proven record of consistently delivering results in all the assignment undertaken. Skilled in imparting knowledge and developing material on practicalities involved in managing human resources and analyzing human behavior in organizations. Also imparting knowledge on change management, human resource development, strategic human resource management and compensation management. Have conducted an extensive research on Impact of workforce diversity on Employee Performance with special reference to IT, Telecom & FMCG Industry in Gujarat and have been awarded PhD degree for the same by Gujarat Technological University in the year 2018. Other research areas include Rehiring, Gender equality, Peer relationships, Superior – subordinate relationships, Socio – Economic crisis in India during covid 19 – pandemic. Have been awarded Masters of Business Administration degree with specialization in Human Resource Management by Gujarat University in 2006 and Masters in Commerce with specialization in costing by Gujarat University in 2005. Other than teaching and research , highly passionate about conducting Management Development Programs and consulting corporates in the area of managing human resources as well as analyzing human behavior in organizations. Have headed and coordinated various co-curricular as well as extracurricular activities at L J Institute of Management Studies. Have been awarded Director’s Award for Academic Excellence for excellence in teaching consecutively for 3 years in 2016,2017,2018 by L J Institute Of Management Studies. | ||
A brief account of work done in Ph.D.: Title: Impact of workforce diversity on Employee Performance with special reference to IT, Telecom & FMCG Industry in Gujarat Abstract: With an easy access to technology and an easier availability of most of the resources, the only thing that can distinguish one organisation from another is its manpower. Organizations with Human capital advantage can always succeed in achieving their objectives as they consider employees as their ultimate strength and believe that investment on employees is definitely going to give high returns and help them achieve their objective. Organizations constantly strive to find out various ways and means of increasing employee productivity and performance and one such technique which is being practiced now a days is recruiting and managing a diverse workforce.Workforce diversity refers to employees with different Age , Gender , Education, Work Experience, Organizational Tenure, Region, Ethnicity , Caste , Colour , Race , Religion , Culture , disability , personality traits ,Work Experience, and similar related things. Acknowledging, understanding, accepting, valuing, and celebrating these differences refer to managing workforce diversity. After investing on and managing workforce diversity there has always been a debate whether there has been a significant impact of workforce diversity on employee performance .When employees with diverse background work together does it really impact their performance or that there is no significant impact of the same.To find out the same a research has been carried out to study the impact of workforce diversity on employee performance. The study has been conducted on a sample of 600 employees in Ahmedabad, Baroda, Surat & Rajkot in IT, Telecom & FMCG industry in the state of Gujarat. Exploratory as well as Descriptive research has been used for the study. Industry practitioners and academicians were contacted under exploratory research and employee survey was carried out under descriptive research. Data Analysis has been done using SPSS and AMOS. Exploratory Factor Analysis, Confirmatory Factor Analysis, Structural Equation Modeling and Frequency distribution has been used to achieve the objectives of the study. The factors identified under workforce diversity were Age Diversity, Gender Diversity, Organizational Tenure diversity, Educational Background diversity, Work Experience diversity, Religion diversity & Regional diversity. The impact of these diversity factors had to be measured on employee performance and so one more factor identified was Employee ix Performance. Also Employees’ perception towards the impact of workforce diversity on their performance had to be measured and so Employee Perception was also identified as one of the factors. The factors and their respective variables were identified by literature review and expert opinion. Inorder to measure the statistical relationship between the factors and the variables, Exploratory Factor Analysis was used. After confirming the relationship between the factors and the variables through EFA, diversity issues under each factor were studied. Frequency distribution (mean calculation) was used to study the same. Efforts were made to investigate the impact of workforce diversity on employee performance. Confirmatory Factor Analysis and Structural Equation Modeling was used to investigate the same .Further perception of employees towards the impact of workforce diversity on their performance was studied. EFA, CFA and SEM was used for the same & Lastly an Inter Industry Comparison was conducted inorder to study the impact of each diversity factor on employee performance in that particular industry.The same was also studied by using CFA & SEM. The findings of the study reveal that Age diversity, Organizational Tenure diversity, Educational background diversity, Work experience diversity has an impact on employee performance where as Gender diversity, Religion diversity and Regional Diversity does not have an impact on employee performance. There are no major issues that arise when different aged employees work together. There is some sort of inequality between male and female employees and this is often reflected at the time of performance appraisal as well as promotions. There is often a glass ceiling when the question of career advancement arises for females. Seniority is given importance as compared to newly joined employees. Most of the decisions are taken by keeping only senior employees in loop .Often there are conflicts between seniors and juniors. In most of the companies merit is the only criteria for promotion. In case of equally experienced employees seniority (number of years spent in the organization) is given more weightage in most of the organizations. Employees from different regions and belonging to different religion have not been facing serious diversity issues because of their region and religion.The employees perceive that working with a diverse work group helps them increase their performance. Industry specific study reveals that in Telecom industry, Educational diversity and Work experience diversity has an impact on employee performance where as Age diversity, Gender diversity, Organizational tenure diversity ,Religion diversity and Regional diversity does not have an impact on employee performance. In IT industry ,Age diversity, Organizational tenure diversity, Educational diversity and Work experience diversity has an impact on employee performance where as Gender diversity, Religion and Regional diversity does not have an impact on employee performance. In FMCG industry, Age diversity, organizational tenure diversity, educational diversity and work experience diversity has an impact on employee performance where as Gender diversity, Religion and Regional diversity does not have an impact on employee performance | ||
Corporate Projects Carried out as part of Consultancy: | 3 | |
Guide for PhD: | 01 (allotted by the Gujarat Technological University) | |
Seminars/Conference attended: | National (7 ) International (_) Total (7) | |
Faculty Development Programme attended: | National (6) International (_) Total (6) | |
Publications | ||
Research Papers: | National (1 + 1 ( yet to be published) International (_) Total (2) | |
Book Chapters: | 1 | |
Book Reviews: | - | |
Magazine & Newspaper Articles: | 3 | |
Books: | 1 ( Yet to be published ) | |
Edited Books: | - | |
Notable Achievements and activities Headed/executed: Notable Achievements
Activities Headed / Executed
| ||
Association with Professional Bodies |
| |
Areas of Consultancy and Expertise: | Human Resource Management, Human Resource development, Strategic Human Resource Management, Compensation Management, General Management, Organizational Behaviour, Soft skills development , Personality Development, Leadership, Team building &Inter group dynamics, Communication, Mentorship, Self-Motivation, Enhancing employee potential, Employee satisfaction, Employee Engagement, Employee motivation, developing HR policies, Change Management, developing organizational culture, designing job Description and job specification, developing / enhancing performance management system, developing / enhancing reward management system, HR Audit, HR Accounting, aligning HR strategies to business strategies | |
