International Journal of Business and General Management

5-14

Authors: TEJIL THOMAS & M.A. JOSEPH

Hospitality organisations in the unorganised sector make huge investments in human resources concerning the efforts of hiring, training, development and retention of employees with them. Therefore, employee turnover is critical for any organisation in the industry as it is a common phenomenon in recent times. It bears lots of negative impacts on the productivity and consistency of the organisations, in providing proposed product and services. The frequent change in the workforce will change the quality of output as well as the work culture of the organization. It is exorbitant to any service organization. An efficient Human Resource Department is indispensable in this concern to recognize the mess timely and to do accordingly to get a committed and satisfied workforce. The article focuses on the reasons for high turnover and employee satisfaction on job, company and superior related matters.

10

Authors: ROSINI K

A cooperative ("coop") is an autonomous association of people who voluntarily cooperate for their mutual social, economic, and cultural benefit. Cooperatives include non-profit community organizations and businesses that are owned and managed by the people who use their services (a consumer cooperative) or by the people who work there (a worker cooperative) or by the people who live there (a housing cooperative), hybrids such as worker cooperatives that are also consumer cooperatives or credit unions, multi-stakeholder cooperatives such as those that bring together civil society and local actors to deliver community needs, and second and third tier cooperatives whose members are other cooperatives. Cooperatives should be treated in accordance with national law and practice and on terms no less favourable than those accorded to other forms of enterprise and social organization. Governments should introduce support measures, where appropriate, for the activities of cooperatives that meet specific social and public policy outcomes, such as employment promotion or the development of activities benefiting disadvantaged groups or regions. Such measures could include, among others and in so far as possible, tax benefits, loans, grants, access to public works programmes, and special procurement provisions. Governments should facilitate access of cooperatives to support services in order to strengthen them, their business viability and their capacity to create employment and income.

39-48

Authors: P. VERMA & U. VERMA

This work examines the role of various macro-economic factors such as GDP, inflation, exchange rate, export, import, energy generation, capital account as percentage of GDP, coal generation and trade balance in estimating the foreign direct investment (FDI) in India. The statistical approaches; Regression, Autoregressive Integrated Moving Average(ARIMA), ARIMAX and Vector Error Correction Modeling (VECM) have been used to obtain the suitable/causal relationships within/among the variables under study. Regression equations with an apparently high degree of fit, as measured by the coefficient of multiple correlation R2, but with a low value of the Durbin-Watson statistic, couldn’t provide adequate predictive accuracy because of the non-stationary behaviour of most of the series. To improve the predictive accuracy, the analysis was further extended by following ARIMA, ARIMAX and VECM approaches. The emphasis is given to see whether ARIMA model including other time series as input variables or VECM helps in estimating FDI as ARIMA models alone (unlike regression) couldn’t provide convincing results. Thus, for this empirical study, we found that VECM model with energy generation, coal exraction and capital account as explanatory variables outperformed the Regression/ ARIMA/ARIMAX models for estimating the value of FDI in India. However, ARIMA(1,1,0) model with GDP as explanatory variable showed the superiority over Regression/ ARIMA models for estimating the same.