CKPIM Business Review

11

Authors: Darshan Ranpura and Dr. Snehalkumar H Mistry

Several important changes that have taken place in recent years have created a favourable context for the implementation of Performance Measurement Systems (PMSs) in SMEs. Performance measurement systems (PMSs) are considered as a means to gain competitive advantages and continuously react and adapt to external changes. In recent years, literature has shown that performance measurement systems (PMSs) could play an important role in supporting managerial development in small and medium size enterprises. In this paper, the literature on performance measurement in manufacturing SMEs is reviewed, have analyzed characteristics and determinants of performance measurement that affects SMEs. The information used in this study, gathered using a systematic literature review approach. From the literature, shortcomings in the performance measurement systems are highlighted and the many factors that seem to constrain PMSs in manufacturing SMEs are defined, e.g. lack of financial and human resources, wrong perception of the benefits of PMS implementation, short-term strategic planning.

14

Authors: Prof. Pushpalatha V and Mr. Anil Kumar Bedge

The study outlined in this report is designed to support the improvement of outcomes of Rajashree Cement Ltd. The Objectives of the study are to understand the organization objective and need, employees need regarding training and development. To investigate the methodologies adopted by the company in terms of training and development. How well the T&D process is implemented in the organization, how the training and development is helping employees, to improve their skills, performance, understand the work and gain knowledge. These recommendations are built upon company’s existing training need analysis, training designs and advocate the use of individualized training plans whenever possible and also to make training and development more effective for organizational excellence.

20

Authors: Fomi Pawan Dwivedi

The Organizations as Industry or Academic, needs to focus on continuous evaluation and assessment regarding its Mission-Objective-Goals; to grow in this competitive world. Today’s scenario want change in every field from technology to people handling ,where the terms ‘Creativity & Innovation’ are capturing more lime light into different sectors /departments of the organization. A literature study showed that a model, based on the open systems theory and the work of Schein, can offer a holistic approach in describing organizational culture. The culture that focuses on creativity and innovation is the prime need of the organization. The paper also describes about detriments such as strategy, organizational structure, behavior, policies, compensation plans, work culture, work environment, performance appraisal system, feedback system, assessments, approaches, communication cycle and attitude & personality of an organization influence creativity and innovation. The research intends to communicate need for creativity & innovation for organizational development. The title of the paper aims to identify the loop holes that creates a dark circle and de-motivates the team-department-sector-organization to expand and become a brand. The paper also carries an objective to build a gap of Divergent thinking with Convergent thinking; Research oriented with Development oriented; organizational strategy with business strategy; building a bridge between individual goals with organizational goals for effective Organizational Development.