NASSCOM HR Summit 2014: B-School’s Success Quotient: Are they equipping HR Managers of the future with the right tools? - Fr. Ozzie Mascarenhas SJ, XLRI: Xavier School of Management, India
Presentation by Fr. Ozzie Mascarenhas SJ, PhD, JRD Tata Chair Professor of Business Ethics, XLRI: Xavier School of Management, Jamshedpur, Jharkhand, India at NASSCOM HR Summit 2014.
Published on: Mar 3, 2016
Transcripts - NASSCOM HR Summit 2014: B-School’s Success Quotient: Are they equipping HR Managers of the future with the right tools? - Fr. Ozzie Mascarenhas SJ, XLRI: Xavier School of Management, India
Session XIII A: Panel Discussion
Quotient: Are they
equipping HR Managers of
the future with the right
Fr. Ozzie Mascarenhas SJ, PhD
JRD Tata Chair Professor of Business
XLRI: Xavier School of Management,
Jamshedpur, Jharkhand, India
XLRI’s Flagship Brand:
• Great Program with over 40 courses
for HR Students & Managers.
• Strong value and Character
• Strong ethical reasoning and critical
thinking components in HR.
• Strong international and global HRM
• Reinforced Assurance of Learning
(AOL) in all HRM Courses.
XLRI Jesuit Brand Identity in
• Finding God in all Things.
• Magis – Quest for greater Excellence.
• Intrinsic Motivation – Intellectual
• AMDG: Ad Majorem Dei Gloriam – To the
Greater Glory of God.
• Training to be Men and Women for
• Preferential Option for the Poor.
• Promoting Justice and Fairness in HRM.
• Servant Leadership and Stewardship.
Best Practices as HRM
• HRM via Rural Exposure &
• HRD via Outdoor Endurance Camps.
• HRM via Social Entrepreneurship.
• HRM via Village Development
• HRM via Voluntary Social Service.
• HRM Praxis Labs among XLRI
• HRM via Blogs and Social Media.
HR Courses of the Future
• Human Person Centered HRM.
• Creativity and Innovation
Management in HRM.
• Systems Thinking for Better HRM
• Critical Thinking for HR Managers.
• Ethical and Moral Reasoning for
HR Courses of the Future
• Business Transformation
Management via HRM.
• Business Turnaround Management
• Ethics of Organizational Change
• Ethics for Strategic Advantage in
• HRM for the Bottom of the Pyramid.
• XAT Favors Engineers – Over 90% of
HRM Students. Is this the best
population for HR Managers?
• Are we rejecting good HRM candidates
thereby? (Type I Error)
• Or are we accepting not so good HRM
candidates (Type II Error)?
• Are we depriving good B-School
Programs to non-engineers – to
Excellent graduates in Sociology,
Psychology, Philosophy, Political
Science, Commerce, Social Work, Fine
Arts, History and the Languages?
HRM Research Concerns
• Is Logical Empiricism the best method
for HRM research?
• Do numbers, measures, statistics best
capture deeply personal HRM
• Are we overplaying the role of
quantitative methodologies at the
expense of qualitative ones in funding,
promoting, and publishing HRM
• Are we also rejecting (instead of
promoting) good conceptual, theoretical
and paradigmatic HRM articles in favor
of the empirical?
Scientific Progress and Research Inquiry
Stage in HR
Shifts in HRM