Session XIII A: Panel Discussion

B-School’s Success Quotient: Are they equipping HR

Managers of the future with the right tools?

Fr. Ozzie Mascarenhas SJ, PhDJRD Tata Chair Professor of Business Ethics,

XLRI: Xavier School of Management, Jamshedpur, Jharkhand, India

XLRI’s Flagship Brand: HRM

• Great Program with over 40 courses for HR Students & Managers.

• Strong value and Character development content.

• Strong ethical reasoning and critical thinking components in HR.

• Strong international and global HRM focus.• Reinforced Assurance of Learning (AOL) in

all HRM Courses.

XLRI Jesuit Brand Identity in HRM

• Finding God in all Things.• Magis – Quest for greater Excellence.• Intrinsic Motivation – Intellectual Curiosity.• AMDG: Ad Majorem Dei Gloriam – To the

Greater Glory of God.• Training to be Men and Women for Others.• Preferential Option for the Poor.• Promoting Justice and Fairness in HRM.• Servant Leadership and Stewardship.

Best Practices as HRM Process Outcomes

• HRM via Rural Exposure & Immersion.• HRD via Outdoor Endurance Camps.• HRM via Social Entrepreneurship.• HRM via Village Development Outreach.• HRM via Voluntary Social Service.• HRM Praxis Labs among XLRI Manual

Labor.• 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

Decisions.• Critical Thinking for HR Managers.• Ethical and Moral Reasoning for HR

Managers.

HR Courses of the Future

• Business Transformation Management via HRM.

• Business Turnaround Management via HRM.

• Ethics of Organizational Change Management.

• Ethics for Strategic Advantage in HRM.• HRM for the Bottom of the Pyramid.

HRM Concerns

• 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 phenomena?

• Are we overplaying the role of quantitative methodologies at the expense of qualitative ones in funding, promoting, and publishing HRM Research?

• Are we also rejecting (instead of promoting) good conceptual, theoretical and paradigmatic HRM articles in favor of the empirical?

Scientific Progress and Research InquiryTheory Building Stage in HR

Pre-Paradigms in HRM

Paradigm Development in

HRM

Paradigm Shifts in HRM

Logic of Discovery

Pre-conceptualizationConceptualizationTheory: incompletenessInconsistency;

Problem identification, formulation and specification

FormalizationAxiomatizationTheory DevelopmentParadigm ConstructionEmerging Dominant Paradigm

Problem resolution;Problem solution and assessment

Paradigm: Expansion ExtensionRevisionReplacement

Problem reformulation

Logic of Justification

UnderstandingExplanationAnomalies researchPretesting

Paradigm Testing:VerificationFalsificationConfirmationPredictionControl

Emerging Paradigm:Re-VerificationRe-FalsificationRe-justificationRe-ConfirmationRe-Placement

Thank You

•Questions?• Concerns?• Comments?