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Total Quality Management (TQM) is a perception, which educational institutions can only attain through long period of planning, by the formulation and execution of annual quality program, which substantially moves towards the accomplishment of the vision. Application of TQM concepts is one of such degree, which will go a long way in reviving the higher education system. This study endeavors to analyze TQM in higher education and outline the literature on Critical Success Factors (CSF) and its execution in all areas. The study concludes the CSF and its execution in higher education institutions. Some institutions already enjoyed the advantages of TQM methods in their programs with determination and strict adoption of the system to achieve their goals. The insight of this review is giving feedbacks of the recent studies on how TQM system will be able to utilize different instruments and hypothesis to legitimize employees, create a positive friendly environment and highlight the necessity of the students to bring out the best in them.

Regardless of company size, location or industry, one thing is certain that recruitment and selection process has become enormously challenging and complex task for human resource management function in business process outsourcing industry (BPO). Business process outsourcing organizations offer knowledge intensive services dependent on human resources for delivery and represent a cornerstone for value creation. Scholars revealed that organizations are increasingly afflicted with the issues concerning talent shortage. Moreover, it is conceivable that organizations on all ends of the spectrum might have a human resources department that is not equipped to handle difficulties such as low retention rates and exorbitant workforce turnover at their core responsibilities. All this has a significant impact on the strength and weaknesses of an organization in managing their business in a competitive environment.Therefore, this paper attempts to unveil the determinants of employment practices and understand the importance of measuring and managing employee's hope to maximize their productivity and performance. In general, BPO organizations should maintain conducive work environment and adopt motivational rewards and policies along with best of the facilities to combat employee's issues that have plagued the BPO industry.

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This study aims to determine the level of job satisfaction and examine factors affecting job satisfaction among Faculty members at Al Ain University of Science and Technology in the United Arab Emirates. A sample of 110 faculty members, responded to the study. Job satisfaction was measured by The Brayfield Rothe Job Satisfaction Index as modified by Warner and self-efficacy by the General Self-efficacy Scale. T-test analysis, Pearson correlation, one-way analysis of variance with Tukey post hoc and multiple regression analyses were employed. Results indicated that faculty members had a high level of job satisfaction. Moreover, results showed differences in the level of job satisfaction for men with higher academic ranks and more teaching experience. No significant difference in job satisfaction could be seen among married and bachelor faculty members. Therefore, this variable was excluded from the further analysis. The result of stepwise multiple linear regression showed that the independent variables (self-efficacy, gender, age, teaching experience, and academic rank) accounted for 46.7% of the variance in the job satisfaction of faculty members. Findings showed that higher self-efficacy aligned with high levels of job satisfaction hence self-efficacy emerged as the most significant predictor of job satisfaction. Recommendations include that higher education policymakers in the United Arab Emirates must focus attention on self-efficacy and its inclusion in recruitment review and training & development of faculty, as an effort to improve faculty members’ job satisfaction.

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