Volume-07 , Special Issue-02 , Jan - 2019 Go Back

These days with the advancement of innovation significance given to information increments progressively. Data mining empowers to shape gauges and models with respect to future by making utilization of past data. Any strategy which finds data can be utilized as a data mining technique. Endeavors increase vital upper hand by data mining strategies. Data mining is utilized in various fields. In fund field it is an uncommonly utilized in money related execution applications, speculating the endeavor insolvencies and disappointments, determining exchange control, determining monetary hazard the executives, determining client profile and profundity the executives. It tends to be exorbitant, dangerous and tedious for ventures to pick up learning. Along these lines today undertakings use data mining as a creative focused mean. The point of the examination is to decide the significance of data mining applications to capital markets.

Data Mining, Financial Performance Applications, Data Transformation

[1] Becerra-Fernandez, I., Zanakis, S. Walczak,S., “Knowledge discovery techniquesfor predicting country investment risk”, Computers and Industrial Engineering Vol. 43 , Issue 4:787 – 800, 2012.
[2] Bouchaud, J., Potters,M., “Theory of Financial Risks: From Statistical Physicsto Risk Management”, 2010.
[3] F. Bryan, and S. Merlin, “CRM in Financial Services: A Practical Guide to Making Customer Relationship Management Work”, Kogan Page Limited, Milford, Ct, USA, 2009.
[4] Peppard, J., “Customer Relationship Management (CRM) in Financial Services”, European Management Journal, Vol. 18, No. 3, pp. 312–327, 2008.
[5] M.A. Evcim, “SegmentasyonveMüşteriPrototipleri”, CRM Institute Turkey, CRM AtölyeÇalışmaları,[CD], 2004.
[6] B.M Thuarisingham,, “Web Data Mining and Applications in Business Intelligence and Counter Terrorism”, CRC Press LLC, Boca Raton, FL,USA. 2003.
[7] O.Ata, E. Özkök, and U. Karabey, “Survival Data Mining: An Application to Credit Card Holders” Sigma Mühendislikve Fen BilimleriDergisi, Cilt 26, No 1,33-42, 2003.
[8] R. Nijskens, and W. Wagner, “Credit Risk Transfer Activities and Systemic Risk: How Banks Became Less Risky Individually, But Posed Greater Risks to The Financial System at The Same Time”, Journal of Banking and Finance, 35, 1391–1398, 2002.
[9] R.A. Cole, “The Importance of Relationships to the Availability of Credit”, Journal of Banking and Finance, 22, 959-977, 1998.
[10] C.Bounsaythip, and R. R. Esa, “Overview of Data Mining For Customer Behavior Modeling”, VTT Information Technology Research Report, Version:1, s. 1-53, 1998.

V. Vaishali, "Decide the Significance of Data Mining to Financial Application", International Journal of Computer Sciences and Engineering, Vol.07, Issue.02, pp.146-149, 2019.

Fingerprints are majorly used to extract the physiological characteristics of human for identification and authentication purpose. Since the fingerprint became essential factor in day today life, features of fingerprints can be tainted which includes noises. Noise is a distortion and unwanted element of an image. It affects the accuracy of the biometric system in identifying and authenticating a person. Noises are of different types such as Gaussian, Salt and Pepper, Speckle noise etc. They are generated either due to internal or external factors. Noises are removed by applying various types of filtering techniques. Usually images are filtered based on the noises. Filters are applied in either spatial or frequency domain of the image. Frequency domain transformations are functions in Fourier transformations of image. This survey aims to identify the best suitable frequency domain filtering technique which is applied to enhance fingerprint quality.

Frequency – domain, FFT, fingerprints, quality, filters

[1] Shukla, Amit, and R. K. Singh. "Performance analysis of frequency domain filters for noise reduction." e-Journal of Science & Technology, Vol. 9, Issue:5, pp:167-178, 2014.
[2] Khorsheed, Omeed Kamal. "Produce Low-Pass and High-Pass Image Filter In Java." International Journal of Advances in Engineering & Technology, Vol. 7, Issue:3, pp:712-722, 2014
[3] Chang-Yanab, Chi, Zhang Ji-Xiana, and Liu Zheng-Juna. "Study on methods of noise reduction in a stripped image." The International Archives of the Photogrammetry, Remote Sensing and Spatial Information Sciences. Vol. XXXVII. Part B6b. Beijing.
[4] Shaikh, Md Shahnawaz, Ankita Choudhry, and Rakhi Wadhwani. "Analysis of Digital Image Filters in Frequency Domain." International Journal of Computer Applications (0975 – 8887) Vol.140,issue:6,pp:12-19, 2016
[5] Jiju, Susan John. "Frequency Domain Filter In Digital Image Processing In Remote Sensing: An Overview." International Journal of Innovative Research and Development, Vol. 2, issue:6, pp:275-285, 2013.
[6] Bhopal, SOIT RGPV. "A New Framework for improving low Quality Fingerprint Images." International Journal of Computer Technology and Applications, Vol. 2, issue: 6, pp:1859-1866,2011.
[7] Ezhilmaran, D., and M. Adhiyaman. "A review study on fingerprint image enhancement techniques." International Journal of Computer Science & Engineering Technology, Vol. 5, issue:06, pp:625-631,2014.
[8] Sivaranjani, R. "Gabor Filter Based Finger Print Enhancement Techniques: A Comparative Study." International journal of advance research in computer science and management studies, Vol.3, issue:4, pp:390-399, 2015
[9] Kanagalakshmi, K., and E. Chandra. "Frequency Domain Enhancement algorithm based on Log-Gabor Filter in FFT Domain." Global Journal of Computer Science and Technology, Vol.12, Issue:7, pp: 563-573,2012.
[10] Bhabatosh, Chanda. Digital image processing and analysis. PHI Learning Pvt. Ltd., 2011.
[11]Raman Maini and Himanshu Aggarwal” A Comprehensive Review of Image Enhancement Techniques” Journal of Computing, Vol. 2, issue:3, pp.8-13, 2010.
[12]http://www.bioss.ac.uk/people/chris/ch3.pdf

K. Kanagalakshmi, S. Shenbagavadivu, "Frequency Domain Enhancement Filters: A Survey", International Journal of Computer Sciences and Engineering, Vol.07, Issue.02, pp.150-153, 2019.

Workforce Diversity is one of the most prominent indicators of changing global trends and markets. In order to determine whether a varied workforce has an effect on employee performance, this research was conducted to examine the workforce diversity and its effect on employee performance in IT organisations. India`s IT sector is expanding quickly. Workforce diversity is a growing problem in the corporate world today since it presents organisations with a challenge as well as a chance that, if not effectively handled, can have an impact on employee`s performance and, ultimately, the organisation. This study focuses on Age diversity, Educational Background diversity, Religious diversity, Work Experience diversity& Attitude diversity, all of which are measured in relation to employee performance. The study`s research offers significant insight into the diversity management strategies being used by IT industry organizations. The survey unequivocally highlights the need for organizations to take action to manage diversity in order to maximize employee potential and gain a competitive edge.

Age Diversity, Educational Background Diversity, Religious Diversity, Work Experience Diversity, Employee Performance.

[1]. Dora and Kieth (1998), “Demographic diversity and faultiness: The compositional dynamics of organizational groups”, Academy of Management Review, Vol 23 (2), pp. 325-340, 1998.
[2]. Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia: Economics and finance, 11, 76-85, 2014.
[3]. Kunze, F., Boehm, S., & Bruch, H. (2013). Organizational performance consequences of age diversity: Inspecting the role of diversity?friendly HR policies and top managers’ negative age stereotypes. Journal of Management Studies, 50(3), 413-442, 2013.
[4]. Pretty, J., Adams, B., Berkes, F., De Athayde, S. F., Dudley, N., Hunn, E., . . . Robbins, P. (2009). The intersections of biological diversity and cultural diversity: towards integration. Conservation and Society, 7(2), 100, 2009.
[5]. Watson, W. E., Johnson, L., & Zgourides, G. D. (2002). The influence of ethnic diversity on leadership, group process, and performance: An examination of learning teams. International Journal of Intercultural Relations, 26(1), 1-16, 2002.
[6]. Carr, J. C., Pearson, A. W., Vest, M. J., & Boyar, S. L. (2006). Prior occupational experience, anticipatory socialization, and employee retention. Journal of management, 32(3), 343-359.
[7]. Jones, E. A. (2016). Preparing Dislocated Workers in Delaware for a Career Readiness Credential: Wilmington University (Delaware).
[8]. Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19(2), 117-133.
[9]. Jackson, S. E., & Alvarez, E. B. (1992). Working through diversity as a strategic imperative. In D. W. Bray (Ed.), Diversity in the work place, New York, NY: Guilford Press, pp. 13–36, 1992.
[10]. Williams and O?Reilly (1998), “Demography and diversity in organizations: A review of 40 years of research”. Research in Organization Behavior, Vol 20, pp. 77-140, 1998.
[11]. Gilbert, J. A. and Ivancevich, J. M. (2000). Valuing diversity: a tale of two organizations. Academy of Management Executive. 14 (1), 93–105, 2000.
[12]. Shaw, M. (1993). Achieving equality of treatment and opportunity in the workplace. In: Harrison, R. (ed). Human resource management: issues and strategies. Wokingham: AddisonWesley, 189–21, 1993.
[13]. Khandelwal, P. (2002), “Gender Stereotypes at Work: Implications for Organizations", Indian journal of Training and Development, Vol. 32, No. 2. (April – June), pp. 72-83, 2002.
[14]. Ashok Chanda, (Dec 2006) “Driving Diversity Management in India: HR’s Alienation” HRD News Letter Issue 9, 2006.
[15]. K Mallikarjunan, (June 2007) “Global Human Resource Management Maneuvering Cultural Currents” HRM Review, 2007.
[16]. Arpita Saha, (2007) “Nurturing Cultural Diversities A Leadership Challenge” HRM Review
[17]. Saumya Goyal, (Aug 2009) “Diversity at Workplace” HRM Review
[18]. Asmita Jha, (2009) "Need for Cross- Cultural Management" HRM Review ICFAI University Press
[19]. Chandrasekar, K. (2011). Workplace environment and its impact on organizational performance in public sector organizations. International Journal of Enterprise Computing and Business Systems, 1(1), 1-19.
[20]. Joshi, A., & Sarda, N. L. (2011, September). Do teams achieve usability goals? evaluating goal achievement with usability goals setting tool. In IFIP Conference on Human-Computer Interaction (pp. 313-330). Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-23774-4_26
[21]. Gupta, R. (2013) Workforce Diversity and Organizational performance.
[22]. Shakila P (2014), a literature review and reports on training and development, the international journal of management ,ISSN227-5846
[23]. Darwin Joseph R. & Palanisamy Chinnathambi Selvaraj (2015). The effects of work force diversity on employee performance in Singapore organizations. International Journal of Business Administration,Vol.6,Issue2,ISSN.1923- 4007,Pp17-29
[24]. Naharuddin, N., & Sadegi, M. (2013). Factors of workplace environment that affect employees performance: A case study of Miyazu Malaysia. International Journal of Independent Research and Studies, 2(2), 66-78.
[25]. Sunanda Jindal, S. D. (2013). Impact of workforce diversity on work culture of Indian Organizations. journal of business management and social science research , 7.
[26]. Woodard, N. & Debi S Saini (2005) “Diversity Management Issues in USA and India: Some Emerging Prospective”, (Eds): Pritham Singh, Jyotsna Bhatnagar, Asha Bhandarkar in book, “Future of work, mastering change”, Excel Publishers.
[27]. Barboza Coral (2015) Impact of workforce diversity on retail sector employees in Mangalore city International Journal of engineering and management studies, vol.6 ,Issue4, ISSN 2229-600X, Pp: 188 – 196.
[28]. Ankita Saxena (2014)-“Work force Diversity – A key to Increase Productivity”, Public Personnel Management”, 25(3), pp. 351-367
[29]. Robbins (2009)– “Workforce Diversity and its Disadvantages” Advances in Developing Human Resources, Vol. 16 No. 1, pp. 98-103
[30]. Samuel brucerockson. et al (2017) Critical Review Of Literature On Workforce Diversity. African Journal of Business Management, 72-76, 2017.
[31]. White (2009). Valuing diversity: a tale of two organizations. Academy of Management Executive. 14 (1), 93–105, 2009.
[32]. Pless N, Maak T (2004). Building an inclusive diversity culture: principles, processes and practice. Journal of Business Ethics, 2004.
[33]. Barbara Mazur. (2010). Cultural Diversity in Organizational Theory and Practice. Journal of Intercultural Management Vol. 2, No. 2, November 2010.
[34]. Erez M, Drori (2010). Culture and Job Design. Journal of Organizational Behaviour; 31:389-400, 2010.
[35]. Watson, W. (2002). The influence of ethnic diversity on leadership, group process, and performance: an examination of learning teams. International Journal of Intercultural Relations 26(1), 2002.
[36]. Rao S, Bengali M. Workforce diversity and management. An empirical study on the relationship between diversity management practices, obstacles, and acceptance of gender diversity among employees in IT industry IJBARR, 2014
[37]. Daniel, CH(2009). The Effects of Higher Education Policy on the location decision of Individuals: Evidence from Florida’s Bright Future Scholarship Program. Regional Science and Urban Economic. 2009.
[38]. Laura Velten ., &Conrad Lashley .(2017). The meaning of cultural diversity among staff as it pertains to employee motivation. Research in Hospitality Management 2017.

Shakti Singh Shekhawat, S.S. Sarangdevot, "A Study on Impact of Workforce Diversity on Employee Performance with Reference to IT Companies", International Journal of Computer Sciences and Engineering, Vol.07, Issue.02, pp.154-159, 2019.