This document discusses capacity building and employee welfare at Air India. It provides definitions of capacity building as an ongoing process to enhance abilities to meet challenges. Air India's training and development programs aim to build skills and motivate employees. The document also examines Air India's employee welfare benefits such as pensions, healthcare, education assistance and recreational activities. Both internal facilities like canteens and toilets as well as external services like housing and transport are discussed. In surveys, employees expressed satisfaction with training opportunities and welfare benefits, though some areas could be improved.
This document is a summer training project report submitted by Usha Verma, an MBA student at Sri Ram Murti Smarak College of Engineering and Technology, for their summer internship at Hindustan Aeronautics Limited (HAL) in Lucknow. The report provides an overview of HAL, including its mission, values, objectives, and strategies for human resource development. It also describes HAL's products and services, organizational structure, and the training programs offered to employees. The report analyzes the effectiveness of the training programs in developing employee skills and discusses recommendations.
This document provides a summer training project report on the recruitment and selection process at Radico Khaitan Limited, a large distillery in India. It includes an introduction to the company, discussing its history since being established in 1943, organizational structure, vision, mission, performance, and brands. The report contains two parts, with the first providing background on the company and the second discussing the objectives, scope, methodology, data analysis, findings, conclusions, and recommendations of the study on the recruitment and selection process at Radico Khaitan Limited.
This document provides an introduction to a study on performance appraisal at Hindustan Aeronautics Limited (HAL). It discusses HAL's role as an aerospace company in India. It then outlines the objectives and methodology of the study, which includes collecting primary and secondary data on HAL's performance appraisal practices through questionnaires, interviews and documentation review. The study aims to evaluate HAL's performance appraisal system and identify areas for improvement. It discusses limitations and provides an overview of how the report will be structured.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
SIP PROJECT ON WORKER’S ABSENTEEISM ON RAVI TECHNOFORGE PVT. LTD -RJKOTGaurav Bhut
This document provides an overview of Ravi Technoforge Pvt. Ltd., an engineering company that manufactures forged and turned bearing races. It discusses the company's history, facilities, products, quality policies, certifications, and departments. Ravi Technoforge was established in 1990 and has grown to become a reputed manufacturer supplying major customers like SKF and FAG globally. The company aims to achieve high customer satisfaction through continual quality improvement and adopting advanced technology.
wheels india company final year project training and development Ravi balan
Here are the key details about Wheels India Limited based on the information provided:
- Wheels India Limited is an auto component manufacturing company promoted by the TVS Group, which is one of India's largest business houses with businesses in two wheelers, vehicle dealership & logistics and auto components.
- Established in 1962, Wheels India is one of the largest steel wheel manufacturers in the world.
- It manufactures and supplies wheels for cars/UVs, commercial vehicles, tractors, and construction & earth moving equipment.
- The company also produces air suspension kits for trucks and buses.
- Over 15% of its revenue comes from exports, particularly for construction & earth moving equipment.
Recruitment and selection process synopsisNesar Ahmad
This document provides an overview of a research synopsis on the recruitment and selection process of ICICI Life Insurance. It includes an introduction discussing the importance of recruitment and selection for organizations. It also outlines the objectives of the study, which are to understand ICICI Life Insurance's internal recruitment process and identify areas for improvement. The methodology discusses conducting surveys with 100 employees using a structured questionnaire. The literature review examines previous research on how technology has improved recruitment and the link between timely HR responses and applicant attraction.
This document is a summer training project report submitted by Usha Verma, an MBA student at Sri Ram Murti Smarak College of Engineering and Technology, for their summer internship at Hindustan Aeronautics Limited (HAL) in Lucknow. The report provides an overview of HAL, including its mission, values, objectives, and strategies for human resource development. It also describes HAL's products and services, organizational structure, and the training programs offered to employees. The report analyzes the effectiveness of the training programs in developing employee skills and discusses recommendations.
This document provides a summer training project report on the recruitment and selection process at Radico Khaitan Limited, a large distillery in India. It includes an introduction to the company, discussing its history since being established in 1943, organizational structure, vision, mission, performance, and brands. The report contains two parts, with the first providing background on the company and the second discussing the objectives, scope, methodology, data analysis, findings, conclusions, and recommendations of the study on the recruitment and selection process at Radico Khaitan Limited.
This document provides an introduction to a study on performance appraisal at Hindustan Aeronautics Limited (HAL). It discusses HAL's role as an aerospace company in India. It then outlines the objectives and methodology of the study, which includes collecting primary and secondary data on HAL's performance appraisal practices through questionnaires, interviews and documentation review. The study aims to evaluate HAL's performance appraisal system and identify areas for improvement. It discusses limitations and provides an overview of how the report will be structured.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
SIP PROJECT ON WORKER’S ABSENTEEISM ON RAVI TECHNOFORGE PVT. LTD -RJKOTGaurav Bhut
This document provides an overview of Ravi Technoforge Pvt. Ltd., an engineering company that manufactures forged and turned bearing races. It discusses the company's history, facilities, products, quality policies, certifications, and departments. Ravi Technoforge was established in 1990 and has grown to become a reputed manufacturer supplying major customers like SKF and FAG globally. The company aims to achieve high customer satisfaction through continual quality improvement and adopting advanced technology.
wheels india company final year project training and development Ravi balan
Here are the key details about Wheels India Limited based on the information provided:
- Wheels India Limited is an auto component manufacturing company promoted by the TVS Group, which is one of India's largest business houses with businesses in two wheelers, vehicle dealership & logistics and auto components.
- Established in 1962, Wheels India is one of the largest steel wheel manufacturers in the world.
- It manufactures and supplies wheels for cars/UVs, commercial vehicles, tractors, and construction & earth moving equipment.
- The company also produces air suspension kits for trucks and buses.
- Over 15% of its revenue comes from exports, particularly for construction & earth moving equipment.
Recruitment and selection process synopsisNesar Ahmad
This document provides an overview of a research synopsis on the recruitment and selection process of ICICI Life Insurance. It includes an introduction discussing the importance of recruitment and selection for organizations. It also outlines the objectives of the study, which are to understand ICICI Life Insurance's internal recruitment process and identify areas for improvement. The methodology discusses conducting surveys with 100 employees using a structured questionnaire. The literature review examines previous research on how technology has improved recruitment and the link between timely HR responses and applicant attraction.
Recruitment and selection in mahindra & mahindra111111111111111111Prashant Sharma
The document is a research report on the recruitment and selection process at Mahindra & Mahindra. It provides an overview of the company, including its leadership, board of directors, products and services. The objectives of the project are to evaluate the current recruitment and selection process, determine employee satisfaction, and assess its overall effectiveness from an employee perspective. The report also includes the recruitment and selection hierarchy, future plans of the company, and awards/achievements.
This document is a project report submitted by Abhineet Bhardwaj for an MBA in operations management. The project analyzes and optimizes the maintenance management of instruments at Sunmax Auto Engineering Pvt. Ltd. under the supervision of Yogesh Yadav. Sunmax manufactures automotive components for Hero MotoCorp and maintains various instruments. The report will review literature on maintenance management, define objectives of the study, outline the research methodology, present data findings and analysis, discuss limitations, and provide conclusions.
This document discusses employee absenteeism in an organization. It defines absenteeism and notes that it can have a significant negative impact on organizational productivity. Some key impacts of absenteeism include disruption of work flows, decreased overall production, increased overtime costs, and added pressure on employees who are present. The document also examines peculiar features of absenteeism, such as it being lowest on paydays, higher among younger and older employees, and higher during certain seasons. Effective absence management programs are recommended to help reduce absenteeism.
The document is a summer training project report submitted by Anupam Raj Patwa to partial fulfillment of an MBA degree. The report focuses on human resources recruitment at Honeywell Automation India Ltd in Ambala, where Patwa completed their summer training. The report includes an introduction, organization introduction, organization profile, research methodology, data analysis, findings, and conclusions. It analyzes Honeywell's recruitment process and aims to identify areas for improvement.
A STUDY ON RECRUITMENT AND SELECTION AT IDBI FEDERAL LIFE INSURANCE IN ERODERajan Jothymani
This document discusses recruitment and selection at IDBI Federal Life Insurance in Erode, India. It provides definitions and processes for recruitment and selection. Recruitment involves finding and hiring qualified candidates, while selection involves screening applicants and choosing candidates. The document outlines internal and external sources for recruitment, including promotions, transfers, and external advertising. It also discusses the recruitment process steps of planning, developing strategies, searching, screening, and evaluating. The objective is to help organizations understand effective recruitment and selection.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
This document provides an introduction and overview of a research project on the recruitment and selection process of ICICI Life Insurance. The objectives are to understand ICICI's internal recruitment process, identify areas for improvement, and provide recommendations. The methodology will involve studying ICICI's recruitment procedures and comparing to best practices. It includes an introduction on the importance of recruitment and selection for organizations. A literature review covers past research on improving these processes. The document also provides background on ICICI Life Insurance and rationale for the study.
an evaluation of recruitment and selection practices in a water utility companyChisha Honest
This document provides an overview of recruitment and selection practices. It discusses that recruitment involves seeking and attracting potential candidates, while selection chooses candidates that best fit job criteria. The document outlines different recruitment sources like internal and external recruitment. It also details various selection steps such as application forms, interviews, tests and reference checks. It explains different types of interviews and tests used in selection and their validity. Overall, the document gives a comprehensive introduction to recruitment and selection processes and methods used by organizations.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
The document discusses recruitment and selection processes at b4S Solutions Pvt Ltd. It provides details on the company's recruitment policy, including eligibility criteria and the recruitment approval matrix. The sources of recruitment discussed are existing employee referrals, hiring consultants, job portals and advertisements. The objectives of the employee referral policy are outlined, along with the process and incentives provided. Recruitment quality norms are defined to ensure candidates meet requirements. Costs associated with recruitment are also reviewed, including direct costs and implications of poor hiring decisions.
The document discusses the Taj People Philosophy (TPP) developed by the Taj Group of Hotels to formalize its commitment to employees. Key aspects of TPP included a rigorous training program to develop employee skills according to Taj standards, a performance management system linking individual performance to business strategy, and initiatives to improve employee satisfaction and recognize top performers. The philosophy aimed to ensure employees had fulfilling careers from induction to retirement through various talent development and welfare programs.
This document provides an acknowledgement and executive summary for a research project on employee satisfaction at ABC Private Limited.
The acknowledgement thanks various individuals who provided assistance, including the director of studies at IPM, HR manager of ABC, and friends who supported the research.
The executive summary indicates that a questionnaire will be distributed to 25 employees to understand their satisfaction levels and identify any issues. The questions will cover topics like facilities, workplace conditions, and entertainment. The responses will help identify key issues to improve employee motivation, safety, training, benefits and working conditions.
Employee perception towards training at kerala feeds Bharath Nair
This document is a project report submitted for an MBA degree. It discusses a study conducted on employees' perceptions of training at Kerala Feeds Ltd in Kallettumkara, India. The purpose of the study is to identify employees' views of current training programs and provide recommendations to improve training. The objectives are to understand how training is designed and delivered, evaluate its effectiveness, and examine areas for enhancement. The report will analyze survey responses from employees on topics like training design, delivery methods, trainer quality, and impact on job performance. Recommendations will be made to help the company better meet training needs.
a project work on training & development at singerani colliers.this is about training strategies followed there,budget allocated for training & development activities.making analysis on how training sessions are conducted,through questionnaire observing employees satisfaction levels towards training & development activities. at last making reports & submitting the suggestions & recommendations analysis about the project work done on training & development.
The document provides an overview of the responsibilities involved in evaluating training programs. It discusses the key roles and responsibilities of five parties that make up the "Training Evaluation Quintet": senior management, the trainer, line management, the training manager, and the trainee. For each group, it outlines their specific responsibilities in the training evaluation process, such as planning, monitoring learning, assessing outcomes, supporting implementation, and reporting results. The evaluation responsibilities are meant to be shared among these five stakeholders to ensure comprehensive and effective evaluation of training programs.
A project report on training and developmentProjects Kart
This document discusses training and development in organizations. It begins by defining training and development as processes for imparting skills, knowledge, and abilities to employees. It distinguishes between training, education, and development. Training refers to specific skills, education is theoretical classroom learning, and development provides general knowledge and attitudes to help employees grow into higher positions. The document outlines the objectives of training as developing competencies, helping employees grow within the organization, and reducing learning times for new roles. It discusses various inputs that should be included in training, such as skills, education, development, ethics, and decision-making skills. Finally, it outlines the benefits of training and development for both organizations and individuals.
This document provides information about a study on recruitment and selection processes. It includes an introduction describing the business process outsourcing industry and the company being studied, RS Employee Consulting. It then lists the chapter contents and tables of data collected. The first chapter introduces the objectives, need, scope and limitations of the study as well as an overview of the recruitment literature review and research methodology to be used.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
- The document discusses lessons learned from analyzing farm radio programming in Malawi and Tanzania. It found that radio is the best source of agricultural information for farmers but that capacity building is needed for broadcasters and extension workers.
- Case studies show innovative strategies like participatory radio campaigns combined with interactive voice response and SMS technologies can effectively disseminate information to farmers in Malawi and Tanzania.
- Recommendations include building human and technical capacity of broadcasters and extension workers through training, and encouraging partnerships and coordination between organizations to support farm radio programming.
The document discusses developing a comprehensive development plan for an organization with the following key points:
1) Conducting interviews and working with staff to translate the organization's long-range plan into annual development and fundraising activities.
2) Developing fundraising strategies like an annual campaign, corporate/foundation gifts, special events, and major/planned giving.
3) Assessing current and potential donors to make recommendations and increase unrestricted giving through "donor clubs".
4) Providing a proposed budget and calendar for the recommended development plan.
Recruitment and selection in mahindra & mahindra111111111111111111Prashant Sharma
The document is a research report on the recruitment and selection process at Mahindra & Mahindra. It provides an overview of the company, including its leadership, board of directors, products and services. The objectives of the project are to evaluate the current recruitment and selection process, determine employee satisfaction, and assess its overall effectiveness from an employee perspective. The report also includes the recruitment and selection hierarchy, future plans of the company, and awards/achievements.
This document is a project report submitted by Abhineet Bhardwaj for an MBA in operations management. The project analyzes and optimizes the maintenance management of instruments at Sunmax Auto Engineering Pvt. Ltd. under the supervision of Yogesh Yadav. Sunmax manufactures automotive components for Hero MotoCorp and maintains various instruments. The report will review literature on maintenance management, define objectives of the study, outline the research methodology, present data findings and analysis, discuss limitations, and provide conclusions.
This document discusses employee absenteeism in an organization. It defines absenteeism and notes that it can have a significant negative impact on organizational productivity. Some key impacts of absenteeism include disruption of work flows, decreased overall production, increased overtime costs, and added pressure on employees who are present. The document also examines peculiar features of absenteeism, such as it being lowest on paydays, higher among younger and older employees, and higher during certain seasons. Effective absence management programs are recommended to help reduce absenteeism.
The document is a summer training project report submitted by Anupam Raj Patwa to partial fulfillment of an MBA degree. The report focuses on human resources recruitment at Honeywell Automation India Ltd in Ambala, where Patwa completed their summer training. The report includes an introduction, organization introduction, organization profile, research methodology, data analysis, findings, and conclusions. It analyzes Honeywell's recruitment process and aims to identify areas for improvement.
A STUDY ON RECRUITMENT AND SELECTION AT IDBI FEDERAL LIFE INSURANCE IN ERODERajan Jothymani
This document discusses recruitment and selection at IDBI Federal Life Insurance in Erode, India. It provides definitions and processes for recruitment and selection. Recruitment involves finding and hiring qualified candidates, while selection involves screening applicants and choosing candidates. The document outlines internal and external sources for recruitment, including promotions, transfers, and external advertising. It also discusses the recruitment process steps of planning, developing strategies, searching, screening, and evaluating. The objective is to help organizations understand effective recruitment and selection.
Relince life insurance project recruitment and selectionBhupesh sahu
The document provides details about a summer training report submitted for a Master's degree. It discusses the recruitment and selection process at Reliance Life Insurance. The report includes an introduction outlining the importance of effective recruitment and selection. It then describes Reliance Life Insurance's recruitment sources, criteria for advisors, training process, and career paths. The report finds that Reliance recruits 40-50 candidates per month as advisors and focuses on professionalism, pragmatism, and integrity in its process.
This document provides an introduction and overview of a research project on the recruitment and selection process of ICICI Life Insurance. The objectives are to understand ICICI's internal recruitment process, identify areas for improvement, and provide recommendations. The methodology will involve studying ICICI's recruitment procedures and comparing to best practices. It includes an introduction on the importance of recruitment and selection for organizations. A literature review covers past research on improving these processes. The document also provides background on ICICI Life Insurance and rationale for the study.
an evaluation of recruitment and selection practices in a water utility companyChisha Honest
This document provides an overview of recruitment and selection practices. It discusses that recruitment involves seeking and attracting potential candidates, while selection chooses candidates that best fit job criteria. The document outlines different recruitment sources like internal and external recruitment. It also details various selection steps such as application forms, interviews, tests and reference checks. It explains different types of interviews and tests used in selection and their validity. Overall, the document gives a comprehensive introduction to recruitment and selection processes and methods used by organizations.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
The document discusses recruitment and selection processes at b4S Solutions Pvt Ltd. It provides details on the company's recruitment policy, including eligibility criteria and the recruitment approval matrix. The sources of recruitment discussed are existing employee referrals, hiring consultants, job portals and advertisements. The objectives of the employee referral policy are outlined, along with the process and incentives provided. Recruitment quality norms are defined to ensure candidates meet requirements. Costs associated with recruitment are also reviewed, including direct costs and implications of poor hiring decisions.
The document discusses the Taj People Philosophy (TPP) developed by the Taj Group of Hotels to formalize its commitment to employees. Key aspects of TPP included a rigorous training program to develop employee skills according to Taj standards, a performance management system linking individual performance to business strategy, and initiatives to improve employee satisfaction and recognize top performers. The philosophy aimed to ensure employees had fulfilling careers from induction to retirement through various talent development and welfare programs.
This document provides an acknowledgement and executive summary for a research project on employee satisfaction at ABC Private Limited.
The acknowledgement thanks various individuals who provided assistance, including the director of studies at IPM, HR manager of ABC, and friends who supported the research.
The executive summary indicates that a questionnaire will be distributed to 25 employees to understand their satisfaction levels and identify any issues. The questions will cover topics like facilities, workplace conditions, and entertainment. The responses will help identify key issues to improve employee motivation, safety, training, benefits and working conditions.
Employee perception towards training at kerala feeds Bharath Nair
This document is a project report submitted for an MBA degree. It discusses a study conducted on employees' perceptions of training at Kerala Feeds Ltd in Kallettumkara, India. The purpose of the study is to identify employees' views of current training programs and provide recommendations to improve training. The objectives are to understand how training is designed and delivered, evaluate its effectiveness, and examine areas for enhancement. The report will analyze survey responses from employees on topics like training design, delivery methods, trainer quality, and impact on job performance. Recommendations will be made to help the company better meet training needs.
a project work on training & development at singerani colliers.this is about training strategies followed there,budget allocated for training & development activities.making analysis on how training sessions are conducted,through questionnaire observing employees satisfaction levels towards training & development activities. at last making reports & submitting the suggestions & recommendations analysis about the project work done on training & development.
The document provides an overview of the responsibilities involved in evaluating training programs. It discusses the key roles and responsibilities of five parties that make up the "Training Evaluation Quintet": senior management, the trainer, line management, the training manager, and the trainee. For each group, it outlines their specific responsibilities in the training evaluation process, such as planning, monitoring learning, assessing outcomes, supporting implementation, and reporting results. The evaluation responsibilities are meant to be shared among these five stakeholders to ensure comprehensive and effective evaluation of training programs.
A project report on training and developmentProjects Kart
This document discusses training and development in organizations. It begins by defining training and development as processes for imparting skills, knowledge, and abilities to employees. It distinguishes between training, education, and development. Training refers to specific skills, education is theoretical classroom learning, and development provides general knowledge and attitudes to help employees grow into higher positions. The document outlines the objectives of training as developing competencies, helping employees grow within the organization, and reducing learning times for new roles. It discusses various inputs that should be included in training, such as skills, education, development, ethics, and decision-making skills. Finally, it outlines the benefits of training and development for both organizations and individuals.
This document provides information about a study on recruitment and selection processes. It includes an introduction describing the business process outsourcing industry and the company being studied, RS Employee Consulting. It then lists the chapter contents and tables of data collected. The first chapter introduces the objectives, need, scope and limitations of the study as well as an overview of the recruitment literature review and research methodology to be used.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
- The document discusses lessons learned from analyzing farm radio programming in Malawi and Tanzania. It found that radio is the best source of agricultural information for farmers but that capacity building is needed for broadcasters and extension workers.
- Case studies show innovative strategies like participatory radio campaigns combined with interactive voice response and SMS technologies can effectively disseminate information to farmers in Malawi and Tanzania.
- Recommendations include building human and technical capacity of broadcasters and extension workers through training, and encouraging partnerships and coordination between organizations to support farm radio programming.
The document discusses developing a comprehensive development plan for an organization with the following key points:
1) Conducting interviews and working with staff to translate the organization's long-range plan into annual development and fundraising activities.
2) Developing fundraising strategies like an annual campaign, corporate/foundation gifts, special events, and major/planned giving.
3) Assessing current and potential donors to make recommendations and increase unrestricted giving through "donor clubs".
4) Providing a proposed budget and calendar for the recommended development plan.
Nonprofit Capacity Building Program Overview And Ppt.Jason Scott
The document summarizes the Nonprofit Capacity Building Program established by the Serve America Act. It provides background on why the program was created, how it will be structured, and considerations for its implementation, including selecting intermediaries, focus areas, and measuring impact. The program will provide 3-year matching grants to intermediary nonprofits to deliver organizational development assistance to small and mid-sized nonprofits.
The document is the Uptime Institute's Tier Standard for the operational sustainability of data center site infrastructure. It establishes behaviors and risks beyond the tier classification system that impact long-term data center performance. The standard defines three elements that impact availability - Management & Operations, Building Characteristics, and Site Location. It provides tables that list priority behaviors for each element and category to help owners maximize infrastructure investments and availability. Compliance with the behaviors can be rated gold, silver, or bronze to indicate the level of risk mitigation achieved.
Nonprofit Organizational Capacity Building Scot Evans
A short overview of organizational capacity and capacity building for the community based nonprofit sector. Includes a discussion of capacities needed for movement building and social impact.
Pelatihan ini bertujuan untuk membangun kapasitas peserta dalam bekerja dengan nilai spiritual, motivasi, intelektual, kepemimpinan, dan kerja sama tim untuk mendukung perubahan dan menghadapi tantangan, serta meningkatkan kemampuan komunikasi dan pemecahan masalah sosial. Pelatihan ini juga membangun motivasi internal dan eksternal serta kekuatan emosional dan spiritual peserta.
Capacity building of extension personnels RAJESH YADAV
This document discusses capacity building for agricultural extension personnel. It defines capacity building as improving knowledge, skills, and attitudes to achieve goals. Capacity building is important for extension workers so they can help farmers identify problems and opportunities, transfer technical knowledge, and facilitate knowledge exchange between farmers. Various capacity building methods are described, including workshops, on-the-job learning, study tours, meetings, mentoring, and formal education. Factors to consider for effective capacity building are also outlined.
Presentation and live webinar hosted by California Community Foundation for donors interested in assisting their favorite nonprofits in capacity building.
You can also view the webinar at our YouTube page www.youtube.com/CalfundTV!
Practice management for financial advisorsGrant Hicks
This document discusses building capacity for financial advisors through key practice management processes. It notes that regulatory changes are creating fee-based opportunities, but that many advisors lack important processes like unique value propositions, service agreements, and client feedback systems. The document outlines challenges for advisory firms and metrics for success. It presents a capacity innovation model focusing on ideal clients, metrics, capacity, and lifestyle. The founder's background and an upcoming book on practice management are also mentioned.
The document discusses the importance of financial planning and management for businesses. It outlines key financial documents like balance sheets, profit and loss statements, and cash flow statements that are used for financial planning and decision making. The objectives of financial management are to maximize profitability, liquidity, efficiency, return on capital, and growth for businesses. Financial planning is crucial for businesses to effectively manage costs, inventory, cash flow, debt, and financial resources to achieve their goals and objectives.
A Study on Training and Development in Syberbrigade Pvt Ltd, Hyderabadijtsrd
The research project entitled -‘A study on Training and Development’ is an attempt to understand the opinion and attitudes of the various categories of employees of the syberbrigade private limited, Hyderabad., towards the maintenance of effectiveness of Training services provided by the Company. The data was collected through well structured questionnaires which contains closed end question. This survey was carried out in various departments of the Company. In the course of study, it was found that the training programs analyzed were provided to all the employees of syberbrigade private limited and was not specific to particular category of employees. The results were presented with the help of different charts and diagrams. Findings of the study were drawn from the analyzing of data’s, suggestions and conclusions have been made based on the findings. I. Bhargavi | Dr. P. Basaiah "A Study on Training and Development in Syberbrigade Pvt Ltd, Hyderabad" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51835.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51835/a-study-on-training-and-development-in-syberbrigade-pvt-ltd-hyderabad/i-bhargavi
This study analyzed the effectiveness of employee training and development at Ahill Apperal exports (p) limited in Tirupur, Tamilnadu. A survey was conducted of 50 employees to understand their satisfaction with training programs and how training helps communication and improves productivity. Statistical analysis found a significant relationship between how training aids communication and its importance. While employees were satisfied overall, management could improve training practical sessions to better develop skills. The study aims to help management design effective training to enhance employee performance.
The document presents a study on the employee retention strategy of Bright Brothers Pvt Ltd in Pondicherry. It discusses the company profile, research methodology used, data collection and analysis. The study found that most employees think implementation of 3R's (recognition, rewards, respect) will increase retention. It also found low salary and lack of career growth are main reasons employees leave. The study suggests improving compensation, providing flexible schedules, discussing career anchors, and ensuring right job fits to boost retention.
This document summarizes a study on talent management at Tata Consultancy Services (TCS). It provides an introduction to TCS and defines talent management. It then outlines the benefits and process of talent management. The objectives and methodology of the study are presented, along with data analysis and interpretation of survey results from TCS employees. Key findings indicate that talent management improved employee performance across departments. Limitations and suggestions for TCS to improve talent management are also provided.
trainind and developmnt programme .pptxJayaKakkar2
The document discusses training and development programs at Mahindra & Mahindra Ltd. It notes that most employees believe training enhances knowledge, skills, and attitudes. All employees surveyed had attended training, and most felt on-the-job training was most effective. Training was found to improve work quality and motivate improved performance. The study's objectives were to examine Mahindra's training procedures and employee satisfaction. It concluded regular training is needed to develop skills and competencies, and companies must invest in training as markets change.
The study focuses on human resource development through employee training and development practices. This research sheds light on the relationship between employee training and development practices with employees’ performance and job satisfaction. The purpose of training and management development programs is to improve employee capabilities and organizational capabilities. The aim of the present research is to study employee training and development practices followed in selected public and private hospitals in Pimpri Chinchwad Municipal Corporation area. It gives idea about various training and development programs carried in the hospital, type of training provided to hospital employees and its benefits. It also focuses on employees’ expectation and involvement in such type of training program. The objective of the study is to analyze the implementation of training and development practices in selected hospitals and its impact on perception of employees which leads to performance improvement and job satisfaction. J. Naveena | Dr. P. Basaiah "A Study on Training and Development" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33160.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/33160/a-study-on-training-and-development/j-naveena
This document discusses a study on trainees' perceptions of service quality at TVS Training and Services. The study aimed to identify factors that trainees perceive as affecting the quality of training and their ability to apply what they learned. 182 trainees from engineering and diploma programs participated in the study. The analysis found that trainee characteristics, training design/delivery, and work environment all impacted perceptions of service quality. Trainee motivation, the relevance of training content, trainer quality, and support in the workplace were some of the key factors identified. The study provides insights to help improve the effectiveness of training programs.
This document summarizes a study on employees' opinions towards HR activities at Eveready Industries India Limited's National Carbon Plant in Chennai. Some key findings from employee questionnaires include that employees were generally satisfied with recruitment and training but felt management could better address complaints. Employees also expressed needs for improved compensation, orientation programs, and reward systems. The study aims to help the company improve employee morale and satisfaction through feasible HR recommendations.
This document summarizes a study on human behavior and its impact in the logistics industry, using DTDC Courier and Cargo Ltd. in Kolkata as a case study. Key findings include: most employees are satisfied with their jobs and the organizational culture, transformational leadership style is most common, and performance is the main criteria for promotion. Recommendations include increasing employee engagement and training to improve efficiency.
The document discusses training and development practices at Reliance Industries Limited (RIL). It provides details about RIL's training programs, including classroom and web-based training. Survey results from 200 employees find that most are satisfied with the training objectives, materials, facilities, and faculty. However, some improvements could be made, such as enhancing the learning technology and ensuring all employees understand the importance of training. Overall, the training programs at RIL are effective, but there is still room for development.
This document presents the results of a study on job satisfaction at THDC India Limited. It finds that good pay is the biggest motivator for employees. Most employees are optimistic about their future success with the company and feel the environment is suitable. The study also found that the company cares about its people and employees are satisfied with working conditions and benefits. Suggestions to improve job satisfaction include more regular feedback between employees and supervisors and improving relationships between coworkers. In conclusion, while employees are satisfied to an extent in their jobs, maintaining a supportive work environment is also important for employee performance.
IREL uses both internal and external recruitment methods to fill openings. The majority of employees are satisfied with the existing recruitment policy. However, IREL does not conduct much campus recruitment and half of employees feel employment exchanges are not used. The selection process considers work experience and location preferences of candidates. Overall, employees feel the recruitment process is systematic and effective.
Effectiveness of training program at icici pruTanuj Poddar
This document provides an outline for a research project on training effectiveness for advisors in the insurance industry, with a focus on ICICI Prudential. It includes an introduction outlining the importance of training and evaluation. It then describes the objectives, limitations, data collection sources and sampling procedure for the study. Variables are operationalized and a rating scale is provided. An industry and company profile is given for context. In summary, the document outlines a methodology to analyze the effectiveness of ICICI Prudential's training programs for advisors based on trainee feedback and recommendations for improvement.
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
The document provides an overview of recruitment and selection processes at Manasi Systems Technologies Pvt Ltd. It discusses the importance of recruitment and selection, objectives of the study, research methodology, limitations of the study, and details of the recruitment process including purposes, factors, sources, policies, and methods of recruitment. It also discusses selection steps, techniques and trends. The document serves as a project report submitted in partial fulfillment of an MBA degree.
AN EMPLOYEE PERCEPTION TOWARDS HR PRACTICESYOGESH KUMAR
This study primarily tells about the various perception levels of the working human forces categorized under varying aspects of the standpoint policies of any management organization..The study essentially focuses on two majorly occurring HR practices namely PA and T&D...
This presentation could fetch you good gains in acquiring prime knowledge over elemental facets of human resource management | human resource development over a period of time wherein you will be able to analyse and ascertain the chain flow of the prolonging process withheld in the core subject of study that primarily describes on the perception levels of the employees over the hr practices amended at the mgmt organization for its well functioning & regularise routines.
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Here are some suggestions based on the findings:
1. The company should conduct regular performance reviews and feedback sessions to ensure employees feel satisfied and recognized for their work. This will help reduce dissatisfaction.
2. The company should implement stress management programs like yoga, meditation etc. to help employees manage stress and depression.
3. Team building activities should be conducted to improve collaboration and reduce worries about colleagues' opinions.
4. The company should encourage open communication so employees feel comfortable sharing problems with managers or HR.
5. Strict work hours of 8 hours max should be implemented to prevent overtime related stress.
6. Employees should not be asked to sacrifice important personal commitments unless absolutely necessary.
7.
6. AND THE MORAL AND MOTIVATIONAL SUPPORT
OF
Mr. S. Mohan Kumar (Assistant
Manager, Personnel
Department, Air India)
Mr. Syed Khaja Iftakahruddin
(Aircraft Superintendent
Senior Service Engineer, Air
India Engineering Ltd.)
8. WHAT IS CAPACITY BUILDING ?
Capacity Building is an ongoing process through which
individuals, groups, organizations and societies enhance their
ability to identify and meet development challenges. CRS' role
is to facilitate learning. This is partially accomplished by
providing resources and training.
Capacity Building activities are based on three key
elements:
Partnership
Organizational development
Civil society strengthening
9. DEFINITION
"Specifically, capacity building encompasses the country’s
human, scientific, technological, organizational,
institutional and resource capabilities. A fundamental
goal of capacity building is to enhance the ability to
evaluate and address the crucial questions related to
policy choices and modes of implementation among
development options, based on an understanding of
environment potentials and limits and of needs
perceived by the people of the country concerned".
--- Capacity Building - Agenda 21’s definition (Chapter 37, UNCED, 1992.)
10. THE AIR INDIA COMPANY PROFILE
Founded
July 1930 (as Tata Airlines)
Commenced operations
15 October 1932
Company slogan
Your Palace in the Sky
Parent company
Air India Limited
11. Headquarters
Indian Airlines House
Parliament Street, New Delhi
Delhi, India.
Key people
JRD Tata (Founder)
Rohit Nandan, IAS (CEO)
Syed Nasir Ali, IRS(JMD)
Revenue
Increase INR143 billion (US$2.2 billion) (FY 2013/14)[4]
Operating income
Increase INR192 billion (US$3.0 billion) (FY 2013/14)[4]
Net income
Decrease INR21 billion (US$330 million) (FY 2013/14)[4]
Employees
23,044 (July 2014)
Website
www.airindia.in
12. Hubs
Indira Gandhi International Airport (Delhi)
Chhatrapati Shivaji International Airport (Mumbai)
Secondary Hubs
Chennai International Airport (Chennai)
Netaji Subhas Chandra Bose International Airport (Kolkata)
Focus Cities
Hong Kong International Airport (Hong Kong)
Singapore Changi Airport (Singapore)
Kempegowda International Airport (Bangalore)
Trivandrum International Airport (Trivandrum)
Cochin International Airport (Cochin)
Rajiv Gandhi International Airport (Hyderabad)
Sardar Vallabhbhai Patel International Airport (Ahmedabad)
13. Subsidiaries
Air India Express
Air India Regional
Air India Cargo
Aryan Cargo Express
Indian Airlines
Pawan Hans
Fleet size
100 (30 on orders)(excluding subsidiaries)[2]
Destinations
90
19. RESEARCH METHODOLOGY
Sampling:
Out of the total population of 1289 personnel a portion of
employees constituting different cadres right from work
groups to departmental heads are chosen for study to
know different employees welfare amenities applicable
to different level of people.
The sample size taken for the study is 30 and the
employees from various departments at various levels
were covered and they are chosen from a simple
random sampling.
20. SOURCE OF DATA
The data collection is a combination of both primary
and secondary data.
The primary data is collected from the employees
through administration of scheduled questionnaire,
covering the objective of the study in the form of
response to the question asked. The questionnaire serves
as a primary source.
The secondary data has been collected through and
annual reports of the company, review of literature from
Air India’s service regulation books, personnel records
and other documents.
22. Q1. ARE YOU AWARE OF ALL THE TRAINING AND
DEVELOPMENT PROGRAMS PROVIDED BY AIR
INDIA?
Response Great Extent Considerable extend Limited extend Not at all
Respondents % 28% 64% 8% 0
Considerable
Extent, 64%
Great Extent, 28%
Limited Extent, 8% Not at all 0%
Employees aware of the Training and
Development
Considerable Extent
Great Extent
Limited Extent
Not at all
23. INFERENCE
64% of the employees are aware of the training and
development to a considerable extent and
28% of the employees are aware to a great extent and
8% are aware to a limited extent.
24. Q2. DO YOU THINK THE TRAINING AND
DEVELOPMENT AMENITIES OF AIR INDIAARE?
Response Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied
Respondents in % 24% 64% 12% 0% 0%
0
10
20
30
40
50
60
70
Highly
Satisfied
Satisfied Neutral Dissatisfied Highly
Dissatisfied
Respondentsin%
Response
Rating of Training and Development in
Air India
25. INFERENCE
64% of the employees are satisfied and
24% of the employees were highly satisfied with the
training and development provided by Air India.
On the contrary 12% employees has a neutral stand.
26. Q3. DOES THE TRAINING AND DEVELOPMENT ADOPTED BY THE AIR
INDIAACT AS A…………..MOTIVATOR?
Response Strong Moderate No affect
Respondents in % 12 84 4
Moderate
84%
Strong
12%
No affect
4%
Employees Opinion on Training and
Development
27. INFERENCE
12% of them say that it is a strong motivator which adds
to their interest towards their work in the organization.
And 4% of training and development amenities do to
act as a motivator at their workplace.
28. Q4. DOES THE TRAINING AND DEVELOPMENT PROGRAM ENABLE THE
EMPLOYEES TO BE ACCOUNTABLE AND AUTHORITATIVE IN MAKING
DECISION?
Response Yes No
Respondents in % 78 22
78%
22%
Collective Response
Yes
No
29. INFERENCE
78% of the questioned employees answered in the
affirmative. Whereas,
22% of the questioned employees answered in the
negative.
30. Q5. DO YOU THINK TRAINING AND DEVELOPMENT
PROGRAMS ARE BEHIND IN ANYWAY?
Response Yes No Cannot Say
Respondents in % 13 67 20
0
10
20
30
40
50
60
70
Yes No Cannot
Say
Collective Response
Collective
Response
31. INFERENCE
67% of the employees said ‘No’.
13% of the employees said ‘Yes’.
20% of the employees resisted from commenting.
33. RESEARCH METHODOLOGY
Sampling:
Out of the total population of 1289 personnel a portion of
employees constituting different cadres right from work
groups to departmental heads are chosen for study to
know different employees welfare amenities applicable
to different level of people.
The sample size taken for the study is 30 and the
employees from various departments at various levels
were covered and they are chosen from a simple
random sampling.
34. SOURCE OF DATA
The data collection is a combination of both primary
and secondary data.
The primary data is collected from the employees
through administration of scheduled questionnaire,
covering the objective of the study in the form of
response to the question asked. The questionnaire serves
as a primary source.
The secondary data has been collected through and
annual reports of the company, review of literature from
Air India’s service regulation books, personnel records
and other documents.
35. Q1. HOW DO YOU RATE THE EMPLOYEE WELFARE BENEFITS
PROVIDED BY AIR INDIA?
Response Satisfied Highly Satisfied Neutral Dissatisfied Highly
Dissatisfied
Respondents in
%
23 39 17 15 06
Satisfied
23%
Highly
Satisfied
39%
Neutral
17%
Dissatisfi
ed
15%
Highly
Dissatisfi
ed
6%
Response
36. INFERENCE
39% of the employees rated it as Highly Satisfactory;
23% of the employees rated it as satisfactory;
17% of the employees rated it as neutral;
15% of the employees rated it as dissatisfactory;
06% of the employees rated it as Highly Dissatisfactory
37. Q2. WHICH OF THE FOLLOWING RETIREMENT BENEFIT
SCHEMES SATISFIES YOU THE MOST?
Response Gratuity Provident Fund Medical Pension
Respondents in % 09 16 32 43
0
5
10
15
20
25
30
35
40
45
Gratuity Provident
Fund
Medical Pension
Response
Response
38. INFERENCE
43% of the employees preferred Pension Benefits over
other;
32% of the employees preferred Medical Benefits;
16% of the employees prefer Provident Fund;
09% of the employees prefer Gratuity.
39. Q3. THE MEDICALAID PROVIDED FOR THE CHRONIC CASES OR
MAJOR OPERATIONS ARE THUS…
Response Exceeds the
requirement
Just Enough Falls Short Not Adequate
Respondents in % 05 27 47 21
Exceeds the
requirement
Just Enough Falls Short Not Adequate
Response 5 27 47 21
0
5
10
15
20
25
30
35
40
45
50
Response
40. INFERENCE
47% of the employees said that it ‘Falls Short’;
27% of the employees said that they are ‘Just Enough’;
while
21% of the employees claim it to be ‘Not Adequate’;
and
05% of the employees said that it ‘Exceeds the
requirement’.
41. Q4. HOW DO YOU RATE THE CHILDREN’S EDUCATIONAL
SCHOLARSHIPS PROVIDED BY AIR INDIA?
Response Excellent Moderate Good Bad
Respondents in % 09 47 15 29
Excellent
9%
Moderate
47%
Good
15%
Bad
29%
Response
42. INFERENCE
47% of the employees claimed the educational
scholarships to be ‘Moderate’;
29% of the employees termed it to be ‘Bad’;
15% of the employees said it is ‘Good’;
09% of the employees’ state it be ‘Excellent’.
43. Q5. WHICH OF THE FOLLOWING BENEFITS CAN YOU AVAIL
THE MOST WITH EASE?
Response Educational Assistance Festival Advance Holiday Homes
Respondents in % 24 67 09
24%
67%
9%
Response
Educational Assistance
Festival Advance
Holiday Homes
44. INFERENCE
67% of the employees prioritize ‘Festival Advance’;
24% of the employees prefer to have ‘Educational
Assistance’;
09% of the employees gave importance to ‘Holiday
Homes’.
46. RESEARCH METHODOLOGY
Problem Definition:
For any systematic enquiry, application of appropriate methods
and a scientific bent of mind are essential. This has an import
bearing on the collection of reliable and accurate information
as also on the outcome of the study. The main objective of
the present study is to make an intensive enquiry of Training
and Development and its effect on the employees.
Sources of Data:
The information is collected using only Secondary Data:
The secondary data has been collected through and annual
reports of the company, review of literature from Air India’s
service regulation books, personnel records and other
documents.
47. INTRA MURALAND EXTRA MURAL ACTIVITIES
INTRA MURAL EXTRA MURAL
Drinking Water Social Insurance
Toilets Maternity benefits
Crèches Health and medical insurance
Washing facilities Educational facilities
Occupational safety Housing
Shift Allowance Recreation
Uniforms Worker’s cooperatives
Canteen Vocational Training
Transport Facilities
Distress relief and cash benefits
48. INTRA MURAL FACILITIES
CRECHES :
The factories Act lays down that in any factory with
more than 50 woman workers, a crèches should be
provided and maintained for children less than 6 years in
clean and sanitary condition.
CANTEENS :
The ILO, in its recommendation 102, mentioned this facility
and felt that a competent authority in each country
should guide establishments with regard to nutrition,
Hygiene, finance etc.. In India, The factories Act places
the responsibility on State Governments to make rules
that in any specified factory with more than 250 workers,
a canteen or canteens should have representation in
the management of the canteens.
49. SAFETY PROVISION:
Provision are made for casing of machines, safeguards
regarding hoists and lifts, etc.. Apart from this provision,
state government is given power to make rules to
supplement them for providing further devices.
DRINKING WATER :
In every factory, effective arrangements shall be
made to provide and maintain at the suitable points
conveniently situated for all workers employed there in a
sufficient supply of wholesome drinking water.
Drinking points to be legibly marked and to be away
from the urinal and latrine etc. Cooling of Drinking water
is necessary where more than 250 workers are ordinarily
employed. Provision shall be made for cooling water
during hot weather by effective means and for
distribution thereof.
50. SHELTERS, RESTROOMS AND LUNCH ROOMS:
Every factory employing more than 150 workers must
provide adequate and suitable shelters or restrooms and
a lunch room, with provision for drinking water, where
workers can eat meals brought by them.
TOILETS :
Separate latrines and urinals for male and female workers
conveniently situated and adequate lighted and
ventilated. In every factory, separate enclosed
accommodation of latrines and latrines and urinals of
prescribed types for male and female workers shall be
provided for. Such accommodation shall be
conveniently situated and accessible for workers at all
times.
51. WASHING FACILITIES :
In every factory, adequate and suitable facilities
(separately and adequately concerned for the use of
male and female workers) shall be provided and
maintained for the use of workers therein and such
facilities shall be conveniently accessible and shall be
kept clean.
52. EXTRA MURAL FACILITIES
HOUSING:
Recommendation 115 of the ILO states that housing that
housing should be a matter of national policy. The Indian
industrial workers suggested various measures. A certain
percentage of houses should be given a tax rebate.
RECREATIONAL FACILITIES:
The provisions of facilities for recreation, sports and cultural
activities were made reluctantly. Today, employers take
pride in the extracurricular achievements of their workers
and it is often a prestige issue. The facilities for recreation
broadly speaking are determined by the resources
available for this purpose in the enterprise and the
importance accorded to it by the employer.
53. TRANSPORT SERVICE:
In Metropolitan cities, NCL and CLW suggested that work
hours be staggered, so as not to burden the transport
system. In the case of smaller units, they suggested that
transport be provided on joint basis.
EDUCATIONAL FACILITIES:
Education whether for the children or the industrial worker,
is of equal importance, since the latter even if he works
in a factory, has to cope with change, which is most
often technological. The literate worker is naturally more
receptive. Educating the worker’s family, especially his
children are essential, since in a sense, it is an investment
in training the workforce of the future.
54. EMPLOYEE’S PROVIDENT FUND:
For a number of years, a need has been felt for some
provision for the future of worker. The most appropriate
course seemed to be provided for compulsory
contributory P.F, where both the employers and
employee is required to contribute. In the light of such
considerations, particularly to migrate the hardship
caused to this employee on retirement, the Employee’s
Provident Act 1952, was passed.
PENSION:
Under the Employee’s PF’S and Miscellaneous Provision
Act 1952, Employees’ Family pension Scheme 1971 has
been drafted. . On attaining the age of 60 years, a
member of the family pension fund who has contributed
to this fund for at least two tears is paid a lump sum or in
the case of death, the amount is widower.
55. GRATUITY:
Earlier, gratuity was viewed as a gift made by an
employer at the discretion of workmen. The act provides
for punishment of the employer who fails to pay gratuity
to the employee.
MATERNITY BENEFITS:
The maternity benefits Act 1961 applies to factory,
plantation of mine. In case of a pregnant woman, who
makes such request, the employer cannot give any long
hours of standing work or any work, which leads to
miscarriage. Under the provision, a woman by notice in
writing is allowed to state the period she will be absent
earlier than six weeks from her expected delivery. The
act also provides payment of maternity benefit at the
rate of average daily wages.
56. HEALTH AND MEDICAL BENEFITS :
• The Factories act provides that every factory must be
clean and free from Effluvium (unpleasant smell, as of
decaying matter or gaseous waste.) arising from any
drain or any other nuisance. Effective arrangements
from disposal of wastes and effluents are to be made
and provision should also be made for adequate
ventilation by circulation of fresh air and prevent injuries
to health.
Health provisions also provide for avoidance
of overcrowding which is injurious to the health of the
workers employed and therein.
57. DISTRESS RELIEF AND CASH BENEFITS:
Air India has a staff welfare fund which provides grants for
prolonged illness, funeral expenses etc. The LIC of India
provides financial assistance in the event of floods,
famine, fire etc. The railways also have a benefit fund.
Most mines have a ‘Distress relief Scheme’, given the
hazardous nature of the industry.
ALLIED WELFARE MEASURES:
Co-Operative consumer stores are important to industrial
workers because they are the only way in which workers
can try and safeguard to some extent the real
purchasing power of their money and prevent the
erosion of their wages.
58. LIMITATIONS OF THE STUDY
The survey was conducted within the Engineering, Personnel
and Finance Departments at Old Airport Begumpet,
Hyderabad.
The opinions expressed sometimes by the respondents in the
schedule may not reflect the true feelings. They may be
biased.
This study does not cover the entire organization and only
small samples of employees were taken for the purpose of the
study. Sample size of 30 is not enough to draw exact
conclusions about a large and reputed organization like Air
India.
Sampling errors may occur.
The findings of the study cannot be generalized.
Due to constant shuffling of documents from Begumpet
Headquarters to Shamshabad (Rajiv Gandhi International
Airport, RGIA), the required information was not much
scrutinized.
59. CONCLUSIONS AND FINDINGS
Only considerable extents of employees are aware of
the all employee amenities provided by Air India.
Most of the employees prefer Health, Educational, and
Recreational facilities to that of insurance and canteen
facilities.
• Employees feel that Air India provides the best
employee welfare amenities to its employees when
compared to other related public service units.
• Some of the employees are not satisfied with the rest
rooms facility as they are not provide at vantage point
and are not properly equipped.
• Some of the employees are not satisfied with drinking
water facility.
• The welfare facilities have been reduced due to cost
control measures.
60. RECOMMENDATIONS AND SUGGESTIONS
Provision supporting physical and psychological health, like
yoga meditation and psychological counseling may be
provided within the organization premises.
Library with essential books and literature may be provided
which helps the employees update their knowledge and
make them competent.
Indian Airlines is one of the best public sector undertakings
providing the best welfare scheme when compared to other
public service unit. But to survive the competition of the
private airlines, welfare incentives policies should be changed
on par with other Private corporate establishments in order to
improve employee motivation, to garner good employee
potential and to retain the best of the employees.
Indian Airlines Formation should be celebrated every year,
and family get together should be organized. All the
employees and their family members maybe given an
opportunity to participate in cultural and short events.
Lunch/restrooms should be provided to all employees.
61. • Pension Scheme should be introduced for the
employees, so as to enable them to lead to quality life
after retirement.
• The management should strike a balance between, the
welfare measures provided to the employees of various
departments by reducing the disparities of allowance
paid to different categories.
• The advances that are given to the employee are just
enough and in some cases fall short and therefore has to
be improved.
• Sufficient and clean utensils may be provided in
Canteen. Variety in the food avoids stereotyping and
allows the employees to enjoy their food.
• The Children's educational scholarship provided by
Indian Airlines requires improvement.
62. BIBLIOGRAPHY
Personnel Management – P.C.Tripathy (Chapter 4, Edition 2012, Himalaya
Publications)
Personnel Management – C.B.Memoria (Chapter 7, Edition 2008, Kalyani Publishers)
Human Relations/Personnel Management – Tata McGrawHill
Human Resources Management and Personnel Management – K. Ashwapatta (4th
Edition) TMH Publishing Co. Ltd. New Delhi
Human Resources Management-Subba Rao (Chapter 2.1.4, Edition 2009, Chand &
Sons Publication)
Industry Relations-K.K.Ahuja (Chapter 3, Edition 2007, Bharati Publications)
Capacity Building: An Approach to People-Centered Development, Deborah Eade,
October 1997
Capacity Building-Definition Meaning-www.grdc.com
Manual Information from Air India
Shubh Yatra (In flight Magazine, Air India) www.shubh-yatra.in
Magic Carpet (Monthly Journal, Air
India)click.airindia.in/corporateinfo.aspx?...'MAGIC%20CA...
www.wikipedia.com/Air-India
www.airindia.in/about/timeline
www.airindia.in/about/airplane-portraits
www.click.airindia.in/HomeEN.aspx
www.google.com/images
63. VOTE OF THANKS
We conclude this Report by extending our Vote of
thanks, firstly to the
LA Management for providing us such an opportunity of
Internship,
Followed by our gratitude towards
Mrs. Dolly Isaac (Guide/Mentor)
Mr. S. Mohan Kumar (Assistant Manager, Personnel
Department, Air India Engineering Ltd. Begumpet,
Hyderabad)
Mr. Syed Khaja Iftakahruddin (Aircraft Superintendent
Senior Service Engineer, Air India Engineering Ltd.
Begumpet, Hyderabad)
And lastly Mrs. Phebe Priyadarshini (HOD, Department of
BBA) for her motivational support