Sanjay Ambardar is seeking managerial roles in human resources, administration, and operations management with over 18 years of experience. He has expertise in HR functions like recruitment, training, performance management, and statutory compliance. Currently he is a senior manager at NN Projects Limited where he handles HR, facility management, and administrative responsibilities. Previously he has worked at Home Concepts and Mediaworkshop India Pvt Ltd in assistant manager and senior executive roles respectively.
Sudheendra Lal has over 21 years of experience in HR and administration management. He has held roles such as HR & Administration Manager for various companies in Dubai and Bahrain. He possesses expertise in all areas of HR including recruitment, training, performance management, and policy formulation. He also has skills in administration management, facilities management, and ensuring regulatory compliance. Lal aims to achieve business objectives through strategic thinking and people management.
Protim Banerjee is an experienced HR professional with over 6 years of experience in talent acquisition, talent management, performance management, payroll management, and compliance. He is currently working as the Zonal HR head for East India at Wings Biotech, where he is responsible for recruitment, talent development, performance reviews, and payroll for the East zone. Previously he has held HR roles at 2COMS Consulting and Enfield Apparels with responsibilities including recruitment, onboarding, employee engagement, and attrition management. He has an MBA in HR from Dr. BC Roy Engineering College.
Ajay Singh Jamwal is submitting his resume for consideration for a suitable position. He has over 8 years of experience in human resources management and administration, currently serving as Dean of Administration at an engineering institute in India. His resume outlines his qualifications and experience in areas such as HR management, employee relations, recruitment, training, and ensuring statutory compliance.
This document provides a summary of an individual's work experience and qualifications. Some key points:
- Over 16 years of experience in human resource management roles across multiple industries, currently serving as Corporate Head of HR for Bajaj Energy Ltd.
- Educational background includes a Masters in Human Development and certifications in areas like Six Sigma and quality analysis.
- Responsibilities have included setting up HR systems, strategic planning, talent acquisition, performance management, and change management.
- Achievements highlighted include awards for best HR practices, reducing attrition, attracting talent from competitors, and benchmarking HR policies.
- The document provides a summary of an individual's experience in human resources and administrative roles over 25 years, including experience in HRIS implementation, talent acquisition, employee engagement, HR operations, and more. Recent experience includes 1.5 years as Manager - HR at Sweett Group, a global cost consulting firm, and 7 years prior as Manager - HR & Administration at Harting Technology Group, a German technology solutions company.
457. hr outsourcing & its challenges[mimt]keshav10
The document appears to be a dissertation on HR outsourcing in India. It includes an introduction that defines HR outsourcing and discusses its various forms. It then discusses the benefits of HR outsourcing such as cost savings, ability to focus on core competencies, access to expertise, and compliance. The literature review section further explores the types of outsourcing like BPO, KPO, and ITO. It discusses the functions commonly outsourced and provides an overview of the Indian economy relevant to the HR outsourcing industry.
This document discusses the evolving role of human resource management (HRM). It outlines how HRM has expanded from traditional personnel functions to now play a strategic role in organizations by influencing employee behaviors and business outcomes. The document also examines how HRM must demonstrate its value through metrics, assess legal issues, leverage technology, and address a changing workplace and global environment. Finally, it emphasizes that HRM is now a responsibility across all managers, not just the HR department.
Sudheendra Lal has over 21 years of experience in HR and administration management. He has held roles such as HR & Administration Manager for various companies in Dubai and Bahrain. He possesses expertise in all areas of HR including recruitment, training, performance management, and policy formulation. He also has skills in administration management, facilities management, and ensuring regulatory compliance. Lal aims to achieve business objectives through strategic thinking and people management.
Protim Banerjee is an experienced HR professional with over 6 years of experience in talent acquisition, talent management, performance management, payroll management, and compliance. He is currently working as the Zonal HR head for East India at Wings Biotech, where he is responsible for recruitment, talent development, performance reviews, and payroll for the East zone. Previously he has held HR roles at 2COMS Consulting and Enfield Apparels with responsibilities including recruitment, onboarding, employee engagement, and attrition management. He has an MBA in HR from Dr. BC Roy Engineering College.
Ajay Singh Jamwal is submitting his resume for consideration for a suitable position. He has over 8 years of experience in human resources management and administration, currently serving as Dean of Administration at an engineering institute in India. His resume outlines his qualifications and experience in areas such as HR management, employee relations, recruitment, training, and ensuring statutory compliance.
This document provides a summary of an individual's work experience and qualifications. Some key points:
- Over 16 years of experience in human resource management roles across multiple industries, currently serving as Corporate Head of HR for Bajaj Energy Ltd.
- Educational background includes a Masters in Human Development and certifications in areas like Six Sigma and quality analysis.
- Responsibilities have included setting up HR systems, strategic planning, talent acquisition, performance management, and change management.
- Achievements highlighted include awards for best HR practices, reducing attrition, attracting talent from competitors, and benchmarking HR policies.
- The document provides a summary of an individual's experience in human resources and administrative roles over 25 years, including experience in HRIS implementation, talent acquisition, employee engagement, HR operations, and more. Recent experience includes 1.5 years as Manager - HR at Sweett Group, a global cost consulting firm, and 7 years prior as Manager - HR & Administration at Harting Technology Group, a German technology solutions company.
457. hr outsourcing & its challenges[mimt]keshav10
The document appears to be a dissertation on HR outsourcing in India. It includes an introduction that defines HR outsourcing and discusses its various forms. It then discusses the benefits of HR outsourcing such as cost savings, ability to focus on core competencies, access to expertise, and compliance. The literature review section further explores the types of outsourcing like BPO, KPO, and ITO. It discusses the functions commonly outsourced and provides an overview of the Indian economy relevant to the HR outsourcing industry.
This document discusses the evolving role of human resource management (HRM). It outlines how HRM has expanded from traditional personnel functions to now play a strategic role in organizations by influencing employee behaviors and business outcomes. The document also examines how HRM must demonstrate its value through metrics, assess legal issues, leverage technology, and address a changing workplace and global environment. Finally, it emphasizes that HRM is now a responsibility across all managers, not just the HR department.
Virginia Messer is seeking an opportunity in human resources that allows her to support business objectives. She has 20 years of experience in strategic HR roles including recruitment, employee relations, performance management, compensation, and training. Messer holds an MPA in HR Management and certifications as an SPHR and SHRM-SCP. She is proficient in HR technology and has worked in a variety of industries.
The document discusses the typical functions of a human resources department in an advanced organization. It outlines challenges such as a demotivated workforce, high turnover, and low productivity. It recommends that HR become leaders that do things differently with total management support. This would help address challenges and improve company performance through intangible benefits. HR's role includes strategic planning, change management, employee support, and administration. Standardizing policies and processes through activities like staffing plans and reviews can help transform HR into an effective business partner.
Rethish Kumar has over 13 years of experience in human resources. He is currently a senior manager of HR at Saksham Training & Facility Management Pvt Ltd, where he is responsible for tasks like recruitment, performance management, training, employee relations, and ensuring compliance with labor laws. Prior to this role, he held HR positions at companies like Rane Engine Valves Limited and The Akshayapatra Foundation, where he handled operations, talent acquisition, and employee development. He has expertise in areas like payroll management, performance appraisals, and statutory compliances.
Praveen Kumar Kodi has over 15 years of experience in human resources roles spanning talent acquisition, performance management, compensation and benefits, and employee relations. He is currently the Manager of HR at XIUS, a mobile technology company, where he oversees HR operations for 350 employees globally. Prior to his current role, Kodi held HR leadership positions at companies such as WNS, Deloitte, and Tata Consultancy Services.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
The document outlines the evolution of the human resource function from a business function focused on administrative tasks like payroll and record keeping, to a business partner focused on communication, compensation, and employee development, and finally to a strategic partner that aligns employees and business objectives and measures leadership effectiveness. It shows how the focus and responsibilities of HR have changed at each stage, along with notable changes in tools used from basic spreadsheets and timekeeping systems to more advanced applicant tracking, learning management, and performance systems.
Rajesh Pulakhandam is seeking a position that utilizes his experience in human resources, payroll administration, and general management. He has over 6 years of experience in HR roles, currently serving as Assistant Manager of HR, Payroll, and Administration at SAPalm Meadows Community Welfare Society. Previously, he held HR and payroll positions at Dr. Reddy's Laboratories and Ray Construction Pvt Ltd. Rajesh has an MBA from Andhra University and is proficient in Microsoft Office applications. His areas of expertise include payroll administration, benefits administration, HR systems, administration, and people management.
This document discusses designing a strategy map for hotels using key performance indicators from the balanced scorecard (BSC) perspectives. It reviews literature on performance measurement in hotels and identifies common financial and non-financial KPIs used. The study aims to use the DEMATEL technique to determine relationships between KPIs and construct a strategy map showing logical links. This strategy map would help hotels prioritize indicators and initiatives to improve performance. The document argues that while financial metrics are important, a focus on non-financial KPIs may offer greater opportunities to measure long-term effectiveness.
The document summarizes the results of an organizational culture and performance index (OCPI) survey conducted by an organization. The survey assessed four major categories of organizational strength across different parts of the organization. Some key findings included differences in how senior management and other employees perceived organizational strengths and weaknesses. Areas for improvement were identified based on the survey results.
Focus HR management efforts on maximizing personnel transactions and service effectiveness including reduction in personnel spending thus increasing HR team’s service orientation and response time to business needs
Human resource planning involves assessing an organization's future demand and supply of human resources. It has four key phases: situational analysis, forecasting demand, analyzing current supply, and developing action plans. The objectives of HR planning are to facilitate strategic plans, achieve effective use of employees, and support training and development. HR planning helps balance the supply and demand of labor within an organization. It is influenced by factors like management support, financial resources, and economic conditions. Recent trends show HR planning becoming more strategic and responsive to changing business needs.
D C Channappa has nearly 15 years of experience in human resources management and industrial relations. He is currently the Associate General Manager of Human Resources and Administration at Toshiba Mitsubishi Electrical Industrial Corporation in Bangalore. Prior to this role, he held several managerial positions in HR and IR at TVS Electronics Limited. He has expertise in areas like strategic planning, talent acquisition, employee engagement, compensation management, and training and development.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
KM Quality and HR Consulting provides human capital consulting services to help clients optimize organizational performance and effectiveness. They offer flexible, efficient, and professional services tailored to each client's individual needs. The company aims to elevate the HR profession in South Africa and ensure the optimization of the workforce through analyzing clients' situations and designing solutions using proven methodologies and best practices.
Achieving HR Excellence: A Global and Evidence-Based View - from May 30 Pres...Waldron
Achieving HR Excellence: A Global and Evidence-Based View. Powerpoint Deck from from May 30 Presentation with John Boudreau highlighting findings from his (and Ed Lawler\'s) forthcoming book.
• Moving towards automation: identifying pain points and benefits to ensure a smooth transition
• Examining the costs savings of automation in areas such as headcount and administration
• Improving turnaround times and increasing efficiency by automating workflows
• Measuring the success of automating workflows
Manoj Kumar Singh is seeking a position in Delhi/NCR as a director of HR, administration, or CSR. He has 29 years of experience managing HR, administration, facilities, operations, and project management. He is skilled in developing systems and policies to optimize resources and enhance operations. Previously, he worked as the director of operations at Katha and general manager of HR and administration at Digicable Network, where he improved processes and reduced costs.
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
This document summarizes tree inventory data from multiple municipalities and organizations in northeastern Illinois. It provides information on the top tree species, average diameter at breast height, and percentage of invasive species found in street tree inventories, park tree inventories, and forest inventories for several locations, including the municipalities of Shorewood, Lake Forest, and Chicago, as well as Douglas Park, the UIC campus, and Chicago's overall urban forest. A map shows the locations of the summarized inventories across Cook and Lake counties.
Virginia Messer is seeking an opportunity in human resources that allows her to support business objectives. She has 20 years of experience in strategic HR roles including recruitment, employee relations, performance management, compensation, and training. Messer holds an MPA in HR Management and certifications as an SPHR and SHRM-SCP. She is proficient in HR technology and has worked in a variety of industries.
The document discusses the typical functions of a human resources department in an advanced organization. It outlines challenges such as a demotivated workforce, high turnover, and low productivity. It recommends that HR become leaders that do things differently with total management support. This would help address challenges and improve company performance through intangible benefits. HR's role includes strategic planning, change management, employee support, and administration. Standardizing policies and processes through activities like staffing plans and reviews can help transform HR into an effective business partner.
Rethish Kumar has over 13 years of experience in human resources. He is currently a senior manager of HR at Saksham Training & Facility Management Pvt Ltd, where he is responsible for tasks like recruitment, performance management, training, employee relations, and ensuring compliance with labor laws. Prior to this role, he held HR positions at companies like Rane Engine Valves Limited and The Akshayapatra Foundation, where he handled operations, talent acquisition, and employee development. He has expertise in areas like payroll management, performance appraisals, and statutory compliances.
Praveen Kumar Kodi has over 15 years of experience in human resources roles spanning talent acquisition, performance management, compensation and benefits, and employee relations. He is currently the Manager of HR at XIUS, a mobile technology company, where he oversees HR operations for 350 employees globally. Prior to his current role, Kodi held HR leadership positions at companies such as WNS, Deloitte, and Tata Consultancy Services.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
The document outlines the evolution of the human resource function from a business function focused on administrative tasks like payroll and record keeping, to a business partner focused on communication, compensation, and employee development, and finally to a strategic partner that aligns employees and business objectives and measures leadership effectiveness. It shows how the focus and responsibilities of HR have changed at each stage, along with notable changes in tools used from basic spreadsheets and timekeeping systems to more advanced applicant tracking, learning management, and performance systems.
Rajesh Pulakhandam is seeking a position that utilizes his experience in human resources, payroll administration, and general management. He has over 6 years of experience in HR roles, currently serving as Assistant Manager of HR, Payroll, and Administration at SAPalm Meadows Community Welfare Society. Previously, he held HR and payroll positions at Dr. Reddy's Laboratories and Ray Construction Pvt Ltd. Rajesh has an MBA from Andhra University and is proficient in Microsoft Office applications. His areas of expertise include payroll administration, benefits administration, HR systems, administration, and people management.
This document discusses designing a strategy map for hotels using key performance indicators from the balanced scorecard (BSC) perspectives. It reviews literature on performance measurement in hotels and identifies common financial and non-financial KPIs used. The study aims to use the DEMATEL technique to determine relationships between KPIs and construct a strategy map showing logical links. This strategy map would help hotels prioritize indicators and initiatives to improve performance. The document argues that while financial metrics are important, a focus on non-financial KPIs may offer greater opportunities to measure long-term effectiveness.
The document summarizes the results of an organizational culture and performance index (OCPI) survey conducted by an organization. The survey assessed four major categories of organizational strength across different parts of the organization. Some key findings included differences in how senior management and other employees perceived organizational strengths and weaknesses. Areas for improvement were identified based on the survey results.
Focus HR management efforts on maximizing personnel transactions and service effectiveness including reduction in personnel spending thus increasing HR team’s service orientation and response time to business needs
Human resource planning involves assessing an organization's future demand and supply of human resources. It has four key phases: situational analysis, forecasting demand, analyzing current supply, and developing action plans. The objectives of HR planning are to facilitate strategic plans, achieve effective use of employees, and support training and development. HR planning helps balance the supply and demand of labor within an organization. It is influenced by factors like management support, financial resources, and economic conditions. Recent trends show HR planning becoming more strategic and responsive to changing business needs.
D C Channappa has nearly 15 years of experience in human resources management and industrial relations. He is currently the Associate General Manager of Human Resources and Administration at Toshiba Mitsubishi Electrical Industrial Corporation in Bangalore. Prior to this role, he held several managerial positions in HR and IR at TVS Electronics Limited. He has expertise in areas like strategic planning, talent acquisition, employee engagement, compensation management, and training and development.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
KM Quality and HR Consulting provides human capital consulting services to help clients optimize organizational performance and effectiveness. They offer flexible, efficient, and professional services tailored to each client's individual needs. The company aims to elevate the HR profession in South Africa and ensure the optimization of the workforce through analyzing clients' situations and designing solutions using proven methodologies and best practices.
Achieving HR Excellence: A Global and Evidence-Based View - from May 30 Pres...Waldron
Achieving HR Excellence: A Global and Evidence-Based View. Powerpoint Deck from from May 30 Presentation with John Boudreau highlighting findings from his (and Ed Lawler\'s) forthcoming book.
• Moving towards automation: identifying pain points and benefits to ensure a smooth transition
• Examining the costs savings of automation in areas such as headcount and administration
• Improving turnaround times and increasing efficiency by automating workflows
• Measuring the success of automating workflows
Manoj Kumar Singh is seeking a position in Delhi/NCR as a director of HR, administration, or CSR. He has 29 years of experience managing HR, administration, facilities, operations, and project management. He is skilled in developing systems and policies to optimize resources and enhance operations. Previously, he worked as the director of operations at Katha and general manager of HR and administration at Digicable Network, where he improved processes and reduced costs.
Frequently, a wide hole exists between the HR procedure of an association and what precisely is required by the business methodology on the HR front. Since the ability of the right demeanor and responsibility is needed to execute the technique, misalignment doesn't allow this reality to occur. The individuals who can impact the arrangement, regularly come way in front of others. Absence of viable Skills and Development. Associations hiring professionals with inconsistent degrees of abilities and ability is seen as another significant hindrance in adjusting the business and HR vital goal. In this unique situation, improper determination, recruiting, and preparing methodology leads towards helpless human asset advancement
This document summarizes tree inventory data from multiple municipalities and organizations in northeastern Illinois. It provides information on the top tree species, average diameter at breast height, and percentage of invasive species found in street tree inventories, park tree inventories, and forest inventories for several locations, including the municipalities of Shorewood, Lake Forest, and Chicago, as well as Douglas Park, the UIC campus, and Chicago's overall urban forest. A map shows the locations of the summarized inventories across Cook and Lake counties.
О.Г Кузьмінська, доцент кафедри інформаційних і дистанційних технологій, НУБіП України, кандидат педагогічних наук. "Навчально-методичне забезпечення для занять з інформатики від творчої групи авторів під керівництвом Н.В.Морзе"
The new VisionTek live digital microscope provides several advantages over traditional microscopy:
- It allows real-time sharing of high-quality live microscope images for remote consultation.
- This enables rapid diagnosis and treatment decisions in emergency situations.
- The ability to view multiple slides simultaneously in multi-view mode facilitates analysis of complex cases.
El documento detalla el informe de prácticas de enero de 2016 de los alumnos de 4o año en la panadería Obrador Gómez del Colegio Santa María Micaela Santander.
Este documento presenta definiciones de varios términos clave como pensamiento crítico, creatividad, cerebro, aprendizaje significativo, estilos de aprendizaje, inteligencias múltiples e innovación. También incluye una discusión sobre el bullying con preguntas y respuestas sobre sus causas, cómo los maestros deben abordar la situación y cómo prevenirlo. Finalmente, presenta los resultados de una prueba de inteligencias múltiples.
El documento describe la importancia de los planes de mejoramiento institucional para la educación. Estos planes permiten corregir errores y abordar necesidades emergentes para mejorar continuamente los resultados educativos. Para que los planes sean efectivos, es crucial enfocarse en un tema a la vez, considerar todas las necesidades, aprender de los resultados negativos sin desechar el proyecto, implementar actividades con objetivos claros involucrando a toda la comunidad educativa.
Digital Processes with PowerPath Barcodes, Scanning and Digital ImagingChris Godin✪
• Presented to approximately 40 healthcare professionals at the Sunquest Info Systems National User Group Meeting 2012. – “Digital Processes with PowerPath Barcodes Scanning and Digital Imaging”
Michael Churchill is seeking an Information Technology Specialist position utilizing over 5 years of experience in supervising, installing, maintaining, and troubleshooting networks, computers, radios, and other communication equipment as a Network Administrator and Communication Expert for the US Army. He has a SECRET security clearance and received numerous awards for his outstanding work. He is proficient in Microsoft Office and has customer service and leadership skills.
Leonardo da Vinci foi um polímata italiano do Renascimento, notável por suas obras-primas como a Mona Lisa e A Última Ceia. Ele dominava diversas áreas como anatomia, engenharia, matemática e pintura. Trabalhou para Ludovico Sforza em Milão onde criou obras como A Virgem dos Rochedos e voltou a Florença onde pintou sua obra mais famosa, a Mona Lisa.
Sex and Character: Building Moral IntelligenceMann Rentoy
This document provides information on building character in students. It discusses the importance of character education given societal changes that have made parenting and teaching more challenging. It outlines three institutions historically responsible for shaping character - the home, school, and religion. Specific challenges to developing good character in today's world are explored such as a lack of empathy, increase in peer cruelty, and mental health issues among youth. Strategies are presented for teaching key virtues like empathy, conscience, and self-control. This includes modeling good behavior, reinforcing virtues, and using moral discipline consistently.
Bertil Mazhuvanchery is a human resources and administration professional with over 10 years of experience managing HR functions and administrative operations for companies in India. He has a Master's degree in Business Administration with a focus on HR and Marketing, and provides details of his professional experience, skills, education, and contact information in the document. The document serves as Bertil's resume highlighting his qualifications and achievements in human resources and administration roles throughout his career.
This document provides a summary of Raman C. Govitrikar's resume. It outlines his contact information, 19 years of experience in human resources management, and history of roles in HR for various manufacturing companies in India. Key responsibilities included talent acquisition, employee relations, performance management, and maintaining statutory compliance.
Yashpal Singh has over 20 years of experience in human resources and administration, including 12 years in HR roles. He is currently the Head of HR and Administration at National Infra Industries Ltd. Previously he held HR leadership positions at Carrier Wheels Pvt Ltd and Bajaj Eco Tech Products Ltd. Singh has expertise in areas such as recruitment, performance management, training, employee engagement, and industrial relations. He holds an MBA in Human Resources and Industrial Relations and is seeking a growth-oriented organization where he can continue enhancing his skills.
Santanu Sinha is a senior level professional with over 13 years of experience in HR and administration. He has expertise in areas such as manpower planning, recruitment, training, performance management, payroll processing, and facility management. Currently he works as an Assistant General Manager of HR and Administration at Interworld Commnet in Chandigarh, where he is responsible for the entire functions of the HR and Admin departments. He is seeking new senior level positions that allow him to apply his skills and experience.
Niranjan Mishra is an HR professional with over 19 years of experience in areas such as strategic HR planning, talent acquisition and management, change management, and industrial relations. He is currently seeking a position where he can utilize his skills in managing employee training programs, competency assessments, performance management, and maintaining positive union relationships. His career has included roles managing HR operations and industrial relations at companies in the energy and manufacturing industries.
Sreeraj V has over 9 years of experience in human resources and payroll management. He is currently working as a Human Resources & Payroll Officer at Life Care Hospital in Abu Dhabi, UAE. Prior to this, he worked as a Human Resource Manager for TUV Rheinland NIFE in India and as an Assistant Manager of Human Resources for Get it Info services Pvt ltd in Kerala, India. He has expertise in areas such as payroll administration, recruitment, performance management, training, and employee relations. Sreeraj holds an MBA in HR and Finance and is proficient in both written and verbal communication skills.
This document contains the resume of Anuradha Bandlamudi summarizing her professional experience and qualifications. She has over 15 years of experience in administration, HR, and facilities management roles. Currently, she is the Manager of Administration at Megha Engineering & Infrastructures Ltd in Hyderabad, where she oversees facilities, security, travel arrangements, IT, and other administrative functions. Previously she held HR and administrative roles at Megha Fibre Glass Industries Ltd and Medimage Technologies Pvt. Ltd. She has an MBA in HR and is proficient in various computer programs, ERP systems, and certifications in quality and safety standards.
M.R. Narayanan has over 30 years of experience in human resources management, industrial relations, and general administration. He is seeking a senior managerial role in HR. He has expertise in developing HR strategies, maintaining industrial harmony, training and development, performance management, and compensation. Some of his achievements include developing training modules, framing HR policies, handling strikes and unions, and implementing initiatives to reduce costs and improve productivity. He has worked in various industries and held roles with increasing responsibility.
- The document provides a summary of Somesh Kumar's 17 years of experience in human resources, industrial relations, corporate social responsibility, and administration roles across multiple companies in India.
- It outlines his expertise in areas such as strategy, operations, organizational development, recruitment, training, and statutory compliance.
- Recent experience includes overseeing the HR, IR, and admin departments for Raj Jindal Hospital & Research Centre Pvt. Ltd. and managing CSR activities, employee development, and talent management.
SARATH.P is seeking senior level positions in HR, personnel management, administration, or employee relations. He has over 7 years of experience in HR functions and personnel administration. Currently he is the Deputy Manager of HR at Thai Group of companies, where he handles tasks like competency development, policy implementation, industrial relations, and training. He is proficient in areas like recruitment, performance management, employee welfare, and ensuring compliance with labor laws.
DD Pandey is a human resources and administration professional with over 25 years of experience. He is currently working as the General Manager of HR and Administration at Pacific Development Corporation Ltd. in Delhi. He has expertise in areas such as recruitment, performance management, training, employee relations, and statutory compliance. Previously, he has worked with companies in the construction, telecom, and medical industries. Pandey is looking for a new career opportunity that allows him to utilize his skills and experience.
K Srinivasa Rao is a human resources professional with over 17 years of experience in HR. He is seeking a challenging position in a reputed organization where he can effectively implement best HR practices and contribute to the organization's success. He has extensive experience in HR processes, recruitment, performance management, training, and statutory compliance. He is proficient in SAP HR and holds an MBA in HR from Andhra University.
This document contains a summary of Sharad Pathane's professional experience and qualifications. He has over 15 years of experience in human resources management across several industries. Currently, he works as a senior manager of HR at SAKATA INX (I) Ltd, with responsibilities including recruitment, training, compensation, and employee engagement. He holds a B.Sc. in Electronics and an MBA in HR.
The document is a resume for Haroon Rasheed, who has over 14 years of experience in HR and administration management across several companies in UAE. He is currently seeking new opportunities. Some of his responsibilities included managing HR operations, recruitment, payroll administration, employee relations, and ensuring compliance with local laws and organizational policies. He has expertise in areas such as performance management, compensation, and talent acquisition and retention.
This document is a resume for Ramesh T. Ramesh seeking a position in human resources, training, or organizational development. Over the past 9 years, Ramesh has gained experience in human resources management, administration, accounting, and team management. He is adept at handling HR functions such as recruitment, payroll, and training. Ramesh has worked for several construction companies in India and managed teams of up to 500 employees. He is seeking a challenging position that allows him to utilize his skills.
This document provides a summary of a senior HR professional's skills, experience, and qualifications. The professional has over 15 years of experience in leading HR functions such as recruitment, training, performance management, and statutory compliance. Some of the organizations they worked for include Techno Electric & Engineering and SGSIndia. Their experience spans multiple industries including manufacturing, FMCG, and engineering. They also have a postgraduate degree in HR and several HR-related certifications.
Ajay Kumar has over 29 years of experience in human resources, including 9 years of experience in HR leadership roles in the private sector and 20 years of experience in the defense services. He has a proven track record of driving strategic HR initiatives to achieve business goals and improve employee engagement. Currently, he is seeking an HR leadership position where he can utilize his expertise in areas such as talent management, training and development, performance management, compensation and benefits, and industrial relations.
The document provides a summary of Somesh Kumar's experience and qualifications. He has over 18 years of experience in HR, IR, CSR and administration roles across multiple industries and countries. Some of his key responsibilities have included managing HR operations, talent acquisition, employee development, industrial relations, and CSR activities. He possesses strong leadership, communication, and people management skills.
Rayees Ahmad Rather has over 5 years of experience in human resources management across multiple industries. He has expertise in areas such as human resources strategy, training, recruitment, compensation, and employee relations. Currently, he works as a Human Resources Manager for Abdulaziz AhmedAl Fozan Contracting Company in Saudi Arabia, where he oversees HR functions across various facilities. Previously, he held roles as the Director of Human Resources for Super info tech in Kashmir and as the Principal of Sir Syed Mission School in Dooru, Anantnag, Kashmir, India. Rayees holds an MBA with a focus on HR and marketing and a Bachelors of Commerce degree.
1. SANJAY AMBARDAR
Mobile: + (0) 8459102930, 9650392930
E-mail: sanjayambardar@hotmail.com
Seeking managerial assignments in Human Resource Management, Administration, Operations Management
Personnel, IR, Vendor Management, Facility Management
SNAPSHOT
More than 18 years of experience in Service Sector with rich in depth & extensive experience in Human
Resource, Administration, Facility management, IR, Team Management.
Knowledge in forecasting long term people requirement of an organization, Employee Relationship,
Employee engagement, Training and Development, Induction and Orientation, HR Policies formulation,
Compensation and benefits, Training and OD, PMS, Employee Welfare, and skill development.
Tender preparation in major government Sectors like BHEL, SAIL, Indian Railways, AIRPORT Authority of
India from starting till the liaisoning to fasten the process with the higher authorities for payments.
Proficient in developing & streamlining systems with proven ability to enhance operational effectiveness
and meet operational goals within the cost, time & quality parameters.
Dedicated and self-motivated leader with proficiency in handling the administrative activities, event
management and upholding of organizational objectives & aspirations.
Career Path
Date Designation Company Name
Feb’05- till date Sr. Manager, Operations & Administration NN Projects Limited
Nov’98-Feb’05 Astt. Manager, HR & Administration Home Concepts
Jan’97-Sep.’98 Sr. Executive HR & Data Processing Media workshop India Pvt.Ltd
Nov’95-Jan’97 Business Executive Curio Crafts
CAREER CONTOUR
Since Feb’05 (NN Projects Limited presently working as Sr. Manager Operations & Administration)
NN Projects Ltd. is one ofthe leading global organization, providing turnkey solutions for power
management. We are globally renowned consultants for Power and Railway sectors. We develop the most
modernized and ecofriendly technologies in India contributing in the Industrial growth and making India
self-reliant. We have some prestigious projects that include the upgradation and modernization ofMumbai
Sub-Urban Trains with Dual Voltage Traction Technology with the latest and distinct invention ofIndoor Type
Power Distribution Substations (Gas Insulated Switch Gears) in India.
Roles and Respnsibilities
HR Function duly handled having core exposure in HR Policy, Process & Training Implementation, On-
Boarding & Employee Induction, Payroll Management, Employee Communication & Relation,
Performance Management, Competency Frameworks, Career Development, Rewards & Recognition
2. programs, HRIS, ESOPS, Statutory Compliance, Mentoring, Employee Attrition Management and Retention
Strategies, HR best practices , Innovation, Recruitment & Selection processes, etc.
Experience in HUMAN RESOURCES implementing state of the art solutions with proven ability to identify,
analyze and solve issues thereby increasing the customer satisfaction and facilitating corporate growth.
Was part of the Mergers & Acquisitions thereby gaining wide spread exposure to acquisitions processes for
Strukton Systems.
Statutory Compliance labour laws & Corporate, Employee Compensation & Benefit, Performance
Recruitment, HR Operations, International, Defining KRA / KPI and implementing balance score card.
Management , Employee Relations / Communications, ISO Certification, Career planning & Succession
Planning, Competency Matrix,, Separation Management / Communications, Information management .
Preparing user requirements and involved in designing HRMS, Responsible for Operational and HR Budget
planning
Preparing documents to put out tenders for contractors; project management , supervising and
coordinating work of contractors; investigating availability and suitability of options for new premises;
calculating and comparing costs for required goods or services to achieve maximum value for money;
planning for future development in line with strategic business objectives; managing and leading change
to ensure minimum disruption to core activities; directing, coordinating and planning essential central
services such as reception, security, maintenance, mail, archiving, cleaning, catering, waste disposal and
recycling; ensuring the building meets health and safety requirements and that facilities comply with
legislation; keeping staff safe.
Planning best allocation and utilization of space and re-organising current premises; checking that agreed
work by staff or contractors has been completed satisfactorily and following up on any deficiencies;
coordinating and leading one or more teams to cover various areas of responsibility; using performance
management techniques to monitor and demonstrate achievement of agreed service levels and to lead
on improvement; responding appropriately to emergencies or urgent issues as they arise and dealing with
the consequences.
Makes major administrative decisions requiring a wide knowledge of Organization, Policies, and Practices;
often functioning as a liaison for Managing Director, resolving some items of a non-technical nature while
reporting questionable areas to Managing Director.
Ensures that the Standard Office practices and Routines of the Office are functioning efficiently on an
ongoing basis.
Monitors and Co-ordinates oral and written communication between the Managing Director office and
the Overseas Principles.
Has the latitude to resolve issues of a non-technical nature and investigating other areas affecting the
organization.
Ensures that all Correspondence and Reports are processed for the Managing Director in a Timely Manner.
Having Good Contacts and Rapport with the Staff.
Coordinates the Managing Director Monthly Report.
EXCELLENCE AWARD” awarded by His Excellency Mr. Korn Dabbaransi, Former Deputy Prime Minister of
Thailand 5t h February, 2010 conferred by “Institute of Economic Studies (IES)" to Mr. Sanjay Ambardar
working with “NN PROJECTS LIMITED” at Bangkok, Thailand.
Part of the Core Group for Business Sharing Agreement (BSA) between Struktron Systems & BHEL (Ministry of
Railways - Govt. of India).
Part of the visiting delegation related to Coordination of Technology Transfers of Strukton Systems,
Grotenoord, Hendrik-Ido Ambacht at Netherlands, acquisition plans of a Company FTD Dessau Ag in Halle
Germany & Product Development of Powertechnic Limited, Hong Kong & Guangzhou.
3. Astt. Manager (Hr & Administration) at Home Concepts: Period (Nov’98 – Feb’2005)
HR Generalist, Facilities and Administration, Employee Relations, Grievances Handling Induction,
Performance Management
Understanding organization specific manpower recruitments plans and engaging into business
alliance for long term objectives.
Drive overall employee engagement initiatives.
Facilitate regular employee feedback, organize meetings, counseling & ensure problem resolution,
rewards & recognition.
Active involvement in employee retention especially excellent performers.
Identification of training needs and organizing the training programs for the Employees.
Ensuring Process & Statutory Compliance
Ensure timely and accurate submission of PF & ESI challans. Timely filing of various monthly/quarterly/bi
annual and annual returns Ensure valuation of Leave/gratuity/superannuation
Generation of various monthly/quarterly/annual MIS reports
Providing administrative support and facility management for all business linked needs of employees
as per set norms viz. Housekeeping Management, Security Services, Catering Services, New Joinee
Formalities-“Seat Allocation/ID Card/Access Card/Visiting Card”, Pest Control Services, Front Office
Management, Relocation for transfer cases, Printing and Stationary, Courier Management, Hospitality
and Event Management.
The Attainments
As it does also have a buying house wherein have also interacted with Buyers from Anthropology &
Timberland for Hard Goods and Apparels.
Presentations & Proposals , Modern Office Equipment, Shipping Info, CO-ordination with Shipping Dep’t
regarding the Planning.
Sr. Executive, HR & Data Processing at Mediaworkshop India Pvt Ltd: Period (Jan’1997 – Sep’1998)
Responsibilities:
Planning infrastructure and other administrative support
Independent Correspondence Handling, Communications,
Data Processing, Maintenance of Database,
M.I.S Report Generation, System Support, System Maintenance,
Projects Handled S.A.S, Oracle, E.S.T, HCL, WIPRO, IOC, NFI for Database compiling
Business Executive at Curio Crafts: Period (Nov’95 – Jan’1997)
Presentations & Proposals , Modern Office Equipment, Shipping Info,
CO-ordination with Shipping Dep’t regarding the Planning.
M.I.S Report Generation
Participated in major events in the Company
Awards
Received “Award of Excellence” during this period.
Achievement all the business goals set for the year and hence received the “Team Award”
MTM Award
CE 2015 meet speaker certification
ACADEMIA
Master’s in Business Management – HR & Marketing ( M.B.A ), Sikkim Manipal University in 2009
Bachelor of Commerce (B.com) from Delhi University in 1995
Diploma in Computer & System Management
Diploma in Electronics
Short Term Course in C, C++, AutoCAD, Unix, DTP from C.E.D.T
4. TRAINING
FICCI Time Management
Leadership Circle.
The Seven Habits of Highly Effective People.
Management Development Program.
Profit Centre Operations.
CE Meet for Facility Management
PERSONAL DETAILS
Date of Birth : 01’ January 1968
Permanent Address : 332-F, Sector – 39, Phase – I, Gurgaon-122001, Haryana. (Opposite Medanta Hospital)