The document is a 5-page resume submitted by D. Anand for a job opportunity. It summarizes his educational qualifications and over 23 years of work experience in sales, marketing, and business development roles in various manufacturing companies. It highlights his expertise in generating new business, finding solutions for customer needs, and helping companies progress through innovation. The resume emphasizes his practical knowledge gained over formal education and demonstrates his motivation to take on a senior role that allows him to contribute to an organization's growth.
The document is a report on talent trends in 2016 prepared by Malika Ahuja for her MBA program. It acknowledges various experts who contributed to the report. The report contains an introduction that outlines challenges in attracting and retaining talent. It identifies 11 key talent trends that are analyzed based on research findings from surveys and expert interviews. For each trend, the report provides context, survey results, expert opinions, and recommendations for organizations. The trends covered include the Gen Y workforce, aging workforce, multigenerational workforce, diversity, contingent workforce, new war for talent, initiatives like Make in India and startups, the human cloud concept, the role of social media in HR, and improving HR technology.
This document provides information about a project report submitted by Anwesha Chatterjee on retention at OPUS Estates. It includes details about OPUS Estates such as it being part of the GCJ Group, a real estate marketing company in Kolkata. It also discusses the importance of retention and strategies to improve employee retention such as improving selection process, training, employee relations and career development programs. The document contains the research methodology, analysis, findings and suggestions of the study.
The document discusses several interviews conducted as part of a project for VIVA. It summarizes the career journeys and views of Robin Banerjee, Himanshu Chakrawarti, and Javed Akhtar.
Robin Banerjee is the Managing Director of Caprihans India Ltd. He focuses on understanding concepts, communication skills, and diligence. Himanshu Chakrawarti is CEO of Mobile Store. He introduced new services and optimized networks to turn losses into profits. Javed Akhtar is CEO of Travel Port. He focuses on positioning, engagement, and being adaptive and innovative.
The document provides information about a project report submitted by Jyotsana Verma to partial fulfillment of the Bachelor of Business Administration degree. The report is on the potential of sales, marketing, and promotion for IDEA Cellular in Kanpur, India. It includes sections on the acknowledgements, declaration, table of contents, introduction to the company, research methodology, data analysis, and final report conclusions. The objective is to find possible tools to enhance revenue for IDEA Cellular by analyzing customer awareness, requirements, and promotion strategies in Kanpur.
The document contains summaries of presentations from various professionals on topics related to careers in IT and business management. It includes summaries of 9 individuals providing advice on their careers and industries. The key points covered include opportunities and challenges in IT careers, the growth of e-commerce, cloud computing and big data analytics, and emphasizing qualities like emotional intelligence, flexibility and maintaining broad strategic thinking.
We like project by nikhil gharat july 2015Nikhil Gharat
Human Resource Management (HRM) involves managing people in organizations through key processes like staffing, retention, compensation, performance management, and exits. HRM aims to manage the collective relationship between management and employees to achieve organizational objectives through people-focused approaches like enabling employees and developing their skills. The scope of HRM includes human resource planning, recruitment, training, performance appraisal, compensation, labor relations, health and safety, and developing strategies for organizational effectiveness.
The document discusses an Individual Development Plan (IDP), which is a written plan that outlines career goals and helps to identify and plan one's career path. An IDP prioritizes short-term and long-term goals, focuses on personal efforts, and creates an action plan to achieve goals in a clear and achievable manner. The document also provides tips for putting an IDP into action, such as writing down targets, discussing the plan with a mentor, and celebrating successes.
The document discusses Ninad Karpe, the Managing Director and CEO of Aptech Ltd. It provides details about his previous work experience at Computer Associates India, where he held various management roles. The document also outlines Karpe's vision to make Aptech the number one career education company in India and other markets by the year 2020.
The document is a report on talent trends in 2016 prepared by Malika Ahuja for her MBA program. It acknowledges various experts who contributed to the report. The report contains an introduction that outlines challenges in attracting and retaining talent. It identifies 11 key talent trends that are analyzed based on research findings from surveys and expert interviews. For each trend, the report provides context, survey results, expert opinions, and recommendations for organizations. The trends covered include the Gen Y workforce, aging workforce, multigenerational workforce, diversity, contingent workforce, new war for talent, initiatives like Make in India and startups, the human cloud concept, the role of social media in HR, and improving HR technology.
This document provides information about a project report submitted by Anwesha Chatterjee on retention at OPUS Estates. It includes details about OPUS Estates such as it being part of the GCJ Group, a real estate marketing company in Kolkata. It also discusses the importance of retention and strategies to improve employee retention such as improving selection process, training, employee relations and career development programs. The document contains the research methodology, analysis, findings and suggestions of the study.
The document discusses several interviews conducted as part of a project for VIVA. It summarizes the career journeys and views of Robin Banerjee, Himanshu Chakrawarti, and Javed Akhtar.
Robin Banerjee is the Managing Director of Caprihans India Ltd. He focuses on understanding concepts, communication skills, and diligence. Himanshu Chakrawarti is CEO of Mobile Store. He introduced new services and optimized networks to turn losses into profits. Javed Akhtar is CEO of Travel Port. He focuses on positioning, engagement, and being adaptive and innovative.
The document provides information about a project report submitted by Jyotsana Verma to partial fulfillment of the Bachelor of Business Administration degree. The report is on the potential of sales, marketing, and promotion for IDEA Cellular in Kanpur, India. It includes sections on the acknowledgements, declaration, table of contents, introduction to the company, research methodology, data analysis, and final report conclusions. The objective is to find possible tools to enhance revenue for IDEA Cellular by analyzing customer awareness, requirements, and promotion strategies in Kanpur.
The document contains summaries of presentations from various professionals on topics related to careers in IT and business management. It includes summaries of 9 individuals providing advice on their careers and industries. The key points covered include opportunities and challenges in IT careers, the growth of e-commerce, cloud computing and big data analytics, and emphasizing qualities like emotional intelligence, flexibility and maintaining broad strategic thinking.
We like project by nikhil gharat july 2015Nikhil Gharat
Human Resource Management (HRM) involves managing people in organizations through key processes like staffing, retention, compensation, performance management, and exits. HRM aims to manage the collective relationship between management and employees to achieve organizational objectives through people-focused approaches like enabling employees and developing their skills. The scope of HRM includes human resource planning, recruitment, training, performance appraisal, compensation, labor relations, health and safety, and developing strategies for organizational effectiveness.
The document discusses an Individual Development Plan (IDP), which is a written plan that outlines career goals and helps to identify and plan one's career path. An IDP prioritizes short-term and long-term goals, focuses on personal efforts, and creates an action plan to achieve goals in a clear and achievable manner. The document also provides tips for putting an IDP into action, such as writing down targets, discussing the plan with a mentor, and celebrating successes.
The document discusses Ninad Karpe, the Managing Director and CEO of Aptech Ltd. It provides details about his previous work experience at Computer Associates India, where he held various management roles. The document also outlines Karpe's vision to make Aptech the number one career education company in India and other markets by the year 2020.
My Welingkars 2nd semester presentationPawan Tejwani
The presentation discusses different modes of entry into international business such as exporting, licensing, franchising, specialized entry modes like management contracts and turnkey projects. It also summarizes discussions on topics like the Internet of Things, Sun Tzu's Art of War, PERT technique for project management, asset management, the importance of customer service operations, and leveraging experience in strategic roles.
The document discusses the role of warehousing in supply chain management. It notes that the Indian logistics sector is estimated to reach $200 billion by 2020 but currently faces challenges around insufficient facilities, lack of technology, and expertise. Warehousing is a key part of logistics and is estimated to grow by 25% annually. Effective warehousing aims to minimize costs while maximizing serviceability, transportation availability, and suitable infrastructure, connectivity, environmental factors, and government regulations.
This document is a curriculum vitae for Karuna Joshi, who has an MBA in HR and Marketing. She is currently a Sales Executive at Atul Ltd in Delhi, Noida, and surrounding areas, where she is responsible for meeting with architects and consultants, targeting industries and converting leads to orders, and handling various projects. Previously, she worked as a Business Development Executive at Alstrong Enterprises India Pvt Ltd. She is looking to obtain a position that will allow her to utilize her initiative, capabilities, and contribute to an organization.
A STUDY ON EMPLOYEE RETENTION PRACTICES OF AUTOMOBILE INDUSTRIES IN INDIA WIT...IAEME Publication
This document summarizes a study on employee retention practices in the automobile industry in India, specifically at Hyundai Motors in Chennai. The study had several objectives: to examine employee satisfaction, training and development activities, compensation factors, and make suggestions to improve retention strategies. Data was collected through a questionnaire distributed to 500 Hyundai employees. The results showed that employees desired job rotation, staff quarters, education loans, family employment, more training, and better rewards and recognition. The study concluded retention is important for automobile companies to retain talent and achieve objectives, and factors influencing retention should be identified and improved.
The document discusses small businesses. It defines small businesses as those involving less capital investment, fewer employees, and smaller machinery. Small businesses play an important role in economic development. They are typically locally owned and operated. The document outlines various categories of small businesses based on investment levels, ownership, exports, and location. It also discusses the roles of small businesses and common problems they face such as lack of financing, raw materials issues, limited managerial skills, difficulties obtaining skilled labor, and marketing challenges.
This document is a project report on effective employer branding for knowledge worker retention. It discusses employer branding, which involves developing an image of an organization as an attractive employer to current and potential employees. The report will examine employer branding strategies used by different organizations and their role in engaging employees. It will focus on how learning and development activities can fulfill employer brand expectations and stimulate engagement. The report includes an index listing the various chapters that will analyze data on the relationship between employer branding and factors like management, organizational prestige, motivation, and retention rates. Tables with data and findings from the research will also be included.
Mr. Gautam Borah has over 20 years of experience in customer service and leads multi-geography operations and teams, emphasizing the importance of customer service in India and how focusing on customers can yield results. He spoke about the challenges in the telecom industry including stakeholder management and sustainability, and the importance of recruiting the right people, having a clear vision and excellence in customer service. Dr. Vinay Nayak has over 27 years of experience leading quality operations and is one of the few people in the Indian pharmaceutical industry to become a business head from a quality background.
I work as a assistant for the business development executive in the company named "Resolve India Innovative Technologies Pvt Ltd" which is in Bangalore. The company deals with automation technology and provides various business solutions to other business organizations. The name of my project report is " Market research on global engineering solutions in industry and business expansion strategy for Resolve India Innovative Technologies Pvt. Ltd. As a marketing analyst I have to find out the possibilities for Business expansion for the company and prepare a strategy for them, To prepare a strategy I have constructed structured questionnaire and conduct surveys and collect data from the market. By implementing the percentage method analysis for the data I came to the findings, suggestions and conclusions to my project report.
This document is a study on job satisfaction of employees at Kerala Furniture Consortium in Kodannad. It was submitted by Sangeetha C.M to Mahatma Gandhi University in partial fulfillment of the requirements for a Bachelor of Business Administration degree. The study was conducted under the guidance of Mr. Armstrong Abraham at Yeldho Mar Baselious College, which is affiliated with Mahatma Gandhi University. The study includes an acknowledgment, declaration, table of contents, and introduction on the importance of studying job satisfaction.
key to improving core competitive capacity 4 enterpriseTrung Ngoc
FDI enterprises in Vietnam have developed quality consciousness and effective work styles among their labor through long-term education and training programs. They focus on helping labor understand customer needs and how their work contributes to the enterprise. Quality results and ideas from labor are shared openly, and labor are encouraged and compensated for quality improvements. Developing group work and cooperation with unions also improves quality culture. These practices allow FDI enterprises to increase productivity and competitiveness compared to Vietnamese enterprises.
The document discusses the changing role of HR and how HR needs to adapt and add more strategic value to organizations. It covers how HR professionals should take on four key roles: administrative expert, change agent, strategic partner, and employee champion. It also discusses some of the organizational pressures like rapid technological change, tougher competition, and changes in the workforce that require HR to help organizations adapt. HR needs to increase its real and perceived value by aligning with business strategy, having strong capabilities, and helping leaders achieve objectives.
Significance of due diligence as a procedure reportRuchita Sangare
This document outlines the steps involved in conducting due diligence for a business transaction. It begins with an introduction on the significance and objectives of due diligence. It then discusses the key areas of focus in a due diligence report, such as viability, financials, personnel, and technology. The document describes the typical transactions that require due diligence, like mergers and acquisitions. It provides details on the planning, data collection, data analysis, and reporting phases of due diligence. Specifically, it explains defining the scope and team structure, finalizing information requirements, and analyzing collected data.
Micro, small, and medium enterprises (MSMEs) play a pivotal role in India's industrial development by contributing significantly to national income, industrial production, and exports. They provide employment to millions across the country and promote entrepreneurship. However, MSMEs face several problems, including difficulties in production and marketing, stiff competition, inadequate infrastructure and access to credit, and lack of skilled managerial and technical personnel. Both central and state governments view the MSME sector as a priority and have implemented various schemes to promote its growth and development.
This event provides 2 PDUs and will take place on February 26th, 2014 from 6:30PM to 9:00PM at Dewan Berjaya, Bukit Kiara Equestrian and Country Resort. The event will include two presentations. The first presentation from Michael Kum will discuss implementing ITIL using project management and how understanding ITIL can help project managers. The second presentation from Chua E Long will focus on how to effectively write a resume and cover letter to get hired for new project management opportunities. The event is open to both PMIMY members and non-members with early bird discounts available when registering before February 21st.
1) The document discusses key learnings from presentations given by various industry professionals to Rahul Singhal. It summarizes their careers, experiences in different industries, and advice regarding career progression.
2) It discusses the career journeys and insights shared by Mr. Govind Shrikhande of Shoppers Stop, Mr. Shirish Deshpande of Esselworld, and Ms. Rubeena Singh of Moneycontrol.com.
3) The professionals emphasized the importance of gaining experience in related fields, understanding customer needs, and facing challenges with determination in order to progress to leadership roles.
This document summarizes the results of a survey conducted by HRD Magazine to determine the top Employers of Choice in Singapore as rated by employees. 1,332 employees from 118 companies participated in the online survey ranking their employers across several categories from remuneration and work-life balance to leadership and career growth opportunities. Based on the survey results, the top 3 Employers of Choice in each category (Gold, Silver, Bronze) were revealed. Representatives from the winning companies commented that their success is due to strong company culture, supportive leadership, and prioritizing employees' well-being and feedback. While remuneration was one of the lower scoring categories, employees were not necessarily dissatisfied overall.
Presented the project on successful completion of the first year of PGDM by learning of management concepts through video based teaching methodology.
• We Tube: Experts from different industries gives an in-depth knowledge of their subjects.
• We Lounge: Dignitaries share their success stories & how did they overcome obstacles.
• Newswire: Provides information on latest development happening in Business and Technology
This document summarizes interviews conducted with HR professionals from four different companies. It discusses the general responsibilities of HR managers, including hiring, compensation, training, and performance management. It then provides an overview of the interview process, describing the 14 questions asked of each participant. The interviews explored the companies, typical workdays, career growth opportunities, workplace cultures, and the participants' HR experience. Comparing the four companies highlighted similarities and differences in how they approach HR practices.
Hcl summer internship project A STUDY ON CONSUMER BEHAVIORvikramkr3116
This document provides a timeline of key events in the history of HCL from 1976 to 1998. It outlines HCL developing India's first indigenous microcomputer in 1978, three years before IBM's PC. In the 1980s, HCL introduced various technologies and expanded operations internationally. HCL's R&D was spun off as HCL Technologies in 1997 to focus on software services, while HCL Infosystems focused on hardware, networking and infrastructure services. By 1998, HCL had facilities in multiple Indian cities and partnerships with major technology companies.
The document discusses cost management in three key areas:
1. It defines cost management as the process of planning and controlling costs to maximize profits. The main components of cost management are inventory control, overhead cost control, and cost reduction.
2. It provides examples of techniques for controlling different types of costs like inventory costs, labor costs, overhead costs, and production costs. Techniques include just-in-time production, standard costing, activity-based costing, and cost-benefit analysis.
3. It emphasizes the importance of cost management for business profitability and competitiveness. Regular cost analysis and monitoring are needed to identify unnecessary expenses and optimize resource usage.
The document discusses "The Entrepreneur's Dilemma" of not knowing what the right things to focus on and how to do them at different stages of developing a business. It outlines a typical entrepreneurial cycle from idea to growth and explains that entrepreneurs must make choices about focusing on functions like marketing, operations, strategy, etc. but there is no single right answer. The conclusion introduces the Business Advantage Model (BAM) which was developed to help entrepreneurs make better decisions to focus on the right things done the right way at the right time to reduce risks and increase the chances of sustainable success.
2-Opportunity Identification And Trend Identificatio; Factors affecting entre...BinitKumar67
This document discusses various topics related to new venture planning and management, including defining entrepreneurship and different types of entrepreneurs. It also discusses the competencies and qualities needed for entrepreneurship, as well as factors that affect entrepreneurship. Additionally, it covers opportunity identification, trend identification, forms of business organization, and steps involved in business establishment. The document contains slides on what makes startups succeed according to a study, including key factors like idea, team/execution, business model, funding, and timing. It also notes that most startups ultimately fail and discusses some common reasons for startup failure.
My Welingkars 2nd semester presentationPawan Tejwani
The presentation discusses different modes of entry into international business such as exporting, licensing, franchising, specialized entry modes like management contracts and turnkey projects. It also summarizes discussions on topics like the Internet of Things, Sun Tzu's Art of War, PERT technique for project management, asset management, the importance of customer service operations, and leveraging experience in strategic roles.
The document discusses the role of warehousing in supply chain management. It notes that the Indian logistics sector is estimated to reach $200 billion by 2020 but currently faces challenges around insufficient facilities, lack of technology, and expertise. Warehousing is a key part of logistics and is estimated to grow by 25% annually. Effective warehousing aims to minimize costs while maximizing serviceability, transportation availability, and suitable infrastructure, connectivity, environmental factors, and government regulations.
This document is a curriculum vitae for Karuna Joshi, who has an MBA in HR and Marketing. She is currently a Sales Executive at Atul Ltd in Delhi, Noida, and surrounding areas, where she is responsible for meeting with architects and consultants, targeting industries and converting leads to orders, and handling various projects. Previously, she worked as a Business Development Executive at Alstrong Enterprises India Pvt Ltd. She is looking to obtain a position that will allow her to utilize her initiative, capabilities, and contribute to an organization.
A STUDY ON EMPLOYEE RETENTION PRACTICES OF AUTOMOBILE INDUSTRIES IN INDIA WIT...IAEME Publication
This document summarizes a study on employee retention practices in the automobile industry in India, specifically at Hyundai Motors in Chennai. The study had several objectives: to examine employee satisfaction, training and development activities, compensation factors, and make suggestions to improve retention strategies. Data was collected through a questionnaire distributed to 500 Hyundai employees. The results showed that employees desired job rotation, staff quarters, education loans, family employment, more training, and better rewards and recognition. The study concluded retention is important for automobile companies to retain talent and achieve objectives, and factors influencing retention should be identified and improved.
The document discusses small businesses. It defines small businesses as those involving less capital investment, fewer employees, and smaller machinery. Small businesses play an important role in economic development. They are typically locally owned and operated. The document outlines various categories of small businesses based on investment levels, ownership, exports, and location. It also discusses the roles of small businesses and common problems they face such as lack of financing, raw materials issues, limited managerial skills, difficulties obtaining skilled labor, and marketing challenges.
This document is a project report on effective employer branding for knowledge worker retention. It discusses employer branding, which involves developing an image of an organization as an attractive employer to current and potential employees. The report will examine employer branding strategies used by different organizations and their role in engaging employees. It will focus on how learning and development activities can fulfill employer brand expectations and stimulate engagement. The report includes an index listing the various chapters that will analyze data on the relationship between employer branding and factors like management, organizational prestige, motivation, and retention rates. Tables with data and findings from the research will also be included.
Mr. Gautam Borah has over 20 years of experience in customer service and leads multi-geography operations and teams, emphasizing the importance of customer service in India and how focusing on customers can yield results. He spoke about the challenges in the telecom industry including stakeholder management and sustainability, and the importance of recruiting the right people, having a clear vision and excellence in customer service. Dr. Vinay Nayak has over 27 years of experience leading quality operations and is one of the few people in the Indian pharmaceutical industry to become a business head from a quality background.
I work as a assistant for the business development executive in the company named "Resolve India Innovative Technologies Pvt Ltd" which is in Bangalore. The company deals with automation technology and provides various business solutions to other business organizations. The name of my project report is " Market research on global engineering solutions in industry and business expansion strategy for Resolve India Innovative Technologies Pvt. Ltd. As a marketing analyst I have to find out the possibilities for Business expansion for the company and prepare a strategy for them, To prepare a strategy I have constructed structured questionnaire and conduct surveys and collect data from the market. By implementing the percentage method analysis for the data I came to the findings, suggestions and conclusions to my project report.
This document is a study on job satisfaction of employees at Kerala Furniture Consortium in Kodannad. It was submitted by Sangeetha C.M to Mahatma Gandhi University in partial fulfillment of the requirements for a Bachelor of Business Administration degree. The study was conducted under the guidance of Mr. Armstrong Abraham at Yeldho Mar Baselious College, which is affiliated with Mahatma Gandhi University. The study includes an acknowledgment, declaration, table of contents, and introduction on the importance of studying job satisfaction.
key to improving core competitive capacity 4 enterpriseTrung Ngoc
FDI enterprises in Vietnam have developed quality consciousness and effective work styles among their labor through long-term education and training programs. They focus on helping labor understand customer needs and how their work contributes to the enterprise. Quality results and ideas from labor are shared openly, and labor are encouraged and compensated for quality improvements. Developing group work and cooperation with unions also improves quality culture. These practices allow FDI enterprises to increase productivity and competitiveness compared to Vietnamese enterprises.
The document discusses the changing role of HR and how HR needs to adapt and add more strategic value to organizations. It covers how HR professionals should take on four key roles: administrative expert, change agent, strategic partner, and employee champion. It also discusses some of the organizational pressures like rapid technological change, tougher competition, and changes in the workforce that require HR to help organizations adapt. HR needs to increase its real and perceived value by aligning with business strategy, having strong capabilities, and helping leaders achieve objectives.
Significance of due diligence as a procedure reportRuchita Sangare
This document outlines the steps involved in conducting due diligence for a business transaction. It begins with an introduction on the significance and objectives of due diligence. It then discusses the key areas of focus in a due diligence report, such as viability, financials, personnel, and technology. The document describes the typical transactions that require due diligence, like mergers and acquisitions. It provides details on the planning, data collection, data analysis, and reporting phases of due diligence. Specifically, it explains defining the scope and team structure, finalizing information requirements, and analyzing collected data.
Micro, small, and medium enterprises (MSMEs) play a pivotal role in India's industrial development by contributing significantly to national income, industrial production, and exports. They provide employment to millions across the country and promote entrepreneurship. However, MSMEs face several problems, including difficulties in production and marketing, stiff competition, inadequate infrastructure and access to credit, and lack of skilled managerial and technical personnel. Both central and state governments view the MSME sector as a priority and have implemented various schemes to promote its growth and development.
This event provides 2 PDUs and will take place on February 26th, 2014 from 6:30PM to 9:00PM at Dewan Berjaya, Bukit Kiara Equestrian and Country Resort. The event will include two presentations. The first presentation from Michael Kum will discuss implementing ITIL using project management and how understanding ITIL can help project managers. The second presentation from Chua E Long will focus on how to effectively write a resume and cover letter to get hired for new project management opportunities. The event is open to both PMIMY members and non-members with early bird discounts available when registering before February 21st.
1) The document discusses key learnings from presentations given by various industry professionals to Rahul Singhal. It summarizes their careers, experiences in different industries, and advice regarding career progression.
2) It discusses the career journeys and insights shared by Mr. Govind Shrikhande of Shoppers Stop, Mr. Shirish Deshpande of Esselworld, and Ms. Rubeena Singh of Moneycontrol.com.
3) The professionals emphasized the importance of gaining experience in related fields, understanding customer needs, and facing challenges with determination in order to progress to leadership roles.
This document summarizes the results of a survey conducted by HRD Magazine to determine the top Employers of Choice in Singapore as rated by employees. 1,332 employees from 118 companies participated in the online survey ranking their employers across several categories from remuneration and work-life balance to leadership and career growth opportunities. Based on the survey results, the top 3 Employers of Choice in each category (Gold, Silver, Bronze) were revealed. Representatives from the winning companies commented that their success is due to strong company culture, supportive leadership, and prioritizing employees' well-being and feedback. While remuneration was one of the lower scoring categories, employees were not necessarily dissatisfied overall.
Presented the project on successful completion of the first year of PGDM by learning of management concepts through video based teaching methodology.
• We Tube: Experts from different industries gives an in-depth knowledge of their subjects.
• We Lounge: Dignitaries share their success stories & how did they overcome obstacles.
• Newswire: Provides information on latest development happening in Business and Technology
This document summarizes interviews conducted with HR professionals from four different companies. It discusses the general responsibilities of HR managers, including hiring, compensation, training, and performance management. It then provides an overview of the interview process, describing the 14 questions asked of each participant. The interviews explored the companies, typical workdays, career growth opportunities, workplace cultures, and the participants' HR experience. Comparing the four companies highlighted similarities and differences in how they approach HR practices.
Hcl summer internship project A STUDY ON CONSUMER BEHAVIORvikramkr3116
This document provides a timeline of key events in the history of HCL from 1976 to 1998. It outlines HCL developing India's first indigenous microcomputer in 1978, three years before IBM's PC. In the 1980s, HCL introduced various technologies and expanded operations internationally. HCL's R&D was spun off as HCL Technologies in 1997 to focus on software services, while HCL Infosystems focused on hardware, networking and infrastructure services. By 1998, HCL had facilities in multiple Indian cities and partnerships with major technology companies.
The document discusses cost management in three key areas:
1. It defines cost management as the process of planning and controlling costs to maximize profits. The main components of cost management are inventory control, overhead cost control, and cost reduction.
2. It provides examples of techniques for controlling different types of costs like inventory costs, labor costs, overhead costs, and production costs. Techniques include just-in-time production, standard costing, activity-based costing, and cost-benefit analysis.
3. It emphasizes the importance of cost management for business profitability and competitiveness. Regular cost analysis and monitoring are needed to identify unnecessary expenses and optimize resource usage.
The document discusses "The Entrepreneur's Dilemma" of not knowing what the right things to focus on and how to do them at different stages of developing a business. It outlines a typical entrepreneurial cycle from idea to growth and explains that entrepreneurs must make choices about focusing on functions like marketing, operations, strategy, etc. but there is no single right answer. The conclusion introduces the Business Advantage Model (BAM) which was developed to help entrepreneurs make better decisions to focus on the right things done the right way at the right time to reduce risks and increase the chances of sustainable success.
2-Opportunity Identification And Trend Identificatio; Factors affecting entre...BinitKumar67
This document discusses various topics related to new venture planning and management, including defining entrepreneurship and different types of entrepreneurs. It also discusses the competencies and qualities needed for entrepreneurship, as well as factors that affect entrepreneurship. Additionally, it covers opportunity identification, trend identification, forms of business organization, and steps involved in business establishment. The document contains slides on what makes startups succeed according to a study, including key factors like idea, team/execution, business model, funding, and timing. It also notes that most startups ultimately fail and discusses some common reasons for startup failure.
Project on New Product Development & its promotionSuraj Patra
It is based on how a new product development cycle. I did this project in an IT startup company. In that, we undergo many surveys and demo for launching the product. Just open it and give your valuable feedback to me. Thanks.
This document outlines the key components to include when crafting a technology selection plan for a business. It recommends identifying the current business situation, available technology options, selection criteria, feasibility factors, benefits, market analysis, customers to be served, justification for the technology, competitive advantages, critical success factors, governance team, operational plan, potential for expansion, and conclusion. The plan helps evaluate technologies and make a recommendation to address the business needs.
The Better Approach to Succession Planning - MITBA CEO Conference 2011Kenny Ong
Malaysian Insurance and Takaful Broker Associations (MITBA) CEO Conference 2011
Bali, October 2011
- Different Succession Planning objectives and motives
- Why Succession Planning don't work in many cases
- Matching your Succession Plan to your Business Model
- Practical aspects of Succession Planning
- Managing youe Talents Pipeline with proper Performance Management tools
The document is an internship report submitted by Setu Gupta detailing their internship experience at CRC Homes Pvt Ltd. Some key details:
- CRC Homes Pvt Ltd is a construction company based in Noida, India that specializes in residential, commercial, and infrastructure projects.
- The report provides an overview of CRC Homes' organizational structure, functional departments including production, marketing, R&D, HR, sales, quality, and finance.
- It also describes the objectives of the internship program and benefits of internships for students, as well as CRC Homes' main competitors in the construction industry.
The document provides information on how fresh engineering graduates can improve their employability. It discusses three key skills that employers seek: communication skills, professional skills, and core employability skills. Communication skills, like verbal and written communication in English, are important and can be assessed in interviews. Professional skills involve academic knowledge and are evaluated through tests and assessments of past projects. Core employability skills, such as integrity, teamwork, and willingness to learn, are more difficult to measure in short interviews but can be gauged through questions about work history and future plans. The document also provides tips for graduates on finding jobs, writing resumes and cover letters, interview preparation, and following up after interviews.
Customer satisfaction towards b.m. munjal industriesJagjit Kaur
This document is a summer training report submitted by Karanvir Singh to Punjab Technical University in partial fulfillment of an MBA degree. It examines customer satisfaction with products from B.M. Munjal Industries. The report includes a declaration, acknowledgements, preface, table of contents, and the start of the introduction chapter which provides background on customer satisfaction, defines relevant terms, and introduces B.M. Munjal Industries as a manufacturer of cycle parts and sheet components known for quality.
This document provides information about personal entrepreneurial competencies (PECs). It begins by outlining the three learning outcomes for the lesson, which are to identify one's PECs suited for industry demands, do an oral presentation on the importance of PECs using presentation tools, and create infographics on PECs using computer applications. It then defines key terms like entrepreneur, competency, and entrepreneurship. The document categorizes 10 PECs into three clusters: achievement, planning, and power. Each PEC is then defined in more detail. The document concludes by providing guidance on how to design effective PowerPoint slides, focusing on keeping them simple, using titles and formatting consistently, and incorporating images where possible.
To Sustain and Grow as Business, Challenges in front of us are
• Are your Customers demanding you to scale up fast (faster and economical)?
• Are your Suppliers/Vendors problems impacting your Business?
• Are Frequent Leaves from Employees delaying your Delivery timelines?
• Are you Losing Business to your competitors (price or quality or speed or flexibility)?
• Are your Senior & Trust worthy employees uncomfortable with latest Technology changes (work from home, online meetings, social media marketing etc)?
• Are you looking for expanding your business worldwide through partners and minimum investment?
To Survive as Business, everyone across the organisation from senior management to employees have to constantly explore different ways to understand customer needs and showcase professionalism in every communication. This webinar is to cultivate agile mindset Try New and Try Again for Growth.
The document provides an introduction to the Technopreneurship course, which covers topics related to starting technology-oriented businesses. It discusses key concepts like marketing, business plans, financing, and identifying product opportunities. Students will learn about successful technopreneurs like Bill Gates, Steve Jobs, and Mark Zuckerberg. The course aims to teach business environment, management, operations, resource planning, and marketing strategies. It is facilitated by Ishak Abd Rahim, who has 17 years of business development experience.
This document outlines Dr. Deming's 14 principles for managing organizations. The principles focus on continuous improvement, eliminating waste, cooperation between departments, and empowering employees through training and eliminating fear. The goal is to build quality into processes from the start to reduce inspection and continuously improve systems, products and services to increase quality and productivity while reducing costs.
This document discusses a study conducted on training needs and methods to create brand connectivity for employees at Ford Motors dealership in India. The objectives of the study were to understand the importance of training needs identification, how training is perceived by employees, and how effective training is in improving organizational and employee development. A questionnaire was used to collect primary data on training satisfaction and suggestions. The findings showed that over 80% of employees were satisfied with available training programs. However, some lacked awareness of all training opportunities. The study recommends identifying such employees and providing additional training to benefit the company.
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Dell places strong emphasis on recruiting and training technical support staff to ensure quality customer service. The company seeks candidates with technical skills, communication abilities, and a customer-centric mindset. Dell uses a thorough interview process and competency-based questions to evaluate fits. New hires undergo 12 weeks of training covering various technical, cultural, and language skills before handling customer calls. This extensive recruitment and preparation aims to provide superior support to Dell's globally diverse customer base.
This 3-day workshop aims to teach practitioners data analysis and interpretation skills. The objectives are to impart an understanding of data-oriented thinking, equip attendees with statistical tools to identify, analyze and interpret data to enhance performance, and inculcate a data-centric culture. Attendees will learn how to convert data into information, use data to achieve breakthroughs and influence stakeholders. The workshop will include exercises and case studies led by a world-class faculty with decades of experience across industries. It is intended for individuals and teams from all levels and departments.
This industrial training report summarizes Noor Saadah Binti Ismail's training at Telekom Malaysia Berhad in Kuantan, Pahang. The report outlines the objectives of industrial training as providing students opportunities to apply their knowledge, get practical work exposure, and develop skills. It then describes Telekom Malaysia's organizational structure and the departments focused on marketing, support, and small and medium enterprise customers. The report details Noor's activities in the SME unit, including managing customer data, forms, and bills. It concludes that the training provided new experiences and skills that can be applied to future work.
In performing our assignment, we had to take help and guideline of some respected persons, who deserve our greatest gratitude. We would like to show our gratitude to our supportive lecturer, Sir Firdaus for giving us a good guideline throughout a numerous consultations. We would also like to expand our deepest gratitude to all those who have directly and indirectly guided us in writing this assignment.
Many people, especially our classmates and team members itself, have made a valuable comment and suggestions on this proposal which give us an inspiration to improve our assignment. We thank all the people for their help directly and indirectly to complete our assignment.
1. Page 1 of 5
Date : 07.11.2015
Resume Covering Letter
Dear Recruiter,
Now a days Growth , Good Manufacturing , Cleanliness are the mantra in every part of
India/World including core and non core Industries. Quality is the prime target for all the need
and achievement. The Products which are manufactured / represented by your company may be
more relation with this requirement.
Customer is changing, Contracts are changing, Consultants is changing, International experience
,achievement and their success and domestic innovation, ideas, experiments are well converged
and solutions are derived for the customer expectations.
Business Minds, Mines , Investing Institutions are awaited for this opportunity and are now in
the field to play their respective role to grab the opportunity and engage people to develop their
presence , prospects etc.
Engaging people is something very interesting, Most of the Industry made some protocol and
just follow and majorly concentrating their futures and prospects. We have experienced half are
successful and rest are not, the main fact is protocol which made are not workable in this
Innovative Industrial Requirement. It’s again who is going to come first with best Protocol , ie
engaging different minds with different career experience to achieve the roles and goals.
I studied my Diploma in Mechanical Engineering after my success with Firs Class in Standard X
Public Examination. More than i learned in my schooling or Technical Institution , i owned a
lot from the Industrial experts in every manner Technically, Commercially , Innovatively and
sustain in my career for around 23 years. The Practical education which i owned in this due
course of my career make me to be a calibre or compliance equal to any of the Master or
Professional degree or Standards. For the Rest please see my resume.
In True manner this is the Self Assessment from Audit point or Evaluation point of view.
Thanking for giving opportunity to share my views.
Thanking You
Sincerely,
D Anand
INDIA
Solution is Soul of Industry , Selling solution is giving life to Industries
Mobile : +91 9789841849
2. Page 2 of 5
CURRICULAM VITAE
NAME / AGE D.ANAND / AGE : 42
FATHER’S NAME
N. DEENADAYALAN
PERMANENT ADDRESS
OLD NO.104, NEW NO.119,MUNIYAPPAN
STREET, PERAMBUR, CHENNAI 600 011
TAMILNADU , INDIA
+919789841849
DATE OR BIRTH
14.04.1974
ACADEMIC QUALIFICATION
(DME) CNPT, CHENNAI
PROJECT WORK
POWER TRANSMISSION SYSTEM OF JEEP
ELECTIVE SUBJECTS
AUTOMOBILE
Subject also Includes :
FLUID MECHANISM,
ENGINEERING MECHANISM , RENEWABLE
SOURCES OF ENERGY, PNEUMATIC
DRIVES AND HYDRAULIC CONTROLS
HOBBIES & INTEREST
READING INNOVATIVE ARTICLES AND
CALIBRATE SITUAIONS FOR BETER
UNCERTAINITY , ANY INNOVATION OF ITS
KIND IN ANY SUBJECT.
LANGUAGES KNOWN FLUENTLY
TAMIL & ENGLISH
COMPUTER KNOWLEDGE
BASIC OPERATIONS / COMMUNICATION.
MANAGE TO ACCELERATE AND GRAB ANY
NEW PORTALS, SOFTWARE, LANGUAGE
OR VERSIONS TO COMMUNICATE OR TO
WORK ON.
WORKING EXPERIENCES
DETAILED IN BRIEF ( Attached )
SALARY LAST DRAWN (Per Annum )
*CTC Indian Rupee 0.6 Million
* CTC mentioned is for posting in Chennai , India if the destinations change, then CTC may be
considered according to the Economic situation or Cost of Living, Currency of the respective
Destination.
3. Page 3 of 5
1992 Onwards
Worked as a stores In charge in the company called M/s. HADIMBA CREATIONS,
Chennai Manufacturer of Leather Goods , Garments etc, Work Experience two years.
1995 Onwards
Worked as a Senior Sales Engineer - Projects with M/s ODIN INDIA PRIVATE
LIMITED, Chennai , an ISO 9002 Company. Manufacture , Supply and service industrial
process control instruments like Pressure & Temperature Indicators, Electro Pneumatic
Controls, Electro Pneumatic Actuators and Calibration Equipments used for accurate
monitoring of process parameters in technacial collaboration with M/s. AMETEK INC,
USA, M/S. FAIRCHILD, USA & M/S JORDAN CONTROLS, USA. These three abroad
comppnies are among the world leaders in their respective fields and renowned for thier
quality products. Work Experience Seven Years.
2002 Onwards
Worked as a Sales & Service Engineer in M/s. IMPETUS INC, Chennai an Indo German
Marketing firm supply and service Hi Tech Processs machines for industries like
Pharma , Food, Chemical , Cosmetic, Plastic and Automobile, Petro Chemical &
Refinery, Blow Film Manufactures etc, from world leading Machine Manufacturers like
M/s Hosakawa Alpine, Hosokawa Micron Gmbh, Work Experiance One Year.
2003 Onwards
Worked as AGM - Marketing & Sales in M/S DOTT. ING. SCANDURA INDIA, Chennai,
Manufacture, supply and Service Test and Calibration Instruments used in Control &
Instrumentation Laboratory. Also represents standard Reference Analog/ Digital
Instruments and D. Marchiori, Italy respectively. Work Experience Eight Years.
2012 Onwards
Worked as DGM - Sales in M/s. PERFECT CHLORO SYSTEM, Chennai. OEM of
Chlorinators used for Water Treatment Applications. Work Experience One Year.
2013 Onwards
Worked as Senior Manager (Sales & Marketing) in a Company M/s.Nagman Marketing
International Pvt. Ltd., Chennai / Nagman Instruments & Electronics Private Limited.
Work Experience 2.5 Years.
Job Responsibility
In the above Work Experience, the following are my major job functionality
Generating Enquiry through regular interaction with Customers, adding New Customers,
Follow Up Offers, Techno-Commercial Discussions / Negotiations, Conducting Product
Demonstration / Seminars and Other Sales Promotional Works forms the basic
responsibility of the Job. Ultimately Business Development forms the major or merit of
the functioning.
4. Page 4 of 5
Progress Required even to Interview or caliber view
Resumes or Explaining Experience became inactive once you cross certain level of experience ,
Only the knowledge, now a day’s Innovation , simple Solution with valuable reach-ability are
few things need to be considered while engaging a senior postings. Handling a job is
adventurous, affectionately if it is approached, no doubt it give it’s greed and seed to grow.
About Qualifications :
Qualification in respective field will help a lot, at a same time the experience in core Industrial
need or conceptual knowledge in general will equally balance the need of the Industry or
minister in this present business trend, simple example is the Information Technology ( IT )
Industry.
In General :
WORK IS OWNERSHIP, OWNERSHIP TO OWN OR TO WIN IS WONDER ,
WONDERLY WORK FOR OWNERSHIP IS MODERN OR INNOVATIVE
WORKSHOP. THAT'S MY CONCEPTUAL WORKSHOP.
WORK FOR EVERYONE AND EVERYONE TO WORK TO EVER WIN.
My Search :
Presently i am trying for Job, I have an Experience of 23 years, out of which 21 Years in Sales
and Marketing, I have been Practiced in for generating Business Opportunity and finding the
Solution for the Customer Requirement, rather than just selling the product.
Now really willing to give hands to really people look for the progress in their business activity,
This is the Right time because India has better GDP now and around the world the business
potentials are bright due to the Innovation and Technology, better Foreign Investments, Projects
are happening. really one need to know how these are to be converted into an opportunity. I am
open now. Let be new Organization, old Organization or one of pioneers in their Field ,
everybody wants Innovation, Solution , Progress and Prospect which i have practiced in my
Career.
Other enabling things can be shown only in Performance.
India and rest of the World are envisaged with vast Progress and Prospect, GDPs are escalating
and hence a right time for right decision.
5. Page 5 of 5
Recommendations or Expert References
If candidate required recommendations , then it is only entertain the influence of known, near
and dear personalities to the candidate selection. For every Profile , Proof , instant evaluation and
knowledge regulation are the ways to be innovative to recruit to the appropriate placement. Of
course certain protocol references on paper may help to support the process , that's all , the rest
are purely the working related performance and not the irrelevant evaluation only known to the
person who conducting interview. Subject is general , Motivation & Interest are Very Important,
Talent is only a time based. Tackling is only a situation based , dedication is the deed and bond
one who really need to carry with them.
Everybody wanted to show their good only , then everybody is recommended by any good
personality , and may be everyone be selected. the concept of recommendation may be
formulated or changed to intellectual recommendation by knowledge or Industrial requirement
like Innovation.
I do understand the basic derivations of the concept of recommendation formulated in this field,
Please be noted if the good Terms or value are slowly getting confused or may be corrupted ,
then it is better to manage with better friendly solutions to suit our need and purpose. This is one
simple example in placement. Likewise every industry which they follow in the name of customs
(Customs are good in community not in Industry or business) are mostly non functioning and
wrongly getting utilized. These are all my personal opinion only not of blaming or over claiming
some ones intelligent or Intra realized factors. Over all the essence of the personnel in reality is
required to reach the Industry or Industrialist.
This 5 page Resume which describe my career personality, Innovation , Concept where most of
the Industries required and looking in different angle for their prospect. It is easy to follow a
Protocol where the derivations are made and proven which would have been studied in the
Management courses or Professional or Technical Courses etc. but success in reality or business
ethical satisfaction are possible only the success come on their own Innovative protocol , concept
( May also be in a small or big level without affective the organizational core interest ). The
above saying may be new or different for guys like us working for an organization , but the
successful achievers in the Industry ( Industrialist ) running the business show knows this well.
If the same is applied in our day to day activity , we can be a better employee for our
Organization which we work for.
D Anand
Perambur
Chennai – 600011
India
Mobile : +919789841849