This report is prepared on the basis of my three months’ practical experience at NCC Bank Limited. The Internship Program helped me a lot to learn about the realistic situation of a financial institution.
HRM practices in NCC Bank ltd.
Objective of the study,Methodology,
Recruitment and selection procedure for Entry level Position:
Training Techniques followed by NCCBL:
Compensation Policy
Findings, Recommendation & Conclusion
HRM practices in NCC Bank ltd.
Objective of the study,Methodology,
Recruitment and selection procedure for Entry level Position:
Training Techniques followed by NCCBL:
Compensation Policy
Findings, Recommendation & Conclusion
Internship Report on United Commercial Bank Ltd.Azas Shahrier
A complete in-depth analysis of background check, history, organization structure, culture, products & features on United Commercial Bank of Bangladesh with twelve weekly journals of regular coursework and activities.
Internship report on recruitment & selection process of bangladesh krishi bank.Rizwan Khan
Bangladesh Krishi Bank is one of the best marketing agencies in Bangladesh because of their high performance driven. Although there are some limitation and lack of standard HR system, their HR practices help them to achieve their goals. Hence, the management development programs are introduced to update their employees. This report tried to look on how and why recruitment and selection process have done. This report also shows my observation on recruitment and selection process. This report provides some recommendation which may help to improve their process
Internship report on HRIS: A case of Grameenphone Ltd.Samsul Alam
Being the leading telecommunication company Grameenphone Ltd. enters in
the business field that has already become the top telecommunication
company of the country. To achieve this goal P&O Division should play a
leading role. We know that proper management of people of an organization
using IS is essential for achievement of efficiency and effectiveness of
operation. If people are properly managed & organized then it will result in the
overall performance in a positive way to achieve short term & long term goal.
On the other hand, if these are not properly managed & organized then it will
result in poor performance. This report covers a thorough analysis about the
HRIS in P&O Division of Grameenphone Ltd.
This report covers the information necessary to understand the system
development process for HRIS. The system development process involves
multiple stages from initial design to implementation and evaluation. Failure to
follow these steps or rushing through them will result in a poorly designed
system that will ultimately fail when it is implemented. Thus, this report begins
to identify some of the information that is critical for the eventual
implementation of an HRIS. It is started with a focus on the users of the
system to help the system development process in its beginning steps. The
types of information about users/ customers of the HRIS, the sorting of HRIS
data into categories of human capital, and the main concepts of hardware and
database security are covered.
The first chapter covers the rationale, objective, research methodology,
limitation and organization of the report. The second chapter includes the
literature review, the third chapter includes the overall profile of
Grameenphone Ltd., the fourth chapter elucidates HRIS: A Case of
GrameenPhone Ltd. including all activities done through HRIS and HRMIS,
the fifth chapter describes analysis of the data and the remaining chapter
describes findings, conclusions, recommendations, references, and appendix.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Critical policy issues in human resource management CG Hylton Inc.
Employment termination policies and best practices
Implementing policies and ensuring that the policies are respected
Balancing human rights issues and Nation/Community by-laws
Employee safety issues and behaviour issues in the workplace
Preparing proper documentation
Aboriginal law issues
Internship Report on United Commercial Bank Ltd.Azas Shahrier
A complete in-depth analysis of background check, history, organization structure, culture, products & features on United Commercial Bank of Bangladesh with twelve weekly journals of regular coursework and activities.
Internship report on recruitment & selection process of bangladesh krishi bank.Rizwan Khan
Bangladesh Krishi Bank is one of the best marketing agencies in Bangladesh because of their high performance driven. Although there are some limitation and lack of standard HR system, their HR practices help them to achieve their goals. Hence, the management development programs are introduced to update their employees. This report tried to look on how and why recruitment and selection process have done. This report also shows my observation on recruitment and selection process. This report provides some recommendation which may help to improve their process
Internship report on HRIS: A case of Grameenphone Ltd.Samsul Alam
Being the leading telecommunication company Grameenphone Ltd. enters in
the business field that has already become the top telecommunication
company of the country. To achieve this goal P&O Division should play a
leading role. We know that proper management of people of an organization
using IS is essential for achievement of efficiency and effectiveness of
operation. If people are properly managed & organized then it will result in the
overall performance in a positive way to achieve short term & long term goal.
On the other hand, if these are not properly managed & organized then it will
result in poor performance. This report covers a thorough analysis about the
HRIS in P&O Division of Grameenphone Ltd.
This report covers the information necessary to understand the system
development process for HRIS. The system development process involves
multiple stages from initial design to implementation and evaluation. Failure to
follow these steps or rushing through them will result in a poorly designed
system that will ultimately fail when it is implemented. Thus, this report begins
to identify some of the information that is critical for the eventual
implementation of an HRIS. It is started with a focus on the users of the
system to help the system development process in its beginning steps. The
types of information about users/ customers of the HRIS, the sorting of HRIS
data into categories of human capital, and the main concepts of hardware and
database security are covered.
The first chapter covers the rationale, objective, research methodology,
limitation and organization of the report. The second chapter includes the
literature review, the third chapter includes the overall profile of
Grameenphone Ltd., the fourth chapter elucidates HRIS: A Case of
GrameenPhone Ltd. including all activities done through HRIS and HRMIS,
the fifth chapter describes analysis of the data and the remaining chapter
describes findings, conclusions, recommendations, references, and appendix.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Critical policy issues in human resource management CG Hylton Inc.
Employment termination policies and best practices
Implementing policies and ensuring that the policies are respected
Balancing human rights issues and Nation/Community by-laws
Employee safety issues and behaviour issues in the workplace
Preparing proper documentation
Aboriginal law issues
HR For Startups: Where To Start And Best Practice, Elrona D'SouzaThe HR Observer
The seminar will help the audience understand HR from a practitioner’s point of view as well as an entrepreneur or management team that is relevant to start-ups. It will help entrepreneurs who ‘don’t have time for HR’ as well as HR practitioners who have the task of promoting it to come together.
It will introduce:
- How to approach HR
- Best practices to consider
- Solutions based approach
- Strategic vs Operational Issues
- Basics to Systems, Policies, Procedures and practices
- Documentation and Recording
- Outsourcing HR
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Lean HR: Applying Process Excellence to Your PracticeDwane Lay
Lean principles have been used for years in the manufacturing world, and have started to make an impact in the office as well. These tools can provide the foundation to building a systematic approach to improving your HR practice and lowering costs. In this session, we will review a sample structure for project generation, selection and governance. Additionally, we will apply these tools in an interactive session to create a list of potential actions attendees can use on their return to their organization. The intent is to provide a high level overview of the methodology, provide tools that can be taken and implemented, and provide experience applying the tools within the session.
Emerging Evidence: HR Best Practices links with Better Business Performance Johann Labuschagne
New evidence shows correlation
Better business performance, as measured by higher stock prices, faster revenue growth and more favorable perception of companies’ employer brand, is correlated both with company-wide certification of HR best practices and with the employment of a proportion of HR- certified professionals according to new research conducted by Top Employers Institute and HR Certification Institute® (HRCI®).
“Certification of HR best practices applied by employers as well as HRCI certification of HR professionals correlates with improved business results and companies’ employer brand perception,” said Top Employers Institute CEO David Plink. “Our findings build on previous research to deliver the clear message that exceptional human resource management – from applying HR best practices to the competencies of the HR professionals who design and implement them – can demonstrably and positively contribute to the bottom line.”
If you are a member of a human resources department or if your job includes personnel or HR related responsibilities, this seminar is for you. This seminar will be jam-packed with great ideas, best practices and proven strategies to help you successfully navigate through the sometimes turbulent waters of human resources. It will help you effectively and efficiently support your organization and be a reliable and professional advocate for your organization and its employees.
HR POLICIES, PRACTICES AND HR STRUCTURE OF KOTAK MAHINDRA BANKVinit Poojary
IT INCLUDES THE MISSION VISION ABOUT KOTAK MAHINDRA BANK , ITS HR STRUCTURE, ITS HR POLICIES AND HR PRACTICES... IT CONSISTS OF 5 MAJOR HR POLICIES WHICH INCLUDE EMPLOYEE WELL BEING ,F.L.A.M.E. STRISANGINI, WORKPLACE SAFETY, CONTRACTUAL WORKFORCE....
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
It is a presentation on The HR Practices of Best places to work. It is presented by Sravani Lakshmi, Shanky Jaiswal, Karan Khanna, Kuldeep Indeevar, Manish Kumar Verma and Madhusudan Partani of FMG 18A, FORE School of Management
Abhinav singh axis bank summer internship customer service department at axis...Priyansh Kesarwani
Customer Service Department at Axis Bank and Digital Journey of Axis Bank
2. GOALS AND OBJECTIVES OF INTERNSHIP
While joining Axis Bank, I wanted to learn as much as possible. I knew that an internship is an opportunity to learn which helps us put the theories we learnt in the books into practice. It will help us build our career. It is the period when we will be able to groom ourselves and become ready to join the real world. During the internship period, I had planned to achieve the following goals:
• To learn about the overall function of different departments of Axis Bank (ABL) namely Customer Service Department (CSD), Credit Department and Operations in brief.
• To learn as much as possible from the members of the bank through good and friendly relationship.
• To learn about different products of the bank.
• To increase communication skills and interpersonal skills by communicating with the customers in the CSD.
• To increase the marketing skills by going for marketing with the seniors and selling the products.
• To increase the PR by knowing different people.
• To conduct a customer satisfaction survey related to the customers’ satisfaction in terms of different departments to which the customers are directly interacting.
• To find out what the customers’ attitude towards the service provided by the bank.
• To use the theoretical knowledge from the coursework to conduct survey and analyze the result.
• To learn more about what happens in the banking sector and compare it to the theoretical knowledge obtained in the lectures.
Promotion and reward policy of abhudaya co edited (1)HIMANI SONI
Human Resource Management is concerned about the people in an organization or bank. "The management of man" is a vital and testing work on account of the dynamic idea of the general population. No two individuals/people are same in nature, mental capacities, strategists, opinions, and practices; they contrast broadly additionally as a gathering and are liable to numerous differed impacts. Individuals are responsive, they feel, think and act in this way they can't be worked like a machine or moved and adjusted like format in a room design. They in this way require a careful giving by management personnel.
HRM is a system that focuses on human resources development on one hand and effective management of people on the other hand so that people will enjoy human dignity in their employment.
Practices of Corporate Governance in Commercial Banks of Bangladesh-Pubali ba...Ariful Saimon
Premier University
INTERNSHIP REPORT
ON
Practices of Corporate Governance in Commercial Banks of Bangladesh
A Study on Pubali Bank Ltd
PREPARED FOR
Mr.Rajib Datta
Assistant Professor
Department Of Finance
Faculty of Business Administration
Premier University
Chittagong
PREPARED BY
MD.Ariful Islam Saimon Chowdhury
ID. No: 150-22080-2146
Section: A
Batch: 22nd
Session: January 2016
Major: Finance
MBA Program
Premier University, Chittagong
Date of Submission: 11.05.2017
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
The Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.