HR Project on Recruitment and Selection at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.
HR Project on Employee State Insurance at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.
31-8-2013
Retention of employees @ pharmaceutical industry project report mba marktingBabasab Patil
The document discusses retention of employees in the pharmaceutical industry. It begins with an introduction to Lake Chemicals, a pharmaceutical company located in Bangalore, India. It then provides background on Lake Chemicals, including its vision, facilities, products, and organizational profile. Next, it discusses the objectives, methodology, findings, and suggestions of a research project on employee satisfaction and retention at Lake Chemicals. It concludes that employee performance is positively correlated with organizational performance at Lake Chemicals.
This document provides an overview of the finance department of Treffer Pharmaceuticals. It discusses the organizational structure of the finance department, the department's role in financial planning, capital structure, cash management, and ratio analysis. It also outlines the finance department's relationships with other departments like marketing, accounting, production, and personnel. The document discusses the sources of funds for the company, its cost control systems, and accounting policies around depreciation and investments.
This document provides a summary of Shruti Parakh's summer internship project on the employee life cycle at Havells India Ltd. It discusses the various stages of the employee life cycle including recruitment, onboarding, training and development, retention, and offboarding. It provides details on Havells' recruitment processes, onboarding procedures, training programs, and statutory compliance with regulations like ESI, PF, gratuity, and minimum wage acts. The project helped Shruti gain experience in understanding HR operational activities from joining to exit of employees and learning communication skills through direct interaction with candidates.
This document provides details about a summer internship project report on fundamental analysis of the pharmaceutical sector using relative valuation models. It includes an introduction to the company Birla Sun Life Insurance, an overview of the pharmaceutical sector in India, objectives and scope of the study. It also outlines the methodology, analysis and interpretation of data that will be included in subsequent chapters of the full report.
Repot On Human Resource Division And Customer Service Division Of Aktelrifat277
The document discusses the human resource division and customer service division of Aktel mobile company. It covers topics like recruiting, selection, orientation, training and development processes.
The human resource division handles job analysis, recruiting, selection, compensation, benefits, training, and administration. Recruiting sources include internal promotions, advertising, agencies, and universities. The selection process involves written tests, interviews, and occasionally other tests. Training programs aim to develop employee skills.
The customer service division provides 24/7 support through multiple channels to ensure customer satisfaction. Its goals include integrity, commitment to customers, and respect for others. The document examines problems and provides recommendations to improve processes.
MBA Project report at "Employee Satisfaction"Alok Singh
This document provides information about Zee Laboratories Ltd., an Indian pharmaceutical company. It discusses the company's history, facilities, product portfolio, marketing presence in India and abroad, objectives, and institutional customers. The company was established in 1994 and has since expanded to include multiple manufacturing units across India. It produces a wide range of pharmaceutical formulations and exports its products to over 25 countries. The company aims to be a leader in the pharmaceutical industry through excellence and global expansion.
HR Project on Employee State Insurance at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.
31-8-2013
Retention of employees @ pharmaceutical industry project report mba marktingBabasab Patil
The document discusses retention of employees in the pharmaceutical industry. It begins with an introduction to Lake Chemicals, a pharmaceutical company located in Bangalore, India. It then provides background on Lake Chemicals, including its vision, facilities, products, and organizational profile. Next, it discusses the objectives, methodology, findings, and suggestions of a research project on employee satisfaction and retention at Lake Chemicals. It concludes that employee performance is positively correlated with organizational performance at Lake Chemicals.
This document provides an overview of the finance department of Treffer Pharmaceuticals. It discusses the organizational structure of the finance department, the department's role in financial planning, capital structure, cash management, and ratio analysis. It also outlines the finance department's relationships with other departments like marketing, accounting, production, and personnel. The document discusses the sources of funds for the company, its cost control systems, and accounting policies around depreciation and investments.
This document provides a summary of Shruti Parakh's summer internship project on the employee life cycle at Havells India Ltd. It discusses the various stages of the employee life cycle including recruitment, onboarding, training and development, retention, and offboarding. It provides details on Havells' recruitment processes, onboarding procedures, training programs, and statutory compliance with regulations like ESI, PF, gratuity, and minimum wage acts. The project helped Shruti gain experience in understanding HR operational activities from joining to exit of employees and learning communication skills through direct interaction with candidates.
This document provides details about a summer internship project report on fundamental analysis of the pharmaceutical sector using relative valuation models. It includes an introduction to the company Birla Sun Life Insurance, an overview of the pharmaceutical sector in India, objectives and scope of the study. It also outlines the methodology, analysis and interpretation of data that will be included in subsequent chapters of the full report.
Repot On Human Resource Division And Customer Service Division Of Aktelrifat277
The document discusses the human resource division and customer service division of Aktel mobile company. It covers topics like recruiting, selection, orientation, training and development processes.
The human resource division handles job analysis, recruiting, selection, compensation, benefits, training, and administration. Recruiting sources include internal promotions, advertising, agencies, and universities. The selection process involves written tests, interviews, and occasionally other tests. Training programs aim to develop employee skills.
The customer service division provides 24/7 support through multiple channels to ensure customer satisfaction. Its goals include integrity, commitment to customers, and respect for others. The document examines problems and provides recommendations to improve processes.
MBA Project report at "Employee Satisfaction"Alok Singh
This document provides information about Zee Laboratories Ltd., an Indian pharmaceutical company. It discusses the company's history, facilities, product portfolio, marketing presence in India and abroad, objectives, and institutional customers. The company was established in 1994 and has since expanded to include multiple manufacturing units across India. It produces a wide range of pharmaceutical formulations and exports its products to over 25 countries. The company aims to be a leader in the pharmaceutical industry through excellence and global expansion.
This document is Jeffin Scaria's internship report submitted to Saintgits College of Engineering for their MBA program. It details his 45 day internship with Punj Lloyd Upstream Ltd in their human resources department. The report includes an introduction covering the objectives of retaining employees, an analysis of the energy industry and employee retention trends. It also includes sections on the company profile of Punj Lloyd Upstream, Jeffin's role and responsibilities during the internship, and weekly reports from his time there. The report aims to study employee job satisfaction and retention practices at Punj Lloyd Upstream.
GlaxoSmithKline GSK CH - A report on Business Strategy and Growth Avenues in ...Maneesh Garg
A summer internship report on GlaxoSmithKline Consumer Healthcare (GSKCH) Himachal Pradesh. Report comprises the sales structure, business and supply chain model of GSK Consumer Healthcare in Himachal Pradesh. It also includes the comparative analysis of GSK supply chain and sales structure with competitor FMCG companies like HUL, P&G, Nestle and Colgate etc, Himachal Pradesh geographical audit, revenue model, remunerations of sales team, incentives and much more...
To get a copy of this presentation, share your views about the presentation with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new upload don't forget to press the "FOLLOW" and "LIKE" button
This document provides a history of the Indian pharmaceutical industry. It discusses how the industry grew after economic liberalization in the 1990s allowed Indian companies to enter generic drug manufacturing. It overtook the market share of multinational companies. The industry is now the 3rd largest producer globally by volume. It discusses the key players, regulations around patents, growth of exports, and challenges around research and development. It also provides an overview of the biotech sector in India and how it is growing but still smaller than the pharmaceutical industry.
“A study on customer feedback and upgradation of Haem up vet launched or intr...Vatsal Patel
A summer internship project on “A study on customer feedback and upgradation of Haem up vet launched or introduced by cadila pharmaceutical as per market needs”
This report is based on the summer training undertaken with lupin ltd anleshwar. It will be beneficial to the students who appear for training with lupin ankleshwar. The report also contains mini project on job rotation and transfer.
Inter nationalisation of pharmaceutical industry Research projectDEEPAK PANT
This document outlines a research project on the prerequisites for internationalization of small and medium enterprises (SMEs), with a focus on the pharmaceutical industry in India. The objectives are to identify the factors that have motivated existing companies to pursue internationalization and determine what resources, relationships, decision-making processes, and information are needed for SME internationalization. Both primary research through surveys and secondary research of existing literature will be conducted. The expected outcome is insights into opportunities and challenges for SME internationalization in the pharmaceutical industry, particularly regarding active pharmaceutical ingredients.
This document provides a summary of a report on the recruitment and selection process of Square Pharmaceuticals Ltd. It begins with an introduction that outlines the background and significance of studying Square's HR practices. The objectives are stated as examining Square's overall HR policies with an emphasis on understanding the recruitment and selection process. An overview of Square's organizational profile and history is then provided. The document concludes by stating that the main goal is to investigate employees' perceptions of the recruitment process at Square and identify any problems to suggest improvements.
This document provides an overview of a student's summer project on benchmarking HR practices and policies of leading FMCG companies in India. The student conducted primary and secondary research to understand the recruitment and selection processes of 10 FMCG companies. Primary data was collected through interviews with HR personnel using a questionnaire. Secondary data came from business magazines and websites. The objectives were to identify key HR practices and policies and compare them across companies. The methodology included research design, data collection methods, and tools used for analysis.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
INTERNSHIP REPORT ON NEXT ACCESSORIES LTD. Shawghat, Bhulta, Rupganj, Narayan...S M Khorshed Alam
The Ready Made Garments (RMG) industries has been provided the single source of growth in Bangladesh's rapidly developing economy. Exports of textiles and garments are the principal source of foreign exchange earnings. As of 2017 Bangladesh held the 2nd place in producing garments just after China.
Garments Accessories and Packaging (GAP) sector is acting as a backward linkage industry of RMG. Now almost all requirements of garments accessories & packaging of readymade garments & other export-oriented industries are being met up locally which is about 95%.
NEXT Accessories Ltd is one of the renowned garments label manufacturing companies in Bangladesh. It is a locally owned Private Limited Company which was established in 2005 under the Companies Act-1994. Next Accessories Ltd. is situated in the industrial and commercial hub of Bhulta, Rupganj of Narayanganj district.
Next Accessories is on the pinnacle of Green production with an impressive one-stop-shop production facility serving apparel identification solution, print and packaging industry. A LEED Gold Certified Green plant, constructed according to United States Green Building Council’s (USGBC) criteria, the beautiful facility utilizes state of the art technologies to be at the forefront of Eco-friendly production. NEXT focus on R&D and the use of cutting edge technologies ensure competitiveness and enable us to meet or often exceed the requirements of an ever-evolving global market. Next Accessories Ltd. is the nominated Label and Paper printing & packaging supplier of the leading global apparel brands like H&M, M&S, Decathlon, Varner Group, Tchibo, PVH, The Just Group, Next sourcing, Etam etc.
In my 3(Three) months long Internship, I have studied on six areas which are 1. Textile Production Management, 2. Human Resource Management, 3. Compliance and CSR, 4. Quality Management, 5. Supply Chain Management, and 6. Finance and Accounting of Next Accessories Ltd. along with SWOT analysis for each area. After SWOT analysis of six important areas, I have figured out some Strengths, Weaknesses, Opportunities and Threats of Next Accessories Ltd. and some recommendations have been given to overcome their problems as well as keeping sustainability and growth of business.
Finally, I have concluded with saying that Next Accessories Ltd. will get more orders and more nominations from new buyers in future due to having USGBC LEED Gold certified factory, 100% compliance, world class machineries, skilled manpower and high-quality products.
This is the report of my first Summer training in BBA at Lupin, Ankleshwar plant. This whole report is prepared by me with the help of information provided by the company. Production, Dispatch, Store-warehouse, Purchase, Financial, HR departments are included in this project.
This project also include a Mini Project on "Job Satisfaction". I complete this project with the help of Random Survey method. I hop this report will help you in your study.
For any kind of query or correction in the project contact me through
email- rajat.gandhi27@gmail.com
facebook- www.facebook.com/rajat.gandhi28
This document discusses a case study of the manufacturing competency of Sonalika tractor manufacturing unit in India. It analyzes factors like product design and development, quality control, and performance parameters. It was found that joint ventures improved sales by allowing for more investment in manufacturing plants and precise testing, which increased testing and production levels. Sales also improved with enhancements to the manufacturing unit's competitiveness. The document provides background on Sonalika and describes its research and development facilities.
The document provides an overview of strategic management and competitive analysis. It discusses the need to carefully analyze competitors, including defining who they are, analyzing their strengths and weaknesses, and analyzing a company's own strengths and weaknesses. Competitive analysis helps companies understand customer needs and develop effective strategies. The document also discusses profiling competitors, identifying new potential competitors, factors that influence marketing strategies, and the role of marketing management.
The document provides details about the author's internship at Jubilant Life Sciences. It discusses:
1) The author's responsibilities in controlling machines like pumps, boilers, and compressors to regulate mass flow rates, temperatures, and pressures.
2) A challenging situation where boiler furnace temperature increased drastically due to high coal mass flow, which was solved by shutting down some nozzles.
3) Maintenance tasks performed on equipment like testing and maintaining a heat exchanger, setting up a new refrigeration system, and replacing compressor parts.
Devkant Rath has over 5 years of experience in sales and marketing in North India. He currently works as a Senior Product Specialist for Medtronic India, responsible for sales in Delhi and Northern India. Previously he held sales roles at Stryker India and DSS Imagetech, where he consistently exceeded sales targets and developed key customer relationships. He has strong communication, leadership, and customer relationship management skills.
Hr project study of recruitment & selection process in aviva life insuranceProjects Kart
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
Marico is among the leading FMCG (Fast Moving Consumer Goods) Companies of the World. The Strategic Management and the Human Resource practices in Marico is unique. It starts from early recruitment planning strategies until the employee wellness programs. The inclusion of latest technologies have boosted the field of Human Resources in terms of data analysis and sentiment analysis. Altogether, it has led to the diversified and improved engagement practices especially during Covid-19 pandemic.
The document provides an overview of Ranbaxy Laboratories Ltd's project report on studying the working capital management of the company. It includes an introduction stating the importance of working capital management. It then discusses the pharmaceutical industry profile in India and Ranbaxy's research and development activities. The remainder of the report appears to analyze Ranbaxy's financial performance and working capital management through various ratios and comparisons to its competitors and industry standards.
This document summarizes a summer training report presentation on performance appraisal systems at Hindustan Antibiotics Limited. The presentation was given by Divya Singh, an MBA student who studied the company's performance appraisal process, collected employee feedback, identified issues, and provided suggestions. Key findings included that the system was effective but could be improved by reducing errors, providing more training and feedback sessions, and increasing transparency. Suggestions included making the process more objective, ensuring proper communication of appraisal results, and eliminating rating biases.
This document is Jeffin Scaria's internship report submitted to Saintgits College of Engineering for their MBA program. It details his 45 day internship with Punj Lloyd Upstream Ltd in their human resources department. The report includes an introduction covering the objectives of retaining employees, an analysis of the energy industry and employee retention trends. It also includes sections on the company profile of Punj Lloyd Upstream, Jeffin's role and responsibilities during the internship, and weekly reports from his time there. The report aims to study employee job satisfaction and retention practices at Punj Lloyd Upstream.
GlaxoSmithKline GSK CH - A report on Business Strategy and Growth Avenues in ...Maneesh Garg
A summer internship report on GlaxoSmithKline Consumer Healthcare (GSKCH) Himachal Pradesh. Report comprises the sales structure, business and supply chain model of GSK Consumer Healthcare in Himachal Pradesh. It also includes the comparative analysis of GSK supply chain and sales structure with competitor FMCG companies like HUL, P&G, Nestle and Colgate etc, Himachal Pradesh geographical audit, revenue model, remunerations of sales team, incentives and much more...
To get a copy of this presentation, share your views about the presentation with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new upload don't forget to press the "FOLLOW" and "LIKE" button
This document provides a history of the Indian pharmaceutical industry. It discusses how the industry grew after economic liberalization in the 1990s allowed Indian companies to enter generic drug manufacturing. It overtook the market share of multinational companies. The industry is now the 3rd largest producer globally by volume. It discusses the key players, regulations around patents, growth of exports, and challenges around research and development. It also provides an overview of the biotech sector in India and how it is growing but still smaller than the pharmaceutical industry.
“A study on customer feedback and upgradation of Haem up vet launched or intr...Vatsal Patel
A summer internship project on “A study on customer feedback and upgradation of Haem up vet launched or introduced by cadila pharmaceutical as per market needs”
This report is based on the summer training undertaken with lupin ltd anleshwar. It will be beneficial to the students who appear for training with lupin ankleshwar. The report also contains mini project on job rotation and transfer.
Inter nationalisation of pharmaceutical industry Research projectDEEPAK PANT
This document outlines a research project on the prerequisites for internationalization of small and medium enterprises (SMEs), with a focus on the pharmaceutical industry in India. The objectives are to identify the factors that have motivated existing companies to pursue internationalization and determine what resources, relationships, decision-making processes, and information are needed for SME internationalization. Both primary research through surveys and secondary research of existing literature will be conducted. The expected outcome is insights into opportunities and challenges for SME internationalization in the pharmaceutical industry, particularly regarding active pharmaceutical ingredients.
This document provides a summary of a report on the recruitment and selection process of Square Pharmaceuticals Ltd. It begins with an introduction that outlines the background and significance of studying Square's HR practices. The objectives are stated as examining Square's overall HR policies with an emphasis on understanding the recruitment and selection process. An overview of Square's organizational profile and history is then provided. The document concludes by stating that the main goal is to investigate employees' perceptions of the recruitment process at Square and identify any problems to suggest improvements.
This document provides an overview of a student's summer project on benchmarking HR practices and policies of leading FMCG companies in India. The student conducted primary and secondary research to understand the recruitment and selection processes of 10 FMCG companies. Primary data was collected through interviews with HR personnel using a questionnaire. Secondary data came from business magazines and websites. The objectives were to identify key HR practices and policies and compare them across companies. The methodology included research design, data collection methods, and tools used for analysis.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
INTERNSHIP REPORT ON NEXT ACCESSORIES LTD. Shawghat, Bhulta, Rupganj, Narayan...S M Khorshed Alam
The Ready Made Garments (RMG) industries has been provided the single source of growth in Bangladesh's rapidly developing economy. Exports of textiles and garments are the principal source of foreign exchange earnings. As of 2017 Bangladesh held the 2nd place in producing garments just after China.
Garments Accessories and Packaging (GAP) sector is acting as a backward linkage industry of RMG. Now almost all requirements of garments accessories & packaging of readymade garments & other export-oriented industries are being met up locally which is about 95%.
NEXT Accessories Ltd is one of the renowned garments label manufacturing companies in Bangladesh. It is a locally owned Private Limited Company which was established in 2005 under the Companies Act-1994. Next Accessories Ltd. is situated in the industrial and commercial hub of Bhulta, Rupganj of Narayanganj district.
Next Accessories is on the pinnacle of Green production with an impressive one-stop-shop production facility serving apparel identification solution, print and packaging industry. A LEED Gold Certified Green plant, constructed according to United States Green Building Council’s (USGBC) criteria, the beautiful facility utilizes state of the art technologies to be at the forefront of Eco-friendly production. NEXT focus on R&D and the use of cutting edge technologies ensure competitiveness and enable us to meet or often exceed the requirements of an ever-evolving global market. Next Accessories Ltd. is the nominated Label and Paper printing & packaging supplier of the leading global apparel brands like H&M, M&S, Decathlon, Varner Group, Tchibo, PVH, The Just Group, Next sourcing, Etam etc.
In my 3(Three) months long Internship, I have studied on six areas which are 1. Textile Production Management, 2. Human Resource Management, 3. Compliance and CSR, 4. Quality Management, 5. Supply Chain Management, and 6. Finance and Accounting of Next Accessories Ltd. along with SWOT analysis for each area. After SWOT analysis of six important areas, I have figured out some Strengths, Weaknesses, Opportunities and Threats of Next Accessories Ltd. and some recommendations have been given to overcome their problems as well as keeping sustainability and growth of business.
Finally, I have concluded with saying that Next Accessories Ltd. will get more orders and more nominations from new buyers in future due to having USGBC LEED Gold certified factory, 100% compliance, world class machineries, skilled manpower and high-quality products.
This is the report of my first Summer training in BBA at Lupin, Ankleshwar plant. This whole report is prepared by me with the help of information provided by the company. Production, Dispatch, Store-warehouse, Purchase, Financial, HR departments are included in this project.
This project also include a Mini Project on "Job Satisfaction". I complete this project with the help of Random Survey method. I hop this report will help you in your study.
For any kind of query or correction in the project contact me through
email- rajat.gandhi27@gmail.com
facebook- www.facebook.com/rajat.gandhi28
This document discusses a case study of the manufacturing competency of Sonalika tractor manufacturing unit in India. It analyzes factors like product design and development, quality control, and performance parameters. It was found that joint ventures improved sales by allowing for more investment in manufacturing plants and precise testing, which increased testing and production levels. Sales also improved with enhancements to the manufacturing unit's competitiveness. The document provides background on Sonalika and describes its research and development facilities.
The document provides an overview of strategic management and competitive analysis. It discusses the need to carefully analyze competitors, including defining who they are, analyzing their strengths and weaknesses, and analyzing a company's own strengths and weaknesses. Competitive analysis helps companies understand customer needs and develop effective strategies. The document also discusses profiling competitors, identifying new potential competitors, factors that influence marketing strategies, and the role of marketing management.
The document provides details about the author's internship at Jubilant Life Sciences. It discusses:
1) The author's responsibilities in controlling machines like pumps, boilers, and compressors to regulate mass flow rates, temperatures, and pressures.
2) A challenging situation where boiler furnace temperature increased drastically due to high coal mass flow, which was solved by shutting down some nozzles.
3) Maintenance tasks performed on equipment like testing and maintaining a heat exchanger, setting up a new refrigeration system, and replacing compressor parts.
Devkant Rath has over 5 years of experience in sales and marketing in North India. He currently works as a Senior Product Specialist for Medtronic India, responsible for sales in Delhi and Northern India. Previously he held sales roles at Stryker India and DSS Imagetech, where he consistently exceeded sales targets and developed key customer relationships. He has strong communication, leadership, and customer relationship management skills.
Hr project study of recruitment & selection process in aviva life insuranceProjects Kart
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
Marico is among the leading FMCG (Fast Moving Consumer Goods) Companies of the World. The Strategic Management and the Human Resource practices in Marico is unique. It starts from early recruitment planning strategies until the employee wellness programs. The inclusion of latest technologies have boosted the field of Human Resources in terms of data analysis and sentiment analysis. Altogether, it has led to the diversified and improved engagement practices especially during Covid-19 pandemic.
The document provides an overview of Ranbaxy Laboratories Ltd's project report on studying the working capital management of the company. It includes an introduction stating the importance of working capital management. It then discusses the pharmaceutical industry profile in India and Ranbaxy's research and development activities. The remainder of the report appears to analyze Ranbaxy's financial performance and working capital management through various ratios and comparisons to its competitors and industry standards.
This document summarizes a summer training report presentation on performance appraisal systems at Hindustan Antibiotics Limited. The presentation was given by Divya Singh, an MBA student who studied the company's performance appraisal process, collected employee feedback, identified issues, and provided suggestions. Key findings included that the system was effective but could be improved by reducing errors, providing more training and feedback sessions, and increasing transparency. Suggestions included making the process more objective, ensuring proper communication of appraisal results, and eliminating rating biases.
HR Audit.pptx project report on HR Audit on A Companypatelnirali18
The document describes a summer internship project on HR audit conducted at Lyka Labs Ltd. It includes details about the company, various departments studied, objectives of the HR audit, research methodology used, data collection and analysis. Questionnaires were used to collect primary data from employees and HR officials. The analysis shows that the majority of HR officials agree that Lyka properly plans HR and the pool of employees is adequate. However, some employees feel there is overload and insufficient staff. The objectives were to analyze HR practices, audit measures, and employees' perceptions of HR planning and audit.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
This document provides an introduction and objectives for a summer project report on the recruitment and selection process at Udaya Solution Pvt. Ltd. It discusses the background and need for the study, as well as the methodology which includes primary and secondary data collection through questionnaires. The report will focus on analyzing Udaya Solution's recruitment process and how it provides recruitment services to one of its clients, Ortel Communication Pvt. Ltd.
This document provides an introduction and overview of a research project on the recruitment and selection process of ICICI Life Insurance. The objectives are to understand ICICI's internal recruitment process, identify areas for improvement, and provide recommendations. The methodology will involve studying ICICI's recruitment procedures and comparing to best practices. It includes an introduction on the importance of recruitment and selection for organizations. A literature review covers past research on improving these processes. The document also provides background on ICICI Life Insurance and rationale for the study.
The document is a project report submitted by Saumya Mehta to the University of Pune on the topic of "Recruitment and Selection at AVIVA LIFE INSURANCE". It includes an introduction, certificates of completion, acknowledgements, executive summary and details about the company profile, literature review, data collection and analysis methods, findings and conclusions. The report examines the recruitment and selection process at AVIVA LIFE INSURANCE in India.
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance. It includes an introduction, objectives, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusions and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
Study of recruitment & selection process in aviva life insurance by saumya mehtaVenkatesan Jonty
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
Study of recruitment & selection process in aviva life insurance by saumya mehtaAnirudha Kelkar
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance. It includes an introduction, objectives, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusions and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
Study of recruitment & selection process in aviva life insurance by saumya mehtaShruti Singh
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
0601017 explore market opportunities for new product launchSupa Buoy
This document is a project report submitted by Dnyanesh Prabhakar Joshi to the University of Pune in partial fulfillment of an MBA degree. The project involved exploring market opportunities for a new product launch by Resilient Cosmeceuticals Pvt. Ltd. in Pune, India. Joshi conducted primary research including surveys of doctors and chemists in Pune to analyze the market for anti-ulcer and anti-emetic drugs, and provide suggestions to Resilient Cosmeceuticals. The report includes an executive summary of the company, industry, and product being launched, as well as chapters describing the research methodology, findings of the surveys, and recommendations.
Sachin Adawade is currently working as the Business Unit Head for India's largest fitness chain. He has over 8 years of experience in marketing and business development roles in the pharmaceutical and nutraceutical industries. He holds a PGDM in pharmaceutical management and a Bachelor's degree in pharmacy. His experience includes developing new product launches, establishing business operations, and providing strategic consulting. He has a track record of success in doubling revenue and rationalizing product mixes to drive growth.
Kishan Kumar completed a summer internship project at Ranbaxy Laboratories Limited to study the market potential of multi-vitamins and the antibiotic cefexime. The project involved two tasks - understanding doctors' perceptions when prescribing multi-vitamins and cefexime, and analyzing the market potential of these products when sold over-the-counter versus through prescriptions. Kumar conducted surveys of doctors and retailers to gather data for the analysis. The goal of the project was to help Ranbaxy better understand opportunities in these therapeutic areas.
The document reviews literature on employee attrition and retention. It discusses how some turnover can be functional by replacing senior employees with junior ones. While turnover has costs, some solutions to problematic turnover include improving selection and training, increasing pay and benefits, and enhancing job satisfaction.
This document appears to be a summer training project report submitted by Prashant Mishra towards partial fulfillment of a Bachelor of Business Administration program at Amity University, Lucknow. The report provides a comparative study of the presence of IT products from HCL in corporate houses and institutes located in Delhi and the NCR region. It includes sections on the objectives, methodology, data analysis, findings and conclusions of the research project.
This document is the corporate internship report of Pranay Rajas submitted to Prof. Girish Bhatia of CH Institute of Management & Communication. The report details Pranay's 8-week internship at Hindustan Unilever Ltd, where he studied the company's sales and distribution channel. The report includes an introduction to HUL, discussing its history dating back to 1933, current operations covering over 1 million retail outlets, and financial performance. It also presents the research methodology used and findings from data analysis of HUL's distribution channel in the Indore region. The report aims to analyze issues in the sales and distribution system and provide recommendations to improve effectiveness.
This document provides information about Pranay Rajas' internship project report submitted to CH Institute of Management and Communication, Indore, India. The report studies the sales and distribution channel of Hindustan Unilever Ltd. It includes an introduction, company profile of HUL highlighting its history, mission, vision, and distribution network. It also outlines the research methodology, data analysis, findings and recommendations. The document contains acknowledgments, declarations, and certificates confirming the project report.
0601017 explore market opportunities for new product launchSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
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30. The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper.
31. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind.
32. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment.
33. Some people use the term “Recruitment” for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process.
34. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).
77. Selling: A second issue to be addressed in the searching process concerns communications. Here, organization walks tightrope. On one hand, they want to do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media. Media are several-some have low credibility, while others enjoy high credibility. Selection of medium or media needs to be done with a lot of care.
78. Screening: Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. However, we have included screening in recruitment for valid reasons. The selection process will begin after the applications have been scrutinized and short-listed. Hiring of professors in a university is a typical situation. Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the Vice- chancellor, Registrar and subject experts conducts interview. Here, the recruitment process extends up to screening the applications. The selection process commences only later.
79. Purpose of screening: The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not rejected without justification.
80. In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job.
81. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-ins. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening.
82. Evaluation and Control: Evaluation and control is necessary as considerable costs are incurred inthe recruitment process. The costs generally incurred are: -
87. Costs of overtime and outsourcing while the vacancies remain unfilled.
88.
89. The various internal sources include:
90. Promotions and Transfers –Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels.
91. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization.
92. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.
93. Employee referrals-Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.
94. Former Employees- These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation program for them, since they are familiar with the organization.
95. Dependents of deceased employees-Usually, banks follow this policy. If an employeedies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.
96. Recalls- When management faces a problem, which can be solved only by manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave may be extended.
97. Retirements- At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.
98. Internal notification (advertisement) - Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.
99. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include:
100. Professional or Trade Associations-Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members.
101. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts.
102.
103.
104. Head Hunters- They is useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.
105. Radio, Television and Internet- Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri.com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach.
106. Competitors- This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company. There are legal and ethical issues involved in raiding rival firms for potential candidates. From the legal point of view, an employee is expected to join a new organization only after obtaining a ‘no objection certificate’ from his/ her present employer. Violating this requirement shall bind the employee to pay a few months’ salary to his/ her present employer as a punishment. However, there are many ethical issues attached to it.
107.
108. The management will be able to fulfill reservation requirements in favour of the disadvantaged sections of the society.
111. If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur.
121. Reception: A company is known by the people it employs. In order to attract people with talents, skills and experience a company has to create a favorable impression on the applicants’ right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly. If no jobs are available at that point of time, the applicant may be asked to call back the personnel department after some time.
122. Screening Interview: A preliminary interview is generally planned by large organizations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. A junior executive from the Personnel Department may elicit responses from the applicants on important items determining the suitability of an applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc. this ‘courtesy interview’ as it is often called helps the department screen out obvious misfits. If the department finds the candidate suitable, a prescribed application form is given to the applicants to fill and submit.
123. Application Blank: Application blank or form is one of the most common methods used to collect information on the various aspects of the applicants’ academic, social, demographic, work related background and references. It is a brief history sheet of employee’s background, usually containing the following things:
124. • Personal data (address, sex, telephone number)
125. • Marital data
126. • Educational data
127. • Employment Experience
128. • Extra-curricular activities
129. • References and Recommendations
130. Selection Test: In this section let’ examine the selection test or the employmenttest that attempts to asses intelligence, abilities, personality trait, performance simulation tests including work sampling and the tests administered at assessment centers- followed by a discussion about the polygraph test, graphology and integrity test.
131. A test is a standardized, objective measure of a person’s behavior, performance or attitude. It is standardized because the way the tests is carried out, the environment in which the test is administered and the way the individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual differences in a scientific way giving very little room for individual bias and interpretation. Over the years employment tests have not only gained importance but also a certain amount of inevitability in employment decisions. Since they try to objectively determine how well an applicant meets the job requirement, most companies do not hesitate to invest their time and money in selection testing in a big way. Some of the commonly used employment tests are:
136. Selection Interview: Interview is the oral examination of candidates for employment. This is the most essential step in the selection process. In this step the interviewer matches the information obtained about the candidates through various means to the job requirements and to the information obtained through his own observations during the interview. Interview gives the recruiter an opportunity –
138. To ask question that are not covered in the tests;
139. To make judgments on candidates enthusiasm and intelligence;
140. To assess subjective aspects of the candidate – facial expressions, appearance, nervousness and so forth;
141. To give facts to the candidates regarding the company its policies, etc. and promote goodwill towards the company.
142. Medical Test: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate being declared fit after the physical examination.
143. Reference Checks: Once the interview and medical examination of thecandidate is over, the personnel department will engage in checking references. Candidates are required to give the names of 2 or 3 references in their application forms. These references may be from the individuals who are familiar with the candidate’s academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s job performance and sometimes from the co-workers.
144. Hiring Decision: The line manager has to make the final decision now –whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier. The line manager has to take adequate care in taking the final decision because of economic, behavioral and social implications of the selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization.
152. Good working environment & less working hours: Some were saying that in HSN International having a good working environment condition and working hours also less compare to other industry.
158. Most of the employees want interview as a criteria of selection but some other employees interested in the written exam only while few other wants both in a selection process.
159. Most of the employees are highly satisfied with their job & work which is given by the company to him and some are satisfied with the work & job. But some are not satisfied.
160. Most of the employees are satisfied with the promotion policy and around 26% are highly satisfied. Few of them are not satisfied with it because they want more salary after the promotion.
161. Most of the candidates are recruited in HSN International with the help of the written exam & interview (45%). And 34% candidates are recruited by the written exam only.
162. In HSN International have no changes come in Recruitment and Selection procedure in the last 2 years. So they need some changes in their recruitment and selection procedure like paper work or document verification.
163. Around the 64% employees are not in the favor of the local candidates for giving them preference in the recruitment and selection process while 36% go with yes for local candidates. But industry gives the preference to local candidates due to the rule of the government they are preferred to the local candidates.
164. Present recruitment policy is helpful in achieving the goal of the company. Around the 86% candidates are in the favor of the present recruitment policy of the company for achieving the goal of the organization while 14% are against of it.
165.
166. During the promotion of the employee they should give them some extra facilities, they can provide them house incentive, medical facilities etc.
167. During the selection process they are using a lot of paper work for the verification due to that workers facing problem I would like to say that they can use only important document as verification.
168. Organization needs to improve the selection criteria for selection whether it the post of manager, associate& staff, supervisor and labors. They should fix some parameters to select the candidates for specific position.