The document is an invitation from Tackyon IT Consulting Private Limited to attend a two-day Human Resource Training Workshop in Noida, India on May 14-15, 2010. The workshop will focus on topics like legal aspects of employment, managing compensation and benefits, recruitment and retention, and using IT for HR management information systems. The fee for attending is between INR 13,000-15,000 depending on the number of attendees from an organization. Accommodation is also available at an additional cost. Interested HR professionals are encouraged to nominate delegates and send in the registration form along with payment details by April 30th for an early bird discount.
This document discusses human resource planning and staffing. It covers the following topics in 3 sentences or less:
HR planning including energy curves to distribute employees into categories like future leaders, drive performance, bottom performers, and more. Affirmative action which aims to improve opportunities for underprivileged groups through coaching, scholarships, and representation. Measurement of staffing processes and how recruitment process outsourcing can improve hiring productivity, predictability, costs, and time-to-hire over traditional methods.
The document discusses priorities for HR in startups. It recommends seeding values and culture anchors upfront. It also advises setting up essential systems like payroll, benefits administration, and compliance policies. Additionally, it emphasizes the importance of getting the right team on board by sharing the company vision and equity opportunities. Finally, it notes the need to manage ongoing HR operations like new hire onboarding and administration, employee relations, and statutory compliances.
This document is a resume for Hossam Eldin Hussein, who is seeking a senior management position in human resources, recruitment, or administration. It summarizes his experience over 19 years working in human resources and recruitment roles for various companies in industries such as oil and gas, construction, tourism, and hotels. The resume highlights his expertise in areas like recruitment, staff development, compensation and benefits, and regulatory compliance. It also lists his educational qualifications and professional memberships.
The document discusses the key aspects of human resource management including its strategic role, federal legislation, social trends, human resource planning, recruitment, selection, training, performance appraisal, compensation, benefits, and termination. It emphasizes the importance of attracting and retaining talent to drive organizational performance.
The document is an invitation from Tackyon announcing the Indian HR Convention 2010 in Pune on April 12, 2010. The convention will focus on human resource excellence in the current economic scenario. It provides details on the event location, schedule, sessions and speakers. It encourages HR professionals to register and participate in the interactive workshops and networking opportunities. The invitation highlights the benefits of attending and learning from case studies, tools and experiences shared by other HR professionals. It also shares photos and information on previous successful HR conventions organized by Tackyon.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
Performance appraisal is the systematic evaluation of an employee's job performance and potential for development. It involves measuring an employee's past and present performance against their expected role, setting work-related and career development objectives, and providing communication and feedback. Performance appraisals can be used to guide employee development, determine training needs, and make decisions about promotions and transfers. They should be conducted periodically and objectively describe an employee's strengths and weaknesses.
TCS is one of India's largest private sector employers with over 250,000 employees. The document discusses TCS's compensation strategy, including its components such as basic wages, incentives, and employee benefits. It also describes TCS's EVA compensation model which measures operating and financial performance to determine employee compensation. Surveys show high levels of employee satisfaction at TCS compared to industry averages, particularly regarding training, appraisal systems, and overall satisfaction. TCS uses a combination of fixed pay and variable pay linked to performance to incentivize employees.
This document discusses human resource planning and staffing. It covers the following topics in 3 sentences or less:
HR planning including energy curves to distribute employees into categories like future leaders, drive performance, bottom performers, and more. Affirmative action which aims to improve opportunities for underprivileged groups through coaching, scholarships, and representation. Measurement of staffing processes and how recruitment process outsourcing can improve hiring productivity, predictability, costs, and time-to-hire over traditional methods.
The document discusses priorities for HR in startups. It recommends seeding values and culture anchors upfront. It also advises setting up essential systems like payroll, benefits administration, and compliance policies. Additionally, it emphasizes the importance of getting the right team on board by sharing the company vision and equity opportunities. Finally, it notes the need to manage ongoing HR operations like new hire onboarding and administration, employee relations, and statutory compliances.
This document is a resume for Hossam Eldin Hussein, who is seeking a senior management position in human resources, recruitment, or administration. It summarizes his experience over 19 years working in human resources and recruitment roles for various companies in industries such as oil and gas, construction, tourism, and hotels. The resume highlights his expertise in areas like recruitment, staff development, compensation and benefits, and regulatory compliance. It also lists his educational qualifications and professional memberships.
The document discusses the key aspects of human resource management including its strategic role, federal legislation, social trends, human resource planning, recruitment, selection, training, performance appraisal, compensation, benefits, and termination. It emphasizes the importance of attracting and retaining talent to drive organizational performance.
The document is an invitation from Tackyon announcing the Indian HR Convention 2010 in Pune on April 12, 2010. The convention will focus on human resource excellence in the current economic scenario. It provides details on the event location, schedule, sessions and speakers. It encourages HR professionals to register and participate in the interactive workshops and networking opportunities. The invitation highlights the benefits of attending and learning from case studies, tools and experiences shared by other HR professionals. It also shares photos and information on previous successful HR conventions organized by Tackyon.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
Performance appraisal is the systematic evaluation of an employee's job performance and potential for development. It involves measuring an employee's past and present performance against their expected role, setting work-related and career development objectives, and providing communication and feedback. Performance appraisals can be used to guide employee development, determine training needs, and make decisions about promotions and transfers. They should be conducted periodically and objectively describe an employee's strengths and weaknesses.
TCS is one of India's largest private sector employers with over 250,000 employees. The document discusses TCS's compensation strategy, including its components such as basic wages, incentives, and employee benefits. It also describes TCS's EVA compensation model which measures operating and financial performance to determine employee compensation. Surveys show high levels of employee satisfaction at TCS compared to industry averages, particularly regarding training, appraisal systems, and overall satisfaction. TCS uses a combination of fixed pay and variable pay linked to performance to incentivize employees.
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
The document discusses human resource management topics including recruitment, staffing, personnel administration, compensation, training, labor relations, and safety. It provides an overview of the organization of human resource management and various positions within the HR department. Several topics are then outlined in more detail including individual and job satisfaction, motivation and leadership, managerial skills, organization structure, manpower development, management development, and reward systems. The document is an outline for training provided by Value Consult on human resource management.
Human resource planning involves analyzing internal and external environments to forecast staffing needs, identify gaps, and develop action plans. Key activities include job analysis to understand job requirements and design jobs effectively. Various approaches to job design must balance organizational and individual needs. Outsourcing some HR functions is an option but requires clear service level agreements.
This document discusses recruiting fundamentals, including the goals and sources of recruiting. It begins by explaining that recruiting involves identifying human resource needs and finding qualified candidates. The goals of recruiting are to attract a pool of qualified applicants while discouraging unqualified ones. Recruiting efforts are affected by factors like organizational size, market conditions, and policies. Sources discussed include internal searches, employee referrals, external searches through advertisements and agencies, schools and professional organizations. The document also covers alternatives like temporary help and contractors.
Rajesh Kumar Sharma is an experienced HR and IR professional with over 14 years of experience. He currently works as the Manager of HR and Administration for Udaipur Mineral Development Syndicate Pvt. Ltd., a flagship company of the Golcha Group. Prior to this, he has held HR roles at INOX Leisure Limited, Park Plaza in Jodhpur, G4S Securicor, and GVK Expressway. He has extensive experience in areas such as industrial relations, recruitment, performance management, training, and statutory compliance.
This profile is for Muhammed Siddique, a 32-year-old single male from Pakistan currently located in Saudi Arabia. He has over 10 years of experience in human resources, currently working as an HR Specialist at Alabniah in Saudi Arabia. He is seeking managerial HR positions in the UAE, Kuwait or Oman.
Joyce Vas is the senior consultant at HRNC, a human resources consulting firm. She has over 20 years of experience in municipal government and is a certified human resources professional. HRNC's mission is to provide information to help businesses improve productivity and reduce costs through effective human capital management. The firm offers various HR services and consulting, including payroll, health and safety compliance, training, and recruiting. HRNC is committed to excellence and partners with various organizations in the community.
Human resource managers now play a more strategic role in organizations. They are responsible for developing high-performance work systems that create employee competencies and behaviors to achieve business goals. This involves establishing strategic human resource plans, focusing on productivity and performance metrics, and creating integrated practices like extensive training, self-managed teams, and contingent rewards. Measuring the impact of human resource programs through numbers and data is also important in today's performance-based environment.
This document is a resume for Ramesh T. Ramesh seeking a position in human resources, training, or organizational development. Over the past 9 years, Ramesh has gained experience in human resources management, administration, accounting, and team management. He is adept at handling HR functions such as recruitment, payroll, and training. Ramesh has worked for several construction companies in India and managed teams of up to 500 employees. He is seeking a challenging position that allows him to utilize his skills.
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013HRBoss
The document summarizes an event hosted by HiringBoss to discuss challenges in Asia's HR landscape and solutions provided by HR technology. It includes an agenda for guest speakers and topics on challenges facing recruitment in Singapore and Asia due to tighter foreign workforce regulations. Networking and solutions for strategic recruitment through a talent acquisition cycle and recruitment models are also discussed.
ManpowerGroup is a global leader in innovative workforce solutions. They provide staffing, recruitment, talent management, and outsourcing services through their four brands: Manpower, Experis, Right Management, and ManpowerGroup Solutions. They leverage their global reach and local expertise across over 80 countries to help businesses access the talent they need. In Ukraine specifically, ManpowerGroup has been operating successfully since 1994 through their 12 offices, placing over 9,500 associates for over 1,200 clients each year.
Hossam Hussein is a seasoned HR and legal executive with over 18 years of experience. He has expertise in all areas of HR including policy development, recruitment, performance management, and benefits administration. Mr. Hussein has experience managing HR departments of over 3,000 employees and has recruited over 2,000-5,000 staff through mass recruitment efforts. He aims to consistently meet goals and deliver mission critical results through his leadership and strategic planning skills.
This document discusses the integration of human resource planning and strategic planning. It covers environmental scanning, internal analysis of culture, capabilities and composition. Forecasting models for demand and supply of labor are presented. Strategic formulation involves SWOT analysis and different corporate and business strategies are described. Implementation reconciles supply and demand, while evaluation assesses human capital metrics and strategy effectiveness.
This document outlines the HR policies and procedures of AALAT L.L.C based on UAE Labor Law No 8 from 1980. It discusses recruitment and selection procedures, including manpower planning, recruitment methods, job descriptions, interview and selection processes. The recruitment and selection process is to be approved by HR and management. The document provides details on forming interview panels, their roles and responsibilities, and the steps to fill vacancies both internally and externally in accordance with company policies and budget.
Hossam Hussein is a senior HR and recruitment professional with over 18 years of experience in the UAE. He has expertise in human resources management, recruitment, policy development, and labor law compliance. Some of his roles include serving as HR manager for several companies in oil and gas, and leading recruitment teams of 15-20 staff.
Human resource accounting is the process of identifying, measuring, and reporting on the value of employees to a company. It aims to overcome limitations of traditional financial accounting by helping management make better decisions regarding human resource efficiency and planning. Models for valuing human resources include historical cost, replacement cost, and opportunity cost methods for accounting, as well as Hermanson, Lev-Schwartz, Flamholtz, and other models for determining the value of employees. Challenges include determining the appropriate value and accounting methodology for human capital. Accurately valuing employees can provide benefits like assessing return on investment in training and improving personnel policies.
Hossam Hussein is a senior HR and administration professional with over 20 years of experience in the UAE. He has extensive expertise in human resources management, recruitment, operations management, policy development, and strategic planning. Some of his key achievements include building HR departments from scratch, developing HR policies and procedures, and recruiting over 5,000 employees. He is currently serving as the General Manager of HR and Administration at KGC Koyasco, overseeing all HR functions.
Mohan Sharma Khandrika is an experienced human resources professional with over 28 years of experience in India, Saudi Arabia, and Nigeria. He has held roles such as Head of HR at ICRISAT and Group Director of HR at Jotna International in Lagos, Nigeria. His experience includes recruitment, compensation and benefits management, talent acquisition, performance management, and training and development. He holds certifications in competency-based recruitment and analysis.
Jolly Mind Solutions is a human resources outsourcing firm based in Northern India that provides HR solutions like recruitment, payroll, and compliance services. It works with companies in various industries. The company aims to help clients focus on core operations by outsourcing HR functions. This proposal outlines the scope of an HR outsourcing project including developing HR policies, organizational structure, performance reviews, and day-to-day support. Additional recruitment services are also offered for a separate fee.
The Dynamic Environment of HRM PPT (1).pptxNarinder53
The document discusses how the dynamic global environment impacts human resource management practices. It identifies several factors driving changes, including globalization, technology advances, workforce diversity, skills changes, and remote/virtual work. It provides examples of how each factor affects different HR functions such as recruitment, training, performance management, and compensation. The document emphasizes that HR professionals must adapt practices to the cultural and business environment to create inclusive and effective workplaces.
The document discusses human resource planning. It defines human resource planning as analyzing and identifying an organization's need for and availability of human resources to meet its objectives. The key aspects of human resource planning covered are forecasting future human resource requirements and supply, comparing forecasts to identify surpluses or shortages, and developing programs to address imbalances. The goal of human resource planning is to ensure the right number and type of employees are available when and where needed.
The document discusses human resource management topics including recruitment, staffing, personnel administration, compensation, training, labor relations, and safety. It provides an overview of the organization of human resource management and various positions within the HR department. Several topics are then outlined in more detail including individual and job satisfaction, motivation and leadership, managerial skills, organization structure, manpower development, management development, and reward systems. The document is an outline for training provided by Value Consult on human resource management.
Human resource planning involves analyzing internal and external environments to forecast staffing needs, identify gaps, and develop action plans. Key activities include job analysis to understand job requirements and design jobs effectively. Various approaches to job design must balance organizational and individual needs. Outsourcing some HR functions is an option but requires clear service level agreements.
This document discusses recruiting fundamentals, including the goals and sources of recruiting. It begins by explaining that recruiting involves identifying human resource needs and finding qualified candidates. The goals of recruiting are to attract a pool of qualified applicants while discouraging unqualified ones. Recruiting efforts are affected by factors like organizational size, market conditions, and policies. Sources discussed include internal searches, employee referrals, external searches through advertisements and agencies, schools and professional organizations. The document also covers alternatives like temporary help and contractors.
Rajesh Kumar Sharma is an experienced HR and IR professional with over 14 years of experience. He currently works as the Manager of HR and Administration for Udaipur Mineral Development Syndicate Pvt. Ltd., a flagship company of the Golcha Group. Prior to this, he has held HR roles at INOX Leisure Limited, Park Plaza in Jodhpur, G4S Securicor, and GVK Expressway. He has extensive experience in areas such as industrial relations, recruitment, performance management, training, and statutory compliance.
This profile is for Muhammed Siddique, a 32-year-old single male from Pakistan currently located in Saudi Arabia. He has over 10 years of experience in human resources, currently working as an HR Specialist at Alabniah in Saudi Arabia. He is seeking managerial HR positions in the UAE, Kuwait or Oman.
Joyce Vas is the senior consultant at HRNC, a human resources consulting firm. She has over 20 years of experience in municipal government and is a certified human resources professional. HRNC's mission is to provide information to help businesses improve productivity and reduce costs through effective human capital management. The firm offers various HR services and consulting, including payroll, health and safety compliance, training, and recruiting. HRNC is committed to excellence and partners with various organizations in the community.
Human resource managers now play a more strategic role in organizations. They are responsible for developing high-performance work systems that create employee competencies and behaviors to achieve business goals. This involves establishing strategic human resource plans, focusing on productivity and performance metrics, and creating integrated practices like extensive training, self-managed teams, and contingent rewards. Measuring the impact of human resource programs through numbers and data is also important in today's performance-based environment.
This document is a resume for Ramesh T. Ramesh seeking a position in human resources, training, or organizational development. Over the past 9 years, Ramesh has gained experience in human resources management, administration, accounting, and team management. He is adept at handling HR functions such as recruitment, payroll, and training. Ramesh has worked for several construction companies in India and managed teams of up to 500 employees. He is seeking a challenging position that allows him to utilize his skills.
Recruiting in Singapore…HiringBoss HR Breakfast Club Event, March 7th 2013HRBoss
The document summarizes an event hosted by HiringBoss to discuss challenges in Asia's HR landscape and solutions provided by HR technology. It includes an agenda for guest speakers and topics on challenges facing recruitment in Singapore and Asia due to tighter foreign workforce regulations. Networking and solutions for strategic recruitment through a talent acquisition cycle and recruitment models are also discussed.
ManpowerGroup is a global leader in innovative workforce solutions. They provide staffing, recruitment, talent management, and outsourcing services through their four brands: Manpower, Experis, Right Management, and ManpowerGroup Solutions. They leverage their global reach and local expertise across over 80 countries to help businesses access the talent they need. In Ukraine specifically, ManpowerGroup has been operating successfully since 1994 through their 12 offices, placing over 9,500 associates for over 1,200 clients each year.
Hossam Hussein is a seasoned HR and legal executive with over 18 years of experience. He has expertise in all areas of HR including policy development, recruitment, performance management, and benefits administration. Mr. Hussein has experience managing HR departments of over 3,000 employees and has recruited over 2,000-5,000 staff through mass recruitment efforts. He aims to consistently meet goals and deliver mission critical results through his leadership and strategic planning skills.
This document discusses the integration of human resource planning and strategic planning. It covers environmental scanning, internal analysis of culture, capabilities and composition. Forecasting models for demand and supply of labor are presented. Strategic formulation involves SWOT analysis and different corporate and business strategies are described. Implementation reconciles supply and demand, while evaluation assesses human capital metrics and strategy effectiveness.
This document outlines the HR policies and procedures of AALAT L.L.C based on UAE Labor Law No 8 from 1980. It discusses recruitment and selection procedures, including manpower planning, recruitment methods, job descriptions, interview and selection processes. The recruitment and selection process is to be approved by HR and management. The document provides details on forming interview panels, their roles and responsibilities, and the steps to fill vacancies both internally and externally in accordance with company policies and budget.
Hossam Hussein is a senior HR and recruitment professional with over 18 years of experience in the UAE. He has expertise in human resources management, recruitment, policy development, and labor law compliance. Some of his roles include serving as HR manager for several companies in oil and gas, and leading recruitment teams of 15-20 staff.
Human resource accounting is the process of identifying, measuring, and reporting on the value of employees to a company. It aims to overcome limitations of traditional financial accounting by helping management make better decisions regarding human resource efficiency and planning. Models for valuing human resources include historical cost, replacement cost, and opportunity cost methods for accounting, as well as Hermanson, Lev-Schwartz, Flamholtz, and other models for determining the value of employees. Challenges include determining the appropriate value and accounting methodology for human capital. Accurately valuing employees can provide benefits like assessing return on investment in training and improving personnel policies.
Hossam Hussein is a senior HR and administration professional with over 20 years of experience in the UAE. He has extensive expertise in human resources management, recruitment, operations management, policy development, and strategic planning. Some of his key achievements include building HR departments from scratch, developing HR policies and procedures, and recruiting over 5,000 employees. He is currently serving as the General Manager of HR and Administration at KGC Koyasco, overseeing all HR functions.
Mohan Sharma Khandrika is an experienced human resources professional with over 28 years of experience in India, Saudi Arabia, and Nigeria. He has held roles such as Head of HR at ICRISAT and Group Director of HR at Jotna International in Lagos, Nigeria. His experience includes recruitment, compensation and benefits management, talent acquisition, performance management, and training and development. He holds certifications in competency-based recruitment and analysis.
Jolly Mind Solutions is a human resources outsourcing firm based in Northern India that provides HR solutions like recruitment, payroll, and compliance services. It works with companies in various industries. The company aims to help clients focus on core operations by outsourcing HR functions. This proposal outlines the scope of an HR outsourcing project including developing HR policies, organizational structure, performance reviews, and day-to-day support. Additional recruitment services are also offered for a separate fee.
The Dynamic Environment of HRM PPT (1).pptxNarinder53
The document discusses how the dynamic global environment impacts human resource management practices. It identifies several factors driving changes, including globalization, technology advances, workforce diversity, skills changes, and remote/virtual work. It provides examples of how each factor affects different HR functions such as recruitment, training, performance management, and compensation. The document emphasizes that HR professionals must adapt practices to the cultural and business environment to create inclusive and effective workplaces.
Human resources management and planningSOURABH KUMAR
Human Resource Management, or HRM, is the practice of managing people to achieve better performance. For example, if you hire people into a business, you are looking for people who fit the company culture as they will be happier, stay longer, and be more productive than people who won't fit into the company culture.
An organization's human resources include the knowledge, skills, abilities, and other attributes of its entire workforce. If an organization effectively taps into and develops these human resources, they can be utilized to accomplish organizational, individual, and societal objectives. However, both organizations and the environment in which they operate are constantly changing. These changes present challenges at the environmental, organizational, and individual levels that human resource management must address for an organization to remain competitive. Some of the key changes include globalization, new technologies, workforce demographics, contingent workforces, and increased regulation. By effectively managing its human capital through strategies like training, motivation, and continuous improvement, an organization can gain competitive advantages to help it adapt to changes in the environment.
The document discusses several topics related to human resources including:
1. The size of HR departments can vary significantly depending on the size of the organization, ranging from just a few employees to divisions of hundreds of staff.
2. Future roles of HR practitioners include diagnostic, assessment, and development roles requiring skills like organizational diagnosis, research, and evaluation.
3. Common pitfalls in developing HR strategies include inside-out thinking, solutions without involvement, complexity without simplicity, and lack of focus. Adapting best practices requires considering internal context.
Bon Secours Health System implemented an HR transformation program to standardize processes, reduce costs, and better serve employees. The program consolidated HR functions into centralized shared services centers and centers of excellence. This resulted in $10 million in savings for HR through process harmonization, technology integration, and moving to a standardized operating model. The transformation faced challenges with communication, change management, technology integration and ensuring the new shared services center had the right skills and processes to meet service level agreements.
The applicant is applying for the position of Deputy Manager of P&A/Plant HR. He has over 14 years of experience in HR functions such as recruitment, manpower planning, performance management, training, and employee engagement. He currently works as Assistant Manager of Personnel & Administration at Deccan Cements Ltd., where he handles responsibilities including recruitment, employee relations, administration, and statutory compliances. He believes he is qualified for the position based on his experience.
The document discusses several topics related to human resource management:
1. The five main operative functions of human resource management are procurement, development, compensation, integration, and maintenance.
2. The key differences between personnel management and human resource management are that personnel management focuses on employees' grievances while human resource management focuses on employee welfare and development.
3. Major factors that affect human resource planning include both external factors like government policies, economic conditions, and technology as well as internal factors like company strategies and policies, job analysis, and production operations.
Sandeep Khola is submitting his resume for the position of Head - HR, IR, Admin, & Compliance. He has over 14 years of experience in human resources management, industrial relations, general administration, training and development, statutory compliance, and ISO certification. He is currently employed as the Plant HR Head at United Breweries Ltd., where he handles responsibilities such as statutory compliance, liaison with government departments, general administration, industrial relations, employee engagement, HR management, performance appraisals, training and development, and ISO certification. He is seeking a new opportunity where he can further contribute to organizational growth and profitability through his skills and experience.
The document discusses several HR policies and processes. It begins by describing job analysis, exit interviews, and employee feedback surveys. It then discusses the purpose of HR policies in communicating guidelines, treating employees fairly, and reducing risk. Other sections cover performance metrics like the balanced scorecard, job rotation, employee referrals, attendance policies, code of conduct, and induction programs. It provides definitions and overviews of these various HR topics.
The two-day conference focuses on making human resources the power behind organizational bottom lines. It will discuss topics such as skills shortages, talent retention, performance management, succession planning, and legal updates. The goal is to provide HR professionals with tools to effectively manage employees and position HR as a strategic partner that contributes to attracting the right talent and achieving organizational goals.
HR Digital Transformation - Pulse Survey, Empower EmployeesXoxoday
The document discusses various aspects of digital transformation in human resource management. It begins with explaining the typical stages of an employee's lifecycle within an organization. These include attraction, recruitment, onboarding, enablement, development, retention, and separation. It then discusses the importance of employee engagement and how it influences each stage of the lifecycle. The document then explores digital transformation in HR in depth, covering strategies, benefits, challenges, PESTEL and SWOT analyses, emerging HR technologies, the future of HR, change levers, and conclusions. It emphasizes that digital transformation requires replacing transactional HR processes with technology and data-driven decision making to better leverage resources and prepare for future workforce challenges.
The document discusses return on talent (ROT) and how companies are increasingly measuring the value generated from their talented employees. It defines ROT as the knowledge generated and applied by employees. To optimize investment in talent, companies must understand the various costs associated with acquiring and utilizing talent, and continuously measure and improve ROT. An effective talent management information system can help companies with tasks like recruiting, onboarding, performance management, training, succession planning, and integrating compensation plans to attract, retain and develop top talent.
The document discusses several key aspects of human resource management including:
1. The management process and functions of HRM like planning, organizing, staffing, leading, and controlling.
2. The objectives of HRM which include developing human capital, organizational climate, performance standards, and employer-employee relationships.
3. The roles and responsibilities of HR managers in facilitating development, communication, and achieving organizational objectives.
In many organisations the habitual approach to workforce planning is just a short-term budget and headcount exercise. Attempting to be this granular and precise is not useful when looking longer term, especially when the environment is uncertain.’
Julia Howes, Principal, Mercer
The document provides details about the recruitment and selection process at Tata Teleservices Limited (TTSL). It discusses the importance of human resource planning for organizational success. It outlines TTSL's recruitment objectives to hire qualified candidates who fit the organizational culture and values. It then describes the various stages of TTSL's recruitment process including generating hiring plans, identifying vacancies, using internal and external sourcing strategies, screening candidates, interviewing, making offers, and new hire onboarding procedures. The recruitment sources mentioned include internal job postings, employee referrals, consultants, job portals, advertisements. The selection process involves screening, tests, interviews and evaluating candidates.
This document provides an overview of key topics in human resource management including definitions, objectives, and processes. It discusses the importance of HRM in hiring the right employees and retaining talent. The recruitment process and different staffing strategies are described. Selection methods like interviews and testing are covered. Training and development objectives and evaluating effectiveness are summarized. Challenges for HR like leadership development and maintaining corporate culture are also reviewed.
Accuprosys provides comprehensive HR Solutions through a single window across
various domains to enhance the success of your organization.Our services are
designed to make a difference to human resource management through our unique methodologies. Accuprosys has exceptional strengths in ensuring well-timed and dependable delivery of HR solutions to clients across various sectors.
The document summarizes the functions and role of human resource management at Life Insurance Corporation of India (LIC). It outlines the seven key functions of HRM at LIC as: 1) manpower planning, 2) recruitment and selection, 3) employee motivation, 4) employee evaluation, 5) industrial relations, 6) provision of employee services, and 7) employee education, training and development. It then discusses the steps involved in developing an HRM strategy, emphasizing the importance of understanding business strategy and developing an HRM mission statement aligned with organizational goals.
Similar to Practical Training for Human Resource Professionals (20)
The digital industry in India is expected to grow significantly in the coming years, leading to a shortage of trained digital professionals. To address this need, Tackyon has developed a modular course on digital marketing covering topics like digital strategy, social media, search engine optimization, analytics, and emerging platforms. The 16 session program taught by industry experts aims to help professionals keep up with growing demands in the dynamic digital sector.
The document is an invitation for the Indian HR Convention 2012 being held in Hyderabad, India. It provides details about the event such as dates, location, agenda, benefits of attending, and registration information. Previous events are highlighted through photos. The convention aims to help HR professionals prepare for global challenges through networking and training sessions on topics like strategic workforce planning and advanced recruitment.
Indian HR Convention 2011 - Destination New Delhitalees
The document announces The Indian HR Convention 2011 in New Delhi on December 3, 2011. The convention will focus on preparing Indian HR professionals for global challenges. It provides details on the agenda, benefits to participants, nomination process and pictures from previous events. Sponsorship opportunities are also mentioned.
The document provides profiles of 28 students from the Unitedworld School of Business PGPM batch of 2009-2011 from their Ahmedabad campus. The profiles summarize each student's educational and professional background, including details of their work experience, summer internships, and project titles. The profiles are categorized by marketing specialization and work experience. The document is intended to introduce potential recruiters to top students from the batch.
Unitedworld School of Business provides a concise summary of its recruitment brochure in 3 sentences:
Unitedworld takes a distinctive approach to talent development through its Centre for Career Coaching program which provides individualized career coaching to help students clarify goals and unlock their potential. The school has campuses led by experienced Deans from top B-schools and a globally renowned faculty who deliver a cutting-edge curriculum supported by innovative learning technologies. Unitedworld prepares students to succeed in a complex global business environment through an emphasis on open economies and an International Business Camp.
The Great Indian Brand Summit - 2010 is an industry event focused on trends and expectations in brand development and management at both strategic and practical levels. It will bring together professionals from marketing, advertising and related fields to discuss emerging trends, shifting consumer behaviors, and strategies for success in the current economic environment.
The document announces an upcoming Indian Human Resource Convention event to be held in New Delhi in September 2010. It provides details on the event agenda, including sessions on strategic workforce planning, HR restructuring, recruitment innovation, and managing change. Professionals from various organizations will discuss HR strategies, challenges faced by the industry, and network. The goal is to provide insights and new approaches to retain a competitive edge. Registration is encouraged for the event aimed at HR leaders.
The document announces an upcoming Indian Human Resource Convention in Kolkata on July 24, 2010 that will bring together HR professionals from across India to discuss strategies for developing effective HR plans during the current economic scenario, including understanding global economic impacts, preparing for the future, identifying opportunities and threats, and advanced recruitment planning. The event will include sessions on these topics from 9:00am to 5:30pm and participants can register with fees starting at Rs. 5,000 per delegate.
This document provides information about the Indian Human Resource Convention 2010 that is taking place in Bangaluru, India on June 12, 2010. The event will be held from 9:00am to 5:30pm at the Hotel Royal Orchid. The convention aims to bring together HR professionals from across India to network and learn. Some key topics to be discussed include the impact of the global economic scenario on HR, preparing for the future, and advanced recruitment planning. Participants will gain insights on developing HR strategies and have opportunities to share experiences.
The document is an invitation from Tackyon, an organization that hosts HR conventions, to the Indian HR Convention 2010 in Pune on April 12, 2010. The convention will focus on human resource excellence in the current economic scenario. It provides details on the event location, schedule, sessions and speakers. It encourages HR professionals to register and participate in the networking event to learn strategies for retaining a competitive edge during difficult economic times. Contact information is provided for attendees to register and obtain more information about the event.
Ihrc 2010, Destination Hyderabad, 21 Feb 2010talees
The document announces an upcoming seminar organized by Tackyon on developing strategic HR plans. The seminar will be held on February 21, 2010 in Hyderabad, India. It will discuss positioning the HR function and developing strategic HR plans through a systems approach. Participants will learn practical tools and methods for strategic HR planning through case studies and networking with other HR professionals. The document provides an agenda, nomination form, and photos from previous Tackyon events.
The document announces an HR convention on January 9, 2010 in Noida, India titled "Determining Solutions For Challenging Times & Changing Expectations". The convention will feature sessions on aligning HR with business goals, developing future leaders, and managing change. It will provide networking opportunities for HR professionals from various companies. The agenda includes plenary sessions, case studies, and panels on topics such as talent development and reducing training costs in difficult economic times.
The document advertises an upcoming Indian HR Convention in 2010 that will focus on determining solutions for challenging times and changing expectations in human resources. It will feature presentations and panel discussions from HR professionals on realigning HR strategies to meet business targets. The event aims to provide networking opportunities and a chance to learn best practices for managing people during turbulent economic times. The agenda outlines sessions on talent development, aligning HR with organizational objectives, and developing future leaders. The registration form provides details on fees and sponsorship opportunities for the conference.
Tackyon IT Consulting Private Limited is an HR outsourcing and training company established in 2004 that provides recruitment, training, temporary staffing, and other HR consulting services. It has experienced fast growth and aims to become a recognized quality provider of HR services. The company's values are quality, professionalism, and honesty. Services include recruitment solutions, corporate training, and online database management to support individuals, professionals, and enterprises.
This document provides information about an upcoming seminar on developing strategic HR plans. The seminar will be held on August 8, 2009 at the Radisson MBD Hotel in Noida, India. It will focus on applying a practical systems approach to strategic HR planning and developing strategic and operational HR plans. Attendees will learn from case studies and examples, discuss real-life situations, and network with other HR professionals. The event is aimed at HR professionals from various industries across India.
Invitation For Hr Seminar 23 May 2009 Radisson Noidatalees
The document announces a one-day networking seminar titled "Using Human Resource for Competitive Advantage" to be held on May 23, 2009 in Noida, India. The seminar is organized by The Human Excellence Network and Tackyon IT Consulting Private Limited and will provide insights into human resource issues and strategies through presentations from industry experts. The seminar aims to develop a network of HR professionals through training and networking opportunities.
Invitation For Hr Seminar 23 May 2009 Radisson Noida
Practical Training for Human Resource Professionals
1. Dear HR Pr ofess ional,
Warm Gree tings!!!
Tackyon is proud to announce the commencement of Human Resource Training W orkshop – 2010, Fortune INN
Grazia, NOIDA (Delhi NCR) is Practical training for Human Resource Professionals. The program is a T raining and
Networking event for Human Res ource Professionals from Diffe rent Industries f rom different organizations..
Understated are the Key Points of Emphasis …
• Foundations of Human Resource Management.
• Legal Aspects of Em ployment Practice.
• Managing Employee Compensation P rograms.
• Managing Employee Benefit Programs.
• Effective Recruitment, Selection, and Retention.
• Human Resource Development.
st rd
The Workshop is being organized at NOIDA on the 14 – 15 May 2010. Furthe rmore, we would also like to
encourage you to nominate as many delegates as you see fit for this event. This event will provide a renewed sense of
direction and pa radigm shifts that nee d to be implemented in today's organization for it to retain and enhance its
Competitive Edge and Increased Effectiveness.
The event will provide an insight exposure to the issues faced by the industry and would address diverse areas such as
Training, Outsourcing, and consulting, Delegates from different organizations will Share their HR Strategies and
Execution Models from the ir organizations, and exceptionally beneficial Ne tworking between the professiona ls.
We wish to have interactive program and would encourage Paper presentations on the topics by the delegates
followe d by deta iled T raining Sessions.
Training Fees (Per Delegate) in INR
Enrollme nts Fee Service Tax @ 10.3% Total
5% Discount on all
1 15,000.00 1,545 16,545.00 Nominations before 30
2-4 14,000.00 1,442 15,442.00 April 2010
5+ 13,000.00 1,339 14,339.00
Accommodation can be made available on additio nal charge of Rs. 4700/- per day per Head on Twin Sharing Basis – (Inclu des On e
Breakfast and One Dinner) – At Fortune INN Grazia. – Subject to Confirmation and Payment from the Delegate
Please find the details of the semina r attached in PDF D ocument - (Agenda, Delegate Nomina tion Form and Fees
Schedule). We request you to kindly go through the literature attached and send in your nomina tions.
I look forwa rd to hea ring f rom you. Please fee l free to contact us for more details.
With kindes t regards,
Nishant Srivastava
Manager Training and Development
Tackyon IT Consulting Private Limited, NOIDA
nishant@tackyon.org
Mobile: +91 9313607 440
2. Agenda for the Program
Day One - 14 May 2010
9:00a – 11:00 Legal As pects of Em ployment Practice
Human re source profe ssionals e ncounter a varie ty of laws and policies gove rning
the ir de cisions. This module provides delega te s with a n ove rview of genera l
Tea Break : human res ource m anage me nt practice, pa rticularly as it rela tes to e xisting laws
11:00 – 11:15 and reg ula tions, as well as indiv idual company policie s. Participants a nalyze a
variety of organiza tional s tra tegies w hich influe nce the way companies use huma n
Session Continued res ource de pa rtments to comm unica te and im pleme nt the ir policies. T opics
11:15 – 13:00
include:
• Legal iss ues ass ocia ted w ith hiring and dismissal practices.
• PF / ESI / Profession Tax
• Statutory Acts, Rules, Procedures, Forms, Formats Filings etc
• Designing CTC and salary break up and discussion on compensa tion
and benefits
• Income Tax and Tax planning of salaried personnel
• TDS on professional charges, consultancy charges and contract
payments.
• Individua l rights guara ntee d unde r la w, including leave s of
abse nce.
• Risk ma nage ment and liability, including w orkplace sa fety.
• Labor A ct a nd Rules.
• Role of e thics in im pleme nting HRM policy.
13:00 – 13:30 Lunch
13:30-16:00 Ma naging Em ployee Compensation Prog rams
Com pe titive com pensation is one of the major is sue s every orga niza tion m us t face
in bala ncing productiv ity with costs. T his module explores curre nt concepts,
approaches, a nd techniques tha t shape the developm ent of compensa tion
strategy, plans and policy. Deleg ate s als o learn approa ches for communicating
com pe nsa tion prog ram s to em ployees and for m onitoring the ef fectiveness of
com pe nsa tion policy. T opics include:
• Com pe titive sala ry ana lysis a nd ma rke t dynam ics.
• Salary adm inis tration, ince ntive plans, stock option prog ram s, and
defe rre d compensa tion.
• Budge ting unde rlying the deve lopm ent of com pe nsa tion prog rams.
• Des ign of compe nsa tion packag es.
• Exe cutiv e com pe nsa tion strategies.
• Com pe nsa tion theories.
3. 16:00 – 16:15 Tea Break
16:15 - 18:00 Ma naging Em ployee Benefit Programs
Manageme nt mus t decide w hich be nef its are mos t suitable and be ne ficia l for the ir
employe es and organiza tions. This m odule prov ides inf ormation es sential f or
evalua ting a nd designing cost eff ective em ployee be nef it programs tha t mee t
corpora te objective s. De lega tes e xplore a rang e of benef it pla ns and dis cus s the
implica tions of HRM de cision making, thus s trik ing a ba la nce cos t w ith e mploye e
hea lth a nd f inancia l se curity. Topics include:
• Overvie w of re tirement bene fits.
• Com pe titive be nef it a na lysis.
• Be nef its communica tions.
• Typical and leading e dge be ne fits offe re d by employers.
• Exe cutiv e benef its.
• Stra teg ies, tools, and te chniques f or des igning a nd ma naging be ne fit
pla ns.
• Des ign and fina nce of health and we lfa re pla ns.
• Techniques and progra ms use d to contain be ne fit costs.
• Bas ics of reg ulatory complia nce a nd cos t conta inment.
Day Two - 15 May 2010
9:00a – 11:00 Effective Recruitment, Selection, a nd Retention
Finding the right e mploye es to f it an organiza tion’s needs is a challeng ing task.
This module exam ines conce pts e sse ntia l for effe ctive s taff re cruitment, se le ction,
Tea Break : and retention. De lega te s a lso e xamine the dive rse ways orga nizations vie w
11:00 – 11:15 employe es, and wha t organiza tional practice s a re eff ective to re tain qua lity s ta ff.
Topics include:
• Re cruitment te chniques.
Session Continued • Job des criptions.
11:15 – 13:00
• Assessm ent, including inte rview ing, tes ting, a nd ba ckg round
inves tigations.
• Legal re quireme nts.
• Employe e orie ntation.
• Outpla cem ent of s taf fing nee ds.
• Staff ing accountability.
• Re tention stra tegies.
• Dive rs ity in the work pla ce.
• Joining and Relieving P roce dure s
• Des igning Inte rviews / Exit I nte rv iew s
•
13:00 – 13:30 Lunch
4. 13:30– 16:00 Huma n Resource Developm ent – Us ing IT f or HR MIS
Employe es are a re source that m ust be ca refully manage d if orga niza tions hope to
be productive a nd e fficie nt. This module e xamines how huma n res ource manage rs
Tea Break : promote their goa ls through Hum an Resource Deve lopme nt (HRD ). Delegates
16:00 – 16:15 examine Use of IT e spe cially Excel T ool for interna l MIS Ge ne ration.
• Human resource planning
• Personnel selection and recruiting
Session Continued • Training and skills inventory
11:15 – 13:00
• Scheduling and job placement
• Wage and salary administration
• Policy Implementation.
• Performance Management System.
• Competency Mapping.
• SWOT Analysis.
Certif ica te Dis tribution
5. Delegate Nomination Form
To Register, Please Provide the Following Information
Company
Authorized Sig natory
Address
City Zip/ Pin
Telephone / Mobile / Email
Program Practical Training for Human Resource Profess ionals
Program Date 14 & 15 May 2010
Program Location Fortune INN Grazia, NOIDA
Training Fees (Per Delegate) in INR
Enrollments Fee Service Tax @ 10.3% Total
1 15,000.00 1,545 16,545.00 5% Discount before 30 April 2010
4 14,000.00 1,442 15,442.00
5+ 13,000.00 1,339 14,339.00
Accommodation can be made available on additio nal charge of Rs. 4700/- per day per Head on Twin Sharing Basis – (Inclu des On e Breakfast and
One Dinner) – At Fortune INN Grazia. – Subject to Confirmation and Payment from the Delegate
S. No Nominee Name Contact Num ber / Email Designation
1
2
3
4
5
Payment Details
Mode of Payment Cheque DD √ Tick Mark
Cheque / DD Num ber
Amount (INR)
Date
Bank
Please Make All Payments in Favor of “ TA CKYON IT CONSULTING PRIVATE LIMITED” Payable at NOIDA
Date:
Place: Company Seal Authorized Signatory
Manager- Training and Development , Tackyon IT Consulting Private Limited,
33, Sri Ram Trade Center,Sector-58, (Opp. U Flex Chemical Division, C-5-8, Sector-57 ), NOIDA – 201301
SEND THE FILLED FORMS TO Mobile : +91 9971309745 Telepho ne nos. : +91 120 4202410, Fax: 0120 -4202410
Email: traininghr@tackyon.org , URL: www.tackyon.org
6. • The fee for program includes the following
o Training Fee
o Tea and Lunch During Training Sessions
o The Training Material.
• Delegates should reach the Hotel on 14 Ma 2010 the program shall commence at 9:00 am.
y
• The Fees doesn’t include the to-fro cost to the Venue.
• The Seminar is subject to alterations/cancellations/changes etc. at the sole discretion of Tackyon IT
Consulting Pvt.
• All special offers are subject to alterations/cancellations/changes etc. at the sole discretion of
Tackyon IT Consulting Pvt. without any prior notice whatsoever.
• There will be no refunds if the nominee cancels nomination.
• In case the program is rescheduled, due to unforeseen / unavoidable reasons, participants would be
given an option of alternative da te.
• Please Make All Payments in form of
o Demand Drafts: In favor of “Tackyon IT Consulting Private Limited”.
o In case of Bank Transfer or CASH Deposits, Contact – traininghr@tackyon.org
Terms and Conditions o No Personal Cheque Accepted 10 Days Before Co mmencement of Program.
• Nominations will be accepted on first come first serve basis.
• Nomination Forms should reach us by co urier and Fax – 0120 4202410
• Nominations will be deemed to be complete only when the payments have been received in full and
realized by Tackyon IT Consulting Private Limited.
• Please Confirm your presence over the phone/email 0120-4202410, traininghr@tackyon.org
• The confirmation Email will be sent to all the participants that shall serve as Entry Pass to the
program.
• A certificate of participation will be given to all fully paid participants.
• Tackyon IT Consulting Private Limited reserves the righ to close the number of nominations for a
t
particular program.
• All disputes are subject to NOIDA Jurisdiction only.
PAN & Service Tax Number
1. Income Tax PAN: AACCT1549C
2. Service Tax No.: 688-ST/CER-20/Lko-II /2004-2005
7. GLOBAL HEALTHCARE PVT LTD PN SAFETECH PVT LTD
List of Client and GREENFIELD POWER GRID COR PORATION OF INDIA
GROHE INDIA PRABHAT KHABAR
Participants GVK BIOSCIENCES PVT. PRANAV VIKAS INDIA(P)
GVPR ENGINEERS PRAXIS TECHNOLOGIES PVT.
HASKONING INDIA PVT LTD PROCESS MAP
HCL TECHNOLOGIES R SYSTEMS
AD2PRO MEDIA SOLUTIONS PVT. HINDUSTAN INST OF MANAGEMENT & RADICO KHAITAN
ADACELL WORKS ENGINERING PRIVATE COMPUTER RANBAXY LABORATORIES
ADEPT MEDIA STUDIES RASTA
ADVANTA INDIA HINDUSTAN LATEX RENUKA EXPORTS
ADVENEL HR TODAY RITU NANDA INSURANCE SERVICES PVT.
ALL E TECHNOLOGIES PVT. HSKONING INDIA PVT.LTD RST MINNING AND LOGISTICS PVT.
ALPS INDUSTRIES LTD HYUNDAI MOTOR INDIA ENGINEERING RUN AWARE
AMARPALI INSTITUTE OF PVT. SAGE PUBLICATIONS
MANAGEMENT,AMARUJALA ICICI PRUDENTIAL LIFE INSURANCE SAHARA INDIA
PUBLICATIONS ICICI SECURITIES SAHARA NEXT
AMITY UNIVERSITY, NOIDA IMAGES KNOWLEDGE HOUSE PRIVATE SCOPION REC RUITMENT CONSULTING
APEEJAY INSTITUTE OF TECHNOLOGY IMI NORGREN SEW INFRASTRUCTURES
APOLLO HOSPITALS INC SHAHI EXPORTS PVT.
APTUIT LAURUS PRIVATE INDIGO SHIV - VANI OIL & GAS EXPLORATION
ARAVALI INFRAPOWER INDO ASIAN FUSEG ARE SERVICES LTD
AZINGO SOFT SYSTEM INDIA PRIVATE INFOTECH ENTERPRISE SHREYA LIFE SCIENCES PVT.
BANK OF AMERICA INNODATA PVT.LT. SIMPLEX INFRASTRUCTURE LIMITED
BAS ENGINEERING PVT LTD INOGENT LABORATORIES PVT. SIRF INDIA PVT.
BHARTI AIRTEL (AIRTEL) INTEGRATED RETAIL SOMA NETWORKS
BHARTI FOUNDATION INTERCONTINENTAL CO NSULTANTS AND SONA KOYO STEERING SYSTEMS LTD
BILTECH BUILDI NG ELEMENTS TECHONOLO GIES SPECTRAL SERVICES CONSLUTANTS PVT.
BIO VEDA ACTION RESERCH PRIVATE INTERCONTINENTAL EROS AND EROS SPICE TELEVENTURES(OMNIA BPO
BUDDIES HR SOL TIONS GROUP SERVICES )
BUSINESS INDIA M AGAZINE ISHIR INFOTECH PVT. SPICE WORLD
BUSINESS STAND ARD ISS SOFTWARE DEVELOPMENT CENTRE SPLENSOL CONSULTING
C & C CONSTRUCTI ONS JBA CONCRETE SOLUTIONS PRIVATE SRI ARUNODAYA DEGREE & P. G. COLLEGE
CA TECHNOLOGIES INDIA JOIE DE VIVRE RESTAURANT PVT. STANDARD CHARTRED BANK
CAMPCORN PVT LTD JUBLIANT ORGANASYS .LTD STERLING & WILSON PVT.
CASIO INDIA PVT. KHD HUMBOLDT WEDAC INDIA PVT. SURYADUTTA GROUPS OF INSTITUTE
CDAC (CENTRE FOR ADVANCE KONE SYSCOM TECHNOLOGIES PRIVATE
COMPUTING) KOTAK DIRECT TARGET BANGLORE
CEO TALENT SEARCH PRIVATE LAKSH HUMAN RESOURCES & TRAINING TAURU CONTTRACTORS
CHARUTAR AROGY MANDALCHARU INSTITUTE TENON SERVICES
CICO TECHNO LOGIES LTD LEEWAY HERTZ TECHONOLOGIES THE INSTITUTE OF CHARTERED ACC. OF
CONSUMMATE TECHNOLOGIES LEGEND SURFACE DEVELOPER PVT. INDIA
CROMPTON GREAVES M2K ENTERTAINMENT PRIVATE THOMSON DIGITAL-INDIA TODAY GROUP
CYGNUS STAFFING SOLUTIONS MAND O TITAN ENERGY SYSTE M
DAINIK BHASKAR MARTI INDIA PRIVATE TOSHALI RESORTS INTERNATIONAL
DEGREMONT INDIA MATSOL SOFTW ARE TECHNOLOGIES PVT. TRAKER TECHNOLOGIES PVT LTD
DELL PEROT SYSTEMS MERCEDES BENZ UNIFRUTTI INDIA PRIVATE
DOMINO’S PIZZA INDIA MERIDIAN INFRASTRUCTURES PRIVATE VIPUL LTD
DONEX MINDA CORPORATION VISNOVA SOLUTIONS
EARLY SAIL SOFTWARE PVT. MINDPOWER CONSULTI NG VIZAG STEEL PLANT
ECONNOISSEUR MOSER BAER INDIA LTD,NOIDA VRS FOODS LIMITD (PARAS)
EROS INTERNATIONAL MOUNTAIN VALLEY SPRINGS PRIVATE WEBCOM TECHNOLOGIES
ESTEL TECHNOLOGIES PVT. NAGARJUNA FERTILIZERS & CHEMICALS WORLD MEDICAL NETWORK
FABER NATIONAL GEOPHYSICAL RESEARCH XCHANGING
FINESSE INTERNATIONAL DESIGN PVT. INSTITUTE
FISERVE INDIA NCR CORPORATION INDIA PVT LTD
FLEMING LABORATORIES NEOLITE ZKW LIGHTINGS PVT. LTD
FRANKLIN TEMPLETON INTERNATIONAL NESTOR PHARMACEUTICALS
SERVICES NEXT GEN PUBLISHING
FREIGHT SYSTEM S(INDIA) NICOLAS PIRAMAL
G.B. PANT ENGINEERING COLLEGE NOIDA POWER COMPANY
GALGOTIAS COLLEGE OF ENGINEERING ORIENTAL STRUCTURE PVT LTD
GE MONEY PEAREY LAL AND SONS(E.P.)
GEO MILLER & C O PVT LTD PEOPLE MATTERS
GIR LOGESTIC PVT LTD PEROT SYSTEMS
GIS DEVELOPMENT PVT.LTD PIRAMAL HEALTH CARE