stress management - kims hospital mba project report Srikanth V
Stress management can be defined as interventions designed to reduce the impact of stressors in the workplace. These can have an individual focus, aimed at increasing an individual’s ability to cope with stressors. The goal of Stress Management is to manage the stress of everyday life among employees. Many different methods may be employed, such as bio-feedback, meditation and massage. Counselors work with individuals in order to determine what stress management program will work best for that person.
Work plays a critical role in the lives of individuals which has contributed to the phenomenon of stress for both individual employees and the organizations. Stress, at work, is one of the threats in providing a healthy platform of work to employees. The stress induced due to roles performed by individuals as employees at workplace, has been one of the most persuasive organizational stressors, the outcomes of which have been found to be costly to the organization. The previous studies in this area of research indicate that the role stress as a phenomenon has hardly been understood in its entirety and comprehensively in case of commercial banks particularly in the Indian context. The highly competitive banking industry has levied varied role requirements on employees resulting into stress.
Stress is something that happens in our daily lives and is usually associated with a particular event such as work, family or other responsibilities. There are many situations that we cannot control, but there are ways to control how we deal with certain situations. Effective stress management is something that our lives can go a little more smoothly. Stress management is as simple as taking a walk. It was been proven that physical activities would improve a person’s mental health, help with depression, and relieve the side effects of stress. This makes a person’s heart rate increase and will be more likely to be affected by stress. It is vital that stress management techniques are implemented into our daily lives. Coping with stress is an individualized task and one method over another may not be superior. A person that is stressed takes so much away from his or her health and performance levels.
The document discusses changes in management that the Tata Group has implemented, including organizational restructuring, a consumer-centric approach, cost cutting, raising quality, managing unions, spreading a performance culture, mergers and acquisitions, budgetary allocations, technology enhancements, and responding to new business entrants. Key changes include reorganizing over 100 companies, appointing new heads in subsidiaries like TCS, focusing on consumer needs through initiatives at companies like Tata Sky and Titan, and large acquisitions such as Jaguar Land Rover.
This document is a project report submitted by Akash Rana for his M.Com degree in 2015-16. The report examines the reward system and strategy of Tata Communications. It includes an introduction, objectives, company profile of Tata Group and Tata Communications, and an index of topics to be covered. The report aims to study various reward systems at Tata Communications, examine the linkage between performance management and rewards, identify gaps in the current system, and suggest measures to improve the reward system to fairly and consistently reward employee performance and value.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
Tata Steel is one of the largest steel companies in the world. It was established in 1907 by Jamshetji Tata and is now a Fortune 500 company with over 81,000 employees globally. Tata Steel has major production facilities in India, the UK, Netherlands, Thailand, Singapore, China, and Australia. It has a global annual crude steel capacity of over 28 million tonnes. Tata Steel is committed to excellence, innovation, and social responsibility. It was the first integrated steel plant outside of Japan to receive the Deming Application Prize and Deming Grand Prize for excellence in quality management.
This document contains a 15 question survey about training and development programs at NMDC, an organization. An MBA student is conducting this survey as part of a school project to analyze the company's training programs. Respondents are asked questions about their understanding of training, the necessity of training for productivity, their experiences with different training methods like on-the-job and off-the-job, and their satisfaction with and evaluation of the company's training programs. All responses will be kept confidential and only used for analysis.
The Performance Management Revisited AccentureAnkit Bharadwaj
Accenture revamped its employee performance management system (EPMS) in 2015 to focus on ongoing feedback rather than annual reviews. It eliminated stack rankings and bell curves in favor of regular check-ins between managers and reports. The new system aims to improve current performance, develop talent, and align goals with organizational objectives. Accenture worked with its internal IT team to develop an online tool to support the new performance approach and replace the prior system.
Nandi Polymer India PVT LTD is a plastic manufacturing company located in India. The document provides background information on the company, the plastic industry in India, and performance appraisals. It discusses the history and growth of the plastic industry in India. It also outlines the objectives, importance, advantages, and methods of employee performance appraisals. Finally, it provides an overview of Nandi Polymer's industry, products, exports, and future forecasts.
stress management - kims hospital mba project report Srikanth V
Stress management can be defined as interventions designed to reduce the impact of stressors in the workplace. These can have an individual focus, aimed at increasing an individual’s ability to cope with stressors. The goal of Stress Management is to manage the stress of everyday life among employees. Many different methods may be employed, such as bio-feedback, meditation and massage. Counselors work with individuals in order to determine what stress management program will work best for that person.
Work plays a critical role in the lives of individuals which has contributed to the phenomenon of stress for both individual employees and the organizations. Stress, at work, is one of the threats in providing a healthy platform of work to employees. The stress induced due to roles performed by individuals as employees at workplace, has been one of the most persuasive organizational stressors, the outcomes of which have been found to be costly to the organization. The previous studies in this area of research indicate that the role stress as a phenomenon has hardly been understood in its entirety and comprehensively in case of commercial banks particularly in the Indian context. The highly competitive banking industry has levied varied role requirements on employees resulting into stress.
Stress is something that happens in our daily lives and is usually associated with a particular event such as work, family or other responsibilities. There are many situations that we cannot control, but there are ways to control how we deal with certain situations. Effective stress management is something that our lives can go a little more smoothly. Stress management is as simple as taking a walk. It was been proven that physical activities would improve a person’s mental health, help with depression, and relieve the side effects of stress. This makes a person’s heart rate increase and will be more likely to be affected by stress. It is vital that stress management techniques are implemented into our daily lives. Coping with stress is an individualized task and one method over another may not be superior. A person that is stressed takes so much away from his or her health and performance levels.
The document discusses changes in management that the Tata Group has implemented, including organizational restructuring, a consumer-centric approach, cost cutting, raising quality, managing unions, spreading a performance culture, mergers and acquisitions, budgetary allocations, technology enhancements, and responding to new business entrants. Key changes include reorganizing over 100 companies, appointing new heads in subsidiaries like TCS, focusing on consumer needs through initiatives at companies like Tata Sky and Titan, and large acquisitions such as Jaguar Land Rover.
This document is a project report submitted by Akash Rana for his M.Com degree in 2015-16. The report examines the reward system and strategy of Tata Communications. It includes an introduction, objectives, company profile of Tata Group and Tata Communications, and an index of topics to be covered. The report aims to study various reward systems at Tata Communications, examine the linkage between performance management and rewards, identify gaps in the current system, and suggest measures to improve the reward system to fairly and consistently reward employee performance and value.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
Tata Steel is one of the largest steel companies in the world. It was established in 1907 by Jamshetji Tata and is now a Fortune 500 company with over 81,000 employees globally. Tata Steel has major production facilities in India, the UK, Netherlands, Thailand, Singapore, China, and Australia. It has a global annual crude steel capacity of over 28 million tonnes. Tata Steel is committed to excellence, innovation, and social responsibility. It was the first integrated steel plant outside of Japan to receive the Deming Application Prize and Deming Grand Prize for excellence in quality management.
This document contains a 15 question survey about training and development programs at NMDC, an organization. An MBA student is conducting this survey as part of a school project to analyze the company's training programs. Respondents are asked questions about their understanding of training, the necessity of training for productivity, their experiences with different training methods like on-the-job and off-the-job, and their satisfaction with and evaluation of the company's training programs. All responses will be kept confidential and only used for analysis.
The Performance Management Revisited AccentureAnkit Bharadwaj
Accenture revamped its employee performance management system (EPMS) in 2015 to focus on ongoing feedback rather than annual reviews. It eliminated stack rankings and bell curves in favor of regular check-ins between managers and reports. The new system aims to improve current performance, develop talent, and align goals with organizational objectives. Accenture worked with its internal IT team to develop an online tool to support the new performance approach and replace the prior system.
Nandi Polymer India PVT LTD is a plastic manufacturing company located in India. The document provides background information on the company, the plastic industry in India, and performance appraisals. It discusses the history and growth of the plastic industry in India. It also outlines the objectives, importance, advantages, and methods of employee performance appraisals. Finally, it provides an overview of Nandi Polymer's industry, products, exports, and future forecasts.
A questionnaire for training and development 3Rashi Joshi
This document contains a questionnaire for employees about an organization's training and development programs. The questionnaire asks employees their name, age, department, and contact information. It then asks a series of multiple choice questions about topics like whether training is considered part of the organization's strategy, preferred training methods, the effectiveness of induction training, how often training is conducted, and whether training helps improve various outcomes like employee motivation, productivity, and employee relations. The purpose is to gather employee feedback on the organization's current training programs.
TCS was founded in 1968 and provides IT, BPO, and engineering services. It focuses on training employees through various programs to gain new skills and invests in talent development. The company also has policies around career management, diversity and inclusion, working hours, leaves, and learning programs to engage and develop its talent.
The document provides an overview of a project report on studying human resource management practices at Tata Steel Ltd. in Jamshedpur, India. It includes an acknowledgement section thanking various individuals for their support and guidance. It outlines the objectives of studying HR practices at major steel companies to identify critical success factors and risks. The report will help Tata Steel analyze its strategies and address weaknesses to maintain its reputation and market share. It presents the table of contents of the report which covers various aspects of HR like job analysis, recruitment, compensation, training, and challenges faced.
Honda Motorcycles and Scooters India Ltd. (HMSI) case studyVidushiBhageria
This document provides an overview of Honda Motorcycles and Scooters India Limited (HMSI), including its products, workforce, human resource policies, and causes of disputes. Some key points:
- HMSI manufactured motorcycles and scooters at its factory in India, employing around 3000 workers. It had a reputation as a good employer with competitive pay.
- The company emphasized respect for individuals and promoting joy in manufacturing, selling, and using its products. However, workers grew resentful over bonuses and strict policies.
- Disputes escalated when workers protested dismissals and suspensions, leading to violent clashes with police that injured hundreds. A court inquiry was ordered.
- Conciliation efforts
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
Tata Tea is an Indian beverage company and the market leader in tea. It has expanded beyond tea into coffee and other beverages through acquisitions. The document discusses Tata Tea's subsidiaries and joint ventures in countries like the US, UK, Sri Lanka, Pakistan, Bangladesh, Czech Republic, and others that were formed to process, market and distribute its tea and coffee products globally. It aims to be the world's number one tea-based beverage company and targets expanding its operations and brands into new regions like West Asia, South America, Africa, France and Australia.
This document discusses best practices in human resources (HR) at top companies. It covers the importance of HR and key HR components like recruitment, selection, training, development, compensation, maintenance, working conditions, and communication. Specific practices highlighted include Google's emphasis on training and growth opportunities, Boston Consulting Group's career development meetings, Novartis' pay for performance and benefits, and techniques by Deloitte, Microsoft, and others to improve culture, retention, and employee satisfaction.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Tata Consultancy Services (TCS) is one of the leading global IT services, consulting and business solutions organizations. It aims to be among the top 10 global IT companies by 2010 in terms of revenue, profitability, customers and technology leadership. TCS provides innovative consulting, IT solutions and services across industries, with a workforce of over 74,000 professionals spread across many global delivery centers. It helps customers optimize business processes and create resilient IT infrastructure to ensure faster business results. Some of its key competitors include Infosys, IBM, Wipro and Cognizant.
Tata Consultancy Services (TCS) is an Indian multinational IT company with over 276,000 employees worldwide. It has a vision of sustainable green growth and helping customers achieve sustainability. TCS follows a mechanistic organizational structure with rigid departments, centralized decision-making, and a long chain of command. It places importance on results but ensures all processes adhere to its values of integrity, excellence, and client value creation.
This document provides an overview of the organizational culture at ITC Limited (ITC). Some key points:
- ITC was established in 1910 and is headquartered in Kolkata, India. It employs over 26,000 people across various divisions.
- ITC's culture emphasizes individual initiative, management support, strong company identity, risk tolerance, and customer focus. Core values include trusteeship, respect for people, excellence, innovation, and nation orientation.
- ITC has diversified into various business segments like FMCG, agri-business, hotels, paper, and lifestyle retailing. It pursues strategic acquisitions and brand extensions to expand.
- Sustainability is
Tata Consultancy Services (TCS) is the largest Indian multinational information technology services and consulting company. It has over 200,000 employees across 47 countries. TCS aims to be a top 10 global IT company by focusing on innovative solutions, strong vertical expertise, and a wide global presence across industries like banking, telecom, manufacturing and more. In the past 2 years, TCS has grown revenues by 32% and profits by 62% through strategies like expanding in emerging markets and new technologies like cloud computing.
MBA HR PROJECT REPORT ON TRAINING AND DEVELOPMENTSalim Palayi
The document is a project report on studying the effectiveness of training and development at Veekesy Polymers Pvt Ltd. It includes an introduction outlining the objectives and scope of the study. It also includes chapters on the industrial profile of the footwear industry, company profile of Veekesy Polymers, theoretical concepts of training and development, data analysis and interpretations from a study conducted, and conclusions. The report aims to analyze the training methods used, assess effectiveness, understand employee satisfaction with training, and identify need for further training.
Tata Consultancy Services (TCS) was founded in 1968 and is headquartered in Mumbai, India. The document discusses TCS's human resource practices, including manpower planning, recruitment, learning and development, performance reviews, and retention strategies. It states that good HR practices increase operational efficiency, employee engagement and satisfaction, and information sharing. They also improve leadership development, data integrity, and allow the company to take advantage of employees' interests in career growth. The conclusion is that companies must consider employees important assets and that TCS can gain a competitive advantage by motivating employees and providing development opportunities.
This document summarizes a study on employees' opinions towards HR activities at Eveready Industries India Limited's National Carbon Plant in Chennai. Some key findings from employee questionnaires include that employees were generally satisfied with recruitment and training but felt management could better address complaints. Employees also expressed needs for improved compensation, orientation programs, and reward systems. The study aims to help the company improve employee morale and satisfaction through feasible HR recommendations.
Strategic human resource management (SHRM) involves using people strategically to achieve organizational goals. There are four main approaches to SHRM: resource-based, high-performance management, high-commitment management, and high-involvement management. SHRM requires understanding the internal and external environment, including trends in technology, organizational structure, employee values and attitudes, management practices, demographics, and international factors. The environment shapes HR strategies around skills, training, compensation, and organizational design.
Lavacon 2012: Building Profitability into your ProcessEmmelyn Wang
Technical content is a commodity that leads the post-capitalistic society. Technical Writers must think of themselves as Knowledge Brokers and communicate the value they provide which includes increased revenue and improved customer retention. Christopher Ward (WebWorks Software) and Emmelyn Wang (STC Austin / Hoover's Software) provide real world examples of business strategies and the procedures that can align. This presentation will help you build business cases for your company to invest in Technical Communication/Publications as a revenue generator.
Lavacon 2012: Building Profitability into your ProcessEmmelyn Wang
Technical content is a commodity that leads the post-capitalistic society. Technical Writers must think of themselves as Knowledge Brokers and communicate the value they provide which includes increased revenue and improved customer retention. Christopher Ward (WebWorks Software) and Emmelyn Wang (STC Austin / Hoover's Software) provide real world examples of business strategies and the procedures that can align. This presentation will help you build business cases for your company to invest in Technical Communication/Publications as a revenue generator.
A questionnaire for training and development 3Rashi Joshi
This document contains a questionnaire for employees about an organization's training and development programs. The questionnaire asks employees their name, age, department, and contact information. It then asks a series of multiple choice questions about topics like whether training is considered part of the organization's strategy, preferred training methods, the effectiveness of induction training, how often training is conducted, and whether training helps improve various outcomes like employee motivation, productivity, and employee relations. The purpose is to gather employee feedback on the organization's current training programs.
TCS was founded in 1968 and provides IT, BPO, and engineering services. It focuses on training employees through various programs to gain new skills and invests in talent development. The company also has policies around career management, diversity and inclusion, working hours, leaves, and learning programs to engage and develop its talent.
The document provides an overview of a project report on studying human resource management practices at Tata Steel Ltd. in Jamshedpur, India. It includes an acknowledgement section thanking various individuals for their support and guidance. It outlines the objectives of studying HR practices at major steel companies to identify critical success factors and risks. The report will help Tata Steel analyze its strategies and address weaknesses to maintain its reputation and market share. It presents the table of contents of the report which covers various aspects of HR like job analysis, recruitment, compensation, training, and challenges faced.
Honda Motorcycles and Scooters India Ltd. (HMSI) case studyVidushiBhageria
This document provides an overview of Honda Motorcycles and Scooters India Limited (HMSI), including its products, workforce, human resource policies, and causes of disputes. Some key points:
- HMSI manufactured motorcycles and scooters at its factory in India, employing around 3000 workers. It had a reputation as a good employer with competitive pay.
- The company emphasized respect for individuals and promoting joy in manufacturing, selling, and using its products. However, workers grew resentful over bonuses and strict policies.
- Disputes escalated when workers protested dismissals and suspensions, leading to violent clashes with police that injured hundreds. A court inquiry was ordered.
- Conciliation efforts
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
Tata Tea is an Indian beverage company and the market leader in tea. It has expanded beyond tea into coffee and other beverages through acquisitions. The document discusses Tata Tea's subsidiaries and joint ventures in countries like the US, UK, Sri Lanka, Pakistan, Bangladesh, Czech Republic, and others that were formed to process, market and distribute its tea and coffee products globally. It aims to be the world's number one tea-based beverage company and targets expanding its operations and brands into new regions like West Asia, South America, Africa, France and Australia.
This document discusses best practices in human resources (HR) at top companies. It covers the importance of HR and key HR components like recruitment, selection, training, development, compensation, maintenance, working conditions, and communication. Specific practices highlighted include Google's emphasis on training and growth opportunities, Boston Consulting Group's career development meetings, Novartis' pay for performance and benefits, and techniques by Deloitte, Microsoft, and others to improve culture, retention, and employee satisfaction.
This document is a project report submitted for a Master's degree in Business Administration. It examines job satisfaction, with a focus on employees at RTPP. The report includes an introduction to job satisfaction, definitions of job satisfaction, the importance of job satisfaction, dimensions of job satisfaction, theories of job satisfaction, and factors influencing job satisfaction such as personal factors, motivational factors, and the nature of work/job design. The project was conducted under the guidance of a professor and assistant professor to partially fulfill an MBA degree.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Tata Consultancy Services (TCS) is one of the leading global IT services, consulting and business solutions organizations. It aims to be among the top 10 global IT companies by 2010 in terms of revenue, profitability, customers and technology leadership. TCS provides innovative consulting, IT solutions and services across industries, with a workforce of over 74,000 professionals spread across many global delivery centers. It helps customers optimize business processes and create resilient IT infrastructure to ensure faster business results. Some of its key competitors include Infosys, IBM, Wipro and Cognizant.
Tata Consultancy Services (TCS) is an Indian multinational IT company with over 276,000 employees worldwide. It has a vision of sustainable green growth and helping customers achieve sustainability. TCS follows a mechanistic organizational structure with rigid departments, centralized decision-making, and a long chain of command. It places importance on results but ensures all processes adhere to its values of integrity, excellence, and client value creation.
This document provides an overview of the organizational culture at ITC Limited (ITC). Some key points:
- ITC was established in 1910 and is headquartered in Kolkata, India. It employs over 26,000 people across various divisions.
- ITC's culture emphasizes individual initiative, management support, strong company identity, risk tolerance, and customer focus. Core values include trusteeship, respect for people, excellence, innovation, and nation orientation.
- ITC has diversified into various business segments like FMCG, agri-business, hotels, paper, and lifestyle retailing. It pursues strategic acquisitions and brand extensions to expand.
- Sustainability is
Tata Consultancy Services (TCS) is the largest Indian multinational information technology services and consulting company. It has over 200,000 employees across 47 countries. TCS aims to be a top 10 global IT company by focusing on innovative solutions, strong vertical expertise, and a wide global presence across industries like banking, telecom, manufacturing and more. In the past 2 years, TCS has grown revenues by 32% and profits by 62% through strategies like expanding in emerging markets and new technologies like cloud computing.
MBA HR PROJECT REPORT ON TRAINING AND DEVELOPMENTSalim Palayi
The document is a project report on studying the effectiveness of training and development at Veekesy Polymers Pvt Ltd. It includes an introduction outlining the objectives and scope of the study. It also includes chapters on the industrial profile of the footwear industry, company profile of Veekesy Polymers, theoretical concepts of training and development, data analysis and interpretations from a study conducted, and conclusions. The report aims to analyze the training methods used, assess effectiveness, understand employee satisfaction with training, and identify need for further training.
Tata Consultancy Services (TCS) was founded in 1968 and is headquartered in Mumbai, India. The document discusses TCS's human resource practices, including manpower planning, recruitment, learning and development, performance reviews, and retention strategies. It states that good HR practices increase operational efficiency, employee engagement and satisfaction, and information sharing. They also improve leadership development, data integrity, and allow the company to take advantage of employees' interests in career growth. The conclusion is that companies must consider employees important assets and that TCS can gain a competitive advantage by motivating employees and providing development opportunities.
This document summarizes a study on employees' opinions towards HR activities at Eveready Industries India Limited's National Carbon Plant in Chennai. Some key findings from employee questionnaires include that employees were generally satisfied with recruitment and training but felt management could better address complaints. Employees also expressed needs for improved compensation, orientation programs, and reward systems. The study aims to help the company improve employee morale and satisfaction through feasible HR recommendations.
Strategic human resource management (SHRM) involves using people strategically to achieve organizational goals. There are four main approaches to SHRM: resource-based, high-performance management, high-commitment management, and high-involvement management. SHRM requires understanding the internal and external environment, including trends in technology, organizational structure, employee values and attitudes, management practices, demographics, and international factors. The environment shapes HR strategies around skills, training, compensation, and organizational design.
Lavacon 2012: Building Profitability into your ProcessEmmelyn Wang
Technical content is a commodity that leads the post-capitalistic society. Technical Writers must think of themselves as Knowledge Brokers and communicate the value they provide which includes increased revenue and improved customer retention. Christopher Ward (WebWorks Software) and Emmelyn Wang (STC Austin / Hoover's Software) provide real world examples of business strategies and the procedures that can align. This presentation will help you build business cases for your company to invest in Technical Communication/Publications as a revenue generator.
Lavacon 2012: Building Profitability into your ProcessEmmelyn Wang
Technical content is a commodity that leads the post-capitalistic society. Technical Writers must think of themselves as Knowledge Brokers and communicate the value they provide which includes increased revenue and improved customer retention. Christopher Ward (WebWorks Software) and Emmelyn Wang (STC Austin / Hoover's Software) provide real world examples of business strategies and the procedures that can align. This presentation will help you build business cases for your company to invest in Technical Communication/Publications as a revenue generator.
This document discusses how Jijesoft can help enterprises facing challenges from changing customer demands and disruptive technologies. Jijesoft provides strategic technology partnerships to help enterprises (I) leverage new technologies to create value, (II) integrate technology into products and services, and (III) manage IT-enabled change initiatives. Jijesoft can help reduce costs through efficiency gains and help enterprises adapt to market transitions through innovation and timely responses.
The document discusses the importance of innovation for organizational change and success, noting that innovation happens through creative collaboration, idea generation tools, and an idea management system to evaluate ideas, with management playing a key role in establishing an innovative culture and powering the corporate innovation machine.
The document discusses the importance of innovation for organizational change and success, noting that innovation happens through creative collaboration, idea generation tools, and an idea management system to evaluate ideas, with management playing a key role in establishing an innovative culture and powering the corporate innovation machine.
This document discusses innovation in multiple industries and contexts. It begins by defining innovation as the exploitation of new ideas and discusses how innovation is essential for jobs, businesses, products/services, and environmental processes. It then provides examples of different types of innovations, frameworks for understanding innovation opportunities, and strategies for collaborative innovation both inside and outside an organization. The document emphasizes that innovation is important for companies, employees, nations, and society by enabling new products/services and economic growth. It also stresses that customers and partners are important sources of innovative ideas.
In the decades to come, open innovation will play a key role in developed economies revolutionising how organisations deliver value to their customers, shareholders and employees.
This focus on IDEATION will allow companies to become or remain innovative, increasing the chances for new products, customer acquisition and increased financial performance.
PRESTO’s idea crowdsourcing functionality allows your leadership team to ‘throw challenges’ to the crowd accelerating the idea generation process to align your staff’s problem solving skills with the executive corporate growth strategy
The document discusses implementing intelligent content solutions and provides guidance on various topics:
1) It outlines key implementation topics such as management, taking first steps by establishing vision/strategy/business case, and assembling an effective project team.
2) It discusses addressing legacy content and processes, managing risks, and applying proven implementation methods like using standards and pursuing incremental realization.
3) It emphasizes engaging new user behaviors, pursuing payback relentlessly, maintaining content independence, and making content the center of product design.
In the decades to come, open innovation will play a key role in developed economies revolutionising how organisations deliver value to their customers, shareholders and employees.
This focus on IDEATION will allow companies to become or remain innovative, increasing the chances for new products, customer acquisition and increased financial performance.
PRESTO’s idea crowdsourcing functionality allows your leadership team to ‘throw challenges’ to the crowd accelerating the idea generation process to align your staff’s problem solving skills with the executive corporate growth strategy
Study of Knowledge Management Articles:
Part 1: A Critical Review Of Knowledge Management As A Management Tool.
Part 2: The Use Of Tacit Knowledge Within Innovative Companies: Knowledge Management In Innovative Enterprises.
Part 3: Knowledge Management and Process Performance.
Part 4: Knowledge Outsourcing.
Nem360 2017 setting technology trends into the strategic context v200Markku Rehberger
Markku Rehberger is a project manager for GDPR compliance who has experience in various industries including IT, manufacturing, energy, and construction. In his presentation, he discusses the need for companies to develop digital strategies that leverage new technologies in order to stay competitive. He notes that most companies currently lack clear strategies and the management capabilities needed to effectively utilize technology. Rehberger advocates that companies analyze strategic contexts, design new business capabilities directed by technology, and focus on automation and cognitive computing in order to prevail against competitors in the digital age.
Idea management is an important part of management in the 21st. century. Watch this presentation to see how you can enhance your competitveness by implementing idea managment and how Ideas2benefit software can support your business.
ALYNDe Whitepaper - Innovation And The CIO - Preparing For TransformationGlenn Bunker
This document discusses the role of the Chief Information Officer (CIO) in managing innovation. It argues that the CIO should become a partner in the innovation function and help implement an "Innovation Nerve Center" using innovation lifecycle management solutions. This would allow the organization to better govern the innovation process and drive performance through managing products and ideas as a portfolio. To successfully innovate, companies must make innovation their central strategy, develop an innovative culture and capabilities, and institute processes to continuously manage innovation. The CIO can help with this transition and ensure technology supports, rather than hinders, the organization's innovation goals.
Origins and domain of Knowledge Management
Technological development
Characteristics of knowledge
Knowledge Management as a Management Tool
Critical elements of Knowledge Management strategy
Tactic Knowledge Management
Knowledge Management and Process Performance
Outsourcing Concept
AVETTA provides technology consulting and IT services to help clients align their business needs with technology. They evaluate clients' current IT strategies, infrastructure, and processes to identify opportunities to improve efficiency and effectiveness. AVETTA consultants clients on designing effective organizations, innovating and growing, reducing costs, managing risk and regulation, and leveraging talent. They focus on technology strategy, information management, enterprise architecture, managed services, and security to drive business transformation and success.
Leveraging knowledge for supply chain excellencevanny tsoe
1) Knowledge management involves capturing, sharing, and creating knowledge to strengthen business performance through learning and collaboration. It provides a framework to leverage what an organization collectively knows.
2) Leveraging collective knowledge involves collaborative teams, developing and sharing best practices, faster replication of innovations, and acquiring and sharing new knowledge. It also involves managing organizational learning.
3) Knowledge management supports supply chain excellence by facilitating knowledge sharing and collaboration with partners, as well as faster dissemination of innovations throughout extended supply chains.
Zinnov Confluence 2014 : US Chapter : Summary of conference final uploaded in...Zinnov
The document provides an agenda and summaries for a conference on the future of engineering. The agenda includes keynote speeches on macro trends driving change in engineering, panels on driving global engineering excellence and evolving engineering leadership styles. It also includes breakout sessions on topics like women in leadership, attracting top technical talent, solving problems at scale, and shaping new product development. The summaries highlight that engineering must adapt to trends like mobility, cloud, and data-driven product management. Success requires balancing delivery and innovation, as well as exploring disruptive technologies.
www.avettaglobal.com
Jennifer Smith
Direct: 310 925 2453
Email: jsmith@avettaglobal.com
We look forward to discussing how we can help your business succeed.
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'Idea of the Year Competition 2012 - Idea of the Year Winner & Financial Category Winner- Mohammed bin Rashid Housing Establishment' at the Ideas.Arabia 7th International Conference 2012
'Suggestion Schemes can Improve quality and service to external and internal ...Dubai Quality Group
Presentation on 'Suggestion Schemes can Improve quality and service to external and internal customers' by Maj. Abdulla Hassan Matar Al Khayat presented at the Ideas.Arabia 7th International Conference 2012
Presentation on "Benchmarking - the UAE Style" by Zillay Ahmed during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
Presentation on "Customer Service Excellence" by Terry Pilcher during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
"Global Benchmarking .. A graphical pesrpective" by Sunil BahriDubai Quality Group
The document summarizes a presentation on global benchmarking. It discusses benchmarking definitions and methodology. It then provides graphical views of how various countries benchmark on global issues like competitiveness, ease of doing business, CO2 emissions, credit ratings, internet users, regulatory quality, rule of law, voice and accountability, and control of corruption. Charts show country rankings and scores. Global fraud prevention is also addressed, with information on affected sectors and prevention methods. The presentation aims to provide a graphical perspective on global benchmarking issues.
Presentaion on Megatrends for the Future by Oilver Riebartsch during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
Presentation on "Asia Benchmark" by Khashayar Ataie during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
Presentation on "Views on 2030" by Dr. Robin Mann during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
Presentation on "Views on 2030" by Dr. Holger Kohl during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
"Overview on the Future of Benchmarking 2030 Project" by Bruce SearlesDubai Quality Group
Presentation on "Overview on the Future of Benchmarking 2030 Project" by Bruce Searles during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
"Findings on the future by GBN research" by Bruce SearlesDubai Quality Group
Presentation on "Findings on the future by GBN research" by Bruce Searles during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
Presentation on "Benchmarking Genesis" by Basma A. Bargal during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
2. Stages of Idea Management
Fostering Innovation & Creativity
Generation of Ideas
Implementation, Evaluation & Audit
Reward & Recognition
Achieving Business excellence through Innovative culture &
retention of employees
4. Leadership & constancy of purpose
Business Excellence is visionary &
inspirational leadership, coupled with clear
direction & constancy of purpose
Customer Focus
Business Excellence is creating
sustainable customer value and exceeding
customer expectations
5. Result Orientation
Business Excellence is achieving results
that delight all the organization’s
stakeholders
Continuous Improvements & Innovations
Business Excellence is challenging the
status-quo and effecting change by
using learning to create innovation and
improvement opportunities
6. Employees participation
Business Excellence is
maximising the
contribution of the
employees through their
creativity, development
and involvements
Corporate Social Responsibility
Business Excellence is exceeding the
minimum regulatory framework in which
the organization operates and to strive to
understand and respond to the expectation
of their stakeholders in society
8. “Creativity” is
•marked by ability or power to create
•to invent with a new form,
•to produce through imaginative skill,
•to make or bring into existence something new.
Each individual in an organization is creative
9. Through Creativity one can innovate at any level
Levels of Innovation
Example
Invention
(Technical Chips
Level 1 realisation of
new scientific
knowledge)
Computer
Innovation
(Industrial application
Level 2
of invention for
achieving specific
goals)
Fly by wire
Diffusion/Exploitation/ Adoption
Level 3 (Spreading innovation from one area to another
bringing essential improvements in the existing
system)
For most firm innovation helps in achieving Business Excellence
10. The innovation a firm achieves today defines its tomorrow
The ability to innovate i.e. to develop new products,technologies,efficient process
& system at a faster pace and cheaper than their competitors separates the
world’s best companies from all the rest.
In a competitive environment it is innovation through creativity that distinguishes
a winner and a loser
Creativity/Innovation is the key for achieving business excellence
12. 1. Team Effort :
Innovations are not typically the result of a single person’s effort. These are the
collective effort of many people doing a small part of the larger whole
Conventional Approach New Approach
Effect Short-term but dramatic Long-term, lasting, undramatic
Tempo Large steps as per plan Small steps- Continual
Protagonists Few selected persons All company employees,
interfunctional organisation
Procedure Individual ideas and efforts Collective spirit, team work,
systematic
Motto Discontinuance and new start Retain and improve
Recipe for success Technological achievement, new Conventional know-how and
inventions, new theories prevailing technology
Management principle Specialist oriented Generalist organisation
Exchange of information Secret and internal Open and reciprocal
Feedback Limited Comprehensive, intensive
Innovation in a Creative Organisation is thus characterised by
team effort and not by an individual’s effort
13. 2.Operational Excellence:
•Innovative organisation recognises the importance of operational excellence apart
from traditional product innovation for achieving business excellence
•In an creative organisation
•The design of nearly all work activities across functional roles, products, processes
(assembly,material logistics, training, marketing, system redesign, administration etc.)
•Connections among people through hierarchical levels (from workers to managers and
above) and
•Pathways of connected activities over which products, services and information take
form
are
•Built around transparency & empowerment
•Specified – in- their design and are well documented
•Tested-with-their every-use and
•Continuously improved in time,place and person for operational excellence
14. 3. Learning,Sharing & Growth:
• In an innovative organisation
• Organisation learns faster than anyone else through its people
• They share the result of that learning across the enterprise
• They constantly foster the development and sharing of new knowledge
• They overcome resistance to perceived boundaries by transforming the
constraints/barriers into resources
• Organisation creates a climate that encourages and catalyses creativity
• Creativeness flourishes in participative leadership
• Creative leader/manager provide:
• Appropriate challenge
• Support
• Idea Source
• They encourage idea people by rewarding failure not just success;They
reserve punishment only for inaction.
With the pace of change ever quickening, the need to
develop mechanisms for continuous learning and
innovation is greater than ever
15. 4.Main dimension of a creative climate in an organisation:
1. Challenge
2. Freedom
3. Idea Support
4. Trust
5. Dynamism
6. Playfulness
7. Debates
8. Conflicts
9. Risk taking
10. Idea time
Creative organisation scores more highly on these ten dimensions than the stagnated one
Great way of killing your company’s future…kill creativity
16. Business Excellence is the result
of successfully managing
change in the organisation
through Change Initiatives
and Mangement Tools
17. Present maze of change initiatives & management tools
COPQ
Value Engineering
NPI CSI
E-commerce
QS 9000
OHS
DOE
TQM
DFM / DFA
TS 16949
SDT Matrix-Orgn CRM
5-S
Bench Marking
EMS Knowledge management
At first pass all these seems to be separate
initiative requiring resources & efforts for
achieving business excellence
18. Facts about change initiatives & management tools
•The terms are merely convenient symbols to describe concepts.
•Behind these jargons are the changing processes and the
management tools that are transforming the companies through its
employees
•They reflect a revolution in business :
•How excellence in business is achieved and improved
continuously by innovative ways through its employees.
•This also shows the eagerness of management to use all these
acronyms merely reflecting an impatience for change.
19. A deeper analysis reveals that all initiatives have three
things in common:-
Top Management Commitment
TPM
TQM Waste
Elimination by
EVA improving
BPR resource
efficiency
Benchmarking
…….. Employee Involvement
Employee involvement should be with
application of their creativity
20. “Our greatest asset is our people and
their pride in belonging to the group.
The quest for Excellence demands that
we marshal this resource optimally,
through teamwork, sharing knowledge
and resources and benchmarking
ourselves against the best in the world ”
- Ratan Tata
21.
22.
23.
24.
25.
26. Engineering Materials / Steel Energy Chemical
Commercial Vehicles, Metals, Composites Power Chemicals, Pigments
Passenger Cars
Communications & IT Consumer Products Services
Telecommunications Hotels
Information Technology Consumer goods Financial Services
Control systems International operations
28. Tata Motors today holds a strong domestic position and has established its
presence in the Global auto market
• India’s Largest Automobile Company by revenue
• 2nd Largest Bus Manufacturer in Medium & Large Buses in The World
• 4th Largest Truck Manufacturer in The World (>6t)
TATA MOTORS • Largest Portfolio Of Products (Light, Medium And Heavy Trucks, Buses & Coaches,
Passenger Cars & Uvs)
• Acquired Commercial Vehicle Business Of Daewoo In 2004 (TDCV)
• Acquired Jaguar Land Rover In 2008
STRONG DOMESTIC • Market Leader In Commercial Vehicles (Market Share ~ 60-80% in major segments)
POSITION
• 3rd Largest Player In Passenger Cars
• Has Over 1400 Customer Touch Points
ROBUST FINANCIAL • Revenue : USD 28 billion
PERFORMNACE
• Profit : USD 2.1 billion
29. Organization
TATA MOTORS - MANUFACTURING LOCATIONS
World wide presence
Sweden
UK
Taiwan South
Rudrapur
Korea
Brazil
Lucknow
Jamshedpur
Sanand
Pune
Dharwad
South
Africa
A TS-16949, ISO-14001,OHSAS-18001 Certified
Company
30. Manufacturing Base
India
Jamshedpur – Commercial Vehicles
Pune – Commercial and Passenger Vehicles
Lucknow – Commercial Vehicles
Pantnagar – Commercial Vehicles
Sanand – Tata Nano
Dharwad – Buses
Overseas
South Korea –Heavy and Medium Trucks
Spain – High Capacity Buses
Morocco – High Capacity Buses
Thailand – Pickup trucks
UK – Jaguar Land Rover
31.
32. PEOPLES’S CAR WORLD’S CAR
AUTOMOTIVE- A WAY OF LIFE @ TATA MOTORS
INDIA’S 1ST MINI TRUCK ‘GLOBAL’ TRUCK
33. LOCATED IN THE HEART OF MANUFACTURING SETUP IS
JAMSHEDPUR THE 7TH SPREAD OVER AN AREA OF
CLEANEST CITY OF INDIA 822 ACRES – 2ND MAJOR
HAVING AVG LITERACY RATE INDUSTRY OF THE CITY
OF 86%
JAMSHEDPUR
ISO 14001: 2004
OVER 13,000 EMPLOYEES
CERTIFIED FOR ITS
RESIDING IN A RADIUS OF
ENVIRONMENT
20 KMS
MANAGEMENT SYSTEM
34. Stages of Idea Management
Fostering Innovation & Creativity
Generation of Ideas
Implementation, Evaluation & Audit
Reward & Recognition
Achieving Business excellence through Innovative culture &
retention of employees
38. Stages of Idea Management
Fostering Innovation & Creativity
Generation of Ideas
Implementation, Evaluation & Audit
Reward & Recognition
Achieving Business excellence through Innovative culture &
retention of employees
39. Evaluation & Awards
Type of Award Description
Final Award Given after implementation of suggestion
Idea Award Given if idea is acceptable but implementation would require time
Appreciation Letter Given for pointing out corrective actions related to common issues
Type of Benefit Award Amount
Monetary Saving (all categories) Normal Award = 1.401√ (Annual Saving x 6.84)
For One-time Saving 0.1 x Normal Award
For Recurring Saving 0.4 x normal Award
Appreciation Letter 10 or more to converted into monetary value once a year
Suggestor’s Grade Suggestor’s Grade Factor
Operative grades 1
Supervisory grades 0.8
Managerial grade 0.6
Maximum award for any suggestion: Rs. 25,000/-
40. Stages of Idea Management
Fostering Innovation & Creativity
Generation of Ideas
Implementation, Evaluation & Audit
Reward & Recognition
Achieving Business excellence through Innovative culture &
retention of employees
41. Recognition
Measures for Recognition of Suggestors
1. Presentation by Suggestors & appreciation during:
o divisional reviews & shopfloor meetings
o TMG meetings and during VIP visits to the Plant
2. Displaying the list of Suggestion Awardees on notice boards in all the
divisions
3. Coverage of Suggestors in internal publications like Flashes and Hum Sab
4. Introduction of a Suggestions Newsletter, to be circulated through global mail
5. Awarding of Suggestion Award certificates by Chairman (Suggestion Scheme)
6. Awarding of Telco Vir medal by Plant Head to the year’s highest Suggestion
Award recipient during the Republic Day function
7. Annual Suggestion Nite for felicitation of Suggestors, divisions and
functionaries
44. Stages of Idea Management
Fostering Innovation & Creativity
Generation of Ideas
Implementation, Evaluation & Audit
Reward & Recognition
Achieving Business excellence through Innovative culture &
retention of employees
46. Level One (Invention)
• A new device, method or process developed from study and
experimentation
• Technical realisation of new scientific knowledge or new
combination of such knowledge
• Solution exists outside the boundary of contemporary science
• Examples :
Laser Doppler altimeter Find new Find new
ENTOMOPTER* problem concept
Solution
*An electro mechanical multimode flying or crawling insect developed
by Georgia Technology Research Institute
47. Level Two (Innovation)
• The act of introducing something new or different
• Industrial application of inventions with the aim of achieving
management goals
• Synergy effect due to fusion of very different kinds of products,
processes and technology
• Encompasses the fields of production, distribution and consumption
of products or services
• Solution exists outside the boundary of one technology
• Example :
Find new Find new
Fly by wire technology solution
tasks
Solution
48. Level Three (Adoption / Diffusion)
• Spreading innovation from one area to another by producer
• Essential improvements in the existing system
• Solution from one area of technology involving methods from other
fields
• Examples :
Automatic Transmission
Battery Car
Change Change
Original existing
problem solution
Solution