IFIM Business School placed all 117 eligible students from its 2013-2015 batch, with an average annual salary of Rs. 6.64 lakhs. The highest package was Rs. 9 lakhs. Prominent recruiters included SBI, Time Inc, Genpact, CRISIL, Nestle and KPMG. A variety of roles were offered in finance, consulting, operations and other domains. IFIM held a Placement Power Week with 15 companies offering salaries from Rs. 5-10 lakhs, resulting in an 11.4% increase in average salaries compared to the previous year.
Repot On Human Resource Division And Customer Service Division Of Aktelrifat277
The document discusses the human resource division and customer service division of Aktel mobile company. It covers topics like recruiting, selection, orientation, training and development processes.
The human resource division handles job analysis, recruiting, selection, compensation, benefits, training, and administration. Recruiting sources include internal promotions, advertising, agencies, and universities. The selection process involves written tests, interviews, and occasionally other tests. Training programs aim to develop employee skills.
The customer service division provides 24/7 support through multiple channels to ensure customer satisfaction. Its goals include integrity, commitment to customers, and respect for others. The document examines problems and provides recommendations to improve processes.
The document provides information about Airtech India Private Limited, including its establishment in 1979 and product range. It manufactures and supplies industrial equipment such as centrifugal blowers, bag houses, cyclone separators, multi-cyclones, wet & dry scrubbers, and spray booths. It has an advanced manufacturing plant near Bangalore Airport and Chennai Seaport. The company realizes its responsibility towards society and environment by following quality and environmental standards.
The document discusses human resources practices at major automotive companies operating in India, including Volkswagen Group, Honda Motors, and Toyota Motors. It provides details on their approaches to recruitment, training, development, and skills enhancement of employees. The companies emphasize on-the-job training, leadership development programs, continuous performance evaluation, and creating an environment where employees can contribute improvement suggestions. The document also outlines solutions for the automotive industry to close the skills gap, such as creating a flexible workforce through predictive analytics, redesigning jobs, and making learning an ongoing process built into work.
The document provides details about the author's internship at Jubilant Life Sciences. It discusses:
1) The author's responsibilities in controlling machines like pumps, boilers, and compressors to regulate mass flow rates, temperatures, and pressures.
2) A challenging situation where boiler furnace temperature increased drastically due to high coal mass flow, which was solved by shutting down some nozzles.
3) Maintenance tasks performed on equipment like testing and maintaining a heat exchanger, setting up a new refrigeration system, and replacing compressor parts.
The document is a project report submitted by Pushkar Chaturvedi for his Master's degree that studies the growth prospects of the Indian auto component industry and the position of Wheels India Ltd within it. It includes an acknowledgement, declaration, abstract, table of contents, and initial chapters introducing the auto component industry in India and providing a company profile of Wheels India Ltd.
The document discusses the strategic human resource management practices of Bharat Forge Ltd that have helped it become a global leader in the automotive forging industry. It outlines Bharat Forge's growth from a small plant in Pune to the largest forging company in the world through strategic investments in technology and skilled workforce. It highlights the leadership of Dr. Baba Kalyani and initiatives like apprentice training, leadership development programs, and emphasis on talent retention that have supported its business strategy. The case study examines how strategic HRM has provided a competitive advantage and facilitated Bharat Forge's transformation.
Role of Pre-Employment Training in Enhancing Employability of Diploma EngineersINFOGAIN PUBLICATION
This paper presents an empirical study conducted to find out the role of pre-employment training in enhancement of employability. The study was specifically focused upon the automobile cluster employing the fresh engineering diploma holders. The universe of the study consisted of 26 such industries. Stratified random sampling technique was employed for drawing the sample classified into two groups: - 1) Managerial level and 2) Supervisory level consisting of engineering diploma holders. Standardized scales were administered to 572 Ss out of which 12 responses were dropped down, and 560 Ss were retained in the final sample put to experimentation. Descriptive and analytical research techniques were applied for the analysis of the data collected during the experiment. Statistical tools like ‘Cronbach alpha coefficient’, ‘Pearson correlation coefficient’, ‘Analysis of variance (ANOVA)’ etc were employed for treatment of the collected data for drawing the useful conclusions and testing of the hypotheses. From the experimental analysis the employability of diploma engineers was found to be associated with pre-employment training. Such a study focused on the fresh engineering diploma holders employable by the industries has yet not been reported in the literature.
IFIM Business School placed all 117 eligible students from its 2013-2015 batch, with an average annual salary of Rs. 6.64 lakhs. The highest package was Rs. 9 lakhs. Prominent recruiters included SBI, Time Inc, Genpact, CRISIL, Nestle and KPMG. A variety of roles were offered in finance, consulting, operations and other domains. IFIM held a Placement Power Week with 15 companies offering salaries from Rs. 5-10 lakhs, resulting in an 11.4% increase in average salaries compared to the previous year.
Repot On Human Resource Division And Customer Service Division Of Aktelrifat277
The document discusses the human resource division and customer service division of Aktel mobile company. It covers topics like recruiting, selection, orientation, training and development processes.
The human resource division handles job analysis, recruiting, selection, compensation, benefits, training, and administration. Recruiting sources include internal promotions, advertising, agencies, and universities. The selection process involves written tests, interviews, and occasionally other tests. Training programs aim to develop employee skills.
The customer service division provides 24/7 support through multiple channels to ensure customer satisfaction. Its goals include integrity, commitment to customers, and respect for others. The document examines problems and provides recommendations to improve processes.
The document provides information about Airtech India Private Limited, including its establishment in 1979 and product range. It manufactures and supplies industrial equipment such as centrifugal blowers, bag houses, cyclone separators, multi-cyclones, wet & dry scrubbers, and spray booths. It has an advanced manufacturing plant near Bangalore Airport and Chennai Seaport. The company realizes its responsibility towards society and environment by following quality and environmental standards.
The document discusses human resources practices at major automotive companies operating in India, including Volkswagen Group, Honda Motors, and Toyota Motors. It provides details on their approaches to recruitment, training, development, and skills enhancement of employees. The companies emphasize on-the-job training, leadership development programs, continuous performance evaluation, and creating an environment where employees can contribute improvement suggestions. The document also outlines solutions for the automotive industry to close the skills gap, such as creating a flexible workforce through predictive analytics, redesigning jobs, and making learning an ongoing process built into work.
The document provides details about the author's internship at Jubilant Life Sciences. It discusses:
1) The author's responsibilities in controlling machines like pumps, boilers, and compressors to regulate mass flow rates, temperatures, and pressures.
2) A challenging situation where boiler furnace temperature increased drastically due to high coal mass flow, which was solved by shutting down some nozzles.
3) Maintenance tasks performed on equipment like testing and maintaining a heat exchanger, setting up a new refrigeration system, and replacing compressor parts.
The document is a project report submitted by Pushkar Chaturvedi for his Master's degree that studies the growth prospects of the Indian auto component industry and the position of Wheels India Ltd within it. It includes an acknowledgement, declaration, abstract, table of contents, and initial chapters introducing the auto component industry in India and providing a company profile of Wheels India Ltd.
The document discusses the strategic human resource management practices of Bharat Forge Ltd that have helped it become a global leader in the automotive forging industry. It outlines Bharat Forge's growth from a small plant in Pune to the largest forging company in the world through strategic investments in technology and skilled workforce. It highlights the leadership of Dr. Baba Kalyani and initiatives like apprentice training, leadership development programs, and emphasis on talent retention that have supported its business strategy. The case study examines how strategic HRM has provided a competitive advantage and facilitated Bharat Forge's transformation.
Role of Pre-Employment Training in Enhancing Employability of Diploma EngineersINFOGAIN PUBLICATION
This paper presents an empirical study conducted to find out the role of pre-employment training in enhancement of employability. The study was specifically focused upon the automobile cluster employing the fresh engineering diploma holders. The universe of the study consisted of 26 such industries. Stratified random sampling technique was employed for drawing the sample classified into two groups: - 1) Managerial level and 2) Supervisory level consisting of engineering diploma holders. Standardized scales were administered to 572 Ss out of which 12 responses were dropped down, and 560 Ss were retained in the final sample put to experimentation. Descriptive and analytical research techniques were applied for the analysis of the data collected during the experiment. Statistical tools like ‘Cronbach alpha coefficient’, ‘Pearson correlation coefficient’, ‘Analysis of variance (ANOVA)’ etc were employed for treatment of the collected data for drawing the useful conclusions and testing of the hypotheses. From the experimental analysis the employability of diploma engineers was found to be associated with pre-employment training. Such a study focused on the fresh engineering diploma holders employable by the industries has yet not been reported in the literature.
This document provides information about Nath Brothers Exim International Limited, an Indian textile export company. It discusses the company's incorporation in 1971, its authorized and paid-up share capital, and its directors. It also lists the company's product lines which include bedding, garments, and accessories. Finally, it names some of the company's current clients such as Whistles, Oasis, and Abercrombie & Fitch.
Rakesh Kumar Dixit has over 35 years of experience in human resources, administration, training, and employee welfare. He is currently directing training development initiatives at Ashok Leyland Vehicle Driving Training Institute. Throughout his career, he has set up new HR processes, streamlined administration, implemented training programs, and ensured compliance with relevant laws and regulations. He has worked at various organizations in roles such as Administrator, Trainer, HR and Technical Training Manager, and Consultant for HR and Administration.
This document is Jeffin Scaria's internship report submitted to Saintgits College of Engineering for their MBA program. It details his 45 day internship with Punj Lloyd Upstream Ltd in their human resources department. The report includes an introduction covering the objectives of retaining employees, an analysis of the energy industry and employee retention trends. It also includes sections on the company profile of Punj Lloyd Upstream, Jeffin's role and responsibilities during the internship, and weekly reports from his time there. The report aims to study employee job satisfaction and retention practices at Punj Lloyd Upstream.
The CII Industrial Innovation Awards were established in 2014 to recognize innovative Indian enterprises. The 2015 awards honored 4 companies in manufacturing categories, 2 startups, and recognized the top 25 innovative organizations and 10 promising startups. The jury evaluated applications based on factors like competitive advantage created and growth, market share, and financial performance achieved through innovation. A multi-stage process involved over 150 initial applications narrowing down to honoring top companies and startups at the awards ceremony.
The Indian foundry industry produces metal castings and components for various sectors like automotive, machinery, and energy. It contributes over $18 billion annually to the economy. The Indian Institute of Foundrymen promotes the development of the foundry industry through research, training, and knowledge sharing on new technologies to produce lighter automotive components and improve fuel efficiency.
Sajna george organiations study at vkc calicutLibu Thomas
This document summarizes an organizational study of Veekesy Elastomers Pvt. Ltd (VKC), a leading footwear manufacturer in southern India. The objectives of the study were to understand the organization's functions, departments, performance, products, and SWOT analysis. Primary data was collected through interviews and observations, while secondary data came from company publications and websites. VKC has a hierarchical structure led by a chairman and directors. Key findings were the company's good employee relations, quality affordable products, and brand reputation, though it faces heavy competition. Suggestions included focusing on youth designs, more advertising, and improving availability.
recruitment and selection policy of reliancebunnysharma
This document provides details about Neha Goyal's summer training project on the recruitment and selection policies of Reliance Infrastructure Ltd. It includes an introduction, company profile describing Reliance Infrastructure and its business segments, and sections on the project profile describing the recruitment and selection process, market analysis, SWOT analysis, and research methodology for the project. The project was undertaken as a partial fulfillment of the BBM program at IIS University under the guidance of Vandana ma'am.
The document discusses a proposed solution called the JOJOE (Jointly Owned Job Oriented Education) model to address the problems of unemployed and underemployed graduates in India as well as skills shortages faced by corporations. The model involves corporations partnering with skills training institutes to jointly fund skills development programs, with corporations able to hire graduates and the institutes receiving retention bonuses. Initial details provided on the proposed TMI e2E Academy which aims to train 88,755 graduates annually by 2020 to fulfill an estimated 5-6% of corporate hiring demand.
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHIDRaashid Malik
The document appears to be a student assignment submitted to Lovely Professional University in partial fulfillment of an MBA degree. It discusses human resource practices at Tata Motors, an Indian automotive manufacturing company. It provides an overview of Tata Motors, describing its operations, vision, management team, and products. It then summarizes Tata Motors' recruitment, selection, training processes and learning programs. The student analyzes the HR practices and provides recommendations to improve them.
The document summarizes recent human resources related news from September 20-24, 2010. It discusses companies using employee stock option plans (ESOPs) to retain talent and comply with shareholding norms. It also mentions the appointment of Dipak Jain as the new dean of INSEAD business school and leadership changes at advertising agency Draftfcb Ulka and steel producer ArcelorMittal.
HR Project on Employee State Insurance at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.
31-8-2013
A study on_employees_perspective_towards training and development.SHIVAKUMARKAREKYATAN
This document provides an overview of a research project report on employees' perceptions towards training and development at Sonalika International Tractors. It includes an executive summary that outlines Sonalika's training objectives. Chapter 1 introduces the study and discusses training as a system with inputs, processes, outputs and feedback. It defines the study's title as "Employee's Perception Towards Training and Development" with reference to Sonalika International Tractors in Ranebennur. The document also provides an industry profile of Sonalika International Tractors, outlining its history, exports, joint ventures and expansion plans globally between 1995-2012.
Lucas TVS is a leading manufacturer of auto electrical products and diesel fuel injection equipment in India. It is a joint venture between Lucas Varity group of UK and TVS Group, a large Indian conglomerate. The TVS Group has a diverse portfolio of automotive component manufacturing companies including Brakes India, Sundaram Brake Linings, Axles India and TVS Motor Company. Lucas TVS manufactures products like alternators, starters, wiper systems and diesel fuel injection pumps and supplies to vehicle manufacturers in India and overseas. The company is committed to continuous quality improvements and increasing customer satisfaction.
This document summarizes a brochure for the Post Graduate Programme for Executives for Visionary Leadership in Manufacturing (PGPEX-VLM).
The PGPEX-VLM program is a unique one-year full-time management program jointly offered by IIM Calcutta, IIT Kanpur and IIT Madras. It aims to groom the best minds from manufacturing and associated sectors for leadership roles. The current batch of 39 students was selected based on their academic and professional achievements. The program includes modules on breakthrough management taught by Prof. Shoji Shiba as well as an international study visit to Japan. The brochure invites recruiters to participate in the placement process of the PGPEX-
This document provides an overview of the academic curriculum for the Post Graduate Programme for Executives for Visionary Leadership in Manufacturing (PGPEX-VLM). The curriculum covers a wide range of management topics including leadership, quality management, economics, finance, marketing, operations, strategy, organizational behavior, human resources, and new product development. It also includes courses taught by renowned experts in manufacturing like Professor Shoji Shiba. Students gain international exposure through a visit to Japanese companies in Japan. The curriculum aims to develop students into leaders who can transform manufacturing.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Hsn international pharmaceutical industryNaveen Sah
HR Project on Recruitment and Selection at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.
The document provides an overview of the summer internship placements for the class of 2015-17 at the Indian Institute of Foreign Trade (IIFT). It details the sector-wise breakdown of offers, including top recruiting sectors such as finance, sales and marketing, and operations. The placement season saw strong recruitment across various industries with an increase in average stipend and number of international offers compared to the previous year.
3hr sem nmims june 2021 solved assignments rachitvishnoi1
This document contains internal assignments for various HR-related courses at NMIMS Global Access School for Continuing Education. The assignments cover topics like compensation and benefits, industrial relations, manpower planning, organization culture, organizational design, and performance management. Some of the questions ask students to analyze case studies, recommend solutions to issues faced by organizations, differentiate between concepts, and design aspects like 360-degree feedback forms. The assignments aim to assess students' understanding of key HR concepts through practical applications and critical thinking.
The document summarizes placement results for the Class of 2012 at the Indian School of Business. Some key details:
- 631 total offers were made to 528 participating students from 348 companies.
- Consulting and technology were the top recruiting sectors, making up 30% and 28% of offers respectively.
- The average 80% mean and median CTC increased from the previous year to Rs. 18.83 lakhs and Rs. 18 lakhs respectively.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
This document discusses the emerging focus on talent systems in HR and provides 10 predictions for 2014. It notes that in 2014, companies will face challenges in skills shortages, leadership gaps, and workforce retention. To address these challenges, the document advocates moving beyond standalone HR programs to an integrated "corporate talent system" where all talent management elements work together. The 10 predictions for 2014 focus on trends like global skills needs, integrated capability development, performance management redesign, and the growth of HR technology.
This document provides information about Nath Brothers Exim International Limited, an Indian textile export company. It discusses the company's incorporation in 1971, its authorized and paid-up share capital, and its directors. It also lists the company's product lines which include bedding, garments, and accessories. Finally, it names some of the company's current clients such as Whistles, Oasis, and Abercrombie & Fitch.
Rakesh Kumar Dixit has over 35 years of experience in human resources, administration, training, and employee welfare. He is currently directing training development initiatives at Ashok Leyland Vehicle Driving Training Institute. Throughout his career, he has set up new HR processes, streamlined administration, implemented training programs, and ensured compliance with relevant laws and regulations. He has worked at various organizations in roles such as Administrator, Trainer, HR and Technical Training Manager, and Consultant for HR and Administration.
This document is Jeffin Scaria's internship report submitted to Saintgits College of Engineering for their MBA program. It details his 45 day internship with Punj Lloyd Upstream Ltd in their human resources department. The report includes an introduction covering the objectives of retaining employees, an analysis of the energy industry and employee retention trends. It also includes sections on the company profile of Punj Lloyd Upstream, Jeffin's role and responsibilities during the internship, and weekly reports from his time there. The report aims to study employee job satisfaction and retention practices at Punj Lloyd Upstream.
The CII Industrial Innovation Awards were established in 2014 to recognize innovative Indian enterprises. The 2015 awards honored 4 companies in manufacturing categories, 2 startups, and recognized the top 25 innovative organizations and 10 promising startups. The jury evaluated applications based on factors like competitive advantage created and growth, market share, and financial performance achieved through innovation. A multi-stage process involved over 150 initial applications narrowing down to honoring top companies and startups at the awards ceremony.
The Indian foundry industry produces metal castings and components for various sectors like automotive, machinery, and energy. It contributes over $18 billion annually to the economy. The Indian Institute of Foundrymen promotes the development of the foundry industry through research, training, and knowledge sharing on new technologies to produce lighter automotive components and improve fuel efficiency.
Sajna george organiations study at vkc calicutLibu Thomas
This document summarizes an organizational study of Veekesy Elastomers Pvt. Ltd (VKC), a leading footwear manufacturer in southern India. The objectives of the study were to understand the organization's functions, departments, performance, products, and SWOT analysis. Primary data was collected through interviews and observations, while secondary data came from company publications and websites. VKC has a hierarchical structure led by a chairman and directors. Key findings were the company's good employee relations, quality affordable products, and brand reputation, though it faces heavy competition. Suggestions included focusing on youth designs, more advertising, and improving availability.
recruitment and selection policy of reliancebunnysharma
This document provides details about Neha Goyal's summer training project on the recruitment and selection policies of Reliance Infrastructure Ltd. It includes an introduction, company profile describing Reliance Infrastructure and its business segments, and sections on the project profile describing the recruitment and selection process, market analysis, SWOT analysis, and research methodology for the project. The project was undertaken as a partial fulfillment of the BBM program at IIS University under the guidance of Vandana ma'am.
The document discusses a proposed solution called the JOJOE (Jointly Owned Job Oriented Education) model to address the problems of unemployed and underemployed graduates in India as well as skills shortages faced by corporations. The model involves corporations partnering with skills training institutes to jointly fund skills development programs, with corporations able to hire graduates and the institutes receiving retention bonuses. Initial details provided on the proposed TMI e2E Academy which aims to train 88,755 graduates annually by 2020 to fulfill an estimated 5-6% of corporate hiring demand.
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHIDRaashid Malik
The document appears to be a student assignment submitted to Lovely Professional University in partial fulfillment of an MBA degree. It discusses human resource practices at Tata Motors, an Indian automotive manufacturing company. It provides an overview of Tata Motors, describing its operations, vision, management team, and products. It then summarizes Tata Motors' recruitment, selection, training processes and learning programs. The student analyzes the HR practices and provides recommendations to improve them.
The document summarizes recent human resources related news from September 20-24, 2010. It discusses companies using employee stock option plans (ESOPs) to retain talent and comply with shareholding norms. It also mentions the appointment of Dipak Jain as the new dean of INSEAD business school and leadership changes at advertising agency Draftfcb Ulka and steel producer ArcelorMittal.
HR Project on Employee State Insurance at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.
31-8-2013
A study on_employees_perspective_towards training and development.SHIVAKUMARKAREKYATAN
This document provides an overview of a research project report on employees' perceptions towards training and development at Sonalika International Tractors. It includes an executive summary that outlines Sonalika's training objectives. Chapter 1 introduces the study and discusses training as a system with inputs, processes, outputs and feedback. It defines the study's title as "Employee's Perception Towards Training and Development" with reference to Sonalika International Tractors in Ranebennur. The document also provides an industry profile of Sonalika International Tractors, outlining its history, exports, joint ventures and expansion plans globally between 1995-2012.
Lucas TVS is a leading manufacturer of auto electrical products and diesel fuel injection equipment in India. It is a joint venture between Lucas Varity group of UK and TVS Group, a large Indian conglomerate. The TVS Group has a diverse portfolio of automotive component manufacturing companies including Brakes India, Sundaram Brake Linings, Axles India and TVS Motor Company. Lucas TVS manufactures products like alternators, starters, wiper systems and diesel fuel injection pumps and supplies to vehicle manufacturers in India and overseas. The company is committed to continuous quality improvements and increasing customer satisfaction.
This document summarizes a brochure for the Post Graduate Programme for Executives for Visionary Leadership in Manufacturing (PGPEX-VLM).
The PGPEX-VLM program is a unique one-year full-time management program jointly offered by IIM Calcutta, IIT Kanpur and IIT Madras. It aims to groom the best minds from manufacturing and associated sectors for leadership roles. The current batch of 39 students was selected based on their academic and professional achievements. The program includes modules on breakthrough management taught by Prof. Shoji Shiba as well as an international study visit to Japan. The brochure invites recruiters to participate in the placement process of the PGPEX-
This document provides an overview of the academic curriculum for the Post Graduate Programme for Executives for Visionary Leadership in Manufacturing (PGPEX-VLM). The curriculum covers a wide range of management topics including leadership, quality management, economics, finance, marketing, operations, strategy, organizational behavior, human resources, and new product development. It also includes courses taught by renowned experts in manufacturing like Professor Shoji Shiba. Students gain international exposure through a visit to Japanese companies in Japan. The curriculum aims to develop students into leaders who can transform manufacturing.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Hsn international pharmaceutical industryNaveen Sah
HR Project on Recruitment and Selection at HSN International, Haridwar. HSN International is a pharmaceutical industry they are manufacturing the capsule and tablets.
The document provides an overview of the summer internship placements for the class of 2015-17 at the Indian Institute of Foreign Trade (IIFT). It details the sector-wise breakdown of offers, including top recruiting sectors such as finance, sales and marketing, and operations. The placement season saw strong recruitment across various industries with an increase in average stipend and number of international offers compared to the previous year.
3hr sem nmims june 2021 solved assignments rachitvishnoi1
This document contains internal assignments for various HR-related courses at NMIMS Global Access School for Continuing Education. The assignments cover topics like compensation and benefits, industrial relations, manpower planning, organization culture, organizational design, and performance management. Some of the questions ask students to analyze case studies, recommend solutions to issues faced by organizations, differentiate between concepts, and design aspects like 360-degree feedback forms. The assignments aim to assess students' understanding of key HR concepts through practical applications and critical thinking.
The document summarizes placement results for the Class of 2012 at the Indian School of Business. Some key details:
- 631 total offers were made to 528 participating students from 348 companies.
- Consulting and technology were the top recruiting sectors, making up 30% and 28% of offers respectively.
- The average 80% mean and median CTC increased from the previous year to Rs. 18.83 lakhs and Rs. 18 lakhs respectively.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
This document discusses the emerging focus on talent systems in HR and provides 10 predictions for 2014. It notes that in 2014, companies will face challenges in skills shortages, leadership gaps, and workforce retention. To address these challenges, the document advocates moving beyond standalone HR programs to an integrated "corporate talent system" where all talent management elements work together. The 10 predictions for 2014 focus on trends like global skills needs, integrated capability development, performance management redesign, and the growth of HR technology.
An Analysis on Employee Turnover Problem in Construction Industryijtsrd
Employee turnover refers to the employees leaving an organization due to various reasons which can be voluntary or involuntary. The study focuses on voluntary turnover. Turnover intent acts as a precedent to turnover and hence the survey measures turnover intention as a precedent for turnover. The study has been conducted to understand the factors relevant to the career decisions of the professionals working in the industry and how well the factors are being fulfilled in the current scenario. The data was collected by a questionnaire survey to determine the relevant factors and their satisfaction levels. The importance of factors was assessed using Relative Importance index and correlation between importances. The factors and satisfaction were correlated to determine areas where improvement was needed to improve satisfaction and hence mitigate turnover intentions. R. Ragul | A. Thomas Eucharist "An Analysis on Employee Turnover Problem in Construction Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-3 , April 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49802.pdf Paper URL: https://www.ijtsrd.com/engineering/other/49802/an-analysis-on-employee-turnover-problem-in-construction-industry/r-ragul
The document is a report on talent trends in 2016 prepared by Malika Ahuja for her MBA program. It acknowledges various experts who contributed to the report. The report contains an introduction that outlines challenges in attracting and retaining talent. It identifies 11 key talent trends that are analyzed based on research findings from surveys and expert interviews. For each trend, the report provides context, survey results, expert opinions, and recommendations for organizations. The trends covered include the Gen Y workforce, aging workforce, multigenerational workforce, diversity, contingent workforce, new war for talent, initiatives like Make in India and startups, the human cloud concept, the role of social media in HR, and improving HR technology.
This document contains an examination paper on human resource management with two sections. Section A contains 30 multiple choice and short answer questions testing key HR concepts like job analysis, minimum wage laws, training types, and performance appraisal. Section B contains two case studies for analysis, the first about an IT firm called Delta dealing with "benching" of engineers and the second about changing contexts that require adaptable HR practices to ensure high performance.
This document contains an exam paper on human resource management with three sections. Section A contains 30 multiple choice and short answer questions covering topics like job analysis, minimum wage laws, training, and performance appraisal. Section B contains two case studies asking questions about issues like benching employees and adapting to technological changes. Section C contains two longer applied theory questions, one on types of interviews used in hiring and another on legal provisions for worker safety.
A study on performance appraisal of human resource management in hero moto co...Vikash Pathak
This document provides an introduction and background for a project on performance appraisal at Hero Moto Corp in K.L. Gupta, Gaya. It discusses the importance of studying performance appraisal in India given low productivity rankings. The objectives are to identify Hero Moto Corp's appraisal techniques, employee attitudes, and ways to enhance productivity, standards, motivation and career growth. It acknowledges the lack of prior research on this topic from Magadh University.
Learning & Development: A Prescriptive Vision for Accelerating Business SuccessCognizant
Corporate learning is increasingly critical to business, but traditional approaches are inefficient, overly rigid, fragmented and unconnected from employees' daily work - and thus ripe for transformation - as recent research reveals.
1. Human resource development (HRD) plays an important role in improving individual and organizational effectiveness through training, learning, career development, and organizational development.
2. HRD practices in the Malaysian manufacturing sector are still developing, with many companies focusing primarily on training and lacking dedicated HRD sections.
3. Due to the global economic downturn, electronics companies and training groups in the US have cut training budgets, staffing, and hours while shifting programs toward mandatory, job-specific skills training and greater use of e-learning and social networking tools.
Mba human resource management ii year- Annamalai Assignments 2017-18PRADEEP SHARMA
This document provides sample assignments for an MBA in Human Resource Management. It includes assignments across several topics: Organizational Development and Management of Change, Training and Development, Labour Welfare, Industrial Relations, Wages and Salary Administration, Strategic Management, E-Commerce, and Business Research Methods. The assignments cover a range of questions, case studies, and analyses related to each topic. Contact information is also provided to obtain solved assignments from a third party service.
The document discusses factors driving changes in the world of work such as technological progress, digital transformation, talent crunch, and rise of the gig economy. It analyzes existing skill gaps in India, noting that around half of Indian youth are unemployable and there is a mismatch between the skills workers possess and what employers require. The document advocates for skill development strategies, highlighting advantages such as benefits to businesses through increased productivity and competitiveness, and benefits to society through economic growth and employment opportunities. It provides guidance for CHROs on developing forward-looking skills strategies, including conducting a skills audit, developing an upskilling program, and measuring the success of the program.
This document provides a summary of a chapter that discusses how organizations can adapt to continuous change by emphasizing innovation, creativity, agility, and learning. It uses Hyundai as a case study example of a company that has successfully transformed itself from a low-quality, "me-too" automaker to a major global competitor through leadership focus, a dynamic culture, competitive strategies, high-quality products, innovative design, and an empowered workforce. The chapter introduction examines the need for organizations to sustain not only strategic and structural changes but also cultural changes to motivate employees. It also briefly discusses Motorola's successful restructuring as an example of continuous innovation and creativity.
The document discusses trends that have elevated the importance of learning and development (L&D) functions in organizations. It outlines the ACADEMIES framework, which comprises nine dimensions that can help strengthen L&D and position it to better serve the organization. These dimensions include aligning L&D with business strategy, assessing capability gaps, designing learning journeys, enabling 70:20:10 learning, measuring impact on business, and more. Only a few companies are fully mature across all dimensions. The document argues that L&D must undergo revolutionary changes to keep up with technological advances and help employees remain employable through reskilling and upskilling opportunities.
This document provides a summary of a project on HR practices in the FMCG sector in India. It includes comparisons of recruitment sources, selection processes, compensation and benefits, performance appraisal, and training and development across several major FMCG companies in India. The key HR challenges in the FMCG sector are also outlined, such as managing knowledge workers, technological changes, developing leadership, and managing change. Overall, the document finds that while practices vary between companies, the FMCG industry in India follows modern approaches to HR.
The Evolving Direction to Success Insights from Survey 2012SSFIndia1
This document discusses the results of a survey on shared services adoption by Indian organizations. Some key findings include:
1) The number of shared services centers (SSCs) set up by Indian organizations has almost tripled between 2006-2010 compared to the prior five years, indicating SSCs are gaining momentum.
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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
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
The case is about the retrenchment drama that unfolded in one of india's leading aviation companies
1. Assignment Solutions, Case study Answer sheets
Project Report and Thesis contact
aravind.banakar@gmail.com
www.mbacasestudyanswers.com
ARAVIND – 09901366442 – 09902787224
Human Resource Management
Case Studies
CASE STUDY (20 Marks)
PepsiCo India was facing a major attrition problem with senior executives. It was
believed that the executives were exiting the company as they were unable to reconcile
with its ‘Power of One’ (PO1) strategy. The strategy was about merging the beverages
wing with the foods division. It was aimed at leveraging the synergetic benefits of selling
food and beverages together since consumers tended to buy beverages and snacks
together. Five senior executives of PepsiCo India resigned from the company in 2015,
joining a stream of colleagues who had left the company following a change in corporate
strategy. Even though PepsiCo India had leadership development initiatives in place and
had created a talent pool, industry observers felt that the company would have to resolve
the attrition issue at the top level with effective people strategies as well as change
management initiatives TSR Murali (Murali), executive director, R&D, in charge of
innovations at PepsiCo India, quit the company in July 2015. Murali was considered to
be the brain behind popular brands like Kurkure and Aliva and one of the most
important people in the company’s efforts to create innovations in its foods business. He
was not the only senior executive to quit the company. Five others resigned from the
company in 2015, joining a stream of colleagues who had left PepsiCo following a
change in its corporate strategy. Analysts felt that PepsiCo had a big responsibility to
find out why the employees were dissatisfied, before that reason made them take the
drastic step of quitting the organization.
Answer the following question.
2. Q1. Understand and state the issues and challenges involved in dealing with the
employee attrition at PepsiCo.
Q2. Analyze how PepsiCo can deal with the resistance of employees toward change in its
corporate strategy
Q3. Explore ways in which PepsiCo can retain its senior executives and make a change
in corporate strategy acceptable for them
Q4. Give an overview of the case
CASE STUDY (20 Marks)
Recruitment has become an important process in the highly competitive labour market.
The traditional methods of recruitment had been revolutionized by the emergence of the
Internet. E Recruitment is the latest trend in the recruitment process and it has been
adopted in many organizations from large to small sized companies. Many companies
use e Recruitment to post jobs and accept resumes on the Internet, and correspond with
the applicants by email. The main success factors of e Recruitment are the value added
services provided by the job sites, cost effectiveness, speed, providing customized
solutions, helping to establish relationships with HR managers and facilitates brand
building of the companies. Though there are many benefits to the employers and the job
seekers in e Recruitment, it still has its own limitations and shortcomings. The case
helps to analyze the pros and cons of e Recruitment and its increasing scope in the
recruitment process of a company.
Answer the following question.
Q1. Compare the traditional recruitment process with e Recruitment and also discuss
the advantages and disadvantages
Q2. Analyze the potential of e Recruitment and the challenges faced by it.
CASE STUDY (20 Marks)
The case is about the retrenchment drama that unfolded in one of India's leading
aviation companies, Jet Airways (India) Limited (Jet), in late 2008. After showing the
door to more than 1000 employees in a bid to streamline its operations, Jet was faced
with immense criticism and opposition by various organizations and political parties.
3. Jet's chairman Naresh Goyal (Goyal) reinstated the employees a day later saying that he
was not aware of these sackings. The Indian aviation industry was going through a tough
phase and experts felt that it was in the interest of the company to retrench employees
to remain competitive. Experts largely felt that Goyal had capitulated under pressure
from external parties while others felt that all may not be well with the organizational
communication mechanisms at Jet.
Answer the following question.
Q1. Analyze the HR problems faced by Jet Airways in 2008.
Q2. Discuss various concepts related to hiring, firing, and compensation management.
CASE STUDY (20Marks)
A recently released survey report of Govt. of India reveals that the employability of the
graduates passing out from universities is very low. Even all the graduates passing out
from the Engineering Institutes are not employable. The reason cited for the same is
that the requisite skill required by the various industries including mini, small, and
medium enterprises, has not been incorporated in the curriculum of the universities and
Institutes. Though the curriculum is good for the sake of knowledge, there is nothing for
the skill development of the students. This may be because of the poor interaction
between the industries and academicians. Keeping in view the large young population of
in India, Govt. has decided to impart skill development training to all eligible candidates
in following 3 parts (i) Basic training, for fresher’s (ii) Upgrading skills training, by
providing on the job training who are employed. (iii) World class skill development
training, for supplying skilled man power to the world by providing world class training.
Answer the following question.
Q1. What is the difference between education and skill?
Q2. Discuss the problem given in the above case study, and suggest the remedial
measures.
4. Assignment Solutions, Case study Answer sheets
Project Report and Thesis contact
aravind.banakar@gmail.com
www.mbacasestudyanswers.com
ARAVIND – 09901366442 – 09902787224