...HUMAN RESOURCE MANAGEMENT A CASE STUDY OF THE TATA CONSULTANCY SERVICES LAYOFFS (Synopsis to the term paper towards partial fulfilment of the assessment in the subject of Human Resource management) SUBMITTED BY: SUBMITTED TO: Atyotma Gupta Dr Vedantam Leela U.G. 2nd Semester Faculty of Management B.B.A.L.L.B (Hons.) Roll No - 1162 SUBMITTED ON – NATIONAL LAW UNIVERSITY, JODHPUR WINTER SEMESTER [JANUARY-MAY 2014] SYNOPSIS Topic- The layoffs done by the TATA Consultancy Services. Period of Time – layoffs in 2014-2015 HR Area- There are basically three major Human Resource areas involved in this case study. Layoffs restructuring and workforce optimisation. The Webster’s Dictionary defines the term attrition as “the process or state of being gradually worn down”. Accordingly the attrition process sometimes starts after a person is employed in an organization and ends when he quits or retires. The statement which has been given by the official of TCS to justify the layoffs was that they have not laid off the workers but it is a part of workforce optimisation and which has led to a kind of involuntary attrition. Suspension or termination...
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...MODULE CODE : UGB 118 MODULE NAME : EMPLOYABILITY SKILLS TITLE OF ASSIGNMENT: PERSONAL CAREER REPORT AN ANALYSIS OF CAREER PLAN,PERSONAL SKILLS AND ABILITIES BY USING P.I.E MODEL MODULE LEADER'S NAME:AREEBA ZAFAR STUDENT NAME : STUDENT NUMBER: DATE OF SUBMISSION:05th MAY 2013 INTRODUCTION : My personal career report is about my future career as Human Resource Manager (HR) using my Job Occupational Pie (KEVIN GALLIGHER,2010) powerpoint presentation in University of Sunderland .This report also explains the context in detail about how to improve my skills to be a efficient HR applying my earned knowledge from B.A (HONS) Business and Management in University of Sunderland. 1.JOB PROFILE A HR Manager or Advisor is a strong generalist .The HR Manager will be responsible for day-to-day management of Employee Relations, Compensation and Benefits, Policy and Procedures implementation and various other HR related processes..(A.D. Diamantidis and P.D. Chatzoglou,April 2011) Key Role of the HR Manager: • Manage employee relations including grievances, investigations, complaints, assistance/communication, terminations and any other applicable issues.(Janet H. Marier,2012) • Advising managers on disciplinary and grievance issues and running meetings whenever necessary.(Janet H. Marier,2012) • Covering policies, procedures, induction and other HR related processes(Janet H. Marier,2012) • Ensure that all HR processes are at global standard of legislation(Bruce...
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...IMPACT OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES ON EMPLOYEES RETENTION (A CASE STUDY OF EDUCATION AND BANKING SECTOR IN BAHAWALPUR) Muhammad Azhar Sheikh 1 Wusat-ul-Qamar 2 Fariha Iqbal 3 ____________________________________________________________ __________ Abstract: This research has been conducted to study the impact of HRM practices (career development opportunities, supervisor support, working environment, rewards and work-life policies) on employee retention in The Islamia University of Bahawalpur as well as the banks in Bahawalpur. The data collected through questionnaire from 101 respondents. The results show the positive relationship of above mentioned HRM practices with employee retention. Conclusions as well as directions for future research are discussed. INTRODUCTION EMPLOYEE RETENTION: During the last decade, the personnel/HRM field has shifted from a micro focus on individual HRM practices to a debate on how HRM as a more holistic management approach may contribute to the competitive advantage of the organizations. Three different perspectives have been used in recent researches on the relationship between HRM practices and organizational performance, organizational retention and organizational strategies. (Bjorkman and Pavlovskaya: 2000) A number of studies have found that managing turnover is a challenge for organizations, as different organizations using different approaches to retain employees (American Management Association, 2001).Employee...
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...1.0 Introduction Human Resource Management (HRM) is the process of people management within companies and organization, as well as that of managing Inter-personal relationships. Both of these processes are important for ensuring business growth and success. The research question of this study is on how the recruitment policy coherence initiative on employment in Malaysian industry. The previous research that was done by Jomo K. S. and Wee Chong Hui on this topic is lack of explanations on how the companies use the recruitment process to attract, screen, and select the qualified person for the job. For this research the hypotheses that can recruit the right person for the right position to improve the work place. 2.0 Research question How effective is a recruitment process in the government sector? 3.0 Importance of the research This research is important as to prove that right recruitment of employees do have impact on their job performance. This study will help the employers to understand the importance of the right recruitment of the employees especially for those who are working in the government and private sector. In other hand employers can use this research study as guideline to recruit the employees. 4. Literature Review 4.1. E-recruiting process Finding a job in government sector can be a frustrating experience for many people; the process is long and convoluted, and can be very confusing especially when the government uses e-recruiting...
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...Serial Date Period (1) 8:30 A.M.-10:30 A.M. Code Course Name Place Code Period (2) 11:00 P.M.-13:00 P.M. Course Name Place Code Period (3) 13:30 P.M.-15:30 P.M. Course Name Place LNG 171 English I Section ARC-1 (Nadine) Section ARC-2 (Nadine) Section ARC-3 (Nadine) Section BUS-1 (Dima) Section BUS-2 (Dima) Section BUS-3(Dima) Section BUS-4(Rola) Section BUS-5(Rola) Section COMM 1-(Rama) Section COMM 2-(Rama) Section ENG 2-(Rola) Section ENG 3-(Rola) Section ENV 1-(Carlee) B2-03 B2-03 B2-03 D3-11 D3-11 D3-07 D3-07 D2-07 B2-10 B2-10 D2-07 D2-07 B2-03 MTH 002 Pre-Calculus Section 1(Campbell) Section 2(Campbell) B1-07 B1-08 D3-03 GED 196 Communication Skills in Arabic 1 Section A-1(Dalal Halalat) Section A-2(Sherif Sharkawi) Section A-3(Dalal Halalat) Section A-4(Dalal Halalat) Section E-1(Sherif Sharkawi) Section E-2(Sherif Sharkawi) B2-10/B2-01 D3-07/D2-04 B2-03/B2-01 B2-07/B2-01 D3-11/ D2-04 D3-07/D3-11 D2-07/ D2-04 D2-07/ D2-04 BUS 111 Marketing of Services GED 132 MGT 405 MTH 001 GED 252 Science and Technology in Society Business Ethics and Social Responsibility College Algebra Critical Thinking Section E-1(Mustafa Tajdin) B2-03 B1-11 B2-10 GED 195 SWS 320 D3-07 D3-07 D3-07 D2-07 D2-07 D2-07 Section E-3(Sherif Sharkawi) Section E-4(Sherif Sharkawi) Descriptive Geometry(SA) Operational Research B1-08 B1-08 7th December 2013 LNG 173 Professional Communication Skills Section ARC & ENG 1-(Henrick) Section BUS 1-(Henrick)...
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... |2766-7117 | ROLE AND PURPOSE The overall aim of the subject is to enable the student to understand the major human resource policies and practices of contemporary modern organizations with particular reference to their application in the local context. Students will critically assess the relationship between strategy and the core HRM activities such as recruitment, selection, appraisal and pay systems, planning, training and development, and approaches to the quality of working life. This subject contributes to the achievement of the BBA (Hons) Programme Outcomes by enabling students with an understanding of human resource management functions within organizations and to apply such concepts to analyze and solve problems in business situation. The subject also provides students with knowledge and skills in recruitment and selection, training and development, performance appraisal, and pay and benefits. In addition, it prepares students on how to analyze and resolve HRM ethical issues in various business settings. LEARNING OUTCOMES On completion of this subject, students will: • Be able to explain the theoretical knowledge and principles in human resource management (HRM). • Be able to identify and analyze the main features of HRM policies and practices. • Be able to evaluate human...
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...BA (HONS) BUSINESS & MANAGEMENT ACADEMIC ASSESSMENT SUBMISSION FORM STUDENT REGISTRATION NUMBER GRADE | 13011410 | MODULE REFERENCE NUMBER | UN609770 | MODULE TITLE | Strategic Human Resource Management | LECTURER NAME | Louise Cameron-Mowat | SUBMISSION DATE | 12th December 2013 | ASSESSMENT TASK | Essay – 2750 words | In submitting this work, I confirm that I have understood UHI regulations relating to plagiarism, and that: * I have completed this assigned work by myself, in my own words and using my own notes, figures or rough workings (except where group work specifically forms part of the assignment) * I have acknowledged fully any sources used by means of in-text citations, and the creation of a List of References in the UHI approved system of Harvard referencing system * I have endeavoured to ensure that my work has not been made available for copying by other students (with or without my permission) * I am aware that student assessments can be scrutinised through the JISC plagiarism software.In submitting this work for assessment, I agree to be bound by the conditions laid out above, and by the latest version of the UHI academic regulations. UHI REGULATIONSPlagiarism: unacknowledged incorporation in a student’s work either in an examination or assessment of material derived from the work (published or unpublished) of another. Plagiarism may therefore include: * the use of another...
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...Muhammed Mughni Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial...
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...best human resource practices in today's marketplace by illustrating an example of a global corporation that enables it to achieve short and long term objectives. The study was undertaken through searching and analyzing the HR policies and practices of Honeywell and discusses the importance of HR in driving organizational success. The main research findings were Honeywell HR practices help in motivate, increase employees' performance, productivity, satisfaction, create a positive environment, adopt to change and ultimately lead to achieving organizational strategic and operational goals. The report findings are significant in that, they show the importance of Honeywell HR practices in guiding the organization's success and work like an index to show whether the organization is in the right direction or not towards achievement of its objectives. Contents ABSTRACT 2 Introduction 4 Honeywell overview 5 Honeywell HRM practices 6 Honeywell HR Functions 7 Management and HR function of Honeywell that support its objectives 7 Honeywell performance management 9 Rewards and Recognition Methods within Honeywell 9 Methods Honeywell uses to improve employee morale and job satisfaction 10 Methods for measuring employee morale and job satisfaction 11 Honeywell challenges 12 Honeywell Major Recommended Strategy 13 The value gained by implementing the strategy 14 Conclusion 15 Reverences 16 Introduction (Human resource...
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...the bank is BDT 2500 million. It’s paid up capital and reserve reached BDT 2236.84 million as on December 31, 2005. 1.1 Purpose of the Report The manpower is the lifeblood of any service oriented organization. As a private commercial bank, South East Bank Ltd. is playing a very significant role in development of various sectors in Bangladesh economy. In the field of deposit mobilization, Loans and advances, Import and export business, foreign remittance South East Bank is showing best growth performance year after year through its highly skilled human resource. At present a large number of banking and non banking financial institutions are doing their business i.e. the banking business is more competitive for the existence and smooth running of the banking business. It should be handled efficiently and for this reason more effective and efficient human resource is very much necessary. In the way of building skilled human resource recruitment and selecting system should be organization’s target oriented. In this study, an effort is made to find out the present policies and practices for recruitment and selection in South East Bank Ltd. 1.2...
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...International Hospitality Management The importance of training and development in hospitality industry: Maldives Resorts BSc (Hons) International Tourism and Hospitality Management Contents 1.0 Introduction …………………………………………………………….. 3 – 4 2.0 Literature Review 2.1 Aims & objectives of training and development ……………………. 2.2 Reasons for employee training and development …………………… 2.3 The importance of training and development ……………………….. 2.4 General benefits from training and development …………………… 5 5 5–7 8 3.0 Training and development in the Maldives hospitality industry……….... 9 – 12 4.0 Conclusion and recommendations ………………………………………. 13 – 14 5.0 References ……………………………………………………………….. 15 Page 2 of 15 1.0 Introduction First of all let’s check out what is training and development? According to Wikipedia, training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. In other words training is specialised instruction or practice that assists in changing an individual’s behaviour so that their performance will become more proficient. Furthermore, (Dunk, 2003) stated that training is the process which is used for the development of knowledge and skills needed to perform the jobs, duties and tasks in an organization. As per (Hinkin, 2006) training is a four-stage process which consists of assessment, development, implementation and...
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...History of Singapore How Singapore Came to Develop Its High Tech Industry Other than location the only resource that could be a basis for the economic development and prosperity of Singapore is its labor force, more specifically the training of its labor force. Singapore could not hope to compete upon the basis of the cheapness of its labor; it had to create technical skills that are unavailable elsewhere in the Third World. The local industry was limited to trade and did not have the capability of creating export industry. Singapore, under the leadership of Lee Kuan Yew, sought to bring in foreign industry. But, with much of the Third World trying to do the same thing it was not an easy task. One of the first goals was to make potential employers aware of the relative incorruptibility of the Singaporean bureaucracy. In much of the world laws are arbitrary and subject to change by the government. Corporations do not want to risk investing millions of dollars in facilities in an area where various elements of the government can take part or all of it at any time. The laws in Singapore might not be exactly to the liking of foreign companies but they would be fairly enforced. This proved to be a highly attractive feature of Singapore. The tax system was also attractive to foreign companies, often giving lower tax rates for foreign investment than for local residents. One of the keys to Singaporean development was the upgrading of infrastructure, streets, roads, an airport...
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...INSTITUTE OF HOTEL MANAGEMENT, AURANGABAD DISCUSS AND EXAMINE THE REWARDS, PAY PLANS, JOB RANKING, JOB RATING OF THE INDIAN HOTEL COMPANY HOSPITALITY HUMAN RESOURCE MANAGEMENT GOPIKRISHNA.R.NAIR (1276731) “Submitted in Fulfillment of the Requirement for BA (Hons.) in Hotel Management” The University Of Huddersfield, UNITED KINGDOM DECEMBER 2013 DECLARATION I declare that my project is the result of my own collective hard work and efforts and it confirms to University, Departmental and Course regulation regarding cheating and plagiarism. No material contained within this project has been used in any other submission by the author for academic reward. Gopikrishna.R.Nair(1276731) ACKNOWLEDGEMENT In spite of all the hard work and efforts that I have put into this assignment, this assignment would not have been possible without the guidance and support of our Module Tutor, Mr.Gautamsen who has always encouraged us to give our best. I am also thankful to IHM-A library staff for their help and guidance. I would also like to thank my school faculty for the unintentional help provided. TABLE OF CONTENT Contents INSTITUTE OF HOTEL MANAGEMENT, 1 AURANGABAD 1 ACKNOWLEDGEMENT 3 TABLE OF CONTENT 4 ABSTRACT 6 Introduction 8 Importance of Human Resource Management 9 Role of Human Resource Management in Hospitality Industry 11 Challenges of Human Resource Management 12 Rules of Human Resource Management: 14 Human Resource Management In Hospitality...
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...UNDERGRADUATE CURRICULA AND FACULTY 2007 – 2011 Proposed 2009 – 2013 2 Requirements for the BBA degree: Foundation Courses 40-41 Credits Core Courses 45 Credits Departmental Requirement 24 Credits Minor 15 Credits Total variable requirement for Graduation 124-125 Credits Foundation Courses Communication Skills ENG 101 ENG 102 ENG 105* ENG 106 ENG 202 Listening and Speaking Skills English Reading Skills Business English Advanced English Skills Introduction to English Literature 40-41 Credits 9 3 3 3 3 3 * Prerequisite ENG 101 & 102 Note: students not exempted from ENG 101 and ENG 102 will have to take ENG 101, ENG 102 and ENG 105. Note: students exempted from ENG 101 and ENG 102 will have to take ENG 105, ENG 106, ENG 202 Computer Skills CIS 101* CSC 101** Fundamentals of Computer System Introduction to Computer Science 3 3 3 * For students without basic knowledge of computer **For students with basic knowledge of computer & mandatory for students with Major in subjects offered from the SECS Numeracy MAT 100* MAT 210* Basic University Mathematics 1 Basic University Mathematics 2 6 3 3 3 *MAT 100 and MAT 210 mandatory for SLAS majors(English, Media & Communication, Anthropology) other than Sociology MAT 101* MAT 211* MAT 102* MAT 212* Intermediate University Mathematics II Probability and Statistics Introduction to Linear Algebra & Calculus Probability & Statistics for Sc. & Engr. 3 3 3 3 **MAT 101and MAT 211 mandatory for...
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...Southern Cross University ePublications@SCU Theses 2009 Strategic human resource management: what does it mean in practice? Ken Lovell Southern Cross University Publication details Lovell, K 2009, 'Strategic human resource management: what does it mean in practice?', DBA thesis, Southern Cross University, Lismore, NSW. Copyright K Lovell 2009 ePublications@SCU is an electronic repository administered by Southern Cross University Library. Its goal is to capture and preserve the intellectual output of Southern Cross University authors and researchers, and to increase visibility and impact through open access to researchers around the world. For further information please contact epubs@scu.edu.au. Strategic Human Resource Management: What does it mean in practice? Ken Lovellll Ken Love B Com (Industrial Relations), University of New South Wales B Soc Sc (Hons) (HRM), Southern Cross University A research thesis submitted to the Graduate College of Management, Southern Cross University, Australia, in partial fulfilment of the requirements for the degree of Doctor of Business Administration 15 May 2009 Statement of Original Authorship I certify that the substance of this thesis has not currently been submitted for any degree and has not previously being submitted for any other degree. I also certify that to the best of my knowledge any help received in preparing this thesis and all sources used have been acknowledged in this thesis. Signed ………………………………………………. Ken Lovell...
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