...HR related enquiries with ample information on HR articles, definitions, updates regarding policies changes and other services that HR Zone offers. However, the HR Zone is to provide all Corporate and HR professionals with up to date practical information, training resources, advice, reports, assignments, HR glossary guidelines and tools that can be used when dealing with day-to-day issues of Human Resource Management. In fact, it is really easy to gather all the right information at the right time and right format. HR Consultancy Firm: HR consulting firms are available around the world and are designed to meet several needs unique to human resource services. Human Resource (HR) consulting is typically divided into several primary areas: system implementation, recruitment, business process evaluation, and compensation management. HR consulting firms are typically used by large organizations that have a dedicated human resource department. In general, firms with fewer than 250 employees...
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...EMERGING TRENDS IN RECRUITEMNT OF TELECOM INDUSTRY WITH SPECIAL REFERENCE TO BHARTI AIRTEL SERVICE LIMITED INTRODUCTION OF BHARTI AIRTEL SERVICE LIMITED Telecom giant Bharti Airtel is the flagship company of Bharti enterprises. Bharti Airtel limited is India’s largest integrated first private telecom service provider with a footprint in all the 23 telecom circles. Bharti Airtel since its inception has been at the forefront of technology and has steered the cores of the telecom sector in the country with its world class products and services. The business at Bharti Airtel has been structured into three individual strategy business units (SBU’s) – mobile services, Airtel telemedia services & enterprise services. The mobile business provides mobile & fixed wireless services using GSM technology across 23 telecom circles while the Airtel telemedia services business offers broadband & telephone services in 94 cities. The business enterprise services provide end-to-end telecom solutions to corporate customers and national & international long distance services to carriers. All the services are provides under the Airtel brand. Airtel was born free, a force unleashed into the market with a relentless and unwavering determination to succeed. A spirit charged with energy, creativity and a team driven “to seize the day” with an ambition to become the most globally admired telecom service. Airtel, after just ten years, has risen to the pinnacle of achievement. As India's...
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...Kinder International Healthcare Consultancy Pvt. Ltd. KIHC Service Provision in Management Consultancy NABH accreditation consultancy Develop SOPs, Policies, manuals etc. Organization assessment audit Business process re-engineering Operational and Retainer Management Consulting Hospital Setting up - Women and Children Care o Conceptualization o Designing and Implementation o Staff Recruitment o Commissioning Kinder IVF o Centre design and setting up o Kinder IVF Protocols o Staff Recruitment o Quality Management NABH accreditation consultancy We are continually seeking ways of improving our services to our valued customers in all business processes by expanding our overall service and now with the addition of “Quality Consultancy Service”. We guarantee quality assurance of an organization by ensuring that the structure, processes and outcomes of the organization are commensurate to the needs of the national and international accreditation norms. Our strength is systematic and working approach of which each steps is bounded by a predefined time scheduled time frame systematic working approach with high level of quality outcome. frame. As a result achievement of the accreditation within a guided by Page 1 of 4 To help the clients to achieve Quality Accreditations as a bi‐product of improvements in service quality, KIHC provide following scope of services: Perform initial Assessment of existing policies, standard operating procedures, processes and infrastructure...
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...“A Study On Recruitment Procedure Followed In Fresenius Medical Care (India) Pvt Ltd.” Chapter – I Introduction 1.1. Human Resource Management: Human Resource Management is the management of an organizations work force or Human Resource. It is responsible for attraction, selection, training and assement, rewarding of employee while, also overseeing organizational leadership and culture ensuring with employee and labour laws. The function was initially dominated by transactional work such as payroll and benefits administration but due to globalization, company consolidation, technological advancement and further research. Now Human Resource focus on strategic initiatives like merger and acquisition, talent management, succession planning, industrial and labour relation and diversity and inculsion. It is essential that Human Resource be made an integral part of an organization. Human Resource can be instrumental in developing a full analysis of each division and determining how function like recruiting and employee relation can support new and existing strategies. Human Resource is also an invaluable resource in evaluating how to facilitate the adoption of strategies, recruitment of new talent to sustain them and assure smooth transitions. As we concentrate on recruitment procedure, which is...
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...an MBA student at Carlow University. I have masters in Physics and English from India and during the course of my graduation, and have also studied various art mediums to explore creative talents. I have decided to combine those strengths and interests into my career path. Now that graduation is closer it is time to formulate and begin executing a plan for the next 5 to 10 years of my life. INTRODUCTION During my education and my career as a high school teacher, I have learnt that leadership is a critical management skill and an ability to motivate a group of people toward a common goal. These items help to develop a person’s skills as a leader. Personal Development Planning is useful in this regard as it is a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to plan for their personal, educational and career development. The benefits of PDP are numerous. PDP processes are designed to improve the capacity of individuals to understand what and how they are learning, and to review, plan and take responsibility for their own learning. PDP processes have helped me to integrate my personal and academic development and improve my capacity to plan my academic programs, in being more effective in monitoring and reviewing my progress, in recognizing my own strengths and weaknesses. I have learnt to identify opportunities for learning and personal development outside the curriculum, it prepared me for...
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...Bright Tech Consultancy Limited Case Study Report Figgie International Date: 11 August 2012 Prepared by: Student Name: Cheng Piu Keung Student No.: 3173465 Subject: GSBS6120 Managing Organisational Change DBA – HKMA - Hong Kong - 2012 Executive Summary This report summarizes the background information of Figgie International and identify the major problems in relation to the change initiative happened in Figgie International, explaining where and how the change initiative can be improved. The major problems are as following: • Poor Planning, Organizing and Project Management Skills • Objective - Unclear and Unrealistic • Mistrust and Inexperience of the Consultants • Conflicts between Consultants and Internal Staff • Power Balance Upset and No Authority Delegation to Employee • Resistance to Change • Poor Communication Channels • Insufficient Control and Evaluation • Poor Leadership • Poor Recruitment • Cost Reduction Strategy Limit Business Development in Long Term • Pleasing Culture The recommendations to address the major problems and concerns are as following: • Building Up the Proper Steps (Six Steps to Effective Change) for Change Management • SMART Objective • Identify Qualified Consultant • Reduce Conflicts and Political Behaviour • Reduce Change Resistance • Building up Two Ways Communication • Control and Evaluation • Leadership and Form a Powerful Coalition • Motivation ...
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...the company 4. Presentation of The Human Resources Department 5. Recruitment and selection processes 6. Learning and development 7. Improving HR in Focus Group: 10 key elements 8. Conclusions 9. References 1. Abstract Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (http://humanresources.about.com/od/glossaryh/f/hr_management.htm) 2. Introduction In our project we choose to study the human resources department in the company Focus Consult Group from Bucharest. We had as a main advantage the fact that one of us did an internship at this company last year and had the opportunity of observing how the HR department actually works within this firm. Moreover, another important reason was the fact that one of us assisted to a job interview. In this way it was easier for us to gather information about the recruitment and selection processes. The goal of this project is to find “What Is the Human Resource Department?” and how it actually performs its tasks. In order to answer this question we decided to study 3 main aspects regarding the HR department in the company: the recruitment and selection processes, the learning and development methods and ways of improving...
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...NEW DELHI SUMMER PROJECT REPORT On THE STUDY OF SELECTION & RECRUITMENT PROCESS IN DLF PROJECTS LTD. & ITS EFFECTIVENESS FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION SUBMITED BY SATYAPRAVA MANTRI M.B.A II SEMESTER 2010-2012 CERTIFICATE Certified that this project report “The study of selection & recruitment process in DLF Projects Ltd. & its effectiveness” is the bonafide work of “Satyaprava Mantri” who carried out the project work under the supervision of Mr.Sanjay Bharatwaj. SIGNATURE Mr.Sanjay Bharatwaj DECLARATION We hereby declare that the following project titled ‘Study of selection & recruitment process in DLF Projects Ltd. & its effectiveness’ is an authentic work done by me. This is to declare that all of the work indulged in the completion of this Project Report such as research, competitor analysis, and data collection is profound and honest. This report is submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration (MBA) in IILM Business School, New Delhi. We have not submitted the project report for any academic purpose elsewhere. Satyaprava Mantri ACKNOWLEDGEMENT I owe a great thanks to many people who helped and...
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...Comparative study of HR Policies and Practices of Indian IT Sector: An Analysis of TCS, WIPRO, Cyberthink & Pitney Bowes - Sunita Shukla, Dr. Akshat Dubey and Dr. Savita Singh Abstract: This article provides an comparative analysis of HR practices followed by high growth IT Industry. Four major IT companies wiz. Tata Consultancy Services (TCS), WIPRO Infotech, Cyberthink infotech Pvt. Ltd., Pitney Bowes Map info were selected for the purpose of the study. HR policies and practices of these four IT companies were compared on the different HR functions i.e. recruitment and selection, selection process, training and development, performance appraisal, employee benefits and compensation management system, to analyze whether these companies resemble or differ with each other when it comes to the application of these terms into practice. Key Words: Information Technology, HR policies and practices, recruitment and selection, selection process, training and development, performance appraisal, employee benefits and compensation management system Introduction: The Indian information technology (IT) industry has played a key role in putting India on the global map and is now envisioned to become a US$ 225 billion industry by 2020. Over the past decade, the Indian IT-BPO sector has become the country’s premier growth engine, crossing significant milestones in terms of revenue growth, employment generation and value creation, in addition to becoming the global brand ambassador...
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...1). The first function that would be likely to be affected by the implementation of an MRP system is recruitment. The system can be used to track people who have visited for the recruitment process, candidates from consultancies and their resumes, a list of candidates who are available for part time and full time work etc. This system can be integrated with training management to link with the initial process of the selected candidates. The next function to be affected is payroll. This would keep track of employee’s attendance and their time of entry to work and exit are entered into the system to determine the number of hours worked. It could track checks and reports both the hours of work and respective wages of each employee. It also includes the process of calculating the taxes and deducts from the salary and also garnishees wages for charitable purpose like child support and additional taxes withheld. This system may be time consuming but it is free of errors. The last function affected is work performance. The MRP system will basically maintain the history of employee’s performance and determines the number of employees eligible for reaching a certain level of hierarchy. It will also entail the performance goals of what is expected for each employee and how much is expected of them. It will also highlight those employees who are well qualified at work that may also advance within the company. One way as a human resource manager can successfully carry out...
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...the country’s largest IT services firm, Tata Consultancy Services (TCS), is all set to bring about a change in its human resource management. The firm has put forth a ‘resources management group’ (RMG) that will work towards various retention initiatives. TCS on Thursday reported a 13% attrition rate in spite of an average 10-13% wage hike that it gave this quarter. Though a second round of wage hike is not a possibility, vice-president & head for global human resources, Ajoy Mukherjee, feels the strengthening of people management and training will improve retention levels. For instance, the firm will bring about a rotation of employees for on-site locations. “With the decrease in on-site opportunities, we intend to rotate employees so that more people get a chance to be at the clients’ locations,” Mukherjee said. “There has to be a stress on aspirations and we have to ensure that business and HR work together to do that.” The industry, at the moment, is witnessing the experienced band of about 3 – 6 years contributing to the majority of the attrition rate. The RMG will also identify individuals that are keen on having newer challenging jobs. “The experienced employees have different aspirations and wage is not necessarily a reason for an employee to quit. For the IT industry, it is increasingly becoming an aspect of having a challenging job. And so, we would want to retain such employees by moving them to such projects,” he said. The firm also intends to translate a number...
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...Skills and Attitudes Required for Career Progression In MNCs Project Report By: Achint Marwah (BBA-B) Table of Contents 1. Introduction 4 1.1 Background 4 1.2 Motivation 6 1.3 Objective 6 2. Literature Review 7 2.1 RESULTS AND DISCUSSIONS 9 2.2 Deloitte: 11 2.3 Ernst & Young: 13 2.4 Larsen & Toubro: 16 3. METHODOLOGY 20 4. CONCLUSION 22 5. FUTURE SCOPE OF STUDY 23 6. REFERENCES 24 1. Introduction We believe that to truly understand the whole point of this question, one must first take a step back to try and understand exactly what is a MNC and how do MNC’s impact us. Furthermore, once we understand the whole point regarding the term “MNC” can we understand the full extent and scope of our topic. Now, to understand exactly what is a MNC, A MNC or ’ Multinational Corporation’ in simple terms refers to a large corporation which both produces & sell goods or services to various countries. Though this is a very brief and simple description of this term, it is an accurate one never the less, because as the name suggests it is a corporation which conducts business in different countries at the same time. 1.1 Background According to historical reports and literature the first traits of an MNC like organization...
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...IT System Scope, Requirements & Procurement Consultancy Ref: AFTRS2013/01 Request for Quotation IT System Scope, Requirements & Procurement Consultancy Ref: AFTRS2013/01 1 Instructions AFTRS invites your company to submit a quotation for goods and/or services as outlined in this Request For Quotation. The details of the goods and/or services requested are outlined in Sections 2 & 3. 1.1 Item Details Details AFTRS2013/01 Release Version 1.0 Name: Position: Phone: E-mail: Tim Sadler Director, Technology & Infrastructure (02) 9805 6545 tim.sadler@aftrs.edu.au nd Quote Reference Code Document Version Principal Contact (AFTRS) Address for Lodgement Deadline Required Delivery Date Email: Principal Contact as above Close of Business 22 March 2013 Delivery of services to complete in FY2013. 1.2 Preparation of Quotation Sections 2 and 3 outlines the goods and/or services that we are requesting a quotation for. The General Terms and Conditions governing this RFQ are set out in section 4. You are requested to provide a quotation, which should include the following: a) A response to every part of the requirements, which are outlined in section 3. This response should follow any directions included in the requirements and should make clear any deviations from the requirements or if you are only responding to part of the requirements; b) A pricing schedule as outlined in section 5; and c) A Declaration using the form at the end of section 5. Your Offer must...
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...Knowledge sharing in organisational contexts: a motivation-based perspective Alice Lam and Jean-Paul Lambermont-Ford Abstract Purpose – Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing. Design/methodology/approach – The analysis builds on a three-category taxonomy of motivation, adding ‘‘hedonic’’ motivation to the traditional dichotomy of ‘‘extrinsic’’ and ‘‘intrinsic’’ motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge-intensive organisations: professional bureaucracy and operating adhocracy. Findings – Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may ‘‘crowd...
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