3. Literature Review 4. Critical Analysis 5. Finding and Recommendation 6. Conclusion 7. Bibliography 8. Appendixes Executive Summary This report provides an analysis and evaluation of the current and prospective Human resource practices of Make My Trip Pvt. Ltd. In the case of this paper, the data has been collected through Qualitative analysis, which involved interviews with Head HR, Rohit Hasteer; Deputy Manager, Ravi Mishra
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plan to fully maximize our use of human resources. As you were briefed at the last Board Meeting, our most recent employee survey revealed that many of our employees reported not receiving regular performance evaluations and expressed concerns about a perceived lack of a formal evaluation system, as well as no structured approach for assessing team performance. This feedback was troubling in many regards, as this translates into lower-than-expected employee satisfaction scores across the organization
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SITUATION ANALYSIS Background Nitish, a BTech and MTech from IIT Madras has worked for two years at Infosys, Bangalore as senior programmer. Nitish soon got bored of endless hours of programming and decided to do an MBA in Finance and joined XLRI Jamshedpur for the same. After completion of his MBA he joined a consultancy firm in Jamshedpur only. After having worked for two years with firm, on a number of projects Nitish decided to make a switch as he felt that he was not learning anything new
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development, will enable me to adapt to the business thinking quickly. It is this all-round development focus, which is going to be a key to becoming a business technologist. All in all, the MSTM program will provide me with a 360 degrees experience of business technology. This degree is exactly what I need in order to cultivate a fine blend of managerial and technical aptitude to run a business proficiently. When one’s long term goals align perfectly with the profession in demand, lo and behold, that’s
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Table of Content: I. Introduction: What is Performance Management? II. Purpose of Performance Management System III. Problems identified in Dubai Caterers Performance Management System IV. Advantages and Disadvantages of the current rating scale V. Ten Steps to Solve the current crisis VI. Conclusion and Identification of other problems I. Introduction: What is Performance Management? Performance Management is known as activities that focus on the job performance
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devoted leader, strong management system, better co-operation among the employees, good team working capabilities and so on. To build a successful organization we should emphasize on three basic factors. They are- Leadership, Team working and perfect evaluation. Considering these three factors I felt that SQUARE Group of Company is really such a good organization in my country. Overview of the Organization: Square today is more than just an organization, it is an institute. It symbolizes a name-
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The EEOC Regulations concerning sexual harassment changed the staffing process tremendously in many ways. (Weitzer, 2002) States, “It is also a form of discrimination as defined in the Civil Rights Act and EEOC regulations. There are numerous types of sexual harassment, but the two most widely recognized are…” quid pro quo and hostile environment. Quid pro quo is the exchange of sexual favors for favorable treatment. This could allow someone to make their way up the ranks in an organization solely
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Contents 1. Introduction 2 2. Basic concepts of Performance Management and Appraisal 3 2.1. Key elements of performance appraisal 3 2.2. Preparing for an appraisal 5 2.3. How to set achievable goals 6 2.4. The role of job descriptions 6 2.5. Who will administer appraisals? 7 3. How to conduct an appraisal 9 3.1. Problems in appraisal 9 3.2. Best practice 10 4. Conclusion 11 5. Bibliography 12 1. Introduction Once an employee has been chosen for a job,
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of their peers, direct reports, and bosses on 360-degree evaluations, we found that the sins of the bad boss are far more often those of omission, not commission. That is, bad bosses are defined not so much by any appalling things they do as by certain critical things they don’t do. We came to this conclusion from two directions: First in this group of 30,000, we focused on the 11,000 leaders who received the lowest aggregate scores on their 360 feedback reports — the bottom 1% and the bottom
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Strategic Management Paper Today healthcare organizations work in a very dynamic environment. The human resource management, or HRM for short, is a function within the organization that plays a major role in providing direction to the company employees. HRM includes different responsibilities which aim towards recruitment and retention, training and development, employee performance management, regulatory compliance, and compensation and benefits. Thus, HRM is functioning to help place the right
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