...INDUSTRY PROFILE Aluminum is the third most abundant element in the Earth's crust and constitutes 7.3% by mass. In nature however it only exists in very stable combinations with other materials (particularly as silicates and oxides) and it was first until 1808 that its existence was first established. It took many years of painstaking research to "unlock" the metal from its ore and many more to produce a viable, commercial production process. • 1888 - The first Aluminum companies founded in France, Switzerland and USA. • 1889 - Karl Joseph Bayer (Austrian), son of the founder of the Bayer chemical company, invented the Bayer Process for the large-scale production of alumina from bauxite. Aluminum has only been produced commercially for 146 years and is still a very young metal. Humankind has been using copper, led and tin for thousands of years and yet today more Aluminum is produced that all other non-ferrous metals combined. Growth rate CMIE (Centre for Monitoring Indian Economy) revises GDP growth forecast for FY 2009-10 from 5.8% to 6% Impact of weak monsoon withering away with higher than expected growth in industrial Production. The Aluminum industry in India comprises two main segments • Primary producers manufacture Primary Aluminum Metal in the form of ingots & slabs. • Secondary producers manufacture semi-fabricated items like rolled products, extrusions, rods & foils from the primary metals. Entry barriers to...
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...two years primarily due to its focus on energy conservation, cost reduction and waste utilization. Vizag Steel Plant today is among the lowest cost steel producers in the world. The Visakhapatnam Steel Plant has been awarded the Safety Innovation Award - 2006 by the Institution Of Engineers for its "outstanding contributions in the field and adoption of the best and the most innovative safety practices". The plant was awarded the Prime Minister's trophy for the best steel plant in the country, for the year 2002-2003. VSP added another feather to its cap by bagging six Government of India, Vishwakarma Rashtriya Puraskar (VRP) Awards at national level out of total number of 28 awards announced by Ministry Of Labour, Government of India HR Policy: We, at Visakhapatnam Steel Plant, believe that our employees are the most...
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...Compensation and Benefits and PoA Methodology, Reference Text and Pre-read Evaluation Pattern and List of Assignments What is HR and HRD ? HR functions HR Philosophy and Approach for an Organization Human Resource Management Summary Tuesday, 29 July 2014 Self Introduction B. Sc. (Physics) and Masters in Administrative Management from JBIMS, Mumbai University IT experience across 3 organizations since 1985 Exposure in Manufacturing and Banking domains Career shift from technical to HR to operations Responsible for key client relationships and HR Currently working as Director for Nucsoft Ltd. Tuesday, 29 July 2014 Self Introduction Adjunct Faculty, Project Guide and Mentor at SIMSR Guest Faculty at FCRIMS, CIMSR, SSCMR and UBS Visiting Faculty for Compensation and Benefits at RIMSR, OIM, ITM, RGCMS and GNIMS Visiting Faculty for Organization Theory Structure and Design at RGCMS Visiting Faculty for Managing Change through Organization Development at SIESCOMS and OSB Visiting Faculty for Management Functions and Organizational Behavior at SIESCOMS and ITM Tuesday, 29 July 2014 About Nucsoft Started operations in Mumbai in 1994 Focus on BFSI Domain 350+ team and ISO 9001:2008 certified company Onsite/Offsite/Onshore/Offshore Software development and Production support Resourcing, Projects, Products and Solutions Major clients – Citi, HDFC Bank, Barclays, FICC, L&T Finance, ABFL, SBI Life, BSLI, KLI, HP Domestic...
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...A PROJECT REPORT ON “EMPLOYEE SATISFACTION TOWARDS WELFARE MEASURES” AT RAJASHREE CEMENT UNIT OF GRASIM INDUSTRIES Ltd. Aditya Nagar, Malkhed Road, Dist: Gulbarga (Karnataka). A project report submitted to Visvesvarayya Technology University, Belgum As a partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION Submitted By: AKKANAGAMMA.S.W USN:3GN08MBA03. Under the Guidance of Internal Guide External Guide Mrs.PREETI JOSHI Mr.D.M.BIRADAR Guru Nanak Dev Engineering college. ASST. MANAGER, CSR. Bidar 2009-2010 AKNOWLEDGEMENT It is my privilege to Mr. P.K.Jain, Joint Executive President -HR, for giving me an opportunity to carry out my project work. I extend my sincere gratitude Mr. V.A. Yaligar, GM-HR for providing all the help to complete my project. My special thanks to Mr. B.H.Kalligud, Dy.MANAGER - HR, for their continuous guidance to complete my project. I would like to thanks my guide Mr.D.M.Biradar, Asst Manager CSR & my faculty for providing this placement. I am extremely grateful to all the staff of HR DEPT (TIME-OFFICE & CSR) for their invaluable insight and suggestion and sparing their precious time to interact with me. Finally I would like to thanks my beloved brother, family & my friends who encouraged me through out...
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...three major areas of management: staffing, employee compensation, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. As Edward L. Gubman observed in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change." B- Personnel Management: The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent. 2-Evolution of HRM 1) Social justice. The root of personnel department administration lies in the 19th 100 etymologizing from the employment of mixer reformers such as Creator Shaftesbury and Henry M. Robert Owen. Their criticism of the free people endeavor scheme and the adversity created by the development...
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...HR Objectives * To initiate & institutionalize globally competitive HR practices in the Bank in our pursuit to become a Bank of international standards and to become an employer of preferred choice; * To put in place relevant HRD strategies and use modern methodologies to undertake organizational renewal; identify and nurture talent, bring about marked changes in the mindset of employees at all levels so as to enhance HR Quality; * To create a performance-driven culture and an exciting workplace for the employees * To create a pool of entrepreneurial managers and business leaders for future; * To inculcate a strong and effective sales and service culture across levels in the organization in order to generate strong stakeholder affiliation; * To create a learning organization for employees’ intellectual growth and creativity; and to re-skill the workforce to operate in digitally enabled modern core banking environment. HR Business Model * The Strategic HR Business Model adopted by Bank of Baroda incorporates its HR Mission and Philosophy and is focused towards attainment of long-term organizational goals. A very strong Organizational Leadership at different levels forms the key link in the Model. These are: * Strategic Leadership - Corporate level * Business Leadership - Zonal & Regional level * Operational Leadership - Business unit level i.e. branch * The two vital Human Resource sub-systems i.e. HR Planning & Management...
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...managing the support of welfare, substantiating and implementing employment rules and inhouse policies, professional growth, disciplining, restructuring hierarchies, managing and controlling conduct, maintaining excellent professional relations, firing --------- all these activities of manpower, is human resources. ‘ HRP. 2 ROLE OF HUMAN RESOURCES IN SJPL OPERATIONS: a. ‘ The objectives and vision of SJPL is entirely dependent on the ultimate performance of the several hierarchical team members (employees) at every site and at the workplace. The complete professional commitment and capability of these workers will simply make or break the success of SJPL. b. Having the right inputs given, by selecting the “right person for the right job”, and managing their welfare and growth plays a highly vital role in our operations, which can neither be underestimated nor ignored’. c. Managing and controlling manpower, their performance and behaviour is not only a skill but is a necessity to master. This manual is a guide to such management and the rules hitherto laid down are applicable to every SJPL worker at any project / project office or local area office. HRP .3 LEVELS OF RESPONSIBILITY: a. Human Resources management is controlled and managed overall by the Head of Human Resources at the Nodal Office, reporting to the Country Manager. b. Planning and requisitioning for projects is taken care by the HR head in conjunction...
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... BY: RIYA RASHMI HUMAN RESOURCE MANAGEMENT BATCH OF 2014-16 XLRI, JAMSHEDPUR SOCIALISING HR The report deals with analyzing the past, present and future of HRM with reference to the entering of social media platform in the corporate world. With many of the companies thinking over the issue, it has become very important to evaluate the scope of social media in the field of HR so as to leverage the share of HR as a business partner. Earlier HR being just a cost centered function of a company was into little notice of the stakeholders. But now as the importance of the aspect of people has sparked, the corporate world needs to emphasize on this differentiating function. Sandwiched between the management and the employees, the HR department forms the crux of a corporate. So, the transformation that needs to come through this function shall be of great importance. The use of social media is a very new concept and we need to evaluate the system so as to use it effectively. Table of Contents 1. HISTORY OF HRM IN INDIA - 2 - 2. NEED FOR A CHANGE - 2 - 3. SOCIAL MEDIA AND HRM: - 3 - 3.1. WHY SHOULD HR USE SOCIAL MEDIA? - 3 - 3.1.1. Influence analysis: - 4 - 3.1.2. Engagement and Retention: - 5 - 3.1.3. Employee Onboarding: - 5 - 3.1.4. The modern job “not-posting” - 6 - 4. GIVING A SECOND THOUGHT - 6 - 5. FUTURE PROSPECTS IN INDIA - 6 - 6. REFERENCES: - 7 - 1. HISTORY OF HRM...
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...“Human Resource Department of Radisson Hotel” Human Hotel Prepared by Mr. Jackson Subedi Is an outcome of the 8 weeks internship undergone at “Radisson Hotel Kathmandu” The facts and ideas presented in this report are an outcome of the students’ hard work and dedication to the project, undertaken as a partial f fulfillment for requirements for degree of Masters of Business Administration The outcome of this project has been highly appreciated. ………………….. ………………….. ………………… Mr. Abhijeet Giri Training Executive External Evaluator Jackson Subedi Page ii Internship Report MBAe, VII Term, AIM ACKNOWLEDGEMENT This dissertation would not have been possible without the guidance and the help of several individuals who in one way or another contributed and extended their valuable assistance in the preparation and completion of this study. I would like to express my gratitude to Ace Institute of Management and Pokhara University for including internship program as a three credit course which has provided an opportunity to gain practical working experience in the organization. My sincere gratitude to Mr. Jayesh Rimal, Human Resource Development & Training Manager for giving me a chance to do my internship in the HR Department of this organization, Radisson Hotel. I am thankful to Mrs. Sumitra Shrestha – Senior Assistant, Mrs. Rashmi Shrestha – Senior Supervisor and Mr. Abhijeet Giri – Training Executive from HRD for devoting time from their busy...
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...E-mail: nsb@ntpc.co.in; Website: www.nsb.ac.in S.No. Topics Page No. 1. EXECUTIVE SUMMARY 3 2. NTPC HR POLICIES 5 3. NTPC IN NUTSHELL 6 4. HR DEPARTMENT AT NTPC 8 5. HUMAN RESOURCE CENTER (HRC) 9 6. RECRUITMENT 12 7. COMPENSATION POLICY 13 8. EMPLOYEE APPRAISAL 18 9. TRAINING AND DEVELOPMENT 19 10. EMPLOYEE DEVELOPMENT 21 11. ANALYSIS OF NTPC HR POLICY 27 12. MARUTI HR POLICIES 30 13 HUMAN RESOURCE IN MARUTI SUZUKI 31 14 RECRUITMENT FOR FRESHERS 32 15 SOURCES OF RECRUITMENT 33 16 SELECTION 34 17 COMPENSATION 37 18 TRAINING AND DEVLOPMENT 40 19 PERFORMANCE APPRAISAL 42 20. BIBLIOGRAPHY 46 Human Resource Management Page| 2 Executive Summary NTPC strongly believes in achieving organizational excellence through Human Resource. In order to meet Organizational Goals, NTPC leverages the potential of its 24,546 employees by following “People first approach” and states “ People over PLF”. HR functions have formulated an integrated HR strategy which in turn rests on four building blocks of HR viz. Competence Building, Commitment Building, Culture Building and System Building. All HR initiatives are undertaken within this broad framework to actualize the HR vision of enabling the employees to be a family of committed world class professional there by making NTPC a learning organization...
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...Bangalore University Bachelor of Business Management (New Scheme) SEMESTER SCHEME OF EXAMINATION UNDER SEMESTER : BBM COURSE SEM NO. PAPER NO. 1.1 TITLE OF THE PAPER LECTURE HOURS 04 MARKS UE 90 RM 10 TOTAL MARKS 100 I 1.2 1.3 1.4 1.5 1.6 2.1 II 2.2 2.3 2.4 2.5 2.6 3.1 3.2 3.3 3.4 3.5 3.6 3.7 4.1 4.2 4.3 4.4 4.5 4.6 4.7 5.1 5.2 5.3 5.4 5.5 5.6 III IV V LANGUAGE: KANNADA/SANSKRIT/URDU/TAMIL/ TELUGU/ADDITIONAL ENGLISH/ MARATHI/HINDI ENGLISH BUSINESS ECONOMICS FUNDAMENTALS OF ACCOUNTING BUSINESS MANAGEMENT BUSINESS MATHEMATICS TOTAL LANGUAGE: KANNADA/SANSKRIT/URDU/TAMIL/ TELUGU/ADDITIONAL ENGLISH/ MARATHI/HINDI ENGLISH BUSINESS STATISTICS FINANCIAL ACCOUNTING ORGANISATIONAL BEHAVIOUR BUSINESS ENVIRONMENT TOTAL BUSINESS COMMUNICATION HUMAN RESOURCE MANAGEMENT MARKETING MANAGEMENT CORPORATE ACCOUNTING SERVICES MANAGEMENT INTERNATIONAL BUSINESS INDIAN CONSTITUTION TOTAL BUSINESS RESEARCH METHODS BUSINESS LAW COST ACCOUNTING FINANCIAL MANAGEMENT PRODUCTION & OPERATIONS MANAGEMENT LAW AND PRACTICE OF BANKING COMPUTER FUNDAMENTALS TOTAL INCOME TAX STRATEGIC MANAGEMENT MANAGEMENT ACCOUNTING COMPUTER APPLICATION IN BUSINESS PROJECT MANAGEMENT ENTREPRENEURIAL DEVELOPMENT TOTAL 04 04 04 04 04 24 04 90 90 90 90 90 540 90 10 10 10 10 10 60 10 100 100 100 100 100 600 100 04 04 04 04 04 24 04 04 04 04 04 04 04 28 04 04 04 04 04 04 04 28 04 04 04 04 04 04 24 90 90 90 90 90 540 90 90 90 90 90 90 90 630 90 90 90 90 90 90 90 630 90 90 90 90 90 90 540 10...
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...1) Summary of the CIPD Profession Map The CIPD Profession Map lays out the required standards HR/L&D professionals need to achieve to ensure they are really ‘making a difference and driving the performance of their organisation’, dependent on the level of competence (band*) they operate at within their organisation and the behaviours** they demonstrate. Below is a brief summary of each of the area of the Map: THE PROFESSIONAL AREAS There are 2 CORE professional areas – ‘Insights, strategy and solutions’ and ‘Leading HR’ Insights, strategy and solutions The practitioner has a deep understanding of the organisation including where it sits within its business sector, then uses this information to adapt strategy and solutions to meet present and future organisational needs. Leading HR The practitioner acts as an exemplar in the field, and capitalises on the contribution that HR makes via HR, simultaneously as a support function across the organisation, and implementing performance and development measures throughout the organisation. There are a further 8 SPECIALIST professional areas: Service delivery and information Effective and cost-efficient business improvement and customer-focused HR service excellence lies at the centre of this core area, delivered through exceptional process and projects. Organisation design The practitioner will make sure the organisation is suitably designed to deliver the utmost impact in both the short and long term. Organisation...
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...HR PRACTICES OF WIPRO STUDENT UNDERTAKING This is to certify that we have completed the Project titled “H R P r a c t i c e s o f W I P R O ” under the guidance of Prof Sana Danani in partial fulfillment of the requirement for the award of degree of Bachelor of Management Studies at Rizvi College of Arts, Seience & commerce. This is an original piece of work & we have not submitted it earlier elsewhere. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN ACKNOWLEDGEMENT We would like to thank my Project Guide Prof. Sana Danani for her immense guidance, valuable help and the opportunity provided to us to complete the project under his guidance. I would like to thank all faculty members of Rizvi College of Arts, Science & Commerce for guiding and supporting me in the completion of project from time to time. Last but not the least, my gratitude to great almighty and my parents without whose concerned and devoted support the project would not have been the way it is today. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN SUBJECT PROFESSOR (Prof. Sana Danani) CO-ORDINATOR (Furkan Shaikh) CERTIFICATE This is to certify that the project titled “ HR p r a c t i c e s o f W I P R O ” is an academic work done by the following student submitted in the partial fulfillment of the requirement for the award of the degree of bachelor of management...
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...contribution and development is the traditional strength of NGOF, which is one of the largest NGO networking organizations in the country. NGOF is determined to build long-term improvement of Public Health situation by reducing mortality and morbidity, and conserving sound environment. In order to implement its programmes as a process of holistic transformation of the society towards development, the Forum has emphasizing stepped forward maintaining a perfect balance among WatSan, health and environment. Combining hardware & software supports and networking efforts, NGO Forum materializes its integrated programmes directly and in association with its partners countrywide. A student takes the Project program when he or she is at the last leg of any higher degree; Project program brings a student closer to the real life situation and thereby helps to launch a career with some experience. 1.2 Origin of the report Present world is changing...
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... Leadership & People: Tutor: XXX Prepared by: Stephanie Gartrell Student ID: XXX Executive Summary Designing and implementing a compensation package that rewards all staff according to performance, and succeeds in appealing to their individual motivations is an enormous challenge for any organisation. Some find it easier to simply pay a percentage increase to all staff, irrespective of their performance. A literature review was undertaken to determine both the current and historical views of performance management. A vast amount of material has been written in journal articles and textbooks. All point to the complexity of the issue and the apparent inability to find a solution that will suit all. For the last 100 years, HR specialists, psychologists and economists have been collaborating to try and develop a system which would have broad appeal for both staff and employers. Many theorists contributed to the discussions, asserting that individual motivations for pay were based on the theory of agency, goal, control, expectancy, or reinforcement. Performance management systems are necessary to enable companies to enable them to attract, retain and motivate the best calibre of employees, thereby assisting companies to achieve their organisational goals. However, different people are motivated by different things. Some by money or other tangible rewards and some by the pleasure of completing tasks, intangible rewards. These are also referred to as extrinsic...
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