...New Employee Orientation Programme First Few Sips - Coca-Cola India Submitted To Professor Srimannarayana 12th August, 2013 First Few Sips- An Overview of Employee Orientation Program Coca-Cola India is lean organization with a total workforce of around 200-250 employees. Due to the structure, resource requirement and intake is restricted to merely 30-40 heads per year. This makes the training program more customized and individual focussed rather than standard. The common orientation program – First Few Sips however, remains standard yet adaptable to accommodate changes. This program is conducted every 3-4 months. Since, only about 10-12 people join the organization every quarter, HR waits for the availability of a group of new employees before it conducts this orientation program. The reason behind this is the involvement of the Leadership Team. They cannot be made free for individual orientation and thus, there is a requirement of a sizeable group. The itinerary of the orientation program is as follows: Day 1: The new employees meet Atul Singh and Venkatesh Kini in an open house where they get an opportunity to ask these leaders about their experiences. Ice breaking events are conducted. Day 2: Market Visit. This gives the new employees an exposure to the real time developments in the market and thus the related issues and business problems. Day 3: Talks and Open House discussions with Vice Presidents of the various Business Functions. Day 4: Plant visit to a bottling...
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...Market Size * Laptops, Desktops, Tablets LED Electronics Market by segment Consumer Electronics Set Top Boxes Automotive Electronics Medical Electronics 34 34 35 29 10 10 8.5 * US$ Billions Conducive Policy Environment Infrastructure, Incentives, Innovation National Policy on Electronics, 2012 Holistic, Investor-friendly, Market-driven NPE Vision 2020 “To create a globally competitive electronics design and manufacturing industry to meet the country's needs and serve the international market” Investment : US$ 100 Bil Production : US$ 400 Bil Employment : 28 Mil NPE 2012 : A Holistic Approach I II III • Electronics Manufacturing Cluster Scheme (EMC) • Modified Special Package Incentive Scheme (M-SIPS) • Setting up of Semi-conductor Wafer Fab in India IV V VI • Preferential Market Access • Electronics Development Fund (EDF) • Mandating Safety Standards • Human Resource Development VII Electronics Manufacturing Clusters Infrastructure Development • Roads • Power • Water • ETP’s • Testing facilities • Social Infrastructure • Subsidy upto ~USD 10 mil per 100 acres of land • Applicable to both Greenfield and Brownfield projects...
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...Employee motivation has the power to increase the productivity, performance and loyalty of your workforce, if you choose the right rewards and incentives. By rewarding your employees for their effort and commitment, and giving them the recognition they deserve, this will engage and motivate them to work even harder. Whether you want your employees to produce better sales, increase their productivity, or exceed their targets, engaging them with rewards and incentives will give them the motivation to strive for these results by that they work By TEAM meaning Together We Archive More . Employee motivation can be divided into two groups: intrinsic and extrinsic. Intrinsic motivation is “the work motivation in the absence of such external factors as pay, promotion, and co-workers” (Aamodt, 2012, p.326). Extrinsic motivation, on the other hand, arises from a range of compensational factors such as financial rewards, career opportunities, co-workers etc. Moreover, motivation in organisations can be divided into three different perspectives: need-based, process-based and learning-based. Need-based perspective on motivation is central to the idea that “humans are primarily motivated by deficiencies in one or more important needs or need categories” (Griffin and Moorhead, 2011, p.93). Abraham Maslow’s Hierarchy of Needs is the most basic and the most popular theoretical frameworks related to need-based perspective on motivation. According to the theory human needs can be classified...
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...esources ›› Managing Stress at Work A A A HR Home Jobs at UCL Visiting HR HR Staff – Who we are Staff Benefits New Starters Policies & Procedures Policy Consultation Salary Scales Service Standards HR Organisation Chart Staff Statistics Staff Survey HR Intranet Contacting HR Pensions@UCL 0207 679 1999 Payroll@UCL 0203 108 3101 HR ECA@UCL 0207 679 1843 Occupational Health@UCL 0207 679 2802 Staff Development@UCL 0207 679 1921 HR Consultancy@UCL HR Systems@UCL Equalities@UCL 0203 108 3991 HR Process@UCL HR Policy@UCL 1-19 Torrington Place 9th and 10th Floors London WC1E 7HB Tel: +44 020 7679 1843 MyView SiP ROME Redeployment System ResourceLink PAR Other HR Systems Employee Assistance Programme Managing Stress at Work 1 INTRODUCTION University College London (UCL) recognises that its mission to be a world class centre of research and teaching is best achieved through the effective contribution of a motivated and committed workforce. The people who work at UCL contribute most effectively to its success and achieve job satisfaction, if they are healthy and happy at work. UCL aims to promote a culture of trust and co-operation, where all members of the UCL community are treated with dignity and respect. This document aims to establish standards for managers and staff on the prevention of work related stress. It also provides information on sources of support available at UCL to facilitate...
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...Re Table of Contents COMPANY LETTER HEAD ......................................................................................................................... 2 INSTITUTE CERTIFICATE .......................................................................................................................... 3 ACKNOWLEDGEMENT ............................................................................................................................. 4 EXECUTIVE SUMMARY ............................................................................................................................ 5 1 Company Profile:............................................................................................................................. 6 1.1 1.2 1.3 1.4 Introduction ............................................................................................................................ 6 A Brief History ......................................................................................................................... 6 Milestones:.............................................................................................................................. 7 Vision....................................................................................................................................... 7 Companionship: .............................................................................................................. 7 Tangible differentiation: ..................
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...Objectives • Become world leader in service o Bousbib's vision: "To become the recognized leader in service excellence among all companies%mdash;not just elevator companies—worldwide." o Bousbib challenged ... launch a new initiative that would help make Otis the #1 service company in the world p 235/15 • Continue strong revenue growth • Maintain / improve operating margins, already substantially above industry averages • Establish strategic advantage in emerging markets e.g. China • Make the transition from a manufacturing to a service organization • Reorient Otis to a customer-centric organization • Employ technology to provide an information advantage over service company competitors Competitors FedEx, UPS, Procter & Gamble, Other Supply Chain Companies like The Wheels Group and Exel plc. Decisions Test Tom and Ryan Problems, opportunities and risks • Problem 1: Challenges for e*Logistics p 233/13 • Problem 2: Otis needed to embrace a culture of service and to develop the processes needed to deliver world-class service. Otis had to re-define its processes, beyond service support tools like OTISLINE customer service center and REM elevatore monitoring. • Problem 3: The major problem facing Otis how can they can continue their dominance and profitability within a new market space, which is providing global logistics and service support to firms of any kind, while leveraging their investments...
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...Nursing 106 Spring 2016 Maternal Child Case Study All questions apply to this case study. You may type or clearly write this assignment. It must be legible. Responses to questions must be in your own words. Scenario M.H. is a three year old boy with cerebral palsy (CP) who has been admitted to your unit preoperatively. He will have surgery for a femoral osteotomy and tendon lengthening to stabilize hip joints and to help reduce spasticity. You are orienting the parents to the unit and have a nursing student assisting you. 1. After getting the family settled, you return to the nursing station, and the nursing student asks you to explain CP and what might have caused cerebral palsy. How would you answer the student’s question? 2. The nursing student asks what the family might have noticed that would indicate CP in M.H. when he was a baby. Which of these findings will you include in your discussion with student? (Select all that apply and state rationale) a. Head lag at 5 months b. Able to sit unassisted at 7 months c. Positive Moro (startle) reflex at 2 months d. Leg scissoring e. Right hand preference at 12 months f. Use of pincher grasp at 9 months g. Increased irritability Case Study Progress You and the nursing student finish a health history with the family and determine that M.H. has impaired vision (wears glasses), speech impairment, seizure disorder, and has had poor weight gain and feeding issues since birth....
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...IBS Hyderabad Academic Year – 2014-15 Course Handout Course Name: Business Communication Semester: I Faculty Name: Dr.G.Geethanjali Room No: 107 Wing No: D Consultation Hours: between16 hrs-17 hrs every Monday & Tuesday Email: gganjali@iyahoo.com Course Objective The module bestows on students opportunities to learn and practice business writing skills and prepare them for interviews, group discussions & making effective presentations. The module is exercise –driven & hands-on and covers the following areas • Effective Presentation Skills • Types of business correspondence-Memos, letters • CV and Cover Letter • Business Proposals • Business Reports • Group Discussion & Interviews • Crisis Communication Learning Outcome The module will help students to 1. Prepare for making effective presentations 2. Demonstrate effective writing skills-Letters, memos, reports, business proposals, CV, cover letter 3. Conduct or participate in meetings and record the Minutes systematically 4. Communicate effectively during crises Recommended Text Book: Business Communication Today-Courtland L.Bovee, John V.Thill and Abha Chatterjee-Pearson Education Asia Suggested books: 1. BCOM: Lehman, Dufrene,Sinha-Cengage Learning 2. Business Communication-Meenakshi Raman & Prakash Singh-Oxford University Press 3. Effective Business Communication-Krizan,Merrier, Logan & Williams-Cengage Learning ...
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...India & Real State investment: A case study of Jaipur region” Submitted in partial fulfillment of PGDM program 2011-13 Submitted by: Harshit Jain 19/093 Corporate Mentor Mr Shantanu Mehra ( Channel Retail Sales Head) Faculty Mentor Mrs. Monica Arora (Assistant Professor) Apeejay School of Management New Delhi July 2012 SIP Project Report BY: Harshit Jain(harshitjain.asm@gmail.com) | 1 P age |2 CERTIFICATE This is to certify that the project work done on” Scope of investment in Real Estate in India & Real State investment: A case study of Jaipur region ” Submitted to Apeejay School of Management, Dwarka by Harshit Jain in partial fulfillment of the requirement for the award of PG Diploma in Business Management, is a bonafide work carried out by him/her under my supervision and guidance. This work has not been submitted anywhere else for any other degree/diploma. The original work was carried out during 14th may 2012 to 5th june 2012 in Customer First Concepts , Pvt. Ltd.( Currently working as a Marketing division of various townships in Jaipur region ). Date: Seal/Stamp of the Organization Name of the faculty Mentor SIP Project Report BY: Harshit Jain(harshitjain.asm@gmail.com) | 2 P age |3 Acknowledgements This summer internship project would not have been possible without the support of many people . I wish to express my sincere gratitude to my Faculty Mentor Mrs. Monica Arora & my Corporate Mentor Mr. Shantanu Mehra( channel retail sales...
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...Instacc, JAMVEE, SIP trunking, web audio video conference and many more. Vision, Mission and Quality Policy: Vision: Deliver a new world of communications to advance the reach and leadership of our customers. Company Mission: Tata Communications – Taking you Farther. Quality Policy: • Invest in building long-lasting relationships with customers and partners and lead the industry in responsiveness and flexibility. • Build leading-edge IP-leveraged solutions advanced by our unmatched global infrastructure and leadership in emerging markets. • Value to grow your global business • Communications to enhance life • Network scale to drive efficiencies and economies • IP leadership • Emerging market strengths and expertise to propel new offerings Organizational Structure: Ownership Patterns: Manpower (Details of HR): With 28 nationalities Product/Service Profile: 1.) Enterprises a.) Network Services: i.) Global VPN ii.) Application aware network iii.) APP performance optimization iv.) Content Delivery Network v.) Internet access vi.) Private line vii.) Low Latency Ethernet viii.) IZO Private connect ix.) IZO Public connect x.) IZO Internet WAN b.) Data Centre Service: i.) Collocation ii.) Managed Hosting Service iii.) Insta Compute iv.) Managed Database v.) Storage and Backup vi.) Virtual Private Data Centre vii.) IZO Cloud Storage viii.) IZO Private Cloud c.) Unified communication and collaboration i.) Global SIP Trunking ii.)...
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...Goa Institute of Management. The Human Resource Department is responsible for a lot of functions that are crucial for the organization and Recruitment & Selection is one of them. For any organization to succeed it is essential to select the right candidate for the right job. It is said that if right person is selected for the right job half of the work is done. Thus understanding the process of recruitment and selection in depth is essential for all the management students especially for those who aspire to make their career in the field of Human Resources. 2|Page Goa Institute of Management Sanquelim Goa India 403 006 Post Graduate Program Post Graduate Diploma in Management: 2011 – 2013 Term – IV: Summer Internship Program (SIP) Declaration This is to declare that the project report entitled “Recruitment and Selection at Bharat IT Services” has been made for the partial fulfillment of the Course: Industry Internship Program (IIP) in Term – IV (Batch: 2011-2013) by me at Bharat IT Services under the guidance of Mrs. Payal Verma (Project Guide) and Prof. Sambandam (Faculty Guide). I confirm that this...
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...A STUDY OF MARKETING STRATEGY AND ANALYSIS OF SCORPIO mHAWK A Sip Report Submitted By: MR. GAURAV P. KOSHTI (M.B.A.-I) Under the guidance of: (MR. RAJENDRA SHIRALEKAR) Submitted to: The HOD Department of Business Administration & Management Sant Gadge Baba Amravati University, Amravati (2009-10) CONTENTS 1. PROFILE OF THE COMPANY * Name * Location * Historical background * Products * Number of departments * Number of employees * Human resource policies * Information about marketing * Vision and mission 2. SUBJECT TAKEN FOR SIP * Introduction Making of Mahindra scorpio Product training Mahindra scorpio mhawk * Objectives * Methodology * conclusion ACKNOWLEDGEMENT I take this as an opportunity to express my regards to Mr.Vishal ghute (Workshop Manager) who helped me to undertake this project. It was a great experience to have practical knowledge, which would not have been possible without his help. I obliged to Mr. Rajendra Shiralekar (Team Leader) & Miss. Preeti Malao (Showroom Consultant) for providing me support and help whenever I needed. They gave me the opportunity to attend the various training program and seminar which are held in Amravati for giving the product knowledge and market knowledge. ...
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...Dwarika’s Story The history of The Dwarika’s Hotel is intertwined with the life and times of its founder, Dwarika Das Shrestha. Dwarika Das Shrestha was an extraordinary human being – a true visionary who was acutely aware of his own identity, the changing world around him and his responsibility towards it. His story is one of inspiration borne out of struggle and torment, the relentless pursuit of an aesthetic ideal, and one man’s determination to make a difference. Early beginnings Being born into a relatively affluent Newar family, Dwarika Das Shrestha was sent to school in India at the tender age of six. With less than one percent of the Nepali population being literate, in the early 1950s, as Nepal took its first steps towards democracy, it was ill equipped to face the challenges of modernisation. It stood at a position where it could neither fully embrace the dramatic changes that modernity brought, nor fully comprehend the value and potential of its ancient cultural heritage. Dwarika Das Shrestha completed his education with a degree in law and commerce in the early 1950s, and returned to Nepal with the dream of helping Nepal regain its past glory. His first business was the establishment of the first hotel in Nepal, Paras Hotel, in 1952, at a time when Nepal was yet to establish itself as a tourist destination. The hotel’s primary patrons were Indian and Nepali pilgrims who came to visit the Pashupati Temple. Back then, charging religious pilgrims for shelter was considered...
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...A PROJECT REPORT ON STRATEGIC MANAGEMENT. SUBMITTED TO : NIILM-CMS SUBMITTED BY: SIDDHARTH ATMARAMANI PGDM (2010-2012) ROLL NO. 2010169 UNDER THE GUIDIANCE OF: MS.RITU SRIVASTAVA ANSWER 3 : OPERATIONAL EFFICIENCY OR STRATEGY For a company to be successful it is required for it to be flexible enough to adapt to the changing economic conditions. They must outbeat their own benchmarks continuously to achieve best practices. For example regarding axis bank : Profit after tax up 34.76% to `3,388.49 crores Net interest income up 31.14% to `6,562.99 crores Fee & other income up 32.39% to `4,135.16 crores Deposits up 33.93% to `189,237.80 crores Demand deposits up 17.78% to `77,767.40 crores Advances up 36.48% to `142,407.83 crores Retail assets up 33.32% to `27,759.23 crores Network of branches and extension counters increased from 983 to 1,390 Total number of atms went up from 4,293 to 6,270 Net npa ratio as a percentage of net customer assets down to 0.26% from 0.36% Earnings per share (basic) increased from `65.78 to `82.95 Proposed dividend up from 120% to 140% Capital adequacy ratio stood at 12.65% as against the minimum regulatory norm of 9% And also they must nurture a few core competencies to stay ahead of rivals. Eg. Rivals can quickly copy any market position and competitive advantage is at best temporary. For example, in the banking industry if any bank comes up with a new product or scheme or merges up with other or introduces cost cutting approaches...
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...CHAPTER 1 INTRODUCTION 1.1 Company’s profile: NEPAL TELECOM was registered on 2060-10-22 under Company Act, 2053. Then Nepal Telecommunications Corporation (NTC) was dissolved and all assets and liabilities were transferred to Nepal Telecom effective from 2061-01-01 (i.e. 13th April 2004). The company with its long history is on the way of customer service and nation building. In Nepal, operating any form of telecommunication service dates back to 94 years in B.S. 1970. But formally telecom service was provided mainly after the establishment of MOHAN AKASHWANI in B.S. 2005.Later as per the plan formulated in First National Five year plan (2012-2017); Telecommunication Department was established in B.S.2016. To modernize the telecommunications services and to expand the services, during third five-year plan (2023-2028), Telecommunication Department was converted into Telecommunications Development Board in B.S.2026. After the enactment of Communications Corporation Act 2028, it was formally established as fully owned Government Corporation called Nepal Telecommunications Corporation in B.S. 2032 for the purpose of providing telecommunications services to Nepalese People. After serving the nation for 29 years with great pride and a sense of accomplishment, Nepal Telecommunication Corporation was transformed into Nepal Doorsanchar Company Limited from Baisakh 1, 2061. Nepal Doorsanchar Company Limited is a company registered...
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