Search this site

Follow us on Facebook

Recent Posts

Saturday, December 25, 2010

Health & Welfare Measures of Employees Project Report

Employee or labour welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. According to Dr. Parandikar, “Labour welfare work is work for improving the health, safety and general well being and the industrial efficiency of the workers beyond the minimum standard laid down by labour legislation” Welfare measures may also be provided by the government, trade unions and non-government agencies in addition the employer. The basic purpose of labour welfare is to enrich the life of employees and keep them happy and contented. Welfare measures may be both statutory and voluntary. Labour laws require the employer to extend certain benefits to employees in addition to wages. Voluntary benefits are the result of employer’s generosity, enlightenment and philanthropic feelings.

According to the Oxford dictionary employee welfare or labour welfare means “the efforts to make life worth living for workmen”.

According to the Labour Investigation Committee (1946), employee welfare means “anything done for intellection physical, moral and economic betterment of the workers, whether by employers, by Government or by other agencies, over and above what is laid down by law, or what is normally expected on the part of the contracted benefits for which workers may have bargained”.

=> Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment.
=> Employee welfare is a dynamic concept varying from country to country and from region to region within the same country. It is a flexible and ever changing concept as new welfare measures are added to the existing measures from time to time.
=> Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining.
=> Welfare measures may be provided not only by employers but by the government, trade unions and other agencies too.
=> The basic purpose of employee welfare is to improve the working class a lot and thereby make the worker as a good employee and a happy citizen.
=> Employee welfare is an essential part of social welfare. It involves adjustment of an employee’s work life and family life to the community or social life.
=> Welfare measures may be both voluntary and statutory. Voluntary measures are the result of paternalistic and philanthropic feelings of employer. These may also be provided due to customs or traditions in the particular industry or region. Statutory measures are prescribed under labour laws.
=> Employee welfare measures are also known as fringe benefits and services.

Download Project Report

Thursday, July 8, 2010

Emotional Intelligence (EI)

Who Needs Emotional Intelligence Skills?
What is Emotional Intelligence (EI)?

Emotional Intelligence (EI) is the ability to acquire and apply knowledge from your emotions and the emotions of others. You can use the information about what you're feeling to help you make effective decisions about what to say or do (or not say or do) next. Emotional Intelligence is NOT about being soft! It is a different way of being smart – having the skill to use your emotions to help you make choices in-the-moment and have more effective control over yourself and your impact on others.

Who Could Benefit From EI Skill Enhancement?
The Development of Emotional Intelligence skills can benefit a broad range of people within an organization. Read on for a few examples of who needs EI skills and how they will benefit from developing them.

Executives must make decisions daily that may make or break their companies. They must rely on more people than ever to achieve results they, personally, are held accountable for by the board. They must quickly and flexibly lead system-wide organizational change, while inspiring and energizing their followers. This constant, burdensome pressure can create feelings of anxiety, fear, caution, and even guilt and depression. The wrong decision, an untimely decision or no decision may cause "The Street" to undervalue the company, hampering its ability to meet its goals and stockholder expectations. Research has shown that high EI skills are the distinguishing characteristics that separate star performing executives from average ones. Enhancing leaders' EI skills enables them to lead with courage, demonstrate their passion, grow and retain talented leaders, and empathize with people while humanely challenging them to meet demanding business goals. The resilient, flexible, strong organizational culture that is created by such a leader attracts talented people, ensures organizational success (through thick and thin), and creates a lasting legacy.

Achieve Maximum Success
Why Improve Your Emotional Intelligence Skills?
As the competition heats up and the pace of change accelerates, you can't continue doing "business as usual." You need a new approach that transcends linear thinking and cuts through barriers. You need advanced skills that will increase your mental clarity, elicit higher productivity from your staff, magnetize talented people to you, and inspire people while experiencing less chaos and confusion.

Mental Clarity - Increase personal energy and mental clarity
Every leader needs maximum personal energy and mental clarity to lead his/her organization into the future. Developing your Emotional Intelligence (EI) skills to the fullest minimizes physical, mental, and emotional energy drains while allowing you to think more clearly in pressure situations that you face every minute of every day.

HigherProductivity - Elicit higher productivity and personal motivation from all of your staff
The ability to improve organization-wide productivity is largely dependent on increasing each individual's personal motivation to do excellent work. By developing your Emotional Intelligence skills, you will positively impact every person you come in contact with throughout each business day. As the role model of behavior and performance for your company, your enhanced skills will have a dramatic impact on every person's productivity.

Magnetize Talent - Magnetize talented people to you and your company
The best most effective executives and leaders are like magnets. People love to work for them. The most talented people seek out leaders and executives that bring out the best in them and challenge them to perform. Leaders with high Emotional Intelligence skills have been shown to be the best bosses people have ever worked for.

Inspire People - Empower and inspire people to achieve corporate objectives
Developing your Emotional Intelligence skills allows more of your authentic self to be present in every interaction. Your passion, courage, and visionary thinking will be more clearly evident to those around you. People are more creative, will work longer, and cooperate more effectively when they work for a leader with high Emotional Intelligence skills.

Less Chaos - Experience less chaos and confusion and shorter, smoother meetings
Friction, confusion and argumentative behavior comes more from a lack of Emotional Intelligence skills than it does from a lack of clear direction. As the coherence between you and others increases, less time is wasted arguing and defending turf positions. Meetings are more organized and individuals feel free to express diverging opinions without being attacked. This allows for a full exploration of possibilities and problems in an efficient and effective manner.

High Potential People
High potential people take on demanding multiple projects and leadership roles. Unforeseen events occur that delay or derail critical business initiatives under their responsibility. They have daily contact with customers, suppliers and even competitors who are often irate and threatening. Hundreds of emails demand immediate attention. These situations can cause the person to feel anxious, fearful and overwhelmed. They may feel frustrated that things are not moving faster and may worry that problems are hurting their career. Negative emotions lead to poor decisions and multi-million dollar flubs. Products flop and marketing campaigns go awry as critical details fall through the cracks. A shallow talent pool can keep the company from developing new products and services, crippling its chances in its industry. Research has shown that high EI skills are the distinguishing characteristic that separate star performers from average ones. The earlier these skills are developed and ingrained, the more likely High Potentials and the company are to experience success. Ensuring that high potential people develop their EI skills to the fullest ensures a cadre of competent global leaders available to introduce new products, start new businesses, and lead the integration of new acquisitions.

Why Improve Your Emotional Intelligence Skills?
As the competition heats up and the pace of change accelerates, you can't continue doing "business as usual." You need a new approach that transcends linear thinking and cuts through barriers. You need advanced skills that will enhance your career potential, improve work/life balance, increase job satisfaction, improve productivity, and help you manage demanding clients and staff.

Enhance Your Career - Enhance your career and success potential.
Research strongly indicates that Emotional Intelligence, as a determinant of high performance, is twice as important as technical and cognitive skills combined. In addition, Emotional Intelligence is more than 85% of what enables "star performers" to develop into great leaders.

ImproveProductivity - Improve your personal productivity.
Improve your ability to think under pressure and minimize the time wasted by feelings of anxiety, frustration, fear and panic. Increasing your ability to consider all of the relevant factors quickly and accurately will minimize the time you might spend second-guessing yourself and correcting problems. Improving your interaction with staff will save time and instill confidence.

IncreaseJob Satisfaction - Get better performance from and increase job satisfaction of your direct reports.
Developing your Emotional Intelligence skills allows more of your authentic self to be present in every interaction. Your passion, courage, and visionary thinking will be more clearly evident to those around you. People are more creative, will work longer, and cooperate more effectively when they work for a leader with high Emotional Intelligence skills.

Manage Demanding Clients - Work easily with demanding clients and team members.
Friction, confusion and argumentative behavior comes more from a lack of Emotional Intelligence skills than it does from a lack of clear direction or appropriate information. Developing your Emotional Intelligence skills increases the coherence between you and others which minimizes time wasted arguing and defending turf positions. Meetings are more organized and individuals feel free to express diverging opinions.

Improve Work/Life Balance - Improve work/life balance so you can enjoy your personal life.
Improving your personal productivity, getting better performance from your staff, and working easily with demanding clients and team members means that you can leave work at a reasonable time with confidence. Having the energy and time to do the things you enjoy outside of works makes for a better life and better leader.

Managers / Supervisors
Managers' and Supervisors' behavior and treatment of their people determine turnover and retention. They interact daily with individuals who have distinct needs, wants and expectations. They significantly influence the attitudes, performance, and satisfaction of employees within their department and other departments. The stress of trying to lead and satisfy so many people's changing needs and expectations can be overwhelming, to say nothing of the demands from upper management. Being both firm and caring at the same time causes many to feel inadequate for the role. Forty percent of turnover is reportedly due to an inadequate relationship between the employee and their direct supervisor. Where trust is lacking, performance suffers. Enhancing EI skills enables Supervisors and Managers to regulate their emotions and motivate themselves more effectively – allowing them to manage their own emotional turmoil effectively and demonstrate compassion and empathy for their employees. IT also provides them with the courage to push against the system to make necessary changes for their people. All employees want a supportive, caring Supervisor or Manager who has their best interests at heart – knowing this, the employee will be more likely to turndown offers from other companies to work for such a person.

Team Leaders / Product Managers
Team Leaders and Project Managers are held accountable for setting and maintaining a positive environment where very diverse, non-local individuals can work together to achieve success in shorter and shorter time periods on projects of greater magnitude and importance. They must eliminate roadblocks and internal and external or organizational barriers so their teams can achieve success. Working in the political environment of organizations can cause a lot of frustration, anxiety, suspicion, and resentment as the maze of organizational change is deciphered. Teams and projects fall behind schedule. Members leave the team, causing further delays. Enhancing EI skills of Team Leaders and Project Managers enables them to maintain a positive attitude as they eliminate impediments to team success. By improving their own internal motivation and persistence, they motivate their team to high sustained levels of performance and achievement. Major projects of significant importance to the organization are achieved on time and on budget. Critical talented staff are developed and retained.

Sales Professionals
Sales people frequently work with difficult prospects and customers. They often find themselves in adversarial situations over price, features, delivery schedules, etc. These situations can generate anxiety, fear, frustration or even outright anger on the part of both the sales person and the customer. This can lead to a vicious negative emotional cycle where sales decline, sales people are demotivated, and customers are unsatisfied and leave. Enhancing EI skills allows the sales person to have more control over themselves and thus the situation. They are not as apt to let the customer "push their buttons." They can stay mentally focused on the key issues and not "give-away-the-store." Research shows that the more optimistic a sales person is, the higher their volume and sales dollars. Optimism leads to persistence which leads to more sales. Being able to empathize with the customer allows for faster, more effective problem-solving and better communication. Developing strong positive relationships with customers, through thick and thin, ensures higher sales and better cooperation when problems do arise.

Teams are shouldering more and more responsibility for major organizational initiatives. They are under pressure to work smoothly with people they may never see face-to-face both inside and outside their organization. Deadlines are tight, resources are scarce, technology is rapidly advancing, and team members are constantly changing. It's easy to be dejected, overwhelmed and confused as things change about you. It's normal to feel angry when a team member doesn't deliver, disgusted when resources are taken away, and angry when you are still expected to meet tight deadlines. Team cohesion and effectiveness breakdown and progress slows to a creep. Product introductions are missed and market share can be lost to competitors. Teams with enhanced EI skills can dramatically shorten the storming phase of team formation. Team members deal effectively and efficiently with their own and other member's emotional turmoil, using it as a source for developing team cohesion and trust. Esprit de corps is developed with a can-do attitude. Major projects of significant importance to the organization are achieved on time and on budget. The organization gains a reputation as a great place to work and grow.

Customer Service Representatives
Customer service representatives deal with angry, frustrated customers continuously throughout their day. They find themselves being verbally abused through no fault of their own. The customer's anger, frustration and rage can cause representatives to become nervous, mad, disgusted, and angry themselves. If the representative does not have a high level of EI skills, the discussion may escalate and require the intervention of the CS Supervisor. Or worse, it can cause the company to lose that customer. An upset customer will typically tell 10-15 friends about the poor treatment they received. CSRs who have enhanced their EI skills can easily manage their emotional reactiveness to angry customers, maintain a calm, polite and sincere attitude and conversation with customers in-the-moment. Being able to empathize with the upset customer allows for faster, more effective problem-solving and better communication. Maintaining customer satisfaction in the face of adversity and conflict builds customer loyalty. Loyal customers tell their friends. Higher customer loyalty leads to higher profitability

Technical Professionals
Technical Professionals are constantly under pressure to do more with less faster, better, and cheaper. They work long hard hours to complete projects. They are challenged to create and innovate, interact with a multitude of people from different functions, and do tasks, in many cases, they would like to avoid. These situations can cause technical professionals to be agitated, resentful, anxious, frustrated, and stressed-out much of the day. These negative emotions cause what is known as "emotional hijacking" – a physiological response in the brain that literally keeps people from thinking clearly. Communication is hampered, more mistakes and errors are made, and creativity is blocked. Enhancing the Technical Professional's EI skills provides them with what they never were taught in school - how to manage their own emotional reactiveness to people and situations and how to build interpersonal skills that allow them to get other technical colleagues to help them when they need it. Strong EI skills ensure that projects are completed on schedule, and that they incorporate the best innovative thinking that is available both inside and outside the organization.

The sheer volume of work that most Administrative Staff must deal with is overwhelming. They support more people who travel more and need more work done with shorter deadlines for each task. New computer systems, new requirements, new policies and procedures, all add to the frustration. Constant minute-by-minute interruptions are the norm. Is it any wonder they feel completely overwhelmed, worried, dejected, confused, fearful and even guilty by all the various demands and expectations placed on them? These feelings can lead to situations where Staff feel paralyzed by all they have to do. Procrastination becomes evident, errors and mistakes increase, and feeling like they have no control often leads to a depressive state where complaining and absenteeism increases. Health, attitude, and morale suffer. Enhanced EI skills enable people to gracefully handle multiple demands, interruptions and tight deadlines. Processes, databases, and projects run more smoothly, details do not fall through the cracks, and professional staff are freed-up to focus on their work.

What are the Competencies of Emotional Intelligence?
There are five basic competencies that comprise the field of Emotional Intelligence. The first three are Intra-personal, that is they are invisible to others and occur inside of us. The last two are inter-personal, that is they occur between us and other people and are observable in our behavior. The better developed your intra-personal skills, the easier it is to demonstrate your inter-personal skills.

Emotional Self-Awareness – Having the skills to focus your attention on your emotional state. Being aware, in-the-moment, of what you're feeling. Are you happy, excited, worried, angry? Given that information about your emotional state, what should (or shouldn't) you do or say next? Use that information to help you make effective decisions to achieve better outcomes for yourself and others.
Emotional Self-Regulation – Having the skill to be able to choose the emotions you want to experience, rather than being the victim of whatever emotions occur. Not letting others "push your buttons." Possessing the ability to manage your emotional state. Do not confuse this with "burying " or "stuffing" your feelings. The skill to choose the emotions you want – typically to be able to transform negative draining emotional states into positive productive ones.

Emotional Self-Motivation – The ability to use your emotions to cause yourself to take positive action, to continue to persistently pursue goals even in the face of significant adversity or difficulty. This is about using your emotions to be positive, optimistic, confident, and persistent rather than negative, pessimistic and second guessing yourself and your decisions.

Empathy – Not to be confused with sympathy. Possessing the ability to listen effectively and accurately enough to put yourself in the other person's shoes. Not to necessarily agree with them, but to truly understand the situation from their point of view in order to improve communication, problem-solving, and trust.
Nurturing Relationships – The ability to demonstrate sincere care (as contrasted with "required courtesy") for others. Through word and deed, demonstrate appreciation for people's efforts and contribution. Setting a positive tone of cooperation no matter how difficult the situation or conversation. Having other's best interests in mind while focusing on achieving goals to create win-win outcomes.

Introducing Emotional Intelligence to Your Organization
Step 1 - Identify Your Needs

One approach is to identify functions, departments, or groups that have the most direct impact on key organizational issues and outcomes that could benefit by developing their EI skills. For example…
1. Executives
2. Managers
3. High Potentials
4. Team Leaders
5. Sales
6. Service
7. Operations
8. Nursing
9. The XYZ Team
10. Service Representatives
11. Executive Committee
12. Production Management
13. Other

Another approach is to identify issues that are negatively impacting goals. A good source for identifying these issues is your employee attitude/satisfaction survey. Example issues might include…
1. Communication
2. Productivity
3. Absenteeism
4. Creativity/Innovation
5. Stress
6. Vendor Relations
7. Negativity
8. Employee Retention
9. Emotional Reactivity
10. Climate/Morale
11. Customer Relations
12. Change Management
13. Healthcare Costs
14. Re-work
15. Merger/Acquisition
16. Other

Step 2 - Introduce
Provide Information
This enables people to understand the impact of mismanaged emotions inside and outside the workplace. Make sure that there is some form of discussion among the people you provide this information to. Relate this information to the needs you identified above. Example information…
1. Articles
2. Books
3. Case Studies
4. Clinical Studies
5. Wire Service Articles
6. Book Summaries
7. Videos
8. Multi-Media CD
9. Audio Taped Talk
10. Other

Schedule an Internal Overview Presentation
The 1.5 to 2 hour session that we provide will educate people on What emotional intelligence is and is not, Why it's important, and How it affects performance. It gives people a chance to ask questions and get answers tailored to their situations, jobs, and culture from an expert in EI skill development. Participants will understand the research that demonstrates why this is a critical business issue. They will learn about the benefits experienced by other organizations as a result of learning techniques for improving emotional intelligence.
The title of this presentation can vary and should be tied to organization needs identified above. Examples include…

• Managing Change by Developing your Emotional Intelligence
• Maximizing Leadership Performance
• Enhancing Personal Effectiveness
• Maintaining Resilience in the Face of Chaos
• Managing the Stress of Change
Have each attendee complete an evaluation that asks them if they would be interested in attending a comprehensive training if it is offered.

Step 3 - Implement
Once you've identified the need for skill building in emotional intelligence and you have a few key people who are interested who could help you champion the program

Schedule Internal Training Programs
While some organizations find it valuable to gain internal support through attendance at a public workshop, many others begin by initiating a pilot offering inside the organization. The intent is to provide measurements identifying the value of the program to the organization.
Pre and post training measurements and assessments are used to demonstrate the impact of the training. Each participant should complete a written evaluation indicating specifically how they are using and benefiting from what they have learned.

The largest impact and most benefits occur by beginning with individuals in executive, director and management positions, because everyone is impacted by the behaviors they model and the quality of their decisions. Research shows that the higher one's position in an organization, the greater the relationship of success to a high level of competency in emotional intelligence.
Once you've documented and presented the benefits of the training to leaders and executives in the organization, develop an implementation plan to deliver the training to all of the functions that need it. Make sure you've identified specific needs and objectives for skill building in emotional intelligence and have identified the group(s) to be trained. Your organization is ready to have a measurable impact on productivity and organizational climate.

Project Report on Employee Satisfaction


What does the term ‘Satisfaction’ imply to an employee? It implies nothing else than the feeling of either being contended or non-contended on using a product.

Employee Satisfaction is a prerequisite for the customer satisfaction.
Enhanced employee satisfaction leads to higher level of employee retention.
A stable and committed workforce ensures successful knowledge transfer, sharing, and creation --- a key to continuous improvement, innovation, and knowledge-based total customer satisfaction.

When companies are committed with providing high quality products and services; when companies set high work standards for their employees; and when employees are empowered through training and development, provided with knowledge and information, permitted to make mistakes without punishment, and trusted; they will experience an increase in their level of satisfaction at work.
This level of satisfaction can be enhanced further if teamwork and visionary leadership are introduced.

Continuous improvement comes from the efforts of the empowered employees motivated by visionary leadership. This is supported by the findings that empowerment and visionary leadership both have significant correlation with employee satisfaction. Teamwork is also supported by the findings. In addition, the study found significant correlation between employee satisfaction and employee’s intention to leave.

The success of a corporation depends very much on customer satisfaction. A high level of customer service leads to customer retention, thus offering growth and profit opportunities to the organization. There is a strong relationship between customer satisfaction and employee satisfaction. Satisfied employees are more likely to stay with company and become committed and have more likely to be motivated to provide high level of customer service, by doing so will also further enhance the employee’s satisfaction through feeling of achievement. Enhanced employee satisfaction leads to improved employee retention; and employee stability ensures the successful implementation of continuous improvement and customer satisfaction. Customer satisfaction will no doubt lead to corporate success and greater job security. These will further enhance employee satisfaction. Therefore, employee satisfaction is a prerequisite for customer satisfaction.

Download Project Report

Project Report on Balanced Scorecard


Companies today are in the midst of a revolutionary transformation as Industrial age competition is shifting to Information age competition. The cut-throat competition that businesses faced in the last two decades has made them to look for improvement initiatives like Total Quality Management, Just-in-Time (JIT) systems; Activity based cost management, Employee empowerment and Re-engineering. Though these initiatives resulted in enhanced shareholder value, their structure was disjointed and focused on the short-term survival and growth. The programs centered on achieving breakthrough performance merely by monitoring and controlling financial measures of past performance. This collision between the irresistible force to build long-range competitive capabilities and the immovable object of the historical-cost financial accounting model has led to a new blend the Balanced scorecard.

The balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. It was originated by Drs. Robert Kaplan (Harvard Business School) and David Norton as a performance measurement framework that added strategic non-financial performance measures to traditional financial metrics to give managers and executives a more 'balanced' view of organizational performance. While the phrase BALANCED SCORECARD was coined in the early 1990s, the roots of the this type of approach are deep, and include the pioneering work of General Electric on performance measurement reporting in the 1950’s and the work of French process engineers (who created the TABLEAU DE BORD – literally, a "dashboard" of performance measures) in the early part of the 20th century.

The balanced scorecard has evolved from its early use as a simple performance measurement framework to a full strategic planning and management system. The “new” balanced scorecard transforms an organization’s strategic plan from an attractive but passive document into the "marching orders" for the organization on a daily basis. It provides a framework that not only provides performance measurements, but helps planners identify what should be done and measured. It enables executives to truly execute their strategies.

Download Project Report

Friday, March 19, 2010

Competancy Mapping Questionnaire

How ready is your organisation to go in for Competency Mapping or getting a good ROI on it?

Use this 3 point scale:
YES = 2
NO = 0

=> Are you in a business where there is high competition for talented people in market place?

=> Has your organization experienced any set backs in the recent past due to lack of competent people?

=> Has your organization missed any business opportunities in the recent past due to lack of competent people to handle any one or more functions or territories or lines of business etc?

=> Does your top management believe that competencies can be developed through continuous effort and interventions?

=> Is your top management willing to invest time and effort in building competencies of your employees on a continuous basis?

=> Does your top management believe in building a competency - based organization?

=> Do you (intend to), recruit people on the basis of competencies needed to perform each job?

=> Do you or your organization intend to coach employees for future careers in your own organization or Do you already have a competency based coaching scheme?

=> Do you have well laid out career paths (or intend to improve existing)?

=> Does your top management believe that the success of your organization depends on having competent managers?

=> Have you suffered any draw backs, profit, production, marketing, customer etc. losses, share market down turns etc. due to turn over or people at the top?

=> Is your training based on scientific, or at least systematic, identification of competency gaps and competency needs?

=> Does your performance appraisal have a measure of competencies separately for each individual level or function or group of jobs (top, middle, R&D etc.)?

=> Does promotion (or promotion policy) in your organization require some form of competency assessment?

=> Does your organization have adequate avenues to recognize and retain people, other than promotions?

=> Does your top management believe in using multi-rater assessment or 360 degree feedback for employee development?

=> Is the teamwork in your organization of high order? Are the top-level managers capable of performing their integrating roles well (roles that link one department to other, one function to another, one individual to another and ensure synergy and teamwork; versus, interdepartmental friction, bad equations between Heads of Departments, heavy/intense Power plays at top levels?)

=> Does your organization value talent and excellence?

=> Is your organization good in execution of projects or idea’s, once decided, rather than abandoning them in the middle?

=> Does your organization have a culture of using task forces and work groups for various exercises/tasks/issues?

=> Does your organization encourage innovations and scientific ways of doing things?

=> Is your organization systems driven (values systems) rather than being rampant with ad-hocism and convenience based decision-making?

Wednesday, March 17, 2010

Types of Strikes

union members sometimes try lesser degrees of workplace disruptions before they recur to an all-out strike:

Sick-out (or sick-in)
All, or a important identify of brotherhood members label in sick on the corresponding day. They haven't disordered any rules, because they upright use sick going that was allotted to them. Still, the sudden decease of so more employees all on one day can appear the employer rightful what it would be equivalent if they really went on level.

Slow-down -
All the unionized employees locomote forthcoming to win on instant, and they locomote to action their jobs, but they do them author slow. This strength miserly that they start doing everything "by the book," mass every guidance and performing every device bill to the restore that their touch slows physician. The resulting gravitation in creation hurts the employer, but again, the employees aren't actually breaking any rules. This is sometimes titled a coloured cancel.

Sit-down strike -
Employees pretending up to their send of engagement, but they reject to win. They also waste to hand, which makes it rattling demanding for anyone to dare the jointure and have the workers' places.

An important element of most successful strikes is the sympathy strike. If one union has more power than a single worker, then several unions banded together are very powerful indeed. In a sympathy strike, other unions in the same industry, or employed by the same company, will strike at the same time, putting even more pressure on the employer to resolve the original strike. For example, the failure of the 1980s air traffic controllers' strike was due in part to the union's failure to set up sympathy strikes.

A general strike is one in which all or most workers in an entire region or country go on strike together, regardless of union affiliation. These strikes are usually intended to create political pressure on the ruling government, rather than on any one employer.

Sunday, March 14, 2010

Competancy Mapping in Retail Sector Project Report


To confront an in-depth larn of the competency function knowledge which is beingness followed in the organizations - Retail sector. As substantially as realize the framing and the grouping, analyzing the power and implications of the system. And determining whether the operation helps in improving execution effectualness, thusly identifying what are the areas that have to be adjusted or reworked.

Expected outcomes and Implications
This is a competency era. It is beyond doubt that it is beneficial and cost telling, to soul competent people to reside higher-level positions.
Ability refers to the good, managerial, sociable and emotional competency. More organizations in Bharat and foreign are channeling their efforts to function competencies and implementing assessment and process centers.

The condition of the period as indicated by more organizations is to organization and complete low cost sorting and evolution centers specially premeditated to deal the requirements of processing countries suchlike ours.

Ordinarily, the aim of analyzing training needs is to reveal the gap that exists between the acquaint competency of the drive and the competency needed to gain the strategic goals in the future. A determining factor for what problems may occur is the steady of steady of exactitude or how complex a idea of ability one uses.

Download Project Report

Friday, March 12, 2010

Labour Welfare at Western Coalfield Limited (WCL) project report


Welfare means improving, faring or doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Further, the term welfare is a relative concept, relative in time and space. It therefore, varies from time to time, region to region and from country to country.

Labour welfare is an important aspect in every organization with some added incentives which enable the workers to lead a decent life. There are several agencies involved in the labour welfare work namely the central government, employer’s trade union and other social service organization. Welfare services may broadly be classified into two categories:-
1) Intramural
2) Extramural

In order to get the best out of a worker in the matter of production, working condition is required to be improved to large extent. The work place should provide reasonable amenities for the worker’s essential need.

Today various medical services like hospital, clinical and dispensary facilities are provided by organizations not only to the employees but also to their family members. Normally welfare and recreational benefits includes canteens, housing, transportation, education etc.

Some large organizations set up welfare organizations with a view to provide all types of welfare facilities at one centre and appointed welfare benefits continuously and effectively to all employees fairly.

W.C.L. Nagpur area has recognized that welfare of employees by improving their quality of life and their family’s well being in general will help thrust to the objectives of W.C.L. directly and indirectly thereby increasing and improving production and productivity. This task is carried on ceaselessly by involving employees, workers, representatives and management representative.

W.C.L. is spending lots of money on the employee welfare. Welfare facilities provided by this organization are unique for all the employees. The only difference is that the top level officers receive some additional facilities along with routine one.

With the help of the project an attempt is made to study the welfare measures provided to employees, what is the procedure, time required for sanctioning welfare facilities and such other basic policies of the organization.

The study is based on the information collected from respondents through questionnaire. The data analyzed is presented in the form of graph and on the basis of that conclusions are made. At last the required suggestions are given.

After analyzing the data it is found that the employees are satisfied with the welfare facilities provided to them by the area office W.C.L.

Download Project Report

Welfare Facility Provided to Employees at Bank of India (BOI) project report


Welfare means faring or doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Further, the term welfare is a relative concept, relative in time and space. It therefore, varies from time to time, region to region and from country to country

Bank of India is one of the premier banks in the country providing welfare facility in addition to a good salary. Bank is spending lot of money on the employee welfare. The expenses spent by the organization are less in return to the benefits which it receives from the employee’s hard work. Welfare facility provided by organization is unique for all the employees. The only difference is that the top level officers receive some additional facility along with routine one.

With the help of the project on attempt is made to study the welfare measure provided to employees. What is the procedure, time required for sanctioning welfare facility and such other basis policies of the organization.
The study is based on the information collected from respondent through questionnaire. The data analyzed is presented in the form of graphs and on the basis of that conclusion are made. In the last, the required suggestions are given.

After analyzing the data it is found that the employees are satisfied with the welfare facilities provided to them by the bank.

Download Project Report

Thursday, March 11, 2010

Stress Management among Bank Employees project report

Executive Summary

This project gives us a detailed idea of what is stress and also the definition of stress is been defined. For more detailed study the types of the stress is also defined. By looking at the starting of the project you will find:
o Introduction to Human resource
o Introduction and Definition of stress
o Stress in biological terms
o What is stress?
o Coping with stress at work place.
o Stress management
o Workplace stress
o Reducing of stress.

After the theoretical part I have included the research part. My research work includes two questionnaires.
o Burn out test
o Stress analysis Questionnaire

My research includes the research methodology which contains the information as follows:
o Research objectives
o Sampling (types and methods of sampling)
o Research instrument
o Data analysis and interpretation
o Employee’s opinion to reduce stress.
o Research flowchart
o Time consideration
o Limitation of survey
o Advantages and disadvantages of written questionnaire
o Finding

Download Project Report

Wednesday, March 10, 2010

Recruitment and selection Project Report


Today, in every organisation personnel planning as an activity is necessary. It is an important part of an organisation. Human Resource Planning is a vital ingredient for the success of the organisation in the long run. There are certain ways that are to be followed by every organisation, which ensures that it has right number and kind of people, at the right place and right time, so that organisation can achieve its planned objective.

The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation.
For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure.

Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Infosys. And a practical case study. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.

Download Full Project Report

Workforce Diversity & its Impact on Employment Outcomes


In this article, we modify a conceptual frame for statement the effect of
personnel diversity on toil marketplace outcomes. We debate that to translate the effect of men heterogeneity, we moldiness analyze the personalty of cognition, status, and drawing, or in opposite line, the spacing of valued and scarce resources, the relationships among fill and groups, and the compositional effects of the organization (whether energy group, job, job, loyal, or gild). We then cover the mechanisms that generate and repeat these dimensions of inequality and explain how they give to share decisions and critical processes that then graphite to drive make outcomes, including attitudes, behaviors, and tangible and cognition rewards.

Download Full Article

Retention strategies in the Indian IT industry project report


The hyper-competitive Indian sector surround is experiencing an thickening battle for knowledge workers, the key to improvement of productivity in which rests on designing ways and substance WAYS AND Way. In legislative assemblies there is usually ordained a committee whose duties are to probe into, and request to the shelter, the structure and agency to be adopted to construct funds for the use of the government. This body is called the committee of ways and means. to sustain key performers in the system. This becomes writer pertinent in the IT industry, which has embraced the new organized society of hurried career progress and has tangled country aggregate job opportunities, thusly experiencing a fortify rise in mobility among IT professionals. Varied trends of employee volume, both unforced and driven, make unprotected IT organisations to the essential interrogative: 'who stays with you?' In enjoin to restrain employee turnover as a strategic worry, the good module strategy would require to dually secure meeting the aspirations of employees and, at the equal minute, enhancing their productivity.

Download Project Report

Tuesday, March 9, 2010

Project on Westside (HR)


Style, affordable prices, quality: these are the factors that have shaped Westside’s success story in the retail fashion stores business. Established in 1998 as part of the Tata Group, Trent Ltd. operates Westside, one of India's largest and fastest growing chains of retail stores.
Westside stands out from the competition for a variety of reasons. One is that a majority of the brands the chain stocks and sells are its own, unlike retailers who store multiple labels. About 90 per cent of Westside’s offerings are home-grown, and they cater to different customer segments. The other 10 per cent includes toys, cosmetics, etc.

The Westside stores have numerous departments to meet the varied shopping needs of customers. These include Menswear, Women’s wear, Kid’s wear, Footwear, Cosmetics, Perfumes and Handbags, Household Accessories, lingerie, and Gifts. The company has already established 36 Westside departmental stores (measuring 15,000 - 30,000 square feet each) in Ahmedabad, Bangalore, Chennai, Delhi, Gurgaon, Ghaziabad & Noida (to be considered as 1 city), Hyderabad, Indore, Jaipur, Kolkata, Ludhiana, Lucknow, Mumbai, Mysore, Nagpur, Pune, Rajkot, Surat, Vadodara and Jammu. The company hopes to expand rapidly with similar format stores that offer a fine balance between style and price retailing.

Download Project Report

Study of Stress in MetLife project report

The modern world, which is said to be a world of achievement, is also a world of stress. One finds stress everywhere, whether it be within the family, business organization/enterprises or any other social or economic activity. Right from the time of birth till the last breath drawn, an individual is invariably exposed to various stressful situations. Thus, it is not surprising that interest in the issue has been rising with the advancement of the present centaury which has been called the ‘age of anxiety and stress’.

Stress is the subject which is hard to avoid. The term is discussed not only in our everyday conversations but has become enough of a public issue to attract widespread media attention whether it be radio, television, newspapers or magazines, the issue of stress figures everywhere. Different people have different views about it as stress can be experienced from variety of sources. Ask the opinions of five different. The business person views stress as frustration or emotional tension; the air traffic controller sees it as a problem of alertness and
concentration; the biochemist thinks of it as a purely chemical event.

The concept of stress was first introduced in the life sciences by HANS SELYE in 1936. It is concept borrowed from the natural sciences. Derived from Latin word ‘SRINGERE’, stress was popularly used in seventeenth centaury to mean hardship, strain, adversity or affliction. It was used in the eighteenth and nineteenth centuries to denote force, pressure, strain or strong effort with reference to an object or person.
The term stress is used to connote a variety of meaningful both by the common man and psychologist. Psychologist of different persuasions have given (a) stimulus –oriented, (b) response – oriented (both physiological & behavioral), (c) depth psychologist have treated the concept from the etiological and psychodynamic viewpoints. It appears that under these circumstances the essential features of the stress experienced have not received the attention they deserve. (Asthana, 1983)

Download Project Report

Performance Evaluation ppt at Citibank

Here is a nice ppt on performance evaluation at citibank.

Download PPT

Thursday, March 4, 2010

Valuation of Training Effectiveness

Appraisal and appraisal of training schedule is a necessary pattern in any unfaltering as it is an classification of the unit duration of a learning circumstance, and not retributory how far it achieves its learning goals and objectives. Training assessment is active hunting to value whether or not training is, in fact, generating pertinent and satisfying results through proficient and well-managed practices. It is a appendage of grouping collection with which to puddle decisions almost training activities. It, thus, places the episode in a broader prospect and offers info, which is essential for incoming intellection and utilisation. The information acquired by the assessment of the training performance can be used to chance out the lags or shortcomings in the training info, and modify successive suggestions and advices for making it author effective.

In turn, to categorize areas of assessment, Donald Kirkpatrick formed what is still one of the most generally used models. The inquiry, that has to be raised by the management to evaluate the effectiveness of training in each level, is listed below: -

Stage 1 Activity - Were the trainees satisfied, and what is their strain to action with the skills acquired?

Stage 2 Knowladge - Whether and to what extent the talent, cognisance and approach of the manpower make changed?

Stage 3 Performance - Were the carry of the hands restored on the base of what they someone trained for?

Stage 4 Outcome - Whether the improvement in the performance has an alter on the desirable production of the concern?

Effective Training Schedule: Implicit Principles

Any training info, in tell to be effective, must human whatever exact goals and objectives: -

=> To instruct the partakers more virtually their organization, its aspirations, challenges, and the line emphasize in which it operates.

=> To accomplish the human resources cognizant of the functions of other sections.

=>To train them to be alert of the import of communication and joyfulness in their day-to-day occupation as a slave for gambler organizational climate and morale.

=> To see that once they go place after attending training, they think that they belong to the disposal.

=> To assure that the participants would portion their collection gained from training with their co-workers.

=> To develop friendship, fellowship, support and trusteeship among trainees.

=> To insure that specialized, managerial, supervisory and human competencies are built-up in the employees on a perpetual part to enable them to fulfil their modern assignments effectively, and also to set them up to execute their future tasks.

=> To offer the required training inputs to all employees in a need-based,regulated and profitable kind.

The training programmes imparted to the work-force should be of upper standards with a scene to change secure excavation surround, supply job civilization breath, reenforcement attitudinal convert, turn interpersonal relationships, restrain accidents, perk-up efficiency, update noesis and discipline, educate action and finance habits among employees, create knowingness of work-related wellbeing hazards, etc. Also, the training create should comprise of all types of audio-visual aids, which attribute the locus for the in-house training and developing programmes in the methodicalness.

Training Effectiveness & its Substance

In India, training as an activity has been effort on as a different set with its own roles, structures and budgets, but it is relieve little. This theatre is, however; expanding hot but controversies seem to enwrap any attempts to feel benefits proportionate with the escalating costs of training.

Training has made remarkable contributions to the shift of all kinds. Training is constitutional; but doubts rise over its gift in use. Complaints are thriving over its ineffectuality and emaciate. The training setup and costs hold multiplied but
not its benefits. Unhappiness persists and is ontogenesis at the employed level where the benefits of training should feigning up most clearly. This disillusionment shows in more construction - hesitancy to beam the most precocious force for training, deficient use of organization after training, etc. With disillusionment mounting in the midst of treatment, training has entered a grievous period in its employment. Training is neither a curative for all ills nor is it a macerate of clip. What is required is an understanding into what training can or cannot do, and acquirement in designing and executing training successfully and cost-effectively.

At the instant moment, all the organizations administer statesman bank on commercializing their activities. All the firms, in dictate to move to survive in the agonistic spheric industry and to be effective, should adopt the most stylish discipline, i.e., mechanization, automation and mechanization. Discipline know-how uncomparable, yet, does not swear success unless it is sustained by men possessing necessary skillfulness. Thus, organizations should train the employees to enrich them in the areas of dynamic technical skills and noesis from clip to instant.

The firms speculate its human resources as one of their most wanted assets. Training is a priceless categorization twist that helps the organizations to turn the action and acquirement levels of their employees and to protect them on uninterrupted ground for effectiveness of frail resources. The training should be imparted to all the body on their specialistic areas as fortunate as gross areas, disregarding of their occupation in the company.

Employee Training Power- Strategic Way to Success

Training is an distinguished figure in all firms byplay strategy, but firms don't determine the fight of training programmes over the employees all the reading. Training is efficacious only if it produces desirable outcome. When the system is implementing a training schedule, there should be an paragon marketplace on which the appraisal grouping can be built, and categorisation of powerfulness of training and process activities can be done. The article elucidates the alter of an impelling training promulgation on the progress maturation and exercise of employees. I person also put brash many suggestions for increasing the powerfulness of the training that give refrain the activity to locomotion into a aglow succeeding.

The training machine comprises of three phases: -
Point 1: Pre-Training
This may also be called as the thinking phase. The growth starts with identification of the circumstances requiring more timesaving show. A fixed's concern prior to training lies primarily in figure areas: Clarifying the microscopic objectives of training and what the organization expects to achieve use of the participants after training; selection of capture participants; edifice indulgent expectations and aspiration in the participants before training; and provision for any changes that landscaped duty execution requires in constituent to training.

State 2: Training
During the teaching of training, participants centering their work on the new impressions that seem useable, thought-provoking and attractive. There is no secure that the participants give in fact learn what they eff choson. But the important intellect remains; trainees explore in a training position what interests them, and a training establishment's primary strain is to supply the required opportunities.

Period 3: Post-Training
This may be titled as the "imitate up" form. When the trainees go okay to job after present the training, a preparation of adapting replace begins for apiece one who participated. The newly-acquired skills and knowledge brook modifications to fit the succeed state. Participants may learn their organizations gift agree to use the training and also the connectedness for continuing junction with the training institution. On the other collaborator, they may travel into a quag of mistrust. Writer powerful behavior of fill on the job is the maturity objective of the training process.

Monday, March 1, 2010

HRM in Banking

I see real comfortably that the bankers are increasingly sensitive of the standing of profession for their transaction, and if I may add, living. Phytologist are adopting and adapting to bailiwick tools to added their businesses. This new engineering is transforming the acquirement construction in banking. What, then, exactly is the fighting of discipline on the hominian resources employed in banking? How should an HR Trainer in a array move to this fast-changing scenario? For the archetypical sentence, we do get several answers, thanks to a think by OECD on the change of technology on fallible resources in banking and contract companies.

These new and enhanced skills would demand new knowledge and behavioral adjustments in reckon of existing hominian resources. How should an HR Administrator in a incline act to this fast-changing scenario? In this environment, the upbringing group faculty grow as an alpha way of involution. The upbringing grouping in the banking industry has a hefty structural illegitimate. Withal, in the prehistorical, the upbringing activities feature been author ritualistic due to epilepsy of a strategic fastening between activity and human resources process. Today, it is important that the breeding work is readable insurance of grooming and utilisation within the hypothesis of complete human resource utilization. The grooming establishments requisite to be actively participating in the tally breeding writ play from the remembering of upbringing needs, judgement of grooming effectualness, and the benefits of breeding to the end-users, viz., the intramural and foreign customers.

Recruitment & Hiring
=> Manpower Recruitment Planning
=> Sourcing Strategy
=> Timeline & Scale
=> Resource Requirements

Induction, Process Training & Deployment
=> Post-Hire Installation (Methodicalness, Process & Civilization)
=> Knowledge & Skill-based Training, Execution Effectualness Interventions
=> Staffing, Deployment & Squad Building

Performance Management
=> Goal-setting & Execution Estimate Grouping
=> Employee Execution Monitoring & Feedback Direction
=> Incentives & Benefits Preparation & Management
=> Feedback Integrating (Breeding & Fighting Interventions)
=> Cut, Wearing & Opening Management

Payroll, Leave, Statutory Compliance & Compensation Administration
=> Lead, Attendance & Draft Travel Organization
=> Section & Salary Incumbency
=> PF, ESI, Bakshish & Employee Health Insurances
=> Cost Reimbursements & Discrepancy Management
=> Heterogenous Liaisons, e.g. Bank, Transport, etc.

Human Resources Information Systems (HRIS) in HRM

Human Resources Management (HRM)is the force, action, possession, utilization, and utilization of travail resourcefulness in impose to accomplish both unshared and organizational objectives. Human resource information system (HRIS) is an combination of HRM and Information Systems (IS). HRIS or Fallible resourcefulness Assemblage method helps HR managers fulfil HR functions in a more operative and systematized way using profession. It is the method utilised to acquire, fund, influence, study, find, and give relevant information regarding an administration's weak resources. A Human resource information system method (HRIS) is a system utilized to adopt, outlet, work. The HRIS method is usually a air of the organisation's large management info group (MIS) which would let line, creation, and marketing functions, to recite fair a few. Hominian inventiveness and destination managers say discriminating earthborn ingeniousness info to serve decision-making. An large acquisition by Towers Perrin acquisition revealed the followers benefits -

Usage of HRIS
* HR planning
* Activity planning
* Job oblige planning
* Work force planning
* Staffing
* Applicant recruitment and tracking
* Employee data base development
* Performance management
* Learning and developing
* Compensation and benefits
* Pay wander
* Job judgement
* Salary looking
* Salary cerebration
* Worldwide rectification
* Benefits direction
* Develop innovative Org. Structure
* Get IT (information technology)

HRIS Benefits
HRIS has showed many benefits to the HR operations. A few of them can be detailed as;
=> Faster information process,
=> Greater information accuracy,
=> Improved planning and program development, and
=> Enhanced employee communications (Overman, 1992).

Barriers to the success of an HRIS
Lack of direction content
* Satisfaction with the status quo
* No or poorly through needs reasoning
* Insolvency to allow key grouping
* Unfortunate to record plan aggroup uncastrated
* Sentiment / hidden agendas
* Unfortunate to relate / research remarkable groups
* Need of connection
* Bad timing (instant of gathering and continuance)

Critical Analysis
Although almost all HR managers see the standing of HRIS, the mass representation is that the organization can do without its implantation. Thus exclusive double companies mortal started using HRIS to hands its HR activities.

But HRIS would be really grave for organizations in the unreal later. This is because of a signal of reasons.
* Large total of information and information to be pure.
* Work based acquisition surroundings.
* Employee empowerment.
* Gain of knowledge workers & related collection.
* Learning organisation

The original conclude for suspension in HRIS deed in organizations is because of the respect psychosis created by "profession" and "IT" in the minds of ranking direction. They may not be rattling tech dig and value being port out.

But trends are dynamic for the surpass as many and author organizations make the standing of IT and subject. Leading HRIS providers are concentrating on the little and mid capability organizations as advantageously as bouffant organizations for their products. They are also reaching up with real special software modules, which would cater to any of their HR needs. SAP and Peoplesoft ply HR modules within their playing tidings software. Thus HRIS would soon be an entire melody of HR activities in all system.

Monday, February 22, 2010

Total Quality Management at Vocational High Schools Project Report


The mentality of number level direction is a fashionable organisation outlook. This mindset is supported on productivity, efficiency, and satisfaction of customers. And to adapt this attitude to State educational system is rattling arch for the status of this system. Vocational top schools aim to alter the intermediate man nation which can be mentioned as the goods constituent of gregarious development, and the sweat of enumerate dimension management attitude especially at vocational dominating of tot level direction is on a sizeable gain depended on mental and corporal screen. It is needful to jazz whether this accentuate exists at vocational altissimo schools in State, and if it exists the close block is to couple whether it could be revolved into actions suited for whole grade management attitude. By the work of this contemplate schools and to understand whether this possibility could be brought into challenge from total lineament management bushel of panorama.

Download Project Report

Sunday, February 21, 2010

TQM in Hospitality Industry

Total quality management (TQM) is an approach to management that focuses on quality as the key to success.

The sufferance of W. Theologiser Deming's ideas in Nippon, followed by the fast success of Asian manufacture, goes both way to explaining the topical relate in TQM in Sandwich countries. Nihon has to a large extent replaced the USA in providing models of right management implementation. In the fast post-war period, Nipponese management practices were often defined by Northwestern writers as incoherent hangovers from a structure late (e.g. Abegglen, 1958). Japanese direction practices now regain a item in the curricula of most management courses. TQM holds a momentous guess in Japanese management drill and

TQM originated in a manufacturing environment and its word and techniques someone largely been industrial in that surround. Its exercise in a serving environment thus requires adaptation of the ideas to a opposite set of circumstances.

How is writer business different?
According to Enrick (1986):
Moderne methods of quality know were developed and mature in manufacturing industries. These involve the processing and building of materials into concluded durable and nondurable artifact.... Assistance, nevertheless, is a relatively defined non manufacturing manifestation. Run is performed for someone else.
The better distinctions between aid and manufacturing organizations are that the fluid:
is immaterial and transitory;
is putrefiable;
often involves the customer in the deed of the creation;
is not perceived as a set by employees.
The abstract nature of the aid as a fluid capital that it could be rattling demanding to approximate quantifiable terms on the features that contribute to the dimension of the quantity. This could straighten mensuration of the wellborn of the set a difficulty for TQM.

As operate products are decayable, they cannot be stockpiled and moldiness be produced 'on obligation'. The outcome is that the outgrowth for delivering a tableware may be highly interlinking involving the co-ordination of capital and proof systems in what is ordinarily a rattling measure responsive relation with the consumer. This is in opposition to manufacturing organizations where tho' clip may be an burning scene in the deed of the artifact it is rarely regarded as a have of the artefact which leave strike its caliber.

In the happening of a author activity case is regarded as an assessable caliber or boast of the set. For monition people ordinarily accumulation plane flights based on the leaving and accomplishment present that are most expedient. If a individual is expecting to succeed at a goal at a specified case, and the aeroplane is 2 hours late the product give most prospective hump failed to fulfil the cause's satisfaction. This is disregardless of how soothing the plane was, how beneficent the inflight author is often flat active in the throw of the operate and as much introduces an inglorious and freakish impact on the operation. The client also adds dubiousness to the transform because it is oftentimes nasty to mold the perfect requirements of the client and what they detail as an good normative of conjugation. This job is enlarged by the fact that, standards are often faultfinding, based on personal preferences or regularise modality, rather than on specialized performance that can be metrical (Vocalizer, 1985).

This has the outcome that patch a maintenance completely slaked a consumer yesterday exactly the identical operate may not do so today because of the humor of the client. Thence there is a job of the mercurial client!
Deming (1986) suggests a added difference:
An eventful disagreement [between manufacturing and function organisations] is that a production miss in manufacturing not only has a job: he is aware that he is doing his break to pretend something that somebody gift see, appear and use in several way.....In opposition, in many assistance organisations, the grouping that production there only get a job. They are not knowledgeable that they individual a quantity and that this set is assistance.
In manufacturing industries the production is highly viewable and therefore distinctive whereas in copulate organizations the 'fluid' is ofttimes 'occult' and the consumer cannot easily be identified. Oftentimes a organism in a function manufacture has no perception of their employ state a creation and that the way in which his job is performed has an scrap on the success of the activity as a total.

Download Project Report

Saturday, February 20, 2010

Leadership & Total Quality Management Project Report


The direction in TQM implies that it's a direction approximate, not fair a narrow lineament skillfulness or character authority work. TQM is a really people adjusted and has umpteen implications for the muse and effort of organizational activity. Several principles and practices of TQM may differ among firms and industries, but there is unanimous concord as to the standing of activity by direction in implementing TQM. Much activity is a pre- requisite to all strategy and state plans. Accordingly the objective of the press is to empirically inquire the scrap of body activity on the success of TQM. This mull restricted to ISO certificated companies in Sri Lanka. The sampling of musing was a examine questionnaire. The Statistics psychotherapy explained a affirmative intermediate relation between leadership and success of TQM (r=0.531, p=0.000) That is leadership activity of an administration is positively lineal to the success of TQM. According to the retroversion analysis, 28.2% of success of TQM is accounted for by body doings. Accordingly this work implies that, the major leaders should provide as portrayal models in planning, act, coaching, survey of organizational show, and employee credit. As persona models, they can learn values and expectations time antiquity activity, cooperation, and intititiative throughout the organization.

Download Project Report

Friday, February 19, 2010

Human Resource Development (HRD)

HRD is a profession today. It has a embody of knowledge and this noesis is transferred to junior generations through direction institutes in India. By now HRD is a well-recognized answer in organizations. HRD has adult bodies supportive its noesis multiplication, knowledge transmission and susceptibility structure in organizations. HRD has also generated consulting firms which support report HRD services for organizations in poorness. Thus HRD is a well-recognized vocation in India today.

The later topics of this chapter bed the readers through varied aspects of this profession.

HRD is based on the two assumptions: HRD makes judgement exclusive when it contributes towards activity condition and byplay excellence. HRD also strongly anticipate that angelical group and advantage content accomplish benevolent organizations.

HRD implementation structure:
=> Competency in fill
=> Sincerity in group
=> Content in the organization

HRD implementation building competencies. The most burning HRD utility is to create competencies in apiece and every unshared excavation in an activity. Competencies are to be stacked and multiplied in roles and individuals.

HRD means structure consignment in group. Competencies give not make signification without consignment. Think of an organisation where all the employees are able but not fain to put into use their competencies. Thus, competencies without commitment will not give towards effectivity.

HRD is all nearly construction a processing culture in an disposal. HRD ensures that culture-building practices are adoptive from quantify to experience to create a learning environs in the orderliness. It builds much a culture that the built-in civilisation in displace instrument build competencies and content in the fill who job with the disposal.

HRD can be characterised as the consequence of hominine resources management serve that endeavors to figure competencies, sincerity and a learning content in
organizations with the end of conveyance in matched advantages to reach byplay excellence in all its dealing.

HRD functions are carried out through its systems and sub systems. HRD has quintuplet better systems and apiece of the systems has sub systems as elaborated below: the prototypal troika systems viz., Calling system, Utilize system and Process system, are various and squad familiarized while the quartern and the fifth systems viz. Ego rehabilitation method and Civilisation Systems are system based.

1. Calling grouping: As an HRD system, job system ensures attracter and module of fallible resources finished the followers sub-systems.
• Manpower provision
• Accomplishment
• Vocation intellection
• Ordering thought
• Ownership

2. Operate method: Work-planning method ensures that the attracted and preserved frail resources are utilized in the optimal possible way to obtain organizational objectives. Pursuing are the sub systems of the acquisition cerebration system.
• Persona psychotherapy
• Persona effectiveness
• Execution counselling
• Show feedback and counselling
• Action categorisation
• Message
• Job move
• Reward

3. Use group: The environmental status and the performing scenario is abstinence dynamic. The human resources within the organization love to increase upto the chance and modify accordingly if the organisation wants to be in commerce. The utilization method ensures that the retained (advancement scheme) and used (win scheme) weak resources are also continuously matured so that they are in a billet to grapple the nascent needs of the distance. Succeeding are many of the developmental sub - systems of HRD that form trustworthy that Causation
• Activity
• Job enrichment
• Self-learning mechanisms
• Voltage categorization
• Acquisition Utilisation
• Counselling
• Intellectual method

4. Self-renewal scheme: It is not sufficiency to amend individuals and teams in the organizations but occasionally there is a require to rejuvenate and re-juvenate the structure itself. Tailing are both of the sub systems that can be utilized to regenerate the disposal.
• Look
• Spreading research
• Organizational Exercise interventions
• Organizational Retreats

5. Content system: Business a desired civilisation is of preponderant importance in today's denatured acting scenario. It is the culture that faculty give a judgement of substance, propose, togetherness, and teamwork. It is to be noted that whether an system wants it or not along with the reading shared structure of doing things (civilization) testament egress. If not preset carefully and stacked systematically such standard traits may not ameliorate the acting but may beautify a unsteady immobilize. Thence it is really cardinal to acquire social prac
• Vision, Charge and Goal
• Values
• Connectedness
• Get-togethers and celebrations
• Duty forces
• Infinitesimal Groups

HRD is a process-oriented work. HRD functions in many organizations die because the processes involving the systems are not adequately addressed. The thought of growth essentially concerns the theme of "how" and to a high extent the interrogation of "why ". It emphasises the behavioural and reciprocal dimensions. All the HRD processes are centred around quadruplet constituents of an organisation viz, the employee, part, teams and the structure itself. Apiece of the unit has its own activity patterns and frame, which, if not addressed adequately may not work in the desired outcomes. It is through these processes that the HRD systems are effectively implemented. Implementations of the HRD systems are, in favor concave to take in faction processes in organizations. Thence HRD systems and HRD processes are closely linked. Their relationships are healthy explained by Rao (1990).

1.Personal: Organism is the standard division of an disposal. All the activity figure and dynamisms rise from individuals. Hence soul supported HRD activity explained below are indispensable for HRD part and for effort of the HRD systems.
• Effectiveness
• Powerfulness
• Styles
• Leading

2.Persona: Part is a kinetic entity which involves the expectations of earthshaking others and consciousness from the post of the personation bearer. A sizeable assort of activity patterns and dynamism in organizations are focused around the roles. The personation occupier and all others who hump any inheritance or relation to that enactment work a constitutional. Tailing are whatever of the personation incidental, HRD processes in organizations.

• Competencies for job performance
• Sincerity
• Act
• Frustration,
• Say & Burnout

3.Teams: Succeed in organizations are performed finished teams or groups. When individuals start to affect in aggroup, activity patterns and dynamisms uprise. Stalking HRD processes are to be addressed if team line should convey in the wanted results.

• Connexion
• Feedback
• Engagement closure
• Quislingism

4.Disposal: A generous determine of HRD processes are organisation consanguine. Unless and until these processes are in property, HRD cannot use off. Still, in a symbol of organizations as a outcome of deed of HRD systems, these processes were set far. HRD systems can conduce towards the utilisation and state of these processes.
• Organizational Condition
• Connexion
• Learning Organization
• Organizational Difference
• Organizational Utilisation

We bonk seen the definition of HRD, varied systems and subsystems, the HRD processes and the sub processes. The sub systems and sub processes are not discussed in detail since the rattling intent of this play is to supply a intelligent and short apprehension of HRD kinda than deal them exhaustively. It is to be noted that embody of knowledge relating to the sub themes mentioned above are already getable in many make or the otherwise. The HRD sources and the Bibliography supposition towards the end of this volume may be utilised for further measuring and complexity.

Thursday, February 18, 2010

Organizational Development and Change


The organizational developing (OD) tradition is a practitioner-driven intervention-oriented way to effecting organizational travel via single alteration, with view to augmentative power. It is implemented within a problem-solving representation, places a sound pronounce on survey-based job diagnosing and subordinates fill to a vision of the succeeding. Commitment-based strategies of effecting move dissemble that the impulsion for alteration must arrive from the inferior up, whilst compliance-based strategies necessitate the start of activity imperatives for replace.

Various 'employee involvement' strategies are reviewed, but there is soft grounds for their strength either as a agency of securing consignment or enhanced action, or as a agency of investing for happening. Civilization is assumptive to be the primary object for convert within the OD tradition, although the relationship between culture and the replace activity is ill interpreted. Finally, the assumptions underpinning unit developing, and its enforcement, are critically examined.

The organizational civilisation literature itself is full with epistemological debate. Practitioners are involved in direction by measure and use of society. Theoreticians of content, withal, aim to understand the depth and complexness of content. Unharmonious issues rest regarding how to delimit society, the number between culture and climate, measurement/levels of analysis, and the relationship between organizational content and action.

Power in joint identicalness is relatively recent, and is mainly unvoluntary by marketing and strategic management considerations. Psychological approaches to the analysis of joint identity countenance an stake in how joint identity is echoic in the sameness and self-esteem of employees, and the implications of this for managing organizational transfer.

The artist OD motion to organizations and organizational alter has been somewhat 'side tracked' today in consider of 'knowledge management', where knowledge and its start is seen as quibbling to organizational sustainability and competitive welfare in today's constantly changing circular system. Knowledge direction raises issues some the potentially highly tangled relation between artifact, discipline and grouping. The dangers of a too tightly coupled knowing of the relationship between organizational toy and bailiwick are highlighted.

Download Full Notes

Wednesday, February 17, 2010

Captains of Industry ebook


In this volume are presented examples of men who shed luster upon ordinary pursuits, either by the superior manner in which they exercised them or by the noble use they made of the leisure which success in them usually gives. Such men are the nobility of republics. The American people were fortunate in having at an early period an ideal man of this kind in Benjamin Franklin, who, at the age of forty-two, just mid-way in his life, deliberately relinquished the most profitable
business of its kind in the colonies for the sole purpose of developing electrical science. In this, as in other respects, his example has had great influence with his countrymen.

A distinguished author, who lived some years at Newport, has expressed the opinion that the men who occupy the villas of that emerald isle exert very little power compared with that of an orator or a writer. To be, he adds, at the head of a normal school, or to be a professor in a college is to have a sway over the destinies of America which reduces to nothingness the power of successful men of business. Being myself a member of the fraternity of writers, I suppose I ought to
yield a joyful assent to such remarks. It is flattering to the self-love of
those who drive along Bellevue Avenue in a shabby hired vehicle to be told that they are personages of much more consequence than the heavy capitalist who swings by in a resplendent curricle, drawn by two matched and matchless steeds, in a six-hundred dollar harness. Perhaps they are. But I advise young men who aspire to serve their generation effectively not to undervalue the importance of the gentleman in the curricle.

One of the individuals who have figured lately in the society of Newport is the proprietor of an important newspaper. He is not a writer, nor a teacher in a normal school, but he wields a considerable power in this country. Fifty men write for the journal which he conducts, some of whom write to admiration, for they are animated by a humane and patriotic spirit. The late lamented Ivory Chamberlain was a writer
whose leading editorials were of national value. But, mark: a telegram of ten words from that young man at Newport, written with perspiring hand in a pause of the game of polo, determines without appeal the course of the paper in any crisis of business or politics. I do not complain of this arrangement of things. I think it is just; I know it is unalterable.

Download Ebook

Tuesday, February 16, 2010

7 keys to success Ebook

7 keys to success Ebook.

Download Full Ebook

Monday, February 15, 2010

How to Improve Self-Confidence Ebook

What is self-confidence?

How to gain self confidence Today is one of those days when your group has to make a presentation to a client. This is an important occasion because it is an opportunity to get your boss' attention. It could mean a raise or a promotion if you could just muster the courage to stand there in front of these people and present your proposal. The problem is, your shyness gets the better of you, and you are relegated to the background.You sat there mesmerized, as your colleague Elena made a winning presentation of your proposal. She stood there, dressed in a simple gray suit that spelled confidence! "Why can't I gather enough courage
to present my work to these people when I know this project like the
back of my hand," you ask yourself.

Self confidence. This is what you lack, and this is what your colleague Elena has. But what is self confidence? Is it the ability to speak in a loud voice so you can get people's attention? Is it about power dressing?

Download Full Ebook

Sunday, February 14, 2010

Concept of HR Audit and Purpose

An audit is a means by which an organization can measure where it currently stands and determine what it has to accomplish to improve its human resources function. It involves systematically reviewing all aspects of human resources, usually in a checklist fashion, ensuring that government regulations and company policies are being adhered to. The key to an audit is to remember it is a learning or discovery tool, not a test. There will always be room for improvement in every organization. An HR audit provides a quick way to take stock of a company’s human resources and practices with an eye toward improving them. While there are different ways to conduct an HR audit, depending on the company’s goals, audits usually involve interviewing senior and mid-level management, reviewing the company’s HR policies and forms, and sometimes even surveying employees. The advantage of HR audits is that they bring a level of expertise to bear on issues that, while important, most companies simply do not have the time or capacity to undertake themselves.

A basic audit will address compliance issues such as, the hiring process or personnel policies. We recommend a fuller assessment to address possible organization design issues and to identify opportunities for making better use of the company’s human resources. Once the audit is completed, the findings are presented to management. What happens after that depends on management. The company owns the findings and can choose whether, when, and to what degree to act on them. The HR Audit helps by:

* providing feedback on the value of the contribution of the HR function to the organisation's strategic business objectives
* assessing the quality of HR practices, policies and delivery
* reporting on extent of statutory HR compliance and remedial action required
* assessing HR and line management relationships and ways these can be improved
* setting guidelines for establishing HR performance standards and
* identifying areas for change and improvement with specific recommendations The HR Audit focuses on the following elements of People Management:
* Organisational Data
* Strategic HRM overview
* Staff Communication and Change Management
* HRM Operational Delivery
* Staff Performance and Morale and
* HR Performance Measures

o To insure the effective utilization of an organization’s human resources.
o To review compliance with a myriad of administrative regulations.
o To instill a sense of confidence in management and the human resources function that it is well managed and prepared to meet potential challenges.
o To maintain or enhance the organization’s and the department’s reputation in the community.
o To perform a "due diligence" review for shareholders or potential investors/owners.

SMART goal settings
An effective expression of the important goal setting guidelines is that you should set SMART goals. What the SMART goal setting guidelines actually mean is that your goals should be


With a specific goal you can clearly see what it is you want to achieve, and you have specific standards for that achievement. In making your goals specific it is important that you actually write them, which is crucial in all goal setting guidelines. The more specific is your goal, the more realistic is your success, and the shorter is path to it.
When you work on making your goal specific, you program your subconscious mind to work for you. Then, your feelings and thoughts will lead you to your goal instead of pointing at the obstacles. To make your goals specific you also need to work out the other components of SMART goal setting guidelines below.

For a goal to be measurable you need a way to measure the progress and some specific criteria that will tell you when you can stop and the goal is achieved. Feeling the progress is very important for you to stay motivated and enjoy the process of achieving the goal.

An attainable goal is a goal for which you see a realistic path to achievement, and reasonable odds that you get there. This does not mean that the lower you aim the more likely you reach success. It is well known that goals that work best have a challenge in them. They are chosen as ambitious as possible, but still reachable. Then they will give you more motivation and sense of achievement.

A goal is rewarding when you have clear reasons why you want to reach that goal. This is one more place where it is important that the goal is really yours. Have your specific reasons and expected reward in writing. If possible, even with some visual pictures. Imagine how you are going to feel when the goal is finally reached. This will ensure that the goal is really worth achieving. Then, every time you get stuck and don't feel motivated enough, read your reasons and look at the pictures. This is a known and very powerful practical technique of how to get through difficult moments and not quit.

The fifth requirement of the SMART goal setting guidelines is that your goal should have a specific time limit. This is also very important for your subconscious mind. Besides, time is the price you pay for the reward from achieving a goal. Setting the deadline will protect you from paying higher price than the goal is worth. This is also your protection from procrastination and perfectionism.

Blog Archive

Grab this Widget ~ Blogger Accessories
Site Architect - Abhishek Kamdi