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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
DOUBTFULL = 1
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

Abstarct

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.



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Friday, March 12, 2010

Labour Welfare at Western Coalfield Limited (WCL) project report

Summary

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.



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

Summary

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.



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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



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Wednesday, March 10, 2010

Recruitment and selection Project Report

Summary

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.



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Workforce Diversity & its Impact on Employment Outcomes

Abstract

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.



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Retention strategies in the Indian IT industry project report

Summary

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.



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Tuesday, March 9, 2010

Project on Westside (HR)

Introduction

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.



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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)



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Performance Evaluation ppt at Citibank

Here is a nice ppt on performance evaluation at citibank.




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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.
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