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Sunday, August 28, 2011

Training and Development at HCL Infosystem Project Report

The game of economic competition has new rules. Firms should be fast and responsive.
This requires responding to customer‟s needs for quality, variety, customization,
convenience and timeliness. Meeting these new standards requires a workforce that is
technically trained in all respects. To survive and flourish in the present day corporate jungle, companies should invest time and money in upgrading the knowledge and skills of their employees constantly. Here arises the necessity of Training and Development since any company that stops injecting itself with intelligence is going to die.

This project is intended to give an insight to one of the primary Human Resource function i.e. Training and Development being followed in HCL infosystem. The document begins with a brief overview, objectives of the study and goes on to elaborate on the need and significance of the study. It proceeds further with the methodologies being followed and how the data is collected, analyzed and interpreted. This is mainly is dealt with and the Company profile is elaborated followed by the Human Resource analysis, Statistical analysis and is concluded with Recommendations and suggestions.

In this project, I have learned many things about training and development programmes carried out at HCL Infosystem.
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Training And Development Project Report

very organization needs to have well-trained and experienced people to perform
the activities that have to be done. So it is necessary to raise skill levels and
increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break-through require some type of training and development efforts. As jobs become more complex, the importance of employee development also increases.

In a rapidly changing society, employee training and development is not only an activity that is desirable but also an activity that an organization must commit resources to if it is maintain a viable and knowledgeable workforce“.

Training is a process of learning a sequence of programmed behaviour. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviour. It attempts to improve their performance on the current job or prepare them for an intended job. Development is the related process. It covers not only those activities, which improve job performance, but also those, which bring about growth of the personality; help individuals in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but also better men and women. Training a person for a bigger and higher job is development.
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Rewards and Recognition Schemes for Staff and Officers of Hindustan Unilever Limited

EXECUTIVE SUMMARY/INTRODUCTION

In spite of theoretical knowledge gained through classroom study, a person is incomplete if not subjected to practical exposure of real corporate world and the
challenges and problems that one has to face at the actual work place.

In this context the study has been taken to make the person aware of happening of
the real business world. The project entitled REWARDS AND RECOGNITION FOR STAFF AND OFFICERS with the special reference to HINDUSTAN UNILEVER LIMITED has been done in GURGAON as a summer training part of MBA program and it helped in understanding about the policies and procedures of a company and how these should be formulate together so that they solve the real purpose. It also gave a chance to have an interaction with people at real workplace who are working at different positions with different authorities and responsibilities.

The generosity & the patience of these people for spending their valuable time for
having discussions and interactions has also been a rich experience for me.
The study was made to formulate a manual by collecting relevant information about the contents with the help of Questionnaire survey and face to face interaction with the HR MANAGERS & HR OFFICERS of 7 other companies as well from the valuable information & suggestions provided by the members of HLL itself (people from different departments and the sales force members). Secondary data was collected from the other manuals provided by the HR department and website of the company.
The final outcome of the study is various schemes of rewards and recognitions for
staff and officers of HLL, which will help them in getting motivated and improvising
their performances at work place.
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Performance Appraisal Effectiveness Analysis Project Report

Aim of the Research
To ascertain the effectiveness of Performance Appraisal methodology used by the
Organization.

Objectives of the study
The following are the objectives of the study -
=> To develop my understanding of the subject.
o Performance Appraisal System implemented in various Organizations
varies according to the need and suitability. Through my research, I have
tried to study the kind of Appraisal used in the Organization and the
various pros and cons of this type of system.

=> To conduct a study on social behavior.
o Social behavior is a very unpredictable aspect of human life but social
research is an attempt to acquire knowledge and to use the same for social
development.

=>To enhance the welfare of employees.
o The Appraisal system is conceived by the Management but mostly does
not take into consideration the opinion of the employees. This can lead to
adverse problems in the Organization. Therefore by this study I have
attempted to put forth the opinion of the employee with respect to the
acceptability of the Performance Appraisal System.

=> To exercise social control and predict changes in behavior.
o The ultimate object of my research is to make it possible to predict the
behavior of individuals by studying the factors that govern and guide
them.
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Saturday, August 27, 2011

Performance Appraisal System at Lilavati Hospital & Research Centre Project Report

Lilavati hospital & research centre is very well known hospital in Mumbai & in India also with its excellent research facilities & world famous researchers. This project is titled as performance appraisal system at Lilavati hospital & tries to find out the different aspects of performance appraisal in the hospital.

Different officials working in the HRD department have provided very important data in this respect. Formal & informal interviews as well as the research (through questionnaire) are the basic methods of data collection used in this project work. Also secondary data provided by the hospital officials is of immense importance. Every effort has been made to understand the long term plans of hospitals for implementing performance appraisal program.

As the hospital is a service industry; the employees serving in the hospital are the most important elements & that is why performance appraisal becomes very important in the long run. Taking into consideration this aspect, the performance appraisal program currently being carried out is been observed. Also the training given to employees is studied & suggestions have been suggested to improve quality & implementation of performance appraisal program.

From this project work; hospital officials will get new insights about performance appraisal program & also acquired the knowledge of how the performance appraisal program is carried out in hospitals.
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Effectiveness of Recruitment Process at Bajaj Allianz Project Report

Bajaj Allianz Life Insurance Co.Ltd and Bajaj Allianz General Insurance is very well known Insurance Co in Pune & in India also with its largest insurer in the
world had joined hands with famous Bajaj Auto one of the trusted name in automobiles and house industry in India. This project is titled as Effectiveness of Recruitment process and Analysis of Employees settlement in Baja Allianz Life Insurance & tries to find out the different aspects of Recruitment process and settlement analysis in company.

Different officials working in the HR department have provided very important data in this respect. Formal and Informal interviews as well as the research (through questionnaire) are the basic methods of data collection used in this project work. Also secondary data provided by the company officials is of immense importance. Every effort has been made to understand the long term plans of company for implementing Recruitment process and Employees settlement.

As the Insurance Co is a service industry; the employees serving in the company are the most important elements and that is why recruitment process becomes very important in the long run. The settlement analysis also gives the company the final version of Exit process. Taking into consideration this aspect, the effectiveness of recruitment program and analysis of employees settlement. recently being carried out is been observed.

From this project work; company officials will get new insights about Recruitment
process and Full and Final settlement of employees analysis. Also acquired the knowledge of how the Recruitment process and Full and Final settlement of employees is carried in Bajaj Allianz Life Insurance Head Office Pune.
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Absenteeism - Causes, Effects & Control Project Report

Absenteeism refers to unauthorized absence of the worker from his job. Absenteeism can be defined as failure of employees to report for work when they are scheduled to work. Employees who are away from work on recognized holidays, vacations, approved leaves of absence, or leaves of absence allowed for
under the collective agreement provisions would not be included .

In India, the problem of absenteeism is greater than other countries. When the employee takes time off, on a scheduled working day with permission, it is authorized absence. When he remains absent without permission or informing, it
is wilful absence without leave.

In these days, when the needs of the country require greater emphasis
upon increase of productivity and the economic and rational utilization of time and
materials at our disposal, it is necessary to minimize absenteeism to the maximum
possible extent.

Recent surveys indicate the following trends in absenteeism:
1. The higher the rate of pay and the greater the length of service of the employee, the fewer the absences.

2. As an organization grows, there is a tendency towards higher rates of absenteeism.

3. Women are absent more frequently than men.

4. Single employees are absent more frequently than married employees.

5. Younger employees are absent more frequently than older employees but the latter are absent for longer periods of time.

6. Unionized organizations have higher absenteeism rates than non-union
organizations.
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