Questionnaire on Communication in Teamwork

For Every question there are five options.
=> Absolutely not
=> No
=> I don’t know
=> Yes
=> Yes, very much

1) I’ve reached my personal goals through the team’s work .
2) I’ve cooperated with the team without concerning the outcome of my personal goals.
3) I’ve cooperated with the team because this is the way to reach my personal goals.
4) The team has reached its goals through the group work.
5) Without computer mediated cooperative work our task could not be possible.
6) The internal communication and the tasks distribution has been done well.
7) The internal communication of the tasks and the performance have been fairly done.
8) If I worked on my own, I could have had  a better solution.
9) There was adequate participation from each member of the team.
10) I was able to share my thoughts and ideas freely with my team.
11) There were one or two members of my team who dominated the discussion.
12) The others members of my team paid attention to the comments I made.
13) I am satisfied with the conclusions that my team reached.
14) If my team had more time, we would have reached at a better solution.
15) I am satisfied by my team’s performance.
16) The task assigned to me has improved my ability of work.
17) I was comfortable to share my thoughts and ideas with my team members.
18) I shared with my team members all of the relevant control procedures I could think of.
19) I did not share all of my ideas about control procedures for fear of criticism from my team members.
20) I had time pressure for to finish the task assigned to me in the team.
21) I have taken some decisions about my team’s tasks under time pressure.
22) The team has been sensible to the cultural diversity of the members.
23) The team has been sensible to the different work rhythms and skill levels of its members.
24) The team’s work has been totally distributed, with multiple leaders, according to the different situations.
25) The team’s work has been done under a clear and unique leadership in all situations.
26) I prefer to working face to face in a team rather than through a computer network.
27) I enjoyed the work in this team and I learned a lot.
28) The team is one of the best in the field.

Additional comments: 
Do you have any suggestions for improving team performance e.g. some tools with the help of which the team could have been performed more better?

Thank you very much for your time and your participation!

Key to Successful Human Resource Manager

The HRM also deals in ensuring very good performance to their current staff and dealing with performance concerns. In addition, the HRM handles workers and management practices in conforming various regulations and policies. However, they need to always be conscious of the have to regulate personnel policies. A decent leader have to at all times listen to his personnel in the home business. You have to allow ideas and thoughts of your workers to assist form the vision and mission of the organization.

These policies are mostly seen in human resource handbooks, which all employees should have. This what makes the human resource coach as challenging and exciting. Success of businesses might possibly depend on the functions of a good human resource management.

You must too take note that the HRM's duty is primarily on major management activities. New projects and activities consist of managing tasks on how the business enterprise can approach workers with their advantages and compensation. HRM coaches often works with each and every manager and supervisors at every level at the home business. Effective coaches and leaders ought to define the boundaries of his relationship with his managers. Here are a couple of tips on ways to develop into an successful leader or coach. You ought to as well pay attention to your team's problems and issues.

You must present each employee what they will need and deserve within his attributes. It is also vital to promote the success of both employee in the enterprise. Recruiting very good leaders that have to have to take benefit of the expertise, knowledge, and thoughtfulness of talented workers is essential. Provide new opportunities to workers who deserve to grow. Allow your self to receive feedbacks and comments on what locations you need to boost on.

You can share advantages to your team if the home business is performing well. You can set the pace through your personal expectations and by examples. Always identify an environment of constant improvement. This could be professionally or personally.

Strategic Human Resource Management (SHRM)

SHRM or Strategic human resource management can be a branch of Human resource management or HRM. Key Features of Strategic Human Resource Management. Strategic human resource management focuses on human resource programs with long-term goals.

It can be a pretty new field, which has emerged out of the parent discipline of human resource management. Much of the responsibility for the management of human resources is devolved down the line. New ideas of line and common management. Communication between HR and top management of the business is essential as without having active participation no cooperation is feasible. There is an explicit linkage between HR policy and practices and overall organizational strategic aims as well as the organizational environment.

HR practitioners felt uncomfortable at the war cabinet including atmosphere where corporate approaches were formulated. There is a number of organizing schema linking person HR interventions to ensure that they're mutually supportive. Older possibilities and recipes that worked in a nearby context do not work in an international context. Increased competition, which may not be nearby or even national via free market ideology.

Cross-cultural issues play a significant role here. Constantly altering ownership and resultant corporate climates. The financial gravity shifting from 'developed' to 'producing' countries.

Compensation Management at HDFC Bank Project Report

OBJECTIVE
This project attempts to understand the objectives:-
• To understand in details how to establish pay rates to different level of employee.
• To understand the impact of compensation management on performance level.
• A comparative study of the compensation management strategies followed in different banks.

LIMITATIONS
Everything has some pros and cons and so certain limitations of this study that we could observe are as follows:
The area of project work is banking sector so, the data or result may be approximate as the conclusion is based on the survey method i.e. primary & secondary source (filling of questionnaire from the employees) may be hypothetical (imaginary) data.
• The organizations which have been studied and surveyed are not providing us with full information which has hampered the result and conclusion.
• Exact data was not been provided.

SCOPE
The scope of   this project is to study of the compensation management strategies in HDFC bank & to evaluate the behaviour & performance of employee on their work.


INTRODUCTION OF COMPENSATION MANAGEMENT
Compensation Management is an integral part of the management of the organization. Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. To be effective, the managers must appreciate the value of competitive pay, their human resources, and have an investment view of payroll costs. It is of prime importance for an organization to maintain pay levels that attract and retain quality employees while recognizing the need to manage payroll costs.

The literal meaning of compensation is to counter-balance. In the case of human resource management, compensation is referred to as money and other benefits received by an employee for providing services to his employer. Money and benefits received may be in different forms-base compensation in money and various benefits, which may be associated with employee's service to the employer like provident fund, gratuity, insurance scheme and any other payment which the employee receives or benefits he enjoys in lieu of such payment.

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Job Description, Job Role and Responsibilities Project Report

ABSTRACT
A Job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles. A task is a typically defined as a unit of work, that is, a set of activities needed to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job descriptions are lists of the general tasks, or actions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job.
Job Description is the method to analyze the designations in the Departments. It indicates what the employees of a particular designation has to do. The purpose of Job Description is create and maintain an standard job description template to all the employees of the particular designation in the department and to make them prior aware what skills they need to do the particular job and what are their roles and responsibilities .

OBJECTIVES
 • To study the designations of the employees in the organization.
• To know the various departments within the organization.
• Interacting with various employees within each department.
• To understand and redefine the existing roles & responsibilities of the existing job’s.
• To clearly identify and spell out the responsibilities of a specific job.

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Human Resource Information System Project Report

Executive Summary

Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. A human resource information system (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources. The HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting, production, and marketing functions, to name just a few. Human resource and line managers require good human resource information to facilitate decision-making.

Critical Analysis

Ø  The general perception about HRIS is that the organization can do without its implantation. Hence only large companies have started using HRIS to complement its HR activities.

Ø  But HRIS would be very critical for organizations in the near future. This is because of a number of reasons.

Ø  Large amount of data and information to be processed.

Ø  Project based work environment.

Ø  Employee empowerment.

Ø  Increase of knowledge workers & associated information.

Ø  Learning organization

But trends are changing for the better as more and more organizations realize the importance of IT and technology. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. They are also coming up with very specific software modules, which would cater to any of their HR needs.

Objective of study

The objectives of this project report have been manifolds. In general the purpose of the project is to have in-depth analysis and knowledge (personal details) about all the employees of all the departments. In a larger perspective the project aimed at finding out the complete details of the employees, so that the HR department can contact them in the case of emergency or official purpose. This study is the starting point for further analysis.

Ø  It is hoped that a more detailed study can use a survey instrument developed from the results found here. Understanding how to teach.

Ø  HRIS is more important, as organizations require their employee’s details for different purposes.

Ø  If a given HRIS is to have any value at all to HR then information should be based on two factors:

Ø  How many decisions will be improved by the HRIS and

Ø  How much values will each improved decision produce.

Understanding these two factors is equivalent to any HRIS

 

SCOPE OF STUDY

Human Resource Information system is an integrated system designed to provide information used in HR decision making it is a tool through which an HR department can take the informations of the employees when company requires any personal or any official informations.

Ø  Personnel Management and  administration

Ø  Industrial management

Ø  Manpower management

Ø  Organizational management

Ø  Cordial employee relations.

HRIS is a new technique which is used in these  different fields  where HR can make there work more easy with the help of Human Resource information system they can collect the information by providing them a form of the same format which includes there company details and personal details also.

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Employee Satisfaction project Report

Need for the Study
Why Measure Employee Satisfaction
A company is only as strong and successful as its members, its employees, are. By measuring employee satisfaction in key areas, organizations can gain the information needed to improve employee satisfaction, retention, and productivity. However, a recent study by the Society of Human Resource Management (SHRM) indicated that often the HR department's perceptions of employee satisfaction versus the true measure of employee satisfaction are not always in sync.

Employees who aren’t satisfied with their jobs are very likely to leave. If they don’t leave they can become a source of bad morale and do a great deal of harm in the organization. In many cases employers without proper data will assume the wrong reasons for employee dissatisfaction. Many bosses will automatically think that money is the top reason for leaving a job. Wouldn’t it be better to have real data and react accordingly?

Surveying employees on a regular basis is a great way to stay in touch with the pulse of the business. Before launching a survey though it is important to establish the ground rules.

Many employees will be unwilling to express their honest feelings if they think they will be singled out. Make sure that the surveys are conducted with anonymity. Be certain to have the support of company management all the way to the top. Employees want to know that the leadership is behind the survey and that their responses will be taken seriously.

Explain that employee comments are important to the company. State what will be done with the results. And then live up to those statements. Employees will become doubtful of management’s intentions if they don’t follow through.

There are many resources to assist companies in the survey process. However most human resource managers are very capable of designing and conducting their own employee satisfaction survey.

Objectives of the study
Primary:
Since this has been a startup company entering into second year, it wanted to check out levels of satisfaction before coming up with new policies to take future course of actions. I was given the task to understand the various aspects related to Employees satisfaction in the organization.
Halcyon also wanted to make out an external survey in indentifying the benefits other company offers to its Employees and compare those things along with the benefits offered by the company.
Organization also wanted to know Employees understanding of company’s mission and vision statement.
Company also wanted to check Employees satisfaction levels with their team leaders, with the Management and within the team members.
Some of the secondary objectives that I identified were:

• To measure Employees satisfaction on Compensation and Benefits.
• To find out the expectations of Employees from Management.
• To compare the desired satisfaction with the actual one.
• To compare the satisfaction in different levels i.e. female and male Employees, juniors and seniors and within different teams.

Scope of the study
The study covers all levels of Employees and various aspects of Employees like:
Identifying Employees attitudes towards various attributes at work place.
This study gives us an insight of how Employees see and perceive about Organization.
Interpersonal relations, Opportunities for career growth, Compensation and benefits,
Training and development, Working conditions, Communications, These aspects were taken into consideration to measure Employee Satisfaction at Halcyon Technologies.

Dimensions of employee satisfaction survey are
1. The knowledge of the company vision/ mission and strategies of employees?

2. Satisfaction with HR Policies and Procedures

3. How confident is the employee about the Company’s ability to reach its Goal?

4. Compensation and Benefits

5. Whether the company has made reasonable efforts to allow its Employees to balance their work and family?

6. Work Environments

7. Opportunities for growth

8. Whether individuals are respected in this company.

9. About Training Need

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STRATEGIES FOR DEVELOPING THE EMPLOYMENT RELATIONSHIP

STRATEGIES FOR DEVELOPING THE EMPLOYMENT RELATIONSHIP
The employment relationship describes the relationships that exist between employers and employees in the workplace. These may be formal e.g contracts of employment or procedural agreements.

They may also be informal , in the shape of psychological contracts that expresses certain assumptions and expectations about what managers and employees have to offer and are willing to deliver.
The starting point of the employment relationship is an undertaking by an employee to provide skill and effort to the employer in return for which the employer provides the employee with a salary or a wage. Initially the relationship is founded on a legal contract.

The employers obligations include :
• the duty to pay salary or wages
• Provide a safe working place
• To act in good faith towards the employee and not undermine the trust and confidence of the employee.

The employee also has obligations which include:
• Obedience
• Competence
• Honesty
• Loyalty
Employment terms are fixed by the employer who has the power to dictate and control the contractual terms.

There are two types of contracts defining the employment relationship:
1. Transactional Contracts-
• Usually described financially
• Limited in duration
• Have Specified Performance Requirements

2. Relational Contracts
• Less Well defined
• Refer to an open ended membership to the organization
Employment relationships can also be expressed in terms of a psychological contract which has both transactional and relational qualities.

PSYCHOLOGICAL CONTRACT
The psychological contract expresses the combination of beliefs held by an individual and his or her employer about what they expect of one another.
A psychological contract is implied. There is the notion of an unwritten set of expectations operating at all times between every member of the organization and the various managers and others in that organization.
Aspects of the employment relationship covered by the psychological contract include from an employees point of view:
• Trust in the management of the organization to keep their promises (Guest et al, 1996)
• How they are treated in terms of fairness , equity and consistency
• Security of employment
• Scope to demonstrate competence
• Career expectations and the opportunity to develop skills
• Involvement and influence
From the employers point of view , the psychological contract covers such aspects of the employment relationship as:
• Commitment
• Competence
• Effort
• Compliance
• Loyalty

Significance of the Psychological Contract
A balanced psychological contract is necessary for a continuing, harmonious relationship between the employee and the organization
Violation of the psychological contract can signal to participants that the parties no longer shared (or never shared ) a common set of values.
The psychological contract governs the continual development of the employment relationship which is continuously evolving over time.

Employment Relationship Strategies:
These include :
• Developing a Positive Psychological Contract
• Increase Commitment
• Create a Climate of Trust
Strategies for Developing a Positive Psychological Contract
• Creating a High Involvement Climate . Ensuring that managers and team members have maximum amount of contact and achieve a mutual understanding of expectations
• Adopting a Policy of Transparency –ensuring that all matters which affect employees are known to them. Employees need to know what is happeneing and how it will affect them
• Developing HR procedures covering grievance handling, discipline, equal opportunities, promotion and redundancy and ensuring that they are all implemented fairly and consistently.
• Developing and Communicating HR policies covering the major areas of employment, development, reward and employee relations.
• Ensuring a reward system is developed and managed to achieve consistency, equity and fairness in all aspects of pay and benefits.
• Advising on employee relations procedures , processes and issues that further collective relationships.
• Providing Opportunities for Learning
• Training and Development Programmes that Underpin core values and define performance expectations. Manager and Team Leader Training should ensure that leaders understand their role in managing the employment relationship through such processes as performance management and team leadership.
• Encouraging use of personal development plans that spell out how continuous improvement of performance can be achieved mainly by self managed learning
• Focus on Job Security
• Promotion and Career Management
• Minimizing Status Differentials
• Fair Reward Systems
• Comprehensive Communication and Involvement Processes

Commitment Strategy
Commitment refers to feelings of attachment and loyalty .
Commitment is the relative strength of the individual’s identification with, and involvement in a particular organization. Consists of three factors:
• A strong desire to retain a member of the Organization
• A strong belief in, and acceptance of , the values and goals of the organization
• A readiness to exert effort on behalf of the organization

Creating a Commitment Strategy
It should be noted that when creating a commitment strategy :
1. It is a fact that the interests of the organization and its members do not necessarily coincide. Management usually asserts that everyone will benefit from organizational success in terms of security, pay, opportunities for advancement etc. However it is difficult to convince employees that the success of the organization can only be achieved through divestments, downsizing, cost reductions affecting pay and employment, tougher performance standards or tighter management controls. When defining values it is important that they are not imposed on employees. They should be involved in their formulation.

2. Management must not communicate values in such a way as to inhibit flexibility, creativity and the ability to adapt to change. Strategies have to be defined in broad terms and amended when circumstances change.

3. A commitment strategy will be concerned with the development of communication, education and training programmes , initiatives to increase involvement and ownership and the introduction of performance and reward management processes.

Components of a Commitment Strategy
1. Communication Programmes
Commitment will be gained if people understand what they are to commit to. Most time management communicates not realizing that employees have a different frame of reference from their own.

2. Education – The aim of educating is to influence behavior and thereby positively change attitudes.

3. Training-Training is designed to develop specific competencies. For example if one of the values to be supported is flexibility , it will be necessary to extend the range of skills possessed by members of work teams through multiskilling programmes.

4. Developing Ownership- A sense of belonging is enhanced if there is a feeling of ownership among employees . Ownership is not just in shares but it extends to participating in decision making on new developments and changes in working practices that affect the individuals concerned

5. Developing a sense of Excitement in the job.- Can be done by increasing responsibility, achievement and recognition and using these principles to govern the way jobs are designed.

6. Performance Management

7. PM strategies help cascade the organizations objectives so that consistency is achieved at all levels

8. Reward Management- Reward management channels make it clear that individuals will be rewarded in accordance with the extent to which they achieve objectives and uphold corporate values.

Strategies for Developing a Climate of Trust
In many organizations inconsistency between what is said and what is done undermines trust, generates employee cynicism and provides contradictions in management thinking.

Trust can be seen as a unique human resource capability that helps the organization fulfill its competitive advantage and leads to high business performance.
Trust is the ability to be relied on.

A high trust organization is one where organizational participants share certain ends or values; bear towards each other; offer each other spontaneous support; communicate honestly and freely.

Employees trust management when:
• They believe that management means what it says
• Observe that management does what it says it is going to do.
• Know from experience that management is going to deliver the deal
• Feel that they are treated fairly , equitably and consistently

EFFECTIVENESS OF EXISTING PERFORMANCE APPRAISAL SYSTEM PROJECT REPORT

NEED FOR THE STUDY:
The following are the needs to do the research at CAG Pride.
1. There is no such research work was carried before.
2. The management was in the position to know whether the existing performance appraisal system is effective or not.
3. To measure the satisfaction level of the employees.
4. To get suggestions from the employees for further improvement in existing performance appraisal system.
5. To contribute to the growth of the organization.

OBJECTIVES:
PRIMARY OBJECTIVE:
Measuring the effectiveness of the existing performance appraisal system.

SECONDARY OBJECTIVES:
1. Suggest the ways and means to improve the effectiveness of the existing Performance appraisal system.

2. To measure the subjectivity and objectivity, which influence the existing
Performance appraisal system and remove the subjectivity and increase the objectivity.

LIMITATIONS OF THIS STUDY
1. The respondent attitude did not allow me to get their true feelings.
2. Most of the respondent feared to give their name.
3. Most of the employees were busy with their tight work and they don’t want to be disturbed.
4. Employees are very limited and duration is limited.

RESEARCH METHODOLOGY
RESEARCH DESIGN:
A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.

There are three types of research designs. They are,
=> Exploratory research design.
=> Conclusive research design.
=> Descriptive research design.
=> Casual research design.
=> Performance monitoring research.

The research design that is been applied is Performance Monitoring research design. The performance of the employee is monitored based on the strategy of the organization and this research helps us to learn how this strategy is working.

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Grievance Redressal Procedure Project Report

Grievance redressal procedure:
In view of C.B. memoria , “A grievance procedure is essential because if brings uniformity in the handing of grievances”. Which grievance are settled generally to the satisfaction of the trade union (or) employees and the management.
Stages in grievance handling system scheme of grievance redressal for staff and officers in saffron micro system:
Type of grievances: grievances arising out of acrs, promotions, issues concerning more than one employee, grievance arising out of discharge or dismissal of an employee or grievance arising out of disciplinary action.

STAGE1:
=> Should be communicated to immediate supervisor orally who in turn should reply within one week
=> The grievance should be sent through personnel executive to department head; PE should record his comments and sent it to the department head within three days.

STAGE2:
The departmental head has to decide the issue within seven working days or refer the grievance to the unit grievance redressal committee.

STAGE3:
The grievance redresaal committee constituted by unit management should be processed within one month and the recommendations sent to the head of the division/unit for a decision.

STAGE4:
The head of the division/unit well be conveyed within 10 days and well be final.

STAGE5:
=> In exceptional cases with the concurrence of the grievances redressal committee/head of division/unit the aggrieved employee who is not satisfied with the decision of the head of the unit well have the option to appeal to the director.

=> Appeals thus received well be processed by the corporate grievance committee who in turn well submit its recommendations to the director (personnal) within a period of one month. The decision of the DP well be conveyed in 15 days, which will be final and binding.

SCCL has formulated a Grievance Redressal Mechanism for its employees, advising the officers from time to time to put in their best efforts, to examine the grievances submitted by the workmen in a better manner at different stages and redress the grievances expeditiously. The genuine grievances of the workmen are attended to by the managerial personnel in a well established manner and this procedure i.e. Grievance Redresseal Procedure is followed at 3 levels for prompt action.

OBJECTIVES OF THE STUDY :
=> To know whether the employees are satisfied through the grievance redressal procedure in saffron micro system.
=> Problem faced by the employee.
=> To know whether the employees grievance arises towards welfare measures.
=> To study on effectiveness of grievance handling system of saffron micro system.
=> To analyse the impact of decision taken by the management.

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Women Entrepreneurship With Special Reference to Small Scale Industries - Project Report

Business environment for women entrepreneurs in small scale industries
It is estimated that women entrepreneurs presently comprise about 10% of the total number of entrepreneurs in India, with the percentage growing every year. If the prevailing trends continue, it is likely that in another five years, women will comprise 20% of the entrepreneurial force. With corporates eager to associate and work with women-owned businesses, and a host of banks and non-governmental organisations keen to help them get going, there has rarely been a better time for women with zeal and creativity to start their own business.
Endowed with the famous female intuition that helps them make the right choices even in situations where experience and logic fail, women have innate flair for entrepreneurship. Although men and women may be motivated by different goals and expectations (In her book, When Money Isn't Enough, Connie Glaser reports that male entrepreneurs are motivated by the potential to earn lots of money, while women start their own companies because they seek greater control over their personal and professional lives.) women entrepreneurs are just as competent, if not better, than their male counterparts.

Women are more likely than men to admit when they do not know something and ask for help. They are natural networkers and relationship builders, forging powerful bonds and nurturing relationships with clients and employees alike. They are also more inclined to seek out mentors and develop supportive teams. In business this translates into establishing rapport with clients and providing great customer service. This perhaps is the reason why many women tend to launch businesses that are client based or service-oriented.

Sometimes, however, a lack of training and prior experience can render women entrepreneurs susceptible to a number of pitfalls. The following guidelines are aimed at helping women entrepreneurs cross some of the typical pitfalls that may crop up on their path to success:
Don't undervalue your abilities. Women typically tend to give away too much and charge too little. This is a common phenomenon in service-based industries where they may charge by the hour instead of charging a fee on the merit of knowledge or service rendered. Adopting value-based charges and charging per project (not on weekly or monthly basis), will help women entrepreneurs gain the actual worth of the services rendered.

Learn to juggle family with business. Unlike men, it is difficult for women to completely ignore family obligations when pursuing business, and they can quickly lose sight of their desire to have a balanced life in the face of a demanding new business. It is important to sustain a personal life and balance family obligations with professional ones, if they are to be successful and happy.
Women also need to be twice as persistent and assertive to make their presence felt in a predominantly male business world. Network, but in a way you feel comfortable with. Establish limits and do make sure that you are well within your comfort zone when networking with others.

Do not forget you are running a business. Piling on work/life benefits will not do anyone any good if doing so cuts too deeply into the company's bottom line. You have to learn to be attentive to people's needs and still run a profitable business. Women typically fight shy of self-endorsement. Do not be afraid to promote yourself.
Remember, if you want a thriving business you must market yourself and take credit for your achievements. If your marketing is shoddy no one will know what you have to offer Though sidelined as the `weaker sex' for long, with encouragement, support and a conducive environment, woman entrepreneurs are fast becoming a force to reckon with in the business world.

An entrepreneur perceives a need and then brings together the manpower, materials and capital required to meet that need. Entrepreneurs search for change, respond to it and exploit it as an opportunity. Entrepreneurship involves combining factors of production to initiate changes and it is a discontinuous process. The high rate of economic growth strengthens the nation, provides a high standard of living to the people to protect the interest of the poor.

Women constitute almost half of the total population in the world. But their representation in employment is comparatively low According the I.L.O report in 1980, “Women are 50 per cent of the world’s population, do the two-thirds of the world’s work hours, receive ten percent of the worlds income and own less than one percent of worlds property”

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Effectiveness of Performance Appraisal System at Eureka Forbes Limited - Project Report

1.INTRODUCTION
Appraising the performance of individuals, groups and organizations is a common practice of all societies. While in some instances the appraisal processes are structured and formally sanctioned, in other instances they are an informal and integral part of daily activities. Thus, teachers evaluate the performance of students, bankers evaluate the performance of creditors, parents evaluate the behavior of the children, and all of us, consciously or unconsciously evaluate our own actions from time to time.

“Performance appraisal” has been identified as one of the most complex of man-management activities. It is often a difficult and emotion laden process. Performance appraisal has become part of organizational life. Every organization has some kind of evaluating the performance of its personnel.

“Performance appraisal” or “Merit rating” is one of the oldest and universal practices of management. This approach resulted in an appraisal system in which the employee’s merits like initiative, dependability, personality etc were compared with others and ranked or rated.

HISTORY
During and after World War I, systematic performance appraisal was quite prominent. Credit goes to Walter Dill Scot for systematic performance appraisal technique of “man-to-man rating system” (merit rating). It was used for evaluating military officers. Industrial concerns also used this system during 1920s and 1940s for evaluating hourly paid workers. However, with the increase in training and management development programs from 1950s, management started adopting performance appraisal for evaluating technical, skilled, professional and managerial personnel as a part of training and executive development programmes. With this evolutionary process, the term merit rating had been changed into employee appraisal or performance appraisal.

MEANING
Performance Appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks the make up an individual’s job. It indicates how well an individual is fulfilling the job demands. Often the term is confused with effort, which means performance is always measured in terms of results.

“Performance appraisal” is a systematic evaluation of present and potential capabilities of personnel and employees by their superiors, superior’s superior or a professional from outside. “It is a process of estimating or judging the value, excellent qualities or status of a person or thing.”

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SCDL Project Guidelines

Symbiosis Centre for Distance Learning Project Guidelines for Post Graduate Programs
and Certificate courses

1. Understanding the significance of a Project Report
Many learners underestimate the significance of a project report and make a mistake of thinking that excellent marks can be scored by simply producing a good lay-out. This is fundamentally not the case as many projects are graded well below their potential because of an indifferent or poor write-up. In order to acquire the right balance, a learner should consider the aim behind making a good project. It provides the opportunity for a learner to demonstrate independence and originality, to plan and organize the project work, and to put into practice some of the techniques a learner has been taught throughout the program.

2. Meaning of a Project
The word project actually means something that comes before anything else is done. A
project can be defined as a temporary endeavour undertaken to achieve a particular aim or it is a study of factual information for comprehending and applying the various concepts of the course into practice. In simple words, a project can be understood as mentioned under:
_ It is a practice of verification or demonstration of concepts or hypotheses or processes
learnt.
_ It is also a technique of self-learning, learning by doing. It has a practical value.
_ The purpose of project is not to generalize but to study the situation with a practical
orientation.

3. Application of Research Methodology to Project Work
SCDL allows learners to take up any topic of their interest and choice for project work. However, learners should bear in mind that project topic should be relevant in their area of specialization. For example, the learners of PGDBA (Marketing) should carry out their project work only in the functional areas of Marketing or PGDIT learners should select topics from their area of choice.

Although an illustrative list of the topics is being given at the end in order to give an idea about project topics or titles of the project, learners are nevertheless advised not to restrict themselves only to the topics specified. SCDL gives liberty to choose any topic relevant to a learner’s specialization.

Steps in Research Process
Defining the problem and Project Objectives
Designing Project Plan
Collecting Data
Analysis of Data
Interpretation and reporting the findings

4.Project Supervisor(Guide)
Projects can be guided by any Post Graduate degree holder with/without a Doctorate
Degree working in an academic institution (preferably teaching MBA /Management
course) or a person working in the managerial cadre in any industrial/business /IT
organization. Learners must take advice and suggestions from their guides from time to time.

5.Project Proposal
Once the learner decides the Project topic, he/she should prepare a proposal as per the format given in the next page. This format should be considered as ANNEXURE 1 of the Project report by the learners. The Proposal should not be more than 5 to 6 pages. In other words, the project proposal need not be sent separately.

6.Format of Proposal
Name of theLearner…………………………………….........
Registration No. ………………………………………….....
Program Name…………………………………………………
Address………………………………………………….........
......…………………………………………………..................

Proposal must carry the following information
_ Title of the Project
_ Objectives
_ Need for the topic
_ Methodology and Procedure of Work
_ Statistical Techniques to be used(If any)
_ Chapterisation
_ Detailed Information of Guide: Name, Address, Qualification, Designation, Special
Field of Work, Experience, Any Other Important Information

7. Technical specifications of the project report
_ Paper : A4 size Bond Paper only(11"x 8.5")
_ Fonts : Times New Roman , 12 font size, ‘1.5’ spacing
_ Margin : Left 35 mm , Right 20mm , Top 35mm , Bottom 20mm
_ Binding : Rexin Black Bound or Plastic & spiral bound
_ First (preliminary)page should have the following information:
i) Top : The Title in BLOCK CAPITALS
ii) Centre : Full name of the student in Capital letters and Registration Number
iii) Bottom : Name of the Institute(i.e. SCDL), in Block Capitals, and the Academic year

8. Instructions for the preparation of hard copy of the project report
Learners should note the following important points regarding project work:
_ The title of the project-report should not be the same as the objectives, as there can be more
than one objective for a particular study.
_ Each objective will have at least one or more findings and suggestions.
_ Each objective must have relevant questions in the questionnaire and/or interview
schedule.
_ Learner must ensure adequate coverage of the topic in general and objectives in particular.
_ Coloured figures/diagrams/graphs/tables will add value to the presentation of the report.
Every table and diagrammatic representation should have a serial number and a caption.
_ All Project reports are to be sent by post or delivered personally at the address of SCDL
main campus.Learners should submit thedraft of the project report to the Project Guide
before the final submission and make the necessary changes, corrections as suggested by
the guide.

_ Project Report should be of minimum 65 pages for all two year
programs and of 30 pages for all one year programs.(Not applicable for PGDIT/PGDID)
Learners have to strictly follow the deadline for submission of the project report. Project
reports received after the deadline will not be evaluated.

Important Note
(a) For two year programs, the Project report must be submitted within three months after completion of the fourth semester. As far as PGDIT program is concerned, Part A of the project report should be submitted within three months after completion of the third semester and Part B of the project report within three months after completion of the fourth semester. For one year programs, the project report must be submitted within three months after completion of the second semester. As far as CPED (which is only a one semester) program is concerned, the project report should be submitted within two months after completion of the semester.
(b) While sending the project report to Symbiosis Centre for Distance Learning (SCDL), please mention (on the top of the envelope) “PROJECT REPORT for program………..”.
(c) In addition to these general guidelines, learners of PGDIT and PGDID must also refer to the guidelines specific to their programs as given in Annexures ‘A’ and ‘B’.

9.No Objection Certificate
If the project is carried out in an organization, a certificate of the CEO or any other authorized person of the organization is necessary, mentioning that the organization has no objection in publishing the findings of the project study.
The certificate should bear the name of the authority with signature and company stamp. Alternatively, the certificate should be given on the company’s letterhead and signed by the company’s authorized person.

9(a) FOR EMPLOYED LEARNERS
SPECIMEN
NO OBJECTION CERTIFICATE
This is to certify that ………..(learner’s name) is an employee of this
institute/organization for the past …………
We have no objection for him/her to carry out a project work titled “…………………” in our
organization and for submitting the same to the Director, SCDL as a part of fulfilment of
the……………..Program.
We wish him/her all the success.
Seal of the company Signature of the competent authority
of the Institute / Organization

Place:
Date:

9 (b) FOR NON EMPLOYED LEARNERS
SPECIMEN
NO OBJECTION CERTIFICATE
This is to certify that ………..(learner’s name) is permitted to use relevant data/information of
this organization for his/her project in fulfilment of the ……………..Program.
We wish him/her all the success.
Seal of the company Signature of the competent authority
of the Institute / Organization
Place:
Date:

CERTIFICATE/DECLARATION REGARDING ORIGINALITY
This is to be given by the learner and the supervisor (guide) indicating that this project work is
original and submitted for the first time.

SPECIMEN
9(c) DECLARATION BY THE LEARNER

This is to declare that I have carried out this project work myself in part fulfilment of the
…………..Program of SCDL.
The work is original, has not been copied from anywhere else and has not been submitted to any
other University/Institute for an award of any degree/diploma.
Date: Signature:
Place: Name:

SPECIMEN
9(d) CERTIFICATE OF SUPERVISOR(GUIDE)
Certified that the work incorporated in this Project Report……………..(Title) submitted by
……………..(Learner’s name) is his/her original work and completed under my supervision.
Material obtained from other sources has been duly acknowledged in the Project Report
Date: Signature of Guide:
Place:

10. Chapterisation (For Programs other than PGDIT/PGDID)
i) No Objection Certificate
ii) Declaration By The Learner
iii) Certificate By The Supervisor
Chapters Page Nos.
1. Introduction…………………………………………………
2. Objectives and Scope………………………………………
3. Limitations ………………………………………………….
4. Theoretical Perspective……………………
5. Methodology and Procedure of Work …………
6. Analysis of Data…………………………………………….
7. Findings, Inferences and Recommendations…………………
8. Conclusion……………………………………………………
9. Summary of the Project Report
ANNEXURES
I) Proposal
II) References
III) List of Figures, Charts, Diagrams……………………………
IV) List of Tables ………………………………………………

(Note: The “No Objection” Certificate and the Declaration Certificate of the learner and the
supervisor will be a part of the hard bound Project Report.)

11. Scheme of Assessment and Evaluation of Project
Sr. No. Item of Assessment
1. Area and topic selected for the project work
2 . Need of the project topic and statement of objectives of the project work
3 . Methodology and procedure of the project work
4 . Tools of data collection
5 . Presentation of collected data tabulation, diagrams, graphs etc.in a concise form
6. Analysis of data
7 . Use of statistical techniques for analyzing of data
8. Findings, inferences, their educational implications and recommendations.
9 . Preliminary pages of the project report , typing, binding and get-up of the report
10 Overall impression about the project work and its presentation in the report form
11 If the project has any relevance to the existing job profile, a learner has to furnish a
feedback from his/her immediate superior as to why/how the particular topic has been
chosen by the concerned learner and what value it would add in general or in particular.

12. Selection of Project Topic
The project can be selected in various ways like
_ Select a company / organization / institute concerned
_ Discuss with concerned persons, your specific requirements and select the subject/topic in
their consultation.
_ Discuss with your faculty concerned, before making a choice of your subject/topic.
_ Consult experts in the field to make a right choice of the subject.
_ Study various articles / news items etc. appearing in dailies, weekly, monthly magazines to
look for a desired topic.
_ Discussions with the relevant firm may help select a proper topic.
_ A critical eye can help you spot the right topic for your project.

13. Suggested List of Topics for Project Work

Human Resource Management
Philosophy and Management of Human Resources in select large sized Indian Industries
Leadership styles – A comparison of Indian and Foreign Banks in Pune
Job satisfaction and Job involvement of employees in select Textile Mills in Gujarat
Status of Industrial Relations and Implementation of Labour Welfare
Measures in select Oil Mines
HR Practices and Organizational Strategies in select IT companies in India
360 degree appraisal in ABC Corporation
Potential appraisal in Maruti Udyog
Strikes and lockouts in ABC
Cross cultural issues in HR
Industrial conflict
Transfer and Promotional Strategies

Annexure A
Guidelines specific to PGDIT Learners
1. Learners have to carry out computerization / automation of any
business process as a part of this project. They may choose any manual system or may
carry modification to the existing applications.
2. Learners are required to complete the project in two parts, part A and B.
Part A (Semester III) Analysis and Design, covers the following
phases:

_ Survey Phase / Study
_ Analysis
_ Design
3. Learners have to send survey phase (soft copy) document by August 12, 2007 to SCDL
with their name, title of the project, course name, registration number clearly marked on it
.SCDL will approve the document and intimate the learners. Learners are then required to
submit Analysis and Design (i.e. the remaining part of Part A of the project) for approval
before the end of the semester.
4. Based on the feedback, a learner has to modify the design and develop the project.
Learners should submit a softcopy in MS-office format (Word Document, PPT-diagram) at
projectreport@scdl.net

Part B (Semester IV) covers the code design, Implementation
and Evaluation

5. After the completion of the entire project of (Semester III and Semester IV) every learner
has to submit a hard copy of the complete project report in a combined form to SCDL
main campus address. Similarly, a soft copy has to be sent on the e-mail ID mentioned
above.

BODY OF TEXT
Part A (Semester III)
a. Survey Phase/ Study:
_ Existing system: - Explains the functionality (of existing system)
_ Drawbacks
_ System Requirements:- features desired in new system
b. Analysis:
_ Context Diagram
_ Data flow Diagram (Level I, II, III)
_ Functional decomposition
c. Design (System design):
_ ER Diagram
_ Data Dictionary
_ Table Design
_ Input forms Design
_ Report Layouts

Part B (Semester IV)
7. The code design and implementation
Learners have to develop the code for the forms and reports designed
during Semester III. They will be assessed on the basis of
_ Quality of code
_ Input data validations
_ Quality of report

Note: Learners of PGDIT are requested to retain a soft copy
of the project prepared in Semester III as it will be required
for pursuing further project work for Semester IV.

8. CHAPTERISATION (Project I - Semester III)
Chapter 1: Introduction
_ Existing system
_ Scope of project
_ Model, if any

Chapter 2: Survey
_ Sources of Data Collection
_ Methods of Data Collection
_ System Requirements

Chapter 3: Analysis
_ Context diagram
_ Data flow diagram (Level I, II, III)
_ Functional decomposition

Chapter 4: Design
_ ER diagram
_ Data dictionary
_ Table design
_ Input forms design
_ Report layouts

Chapter 5: Implementation (Project II - Semester IV)
_ Data Validation
_ Sample Code

Chapter 6: Future Enhancement
Annexure
A. Survey
B. Input Screens
C. Sample Reports
Bibliography

9.Suggested list of topics for the Project Report
Information &Technology
_ Student Information System such as enrolment process, fee status,
assignment status, exams status, degree/diploma processing.
_ Online examination system such as generation of question bank,
question paper, score card etc.
IT in HR application such as payroll system, performance appraisal,
recruitment, leave management etc.
E-commerce
ERP in Logistics/Transportation Management
MIS in Traffic Management
Data processing in Warehouse Management
Design/Development of novel IT system
EDI
Knowledge Management and IT
Role of IT in Project Management
SAP System/Vendor Selection
Security and role of IT
IT Maintenance/Troubleshooting

Annexure B
Guidelines specific to PGDID Learners
1. Objective of PGDID Project
To develop skills, insights, and understandings of the basics to instructional design
concepts, models, theories and principles combined with creativity, with emphasis on
development of instructionally sound storyboards / scripts.

2. All learners of PGDID program have to submit two projects, one in Semester I and the
other in Semester II
SCDL allows learners to take –up any topic of their interest and choice for Project 1.
However, learners should bear in mind that the project topic should be relevant to
Instructional Designing. Although an illustrative list of the topics is given in order to give
an idea about project topics or titles of the project, learners are nevertheless advised not to
restrict themselves only to the topics mentioned here for Project Work as SCDL gives
liberty to choose any topic relevant to Instructional Design.

3. List of Topics for Project (1) Work (First Semester)
1. Teaching Computer Basics to (a)adult (b)child
2. Teaching Environmental Science
(a) Global Warming
(b) Pollution
(c) Contagious Disease
(d) Green House Effect
3. Induction And Training Program for Top Management, Middle Management and Lower
Management
4. Needs Analysis for Call Centre/Training and Development Company
5. Teaching Basics of Grammar to Primary, Middle and Senior Class
6. Interview Basics
7. Stress Management

Note: As Project 1, every learner is supposed to write a detailed note
(15-20 pages) on any one of the above topics or any other topic
relevant to the application of Instructional Design

4. As far as Project 2 (second semester) is concerned, raw contents
on three topics for creating storyboard/script is provided by SCDL on website
www.scdl.net. Learners need to select any one topic to create a storyboard/script.
Learner may choose to create either a storyboard or a script on any one of the topic. Both
formats serve the same purpose, and include the same descriptive elements, but vary in
their layout and treatment of graphics. Sample storyboard and sample script is provided in
Lesson 12: Visualization & Storyboarding of SLMS is also online in the topic chosen .
a) Storyboards use rough sketches or clip art to visually depict required art elements.
b) Scripts use verbal descriptions of on-screen graphical items.
5. Creating Storyboard
c) Learner is supposed to create the storyboard using PowerPoint application (ppt file)
Naming the file: Learners should use their registration number to name the file. e.g.
200500002.ppt
d) Alternatively learner can submit a hand-written storyboard, for which they need to follow
the format provided in the Self learning material (Annexure B, Page 169). In this format,
the page is divided into two parts. Learners may show the placement of text, graphics,
instructional text etc. at the initial part of their project and they can write the instructions
meant for the graphic artist and the programmer at the end of their project. The learners
may also write additional text or the text that needs to appear on navigations like click, rollover,
drag and drop, etc.

6. Creating Script
e) Learner is supposed to create the storyboard using MS-Word application (doc file).
Naming the file: Learners should use their registration number to name the file.e.g.
200500002.doc.
f ) Alternatively, a learner can submit a hand-written script, but they need to follow the
format provided in Annexure A (Page 157) of the SLM.

7.Project Submission
g) Softcopies of Project 1 and 2 are to be submitted at projectreport@scdl.net to SCDL. Apart
from soft copy, after the completion of the entire project of (Semester III and Semester IV)
every learner has to submit a hard copy of the complete project report in a combined form
to SCDL main campus address.
Please note that the name of the file should be learner’s registration
number. e.g.: 200500002.doc
h) Learners are required to retain one copy of the project with them.

PPT on Performance Management

Dear Friends,
Attachinf herewith powerpoint presentation / PPT on performance management.

Download PPT

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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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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