Sip Hr

In: Business and Management

Submitted By suparba
Words 8561
Pages 35
SHERWOOD COLLEGE OF PROFESSIONAL MANAGEMENT A SUMMER TRANING REPORT
ON
“PERFORMANCE APPRAISAL”

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE DEGREE OF BACHELOR’S OF BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF:-
Dr. Rajneesh Srivastava

SUBMITTED BY:-
ABHISHEK KUSHWAHA
BBA-5 SEMESTER
ROLL NO:- 11072101002

ACKNOWLEDGEMENT

I consider myself very fortunate to get the opportunity to conduct the training approval and project assignment by BHARAT SANCHAR NIGAM LIMITED (BSNL). I got opportunity to get a practical exposure into actual environment and it provides me the golden opportunity to make my theoretical concept of Recruitment and selection process in a more clear way. I am very much thankful to MR. J.P Tiwari for providing me the opportunity to do the training in the BSNL. Also, thankful to all the officials at BSNL for their cooperation during my training for providing me necessary information without which this project report would not have been completed. I have gone through various sites, Research Books, Magazines and Newspapers to get the accurate information for analysis and tried to find the best conclusion. ABHISHEK KUSHWAHA (BBA Vth SEM)

PREFACE

Summer training is the most vital part of an BBA course, both as a link between theory and actual industrial practices as well as an opportunity for hands on experience in corporate environment. I therefore, consider myself fortunate to receive the training in an esteemed organization viz. Bharat Sanchar Nigam Limited. Yet the opportunity could not have been utilized without the guidance and support of many individuals who although held varied positions, but were equally instrument for although completion of my summer training. Dr. Rajneesh Srivastava and also thanks to all my faculty members and my Parents and friends. However,…...

Similar Documents

Hr Systems

...HR system Human resource (HR) management has traditionally focused on how employment-related policy decisions, such as selection, development, training, compensation, and work design, influence organizational effectiveness. Until the last decade or so, effectiveness was almost exclusively studied at the individual level of analysis (e.g., using individual performance ratings as the dependent variable). However, the field of HR has evolved such that significant emphasis is now placed on also understanding linkages between HR practices and effectiveness at the aggregate level (Becker & Gerhart, 1996), including facility level outcomes such as cost, productivity, quality, as well as firm level outcomes such as total shareholder return, profitability, and survival. The term, HR system, refers to the fact that different combinations of individual HR practices are possible and a key question is whether the effects are additive or, as hypothesized by several perspectives, is the effect of any one HR practice dependent on the nature of other HR practices? A second key question is whether the specific effect of any particular HR practice or HR system depends on contextual factors, such as organizational strategy. These two questions have to do with the issues of horizontal (or internal) fit and vertical (or external) fit, respectively. Although my focus is primarily on the business performance dependent variable, I recognize that effectiveness can be defined more broadly,......

Words: 439 - Pages: 2

Sip Project Report

...SIP Report On ANALYSIS OF SALES & PROMOTIONAL ACTIVITIES IN TIERII CITIES From Ishan Shingne (27) Acknowledgement I take this opportunity to express my profound gratitude and deep regards to my guide E. Anand sir and Hemant Bapat Sir for their exemplary guidance, monitoring and constant encouragement throughout the course of this study. The blessing, help and guidance given by her time to time shall carry me a long way in the journey of life on which I am about to embark. I also take this opportunity to express a deep sense of gratitude to Dr. Gopal Iyengar, Director KIAMS, for his cordial support, in selecting us to be on board on the journey of PGDM with the KIAMS. Table of content Topics Number Page Executive Summary------------------------------------------------------(1) Introduction --------------------------------------------------------------(2) Objective of the stud-----------------------------------------------------(3) Concept -------------------------------------------------------------------(4) Brief about the company------------------------------------------------(5) Methodology followed--------------------------------------------------(10) Result----------------------------------------------------------------------(12) Summary------------------------------------------------------------------(13) Recommendations-------------------------------------------------------(15) Limitations of the......

Words: 2553 - Pages: 11

Networking Sip Trunking

...Introduction SIP which means Session Initiation Protocol is used for signaling system for connecting, monitoring and disconnection multimedia and voice based communications sessions over the internet. Internet Engineering Task Force defines SIP as “Peer-to-peer multimedia signaling protocol that integrates with other internet services to deliver rich communications”. Definition SIP trunking means that the IP media streams that are transmitted from within an enterprise remains an IP Media stream and passes to anywhere else within the enterprise or to across the boundary of the enterprise to another enterprise via Internet protocol. In other words, a SIP trunk is the digital data transmission link with SIP protocol which signals interfaces recognizing SIP signals and SIP media protocols using the Real Time Protocol (RTP) for voice transmission (media) and Real Time Control Protocol (RTCP) and Quality of Service (QoS). This setting reduces the need to be dependent on a local telephone system by employing hardware media gateways at the carrier edge and the enterprise edge and results in significant savings for the enterprise. This is often referred to as the PSTN-Public Switched Telephone Network) In addition to this, further cost savings is possible by cutting down on the expensive telephone desk sets that are used in many offices across the globe by introducing intelligent softphones in its place and eliminating expensive SDN Basic Rate Interfaces (BRI) and Primary Rate......

Words: 576 - Pages: 3

Hr Deals

...express my sincere gratitude to Sir Dinesh Nilkant, Center Head, Center for Management Studies - JU, for providing me the opportunity to do my minor project Internship at MyDeals, Bangalore. I would like to extend my sincere thanks to Ms. Tina, my Guide, for her guidance and support in preparing the project. I am highly thankful to Prof.CKR Gnanapazham, under whose guidance I completed this project of mine. It was her perceptive guidance, constant encouragement, constructive ideas, unflinching support and affection, which were the guiding light during the tenure of this work. Words cannot express my sincere thanks to her, as her selfless help in every way has left an indelible mark of gratitude on me. I am greatly indebted to Ms. Tina (HR manager) my immediate supervisor, for helping and guiding me to work in a great atmosphere with a lot of learning experience. Finally, I would like to extend my special thanks to all the employees of the organization, my parents, friends, and to all those who have helped me and encouraged me to complete this project work. TABLE OF CONTENT SL.NO. | CONTENT | PAGE NO. | PRELIMINARY 1 | Declaration by the Student | 2 | 2 | Certificate by the Guide | 3 | 3 | Acknowledgement | 4 | 4 | List of Tables and graph | 6 | 5 | Executive Summary | 8-9 | CHAPTER 1 INTRODUCTION 1.1 | Background of the Study | 10 | 1.2 | Need/Rationale......

Words: 5298 - Pages: 22

It in Hr

...and Time out. The time which u check in and goes out with check out the full survey and the records it s being stored out which let the judgment to get in progress about the work to get competed out with in various department u worked . 3. Module working As the department the employee working and kept to shift from various department to department as this gives out employee on continuously basis mapping and can be figure out in emergency. Map:- USER ID ----------------------------MATCH---------------------------------------HR SOFTWARE:- As such in the software we have a eye on various activities such as we have SOFTWARE USER ID (CHECK IN TO CHECK OUT HR :- With the new employee to join the organisation have a various factors to go and have to kep up the records which the process have to be complete out HR HR RECIRTMENT:- The task to have a new employee get into the organisation have a many process to figure out and then to have a process out mass selection a few get absorbed. 1. Many phone calls are made so that the eligible employee are get into the selection process. 2. Data search as bunch of many data have to search out many resumes as like online resumes, emails, phone calls etc. 3. Performance as one of the most important to finalised out and then get the absorbed out. CALCULATIONS:- 1. The employee as being hired up As then due to......

Words: 587 - Pages: 3

Hr Policies and Hr Prospectives

...Retention of HR and other related records The legal position There is a substantial and complex amount of EU and UK legislation which has an impact upon the retention of HR and other related records. Examples of legislation dealing with particular categories of records are provided in the boxes below. Other important statutes, statutory instruments, EU Directives, and further provisions and proposals include the following: Acts      Limitation Act 1980 Data Protection Act 1998 Freedom of Information Act 2000 The Regulation of Investigatory Powers Act 2000 Anti-Terrorism, Crime and Security Act 2001 Statutory instruments    Privacy and Electronic Communications (EC Directive) Regulations 2003 (SI 2003/2426) The Regulation of Investigatory Powers (Acquisition and Disclosure of Communications Data: Code of Practice) Order 2007 (SI 2007/2197) The Data Retention (EC Directive) Regulations 2009 (SI 2009/859) Directives   Data Protection Directive 95/46/EC Privacy and electronic communications Directive 2002/58/EC Further special provisions may arise affecting the retention of or access to data, for example:    In the context of the criminal law, the Anti Terrorism, Crime and Security Act 2001 Part 11 provides a lengthy code of practice for voluntary retention of communications data. To provide security services with a reliable log of mobile and fixed phone calls, telecommunication companies must keep telephone call logs for one year.......

Words: 1158 - Pages: 5

Hr Metrics and the Measurement of Hr

...HR Metrics and The Measurement of HR Tony Guse Human Resources Management AL359 Instructor: Mary Felder 5/10/2014 The goal of an effective HR department is to add value, make an organization more viable, and contribute towards the objectives and goals of a business. Human Resources Metrics convey the value added by the HR function; demonstrate the contributions made by human capital; and measure job-related duties. To be considered a strategic partner, HR must understand business. Intrinsic to that understanding are HR metrics. Simply put, metrics are a way to calculate, measure and track key performance indicators. In the same way that a company has a strategy, so must HR. Most HR activities can be measured and benchmarked (Mathis, 58). There are practically an infinite amount of metrics that HR can use spanning recruitment, retention, payroll, compensation, benefits, productivity, and training, among others. Each metric can provide insight in to how HR is performing. Some metrics are more important than others. This is all dependent upon the company’s goals, strategy, and how much useful data is available. There are, however, key questions to consider when establishing metrics: * What metrics are most valuable to the organization? * What data needs to be collected to calculate the metrics? * How will the data from the metrics be analyzed and benchmarked? * How will the data be used to improve processes and develop new action......

Words: 1106 - Pages: 5

Sip at Bank

...of people, activity, authority, responsibility and relationship for the purpose of achieving organization’s goal. Thus, organization is a co-ordination of the activities, people and hierarchy of authority and responsibility. It means that the organization structure deals with the overall original arrangement of the firm. HUMAN RESOURCE PLANNING The penalties for not being correctly staffed are costly. Understaffing loses the business’s economics of scale and specialization orders, customers and profits, overstaffing is wasteful and expensive. Thus to avoid this situation there is need of H.R. planning or manpower planning. The HR. Planning (manpower) involves the projection of man power demand, the projection of man power supply and action to bring supply and demand in to balance at a desirable level. HR planning is the process by which a management determines manpower requirement and the means for meeting those requirements in order to carry out the integrated plans of the organisation. In RPCB, the chief manager has all the rights and authority to decide the volume of manpower. He rationalizes the total manpower and then decides weather to increase the manpower or to decrease the manpower on the bases of nature of work, organizational structure etc. RECRUITMENT SOURCES Recruitment is a process of searching for prospective candidates for the given job in the organization. As we know it is very important for an industrial concerns to have...

Words: 11686 - Pages: 47

Sip Format

...SIP FORMAT    A. PRELIMINARIES   Title page   Abstract   Acknowledgements   Dedication   Table of contents   Proposed figures  B. TEXT OF THE SIP    CHAPTER I: PROBLEM AND ITS SETTING   Introduction   Statement of the problem and specific questions   Significance of the study   Delimitation of the SIP   Definition of terms    CHAPTER II: REVIEW OF RELATED LITERATURE AND STUDIES   Local studies   Foreign studies   Other readings    CHAPTER III: METHODOLOGY   Research design   Respondents/ content of the study   Sampling techniques   Data gathering and procedure   Statistical treatment  CHAPTER IV: ANALYSIS AND INTERPRETATION OF DATA    CHAPTER V: SUMMARY, CONCLUSION AND INTERPRETATION    CHAPTER VI: BIBLIOGRAPHIES    OTHERS:   Appendices   Curriculum vitae   Questionnaire/ interviewer guide   readings and other documents    HOMEWORK: TECHNICAL WRITING  CHAPTER II: REVIEW OF RELATED LITERATURE AND STUDIES    TWO MAJOR PARTS OF REVIEW OF RELATED LITERATURE   Conceptual – It contains literature coming from books, journalism and other  forms of material, concerning ore relevant to the study, but are data‐free or  non‐empirical material, coming from both foreign and local sources.   Research  –  These  are  empirically‐based,  like  scientific  paper,  theses  and  dissertations,  both  published  and  unpublished,  coming  from  local  and  foreign sources.  PURPOSE OF REVIEW RELATED LITERATURE   It  gives  researcher  several  ideas  on  how  to ......

Words: 404 - Pages: 2

Sips of Jasmine Tea

...Sips of Jasmine Tea The short story “Sips of Jasmine Tea” takes place in a suburb in Canada at summertime in the 90’s. The main character, Louise is married to Hal. It’s not known exactly how old Louise and Hal are, but they’re most likely around 40 years old. Louise and Hal belong to the upper middle class in the Canadian society ( line 11 page 1: Hal wants air-conditioning in the house. He can afford it now Tim’s gone) Together they have a son, Tim. He has recently left home to go to France to study. Louise has a friend, Kelly with whom she likes to go shopping and share food recipes. At first the reader gets the impression that Louise is just an ordinary Canadian wife, but after reading a few lines the reader will eventually get the impression that something is bothering Louise. Louise keeps making up dreams, fantasizing about a different life closer to the way she used to live as a child, and freedom. One day fortuitously Louise starts talking to her neighbor Mrs. Wu, a Chinese woman who turns out to have a lot in common with Louise, she is fantasizing about another world as well. Just like Louise, Mrs. Wu turned out to meet a rich husband, which resulted in moving from her previous childhood home in Chinatown to a suburb, which caused a loss of cultural experiences and memories from her childhood. For Louise Mrs. Wu is a person she can speak to freely about her feelings, without her husband Hal interfering with his materialistic views of life, which hides the......

Words: 810 - Pages: 4

Hr Audit

...HR Audit “The things that get measured gets managed” www.humanikaconsulting.com Agenda 1. Introduction 14. General Auditing Method 2. Challenges For H.R. 15. Methods Of Hr Audit Department Eight Challenges 16. Research Approaches To Audits 3. Meaning & Purpose Of Hr 17. Hrm Auditing Process Audit 4. Purposes Of Hrm Auditing 5. Objectives Of Hr Audit 6. Benefits Of HR Audit 7. Frequency Of HR Audit 8. The Principles Of Effective Hrm Auditing 9. Types Of HR Audits 10. The Scope Of Human Resource Audits 11. Hrm Audit Measures 12. HR Standards 13. Task Auditor INTRODUCTION • “How does a firm know if its human resource practices have an impact on business results? • “..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving “people”, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.” • “..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.” CHALLENGES FOR H.R. DEPARTMENT EIGHT CHALLENGES IDENTIFIED BY DAVE ULRICH (1997) Globalization The H.R department will need to create models and processes for achieving global activeness, effectiveness and competitiveness. Managing the Value Chain for Business Competitiveness Innovation Faster Decision Making Price or Value Advantage Effective linking with......

Words: 2161 - Pages: 9

Sip Report on Digital Marketing

...marketing/integrated marketing, in 2014 large number of businesses in India will embrace it.  REFERENCES http://managementstudyguide.com/importance-of-employee-relations.htm http://managementstudyguide.com/strategies-to-improve-employee-relations.htm http://www.ic.gc.ca/eic/site/csr-rse.nsf/eng/rs00591.html http://www.studymode.com/essays/Project-On-Employee-Retention-620682.html http://www.infosysbpo.com/Documents/employee-benefit-leaflet.pdf http://smallbusiness.chron.com/examples-employee-recognition-programs-10883.html http://smallbusiness.chron.com/examples-employee-development-activities-11195.html http://www.cmu.edu/hr/hr_services/emp-relations/problems.html http://www.hr.txstate.edu/EmployeeRelations/ERBestPractice.html http://articles.economictimes.indiatimes.com/2013-08-13/news/41375037_1_employees-sabbatical-policy-infosys http://www.statscrop.com/www/talkingtrendo.com...

Words: 8190 - Pages: 33

Hr Map

...The HR Profession Map developed by CIPD in 2009 is a useful wide-ranging visionary tool of how HR can add value to the organisation it operates in. The map identifies the underpinning knowledge, skills and behaviours that HR professionals need to have if they are to be successful. It also helps to identify areas that people may need to be developed. The map covers not only the technical elements of professional competence required in the HR profession but also the behaviours. In addition it also covers what HR professionals need to do, what they need to know, and how they need to do it within each of the 10 professional areas, and the eight behaviours. These are organised into four bands of professional competence (CIPD, 2015). There are two core professional areas, ‘insights, strategy, and solutions’ and ‘leading HR’ and eight professional areas, ‘organisation Design’, ‘organisation development’, ‘resourcing and talent planning’, ‘learning and development’, ‘performance and reward, ‘employee engagement’, ‘employee relations’, and ‘service delivery and information’, sit around the core professional areas. The two core professional areas are relevant to all HR professionals in any role and at any stage of their HR career. “Fundamental to the CIPD view of great HR is that without this core or professional foundation, HR will always speak at the ‘technician’ level. The Profession Map sets HR as a business discipline first and foremost” (CIPD, 2015 ). The innermost......

Words: 359 - Pages: 2

Hr Challanges

...Top five recruiting challenges HR professionals face and how to overcome them Every HR professional comes up against certain challenges when they are trying to hire new workers. From not receiving resumes from candidates with enough experience to being unable to shift through applications effectively, many recruiters encounter numerous issues with acquiring new employees every day. However, there are some obstacles that many HR professionals must tackle in their search for great talent that are just emerging. These types of issues require HR representatives to adopt specific solutions and strategies if they want to improve their recruiting. Here are five of these challenges and how to overcome them: 1. The need to make a speedy hire. According to an article in HR resource ERE.net, one of the biggest struggles recruiters are starting to encounter is the need to make a quick hire. Many HR professionals had time during the recession to deliberate over candidates' qualifications and conduct multiple rounds of interviews, but competition is heating up once more for great talent. In addition, many companies are growing so fast and need to fill multiple positions at the same time that recruiters no longer have a lot of time to recruit workers. Solution: HR professionals should examine their recruitment tools, especially their software and employee management strategies. Recruiters can spend a lot of extra time trying to input candidates' information into systems or speaking...

Words: 886 - Pages: 4

Sip Report

...falling behind in competition by relinquishing their leadership positions. Making no mistake, the insurance industry is at a pivot point as further success is likely to rest on today’s technology strategies and decisions. With increased competition among insurers, service has become a key issue. Customers are looking for more and features that add to better service. So, any insurance company today must meet the need of the hour with more and more sophisticated approaches while handling the customers. Today, managing the customer intelligently is very essential for the insurer, especially in this highly competitive environment. This project aims to study the importance of information technology attached with its business processes at my SIP Company, IDBI Federal life Insurance Company limited. It also identifies the new developments in Information technology that can be applied to this company. Also, it analyses whether the company can gain any strategic advantage through e-insurance. It also aims at understanding how customer’s attitudes and behaviours are changing. Company Profile IDBI Federal Life Insurance Co Ltd is a joint venture of IDBI Bank, India’s premier development Bank and commercial Bank, Federal Bank, one of the India’s largest leading private sector banks and Ageas, a multinational insurance giant based out of Europe. In this venture, IDBI bank owns 48% equity while Federal Bank and Ageas own 26% equity each. The company was started in March 2008. Soon......

Words: 1704 - Pages: 7