INTERNSHIP OBJECTIVES 1. To understand the business and competitive environment of ING Vysya Bank 2. To analyze and understand the financial position of ING Vysya Bank viz – a – viz competitors. 3. To study the Agri Business Banking Department of ING Vysya Bank and its practices. 4. To assess procedures available for Agricultural credit rating. ABSTRACT I did my summer internship in ING Vysya bank. It was a Agriculture and rural banking department and it is located at JK towers
Premium Bank Debt Loan
HRM-II (1) Dated‚ Panchkula‚ the )‚.‘ Subject Tentative Seniority List of Elementary School Headmasters Kindly refer to the subject cited above. The Tentative Seniority List of Elementary School Headmasters is hereby sent to you. You are requested to intimate the Directorate with comments within one month if there is any objection/anomaly regarding the seniority so that it might be got corrected. SUPERMEIDINT HRM-II For DIRECTOR ELEMENTARY EDUCATION HARYANA PANCHKULA. Tentative Seniority List of
Premium Haryana
Reflected Appraisals Reflected Appraisals Many people have influenced and shaped my self-image. From the time I was young‚ my parents and family members told me if my behavior was acceptable or unacceptable by rewarding or punishing my behaviors. This started to build my self-image and as I got older‚ my peers‚ teachers‚ coworkers‚ and bosses perceptions of me has also influence how I view myself. “Reflected appraisal is our perception
Premium Self-esteem Perception
PROJECT REPORT ON: PERFORMANCE APPRAISAL SUBJECT: HUMAN RESOURCE MANAGEMENT SUBMITTED TO: DATE OF SUBMISSION: 9TH SEPTEMBER 2011 GROUP MEMBERS NAME | ROLL NO. | | | | | | | | | | | | | ACKNOWLEDGEMENT We owe a great many thanks to a great many people who helped and supported us in completion of this project. Our deepest thanks to………………..‚ our project guide‚ for guiding and providing us with valuable ideas and encouraging us to make this project and
Premium Human resource management Performance appraisal
The problems right now is that ESRB is not strong enough. ESRB should be more restrictive in rating violent video games. According to Whiting‚ the ESRB’s decision to start hiring new gamer raters instead of non-gamer raters because “Previously‚ the ESRB’s hiring policy has been to avoid recruiting from the ranks of actual gamers‚ the theory being that people soaked in game culture and aesthetics might not be the best judges of character when it came to what’s appropriate for little Johnny”. Often
Premium Video game controversy Video game Game
Distorted performance ratings are an unwanted common occurrence with most performance management systems (Aguinis‚ 2013). Since many performance management driven by people‚ distorted ratings whether inflated or deflated will oftentimes be the result of human intervention. This means that rating deflation is an intentional act on behalf of the person evaluating the employee achieve a certain agenda or goal (Wang‚Wong & Kwong‚ 2010). The motivation of the rater to achieve a certain goal for the
Premium
360 DEGREE APPRAISALS IN MODERN SCENARIO Most of the younger Group Organizations and Software Industries have started implementing 360 Degree Appraisals. 360 Degree Means that all round. The employee Concerned at the central Point and he is appraised by all the officials who are all connected with him on the job. I am afraid in most of the organizations‚ this new concepts is being followed very religious and systematically. May be the acceptance level or maturity level is not as aimed. What I
Premium Evaluation
evaluated and discussed with their subordinates the rating they have given for their performances for the past year. Each of them has some words about the performance appraisal method (graphic rating scales) being employed throughout the plant. Tom‚ having his baptism of fire into the process‚ expressed difficulty especially when one’s personal biases get in the way of the process. Jim spoke about concerns on performance recall and that fine-tuning appraisal could be motivating for one’s subordinates. Lynne
Premium Human resource management Performance appraisal
Performance Appraisal Kelli Semkin University of Phoenix Performance Appraisal • What is the purpose of a performance appraisal system and how does it benefit the organization? Performance appraisal systems are designed to serve the company ’s and employee ’s interests. They are used to inventory the abilities and resources of employees and to let an employee know where he stands so that he will be stimulated to improve his performance. This gives the employer
Premium Pearson Education Employment Performance appraisal
extremely candid and moving by forcing the audience to emphasize with Cathey’s difficult situation. The author (Wolverton) appeals to the readers emotions‚ questions the educational system‚ and applies logos to compel you to sympathize for Dasmine Cathy and to see how NCAA athletes are failed. Wolverton begins the article by appealing to pathos or the emotions of the audience. Dasmine Cathey is a
Premium American football Education High school