A PROJECT REPORT ON HUMAN RESOURCE POLICIES AT FRONTLINE COMPLOGIC SOLUTIONS‚ HYDERABAD SUBMITTED BY LAVANYA CHOPPADANDI. 030-07-0127. PROJECT SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION TO [pic] OSMANIA UNIVERSITY‚ HYDERABAD 500007. ST.ANN’S COLLEGE FOR WOMEN (P.G. CENTRE). (Affiliated to Osmania University). MEHDIPATNAM‚ HYDERABAD-500028. (2007-2009). DECLARATION I‚ Ms. Lavanya Choppadandi
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Case Study of IBM: Employee Training through E-Learning By Admin Tuesday‚ February 15‚ 2011 0 comments Tweet “E-learning is a technology area that often has both first-tier benefits‚ such as reduced travel costs‚ and second-tier benefits‚ such as increased employee performance that directly impacts profitability.” – Rebecca Wettemann‚ research director for Nucleus Research In 2002‚ the International Business Machines Corporation (IBM) was ranked fourth by the Training magazine on it’s “The
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community. The main visionary of the company is Mr. Naguib Sawiris‚ who is also the Chairman & Managing Director of the company. All the grand strategy of the company is set by him. To ensure efficiency and effectiveness the recruitment policy of Banglalink for each management level is unique according to its needs. The company values their employees. The company uses critical incident techniques to appraise their performances. Among other things they provide. The company has taken up a string
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INTRODUCTION Banglalink is new brand name of Shebaworld (019)‚ which has been providing Global Service of Mobile (GSM) in the country since 1998. Orascom Telecom bought 100% share of Sheba Telecom and gave its new name as Banglalink aiming to provide quality service in Bangladesh. February 10‚ 2005‚ Banglalink™‚ the Orascom Telecom holding owned GSM operator‚ announces its launch with a roar: Tk.1500 (!) for a branded mobile handset as a part of its limited launch package for total Tk.3400. Banglalink aims
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Assignment On Banglalink Course code: BUS-113 Course Title: Introduction to Business Submitted to Sohel Rana Lecturer Department of Business Administration Submitted by Group Name: The LEGENDS of BBA Name ID Md. Ahadujjamanrony 1001010131 Faglul Karim Raihan 1001010142 Abdul Aziz 1001010127 Shubashesh 10010101 Ashfaqur Rahman 1001010141 Sec-C‚ 24th batch Department of Business Administration Leading University‚ Sylhet Date of Submission: May 5‚ 2010 1 Introduction:
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co-workers. These elements of work-unit orientation are crucial to the introduction of new employees to Banglalink Organization orientation involves informing new employee about the organization’s objectives and necessary information required to get him/her acquainted with the workplace. It also includes a tour of the entire facility. Orientation‚ training‚ and skill development is designed in Banglalink to enhance the overall performance and familiarity of new employees to become a part of the company
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Hr Policies In Tcs http://www.termpaperwarehouse.com/print/Hr-Policies-In-Tcs/24635 PROJECT REPORT ON HR PRACTICES IN TATA CONSULTANCY SERVICES Guided by: Submitted by Titiksha Patidar(HRF058) Acknowledgement This is to acknowledge the quality help that was provided by the Institute-ITM and the related faculty in successfully completing the HRSS project on “HR practices in TCS”. We highly obliged and thankful to the faculty‚Prof Dr. Snigdharani Mishra for all her patient guidance and help in successfully
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schlumberger_logo.png Introduction Schlumberger is the leading oilfield services provider‚ trusted to deliver superior results and improved E&P performance for oil and gas companies around the world. Schlumberger Limited (NYSE: SLB) is the world’s largest oilfield services company. Schlumberger employs over 113‚000 people of more than 140 nationalities working in approximately 85 countries. Its principal offices are in Houston‚ Paris‚ Schlumberger was founded in
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by Thomas Edison‚ General Electric is nowadays a leading business in electrical generation‚ distribution and use in America and in the world. The company has been experimenting successful business models since its creation‚ and its human resources policy has been considered for a century one of the most sophisticated. It consists in a strong focus on human potential through executive development to the top ranks of the firm: this performance based meritocracy has made GE a “CEO factory” for the company
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Human Resource Development RIL’s talent base‚ as on March 31‚ 2011‚ stands at 22‚661 with an average employee age of 41 years. In FY-11‚ the Business Transformation initiative created high engagement and excitement amongst the workforce across all levels at RIL. Some key accomplishments on people management front are illustrated below: Learning & Development In FY-11‚ RIL enhanced delivery over the last year by ensuring 1‚589‚395 man hours of learning activities at its manufacturing
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