SUMMER PROJECT REPORT Submitted in partial fulfillment of Master of Business Administration Conducted at BANK OF INDIA A STUDY OF THE EMPLOYEE PERFORMANCE APPRAISAL SYSTEM AT BANK OF INDIA SUBMITTED BY Shesha Sahajpal MBA (Banking and Insurance) UNIVERSITY INSTITUTE OF APPLIED MANAGEMENT SCIENCES‚ PANJAB UNIVERSITY 1|Page DECLARATION I‚ Shesha Sahajpal‚ hereby declare that the project report on ―A STUDY OF THE EMPLOYEE PERFORMANCE APPRAISAL SYSTEM AT BANK OF INDIA” was assigned to
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Analytical report: The Value of HR analytics in HR development Introduction The following report will begin by analysing the role that Human Resource (HR) analytics and Human Resource Management Systems (HRIMS) must have in order to assist HR in the shift from being an administrative and compliance based focus to becoming a much more strategically focussed and valued business resource. Towards doing this‚ we will first take a look at the purpose and benefits of HR metrics and then continue to
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Information System relating to Personnel. 11. Submission of various returns. 12. Court cases arising out of Corporation Personnel Policies. 13. Recommend Training programme for Employees. 14. Preparation and updation of Personnel Manuals. (B) HRD 1. Identification and analysis of training needs in different functional areas of the Organisation in consultation with other Divisions and Projects. 2. Planning and organising in-house and external training programmes. 3. Foreign training programmes
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Collaborate…..Change….. Service Conditions of Award Staff SERVICE CONDITIONS FOR AWARD STAFF We iterate some finer points of service conditions in brief for award staff: SALARY‚ ALLOWANCES & OTHER PROVISIONS (Ref: Corporate Centre eCircular No.P&HRD/178/2010-11 dt.23-6-2010) * Effective date : 01-11-2007 # Effective date : 01-05-2010 HEAD DETAILS / DESCRIPTION Salary & Allowances Basic Pay # 7200—400 X 3—8400—500 X 3—9900—600 X 4—12300— (20 Years) 700 X 7—17200—1300 X 1—18500—800 X 1—19300 Stagnation
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The differences between Australia and China Australia and China are known to be different in almost every characteristic According to Hofstede’s Cultural dimensions. These two countries are different in all the five aspects‚ which are‚ individualism‚ power distance‚ uncertainty avoidance‚ masculinity and long term orientation. Begin with China; Chinese people are very collectivism as they like to do things in group‚ high in power distance as inequality is considered to be normal and low score
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capabilities required by the organisation to sustain competitive advantage and ensure organisational survival. The LTD strategy also covers the means of developing these capabilities to underpin organisational effectiveness. The question for the HRD professional is to understand the overall strategic goals and to translate into day to day actions and processes. In this way learning will be seen to be supporting strategic aims and the LTD function will be aligned and a valued business partner.
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Bibliography: Note 1 Copyright 1999 by Donald Clark Created June 5‚ 1999. Updated May 21‚ 2000. http://www.nwlink.com/~donclark/hrd/bloom.html FEFC (1998)‚ Further Education for the New Millennium http://www.lifelonglearning.co.uk/kennedy/kennedy.pdf Armitage et. al. (1999) Teaching and Training in Post-Compulsory Education. Open University Press Minton‚ D. (1997) Teaching Skills
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TRAINING INITIATIVES AT PUNJAB NATIONAL BANK Submitted To: Dr. Debashish Sen Gupta Area Chairperson Human Resource Alliance Business School Submitted By: Aakanksha Agnihotri Registration No: 08PG143 Punjab National Bank Profile Since its humble beginning in 1895 with the distinction of being the first Indian bank to have been started with Indian capital‚ PNB has achieved significant growth in business which at the end of March 2009 amounted to Rs 3‚64‚463 crore. Today‚ with assets of more than Rs
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Management Plan and Job Aids HRM 240 September 30‚ 2012 Tracy Thompson Human Resources Management Plan and Job Aids Executive Summary The human resources aid I have provided to the human resources department (HRD) are directed at giving the human resources department(HRD) a detail look into what kind of recruits my department is looking for in new employees. The aids I have provided in this document give a detail look into the role of the mortgage processor on how our management staff
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forms of knowledge as outcomes of these forms of workplace learning will be identified. The situations in which the learning occurs will be examined to highlight positive and negative aspects from a human resource development (HRD) perspective and more detailed comments on HRD issues will be discussed later in the paper. Outcomes
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