Objectives of HRP: • To recruit and retain the human resource of required quantity and quality. • To foresee the impact of technology on work‚ existing employees and future human resource requirements‚ meeting the needs of the programs of expansion‚ diversification and to estimate the cost of human resources. • To improve the standards‚ skills‚ knowledge‚ ability‚ discipline etc. • To assess the surplus or shortage of human resources and take measures accordingly thereby minimising the imbalance
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analysed thoroughly. 2 TABLE OF CONTENTS CHAPTER NO TITLE Abstract List of Figures List of Tables PAGE NO 2 4 4 5 6 7 7 9 10 10 11 13 15 1.0 2.0 3.0 Introduction Literature Review HRM Concepts in Football 3.1 3.2 3.3 3.4 3.5 3.6 3.7 HRP Recruitment and Selection Induction Training and Development Performance Appraisal Wages and Salary Administration Grievances Handling 4.0 Conclusion References 15 16 3 LIST OF TABLES TABLE.NO 1 2 3 TABLE NAME EPL Clubs Expectations
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------------------------------------------------- India Business Quiz : Questions with Answers 1. "We have learned that if we provide people with an occasion & an excuse to shop‚ they will come" are the Golden words of whom? Ans: Kishore Bayani (The Chairman of Future Group) 2. What is the Title of Auto Biography of JRD TATA? Ans: Beyond the Last Blue Mountain 3. What is the Title of Auto Biography of Krishna Kumar Birla? Ans: Brushes with History 4. "It happened in India" is the Auto
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international and a high level of top management backing for these plans. In recent times‚ India’s internationalisation thrust has been led by the software companies. With the Indian software market still in its infancy‚ companies like TCS‚ Infosys and Wipro have felt a compelling need to tap the markets in the West in general‚ and the US in particular. It is not uncommon to see software companies in India generating more
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of IT in exports has increased by 17% from 1990 to 2001. IT based sectors such as Backoffice‚ remote maintainence‚ accounting‚ public service‚ medical‚ insurence and other bulk processiong fields are rapidly expending. Indian companies such as HCL‚ WIPRO‚ INFOSYS‚ TCS are today’s tough competitors for the other IT organizations. History of Information Technology in India The setup of IT in India was done by the Tata group in association with the Burroughs at Mumbai in 1967. The first software
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that even lower organizational levels can set goals and develop plans. Therefore‚ managers should teach their employees how to set goals and to plan then trust them to do it. CASE STUDY An example of company based on a strong team structure is Wipro Limited. This originally was an anonymous conglomerate selling cooking oil and personal computers‚ mostly in India. Today‚ it is a $6 billion-a-year global company with most of its businesses coming from information-technology services. The strength
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3. Organizations set major objectives and develop comprehensive plans to achieve those objectives through strategic planning. 4. Human Resource Planning (HRP) is the conducting of recruitment and selection methods according to a strategic plan. 5. Strategic HRM is a combination of strategic planning and HR planning. 6. Organizations set major
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25 November 2012 Sector: IT Consulting & Software CMP: 1288 Rating: BUY Target Price: 1500 Stock Info Investment Period: 15months Introduction: Tata Consultancy Services Limited is an Indian multinational information technology services‚ business solutions and outsourcing Services Company founded by JRD Tata in the year 1968 headquartered in Mumbai. TCS is a subsidiary of the Tata Group. It is one of India’s most valuable companies and is the largest India‐based IT
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A study Corportae Goverance and Leadership Riazuddin Ahmed Assit Professor AAKCBM Hyderabad Abstract | | | | |Purpose – The purpose of this paper is to review the literature on the corporat Goverance. | The research purpose of this study is mainly descriptive since the main aim is to describe and to deeply understand
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make in order to improve morale‚ decrease human resources costs‚ limit personnel liability‚ none is more effective than focusing on hiring the right person for the job. The hiring process consists of three distinct process: 1. Human Resource Planning (HRP); 2. Developing Analysis‚ Description and Specification of the job for which hiring is performed‚ 2. Recruiting and 3. Selection. Whether a company is thriving in a rapidly expanding bull market or floundering to escape the grips of the bear market
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