Performance Appraisal in Tata Motors Performance Appraisal in Tata Motors 2012 Surabhi Agarwal Abhishek Gangwar Fatima Abbas Aarti Chaudhary Eram Khan IIPM 9/24/2012 2012 Surabhi Agarwal Abhishek Gangwar Fatima Abbas Aarti Chaudhary Eram Khan IIPM 9/24/2012 INDEX -------------------------------------------------
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undertaken the Summer Internship Training at Bank of India during 2/5/2008 and 11/6/2008. She has worked under my guidance for the project title ‘Retail banking and retail credit’. She has also been guided by Mr. J.K.Das (Senior Manager- Bank of India-Jamshedpur Branch). This Project report is prepared in partial fulfillment of Masters of Business Administration (MBA) to be awarded by Amity University‚ Uttar Pradesh.To the best of my knowledge‚ this piece of work is original and no part of this report
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LOVELY PROFESSIONAL UNIVERSITY DEPARTMENT OF MANAGEMENT Report on Summer Training TRAINING NEED ANALYSIS Submitted to Lovely Professional University In partial fulfillment of the Requirements for the award of Degree of Master of Business Administration Submitted by: PRIYANKA SHARDA
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A Project Synopsis On “Overview of ERP system solution” (A case study on tata STEEL) Being Submitted in Partial Fulfilment of the Degree of M.B.A. – FINANCE For the Course MANAGEMENT information system Submitted by: Submitted to: Sheetal Singh Nirvan | Dr. Manmita mam | M.B.A- Finance
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TABLE OF CONTENTS SR.NO | TOPICS | PG.NO | | | | 1 | OVERVIEW OF STEEL SECTOR | 3 | 2 | FUNDAMENTAL ANALYSIS | 5 | A | ECONOMY ANALYSIS | 6 | B | INDUSTRY ANALYSIS | 9 | C | COMPANY ANALYSIS * QUALITATIVE ANALYSIS * QUANTITATIVE ANALYSIS | 14 | 3 | CHART ANALYSIS AND INTERPRETATION | 31 | 4 | CONCLUSION AS PER COMPANY ANALYSIS | 35 | 5 | VALUATION OF COMPANY | 36 | 6 | INTREPRETATION & RECOMMENDATION | 43 | 7 | KEY TRIGGERS RELATED TO STEEL INDUSTRY
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POPATPUTRA AHAD A. ACKNOWLEDGMENT “Support and guidence should never go without thanks.” These are the words most famous among PGDM students and they call it as formality but it’s only my experience with my superiors and colleagues during project time‚ which has made me‚ understand its true meaning. I present sincere obligation to my institute‚ MARWADI EDUCATION FOUNDATION GROUP of INSTITUTIONS‚ Rajkot for providing continuous supports and facilities to complete this research report. I am
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Quest- 1 What is Production Management and its objectives? Explain Scope and function of Production Management? Ans:- Production is basically defend as conversion of Inputs into output through transformation process . Input include 5m‚s i.e. man ‚ machinery ‚ money ‚ material methods &output is final goods. [pic] Examples:- Production Management It is process in which performance of management activities are done with regards to selecting designing operating
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Mishra was perturbed. As an AGM of the prestigious State Bank of India Staff College at Hyderabad‚ he was scheduled to take a session with the young probationers on the benefits of the restructuring as suggested in the Mckinsey Report. He was perturbed‚ not only because the report was something that was not easy to understand‚ but the portions of the report that he had read and understood‚ he was not convinced about. Much had changed since the time when he himself had started his career as a probationer
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Case Study analysis TATA-CORUS:- Q.1. What are the benefits of the TATA-CORUS merger deal to the stakeholders of TATA Steel and the stakeholders of CORUS? Evaluate the post-merger security with the help of CAPM Model. A.1. On January 31st‚ 2007 India’s Tata Steel acquired Corus‚ the erstwhile British Steel Major at a price of 608 pence per Corus share totaling $12.1 billion/ Rs 54‚000 crore/ £6.1 bn‚ which was five pence per share higher than the offer of Brazil’s CSN (Companhia Siderugica Nacional)
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Human Resource Roles in India M. Srimannarayana M. Srimannarayana is Professor‚ XLRI‚ Jamshedpur 8310 001‚ Email: sriman@xlri.ac.in Abstract: The purpose of the study is to find out the human resource (HR) roles in India replicating the model for multiple roles proposed by Conner and Ulrich (1996). Based on the data collected from 293 managers - both HR and non-HR‚ the study concludes that HR is playing predominately administrative expert and employee champion roles now. But in future its
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