A PROJECT REPORT On A Study of HR Practices in ITC Submitted in partial fulfillment of the requirement for the award of degree Of Master of Business Administration OF [pic] ITC Ghaziabad [pic] SESSION 2009 Submitted by: Raibahadur Singh Parihar Under the guidance of: MR. Ravi karan singh Contents 1. Declaration 2. Acknowledgement 3. Preamble 4. Objective 5. Certification of ITC 6. Policies of ITC 7. Company profile 8. Growth
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Gamification: A revolutionary phase for HR management or myth? Gamification… It’s a new word so I think you are going to learn at least a new term today. Gartner‚ Inc defines Gamification as the concept of applying game mechanics and game design techniques into non-gaming environment to engage and motivate people to achieve their goals. Gamification began to percolate in companies during 2010 when Badgeville started using this term to define their behaviour platforms1. Gamification has started
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cost though. Wal-Mart has faced much criticism‚ as well as litigation‚ for its human resource (HR) policies‚ being accused of underpaying and demanding too much of its associates. Research has shown (Bernardin‚ 2007) that HR practices are the leading indicators of lagging financial performance measures‚ but Wal-Mart is making itself an exception to this rule. The discrepancy between Wal-Mart’s poor HR leading indicators and its high degree of financial success has to do with the introduction and
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(outsouring etc.) Work Flow Design and an Organization’s structure * If structure strongly based on functions workers have low authority and work alone on highly specialized jobs. * Managing a division requires more skills than managing a function * HR managers need to design jobs that fit with the structure not only in the job itself Job Analysis * Process of getting detailed info about a job Job descriptions * List of tasks duties and responsibilities (TDRs)> shows how well candidate fits
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Abstract In this project I hope to understand more on the role of the human resource department in any organization and the tasks it carries out to help achieve the organization goals‚ how it plans to achieve it‚ the challenges it encounters and what future plans it has for the organization. I have been privileged to interview our manager finance and administration who for some time‚ was playing the role of human resource manager‚ and get an inside feel of how the department works. I also got time
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is an HR Professional? A Person who career field primary function is Personnel and adminis-trative Support. What is The Profession of Arms? Outlook based on expects and functions of the Armed Forces Branch. “The Army as a profession of Arms is a unique vocation.” (The Profession of Arms; CG Tradoc 8 December 2010). When asked what does it means to be a Profession of Arms‚ is as not easily explained as if you were asking a Police Officer what does it means to be a COP. The HR Sergeant
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I would like to think of myself as more of an advanced HR professional versus a strategic expert‚ even though that is what the test indicated. Organizational design‚ communication‚ performance management‚ selection‚ staffing‚ retention‚ rewards‚ compensation‚ training‚ development‚ coaching‚ consulting‚ employee relations and conflict resolution was some of my strongest competencies. Back in 1993 I joined a small employee benefits firm which specialized in Section 125 plans and the administration
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2. Main Report Page 5 2.1. Strategic Choices for HR Planning at Qantas 2.2. Maintaining Employee Commitment Page 10 3. Conclusion Page 13 4. References Page 14 1. INTRODUCTION 1.1 Objective This report has been commissioned to discuss the challenges faced by Qantas in 2011 and to evaluate the strategic choices made by the company from a theoretical and practical perspective in relation to HR Planning. The report also makes recommendations on how to maintain
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Name: Asha Ramadhan Topic: Employee Resourcing Course: BSc (Hons) Lecturer: Sumara Khan Date: 20th/August/2012 Introduction Talent management is defined as a sub-set of hr functions. . There are a lot of definitions to what talent management is for some it is similar to succession planning and to others it is incorporated attempts to develop attract and keep hold of the best people. A lot of companies select different ways of human resources guidelines to fit into their talent management structure
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Resources include five main areas: Payroll ensures for our co-workers the services to be provided by the employer including payroll and the operation of the system of non-salarial allowance packages‚ cooperation with trade unions and the support of HR changes within the company. The responsibilities of the Human Resources and Organisational Development Team include: The organization and arrangement of trainings for our colleagues‚ the operation
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