Executive Summary

Despite recession and downswing in the financial part over the globe, job scene is always a matter of security for all of us. It is also important for the organization to retain talent as this is their true wealth. Giving incentives is not just about a good pay packet but also a great atmosphere for the employees to perform well in a healthy competitive environment. Companies are getting strict about achieving targets and there are targets also in the back office structure. The biggest incentive for an employee is rewards and recognition program. This has to be as per performance and completing the standards required as per the companys laws. Promotion and increments also offer enthusiasm for the employee to excel further. Human resource is a very sensitive issue in terms of recruitment. Qualifications and job slots should match up and a wrong person in a right environment can actually harm his own morale or spoil the self esteem of the team. Training is a vital part of Human resource management. Induction programs are essential and are generally the best way to break ice. Departments or sectional training at all levels is essential. The management should have a welcome opinion to suggestions put in by a new employee as the opinion is unassuming and mostly sincere. The rewards program of the organization should be unbiased and encouraging. Competition is inevitable and conflicts that directly affect the management should be nipped at the bud. If the human resource has to survive then the management has to be alter groupism. Grapevine and gossips should not be encouraged and this has to be done by allowing cross functional training and giving official responsibilities temporarily to junior colleagues. Meetings have to be on the informal lines where discussions should be allowed. Stringent actions as mentioned in the corporate governance has to be followed where there is violation. The Human resource does not differentiate between caste, nationality, gender and personal background of a person. Favoritism should not be encouraged and promotions or up scaling salaries must be done at a professional level wherein eligibility criteria is to be communicated effectively.