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We have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals. We would like to extend our sincere thanks to all of them.
We are highly indebted to GLS ICT and Prof. Kavita Kshatrya for such an opportunity of getting a practical knowledge in the production and operations field, as well as the guidance, constant supervision and for providing necessary information regarding the project & also for their support in completing the project.
We would also like to thank our Director Sir, Mr. Hitesh Ruparal for giving us a peaceful and calm atmosphere to help in our Study.
We would like to express our special gratitude and thanks to people who helped us in taking permission for the visit Mr. Snehal shah for giving the permission to visit the plant and the person who guided us during the visit Mr. Rumit shah.
Our thanks and appreciations also go to all the group members in developing the project and also to people who have willingly helped us out with their abilities for successful completion of the project.
1.1 Company overview.
Hipolin Limited,is one of the largest Manufacturer of Detergent products and Cosmetics in India and hold good position having more than 300 distributors all over India in the Domestic market of the country. The company have maintained a marginal reputation in the market by the production of quality approved products. Alongwith that, the company is one of the familiar Exporters of the country in the same field. The company is having the capacity of manufacturing the Detergents and Cosmetics in buyers approved brand name and also manufacture the products as per buyer's desired specification and packing.The company is also manufacturing Detergent Powder in loose foam for industrial purpose and High foam for deomestic use. The quality and packing can be matched with the European market and taste.All the above products will be available in any packing and size and any brand name.
Registration Date Buyer / Seller in EC21 Business Type Year established Employees total Annual revenue
24\01\2002 Seller Manufacturer 1950 101 – 500 USD 1,000,001 - 2,000,000
2 HR Department of Hipolin Public Ltd. Executive Director HR Mr. Vivek Shah HR & Personnel manager Mr. Sunil Talati HR Jr. Executive Ms. Dhwani Patel GLSICT (MBA) Page 3 .1. Snehal Parikh HR Executive Mr.
but the job stopped there. a pleasant demeanor is a must. Majoring in Business Administration. however. One doesn't necessarily have to have a degree in Human Resources.1 Human Resource Management: Human Resources may be the most misunderstood of all corporate departments. It's true that any individual who works in Human Resources must be a "people person. This is no minor feat. on any given day. a person working in Human Resources must be trusted to keep an employee's personal details to herself. Today's Human Resources personnel don't only handle small administrative tasks.2. For those looking to enter a career in Human Resources. discreet manner. but it's also the most necessary. a college education is necessary. They are responsible for staffing major corporations. Instead they worked behind the scenes to ensure personnel records were in order and employee benefits were being properly administered. so those in Human Resources must be equal to the task. can also be beneficial. Psychology. as well as outside individuals. Ten or twenty years ago. The Human Resource team must also be a good judge of morale and realize when morale boosting incentives are needed. Those who work in Human Resources are not only responsible for hiring and firing." Since anyone in this department deals with a number of employees. as well as degrees in Social and Behavioral Sciences. if not above average. Labor Relations and Personnel Administration. however. Managing employees is a major job. conditions. GLSICT (MBA) Page 4 . they also handle contacting job references and administering employee benefits. Human Resources personnel were rarely seen. Those who work in Human Resources also have to be able to handle a crisis in a smooth. It's up to them to make sure all employees are comfortable with their surroundings and working under acceptable. Whether the issue is health care related or regarding sexual harassment or employee disputes. It's not enough to be able to screen potential employees.
like health insurance or 401ks. sabbaticals or disability payments. Helping workers apply for family leave. GLSICT (MBA) Page 5 . Managing on-the-job health and safety issues. offering and explaining benefits.Some standard responsibilities of a human resources department include the following: Securing. maternity leaves. like reimbursement for continuing education or smoking cessation programs. discrimination or hostile work environment charges. Offering information or advice on special work programs. Distributing paychecks and bonuses (though paycheck disbursement may be outsourced to another company). Possibly participating in motivational company wide events. sexual harassment. Handling all paperwork related to the hiring or firing of employees. setting up interviews and potentially hiring applicants. screening applicants. Handling complaints about employer abuses. Approving performance reviews and assessing raises or promotions. Advertising available jobs.
systems. diversity. and acting as a knowledgeable resource on Company plans and policies.2 The main functions of Human resource Management are. creating strategies. In playing these roles. 2.Strategic Business Partnership. In support of those. develop. and tools that attract. Championing issues that are relevant to employees. challenge. recruitment. employee and labour relations. Leading Organisational Change.2.1 Hipolin HR Department In Hipolin. Job Design (JD) Job Analysis Human Resource Planning (HRP) Recruitment Selection Hiring Induction Performance Evaluation Compensation Management Training and Development Employee Movements Welfare Administration Health and safety Administration Discipline Administration GLSICT (MBA) Page 6 . Leading organizational changes and champion issues that are relevant to our people such as: training. To think creatively and at the same time be result oriented is one of the plus points of Hipolin. motivate and reward our people. organization effectiveness. or compensation and benefits. a business partner understands the business objectives and works with our leaders to develop and deploy our business strategies. the work of Human Resources falls into four areas .
responsibilities and service conditions of a job. Job Description: Describes the job. experience etc. The HR Planning Process Recruitment This is the initial attraction and screening of the supply of prospective Human Resources available to fill a given position/s. including abilities. utilization. Job Analysis This includes the systematic analysis of the job and the characteristics of the desired job holders. it is the process of involving the attraction of suitable candidates to vacant positions from both internal and external sources of the organization. employee cost control. GLSICT (MBA) Page 7 . In other words. special physical and mental skills. their acquisitions.Job Design (JD) JD can be defined as the function of arranging tasks duties and responsibilities in to an organizational unit of work for the purpose of accomplishing a certain objective. The information collected through a Job Analysis is of two forms. improvement. retention and supply to meet these needs. Job Specification: Describes the requirements of the person for the job. educational qualifications. training. Human Resource Planning (HRP) HRP can be identifies as the strategy forecasting the organizations future requirements for different types of workers. its tasks.
(Probationary period: the time period where the newly appointed employee will have to work till he/she is made permanent) Induction This is concerned with introducing an employee to the company. Compensation Management The main objective of the function is to develop and maintain a good salaried and wages system which is reasonable both internally and externally. There are two components of induction. It is also the judgment of an employee’s performance in a job based on considerations other than productivity alone. In this process. letters of appointments will be prepared. Introducing the employee to his/her job Performance Evaluation This is a regular systematic assessment of an employee’s performance in order to review whether his/her performance matches the expected performance levels. GLSICT (MBA) Page 8 . Introducing the employee to the organization and the organization’s culture. employment contracts will be signed and the new employee will be sent in for a probationary period. Performance evaluations are an analysis of an employee’s recent successes and failures.Selection This is a systematic process of selecting the most appropriate and suitable person to a particular job. Selection is choosing an individual to hire from all those who have been recruited/ attracted. In other words. and suitability for promotion or further training. Hiring This is the process of appointing the person selected for a particular job. personal strengths and weaknesses. job and staff in a systematic way.
Promotions are usually based on seniority. Development is concerned with the long term prospects of a career succession plan. attitude and experience to enable an employee to undertake greater and more demanding roles and responsibilities in the future. it is the improvement of the performance to carry out the current job. Promotions: this is the re-assignment of an employee to a higher ranked job in terms of responsibility.Factors affecting Salaries and Wages Cost of living Supply and demand of labor Government requirements (minimum wage rates) Competitor wage scales Trade Union influences Labor productivity Training and Development Training is the process by which the employees are taught skills and given the necessary knowledge to carry out their responsibilities to the required standard. GLSICT (MBA) Page 9 . Development is concerned with the giving the individual necessary knowledge. In other words. Methods of training and development Apprenticing On the job training Off the job training Simulations Role playing Case studies Employee Movements The movements of employees take place in three methods. skills. competency and merit. respect and salaries.
Importance of a discipline administration: To reduce conflicts and confusions To control the employees in an orderly manner To ensure employees behavior in accordance with performance standards. For this very reason it is important to develop. rules and regulations of the organization. GLSICT (MBA) Page 10 . The organization should ensure the employees physical and mental health. salaries and incentives. Discipline Administration It is important to control the performance and behavior of the employees according to the rules and regulations of the organization. Lay off: This is the temporary stoppage or suspension of the service of the employee to various reasons. Medical facilities Canteen facilities Housing facilities Transport facilities Recreation facilities Loan facilities Educational facilities Health and safety Administration This is concerned with maintaining required and reasonable levels of professional Health and safety in the job and its environment. The work place should be free of hazards. Welfare Administration This refers to all the facilities and comforts given to the employee by the employer apart from wages. implement and maintain an appropriate disciplinary system. Transfers: this is the movement of an employee from one job to another on the same occupational level and at the same level of wage or salary.
The Human Resource Department Deals with management of people within the organization. keeping them in their positions and ensuring that they perform to expectations. this will involve attracting employees. the department is responsible for hiring members of staff. It is responsible for organization of people in the entire company and plans for future ventures and objectives involving people in the company. the Human Resource Department also clarifies and sets day to day goals for the organization. First of all. GLSICT (MBA) Page 11 . Besides. There are a number of responsibilities that come with this title.
3. It is important that the organization ensures that all the employees under its wing are just enough to increase value to the organization. For state and local posting requirements 4.2 Recruitment Preparation: There is no general preparation for Recruitment in the company as the forecasting is very simple for sales and import export. The Department must ensure that staff members are not too many because if they exceed this amount. “Human Resource Planning is a process of forecasting an organization’s future demand for human resource and supply of right type of people in right numbers.3. otherwise they will be overworking those who are already in place. there will be poor motivation resulting from fatigue. Basis for subsequent online posting GLSICT (MBA) Page 12 .” 3. The job posting in this organization is to be used for the following purposes: 1. then the organization stands to lose. Generally recruitment is needed during the time of higher production in case of mass order and that is done by On-Gate recruitment as there is ample availability of cheap labourers in nearby vicinity. The HR department is also bestowed with the responsibility of planning future organizational goal in relation to people or clarifying these same goals to staff members. Consequently. This function of the department ensures that people in the organization have a general direction which they are working towards. It must plan adequately to ensure that staff members are not too few either. One important aspect of this is planning for employees in the organization. To secure approval to fill a vacant position 2.1 Manpower Planning: The Human Resource Department is placed with the responsibility of ensuring that it plans adequately for all the organization’s future engagements that will involve people.3 Job Posting: Agreement in which a firm internally posts a list of open positions (with their descriptions and requirements) so that the existing employees who wish to move to different functional areas may apply. As the basis for national advertisements 3.
5 Internal Recruitment: The organization does not have a written policy on internal recruitment. Divya Bhaskar.3. Another implication is that most suitable applicant for the job may already be employed with the organization. Sandesh. Acent (for higher level) etc. Without the advertising of positions internally. One of the implications of not advertising internally within the organization is that morale may be damaged which may contribute to an increase in absenteeisam and increase in job dissatisfaction. If the organization cannot match suitable applicants to jobs. the organization needs to ensure that the true target market is reached. Thus the most popular method used to attract professionals and managerial employees is to advertise in state or metropolitan daily newspaper. low job satisfaction. As the purpose of recruitment and selection is to match the right applicants with the right jobs. that the advertisement reaches professionals and managerial applicants. it is difficult to develop succession planning. decreased productivity and increased turnover. For employing the labourers generally the walk-in or referential employment is preferred for recruitment as it is very fast and many be required to do on urgent basis during crisis. as a means for promoting the vacant positions for high skilled employees. Internal advertising and job posting can help facilitate the promotion of employees who are qualified. There is no procedure in place to facilitate the filling of positions through internal sources. Employing the wrong person for the job creates additional costs. then the whole recruitment process is affected. That is. 3. Internal advertising can help identify people with talent who otherwise would not be known personally to management. but because the position is not advertised internally that employee will not have the opportunity to put their case forward. GLSICT (MBA) Page 13 .4 Advertisements: The organization uses newspaper like Gujarat Samachar.
Proper screening of candidates takes place during selection procedure. It is just sourcing of data. Negotiation: If candidate cleared technical interviews then negotiation takes place between the organization and the candidate for salary and location. competencies and interests of the candidate are examined during preliminary interview. GLSICT (MBA) Page 14 . 1. though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. The skills. The candidates are given a brief up about the company and the job profile. 3. Recruitment precedes selection in staffing process. Moreover. There is no authenticity of background and hence to assure that employed labourer is having the clean records the Reference Check is done with most scrutiny. Selection involves choosing the best candidate with best abilities. The Employee selection Process takes place in following order in this organization. Reference Check: Reference check forms the crucial element in appointing the employee in Hipolin because it has majority of Waged Labourer in the work force which are local residents and generally from rural sides of the Ahmedabad. But selection must be differentiated from recruitment. and it is also examined how much the candidate knows about the company. Effective selection can be done only when there is effective matching. It is a procedure of matching organizational requirements with the skills and qualifications of people. While selection is a negative process as the inappropriate candidates are rejected here. skills and knowledge for the required job. All the potential candidates who apply for the given job are tested. academic and family background. the organization will get quality performance of employees. It creates a pool of applicants.1 Selection process: Employee Selection is the process of putting right men on right job. organization will face less of absenteeism and employee turnover problems. Interviews: It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. By selecting best candidate for the required job. Preliminary interviews are less formalized and planned than the final interviews. By selecting right candidate for the required job.4. organization will also save time and money. 2.
4.3 Interview Environment: The room used to interview applicants is important as it contributes to the image of the organization. The use of the boardroom table for interviewing may cause the applicant to become uncomfortable. A disadvantage of using unstructured interview is that the same question may not be asked across each of the candidates being interviewed. Structured interviews for professionals or high skilled applicants can help ensures the decisions are made based on the answers to the same set of questions. as the seating arrangements may not facilitate a relaxed environment. GLSICT (MBA) Page 15 . This environment may cause the applicant to become nervous and the quality of response received may be affected. 4. therefore lacking consistency and reliability. since decision may be based on different sets of criteria. thus comparing the same set of criteria. This affects the validity of the interview. The interview room for this organization is the boardroom. Interaction between the candidate and the interviewer may differ from one interview to the next.2 Interview Structure: The organization uses unstructured and semi-structured interviews. It is located immediately beside the main office and is set up as a traditional boardroom with a long table and chairs.
Graduation Mark sheet. Employees who are new to the job require essential information related to their work and their work environment. and (4) convey what he or she can expect from the job and the organization. 5. long-term working relationship between employer and employee.2 Joining Formalities: The organization completes the joining formalities after the orientation. (3) help him or her understand organization's expectations. Environmental and Health & Safety Managers.1 Orientation: An introductory stage in the process of new employee assimilation. This organization uses manual induction program and also IMS awareness program for new employees. Resume GLSICT (MBA) Page 16 . Personal Information Sheet. Within a reasonable time following their appointment. 2 Passport size Photograph. Offer Letter. Appointment Letter. work environment and terms and conditions of employment. employees require orientation to their duties. Pan Card. and a part of his or her continuous socialization process in an organization. It is commonly followed by training tailored to specific job positions.5. The organization collects the required documents like Residential Proof. The end result should be a solid foundation for a successful. opens a bank account for salary payment and asks to sign legal bond/work commitment to newly joined employees. The organization generates an I-card for attendance. (2) reduce his or her anxiety. This IMS awareness program is one-day course and is designed to: Address the common problems faced by Quality. Major objectives of orientation are to (1) gain employee commitment. and provide delegates with an understanding of how to streamline systems without losing focus. 10th & 12th Mark sheets.
1 Training and Development: It is a learning process that involves the acquisition of knowledge. Training is activity leading to skilled behavior. sharpening of skills. Development is the part of human resource management that specifically deals with training and development of the employees. It’s not what you want in life. skills. Training is about the acquisition of knowledge. distributing resources that are beneficial for the employee's tasks. and abilities through professional development. Role of training: GLSICT (MBA) Page 17 . but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present. and any other developmental activities. rules. Human resource development includes training an individual after he/she is first hired. but it’s knowing how to reach it It’s not where you want to go. concepts. or changing of attitudes and behaviors to enhance the performance of employees.6. providing opportunities to learn new skills. but it’s more like a vision It’s not the goal you set. and where you will be after some point of time. but it’s knowing how to get there It’s not how high you want to rise. but it’s having the knowledge to do it It's not a set of goals. but it knows how to take off It may not be quite the outcome you were aiming for. but it will be an outcome It’s not what you dream of doing.
Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Organizational. enhances the individual contribution to an organization. GLSICT (MBA) Page 18 . Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. In addition to that. which in turn. there are four other objectives: Individual. Functional. Individual Objectives .help employees in achieving their personal goals.2 Training and development objectives: The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization.6. and Societal.
Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.6. subordinates. Morale – Training and Development helps in improving the morale of the work force. It helps in creating the learning culture within the organization. It also helps the employees in attaining personal growth. relationship so that individual goals aligns with organizational goals. Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. and inter-team collaborations. team spirit. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. Healthy work environment – Training and Development helps in creating the healthy working environment. Image – Training and Development helps in creating a better corporate image. It helps to expand the horizons of. GLSICT (MBA) Page 19 .3 Importance of training and development: Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Quality – Training and Development helps in improving upon the quality of work and work-life. The employees get these feelings from leaders. Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. Team spirit – Training and Development helps in inculcating the sense of team work. It helps to build good employee. and peers. Organization Climate – Training and Development helps building the positive perception and feeling about the organization. It helps in inculcating the zeal to learn within the employees.
better attitudes. Training and Development helps in developing leadership skills. Training and development in Hipolin: IRM has always been supportive towards anyone who is willing to learn and gain extra knowledge in their field. Training and Development aids in organizational development i. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies. motivation. loyalty. GLSICT (MBA) Page 20 . This year lots of employees have taken up training for getting in depth knowledge in their specified and respective field.Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.e. and other aspects that successful workers and managers usually display.
Training in Hipolin is generally focused on the exports and Business-to-Business transactions. GLSICT (MBA) Page 21 . The large percentage of employees in company are waged laborers and they have to be trained in machine operations and packaging department for efficient production. The newly recruited Sales Executives are directly trained under supervision of Senior Sales Executive. The distributor are invited to seminars are regular basis to aide them in helping the faster distribution and even in efficient import-export business. The Sales Manager is extensively trained in Communication and Business Developments to increase the Client base in B2B business.
e. To change and update changes in departmental quality system documentation. statutory legislation and obligations. defined all roles and developed role descriptions which are mapped against KRAs through daily reporting tracker system.7. To co-ordinate with head of the departments to identify the training needs of every employee in the plant and schedule appropriate training program. Attendance. separation cases. and conduct induction programmed. Managing Appraisal process across the levels and establishing framework for substantiating Performance Appraisal system linked to Reward Management. Collect the required documents. Follow-up with Bank for timely credit of salary & Issuing salary slips. Dhwani Patel. She is responsible and accountable for implementing personnel policies. design reporting system & assign mentor as per the respective department wise. To coordinate with the finance for monthly payroll system. Payroll & Salary Administration: Maintain the employee attendance in Time Management System and generate the attendance report by online system for the salary process. GLSICT (MBA) Page 22 . To control personnel salary records and forward to EDP for further action. unpaid leave. make necessary entries for new joiners. devise the orientation plan for the new joiners.1 Roles and Responsibilities HR Executive: Ms. 2) Complete the joining formalities i. accountable and authorized for HR Function of the Organization. organize. labor laws. creation of login id for attendance / introduce and set the KRA for new joiners. industrial relations. Performance Appraisal: Involved in Performance Review process. Induction & Joining Formalities: 1) Plan. HR executive is overall responsible. To advertise and recruit employees for sanctioned positions.
increments. articles on weekly and fortnightly basis. verification report includes: Tenure with the Company. Page 23 GLSICT (MBA) . eligible for rehire Attendance. employee CV's. unable to reach assigned targets. Verification of documents and employment screening/background verification of new joined employees i. redesign and introduce HR policies. review. Employee of the month announcement. formats / forms in line with organizational goals.HR Policies. Clarify the Employee Grievance and various issues/queries on Leave policy. preparing all HR letters and certificates etc. transfers & redeployments as per staffing projections. no prior intimation before taking leaves. Starting & ending salary. & Processes: Implement. etc. Analyzed the issue by giving warning through verbally or written by issuing warning letter till termination of employees due to continuous absenteeism. Maintain the notice board with the information about “Thought of the Day” message. Salary payment. and compensation administration. sending details to the support staff. Maintain & Update the Daily/Weekly/Monthly MIS report. Procedures. Handling Salary negotiations. lack of ownership & responsibility etc. Compensation: Overall co-ordination of manpower planning. Dues with the company. Behavior with Collogues. exit interviews. designing reward and recognition scheme. Reason for leaving.e. Conducting employee satisfaction survey. quit / terminated employees Coordinate & manage the Full & Final Settlement with the help of finance division and sending circular to other departments at the time of relieving of an employee. induction and ensuring cultural fit. Title of last position held. Keep a track of records to the procedures. processes. attendance management system. Full & Final Settlement and Exit Process: Conducting exit interview process for resigned. bank account opening. overall Satisfaction of Employment. HR files and employee information in various reports like employee database. Selection policies. ID card coordination. HR Administration & Welfare: Offer release.
Organizing customized training programs based on the training need analysis to enhance the manpower skills & efficiency. Conducting managerial and technical trainings to enhance the managerial and soft skills of the employees.Training & Development: Identifying training needs and development of action plans for imparting training including measurement of effectiveness. sports day on 20th October every year. GLSICT (MBA) Page 24 . The birthday of every employee is celebrated in the organization with cake and bouquet. Employees also get leave on their birthdays. Employee engagement activities: The organization organizes the picnic.
To review and retain the promotional and other training programmes.1 Performance Appraisal: Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. This form is as given below. 4. salaries raises.8. 3. To provide a feedback to employees regarding their performance and related status. Performance appraisal is generally done in systematic ways which are as follows: 1. The employers are in position to guide the employees for a better performance. etc. It serves as a basis for influencing working habits of the employees. 2. 2. The performance approval for level M1 to E4 in this organization is done in a structured form. 3. wage structure. 7. To maintain records in order to determine compensation packages. To maintain and assess the potential present in a person for further growth and development. To provide a feedback to employees regarding their performance and related status. 6. 5. The supervisors measure the pay of employees and compare it with targets and plans. GLSICT (MBA) Page 25 . The supervisor analyses the factors behind work performances of employees. To identify the strengths and weaknesses of employees to place right men on right job. Objectives of Performance Appraisal Performance Appraisal can be done with following objectives in mind: 1.
1 Conclusion: HRM helps to asses future recruitment needs anticipate & possibly avoids redundancies. lack of motivation etc then HR department arranges motivation program. They maintain employees’ presence and absence. sports day etc. We come to know that HR department is a mediator of all departments i. disputes. if there is any problem in any department related with human then HR department solves that problem at any cost. orientation. GLSICT (MBA) Page 26 . They should helpful and co-operative with students visiting their company. In recruitment they are giving priority to internal sources like friends or relatives of employees instead of this they should give opportunities to others who are more talented. HR department observes all departments and its employees’ performance. All work including recruitment. final placement. Accordingly formulate training programs. performance appraisal. 9. selection. At time of recruitment. If they notice any problem related to employees like level of work. Any important notice or circular that is important for all or any particular employee then it is responsibility of HR department to pass it. We have done study on HR department’s functions in organizations. training and development. We have concluded that all human related work is done by HR department. develop a promotion and career development policy. They maintain calendar which include all programs and training dates which had been occurred and which is going to be arranging in future.9. They arrange safety and health related program. picnics. bond system is unfair.e. motivated activities are arranged by HR department’s executives.2 Recommendations and suggestions: They should think on employees’ suggestions and if they are proper then they should accept it.
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