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MGM HOUSE 4B-HABIBULLA STATE HAZRTGANJ, LUCKNOW MASTRE OF BUSINESS ADMINISTRATION Submitted By FARZANA KHATOON (2010-2012) Under the Guidance of MR. SUMIT KUMAR Lecturer (MBA).NMC Under the supervision of MISS.ALIYA ALAM HR (DEPARTMENT)
Content
Section-1
Industry and Company Profile History of Company Objective Mission Vision SWOT AnalysiS Product Detail Outline of the Future
Section-2
Research objective Research methodology Research design Data collection method Analysis and interpretation Result and finding Conclusion Limitation Suggestion Annexure Bibliography
PREFACE
This project is a part of the academic curriculum for the fulfillment of the two year full time program, pursuing post graduate program in NARVADESHWAR MANAGEMENT COLLEGE, LUCKNOW. The project called Summer Training Project was undertaken at E-COMTRADE, LUCKNOW. This project aimed at Customer Awareness regarding online trading and comparative study of HR. Academically, the project provides a unique opportunity to have an exposure to real life business environment and to have an right into the management intricacies thus helping leaving to be more powerful and meaningful.
DECLARATION
This project titled: Comparative study of HR is our own work carried out under the guidance of our HRD Division MISS. ALIYA ALAM; E-COMTRADE staff at NARVADESHWAR MANAGEMENT COLLEGE. This work in the same from or in any other from is not submitted by us or by anyone else for the award of any degree.
FARZANA KHATOON
ACKNOWLEDGEMENT
Before I present the project details I would like to take the opportunity to thank my project guide Miss ALIYA ALAM for her guidance and encouragement in every step to complete my summer internship successfully. I would also like to thank my faculty guide Mr. SUMIT KUMAR, without his guidance and constant support it would have not been possible to complete the project. I also wish to express our regards to all other people in HR department as well as other members of E-COMTRADE, LUCKNOW who helped me on various occasions and always kept morale high. I also thank my friends and family for their continuous co-operation and helped during the project.
FARZANA KHATOON
E-COMTRATE AN OVERVIEW
About To e-comtrade :
INTRODUCING NSEL E-GOLD AND E-SILVER : For the first time in India, National Spot Exchange has introduced e-Series products in commodities for retail investors. These are investment products that enable investors to buy and sell commodities in demat form and hold them in their demat account. Retail investors can now trade and invest in commodities like they invest in equities. This is a unique market segment, which functions like the cash segment in equities, but offers commodities in the demat form in smaller denominations. e-Series products provide opportunity for intra-day trading, coupled with demat delivery in respect of positions outstanding at end of the day.
E-Series consists of a series of investment products in commodities, which are designed for retail investors. E-Series products, innovated by National Spot Exchange (NSEL), enables investors to invest their funds into commodities in smaller denomination and hold it in demat form. NSEL has launched e-Gold, e-Silver, e-Copper, e-Zinc and e-Lead and is set to expand its e-Series basket to 20 products within the next year. Investors who wish to purchase eSeries products are required to open their beneficiary accounts with NSEL-empanelled Depository Participants (DPs).
It is available on the pan India electronic trading platform set up by National Spot Exchange, which can be accessed through E-Comtrade or their franchises. It provides a unique opportunity to buy, accumulate, hold and liquidate commodities as well as to convert the same into physical delivery in a seamless manner.
(1) Electronic spot trading facility in multiple commodities with specific delivery Centers
(2) Trading in Commodity-based Investment instrument in demat form. (3) Grading, quality certification and standardisation of commodities (4) Conducting electronic auction of various commodities on behalf of FCI, MMTC, etc
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* Powerful research supported by a pool of highly skilled research analysts * Single window for all investments needs through your unique Customer Relationship Number
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FUTURE PLAN
Career With Us:E- Comtrade is a young and dynamic organization, with a youthful and enthusiastic team determined to accomplish the vision of becoming an Investment Gateway of India. Our employee value framework is based on five core values Passion, Ambition, Innovation, Diligence and Teamwork. We believe that our ultimate identity and success will reside in the exceptional quality of our people and their extraordinary efforts. For this reason, we are committed to hiring, developing, motivating and retaining the best people in the industry.
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INTRODUCTIO
Name: E-COMTRADE
They provide you a complete life cycle of investment solution in SPOT, derivatives, commodities and depository services.
They provide you a complete Life-cycle of investment solutions in Spot as a SIP mode.
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OBJECTIVE OF COMPANY:
Comparative analysis.
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SWOT ANALYSIS
STRENGTHS
E- comtrade is a leading company in a spot marketing. High liquidity of the product at low cost. SIP systematic investment. Lack
WEEKNESSES
of effective marketing
OPPORTUNITIES
Opportunity for diversify portfolio. Export opportunity. Financial autonomy for profit making.
THREATS
Increased competitions both national and international. Deceasing in stock market.
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OUR PRODUCTS
E-GOLD
E-SILVER
E-COPPER
E-ZINC
E-LEAD
E-MEANSELECTRONIC
E-GOLD
Limited (NSEL) first time in the history Indian commodities market. The product enables you to buy gold in an electronic form on the National Spot Exchange trading platform and the gold bought by you will reflect in your demat account.
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Investment through the SIP Mode on a Daily/ Weekly/Monthly basis Storage in Hassle free D-mate from Get your Gold/Silver in physical form whenever you want
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Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare etc. Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.
Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results
The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.
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job design
Definition
Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design, organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenge and responsibility of one's work. Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise.
PLANNING
According to Urwick, Planning is a mental predisposition to do things in orderly way, to think before acting and to act in the light of facts rather than guesses. Planning is deciding best alternative among others to perform different managerial functions in order to achieve predetermined goals. According to Koontz & ODonell, Planning is deciding in advance what to do, how to do and who is to do it. Planning bridges the gap between where we are to, where we want to go. It makes possible things to occur which would not otherwise occur.
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1. Establishment of objectives
a. Planning requires a systematic approach. b. Planning starts with the setting of goals and objectives to be achieved. c. Objectives provide a rationale for undertaking various activities as well as indicate direction of efforts. d. Moreover objectives focus the attention of managers on the end results to be achieved. e. As a matter of fact, objectives provide nucleus to the planning process. Therefore, objectives should be stated in a clear, precise and unambiguous language. Otherwise the activities undertaken are bound to be ineffective. f. As far as possible, objectives should be stated in quantitative terms. For example, Number of men working, wages given, units produced, etc. But such an objective cannot be stated in quantitative terms like performance of quality control manager, effectiveness of personnel manager. g. Such goals should be specified in qualitative terms. h. Hence objectives should be practical, acceptable, workable and achievable.
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f. Planning premises may be internal or external. Internal includes capital investment policy, management labour relations, philosophy of management, etc. Whereas external includes socio- economic, political and economical changes. g. Internal premises are controllable whereas external are non- controllable.
5. Securing Co-operation
a. After the plans have been determined, it is necessary rather advisable to take subordinates or those who have to implement these plans into confidence. b. The purposes behind taking them into confidence are :-
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i.
Subordinates may feel motivated since they are involved in decision making process.
ii.
The organization may be able to get valuable suggestions and improvement in formulation as well as implementation of plans.
iii.
Also the employees will be more interested in the execution of these plans.
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Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection.
OBJECTIVES:-
Recruitment and selection objectives include a variety of components related to finding, hiring and retaining qualified employees. Clear definitions of the job qualifications allow easier identification of potential candidates. Recruitment consists of attracting capable individuals using methods such as outsourcing and the internet. Selection objectives consist of evaluation techniques such as interviews, background checks and competence tests.
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TECHNIQUES:-
Selection and recruitment are the two most central steps involved in recruitment for an organization. To hire the best people, employers should know the finest techniques for recruitment and selection. It is vital to recruit and select the best people possible to stay ahead of the competition.
1. Selection Techniques
o
Select candidates who easily adapt to changing conditions and are ready to work hard for the overall benefit of the organization. For example, choose candidates who brought drastic changes in previous organizations with their hard work instead of people who keep on working without high goals. Job recruiters should select candidates who are ready to work as team players and team leaders. Select candidates with a personality that matches the companys corporate culture.
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Assessment Centers
o
An assessment center is used to evaluate candidates based on multiple stress tests. These can include aptitude tests, group exercises, individual or panel interviews and presentations. The main purpose of an assessment center is to examine how well candidates can perform once selected for the job. An assessment center should be unbiased, both genders should be involved in the selection process as assessors, and equal opportunity to demonstrate their abilities should be provided.
Ability tests are useful for selecting candidates according to the level of their intelligence, verbal ability, numerical ability and mechanical ability. These tests are popular because they select candidates based on standardized
Interviews
o
Interviews are designed according to the job needs and requirements. Interviewees are asked a set of questions, and scores are given according to the answers. This is an essential part of recruitment, as it brings the company in direct contact with the candidate.
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Internal Recruitment
o
Recruitment is crucial in an organization, and failure to hire the right people can be a hurdle to the success of an organization. Employees can be selected for a new position from within the organization. This technique is useful to fill many positions, as current employees are familiar with the culture of the organization, its strengths and weaknesses. This recruitment technique is also called recruitment through promotion. It gives skilled employees a chance to enhance their career with the same organization and allows them to get involved in strategic activities. Internal recruitment costs less and is one of the favorite techniques for most organizations as it saves both time and energy.
External Recruitment
o
External recruiting is of two types: informal and formal. Informal recruiting consists of rehiring ex-employees through networking. Selecting prospective employees using referrals is also another informal method used in recruitment of staff. Former interns can also be chosen using this method. Formal recruitment methods include searching candidates with no previous connection to the organization. These formal methods include the use of newspapers and magazines to search for qualified employees. Employment agencies can also be brought in.
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Job placement counselors based in institutions such as universities another method to search for trained personnel. The human resources departments of many organizations establish contact with career offices in various universities to locate fresh graduates or experienced professionals through alumni networks.
Job Posting
o
Job posting refers to publicizing a post to current employees of the company by listing the required attributes, qualifications and experience. The objective of. positing a job is to bring this position to the notice of all individuals interested in the position
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the performance of employees to a great extent. Some of these factors include temperature, noise levels, and proper lighting affect job performance. Other work setting factors include size of work area, kinds of materials used, distance between work areas, cubicle arrangement, et al. 2.
It is a situation in which
employees experience acute health problems and discomfort due to the time spent in a building (particularly their workplace). Some factors that lead to sick buildings include poor air quality, inadequate ventilation, improper cleanliness, rodents, stench of adhesives and glues, et al.
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machines or employer negligence. A positive attitude towards work environment and other practices promotes employee safety.
GRIEVANCE HANDLING
What is Grievance?
Grievance is all about violation of the contract, practices, rules and regulations. As human beings are different there is bound to be grievances among employees leading to conflicts at the workplace. To avert any kind of conflicts within the organization, there is need for a proper grievance procedure so that the employees feel that their grievances are addressed and redressed.
The grievance process must be clear and simple. It must be well-defined. It must conform to the current legislation without any prejudice. There should not be any delay in the grievance process as it might result into crisis. Regular training must be provided to the supervisors and seniors who involve in this process so that they can handle effectively. Finally, there has to be follow-up to check the status of the grievance and for improving the systems better from time to time.
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Prescriptions During Grievance Procedure: If you are not the appropriate person, refer to the right person. Spend adequate time with the complainant. Be cool and composed during the process. Check for facts and figure rather than hearsay. Practice attentive listening skills. Find out what bugs the complainant. Dont have any preconceived notions about the involved parties. Dont threaten people. Always try to settle the grievance at the lower level amicably rather than dragging to the higher levels where it might become more complicated. Conduct the grievance hearing privately. Make necessary changes, if there are any irregularities in policies and procedures. Keep the entire grievance process confidential. Always make the process win-win.
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Conclusion:
"Language alters our perception of reality, because we see the world through words," writes Dr.
David J. Lieberman. "Language is the basis of thought and thought is the extension of emotion." (Lieberman, David J. Get Anyone to Do Anything and Never Feel Powerless Again. New York: St. Martin's Press, 2000). It is essential to use the right language during the entire grievance handling procedure to ensure successful outcomes.
Managers must address and redress the grievances in the initial stage itself. The grievance should not only be addressed and redressed but also seems to be redressed in the eyes of the involved parties.
Every management should have efficient handling employee grievances to ensure organizational excellence and effectiveness. Right mechanism, procedures and practices help ensure organizational culture and climate leading to better productivity and performance.
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EMPLOYEE COMPENSATION
Introduction:The increasing competitiveness of the labour market and turnover of employees had resulted in nightmare in compensation planning. Apart from this, the growing demands of the employees and competitive salaries offered by multinational companies had almost resulted in a compensation war in certain industries. Therefore, the human resources managers and tax experts have to evolve proper compensation planning for High end and qualified employees. The components of compensation have to be devised in such a way that, it focuses on the growing demands of employees while retaining the competitiveness and profitability of the company.
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Industry driven factors:There are also certain driven factors that are influencing the compensation planning. The compensation Packages of knowledge workers are different from that of manufacturing sector. The employees working in call centers are compensated differently (vs) employees of technology driven companies. Some notable examples are., a) Compensation paid in IT/ITES, b) Investment banking/Equity research, c) Software companies, d) High-end industries having high technology content like Bio/Nano technology. e) Private research and related fields.
Compensation Oval:
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Components of compensation:Basic wages/Salaries:These refers to the cash component of the wage structure based on which other elements of compensation may be structured. It is normally a fixed amount which is subject to changes based on annual increments or subject to periodical pay hikes. It is structured based on the position of an individual in the organization and differs from grades to grades.
Dearness allowance:The payment of dearness allowance facilitates employees and workers to face the price increase or inflation of prices of goods and services consumed by him. The onslaught of price increase has a major bearing on the living conditions of the labour. The increasing prices reduce the compensation to nothing and the money's worth is coming down based on the level of inflation. The payment of dearness allowance, which may be a fixed percentage on the basic wage, enables the employees to face the increasing prices.
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Bonus:The bonus can be paid in different ways. It can be fixed percentage on the basic wage paid annually or in proportion to the profitability. The Government also prescribes a minimum statutory bonus for all employees and workers. There is also a bonus plan which compensates the Managers and employees based on the sales revenue or Profit margin achieved. Bonus plans can also be based on piece wages but depends upon the productivity of labour.
Commissions:Commission to Managers and employees may be based on the sales revenue or profits of the company. It is always a fixed percentage on the target achieved. For taxation purposes, commission is again a taxable component of compensation. The payment of commission as a component of commission is practised heavily on target based sales. Depending upon the targets achieved, companies may pay a commission on a monthly or periodical basis.
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Mixed plans:Companies may also pay employees and others a combination of pay as well as commissions. This plan is called combination or mixed plan. Apart from the salaries paid, the employees may be eligible for a fixed percentage of commission upon achievement of fixed target of sales or profits or Performance objectives. Nowadays, most of the corporate sector is following this practice. This is also termed as variable component of compensation.
Piece rate wages:Piece rate wages are prevalent in the manufacturing wages. The laborers are paid wages for each of the Quantity produced by them. The gross earnings of the labour would be equivalent to number of goods produced by them. Piece rate wages improves productivity and is an absolute measurement of productivity to wage structure. The fairness of compensation is totally based on the productivity and not by other qualitative factors. The GANTT productivity planning and Taylor's plan of wages are examples of piece rate wages and the related consequences.
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Sign on Bonuses:The latest trend in the compensation planning is the lump sum bonus for the incoming employee. A person who accepts the offer, is paid a lump sum as a bonus. Even though this practice is not prevelant in most of the industries, Equity research and investment banking companies are paying this to attract the scarce talent.
Profit sharing payments:Profit sharing is again a novel concept nowadays. This can be paid through payment of cash or through ESOPS. The structuring of wages may be done in such a way that, it attracts competitiveness and improved productivity. Profit sharing can also be in the form of deferred compensation at the time of retirement. At the time of retirement the employees may be paid a lump sum or retiral benefits.
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Fringe benefits:The provision of fringe benefits does not attract any explanation. These includes., a) Company cars b) Paid vacations c) Membership of social/cultural clubs d) Entertainment tickets/allowances. e) Discounted travel tickets. f) Family vacation packages.
Reimbursements:Employees, depending upon their gradations in the organization may get reimbursements based on the Expenses incurred and substantiated. Certain expenses are also paid based on expenses incurred during the course of business. In many cases, employers provides advances to the employees for incurring certain expenses that are incurred during the course of the business. Some examples are., a) Travel expenses. b) Entertainment expenses c) Out of pocket expenses
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Sickness benefits/pregnancy:The increasing social consciousness of corporates had resulted in the payment of sickness benefit to the Employees of companies. This also includes payments during pregnancy of women employees. The expenses incurred due to injury or illness are compensated or reimbursed to the employees. In certain companies, the death of an employee is compensated financially. Companies are also providing supporting financial benefits to the family of the bereaved employees. However, companies covering these cost through appropriate insurance policies like, Medical and life insurance.
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Conclusion:The whole idea of compensation management can be better understood through the following Pyramid structure.
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Awareness level of employee about all the HR policy of organizations. Participation of employee Training& development in program of the organization. Attitude of manager toward subordinate. Satisfaction of employee about the working condition of the organization. To Measure the effectiveness of HR function is E COMTRADE. To find out the difference in the attitude of employee of ECOMTRADE HR techniques. To assess the future requirement for HR deportment.
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Research Methodology
The method adopted for carrying out any project is called as Research + For this project the study is conducted among the employees of E- COMTRADA (National sport Exchange).Research methodology used in this project is based on following factors:
SOURCES OF DATA:
Primary Data: This type of data, which is subjective, is
Collected by questionnaire filled by E-Comtrade employees . Secondary Data: This type of data, which is collected from Internet and various books.
SAMPLING PLAN
Research Design- Descriptive and analytical Sampling Method- Quota sampling and questionnaire Sampling Unit-E-COMTRADE(NSEL) Sampling Size-100 Statistical Tool- Percentage
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RESEARCH DESIGN
A research project conducted scientifically has a specific framework of research from the problem identification to the research project. The framework of conducting the were adopted.
Unstructured instruments for collection of data were used. Research is known as the Research Design.
Research Design is the blue print of any problem. It is a plan for collection, analysis and interpretation of data in a manner that is relevant to the research purpose with economy in procedure.
After defining the research problem in clear cut terms, it will be required it prepare such a research design which will state the conceptual structure within which the research would be conducted.
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Q-1. Are the standards of performance appraisal being community to all the employee of organization.
FINDINGS:
1. 2.
YES NO
100% 0%
0%
YES NO 100%
RESULT: This shows that the stander of performance appraisal being community to all the employee of organization.
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QUESTION NO 2.
Q2. Are you aware about all the HR Policy adopted by the organization.
FINDINGS:
1. 2.
YES NO
97% 3%
yes no
RESULT:
According to this data 97% employees are aware about all the HR Policy adopted by the organization but 3% are not.
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QUESTION NO 3.
Q3. Are the employees satisfied with the technique fallowed for the HR function in the
organization?
FINDING:
1. 2.
YES NO
97% 03%
3%
YES NO 97%
RESULT:
According to this data 97% employees are satisfied to the HR technique.
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QUESTION NO 4.
FINDINGS:
1. 2. 3. 4.
RESULT:
According to this data 30% employees says that motivation is most important , 20% says that promotion is most important , 20% says that performance appraisal is most important and 30% says that grievance handling is most important.
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QUESTION NO 5.
FINDINGS:
1. 2.
EFFICIENCY UNEFFICIENCY
40% 60%
40%
EFFICIENCY UNEFFICIENCY
60%
RESULT:
According to this data it has been found that without HR function the employees efficiency was 40%.
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QUESTION NO 6.
FINDINGS:
1. 2. 3.
80% 20% 0%
RESULT:
According to this data 80% employees are fully aware about the techniques of HR function and 20% employees are partially aware about this.
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QUESTION NO 7.
Q7. Are the standards of evaluation being communicated to all the management of any
organization?
FINDINGS:
1. 2.
yes no
70% 30%
30% yes
70%
no
RESULT:
According to this data 70% employees says that standards of evaluation being communicated to the management of the organization and 30% says that standard of evaluation being not communicated to the management of the organization.
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QUESTION NO 8.
Q8. How HR function is helpful to you, does it brings
FINDINGS:
1. 2. 3. 4. 5. 6. 7. Growth & development Increase in efficiency Disciplined atmosphere satisfaction Employees welfare Feedback/swot Grievance handling 29.40% 11.76% 17.64% 5.88% 5.88% 5.88% 23.52%
29%
EMPLOYEE WELFARE
FEEDBCK/SWOT GRIEVANCE HANDLING
RESULT:
According to this data 28% employees says that HR function helping them through G&D, 12% says that through increase in efficiency, 18% says that through disciplined atmosphere, 6% says that through satisfaction, 6% says that through employee welfare, 6% says that through feedback/swot and 23% says that through grievance handling.
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QUESTION NO 9.
Q9. Is anyone from management use to discuss your performance with you?
FINDINGS:
1. 2. YES NO 05% 95%
5%
YES NO 95%
RESULT:
According to this data it has been found that nobody from management use to discuss the performance of employee with them.
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QUESTION NO 10.
Q10. Is HR function helpful in achieving the goals of organization?
FINDINGS:
1. 2.
YES NO
97% 03%
3%
YES
97% NO
RESULT:
According to this data 97% employees says that HR function is helpful for achieve the goal of organization and 3% says that not helpful.
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CONCLUSION
To conclude , the E-COMTRADE (National spot Exchange) Electronic Spot Market have a cordial relationship with its trade union and its workers. Industrial relation department is working in favor of the workers and try to follow all rules and acts mentioned in the factory act and labor laws. Though there are several constraints in every organization, E- COMTRADE still managed to train so many trainees from various colleges. It was a great experience to get a chance to enter in such a reputed organization and get to know loads of knowledge and facts which we were unaware before that . In practical , it has been a very different experience from our college life which is more than theoretical . Winding up , I am thankful to E- Comtrade for providing me with immense knowledge about the organization.
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LIMITATIONS
Some of the limitations of the project are listed below :
Limited time available for getting the questionnaires filled from the respondents . As a result of this it was not possible to get full information about the respondents. I have covered the data only from the E- Comtrade(national spot Exchange) Contacting potential respondents and if they were not using internet services then moving on to other respondents was very time consuming.
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SUGGESTION
The manager also briefs the employees as to what they can expect from HR Function and what would be taught to them .thus,he acts as a link the between the external faculty and his subordinates . Management should arrange for the trainings with latest technology whenever required. Equally emphasis on off the job training also because it relieves the employees from the pressure of having to produce while learning. To incorporate buiIt -in guidance and help for Employees to short out there problem when needed. Realistic target must be set for each face of evaluation process A sense of urgency must be developed .But deadline should be decide very carefully otherwise it will create pressure on employee. Goal setting can also accelerate learning, particularly when it is accompanied by knowledge of result. Individual generally perform better and learned quickly when they have specific and reasonable goal.
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ANEXSUR
1. Are, the standard of performance appraisal being community to all the employee of organization?
a) Yes
b) No
2. Are you aware about all the HR policy adopted by the organization?
a) Yes
b) No
3. Are the employees satisfied with the technique followed for the HR function in the organization?
a) Yes
b) No
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7. Are the employees satisfied with the grievance handling process of the HR function? a) Yes b) No
8. How HR function is helpful to you, does it bringsa) Growth & development b) Increase in efficiency c) Disciplined atmosphere d) Satisfaction e) Employees welfare f) Feedback/swot g) Grievance handling
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9. Is anyone from management use to discuss your performance with you? a) Yes b) No
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BIBLIOGRAPHY
Aswathappa, K. HUMAN RESOURCE AND PERSONNEL MANAGEMENT Kothari, C. R. and Gupta, A. K. &R.Singh RESEARCH METHODOLOGY Annual reports of E- Comtrade(National Sport Exchange)
Internet sites: E - Comtrade Mannul www.google.com E- Comtrade Diary 2010 Wickipedia.com www.e-comtrade.com www.hrnguide.com www.workforce.com www.ihrm.org Notes
Questionnaire
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