Objective of Report
Objective of this report is to understand and analyze the brand ‘Fair and Lovely”.
To understanding the marketing strategy of any product, 4p which are Product, Price, Place & Promotion important to understand. But in all of them Promotional strategy is very important aspects. The effectiveness of promotional strategy should be outstanding from the company side and its affect the consumer minds & perception. This report will also include the product, price, distribution of the brand.

Comparative Study of Performance Management System of Various Sectors and Its Effectiveness at Tata Steel

Objective:

•    To study the Performance Management System existing in various organizations and to do their comparative study.
•    To compare the PMS of Tata Steel with other organizations.
•    To evaluate the effectiveness of PMS of Tata Steel.
•    To summarize these observations and show meaningful conclusions so as to offer suggestion and recommendation to the management for higher effectiveness.

In the changing environment and business environment, proper human resource management has assumed till more crucial role in the growth of the organization. It has become imperative to re-look at cultivating a good culture in the departments within the employees by keeping in mind the tools available to optimize existing manpower through skill matrix, redeployment, training & development etc. management labor and others can take justifiable credit for excellent advances in organizational behavior and performance but it is also a known fact that without a satisfied manpower no organization can excel.

Objective:
The objective of the study is to understand the Call center industry and the recruitment & attrition trend followed in the industry.
The other objective is to study the reason for attrition and what measures are taken by company to reduce the attrition.
Also we would be studying the current trends about compensation and other motivational factor which hold the employee and the absence of which create attrition.
Scope of the Study:
This project was undertaken to assimilate the details of the various Recruitment and Retention strategies that the sample organizations follow. This would help us understand the current practices that are prevalent in the new world order.
The scope of my study is to observe the degree of satisfaction levels of the employer as well as the employees as per my sample size towards the process of Recruitment and retention techniques adopted by the company. I will also study the deviations if any, towards this effect that I will be experiencing in my research. Apart from getting an idea of the techniques and methods in the recruitment procedures I will take a close look at the insight of corporate culture prevailing out there in the organization. This would not only help me to aquanaut with the corporate environment but it would also enable me to get a close look at the various levels authority responsibility relationship prevailing in the organization. Also the stipulated time for the project is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic (Recruitment and Employee Retention) is wide enough, so it is difficult to cover all the topic within the stipulated time, but still whatever I could do towards this effect, I will do that.
Conclusions:
The analysis of the data provided certain insights into the various aspects of the Recruitment and Retention Strategies that are being followed in the corporate these days.
From the analysis we can safely conclude that the practices that are being followed differ from organization to organization, as “One fit does not fit all”. But the bottom line from these findings clearly states that the organizations are increasingly outsourcing their recruitment process to private organizations. As the HR these days is clearly focusing on other organizational activities such as
•    Attracting talent,
•    Retaining talent,
•    Career planning and
•    Succession planning.
The focus is gradually shifting and this could be seen as a positive development as the HR professionals focus more on Retention and other important strategies that go a long way in reaping long-term benefits.
The organizations are now focusing on attracting talents through Company Offerings such as
•    A world class-working environment,
•    Job Security,
•    Best Compensations,
•    Work Life Balance,
•    High quality of internal operations,
•    Opportunities to grow within the organizations,
•    The ability to satisfy the needs of the employees.
But a question arises on the credibility of the Consultancies that are used to recruit employees hence a periodical or a surprise audit of the recruitment procedures at these organizations should be carried out.

Considering the recruitment preferences of various organizations we can conclude from the analysis that
•    I Energizer was leading the pack with opting for 30% of their recruitment through Walk In followed by Wipro and Daksh at 25% each and Convergys coming at the bottom with 20%.
•    Hiring through Consultancies was more with Daksh and IEnergizer with 27%, followed by Wipro and Convergys at 23% each.
•    Advertising was a major source for both Wipro and Convergys and clocked 33%, followed by Daksh at 25% and at IEnegizer it was a meager 09%.
•    Campus recruitment was the most at Wipro at 40% followed by others at 20% each.
•    Employee Referrals were given the most importance at IEnergizer and Convergys with 29%, followed by Daksh at 24% and Wipro at 18%.
Recommendations:
Innovative Employee Relation Initiatives should be undertaken by the organizations to recruit and retain their employees.
•    A satisfied employee knows clearly what is expected from him every day at work. Changing expectations keeps people on the edge and creates unhealthy stress. This creates insecurity and makes the employee feel unsuccessful. An employee’s deliverables at work must be communicated to him clearly and thoroughly.
•    The quality of the supervision an employee receives is critical to employee retention. Frequent employee complaints center on these areas.
•    Lack of clarity about expectations,
•    Lack of clarity about benefits pertaining to performance based incentives.
•    Lack of feedback about performance,
•    Failure to provide a framework within which the employee perceives he can succeed.
•    The ability of the employee to speak his or her mind freely within the organization is another key factor. Have meetings or dinner once a month, to share the company's vision, the industry's growth and where they see themselves in this scheme of things.
•    Talent and skill utilization is another environmental factor key employees seek in the workplace. One just needs to know their skills, talent and experience, and take the time to tap into it.
•    When an employee is failing at work, Refer to W. Edward Deming's question, "What is about the work system that is causing the person to fail?" Most frequently, if the employee knows what they are supposed to do, then the answer is time, tools, training, temperament or talent. The easiest to solve, and the ones most affecting employee retention, are tools, time and training. The employee must have the tools, time and training necessary to do their job well - or they will move to an employer who provides them.
•    Implement Competency Models, which should be well integrated, with HR processes like Selection & Recruitments, Training, Performance appraisal and potential Appraisal.
•    A common complaint or lament during an exit interview is that the employee never felt senior managers knew he/she existed. They have to take time to meet the new employees to learn about their talents, abilities and skills. Meet with each employee periodically. They will have more useful information and keep their fingers on the pulse of organization. It's a critical tool to help employees feel welcomed, acknowledged and loyal.
•    The perception of fairness and equitable treatment is important.
•    Another important factor is focus on the process than on the person especially when the employee is failing at work.
•    The Senior Managers to be involved in the recruitment process if the Recruitment team has identified potential and cultural fit candidates.
•    Involve the advisors or team leaders in the interviewing panels.
•    The staff members must feel rewarded, recognized and appreciated. Frequently saying thank you goes a long way. Monetary rewards, bonuses and gifts make the thank you even more appreciated. Understandable raises, tied to accomplishments and achievements help to retain staff.
•    In Company presentations to potential candidates encourage the employees to share their experiences.
•    Offer an attractive, competitive, benefits package.
•    Provide opportunities for people to share their knowledge via training sessions, presentations, mentoring others and team assignments.
•    Demonstrate respect for employees at all times. Treat the employees well & provide dignity of job; follow the maxim of Mr. Marriott that "Ladies & Gentlemen serve the Ladies & Gentlemen".
•    If a key employee resigns, it should be taken up on a priority basis and kept confidential as far as possible and the senior management should meet the employee to discuss his reasons for leaving and evaluate if his issues bears merit and whether they can be resolved.
•    Exit Interviews: Outsource this process to external consultants to get a realistic and unbiased feedback. This can be a great source of information regarding the shortcomings in a management system.
•    People want to enjoy their work. Make work fun. Engage; employ the special talents of each individual.
•    BPOs should endeavor to implement work-life balance initiatives to reinforce the retention strategies. Innovative and practical employee policies pertaining to flexible working schemes, granting compassionate and urgency leave, providing healthcare for self, family and dependants, etc.
•    Work-life balance policies would have a positive impact on:
•    Attracting high caliber recruits,
•    Retaining skilled employees,
•    Reduce recruitment costs,
•    Improve employee morale,
•    Maintain a competitive edge,
•    Listen to employees' ideas; never ridicule them.
•    Offer performance feedback and praise good efforts and results.
•    Recognize and celebrate the employees’ success.
•    Get them involved in social causes and fund drives like Tsunami Disaster Relief. Provide a meaning or a cause to their lives.
•    Nurture and celebrate organization traditions like Diwali, Holi, Christmas etc.
•    According to research by the Gallup organization, encourage employees to have good, even best friends, at work.
•    Encourage humor & laughter in workplace to deal with stress. This will ensure that the employees are happy, and get reflected in their services especially critical in voice based transaction.
•    Feeling valued by their manager in the workplace is a key to high employee motivation and morale.
•    Reach out to the families of the potential candidates with sustained and focused messages in the media about the excellent prospects in the BPO Industry.
•    Encourage & groom employees to take up higher positions/openings. If not fulfilled then they will look outside the organization.
•    Look for talents within the organization and encourage them. For instance, if a person has the potential to be a trainer, groom & develop the employee.
•    Have doctors to advise & guide them about their biological clocks and ways & means to deal with them.
•    Provide Dietary advice: - Do's and don'ts.
•    Special lights in the office/workplace to ensure their bodies get sufficient vitamin D
•    Create the passion that they are doing a yeomen service to the nation by bringing the much-required Foreign Exchange.
•    They are helping people (clients) to make their life     easier.
•    Creativity & Innovation- Its all about Attitude! A job can be as monotonous or exciting as one think/believe it to be, as it is all a state of mind. Look for excitement in the job process as it is not just answering the queries or solving the problems of customers but learning more about the customer through his voice accent or visualizing his environment/culture.

•    Those who are working on services verticals - like Banking & Financial services to be imparted training/knowledge of Vedic Maths, which would help them, calculate the figures quickly without using calculators.
•    Encourage the best performers to share their experiences with others and mentor others. The emphasis is to create the desire to learn, enjoy and be passionate about the work they do.
•    Meditation Room or deep breath exercises for Associates & Team Leaders - the emphasis is that they should never be in the stress mode or upset while attending calls of a customer.
•    Hire Professional Massage personnel to help the employees relieve their stress and strain. This would rejuvenate them and would lead to higher productivity.
•    A session on Transactional Analysis during the induction period so that they are made aware of the causes for Communication breakdowns & conflicts which affect their mental behavior and stress which needs to be tackled at the earliest in the right manner.
•    Implement organizational culture measurement tools    like Adversity Quotient (AQ).
•    Select the right people in the first place through behavior-based testing and competency screening.
•    Using psychometric tests to get people who can work at night and handle the monotony.
•    Selection tools designed to obtain behavioral and motivational information about candidates contribute to effective selection systems.
•    Hire outstation candidates (from small towns like) and provide them with shared accommodation.

Mission of Project           
Project Report primarily deals with the study of recruitment process in Bharti Airtel Services limited..
Methodology
Research Methodology              
 Survey Method was used for the study and research.
Primary Data      :   Data was collected through questionnaire filled by the employees of BASL.
Secondary Data      :   Data was obtained within the organization these included records maintained by BASL. Discussion with project guide and employers of BASL.
Major Facts and Findings
1.    In Bharti Airtel once the Manpower budgeting is prepared by the CEO, GM-HR & HODs at the end of financial year.
2.    The concerned manager of a vacant position requests for manpower through Manpower Requisition Form (MRF). GM-HR approves the form. If the manpower requirement is approved it is forwarded to recruitment manager.
3.    The sourcing of CVs is done, through various methods. Then the initial screening, if the candidate is selected then he is supposed to fill JAF , and then get the JAF form and mark the date of functional Interview .
Limitation
Bias answers may be given by the employees who were asked to fill the questionnaire.
Facts and Findings
On the basis of research conducted on past employees of Bharti Airtel the following facts have been enumerated. The reasons given below are based on the questionnaire of employees of Bharti Airtel:
From the questionnaire used for my research work, I observed and learnt a lot not only about the recruitment process in Bharti Airtel but also about other HR related issues and HR working there.
The following pie-charts are the outcome of the questionnaire, prepared by me.
Recommendations
It is very difficult to suggest any company for their reputation, especially in the field of telecom and regarding their recruitment process, when the company’s brand (Bharti Airtel Limited) is enjoying a good market share with its effective sales force and one of the most admired brands in telecom sector.
On the basis of my research I would like to recommend some steps which may result in more effectiveness of recruitment process:
I hope the above suggestions will be helpful for the organization specially to reduce attrition in Bharti Airtel Limited.
•    Many HR Policies are not known to most of the employees. It should be made clear on the day of joining or on the First working day.
•    Interview Assessment Sheets are not filled by both Functional and HR-Interviewer. It should be filled on the time of interview.
•    The company should follow job rotation to retain its best talents.
•    In the Skip Level Meetings, no name and oracle code should be asked. To get the true reply from the employees.
•    There should be frequent Feedback Sessions for employees.
•    There should be Exit Interview of all the leaving employees and it should be taken seriously.
•    For COLD Calls or WARM Calls a proper data should be made (on the basis of work experience, and current salary) and then the calls should be made for Interviews.
•    New Joinees should be made clear of there KRA on the first working day.
•    There should be proper maintenance of all the employees’ documents for future needs.

It is evident that work experience is an indispensable part of every professional course. In the same manner practical training in any organization is must for each and every individual who is undergoing management course. Without the practical exposure one cannot consider himself of herself as a qualified capable manager. During the training period the student learn through his own experience the real situations of the corporate world and to put his theoretical knowledge into practice. This experience is very valuable for the students and plays a leading & important role in his career.
Employee engagement, also called Work engagement, is a concept that is generally viewed as managing discretionary effort, that is, when employees have choices, they will act in a way that furthers their organization's interests. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. Employee Engagement is now measured by items which have been linked to key business outcomes.
Hence to fulfill this requirement, I have completed my eight weeks training in Hindustan Coca Cola Beverages Pvt Ltd, Varanasi. This report is an account of work done by me during my training period. The report is spilt in several sections which concerns various tasks that formed the parts of my training. Each section describes in detail the work done towards its successful completion.
It is evident that work experience is an indispensable part of every professional course. In the same manner practical training in any organization is must for each and every individual who is undergoing management course. Without the practical exposure one cannot consider himself of herself as a qualified capable manager. During the training period the student learn through his own experience the real situations of the corporate world and to put his theoretical knowledge into practice. This experience is very valuable for the students and plays a leading & important role in his career.
Objectives of the Study:
•    To analyze the satisfaction level of employees from various employee engagement activities that takes place in the organization
•    To search for the various techniques adopted presently in the service industry.
•    To find the needs of improvements in the organization as an employer so as to retain employees.
•    To find some of the critical factors that causes disengagement in the employees.
•    To study the particular relationship between communication and engagement.
•    To design a framework for employee engagement program to be adopted by Hindustan Coca Cola Beverages Pvt. Ltd.
•    To understand employee engagement approaches for all employees which includes Communication activities, Reward schemes, Cultural build up, team building activities, leadership development activities.
•    To find out ways to motivate employees to perform at their best.
•    To evaluate the effectiveness of the company’s Reward and Recognition strategies with respect to its objectives.
•    To recommend some ideas for the future course of action.
Conclusions:
•    The major factors affecting retention are communication and compensation.  Employees are mostly keen to have an open communication which can help them to be up to date but this is not the situation in practical that’s why they are shifting fastly after getting disengaged.
•    Career opportunity and monetary growth are among the top priorities of employees today, not the loyalty, because of the increased materialization.
•    Mostly marketing people call centers employees and top level authorities feel their jobs 24 hour pressure as a result of increased work load which needs to be taken care of.
•    Employees are more attracted to brand names in expectation of increased facilities which are not possible everywhere that makes them disengaged.
•    The work values are more emphasized these days by them like intrinsic motivation and work task.
•    Informal ways are been attached to formal ways to increase attachment.
•    Matching job with the passion, work task and properly resourcing the people are the work values which are greatly emphasized these days
•    They are emphasizing on job enlargement and job enrichment.
•    More employees are being moved by the greed of monetary rewards and power and authority which is well recognized by employers today.
Suggestions:
•    The communication system must be made strong. Informal communication along with formal should also be used properly.
•    The informal methods for communication like discussions during lunch, informal talks with top authorities must be used to make employees feel engaged.
•    A knowledge portal for employees including all information and direct contact with any authority anytime may work well.
•    They must be given a proper induction and a clear understanding of the job what he is expected to do.
•    They must be paid attention for career counseling also so that they feel you are worried for them.
•    Personal development programs must be organized regularly to make them able to foster.
•    Inviting and involving their families in some events makes them feel engaged.
•    Some leadership campaigns and bottom up programs must be organized regularly.
•    Companies should move into value creation and value enhancement programs.
•    Their perception must be changed from life style to career.
•    Recognition must be given like snap awards, annual achievement awards, best leader, best mentor etc.
•    Remove any negative thinking as a take them up as unique source.
•    Make them available with all they need, communicate with them, try to know them, involve them and reward them in a way they want.
Scope of the Study:
The study provides an insight into the most crucial problem of human resource management that is retaining the employees. The study includes various strategies adopted and proposed which provides a clear understanding to the various factors related to the engagement and their interrelationship. A good understanding of the study and the usage of its suggestions can help a great deal to the employers to reduce attrition rate.
Limitations of the Study
•    Respondents for the survey were geographically dispersed. So it was difficult to access all of them.
•    Lack of response on the part of respondents was a big problem.
•    Time was also a hurdle.
•    Secondary data has been collected from Internet which may not be sufficient.

Abstract:
The evidence on human resource management in overseas offices of Japanese multinational service-sector firms is far less abundant than that for manufacturing firms. Existing studies describe employment practices that vary, both between firms and over time. To supplement the existing body of evidence, the present study investigates employment practices at two Japanese financial services firms in the City of London through the use of interviews and questionnaire surveys. It focuses on those facets of the 'Japanese' management system that may be considered fundamental characteristics: recruitment and selection procedures, training methods, pay and promotion policies, employment security, company culture, and the position of workers within the overall organization. The study considers the implications of changes over time within the two firms when viewed in the context of the existing evidence; such comparison suggests that both corporate strategy and human resource management policy in Japanese financial organizations may have changed during the 1980s.

Summary
Mergers and acquisitions is an ongoing phenomenon where many M&A deals are happening everyday. It has been recognized as a significant and opportune path for growth and expansion of a company. India inc. has adopted this strategy for becoming a global player.
This dissertation topic on mergers and acquisitions is made keeping in mind these parameters. The objective of this project is to assemble the basics of M&A for better understanding of this trend. Mergers and Acquisition have helped Indian companies for world-wide recognition and more rapid growth. In this project detailed information has been gathered about the basics and concepts necessary for understanding Mergers and Acquisition.
After gathering and understanding of this phenomenon we proceed to analyze the Indian Telecomm Industry by using Porter’s model and SWOT analysis. Further, we analyze the strategy of overseas Acquisitions adopted by Ranbaxy Laboratories India. We have the recent acquisition of Terapia, one of the largest Romanian pharmaceutical companies by Ranbaxy laboratories as an example to highlight the advantages of mergers and Acquisition.

Performance Management System “An Empirical Study on HDFC Bank”
Summary
There is great unhappiness all around with performance appraisals. Rarely does one come across managers who are happy with the systems in their organizations. When such unhappiness exists, why should we continue to have them? But managers find it difficult to do without them as in the absence of any system, howsoever weak it may be, it is difficult to get work done from their employees. It is a good mechanism to control them. Employees want promotions, salary jumps, good working conditions, would placing in high positions, and transfers to places of their choices and jobs giving maximum satisfaction, and so on. Therefore, if people get what they want, they should also give what their bosses expect. And appraisal of performance is one of the systems to make sure that people at every level do things the way their bosses want them to do. Thus, the bosses at every level strive for better ratings of their own performance by assessing the performance of their subordinates and controlling their behavior.
The Private sector in India – as elsewhere world wide – has been passing through a turbulent phase. The public sector has now arrived at the cross- roads. While it is restructuring itself and gearing up to meet the challenges of the coming decades, the public sector continues to be under attack. The prevailing mindsets overlook the content of goals, constraints or paradigm changes of the new economic times and the convergence of the components of a new vision which the public sector – like the private sector – has acquired in the recent years.  

Role of Human Resource
This project report is on the topic ‘Role of human resource at M/S TERRON MICROSYSTEMS P (LTD) In this report, I have tried my best to find out about the performance and importance of HRD in TERRON.The respondents acted positively and helped me to fill the questionnaire with their best efforts.
I had taken a sample size of 20 employees of TERRON. Although this sample size is very small to represent all the employees but there was no choice because of time constraint.