Recruitment and Selection at Aviva Life Insurance

The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA insurance.

AVIVA is a Great Britain based insurance cluster. It's a protracted history chemical analysis back to 1834 and encompasses a venture with DABUR teams. Aviva singapore holds a twenty six per cent stake within the venture and also the Dabur cluster holds the balance seventy four per cent share.

It is one in every of the leading suppliers of life and pensions product to Europe and has substantial businesses elsewhere round the world.


The project report is concerning achievement and choice method that‟s a very important a part of any organization. that is taken into account as a necessary quality of a company? actually, achievement and choice offers a surroundings to the organization acumen that's required for correct functioning of the organization. It offers a structure structure of the corporate. It‟s a technique within which the actual organization works and the way a replacement candidate might be recruited in such how that he/she would be fitted for the correct reasonably career.

There ar 2 kinds of factors that have an effect on the achievement of candidates for the corporate

• Internal factors
• External factors

The objective of choice call is to decide on the individual United Nations agency will most with success perform the task from the pool of qualified candidates. choice method or activities generally follow a regular patter, starting with associate initial screening interview and terminal with final employment call.

Recruitment highlights every applicant‟s skills, skills and knowledge. Their choice involves developing a listing of qualified candidates, shaping a variety strategy, characteristic qualified candidates, completely evaluating qualified candidates and choosing the foremost qualified candidate.

It is aforementioned if right person is appointed at right place the [*fr1] work has been done. during this project I even have tried to hide all the necessary purpose that ought to be unbroken in mind whereas enlisting and choice method and have conducted a research study through a form that I got it full of all the sales managers of the AVIVA life assurance Kanpur and tried to search out out that ways and numerous alternative data associated with enlisting and choice and tries to come back to a conclusion at what time largely the force designing is don‟t , what the assorted methodology used for recruiting the candidates and on what basic the choices is completed.

Aviva Bharat incorporates a well-articulated civil right policy, that lays sturdy stress on hiring of people regardless of age, race, caste or gender. As a best follow in enlisting.

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Employees Perception Towards Training at HAMUL

Employee training tries to improve skills or add to the existing level of knowledge so that employee is better equipped to do his present job or to prepare him for a higher position with increased responsibilities. Organizational growth need to be measured along with individual growth.

Training refers to the learning activities done for the primary purpose of helping employees of the organization to acquire and apply the knowledge skills, abilities and attitudinal needs required by that organization to acquire and apply. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.

In today’s scenario change is the order of the day and the only way to deal with it is to learn and grow. Employees have become vital part to success or failure of an organization they are the cornucopia of ideas. So it is high time the organization realize that “train and retain is the mantra of new millennium.”

India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities.

A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production. Various factors distribute to this change in these countries such as the concentration of the population in cities where the jobs are plentiful, rapid industrialization, improvement of transportation facilities, development of machines etc., The rural areas are identified for the production, urban areas are for the processing of the milk.

Around 1500 BC to 2000 BC the Aryans were first to domesticate cattle. Use them for tilling their land obtain milk to be consumed as food. Again it were Aryans who priced the milk of a cow more than its meat, forbade its slaughter, created legends about it and even worshipped it. Hindus even to this day consider cow as sacred. Besides it were only the East (India/China) which domesticated buffalo as milch animal succeeded so well that today, more than half the total production of milk in India is obtained from buffalo.

Most of the farmers have one milk animal, they sell the milk through local milk contractors or middlemen. These traders have always exploited the poor and uneducated milk producers. It was in the late forties, when integrated approach for dairy development based on farmers owned milk co-operative was first adopted at Anand. T

he system includes milk procurement productions and marketing through farmer co-operatives. In India, the market milk technology may be considered to have commenced in1950 with the functioning of the Central Dairy of Aarey Milk Colony and milk product technology in 1956 with the establishment of AMUL dairy, Anand. The system of collective ownership, operation and control of milk trade by farmers came to be known as ANAND PATTERN. Anand pattern has given them an opportunity to have access to the modern technology.

The premises institution NDDB and IDC for application of the Anand pattern through out the country. The whole project under which replication was envisioned, is named as “operation flood”. The success of Anand pattern depends as establishing a strong co operative infrastructure at the grass root level, making economically viable to strengthen.

Dairy industry offers employment opportunity to the people so as to help the farmers to get fair price of milk. The farmers are provided with medical facilities to their cattle. Milk is becoming an alternative life line in our rural economy. With the advent of white revolution that is “SKHEERA KRANTI” in the same pattern of Denmark and Holland.

Export of dairy products plays an important role in our foreign trade. It increases the foreign exchange and national income of our country and also economic development of our country.


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A Study on Employee Job Satisfaction at KMF

India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities.

A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production. Various factors distribute to this change in these countries such as the concentration of the population in cities where the jobs are plentiful, rapid industrialization, improvement of transportation facilities, development of machines etc., The rural areas are identified for the production, urban areas are for the processing of the milk.

Around 1500 BC to 2000 BC the Aryans were first to domesticate cattle. Use them for tilling their land obtain milk to be consumed as food. Again it were Aryans who priced the milk of a cow more than its meat, forbade its slaughter, created legends about it and even worshipped it. Hindus even to this day consider cow as sacred. Besides it were only the East (India/China) which domesticated buffalo as milch animal succeeded so well that today, more than half the total production of milk in India is obtained from buffalo.

Most of the farmers have one milk animal, they sell the milk through local milk contractors or middlemen. These traders have always exploited the poor and uneducated milk producers. It was in the late forties, when integrated approach for dairy development based on farmers owned milk co-operative was first adopted at Anand. The system includes milk procurement productions and marketing through farmer co-operatives. In India, the market milk technology may be considered to have commenced in1950 with the functioning of the Central Dairy of Aarey Milk Colony and milk product technology in 1956 with the establishment of AMUL dairy, Anand. The system of collective ownership, operation and control of milk trade by farmers came to be known as ANAND PATTERN. Anand pattern has given them an opportunity to have access to the modern technology.

The premises institution NDDB and IDC for application of the Anand pattern throughout the country. The whole project under which replication was envisioned, is named as “operation flood”. The success of Anand pattern depends as establishing a strong co operative infrastructure at the grass root level, making economically viable to strengthen.

Dairy industry offers employment opportunity to the people so as to help the farmers to get fair price of milk. The farmers are provided with medical facilities to their cattle. Milk is becoming an alternative life line in our rural economy. With the advent of white revolution that is “SKHEERA KRANTI” in the same pattern of Denmark and Holland.

Export of dairy products plays an important role in our foreign trade. It increases the foreign exchange and national income of our country and also economic development of our country

In June 1974, an integrated project was launched in Karnataka to restructure and reorganize the dairy industry on the co operative principle and to lay foundation for a new direction in dairy development. Work on the first ever, World bank aided dairy development project was initiated in 1975. Initially the project covered 8 southern districts of Karnataka and Karnataka Dairy development corporation was set up to implement the project.

Dairy developmental activities was set up with dairy co operative societies at grass root level, milk unions at the middle level and dairy development corporation at state level as an apex body with the responsibility of implementing Rs.51 crores project. After the closure of operation flood II the dairy development activities which continued under operation flood III ended on 1996. The post operation flood works are financed by NDDB under different terms and conditions.


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A Study on Work Environment and Commitment of Employees

New technologies and communication and information processing and geo-political upheavals have revolutionized the way we think about the organization. Indeed, all these factors are part of the organization environmental that the managers must take into account. The right kind of working environment not only increases the employees productivity but also makes them positive with high morale and job satisfaction. For the purpose of the study the employees working in the company have been taken as respondents.

The study of the work environment at T.T. Minerals was done from the data collected by interviewing the sample of 50 employees belonging to different categories, designations, seniority etc. Each employee was asked in the same way as a respondent, promoting for reliability. The purpose of the study was made clear to each respondent before the interview and they were requested to give correct information and were assured of the confidentiality of their information. Research design gives the information on the type of research, survey, procedure, technique of data gathering, sample size and technique used, sample description in profile instrumentation technique, scope and time.

The changes in social; economic and technological condition are already affecting business and will have an even greater impact in future. These changes pose major challenges to human resource management.
It is necessary to make some projection of the future directions in the human resource management to make a proactive and creative response to these challenges. Expectation, composition of employees, government regulation, new technologies, need for change in the organizational culture. To meet the increased expectation human resource professionals must began to act professionally. They must focus more on the deliverable of their work and less on just getting their work done and they must articulate their role in items of the value they create.

Hence, they must know how to manage human resources effectively, primarily because traditional management models are in appropriate in our dynamic work environment. In facing today’s global and economic challenges corporate leaders muss employee new models and new ways of managing their human resource to solve their business problem.

Due to the rise in cost and fall in productivity, more and more organization has started giving a serious look into the man power policies. It has been commonly observed that most of employees on contract labour status or temporary status show excellent performance but just after being regularized their performance decreases, and it has become a vicious circle.

It is therefore, essential to see the problem in its totality and planned approach is needed for optimizing the human resource. A quantitative approach will not be sufficient; the qualitative aspect need more emphasis. T.T. Minerals company is employing human resource with satisfaction of employees. Hence it was decided that to know their employee job satisfaction and work environment with references to human practices.

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A Study on Training and Development at Bharathi Associates

Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth.

Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.

Training and development play vital and important role in any given organization in the modern day. Considering it, my study on training and development in Bharthi Associates gives me a scope to know in detail about the different techniques and method adopted by Bharthi Associates to train their employees very effectively and efficiently.

The problem statement included various factors such as knowing the training and development facilities to the employees and also to know what best effort has been put in by the firm to improvise it so that it can be utilized effectively and efficiently by the employees in the organization.

Bharthi Associates being a firm with very little number like 500 should give more concentration on its employees with regard to train them. Some amount of concentration has been given to the training of employees, however the consistency needs to be maintained in order to make sure all the employees are well knowledge and are in a better position to carry on their work with much more effectiveness in case of any unexpected issues or obstacles.

India is the world second largest producer of food next to China, and has the potential of being the biggest with the food and agricultural sector. In this respect, the country is endowed with a large production base for a variety of raw materials covering food crops, commercial crops and fibers due to its varied agro-climatic conditions.

India is world‟s largest producer of cereals and milk; second largest producer of rice, wheat sugar, fruits, and vegetables; third in cotton; and seventh largest producer of fish. Also, India has the highest number of plants approved by the US Food and Drug Administration (FDA) outside the USA.

Processed food market is the most important segment of the food industry according for over 32 percent of the total food market. While India has on abundant supply of food, the food processing industry is still nascent: only two percent of fruit and vegetables; and 15 percent of milk are processed.

Despite this, the processed food industry ranks fifth in the country, representing 6.3 percent of GDP. It accounts for 13 percent of the country‟s exports and 6 percent of total industrial investment. The industry size is estimated at US $70 billion, including US $22 billion of value added products. This sector has been attracting FDI across different categories.

Foreign direct investment (FDI) in the country's food sector is poised to hit the US $-billion mark by 2010. In the last one year (2006) alone. FDI approvals in food processing have doubled. The cumulative FDI inflow in food processing has reached US $1.276 billion in March 2007, in which is 2.68 percent of total FDI inflows into the country.

Many major multi-national companies like Coca-Cola, Pepsi, Britannia, Danone, Nestle, Cadbury, Lever‟s Kelloggs, Heinz, International Best Food, Walls, Perfetti, Van Melle, etc have made their presence in India. At the same time many others are drawing their plans to enter or expand their presence in the country:


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A Study on Effectiveness of Recruitment Channels

The objective of the study is to develop a Recruitment channel, which will be utilized to ensure that GO GO International Pvt. Ltd is able to identify and prepare for filling key organizational positions with qualified candidates, in advance of actual need, and to assist in managing diversity and workforce planning. Another related objective is to have the right people available, at the right place, at the right time in order to ensure smooth ongoing operations. In other words, to develop effective recruitment process which would grow as well as retain talent and maintain leadership continuity· Develop and prepare a pool of talents to meet future business requirements.

Recruiting and retaining employees in the industry is a critical issue. Smart, ambitious, and highly motivated employees are difficult to keep. Attracting and retaining these people is a challenge. Qualified personnel have to be compensated well and require work that develops their skills and matches their personal interests. Since technical employees require challenging and rewarding work, a slightly different plan must be employed to successfully recruit and retain these workers. Some key factors that aid the recruiting of outstanding technical people are salary, benefits, the organization’s reputation, and rewarding work.

The purpose of recruiting is to ensure a sufficient pool of applicants from which the most qualified individual may be selected. Successful recruiting can minimize the employee turnover rate absenteeism, lower productivity.

Indian textile industry can be compared to a pyramid of ice floating in water. “Only one tenth of the pyramid is visible, in the form of large textile mills in the organized sector. The body of the textile pyramid consists of the decentralized power loom and handloom sectors, which account for the bulk of India’s production. The base of the pyramid is the downstream apparel and household textile sectors. The entire pyramid employs about fifteen million (as in 2007, it was estimated 20 million) workers-most of whom work in small firms in the decentralized sector”.

Indeed, the structure of the Indian textile industry is as varied and deep-rooted as is its reform, challenging and daunting Indian textile and clothing industry is the largest foreign exchange earner for the country, and employs over 20 million people, second only to agriculture. India cannot afford to let this industry grow sick. That would be nothing short of a human tragedy. Until the era of globalization liberalization was launched at the opening of the current decade, the domestic market was a protected turf, and a seller’s market.

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A Study on Stress Management at Syndicate Bank

The workplace is a challenging job assignment followed by moderate doses of competitive spirit, constructive conflict and a zeal to get ahead of others and a ways in which individual cope, or deal with stress at work is called stress management.

Employers should provide a stress-free work environment, recognize where stress is becoming a problem for staff, and take action to reduce stress. Stress in the workplace reduces productivity, increases management pressures, and makes people ill in many ways, evidence of which is still increasing. Workplace stress affects the performance of the brain, including functions of work performance; memory, concentration, and learning.

Stress at work also provides a serious risk of litigation for all employers and organizations, carrying significant liabilities for damages, bad publicity and loss of reputation. Dealing with stress-related claims also consumes vast amounts of management time. So, there are clearly strong economic and financial reasons for organisations to manage and reduce stress at work, aside from the obvious humanitarian and ethical considerations.

Any research requires a proper understanding of the problem. A well-defined problem is “half work done”. Statement of problem is the section were the reason for taking up a particular topic for research is justified. Many creative efforts fail because the problem is either unclear or it is focused in the wrong place. If people have different opinions of what the problem really is, they will constantly diverge and never be able to find closure on a suitable solution.

It is generally said that the word “BANK” has been originated in Italy. In the middle of 12th century there was a great financial crisis in Italy due to war. To meet the war expenses, the government of that period a forced subscribed loan on citizens of the country at the interest of 5% per annum such loans was known as “compare”, “Minto”. In Germany the word “Monte” was named as “Bank”.

It is also said that the word “Bank” has been derived from the word “Banco” which means a Banch. The Jews money lenders in Italy used to transact their business sitting on branches at different market places.

The word ‘Bank’ is used in the sense of a commercial bank. It is of Germanic origin though some person trace it origin to French word ‘Banqui’ and the Italian word ‘Banca’. It referred to a bench for keeping lending and exchanging of money lenders and money chargers. There was no such word as banking before 1640. All though the practice of safe keeping and saving flourished in the temple of Babylon as earlier as 2000 B.C. Chanakya in his Arthashastra written in about 300 B.C. mentioned about the existence of Merchant of Bankers who received deposits advanced loans and hundise.

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A Study on Procedures of Handling Absenteeism

In the production process Human Resources plays a crucial role. This is because of its capacity to control and coordinate the other two resources namely material, money. The another unique feature of the man power is that it is the only live component. Hence the presence or the absence of work force makes a significant difference in the production process.

Another interesting point absenteeism is identified only where there is a demand for unskilled work which demands for physical efforts. Here it should be noted that in the developed countries industrial absenteeism is not that severe problem to say. It is because of the mechanization, automation of the operations while in the third world countries like India absenteeism is a serious issue always drags the attention of management.

Absenteeism is the failure of the employee to report for work when they are scheduled to work. A worker is considered as scheduled to work when the employer has work available for him and the worker is aware of it. Absenteeism is undesirable because of its cost and operating problems it causes. Due to absenteeism facilities may be under– utilized and productivity may drop because of reduced out-put. There also may be increased hike in costs for replacements, substandard productions, the need for more help from supervisors and increased inspection costs partial absenteeism in that employees report late to work.

Absenteeism in Indian Industry is not a new phenomenon. High absenteeism prevails among industrial labour mainly due to their rural orientation since then, a number of individual researchers have investigated the problem and have pointed out that absenteeism in our industry varies from 7 to 30 percent.

Hence, the researcher carried out a STUDY on projectskart.com to know the seventy of the issue the industry selected for the STUDY is Kalyani Global Engineering Private Limited, Mysore.

The organization is situated in Mysore city. The company gets technical know how for assembling brakes from Meritor HVS USA, one of the leading industries in auto component industry in the global market. This company belongs to Kalyani Group and head office is situated at Pune. The company has turnover of Rs.120 crores and is targeting to reach Rs.180 crores.

The development of any organization depends on the regularity of employees. The study is conducted to know the various levels and reasons for absence of employees in an organization. By looking it, one can adopt corrective measures to decrease irregularities in the organization, leads to organizational growth. Naturally organization has to look in to these aspects and need to find suitable remedial measures so that qualitative and quantitative progress can be achieved. In this present study employees absenteeism is analysed in depth.

Important characteristics of Indian workers are that, they are in the habit of abstaining from work compared to workers of other countries. The rate of absenteeism ranges from 4.3% to 44.8%. It also varies with the seasons in the year, the highest being during May, June of every year (48% May 1993).

The main reasons for absenteeism are sickness, accidents or maternity. These factors accounted for about 1.1% to 6.6%. Social and religious causes as high as 1.7% to 14.2%. Other causes like visiting villages for attending litigation, rest, and recreation account for 0.1% to 17.5% of total absenteeism. Absenteeism is directly effects on the progress of the country and as such the company’s are facing a downward trend due to recession and all that are involved in the process are to be looked in to. So I have selected this work at Kalyani Global Engineering Private Limited., Mysore to identify the level of absenteeism and to facilitate the company to move in this direction and find some progressive results.

Naturally organization has to look in to these aspects and need to find suitable remedial measures so that qualitative and quantitative progress can be achieved. In this present study employees absenteeism is analysed in depth.

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A Study on Effectiveness of Performance Appraisal of Employees

Appraising the performance of the individual, groups and organization is a common practice of all societies. While in some instance these appraisal processes are structured and formally sanctioned, in other instances they are an integral and informal part of daily activities. The teacher evaluates the performance of student, banker evaluates the performance of creditors, parents evaluate the performance of their children and all of unconsciously or unconsciously evaluate our own action from time to time. In social interaction, performance evaluation is done in a haphazard an often unsystematic way. But in organization formal programs of evaluating employee and managerial performance-conducted in a systematic and planned manner have achieved popularity in recent years.

During and after world war-1, the systematic performance appraisal was quite prominent. Credit goes to Walter dill Scott for systematic performance appraisal technique of man to man rating system (or merit rating). It was used for evaluating military officers. Industrial concern also used this system during 1920 and 1940’s for evaluating hourly paid workers.

However with the increase of training and management development programs from 1950’s management started adopting performance appraisal for evaluating technical, skilled, professional and managerial personnel as a part of training and managerial development programs. With this evolutionary process, the term merit rating and been charged into employee appraisal or performance appraisal. This is not mere change in the term but a change in the scope of the activity as the emphasis of merit rating was limited to personnel traits, whereas performance appraisal covers result, accomplishment and performance.

Therefore performance appraisal enables employee to get incentive treatment according to their potential, sincerity and capabilities. They get motivated by which, performance appraisal benefits not only employee but also the management in the form of greater productive efficiency.

India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities.

A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production.

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A Study on Performance Management of Mahindra and Mahindra

The management thesis focuses on Human resource study on performance management with reference to Mahindra and Mahindra. In the management thesis the information on the performance management is collected. The information about this is collected by the Show room which is located in Bidar as well as by the internet also.

I prepared a questionnaire to collect information from them. The main aim of the questionnaire is to collect the information of theory is practiced in practical or not. The questionnaire also helped me collect the information. It helped me to understand whether the employees are aware of the performance management or not.

I study that Successful organizations are embracing a new model of corporate performance management (CPM) – one that relies heavily on understanding data to improve future performance.

In their definitive text upon which this factsheet is based, Armstrong and Baron define performance management as 'a process which contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved'. They go on to stress that it is 'a strategy which relates to every activity of the organization set in the context of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organizational context and can vary from organization to organization.'

It is about sharing expectations. Managers can clarify what they expect individual and teams to do; likewise individuals and teams can communicate their expectations of how they should be managed and what they need to do their jobs. It follows that performance management is about interrelationships and about improving the quality of relationships - between managers and individuals, between managers and teams, between members of teams and so on, and is therefore a joint process. It is also about planning - defining expectations expressed as objectives and in business plans - and about measurement; the old dictum is 'If you can't measure it, you can't manage it'. It should apply to all employees, not just managers, and to teams as much as individuals. It is a continuous process, not a one-off event. Last but not least, it is holistic and should pervade every aspect of running an organization.

Because performance management is (or should be) so all-pervasive, it needs structures to support it. These should provide a framework to help people operate, and to help them to help others to operate. But it should not be a rigid system; there needs to be a reasonable degree of flexibility to allow people freedom to operate. Performance management is a process, not an event. It operates as a continuous cycle. Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews.

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A Study on Level of employee Job satisfaction in Bharathi Associates

Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of the person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself( the variety of tasks involved, the interest and challenge the job generates, and clarity of the job description/ requirements)

It is said that satisfied employee is a productive employee, any kind of grievance relating to organizational or personal to a greater extent influence on the job. So every organization is giving higher priority to keep their employees with satisfaction by providing several facilities which improves satisfaction and which reduces dissatisfaction.

Job Satisfaction is considered as a key issue by the entrepreneur where efforts are taken and programs are initiated. If an employee is not satisfied with the job there are chances for absenteeism, lob turnover, lower productivity. committing of mistakes, diverting energy for different types of conflicts keeping this thing in view all organizations are trying to identify the areas where satisfaction to be improved to get out of the above dangers

In this connection a survey was conducted on behalf of “Bharathi Associates” to identify the level of satisfaction in terms of strongly agree to strongly disagree on various job related factors. The Indian food industry is estimated to be worth over US $200 billion and according to the confederation of Indian industry (CII) is expected to grow to US $310 billion by 2015. India is one of the world’s major food products but accounts for less then 1.5 percent of international food trade. This indicates vast scope for both investors and exports.

India is the world second largest producer of food next to China, and has the potential of being the biggest with the food and agricultural sector. In this respect, the country is endowed with a large production base for a variety of raw materials covering food crops, commercial crops and fibers due to its varied agro-climatic conditions.

India is world’s largest producer of cereals and milk; second largest producer of rice, wheat sugar, fruits, and vegetables; third in cotton; and seventh largest producer of fish. Also, India has the highest number of plants approved by the US Food and Drug Administration (FDA) outside the USA.

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A Study on Job Rotation with special reference to Syndicate Bank

Increasing productivity, new product development, creativity and cutting time to market require a stable and productive work force. The stability and productivity of the work force can be dramatically increased by ensuring that every employee is challenged and excited about their job. Employee turnover and the associated loss of tacit and explicit knowledge disrupt team effectiveness and also slow product development.

An effective way of reducing turnover is a well thought out job rotation programme. Job Rotation Programmes (JRP) can not only reduce turnover but they also increase learning, and provide depth and strength of knowledge in the organization. Rotation programmes are more common in the development of top executives but there are also many reasons to use them for technical and new hire positions.

Since late 1980’s Job Rotation has been developed and mainstreamed as an active labor market tool in Denmark. Job Rotation originated in Denmark as a collaborative development amongst trade unions, employers and training institutes.

Many successful companies encourage rapid job rotation. Some have informal programmes while some have it as an essential part in their company’s employee development strategy.
Job rotation is where an individual is moved through a schedule of assignments designed to give that individual a breadth of exposure to the entire operation. The term job rotation can also mean the scheduled exchange of persons in offices, especially in public offices.

The word ‘Bank’ is used in the sense of a commercial bank. It is of Germanic origin though some person trace it origin to French word ‘Banqui’ and the Italian word ‘Banca’. It referred to a bench for keeping lending and exchanging of money lenders and money chargers. There was no such word as banking before 1640. All though the practice of safe keeping and saving flourished in the temple of Babylon as earlier as 2000 B.C. Chanakya in his Arthashastra written in about 300 B.C. mentioned about the existence of Merchant of Bankers who received deposits advanced loans and hundise.

The 1st bank in India was the ‘Bank of Hindustan’ started in 1770 by Alexander and co., an English agency house in Kolkata which failed in 1782 with the closer of the agency house. But the 1st bank in the modern sense was established in the Bengal presidency as the Bank of Bengal in 1806.

Merchant bankers issued ‘Hundis’ to remit funds in India such Merchant bankers were known as Seth’s. The next stage in the growth of banking was the Goldsmith he started charging something for taking care of the money and bullion.

The next stage in the growth of banking is the money lenders, the goldsmith found that on an average the withdrawal of coins were much less than the deposits with him. So he started advancing the coins on loan by charging interest as a safeguard he kept some money in the reserve thus the goldsmith –money lenders became a banker who started performing the 2 functions of modern banking that of accepting deposit and advancing loan.


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Coffee is one of the healthy drinks among all the beverages. If we think about refreshment, coffee is the first thing comes to our mind. In rainy and winter seasons the usage of coffee is more and it has become a part of human beings life. Caffeine is a substance found in coffee plants, which stimulates the central nervous system.

Before 1200 A.D., the coffee industry had spread along the red sea to Aden and cargo in Ethiopia. Then coffee was sold through Mediterranean Sea. Most pilgrims had started to cultivate coffee in India about 1600 A.D. Large scale coffee cultivation started in Brazil. In 1729 A.D., it produced 200,000 bags and in 1825 A.D., it was 3 million bags. After 80 years, they started coffee export and reached 4 million bags. Brazil coffee market reached surplus because of uncontrolled production and cultivation of coffee. In past 20 years coffee trade from Africa has grown more rapidly than elsewhere and contributed rapidly to the growing surplus. The Central American countries have increased their share to world coffee exports from about 5% in 1990 A.D to about 14% in 1970. This growth had occurred with mild coffees, which command and favorable. The highest consumption of coffee is recorded in the U.S which had about 450 million consumers and the rest of the world about 2450 million consumers.

Today 25 million people worldwide are provided with direct employment in coffee and considering the farmers and the employment effect of coffee related services at least 100 million people depend in coffee as major source of income.

The world coffee production in 1999-2000 forecast at the rate of a 107.5 million bag and that is 14% above the revised 1998-99 crop and up 3% on the previous record of 1997-98. Brazil’s 1998-99 products are forecasted at the rate of 35.8 million bags and Columbia at the rate of 11.0 million bags. These two countries will account for approximately 44% of the world’s production, which is normally 36-37%. North American producing countries including Central America produces 20% of the world’s coffee production.

In  1990,  world  production  was  93  million  bags.  Where  world’s  domestic consumption was 21.5 million bags and world’s exportable production is 71.5 million bags. In 1990 Arabica captures 75.5% of the world production and rest 24.3% followed by Robusta.

Today coffee grown and exported by own to developing countries in the world. It is estimated that in 2002, over 95 million bags of coffee were consumed world wide. Of these, 21.5 million bags were consumed in coffee producing countries themselves while over 73.9 million bags were consumed in importing in 2001, which is followed by countries like German, France, Japan, UAE, and Italy.

Here we have concentrated on coffee, which is considered as a traditional drinks especially in south India. People here start their everyday life with a cup of coffee. Not only in south India but in all parts of the world people are so dependent and addicted to coffee that it acts as a daily schedule to everybody everywhere. But this coffee is not grown in all parts of the world but is grown in very few places with right kind or weather, atmosphere and most important of all, the soil of that region. It is usually grown in hill stations with adequate amount of rainfall and such places, which are high above sea level. Therefore in India, Karnataka is such a place, especially South Karnataka that produces the highest amount of coffee in whole India. Most parts of Karnataka such as Chikmagalur district and many parts in Hassan District, and also Coorg.

So people here feel proud to be citizen of such place where coffee takes its birth. So that being the main reason, I have concentrated on a organization which has its roots spread very vast in coffee industry and is a major player in worlds import/export of coffee and deals in coffee beans curing activities present in Hassan.

Indian coffee industry is defiantly a huge sized industry which plays a very major role in the world market of coffee. India at present is in 8th place in its contribution of coffee and its plantation in the whole world and 1st place being Brazil.

But not all parts of India produces coffee. It is grown mostly in south India and highest part of its growth from the whole India is in Karnataka, that is from districts of Hassan, Chickmagalur and Coorg. Rest is grown in states of Tamilnadu, Andrapradesh, Kerla and other northern parts such as Sikkim and Nagaland.

So as shown in the next table about the quantity of coffee that is produced in the whole India we come to know that the whole output of India is 2.88 lack tones coffee per annul, more than 2 lack tones is grown only in Karnataka and rest in other parts of India as mentioned in the table below. So among 2.06 lack tones of whole Karnataka’s coffee production, ABCTCL has a huge contribution to coffee exports among the many competitors in the same business as mentioned earlier.

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A Study on Employees Absenteeism

Important characteristics of Indian workers are that, they are in the habit of abstaining from work compared to workers of other countries. The rate of Absenteeism ranges from 4.3% to 44.8%.It also varies with the seasons in the year, the highest being during May, June of every year. The main reasons for absenteeism are sickness, accidents or maternity.

These factors accounted for about 1.1 to 6.6%. Social and religious causes as high as 1.7% to14.2 %.Other causes like visiting villages for attending litigation, rest, and recreation account for 0.1% to17.5 % of total absenteeism. Absenteeism is directly effects on the progress of the country and as such the companies are facing a downward trend due to recession and all that are involved in the process are to be looked into. So I have selected this work at GO GO INTERNATIONAL Pvt. Ltd., Hassan to identify the level of absenteeism and to facilitate the company to move in this direction and find some progressive results. Naturally organization has to look in to these aspects and need to find suitable remedial measures so that qualitative and quantitative progress can be achieved. In this present study Employees Absenteeism is analysed in depth.

Indian textile industry can be compared to a pyramid of ice floating in water. “Only one tenth of the pyramid is visible, in the form of large textile mills in the organized sector. The body of the textile pyramid consists of the decentralized power loom and handloom sectors, which account for the bulk of India’s production. The base of the pyramid is the downstream apparel and household textile sectors.

The entire pyramid employs about fifteen million (as in 2007, it was estimated 20 million) workers-most of whom work in small firms in the decentralized sector”. Indeed, the structure of the Indian textile industry is as varied and deep-rooted as is its reform, challenging and daunting Indian textile and clothing industry is the largest foreign exchange earner for the country, and employs over 20 million people, second only to agriculture. India cannot afford to let this industry grow sick. That would be nothing short of a human tragedy. Until the era of globalization liberalization was launched at the opening of the current decade, the domestic market was a protected turf, and a seller’s market.

However, with the forces of globalization having been unleashed, and accentuated by the coming into force of the WTO in 1995, there is no looking back. The world has changed and is changing. In the borderless world, only the fittest would survive. Indian textile and clothing industry is beset with several shortcomings, in no small measure due to the lop-sided govt. policy in the post-1947 India.

But now it must change. It must change if it is not be blows away by the global market forces, both in the international market as well as by imports in the domestic territory.

And contrary to the common refrain of the industrialists in textile industry, the onus of infusing a refreshing change lies more on the industry (firms) than on the government. This is not to be little the significant role of a facilitator that govt alone can provide. But competitive strategy originates at the level of the firm. No amount of macroeconomic change can make the firms in the industry competitive. The govt. must evolve a national policy, which can act as a general guideline for the firms to define their unique positioning strategy. Given the national environment, the firms must control their own destiny, or someone else will.

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A Study on Level of Employee Job Satisfaction in HAMUL

India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities.

A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale.

In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production. Various factors distribute to this change in these countries such as the concentration of the population in cities where the jobs are plentiful, rapid industrialization, improvement of transportation facilities, development of machines etc., The rural areas are identified for the production, urban areas are for the processing of the milk.

Around 1500 BC to 2000 BC the Aryans were first to domesticate cattle. Use them for tilling their land obtain milk to be consumed as food. Again it were Aryans who priced the milk of a cow more than its meat, forbade its slaughter, created legends about it and even worshiped it. Hindus even to this day consider cow as sacred. Besides it were only the East (India/China) which domesticated buffalo as milch animal succeeded so well that today, more than half the total production of milk in India is obtained from buffalo.

Most of the farmers have one milk animal, they sell the milk through local milk contractors or middlemen. These traders have always exploited the poor and uneducated milk producers. It was in the late forties, when integrated approach for dairy development based on farmers owned milk co-operative was first adopted at Anand. The system includes milk procurement productions and marketing through farmer co-operatives.

In India, the market milk technology may be considered to have commenced in1950 with the functioning of the Central Dairy of Aarey Milk Colony and milk product technology in 1956 with the establishment of AMUL dairy, Anand. The system of collective ownership, operation and control of milk trade by farmers came to be known as ANAND PATTERN. Anand pattern has given them an opportunity to have access to the modern technology.

The premises institution NDDB and IDC for application of the Anand pattern throughout the country. The whole project under which replication was envisioned, is named as “operation flood”. The success of Anand pattern depends as establishing a strong co operative infrastructure at the grass root level, making economically viable to strengthen.

Dairy industry offers employment opportunity to the people so as to help the farmers to get fair price of milk. The farmers are provided with medical facilities to their cattle. Milk is becoming an alternative life line in our rural economy. With the advent of white revolution that is “SKHEERA KRANTI” in the same pattern of Denmark and Holland.

Export of dairy products plays an important role in our foreign trade. It increases the foreign exchange and national income of our country and also economic development of our country.

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A Research on Effectiveness of Training and Development Program at T T Minerals

Indian industry is waking up to the challenges thrown in by market economy. To survive in this highly competitive scenario, managers are being pressurized to improve quality, increase productivity, cut down waste and eliminate inefficiency. The collective efforts of the employer and the employee assume relevance in this context. And this is where human resource management can play crucial role.

Human Resource Management (H.R.M) is management functions that helps manager’s recruit, select, train and develop members for an organization. Obviously, HRM is concerned with the people’s dimension in organization. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue organizational objectives. This is true regardless of the type of organization –Government, Business, education, health or recreation.

Thus, HRM refers to a set of programmes, functions & activities designed and carried out in order to maximize both employee as well as organizational effectiveness.

Management development is aimed at preparing employees for future jobs with the organization or at solving organization wide problems concerning, Acquiring or sharpening capabilities required performing various tasks and functions associated with their present or expected future roles.

The motive behind this study is to understand and learn the impact of training and development programs on the employees of T .T. Minerals Pvt. Ltd. Hence the study is under taken up to measure effectiveness of Training & Development at Executive and Non- executive level at SSS, Pvt Ltd Bangalore. Training cannot be measured directly but change in attitude and behavior that occurs as a result of Training. So employee assessment should be done after Training session by the management, to know the effectiveness of Training given to the employee.

Questionnaire is used for data collection. A pilot study is done by administering a questionnaire to sample of respondents fond out the validation of the study. After the study company’s manager and the guide was consulted and incorporated the ideas, in the final questionnaire. The questionnaire contains the objective of the study.

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A Conceptual Analysis of Job Satisfaction conducted at Coffee Day

Human resource is considered to be the most valuable asset in any organization. It is the sum total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed persons who comprise executives, superiors and the employees. Human resource should be utilized to the maximum possible extent, to achieve individual and organizational goals. Employee’s performance plays an important role in attaining goals. However employee performance is influenced by motivation and job satisfaction.

Employee satisfaction or job satisfaction plays an important role in deciding the organization’s strength, which forms the real strengths for any organization. Labor turn over is an important term in this context, which means the rate at which the employees leave the organization. A high rate of labor turnover means number of dissatisfied employees. Therefore, retaining the employees in the organization, study of job satisfaction levels among the employees becomes important.

Employee retention and employee satisfaction have always been important issues for managers. High levels of absenteeism and turnover can affect the organization. Satisfied employees tend to be more productive, creative and committed to their employers.

Organizations that can create work environments that attract, motivate and retain competent individuals will be better positioned to succeed in a competitive environment that demands quality and cost-efficiency.

An accepted method to know the job satisfaction level is to conduct a survey among the employees, finding about their perception towards their job.

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A Project Report on Performance Appraisal in BSNL

Bharat Sanchar Nigam Limited (abbreviated BSNL) is an Indian state-owned telecommunications company headquartered in New Delhi. It was incorporated on 15 September 2000 and assumed the business of providing telecom services and network management from the erstwhile Central Government Departments of Telecom Services (DTS) and Telecom Operations (DTO) as of 1 October 2000 on a going-concern basis.

It is the largest provider of fixed telephony and broadband services with more than 60% market share, and is the fifth largest mobile telephony provider in India. However, in recent years, the company's revenues and market share have plummeted resulting in heavy losses as a result of intense competition in the privatizing Indian telecommunications sector. BSNL is India's oldest communication service provider and had a customer base of 93.29 million as of June 2015. It has footprints throughout India, except for Mumbai and New Delhi, where telecommunicatons are managed by Mahanagar Telephone Nigam (MTNL).

BSNL Mobile is a major provider of GSM cellular mobile services under the brand name Cellone. BSNL provides a complete telecom services solution to enterprise customers including MPLS, P2P and Internet leased lines. It provides fixedline services and landline using CDMA technology and its own extensive optical fiber network. BSNL provides Internet access services through dial-up connections as prepaid, NetOne as Postpaid and DataOne as BSNL Broadband.

BSNL offers value-added services such as Free Phone Service (FPH), India Telephone Card (Prepaid card), Account Card Calling (ACC), Virtual Private Network (VPN), Tele-voting, Premium Rate Service (PRM) and Universal Access Number (UAN). BSNL also offers the IPTV which enables customers to watch television through the Internet and Voice and Video Over Internet Protocol (VVoIP). In 2007, BSNL announced plans to provide 5 million broadband connections and secured 80% of the INR 25 billion rural telephony project of the Government of India. On 20 March 2009, BSNL launched blackberry services across India. BSNL paid Rs. 101.87 billion for 3G spectrum in 2010. As of 2011, BSNL offered coverage in over 800 cities across India. BSNL launched in 2012 a 3G wireless pocket-sized router called Winknet Mf50. BSNL 3G provides HSPA+ service with a top speed of 21.1 Mbit/s downlink and 5.76 Mbit/s uplink.

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A Study On Performance Appraisal System

Once upon a time there were two beekeepers that each had a beehive. The beekeepers worked for a company called Bees, Inc. The company's customers loved its honey and demand for the product was increasing. So Bees, Inc. assigned each beekeeper a goal for increased honey production. The beekeepers had different ideas about how to meet their goal and designed different approaches to improve the performance of their hives.

The first beekeeper established a bee performance management approach that measured the number of flowers each bee visited. At considerable cost to the beekeeper, an extensive measurement system was created to count the flowers each bee visited. He also provided feedback to each bee at mid-season on his individual performance. He also created special awards for the bees who visited the most number of flowers. However, the bees were never told about the hive's goal to produce more honey so that the company could increase honey sales.

The second beekeeper also established a bee performance management approach but this approach communicated to each bee the goal of the hive for increased honey production. The beekeeper and his bees measured two aspects of their performance the amount of nectar each bee brought back to the hive and the amount of honey the hive produced. The performance of each bee and the hive's overall performance were charted and posted on the hive's bulletin board for all the bees to see.

The beekeeper created a few awards for the bees that gathered the most nectar. But he also established a hive incentive program that rewarded each bee in the hive based on the hive's overall honey production the more honey produced, the more recognition each bee would receive.

At the end of the season, the beekeepers evaluated their approaches. The first beekeeper found that his hive had indeed increased the number of flowers visited ,but the amount of honey produced by the hive had dropped. The Queen Bee reported that because the bees were so busy trying to visit as many flowers as possible, they limited the amount of nectar they would carry so they could fly faster. Also, since only the top performers would be recognized, the bees felt they were competing against each other for awards. As a result, they would not share valuable information with each other that could have helped improve the performance of all the bees (like the location of the flower filled fields they'd spotted on the way back to the hive).

As the beekeeper handed out the awards to individual bees, unhappy buzzing was heard in the background. After all was said and done, one of the high performing bees told the beekeeper that if he had known that the real goal was to make more honey, he would have worked totally differently. The second beekeeper, however, had very different results. Because each bee in his hive was focused on the hive's goal of producing more honey.

This Bess had concentrated their efforts on gathering more nectar in order to produce more honey than ever before. The bees worked together to determine the highest nectar yielding flowers and to create quicker processes for depositing the nectar they had gathered. They also worked together to help increase the amount of nectar gathered by the poorer performers. Tile Queen Bee of this hive reported that the poor performers either improved their performance or transferred to hive No.1, because the hive had reached its goal. The beekeeper rewarded each bee his portion of the hive incentive. The keeper was also surprised to hear a loud, happy buzz and a jubilant flapping of wings as he rewarded the individual high-performing bees with special recognition.

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A Study on Level of Job Satisfaction in Quality Dept Employees

Indian textile industry can be compared to a pyramid of ice floating in water. “Only one tenth of the pyramid is visible, in the form of large textile mills in the organized sector. The body of the textile pyramid consists of the decentralized power loom and hand loom sectors, which account for the bulk of India’s production. The base of the pyramid is the downstream apparel and household textile sectors. The entire pyramid employs about fifteen million (as in 2007, it was estimated 20 million) workers-most of whom work in small firms in the decentralized sector”. Indeed, the structure of the Indian textile industry is as varied and deep-rooted as is its reform, challenging and daunting Indian textile and clothing industry is the largest foreign exchange earner for the country, and employs over 20 million people, second only to agriculture. India cannot afford to let this industry grow sick.

That would be nothing short of a human tragedy. Until the era of globalization liberalization was launched at the opening of the current decade, the domestic market was a protected turf, and a seller’s market.

However, with the forces of globalization having been unleashed, and accentuated by the coming into force of the WTO in 1995, there is no looking back. The world has changed and is changing. In the borderless world, only the fittest would survive. Indian textile and clothing industry is beset with several shortcomings, in no small measure due to the lop-sided govt. policy in the post-1947 India.

But now it must change. It must change if it is not be blows away by the global market forces, both in the international market as well as by imports in the domestic territory.

And contrary to the common refrain of the industrialists in textile industry, the onus of infusing a refreshing change lies more on the industry (firms) than on the government. This is not to be little the significant role of a facilitator that govt alone can provide. But competitive strategy originates at the level of the firm.

No amount of macroeconomic change can make the firms in the industry competitive. The govt. must evolve a national policy, which can act as a general guideline for the firms to define their unique positioning strategy. Given the national environment, the firms must control their own destiny, or someone else will.

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