{"id":1229,"date":"2017-11-15T06:34:11","date_gmt":"2017-11-15T06:34:11","guid":{"rendered":"http:\/\/projecthelpline.in:\/myblog\/?p=1229"},"modified":"2021-11-18T07:30:48","modified_gmt":"2021-11-18T07:30:48","slug":"imt-mbahr-project-synopsis-sample-free-download","status":"publish","type":"post","link":"https:\/\/projecthelpline.in:\/myblog\/imt-mbahr-project-synopsis-sample-free-download\/","title":{"rendered":"IMT MBA(HR) PROJECT SYNOPSIS SAMPLE FREE DOWNLOAD"},"content":{"rendered":"<p><strong>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0INSTITUTE OF MANAGEMENT TECHNOLOGY, GHAZIABAD<\/strong><\/p>\n<p><strong>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 A<\/strong><\/p>\n<p><strong>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 SYNOPSIS ON<\/strong><\/p>\n<p><strong>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u201cA STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES\u201d <\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><strong>UNDER SUPERVISION OF:<\/strong><\/p>\n<p><strong>\u00a0<\/strong>\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0<\/strong><strong>SUBMITTED BY<\/strong><\/p>\n<p><strong>\u00a0<\/strong>NAME\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 :\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 &#8230;&#8230;&#8230;&#8230;&#8230;&#8230;&#8230;&#8230;&#8230;.<\/p>\n<p>ENROLLMENT NO\u00a0\u00a0 : \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>Submitted in partial fulfillment of the requirements for qualifying<\/p>\n<p><strong>MASTER OF BUSINESS ADMINISTRATION\u00a0<\/strong><strong>In <\/strong><strong>HRM <\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0TITLE OF THE PROJECT<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p><strong>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0\u201cA STUDY OF TRAINING AND DEVELOPMENT AT HCL TECHNOLOGIES\u201d <\/strong><\/p>\n<p>&nbsp;<\/p>\n<ol start=\"2\">\n<li>2<strong>. <u>STATEMENT OF THE PROBLEM<\/u><\/strong><\/li>\n<\/ol>\n<p>Training of personnel consists in providing them with the necessary facilities and opportunities to acquire knowledge develop skills and cultivate attitudes and behaviour for the efficient and effective discharge of their duties and responsibilities. Through the proper training to the employees should able to handle their daily problems and improve their skills or knowledge. A well planned and well executed training will result of reduction in wastage or spoilage. The effective training and development opportunities are perfect for those employees, who want to increase their knowledge of skill on various and fulfill their task with efficient manner.<\/p>\n<ol start=\"3\">\n<li><strong> <u>OBJECTIVES OF THE STUDY<\/u><\/strong><\/li>\n<\/ol>\n<ul>\n<li>To determine the extent and degree of the training programmers fulfilling the set objective.<\/li>\n<li>To judge satisfaction levels of the new employees with the existing T&amp;D process being used in the organization.<\/li>\n<li>To identify and analyze whether the training\u2019s input, trainings techniques and methods are in line.<\/li>\n<li>To judge the impact of training for organizational benefits.<\/li>\n<li>To extract out the preferable mode and method of training programmes.<\/li>\n<li>To focus on training and development as an implementation of strategic planning in the organization.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"4\">\n<li><strong><u>RESEARCH MEHDOLOGY<\/u><\/strong><\/li>\n<\/ol>\n<p><strong>Methodology\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Primary<\/strong><\/p>\n<p><strong>EXPLANATION OF THE METHOD:<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>RESEARCH DESIGN:-\u00a0 <\/strong>The research design will be used in this study is both \u2018Descriptive\u2019 and \u2018exploratory\u2019.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Primary<\/strong> data will be collected through<\/p>\n<ul>\n<li>Questionnaires<\/li>\n<li>Personal observations<\/li>\n<\/ul>\n<p><strong>Secondary<\/strong> data will be collected through<\/p>\n<ul>\n<li>Internet<\/li>\n<li>Newspapers<\/li>\n<li>Magazines<\/li>\n<li>Company&#8217;s manual<\/li>\n<\/ul>\n<p><strong>SAMPLE SIZE<\/strong><\/p>\n<p>Sample size will be decided under three\u00a0decisions:<\/p>\n<ul>\n<li>Sample\u00a0Size\u00a0unit\u00a0\u2013\u00a0New hire employees in HR, Finance or Marketing Department, HCL Technologies<\/li>\n<li>Sample\u00a0Size\u00a0No.\u00a0\u2013\u00a0 50<\/li>\n<li>Sample\u00a0size\u00a0method\u00a0&#8211;\u00a0Likert scale , Rating\u00a0Method<\/li>\n<li>Sampling Technique &#8211; convenience sampling (Non- Probability)<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>STASTICAL TOOLS: <\/strong><\/p>\n<p>MS-EXCEL will be used to prepare pie- charts and graphs and MS-WORD will be used to prepare or write the whole project report.<\/p>\n<p><strong>Data Analysis &amp; Interpretation<\/strong> \u2013 Classification &amp; tabulation transforms the raw data collected through questionnaire in to useful information by organizing and compiling the bits of data contained in each questionnaire:<\/p>\n<ul>\n<li>Calculating the percentage of the responses.<\/li>\n<li>Formula used = (no. of responses <strong>\/ <\/strong>total responses) * 100<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><strong>SAMPLE SIZE:\u00a050<\/strong><\/p>\n<p><strong>METHOD YOU WILL USE TO CLASSIFY DATA:<\/strong><\/p>\n<p>PRIMARY DATA: Most of the information will be gathered through primary sources\u2019. The methods that will be used to collect primary data are: Questionnaire and online interviews<\/p>\n<p>SECONDARY DATA: The secondary data will be collected through internet and BOOKS<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>METHOD YOU WILL USE TO PRESENT DATA<\/strong><strong>\u00a0<\/strong><\/p>\n<p>Data collection will be done through questionnaire. The <strong>MS-EXCEL and MS-WORD<\/strong> software will be used to analyze the data. Different types of graphs &amp; Charts will be used to interpretation the findings diagrammatically. They are:<\/p>\n<ul>\n<li><strong>Pie Charts<\/strong><\/li>\n<li><strong>Bar Graphs<\/strong><\/li>\n<li><strong>Likert scale:<\/strong><\/li>\n<\/ul>\n<p><strong>COMPANY NAME<\/strong><strong>: \u00a0<\/strong>\u201cHCL TECHNOLOGIES\u201d<\/p>\n<ol start=\"5\">\n<li><strong> <u>QUESTIONNAIRE<\/u><\/strong><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<p><strong>Q1. Age:<\/strong><\/p>\n<ul>\n<li>20 &#8211; 30<\/li>\n<li>31 &#8211; 40<\/li>\n<li>41 \u2013 50<\/li>\n<li>51 And Above<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>Gender:<\/strong><\/p>\n<ul>\n<li>Male<\/li>\n<li>Female<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"2\">\n<li><strong> How long have you been working for this company? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Less than 1 year<\/li>\n<li>1-3 years<\/li>\n<li>3-5 year\u2019s<\/li>\n<li>5 years<\/li>\n<li>Above 5 years<\/li>\n<\/ul>\n<p><strong><em>\u00a0<\/em><\/strong><\/p>\n<ol start=\"3\">\n<li><strong> Have you undergone any training during last two years? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Yes<\/li>\n<li>No<\/li>\n<\/ul>\n<ol start=\"4\">\n<li><strong> Training needs identified are realistic, useful and based on the business strategy of the organization? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Strongly agree<\/li>\n<li>Agree<\/li>\n<li>Neutral<\/li>\n<li>Disagree<\/li>\n<li>Strongly disagree<\/li>\n<\/ul>\n<ol start=\"5\">\n<li><strong> Training needs are identified through formal appraisal system for employees at HCL Technologies. <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Strongly agree<\/li>\n<li>Agree<\/li>\n<li>Neutral<\/li>\n<li>Disagree<\/li>\n<li>Strongly disagree<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"6\">\n<li><strong> Organization conducts extensive training program in all aspects? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Strongly agree<\/li>\n<li>Agree<\/li>\n<li>Neutral<\/li>\n<li>Disagree<\/li>\n<li>Strongly disagree<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<ol start=\"7\">\n<li><strong> Training is used as a tool for new hire employee\u2019s placement. <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Strongly agree<\/li>\n<li>Agree<\/li>\n<li>Neutral<\/li>\n<li>Disagree<\/li>\n<li>Strongly disagree<\/li>\n<\/ul>\n<p><strong>8 . What is your impression about the training given to you? <\/strong><\/p>\n<ul>\n<li>Excellent<\/li>\n<li>Very good<\/li>\n<li>Good<\/li>\n<li>Satisfactory<\/li>\n<li>Poor<\/li>\n<\/ul>\n<ol start=\"9\">\n<li><strong> Did the training meet its stated objectives? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Substantially<\/li>\n<li>Considerably<\/li>\n<li>Very less<\/li>\n<li>Fairly<\/li>\n<li>Not at all<\/li>\n<\/ul>\n<ol start=\"10\">\n<li><strong> Was the training interesting &amp; informative? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Substantially<\/li>\n<li>Considerably<\/li>\n<li>Fairly<\/li>\n<li>Very less<\/li>\n<li>Not at all<\/li>\n<\/ul>\n<ol start=\"11\">\n<li><strong> In your company, not enough is being done to satisfy the training needs of the new hire employees. <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Highly agree<\/li>\n<li>Agree<\/li>\n<li>Neutral<\/li>\n<li>Highly disagree<\/li>\n<li>Do not know<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"12\">\n<li><strong> Do you wish to develop knowledge and skills in the area of assistive technology knowledge through good quality of training? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Most of the time<\/li>\n<li>Often<\/li>\n<li>Sometime<\/li>\n<li>Rarely<\/li>\n<li>Almost never<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"13\">\n<li><strong> Do you think that training needs for leadership and management professions in any organization? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Most of the time<\/li>\n<li>Often<\/li>\n<li>Sometime<\/li>\n<li>Rarely<\/li>\n<li>Almost never<\/li>\n<\/ul>\n<ol start=\"14\">\n<li><strong> Does your company has an overall policy with respect to the training of its new hire employees? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Most of the time<\/li>\n<li>Often<\/li>\n<li>Sometime<\/li>\n<li>Rarely<\/li>\n<li>Almost never<\/li>\n<\/ul>\n<ol start=\"15\">\n<li><strong> How do you rate training program overall in last one year? <\/strong><\/li>\n<\/ol>\n<ul>\n<li>Good<\/li>\n<li>Fair<\/li>\n<li>Poor<\/li>\n<\/ul>\n<ol start=\"16\">\n<li><strong> Do you feel that the training helps to identify the strength and weakness of the various department employees?<\/strong><\/li>\n<\/ol>\n<p><strong>\u00a0<\/strong><\/p>\n<ul>\n<li>Highly Agree<\/li>\n<li>Agree<\/li>\n<li>Neutral<\/li>\n<li>Highly disagree<\/li>\n<li>Disagree<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"17\">\n<li><strong> \u201cThe training program is helpful in reducing grievance among the employees\u201d Do you agree above statement? <\/strong><\/li>\n<\/ol>\n<p><strong>\u00a0<\/strong><\/p>\n<ul>\n<li>Highly Agree<\/li>\n<li>Agree<\/li>\n<li>Neutral<\/li>\n<li>Highly disagree<\/li>\n<li>Disagree<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ol start=\"6\">\n<li><strong> <u>COMPANY PROFILE<\/u><\/strong><\/li>\n<\/ol>\n<p><strong>HCL Technologies Limited<\/strong>\u00a0is an Indian multinational IT services company, headquartered in\u00a0Noida, Uttar Pradesh, India. It is a subsidiary of HCL Enterprise. Originally a\u00a0research and development\u00a0division of HCL, it emerged as an independent company in 1991 when HCL ventured into the software services business.\u00a0HCL Technologies (the abbreviation of Hindustan Computers Limited)\u00a0offers services including\u00a0IT consulting,\u00a0enterprise transformation,\u00a0remote infrastructure management, engineering and\u00a0R&amp;D, and\u00a0business process outsourcing\u00a0(BPO).<\/p>\n<p>The company has offices in 34 countries including the United States, European countries like France and Germany, and Northern Ireland\u00a0in the United Kingdom. It operates across a number of sectors including aerospace and defense, automotive, consumer electronics, energy and utilities, financial services, government, industrial manufacturing, life sciences and healthcare, media and entertainment, mining and natural resources, public services, retail and consumer, semiconductor, server and storage, telecom, and travel, transportation, logistics, and hospitality.<\/p>\n<p>HCL Technologies is on the\u00a0Forbes Global 2000\u00a0list.\u00a0It is among the top 20 largest publicly traded companies in India with a market capitalisation of $22.1\u00a0billion as of May 2015.\u00a0As of August 2015, the company, along with its subsidiaries, had a consolidated revenue of $6.0\u00a0billion<\/p>\n<ol start=\"7\">\n<li><strong><u>REFERENCES<\/u><\/strong><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<ol>\n<li><em>Abemathy, d.<\/em>(1999) : \u201cthinking outside the evaluation box\u201d, training and development, 53(2), 18-24.<\/li>\n<li>Derek Torrington, Laura Hall, and Stephen Taylor (2004).<em>Human Resource Management<\/em>. Pearson Education. p.\u00a0363.<\/li>\n<li>Dubey, V.K. : Management of Training Development and Motivation Skills.<\/li>\n<li>Dwivedi, P. and Pooja Purang (2007) : \u201cTraining Needs Identification &amp; Evaluation : Case Study of Indian Organization\u201d, I.J.T.., Vol. XXXVII, issue 1, Jan-March (2007), PP. 5-21.<\/li>\n<li>Lippert, R et. al (2001): \u201cUsing different evaluation looks to assess a regional internet in service training\u201d, International Journal of Instructional Media\u201d, 28(3), 237-249.<\/li>\n<li>Lynton, Rolf P. and Pareek Udai (2000) : \u201cTraining for Organizational Transformation, Part 1, Sage Publications, New Delhi.<\/li>\n<li>Mirza, S. Saiyadain (1987) : \u201cTraining Functions in India\u201d, I.J.T.D., Vol. XVII, issue 2, March-April 1987, PP. 3-12.<\/li>\n<li>MILLER, Janice A. and Diana M. OSINSKI, \u201cTraining Needs Assessment\u201d, JulY2002, http:\/\/www.ispi.org\/pdf\/suggestedReading\/Miller_Osinski.pdf<\/li>\n<li>Evidence-Based Training Methods, <strong>By Ruth Colvin Clark<\/strong><\/li>\n<li>Strategic Human Resource Management: An Indian Perspective:<strong>By Sharm, Anuradha &amp; Khandekar, Aradhana<\/strong><\/li>\n<li>Approaches to Training and Development: <strong><a href=\"http:\/\/www.google.co.in\/search?tbo=p&amp;tbm=bks&amp;q=inauthor:%22Dugan+Laird%22\">Dugan Laird<\/a>, <a href=\"http:\/\/www.google.co.in\/search?tbo=p&amp;tbm=bks&amp;q=inauthor:%22Sharon+S.+Naquin%22\">Sharon S. Naquin<\/a> <\/strong><\/li>\n<li>google.co.in<\/li>\n<li>https:\/\/en.wikipedia.org<\/li>\n<li>https:\/\/www.hcltech.com\/<\/li>\n<li><strong> <u>CHAPTER SCHEME<\/u><\/strong><\/li>\n<\/ol>\n<p>Detailed\/final project report will include the following chapters;<\/p>\n<ol>\n<li>Introduction<\/li>\n<li>Review of Literature<\/li>\n<li>Sampling, Data Collection and Tools of Analysis<\/li>\n<li>Results &amp; Discussion<\/li>\n<li>Summary and Conclusion<\/li>\n<li>Bibliography<\/li>\n<li>Limitations of Study<\/li>\n<li>Questionnaire<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<h4>9. <u>PROFILE OF PROJECT GUIDE<\/u><\/h4>\n<p>Name\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Age\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Educational Qualification\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Professional Experience\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Organization\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Current Designation\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Brief Profile\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>(Maximum 200 Characters)<\/p>\n<p>Address\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0:<\/p>\n<p>House No.\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0:<\/p>\n<p>Street\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0:<\/p>\n<p>City\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 :<\/p>\n<p>State\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 :<\/p>\n<p>Country\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 :<\/p>\n<p>Phone Number (Office)\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0:<\/p>\n<p>Phone Number (Residence)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Mobile Number (10 digits)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n<p>Email\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0:<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0INSTITUTE OF MANAGEMENT TECHNOLOGY, GHAZIABAD \u00a0 \u00a0 \u00a0 \u00a0.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1777],"tags":[44],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.13 - 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