{"id":841,"date":"2015-01-03T08:10:12","date_gmt":"2015-01-03T08:10:12","guid":{"rendered":"http:\/\/projecthelpline.in:\/myblog\/?p=841"},"modified":"2021-11-18T07:30:46","modified_gmt":"2021-11-18T07:30:46","slug":"imt-mba-hr-synopsis-guideline-free-sample-download","status":"publish","type":"post","link":"https:\/\/projecthelpline.in:\/myblog\/imt-mba-hr-synopsis-guideline-free-sample-download\/","title":{"rendered":"IMT MBA HR Synopsis WITH GUIDELINE FREE SAMPLE DOWNLOAD"},"content":{"rendered":"<p>A<\/p>\n<p>SYNOPSIS ON<\/p>\n<p>\u201cSTUDY ON BEST HR PRACTICES AND COMPENSATION STRUCTURES\u201d<\/p>\n<p>UNDER SUPERVISION OF:<\/p>\n<p>\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..<\/p>\n<p>SUBMITTED BY<\/p>\n<p>NAME :<\/p>\n<p>ENROLLMENT NO :<\/p>\n<p>Submitted in partial fulfillment of the requirements for qualifying<br \/>\nMASTER OF BUSINESS ADMINISTRATION (HR)<\/p>\n<p>Institute of Management Technology<br \/>\nGhaziabad<\/p>\n<p>TABLE OF CONTENTS<\/p>\n<p>CONTENTS PAGE NO.<\/p>\n<p>1. Title of the project\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..3<\/p>\n<p>2. Statement about the Problem.\u2026\u2026\u2026.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026&#8230;4<\/p>\n<p>3. Objective of the study.\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026&#8230;.\u2026&#8230;5<\/p>\n<p>4. Research Methodology \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026&#8230;.6<br \/>\n5. Company profile \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 \u2026\u2026\u2026\u2026\u2026\u2026\u2026&#8230;&#8230;&#8230;&#8230;..8<br \/>\n6. Questionnaire\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026&#8230;..9<br \/>\n7. References \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026.12<\/p>\n<p>8. Chapterisation \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.\u2026..14<\/p>\n<p>9. Profile of Project Guide\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.15<\/p>\n<p>1. TITLE OF THE PROJECT<\/p>\n<p>\u201cSTUDY ON BEST HR PRACTICES AND COMPENSATION STRUCTURES\u201d<\/p>\n<p>2. STATEMENT OF THE PROBLEM<\/p>\n<p>In the present highly competitive world, the major challenges that most organizations are facing in the area of human resources include a high attrition rate, developing a cost effective compensation structure to make it employer and employee friendly. Attracting and retaining highly efficient employees and earning their commitment to achieve organizational goals have now become a formidable challenge. With the growth of economy and the organizations, the human capital needs are also changing. Today\u2019s employees are more risk taking, more demanding, more diverse, more technically astute, and less likely than workers of a generation ago to believe that the employer has their best interests at heart. They want competitive compensation. They know what they\u2019re worth and there are sure they will get it somewhere. They also expect meaningful and challenging work.<\/p>\n<p>3. OBJECTIVES OF THE STUDY<\/p>\n<p>Fixing the objective is like identifying the star. The objective decides where we want to go, what we want to achieve and what is our goal or destination.<\/p>\n<p>Every study is carried out for the achievement of certain objectives.<\/p>\n<p>1. To study the HR practices and compensation structure of IBM India.<br \/>\n2. To identify best HR policies to recommend suitable for the organization.<br \/>\n3. To review compensation structures being offered by IBM India.<\/p>\n<p>4.RESEARCH METHODOLOGY<\/p>\n<p>Research methodology in a way is a written game plan for conducting research. Research methodology has many dimensions. It includes not only the research methods but also considers the logic behind the methods used in the context of the study and complains why only a particular method of technique has been used.<\/p>\n<p>METHODOLOGY ADOPTED:- This research is aimed at studying the Micro level review of best HR Practices and compensation structures of IBM.<br \/>\nRESEARCH DESIGN: &#8211; The research design used in this study was both \u2018Descriptive\u2019 and \u2018exploratory\u2019.<\/p>\n<p>DATA COLLECTION METHODS:<\/p>\n<p>The data will be collected using both by primary data collection methods as well as secondary sources.<\/p>\n<p>PRIMARY DATA: Most of the information will be gathered through primary sources. The methods that will be used to collect primary data are:<\/p>\n<p>a) Questionnaire<br \/>\nb) Interview<\/p>\n<p>SECONDARY DATA<\/p>\n<p>The secondary data was collected through:<br \/>\n\u2022 Text Books<br \/>\n\u2022 Magazines<br \/>\n\u2022 Journals<br \/>\n\u2022 Websites<br \/>\nSAMPLING TECHNIQUE:-<br \/>\nThe technique used for conducting the study will Convenience Sampling Technique as sample of respondents was chosen according to convenience.<\/p>\n<p>SAMPLING UNIT: This will then be presented to concern people at ABEO 50 admin employees from the organization will be contacted for the purpose of getting the required information. The information gathered analyzed and presented in this final report.<\/p>\n<p>STASTICAL TOOLS:<\/p>\n<p>MS-EXCEL will use to prepare pie- charts and graphs and MS-WORD will use to prepare or write the whole project report.<\/p>\n<p>METHOD USE TO PRESENT DATA:<\/p>\n<p>Data Analysis &amp; Interpretation \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 i.e., observation and responses are converted in to understandable and orderly statistics are used to organize and analyze the data:<\/p>\n<p>\u2022 Simple tabulation of data using tally marks.<br \/>\n\u2022 Calculating the percentage of the responses.<br \/>\n\u2022 Formula used = (name of responses \/ total responses) * 100<\/p>\n<p>Graphical analysis by means of pie charts bar graphs etc.<\/p>\n<p>NUMBER OF RESPONDENTS<\/p>\n<p>50<\/p>\n<p>AREA OF STUDY<\/p>\n<p>Delhi &amp; NCR<\/p>\n<p>5. COMPANY PROFILE<\/p>\n<p>The International Business Machines Corporation (IBM) is an American multinational technology and consulting corporation, with headquarters in Armonk, New York, United States. IBM manufactures and markets computer hardware and software, and offers infrastructure, hosting and consulting services in areas ranging from mainframe computers to nanotechnology.<br \/>\nThe company was founded in 1911 as the Computing Tabulating Recording Company (CTR) through a merger of three companies: the Tabulating Machine Company, the International Time Recording Company, and the Computing Scale Company. CTR adopted the name International Business Machines in 1924, using a name previously designated to CTR&#8217;s subsidiary in Canada and later South America. Securities analysts nicknamed IBM Big Blue in recognition of IBM&#8217;s common use of blue in products, packaging, and logo.<br \/>\nIn 2012, Fortune ranked IBM the No. 2 largest U.S. firm in terms of number of employees (435,000 worldwide), the No. 4 largest in terms of market capitalization, the No. 9 most profitable, and the No. 19 largest firm in terms of revenue. Globally, the company was ranked the No. 31 largest in terms of revenue by Forbes for 2011, Other rankings for 2011\/2012 include No. 1 company for leaders (Fortune), No. 1 green company worldwide (Newsweek), No. 2 best global brand (Interbrand), No. 2 most respected company (Barron&#8217;s), No. 5 most admired company (Fortune), and No. 18 most innovative company (Fast Company).<\/p>\n<p>QUESTIONNAIRE<\/p>\n<p>Dear Respondents,<\/p>\n<p>I am \u2026\u2026\u2026\u2026\u2026\u2026, a student of MBA, as a part of my curriculum; I am to take a research Project on \u201cSTUDY ON BEST HR PRACTICES AND COMPENSATION STRUCTURES\u201d. To enable to undertake above mentioned study, I request you to give your fair views. Your insights and perspective are important and valuable for my research.<\/p>\n<p>Policy on Confidentiality: Please feel free to give your honest responses. The confidentiality of the information provided by the respondent is completely assured.<\/p>\n<p>PERSONAL DATA<\/p>\n<p>Name of the Respondent:<\/p>\n<p>Q1. Age:<\/p>\n<p>a) 20 &#8211; 30<br \/>\nb) 31 &#8211; 40<br \/>\nc) 41 \u2013 50<br \/>\nd) 51 And Above<\/p>\n<p>Gender:<\/p>\n<p>a) Male<br \/>\nb) Female<\/p>\n<p>Department:<\/p>\n<p>a) Administration<br \/>\nb) Finance<br \/>\nc) HRD<br \/>\nd) Customer Support<\/p>\n<p>Q2. Years of Service in Present Organization:<\/p>\n<p>a) Less Than One Year<br \/>\nb) One To Three Years<br \/>\nc) Four To Five Years<br \/>\nd) More Than Five Years<\/p>\n<p>Q3. Do you think that in HR Practice increased in scope and responsibilities in the last three years?<\/p>\n<p>Yes No<\/p>\n<p>Q4. Do you think that HR Practice and Strategies is very beneficial for any orgnisation progress?<br \/>\nYes No<br \/>\nQ5. Do you feel that the HR Practice and Strategies has reduced the time and effort in preparing the job description and job specification?<\/p>\n<p>Strongly Agree<br \/>\nAgree<br \/>\nNeither Agree nor Disagree<br \/>\nDisagree<br \/>\nStrongly Disagree<\/p>\n<p>Q6. The pre-selection stage, interviewing and other assessment activities done via HRIS process are effective.<\/p>\n<p>Strongly Agree<br \/>\nAgree<br \/>\nNeither Agree nor Disagree<br \/>\nDisagree<br \/>\nStrongly Disagree<br \/>\nQ7. What are the main tools of handling the main Human resource challenges?<br \/>\nTraining<br \/>\nConsultancy<br \/>\nTools<br \/>\nAny other<\/p>\n<p>Q8. Which of the following factors are most important for an effective HR practices?<\/p>\n<p>Planned Management<br \/>\nManagement of Talent and Competency<br \/>\nRe constructing the Human Resources<br \/>\nMention the other relevant ones.<\/p>\n<p>Q9. Do you think that the best HR practices help to control attrition rate in your organization?<\/p>\n<p>Yes No<\/p>\n<p>Q10.The pay structure has been clearly defined in the HR department.<\/p>\n<p>Yes No<\/p>\n<p>Q11. HR Practice and Strategies applies long term HR policies to improve Organizational performances.<\/p>\n<p>Yes No<\/p>\n<p>Q12. Do you feel that best HR practices and policies help to create effective compensation structure in the organization?<\/p>\n<p>Yes No<\/p>\n<p>7. REFERENCES<\/p>\n<p>1. \u201cA Handbook of Employee Reward Management and Practice\u201d by Michael Armstrong<br \/>\n2. \u201cBest Practices for managers: a guide on selection, hiring and compensation\u201d by Stan Lomax<br \/>\n3. BNET articles and journals<br \/>\n4. Business World Magazine<br \/>\n5. Compensation by George T. Milkovich<br \/>\n6. Compensation &amp; Benchmarking Study by Mercer Human Resource Consulting<br \/>\n7. Economic Times<br \/>\n8. Gallup-BusinessWorld Compensation &amp; Benefits Report 2006<br \/>\n9. Grow Talent GPTW Study 2006 Report<br \/>\n10. Hewitt Best Employers in India 2007 Report<br \/>\n11. Hewitt Reports on Compensation<br \/>\n12. \u201cThe HR Professionals\u2019 Best Practices Collection\u201d by Aspatore Books Staff<br \/>\n13. \u201cThe Human Capital Edge\u201d by Bruce N. Pfau and Ira T. Kay<br \/>\n14. Tyler, K. (2006). Retaining repatriates: pre-assignment planning, ongoing communication and mentoring help retain valuable repatriates. HR Magazine, March 2006: 97-102.<br \/>\n15. Sparrow, P., Schuler, R., &amp; Jackson, S. (1994). Convergence or divergence: human resource practices and policies for competitive advantage worldwide. The International Journal of Human Resource Management, 5(2): 267-299.<br \/>\n16. Rosenzweig, P. &amp; Nohria, N. (1994). Influences on human resource management practices in multinational corporations. Journal of International Business Studies, 25(2): 229-251.<br \/>\n17. 401 Proven Ways to Retain Your Best Employees by Gregory .P. Smith<br \/>\n18. Keeping Good People by Roger E. Herman<br \/>\n19. Ladika, S. (2005). Working together. HR Magazine, June 2005: 87-91.<\/p>\n<p>8. CHAPTER SCHEME<\/p>\n<p>Detailed\/final project report will include the following chapters;<\/p>\n<p>1. Introduction<br \/>\n2. Objective and scope of study<br \/>\n3. Methodology (Details of methodology used in studying and collecting the data and issue will be described)<br \/>\n4. Descriptive work (Descriptive work on the topic, this chapter will include analysis and interpretation of data tabulation and categorization)<br \/>\n5. Study report (Study report of other researcher will be observed and analyzed)<br \/>\n6. Findings and Recommendation<br \/>\n7. Conclusion and Limitations<br \/>\n8. Recommendation<br \/>\n9. Bibliography<\/p>\n<p>9. PROFILE OF PROJECT GUIDE<\/p>\n<p>Name :<\/p>\n<p>Age :<\/p>\n<p>Educational Qualification :<\/p>\n<p>Professional Experience :<\/p>\n<p>Organization :<\/p>\n<p>Current Designation :<\/p>\n<p>Brief Profile :<br \/>\n(Maximum 200 Characters)<\/p>\n<p>Address :<\/p>\n<p>House No. :<\/p>\n<p>Street :<\/p>\n<p>City :<\/p>\n<p>State :<\/p>\n<p>Country :<\/p>\n<p>Phone Number (Office) :<\/p>\n<p>Phone Number (Residence) :<\/p>\n<p>Mobile Number (10 digits) :<\/p>\n<p>Email :<\/p>\n<p>**********<\/p>\n","protected":false},"excerpt":{"rendered":"<p>A SYNOPSIS ON \u201cSTUDY ON BEST HR PRACTICES AND COMPENSATION STRUCTURES\u201d UNDER SUPERVISION OF: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.. SUBMITTED BY NAME : ENROLLMENT NO : Submitted in.<\/p>\n","protected":false},"author":1,"featured_media":578,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1001,1002,1003],"tags":[1004,1005,1006,1007,1008,1009,1010,1011,1012,1013,1014,1015,1016,1017,1018,1019,1020,1021,1022,1023,1024],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.13 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>IMT MBA HR Synopsis WITH GUIDELINE FREE SAMPLE DOWNLOAD - projecthelpline.in<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/projecthelpline.in\/myblog\/imt-mba-hr-synopsis-guideline-free-sample-download\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"IMT MBA HR Synopsis WITH GUIDELINE FREE SAMPLE DOWNLOAD - projecthelpline.in\" \/>\n<meta property=\"og:description\" content=\"A SYNOPSIS ON \u201cSTUDY ON BEST HR PRACTICES AND COMPENSATION STRUCTURES\u201d UNDER SUPERVISION OF: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.. 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