raksha project[2]

8/4/2019 Raksha Project[2]

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To Study ,analyze and Evaluate Training and Development Practices

imparted by Hr Firm at Sampoorna Computers

Training and Development in Sampoorna

Executive Summary:

Project title: To study, analyze and evaluate Training and development

practices imparted By HR Firm at Sampoorna Computers

Organization: Sampoorna Computers Private Limited

Name: Raksha Sangani

Course: Mhrdm [2008-2011]

Specialization: Human Resource Management

Institute:Welingkar Institute of Management Studies

Objectives of The project:

To study the effectiveness of the Training imparted By Hr firm-Sampoorna

and its resultant in the performance of the employees

To know the perception of the employees regarding training methods in

Sampoorna Computers

To identify how training assists the employees to acquire skills,knowledge

and attitude and also enhance the same

To study whether training helps to motivate employees and help in avoiding

Mistakes.


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CHAPTER NO. TITLES

1 Introduction

2 Company Profile

3 Theoretical Perspective

4 Data Analysis & Interpretation

5 About Project

Recruitment

Term of the Day

News

Research Article

Self Development

Online Software Training

Learning Test

6 Conclusions

7 Suggestion

8 Bibliography


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TRAINING AND DEVELOPMENT

INTRODUCTION:

As man invented tools, weapons, clothing, shelter and language,

the need for training became an essential ingredient in the march of

civilization. Whether our ancestors stumbled upon or invented these facts

of civilization is relatively little significance what is more important is that

man had the ability to pass on to others the knowledge and skill gained in

mastering circumstances which was done by signs and words. Through

these devices the development process called training was administered.

CONCEPT AND DEFINITION:

An inevitable consequence of change is the need to learn. Changesmay be result of the introduction of new technology of new working

practices or of the general development and changing aspirations of

people. Such changes often require people to learn new knowledge and

skills and company this with changes in attitudes. For this training is used

which is concerned with helping people to learn quickly and effectively. It

requires clearly defined outcome and also affective learning conditions.

Training is defined as A planned process to modify attitude,

knowledge or skill through learning experience to achieve effective

performance in an activity or range of activities. Its purpose in the work

situation is to develop the abilities of the individual and to satisfy current

and future manpower needs of the organization. Training is the corner


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stone of sound management for it makes employees more effective and

productive.

Development is a related process. It covers not only activities,

which improve job performance, and also those, which bring about growth

of the personality. In organizational terms, it is intended to equip persons

to earn promotions and held greater responsibility. Training a person for a

bigger and higher job is development.

IMPORTANCE OF TRAINING:

Reduction in wastage leading to improved profitability Improves the morale of the workforce Improve the job knowledge and skills at the levels of the organization Improves quality Improves production rate Improves labor management relations Creates an appropriate climate for growth and communication Aid in improving organizational communication

Helps the individual in making better decisions and effective problemsolving

Aids in encouraging and achieving self development and self-confidence Helps a person handle stress, tension, frustration and conflict


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TRAINING PROCESSORGANISATIONAL OBJECTIVES

AND STRATEGIES

ASSESSMET OF TRAINING NEEDS

ESTABLISHMENT OF TRAINING

GOALS

EVALUATION OF RESULTS

IMPLEMENTATION OF

TRAINING PROGRAMME

DEVISING TRAINING

PROGRAMME


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\

OBJECTIVES OF THE COMPANY

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization . In addition to

that, there are four other objectives: Individual, Organizational, Functional, and

Societal.

Individual Objectiveshelp employees in achieving their personal goals, which

in turn, enhances the individual contribution to an organization.

Organizational Objectivesassist the organization with its primary objective by

bringing individual effectiveness.

Functional Objectivesmaintain the departments contribution at a level

suitable to the organizations needs.

Societal Objectivesensure that an organization is ethically and socially

responsible to the needs and challenges of the society.


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ABOUT COMPANY:

Sampoorna Computer People is a Recruitment Agency established in 1990,

providing consultancy exclusively in recruitment of IT, ITES (BPO) & Telecom

Professionals. Our Head Office is in Mumbai (Bombay) and we have offices at

Bangalore, Chennai (Madras), Delhi, Hyderabad and Pune.

We are the first IT & Telecom specialist recruitment consultant certified for ISO

9001:2008 by BVQI India. Sampoorna is a founder member of ERA (Executive

Recruiters Association) which is Indias Recruitment Agencys Industry

Organisation

We probably have the largest Data Bank of IT & Telecom Professionals for a

recruitment consultant on an all-India basis. The database is extensively

automated to enable advanced skill matching.

Sampoorna Computer People has been assisting a large number of organisations

in recruiting IT (software & hardware) & Telecom professionals, at all levels, in

India and abroad. We are a multi-person; multi-location organisation and can

handle multiple positions of varying levels and volumes.

Sampoorna has handled openings in areas of IT, Telecom, BPO, ITES, software,

hardware, marketing, telecom, data communications, operations, training, humanresources and general management. Openings handled have been at all levels

including Chief Executives. Sampoorna Top Search handles recruitment at the

senior management level.

We have placed candidates with multinationals and industry leaders, as well as

small organisations. We have been the largest recruitment partners for

multinationals as well as Indian Industry leaders. A partial list of clients is

provided on the website. We have also helped many end-user organisations in

recruiting computer professionals. We have assisted multinationals in their start

up recruitment for setting up Software Development Centers in India. Our

assignment with them can be on continuous or on project basis. We also handle

contract staffing positions through our division - Sampoorna ICT Staffing (SIS).


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Sampoorna Computer

People (SCP)

Sampoorna Computer People (SCP) is a Division of Sampoorna Consultant Pvt.

Ltd.

We are the first IT & Telecom specialist recruitment consultant certified for ISO

9001:2008 by BVQI India. Sampoorna is a founder member of ERA (Executive

Recruiters Association) which is Indias Recruitment Agencys Industry Organisation

We probably have the largest Data Bank of IT & Telecom Professionals for a recruitment

consultant on an all-India basis. The database is extensively automated to enable

advanced skill matching.

Sampoorna Computer People has been assisting a large number of organisations in

recruiting IT (software & hardware) & Telecom professionals, at all levels, in India and

abroad. We are a multi-person; multi-location organisation and can handle multiple

positions of varying levels and volumes.

Sampoorna has handled openings in areas of IT, Telecom, BPO, ITES, software,

hardware, marketing, telecom, data communications, operations, training, human

resources and general management.

We have placed candidates with multinationals and industry leaders, as well as small

organisations. We have been the largest recruitment partners for multinationals as well as

Indian Industry leaders. A partial list of clients is provided on the website. We have also

helped many end-user organisations in recruiting computer professionals. We have

assisted multinationals in their start up recruitment for setting up Software Development

Centres in India. Our assignment with them can be on continuous or on project basis.

Email your resume to register with SCP. We will keep you informed of career

opportunities (both SCP and others), which you could review confidentially. We are not

part of a network which allows others access to your identity/information, your identity

will never be shared with anyone except a potential employer, only after taking your

permission to do so.


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Sampoorna Contract Staffing (SIS)

Sampoorna ICT Staffing (SIS) is a Division of Sampoorna Consultant Pvt. Ltd.

Sampoorna ICT Staffing division specializes in providing contract staffing (or temporary staffing) se

exclusively for IT, ITES & Telecom professionals in India. Our service caters to temporary staffing n

at all levels with typical contract duration of six months and above.

Contract Staffing has many advantages to its various participants:

CLIENT:

Reduce long-term liabilities - stock ops, gratuity, termination costs, etc.

Ramp up operations when and where necessary.

Freedom from HR related issues like salary levels, compatibility/parity issues with current staff,

promotions, raise, transfers, etc.

Focus on your core business/workload, without compromising quality

Reduction in hiring, training & administration costs

Faster project deployment

Limits long term liability

Leverage the expertise of other organisations

Attrition replacement

Allows companies to add niche skills only for a particular project

Company can evaluate the associates work behavior and hire him/her only if they meet the expectaThis will ensure a more informed hiring decision

Sampoorna would make the various government related statutory payments like TDS.


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Sampoorna ASSOCIATES (Contract / Temporary staff deployed by Sampoorna):

Working in the best of breed organisations

Working in the best of Work culture & environment

Learning & marketability

Earning

Recognition on par with permanent staff of client organisations

Growth potential

Working across the skills & programs of Sampoornas clientele

Chance of getting absorbed in the best of breed organisations after completion of projects

We work on a model which is mutually beneficial to the Client as well as the Associate.

We ensure compliance of statutes and processes, which are governed by law and regulations of India.

Also, at an associate level, our endeavor is to guide a candidate throughout the contract duration and

thereafter towards a bright career.

To request more information, you may reach us [email protected]
mailto:[email protected]:[email protected]:[email protected]:[email protected]


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Sampoorna Top Search

Sampoorna Top Search (STS) is a Division of Sampoorna

Consultant Pvt. Ltd.

* STS handles Directors, Country Head, CEO, CIO, CTO and

other senior Management level positions.

* STS has placed candidates with multinationals and industry

leaders, as well as small organisations. Designation level is

GM, VP or higher in the IT-ITES-Telecom Domain.

* STS has handled openings in areas of software, hardware,

marketing, telecom, data communications, operations,

training, and human resources.

* Compensation exceeds Rs 30 lacs pa (India) or USD

100,000 pa (outside India)

* Confidentiality assured for the company as well as the

candidate

To register with STS fill the contact card available in the post

resume section of the website and email your resume to

[email protected] . We will keep you informed of

career opportunities, which you could review confidentially.

We will only refer your resume to the client after receiving

your permission to do so.


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Email Id:[email protected]

Home page :www.sampoorna.com

E-mail :[email protected]

Head-Office & Mumbai (Bombay) Office

Managing Director: Mr. Satish Doshi

Founder Director: Mrs. Rajul Doshi

Sampoorna Computer People

Division of Sampoorna Consultants Pvt Ltd

G-11/12, Nahar & Seth Ind. Estate,

Near P & G Plaza, Chakala Road ,

Andheri (East) Mumbai - 400 099. India

Tel : 022-2820 2200 / 2820 6000

Fax : 022-2820 3300

HO E-mail :[email protected]

Client / Prospect Email:[email protected]

Candidate Email:[email protected]

Map & Directions

Sampoorna ICT Staffing





Tel : 022-2837 2200 / 2837 3300
mailto:[email protected]:[email protected]:[email protected]://www.sampoorna.com/http://www.sampoorna.com/http://www.sampoorna.com/mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]://www.sampoorna.com/SCP_Mumbai_Map.htmlhttp://www.sampoorna.com/SCP_Mumbai_Map.htmlmailto:[email protected]:[email protected]:[email protected]:[email protected]://www.sampoorna.com/mailto:[email protected]


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Fax : 022-2820 3300

Client / Prospect Email:[email protected]

Candidate Email:[email protected]

Sampoorna Top Search





Tel : 022-2820 2200 / 2820 6000

Fax : 022-2820 3300

Email:[email protected]

Offices in Bangalore,Pune,Hyderabad,New Delhi, Chennai
mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


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TRAINING FACILITIES AVAILABLE AT ALL Location

Class Rooms(a)A / c & acoustically treated(b)Ordinary

Film projector Over head projector Slide projector Television VCR Tape Recorder 16mm Films Recorded Video Cassettes Personnel Computer Computer Printer Photo Copier Duplicating machine Black Boards Amplifier System


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THEORETICAL PERSPECTIVE

TRAINING POLICY

A companys training policy represents the commitment of its top

management to training. This helps in identifying priority areas in training.

It also highlights the firms approach to the training function and provides

information regarding programs to all employees.

ORGANIZATIONAL OBJECTIVES AND STRATEGIES

The first step in the training process in an organization is the assessment of its

objectives and strategies. What business are we in? At what level of quality do

we wish to provide this product or service? Where do we want to be in the

future?

ASSESSMENT OF TRAINING NEEDS

Needs assessment diagnoses present problems and future challenges to be met

through training and development Organizations spend vast sums of money on

training and development. Before committing such huge resources,

organizations need to assess the training needs of their employees. Needs

assessment occurs at two levelsgroup and individual.


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NEEDS ASSESSMENT METHODS

FOR GROUP ORGANIZATIONAL ANALYSIS Organizational goals and objectives Personnel / skills inventories Organizational climate indices Exit interviews MBO or work planning systems Quality circles Customer survey / satisfaction data Consideration of current and projected changes

FOR INDIVIDUAL ANALYSIS

Performance appraisal Work sampling Interviews Questionnaires Attitude survey Training progress Rating seals Observation of behavior


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OBJECTIVES OF TRAINING AND DEVELOPMENT

Once training needs are assessed, training and development goals must be

established. The following are the objectives:

To impart to new entrants basic knowledge and skills they need foran intelligent performance of definite tasks.

To assist employees to function more effectively in their presentpositions by exposing them to latest concepts, information and

techniques.

To create a climate in which the individuals best attain his owngoals by directing his efforts towards attaining the goals of the

organization.

To broaden the minds of senior mangers by providing themopportunities for an inter change of experiences within and

outside.

To increase productivity by conceptual skills, imagination andjudgment in individuals.

DESIGNING TRAINING AND DEVELOPMENT PROGRAMMES

Every training and development programme must address certain vital

issues like

Who re the trainees? Who re the trainers? What methods and techniques are to be used for training? What should be the level of training What learning principles are needed? Where is the programme conducted?


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METHODS AND TECHNIQUES OF TRAINING

Training methods are classified as follows:

On the Jobtraining Vestibule training Demonstration and examples Simulation Apprenticeship Class room methods

(a) Lectures (b) Conference (c) Case study

(d) RolePlaying (e) Programmed instruction

(f) Computer Assisted Instruction (CAI)

Sensitivity Training Other training methods

(a) Associations (b) Audiovisual aids

IMPLEMENTATION OF THE TRAINING PROGRAMME

Once the training programmed has been designed it needs to be

implemented. Programme implementation involves action on the

following lines:

Deciding the location and organizing training and other facilities Scheduling the training programme Conducting the programme Monitoring the progress of trainees


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EVALUATION OF THE TRAINING PROGRAMME

The last stage in the training and development process is the evaluation of

results. Evaluation of any activity is important since in evaluating one try to

judge the value or worth of the activity, using the information available. The

most important means of evaluating are

Observations Ratings Trainee surveys Trainee interviews


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Recruitment
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These Six Techniques Can Improve Your Productivity by 100%!

1. Don't Take "No" for an Answer. Don't let prospects

off the hook. Too many say they're not interested in what you're

offering even before they know what you're offering. The only

allowable "No" to your question, "Would you be open to explore a

new opportunity?" is when the person has enough information about

your offer in comparison to all other potential offers. Assume a "No"

early in the discussion is really an attempt to avoid talking with you.

As a recruiter your job is to get them to not only talk to you about

your opportunity, but also to get the person to give you two to three

great referrals. So from this moment forwardnever take "No" for an

answer, and when they say they're open to talk, don't tell them

anything about the job; have them tell you about themselves first. This

is called applicant control and is the critical first step in getting great

referrals.

2. Only Call Warm Leads. You'll get more of your voice

mails returned if you mention the name of someone they respect as

the reason you're calling. That's why getting referrals is the heart of

great recruiting. You can prove this by tracking your warm calls to

cold calls voice mail return rate as well as candidate quality. You'll

discover that warm calls are typically stronger candidates and they all

return your calls.Being great at getting referralsis the key to making

more placements more quickly with high quality candidates.

3. Focus on Opportunity not Compensation. Recruiters need

to be able to present their offerings as great career moves, not

compensation increases. This is another aspect of applicant control.

When you first talk with a prospect ask the person if she'd be open to

explore a new career opportunity if it offered significant stretch and
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upside potential combined with only a modest compensation increase.

If you don't take"No" for an answer, you'll get the "Yes."Of course

then you'll prove your case. The best way to do this is to clearly

understand real job needs and then use the interview to find gaps and

voids in the candidate's background that offer stretch and growth.

4. Convert Having to Doing. Whenever confronted by an

overly stringent requirement, ask your hiring manager client what the

person taking the job needs to do with the skill or trait. For example,

if the requirement is for a "Top-10 MBA," ask "What will the person

actually be doing with the MBA?" When the manager says something

like "Lead the development of the five-year business plan," ask if hewould be willing to at least see someone with a less-stellar MBA if

the person had done some exceptional similar work.Switching the

selection from having to doingthis way will open up the door to more

great people who have a different mix of skills and qualifications.

5. Control the Opening Tip-Off. More hiring mistakes are

made in the first 30 minutes of the interview than any other time.

Biases, perceptions, emotions, candidate nervousness, and first

impressions all play a role. Intervening somehow during this period

will prevent many of your good candidates from being excluded for

bad reasons. Conducting panel interviews is one way to do this.

Properly organized panel interviews force everyone to remain more

objective. Another way to increase objectivity is to have your

candidates prepare a write-up of their most significant

accomplishments (2-3 paragraphs each). Then ask your client to

review these during the first 30 minutes of the interview. Reducing

emotional errors requires early intervention.
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6. Conduct a Formal Debriefing. Most assessments are too

subjective resulting in the wrong candidate hired or the best one

slipping away. I won't take an assignment unless my client agrees to

use a10-factor scorecardto assess competency, fit, and interest. You

shouldn't either. Here's how: at the end of each interview have the

hiring team collectively debrief and rank the candidate on a 1-5 scale

across all 10 factors. The rankings needed to be based on real

evidence and details, not feelings and emotions. The lack of a formal

and deliberative debriefing process is the primary reason weak

candidates get hired and strong ones, who might not make great

presentations, don't.

Terms
http://www.adlerconcepts.com/resources/downloads/10_Factor_Basic_FULL_SAMPLE_Jan_06.pdfhttp://www.adlerconcepts.com/resources/downloads/10_Factor_Basic_FULL_SAMPLE_Jan_06.pdfhttp://www.adlerconcepts.com/resources/downloads/10_Factor_Basic_FULL_SAMPLE_Jan_06.pdfhttp://www.sampoorna.com/ites/aspwrap/TERM_DAY.asp?App_ID=00&Skey=%7bFFD05830-D4FA-42B4-B18F-9BED86A17B22%7dhttp://www.sampoorna.com/ites/aspwrap/TERM_DAY.asp?App_ID=00&Skey=%7bFFD05830-D4FA-42B4-B18F-9BED86A17B22%7dhttp://www.sampoorna.com/ites/aspwrap/TERM_DAY.asp?App_ID=00&Skey={FFD05830-D4FA-42B4-B18F-9BED86A17B22}http://www.sampoorna.com/ites/aspwrap/TERM_DAY.asp?App_ID=00&Skey=%7bFFD05830-D4FA-42B4-B18F-9BED86A17B22%7dhttp://www.adlerconcepts.com/resources/downloads/10_Factor_Basic_FULL_SAMPLE_Jan_06.pdf


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Teradata

Last modified: Wednesday,27-January-2010

Teradata

Teradata is a database management system (DBMS) created by NCR Corporation. It is a massively

parallel processing system running a shared nothing architecture. The main point with the Teradata DBMS

is that it is linearly and predictably scalable in all dimensions of a database system workload (data volume,

breadth, number of users, complexity of queries), which is why it is used a lot in very large scale data

warehousing applications.

Teradata runs its own operating system, NCR UNIX SVR4 MP-RAS, a variant of System V UNIX from

AT&T and on Microsoft W2K servers.

Teradata DBMS often stand by themselves and are used through ODBC by applications typically running

on a different operating system such as Microsoft Windows or other flavors of UNIX.

The first and foremost customer of this DBMS is Wal-Mart, who run their central inventory and other

financial systems on Teradata.

The main competitors are other high-end vendors such as IBM and Oracle.

Teradata acts as a single data store that can accept large numbers of concurrent requests from multiple

client applications.

Significant features include:

Unconditional parallelism, with load distribution shared among several servers.

Complex ad hoc queries with up to 64 joins. Parallel efficiency, such that the effort for creating 100 records is same as that for creating 100,000


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records.

Scalability, so that increasing of the number of processors of an existing system linearly increasesthe performance. Performance thus does not deteriorate with an increased number of users.

Jumpstart

Last modified: Monday,25-January-2010

Jumpstart

Jumpstart is a computer network installation tool set used by the Solaris operating system.

Jumpstart is used to manage operating system installation in many Information technology environments

(corporate and otherwise) where Solaris operating system computers are widely used. It can provide easier

installation (minor setup on central server, then one command on an installation "client" system to start itinstalling). It also allows completely consistent system installation on many systems over time - each

install can have the exact same system configuration and software tools. Alternatively, different types of

systems can be installed for different purposes, in each case with consistent installations for a givendefined type. Tools used to manipulate Jumpstart include JET, the Jumpstart Enterprise Toolkit.

Structure

Jumpstart consists of two main parts: network booting of a system, and then network installation.

Network booting proceeds similarly to Solaris' standard network booting capabilities. A Jumpstart andnetwork booting server is set up on the same local network as the system(s) to be installed. Technically,

the network boot and install servers can be separate functions, but they are typically the same system.

Once a client system begins the Jumpstart process, it then accesses the operating system componentsoftware packages stored on the Jumpstart server, usually but not exclusively using Network File System

or NFS.Those packages, and optionally additional tools or applications, are automatically installed, and then the

system is rebooted. Some additional configuration may be manually performed, or the system'sconfiguration may be set up completely automatically.

News
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Mid-tier IT cos look to hire up to 30k

Mid-tier IT cos look to hire up to 30k

NEW DELHI: The hire-no-more hysteria seems to be heading for a soft burial, with mid-tier and niche

technology companies returning to the employment orbit as they plan to take in 25,000 to 30,000

experienced hands in the next three to nine months.

The renewed demand has been spurred by a spurt in outsourcing, better order positions and companies

expanding their India operations and moving up the value chain. Those on the lookout for trained hands

are companies like GlobalLogic India, Aricent, MindTree, CPA Global, Sapient, Symphony Services,

Citrix, Adobe, Persistent Solutions, nVidia, Amazon, Agilent and Vertex.


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Customers are stretching their dollars, and outsourcing helps them do that. Thats whats driving demand

for fresh talent at present, says Prashant Bhatnagar, director-hiring, Sapient. The IT consulting

multinational plans to hire about 800 people in the next few months. Lateral hiring is back and theres

plenty of demand for those with three to eight years experience, adds Rishi Das, CEO, CareerNetConsulting, a Bangalore-based headhunter which recruits for over 200 technology companies.

Many companies hiring now had no bench staff or have increased their utilisation and now need more

staff as more work is being offshored.

Its like a food chain. Mid-level companies which have invested in niche skills and started with basic tasks

like technology support are now capable of delivering complex work like product design, says another

Mumbai-based head hunter, who did not wish to be named due to client sensitivity.

Offshoring complex work helps global customers cut costs significantly. Thats driving the current demand

for experienced professionals.

Companies like Applied Materials, Volvo, Boeing, Bank of America, Amazon, the United Health Group

and Societe Generale have farmed out work for new enterprise applications development, R&D,

engineering services and professional services like customised software development among others,

driving demand.

Hiring numbers are back with a vengeance. We do see new demand in areas like software

testing, infrastructure management, Internet technologies, enterprise applications development and so on,

says Sanjay Shelvankar, talent acquisition head, MindTree. MindTree plans to hire 500-600 lateral

employees with at least four years experience but Mr Shelvankar added a word of caution, saying it s too

early to say whether this trend is sustainable.

Niche providers, too, are scouting for experienced talent. For instance, CPA Global, which does legal

processes and global patent filing work for clients like Microsoft and Rio Tinto out of its Noida, US and

Europe-based facilities, plans to increase India headcount to 2,000 by end-2010, though lots of it will

come over the next few months. The company, at present, has 560 people in India.


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Aricent, the telecom-focussed software developer with 6,000 of its 8,000 staff in India, will add another

700 to its India operations by March next year. It s looking for experts with two to six years experience in

technologies like 3G wireless, voice over Internet protocol, multi-media handsets and Brew technology, atelecom application development platform. Indrajit Sen, AVP, HR of Aricent, also agrees that most of the

hiring is driven by new projects coming in.

The new hiring is targetted towards work being farmed out by global companies. Now, a lot of critical

high-end work is being sent to India and these niche providers are hiring to cater to such demand in

applications development, R&D and software engineering space, a person familiar with offshore

developments, who requested anonymity, told ET.

While this has brought new opportunity for the mid-level and niche IT companies, triggering a hiring

binge among them, the big boys are not entirely immune to the trend. For this fiscal, we have revised new

hires to 20,000 from 18,000 out of which about 4,500 will be lateral hires. This upward revision has been

done due to new demand in areas like infrastructure management services and business solutions, says

Mohandas Pai, HR head, Infosys Technologies.

However, for experienced employees looking for a switch to specialists service providers, the target area

has increased substantially to include a large number of niche companies as well. So, techies looking for a

break may migrate to niche-territory.


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ERA - Ethics (from the ERA Homepage)

The Executive Recruiters Association (ERA) will strive to promote high

standards of professionalism among executive recruitment consultants. In

furtherance of this aim, ERA will adopt a Code of Ethics, and a set of

Professional Practice Guidelines that will reflect important developments in the

profession and the business environment.

"Executive Recruitment" is a specialized form of management consulting. Its

purpose is to assist executives of a client organization in defining executive

positions, identifying well-qualified and motivated candidates, and selecting those

best suited through comprehensive, quality assured search processes.

Executive Recruitment is widely recognized as an indispensable service to

organizations worldwide and is generally built on relationships. The services

provided by executive recruitment consultants are an integral part of the process

of building and maintaining corporate, nonprofit and government clients. Like

professionals in the fields of law, public accounting and general management

consulting, executive recruitment consultants have a profound influence on the


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organizations they serve.

ERA and its members recognize that outstanding professional service rests on the

quality and integrity of relationships with clients, candidates, employees and the

public. Executive recruitment firms depend on all of these groups for their

continuing success, and to each group they have important responsibilities.

Clients

ERA members are partners with their clients in a consultative process aimed at

selecting the most competent executives. The professional recruitment consultant

identifies the client's specific needs and unique culture as essential elements in

recruiting appropriate leaders for client organizations.

Candidates

ERA members maintain professional relationships with candidates and treat them

with respect at all time. ERA members regard honesty, objectivity, accuracy and

confidentiality as fundamental to their relationship with candidates.

Consultants

ERA members strive to attract and develop their own talent, building the

knowledge and experience that will guide the profession into the future.

Recognizing the importance of training and education to this process, ERA

members provide opportunities for consultants research professionals and other

staff to improve their skills and capabilities. ERA and its member firms are

partners in professional development.

The Public


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ERA members understand the importance of public trust in the executive

recruitment profession. Professional recruitment consultants stay abreast of socio-

economic developments in the communities they serve and recognize the need to

respond to contemporary developments sue as changing demographics, new

technologies and changes in the employment relationship. ERA's mission includes

understanding these changes and taking constructive positions on public policy

issues that affect the executive recruitment profession, client organizations and

the public.

The ERA's Code of Ethics lays downs the fundamental principles that guide

executive recruitment consultants in performing their duties and conducting their

relationships with these constituencies (Clients, Candidates, Consultants &

Public). The Professional Practice Guidelines represent the ERA's view of con-

temporary best practices that exemplify the standards of professionalism expected

of executive recruitment consultants. Underlying these principles and best

practices is the expectation that ERA members will articulate and define clearly

for clients the terms of their relationship and the members' commitment to

perform their work professionally.

Code of Ethics

The Executive Recruiters Association (ERA) is an association of the leading

recruitment organizations of India. In order to perform their duties responsibly,

ERA member firms are-guided by the following ethical principles, which reflect

fundamental values of the recruitment profession. The ERA is committed to

educating its members about the application of these principles.

ERA members will adhere to the following :

Professionalism : conduct their activities in a manner that reflects favorably on the

profession.


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Integrity : conduct their business activities with integrity and avoid conduct

that is deceptive or misleading.

Competence : perform all recruitment assignments competently, and with an

appropriate degree of knowledge, thoroughness and urgency.

Objectivity : exercise objective and impartial judgment in each recruitment

assignment, giving due consideration to all relevant facts.

Accuracy : strive to be accurate in all communications with clients and

candidates and encourage them to exchange relevant and accurate

information.

Conflicts of

Interest

: avoid, or resolve through disclosure and waiver, conflicts of

interest.

Confidentiality : respect confidential information entrusted to them by clients and

candidates.

Loyalty : serve their clients loyally and protect client interests when

performing assignments.

Equal

Opportunity

: support equal opportunity in employment and objectively evaluate

all qualified candidates.


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Public Interest : conduct their activities with respect for the public interest.

Re-Recruitment : shall not re-recruit the candidate from the client organization for a

period of two years from initial placement unless explicit

permission is obtained.

Self Developement

TIME MANAGEMENT - 80/20 RULE FOR YOUR BUSINESS

- Shabbar Suterwala

If you are given a choice to select from 2 currency notes, first a Rs.100/- note and second a Rs.1000/- note

What will you choose? And why?
http://www.sampoorna.com/ites/aspwrap/SelfDevp.asp?App_ID=00&Skey=%7b263319F1-BC36-42E5-A168-236988C6D9B9%7dhttp://www.sampoorna.com/ites/aspwrap/SelfDevp.asp?App_ID=00&Skey={263319F1-BC36-42E5-A168-236988C6D9B9}http://www.sampoorna.com/ites/aspwrap/SelfDevp.asp?App_ID=00&Skey={263319F1-BC36-42E5-A168-236988C6D9B9}http://www.sampoorna.com/ites/aspwrap/SelfDevp.asp?App_ID=00&Skey=%7b263319F1-BC36-42E5-A168-236988C6D9B9%7d


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All of us would choose Rs.1000/-, of course, then the Rs.100/- because Rs.1000/- is 10 times Rs.100/-.

Because you have identified which is bigger/greater value.

Similarly in your Business are you aware who is Rs.1000/- & Rs.100/- Customer.

80 percent of your business comes from 20 percent of your customers.

The 20% customers are your Rs.1000/- notes. Have you identified them? Are you aware of them?

Take a look at your business and see if this applies to you.

If so, think about this for a moment... If you're really getting 80 percent of your business from 20 percent

of your customers, then your getting the remaining 20 percent of your business from 80 percent of your

customers.

Why waste so much time, effort and energy trying to serve the 80 percent of your customers that are

generating only 20 percent of your business?

With this in mind, let me ask you 3 questions:

How much time is being spent servicing people that don't buy very much from you?

How much time is spent answering questions from people who bought from you last year - and aren't a

current customer?

How many people call you, ask lots of questions, take up your time, and then buy from someone else?

When you're wasting your precious time, effort, and resources dealing with these people, you aren't giving

yourself the opportunity to find new prospects, which could become valued and loyal customers.

And you wonder why you're so tired and business is so slow.


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Take a look at how much time you are spending calling on, servicing, or answering questions from people

who don't do business with you.

STOP WASTING YOUR TIME!!!

Here are 3 things you can do that will help you eliminate people who keep you busy, waste your time, and

never do business with you:

1. Keep track of everybody you speak and contact.

2. Keep detailed notes of everything that was discussed, how much time they took up, how much they

purchased, and how timely they are about paying their bills. (Customers who don't pay their bills are BAD

customers.)

3. Schedule regular follow-up calls and meetings so you don't lose track and forget about your good

customers.

People who say "Call me in 2 weeks." or "I'm in a meeting and can't talk, call me later." or "Just send me

something." are probably blowing you off but don't have the courage - guts - to tell you they aren't

interested.

They're more than happy to let you waste your valuable and precious time. Spend your time serving the 20

percent of your customers that generate 80 percent of your business and let someone else look after

everybody else. Now you've more time to find, meet, and sell new customers that have the quality and

characteristics of your best customers

You'll quickly begin to close more sales, make more money, and have more fun.

You'll enjoy collecting Rs.1000/-, so friends it high time you start identifying it and be aware of it.


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Eonverye taht can raed tihs rsaie yuor hnad.

To my 'selected' strange-minded friends:

If you can read the following paragraph, forward it on to your friends with 'yes' in

the subject line.


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Only great minds can read this

This is weird, but interesting!

fi yuo cna raed tihs, yuo hvae a sgtrane mnid too

Cna yuo raed tihs? Olny 55 plepoe out of 100 can.

i cdnuolt blveiee taht I cluod aulaclty uesdnatnrd waht I was rdanieg. The

phaonmneal pweor of the hmuan mnid, aoccdrnig to a rscheearch at

Cmabrigde Uinervtisy, it dseno't mtaetr in waht oerdr the ltteres in a wrod

are, the olny iproamtnt tihng is taht the frsit and lsat ltteer be in the rghit

pclae. The rset can be a taotl mses and you can sitll raed it whotuit a

pboerlm. Tihs is bcuseae the huamn mnid deos not raed ervey lteter by istlef,

but the wrod as a wlohe. Azanmig huh? yaeh and I awlyas tghuhot slpeling

was ipmorantt!


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Online Software Training
http://www.sampoorna.com/ites/aspwrap/OperatingInstruction2.asp?App_ID=00&Skey=%7b7A4A8C81-41E9-4E30-93B8-40AD6EE9D07F%7dhttp://www.sampoorna.com/ites/aspwrap/OperatingInstruction2.asp?App_ID=00&Skey=%7b7A4A8C81-41E9-4E30-93B8-40AD6EE9D07F%7dhttp://www.sampoorna.com/ites/aspwrap/OperatingInstruction2.asp?App_ID=00&Skey={7A4A8C81-41E9-4E30-93B8-40AD6EE9D07F}http://www.sampoorna.com/ites/aspwrap/OperatingInstruction2.asp?App_ID=00&Skey={7A4A8C81-41E9-4E30-93B8-40AD6EE9D07F}http://www.sampoorna.com/ites/aspwrap/OperatingInstruction2.asp?App_ID=00&Skey=%7b7A4A8C81-41E9-4E30-93B8-40AD6EE9D07F%7d


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Sampoorna Consultant Pvt. Ltd.

Training Sheet

Training ID Training Date

Training Title: Sampoorna Software Training Time

Topics Covered Date Time

Client Manager

Asssignment Manager

Job Manager

Profile

Interview Manager

Intranet

Support Request Application

Check SPAM Mails

Attended By Signature


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Sampoorna Consultant Pvt. Ltd.

Training Effectiveness Evaluation Form

Training Eval. Id:

Training Eval. Date: Training Eval.Time:

Training Eval. Title:

Training Id:

Employee Name:

Topics Description:

Client Manager Application

Assignment Application

Job Entry Application

Job Add Process Application

Interview Entry Application

Bulk Entry Interview File Application

Status Update Application

Bulk Status Update Application

Report Mailers Application

Client Mailers

PE Mailers

Dream Search

Daily Report

Other Comments:


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Attended By Name: Signature

Conducted By Name: Signature

Verified By: Name: Signature


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CONCLUSIONS:

It was good learning session for me during my tenure with the company. While

doing the project, I learnt the practical implications of a training programme. I got

practical exposure to study the effectiveness of the changes brought in the training

program.

Employees are satisfied with the training program but if

organization desires to have improved response from employees, it should try to

concentrate not just on technical skills but also on personality development.

Employees should learn how to survive in the present competitive environment.


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SUGGESTIONS

1) In view of the response to the nomination procedure, it will be ideal to contact

the employees before they are selected. This will give a feeling of importance to

the employee and also enable the organization to cover the training programmes

based on their need and requirements.

2) The study has brought out that the organization climate is not progressive as

pointed by respondents for implementation of the ideas generated in the training

programmes. This is a major issue and any decision on this calls for a deeper

organizational study.

3) Employees should be given sensitivity training to improve their human skills

because employees should be groomed for future managerial positions in the

organization.

4) Organization should try to deal with resistance to change exhibited by

employees. Employees should be train how to learn.

5) Training programmes may be conducted frequently and for longer period

stressing on job skills and interpersonal skills

6) More of case studies, seminars and group discussions; may be included in the

training programme.

7) Faculty from reputed institution may be invited to enhance the training

management programmes.

8) More training programmes may be conducted in the field of computers due to

increase technological changes.

9) Contents of the training may include more about the products, policies, present

and future plans of the company may be job oriented.

10) The training may also include a visit to other factories as well.

11) Training programmes may be imported a manner in which it can be

practically implemented in the organization.


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12) The programmes should consist of employees from the same discipline in

order to have more homogeneity among the participants.

Websites:

www.sampoorna.com

www.sampoorna.com/org

www.google.com
http://www.sampoorna.com/http://www.sampoorna.com/http://www.sampoorna.com/orghttp://www.sampoorna.com/orghttp://www.google.com/http://www.google.com/http://www.google.com/http://www.sampoorna.com/orghttp://www.sampoorna.com/


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raksha project[2]

Documents