<![CDATA[ManagementParadise.com - Your MBA Online Degree Program and Management Students Forum for MBA,BMS, MMS, BMM, BBA, students & aspirants.]]> http://www.managementparadise.com/forums/ mba online degree, BMS and MBA students, MBA Projects, BMS projects, Executive Mba Programs, Online Degree , Mba , e-learning, mba degree ,master degree online program , online degree program, online master degree en Mon, 06 Sep 2010 03:55:19 GMT vBulletin 60 http://www.managementparadise.com/forums/images/aria/misc/rss.jpg <![CDATA[ManagementParadise.com - Your MBA Online Degree Program and Management Students Forum for MBA,BMS, MMS, BMM, BBA, students & aspirants.]]> http://www.managementparadise.com/forums/ Hotel business financial analysis http://www.managementparadise.com/forums/hot-debates-big-fight/200190-hotel-business-financial-analysis.html Sun, 05 Sep 2010 16:56:40 GMT I am looking for a 3 star budget hotel business cost analysis with approx 50 double bed rooms. plz help I am looking for a 3 star budget hotel business cost analysis with approx 50 double bed rooms. plz help ]]> HOT Debates - The Big Fight nayek http://www.managementparadise.com/forums/hot-debates-big-fight/200190-hotel-business-financial-analysis.html <![CDATA[Hello vbprakash > Please type your introductory]]> http://www.managementparadise.com/forums/introduce-yourself/200189-hello-vbprakash-please-type-your-introductory.html Sun, 05 Sep 2010 16:02:55 GMT Hi everyone............ This is, V BHANUPRAKASH REDDY pursuing MBA(Finance) Aurora PG College Hyderabad i am in search of project on... Hi everyone............

This is,
V BHANUPRAKASH REDDY
pursuing MBA(Finance)
Aurora PG College
Hyderabad

i am in search of project on FINANCE.....

i need good topics for the project..

please help me on this....

i hope everyone will do so. ]]> Introduce Yourself !! vbprakash http://www.managementparadise.com/forums/introduce-yourself/200189-hello-vbprakash-please-type-your-introductory.html Guys WORKBOOK for QUANT http://www.managementparadise.com/forums/quantitative-techniques-management-q-t/200188-guys-workbook-quant.html Sun, 05 Sep 2010 06:38:21 GMT Guys WORKBOOK for QUANT want more pm me Guys WORKBOOK for QUANT

want more
pm me
Attached Files
File Type: pdf quant.pdf (12.77 MB)
]]> Quantitative Techniques of Management (Q.T) vickyyy http://www.managementparadise.com/forums/quantitative-techniques-management-q-t/200188-guys-workbook-quant.html WOrkbook for accounts http://www.managementparadise.com/forums/accounts/200187-workbook-accounts.html Sun, 05 Sep 2010 06:34:53 GMT WOrkbook for accounts need for more subjects??? PM me WOrkbook for accounts

need for more subjects???
PM me
Attached Files
File Type: pdf Accounting for Manager.pdf (9.30 MB)
]]> Accounts vickyyy http://www.managementparadise.com/forums/accounts/200187-workbook-accounts.html Economic business in CHINA and INDIA http://www.managementparadise.com/forums/marketing-management/200186-economic-business-china-india.html Sun, 05 Sep 2010 06:30:59 GMT Economic business in CHINA and INDIA Economic business in CHINA and INDIA Economic business in CHINA and INDIA


Economic business in CHINA and INDIA
Attached Files
File Type: zip Economy and Business in Modern China and India.zip (329.1 KB)
]]> Marketing Management vickyyy http://www.managementparadise.com/forums/marketing-management/200186-economic-business-china-india.html Industrial Buying behavior- MArketing http://www.managementparadise.com/forums/marketing-management/200185-industrial-buying-behavior-marketing.html Sun, 05 Sep 2010 06:28:53 GMT Industrial Buying behavior- MArketing Industrial Buying behavior- MArketing Industrial Buying behavior- MArketing

Industrial Buying behavior- MArketing
Attached Files
File Type: ppt 23rdJune-Industrial Buying Behavior.ppt (219.0 KB)
]]> Marketing Management vickyyy http://www.managementparadise.com/forums/marketing-management/200185-industrial-buying-behavior-marketing.html Accounts_ PPt on PRODUCT COSTING SYSTM http://www.managementparadise.com/forums/managerial-economics/200184-accounts_-ppt-product-costing-systm.html Sun, 05 Sep 2010 06:21:20 GMT Accounts_ PPt on PRODUCT COSTING SYSTM Accounts_ PPt on PRODUCT COSTING SYSTM Accounts_ PPt on PRODUCT COSTING SYSTM

Accounts_ PPt on PRODUCT COSTING SYSTM
Attached Files
File Type: ppt prodct costing systm_ch14.ppt (895.0 KB)
]]> Managerial Economics vickyyy http://www.managementparadise.com/forums/managerial-economics/200184-accounts_-ppt-product-costing-systm.html secondary data sources http://www.managementparadise.com/forums/marketing-research-mr/200183-secondary-data-sources.html Sun, 05 Sep 2010 04:42:11 GMT this is regarding the types of secondary data collection techniques. this is regarding the types of secondary data collection techniques.
Attached Files
File Type: ppt secondary data sources.ppt (247.5 KB)
]]> Marketing Research ( MR ) chocodip http://www.managementparadise.com/forums/marketing-research-mr/200183-secondary-data-sources.html Are we ready to host Common wealth games? http://www.managementparadise.com/forums/hot-debates-big-fight/200182-we-ready-host-common-wealth-games.html Sat, 04 Sep 2010 17:48:39 GMT I would like your suggestions on the current scenario of common wealth games. I would like your suggestions on the current scenario of common wealth games. ]]> HOT Debates - The Big Fight falcon054 http://www.managementparadise.com/forums/hot-debates-big-fight/200182-we-ready-host-common-wealth-games.html Employee Retention in NIIT http://www.managementparadise.com/forums/human-resources-management-h-r/200181-employee-retention-niit.html Sat, 04 Sep 2010 14:08:58 GMT *Employee Retention Plan in NIIT * * Implementation of 360 Degrees Appraisal * Appointment of a CFO (Chief Fun Officer), responsible for ... Employee Retention Plan in NIIT
  • Implementation of 360 Degrees Appraisal

  • Appointment of a CFO (Chief Fun Officer), responsible for Organizing parties or Fun Events every Friday

  • Inviting the Employee’s Families to the parties

  • Holiday Packages

  • Dating Allowances

  • Anniversary & Birthday Gifts

  • Providing Growth Opportunities depending on person’s interest & abilities
]]> Human Resources Management (H.R) abhishreshthaa http://www.managementparadise.com/forums/human-resources-management-h-r/200181-employee-retention-niit.html Strategies for Retention http://www.managementparadise.com/forums/human-resources-management-h-r/200180-strategies-retention.html Sat, 04 Sep 2010 14:05:31 GMT Here are some Strategies for Retention: #1 *_Environment _* *A Talent mindset* * Right Culture (Competitive and employee-friendly... Here are some Strategies for Retention:

#1 Environment

A Talent mindset
  • Right Culture
    (Competitive and employee-friendly atmosphere )

  • Ensure transparency and trust
    ( Use multi-source feedback (360o feedback)



#2 Learning
  • Strong leadership development programmes
    (eg : Infosys- Leadership Development Centre


  • Support for Higher Education
    ( Eg : Dr Reddy’s sponsors MBA fees + salary is paid )



#3 Career Opportunities
  • Provide counselling
  • ( Eg : At Oracle India , “Oracle Caller Line” , a toll free number - individuals call in and get information on career opportunities, etc)


  • Help Employees grow
  • ( A career-oriented, valued employee must experience growth opportunities within your organization. )
  • ( Eg: At Gillette India )
  • ( Companies like Colgate, P&G India, Smithkline, send quite a few employees abroad- it gives employees the two best motivators – early responsibility & global opportunities )


# 4 Recognition
  • “People may take a job for more money, but they often leave it for more recognition.”


  • Talent competition
  • ( Eg : NTPC organizes Open Competition for Executive Talent (NOCET)


#5 RELATIONSHIP


Flexi – Hours

( Eg : Dr . Reddy’s )

Work-life Balance

( Eg : HP India)

Involve families
( Eg : LG ) ]]> Human Resources Management (H.R) abhishreshthaa http://www.managementparadise.com/forums/human-resources-management-h-r/200180-strategies-retention.html TALENT RETENTION MANAGEMENT http://www.managementparadise.com/forums/human-resources-management-h-r/200179-talent-retention-management.html Sat, 04 Sep 2010 13:58:18 GMT TALENT RETENTION MANAGEMENT :


In today's competitive environment, the ability to attract and retain key people is critical to the success of your business.

Retention is about -- Understanding what drives your people -- what attracts them, what engages them in their work, what makes them want to stay

Retention will help you define actions that can lead to sustainable growth and long-term success.

RETENTION SURVEY:

Survey Results
  • Top concern of almost half of the HR Executives

  • 75% of employees looking for new employment opportunities , at any given time

  • The yearly expense of losing an employee is equal to his salary for a year!



IMPORTANCE OF RETENTION:

3 BOTTOM-LINE REASONS
  • Growing importance of intellectual capital

  • Casual link between employee tenure and customer satisfaction

  • High cost of employee turnover


#1 Growing importance of intellectual capital

  • Past – “Industrial Era”
    (Land, Machinery, etc determined how it could compete)

  • Present – “ Knowledge Era”
    (Intellectual capital gives a competitive edge)


  • Intellectual Capital is the unique set of knowledge and skills that a company’s work force possesses



#2 Retention & Customer Satisfaction

  • A survey of Senior HR executives reported that “more than half of the (study) participants see poor customer service as a consequence of attraction and retention problems”


  • Negative employee attitudes and behaviours adversely affected customer satisfaction


  • Employees who are satisfied with their work and their company are more likely to create satisfied customers


#3 High cost of employee turnover
  • The yearly expense of losing an employee is equal to his salary for a year!!!( and those at top-levels is even higher!)

  • Direct Expenses

  • Indirect Expenses

  • Opportunity cost
]]> Human Resources Management (H.R) abhishreshthaa http://www.managementparadise.com/forums/human-resources-management-h-r/200179-talent-retention-management.html TATA STEEL CHANGE MANAGEMENT - CASE STUDY http://www.managementparadise.com/forums/human-resources-management-h-r/200178-tata-steel-change-management-case-study.html Sat, 04 Sep 2010 13:44:32 GMT *_TATA STEEL:_* * Ranked as in a field of 12 of the best Steel companies globally -- World Steel Dynamics * Modestly claims to be among the... TATA STEEL:

  • Ranked as in a field of 12 of the best Steel companies globally -- World Steel Dynamics


  • Modestly claims to be among the five lowest cost producers of steel.

3 - Cs Excellence Model


Change - Mutate & improve continuously


Cost - Ruthless cutting of wasteful exp.


Customer - Strive relentlessly to build relationships and influence consumption



Change Drivers:

  • Changes are carried out in a specific direction to achieve certain objectives.

  • Strategic Objectives of TATA Steel:

  • Create wealth


  • Create a culture of continuous learning and change



  • Achieve world class status in services and products



  • Reach the position of the most cost competitive steel producer


  • Establish industry leadership


COST REDUCTION
  • Cost is a sustainable competitive advantage.

  • Cost was checked in two major areas

  • 1. Raw Material

  • 2. Labour Cost

Raw Material Cost
  • Improved sinsters to use not only iron ore but also ‘blue dust’ found in mines thereby increasing the life of mines


  • Developing the technology of using medium-coking coal available in India rather than good quality coking coal which had to be imported, through a R&D effort of 10 years.


Cost Pertaining To Manpower
  • 78,000 employees in late 80s

  • Started chipping away workforce by few thousands every year.

  • The process still continues and the optimum workforce number keeps evolving.

  • Resentment among workers and unions

MANAGING THE UNIONS
  • Created awareness for the upcoming change by giving examples to the unions.


  • Sent some union leaders to South-East Asia and Japan to see the high levels of productivity.


  • Message given out was ‘Better productivity and better safety’ is beneficial to both management and workers.


  • All this could be achieved by being open and transparent to the unions and treating them well.


SPREADING THE PERFORMANCE CULTURE
  • Started by installing a new CRM, fencing it and calling it new plant

  • People selected to work had different layers than others, and had profit sharing type bonus.

  • Within 2 to 3 years others also started asking for similar schemes.

  • Unions realize that it better to have few people earning better than many earning small amounts.


QUALITY STANDARDS
  • Adopted many good quality practices like benchmarking, value engineering, six sigma, ISO 9000 etc.

  • Won JRDQV award in 2001

  • Enticed the workers to be quality conscious by
  • . Giving emblems to the members of quality circles.

  • . Recognizing the man of the month.

  • . Convinced the unions by contributing around

  • Rs.3-4 crore to improve the quality of wmployees by getting their quarters repaired.
]]> Human Resources Management (H.R) abhishreshthaa http://www.managementparadise.com/forums/human-resources-management-h-r/200178-tata-steel-change-management-case-study.html Proper Change Management http://www.managementparadise.com/forums/human-resources-management-h-r/200177-proper-change-management.html Sat, 04 Sep 2010 13:39:56 GMT *_The Skill Requirements _* * Political Skills. * Analytical Skills. * People Skills. * Business Skills. *_ IF CHANGE IS NOT MANAGED... The Skill Requirements
  • Political Skills.

  • Analytical Skills.


  • People Skills.


  • Business Skills.


IF CHANGE IS NOT MANAGED PROPERLY
  • 1. Employees resist the change.


  • 2. Valued personnel leave the organization.

  • 3. Critical projects are delayed.


  • 4. Customers feel the impact indirectly through upset employees.

  • 5. Productivity declines.



MISTAKES TOP-MANAGEMENT CAN MAKE DURING A MAJOR CHANGE*

  • 1.*Not being directly involved with the project


  • 2.*Sending inconsistent signals or not communicating enough


  • 3. Ignoring the impact of change on employees


  • 4.*Shifting focus or changing priorities too soon


  • 5.* Not providing adequate resources
]]> Human Resources Management (H.R) abhishreshthaa http://www.managementparadise.com/forums/human-resources-management-h-r/200177-proper-change-management.html ELEMENTS IN CHANGE MANAGEMENT http://www.managementparadise.com/forums/human-resources-management-h-r/200176-elements-change-management.html Sat, 04 Sep 2010 13:35:03 GMT *_CRITICAL ELEMENTS FOR MANAGING CHANGE_* * 1. Change management team structures * 2. Change management roles * 3. Critical barriers to... CRITICAL ELEMENTS FOR MANAGING CHANGE

  • 1. Change management team structures


  • 2. Change management roles


  • 3. Critical barriers to implementing change


  • 4. Change management planning and strategies


  • 5. Managing employee resistance


  • 6. Organizational change management methodologies


  • 7. Building executive sponsorship


  • 8. Creating communication plans


  • 9. Creating training and educational programs


  • 10. Incentive and recognition programs
]]> Human Resources Management (H.R) abhishreshthaa http://www.managementparadise.com/forums/human-resources-management-h-r/200176-elements-change-management.html