Archanaa Report PDF

Project Report
Archanaa.T
A Project Report submitted for partial fulfillment of the
Requirement for the Award of the Degree MBA
IFMR Trust
04 June 2011
CONTENTS
ACKNOWLEDGEMENTS .......................................................................................................................... 3
EXECUTIVE SUMMARY .......................................................................................................................... 4
EMPLOYEE ENGAGEMENT..................................................................................................................... 5
INTRODUCTION .................................................................................................................................... 6
OBJECTIVE ......................................................................................................................................... 8
SCOPE .................................................................................................................................................. 8
METHODOLOGY ............................................................................................................................... 8
STUDY OF EXISTING SYSTEM ........................................................................................................... 8
PROPOSED SYSTEM ........................................................................................................................... 10
RECOMMENDATIONS ........................................................................................................................ 18
EMPLOYEE ENGAGEMENT ACTIVITY CALENDAR .................................................................... 20
IDENTIFICATION OF TRAINING RESOURCES .................................................................................. 22
INTRODUCTION .................................................................................................................................. 23
OBJECTIVE ....................................................................................................................................... 23
SCOPE ................................................................................................................................................ 23
METHODOLOGY ............................................................................................................................. 24
STUDY OF THE EXISTING SYSTEM ................................................................................................ 24
PROPOSED SYSTEM ........................................................................................................................... 24
RECOMMENDATIONS ........................................................................................................................ 45
CONCLUSION ........................................................................................................................................... 47
BIBLIOGRAPHY ....................................................................................................................................... 48
Project Report Summer Internship, April-June 2011| IFMR Trust
ACKNOWLEDGEMENTS
I would like to express my gratitude to all those who gave me the possibility to complete this
project. Foremost, I would like to thank my organizational guide, Mr. Amit Kumar, for his
forbearance and his necessary support for the successful completion of the project. I furthermore
thank Mr. UdayaKumar, HR Head, IFMR Trust and Ms. Vinita Thokchom for their stimulating
suggestions and encouragement during the course of the project. Special mention goes to Col S
Gopikrishna for sharing his experience and insights.
I owe my sincere gratitude and acknowledgement to my unknown cyber friends from whom I
was benefitted immensely. Last but not least, my special thanks to my loving parents for their
unending support, encouragement and affection.
EXECUTIVE SUMMARY
This project report is organized into two parts viz. employee engagement and training.
Employee Engagement@IFMR Trust focuses on the study of existing employee engagement
practices at IFMR. It identifies the necessary gaps for an effective engagement and recommends
suitable activities for engaging employees fruitfully. The project methodology is based on
structured interview with and internet survey. The key deliverables include a customized
employee engagement activity calendar.
Identification of Training Resources@IFMR Trust focuses on the identification of suitable
competency level up gradation training for the employees. It also focuses on the rating of the
trainers for successful delivery with suitable recommendations as its key deliverable.
EMPLOYEE ENGAGEMENT
INTRODUCTION
Employee Engagement is defined as under.
1. According to Scarlett Surveys, "Employee Engagement is a measureable degree of an
employee's positive or negative emotional attachment to their job, colleagues and
organization which profoundly influences their willingness to learn & perform at work".8
2. Shuck and Wollard define employee engagement as "an emergent and working condition
as a positive cognitive, emotional, and behavioral state directed toward organizational
outcomes.15
3. SIROTA Survey Intelligence says that, Employee Engagement is the extent to which
employees think, feel, and act in ways that represent high levels of commitment to their
organization. Engaged employees are motivated to contribute 100% of their knowledge,
skills, and abilities to help their organization succeed. They care deeply about their
company, want to contribute to its success, and regularly have peak experiences at
work.10
Engagement represents the motivational capital that exists within an individual, a unit, or an
organization. It is a valuable resource that can boost company performance. Research shows that
engagement is linked to a number of important business outcomes.
For example, researchers have found the following:
o Engaged employees offer significantly higher levels of service to customers
o Engaged managers are more likely to create a work environment that is collaborative, creative,
and stimulating.
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o Engaged work teams tend to have fewer accidents and injuries

After nearly three decades of research, it has been found that employees seek three fundamental
things from their work
1. Achievement
2. Camaraderie
3. Equity
And my focus is all on the second point of what employees want. Camaraderie. We are social
beings. Employees enjoy working productively with others while developing healthy
interpersonal relationships. How managers interact with their teams is especially important in
motivating employees to go above and beyond. And it is for this main purpose why managers
and employees under them should not be interacting only for work. Planning for a fun-event, a
family-meet or something else would make the interaction between them look totally different
from what goes on everyday at office. This will go a long way in building relationships far above
professional ones.
Employees spend most of their day at office and if there is no relaxation or refreshment, stress
levels tend to build up leading to decrease of productivity. By conducting games, get-togethers or
fun activities and when cross departmental teams are made for this purpose, employees get to
interact to people outside their department, a bond forms and goodwill spreads. All work and no
play make Jack a dull boy, so we would not want our employees to become dull Jacks.
Now the reason why IFMR Trust should do employee engagement activities is that it is a
growing company and this is the right time to experiment and implement this so that this culture
grows with the company. Few years earlier, people wanted to get a job that pays very high but
were not bothered if they were taxed out totally for it. But now-a-days, people do want a
challenging job, but one that also takes care of their personal side like work-family balance,
extra-curriculas and others. The name spreads through word-of-mouth too and when people say
IFMR Trust is a great place to work; more talents are attracted to it. Next is we can set an
example to growing companies like us and also grown companies to implement employee
engagement activities in big level and bring in the culture too.
OBJECTIVE
1. To study the existing system and current practices of employee engagement.
2. To identify gaps of the existing engagement.
3. To design and recommend a revised employee engagement activity calendar.
SCOPE
The project is limited to only extra-curricular or all-fun activities and does not have anything to
do about active engagement of employees by incentives, promotions or anything to do with
career growth.
METHODOLOGY
Primary research and secondary research are the two types of research I did in order to identify
the activities that will actively engage employees and to design the employee engagement
activity calendar. Primary research consists of interviews with a set of professionals who have
been a part of the employee engagement project in their respective companies or are at present a
part of it. Secondary research is done with the help of the internet.
STUDY OF EXISTING SYSTEM

Employee engagement activities at IFMR previously consisted of sports tournaments, holiday
parties and the like. The whole thing was not very structured and some months of the year were
unfilled and were without any activity. The first thing to do in this situation was to identify all
activities that have been done in corporate worldwide that will actively engage the employees
and refresh them. For that I was asked to make a list of fifty activities that could be done and
why I recommend those activities. The second step was to identify those activities that could be
done in our office keeping in mind the time available and the budget. The list of fifty activities
was the first draft that was analyzed by two of my seniors at the organization and we were in the
process of filtering the list. Many last minute ideas came up and they were successful than those
in the fifty list. After the short-listing, I wrote why every activity has to be done, i.e. the
objective of each activity and the benefits that the employee and in turn the company will derive
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out of it. It was in this stage that I found out that many of the activities do not have any objective
or benefit. So the second filtering started from here. This was also with the help of my guide.
The final short-list came to about eleven activities that really made sense to be implemented in
the office. The third step was to make an activity calendar that had activities for every month all
throughout the year. For this, the information needed was what activities were being done in
which months of the year. With the above information coming from my guide, I proceeded with
making the calendar.
Employee engagement activities that were being done at IFMR Trust before this project were:
1. Birthday Celebrations
2. Movies
3. Sports Tournament
4. Induction Party
5. Joy of Giving Week
6. Holiday Party
7. IFMR Run
8. IFMR Anniversary
9. Foundation Day
In the activities above, some are limited to the employees of the Trust and some are extended to
the centers of research too. The activities that are done in the office include the centers too.
Sports Day, though it is an outdoor event, involves all the centers. Induction party is for the new
entrants of the trust and also it happens outside the office. So it is limited to trust employees
alone. IFMR Run sees trust, centers and the students of IFMR B-School participating. IFMR
anniversary is that day when the centers and the trust shifted to IITM Research Park together, so
they celebrate it too. Joy of giving week is celebrated by the trust employees, by the research
centers and the B-School students and staffs.
PROPOSED SYSTEM
LIST OF ACTIVITIES:
1. Attend workshops (photography, oil painting etc)
Objective: To help people learn something new or sharpen their already built skills.
Benefit: It is a skill building exercise and a nice recreation for all. It freshens up the mind and
increases work concentration and hence the productivity.
2. Movie at regular intervals
Objective: To enjoy a movie as a group.
Benefit: To make the employee-employee relationship a strong friendship that is good for them
as well as the organization.
3. September - October joy of giving week
Objective: Our part in being socially responsible.
Benefit: The clothes or money that we collect goes to deprived people. Such a service gives a
satisfaction to all.
4. Celebrating birthdays
Activity: For all those whose birthdays fall in a particular month, we celebrate their birthday at
the end of the month with cake cutting.
Objective: To celebrate birthday of employees.
Benefit: A meeting point for all in a celebration mood. People get a chance to leave behind their
work, meet and talk to friends. It is a nice change for all.
5. Ways to welcome new recruits
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Pre-joining forum created to exchange ideas between the team members, removes the strange n
new feeling when you enter office because you are already familiar with your team members.
Objective: To remove the stranger feeling when a new employee comes into office.
Benefit: The new employee does not feel odd and in fact feels at home because he/she has
already spoken to the team members and so finds it easy to make friends outside the team too, on
the go.
6. Induction party
Activities:
1. Desert or Island survival
2. Three Questions Game-Everyone in the group writes down 3 provoking questions they
would like to ask others in the group. Not the normal whats your name type questions
but something like, "Where is the most interesting place you have ever traveled" or
"Name a topic you feel absolutely passionate about". Give them time to mingle, and to
ask three different people in the group one of their three questions. Get back together and
have each person stand and give their name. As they say their name, ask the group to tell
what they know about this person.
3. The Pocket/Purse Game - Everyone selects one (optionally two) items from their pocket
or purse that has some personal significance to them. They introduce themselves and do
a show and tell for the selected item and why it is important to them.
4. Map Game-Hang a large map of the world. Give everyone a pushpin. As they enter,
they pin the location of their birth on the map.
5. Paper Airplane Game-Everyone makes a paper airplane and writes their name, something
they like and dislike on it (You may also want to add additional questions). On cue,
everyone throws their airplane around the room. If you find an airplane, pick it and keep
throwing it for 1-2 minutes. At the end of that time, everyone must have one paper
airplane. This is the person they must find and introduce to the group.
6. The Artist Game- Draw something that describes your character or the work you do the
best. Now explain what you have drawn and justify why it suits your character and the
work you do the best.
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Objective: To welcome the new recruit into the IFMR family and make him/her acquainted to all
his/her colleagues.
Benefit: The new recruit gets acquainted to everyone in the organization by the end of the party.
7. IFMR Run
Objective: To create an informal get-together for all employees of IFMR.
Benefit: Everyone enjoys the day thoroughly.
8. Foundation day
Activities:
1. Speech by people who started the foundation.
2. Speech by some good speaker amongst the employees to share their experience on
working with IFMR Trust.
3. Speech by customers to share their experiences about being the customers of the
company.
4. Company trivia- Split employees into teams and give them a quiz about the company, its
history, achievements etc. The team that answers the most correct is the winner. This is
also a nice way to learn about the company.
Objective: To celebrate the day of origin of the organization.
Benefit: New recruits have an opportunity to know how the idea of this organization germinated
and what all it has done till date. It is also a chance for the good old people of the organization to
relive the past memories.
9. Family day
Activities:
1. Making a photo collage from pictures and cuttings from newspaper
2. Treasure hunt
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3. Housie
4. Antakshari
5. Ship-wreck
6. Hangman
7. Quiz
8. Finding a personality using clues given, for every next clue you lose points
9. Complicated jigsaw puzzle- assemble in groups
10. The cute child- put the childhood picture of an employee and let others guess who it is.
11. Adjective game- Add an adjective to your name and justify why you added that adjective
in front of your name (the adjective should start with the starting letter of your name)
12. Prizes to all
Objectives: To bring together the families of the employees. This gives way for relationship
building from an employee level to family level. To show the families what the workplace of
their spouse/parent/child looks like.
Benefit: The organization is perceived as one whole family rather than just a place to work,
which increases the happiness quotient of the people working which in turn results in better
efficiency.
10. Sports day
Activities:
1. Cricket
2. Badminton
3. Tennis
4. Relay race
5. Prizes to all participants
Objective: To give everyone a get-together, a test for physical fitness, team spirit and
sportiveness.
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Benefit: People from different teams at office are put into one team which creates interaction
between them. Ultimately everyone knows everyone at the workplace. A team game improves
the team spirit. It is a platform to showcase peoples talent in sports.
11. Childrens day
Activities:
1. Cartooning using crayons and sketches
2. Paper cutting to make shapes
3. Computer games
4.
Little elder children- passing the pass (to enhance communication skill)
5. Small ones- say some story that you know or say rhymes (for too small kids)
6. Sing, dance etc
7. Simple jigsaw puzzle
8. Prizes to all
Objective: To extend our reach from just to the employee to his/her children too because make
my kid happy I am happy holds well anytime.
Benefit: Children can spend a day at their parents office, have a look around and get an idea of
how an office would look like. Various entertainment games would be a creative time-pass for
the kids and the prizes given at the end would make them really happy and motivated to do better
in the future.
12. Theme for holiday party
Themes and activities:
1. Halloween theme (Halloween Photography, Halloween Painting, Halloween Carve-up,
Halloween Dressing etc)
2. Harry Potter theme
3. Black and white theme
4. Sports theme- Olympics, golf theme
5. Prizes to all
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Objective: To celebrate a party when all are in the same kind of costume, uniformity is found
which is not found on any other day.
Benefit: This is a creative entertainment to all. When everyone thinks up themes and games
according the theme, creativity is built which is essential for the work part too.
13. Tree plantation day
Objective: To do our share of environment-friendly activities.
Benefit: All employees come together to do this, so the employee-employee relationship is built
at the same time it makes them feel proud to work for a company that encourages such activities.
14. Thought for the day
Activity: Everyone at the office takes turns to write a thought for the day on a big board that can
be seen by everyone else in the office. And a poll can be conducted to give prizes to the best
thought of the week/month.
Objective: To make people do something outside routine work.
Benefits: It is a monotony breaking activity.
15. Joke of the day
Activity: Everyone takes turns to write a joke on the white board in cafeteria or send a joke
through mail to all.
Objective: To have a good laugh.
Benefit: For those who read the joke on a board in cafeteria or through mails it is a de-stressor.
16. April Fools Day
Activity: Play harmless pranks on mates on April 1.
Objective: Just to have a good laugh on the fools day.
Benefits: Laughing is a de-stressor and rejuvenator.
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17. Womens day

Activities:
1. Antakshari
2. Musical Chair
3. Cut cake
Objective: To celebrate of Womens day.
18. Fun Fridays
Activities: Games like online Sudoku scrabble or quiz on Friday mornings.
Objective: To keep peoples mind refreshed through the games.
Benefit: This will result in more concentration in the work they do.
19. DVD club
Objective: Interactive entertainment.
20. Health check up

Labs:
1. Chennai Corporation Diagnosis Lab (Rs. 500) 19 tests including blood test, kidney
function test and liver function test. 3
2. Aarthi scans (Rs. 990)- the above 19 tests.2,11
The above information was got from Chennai corporation website and sulekha.com
Objective: To provide regular health check-up to ensure if certain critical parameters are in
place.
Benefit: Employees who ignore their health either due to lack of time or ignorance can take this
as an opportunity to find out if they are healthy, and if something if found to go wrong, they can
take a step immediately to prevent or cure at the earliest.
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21. Blood donation

Blood banks:
1. (VHS)
Adyar- 22542971, 22542973
2. Cancer Institute, 24 Hours blood banks

No 1, Near Sri Krishna Sweets Gandhi Nagar, Canal Bank Road, Adyar, Chennai - 600020
Phone: 42054405
Reason for choosing these two blood banks: Proximity to our office
Objective: To donate blood as a social service initiative.
Benefit: It serves two purposes; one is that the eligible ones to donate blood feel that they have
done something good for the society, second is blood donation is good for health.
22. Paintball Competition
Objective: To do an engaging activity that is fun.
Benefit: Many skills like team playing, planning and action are brought out through this
game.
Interview with HR at Samsung, Chennai:
Q: What all do you do as a part of employee engagement fun activities at office?
A: Fun Fridays are one of the main things that we do. An online game like Sudoku or a
puzzle is sent through internal mail to all employees. They have all the day for them to fill it
up and they have to send it back in the evening to the administrator of the event. Employees
can fill it at lunch or take ten minutes break from their work to do it. But at the evening, the
filled one should be sent back. The winner is announced and some gift is given to him/her the
next day or next week. The gift may be as simple as a bar of chocolate too.
Q: Do you do anything like tree plantation program?
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A: We do not do it as a program. Our office is situated in an area that has no greenery and all
factories around. So when a new recruit comes to our office, we plan beforehand and buy
saplings and ask the new entrant to plant it near our office. The same thing happens when
there is someone special coming to our office, a chief guest or someone. We ask them to
plant a sapling nearby our office.
Q: Anything else that you would like to mention?
A: We go on a family outing, all employees along with their families assemble at a place,
which may be a boating area or a theme park or a resort. We play games all through the day.
We have games for spouses separately and for children. We have lunch together and at the
end of the day we see to it that every person who came that day had a gift in his/her hand
while returning home.
Interview with Project Manager at Voltas, Dubai:
Q: How do you encourage socially responsible activities at your office?
A: We have a list of three-four activities
1. Tree Plantation
2. Blood Donation
3. Earth Hour Participation
For every employee under me, I have given ten percent weight-age in his/her appraisal. And I
have told my juniors that they have a straight ten percent advantage if they do this. This
proves really helpful because people do not want to lose a ten percent just because they have
not done the above. Something done by force becomes a habit when you do it continuously
over a period of time.
RECOMMENDATIONS
1. Sports Tournament
2. Induction Party
3. Master Health Check-up
4. Blood Donation
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5. Family Day/Alumni Meet

6. Paintball Competition
7. Joy of Giving Week
8. Foundation Day
9. Childrens Day
10. Holiday Party
11. IFMR Run
12. IFMR Anniversary
13. Womens Day
14. April Fools Day
15. Fun Fridays
16. Workshops
17. Movies
18. DVD Club
19. Thought for the Day/Joke of the Day
20. Birthdays
Birthdays were celebrated every month and so I did not give any special place for it in the
calendar. DVD club, thought for the day and joke of the day were the daily activities. So those
did not appear in the calendar too. Fun Friday was to be done every Friday, so that did not find
place in the calendar too. Only the month specific activities were put in the calendar. For e.g.
Childrens Day was put in November, Womens Day in March.
Family Day/ Alumni Meet, Childrens day, Womens Day, April Fools Day, Holiday Party are
all for the trust as well as the centers as they are celebrated in the office. Paintball competition is
limited to trust employees because of two reasons, one being it is an outdoor event, second
reason being it is a high-cost affair.
The above activities were short-listed with the help of my organizational guide who knew which
activities could be really done in the company and which could not be.
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EMPLOYEE ENGAGEMENT ACTIVITY CALENDAR

MAY
JUNE
JULY
AUGUST
SEPTEMBER
OCTOBER
SPORTS
INDUCTI
MASTER
FAMILY
PAINTBALL
JOY
DAY
ON
HEALTH
DAY/
COMPETITIO
GIVING
PARTY
CHECK
ALUMNI
WEEK
MEET
JOY
NOVEMBER
OF CHILDREN
S DAY
DECEMBER
HOLIDAY
PARTY
OF FOUNDATION
GIVING
DAY
WEEK
JANUARY
FEBRUARY
MARCH
IFMR RUN
IFMR
WOMENS DAY
ANNIVERSARY
Birthdays were celebrated at the end of every month for those who had their birthdays falling on
the month. Movies were also a regular thing here. Holiday party was already scheduled to be in
December. Joy of giving week was celebrated in the last week of September and the first week of
October. IFMR Run was scheduled to be in January. IFMR Anniversary, the day IFMR office
was shifted to IITM Research Park, was celebrated in February. And induction party was to be in
June.
The new additions were to be scheduled in such a way that no month gets left out and no month
is over-filled with activities. That is the reason why April Fools Day was kept as the only event
in the month of April which is the financial end of a year. Some activities had reasons for certain
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months like childrens day was scheduled to be in November, Womens day in March and Fools
day in April. Others were put in where they could fit in the best according to my guide.
This calendar will be approved by the President of IFMR Trust, Ms. Bindu Ananth. Any
additions, deletions or modifications will be done by her.
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IDENTIFICATION OF TRAINING RESOURCES
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INTRODUCTION
The reason why training is done as an important thing in every company is, it gives us
continuous improvement, an updating of knowledge from specialists. We get to know the areas
we do not know and our knowledge can be developed into skill.
Designing a training regimen should begin with an accurate assessment of what you do well and
what needs improvement. Document current performance and compare that against what could
be. What are the elements that are holding your team back? What skills do your people lack to do
the job? How is their lack of skill and/or knowledge affecting performance? The goal is to
demonstrate that with the acquisition of new skills through training, employees will enhance
their job performance.
There can be classroom kind of training, interactive or non-interactive, workshops that provide
hands-on experience through real life case studies. The quality of the trainer can be determined
through the rating given by corporate trained under the trainer and our rating may be based on
the quality of training delivered, the interest evoked in the trainees, level of interaction, number
of case studies and others. If there are 2 or more trainers with the same outside rating, we can
take proximity and budget concerns into consideration.
OBJECTIVE
1. To list the competencies in which training has to be given
2. To prioritize the competencies
3. To find all the best trainers in the industry
4. To shortlist the best ones of the best based on the quality or training delivered,
approach and proximity to our workplace.
SCOPE
The search is limited to identifying the best individual trainers and training institutes in
India.
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METHODOLOGY
Primary research in the form of interviews with the professionals helped a lot in
determining the best people and sometimes to confirm that the trainers found through secondary
research (internet) were indeed the best ones in the industry.
STUDY OF THE EXISTING SYSTEM

Initially, the HR team had a discussion with the President of IFMR Trust Ms. Bindu Ananth
regarding determining the areas in which the employees can be given training. The list was then
looked up to see who were specialized in the areas within the company and the centers of
research who could give training for other employees. Finally a training program was made.
After that, IFMR Trust worked with PWC to identify the competencies that employees can be
trained in, for each competency it also listed those departments for whom the one was vital,
essential or desirable. With the help of this research, the competencies which needed trainers
were listed; prioritized and recommendations were given.
PROPOSED SYSTEM
Competency
Trainer1
HR
Institute of NHRD
HRD
Trainer2
Trainer3
Trainer4
R.Shekar
TalentNxt
Network
Training
IFMR
Finance
Wall
Street IIQF
Training
ICVJ
Executive
Training
Marketing
Mr. Suresh ICVJ
IDMI
Babu
Executive
Social
Training
Media
Marketing
Training
Legal/Compliance ICVJ
Executive
Training
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Prof.
IT
S. ICVJ
Ramanathan Executive
Training
HUMAN RESOURCES:
Areas that require training:
1. Competency mapping
2. Employee retention
3. Employee engagement
4. Training
5. Compensation & Benefits
INDIVIDUAL TRAINER
About R. Shekar:
Educational credentials:
BE Honors in Mechanical Engineering, University of Madras, 1972
Post Graduate Diploma in Management (MBA), IIM Bangalore, 1976
Internship on Company-wide Total Quality Management at Fuji Xerox Co. Ltd., Japan,
1990
Certified on proficiency with Six Sigma as a Quality Leader by GE Capital Stamford,

Connecticut USA, 1996
Certified on Citibank Core consumer credit management program for Banking products,
Dubai, UAE, 1998
Transformation from a fund based to fee based banking services, University of Michigan,
Ann Arbor, USA, 1999
Certified at Intermediate Level as a Lead Assessor on CMMI by SEI, Carnegie Mellon,

Pittsburgh, USA, 2005
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Certified on Fundamental of theory of constraints (Systems Thinking) by Goldratt

Institute, USA. 2006
Certificate on Corporate & Executive Coaching conducted by DL Associates, UK, 2007
Certified by Canadian Association of Management Consultant for professional

management consulting, 2008.
He has conducted workshops and training for IT companies like Polaris, HCL, and CTS. The
feedback about his training is splendid in these companies. As he has given business solutions to
many organizations too, he will also deal HR in the business perspective.
Contact: rshekar@mac.com
Phone: 044-24335854
Reason for Proposal:
1. Educational Credentials
2. Highly liked and respected professor at IITM
3. Interview with a Polaris (HR) employee as under:
Q: How many years of experience do you have in this field?
A: 10 years.
Q: How many training sessions have you attended till now?
A: Around 20.
Q: Why do you think Mr. Shekar is the best?
A: We first came to know about him through a DoMS-IITM student who is a good friend
of mine. Then on checking his website www.shekarsan.com4 we came to know that he
was doing something different from others i.e. apart from training, he was giving
business solutions, teaching people important life skills and the tricks of the trade.
Our team thought that we will give a try. So when I called him up, he was very receptive
and enthusiastic about the training invite. He wanted to know about the company so that
he could customize the training to suit our requirements. He also said he would give a lot
of case study materials that would give hands-on experience for the trainees. He gave
concern to every detail I was telling him. The first omen was good and so we proceeded
with him. True to his words, he had made his training sessions very interesting and we
26
got to know the HR stream from the perspective of a business too. Two approaches viz.
the classical HR and the business-like approaches were made known to us. The materials
were very useful and we got to know many things outside the training boundary. A
person with so much knowledge and experience sharing everything with us just to make
HR a shining stream was the best thing we liked about him. I have not seen anyone else
with this much amount of knowledge having such a commitment to training others so that
they become equal to him.
One more thing about him is that he is always updated on whatever happens in the field
of HR anywhere in the world. Even after the training sessions got over, he still keeps in
touch with me and others and keeps sending mails about the new challenges faced by HR
worldwide and their solutions.
Q: On what parameters would you rate him excellent?
A: Material, training style, interaction quotient, willingness to take questions, willingness
to learn and clear some of the doubts for which he had no answer for immediately were
excellent. Sometimes he gets into the stuff too much that he forgets time and space
around him. I guess that is his only problem. Otherwise he is the best.
Interview with TCS (HR):
Q: What were the plus points of his training?
A: The involvement, his teaching style, responsiveness to the trainees, materials, these
were the plus points of his training. He conducted training for us on employee retention
and competency mapping.
Q: What did you feel as the negatives?
A: I did not feel anything was negative. He was too good a trainer.
Two others from Nokia and CTS also said the same about Mr. R. Shekars training.
TRAINING INSTITUTES
1. About NHRD Network Training:
In the early 1980s, HR professionals from enterprises such as Larsen and Toubro, Bank of
Baroda, TVS Group, Steel Authority of India and academicians from IIM Ahmedabad and XLRI
Jamshedpur came together to lend their collective support to enhancing the quality of HR
professionals in the country. This led to the formation of the National HRD Network in 1985.
27
Signatories to the MOA included Dr. T V Rao, Fr. E Abraham, Dr. K K Verma, Dr. Anil
Khandelwal, Dr. D M Pestonjee, Mr. G K Ghosh, Dr. Kakoli Saha and Mr. J K Parikh. The
Network was registered as a Society and a Trust on December 6, 1986 at Ahmedabad.
NHRDN functions through its chapters all over the country. Currently, there are about 30
chapters, which together have over 8,500 members. The National Executive Board coordinates
the overall efforts of the Network and the chapters conduct various events and initiatives at the
local level.7
NHRD Network Training Sessions Schedule (MOST RECENT):
Date
Event Title
Chapter & Venue
24-Jun-
Workshop
2011
Employee Engagement using Centre, Lodhi Road, New
on
Improving Maple Hall, India Habitat
Social Media Tools
Delhi
17-Jun-
Seminar on Managing Gen - ITC Grand Central,Parel,
2011
Y @ Workplace
27-May-
Workshop
2011
Management
on
Mumbai
Talent Maple Hall, India Habitat
Centre, Lodhi Road, New
Delhi
Contact: www.nationalhrd.org
NHRD is an institute that has high reputation on a national level. So, the training people they
have and the training programs that they do should be really good. Their past record also shows
some of the best seminars that have been organized, some of the best training done and one of
the best journals that comes out.
2. About Institute of HRD:
28
Institute of HRD is a Human Capital Management organization founded in the year 1995 by a
team of Eminent Human Resources professionals. It aims at providing world class Human capital
management solutions, including Consulting, Research, Behavioral Assessment, Training and
Development solutions to the leading organizations in India, Asia Pacific and the Middle East.
Institute of HRD is associated with some of the best trainers and training institutions of the world
to offer latest corporate training programs and human resources assessment and development
solutions. It organizes, training programs, workshops, seminars and International conferences on
important issues and trends in human resources management. It is the official organizer of
Bangalore HR Summit, an international convention for the Human resources management
professionals hosted every year at Bangalore, India.
Institute of HRD is committed to the total development of Human Resource Professionals.
Industry has appreciated all its programs and rated them very highly.
WORKSHOPS
1. Workshop on Communication & Presentation SkillsBangalore: August 26-27, 2011
Chennai : Sept. 7-8, 2011
Mumbai
: Sept.9-10, 2011,
Hyderabad: Sept.16-17, 2011.

2. Workshop on Competency mapping, Assessment and DevelopmentBangalore: July 29-30, 2011
Mumbai: August 5-6, 2011
3. Workshop on managerial skills for Business ExcellenceBangalore: June 24-25, 2011
Mumbai : July 1-2, 2011
4. Workshop on Leadership and Team Building SkillsBangalore: May 27-28, 2011
Mumbai:
29
June 3-4, 2011

New Delhi: June 10-11, 2011

Chennai:
June 1-2, 2011
IN-HOUSE PROGRAMS
* Communication & Presentation Skills.
* Leadership & Team Building Skills.
* Effective Interviewing Skills.
* Effective Selling Skills.
* Enhancing Effectiveness of Executive Secretaries.
* Managerial Skills for Organizational Excellence.
* Coaching & Mentoring Skills.
* Behavior Based Interviewing.
* Creativity & Innovation.
* Performance Management.
* Corporate Training Skills
* Stress and Time Management.
* Strategies for Talent Management.
* Supervisory Development Program.
* Effective Communication Skills.
* Presentation Skills for Trainers.
* Instruments and Games for Trainers.
* NLP for Personal Excellence.
* Assessment Centers.
* Emotional Intelligence.
* Competency Mapping, Assessment & Development.5
Contact: www.ihrd.in
IHRD is one more just like the NHRD. This one organizes HR summit every year and many
great achievers in the field of HR share their views and ideas on the hot topics of the day. The
level of networking they have and the reputation makes me feel this is a good place to go for
training.
30
3. About TalentNxt:
TalentNxt Corporate Training aims at sustained business value creation. This aspiration of
delivering value takes shape in the form of design and development of high impact interventions
that support the facilitation of highly motivated teams and a performance focused organizations.7
Their training programs have been built on strong building blocks such as:
Researched content
Proven Methodology
Effective facilitation
TalentNxt provides training on:
1. Management Strategies for Employee Retention

2. People Sensitivity Training
3. Handling Difficult People
4. Managing Under Pressure
5. Project Management through Interpersonal Effectiveness
6. Effective Business Writing
7. Refurbishing & Grooming Talent
8. Organizational Communication
9. Rewarding Employees
10. Demystifying Leadership for Managers
11. Motivating You Team
12. Balanced Scorecard Performance Management System
13. Understanding Balanced Scorecard
14. Mentoring for Peak Performance
15. Effective Job Analysis
16. Effective Talent Management Process
17. Team Engagement & Organizational Engagement
18. Train the Trainer Workshop
31
19. Workshop on Job Analysis and Job Descriptions

20. Design and Implementation of Assessment and Development Centers
21. Performance Management & Feedback Skills Workshop
22. Competency based Interviewing Workshop
23. Negotiation Skills Workshop
24. Job Analysis Works12
Contact: www.talentnxt.com
The past record of training and the topics they choose for training are the main things that lead
me to propose this one. The convenience is also one of the reasons why I propose this one. We
can schedule the training whenever we want with this institute.
FINANCE:
1. Due Diligence
1. Prof. V. GopalanFCA, AICWA, ACS
Managing Director, Janhar Management Consultancy
Been Vice President of Southern Region at ICICI Ltd
Director (Finance)/Co Secretary at CTS
Visiting faculty to Great Lakes, IFMR, ICAI, ICWAI, ICSI.
Interests: M&A, Corporate Finance, Working Capital Management, International
Finance, Financial Management, Banking & Finance.
Contact: janharmcs@gmail.com
Phone: 9840193366
Land Line: 044-28171405, 044-28171406
2. Prof. Ramesh Subramanian
Visiting Faculty at IFMR B-School, Works with IFMR Trust
32
3. Structuring
ICVJ Corporate Training Institute
About ICVJ Executive Training:
IVCJ's organizes Venture Capital and Private Equity centric Executive Training
Programs for GPs looking at raising funds (from within and outside India, from US
and European LPs), professionals working in the VC/PE marketplace, corporate
finance, debt finance, leveraged finance, acquisition finance, structured finance as
well as MBOs. These programs are also devised to benefit entrepreneurs and
consultants. IVCJ's instructional courses and its intermediate level workshops on
Private Equity & Venture Capital equip its target audience to move into the fast track
for understanding market dynamics and building a strong competency on valuation,
deal modeling and structuring.14
Contact: www.vcindia.com
They do a wide variety of things including private equity journal, venture capital/private equity
fund report, venture capital guide and executive training. The faculties profiles are good. Thus
with the huge network that has been, built, they build the executive training branch even more.
4. Valuation
Wall Street Training
They provide training on:
a. Credit Analysis
b. Securities Research
c. Financial & Valuation Modeling16
Contact: www.wallst-training.com/india
33

This is an internationally acclaimed training that happens every year in Mumbai. They provide
training on the above mentioned areas and known to have experts on the topics from all over the
world.
1. G Balasubramanian, Professor
Ph.D (Madras), AICWA
bala@ifmr.ac.in
Visiting faculty for several African countries in the area of finance and information
technology, under the sponsorship of the commonwealth secretariat.
Designed and implemented Decision Support Systems for major organizations.
Published papers in the area of capital markets, accounting, information technology
and knowledge management.
Participated as a resource person in a study of disinvestments of public sector
enterprises sponsored by the United States Agency for International Development
(USAID).
Co-authored a book titled, 'Brain Re-engineering', published by Sage Publications.
Areas of interest: Valuation modeling, Activity based costing & management,
strategic cost management, Performance measurement systems, Business intelligence
and IT strategies.
2. Prof. Jijo Lukose- Associate Professor
M.B.F.(Cochin University), Grad. CWA., Ph.D. (SJMSoM, IIT Bombay) - Submitted
jijo@ifmr.ac.in
His research focus is empirical corporate finance and market-based accounting
research. Doctoral thesis examined the information conveyed by corporate managers
through announcement of rights equity issue, bonus equity issue and dividend
changes. Received research fellowships / awards from University Grants Commission
(UGC), Shailesh J Mehta School of Management, IIM Lucknow etc. His research
papers appeared in refereed journals and he has presented papers in academic
conferences in India and abroad.
34
Areas of interest: Current research interest includes credit risk, earnings management
and various aspects of equity offerings.
3. Prof. Venkatesh
Managing Principal, Navera Consulting
C.F.A., F.C.A.
Contact: venky.b.swamy@gmail.com
4. Prof. V. Gopalan
5. Portfolio management1. Jijo Lukose P J

2. Prof. Venkatesh
5. Risk Management
1.
R.
L.
Shankar,
B.Tech(IITM), MS in
Computational
Finance
(Carnegie
Mellon University)
Contact: Shankar@ifmr.ac.in
2.Prof. Ramesh Subramanian
TRAINING ISTITUTES
About IIQF:
IIQF conducts short term specialized courses in the field of Financial Risk Management and
Advanced Quantitative Techniques. These courses aim to equip graduates for careers that require
sophisticated technical skills in quantitative analysis, financial research, risk management,
35
quantitative asset management and financial derivatives structuring. There are specialized
modules tailored to the specific needs of Finance professionals, Management graduates,
Qualified Accountants etc.
SHORT TERM PROGRAMS:
2 Days Workshop On Quantitative Value-at-Risk
2 Days Program On Financial Risk Management
2 Days Program On Value at Risk methods and applications
3 Days Program On Applied Financial Risk Management 6
Contact: www.iqfindia.com
IIQF is a GARP (Global Association of Risk Professionals) authorized FRM course provider.
6.Wealth management
1. Prof. Venkatesh
2. Prof. Bobby Srinivasan
President, IFMR
Specialized in Treasury, Forex
Contact: bobby.srinivasan@ifmr.ac.in
3. Prof. G. Balasubramanian
7.Treasury
1. Prof. R. L. Shankar
2. Prof. V. Gopalan
36
8. Business management
1. S. Raghu Raman, Assistant Professor
MBA (OUBS, UK), PGDFM (IIFM, Bhopal)
Worked with Harrisons Malayalam (RPG Group Company) and World Wide Fund for Nature. In
IFMR, consulting assignments include organizations like Steel Authority of India (SAIL), Tamil
Nadu Social Forestry Department and Swedish International Development Authority.
He has published articles in Academic journals and leading business dailies.
Areas of interest: Organizational Behavior, Human Resource Management, Creativity,
Innovation and Change in Organizations.
Contact: raghu@ifmr.ac.in
2. Prof. T. V. Subramanian
Consultant
M-Stat., Fellow (IIM-A)
Visiting Professor IFMR and BIM
Contact: tvsmani@dataone.in
3. Prof. Ramanathan
He is a much sought-after faculty in IT and Management seminars in India. His
consulting forays extend beyond Indian shores to cover Middle East and CIS countries
too. A management graduate from the IIM, Ahmedabad, he has three decades of senior
management experience in the IT industry. His current interests include IT strategy and
IT Governance. He is a Certified Information Systems Auditor (CISA) and a Certified
Information Systems Security Professional (CISSP). Ramanathan is an adjunct faculty at
IIM, Indore, Visiting Faculty at IFMR and BIM.
Contact: ram1951@hotmail.com
4. Prof. G. Balasubramanian
37
Reason for Proposal of IFMR Faculty:

Evaluation of the trainer:
1. Knowledge
2. Preparation
3. Style & Delivery
4. Learning Climate
5. Encouraged Participation
6. Responsiveness to the group
Overall evaluation of the program:
1. Stimulating
2. Useful for my work
3. Good discussions
4. Well conducted
5. Challenging
6. Participative
7. Learning for Yourself
Taking all these parameters into account, the training has been given the rating of 4.5 on 5.
TRAINING INSTITUTES
ICVJ Training sessions on:
IFRS and Indian Accounting Standards
Asset Reconstruction
Risk Management
Currency Hedging-Managing Foreign Exchange Volatility
38
Treasury Management14
MARKETING:
Areas that require training:
Branding & Marketing
Social Media Marketing
1. About Mr. Suresh Babu:
He provides training all over India. And he is willing to come down to our office and train
employees on SEO, Web Marketing Management and Social Media Marketing.1
Contact: suresh@webmarketingacademy.in
Website: http://searchenginedetails.com/p/corporate-seo-training-bangalore.html

Online Marketing Enthusiast Community, which is a group of young professionals educating
corporate and students, recommends Mr. Suresh Babu (one in the group) who is an Inbound
certified professional to conduct training programs on Search Engine Optimization, Web
Marketing Management and Social Media Marketing, Search Engine Marketing (SEM), Pay Per
Click Advertisement (PPC), Social Media Marketing, Online Reputation Management, Online
Listening Management, Affiliate Marketing, Web Analytics and a holistic web marketing training and
workshops custom designed for the company for which it is going to be provided. The various
programs that they have conducted for corporate in Bangalore have gained them a lot of appreciation
in the past.
TRAINING INSTITUTES
ICVJ provides training on:
Building Brand Equity
Corporate Reporting: Delivering Annual Reports that Work!
Customer Relationship Management

39
eMarketing: The New Age Marketing Mantras
Digital Assessment Management (DAM): Challenges and Solutions14
2. About IDMI:
The International Digital Marketing Institute has been set up as an educational Trust to provide
the highest quality of applied training and education in digital, direct and data marketing in
India.
Their aim is:
1. To act as catalysts and nurture a new generation of digital marketing professionals
2. To help companies transition to the next level of digital marketing expertise
3. To empower executives with a new set of skills to get ahead of the game
IDMIs portfolio of programs are tailored and customized to suit the requirements of students
who are preparing to enter the corporate world, as well as working executives and decision
makers who need to constantly upgrade their skills and stay ahead of the curve.
The topics covered under the training and the learning that people get out of the training is
immense.
The Schedule:
DAY 1
09:00-09:30
Registration
09:30-11:00
The new communication landscape (Conversation, Collaboration & Cocreation)

Interactive Group Exercise
How to use interest and passion points to create connections on social networks
Understand how connections lead to conversations, collaboration and

community
40
See how brands leverage passion points to create meaningful conversations and
deeper engagement
11:00-11:15
Tea and Coffee break
11:15-01:00
Social Media & changing consumer behavior
How change in media consumption behavior impacts brand preference and

purchase
Understand how urban Indians are tapping into global subcultures on the social
web
How marketers need to evolve strategies to engage communities in this new

landscape
See how mega shifts in the value system is impacting Indias urban youth
01:00-02:00
Lunch
02:00-03:30
Community-centric Integrated marketing
Understand how the social web is changing integrated marketing and the role
of agencies
How can brands create a series of integrated marketing campaigns to create a

larger engagement platform
Learn how brands are integrating owned, paid and earned media into the
overall marketing strategy
Case study.
03:30-03:45
03:45-05:30
Social media Strategy, Measurement & Montetisation
How to monetize conversations, campaigns and communities for business

impact
How brands use online communities to energize their brand advocates and
ambassadors
Learn how brands measure business impact, platform influence and program
engagement
41
Case study
DAY 2
09:30-09:45
Day One Recap
09:45-11:00
Social web strategy for B2B brands
Learn how brands are using contests to build high-engagement communities
How social media campaigns drive incremental retail footfall and higher
conversion
Understand how CSR campaigns help brands can connect with core
stakeholders
Case study.
11:00-11:15
11:15-01:00
Social web strategy for B2B brands
Use communities & forums to strengthen relationships with business partners
Understand how brands engage communities to attract and motivate the best
talent
Create thought leadership through community interaction and engagement
Case study.
01:00-02:00
Lunch
02:00-03:30
Social-CRM and social-commerce Leverage emerging trends
Learn how to integrate social media into each stage of customer life-cycle
Use reviews and recommendations to cross-sell and up-sell brands
Understand how real-time support on social networks can increase customer

satisfaction?
03:30-03:45
42
Case study.
03:45-05:30
Group Exercise & Day 2 recap
Interactive Group Exercise - Covert learning into action
What are our brand values and business objectives?
Who are our brand evangelists and what are their passions?
What is our core platform and program strategy and how will we measure
success?
Learning & Outcomes
Social Media Marketing will help trainees develop robust, end-to-end social media strategies.
At the sessions trainees will learn how to use the best tools to monitor conversation and buzz.
Trainees get to learn how social media integration drives online conversion.
Contact: www.theidmi.com
The Social Media Marketing Training session was attended by employees from
1. Mahindra Special Services Group
2. TCS
3. TATA Communications
4. Purple Focus
5. Genpact
6. DNA
7. Cornerstone Communications13
It was a thought-provoking workshop - most of what I wanted to know and expected was
covered. The part I liked the most was the games and exercise that helped us arrive at our own
strategic line of thought. It helped me identify and focus on the right components of the social
media that would help my organization in the best way possible.- says a TCS employee
Many things that were fuzzy and not clear were explained in such a way that I will never forget
this training and what I learnt all through my life. Attention was given to every little detail of the
social media marketing. says a TATA Communications employee
43
LEGAL/COMPLIANCE:
FDI Exchange Controls
Security Laws and Investor Relations
Competition Law/Acts
Employment Law
Contract Law
Dispute Resolutions
Legal and Tax Practices in M&A
Intellectual Property Rights14
IT MANAGEMENT
Prof. S. Ramanathan
IFMR
TRAINING INSTITUTES
Information Security: Emerging Threats and Innovations
Information Security: Risk Management
Business Continuity and Disaster Management System
Information Security for Business Managers and Leaders- A Business

Perspective to Standards and Best Practices16
44
RECOMMENDATIONS
HR
Institute of HRD
Reasons
1. Known nation-wide for organization of HR summit every year.
2. Huge network of HR professionals as well as professors teaching in Indian B-Schools as
well as B-Schools abroad.
3. Critically acclaimed for the summits, conferences and training programs they conduct.
4. As HR consultants too, they are doing a good job.
5. It has also done consultancy, research, behavioral assessment, training and development
for leading companies in India, Asia-Pacific and the Middle East, so the knowledge level
would be definitely higher than others.
FINANCE
IFMR Faculty
For due diligence, business management, treasury, portfolio management and wealth
management
Reasons
1. Close association of IFMR Trust with IFMR B-School.
2. All the training programs have been given a rating of 4.5/5
Wall Street training can be taken for valuation as it is one of the best and has world-class
trainers.
Risk Management at IIQF is the best option as IIQF is a GARP authorized FRM course provider.
45
MARKETING
IDMI
Reason
1. It has trained many leading organizations.
ICVJ
Reason
1. It has trained organizations on general marketing too, and social media marketing only
forms a part of it.
IT MANAGEMENT
Mr. S. Ramanathan
Reasons
1. A management graduate from the IIM, Ahmedabad, he has three decades of
senior management experience in the IT industry.
2. He is a Certified Information Systems Auditor (CISA) and a Certified Information
Systems Security Professional (CISSP).
The recommendations would be verified and a training plan would be developed with the
assistance of the experts inside the company. The training program would be such that those
employees who are at level 2 would find it as interesting as level 0 or level 1 at the same time the
latter would not find it too hi-fi and un-understand-able. Scheduling would be done with all the
trainers for the training program and a training calendar would be made that would be a
structured one and would run through the year.
46
CONCLUSION
First, the employee engagement activity calendar was made by identifying the best activities that
could refresh our employees and allocating the right months for the right activities on the
calendar.
Next, best trainers from all over India were recommended after a thorough research.
Thus, the aims of both the projects were achieved.
47
BIBLIOGRAPHY
1. http://searchenginedetails.com/p/corporate-seo-training-bangalore.html
2.
3.
4.
5.
www.aarthiscan.com
www.chennaicorporation.gov
www.citehr.com
www.ihrd.in
6. www.iqfindia.com
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
www.nationalhrd.org
www.scarlettsurveys.com/employee_engagement.cfm
www.shekarsan.com
www.sirota.com
www.sulekha.com
www.talentnxt.com
www.theidmi.com
www.vcindia.com
www.vovici.com
www.wallst-training.com/india
48

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Project Report

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

o Engaged work teams tend to have fewer accidents and injuries

Project Report Summer Internship, April-June 2011| IFMR Trust

STUDY OF EXISTING SYSTEM

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

17. Womens day

Objective: Interactive entertainment.

20. Health check up

Project Report Summer Internship, April-June 2011| IFMR Trust

21. Blood donation

2. Cancer Institute, 24 Hours blood banks

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

5. Family Day/Alumni Meet

Project Report Summer Internship, April-June 2011| IFMR Trust

EMPLOYEE ENGAGEMENT ACTIVITY CALENDAR

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

IDENTIFICATION OF TRAINING RESOURCES

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

STUDY OF THE EXISTING SYSTEM

Mr. Suresh ICVJ

Project Report Summer Internship, April-June 2011| IFMR Trust

BE Honors in Mechanical Engineering, University of Madras, 1972

Post Graduate Diploma in Management (MBA), IIM Bangalore, 1976

Certified on proficiency with Six Sigma as a Quality Leader by GE Capital Stamford,

Certified at Intermediate Level as a Lead Assessor on CMMI by SEI, Carnegie Mellon,

Project Report Summer Internship, April-June 2011| IFMR Trust

Certified on Fundamental of theory of constraints (Systems Thinking) by Goldratt

Certificate on Corporate & Executive Coaching conducted by DL Associates, UK, 2007

Certified by Canadian Association of Management Consultant for professional

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Chapter & Venue

Employee Engagement using Centre, Lodhi Road, New

Improving Maple Hall, India Habitat

Social Media Tools

Seminar on Managing Gen - ITC Grand Central,Parel,

Project Report Summer Internship, April-June 2011| IFMR Trust

Hyderabad: Sept.16-17, 2011.

June 3-4, 2011

New Delhi: June 10-11, 2011

June 1-2, 2011

Project Report Summer Internship, April-June 2011| IFMR Trust

1. Management Strategies for Employee Retention

Project Report Summer Internship, April-June 2011| IFMR Trust

19. Workshop on Job Analysis and Job Descriptions

Project Report Summer Internship, April-June 2011| IFMR Trust

Project Report Summer Internship, April-June 2011| IFMR Trust

Reason for Proposal: