Business Communication Essay

Part-1 Question 1.Communication is an essential function of Business Organizations. 2.Physiological Barriers of listening are: Ans. (a) Hearing impairment 3.Which presentation tends to make you speak more quickly than usual? Ans. (b) Oral 4.What is the main function of Business Communication: Ans. (c) Persuasion 5.The responsibilities of the office manager in a firm that produces electronics spares is Ans. ( d).. All of the above 6.Labov’s Storytelling Model based on: Ans.(a) Communication through speech 7.Diagonal Communication is basically the: Ans. (b). Communication between the CEO and the managers 8.How to make Oral Communication Effective? Ans. (d). All of the above 9.Direct Eye contact of more than 10 seconds can create: Ans. (a). Discomfort & Anxiety 10.10. Encoding means: Ans. (a). Transmission Par -2 1. 7’c of effective communication 1.Courtesy and consideration – Improves Relationship 2. Clarity-Make comprehension better 3. Credibility -Builds Trust 4. Correctness-Builds confidence 5. Completeness and consistency-Introduces stability 6. Concreteness-Reinforces Confidence 7. Conciseness-Save time 2. Space Language

When Do ACT Scores Come Out ACT Score Release Schedule

When Do ACT Scores Come Out ACT Score Release Schedule SAT / ACT Prep Online Guides and Tips You've taken the ACT and are now waiting for your scores. This can be a tense time, but knowing when exactly to expect your ACT results can help you plan ahead. When do ACT scores come out exactly? In this article, find out when your test scores will become available, how to get your ACT resultsas fast as possible, and what to do once you have them. Will your ACT scores be good enough? When your scores come out, it's critical for you to understand whether your scores are good enough. The ACT score that's good enough for you is unique to you, based on your goals. Download our free guide to figuring out your ACT target score. How Long Does It Generally Take to Get ACT Scores? ACT results normally start to come out online around 10 days after your test date. Because the ACT is always taken on a Saturday, your scores will usually come out on the second Tuesday after your test date. Occasionally, ACT scores might take longer than 10 days to come out.The official ACT website offers a range of possible score release dates for each test. Generally, the earliest possible release date is 10 days after the test date, and the latest possible release date is six to seven weeks after the test date. If you took theACT with Writing, your multiple-choice scores will become available online around the same time as everyone else's; however,your essay score will typically take an additional two weeks. In other words, your complete ACT scores will come out, at earliest, a little more than three weeks after your test date. When Exactly Do ACT Scores Come Out? ACT score release dates will vary depending on your test date. We created the tables below for you to see when you can expect your ACT results to become available. 2019-20 ACT Score Release Schedule ACT, Inc. has confirmed itstesting schedule for the 2019-20 testing year. This allows us to come up with estimatesfor future score release dates: ACT Test Date Multiple-Choice Scores Release Complete Scores (w/ Essay) Release Sept 14, 2019 Sept 24, 2019 Oct 8, 2019 Oct 26, 2019 Nov 5, 2019 Nov 19, 2019 Dec 14, 2019 Dec 24, 2019 Jan 7, 2020 Feb 8, 2020 Feb 18, 2020 Mar 3, 2020 Apr 4, 2020 Apr 14, 2020 Apr 28, 2020 June 13, 2020 June 23, 2020 July 7, 2020 July 18, 2020 July 28, 2020 Aug 11, 2020 Have a feeling you'll need to take the ACT again? Download our free guide to improving your ACT score by 4 points. Note that these are the earliest possible dates for your ACT scores to come out. Many students have their scores delayed by a few days as ACT, Inc. gets all the scores together. Don't be too alarmed if your test scores are delayed by a week or so. Beyond that point, though, it might be a good idea to call ACT, Inc. and ask about the status of your test. ACT Writing scores usually come out about two weeks after your multiple-choice scores are released. ACT, Inc. does a great job of getting its scores out as early as possible instead of waiting for all students to be ready before releasing them in a batch. What Time Do ACT Scores Come Out? ACT scores are released in batches and are usually posted once a day at around 12 am Central Time (10 pm Pacific Time, 11 pm Mountain Time, and 1 am Eastern Time). If your test scores don't show up after this time on a particular day, you'll have to wait a whole day and then check if they come out the next day. This information will hopefully help with your stress and keep you from compulsively checking for ACT scores throughout the day! When Are ACT Scores Available to Schools? After taking up to a week to process your score report request, ACT, Inc. will batch up your score report with others going to the same school. Colleges receive ACT score reports at least once every two weeks, but some schools get them more frequently. UVA has stated that it gets score reports electronically at least once a day- but gets scores even more frequently closer to application deadlines. If you put down a school as one to receive one of your four free score reports, that school might even be able to see your ACT scores before you candepending on how frequently it gets scores from ACT, Inc. It’s also important to note that ACT, Inc. will not send out your ACT scores until your whole test has been scored. So if you’ve taken the Writing section, your scores won’t go out until your Writing scores, too, have been determined. Opting for a priority report(instead of a regular score report) shortens the initial processing time to two working days after your request and typically gets your ACT scores to schools three to four business days after your request has been processed. Note that ACT, Inc. cannot send out a score report until your test has been scored. Unless you've gotten your ACT scores and have a college application deadline fewer than seven weeks away (or three weeks for the ACT without Writing), ordering priority reporting isn't worth it. Note: If you took the ACT through State and District, School, or DANTES testing, your online scores will likely not become available until after you get your paper score report in the mail. How Do I Check My ACT Score? The fastest way to view your ACT scores is to go online to your ACT account. Once you log in, you'll see a list of the ACT test dates you have scores for: Next, click on "View Scores" for the test date for which you want to view your ACT scores. You'll be taken to a screen on which you have to reenter your password (for security's sake): Once you enter your password again, you'll be taken to a page with your ACT results. For a more detailed explanation on how to get your scores, check out ourstep-by-step guide. Why Does It Take So Long to Get My ACT Score? It might seem as though grading shouldn't take long since ACT tests are scored automatically. But remember that hundreds of thousands of students take the ACT on each test date.What's more, all of these things need to happen for each student taking the test: Each test is shipped to the ACT, Inc. scoring headquarters. Each test is scanned to calculate araw score. Each test receives a scaled score from 1 to 36, depending on the curve for that test. Each ACT Writing essay is evaluated by two human graders. All of this happens on a nationwide scale, so clearly ACT, Inc. has a significant logistics challenge to deal with! When all's said and done, though, ACT, Inc. strives to get test scores out as soon as possible so students like yourself can plan ahead for college. ACT Results: 2 Options for Next Steps Once you get your ACT scores back, you have a couple of options for what you can do next. Option 1: Retake the ACT If you're not happy with your scores, you might want to consider retaking the ACT. You can refresh your memory on how to sign up for the ACT with this article. Whether you retake the ACT ultimately boils down to two factors:what your target score isand how likely you are to improve your score.Your ACT target score is determined by the average ACT scores of the schools you want to get into. If your ACT scores are a lot lower than your target score is, it might be worth retaking the test. It’s not enough, however, to look at your ACT results and say, "Well, I didn’t do as well as I wanted, so I’d better take it again." As we discuss in our article on ACT score decreases, there’s about a 50-50 chance that if you retake the ACT, you’ll score the same or lower than you did before.And the odds of a score decrease are even higher if you don’t put in much studying time. To improve your composite ACT score by 1 to 4points, you’ll need to put in around40hours of smart prep. Increasing your score by more than this requires even more time and energy. This doesn’t mean just brute-forcing it by doing as many practice tests and quizzes as you can get your hands on; instead, you'll want to use a system that focuses mainly on your weaknesses and helps you improve them. Keep in mind, too, that if you're applying to a school that requires all ACT scores be sent, you'll likely have to send this test's score as well unless you delete it from your record. The bottom line: if you're able to put in the time and energy to improve your score, then it's worth retaking the ACT. Otherwise, it's just a waste of money and a Saturday morning! Option 2: Send Your ACT Scores to Colleges If you're completely satisfied with how you did on the exam, then your next step is to send your scores to all the colleges you're applying to. We've also got a complete list of school and college codesyou can use to send your ACT scores. What's Next? Know you want to retake the ACT but not sure when to do it? Check out all upcoming ACT test datesto find out when you can take the test next. For tips on the best time for you, read our article on the best ACT test dates. What ACT score do you need to get into college?Get the answer to this question by reading our guides towhat the average ACT score for college isand the minimum score you'll need to get in. When's the last date you can take the ACT and still have your scores get to schools in time? Find out with these articles about the last ACT dates forearly admissions deadlines and regular admissions deadlines. Also, check out our free guide on the 5 most important strategies you need to know to improve your ACT score by 4+ points.

Transcendentalism in Walden by Henry David Thoreau Research Paper

Transcendentalism in Walden by Henry David Thoreau - Research Paper Example â€Å"What everybody echoes or in silence passes by as true to-day may turn out to be falsehood to-morrow, mere smoke of opinion, which some had trusted for a cloud that would sprinkle fertilizing rain on their fields† (Thoreau, 7). One of the basic princiAdvices may be given by adults to the youths however there is not much of credibility in them for their advice to be taken with such significance. People have different fates and experiences and no 2 different people will have the same circumstances brought up to them. Another principle of transcendentalism is that genuine change is derived from within the person himself and not from others’ influence and it is not to please these people but to please the self. A change is not constituted by outside influence but more on taking in consideration a person’s thought on what the change would do for him rather than if it would please others.The author also did not exclude the word I in the context. Rather Thoreau use d the 1st person way of speaking rather than using the 3rd person which is usually being used by writers in voicing out the writer’s opinions and beliefs. The author contradicts the customary way of writing as he states:In most books, the I, or first person, is omitted; in this it will be retained; that, in respect to egotism, is the main difference. We commonly do not remember that it is, after all, always the first person speaking. I should not talk so much about myself if there were anybody else whom I knew as well.

Critical Analysis of the Film Eros Plus Massacre by Yoshishige Yoshida Movie Review

Critical Analysis of the Film Eros Plus Massacre by Yoshishige Yoshida - Movie Review Example Audience’s critique may be inclined to express that fragments of the past and of the present in â€Å"Eros Plus Massacre† are pieced together in a certain manner that guides comprehension of a twist. It appears quite a venture for Yoshida to have radicalized cinematographic aspects which might have otherwise caused misleading interpretation when the broken parts fail to be ascertained as a whole. Yoshida’s decentralized approach in this project explores the nature of sexuality as it portrays the core function in designating characters according to gender traits and the appeal to feminism wears an unusual tone and attitude. â€Å"Eros Plus Massacre†, nevertheless, concretely illustrates scenes where a woman normally falls as man’s object of desire. Between Eiko and her part-time lover whose sensual moment is caught by the intruding friend and colleague Wada as well as between the same man and the other desperate woman in another scene at a spot in ho tel, there occurs an affair of nothing more than physical worth in which undertones of eroticism manifest through moderate visual elements of dynamic nudity. It may be inferred herein that the principle of Sakae Osugi regarding exaggerated independence in a culture that permits a number of liberated sex relations are carried from his conservative era to a modern age of over forty years later. By a sequence of past-present juxtapositions which had been altogether enhanced by peculiar camera angles and transitions, Yoshida managed to bring across the significance of understanding time as an element from which to compare views, especially how such have evolved as whether they appear subject to change or unaltered due to a couple of similarities between the past and the present. The scenario at the top of the cliff when Eiko and Wada station themselves back to back on a wooden cross as though to assume a position that depicts punishment or captivity may be perceived to have figuratively coincided with the thematic situation of Osugi and family in a pyramidal structure that resembles a platform for execution. In particular, when Wada and Eiko are led to an academic recollection among the archives of Japanese history, the critical point in the life of Osugi and feminist wife Noe Ito is projected in a momentous setting with their son who would eventually yield to the misfortune of being massacred.  Ã‚  

Bonds and Interest Rates Essay Example | Topics and Well Written Essays - 500 words

Bonds and Interest Rates - Essay Example When interest rates go up compared to the coupon rate, bond prices would fall in the market and when interest rates fall, bond prices would go up.   Bond price and interest rates have an inverse relationship. When interest rates go up compared to the coupon rate, bond prices would fall in the market and when interest rates fall, bond prices would go up.   2. The calculations involved with pricing a bond and a stock a) A bond is priced by converting the future cash flows from the coupon rate and the maturity payment to their present value. The discount rate for calculating the present value is the investor’s required yield.  The formula is shown below. An Excel worksheet has PV calculation as a built-in macro.  Bond Price =    C / (1+r)) + C / (1+r) 2 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦   C / (1+r) n    + M / (1+r) nWhere,    ‘C’ is the Coupon rate                          Ã¢â‚¬Ëœn’ are the number of payments         à ‚                 Ã¢â‚¬Ëœr’ is investor’s required yield  Ã‚                        M is the maturity value of the bond   Ã‚     b) The price of a stock is determined using the Dividend Discount Model where the future dividends to be paid out by the company are discounted to a present value. An assumption often made is that there would be a growth in the rate of payment of dividends as the company grows in the future.

Great Expectations Paper Essay Example for Free

Great Expectations Paper Essay When an individual loves someone else, it is difficult to let the person go or accept his/her return, because of the poor decision that one person made to leave his/her loved one. However, since the person already left, is it worth the pain and agony in the end to accept that person into the hurt individual’s life once again? In his Victorian Literature novel, Charles Dickens satirizes the Victorian Era multiple times within Great Expectations. For example, in the 1800’s the masculine class were the regulators of the family and weren’t aggravated by women, but in this novel the females obtain the upper position, like how Mrs. Joe overpowers Orlick. Charles Dickens named the novel Great Expectations, because its means that an individual is positive that something significant will occur with no warning if the individual wants it bad enough, but in English Victorian society, achieving expectations meant that someone was destined to collect vast sums of riches and success. Throughout Pips three stages in the novel Great Expectations, Charles Dickens utilizes the character of Joe, who out of compassion and sympathy demonstrates that suffering is a sacrifice one is willing to endure for the love of another individual, and how this idea changes what Pip’s views, personality, and values are at the end of his high expectations. During Pip’s first stage of expectations, Joe explicates that he suffers greatly because of Orlick, Mrs. Joe and Pip, but only wishes to steer Pip in the right direction and to have given enough ‘love’ to change Pip’s views and expectations. First, Orlick takes Joe by surprise when he starts to get angry and jealous of Pip and tells him â€Å"No favoring in this shop. Be a man!(15.65), but because Joe wants no trouble he lets him have the day off which makes Mrs. Joe terribly angry. Additionally, when Orlick offends Mrs. Joe, Joe defends her even though she was mad at him, because he loves her and is willing to suffer through Orlicks harsh words. Pip’s troublesome behavior at the table is brought to attention when Joe states, â€Å"You and me is always friends, and Id be the last to tell upon you, any timeBut such as a most uncommon bolt as that!†(2.8) Pip’s actions got Joe in trouble while he was trying to help Pip, because the helpfu l advice made Joe ignore Mrs. Joe and which made him have to face consequences such as being â€Å"pounced on† and â€Å"knocked [in] his head for a little while against the wall behind him† (2.8). Also, it expresses how Joe dealt with Mrs. Joe’s and Pip’s spiteful behavior all because he cared for them and was compassionate to all people. Pip’s behavior shows readers that as a child he didn’t have any expectations but eventually set the bar higher which was not what Joe truly wanted to happen. This helps readers understand how having sympathy and a good heart doesn’t always payoff at first, but latter lets people become the best of friends in the long run, like Pip and Joe. While sitting by the warm fire at night Joe explains to Pip that â€Å"When [he] got acquainted with his sister, it were the talk how she was bringing him up by hand†¦. [And] how small and flabby and mean he was†¦Ã¢â‚¬  and how he â€Å"†¦would have formed the most contemptible opinion of himself self!† (7.38) which makes Pip start to cry because he felt ashamed by how he acted, but grateful that Mrs. Joe and Joe stayed with him. At that time Pip, a commoner, didn’t care about anyone and just wanted to do what he wanted, although it made him look bad and unkind. In the long run Pip’s disobedient attitude and Joe’s loving heart was worth it because he and Joe became best friends which was held together by a strong bond of love. Lastly, Joe was affectionate and loving towards Pip even when Pip was cruel to him which shows readers the sacrifice Joe endured with Pip. The forfeit Pip watched Joe go through changed him because it made him want to do something more and become someone higher who wont have to deal with pain and sacrifice. In conclusion, Pip starts to change into the gentleman he wants to become while Joe is still remaining at is side, longing for his ‘old chap’. During Pip’s second stage of his expectations Joe sacrificed his dignity and friendship for Pip, because he felt sympathy towards him which makes readers wonder if Joe gave Pip enough ‘love’ to not make him leave his dear friend, Joe, and change his personality. To, begin, Joes love is tested and questionable when he tells Pip, â€Å"But if you think as Money can make compensation to me for the loss of the little child†¦and ever the best of friends!(18.116). Pip is shocked by how much he means to Joe, but still but doesn’t see how much Joe really loves him. Pip deserts Joe â€Å"whom he was so ready to leave and so unthankful to†(18.115), and thinks to himself â€Å"I’ll see you again†Ã¢â‚¬ ¦and â€Å"I’ll feel the loving tremble of your hand upon my arm, as solemnly this day as if it had been the rustle of an angels wing! †¦ â€Å"(18.115), which proves that Pip has not realized that this decision makes Joe sacrific e and suffer all the more. Furthermore, Joe had to scornfully respect his decision to leave and become a gentleman and bear the loneliness while he was away, but still loved him and waited for when Pip realized he should go back to Joe. Moreover, Pip changes his view on his future when Joe explains that â€Å"Divisions among such must come, and must be met as they come†¦ You and me is not two figures to be together in London; nor anywhere else but where is private, and beknown, and understood among friends.†(27.246) Likewise, when Joe is in London with Mr. Wopsle he wants to put pity on Pip and explain to him that they are different people in separate worlds and he wants to show Pip how it hurts when people leave their loved ones. Joe thinks he has sacrificed enough and wants Pip to come back, but now Joe realizes that they are separate people with different expectations. Additionally, Pip and Joe are still great friends; however their breaking relationship hurts Pip and makes him want to restart his life and be with Joe, but he still stays a gentleman. All in all, Joe leaving Pip just as Pip did to him, once again creates Pip to think differently and regret some of his decisions in the past. Throughout Pip’s final stage of expectations, Joe’s compassionate attitude is expected to make Pip change his values and stop Joe from suffering, but makes Joe ponder if he gave Pip enough sympathy to make him come back to him. Firstly, after Pip’s benefactor, Magwitch, dies Pip starts to become ill and also gets arrested because of his debt. While sitting back at his house Pip starts to realize that he always has someone there for him, Joe, and expresses his regret by saying â€Å"O Joe, you break my heart! Look angry at me, Joe. Strike me, Joe. Tell me of my ingratitude. Dont be so good to me!†(57.388). This statement said by Pip when Joe is by his side, expresses the point that even though Pip did wrong, Joe will always be there to comfort him and make him feel better, and that Pip thinks he should not be treated good by Joe at this point. Furthermore, Pip now understands, â€Å"There was no change whatever in Joe. Exactly what he had been in my eyes then, he was in my eyes still; just as simply faithful, and as simply right†(57.389), which proves that the compassion from other individuals do change peoples values and outlooks on all things in life and expectations. Likewise, Pip appreciates that Joe was faithful to him even though endures suffering because of his high expectations and dire choice to be a gentleman. Moreover, since Pip â€Å"†¦soon began to understand that the cause of it was in [him], and that the fault of it was all [his].†(58.395), he started to feel for his dear friend Joe, again as he once did and wanted to have never of met his benefactor that lead him to leave Joe. This connects to the main point because it finalizes how love is stronger then the pain someone causes another person and how it can shape an individual in different ways. Additionally, when the shameful Pip says, â€Å"Dont tell him, Joe, that I was thankless; dont tell him, Biddy, that I was ungenerous and unjust; only tell him that I honored you both, because you were both so good and true, and that†¦ I said it would be natural to him to grow up a much better man than I did.(59.404), it shows Joe and Biddy how much Pip is truly sorry for the choice he made and, reluctantly, they responded with, God knows as I forgive you, if I have anythink to forgive!(59.404). All in all, Joe’s compassionate and sympathetic heart pays of and lets him forfeit no more, which proves the point that suffering is a sacrifice one is willing to endure for the love of another individual even if the other person doesn’t see the good you are doing until the end. In conclusion, all of the suffering and sacrifice Joe endures, because of much love and compassion he has for others in Great Expectations did prove to make his ‘dear old chap’ Pip reconsider his views, personality and values towards life and his own expectations. The significance in this novel is that sacrificing yourself out of sympathy is a step anyone should be willing to take to have an even stronger bond within the relationship. The idea of sacrifice and suffering for another individual is in the real word, like how a mama bear feeds her cubs before herself, because she cares for them, and just like how Joe suffers and hates being away from ‘his cub’ Pip. All in all, without sacrifice and suffering people won’t have as much compassion for each other and would not endure the pain if they didn’t truly care for them.

Analysis of Human Resource Responsibilities

Analysis of Human Resource Responsibilities INTRODUCTION The title of the project is ‘Analysis of HR practices followed by ONGC with reference to TRAINING, PERFORMANCE APPRAISAL and SAP-HR MODULE . The internship encompasses understanding the unique HR practices employed by the organisation in PSU to enrich and sustain the culture of integrity, belongingness, teamwork, accountability and innovation, and enhance employee competencies continuously. The purpose of this project to be given is to understand the practical working and effectiveness of the core HR responsibilities with special concentration on: Training Performance Appraisal SAP-HR Module The scope of this study is to comprehend and adopt the practical working environment of an organisation. Here, a link has to be formed between the academic study and the actual in-world implementations of the knowledge. Its important to realize the effect of proper training on employees, transparency in the appraisal process and up to date technological support in the HR stream. For the above study, data is collected from various primary as well as secondary sources. Basic and general information is gathered from the library which comprises of various HR journals and magazines (names are mentioned in references). Interviews are taken of the employees and questionnaires are prepared and surveys are done. Various inputs are provided by the Company Guide during formal and informal meetings. Overview of TRAINING Training employees do have a significant role in modern business era. As an HR manager, the responsibility is to utilize the HR resources optimally and develop the skills of the employees so that they can contribute to the growth of the organization as well as to their personal growth. It leads to improved organization culture. Therefore, its important to understand: What different kinds of trainings / workshops are conducted by the organization? What are the criteria of nominations? How nominations are done? How many training sessions have to be conducted in a year? (Training Calendar) What the employees think about the training sessions? Training objective tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, Trainer Trainee Designer Evaluator Trainer -The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. Trainee -The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of thetraining program in trainees mind that actually helps in gaining attention.Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore,training objectiveshelps in increasing the probability that the participants will be successful in training. Designer -The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will designthat will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.Therefore, without any guidance, the training may not be designed appropriately. Evaluator -It becomes easy for thetraining evaluatorto measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. Systematic model training consists of five phases. The training should achieve the purpose of helping employee to perform their work to required standards. The steps are as follows: Analyze and identify the trainingneeds i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. Develop, this phase requires listing the activities in thetraining programthat will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals objectives. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. Overview of PERFORMANCE APPRAISAL A very important function of the human resources department for any organization, are conducted to gauge the net worth of all its employees. Appraisal methods benefit the organization immensely. The aim of appraisals is to improve the present performance of the employees and draw on the future potential. The HR department undertakes this processes usually annually in which they procure, analyze and document facts about the performances of the employees of the organization. This provides employees and managers with opportunities to discuss areas in which employees excel and those in which employees need improvement. Performance appraisal in ONGC is conducted annually also known as E-PAR. All organizations practice performance appraisal in one form or another to achieve certain objectives. These objectives may vary from organization to organization or even within the same organization from time to time. It has been found that there are two primary objectives behind the use of this meth odology. One is to use it as an evaluation system and second, to use it as a feedback system. The aim of the evaluation system is to identify the performance gap. This means that it helps determine the gap between the actual performance of the employee and that required or desired by the organization. The aim of the feedback system is to inform the employee about the quality of his work or performance. This is an interactive process by which the employee can also speak about his problems to his superior. An effective performance appraisal system should emphasis individual objectives, organizational objectives and also mutual objectives. From the viewpoint of individual objective the performance appraisal should talk about What task the individual is expected to do? How well the individual has done the task? How can his performance be further improved? His reward for doing well. From the organizational view point a performance appraisal should generate manpower information, improve efficiency and effectiveness serve as a mechanism of control and provide a rational compensation structure. In short the appraisal system establishes and upholds the principle of accountability in the absence of which organization failure is the only possible outcome. Overview of SAP-HR Module SYSTEMS, APPLICATIONS AND PRODUCTS IN DATA PROCESSING- SAP. It is an enterprise resources planning Software Company based in Germany.It integrates all the functional units of an organization into a unified one.It deals with various activities done in the human resource department of an organization, such as, Personnel administration, personnel development, training and event management, payroll etc. SAP- HR Module distinguishes between task, job, position, and person. It provides access to all HR data and transactions in one location. Advanced SAP HR features are time management, payroll, travel management, training and development. Advantages of implementing SAP HR Module : Saves time and money, and improves information for decision making and Planning. Greater automation ensures greater accuracy. Improved reporting capability. Improved employee history data. Better budgeting, compensation adjustment. MAIN TEXT The information extracted from the primary and secondary sources of data pertaining to training, appraisal, and SAP HR module are as below: TRAINING ONGC accords top- most priority in the development of Human Resource through quality training, qualification up gradation programs and accreditation programs. ONGC also has the expertise to conduct customized training programs for its partners. In ONGC, there are following training institutes which are engaged in meeting, training and development needs of the vast human resource of the organization by designing and organizing training programs focused on organizational needs. ONGC has five training institutes of its own all across the country, viz. ONGC Academy, Dehradun Institute of Petroleum Safety Health and Environment Management, Goa School of Maintenance Practices, Vadodara Institute of Drilling Technology, Dehradun Institute of Oil and Gas Production Technology, Mumbai The training Institutes of ONGC are committed to : Impart best in class training programs across the entire industry. Continuously evolve training programs based on feedback from the participants. Provide training solutions to the corporation and partners, both from Indian and foreign, covering entire spectrum of operations. Providing best in class infrastructural facilities for the training programs. Focusing training programs on the emerging business opportunities of the corporation. ONGC measures its training in MANDAYS i.e. 01 man * 3days of training = 3 MANDAYS 10 men * 3 days of training = 30 MANDAYS Minimum target of 1400 MANDAYS are set per year. Training provided by ONGC is broadly divided into Three categories: Safety Technical Interpersonal skills During the internship study of various trainings programs are done in order to understand the objectives and deliverables. 1. SMP (Senior Management Programme) Program overview objectives: Since ONGC is extending its operations to various parts of the world, it is imperative that ONGC executives are exposed to International perspective and develop a mindset of global managers. Keeping this in view a comprehensive program has been specially designed for E-5 level Executives of ONGC. The program aims at: Understanding global perspective and developing a mindset of managing at international level. Build Customer Centric Work Culture Inculcating a mindset of Transformational leadership Evolving a culture of innovation and creativity ONGC Academy is in collaboration with MDI , Gurgaon for SMP 2. AMP (Advanced Management Programme) Program overview objectives: Designed for senior executives of ONGC to achieve the following objectives: Develop awareness and appreciation of the emerging business environment and its implications for the future of ONGC Help the participants to recognize the requisite mindset to make ONGC, a world-class organization Develop insights into the organizational processes that drive excellence Expose the participants to the best in business practices. ONGC Academy is in collaboration with IIM, lucknow . ONGC also provides Overseas Learning Sessions which includes visit to EP Industries and Executives meet in European / Western countries for exposure to best in Business Class Practices. E6and above level executives are eligible for AMP. For choosing the candidates for training / workshop sessions, nominations are done. Circulars are rotated to the Head of each department and they recommend the names of those employees which they think are appropriate to undergo the training. The institute plans and conducts training programs professional areas which involve holistic approach of management in effective accomplishment of various integrated tasks. 3. Executive Excellence through SMET, HOLSYM and Yoga Techniques Program objectives and Overview: The multi- dimensional etiological factors for stress need a multidimensional solution at physical, mental, emotional and intellectual levels. Yoga provides this holistic solution. Self Management of Excessive Tensions is the basic concept for designing this program for executives. The program aims at: Help participants understand the nature and sources of stress in individuals and in organisations, and enable them to understand the relationship of Stress to Managerial Effectiveness. Familiarise the participants with the techniques dealing with individual stress and Organisational stress and give them an opportunity to practice some techniques of Stress Management. Its a 5- days program conducted in Swami Vivekananda Yoga Anusandhana Samsthana , Bengaluru. 4. Global Managers Program objectives and Overview: Todays business environment has created many challenges where managers need to think globally as the world is transforming into a ‘Global Village. The program is designed: To provide professionals with a proactive approach to deal with cultural diversity in todays multi- cultural environment. To understand the domestic Business ethics, values and practices and as well as best global practices. To prepare the participants for the challenges ahead in the highly competitive global environment. ONGC is in collaboration with IIM, Bengaluru for this 5- days progam. 5. Self Development Program for Women Employees Program objectives and Overview: The effectiveness of women employees depends upon the ability to manage multiple roles. The program has been especially designed to focus on the demands of these multiple roles and skills set required for effective performance. The program caters to up needs of women professions facing the challenges of work family balance. The objectives of the program are: To develop basic values of life to make them effective at home and work place. To be able to identify individual goals and align those with organization goals. To increase personal motivation to do the best possible in the most effective way. To appraise the participants on various issues involved in personal growth and effectiveness. To increase personal motivation to do best possible in the most effective way. To make participants aware of their strength and areas of potential development 6. Train- The- Trainer Course Program objectives and Overview: The program focuses on the Adult Learning Process, is built around the â€Å"Three Wheels of Mastery† Expertise, Planning and Presenting, Engaging and Facilitating, which are essential for Internal Faculty members/ Black Belts for motivating others to apply Six Sigma on the job and for enhancing and accelerating their learning process. ONGC provides many discipline specific programs for is employees. Some Exploration Programs: Petroleum Risk and Decision Analysis Latest trends and Development in Estimation of Oil and Gas Reserves Workshop on Basin Evaluation and Modelling Techniques in Deep Water Depositional Systems Some Production Programs: Developments in Stimulation techniques and Candidate Well selection Advances in Water Control Technology Advances in Natural Gas Engineering Reservoir Engineering for Production Operations Some Engineering Programs: Welding and Inspection CAD for Mechanical and Process Logistics Management Flow Measurement and Instrumental Practice PERFORMANCE APPRAISAL Performance appraisal report is an index of an employees work performance over a given period of time. It is crucial for his or her career growth as it indicates the strengths, weaknesses, training needs, nature of job being performed and problems faced in work situation. The objectives of the performance appraisal system at ONGC are: To set norms and targets of work performance, as well as, to monitor the work progress of employees. To facilitate placement of employees in accordance with their suitability for different types of assignments. To provide an objective basis for determination of merit, efficiency and suitability for the purpose of promotion. To identify areas requiring exposure for training and development. The performance appraisal system seeks to evaluate: The work performance of an employee on the present job in relation to the expected levels of performance, both qualitative and quantitative. The extent of development achieved by the employee during the period under review. Evaluation of behavioural attributes, attitudes and abilities. Evaluation of potentials for assuming higher responsibility. Appraisal is done in three stages. First, KPIs/ KRAs are to be declared in March(beginning of appraisal year) then midterm evaluation is done which is compulsory in October and finally in March evaluation on performance of the employees is done. Employees get certain percentage of PAT based on their grades or marks of the appraisal. Earlier Appraisal was done on paper. Forms were distributed to the employees wherein they used to fill in the KPIs and then submit it. This system reported delay in recording appraisal reports. Low priority is accorded to recording appraisal reports as there was no visible accountability for delays. Inadequate time and attention was given to the process and last minute rush efforts were experienced. But now ONGC follows e-PAR which has distinct advantages: Streamlining of PAR process Uniform application of Company Policy Reduced Cycle- time and adherence to time schedules Enhanced data security and confidentiality Authenticity and audit trail of transactions Availability of on-line information System driven control and monitoring mechanism Performance based rewards and incentives for future The appraisal process constitute of one appraise and appraiser. Appraisee is the employee who fills the PAR form and submits it. Appraiser decides the KRAs/ KPIs with the employee then mid- term review is done. This is the duty of Reporting Officer. Then it is forwarded to the Reviewing Officer, who reviews it and then forward for co- review (in special cases) otherwise directly to the Moderating Officer. He sends it to Accepting Officer who accepts and forwards it to central PAR Section in Dehradun. (Refer Annexure 2) Circular of Roll out of e- PAR It suggested KPIs is issued first wherein dates are declared for joint setting of KPIs by Appraisee Appraiser. Commitment is made by the HRD group that a suggested list of KPIs applicable to different functional areas would be made available accordingly. HRD constituted a multidisciplinary committee comprising HR planners, corporate HRG and corporate PAR. This committee held detailed deliberations and consulted senior executives of different functional areas across the organization and come out with an exhaustive list of suggested KPIs. All Assessors and assesses may use the table during the process of setting KPIs. PAR DISCLOSURE, APPEAL AND COUNSELLING (A).Disclosure of PAR: The following information on PAR assessment would be shared with the employee on completion of PAR Final grades and marks given by the accepting Officer. Adverse comments (if any) Specific advice to be communicated for improvement (if any) Communication: The communication should be within 15 days of completion of PAR and in the form of system generated message in case of e-PAR. (B). Appeal and Review : Appeal may be preferred by aggrieved employees against assessed PARs as well as having adverse remarks/entry. Aggrieved employee may appeal once per assessment year directly to the Appellate Authority, through local PAR officer, instead of submitting through proper channel. The local PAR officer shall keep record and forward the same to concerned Appellate Authority, with intimation to Corporate PAR office. Appellate Authority (AA) : The designated Appellate Authority based on the reporting hierarchy have been defined in Annexure 3 and 4. While the hierarchy in the route has been defined in the table, Appellate authority must be minimum one rank higher than the Accepting Authority in any case. Each Appellate Authority shall constitute Appeal Review Committee (ARC) under him/ her comprising of representative of functional areas, with 3 members in each committee. In case Appellate Authority is at the level of GM or L- II, the members should not be below the level of E6 and for all other Appellate Authorities, members should not be below the level of E7. The meeting of the ARC shall be convened by each Appellate Authority once in a year preferably in the month of September/October, as the closing month of PAR process is generally August. The ARC may seek PAR record from respective location PAR Officer/ Corporate Officer, as the case may be. The Committee may also obtain views/recommendations of the concerned authorities involve in the assessment of the PAR, for which appeal is preferred, if needed. Based on the recommend ation of the respective ARC, the Appellate Authority shall finally decide on appeal. In case of Appellate Authority comprises of two directors, they may jointly decide on the appeal. If Appellate Authority considers and find reasonable grounds for revision of PAR grade on appeal made by aggrieved employee, such revision shall only be one step higher or lower to that of original grades for all categories. Any revision beyond one level or below will be decided by one level higher than the appellate authority, highest appellate authority being EC. For this proper justification /recommendation have to be given by the Appellate Authority. The decision of the Appellate Authority shall be conveyed to the Corporate PAR office / location PAR office, as the case may be, who in turn shall communicate to the employee in the Performa at Annexure5.The decision of the Appellate Authority shall be binding forever. No further appeal shall be entertained for the same assessment year. Each Appellate A uthority shall forward a status report on the disposal of Appeal to the Corporate PAR office for onward submission to the Director (HR). (C). Counselling: It has been decided in the 353rd EC Meeting to provide counselling to the employees with B, C, D grades and those cases having recommendations for counselling in the PAR. Scope of Counselling Group: The Counselling may be continued as an integral part of PAR process for widening employees development opportunities. The Counselling Group shall not review the final grading of the appraisee, assigned to him/ her by Accepting/ Moderation Authority. The Counsellors during the interviews of the employee shall ascertain the reasons, system constraints and the behavioural dimensions of the employees and efforts shall be made to develop self awareness for correcting personality traits. The Counselling Group shall send a report on each case to the office of Chief HRD. The Counselling Groups are to be assisted by the Corporate PAR officer at the counselling locations. The formation of Counselling Committees is depicted in Annexure 6. SAP- HR MODULE Scope of SAP- HR Module: 1) Personnel Administration Module (Including Establishment and Loans) Personnel Administration Module takes care of employee master data. Various PA processes have been built in this module. This module includes the loans and advances processes also. 2)Time Management Module Time Management Module takes care of Employees Leaves etc related processes. The Time Management component offers support in performing all human resources processes involving the planning, recording, and valuation of employees work performed and absence times. 3) Payroll Payroll module takes care of personnel claims, month end payroll run and pay slip generation. Form 16, Form 24 and all statutory statements related to personal income tax is also taken care by the payroll module. The System calculates the gross and net pay, which comprises the individual payments and deductions that are calculated during a payroll period, and are received by an employee. These payments and deductions are included in the calculation of the remuneration using different wage types. 4) Organisation Management Module: This module defines Organisational Hierarchy, positions, Head of sections etc and also deals with assigning employees to various departments / sections etc through proper positions. 5) SAMPARC:(ESS MODULE) SAMPARC stands for (System for Automated Management of Personnel Activities, Reimbursements and Claims) the employee self service portal of ONGC. Using ESS reports an employee can view his career details, leave details, training booking details etc using an ESS User Id. He can also write a mail to his personnel administrator if he detects any error in data recorded in the system. Getting started with SAP: On your PC, find the SAP Logon pad icon. The icon style varies deepening on the SAP version installed in your PC. To open Logon Window: Double click on the Toolbar â€Å"SAP Logon† on above Screen. Following Logon window shall open on your screen: This window lists all available servers to which you can Login with your user ID. Double click on the desired server name or click on the line and then click on ‘Log On. After a brief delay, following window shall open on your screen : To open the SAP Easy Access window : Enter your client number (It will always show 500 by default). Enter your SAP User ID. Enter your SAP User Password. Please remember that the Password is case sensitive. Press Enter on your Keyboard. SAP Easy AccessWindow Elements The SAP Easy Access user menu is the user-specific point of entry into the SAP System. A typical user menu (here, in the R/3 System) is shown below : The user menu contains those items such as transactions ,workflows, reports etc. you need to perform your daily tasks. If your system administrator has defined a user menu, it appears when you log on to the system. Various elements of the SAP Easy Access Window are shown above. Navigating in the SAP Screen You can expand and collapse menus in the workplace menu by choosing the dropdown arrows to the left of the menu items, as in the example below : To open an application in the workplace menu : Type the transaction code in the command box / field and then press Enter, or Navigate to the transaction node in the tree and Double-click its node in the tree, or Click on node and then press Enter Company Code: The company code is an organizational unit within financial accounting (FI). Personnel Area This field defines the location of the employee, e.g., ABAD (Ahmedabad), BRDA (Baroda), etc. Personnel Sub-area This field defines the duty assigned to the employee, e.g., OFDT (Office Duty), FLDT (Field Duty), OSDT (Offshore Duty), etc. Employee Group This field defines the employment status of the employee, e.g., Active, Retiree, Deputation-in etc. Employee Subgroup This field defines the Grade of the employee, e.g., E1, E2, E3, etc. Personnel Number This field defines the CPF Number of the employee. Pay roll Area: A payroll accounting area (often abbreviated to payroll area) is an organizational unit containing all of the employees for whom the payroll runs at the same time. The payroll accounting runs for payroll accounting areas. Each payroll accounting area determines the specific dates for which the payroll runs, the earliest payroll period for which retroactive accounting is possible, retroactive accounting recognition, and the periods for which the payroll runs. Organization Unit This field defines the Department / Section within the Organizational structure in which the employee is working, e.g., ICE, IRS, Drilling, etc. Position This field defines the post, which the employee is occupying within the organizational structure, e.g., Manager PA, Location Manager AMD Cementing, etc. Infotype: In SAP information is stored in info types. An Infotype can have further subtypes. Click here to view the list of Infotype being used in ONGC. Sr No. Transaction Codes Transaction Description 1 SBWP Mail Inbox 2 PA20 Display HR Master Data 3 PA30 Maintain HR Master Data 4 PA40 Personnel Actions 5 ZPT60 HR TIME : Time Evaluation 6 PP01 Maintain Object