PRESENTATION

ON
“MAJOR LAB I (Human Resource)”
SUBMITTED IN PARTIAL FULFILLMENT FOR THE
AWARD OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION (MBA)

SUBMITTED TO :- SUBMITTED BY :-
DR. POORNIMA PRACHI JAIN
MATHUR MBA RTU 4th SEM
Enrollment No. 4476
2022-2024
INTERNATIONAL SCHOOL OF INFORMATICS AND
MANAGEMENT
 Flow Of Presentation

01 02

Field based components Hands-on practices

Book Review 03

05 04

Bibliography Conclusion
 FIELD
BASED
COMPONENTS
Question 1. Identify a firm preferably an MNC and discuss the challenges faced by that MNC in deploying employees from one
country to another and what strategies do they adopt in overcoming those challenges.

Organization: TATA Group

CEO: Jamsetji Tata

Headquarters : Bombay House, Mumbai, Maharashtra, India

Key people: Ratan Tata (Chairman Emeritus) · Natarajan Chandrasekaran

(Chairman & Managing Director) · S Parmar (chief corporate counsel)

Number of employees : 1,028,000 (FY 2023)

Subsidiaries : 35

Company type : Corporate group

Area served : Worldwide

The Tata Group is very quick an efficient in expanding its global existence, owning companies in almost every market on the
international arena1. The company vested a combined capitalization of the market of more that thirty-two billion dollars with
regards to a diversified operations range, which included energy, engineering, consumer products, IT, communications, and
others.

Ratan Tata is recognized as a person that transformed the Tata Group (a massive Indian conglomerate) from a random collection
of businesses into a nimble group that is ready to use new opportunities to expand and grow.

o Issues with Development and Retention of Talent at Tata

The unsatisfactory environment for work coupled with disparities in income forced local workers to leave their jobs in a search
for better conditions overseas. Moreover, Ratan Tata experienced was often pressured into having a committed team of
managers and leaders who will successfully resolve the problem of the lack of talent in the company as well as its retention in
the business strategy of Tata Group.
Through these strategies, the company applied to retain and support the ir employees:-

1. Design a company-wide 2. Ensure compliance to any new

global relocation regulations and obligations to employees:
policy Depending on where in the world your
To ensure that all future employee employee wishes to relocate to, they obligated
relocations are handled efficiently and as their employer to adhere to these laws: -
uniformly, they recommend establishing a a. Health insurance
global relocation company policy. b. Sick leave
c. Holiday pay
d. Overtime pay
e. Minimum or maximum working
hours
Contd....

3. Invest in your employee’s 4. Work with a global

future: Employer of Record (EoR) :

This means considering the day-to-day An Employer of Record is a third-party

needs of the relocating employee, as well organisation which can significantly lower
as planning for emergencies and the financial and administrative strain of
unexpected events.: - managing international workers by dealing
a. Accomodation with global payroll, tax, permit
b. Travel applications and human resource tasks on
c. Culture your behalf.
Question 2. Examine the methods used to monitor employee performance in any five organizations of your choice from at least
two different sectors.

Founded : April 15, 1892 in Schenectady, New York, US

Founders : Charles A. Coffin · Thomas Edison ·
Henry L. Higginson · J. P. Morgan
Headquarters : One Financial Center · Boston, Massachusetts, U.S.
Number of employees :125,000 (2023)
Subsidiaries : GE Aerospace · GE Capital ·
GE Digital · GE Power ·
GE Renewable Energy · GE Research
Company type : Public Method used to monitor employee
ISIN : US3696043013 (2021–2024) performance : Forced ranking method
Traded as : NYSE: GE · S&P 100 component ·
S&P 500 component
Founded : July 18, 1968
Founders : Gordon Moore · Robert Noyce · Arthur Rock
Headquarters : Santa Clara, California · U.S.
Key people : Frank D. Yeary (chairman) · Pat Gelsinger (CEO)
Number of employees : 124,800 (2023)
Subsidiaries : Mobileye (94.2%) · Intel Ireland
Trade name : Intel
Traded as : Nasdaq: INTC · Nasdaq-100 component ·
DJIA component · S&P 100 component ·
S&P 500 component
Method used to monitor employee
performance : Management by objectives
(MBO)
Founded : 2 July 1981 Pune, India
Founders : N. R. Narayana Murthy · Nandan Nilekani · Kris Gopalakrishnan ·
S. D. Shibulal · K. Dinesh · N. S. Raghavan · Ashok Arora
Headquarters : Bangalore, Karnataka · India
Key people : Nandan Nilekani (Chairman) · Salil Parekh (MD & CEO)
Number of employees : 317,240 (March 2024)
Subsidiaries : Infosys BPM · Infosys Panaya
Trade name : Infosys
Traded as : BSE: 500209 · NSE: INFY ·
NYSE: INFY · BSE SENSEX constituent · Method used to monitor employee
NSE NIFTY 50 constituent performance : 360 Degree Appraisal
Method
Founded : 1866 (for the Anglo-Swiss Condensed Milk Company branch)

Founder : Henri Nestlé (for the Farine Lactée Henri Nestlé branch)

Headquarters :Vevey, Switzerland

Key people : Paul Bulcke (chairman) · Ulf Mark Schneider (CEO) ·

David McDaniel (CFO)

Number of employees : 270,000 (2023)

Subsidiaries : Cereal Partners Worldwide (50%)

Company type : Public (SA) Method used to monitor employee

performance : 360 Degree Appraisal
Traded as : SIX: NESN Method
Founded : 1 March 1938 in Daegu, Japanese Korea
Founder : Lee Byung-chul
Headquarters : Samsung Digital City · Yeongtong-gu, Suwon ·
South Korea
Key people : Lee Jae-yong (chairman)
Subsidiaries : Cheil Worldwide · Samsung Asset Management ·
Samsung Biologics · Samsung C&T Corporation · Samsung Electro-
Mechanics · Samsung Electronics · Samsung Engineering ·
Samsung Fire & Marine Insurance · Samsung Heavy Industries ·
Samsung Life Insurance · Samsung SDI · Samsung SDS · Samsung Securities Method used to monitor employee
Company type : Private performance : Checklist Method
Products : Clothing, automotive, chemicals, consumer electronics, elect
 HANDS-ON
PRACTICE ON
SOFTWARE
Bitrix24 is a multi-component online collaboration, automation, and marketing software platform for all kinds of organizations -
from businesses to nonprofits. On the technical side of things, Bitrix24 is an online cloud service that you can access either via
browser or via mobile/desktop app. It features several distinct components such as CRM, tasks & projects, chats, online meetings,
website builder, online documents, and others, all cross-integrated and available as part of a single platform.

What is Bitrix24 used for?

Bitrix24 can be used for a number of purposes, the main ones being sales, marketing, communication, project management,
customer service, and online collaboration, especially for remote or hybrid teams. Using Bitrix24, you and your team can easily:
○ Communicate via chats and online meetings
○ Manage clients and sales via our crm
○ Run projects using our project management tools
○ Manage employee tasks and track their working hours
○ Co-edit documents in real-time
○ Generate and process leads
○ Launch and track email marketing, smm, and other ad campaigns
○ Create websites and landing pages
 What is Bitrix24 CRM?

Bitrix24 CRM is the centerpiece of our product and arguably the most important business feature of Bitrix24. Being the world’s
most popular CRM (used by over 10,000,000 companies), Bitrix24 CRM allows you to acquire new leads, manage existing
customers, and close more deals.

We offer a free CRM solution for businesses that are looking for complete control over their sales process - from lead acquisition
to customer service. With Bitrix24 CRM, you will be able to:

q acquire leads effortlessly

q manage all your contacts and transactions
q automate your business processes
q close more deals
q Throw in our arsenal of marketing tools and you'll get the picture.
BASIC FEATURES:-

→ Newsfeed and social network structure

→ Polling and discussions
→ Chats, calls, video conferences
→ Emojis, reward badges, gifs and meme cycle
→ Document sharing
→ Calendar and scheduling
→ Online Bitrix24.Drive (5 GB storage free)
→ Access rights configuration
→ Mobile, desktop and any device access

DOCUMENT MANAGEMENT:-

→ Online documents & file sharing

→ Offline document drive
→ 5 GB storage free
→ Company/Department/Employee drives
→ Flexible access rights
→ Cross-device files syncing & access (PC/Mac/iOS/Android)
→ Share access rights, a-la Dropbox, via post, chat
→ Create, edit, share access like with Google docs
→ Time and password restricted sharing
→ Limited access for external users
HR MANAGEMENT SYSTEM:-

→ Worktime Management
→ HR Automation
→ Work Reports
→ Culture & Engagement
→ Data & Analytics
→ Employee directory
→ Social interaction
→ Automate standard processes

COLLABORATION AND COMMUNICATION:-

→ Knowledge management
→ Company structure
→ HR tools
→ Project and workgroups
→ Document sharing and processing
→ Configurable access permissions
→ Clocking in/out, time management
→ Unlimited free task management
→ Workload management
 BOOK
REVIEW
 “HR RISING (2020) FROM OWNERSHIP TO LEADERSHIP”

1 Author
Steve Browne

PUBLISHER 2
Society Of Human Resource Management

3 Pages:
208

Price
₹2736
CHAPTER 1
(Next Generation of HR)
In the first chapter of this book the
author through the example of the of his
experience with his coach he explain that
the, Everyone is told that HR should stay
“in its place” and they would be
summoned to be involved only when
needed. He didn’t question this approach
or sentiment about HR at first. It’s time
employees stepped out and rose to a
position of leadership and integration.
People can’t let the company overlook
HR anymore.
CHAPTER 2
(Approach and Findings)
In the second chapter of this book the
author explains that an HR should
have to step out of his job description
to work effectively and efficiently.
We need to be courage’s to step out
of our boundaries.
CHAPTER 3
(Strategic Positioner)
In the next chapter that is third
chapter the author explains that
Organizational leadership often
lacks patience because of the
assumption that there is never
enough time. Work is either behind,
out of order, or incomplete. No one
challenges this assumption. It’s just
continuously followed. This rush to
finish leads to frustration, stagnation,
and complaining by all those
involved.
CHAPTER 4
In the fourth chapter the author explain
the HR or every employee working in
the organization should have some time
to talk and express their views and
thoughts. Because it helps to take better
decisions.
CHAPTER 7
In the s e v e n t h c ha pt e r t h e a ut h or
explain the theory of HR. He explains
that If organization have a poor view of
people, organization will experience
poorer results than organization had
hoped for, regardless of solid processes.
CHAPTER 5
In the fifth chapter he explains that
people don’t see the ones lying around
within companies until it’s too late.
These traps seem to swallow people
on a regular basis.
CHAPTER 8
In eighth chapter the author tells that HR
has to stop thinking that trust and
credibility are the responsibility of senior
leadership only.
CHAPTER 6
In the sixth chapter the author believe
that every single person should have
“messy and wonderful” written into
their job description.
CHAPTER 9
In the ninth chapter he tells that according
to some people employees are lazy, stupid,
full of drama, unreliable and . . . a pain in
the ass!!”. We get caught up in the
negative behavior that a few people
exhibit, so we conclude every person
must be awful.
CHAPTER 10 - 25
→ In the tenth chapter the author explain that the various methods of music represent the generations in the workplace.
→ In the eleventh chapter the author tells that we need to slow down and take a break or the organization should give a break to their
employees from the restless work.
→ In the twelfth chapter the author tries to convey that fostering relationships between the people organization want to work together.
→ In thirteenth chapter the author explain the role of HR of seeing the opportunity in their employees or for the employees.
→ In the chapter fourteen the HR should stand for the employees in the gap for their rights and for what they deserve.
→ In the chapter fifteen the author explains the meaning of grace in profession or in career.
→ In the eighteenth chapter of Crushing Inertia he tell us that Inertia is “a tendency to do nothing or to remain unchanged” according to the
Oxford English Dictionary.
→ In the nineteenth chapter author says that HR is a lighthouse because we can be the beacon that cuts through the darkness that presents itself
far too often.
→ From the chapter twenty, we can understand that HR is the bridge builder in the organization that means HR working in the organization is
the bridge to sustain the organization in future.
→ In the chapter twenty one the author explains that Organisation higher authority sees employees as a nuisance instead of an asset. In their
mind, they see “clowns to the left of me and jokers to the right . . .” and they end up being stuck in the middle.
→ In the twenty fourth chapter the author explain that the person should improves yourself or develop yourself continuously because it is very
necessary to cope up with changing environment. In the final chapter he explain that in this world there are many other HR exist so we
always needs to connect with them and keep ourselves updated and informed.
 Conclusion
In conclusion, "HR Rising!!: From Ownership to Leadership" by Steve Browne is a groundbreaking exploration of the evolving role of
Human Resources in today's dynamic workplace. Browne's insightful analysis challenges traditional HR paradigms, advocating for a shift
towards proactive leadership and strategic partnership within organizations.

One of the book's key strengths lies in its practical approach. Browne offers tangible strategies and actionable advice for HR professionals
looking to navigate the complexities of modern workplaces. From fostering inclusive cultures to embracing technology, Browne provides
a roadmap for HR practitioners to not only adapt but thrive in an ever-changing landscape. Moreover, Browne's emphasis on the human
aspect of HR is refreshing. By prioritizing empathy, authenticity, and genuine connection, he underscores the pivotal role HR plays in
shaping organizational culture and employee experience. Through real-life anecdotes and case studies, Browne illustrates the
transformative power of human-eccentric HR practices.

Overall, "HR Rising!!" is a must-read for HR professionals seeking to elevate their role from mere administrators to strategic leaders.
Browne's vision for the future of HR is both inspiring and actionable, making this book an invaluable resource for anyone looking to make
a meaningful impact in their organization.
 Bibliography
1. https://tata.com/
2. https://en.wikipedia.org/wiki/Tata_Group
3. https://economictimes.indiatimes.com/techs
4. https://www.bitrix24.com
5. https://zlibrary-east.se/book/24450442/e676de/hr-rising-from-ownership-to-leadership.html
THANK YOU