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Hindustan National Glass (HNG) is a forerunner in manufacturing container glasses operating on Pan-India basis with six plants across the country and serving to a wide client-base both nationally and internationally to twenty three countries. HNG is considered to be the undisputed market-leader, enjoying 55% of total market-share in container-glass space. HNG's lone annual turnover is Rs. Six Hundred crores, with group turnover being Rs. Twenty Four Hundred crores. The company employs two thousand staff, including workers out which there are permanent and contractual workers too. Rishra Works, HNG's mother-factory, operates in three shifts 24×7. Having its inception in 1946, they employ 'Good Manufacturing Practices' with six unions from various political affiliations running smoothly over decades. HNG's HR Practices are exemplary across all HR functions like Recruitment & Selection (accords priority to Employee Referrals and other sources) and Performance Management System

Do you think your professional life as a whole can always be perfect? Maybe you have a team member you don’t get along with? Or maybe you have a boss that doesn’t appreciate you?In the real world work & business is not always fun & satisfying. Research indicates that one can improve the business landscape by getting better at one thing: Emotional Intelligence. Now, what exactly is Emotional Intelligence (EI)? Emotional Intelligence can be defined as the ability of an individual to effectively perceive, control, and evaluate emotions in his own self as well as in others.Emotional Intelligence (EI) is the area of cognitive ability that facilitates interpersonal behaviour and is about directing emotions in optimal ways that help to communicate effectively with others using verbal and non-verbal cues. An emotionally intelligent individual is able to overcome difficult situations in life in a

A professional on an average spends 6-10 hours each day at work along with his colleagues and regularly interacts with each other. A diverse organization has many members and building relationships is an integral part of any career strategy.What are the factors that motivate employees to do a particular job? For some, it is the prospect of getting a higher pay and advancement up the chain of command. For some others, it is a feeling of accomplishment or the ability to work independently or even self development through their work. According to research, these factors are derived from the individual’s personality characteristics and if employers can find suitable employees whose natural leanings matches with the characteristics of the concerned job duties and responsibilities, they could see significant advancement in company’s success.Personality is at the center of how we interact with

Performance Management System is a tool that is used to communicate an organisation's goal to the employees individually, allot individual accountability towards that goal, track the progress in the achievement of those assigned goals and evaluating their individual performances. Performance Management System reflects the individual performance or accomplishment of an employee, by evaluating and keeping track of all the employees of the organization.Mr Vishal Verma, Senior Manager, HR, Techno Electric & Engineering Co. Ltd. met the HR major and minor students of Globsyn Business School in a corporate connect session to discuss how the Performance Management System works in the industry. In this session, Mr. Verma also analysed the different methods of this system, its various implications, how it can help create a learning organisation and how the employees’ goals can be set in sync with the organisational goals and

As a 2nd year student of Globsyn Business School (GBS), I can personally vouch that the two years I have spent as a member of Kalyani Youth Leadership Forum (KYLF) has made a formidable impression in my mind and helped me to imbibe the practice of selfless social work as an integral part of my life. We, the students of GBS volunteer to do social activities through KYLF, the youth wing of Kalyani – a Bikram Dasgupta Foundation, which not only exposes us to hands-on experiential learning but also helps us into becoming compassionate, dedicated managers.Today, I would like to take this opportunity to share the very first experiences of a few of my juniors with KYLF on Independence Day, 2018 at Tollygunje Homes for senior citizens.I still smile whenever the glowing faces of the senior citizens at Tollygunge Homes

Author: Dr. Debaprasad Chattopadhyay, Faculty, HR School of Excellence, Globsyn Business School Abstract:Personnel Management was rechristened as Human Resource Management (HRM). It was in 1969 that Prof. Leonard Nadler of University of Washington, D.C., in the annual conference of American Society for Training & Development held at Miami, USA, articulated the acronym, Human Resource Development (HRD). It was precisely five years down the line, namely, in 1974, that Human Resource Development was first implemented in India at Larsen & Toubro, thanks to the initiative and pioneering work undertaken by the Late Dr. (Prof.) Udai Pareekh and Dr. (Prof.) T.V. Rao, both then of Indian Institute of Management, Ahmedabad. Since then, the fields of HRM and HRD have progressed further transcending into values, ethics, spirituality and work-life integration. The purpose of this paper is to delve into some of the modern practices

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