HERE IS SOME USEFUL INFORMATION. REGARDS LEO LINGHAM *HRM Project Report on HR Trends UGANDA Industries : .............

*HR Project Report on Recruitment & Selection Procedure .......... *HR Project Report on STAFF Performance Appraisal ... *HR Project Report on Training and Development of Employees............... *HR Project Report on .HUMAN RESOURCE DEVELOPMENT......... *HR Project Report on Performance Appraisal ...... *HR Project Report on Job Satisfaction of employees : .......HR Project Report on To Study the HR Implications in Private Banking ....... *HR Project Report on Importance of Training & Training Methods............... *HR Project Report on Employees Absenteeism *HR Project Report on Training & Significance of Job Analysis )

WRITING RESEARCH PROPOSAL GUIDELINES. There are different forms and formats for proposals. Every proposal has different guidelines and priorities, deadlines and timetables. Some universities accept a Common Application Form . Always follow the exact specifications of the university in their applications, Requests for Proposals (RFPs) and guidelines. Full Proposals are generally a maximum of 15 pages (single-spaced) and include a Cover Letter, Cover Sheet, Narrative, Budget, Qualifications, Conclusion and Appendices, as follows : 1 Cover Sheet - a case statement and proposal summary; 2 Needs Assessment - a concise demonstration of the specific situation, opportunity, problem, issue, need, and the community your proposal addresses; 3 Program Goals and Objectives - a succinct description of the proposed project/program's outcome and accomplishments in measurable terms, and how it matches the university's interests; 4 Methodology - a rational, direct, chronological description of the proposed project and the process used to achieve the outcome and accomplishments; 5 Evaluation - the plan for meeting performance and producing the program/project; 6 Budget/Funding Requirements - a realistic budget with a detailed explanation , committed matching funds, evidence of sound fiscal management, and long term funding plan; 7 Qualifications - your organization's background, its funding history, board involvement and staff qualifications, and its capacity to carry out your proposal; 8 Conclusion - a brief, concise summary of your proposal; 9 Appendices - additional attachments required by the funder, such as proof of tax-exempt status, organizational and financial documents, staff/board lists, support/commitment letters. Present your full proposal neatly, professionally, and in an organized package. Type and single-space all proposals. Write, organize and present your proposal in the order listed in the application and guidelines. Only include the information and materials specifically requested by the university. The proposal is judged on content and presentation, not weight. . Unless required, do not include an index or table of contents, or bind the proposal, and be sure to sign it and submit the number of copies requested . =============================================================== ========

SAMPLE

PROJECT PROPOSAL

PROJECT TITLE RECRUITMENT AND SELECTION TECHNIQUES A. RATIONALE FOR THE STUDY In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. These caselets discuss the importance of having an effective recruitment and selection policy People are the most powerful assets of the company and the ability to choose the right people is most strategic for any company, today. Companies across the globe lay critical emphasis on human resources and in the process, newer methods have evolved to enable them right people for the right job at the right time. Recruitment and selection is an ongoing process. A diversifying enterprise necessitates recruiting and selecting right kind of candidates for employment. The rationale for the study is to determine the present and future requirement of the organization and increase the success rate of the process by reducing the number of unqualified candidates. The process helps to differentiate between applicants in order to identify those with a greater likelihood of success in a job. Recruitment and Selection are often used interchangeably; however recruitment refers to the process of identifying prospective candidates for the job, while selection refers to picking the right candidate for the job. B. OBJECTIVES OF THE STUDY The broad objectives of the proposed study are as under, 1. To determine present and future requirement to the organization in conjunction with its personnel planning and job analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Identifying and preparing potential job applicants who will be appropriate for the job. 4. Help increase the success rate of the selection process by reducing the number of unqualified candidates. 5. Helps reduce the probability that job applicants, once recruited and selected, will leave the organization after a short time. 6. Increase the organization and individual effectiveness in the short and long term. C. RESEARCH METHODOLOGY To carry out the research effectively, the understated research methology shall be adopted for the purpose. I. Preliminary Investigation 1. All literatures, tapes and films on the proposed study available from libraries / Websites shall be examined to get acquainted with the topic of study. Referring books on the proposed study available from libraries. 2. The conceptual literature concerning the concepts and theories of the Recruitment and Selection Techniques shall be reviewed. 3. Websites shall be examined to get acquainted with the topic of the study. II. Research Design and Hypothesis Primary Data: Secondary Data: III. Period of Study The proposed study shall be covering the period from 1st January 2007 to 31st December 2008. IV. Sampling Universe: Primary Data: Indian Companies Secondary Data: Library and Websites

V. Sampling Technique: Primary Data: Random Sampling Secondary Data: Judgmental Sampling VI. Sample Size: Primary Data: Recruitment and Selection Techniques conducted in two or more companies Secondary Data: Recruitment and Selection Techniques available through books and websites VII. Types of Data: 1. Primary Data 2. Secondary Data VIII. Data Sources: The Data for proposed study shall be sourced from: Primary Data: 1. All the interviewers would be interviewed with the help of preconceived sets of questionnaire prepared. 2. The interview process carried by the interviewers would also be observed. Secondary Data: It would be collected from the text books available in the library such as: 1. K. Aswathappa. 2. Reddy. And by referring some websites such as: 1. www.guidetopsychology.com 2. www.managementhelp.org 3. www.hr-guide.com 4. www.hrvillage.com 5. www.citeman.com IX. Data Collection: Primary data shall be collected by the interview scheduled. Secondary Data shall be collected from the newsletter, newspapers, magazines and websites mentioned above. X. Tools and Techniques of Analysis: Primary Data: Secondary Data: D. EXPECTED CONTRIBUTION FROM THE STUDY The expected contribution from the proposed study is as under, 1. For the recruiters proposed study may act as supplementary tool for making decision with respect to their recruitment and selection process and supplement individual and professional growth. 2. The propose study may act as the base for the identification of the future needs of the company and can plan their recruitment and selection need accordingly. 3. The proposed study shall assist academicians and other research students in their research which is similar to the proposed study. E. SCOPE, LIMITATIONS, IF ANY, AND THE DIRECTION FOR FUTURE RESEARCH The Scope of proposed study The Study would provide with the clear understanding and implementation of recruitment and selection techniques carried out in various companies in India The limitations of proposed study The study is restricted to the recruitment and selection process of the two or more Indian companies Direction for future research The future study can cover the companies which would be in that time considered as a benchmark and also the companies other the Indian companies could be considered. SYNOPSIS A synopsis is primarily a condensation, an outline or a short presentation of an article, of an essay or of a book.

A synopsis is not a list of opinions, or an examination of the feelings and/or conscious states, e.g. likes, dislikes, preferences, annoyances, etc., of the writer of the synopsis. If the writer wants to addend his or her reactions, he or she must take care to explain all the relevant points in the original article reacted to. What Should A Synopsis Look Like? Part A: The Body of the Synopsis -- the minimal conditions 1. First indicate a concern of the author, or a point argued by the author. A complex article will have more than one of these but treat them one by one. 2. What secondary points does the author make to establish the importance of his or her concern, or to reach the conclusion of his or her argument? 3. What reasons does the author give for these secondary points? 4. Answer questions 1, 2, and 3 for each important item in the article. Part B: Reaction and Evaluation - This is ALWAYS secondary! 1. Your personal judgments must be directed only at items brought up in Part A. 2. Give reasons for your judgments. These can be the citation of counterevidence, concerns about the consequences of the points made by the author, or similar things. These reasons are never just your feelings. Your responsibility as a scholar is to give the reader of your synopsis -- assumed to be someone other than a close friend of yours -- good reasons for agreeing with your evaluations. "Everyone is entitled to his (her) own opinion!" This may be a "rule" for casual conversation, parties and television talk shows, but not for a synopsis or any kind of scholarly work. What is desired is not your opinion, but your informed and considered judgment! ############################################################### ######## AS FOR THE SYNOPSIS, Step 1: Start With A Hook. This should be a paragraph or two similar to the blurb on the back of a book. Mood and tone is important here, use special adjectives. Step 2: Introduction of MAIN TOPIC. Introduce the main TOPICS in SYNOPSIS. Tell their MOTIVATION, CONFLICT, and GOALS. Stay away from detailed physical descriptions unless this information is pertinent to your SYNOPSIS. Step 3: Construct the Body of Your Synopsis. Here, using paragraphs, write the high points of your REVIEW in chronological order. Keep these paragraphs tight, don't give every little detail. Remember, each scene should include, ACTION, REACTION, and a DECISION. Example: GROSS PROFIT/ SALES EXCELLENT. Step 4: Use Three or Four Paragraphs to Write the CRISIS and RESOLUTION of SYNOPSIS. Keep this simple, but make sure you show your main reactions. Don't keep guessing. Your synopsis must include the resolution to your WRITE UP. Step 5: Rewrite your synopsis until each sentence is polished to the point of perfection. Use strong

adjectives and verbs, and always write in the present tense. Make every word count. ===================================================== ====================================== A synopsis is primarily a condensation, an outline or a presentation of A SUBJECT . A synopsis is not a list of opinions, or an examination of the feelings and/or conscious states, e.g. likes, dislikes, preferences, annoyances, etc., of the writer of the synopsis. What Should A Synopsis Look Like? Part A: The Body of the Synopsis *what is the subject *what is it about *what it does *how it is organized *how it is performed. *who are involved *how it is conducted *why it conducted Part B: Reaction and Evaluation - This is ALWAYS secondary! *benefits for the employees *benefits for the organization *Your personal judgments. *Give reasons for your judgments. . The main purpose of any dissertation synopsis is to present the major information on a subject. When you write your dissertation synopsis, you should think about the way of making it understandable for your readers. Dissertation synopsis - Structure Of course, it is very important to be logical while writing your dissertation synopsis. You choose a certain structure and present the information according to its parts. So, all ideas should be logically connected. You should write an interesting introduction, where you point out the most important information. Then, you should develop your ideas in the main body. You cannot stop your dissertation synopsis writing without a logical ending. So, make a smart conclusion. Dissertation synopsis - Size Your dissertation synopsis is a brief presentation of your dissertation. With the help of a dissertation synopsis, your tutor will estimate your abilities to speak up to the point and be precise and clear. You should pay attention to writing your dissertation synopsis, since the shorter your dissertation synopsis is, the harder it will be to express all your thoughts and ideas. Your dissertation synopsis should be around 2000-3000 words. This is the most appropriate for your dissertation synopsis size. Dissertation synopsis - Style In your dissertation synopsis you should keep to one and the same style, which you have chosen for your dissertation. If it is a scientific dissertation, so be scientific in your dissertation synopsis. Of course, you should not overload your dissertation synopsis with too complicated scientific terms. Also, you should remember that your dissertation synopsis is a kind of presentation of your work. So, a bit of interesting expressions and patchwords will be okay. If you want to make a good dissertation, you should think about all its components. One of the most important steps, which you should take, is to make a good dissertation outline. A dissertation outline helps you concentrate your attention on the logical connection, which should be inherent to all dissertation chapters. If you have a sophisticated tutor, who shows you the best way of writing a good dissertation, his\her first suggestion will be to make a good dissertation outline. So, we will try to help you with your dissertation outline writing, with your PERFECT dissertation outline writing.

Dissertation outline, hint #1 In order to start your dissertation outline writing, you should know for sure what your dissertation will be about. You should know the dissertation topic of your work. Your dissertation outline should be titled. So, make it clear and informative. Dissertation outline, hint #2 Structure your dissertation outline properly. All parts of your dissertation outline should be logically connected. You should realize that your dissertation outline is not a simple plan. Your dissertation outline has to be performed in a form of a logically connected text, where introduction, main body and even conclusion should be included. Dissertation outline, hint #3 Once you have finished your dissertation outline and have checked it attentively and thoroughly, you should make several copies of your work. Since this dissertation outline demonstrates your intentions as for writing your research project, you should have permission. So, handle your printed dissertation outline to your tutor and leave one for yourself. In this way you will be certain about your actions. Dissertation outline, hint #4 Do not forget to use your dissertation outline while writing your dissertation. If you choose a certain way of writing a dissertation and you pointed this in your dissertation outline, you should follow it throughout the dissertation. A synopsis is primarily a condensation, an outline or a short presentation of a subject matter. A synopsis is not a list of opinions, or an examination of the feelings and/or conscious states, e.g. likes, dislikes, preferences, annoyances, etc., of the writer of the synopsis. If the writer wants to addend his or her reactions, he or she must take care to explain all the relevant points in the original article reacted to. ======================================== Quick and important warnings: * Don't bog your synopsis with a lot of unnecessary detail. You might want to make a "working synopsis" for yourself and in it you can store all those clever little ideas that occur while you work out the plot so you don't lose them, but keep the main synopsis, the one you mail to the editor, down to the bare essentials. * Use present tense. And use dialogue only when doing so will be shorter than explaining what was said and how and why. The whole concept is to be as brief as possible and if using dialogue cuts down on the wordage, use it, though sparingly. * Double space unless otherwise told. A few years ago line spacing didn't really matter but these days more and more editors are asking for double spaced synopses. * Proportional fonts are okay for synopses as long as they are easy to read, but I hear standard Courier is still the best choice for the manuscript itself. * Make sure all the conflicts and complications are covered----like the PROS AND CONS. * Always keep in mind that your synopsis is a selling tool. Make it the very "best" selling tool it can be. WITH THE SYNOPSIS, YOU ARE SELLING THE ''TUTOR'' ABOUT YOUR UNDERSTANDING OF THE ''SUBJECT''-PERFORMANCE MANAGEMENT SYSTEM. ============================================

Objectives: (1) To determine the reasons for the stated candidature aspirations. (2) To complement there aspirations with the existing client database of the consultancy. (3) To make recommendations for a better Organization -person fit. Hypothesis: Are the stated candidature aspirations matching with the client requirements. Methodology: Collection of primary data by interviews and questionnaires (through face to face, telephonic or online). Secondary data is to be obtained through published articles, literature reviews, official website and the consultancy database. Research design Sampling: A sample of 180 candidates in each of the three sectors. Data analysis: With statistical tools, pie charts and graphs. LIMITATIONS OF STUDY : A detailed analysis is not possible within the short span of time available. The study is limited to Bangalore city. The study is limited to individual response and judgement. CONTRIBUTION OF STUDY : This report can also be extended to career planning for individual employees in an organization. The report can serve as a benchmark for the industry.

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Answer EMPLOYEES' QUESTIONS

OF

REC/SEL.

1.HOW LONG HAVE YOU BEEN WITH THIS COMPANY -----------------------------------------------------------------------------2. WHAT ARE THE DIFFERENT METHODS USED IN REC/SEL IN YOUR COMPANY. A. REGULAR SELECTION BY INHOUSE

B. OUTSOURCE C. HEAD HUNTING ------------------------------------------------------------------------------------------3. DOES THE COMPANY USE THE SAME METHODS FOR ALL LEVELS OF REC/SEL. -for tech. positions. -for very senior position. -for regular staff positions -----------------------------------------------------------------------------------------4. WHAT IS THE ATTRITION RATE IN YOUR COMPANY IS THE RATE HIGH/ LOW -could this be due the rec/sel process used in the company ------------------------------------------------------------------------------------5. HOW WOULD YOU RATE THE REC/SEL IN THE COMPANY SELECT ONE [0--3]poor [4---5] average [ 6- 8] good [9-10] excellent ----------------------------------------------------------------------------------6.DO THEY PREPARE THE JOB POSITION/JOB DESCRIPTION / POSITION SPECIFICATION BEFORE RELEASE JOB ADS. -----------------------------------------------------------------------------------------------7. WHO DECIDES/ AUTHORIZES THE NEED FOR RECRUITMENT -----------------------------------------------------------------------------------------------8.WHO DECIDES ON THE TERMS /CONDITIONS OF EMPLOYMENT -----------------------------------------------------------------------------------------------------9. WHAT IS YOUR OPINION ON THE JOB ADS -----------------------------------------------------------------------------------------10. DO YOU THINK HR GIVES SUFFICIENT OPPORTUNITY FOR THE INTERNAL APPLICANT ------------------------------------------------------------------------------11. WHAT IS YOUR OPINION ON THE INDIVIDUAL INTERVIEWS --------------------------------------------------------------------------------------------------12. WHAT IS YOUR OPINION ON THE PANEL INTERVIEWS ---------------------------------------------------------------------------------------------------13. WHAT IS YOUR OPINION ON THESE TESTS DO WE NEED THESE / WHY TESTING [ BEHAVIORAL] -PSYCHOLOGICAL -PERSONALITY -ABILITY -APTITUDE -PSYCHOMETRIC ----------------------------------------------------------------------------------------------

14. WHAT KINDS OF TECHNICAL TESTS ARE CONDUCTED - are they useful / why. -----------------------------------------------------------------------------------------15. Do they use ASSESSMENT CENTRE TO DETERMINE POTENTIALS OF THE APPLICANTS. -do you see any merit in it / why ------------------------------------------------------------------------------16. What methods are used in obtaining reference checks - are all legal in your opinion ------------------------------------------------------------------------------------17. WHO MAKES THE FINAL DECISION ON THE CANDIDATE HR OR LINE MANAGER OR PANEL WHAT IS YOUR OPINION ON THIS? --------------------------------------------------------------------------------------18. DOES HR DESTROY ALL UNSUCCESSFUL CANDIDATES FILES AFTER 6 MONTHS. ================================================= 19. DO YOU BELIEVE THAT REC/SEL helps the achievement of your company objectives? ----------------------------------------------------------------------------------------------20.DO YOU THINK THAT REC/SEL is aligned with company business strategy. ----------------------------------------------------------------------------------------------21. IN YOUR OPINION, TO WHAT EXTENT IS THE SENIOR MANAGEMENT INVOLVED IN THE REC/SEL ISSUES -------------------------------------------------------------------------------------22. DO YOU THINK REC/SEL being innovative in a practical and business " way, based on an analysis of the business and people needs of the company. -------------------------------------------------------------------------------------23.IN YOUR OPINION , How well is REC/SEL performing by reference to quantitative measures such as added value per employee, absenteeism and attrition? ------------------------------------------------------------------------------------------24.IN YOUR OPINION, How well is REC/SEL performing in terms of service delivery in fields such as recruitment, the management of equal opportunity and diversity, advice on employment law and legal obligations, ETC? ----------------------------------------------------------------------------------------------------------------------------25.IN YOUR OPINION How well is REC/SEL regarded by management, line managers, employees generally, ETC -------------------------------------------------------------------------------------------------------------------------------------------------26.IN YOUR OPINION, Is the REC / SEL function well organized and properly staffed with qualified professionals who are actively concerned with continuous professional development? =============================================================== =====================

=============================================================== ======================= ============================================ EMPLOYER'S QUESTIONS FACE TO FACE INTERVIEWS IS PREFERRED -MANAGERS PREFER INTERVIEWS -MANAGERS HATE FILLING QUESTIONNAIRE -INTERVIEWERS CAN ARTICULATE/MANIPULATE QUESTIONS DEPENDING ON THE PERSONALITY OF THE MANAGERS. ETC ETC. YOUR QUESTIONS COULD COVER

-is there a HR department -does the HR department conduct [ R/S] -do you outsource[ R/S] -do you headhunt senior people/ specialists -does the company develop annually corporate business policies/strategies -does the HRM align its policies/strategies with business policies/strategies -does the [R/S] align its policies/strategies with business policies/strategies -is [ R/S] a by-product of HR PLANNING -IS there a [R/S] process employed -is [ R/S] efficient in its operation -is [ R/S] cost effective in its operation -is [ R/S] productive in its operation -what is the attrition rate in your organization -do you recruit for talent development -do you recruit for succession planning -do you recruit for new potential planned development -how do you evaluate [ R/S ] annually -do you conduct a [ R/S ] audit. -do you have an annual [R/S] plan or is it ad-hoc. -do you follow the recruitment/selection process closely -what difficulties have you faced -how did you overcome the difficulties -do you use online factilities for recruitment -do you use ''tests'' in your selection process -what type of tests do you use -what is the proportion of recruitment is to the total workforce -what is the rate of attrition/ why -what is the staff turnover / why -what corrective actions are being taken -what is the proportion of total recruitment expense is to the total HR expense. -what is the proportion of total training expense is to the HR expense -what is the proportion of total compensation expense is to the HR expense. -do you evaluate the effectiveness of HRM to the company