Case Study On Hindustan Unilever Limited Commerce Essay

Case Study On Hindustan Unilever Limited Commerce Essay The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information for the needs of the Human Resources, payroll, management, and accounting functions within a business. A human resource information system is an organized, accurate, relevant and appropriate method of providing information about human resources. It is a organized way of storing data and information for each individual employee in decision making, to help in planning of human resources. It can be used to maintain details such as, employees absence reports, salary administration , employee profiles and other various kinds of reports. Evolution of Human Resource Information System (HRIS) In todays world where technology is increasingly developed and touching all aspects of todays business, the use of IT and information technologies is increasing in companys HR department . Now HR managers have realized that there are vast technological changes, with adoption of IT becoming a necessity for them. IT is playing a key role in the HR departments of companies nowadays. Companies are trying to make the finest use of their systems for organizing and storing information of their employees. In the year 1960s the HR professional and managers of the companies used to spend time in gathering information manually on paper, receiving enquiries, and mostly busy in tedious and manual administrative work. Now as times have changed, systems are getting automated. The companies have started investing in their HR department, developing it by including human resource information system. Human resource managers are now giving up with costly, lengthy and outdated processes and customizing for IT-enabled HR systems, which marks the beginning of a new era in the functioning of HR professionals. Human Resource Information System (HRIS) provides- An effective HRIS is used to provide information about anything the company needs to track and analyze about its employees, former employees, and applicants. Managing information of all employees Reporting and analysis of employee information Benefit to administration including enrollment and personal information updating. Applicants tracking, resume management, interviewing, and selection. Complete integration with companys financial and accounting system. Model of a human resource information system Fig-1 Input subsystem:- It deals with gathering of data about various aspects of human resources. HR research subsystem: It gathers data such as job analysis, job evaluation, employee absenteeism, employee morale and employee turnover. HR intelligence subsystem: Information is collected from external environment formally and informally. Output subsystem: It consists of five subsystem HR acquisition subsystem HR development subsystem Appraisal and compensation Maintenance subsystem Industrial relations subsystem HR acquisition subsystem :- (planning, Recruitment, selection placement) It involves functions like planning of human resources i.e forecasting the need and supply of human resources. Recruitment and selection involves the process of differentiating between applicants in order to identify and select those with a greater likelihood of success in a job by conducting group discussions, interviews, etc. HR Development System: (operative training, management development and organization development) HRD system requires information about the competencies that are to be developed among employees. It helps in knowing about the changes that are to me made in management system or the development to be made in the organization ,etc. Appraisal and compensation system: (performance appraisal, financial compensation, incentives) Appraisal management Appraisal involves evaluating an employees value and performance for devising suitable compensation package, training, promotion, demotion etc. and compensation involves determining the incentives, benefits etc. Compensation management: It is concerned with designing and implementing total compensation package. Here compensation means providing money or other benefits to the employee like provident fund, bonus, insurance scheme and other payment. HR Maintenance system: (mobility, safety, health and stress management) HRM system looks after the maintenance of employees in the organization. It involves human resource mobility in the form of promotion, demotion, transfer and separation. By taking care of employees by organizing stress management lectures that the employees may face during work. Also taking care of the safety and health of employees Industrial Relation System: (discipline management, grievance handling, management of industrial disputes) IRS is helps with managing good relations between management and operatives. This involves managing employee discipline, managing industrial disputes, redressing employee grievances, etc. Benefits of HRIS Data can be processed at high speed Classifying of data becomes easy Effective in decision making. Higher accuracy of report generated. Quick response to answer queries. Better work culture. Establishing of streamlined and systematic procedure. More transparency in the system. Employee Self Management. CASE STUDY Hindustan unilever limited(HUL)- Doing well by doing good. Hindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goods Company, touching the lives of two out of three Indians with over 20 distinct categories in Home Personal Care Products and Foods Beverages. The companys Turnover is Rs. 17,523 crores (for the financial year 2009 2010) HUL is a subsidiary of Unilever, one of the worlds leading suppliers of fast moving consumer goods with having its strong hold over 100 countries on the world with annual sales of about à ¢Ã¢â‚¬Å¡Ã‚ ¬40 billion in 2009. Hindustan Unilever was recently rated among the top four companies worldwide in the list of Global Top Companies for Leaders by a study sponsored by Hewitt Associates, in partnership with Fortune magazine and the RBL Group. The company was ranked number one in the Asia-Pacific region and in India. It is the mission of HUL that inspires more than 15,000 employees, including over 1,400 managers, is to help people feel good, look good and get more out of life with brands and services that are good for them and good for others.   This mission is shared by HUL with its parent company unilever which holds about 52 % of the equity. Application of HRIS in Hindustan unilever limited Peoplesoft Hindustan unilever limited uses peoplesoft software to look after human resource management and customer relationship management PeopleSoft, Inc. was a company that provided human resource management systems (HRMS) and customer relationship management (CRM) software, as well as software solutions to large corporations and organizations. It was a self-governing corporation until Oracle Corporation took acquisition over it in 2005. The marketing of PeopleSoft name and product line are now done by Oracle. HUL implemented using peoplesoft since 2003 for its human resource management, Peoplesoft, at that time, was an object of much speculation and suspicion with the owners ( HR Managers ) and the end-users ( HR Officers ), But peoplesoft 7.5 had stopped being used for a while in unilever due to improper working. After a proper examination it was found out that oracle database was the root cause for the improper working of peoplesoft. A big 5 consultancy which was a peoplesoft support company had left the whole implementation of peoplesoft in an unstable state and had to quit its operations from HUL. This problem was further handled by CMSS pvt ltd who analyzed the database thoroughly and restored the database table by table. They not only stabilized the system and made it usable, but also integrated the system with many of their other HR applications. Performance Appraisal and Competency Enhancement system (PACE) Performance appraisals of Employees are necessary to understand each employees abilities, competencies and relative merit and worth for the organization. The employees are rated in terms of their performances. It is essential to measure the performance of the employees and the organization, it helps in checking the progress towards the desired goals and aims and which further helps in improvement of the performance. Past performances of the employees are taken into account and are further it focuses on the improvement of the future performance of the employees. Formal and properly structured performance appraisals help the employees to clearly understand their roles and responsibilities. This further gives direction to look after the individuals performance. It helps the individual performances in aligning with the organizational goals. It also helps them to review their own performances. It was implemented since 2003 and is used till date. CMSS looks after Development, Support, Optimization, Enhancement and Customization of PACE. HUL wanted a Performance Appraisal and Competency Enhancement system for its officers, based on the Performance Management Model followed at HUL but the problem that they were facing was, there were no records of the details of officers in a consolidated form. But CMSS could manage it by getting all the database by setting up helpdesks in 4 metro cities and could implement the working of system in 3 months. Performance Development and Planning system (PDP) It helps in keeping track of the performance the employees. The process enables each staff person to understand their true value-added to the organization. It helps them in setting goals that which would increase their ability to contribute to the success of the organization. HUL wanted a Performance Development and Planning system for its managers, based on the Performance Management Model followed by them. A basic version of this system sent to India, that version was found to be highly lacking in certain features desired by HR in India. The PDP software had to be developed such a way that it could be integrated with peoplesoft because it had all its employees details stored in it and with a feature for real-time data bridge between Peoplesoft and PDP it could be easily be configured and used as required. PDP is till date being used by HUL to manage the performance of its managers. Conclusion:- Thus studying of the report helps in knowing the vast developments that has been occurring in the field of human resources. Not only in case of IT companies where employees are key assets, even the non-IT sector has also realized the importance and need to invest in technology to upscale their HR functions. It is not only time and cost saving but also has the long-term benefit of retaining employees. Appendix: Fig-1: Model of human resource information system.

Julius Caesar: Tragic Hero :: essays research papers

Tragic Hero Essay   Ã‚  Ã‚  Ã‚  Ã‚   Sometimes our friends keep us from achieving our goals. We make sacrifices to make our friends a part of our goals and achievements. If a friend gets left out, we stay behind with them to keep them from being alone. Some achievements require us to leave out our friends. This is what happens in the case of Julius Caesar. He became the ruler of Rome, leaving out his good friend Brutus. Brutus and other conspirators assassinated Julius Caesar turning him into a tragic hero. A tragic hero must portray four main traits. The hero may neither be perfect nor ultimate evil, the audience must feel pity or fear for the hero, and must be a ruler or leader; good but with flaw. The hero must also come to recognition; from ignorance to knowledge. William Shakespeare identifies three tragic heroes throughout the play; Caesar, a great ruler who took advantage of his power; Brutus, a gullible noble Roman, and Rome. Julius Caesar was an honorable man, but with his power, came his corruption and greed in the eyes of Rome’s leaders. Several high political figures in Rome were becoming more and more discontent. Caesar’s friend Brutus tells Cassius, â€Å"[w]hat means this shouting?/I do fear the people choose Caesar for their king.† (24). Brutus and Cassius felt Caesar was gaining to much attention to quickly. With each amount of increasing support from the Romans, Caesar extended his use of power further. Brutus and the conspirators then go on about Caesar’s abuse of power: â€Å"Why, man, he doth bestride the narrow world Like a Colossus, and we petty men Walk under his huge legs and peep about To find ourselves dishonourable graves. Men at some time are masters of their fates: The fault, dear Brutus, is not in our stars, But in ourselves, that we are underlings.† Cassius uses this line to persuade Brutus into joining him in a conspiracy against Caesar. To Cassius, Caesar was a gigantic Colossus walking all over the common people, ignoring the opinions and thoughts of the Roman people. His abuse of power leads to the discontent of several political figures.   Ã‚  Ã‚  Ã‚  Ã‚  Brutus was a kind noble man; however, he was very easy manipulated. This bad trait eventually molded Brutus into a tragic hero. Cassius tried to persuade Brutus by stating that: â€Å"Brutus and Caesar: what should be in that 'Caesar'? Why should that name be sounded more than yours? Write them together, yours is as fair a name;

Mary Ainsworth

When reading many introductions on the history of psychology it is noticed there are very few females mentioned. That does not mean women are not attributed to making significant impacts in the development of psychology. â€Å"The contributions of many of psychology's most eminent female thinkers have long been ignored, but that is starting to change as more history texts begin to recognize women such as Karen Horney, Mary Ainsworth, Leta Hollingworth, and Christine Ladd-Franklin in their pages. † These women are just a few who have made tremendous contributions and marks on psychology.The background, theoretical approach, and contributions of Mary Ainsworth are very significant to the field psychology even still today. Time line/Background of Mary Ainsworth Mary Ainsworth was born in December 1913 in Glendale, Ohio. She was the oldest of three girls; in 1918 her family relocated to Toronto Canada, and gained their citizenship. In her household education and studies were noted to be important. â€Å"When she was fifteen, she read William McDougall's book Character and the Conduct of Life, which inspired her lifelong interest in psychology† (O'Connell, 1983).In 1929 Ainsworth attended study at the University of Toronto; she was one of only four students to finish the honors degree program in psychology. At the time her father decided it would be best for her to become a stenographer, but he was still supportive of her pursuit of graduate work in psychology. In 1939Mary Ainsworth was a recent Ph. D. graduate. She wanted to stay at the University of Toronto, and she fascinated the head of the psychology department. However, she was not selected for a position because the University Senate refused to appoint a female.In 1942 Ainsworth joined the Canadian Women’s Army Corp, and after serving as a counselor in the Army for four years, she came back to the University of Toronto and gained the position assistant professor. She got engaged to Leonar d Ainsworth a graduate student, and they married in 1950. It was difficult working as assistant professor on the faculty where her husband was a pupil so both moved to London, England. â€Å"Mary Ainsworth was selected for a research position at the Tavistock Clinic under psychiatrist John Bowlby.Bowlby’s research of the effects of separation of children from their mother’s/caregiver’s served as a precursor of Ainsworth’s earlier work on the security theory†. In 1953 Leonard Ainsworth was interested in going to Africa. Mary Ainsworth could find employment as a research psychologist at the East African Institute of Social Research in Kampala, Uganda. She conducted a short-term naturalistic study of the mother-infant relationship and published the results.Two years later Mary landed a position as a lecturer in Baltimore, Maryland, at John Hopkins. Not only did she lecture, and supervise students, she set up a private practice dedicated to children. I n 1960 because of divorce Ainsworth became very depressed. In 1963, one year after starting the research she is best known for she became a full professor. In1975 Ainsworth left Hopkins for a professor position at the University of Virginia. She taught there until her retirement in 1984. She remained active in her profession until 1992.The American Psychological Foundation awarded her the Gold Medal Award for life achievement in the science of psychology from. In 1999 Mary Ainsworth passed at the age of 86, she never had any children but her major contributions were in study of children. Theoretical Perspective of Mary Ainsworth Bowlby and Ainsworth worked together to develop the attachment theory and research. â€Å"The distinguishing characteristic of the theory of attachment that we have jointly developed is that it is an ethological approach to personality development.Although they had separate approaches to understanding personality development, they worked together each addin g different ideas and perspectives. In Uganda Ainsworth spent time doing research on mother child interactions. At the same time she teaching and lecturing about psychology at John Hopkins, Mary Ainsworth began work to create a test to measure attachments between mother’s and caregiver’s, and their children. Here she developed the â€Å"Strange Situations† assessment. Children ages 12 months-18 months were observed during the assessment.A researcher watched a child’s reaction when he or she was briefly left alone in an unfamiliar room. Important information was revealed during the separation and upon the mother’s/caregiver’s return. â€Å"Based on her observations, Ainsworth concluded that there are three main attachment styles. The three main attachment styles are secure, anxious- avoidant, and anxious resistant†. Because her initial finding, her work has spawned numerous studies into the nature of attachment and the different attach ment styles that exist between children and caregivers.Mary Ainsworth’s contributions to psychology Significant contributions to the science of psychology have been made by Mary Ainsworth with her â€Å"Strange Situations† assessment. After the research she concluded the main attachment styles are secure, anxious-avoidant, and anxious-resistant. She set a platform and many others shortly followed. Her controversial research on attachment played an important role in understanding the development of children.In 1986 researchers Main and Solomon added a fourth attachment style: disorganized-insecure. There are numerous studies that support Ainsworth’s research. Additional research has also shown early attachment styles can help predict behaviors later in life. Mary Ainsworth’s research and contributions are still important to the study of psychology today. Conclusion â€Å"Mary Ainsworth knew her work was debatable and could be understood by some in the wom en’s movement as a order to mothers to stay home with their children in their early age†.â€Å"And while I emphasize the importance of a secure attachment between infant and caregiver, and that full-time mothering may be the usual way of ensuring a secure attachment, she did not deny that alternative arrangements were possible. She said, â€Å"Had I myself had the children for whom I vainly longed, I like to believe I could have arrived at some satisfactory combination of mothering and a career, but I do not believe that there is any universal, easy, ready-made solution to the problem† (Ainsworth, 1983. p. 216).With tables turning and the contributions of psychology’s most prominent female theorist being added to text books students will study more about the contributions of Mary Ainsworth. Her background, significant contributions, and theoretical approach are vital still today. Many psychology researchers use the â€Å"Strange Situation† assessme nt as a basis for analysis on child development research. Mary Ainsworth lived 86 years and most of her life was spent researching, lecturing, teaching, and observing in the psychology field.

How to Create a Bouncing Bubble Recipe

Just about any bubble solution will produce soap bubbles, but it takes a little extra care to make them strong enough to bounce. Heres a recipe for bouncing bubble solution and tips to keep bubbles from popping on contact. Bouncing Bubble Recipe 1 cup distilled water1 tablespoon liquid dishwashing detergent (I like Dawn)1 teaspoon glycerinBubble wand or straw to blow bubbles Simply mix together the ingredients and store it in a sealed container until youre ready to use it. While the recipe may work with regular tap water, distilled water produces reliable results because it doesnt contain extra minerals that could prevent soap suds from forming. The detergent is what actually forms the bubbles. Glycerin stabilizes the bubbles by making them thicker and reducing how quickly water evaporates. Basically, it makes them stronger and longer-lasting. You may get a little extra oomph from your bubble solution if you place it in the refrigerator to age overnight. Allowing time for the solution to rest after mixing it gives gas bubbles a chance to leave the liquid (which could prematurely pop your bubble). A cool bubble solution evaporates less quickly, which may also protect your bubbles. Blow Bubbles You Can Bounce Blow bubbles! Now, you arent going to be able to bounce them on hot pavement, no matter how hard you try. You need to aim for a more bubble-friendly surface. You can catch and bounce bubbles on the following surfaces: bubble wand, wet with bubble solutiondamp dishgloved hand, especially if you wet it with bubble solutioncool, damp grassdamp cloth Do you see a trend here? A smooth, moist surface is best. If the surface is too rough, it can puncture the bubble. If it is too hot or dry, the bubble will pop. It also helps if you are blowing bubbles on a calm day with high humidity. Windy, hot conditions will dry out your bubbles, causing them to pop. Need even stronger bubbles? Try this recipe for bubbles that wont pop.