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An Yearly Magazine by the Students and Staff of the Commerce Department
The New College (Autonomous) Chennai-14.
2014 –2015
PATRON
Dr. S. ABDUL MALIQ, PRINCIPAL
EDITOR
Dr. S. THOTHADRI
EDITORIAL ADVISORY committee
EDITORIAL team
Dr. P.M.S ABDUL GAFFOOR-H.O.D. Of COMMERCE K IMRAN BASHA – I M.COM
Mr. FAYAZ MOHAMMED BIJLI K PRABHU– I M.COM
Dr. SYED RAFIQ AHMED R FARMAAN AHMED– I M.COM
Dr. S. TAMEEM SHARIEF K MOHAMMED HAMZA– I M.COM
Dr. J. SULAIMAN S MOHAMMED SHAKIL AHMED– I M.COM
Dr. A. MOHAMED YUNUS H SHAIK SHAFFI ALI– III B.COM
B. AFROZ AHMED J MOHAMMED IBRAHIM-III B.COM
S. MOHAIDEEN BASHA G KHAJA SHERIFF -III B.COM
Mr. N.O. AMEEN T MOHAMMED TAHER KHAN –II B.COM
Mr. A.MD. NAYEEMULLAH KHAN SYED AAQIB-I B.COM
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FROM THE EDITOR
I am honoured to share the efforts of many thoughtful and committed people of
the Commerce Department for the release of In-house Magazine “NEWCOMM
DIGEST TODAY”. As a part of Go-Green initiative, the PG & Research Department
of Commerce instigated the novel idea of bringing out the magazine as e-journal
which is available on the New College website. (www.thenewcollege.in).
The year 2014 – 15 was filled with academic accomplishments of both staff
members and students. As the saying goes ‘Life Misses No Opportunity’, our
department students proved it by participating and winning prizes in various cultural
events at Inter and Intra Collegiate levels. Dr. P.M.S. Abdul Gaffoor, Associate
Professor & Head who had been a source of inspiration for our students, motivated
them to excel not only in academic activities but also in extracurricular activities, by
sponsoring prizes for all the winners of the cultural events of the department
conducted during the year 2014-15.
I thank the New College Management and our Principal Dr. S. Abdul Maliq
for their encouragement and constant support in all our endeavours. My special thanks
to Mr. K. Prabhu (I. M.Com), K. Imran Basha (I M.Com) and Shaik Shaffi Ali
(III B. Com) for their untiring efforts in bringing out this magazine. I appreciate all
students who have shown keen interest in contributing articles for publication. I also
thank the Editorial Advisory Members and Editorial team for their help and support
extended in bringing out this journal on time.
S. THOTHADRI
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S.No CONTENTS PAGE
1
Annual Report 2014 - 2015
1
2
A Study on Work Stress Management Among Employees of BPO in Chennai
Prof. N.O. Ameen
13
3
Transformational Leadership K IMRAN BASHA
24
4
Work Life Balance K PRABHU
27
5
Performance Management System S MOHAMMED SHAKIL AHAMED
30
6
Paypal S SYED MEERAN
34
7
E-Stamping R FARMAAN AHMED
36
8
Business Intelligence K MOHAMMED HAMZA
39
9
Digital Library K MUHAMMED LASIM
42
10
Human Resource Information Systems E ADIL
44
11
Employee Value Proposition H SHAIK SHAFFI ALI
48
12
Evergreen Name, T MOHAMMED TAHER KHAN
52
13 Top of the Peak T MOHAMMED TAHER KHAN
53
14 All the Way T MOHAMMED TAHER KHAN
53
15 The Best Personality Ever T MOHAMMED TAHER KHAN
54
16 Every Aspect of Life T MOHAMMED TAHER KHAN
54
17 Photo Gallery 55
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THE NEW COLLEGE (AUTONOMOUS) –CHENNAI 600 014.
PG & RESEARCH DEPARTMENT OF COMMERCE - SHIFT – I
ANNUAL REPORT 2014– 15
Dr. J. Sulaiman, Assistant Professor was nominated as Vice-President of the
Commerce Association for the Academic Year 2014 – 15. Mr. G. Md. Wajakath Ali
of III B.Com (General) was elected as Department Secretary of Students Union for the
year 2014 – 15. Mr. A. Nizam Dawood of II M.Com was elected as Secretary of the
PG Association for the year 2014 – 15.
DEPARTMENT ACTIVITIES
A. BOARD OF STUDIES MEETING
Board of Studies Meeting was held on 23.12.2014 at the PG & Research
Department of Commerce to modify the syllabus for II B. Com (General), III B. Com
(General) and II M.Com students for the academic year 2015 – 16. Dr. S. Gurusamy
was the University Nominee. The syllabi were discussed and approved by the
members of the Board of Studies.
B. UGC AUTONOMOUS GRANT -ONE DAY WORKSHOP
P G & Research Department of Commerce organized a UGC Autonomous
Grant One Day Workshop on “Emerging Business Opportunities and Leadership
Challenges in the era of Globalization” on 4th February 2015. Dr. S. Gurusamy
Professor & Head, University of Madras, presided over the function and delivered the
inaugural address. He emphasized the importance of leadership qualities in order to
enable us to face the challenges ourselves in this era and cope with the rising trend and
envision as the business leaders. Mr. David Mohan, Chief Manager & Principal,
Corporate Learning Centre, United India Insurance Company Limited was the
resource person for the technical Session I “Leadership Qualities in the Era of
Globalization”. He enlightened the students on the importance of Leadership qualities,
Goal Setting and achieving. Rotarian Prasanna Shenoy, Chartered Accountants,
Founder & Senior Partner PS Associates was the resource person for the technical
session II. He highlighted about the Emerging Opportunities in a Globalized World.
All students received the participation certificates. Dr. Nizar Ahmed, Director,
MEASI Institute of Management highlighted the need for leadership qualities and
communication skills
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C. INTER COLLEGIATE COMPETITIONS
P G & Research Department of Commerce conducted an Inter Collegiate
Commerce Talent Meet “NEWCOMM FEST 2K15” on 10th March 2015. Dr.
P.M.S. Abdul Gaffoor magnanimously sponsored the Overall Rolling Trophy and the
Cash Prizes for all the events. To promote cordial relationship among students from
various city colleges, he created an Endowment for Rs. 1, 00,000/- (One Lakh only)
towards the conduct of such events every year. More than 12 Arts & Science Colleges
in and around Chennai actively participated in the Inter Collegiate Competitions.
English Oratorical, Tamil Oratorical, Quiz, Shipwreck and Ad zap events were
conducted. The First, Second and Third place winners of each event were awarded a
cash prize of Rs. 3,000, Rs, 2000 and Rs. 1,000 respectively. Besides, a cash prize of
Rs. 5,000/- (Five thousand) was awarded to Mr. Mohamed Nawaz of I M.Com of
The New College who secured the highest score points in Achievement Recognition
Programme (ARP). This Program was inaugurated by Prof. Dr. Karu Nagarajan,
Member Secretary, and Tamil Nadu Higher Education Council.The Overall
Rolling Trophy was bagged by D G Vaishnav College, Arumbakkam. Col. Dr. G.
Thiruvasagam, Vice Chancellor of AMET University presided over the function
and distributed the prizes to the winners.
D. STUDENT EDUCATIONAL TOUR
III year B. Com (General) students organized an Educational Tour to Munnar
and Cochin from 19th January 2015 to 22nd January 2015. Dr. J. Sulaiman, Assistant
Professor and Mr. Bilal, Assistant Professor of Commerce accompanied the students.
39 students of B. Com (General) participated in the educational tour.
STAFF ACTIVITIES &ACHIEVEMENTS
Dr. P.M.S Abdul Gaffoor, Associate Professor & Head was the Guest of
Honour for the Commerce Day function conducted by Thiruthangal Nadar College,
Chennai. He delivered the presidential address and highlighted the importance of
leadership qualities.
Prof. Mr. Fayaz Mohammed Bijli, Associate Professor served as a Member
of the Board of Studies of Commerce in B S Abdur Rahman University and also a
Member of the Board of Studies of Commerce in JBAS College, Chennai
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Dr. Syed Rafiq Ahmed was a Chairperson for the International Conference on
“Commerce in Sanga Elaikyam” conducted by Government Thirumakal Arts College,
Gudiyatham. He also served as a University Nominee as Subject Expert for the
recruitment of Teachers at the Pachaiyapaa’s Trust, Chennai. He was a member of
the interview panel for the recruitment of teachers at JBAS College for Women,
Chennai. He also served as a resource person for the upgradation programme which
was conducted for the PG Teachers in Commerce, by DIET, Government of Tamil
Nadu.
Dr. S. Thothadri, Assistant Professor & Dr. J. Sulaiman, Assistant Professor
attended an Orientation Programme for 28 days conducted by the UGC Academic
Staff College, University of Madras from 05.11.2014 to 02.12.2014.
Dr. J. Sulaiman was a resource person at Madras School of Social Work and
delivered a lecture for the NSS Programme Officers from various Universities. He
also presided over as a Chief Guest for YRC inauguration of Presidency College,
M.A. Chidambaram Nursing College, and Mohamed Sathak College of Arts &
Science, Krishna Swamy Women’s College and Annai Veilankanni College.
Dr. SYED RAFIQ AHMED, Assistant Professor
Dr. Syed Rafiq Ahmed served as an External Examiner for Ph. D Public Viva
Voce examinations conducted by the University of Madras and Thiruvalluvar
University.
Viva voce examination of Ms. Mala Jayashree, (Part time Research Scholar)
in Commerce was held on 20.10.2014. She was conferred with “Doctoral Degree in
Commerce” under the guideship of Dr. Syed Rafiq Ahmed.
He also participated and presented papers in the following seminars and conferences.
Participated in the Regional Level workshop on ‘Quantitative Techniques in
Research: SPSS Package’ held at Ethiraj College for Women (Autonomous),
Chennai on 13th & 14th August 2014.
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Presented a research paper in the UGC SponsoredNational Seminar on
‘Emerging Issues of Retailing in India’, held at Erode Arts & Science
College (Autonomous), Erode on 19th& 20th September 2014.
Participated in the Research Colloquium on ‘Research Colloquium’ held at
TNOU, Chennai on 31st October & 1st November 2014.
Presented a research paper in the national seminar on ‘Customer Retention: A
Marketing Strategy’, held at Jamal Mohamed College (Autonomous),
Thiruchirappalli on 24th January 2015.
Presented a research paper in the national seminar on ‘Consumer Behaviour
in the Global Era’, held at Jamal Mohamed College (Autonomous),
Thiruchirappalli on 24th January 2015.
Participated in the International conference on ‘The World Economy: Recent
Developments & Challenges’ held at Stella Maris College (Autonomous),
Chennai on 27th January 2015.
Presented a research paper at the national seminar on ‘Emotional Marketing:
A Tool For Brand Management’,held at Dr. MGR Janaki College of Arts &
Science for Women, Chennai on 27th& 28th January 2015.
Presented a research paper at the national seminar on ‘Work Life Balance &
Its Stress on Working Women: A Focus’, held at Dr. MGR Janaki College of
Arts & Science for Women, Chennai on 27th& 28th January 2015.
Presented a research paper at the national seminar on ‘Consumer Buying
Behavior & Purchase Decision : A Study With Special Reference To
Indian Cosmetic Industry’, held at Dr. MGR Janaki College of Arts &
Science for Women, Chennai on 27th& 28th January 2015.
Presented a research paper at the national seminar on ‘A Study On Global
Competency Challenges & Opportunities For Public Entrepreneurship
With Special Reference To Indian Postal Services’,held at Dr. MGR Janaki
College of Arts & Science for Women, Chennai on 27th& 28th January 2015.
Presented a research paper at the national seminar on ‘Search Engine
Optimization: A Tool For Online Marketing’,held at Dr. MGR Janaki
College of Arts & Science for Women, Chennai on 27th& 28th January 2015.
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Presented a research paper at the national seminar on ‘Succession Planning –
A Key for Employee Retention’,held at Dr. MGR Janaki College of Arts &
Science for Women, Chennai on 27th& 28th January 2015.
Participated in the UGC funded workshop on ‘Emerging Business
Opportunities and Leadership Challenges in the era of Globalization’ held
at The New College (Autonomous), Chennai on 4th February 2015.
Presented a research paper in the 3rd International Conference on ‘A Customer
Retention Management: Emerging practices, Process and Discipline’ held
at SRM university, Chennai on 26th February 2015.
Presented a research paper at the International Conference on ‘Effectiveness of
Exit interview- A Study with special reference to selected IT companies in
Chennai”, held at MEASI Institute of Management, Chennai, on 27th
Feb.2015.
Dr. S. TAMEEM SHARIEF, Assistant Professor
Dr. S. Tameem Sharief, has participated and presented papers in the following
seminars and conferences:
“Impact of Foreign Direct Investment in India” in the National
Conference On BankingEconomic Development” at KCS Kasi Nadar
College Chennai during Sep-2014.
Articles Published
“Strategic Issues in Succession Planning” at RMK Vivekananda College
Chennai during Sep-2014.
Marketing Strategy Change in Service –Based World Implications And
Directions For Research.
“E-Banking Benefit and Challenges” in International Journal of
Commerce and Management during December-2014.
“Human Resources in Telecommunication Sector” In National Conference
in New Trends and Challenges in HR at Annai Violet College Chennai
during Jan 2015.
“A Study on Employees Motivation” in International Journal of Human
Resource on December 2014.
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Dr. S. THOTHADRI, Assistant Professor
Dr. S. Thothadri has attended a National Conference on “Leveraging Business
through Technological Advancement” conducted by AnnaiVeilankanni’s College
for Women on 26th February 2015. He also Participated in the International
Conference on “Managing Globalization Trends and Challenges” conducted by the
MEASI Institute of Management on 27th February 2015. Attended a Workshop on
“Companies Act 2013” organised by the Institute of Company Secretaries of India
and Sir Theagaraya College.
Dr. J. SULAIMAN, Assistant Professor
Dr. J. Sulaiman has participated and presented papers in the following seminars
and conferences:
1. Presented a research paper at the UGC Sponsored national seminar on
‘Modern Trends and Development Strategies in Business’ held at Dhanraj
Baid Jain College (Autonomous), Chennai on 4th Jan 2014.
2. Participated in the ‘Consultation programme on SAARC youth Charter’
organized by Rajiv Gandhi National Institute of youth Development, Chennai
on 3rd to 4th Feb 2014.
3. Presented a research paper in the Entrepreneurship for the 21st Century 2nd
International conference on “Recent development in Marketing
Communication: Strategic Entrepreneurship & Green Marketing” held at
SRM university, Chennai on 27th February, 2014.
4. Presented a research paper in the International Conference on Entrepreneurship
& Management Fest Organized by the Department of Business Administration
in association with Ministry of Micro Small and Medium Enterprises -MSME
on ‘Recent Development in Marketing Communication Statistic
Entrepreneurship and Green Marketing’, held at SRM University, Chennai
on 27thand 28th February, 2014.
5. Participated in the One day Workshop on “Entrepreneurship for New
Entrepreneurs” held at The New College (Autonomous), Chennai on 5th
March, 2014.
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6. Presented a research paper in the International conference on “Business
Intelligence& Innovation for Emerging Markets” held at Chellammal
Women’s College on 8th March 2014.
7. Presented a research paper at the National Conference on ‘Leveraging
Business through Technological Advancement’ held at Annai Veilankanni’s
College, Chennai on 26thFeb 2015.
Prof. A. MOHAMED YUNUS
Prof. A. Mohamed Yunus has submitted his Ph. D Thesis in University of
Madras on 24.12.2014. He also published an Article titled “Online Shopping – A
Focus on the Consumer Perceived Risk” at Kaveripakkam College Journal of
Management Research.
Prof. S. MOHAIDEEN BASHA
Prof. S. MohaideenBashahas presented a paper on “The Study of Employee
Engagement” at the International Symposium on Emerging Horizon in HRM on 26th
September 2014 at Ramakrishna Mission Vivekananda College.
Prof. B. AFROZ AHMED
Prof. B. Afroz Ahmed has attended a Research Colloquium organised by the
School of Social Services, Tamil Nadu Open University, Chennai held on 31st October
and 1st November 2014. He also attended a Workshop on Curriculum Designing and
Implementation for the Faculty of Business Studies conducted by JBAS College for
Women, on 8th January 2015. Also participated in a workshop on “Emerging Business
Opportunities and Leadership Challenges in the era of Globalization” conducted by
The New College on 4th February 2015.
Prof. N.O. AMEEN
Prof. N.O. Ameen participated in the Faculty Development Programme “Drone
14” organized by Ramakrishna Mission Vivekananda College. He attended an
International Conference on “Entrepreneurship & Management Fest” organized by
SRM University (Dept. of Business Administration). He also attended a Research
Colloquium organized by Tamil Nadu Open University (School of Social Science). He
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participated in a One Day Workshop on “Emerging Business Opportunities and
Leadership Challenges in the Era of Globalization” Organized by The New College
(Dept. of Commerce). He published the following articles in various journals.
“Work Stress among Banking Professionals - A Case Study on Nationalized
Bank” during March 2014.
“A Study on Stress level of drivers in Logistics department with particular
reference to SICGIL India Limited” during June 2014.
Students of I Year M. Com and II Year M. Com attended one day coaching class
for NET & Competitive Examination on 14.02.2015. Dr. Nallathambi was the
resource person.
12 Students of I Year M.Com attended the one day workshop on “Companies Act
2013” organised jointly by Institute of Company Secretaries of India and Sir
Theagaraya College.
STUDENTS’ ACHIEVEMENTS
The students of our department have brought in many laurels, which add pride
and fame to our department.
F. Asiya Khilji, Ph.D Research Scholar of Dr. P.M.S. Abdul Gaffoor, has
participated in the 35th National Games held at Thrissur, Kerala from 6th January to
14th February and won the following Prizes:
1) Won Tamil Nadu Team Gold in Trap Shooting Women
2) Won Individual Bronze in Trap Shooting Women
3) Won Tamil Nadu Team Bronze in Double Trap Shooting Women
She was also called for Indian team selection trials from Jan 15th to 24th 2014 and
secured a place into Indian team
Mr. Mohamed Nawaz of I M. Com student needs special appreciation for
participation in various inter collegiate competitions and won several prizes. His list
of achievements for the Academic year 2014 -2015.
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S. No Name of the college Name of the event Place Secured
1 Sri Ramachandra University Camera Rolling
Action
First
2 Sri Ramachandra University Info-Zap(Adzap) First
3 Sri Ramachandra University Overall Trophy Winner
4 Rotaract Club of Green galaxy
(Fanaa Season 5)
Adzap First
5 Oceanus Dual dance First
6 Oceanus Patta rap dance Second
7 Oceanus Mr. Oceanus First
8 Oceanus Adaptune dance First
9 Oceanus Overall trophy Winner 1
10 Cancer institute Voluntary Blood
Donation camp
Certificate of
Appreciation
11 S.D.N.B Vaishnav College for
Women
Variety Second
Mr. Mohamed Nawaz secured the highest number of reward points 7,800
in the Achievement Recognition Program (ARP). He was awarded the First Prize
for being the Best Achiever of the Commerce Department with the cash Prize of
Rs. 5,000/- sponsored by Dr. P.M.S. Abdul Gaffoor Head of the Department of
Commerce.
I Year B. Com (General) Students participated in the TECHOFES 2015
conducted by the CEG (College of Engineering, Guindy) and won prizes in the
following events:
Situational Acting
The following students of I year B. Com (General) won the 1st Prize in Situational
Acting
Mr. Mohammed Ghouse K
Mr. Mohammed Imran R
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Variety Show
The following students of I year B. Com (General) won the 2nd Prize in Variety
Show.
Mr. Shabaz Khan
Mr. Syed Aqib A
Mr. Abu Backer
Mr. Mohammed Imam
Mr. Mohammed Ghouse K
Dual Acting
Mr. IMAM of I year B.Com (General) has secured 2nd Place in Dual Acting.
Students of I year B. Com (General) participated in variety show conducted by St.
Thomas & Guru Nanak College and won the I & II Prize:
I Prize: R Mohammed Imam&A Syed Aaqib
II Prize: R Mohammed Imam, K Mohammed Ghouse, Shabaz Khan, A Syed
Aaqib, M S Mohammed Abubakr and Sheik Shameem
AaquibFarook from II B.Com won 2nd prize in Fashion Show.
Mohammed Muzammil & Ishtiaque Ahmed J of III year. B.Com (General)
won the 3rd Prize in Business Quiz at Hindustan College of Arts & Science.
Mohammed Muzammil&Ishtiaque Ahmed J of III year B. Com (General) won
the 1stPrize in Business Quiz at D. G. Vaishnav College.
The following students of B. Com (General) won prizes in Inter Department
competitions conducted by Arabic department, The New College.
Abdul Jabbar. I - II Prize in QIRATH,
Abdul Jabber .I - III Prize in AZAAN,
Yousuff Ahmed .S - II Prize in ISLAMIC QUIZ
Yousuff Ahmed .S - I Prize in ISLAMIC ORATORICAL
The students of our department have been witnessing a creditable performance
in the field of Sports. They participated in various events and won several prizes
during the year.
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NATIONAL CADET CORPS
Corporal K. Dayan Ahmed of II B. Com (General) was selected for 15 days
training at Army Attachment camp and won the First place in contingent drill. It was
held at Hyderabad by 1 Tamil Nadu Battalion N.C.C unit Head Quarters Madras ‘A’
Group on September 2014.
NATIONAL SERVICE SCHEME
Department of Commerce is proud to develop socially responsible citizens. The
Commerce Department students of N.S.S. have dedicated themselves by extending
social service to community whenever required. The students of B. Com (General)
were part of various camps conducted by N.S.S.
NSS orientation program for both shift I & II on 12th August 2014.
Blood donation camp & Eye screening camp on 24th September 2014.
Railway cleaning project on 2nd October 2014.
World Arthritis day rally on 12th October 2014.
Blood donation camp on 10th December 2014.
Tree plantation on10th December 2014.
YOUTH RED CROSS
Mr. G. Khaja Sharif, III year B.Com (General) won the “State Level Best YRC
Voluntary Award” from our HonourableVice Chancellor Dr. R. Thandavan,
University of Madras. The students of B. Com (General) were part of various events
conducted by Y R C.
Geneva Convention Day Competition from 1st to 5th August 2014.
YRC orientation in our college camps on 19th August 2014.
First aid training in Red Cross premises from 19th to 21st September 2014
Participated in the programme - G.Khaja Sharif, Sheik Shaffi Ali,Abdul
Rehman, Khaja Lal of III-B.Com
Blood donation on 24th September 2014.
District one day program on 25th September 2014.
Eye project [eye hospital Egmore] on 23rd to 29th September 2014.
National camp [Orissa] on 22nd to 27th November 2014.
State level best YRC voluntary for male on 6th January 2015.
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ROTARACT CLUB
The students of B. Com (General) participated in the activities conducted by the
Rotary Club:
Orientation program on 3rd August 2014.
Group Rotaract meeting on 2ndAugust 2014.
Independence celebration on 15th August 2014.
District Rotaract assembly on 17thAugust 2014.
Teacher’s day celebration on 5th September 2014.
Children’s day celebration on 14thNovember 2014.
World largest human flag formation on 7th December 2014.
Campus Placement
17 Final year B.Com (General) students have been placed in Tata
Consultancy Services as Trainees. Abdul Azeez, Shameem Mohamed, Shafi Ahmed,
Mohamed Nawaz, Zia-ur-Rahman, Irfan Ahmed, Abdul Majid, Mohamed Ibrahim,
Naveed Ahamed, Mohthoo Rameshul Rahman, Kamaran Hussain, Mir Adil Ali,
Mohamed Shameel, Kafeel Ahamed, Parhanullah Khan, Yousuf Ahmed, Kaja Sherif.
Retirement of the HOD Dr. P.M.S. Abdul Gaffoor
Our Head of the Department Dr. P.M.S. Abdul Gaffoor attained superannuation
this academic year after serving in the college for more than three decades. He was an
important pillar of strength for both the department and the college. Staff Members of
Commerce department felicitated him.
Our Department conducted Dawood Khan Memorial Trophy in March 2015.
The trophy was awarded for events such as Adzap, Quiz and Oratorical on an inter
class basis in Commerce Department.
Place: Chennai Dr. P.M.S. Abdul Gaffoor
Date: 16.03.2015 Head of the Department of Commerce
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“A STUDY ON WORK STRESS MANAGEMENT
AMONG EMPLOYEES OF BPO IN CHENNAI”
Prof. N.O. AMEEN
ABSTRACT
Work plays a powerful role in people’s life and exerts an important influence
on their better living. Since employment can be an exciting challenge for many
individuals, it can also be a great source of stress. The stress level is on the continuous
rise because of increasing competition and attempts at trying to keep pace with
advancement in one’s field, together with constant threat of falling short of one’s own
and those of others expectations. The objective of the study is to identify the sources
of job stress and to measure the level of job stress experienced by the employees and
suggestions to cope stress at work place. Descriptive research design is followed in
this study. The study is undertaken from various multinational companies particularly
BPO companies located in Chennai. The observations showed that there is no
significant association as regards gender and educational qualification with levels of
job stress. During the interaction, the respondents stated as organizations like BPOs
need to mobilize commitment amongst its employees and this needs to be done by
making them more aware of the process, involving them in decision making to find
the best way of accomplishing organizational objectives.
Key words: BPO, Employee, Job stress, Organizations, Working environment.
INTRODUCTION
Stress is a concept first introduced in the life sciences by Hans Selye in 1936.
Hans Selye defined stress as “the non-response of the body to any demand.” The term
stress is derive from a Latin word “Stringer” which means to draw tight. Stress has
probably been associated with man in every walk of his life (i.e.) from the time of his
birth till the last breath drawn. Stress is there to say in every socio-economic setting.
Stress can be produced by an apparently endless number of situations. It can be caused
by poor working relationships, by too much responsibility, by too little responsibility,
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by frustration, by boredom, by too little money, by fear about the future, by change
that seems threatening, by new technology, by having too much to do and by having
too little to do.
Stress level can be identified by two factors:
Organizational factors-The elevated stress levels in the organization are
associated with raise in turnover, absenteeism, sickness, reduced productivity
and low self reliance.
Individual factors – At the personal level, work stressors leads to subjective,
cognitive, behavioral and physiological consequences.
Hence, although increasing the rewards of work can offset is stressful aspects, the
physical environment and psycho-social conditions of employment can have
detrimental effect on employee’s mental and physical well-being.
With the growing recognition of the ‘Human Relations Approach’ in the BPO, the
discomforts and dishonors associated with the work are apparently missing today, but
the intangible vulnerability and hazard in the shape of stress, strain and anxiety are
still ingrained in it. This hidden susceptibility which is more precarious and has been
covertly taking the toll on working people is the fallout of the worker and work
environment misfit.
STATEMENT OF THE PROBLEM
The emerging global economy is creating intense pressure for both employers
and employees to be more productive. In the process, companies are inventing new
jobs, introducing new technologies, cutting costs by downsizing and outsourcing and
in fact companies are expecting their employees to be more and more innovative and
productive. But the majority of employees are not trained to manage these additional
pressures, resulting in ‘stressed’ employees.
The stress scenario in the BPO industry has largely, remained unexplored. This
limitation is of serious concern especially in view of certain peculiar characteristics,
particularly tight time schedule, work overload and inherent risk attached to the BPO.
Besides, the BPO industry witnessed a significant growth recently. The sizable
increase in the volume of BPO business along with the inherent characteristics of the
job has given rise to a large-scale feeling has been on the continuous rise and has
impinged upon the performance of the BPO.
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A look at the enormous changes taking place in our social, economic, legal and
political environment since the past two decades can easily lead us to believe that the
pressure to perform has gone up significantly in all spheres of life. Shrinking
opportunities, rising fierce competition, economic disparities and several other
mundane challenges have all contributed to a stressful life for all types of occupation
holders, and BPO employees are no exception of this.
REVIEW OF LITERATURE
Addae H.M., Parbooteah K.P. and Velinor N., (2008) “Role stressors and
organizational commitment: Public sector employment in St. Lucia”,International
Journal of Manpower, 26(6), 567-582 mentioned as Around threebillion people
globally are employed and face an incessant and challenging problemin the
organization called stress, which influences employee’s performance andefficiency.
Stress is defined as the corporeal and cognitive response to acutecircumstances.
According to Jungwee Park, ( December, 2007) “Work stress and
Jobperformance” Though simple identification of low- and high-strain jobs may be
important, the distinction between job control and psychological demands must be
retained because each category can have different effects on workers and their
organizations.
According to Medi Bank (August, 2008) “The Cost of Work Place in
Australia” The stress process originates with exposure to stressors. Stressors arethose
elements within an environment that cause stress and can be either physical
orpsychosocial. Physical stressors include physical elements within an
environmentsuch as loud noise or physically uncomfortable working conditions,
whereaspsychosocial stressors include pressures as tight deadlines or job insecurity.
According to Verna Blewett, (2006) University of Adelaide, “Job Stress
Causes, Impact and Interventions in The Health And Community Sector”,
inorder to develop a practical stress management program, Work Cover
iscommissioning a demonstration program to be undertaken in targeted health
andcommunity services workplaces. This program will be informed by the ‘job
stress’research project, an ongoing review of the literature, and consultation
withstakeholders and academics. As a primary intervention, the program will focus on
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improving various work based factors as the key to preventing and
improvingmanagement of work related psychological injury.
According to Warraich Usman Ali (2014) “Impact of Stress on Job
Performance: An Empirical study of the Employees of Private Sector
Universities of Karachi, Pakistan” Stress is one of the burning issues
thatorganizations have to deal so that employees can comfortably produce quality
work.Stress causes an imbalance in one's life because it leads to depression and
thusdamages health, attitude and work behavior. Causes of stress are called
stressors,which can be workplace conflict, role conflict, role ambiguity and workload.
OBJECTIVES OF THE STUDY
To identify the sources of job stress
To measure the level of job stress experienced by the employees
To assess the effects of job stress on the employees
To establish association between demographic variables and the level of job
stress.
METHODOLOGY
This is a study on the employees working in the BPOs.
Research Design: Descriptive research design is followed in this study.
Sample size: A sample of 100 employees was randomly selected from BPO
organizations in Chennai viz., Vision Health Source (Perot Systems), Allsec
Technologies, ABN Ambro, Scope International (Standard Chartered), e-Serve
International (Citi group), EDS, Wipro Spectra mind and Accenture.
Sample Technique: Cluster sample technique has been used for collecting data.
Tools of Data Collection:
Primary data was collected through a structured, close-ended questionnaire
developed after the conduct of a pilot study.
Secondary data was collected from books, journals, magazines, articles and websites.
Framework of Analysis: Analysis of the data was done using various statistical tools
such as percentages, weighted average mean and chi square test.
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17
LIMITATIONS
The study was limited to only work related stressors. Non-work stressors were
not considered as the research work would otherwise become too unwieldy.
This is not a longitudinal study. Data was only collected at one point of time
and it may vary when collected at another point of time. However, this
limitation is inherent in most quantitative studies.
ANALYSIS & INTERPRETATION
TABLE-1 Profile of the BPO Respondents
NAME OF VARIABLE CATEGORY Percentage
Gender 1)Male
2)Female
54
46
TOTAL 100
Age Group 1)25 yrs or less
2)26 – 40 yrs
3)41 – 55 yrs
4)Above 55 yrs
72
20
7
1
TOTAL 100
Marital Status 1)Single
2)Married
86
14
TOTAL 100
Educational Qualification 1)Diploma Holder
2)Graduate
3)Post Graduate
4)Professional
3
56
30
11
TOTAL 100
Work Experience 1)Less than 1 year
2)1 – 3 years
3)4 – 6 years
4)7 – 10 years
5)Above 10 years
27
58
14
1
0
TOTAL 100
Monthly Income (in Rs.) 1)Upto 10,000 61
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2)10,001 – 20,000
3)20,001 – 30,000
4)30,001 – 40,000
5)Above 40,000
30
3
3
3
TOTAL 100
Shift Pattern 1)Day Shift Only
2)Night Shift Only
3)Day and Night Shifts
52
28
20
TOTAL 100
Thus, majority of the employees working in the BPO organizations are in the age
group of less than 25 years’, unmarried’ male and female ‘graduates, with ‘1-3 years’
of experience and earning up to Rs.10,000’ as basic monthly salary.
Profile of the BPO Respondents (fig-1)
GENDER
AGE GROUP
MARITAL STATUS
EDUCATIONAL QUALIFICATION
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MONTHLY INCOME
Source: Primary data
TABLE-2 WEIGHTED AVERAGE MEAN REGARDING EFFECTS OF
JOB STRESS
Statement No. Statements Weighted
avg. mean
A1 I feel hurt very easily 2.07
A2 I get tensed easily 1.90
A3 I worry a lot when faced with problems 1.87
A4 I get nervous when I have to face difficult
situations
1.85
A5 I am hardly able to conceal my feelings 1.83
A6 I find it very difficult to concentrate on my
work
1.79
A7 I try to argue or fight for trivial matters 1.73
A8 I have often considered quitting my job 1.72
A9 I feel unhappy for no reason 1.71
A10 I get angry even for petty matters 1.68
A11 I take leave often 1.66
A12 I often feel like crying 1.65
A13 I am unable to go to sleep because of worry 1.61
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The weighted average mean (WAM) score of 2.07 for Statement A1 is the
highest indicating that the employees are very sensitive and feel hurt easily when
faced with stressful situations. Thus, from the above Table it is very clear that the
most significant effect of job stress identified are ‘feeling hurt’ , ‘tension’, ‘worry’ and
‘nervousness’.
Chi-square test
TABLE-3 ASSOCIATION BETWEEN ‘STRESS LEVELS’ AND ‘MARITAL
STATUS’
Stress Level Marital Status Total
Single Married
Low 8 0 8
Moderate 56 5 61
High 22 9 31
Total 86 14 100
Value = 9.473 Degree of freedom = 2 Significance = 0.05
Ho: There is no significant association between the ‘levels of stresses and the
‘marital status’
The calculated value of 9.47 is greater than the table value at 5% level of
significance with a degree of freedom of 2. Therefore, the null hypothesis is rejected.
Therefore there is a significant association between the level of stress and marital
status.
TABLE-4 ASSOCIATION BETWEEN ‘STRESS LEVELS’ AND ‘MONTHLY
INCOME’
Stress
Level
Monthly Income (in Rs.) Total
Upto
10,000
10,001-
20,000
20,001-
30,000
30,001-
40,000
Above
40,000
Low 5 3 0 0 0 8
Moderate 37 21 1 0 2 61
High 19 6 2 3 1 31
Total 61 30 3 3 38 100
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Value = 15.918 Degree of freedom = 8 Significance = 0.05
Ho: There is no significant association between the ‘levels of stresses and the
‘monthly income’
The calculated value of 15.918 is greater than the table value at 5% level of
significance with a degree of freedom of 8. Therefore, the null hypothesis is rejected.
Therefore there is a significant association between the level of income and level of
stress.
FINDINGS
The factors which constitute stress have been identified from the analysis in
their order of importance as ‘job constraints, feeling of insecurity and inequity,
organizational climate and support from superiors, job requirement and capability
mismatch, irregular work timings. Working in multinational organizations such as
BPO affects the employees’ physical health in many ways. The employees experience
headache, backache, hair loss, shoulder pain, neck pain, eye sight problems, and
weight loss/gain and digestion problem etc. According analysis it is found that there is
no significant association as regards gender and educational qualification with levels
of job stress whereas significant association was established as regards age, marital
status work experience, monthly income and shift pattern with levels of job stress.
SUGGESTIONS
Organizations need to bring about a change in the way they work and handle
their employees according to the situation. Organizations like BPOs need to mobilize
commitment amongst its employees. This needs to be done by making them more
aware of the process, involving them in decision making to find the best way of
accomplishing organizational objectives. Decisions should not be always forced on
them. Surveys can be designed to capture employee’s voice and opinion on
organization culture and environment and whether conditions are conductive to
positive work culture, or create pressure. Setting up counseling departments or
arranging regular visits of counselors can help employees voice their problems and get
appropriate guidance. The employees should try to take regular breaks away from
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work. Almost all organizations today have annual leave plans for their employees to
take time off from work and go for long relaxing vacations. Today, organizations have
realized that stress is preventable. It is the employer’s duty to provide safe conditions
of work. Organizations which have a reputation for not respecting employees or
failing to address the issue of employees’ mental health will be unlikely to attract the
most talented recruits or retain their best talent for long.
‘Health is wealth. The more one takes care of it, the better will be life’.
CONCLUSION:
Jobs in BPOs look very attract. A home pick-up and drop facility, food,
medical benefits, high salary, high society – all look lucrative. However, life is not
that easy and comfortable for BPO employees today. Every job creates a certain
amount of pressure. However, relentless pressure over long period of time can cause
physical and/or mental illness.
There can be many causes for stress-caused mental illness, the major ones being
pressure to balance work and home obligations; job insecurity and increasing
complexity; continuously changing and challenging work environments; need to
perform at peak levels with diminishing resources; unbearable pressure created by
phone calls, e-mails, reminders for a meeting or information; long hours of work, or
inflexible working arrangements, leading to breakdown of social or domestic life;
inappropriate management style, situations where employees are admonished in public
or treated harshly.
Organizations need to set up a system that can help the management identify/
indicate that employees are performing under pressure. High absenteeism, sickness,
high staff turnover and low morale re indicative of high pressure conditions prevailing
in the BPOs. These are the symptoms that need to be looked into and remedied
quickly. Stress dogs their footsteps. Burnout is common.
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REFERENCES
[1] Addae H.M., Parbooteah K.P. and Velinor N., (2008) “Role stressors and
organizational Commitment Public sector employment in St. Lucia”, International
Journal of Manpower, 26(6), 567-582
[2] Jungwee Park, (December, 2007) “Work stress and Job performance”
[3] Medi Bank (August, 2008) “The Cost of Work Place in Australia”
[4] Rita Agawam, (2008) “Stress in life and at work”, New Delhi, Response Books,
[5] Peptone D.M., (2009). “Stress and Coping – The Indian Experience”, New Delhi,
Sage Publications India Pvt. Ltd.,
[6] Dray Parsec, (2009). “Marking Organizational Role Effective”, New Delhi, Tata
McGraw Hill Publications,
[7] Peptone. D.M., (2009) “Organizational Role Stress and Coping”, New Delhi,
Sage Publications India Put Ltd.,
[8] Normal Singh, (2010) “Management Organizational Behavior”, New Delhi,
Pragmatic Publications,
[9] Fred Lufthansa, (2011) “Organizational Behavior”, New Delhi, Tata McGraw
Hill Publications,
[10] Vera Pfeiffer, (2011). “Stress Management”, London, Torsions,
[11] Jennifer M. George and Gareth R. Jones, (2012). “Understanding and
Managing Organizational Behavior”, Wesley Massachusetts Addison,
[12] Stephen Robinson, (2012) “Organizational Behavior”, New Delhi, Pearson
Education,
[13] Verna Blewett, (2006) University of Adelaide, “Job Stress Causes, Impact and
Interventions in the Health and Community Sector”
[14] Warraich Usman Ali (2014) “Impact of Stress on Job Performance: An
Empirical study Of the Employees of Private Sector Universities of Karachi, Pakistan”
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TRANSFORMATIONAL LEADERSHIP
K IMRAN BASHA
I-M.Com (G)
14PCO1209
Introduction
Leadership is about raising the aspirations of followers and enthusing people
with a desire to reach for the stars. For centuries we have been debating whether
leaders are born or made. Finally it turns out to be a little of both. Leaders are sort of
born and they're always made. Leaders are scarce especially those that can transform
the existing order, but individuals can develop the skill sets to function as a
transformational leader. In our country Transformational leadership is very short in
supply in every field like Government, Business, Education, Law and nonprofit
organizations.
The success of an organization is the result of combination of factors like
financial, material and technological resources, logistics, and human capital. These
factors are put together to achieve the desired goals consistent with the corporate
mission. In this context, firms are in constant seeking of the best individuals who will
lead and carry out this journey to success. These individuals are expected to have
special characteristics that ensure that their actions will turn out into positive results
for the organization. These extraordinary individuals are the leaders.
Need for Transformational Leadership
A leader should guide others towards a common goal, showing the way by
example, and creating an environment in which other members feel actively involved
in the entire process. A leader is not the boss of the team but, instead, the person that
is committed to carrying out the mission of the venture. A Transformational leader
creates significant change in the life of people and organizations. It redesigns
perceptions and values, changes expectations and aspirations of employees. Unlike in
the transactional style, it is not based on a “give and take” relationship, but on the
leader's personality, traits and ability to make a change through vision and goals.
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The very essence of transformational leadership is that it creates valuable and
positive change in the followers. A transformational leader focuses on “transforming”
others to help each other, to look out for each other, to be encouraging and
harmonious, and to look out for the organization as a whole.
Components of Transformational Leadership
Transformational leadership is not a quality that only a few privileged
individuals possess. Managers can learn how to become more transformational with
significant positive implications for their organizations. There are two primary
methods for transformational leadership training: (a) individual coaching sessions and
(b) workshops. To become a great transformational leader, one must build on four
core strengths. These are:
1. Intellectual Stimulation: Transformational leaders not only challenge the
status quo, they also encourage creativity among followers. The leader
encourages followers to explore new ways of doing things and new
opportunities to learn.
2. Individualized Consideration: Transformational leadership also involves
offering support and encouragement to individual followers. In order to foster
supportive relationships, transformational leaders keep lines of communication
open so that followers feel free to share ideas.
3. Inspirational Motivation: Transformational leaders have a clear vision that
they are able to articulate to followers. These leaders are also able to help
followers experience the same passion and motivation to fulfill these goals.
4. Idealized Influence: The transformational leader serves as a role model for
followers. Because followers trust and respect the leader, they emulate the
leader and internalize his or her ideals.
5. Transformational Leadership: It starts with the development of a vision. It is
about implementing new ideas. A Transformational leader has to raise the
confidence of followers. He should make them understand that tough times are
part of life and that they will come out better at the end of it. These
individuals continually change themselves, stay flexible, adaptable; and
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continually improve those around them. Transformational leadership can be
applied in one-to-one or group situations. Using this approach, the leader and
the associates are “transformed” to enhance job performance and help the
organization be more productive and successful.
Conclusion
Transformational leadership is a vital role for effective managers because
leader effectiveness determines the success level of the organization. This form of
leadership goes beyond traditional forms of transactional leadership that emphasized
corrective action, mutual exchanges and rewards only when performance expectations
were met. Strong leadership in adverse times helps to win the trust of the stakeholders.
These leaders develop followers by creating a direction for them to follow, yet giving
them the freedom to control their own behavior. They are charismatic, visionary,
inspirational, and intellectually stimulating. Transformational leadership is the product
of an individual’s approach to the job of leading and any leader can alter their
approach and have a fresh impact on those leads.
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27
WORK LIFE BALANCE
K PRABHU
I- M.Com (G)
14PCO1231
Introduction
Globalization of the world economy and rapid changes in technology has
resulted in a shift in the way businesses operate. Organizations require a highly
knowledgeable and multi skilled workforce. The growing competition due to the
globalization is adding fuel to the fire. Work related pressures and demands have been
consuming far too much of time of the employees leaving them with no time for
family and leisure. The term work-life-balance has been gaining importance among
employees and managers at an unprecedented rate. As a result, Work-life balance has
become one of the most important agenda of many organizations as well as a top
priority for workers. A global research study indicates that 81% of Executives agreed
that their jobs are affecting their health. Blue collar workers under stress respond with
workplace violence, alcoholism, absenteeism etc.
Working for longer hours has become way of life for many people. Working
extra hours can sometimes result in missing out important family events and important
milestones that would usually demand personal presence. It is not an easy task to
juggle with the pressing needs of both career and personal life. Work-life balance is a
broad concept including proper prioritizing between career and ambition on one hand,
compared with pleasure, leisure, family and spiritual development on the other. It is
useful for everybody who has home and work commitments. It is very clear that an
individual need to separate work and home life. Introducing appropriate employment
practices to help employees achieve a better work-life balance brings tangible benefits
to business. It enables the employees to feel more in control of their working life.
Work life balance is defined as “the conflict between the demands of work and
the demands of personal life”. When either side becomes unbalanced for extended
periods of time, the effect is likely to manifest in unhealthy symptoms like fatigue,
stress, depression etc., Work life balance is about introducing flexibility in the
workplace that takes account for the diverse needs of employees at the various stages
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in the lives. Introducing a work life balance policies in the interest of the employers as
it pays dividends in terms of motivation, which can flow through to the bottom line.
Striking an appropriate balance between one’s personal and professional lives is a bit
of an art and science too. There are several practices which a company can put in
practice in order to help their employees to achieve a better work life balance.
1. Flexible Timing: Under this option, an employee must be allowed to choose a
slot for work which is convenient to him within certain limits.
2. Compensation Time: Whenever an employee works overtime he should be
given the option to take an equivalent time off on another day of his choice as
compensation for the extra work done.
3. Job sharing: Job sharing is a particular type of collective part-time
arrangement, where an individual can be assured that the job is being carried
out properly by someone else when they are not working.
4. Term-time working: It is a family-friendly policy, and which is suitable for
more people than teachers. Many people take their holidays, or unpaid leave, or
flex strategic absences around school holidays. It has benefits for both
employers and employees to formalise arrangements.
5. Home-based working: People having a lot of domestic responsibilities have
many advantages in home based working.It is highly impossible to work
effectively and taking care for children simultaneously. But home based
working can make the organisation and management of childcare much easier
and less stressful. Home based working combined with time-based flexibility
can ensure that an employee is always equipped to get on with some work.
6. Telecommuting: It is one of the modern ways to effectively and efficiently
communicate from one’s home to the work place. Telecommuting helps to
decrease employee turnover. Employees become more loyal to the organisation
by this facility.
Benefits of Work Life Balance
Introducing a flexible employment practices will improve to achieve a better
work life balance and brings real benefits to the business. Research study indicates
that a good work life balance offers various benefits to the management as well as
employees.
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To the Management:
Lower Staff turnover
Achieve higher targets
Reduction in short term absence and sickness
Reduction in stress related absence
Loyalty and commitment
Greater sense of Responsibility and ownership
Better relations between management and staff
Increased customer service and satisfaction
Positive changes in culture and attitude
Reduced recruitment costs
Reduced induction and training costs
Reduced overtime costs
To the Employees:
A good work life balance helps employees to:
Reduce their stress
Improve their quality of their work
Improve their morale
Improve their health, self esteem and concentration
Reduce in sickness absence
Conclusion
Work-life balance is about good management practice and sound business
sense. Work life balance is the responsibility of the both the organizations and the
employee. Both should understand the essence of the programme and should use them
to derive the maximum benefit. A well-implemented work-life strategy greatly
reduces both the real and perceived overwork and out-of-balance pressures that
hamper productivity, producing a dramatic positive return on investment.
Organizations which adopt initiatives to help their employees to achieve a better
balance between work and life will be able to attract and retain talented employees.
Good work-life balance initiatives can result in ‘win-win’ benefits to business as well
as to the employees.
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PERFORMANCE MANAGEMENT SYSTEM
S MOHAMMED SHAKIL AHAMED
I-M.Com (G)
14PCO1225
Introduction
The concept of Performance Management System has been gaining importance
in recent years. The 21st century businesses are operating in the knowledge age.
Employees are the creators of a successful organisation. Businesses across the world
are recognizing the fact that employees are an organization’s invaluable asset.
Managing knowledge and knowledge workers is the most challenging job for an
organisation. In order to succeed in today’s competitive world, the organisation should
help its employees to achieve high performance. Organizations find it difficult to
attract and retain talented employees.
Need for Performance Management
In today’s business environment organizations are facing a stiff competition.
As the intensity of competition increases, the need for the organisation to continuously
improve their performance also increases. To overcome the competitive pressures,
organizations are trying their best to achieve an effective performance management
system. Performance Management is a process of setting objectives and identifying
goals of the organisation. The ultimate aim of performance management is to update
the managers with required training and skills for the employees of their
organizations. Companies need to continuously and constantly take initiatives for
improving the levels of performance of their employees. The objective of performance
management is to ensure that organizations link performance plans to its strategic
goals.
Performance management is about good management ensuring that the
organisation, individual and team goals are achieved. It helps to:
prioritise what gets done
motivate and manage staff
identify and rectify poor performance at an early stage
learn from past performance and improve future performance
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Performance management is the process by which organizations set goals,
determine standards, assign and evaluate work, and distribute rewards. It aims to
improve the performance of the employees with the help of a broad set of activities. It
also provides regular feedback to the employees, appraisal and then evaluate them. It
is a continuous process spread throughout the year. The individual employee’s
weaknesses, training needs, feedback and concerns are addressed. It helps to motivate
and improve the performance of the individuals and the organization. This approach is
a combination of both development and rewards.
An effective performance management system comprises employee
development, training, cross training, challenging assignments and regular
performance feedback. An organisation has to take the following steps in order to
enhance the performance of the employees.
1. To create an environment that motivates employees to contribute their best to
the organisation
2. To provide developmental opportunities to employees to enhance competencies
3. To provide feedback to the employees about the positive and negative aspects
of job performance
4. To help to overcome the deficiencies in order to improve the effectiveness
Organizations should clearly lay down the procedures in planning the
performance and then make the employee perform, review it periodically and finally
apply mid-course corrections. Only then the Performance management system shall
achieve its intended objective. Performance management is an essential business
system that directly impacts a company’s bottom line. It is a boon for the
enhancement of efficiency, skills and motivation of employees as well as employers.
Components of Performance Management System
The performance management system must have the following components.
Goal Setting: It is the foundation for performance management system. Goals must
be specific, measurable, time bound. The manager and the employee should negotiate
what has to be accomplished before next review. The organisation has to set realistic
targets that are in line with organizational goals. This will motivate the employees for
better performance.
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Regular Reviews: Employees need a periodic feedback in order to tune their
performance. It is the duty of the employer to communicate the employees’
performance at regular intervals. The employer should inform about the progress
made by the employee. This will help the employees to take corrective action at right
time. Effective performance feedback makes employees aware of their strengths and
weaknesses. Praising good performance can improve employees’ satisfaction and
enhance their involvement in identifying areas for improvement.
Annual Appraisal: The performance appraisal process is a vital part of the overall
performance management system. The organisation has to ensure a proper balance
between evaluation of employee’s performance and the compensation package. It
motivates the employees to attain personal and organizational goals.
Development Process: The organisation has to ensure a sound training and
development policy in their business plan. It has to design a development process for
the individuals in order to overcome the deficiencies as well as areas of improvement.
The development process should include all the competencies that are required to take
up new challenges.
Reward Systems: A reward is recognition for individual’s contribution for the growth
of the organisation. It is essential for every organisation to reward their employees for
a job that is well done. Reward system helps to increase the morale of the employees.
Rewards can be in both monetary and non-monetary. The performance management
system and the culture of the organisation are reflected through the reward system.
Performance management is a broader term than performance appraisal.
Organizations are moving towards year round performance in place of annual
performance reviews. It includes all the activities involving human performance in
organizations. This helps to increase the communication between the manager and the
employees. It also helps the managers to maintain a record of the performance of the
employees. Performance appraisal is one of the key components of performance
management.
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Benefits of PMS
Performance Management system is a tool for getting better results by aligning
individual performances with vision, mission and objectives of the organisation. The
key benefits of Performance Management Systems are:
Focuses on results, rather than behaviors and activities
Aligns organizational activities and processes to the goals of the organization
Cultivates a long-term view of the organization.
Produces meaningful measurements
Helps to ensure equitable treatment of employees because appraisals are based
on results
Optimizes operations in the organization because goals and results are more
closely aligned
Cultivates a change in perspective from activities to results
Conclusion
Performance Management System is the heart of any ‘people management’
process in organization. Performance Management is used to improve team
performance based on the principles of measurement, appraisal, action and
monitoring. It plays a vital role in employee motivation, which has a direct bearing on
employee performance and employee retention. It is a cyclical process aimed at
improving performance. Effective performance management relies on systems and
people working together to make sure the right things happen. Performance
management is one such way of improving performance at work. Performance
Management System is the key to the success of any organisation.
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PAYPAL
S SYED MEERAN
I-M.Com (G)
14PC01235
Introduction
PayPal was initiated in the year 1998 by Max Levchin and Peter Thiel. They
decided to develop a secured software system to allow electronic transfer of payments.
Later Nokia Ventures, Deutsche Bank and other leading banks started funding to their
projects. In 2002, PayPal became a wholly owned subsidiary of eBay.
PayPal is an online service that allows individuals as well as business people to
exchange currency over the internet. It serves as an alternative to traditional paper
methods such as cheques and money orders. PayPal allows customers to shop online
without sharing their financial information with merchants.
The following are essential to become a PayPal Account holder:
1. Should be 18 years and above
2. Must possess a valid Debit or Credit Card or a Bank Account in his / her name
3. An valid e-mail address
Types of PayPal Accounts: PayPal offers three different types of Accounts. They are:
1. Personal Accounts
2. Premier Accounts
3. Business Accounts
Personal Account: This account is ideal for online shopping. Account holders can
send and receive payments through PayPal’s secure network. This account can’t
accept debit or credit card payments.
Premier Account: This account can be registered with a business, group or individual.
It is perfect for members who have a high transaction volume of buying and selling on
websites. It accepts all types of payment. A nominal amount of fees will be charged.
Business Account: This account is suitable for online business. Business Account
must be registered with a business or group name. It accepts unlimited debit or credit
card payments. Nominal fees will be levied.
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PayPal allows account holders to issue electronic cheques to individuals. All accounts
have access to PayPal’s core features which include:
Send money
Request money
Website payments
Auction
E mail customer service
Benefits of PayPal
Faster and Easier: PayPal allows transfer of money from one person to another
immediately.
Global Acceptance: PayPal is accepted globally and payments can be made locally
and internationally.
Trusted: PayPal has designed many checks and balances into its system to keep errors
and fraud to a bare minimum.
Cost effective: PayPal is affordable for individuals and businesses of all sizes.
Disadvantages
Customer must give personal information to an unknown organization.
Most common problem encountered by PayPal users is the sudden and
inexplicable freezing of their accounts.
Little flexibility with product options.
Little customization of the payment or shopping cart pages
Updating product listings and prices are tedious
Conclusion
PayPal is an integral part in the success of e-commerce because not only are
consumers able to search for items on the Internet, but people are also allowed to buy
and sell the items electronically, as well. PayPal has allowed the marketplace to grow
and expand in ways that the traditional marketplace could never have dreamed
possible. Nowadays where cyber fraud is so prevalent, PayPal seems like a good
option, according to the majority of people using PayPal. PayPal is regarded as one of
the safest way of transferring money on the internet.
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E-STAMPING
R FARMAAN AHMED
I-M.Com (G)
14PCO1209
Introduction
Stamp duty is paid on all the transaction that needs to be registered. Purchasing
stamp papers is the process of paying duties on various Instruments created for the
purpose of creating a right or liability. After losing a lot of revenue through the
circulation of fake stamp papers and thereby learning a lesson, the Government finds a
new way to curb the loss in the revenue. The infamous Telgi stamp paper scam and an
increase in forged registration of documents have paved the way for e-stamping. In
order to curb corruption, fake stamp papers, forged registration and shortage of stamp
papers, the Government of India has introduced the electronic stamping facility. E-
stamping is a computer based application and a secured electronic way of stamping
documents. It’s an electronic way of paying stamp duty to the Government.
The Central Government has appointed Stock Holding Corporation of India
Limited (SCHIL) to act as a Central Record Keeping Agency to oversee the e-
stamping project in collaboration with Singapore-based CrimsonLogic. SHCIL has
been promoted by All India Public Financial Institutions and Insurance majors.
SHCIL is known for its security, integrity, wide network and focus on technology.
Central Record Keeping Agency is responsible for user registration, imprest balance
administration and overall E-Stamping application operations and maintenance. In e-
stamping, documents can be purchased from the Stock Holding Corporation of India
either by cash or demand draft or online transfer of funds. Each e-stamping paper will
have a unique tamper proof identification number, 2D bar code, an optical water mark
and a locking system to avoid duplication.
Features of E-stamping
1. On-line Stamp Duty Certificate can be generated within minutes
2. Stamp Certificate generated is tamper proof
3. It is a secured electronic payment gateway to the Government
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4. Authenticity of the Certificate can be checked through its inquiry module.
5. Stamp Certificate generated has a Unique Identification Number
6. Specific denomination is not required.
How Payments can be made?
Central Record keeping Agency will appoint AuthorizedCollectionCenters and
Travelling Vendors who will issue Certificates to the clients at their counters. Only
scheduled banks and post offices can become the authorized collection centre. The
users can make the payment of stamp duty either through internet or through
Authorized Collection Centres. The users can either enter details in the format
available on the website after registering themselves. Both individuals and authorized
collection centre’s can access the main server through internet. The Sub- Registrar’s
office and the Finance department will also link to the main sever.
The system will generate a Unique Identification Number along with the details
of the transactions which will be printed. The stamp certificate should be attached to
the document and submitted to the Sub-Registrar’s office. Sub-Registrar can verify the
payment from the system and proceed with the registration. The system involves
interaction by six entities. They are:
the client who purchases the stamp paper
the Authorized Collection Centers that collect stamp duty and issue the stamp
certificate
the e-stamping server that permits the issuance of stamp certificates
the payment gateway that facilitates payment of stamp duty
sub-registrar who locks the stamp duty paid in respect of transactions to be
registered
The government that is the ultimate beneficiary of stamp duty.
Benefits of E- Stamping
1. Immediate processing: Under e- stamping computation of duty, issue of
certificate of stamp duty and submissions are processed in real-time via the
Internet. The client need not wait in queues for longer period for processing.
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2. 24 X 7 Facility: E-stamping can be done round the clock. The client is not
constrained by the Government's / banking working hours.
3. Easy accessibility: The user can make stamp duty payment from any location
at any time. In order to make payment, the user needs a computer with Internet
access and a Printer.
4. Security: The transaction will be protected by the-state-of-the-art security
technologies such as Secured Socket Layer (SSL) and encryption technology.
Hence the users will be assured of the privacy of their information. Once the
stamp duty is committed for a particular transaction, the system will prevent
the client from making a double payment for the same transaction.
5. Cost-savings: The e-stamping system is a win-win situation for both the
Government and the client. The total cost incurred by the Government for
printing, storing, controlling, distributing and commissioning the vendors for
the sale of stamp papers will be high. With e-stamping, Government will save
the entire amount barring the commission payable to the SHCI. For the users, it
eliminates the waiting period, transport cost, physical movement of documents
and the risk of losing payments will be avoided.
6. User-friendly: E-stamping is designed as a user-friendly graphical interface. It
allows the users to enter or amend any information before submitting it to the
e-stamping system.
Conclusion
The Government’s decision to introduce e-stamping throughout the country is a
welcome note for the general public. The Department of Stamps and Registration is
the highest revenue generating department for the Governments. It is estimated that
annual average purchase of stamp paper would be around Rs. 30,000 to 40,000 crores.
E-Stamping enables the Government to collect the revenue from the sale of stamp
papers quickly. This new system enables the Government to get the credit of funds on
the very next day. No doubt, e- stamping system will not only prevent frauds and
duplication but it also result in cost saving to the States on mailing and handling of
stamp papers.
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39
BUSINESS INTELLIGENCE
K MOHAMMED HAMZA
I-M.Com (G)
14PCO1224
Introduction
Information is the lifeblood of companies. The effective use of information and
information technology can be one of the most effective ways to gain a competitive
advantage. Business Intelligence is the art of gaining business advantage from data. It
is a tool that gives the right information to the right people at the right time. The
information provided by Business Intelligence is timely, accurate, and meaningful.
Managers rely on this information for analysis, decision making and planning.
Business intelligence is the process of gathering information in the field of
business. It is a broad category of application programs and technologies for
gathering, storing, analyzing, and providing access to data to help enterprise users
make better business decisions.
The purpose of Business Intelligence is not simply to answer the common
questions, but also answers the questions which one would have never thought.
Business Intelligence is used by the industries to identify cost cutting ideas,
uncover new business opportunities, Enterprise Resource Planning (ERP) data into
accessible reports, react quickly to retail demand and optimize prices.
Advantages of Business Intelligence
Business intelligence systems allow organisations to improve their business
performance by leveraging information about customers, suppliers and internal
business operations. The other advantages are:
High responsiveness of the company to the needs of its customers
Recognition of customer needs
Ability to act on market changes
Cost effectiveness
Optimization of operations
Best possible utilization of resources
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Business Intelligence systems helps to extract data from many sources, such as
Customer Relationship Management (CRM), Supply Chain Management (SCM),
Enterprise Resource Planning (ERP) systems and other applications. It also helps to
centralize, organize, and standardize information in repositories.
APPLICATIONS OF BUSINESS INTELLIGENCE
The application of Business Intelligence for decision-making varies among
organizations.
Telecommunication: Business Intelligence provides information to end-users about
performance measurements like profitability, availability, usage, sales and lifetime
value. This information helps to track key performance measurements. It also helps to
identify and mitigate fraud.
Financial Institutions: Business Intelligence helps financial institutions to manage
risk, detect fraud, leverage customer insights, and gain visibility into their
profitability.
Banks: Business Intelligence helps bankers to identify the customers who are likely to
transfer their account to other banks.
Delivery Service: Business Intelligence helps to predict which vehicles are most
likely to break down.
Retailers: Business Intelligence system helps retailers to run comprehensive
Customer Relationship Management analysis to determine on-the-spot deals which
will boost revenues to them.
Credit Card Companies: Business Intelligence system helps credit card companies
to detect and handle fraud as soon as it happens. It also helps to reveal new fraud
patterns and helps to apply rules to eliminate them.
E–Businesses: Business Intelligence helps E-businesses to determine the shortest way
to purchase their products through click stream analysis.
Other Business Intelligence applications are:
Data Mining
Decision Support System
Business activity monitoring
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Business performance management
End –user query and reporting
Business Process Re-engineering
Executive Information Systems
Supply Chain Management
Enterprise Management Systems
Finance and Budget tools
Customer Relationship Management
Marketing tools
Human Resource
FUTURE OF BUSINESS INTELLIGENCE
In a fast changing world, people are demanding more and more efficient
service from businesses. In order to stay competitive and to meet the expectations of
the people, companies will have to rely heavily on their business intelligence systems.
Business Intelligence has reached a new level of importance for decision makers.
CONCLUSION
Business Intelligence has become essential in most of the organizations. It is
not constrained to individual departments in organizations, but also viewed as
essential at the corporate level. Business Intelligence applications will enhance
communication among departments, coordinate activities, and enable companies to
respond more quickly to changes. Business Intelligence system helps managers to
understand the position of their firm in comparison to its competitors. Successful
implementation of Business Intelligence system will help organizations to reduce
costs, plan inventory, identify sales and marketing opportunities and finally increase
revenues.
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42
DIGITAL LIBRARY
K MUHAMMED LASIM
I-M.Com (G)
14PCO1229
Introduction:
A Digital Library is a library in which a significant proportion of the resources are
available in machine – readable format accessible by means of computers. It is a large
database for people who work in hypertext environment. It is an environment which
supports full life cycle of:
Creation
Storage
Preservation and Dissemination
Use of data, information and knowledge
A digital library is a collection of information with associated services stored in
digital format and accessible through a network. Digital Libraries can immediately
adopt innovations in technology providing users with improvements in electronic and
audio book technology.
Digital Libraries play an important social role in forming and strengthening
communities of people. Many fields contribute to the development of personalization
in the area of digital libraries. These include information retrieval, human computer
interaction, computer supported collaborative work, machine learning user modeling
and information science etc.
Most digital libraries provide a search interface which allows resources to be
found. Digital Libraries are the only solution to the problem of pages disappearing
from library books.
Characteristic of Digital Library:
Gains access to the worth of libraries worldwide through mechanical
catalogues.
Locates both physical and digitize versions of scholarly articles.
Requires both the skills of librarians as well as computer scientist to be viable.
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43
Incorporates learning as well as access.
Have collections which are large, well organized and which persist over time.
Advantages of Digital Library:
Large storage area
No physical boundary
Round the clock availability
Multiple accesses
Structured approach
Information retrieval
Preservation and conservation
Less maintenance cost
Provides link to other Digital Libraries
Integrates Resources
Flexible organization of information
Disadvantages:
Difficulty in reading through computer screens.
Depends on electricity
Digital libraries cannot reproduce the environment of traditional library.
Hampered by copy right law
Conclusion:
Digital libraries are rapidly growing in popularity with continued
improvements in presentation technologies and business models. Though digital
libraries are extremely convenient and space saving, it is ultimately the individual who
has to take the imitative and read.
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44
HUMAN RESOURCE INFORMATION SYSTEMS
E ADIL
I-M.Com (G)
14PCO1204
Introduction:
Human Resources Information Systems is an integration of Human Resource
Management and Information Systems. It helps HR managers to perform various HR
functions in a more effective and efficient manner. Human Resource Information
System is a software solution used to acquire, store, manipulate, analyze, retrieve, and
distribute pertinent information regarding an organization's human resources. In
simple words, HRIS is the systematic way of storing data and information for each
individual employee to aid planning decision making, and submitting of reports /
returns to the external agencies.
Definition
Human Resource Information System is a set of inter related components
working together to collect, process and store information to support HR decision
making, coordination and control in an organization.
HRIS is capable of identifying and tracking tasks such as contacts with
applicants, maintain essential data on the status of each employee in the company, and
in general make the process of human resources management much easier to maintain.
The attractive aspect of the HRIS is the ease of customization. It is possible to make
the system as comprehensive as the employer desires. This is accomplished by
identifying and adding specific modules to the system and activating features
associated with each module. For example, if the HRIS System needs to keep track of
training functions for new hires and current employees, the planning software module
makes it possible to plan the overall training program and also keep track of who has
participated and successfully completed each section of the program.
The Human Resource Information Systems provides the following:
Employee information.
Reporting and analysis of employee information.
Employee handbooks
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Safety guidelines
Benefits administration including enrollment, status changes
Personal information updating
Complete integration with payroll and other company financial software and
accounting systems
Applicant and resume management.
Besides, it helps to track the following information:
Personal Records,
Recruitment and Selection
Employment Equity
Salary Administration
Pension Administration
Employee relations
Benefits
Compensation
Training and Development
Human Resource Planning
Health and Safety
Medical Records
Disciplinary action Taken,
Management and key employee succession plans,
High potential employee identification
HRIS is capable of handling all types of Human Resource functions. The
capabilities begin with the hiring process, making it easy to track applicants from the
submission of the initial application all the way through the offer of employment.
When it comes to employee reporting, HRIS can maintain information on employee
evaluations, requests for transfer to a different department, or an in house application
for a promotion. These types of reporting capabilities make it possible for a user of the
HRIS System to access and review a complete history of a given employee from the
time of application through all promotions, evaluations, and wage increases. The
system can even be used to identify productivity awards issued to the employee, as
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well as any bonuses that may be due the employee as a result of participation in a
merit program.
Human Resources Information System provides a broad range of functions that
enables the HR managers to perform standard reporting from all Human Resource
areas. In addition, it helps to define the reports quickly and efficiently. Human
Resources Information System consists of the HIS and Ad Hoc Query components.
Each of these components includes functions that meet specific reporting requirements
by giving first priority to swift report access.
HIS
HIS is the fastest way to perform reporting for HR data. A special method of
accessing reports is employed. A graphical display enables to select the object to be
reported on. Then the reporting is started without entering data in a selection screen.
These settings are made in HIS by the system itself. The system uses a standard
setting.
HR Ad Hoc Query
Ad Hoc Query is a reporting tool that was specially developed for Human
Resources Management. It is intended for reporting requirements that are not met by
standard reports. Ad Hoc Query enables to perform reporting right down to the info
type field level. Reports defined using Ad Hoc Query can be saved, which means they
are reusable. Ad Hoc Query serves a dual function. It can be used to quickly define
and execute very specific reports.
The potential advantages of HRIS are:
Faster information processing,
Greater information accuracy,
Improved planning and programme development, and
Ease in classifying and reclassifying data
Enhanced employee communication
Less time spent on administrative processes
More transparency in the system
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Reduction in duplication of efforts leading to reduced cost.
Improved quality of reports
Better work culture.
Better analysis leading to more effective decision making
There are certain barriers to the success of an HRIS:
Lack of management commitment
Failure to include key people
Politics / hidden agendas
Lack of communication
Applications of HRIS
HRIS can be applied in the following areas of HRM like HR planning ,
Succession planning, Work force planning, Work force dynamics analysis, Staffing,
Applicant recruitment and tracking, Employee data base development, Performance
management, Learning and development, Compensation and benefits , Pay roll, Job
evaluation Salary survey, Salary planning, International compensation Benefits
management, Develop innovative Organization Structure, Develop IT.
Conclusion
HRIS would reduce HR costs by automating information and reducing the need
for large numbers of HR employees. It helps employees to maintain their own
personal information and by allowing managers to access relevant information and
data. It also helps to conduct analysis, make decisions, and communicate with others
without consulting an HR professional.
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EMPLOYEE VALUE PROPOSITION
H SHAIK SHAFFI ALI
III- B.Com (G)
12UCO0648
Introduction
Today’s corporate challenge is not just about competing for business. It is also
competing for talent that can drive the business into the future. In a highly competitive
labour market where talent becomes increasingly scarce, it makes sense for a company
to invest in a strong employee value proposition in order to get the best results from
their recruitment efforts. The concept of the Employee Value Proposition is not new,
it exists from many decades. Organizations are yet to realize the importance of having
a strong employee value proposition. This can be a costly mistake, especially with the
continuing strong demand for talent across many industries and professions.
The fundamental core of an organization’s attraction and retention strategies is
its employee value proposition. Employee value proposition is a term used to denote
the balance of the rewards and benefits that are received by an employee in return for
their performance at the workplace. To put in simple words, it is the measurement of
the balance between what an employee receives from their employer in return for their
performance on the job. Minchington defines Employee Value Proposition as “a set of
associations and offerings that characterizes an employer or position and differentiates
it from its competitors.”
An employee value proposition is a unique competitive offering to the target
market for employees. A clear and compelling employee value proposition helps to
attract and retain people which facilitate to deliver superior performance of the
organization. An EVP must be unique, relevant and compelling if it is to act as a key
driver of talent attraction, engagement and retention”. The employee value proposition
should be at the core of the employment brand and communications. A compelling
employee value proposition includes three core components:
1. The brand and image of the company
2. The quality of the jobs / positions existing in the organization
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3. The lifestyle a person has as a result of employment
The term employee value proposition is often confused with an employer branding
and as a result, it is solely communicated to attract job applicants.Employment
branding is the method by which organizations develop and promote an employee
value proposition accounting for applicant and employee preferences. An employee
value proposition certainly contributes to the employer brand and draws from it, but
they are not the same thing. An employee make choices every day about where and
how to work. Each stage of their relationship with the organization is essentially a
brand experience. The employee value proposition helps to answer the fundamental
question ‘What’s in it for me?’ It tells employees what role they play in helping a
business to deliver its brand and why their contribution is essential to the results of the
business. Through total rewards, the value proposition defines what the business
offers in return in the form of opportunity, growth and financial rewards.
The key components of an employee value proposition might include:
1. Compensation: It includes Salary, Incentives, Recognition and Pay process.
2. Benefits: It includes Healthcare, Retirement, Insurances and Recognition
programmes.
3. Affiliation: It includes Work environment, Trust, Transparency and
Organizational commitment.
4. Career: It includes Advancement opportunities, Personal growth and
development, Training and Job security.
5. Work Content: It includes Challenge, Autonomy, Meaningfulness and
Variety.
The 2006 Chandler Macleod’s ANZ Workplace Barometer research about the
preferred organisation attributes to attract and retain talent indicates clearly what
employees require from organizations. It is an insight into the employee value
proposition (why you should work for us) and they list the most important attributes
as:
Challenging /engaging work
Reputation for looking after / valuing employees
Training and development
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Fun, positive and vibrant work environment
Career development and progression
Attractive salary and/ or financial incentives
Performance rewards and recognition
Understanding the importance of family life outside of work
Fair pay for a fair day’s work
Definitive and strong values
Strong company vision and strategy
Provides meaningful work etc.,
The Employee Value Proposition should win the hearts and minds of the right
candidates by connecting on a rational and emotional level. Companies apply
countless resources towards development of customer value propositions. Similar
efforts should be applied to attract and retain the employees. A company that executes
well in these areas of an employee value proposition is poised to attract and retain its
best people. The degree to which any of these areas is ignored is proportional to the
potential vulnerability of losing the talent a company needs to succeed and secure its
growth in the years ahead. The organization should develop a winning employee value
proposition and insulate the company from the likely effects of the crisis.
An effective employee value proposition provides organizations with three
quantifiable benefits:
1. Improved Attractiveness: Organizations with effective employee value
propositions are able to attract candidates from about 60% of the labour
market. Besides, they are able to source from a much deeper pool of talent in
the labour market.
2. Greater Employee Commitment: Organizations with effective employee
value propositions enjoy significantly higher levels of commitment from their
employees
3. Compensation Savings: Organizations with effective employee value
propositions are able to reduce the compensation premium required to attract
new candidates. Top-performing organizations are able to spend less on base
pay compared to under-performing organizations.
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Organizations can increase their market share during by retaining and
recruiting talented candidates in order to increase their business productivity. The
image of security and sustainability during economic slowdowns can be a powerful
tool to get the best people to work for the organisation. It is an excellent way to
promote employment branding and the company’s growth through employee value
proposition.
The organization needs an employment value proposition statement stating the
total work experience in their organization is superior to other companies. The value
proposition will identify the unique people policies, processes and programmes that
demonstrate the company’s commitment to employee growth and recognition and
management development. The reasons people choose to commit themselves to the
organization are contained within the value proposition. The ability to provide
employees with a personal connection to the business can make an enormous
difference in how they view their work and how they approach their day-to-day
activity.
Conclusion
Attracting and keeping committed employees is a goal of most human resource
strategies, and a key component is, an employee value proposition that articulates a
promise to employees. Without employee engagement, companies will struggle to
deliver the chosen customer value proposition because of the strong relationship
between employee engagement and customer satisfaction. In order to retain and attract
talented people, organizations need to chart out exactly what their company stands for
and what makes it an attractive employment value proposition, so that top talent can
be convinced why they should work there and not somewhere else. In the current
competitive recruitment market, a well-articulated and communicated employee value
proposition is critical to attracting, retaining and engaging quality people.
Organizations that invest time and energy to rebuild their employee value proposition
will not only benefit by improving employee performance in the current environment,
but will also benefit through improved retention as the economy stabilizes.
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EVERGREEN NAME
MOHAMMED TAHER KHAN T
B.Com (G)
13UCO3641
A College with a moral vision,
Engaging ideas with absolute compassion,
It is located in the heart of the city,
Moreover, it is in the heart of those whom I feel pity.
An ideal place for good wisdom,
Whereas, there is a reasonable freedom,
The working hours comes to an end with invocation,
All the co-curricular activities are done in a dignified fashion,
There is scope for more development,
There is hope for compliment,
It is the college of my interest,
My efforts are to make it the best,
It has an evergreen name,
We have to upheld its fame,
Indeed, it is an “OLD COLLEGE”;
But its name is “THE NEW COLLEGE”
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TOP OF THE PEAK
To smile is to express joy;
Whether you are a girl or a boy;
An act of friendliness;
Deteriorating loneliness;
It is free of cost;
Most of the subjects understand it not;
Our friendly nature is not lost,
As it is connected with this gesture,
As similar to the snow and frost,
It is a natural suggestion,
That is seemed to be mentioned;
Smiling will enable our spirits to flow like the river Nile;
For this, it is not essential to walk a mile;
It is only the two slight movements with your cheeks;
That would take you at the top of the peak.
ALL THE WAY
History implies past events,
Warring camps and tents;
Was it all about money?
Or it was for glory?
Indeed attitude was the basis for conflicts;
Colour was the criteria for racists,
Inherent factor was business;
Infusing variety with a mess,
Enlarging boundaries and defining scope for quarries;
Simple were the theories but application was with much difficulties;
Any second may define glory on any given day,
Nevertheless, the history has been considered all along the way.
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THE BEST PERSONALITY EVER
A man of character who defined humanity,
An individual who had all the good qualities,
You got to know this man,
If you know him, you will become his fan,
He had an influence over all the generations in the past,
His remarkable influence exists and will exist among the vast,
He had a smile on his face,
Truth was regarded as his base;
He had an intention of helping others,
He considered everyone as his brothers,
He led by example,
All the information about them is available in ample,
He claimed that there is only one god,
He was the last messenger of god,
Neither the compliments would end nor
I would tend to end it.
To stop my pen from praising Prophet Muhammed (PBUH) as he was and will
be the best personality ever.
EVERY ASPECT OF LIFE
Many inventions are due to necessity,
Whether it is a town or a city,
Every day comes after night and vice versa;
Chronological order has not been identified even by NASA;
Every idea strikes after thinking,
Every history is in the making;
Every change occurs due to human tendency,
Every war was frenzy,
Every failure drives towards success,
Every tough situation advents through stress;
Every one’s life is precious,
Every aspect of life deals with conscious.
Page 58
PHOTO GALLERY
Viva Voce Examination of Ms. Mala Jayashree, (Part time Research Scholar-Commerce)
Under the Guidance of Dr. Syed Rafiq Ahmed
55
Page 59
STUDENT ACADEMIC ACHEIVEMENT
Page 60
ONE DAY WORK SHOP ON “EMERGING BUSINESS OPPORTUNITIES AND
LEADERSHIP CHALLENGES IN THE ERA OF GLOBALIZATION”- 4/02/2015
Page 61
NEW COM FEST INTER COLLEGIATE COMMERCE TALENT MEET
Page 64
WINNERS OF NEW COMM FEST COMPETITIONS
Dr. P.M.S ABDUL GAFFOOR ROLLING TROPHY
WON BY D.G VAISHNAV COLLEGE
Page 65
Dr. P.M.S ABDUL GAFFOOR FELISTATING FUNCTION
Page 69
STUDENTS EDUCATIONAL TOUR
Page 70
ACTIVE PARTICIPATION BY OUR DEPARTMENT STUDENTS IN
TREE PLANTATION & BLOOD DONATION CAMP BY B.COM STUDETS
F. ASIYA KHILJI, PH.D RESEARCH SCHOLAR OF DR. P.M.S. ABDUL GAFFOOR, HAS
PARTICIPATED AND WON GOLD & BRONZE MEDAL IN THE 35TH NATIONAL GAMES
HELD AT THRISSUR, KERALA
Page 71
ADZAP & VAREITY BY M.COM STUDENT
IFTHAR PARTY HOSTED BY B.Com Students on 17TH JULY, 2014
TEACHERS DAY CELEBRATION BY B.Com G) STUDENTS
B.Com STUDENTS PARTICIPATED WORLD LARGE HUMAN FLAG FORMATION AT
NANDHANAM YMCA GROUND
Page 72
STREET PLAY ON AWARENESS OF ALCOHOL
ADZAP & VAREITY BY B.COM STUDENTS
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