ISSN - 2250 - 1991Volume : 1 Issue : 5 May 2012` 200

www.paripex.inListed in International ISSN Directory, Paris.

Journal for All Subjects

INDEXSr. No. Title Author Subject Page No.

1 Convergence of India Gaap with International GAAP / IFRS

Prof. Kalola Rimaben A. Accountancy 1-3

2 Global Scenario of Business Ethics With Corporate Governance

Prof. Dr.Kishor V. Bhesaniya

Accountancy 4-6

3 VAT & ACCOUNTING Miss. Mira J. Bhanderi Accountancy 7-8

4 Carbon Trading: An Emerging Business Dr. Basanta Khamrui, Dilip Kumar Karak

Commerce 9-11

5 Developments in Indian Non Life Insurance Industry Ms.Kiran Sood, Ms.Supriya Tandon

Commerce 12-14

6 Parameters And Costs Influencing Transportation Decisions In Small Manufacturing Firms

Vipul Chalotra,Prof Neetu Andotra

Commerce 15-17

7 Foreign Trade Policy of India (2009-14) Dr. M. K. MARU Commerce 18-20

8 “A Comparative Analysis on Profitability of Selected Petroleum Industries”

Dr. Ramesh A. Dangar Commerce 21-23

9 An Empirical study on Consumer Awareness on Internet Banking in Gujarat

Dr. Vinod K. Ramani Commerce 24-26

10 Study of Factors Affecting HNIs’ Preferences for their Banks in South Mumbai Area

Shri. Arvind A. Dhond Commerce 27-31

11 Promotion mix straregy of jammu and kashmir co-operatives supply and marketing federation limited in jammu district of J&K state

Tarsem Lal Commerce 32-35

12 Intelligent Brain Tumor Tissue Segmentation from Magnetic Resonance Image using forward and backward anisotropic diffusion

S.Nithya Roopa,P. Vasanthi Kumari

Computer Science

36-38

13 Share of Women in Total Family Income – A Two Group Discriminant Analysis

Dr.A.Shyamala Economics 39-41

14 Socio-Economic Evaluation of Shg’s in Bidar District of Karnataka

Dr.Sangappa V. Mamanshetty

Economics 42-44

15 The Development of Chemical and Petrochemicals Industry in Gujarat

Dr.D.G.Ganvit Economics 45-46

16 How Can Primary Teachers Help To Assist The Development Of Positive Self-Esteem In Students Through Their Ordinary Teaching Practice?

Jigar L. Dave Education 47-48

17 Primary Mission Of Colleges Jigar L. Dave Education 49

18 Effectiveness of Readers Theatre on English Reading Comprehension

Ramesh B. Sakhiya Education 50-51

19 The Role of a Computerized Package on EFL Students' Writing Skills

Abdallah Ahmad, Baniabdelrahman, Abdulaziz A. Abanomey

Education 52-57

20 The Use of Team Teaching and its Effect on Saudi EFL Students' English Proficiency

Abdallah Ahmad, Baniabdelrahman, Abdulaziz A. Abanomey

Education 58-63

21 Study and Development of Road Traffic Noise Model Bhavna K. SutharV. R. Gor, A. K. Patel

Engineering 64-66

22 Weather Forecast Using Artificial Neural Network Laxmikant Raskar, Rohit Waghchaure, Md. Danish Raza,Mayuresh Lande

Engineering 67-68

23 Pavement Subgrade Stabilisation with Rice Husk Ash Patil N. L.,Dr. Sanjay Sharma,Dr. Hemant Sood

Engineering 69-71

24 Study of Precipitation and Stream Flow Data- A Case Study of Kim Basin

Prashant A. Ramani Engineering 72-76

25 “Estimation of Revised Capacity for Deo Reservoir of Gujarat, India”

Hiral Shah,N. N. Borad, R. K. Jain

Engineering 77-79

26 Nanotechnology in Cellular Lightweight Concrete Mr. Nakul Shah, Prof. Jayeshkumar Pitroda

Engineering 80-82

27 Plate Load (Model) Test for Bearing Capacity of Layered Deposite

Patel Ankit D., B.R. Dalwadi

Engineering 83-85

28 Effect of Service Bridge on natural frequency of structurally coupled multistory building

Upadhyay Nishith H., Prof. A.N. Desai

Engineering 86-88

29 “Controling the Soil & Land Pollution in Sabarkantha District by Using an App Lication of Remote Sensing and Geographical Information System”

Gaurang J Patel,R.B Khasiya

Engineering 89-91

30 Control The Soil Erosion & Land Pollution By Flood Reduction in The Tapi River,Surat District, Gujarat, India.

Harshad M.Rajgor,K B Khasiya

Engineering 92-95

31 Methodology for managing irrigation canal system with optimum irrigation scheduling for Meshwo irrigation Scheme

Jitendrasinh D. Raol, Roshani A.Patel,Prof S.A.Trivedi

Engineering 96-98

32 Analyis of regional water supply scheme in rural areas (Case Study: Kutch)

Niketa Patel Engineering 99-103

33 Security For Near Field Communication in Cell Phone Biren M Patel, Vijay B Ghadhvi,Mr Ashish Kumar

Engineering 104-106

34 Heterogeneous Traffic Flow Simulation at Urban Roundabout using ‘VISSIM’

Dipti S. Thanki, Asst. Prof. Ashutosh K. Patel

Engineering 107-109

35 Planning of Facilities for Pedestrian Movement in Urban Area: A Case Study of Vadaj Circle, Ahmedabad

Hitesh A. Patel,Pinak. S. Ramanuj

Engineering 110-113

36 Planning for Non-Motorized Transportation Jignesh C.Prajapati, Prof. N.G.Raval

Engineering 114-116

37 Intersection Design for Pedestrians and Cyclist Jignesh C.Prajapati, Prof. N.G.Raval

Engineering 117-120

38 Theoretical Consideration for optimum irrigation scheduling for irrigation Scheme

Jitendrasinh D. Raol, Prof S.A.Trivedi

Engineering 121-124

39 Overall Equipment Effectiveness Measurement and Review of Total Productive Maintenance

Kadiya Pinjal, Navinchandra

Engineering 125-128

40 To Study the Effect Of Stiffness on the Expansion Joint of a Building Subjected to Earthquake Forces

M.D.SHAH, P. G. Patel Engineering 129-132

41 Side Friction and Side Friction Factor (FARIC) In Ahmedabad Road Link

Parmar Dushyant J, Asst. Prof. Ashutosh K. Patel

Engineering 133-134

42 Fiber Reinforced Selfcompacting Concrete Patel Nikunj R,Elizabeth George

Engineering 135-137

43 Modal Analysis of Helical Gear Purusharth J. Patel,D.A. Patel

Engineering 138-140

44 Impact Strength of Ternary Blended Steel fiber Reinforced concrete

Samir M. Gami., D.A.Sinha

Engineering 141-143

45 Identify issues of traffic movement at landside area & remedial measures

Samir P. Mulani,Prof- Naurdin Hajiani

Engineering 144-147

46 Identification of Truck Transportation Issues at a Junction: a case study of Sarkhej Area

Himanshu. B. Shrimali, Prof- Naurdin Hajiani

Engineering 148-152

47 Assessment of Vehicular Carbon Footprint and its Reduction Measures

Chintan Patel,Prof. H.K.Dave

Engineering 153-155

48 Study of Solar Air Heaters with Different Operating Configurations

Ajaypalsinh Gangasinh Barad

Engineering 156-158

49 Traffic Flow Characteristics on Roads of Small Urban Centre

Axay S. Shah,Dr. L.B.Zala

Engineering 159-162

50 Failure in tensile testing on single lap multi-fastener joint with bolted connection

Jagdish N.Prajapati, Dr.Rajula.k.Gujjar, Prof.M.M.Pomal

Engineering 163-167

51 Study Of Infiltration Capacity At Anjar, Kutch Ravi C Ahir, Sagar D Patel

Engineering 168-169

52 Comparison of Temperature-Base Methods For Calculating Reference Evapotranspiration With Standard Penman-Monteith Method

M.R.Popat, S.N.Chavda, B.H.Pandit

Engineering 170-172

53 Electronic customer relationship management: benefits and trend

Tanuja Nair Engineering 173-174

54 VIRTUAL CLASS ROOM USING MOBILE AD-HOC NETWORK

Gaurav Katariya, Yogesh Parkhe, Devendra Patil,Pawan Pawar

Engineering 175-176

55 PARKING EVALUATION: A CASE STUDY OF AMUL DAIRY ROAD ANAND

Jaydipsinh P. Chudasama, Dr. L.B.Zala

Engineering 177-180

56 ENERGY ANALYSIS OF SOLAR AIR HEATER BY USING DIFFERENT TYPES OF ABSORBER PLATES

Vivek B. Patel,Dr. L.B.Zala

Engineering 181-183

57 Effect of Aspect Ratio W/L ,Body Bias ,and supply Voltage (vDD) for NMOS & PMOS transistor.

Rubina Siddiqui, Angeeta Hirwe, Rahul Parulkar

Engineering 184-186

58 Spider diversity of Wan Wild life Sanctuary, Vidharbha , India.

Taktode N.M. Environment 187-188

59 The Initial Human Behavioural Response to Rapid On set Natural Disaster: Earthquake

S.S. Patil, K.L. Karkare, I.B. Ghorade

Environmental Science

189-190

60 Spatio-temporal Distribution of Surface Water for Irrigation in Satara District of Maharashtra: An Analytical Study

Pawar D. H., Jadhav K.R.

Geography 191-193

61 Nagarcha wadh v kushi bhumi upyog badal nanded-vaghan ek abhyas pahani

Prof. Mane Deshmukh R. S., Dr. S. B Rathod

Geography 194-196

62 Socio-Economic and Nutritional Status of Children with Mental Retardation

Dr. S. S. Vijayanchali Home Science 197-199

63 Motivating Employees under Adverse Conditions Dr Alpesh B Joshi Human Resource

200-202

64 “Strategic Human Resource Management” Dr. M. Venkatasubba Reddy, B. Swetha,S. Jaya Krishna

Human Resource Management

203-204

65 Identifying Crosscutting Concerns for Software Requirement Engineering

Velayutham Pavanasam, Chandrasekaran Subramaniam

Information Technology

205-207

66 Gate pass Automation with Image,Barcode reading and Biometrics

Sumant C. Murke,Tejas N. Athavale, Sangram A. Nalawade

Information Technology

208-210

67 Plight of Rape Victims With Special Reference to India Dr. Monica Narang, Richa Sabharwal

Law 211-212

68 Libraries: An Essential Tool for the Advancement of Knowledge Resources & Research in Recent Era

Dr. Umesh Patel Library Science 213-215

69 An Analytic Study of BA/BSc/BCA/BCom Part I General English Syllabus Prescribed by the University of Jammu

Dr. Wajahat Hussain Literature 216-217

70 A Study on Quality of Work Life Dr.N.Thenpandian Management 218-219

71 Best HR Practices Kavita Trivedi Management 220-221

72 A Study on Employee Retention Practices of Automobile Industry in INDIA

Dr.K.Balanaga Gurunathan, Ms. V.Vijayalakshmi

Management 222-224

73 A Study on Innovation for Organizational Excellence in Health Care Industry in a Private Multi-Speciality Organization

Dr. C. Swarnalatha,T.S. Prasanna

Management 225-227

74 “Performance measurement of Top 10 Mutual Funds with the help of Sharpe, Treynor & Jenson Model”

Monal Patel, Dr. Deepak H. Tekwani

Management 228-230

75 Strategic Expansion for Growth A Case Study on Codescape Consultants Pvt Ltd. (Infinite Possibilities)

Akshay Arora,Abhilansh Bhargava, Preeti Sharma

Management 231-232

76 Role Of Education In Innovation For Economic Development - A Case Study

Dr. Ananthapadhmanabha Achar

Management 233-238

77 ROLE OF HR PROFESSIONAL IN DEALING DISCIPLINARY PROCEEDINGS CONSTRUCTIVELY - AN OVERVIEW

C Santhanamani, Dr. N. Panchanatham

Management 239-241

78 Power of Advertising Supriya Tandon Management 242-244

79 Enhancing Employee Engagement: A Need of The Hour Urmila Vikas Patil Management 245-247

80 Role of E-Learning to Enhance Qualities of Physical Education Teachers and Coaches

Gohil Rajendrasinh K. Physical Education

248-250

81 “Eco – Environmental Study on Nutrient Removal Potential of Eichhornia Crassipes from Domestic Wastewater”

D. K. Patel, V. K. Kanungo

Science 251-253

82 Aphasia – a loss of linguistic faculty Dr Alpesh B Joshi Social Sciences 254-256

83 Workaholism – A Modern Day Nuisance Dr Alpesh B Joshi Social Sciences 257-258

84 Vartman me Dalit Varg ki Samasya Dr. H. L. Chavda Sociology 259-260

Volume : 1 | Issue : 5 | May 2012 ISSN - 2250-1991

220 X PARIPEX - INDIAN JOURNAL OF RESEARCH

Research Paper

* Assistant Professor, BBA Department, HNG University, Patan (North Gujarat)

Management

Best HR Practices

* Kavita Trivedi

Foreword:Growing for decades needs skillful investment, - an invest-ment in talent. This is a generation of making the difference, and the resource which on behalf of your organization will make a difference is only the talent that you employ. Because in this cut thought competition, World Class HR Practices are required in order to triumph the “War for Talent” which come from people such as, Safe, Healthy And Happy Workplace, Open Management Style, Performance Linked Bonuses, 360-Degree Performance Management Feedback System, Fair Evaluation, system For Employees, Knowledge Shar-ing, Highlight Performers, Open House Discussions And Feedback Mechanisms etc… To name a few firms which recently have won many awards are: 1. NIIT Technologies Limited been ranked No.13 Best IT Employer in DQ-CMR Best Employers Survey 2011. 2. NTPC Overall 7th in ‘In-dia’s Best Companies to Work for 2010’. 3. Pune, August 23, 2011: Bharat Forge, the flagship company of the USD 2.5 billion 4. Kalyani Group and a global leader in manufactur-ing & metal forming, was honored with the Golden Peacock Award for ‘Best HR Practices 2011’ in the Engineering sector. They being in HR have to deal with many aspects beginning form recruiting till upgrading or turnover, selecting the right individuals, Keeping them contented, educating those Inno-vations and lot more. Indian HR desires to go past the recruit-ing and hiring mode. Innovation needs to be blended in. The economy is sound, the situation, lucrative. Quality, however, is something that everyone, at every level has to strive for. HR practices play many vital roles as Transaction, Translation, Transition, and Transformation. John Storey discusses very correctly the SOFT model of HRM, which is based upon hu-man relations school and is identified by Storey as involving treating employees as valued assets, a source of competitive advantage through their commitment, adaptability and high quality.

Objective: to study the efficacy of HR and how much it has affected to various factors such as:· Coherence· Efficiency and effectiveness of work· Self development and motivation

Methodology: I would go for secondary data and compar-ative analysis of the HR practices of leading marketers

Findings: As a finding I want to list out the reasons for the corporate giants to focus on human asset

Human ResourcesHuman Resource or HR, as it is popularly known, highlights the contribution of workers behind the functioning of an or-ganization. Here the term worker signifies all the classes of workers irrespective of their skill set or educational back-ground. Human resource planning is now a very important issue as every business house is bound to plan a prosperous future for all its employees. The HR processes information and delegates it to the various organs of the organization for the smooth and efficient functioning.

Ranbaxy Ranbaxy, well known for its sound HR policies, empowers all its employees to identify their own potentials in a professional set up. It is an equal opportunity employer where employees can innovate and find new ideas to work upon. This company takes pain in developing its employees as an attempt to in-crease their contribution behind their corporate success. It also trains its employees in their latest domains so that they can become a master performer in their particular field. An added advantage here is that you are entitled to be a share holder of your parent company.

National FertilizersNational Fertilizers Limited values its employees as its most valuable resource. It offers a number of career opportunities to young and qualified professionals in various domains. It is also renowned for arranging training programs for all its em-ployees by which it ignites the fire of motivation in their minds. It also meets the statutory obligations with respect to em-ployee health, safety and welfare. Apart from all these it also provides well maintained canteens, recreation clubs, housing facilities, schools and a sound and safe working environment. It is indeed a role model for other companies when it comes to respecting your employees.

Tata Consultancy Services (TCS)is well known for its sound HR policies. The primary motive of this consulting firm is to make its employees knowledge-able about the ongoing practices in their respective domains. For this, it invests 4% of its annual revenue on training, de-velopment and other employee empowerment programs. Its learning centre at Trivandrum has state of the art facilities coupled with all modern day amenities to make learning fun. The other employee benefits which are offered here include house building loans, automobile loans, mentoring, career counseling, stress development programs and many more. TCS is reputed to be a world class employer which always cares for its employees and maintains sound yet flexible HR policies.

C-DACC-DAC family is renowned for their considerate and amicable attitude towards their employees. Their strength lies in their interpretation of work culture and individualistic treatment of employees. Weaving policies that firstly and fore mostly re-volves around the employees and creating an informal, easy-going working environment so congenial for the sprouting of innovative ideas are the attributes that single them out from other organizations engaged in similar activities. Visit their site to know further.

Key trends in the study:The recession of 2008-09 is a fading memory, with a steady 8%-plus GDP growth in 2010-11, showing promise of the heady days of 2007-08 when the economy was briefly poised to cross the barrier of 10% GDP growth. Yet, it has been a season of discontent. Inflation has forced many employees, particularly below managerial levels, to postpone major deci-sions, like asset creation.

Volume : 1 | Issue : 5 | May 2012 ISSN - 2250-1991

PARIPEX - INDIAN JOURNAL OF RESEARCH X 221

Though India Inc. has somewhat reluctantly opened its purse strings, they are not as wide as in 2007-08, and mostly in the form of variable pay. While most organisations are hiring, not many are talking about doubling employee numbers in 2-3 years. Things are better but even the best employers are not immune to the cynicism about governance and corruption in public life - the younger generation in particular. And let there be no doubt, the young have now taken over the workforce, with our data showing that 73% of the workforce in India Inc. is less than 35 years of age.

The 2011 study puts employee perceptions at levels similar to the 2008 study when the economy was doing exceedingly well, but lower than the 2009 study which was conducted in the middle of the economic downturn. This seems to indicate that for most good workplaces, maintaining positive employee perceptions is more challenging in the growth phase than in a downturn. Of course, the term downturn is a misnomer for India whose economy recovered much faster than the global recession.

Only 5 out of the Top 25 Best Workplaces are companies which are new to the list of Best Workplaces, the rest having featured in the list in previous years. However, similar consist-ency is not seen in the Top 50 list in which there are 14 com-panies which have never featured in our list in India before

Best HR Practices:1. Structured governance and business case develop-ment (HR impact opportunity — 39%). From Bersin: “Build-ing a business case requires a clear understanding of the business or businesses that HR serves, as well as working relationships with all business leaders. HR can achieve both by involving business leaders in the planning processes and governance. This involvement also helps to ensure business alignment and, as a result of that alignment, business buy-in and support.”

2. Developing advanced workforce planning capabili-ties (HR impact opportunity — 28%). From Bersin: “High-impact HR organizations incorporate sophisticated forecast-ing and workforce analytics into their processes. This enables them to translate company-wide talent, business data and external workforce segment data into workable insights that they can use and share with business leaders.”

3. Implementing the “right” HR philosophies (HR impact opportunity — 27%). From Bersin: “High-impact HR organi-zations tend to commit themselves to creating work environ-ments that enable employees to thrive both as individuals and as contributors to business success. They strive to create positive employee environments, and clearly communicate these expectations in the HR philosophy and mission. The most effective philosophies focus on fostering innovation and collaboration, or creating the best place to work, while the least effective philosophies focus narrowly on efficiency or cost-cutting efforts.”

4. Reducing administrative work for HR business part-ners (HR impact opportunity — 25%). From Bersin: “Many HR functions have a role that is a liaison between the HR function and business leaders. The specifics of this role vary widely. High-impact HR organizations use it to advise senior business leaders, focusing on decision support, workforce planning, leadership development and executive coaching. By enlisting the right person, HR can improve its credibil-ity across the enterprise, improve working relationships with business leaders, cultivate mutual understanding and gain influence. When this role is implemented poorly, with more

focus on administrative duties and taking orders, our research found that it can actually reduce an HR function’s ability to work effectively and efficiently.”

5. Implementing flexible HR organization design (HR impact opportunity — 20%). From Bersin: “High-impact HR organizations are flexible and agile. Like earthquake- proof buildings, they are structured to allow adaptive movement if the ground shifts. No overall HR structural model (centralized, decentralized or a combination of the two) in itself emerged as a predictor of HR success. But certain structural features do lend themselves to areas of excellence. One feature that we found to be universally valuable was flexibility. Fancy or-ganization charts and designs are fine – provided that you also have a culture which recognizes the need to adapt struc-turally when business needs and challenges change, as well as an HR staff that is capable of making those changes.”

6. Improving employee-facing HR systems (HR impact opportunity — 19%). From Bersin: “The most significant con-tributions to the overall effectiveness of an HR function come from community-building and self-service elements. Knowl-edge-sharing portals, web-based recruitment tools and man-agement dashboards let various HR stakeholders and clients find what they need when they need it. HR functions with us-er-friendly client systems are regarded as twice as effective and efficient as functions that do not invest in this advantage.”

7. Measuring both HR operational and business met-rics (HR impact opportunity — 19%). From Bersin: “Meas-urement strategies in high-impact HR organizations have evolved to ensure efficiency, effectiveness and business alignment. Such strategies incorporate both operational measures by which to manage the HR function and strategic people measures to support crucial business decisions.”

8. Developing internal HR skills (HR impact opportunity — 13%). From Bersin: “As they focus on programs to develop employees company-wide, HR organizations often neglect the development of their own team members. This is a mis-take. The world of HR solutions is constantly changing. High-impact HR organizations must invest the time and money needed to ensure team members’ competence grows in such disciplines as change management and relationship manage-ment. Efforts must also focus on developing team members’ business acumen, industry knowledge and command of cur-rent best practices in all areas of talent management, as well as the use of social networking tools and other HR technol-ogy.”

9. Improving line manager capabilities (HR impact oppor-tunity — 10%). From Bersin: “A common pitfall for many HR functions is the attempt to meet the needs of every stakehold-er directly, thereby spreading limited HR resources very thinly. High-impact HR functions have prioritized the focus of their HR resources on building the capabilities of their line manag-ers. This decision allows them to work in partnership with their line managers, versus trying to work around line managers who may be incompetent or ill-prepared.

10. Outsourcing HR services strategically (HR impact op-portunity — 10%). From Bersin: “High-impact HR organiza-tions use outsourcing to enable their internal teams to focus on things that cannot be outsourced, such as building busi-ness relationships and developing custom solutions for busi-ness managers. These organizations outsource areas that can be improved through economies of scale, or which re-quire global coordination and expertise. What an organization outsources often depends on its level of maturity.”

Editor,PARIPEX - Indian Journal Of Research8-A, Banans, Opp. SLU Girls College,New Congres Bhavan, Paldi, Ahmedabad-380006.Contact.: +91-8866003636 E-mail : editor@paripex.in

Printed at Unique Offset, Novatsing Rupam Estate, Opp. Abhay Estate, Tavdipura, Shahibaug, Ahmedabad

Sara Publishing AcademyPARIPEX - Indian Journal Of Research

Journal for All Subjects

International Index JournalFor English, Hindi, Gujarati,

Marathi, Sanskrit