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A management degree is one of the most sought after degrees in the present day. But what sometimes leaves the aspirants perplexed is choosing the best BBA-school in India for themselves. As a matter of fact, with the rapid growth of management institutes, it is a challenge for any candidate to be sure about the options that they would like to choose. On the other hand, the business school which the aspirants are getting their degrees from plays a vital role in the career path and affects their future prospects.Here are some tips for you to help make the choice for the right business schoolBrand of Christ University :Going for a BBA school that is well known and a brand in itself, matters a lot for the candidates. A management school that has made itself a brand by creating a rich legacy will hold itself to higher standards of education. The difference between a no name institute and a renowned one can be huge once the students start appearing for job interviews. An alumnus of a well established brand of the BBA college gets more recognition and does not have to convince at length the prospective employers of the quality of his education. There are also corporate that have tie ups with certain brands of business schools and do not hire from outside these brands.Faculty of Christ University :This is perhaps one of the most important attributes to check. You must check if the BBA-school you are targeting has full-time and well qualified faculty or not along with a mix of visiting and adjunct faculty. Many management schools have visiting faculties with only a few permanent members of the faculty board. Having full-time faculty members is important as they will invest a higher amount of time and energy in grooming the students, being part of the brand. They are also less likely to move to a different organization mid-semester and as a result will add stability to the educational experience of the students. They also have powerful industry contacts which gives them the industry oriented view of their subject.Infrastructure of Christ University :Apart from the basic facilities such as classrooms, library, cafeteria, labs, the students should take a close look at the upkeep of such facilities. You need to know if the hostel has Internet connectivity and WI-Fi. If not, it may require you to find other means since the BBA programmes are known for their project works. The campus should be study-friendly and having a healthy environment. Avoid institutes that show a sign of neglect and have an unhealthy surrounding.Student Placement of Christ UniversityTo know about the placement of the students of the institute, you may check the placement record. The areas to focus on would be the profile of companies that hired candidates, the sectors of recruitment, and the average salary that were offered to the candidates. Apart from these, you also must check the employers that have regularly come for campus recruitment. Also check if the companies have hired students from the stream you are interested in and for what kind of profiles. Apart from these, also check regarding the average and maximum package that has been offered to a few previous batches. It will give you a somewhat fair idea of what package you may be offered if you choose to pursue your management degree from the institute.International Exchange Programmes of Christ UniversityThe credentials of the management school in regard with international exchange programmes are also one of the important considerations. This helps the students if and when they look for opportunities in other countries. Students also get a clear picture if they want to work abroad or stay back in their own country. The exchange programme also talks volumes about the international recognition of the BBA course. Please exercise caution since an international affiliation does not guarantee a great institute.Location of Christ universityLocation should also be on the checklist, not only because you will stay there for two years, but also because of the proximity to the prominent corporate. Business schools that are located in metro cities are given more preferences because of the presence of Multi National Companies there.

IBPS/SBI/RRB examinations– Banking and financial awarenessChecklist for study preparation01Indian financial system – Financial intermediaries; Money market; Capital market; Financial assets;02Reserve Bank of India – History, Role and functions of Reserve Bank of India; Traditional functions; Development functions; Regulatory functions;03Banking history – Origin of banks - Nationalised banks first stage; Nationalised banks second stage; Old private sector banks; New private sector banks; SBI group banks; Foreign banks; Bank headquarters; Regional Rural Banks;04Types of banks – Savings bank; Commercial bank; Industrial bank; Development bank; Land development bank; Central bank;05Functions of commercial banks – Primary functions; Secondary functions; Agency functions; General utility functions; Social development functions;06Bank – Functional hierarchy; Positional hierarchy; Universal bank; Narrow bank; Islamic bank; Small bank; Payment bank; Banks-taglines; Banks-ranking;07Cooperative banks – Categories;08Types of customers – Individuals; Joint accounts; Minors; Illiterate; Blind; Pardanashin women; Hindu Undivided family; Clubs; Trusts; Charitable Institutions; Associations; Proprietorship firm; Partnership firm; Private and Public Limited companies09Types of deposits – Demand deposits; Savings and Current; Term deposits; Fixed, Recurring and Reinvestment deposits;10Non resident Indians – Persons of Indian origin; Resident Indians; Non resident accounts; Non resident external; Non resident ordinary; FCNR and RFC accounts; EEFC account; Escrow account;11KYC guidelines- Foreign Inward remittances; KYC- Categories of customers; Low risk; Medium risk and High risk;12Negotiable Instruments act 1881 – Negotiable instruments; Non negotiable instruments; Semi negotiable instruments;13Cheques – Parties to a cheque; Types of cheques; Reasons for cheque return; Crossing of cheques; MICR code; IFSC code; Cheque truncation system; Clearing house; RTGS remittance; NEFT remittance14Demand draft – Parties to a demand draft; Issue of duplicate demand draft; Difference between cheque and draft;15Negotiable Instruments - Bill of exchange; Promissory Note; Hundies;16Banker-customer relationships – Mortgage; Hypothecation; Pledge; Assignment; Bailment; Agency;17Currency note issue – Management of currency; Notes in circulation; Coins in circulation;18Electronic banking- Services; Benefits; Types of automated teller machines; Debit card; Credit card; Smart card; Core banking solution; Cheque truncation system;19Rights of customers – Various rights; Risks faced by commercial banks;20Important terms – Cash reserve ratio; Statutory liquidity ratio; Bank rate; Base rate; Marginal standing facility; Repo rate; Reverse repo rate;21Non Banking Finance Companies – Categories;22Insurance – Types of insurance; Life insurance products; Specific principles of insurance; Mutual fund products;23Agriculture – Functions of NABARD; Direct agriculture; Indirect agriculture; Culture and revolution; Types of farmers; Agriculture labourers;2425Categories of loans – Types of securities; Priority sector advances; Weaker section advances; Non Performing assets; Consortium Lending; Syndication credit;26Types of various accounts – Nostro account; Vostro account; Loro account; Suspense account; Call deposit; Margin account; No frill accounts; Senior citizen deposit account; Checking account; Bank trust custodial account; Official settlement account;27Foreign exchange – FERA; FEMA; Authorised persons; Notional rates; Foreign exchange selling and buying rates;28Forex terms – Import and export code; DGFT; Packing credit; Opinion letter; Packing credit; Payment under reserve; Delinking;29Capital market – Primary market; Secondary market; Shares; Debentures; Demat account; Depository; Stock exchanges; IPO; ASBA account; Stock exchanges; SENSEX; NIFTY; Market capitalization; Book value; Above par; Below par; Green shoe option; Red herring prospectus; Float; Outstanding capital; Earnings per share30Financial statements – Balance sheet; Profit and loss account; Categories of capital; Categories of reserves; Gross block; Net block; Intangible assets; Non current assets; Current assets; Current liabilities; Sources and uses of funds; Ratios – Current ratio; Gross profit ratio; Quick ratio; Debt equity ratio; PBDIT; Net worth; Tangible net worth; Sundry debtors; Sundry creditors;31Retail banking- Retail deposits; Retail loans; Retail services;32Wholesale banking – Fund based services; Non fund based services; Value added services; Retail Banking services; Needs of exporters; Needs of importers; Remittance services;3334Reserve Bank of India – The past and present Governors;35Various committees36Money market instruments – Call money; Notice money; Term money; Held till maturity; Yield to maturity; Coupon rate; Treasury operations; Gilt edged securities; Types of treasury bills; Commercial paper; Certificate of deposit; Inter corporate deposits; Ready forward contracts;37Indian Economy – Developing economy; Gross national product; Net national product; National wealth; National income; Gross domestic product; Personal income; Personal disposable income; History of planning; Planning commission; Five year plans; National development council; Planning strategies; Rural poverty; Types of unemployment; Foreign direct investments;38Development programmes – Employment; Rural development; Women empowerment; Education oriented; Public distribution system; Maharatnas; Navaratnas; Types of large scale industries; Foreign direct investment;39Mutual funds: Income funds; Growth funds; Balanced funds; Diversified funds; Infrastructure funds; Index funds; Open ended fund; Closed ended fund; Fixed maturity fund40Tax- Direct tax; Indirect tax; Income tax; Service tax; Sales tax; Value added tax; Customs duty; Central excise duty;Important topics:Account payee crossing;Electronic clearing system;Death claims;Nomination;PIN Number;PAN Number;Natural guardian;Mother of deposits;EEFC account;DRA-Debt recovery agent;DMA – Direct marketing agent;DSA – Direct selling agent;CASA account;Deposit Insurance and Credit Guarantee Corporation;Export Credit Guarantee Corporation;Collateral security & prime security;Guarantee; Financial guarantee;Deferred payment guarantee;Performance guarantee;Bills for collection;Pay in slip; Withdrawal slip;Arbitration; Arbitrate; Arbitrator;Gold loans; Appraisal; Appraiser;Bouncing/Dishonour of the cheque;Book building;Kerb trading; Insider trading;Document of title to goods;Credit rating agencies; SWIFT;Merchant Banking;Mergers and acquisitions;Encryption and decryption;Plastic money; Venture capital;Micro credit;Factoring; Forfeiting; Lease finance;Asset Reconstruction Company;Asset Management Company;Hedging; Underwriting; Subcontracting;Enterprise risk management;Asset Liability management;Relationship management;Breakeven point;Principle of utmost good faith;Principle of indemnity;Principle of subrogation;Principle of insurable interest;Principle of mitigation of loss;Mergers and consolidations;Business correspondent;Money laundering;Garnishee order;Income tax attachment order;Debt recovery tribunal;Balance of trade; Balanced budget;Balance of payments;Inflation and deflation;Special drawing rightsGlobal depository receipts;Indian depository receipts;American depository receipts;External commercial borrowings;Fiscal cliff;On balance sheet items;Off balance sheet items;Basel committee on banking supervision;Basel I and Basel II accord;Tier I and Tier II capital;CAMELS;Sarfaesi act 2002Securitisation;Derivatives; Options; Futures;Special purpose vehicle;Value at risk;Business process outsourcing;Capital account convertibilityMinimum support price;Net asset value;Capital adequacy ratio;LIBOR and MIBOR;One time settlement;Wholesale price index;Consumer price index;Bank working and business hours;LPG and PURA strategies;International development association;Corporate social responsibility;Monopoly and oligopoly;Per capita income;Business facilitator;Corporate governance in banks;Sub prime lending;Financial inclusion;Ways and means advances;Liquidity adjustment policy; Forwards;Negotiated dealing system; Conversion; Material alteration;Liquidators; Receivers;Banking ombudsman scheme;Participatory notes;Book building;Willful defaulters;Lok adalats;Debt recovery tribunals;Rule in clayton’s case;Current account transactions;Capital account transactions;Convertibility;Capital account convertibility;Liberalised remittance scheme;Exchange rate system;Mirror account; Forward contracts;Swaps; Arbitrage;Duty draw back system;External commercial borrowing;Suppliers’ credit;Buyers’ credit;Break even point;Schemes:1-Pradhan mantri Jan Dhan Yojana (World’s largest Financial Inclusion programme)2-Pandit Deen Dayal Upadhyaya Shramev Jayate Karyakram3-Deen Dayal Upadhyaya Antyodaya Yojana4-Mission Housing for all5-Micro Units Development and Refinance Agency Bank (MUDRA Bank)1-My Gov Online Platform2-Digital India3-Make In India4-Deen Dayal Upadhyaya Grameen Kaushal Yojana5-National Policy for Skill Development and Entrepreneurship6-National Sports Talent Search Scheme7-Swachh Vidyalaya Abhiyan8-Padhe Bharat Badhe Bharat9-Pandit Madan Mohan Malviya National Mission on Teachers and Teacher Training10-Rashtriya Avishkar Abhiyan1-Pradhan Mantri Suraksha Bima Yojana2-Pradhan Mantri Jeevan Jyoti Bima Yojana3-Atal Pension YojanaRBI and RBI Related Important Topics for IBPS Po / clerkBanking and Important topics from Banking1Origin of RBI. Who is the current governor. How many members are there in RBI BoardWhat is bank? What are its functions? how is it different from an NBFC/NBFC-factor, Post-office savings, Chit Fund, Nidhi etc?2RBI comparison with SEBI, IRDA : Name of their main bosses, Who controls what? NBFCs, MFI, Gold Loans, ULIP, Mutual funds etc.Types of banks: commercial banks, regional rural banks, cooperative banks, investment banks, development banks etc.3Powers and functions of RBIWhat is a Scheduled commercial bank?4How does RBI control the money supply?IDBI, ICICI, IFCI, SIDBI, EXIM, NHB etc.5Open market operations, MSF, liquidity adjustment facilityBank nationalization, mergers and consolidations.6SLR, CRR, Repo, Reverse repo, bank rateNames of chairman/CMD of big banks.7Priority sector lending: and its subsectors. How do they apply to Domestic bank vs foreign bank?Basic GK related to banks: first commercial bank in India, first bank setup by Indians, origin of SBI/ICICI, subsidiaries of SBI, etc.8Banking regulation act and its recent amendmentImportant Mobile APPS Launched By Various banks9Banking reform, Banking License, Narshiman, BASEL.Types of Bank customers and provisions related to them:Minor-Guardian, partnership firmsHUF and kartaNRI, PIOjoint account holdersMarried Womenpartnership firm accountspublic/private companiestrusts and cooperatives10Nachiket Mor CommitteeTypes of bank accounts and their features:1-current account, savings account2-term deposit account, fixed deposit,3-PPF, senior citizen’s account4-NRE-rupee account, FCNR account, RFC, EEFC, escrow account5-Allied topic: post office savings account and National savings certificate11Foreign exchange management, components of forex reserves, approx. forex under RBI. Powers under FERA/FEMA, Tarapore Committee on capital account convertibilityCheque:1-order/bearer/travel/bankers cheque2-endorsement, cheque-crossing,3-post-dated cheque, what if cheque-date is invalid4-when Bank should not pay, cheque-dishonor (cheque-bouncing)5-MICR, Cheque truncation6- new CTS-system7-Note refund rule, clan note-policy12Measures of money supplyOnline banking:1-NEFT, RGTS, EFTS, Bankwire, E-commerce2-networking among banks: INDONET, BankNET, RBINET, SWIFT, Point of Sale (POS) terminal3-core-banking solutions4-Electronic signature and Information Technology Act13Currency chest, Mint and press. Who signs coins and currency?Loans1-different type of loan products,2-Subprime lending3-mortgage, reverse mortgage, collaterals, stamp duty on loan documentslien, set-off4-Priority sector lending: and its sub sectors. How do they apply to Domestic bank vs Foreign bank?SLR, CRR, Repo, Reverse repo, bank rateBanking Ombudsman: powers functions, appeal structure and Consumer courtsWho appoint RBI Governor And tenure of RBI governor.Bancassurance, cross-selling, universal / narrow / retail bankingMobile Banking, personal banking, tele-banking, corporate bankingATM: PIN, HWAK, White Label ATM, third party ATMRural Banking And important Topics related to Rural Banking For IBPS PORural Banking And Important Topics for IBPS POWhat is Role Of RBI and NABARD in Rural BankingRural infrastructure development fund (RIDF) And Budget 2015 Fund allocationFinancial Inclusion And Schemes launched for financial inclusionregional rural banks, their amalgamationcooperative banks And Functions Of Co operative Banksmicro-finance institutions (MFI)primary agricultural credit SocietyBanking correspondent agentsKisan credit card, interest subvention on crop-loanslead bank scheme, local area banks, service area approachNon Performing Assets , Bad Loans and Other Important Topics for IBPS Preparation.NPA and Bad Loans = Problem for BanksInternational BankingWhat is NPA?Bretton WoodsGross NPA versus net NPAWorld BankAsset classification under NPA (substandard/doubtful/loss)ADR, GDR, IDRCurrent figure of NPA? Which bank has highest NPA?Islamic BankingCapital adequacy norms, hypothecationAsian clearing unionCIBIL and credit ratingbank for International settlementSARFAESI Act and its recent amendmentBASELasset reconstruction companiesWho are the Main boss of IMF, World Bank, ADB?Debt recovery tribunals.IMF: SDR, voting rightsLok Adalats , functions of Lok AdalatsBRICS Bank and Its Member Countries , HQ, President of Brics BankIndustrial sicknessAIIB Bank, HQ , President, Founding Members, IMF and AIIB ComparisionBoard for industrial and financial ReconstructionEuropean Banking AuthorityDisinvestmentTopics to Prepare for IBPS From current Affairs mainly Banking Related.Banking Awareness (Current Affairs)RBI’s monetary policy and key ratesAny committee made by RBI/government for Banking sector. Who is its chairman and what is the purpose?Any new directives to banks by RBI/Finance MinistryPerson in News: Any new appointments in RBI/Big Banks, Any Indian being appointed in foreign banksBanking license, entry of foreign banks.New Product and Mobile apps Launched by various BanksGovernment schemes associated with financial inclusion/pension/insurance: swabhiman, swavalamban etc.AwardsEconomy Theory , Financial Market, Budget And Other important topics from Traditional Syllabus. These topics are important for IBPS PO Exam.Economy Theory -Important topics to PrepareFinance1-Money market vs capital market: functions, who supervises them?2-Commercial bills, Treasury bills, certificate of deposit, commercial paper3-Derivatives, options-futures, currency swaps,4-underwriting, factoring5-debt vs equity: IPO-shares, stocks, debentures, bonds, mutual funds, G-sec6- venture capital, angel investor7- SEBI: functions, who is their main boss?8- Stock Exchange: BSE, NSE, SENSEX, Dollex etc. , Functions, Chairman and Power9- Credit rating: CRISIL, Moody, S&P etc., Different Types of Ratings10- participatory notes , Cheques, Promissory Notes, Negotiable Instruments, Bill of Exchange11 - QFI, FII12 - FDI and its limits in various sectors, FIPB13 - PAN card and DEMAT account14 -External commercial borrowing (ECB), ADR, GDR, IDR15 - RBI Act, Companies Act,Insurance1-Types of insurance2-Nationalization, LIC, GIC etc.3-IRDA: chairman, power-functions4-NPS, EPFO, ESIC, social security5-pension-insurance reforms, FDI6-Bancassurance7- Atal pension yojanaIndian Economy1-NITI AAYog2- five-year plans, main targets of 12 five-year plan.3-14th Finance commission and who is its chairman?4- Inflation: types, impact, various terms associated with inflation WPI, CPI, their new series, who calculates what?5- IIP, industrial licensing, definition of MSME6- Indian Economy growth Forecast , Forex Reserve And Balance of trade7- Economy Survey 2014-15 Highlights8- Industrial PolicyBudget1-Taxation:2- direct vs indirect. taxation powers of union and state3- tax deduction at source4 - tax slabs according to Budget 20155- negative list in service tax6 - PAN Card, E-filling of tax returns7- Types of budgets: surplus, deficit, balanced9- votable vs non-votable items10 -Finance Bill and appropriation Bill11 -cut motions: policy cut, economy cut, token cut12- general budget versus railway budget13- revenue versus capital expenditure14- standing committees of Parliament15- types of deficits, FRBM targets16- fiscal deficit and its impact on economy17- Consolidated fund, contingency fund, public account18 - Budget 2015 and Allocation of Funds for various Schemes and departmentsList of Important schemes And Programmes Launched PM Modi In Last One YearCategory of schemeScheme NamePro Poor1-Pradhan mantri Jan Dhan Yojana (World’s largest Financial Inclusion programme)2-Pandit Deen Dayal Upadhyaya Shramev Jayate Karyakram3-Deen Dayal Upadhyaya Antyodaya Yojana4-Mission Housing for all5-Micro Units Development and Refinance Agency Bank (MUDRA Bank)Pro Youth1-My Gov Online Platform2-Digital India3-Make In India4-Deen Dayal Upadhyaya Grameen Kaushal Yojana5-National Policy for Skill Development and Entrepreneurship6-National Sports Talent Search Scheme7-Swachh Vidyalaya Abhiyan8-Padhe Bharat Badhe Bharat9-Pandit Madan Mohan Malviya National Mission on Teachers and Teacher Training10-Rashtriya Avishkar AbhiyanPro Farmer1-Enhanced Compensation for distressed Farmers due to crop damage2-Deen Dayal Upadhyaya Gram Jyoti Yojana3-Soil Health Card Scheme4-Pradhan Mantri Krishi Sinchai Yojana5-Jan Suraksha Schemes (PMJJBY, PMBSY, APY)6-Rashtriya Gokul MissionPro Women1-Beti Bachao, Beti Padhao Abhiyaan2-Sukanya Samriddhi Account3-Himmat App4-PAHAL-Direct Benefits Transfer for LPG (DBTL) Consumers Scheme5-Swachh Bharat Mission6-Gold Monetisation Scheme7-Pro Senior Citizen1-Pradhan Mantri Suraksha Bima Yojana2-Pradhan Mantri Jeevan Jyoti Bima Yojana3-Atal Pension Yojana4-Pro Development1-The National Institution for Transforming India (NITI AAYOG)2-Make In India3-Digital India4-Smart City Programme5-The National Urban Development Mission6-Deen Dayal Upadhyaya Gram Jyoti Yojana7-Pragati Platform8-Mission Housing for all

For the novice :Understand the evolution of HRMIn 1960s ′ the subject restricted to:Personal Management consisting of :RecruitmentWage and salary administrationLabor lawsIn 1970’s the recruitment personnel found the person recruited need to be trained and developed. Hence new word coined HRD - Human Resource DevelopmentThe following functions got addedTraining and DevelopmentSkill developmentTeam managementIn 1990’s the concept got further development that human resource ha to be Managed . It becomes part of Corporate Strategy management. The new term got coined Human Resource Management .The following functions further addedStrategy ManagementHuman capital ( work force ) deploymentHuman resource planning and deploymentIn 2000 on wards ,with the Advent of Digital era and Information technology, the subject further . It has gone beyond recruitment , training, Development and management of Human resources. It is now Human Resource investment HRIThe organization is calling recruitment is capital expenditure. They work on return on investment concept ( ROI)Current role can be broadly classified as below:HR plays an integral role in the success of an organization overall -by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.Human Resources, also called HR, derived from what was formerly known as the personnel department. The former personal department worked independently from the other departments in the organization and was primarily responsible for handling the administrative duties for the company.In essence, personnel handled the recruiting and interviewing of job candidates and the exit interviews for the employees who terminated employment with the company.Personnel were also responsible for keeping track of employees’ attendance records, employment law, administering benefits, and were pretty much reactive in supporting the needs of the organization. This was the extent of the duties that were performed by the personnel department.Nowadays, HR is proactive in the strategic planning process and the development of an organization.HR plays an integral role in the success of the organization overall –by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.There are several facets of Human Resources today.The major functions of Human Resources are:strategic management,workforce planning and employment,human resource development,policy formulation,total rewards, labor relations, andrisk management.Let's take a look at the functions of HR and how each impacts an organization.Strategic ManagementHuman Resource professionals are proactive in planning for the future by meeting the continuous short-term and long-term strategic objectives of the organization.Workforce Planning and Employment (recruitment and selection)Workforce planning involves recruitment, selection, orientation, and exit process. Department managers collaborate with Human Resources to determine staffing needs and to fill job vacancies in a timely manner whenever the need(s) arise. The HR recruitment team strategically recruits and selects only the best candidates for the company and ensures workforce efficiency thereafter in an effort to help the organization accomplish it goals and objectives.Human Resource Development (training & development)HR is responsible for ensuring that employees receive the appropriate training (whether in-house or off-site) to adequately perform their jobs. Thus, employees will be equipped to help achieve desired departmental and company goals and objectives. Encouraging employees to take advantage of the tuition reimbursement benefit will give employees an incentive to further their education and use their acquired skills and knowledge for the betterment of the company in general. HR SPECIALIST also assists with change management and performance management needs of the organization.Total Rewards (compensation & benefits)The HR benefits team is responsible for acquiring and administering an attractive compensation and benefits package for new hires. This might include: a competitive salary range, medical and dental insurance, choice of life insurance, tuition reimbursement, 401k, flexible spending account, and more. The HR recruiter should promote and offer an attractive rewards package to those candidates who meet the selection criteria at some point during the interview process. A competitive reward package will attract top talent and hopefully retain them once hired.Most organizations use a computerized system, Human Resource Information System (HRIS) to in-put and keep track of employee data. HR compensation analyst and payroll specialist oversees the salary administrations of new hires, process payroll, employee benefits, attendance, vacation days, and maintain employees files. PAYROLL SPECIALIST also responds to employee inquiries regarding their salaries and other benefits.Policy FormulationHuman Resources keeps new hires and current employees abreast of the policies and procedures of the organization. This might include (but not limited to) the distribution of employee handbook, code of conduct manual, and performance appraisals guidelines.Employee and Labor RelationsThe employee relations team seeks to align the employees’ needs and rights with the needs of the organization. Things such as: union and non-union issues, discrimination issues, and sexual harassment claims are matters that should be handled by the labor relations department. Employers must stay in compliance with the law in making sure that every employee is treated fairly. Employees are encouraged to contact employee relations should they ever feel that they were treated unfairly or to resolve other workplace problems.Risk ManagementThe HR risk management team along with the department manager-should be proactive in detecting risk items that could pose a possible threat to the company:such as the removal of hazardous waste material from a work area within the organization.Health care institutions in particular, should take extra precautions in providing a safe work environment for its workers as well as its clients and customers.HR should provide safety training and issue handbooks to its employees to educate them on risk management issues.Employers face a legal obligation to provide a safe and hazard free work environment.Employers must also comply with OSHA (occupational safety and health administration) in keeping accurate records for all work related injuries.Concluding, understandably, some may still use the terms personnel and human resources interchangeably. However, keep in min that a HR professional’s role is not just limited to administrative duties in the company anymore, but instead, they provide continuous support in the planning process and the development of an organization.THE SEVEN WAYS (INDICATIVE)DAY 1 AND 2Step 1 understand the various recruitment methods practiced inPrivate small organizationLarger private organizationGovernment organizationNote down ,key points learnt that are to referred and rememberedDay 3&4Step2 Under stand that industrial laws governing labour and legal provisionsNote down the points governing the labour and various dispute resolution methods, Employee realtionship aspects.Day 5and 6Step 3Understand Training managementPerformance assessment managementTermination managementNote down the points that are to be referred and rememberedDay 7Step4 &5Understand policy management and development of HR policy Manual.Job description and definitionDeveloping management system procedures and in house operating proceduresNote down the points to be referred and rememberedDay 8Step 6Understand how human capital is treated as part of Company Balance Sheet and how it is linked to Return on Investment conceptsNote down the points to be referred and rememberedDay 8Stpe 7Understand the Risk Management AreasDeveloping action plan for getting employees engaged in Risk avoidance and Risk mitigation Activity (s)Note down the points to be referred and rememberedDay 9 and 10Plenty of public domain material available to conclude as belowSeven waysRecall all noted points and get an over view of the HR evolutionNote down the leading methods used by great organization in this areaUnderstand how Quality Management principles are used to run a Cost Effective HR Activity (s).Note down the famous books and journals that you can refer as guidesFrom public domain read case studies how HR related issues are handled and solvedIdentifying good HR management gurus and seek their guidanceHave self confidence that your learning will never let you down.Remember this is the first seven steps ,If you have courage to take these steps, your destination of becoming HR specialist is unstoppable.You will find your own methods to succeed.Blessings and best wishesRecently I came across this article .It may give some inputs on the subjectToday, the HR executive role is shifting to align with more forward-thinking practices.Modern human resource executives must contribute ideas and lead organizations in advancing corporate objectives.Additionally, HR executives must grow and change in parallel with their respective organizations. This is especially vital, as large enterprises grow nimbler and consumer-centric.The following 7 passages reveal a few of the relatively newer responsibilities of human resources executives in the modern work environment.Responsibility 1: Participate in Planning and DevelopmentIn the modern marketplace, human resource executives serve as strategic partners.They participate in the identification, development and execution of corporate objectives. In this capacity, HR executives align the work of their business unit to achieve company goals.The participation in company planning allows human resource leaders to gain a profound understanding of the organizational activities needed to aid in the sustainable growth of the enterprise.Responsibility 2: Provide Employees With Career AssistancePeriodically, human resource leaders conduct staff member evaluations. Today, HR professionals take an active role in helping employees advance their careers.Instead of simply grading employees on a checklist of performance points, modern human resource specialists help workers identify areas for improvement and develop specific action steps.By helping employees with career development, modern HR professionals gain deeper insight into available human capital and the availability of internal candidates for potential role succession. This helps organizations gain a marked advantage in filling future roles and meeting forthcoming market demands.Responsibility 3: Find and Recruit Employees That Advance Company ObjectivesToday’s human resource executives do more than post ads and interview job candidates to fill open positions. Modern HR executives formulate employer brands designed to attract the right job candidates.In this responsibility, human resource leaders work to promote their respective firms as highly favorable workplaces. HR executives often earn this kind of accolade for organizations by creating a positive culture and providing satisfactory compensation and benefits as ways to attract ideal work candidates.Responsibility 4: Serve as Leaders of ChangeModern human resource leaders frequently lead change initiatives for their organizations. As a result, current HR executives yield strong project management skills in their corporate toolboxes. The professionals are skilled at helping organizational stakeholders make the connection between change initiatives and strategic needs, minimizing change resistance and employee unrest.Shaping organizational culture, managing staff member satisfaction and weighing the success of change initiatives are all a part of the human resource professional’s scope of responsibility in the modern workplace.Responsibility 5: Advocate for EmployeesWhile fulfilling their role as employee advocates , HR executives play an integral part in the success of organizations. In this regard, human resource professionals contribute to building a work environment where employees feel satisfied and motivated.To promote this outcome, HR leaders deploy effective practices such as employee empowerment, goal setting and open communication, resulting in a positive culture that leads to the workforce delivering better consumer experiences.Responsibility 6: Provide Support for Domestic Violence VictimsThe Centers for Disease Control (CDC) forecasts that domestic violence can affect 1 in 4 women and 1 in 7 men in the United States.The issue has grown so prevalent that employers can no longer afford to think of domestic violence as a matter best left to the local authorities. As a result, today’s HR professionals encourage those who’ve experienced domestic violence to seek help in the workplace.To encourage this, human resource professionals promote an organisational culture where sraff members do not feel intimidated or ashamed organizational to approach to HR employees with domestic violence concerns.Responsibility 7: Ensure No Cyberbullying At WorkTraditionally, workplace intimidation took place solely in the office.Today, however, the connectivity of the internet extends the influence of bullies Internet to victims’ personal workstations and homes, an activity called cyberbullying.Employees and supervisors know that this can happen in the workplace, yet dealing with office cyber bullying may prove challenging.Despite this, contemporary human resource executives strive to eliminate this kind of negative activity in the workplace.Modern HR professionals are leaders in their organizations. The specialists sponsor the organizational mission, vision, values and goals among staff members, and they monitor and adjust organizational activities to ensure the success of various initiatives. Human resource specialists contribute to enterprises by managing the most important asset of any organization, the people who complete the daily tasks that result in productive outcomes. Their work aids in the global success of their organizations.Such article can further the learning strength of HRMThanksBeyond 10 days and moving further:Human Capital Management.Get an insight in the following ISO standardInternational Standard for human capital reportingAn organization is only as good as its people – which is why the workforce of a company is often one of its largest costs. But measuring the true return on that investment can be a tricky business. It just got a lot easier with the first International Standard for human capital reporting.It is well known that effective human resources (HR) strategies can have a positive impact on organizational performance. And with workforce costs making up to 70 % of an organization’s expenditure, it is important to get that strategy right.There are many different HR management systems and processes aimed at maximizing the return on investment in staff, but they vary from business to business and country to country, making it difficult to accurately benchmark and be internationally relevant. A new ISO standard just published provides globally agreed ways of doing just that.ISO 30414, Human resource management – Guidelines for internal and external human capital reporting, is the first International Standard that allows an organization to get a clear view of the actual contribution of its human capital. Applicable to enterprises of all types and sizes, it provides guidelines on core HR areas such as organizational culture, recruitment and turnover, productivity, health and safety, and leadership.Dr Ron McKinley, Chair of the ISO technical committee that developed the standard, said ISO 30414 will enable organizations to gain a better understanding of their impact on staff and help maximize employee contribution for long-term success.“Workforce reporting is about rethinking how organizational value should be understood and evaluated, and allowing for more data-driven decision making across workforce management,” he explained.“What’s more, by providing a number of relevant key metrics that are recognizable on an international scale, multinational companies can more easily transfer human capital information, better control their international HR activities and provide greater transparency for all their stakeholders,” he said.“But the standard is not just for multinationals. Organizations of all sizes, including small and medium-sized companies, can benefit from being able to choose the metrics that are most relevant to them.”Governments and policy makers also stand to benefit, said McKinley, by acquiring greater knowledge of human capital development in their country’s organizations in relation to others, which is important for political labour market initiatives.ISO 30414 was developed by ISO technical committee ISO/TC 260, Human resource management, the secretariat of which is held by ANSI, ISO’s member for the USA. It can be purchased from your national ISO member or through the ISO Store.HRM best practices are:Providing security to employeesSelective hiring: Hiring the right peopleSelf-managed and effective teamsFair and performance-based compensation/li>Training in relevant skillsCreating a flat and egalitarian organizationMaking information easily accessible to those who need it