Emp

INTRODUCTION
"Motivation" is a Latin word, meaning "to move". Human motives are internalized
goals within individuals. A motive is an inner state that energies, activates or moves and
directs or channels behavior towards goals. All human behavior is designed to achieve certain
goals and objectives. Such goals directed behavior revolves around the desire for need
satisfaction. The needs set up drives to accomplish goals. Motivation consists of the three
interaction and interdependent elements of needs, drives and goals.
The purpose of motivation is to create conditions in which people are willing to work
with zeal, initiative, interest and enthusiasm, with a high personal and group more
satisfaction, with sense of responsibility, and discipline and with pride and confidence in a
most cohesive manner so that the goals of an organization are achieved effectively.
A positive motivation involves the possibility of increased motive satisfaction, while

negative motivation involves the possibility of decreased motive satisfaction. "Positive" or
incentive motivation is generally based on reward .According to Flippo, positive motivation
is a process of attempting to influence others to do your will through the possibility of gain or
reward. People work for incentives on the form of the four ‘Po’s of motivation; praise,
prestige, promotion and pay cheque."Negative" or "fear" motivation is based on force and
fear. Fear causes persons to act in a certain way because they are afraid of the consequences
in they don't. If workers do not work, they are threatened with mechanism. Negative
motivation has certain limitations, through its use only the minimum of effort is put in to
avoid punishment. Moreover the imposition of punishment frequently result in frustration
among those punished, leading to the development of maladaptive behavior.
The worker should at least have the means and facilities to keep himself in a state of
health and efficiency. This is primarily a question of adequate nutrition and suitable housing
conditions. The working condition should be such as to safeguard his health and protect him
against occupational hazards.
The work place should provide reasonable amenities for his essential needs. The
worker should also be equipped with the necessary technical training and a certain level of
general education.
OBJECTIVES OF THE STUDY:
The objectives of the study are:
 To study the Employee Motivation measures implemented by the DATA POINT

INFO SOLUTIONS
 To study the awareness of employees regarding welfare amenities provided by the
company.
 To examine to opinions of employees regarding welfare measures.
 To know the impact of welfare measures on efficiency of the organization.
 To draw conclusions and offers suggestions.
SCOPE OF STUDY
The present study confined to the Employee Motivation in of DATA POINT INFO
SOLUTIONS. The study also covered the procedure of Employee Motivation measures
implemented in the company and the opinions of employees regarding the Employee
Motivation measures implemented by the company.
NEED FOR THE STUDY
The need for labour welfare arises from the very nature of the industrial system,
which is characterized by two basic factors, one, the conditions under which work is carried
on are not congenial for health and second, when a labour join an industry, has to work in an
entirely strange atmosphere, which creates problems of adjustment. One author calls these
two factors “The long arm of the job”, and “the social invasion of the factory”.
PERIOD OF STUDY:
Duration period of work completed from 45 days
DATA COLLECTION
The researcher was attempting to submit briefly the methodology adopted by him to
make his subject of the study more effective and useful in both academic and practical fields.
In dealing with any real life problem it is often found that data that are appropriate. There are
several ways of collecting the appropriate data which differ considerably in context of money
cost, time and other resources at the disposal of the researcher. Since, the subject of the study
needs methodology of empirical study nature of project the study more effect. The researcher
has adopted both methods namely primary and secondary for collecting the data. Information
regarding motivation has been collected through publications like human capital and
available old literature forms the sources of secondary data for the study.
Primary data:
The researcher has adopted questionnaires method for collecting more reliable and
accurate data for the purpose of the study. Personal interviews have been conducted to the
employees to discuss the factors that are behind their motivation and to justify the study. The
research discussed on many issues relating to the motivation.
Secondary data.
Secondary data’s are in the form of finished products as they have already been
treated statistically in some form or other. The secondary data mainly consists of data and
information collected from records, company websites and also discussion with the
management of the organization. Secondary data was also collected from journals, magazines
and books.
SAMPLE DESIGN:
The researcher must decide the way of selecting a sample or what is popularly known
as the sample design. The researcher has made sample design on satisfied sampling basis to
interview the employees Data point info solutions has been selected for sampling.
LIMITATIONS OF THE STUDY:
 Based on those responses ranking was given on logical basis to the extent possible.
 The analysis of motivation is carried out based on only some identified factors.
 Project work is done in a stipulated period of 45days, so it is not possible to collect

information from all the available sources of the company.
 Due to time limitation a large sample could not be selected, which would have helped in
identifying the opinion of majority of employees. The information provided by the
employee might be biased.
 The employees may not give their opinion openly due to their personal problems.
INDUSTRIAL PROFILE
INFORMATION TECHNOLOGY IN INDIA
The Indian Information Technology industry accounts for a 5.19% of the country's
GDP and export earnings as of 2015, while providing employment to a significant number of
its tertiary sector workforce. More than 2.5 million people are employed in the sector either
directly or indirectly, making it one of the biggest job creators in India and a mainstay of the
national economy. In 2013-11, annual revenues from IT-BPO sector is estimated to have
grown over US$76 billion compared to China with $35.76 billion and Philippines with $8.85
billion. India's outsourcing industry is expected to increase to US$225 billion by 2020. The
most prominent IT hub is IT capital Bangalore. The other emerging destinations are Chennai,
Hyderabad, Kolkata, Pune, Mumbai, NCR and Kochi. Technically proficient immigrants
from India sought jobs in the western world from the 1950s onwards as India's education
system produced more engineers than its industry could absorb. India's growing stature in the
information age enabled it to form close ties with both the United States of America and the
European Union. However, the recent global financial crises has deeply impacted the Indian
IT companies as well as global companies. As a result hiring has dropped sharply and
employees are looking at different sectors like the financial service, telecommunications, and
manufacturing industries, which have been growing phenomenally over the last few years.
India's IT Services industry was born in Mumbai in 1967 with the establishment of
Tata Group in partnership with Burroughs. The first software export zone SEEPZ was set up
here way back in 1973, the old avatar of the modern day IT park. More than 80 percent of the
country's software exports happened out of SEEPZ, Mumbai in 80s.
Each year India produces roughly 500,000 engineers in the country, out of them only
25% to 30% possessed both technical competency and English language skills, although 12%
of India's population can speak in English. India developed a number of outsourcing
companies specializing in customer support via Internet or telephone connections. By 2015,
India also has a total of 37,160,000 telephone lines in use, a total of 506,040,000 mobile
phone connections, a total of 81,000,000 Internet users—comprising 7.0% of the country's
population, and 7,570,000 people in the country have access to broadband Internet— making
it the 12th largest country in the world in terms of broadband Internet users. Total fixed-line
and wireless subscribers reached 543.20 million as of November, 2015.
Formative years (till 1991)
The Indian Government acquired the EVS EM computers from the Soviet Union,
which were used in large companies and research laboratories. In 1968 Tata Consultancy
Services—established in SEEPZ, by the Tata Group—were the country's largest software
producers during the 1960s. As an outcome of the various policies of Jawaharlal Nehru
(office: 15 August 1947 – 27 May 1964) the economically beleaguered country was able to
build a large scientific workforce, third in numbers only to that of the United States of
America and the Soviet Union. On 18 August 1951 the minister of education Maulana Abul
Kalam Azad, inaugurated the Indian Institute of Technology at Kharagpur in West Bengal.
Possibly modeled after the Massachusetts Institute of Technology these institutions were
conceived by a 22 member committee of scholars and entrepreneurs under the chairmanship
of N. R. Sarkar.
Relaxed immigration laws in the United States of America (1965) attracted a number
of skilled Indian professionals aiming for research. By 1960 as many as 10,000 Indians were
estimated to have settled in the US. Kapur (2006)By the 1980s a number of engineers from
India were seeking employment in other countries. In response, the Indian companies
realigned wages to retain their experienced staff. In the Encyclopedia of India, Kamdar
(2006) reports on the role of Indian immigrants (1980 - early 1990s) in promoting
technology-driven growth:
The United States’ technological lead was driven in no small part by the brain power
of brilliant immigrants, many of whom came from India. The inestimable contributions of
thousands of highly trained Indian migrants in every area of American scientific and
technological achievement culminated with the information technology revolution most
associated with California’s Silicon Valley in the 1980s and 1990s.
The National Informatics Centre was established in March 1975. The inception of The
Computer Maintenance Company (CMC) followed in October 1976. Between 1977-1980 the
country's Information Technology companies Tata Infotech, Patni Computer Systems and
Wipro had become visible. The 'microchip revolution' of the 1980s had convinced both Indira
Gandhi and her successor Rajiv Gandhi that electronics and telecommunications were vital to
India's growth and development. MTNL underwent technological improvements. Between
1986-1987, the Indian government embarked upon the creation of three wide-area computer
networking schemes: INDONET (intended to serve the IBM mainframes in India), NICNET
(the network for India's National Informatics Centre), and the academic research oriented
Education and Research Network (ERNET).
1991–2001
In 1991 the Department of Electronics broke this impasse, creating a corporation

called Software Technology Parks of India (STPI) that, being owned by the government,
could provide VSAT communications without breaching its monopoly. STPI set up software
technology parks in different cities, each of which provided satellite links to be used by firms;
the local link was a wireless radio link. In 1993 the government began to allow individual
companies their own dedicated links, which allowed work done in India to be transmitted
abroad directly. Indian firms soon convinced their American customers that a satellite link
was as reliable as a team of programmers working in the clients’ office.
Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail Service
in 1991, the 64 kbit/s leased line service in 1992, and commercial Internet access on a visible
scale in 1992. Election results were displayed via National Informatics Centre's NICNET.
The Indian economy underwent economic reforms in 1991, leading to a new era of
globalization and international economic integration. Economic growth of over 6% annually
was seen between 1993-2002. The economic reforms were driven in part by significant the
internet usage in the country.
The new administration under Atal Bihari Vajpayee—which placed the development
of Information Technology among its top five priorities— formed the Indian National Task
Force on Information Technology and Software Development.
Wolcott & Goodman (2003) report on the role of the Indian National Task Force on
Information Technology and Software Development:
Within 90 days of its establishment, the Task Force produced an extensive

background report on the state of technology in India and an IT Action Plan with 108
recommendations. The Task Force could act quickly because it built upon the experience and
frustrations of state governments, central government agencies, universities, and the software
industry. Much of what it proposed was also consistent with the thinking and
recommendations of international bodies like the World Trade Organization (WTO),
International Telecommunications Union (ITU), and World Bank. In addition, the Task Force
incorporated the experiences of Singapore and other nations, which implemented similar
programs. It was less a task of invention than of sparking action on a consensus that had
already evolved within the networking community and government.
The New Telecommunications Policy, 1999 (NTP 1999) helped further liberalize
India's telecommunications sector. The Information Technology Act 2000 created legal
procedures for electronic transactions and e-commerce.
Throughout the 1990s, another wave of Indian professionals entered the United
States. The number of Indian Americans reached 1.7 million by 2000. This immigration
consisted largely of highly educated technologically proficient workers. Within the United
States, Indians fared well in science, engineering, and management. Graduates from the
Indian Institutes of Technology (IIT) became known for their technical skills. Thus GOI
planned to establish new Institutes especially for Information Technology to enhance this
field. In 1998 India got the first IT institute name Indian Institute of Information
Technology at Gwalior. The success of Information Technology in India not only had
economic repercussions but also had far-reaching political consequences. India's reputation
both as a source and a destination for skilled workforce helped it improve its relations with a
number of world economies. The relationship between economy and technology—valued in
the western world—facilitated the growth of an entrepreneurial class of immigrant Indians,
which further helped aid in promoting technology-driven growth.
2001–present
India is now one of the biggest IT capitals in the modern world. The economic effect
of the technologically inclined services sector in India—accounting for 40% of the country's
GDP and 30% of export earnings as of 2006, while employing only 25% of its workforce—is
summarized by Sharma (2006):
The share of IT (mainly software) in total exports increased from 1 percent in 1990 to
18 percent in 2001. IT-enabled services such as back office operations, remote maintenance,
accounting, public call centers, medical transcription, insurance claims, and other bulk
processing are rapidly expanding. Indian companies such as HCL, TCS, Wipro, and Infosys
may yet become household names around the world. Today, Bangalore is known as the
Silicon Valley of India and contributes 33% of Indian IT Exports. India's second and third
largest software companies are head-quartered in Bangalore, as are many of the global SEI-
CMM Level 5 Companies.
DATA POINT INFO SOLUTIONS PVT LTD
WELCOME TO DATAPOINT
“Data point was established in 2001 as a IT Consulting and Staffing company. On the verge
of our expansion, we gradually moved our operations to Software development.“Data point
offers career opportunities in various technologies to support its internal development team
and also Clients’ staffing requirements.
DATAPOINT
DATAPOINT was established in the year 2001 has made a mark in IT Consulting and
Staffing. On the verge of our expansion we gradually moved our operations to Software
Development, Web Designing and Development. We are uniquely positioned -
geographically and strategically to help organizations achieve their business goals through
effective and cost efficient solutions for their Business needs. We have a focused approach
which is targeted to meet the requirements of end users and is quality-centric. After having
worked with varied vertical and Business lines, we have gained expertise in various Business
Domains that have given us an edge over others. We believe in satisfaction of our clients
through compelling and well-focused websites and web solutions that ultimately result in
business generation for them too.
SERVICES
Clients choose Datapoint they feel confident and secure that they'll receive the best people,
the best tools, and the assurance that their Datapoint team will be there every step of the way
until success is achieved.
SOFTWARE DEVELOPMENT:
Datapoint is a Information Technology and Software Development industry with a vision of

creating a competitive advantage with Software and becoming the most valued partner of our
clients, we deliver high quality Business Management Solutions, Custom Software Solutions
,Custom Software Development, Application Development, Project Management, Software
Testing and Quality Assurance. We provide Offshore Software Development services &
solutions.
STAFFING & RECRUITMENT:
At Datapoint we constantly work with clients’ requirements in mind. Precisely why we have
huge experience in a range of fields like Microsoft Technologies. We have vast experience of
search and selection procedures and have well developed screening methods to find the ‘right
fit’.
CORPORATE TRAINING :
Whether you are interested in becoming a more skillful communicator, increasing your
managerial effectiveness, or simply wish to upgrade your PC skills, you can learn and grow
your skills and knowledge at Datapoint.
Hiring Process at Datapoint
Recruitment is also done through advertisement in Newspapers for people with prior
experience. And we have a referral scheme, By which our employees can recommend
prospective candidates for Recruitment. If the candidate is selected and joins the company,
then a bonus is provided to the employee who has recommended the candidate.
The hiring process typically consists of 5 stages.
 Personal Introduction
 Group Discussion (GD)
 Technical Round
 System Test
 HR Round
“We hire outstanding people”
It is a pleasure to know that you are interested in exploring a career at Datapoint Search our
job listings, then submit your resume so you too, can be part of the solution. Datapoint offers
a range of opportunities that provide for fast growth and real challenge.
Datapoint is committed, talented, and ambitious young information technology professionals.

Datapoint offers a range of challenging opportunities that provide fast growth.
At Datapoint, you will:
1. Work for Fortune 500 customers.
2. Have exposure to mature Quality practices and processes.
3. Work on best-of-breed technologies.
4. Take up challenging, end-to-end projects.
5. Benefit from mentoring by experienced seniors.
6. Keep your skills upgraded by continuous learning.
7. Grow as fast as you excel.
8. Work in a competitive, free and healthy environment.
IT SOLUTIONS
Datapoint is a Software Development company with a vision of creating a competitive

advantage with Software and becoming the most valued partner of our clients, we deliver
high quality Business Management Solutions, Custom Software Solutions, Custom Software
Development, Application Development, Project Management, Software Testing and Quality
Assurance. We provide Offshore Software Development services & solutions.
STAFFING & RECRUITMENT
At Datapoint we constantly work with clients’ requirements in mind. Precisely why we have
huge experience in a range of fields like Microsoft Technologies.
We have vast experience of search and selection procedures and have well developed
screening methods to find the ‘right fit’.
Based on the assignment specifications given by our clients. Datapoint will identify potential
sources, gather resumes of suitable candidates, and conduct initial screening. We will make
arrangements for our clients to interview the short listed candidates. In Contract Services,
Datapoint can meet our clients' most specific needs by sourcing and managing the right
professionals with the relevant experience and the correct attitudes. We have successfully
assisted many in the IT industry in sourcing for contract professionals. We have the
confidence that we can extend the same service to you.
Recruitment is also done through advertisement in Newspapers for people with prior
experience. And we have a referral scheme …,By which our employees can recommend
prospective candidates for Recruitment. If the candidate is selected and joins the company,
then a bonus provided to the employee who has recommended the candidate.
“We hire outstanding people”
Java
Do you have a desire to innovate a new idea through your academic project? Then we are
here to provide you right path. We develop projects on java having various domains Cloud
computing, Mobile computing, Networking, Data mining, Knowledge and data engineering,
Parallel and distributed systems, Dependable and secure computing, neural networks.
Here is a team who furnish you good environment and encourage with incredible support. We
provide an overview of the Java technologies JSE, JCF, JEE, JFC, RMI, TCP/IP Socket
programming, JDBC, Android, SQlite mobile database, XML, Web services involved in
creating various types of web applications corresponding to real time environment, which
helps you to succeed in your career
The Java technologies we will use to create web applications are a part of the Java EE
platform, in addition to many of the Java Platform, Standard Edition (Java SE) classes and
packages. In order for many of these technologies to work on a server, the server must have a
container or web server, installed that recognizes and runs the classes you create. For
development and testing of these technologies, you can use the NetBeans IDE, but when you
deploy, make sure that the server has Java server software installed to run Java technology-
based web applications.
“Zeal without knowledge is fire without light”

JAVA TEAM
Dot net
.NET Framework is a software framework developed by Microsoft that runs primarily on

Microsoft Windows. It includes a large class library known as Framework Class Library
(FCL) and provides language interoperability across several programming languages.
ASP.NET is a web development platform, which provides a programming model, a
comprehensive software infrastructure and various services required to build up robust web
applications for PC, as well as mobile devices. The ASP.NET application codes can be
written in any of the languages like C#, Visual Basic.Net, Jscript and J#.
Our strength is technology expertise for application development in all major languages and
IDEs. Our unique methodology in designing portal system results in preserving the operation
and integrity of expertise legacy applications, and provides an enterprise model for
integrating existing application into the portal system.
Our unique skills in business analysis, architecture and delivery allow us to provide support
throughout the project life cycle. We offering wide range of platforms for the academic
projects, we will observe the modern industry trends and based on that we will train the
students to get on hold on concerned areas. In .Net , Time advantage – Accelerated software
product design and development processes.
"Correction does much, but encouragement does more."

DOTNET TEAM
EMBEDDED
Today, embedded systems are found in cell phones, digital cameras, camcorders, portable
video games, calculators, and personal digital assistants, microwave ovens, answering
machines, home security systems, washing machines, lighting systems, fax machines,
copiers, printers, and scanners, cash registers, alarm systems, automated teller machines,
transmission control, cruise control, fuel injection, anti-lock brakes, active suspension and
many other devices/ gadgets.
RFID
RFID (Radio frequency identification) tag is also called as Transponder. This operates on
1.25 KHz. It is a low power consumption unit. It consists of digital data in the form of active
RF zip. It sends the digital data to the RFID reader through internal Antenna.
GSM
GSM (Global System for Mobile Communications, originally Groupe Spécial Mobile), is a
standard developed by the European Telecommunications Standards Institute(ETSI) to
describe protocols for second-generation(2G) digital cellular networks used by mobile
phones, first deployed in Finland in July 1992.
GPS
The Global Positioning System(GPS) is a space-based satellite navigation system that

provides location and time information in all weather conditions, anywhere on or near the
earth where there is an unobstructed line of sight to four or more GPS satellites.The system
provides critical capabilities to military, civil, and commercial users around the world. The
United States government created the system, maintains it, and makes it freely accessible to
anyone with a GPS receiver.
ZIGBEE
ZigBee is a wireless technology for a suite of high-level communication protocols used to

create personal area networks built from small, low-power digital radios. ZigBee is based on
an IEEE 802.15.4 standard. Though its low power consumption limits transmission distances
to 10-100 meters line-of-sight, depending on power output and environmental characteristics.
VLSI
The EDA(Electronic design automation) industry is an increasingly challenging area in which

to be working. They deals extensively with both VHDL and Verilog in a comparative manner
and includes many graphic examples of synthesied circuits. We have abundant examples
throughout show complete functional designs and not just snippets of code.
Over the past several years, Silicon CMOS technology has become the dominant fabrication
process for relatively high performance and cost effective VLSI circuits. The revolutionary
nature of this development is understood by the rapid growth in which the number of
transistors integrated in circuits on a single chip .
The MOS technology is considered as one of the very important and promising technologies
in the VLSI design process. The circuit designs are realized based on pMOS, nMOS, CMOS
and BiCMOS devices. a hardware description language (HDL) is a specialized computer
language used to program the structure, design and operation of electronic circuits, and most
commonly, digital logic circuits.
There are now two industry standard hardware description languages, VHDL and Verilog.
The complexity of ASIC and FPGA designs has meant an increase in the number of specialist
design consultants with specific tools and with their own libraries of macro and mega cells
written in either VHDL or Verilog. As a result, it is important that designers know both
VHDL and Verilog and that EDA tools vendors provide tools that provide an environment
allowing both languages to be used in unison. For example, a designer might have a model of
a PCI bus interface written in VHDL, but wants to use it in a design with macros written in
Verilog.
MAT LAB
We work on modelling and simulating electrical power systems including three-phase

machines, electric drives, flexible AC transmission systems (FACTS) and renewable energy
systems. Load flow, and other key electrical power system analyses are automated. We can
add mechanical, hydraulic, pneumatic, and other components to the model and test them
together in a single simulation environment. To deploy models to other simulation
environments, including hardware-in-the-loop (HIL) systems and we can support up to C-
code generation.
We are working on Test case design, test procedure and test script development by analysing
the system behaviour requirements, performance specifications and vehicle features. we
support for Setting up of HIL system for system validation (Familiar with HIL system
functionality, hardware/software tool set, Hardware IO requirements, Sensor and actuator
signal interfaces in Body and Chassis Electrical systems). Even we support for Automotive
Body and Chassis Embedded ECUs System Software Validation using HIL systems such as
dSPACE and Vector tools.
We are feeling great to announce Model based software development (using MATLAB /
SIMULINK and automatic code generation) providing programming using C,C++,Java,
MATLAB designing of the software module and Testing And for Plant modelling and Auto
Code Generation Embedded Coder, Targetlink by dSPACE
 We support on fuzzy and neural network tool box
 We support for control system design and stability analysis
 We support for IEEE solution with higher accuracy
 We support for SIL(Software in Loop) , MIL(Model in Loop) testing
 We support for application development using GUI
 We support for all converter design and development
CONTACT DETAILS :
Address: 65/3RT, Above Exide Power Center, Near Community Hall, S.R. Nagar, Hyd-38.
Email: hr@datapointinfo.com
Google Maps: See our location online.
Ph:040-42402591
THEORITICAL FRAMEWORK
Human resource management means employing people, developing their resources,

utilizing, maintaining and compensating their services in force with the job and
organizational requirements with a view to contribute to the goals of the organization,
individual and the society.
Personnel management may be defined as the field of management which has to do

with Planning, organizing, directing and controlling the functions of procuring, developing,
maintaining and utilizing a labour force, such that the
Objectives for which the company is established are attained economically and
effectively.
Objectives of all levels of personnel are served to the highest possible degree.
Objectives of society are duly considered and served
Michael J.
Jucius
“Human resource management can be defined as managing (planning, organizing,

directing and controlling) the functions of employing, developing and compensating human
resources resulting in the creation and development of human relations with a view to
contribute proportionately to the organizational, individual and social goals”.
FUNCTIONS of HRM
Functions of HRM
Operative Functions
Managerial Functions
Employment
Planning
Human Resources
Organizing Development
Compensation
Directing
Human Relations
Controlling
Industrial Relations
Recent Trends in
HRM
The functions of HRM can be broadly classified into two categories
1) Managerial Functions
2) Operative Functions
I. MANAGERIAL FUNCTIONS:
Managerial functions of personnel management involve planning, organizing,

directing and controlling. All these functions influence the operative functions.
PLANNING: If is a pre-determined course of action, planning pertains to formulating

strategies of personnel programmes and changes in advance that will contribute to the
organizational goals. In other words if involves planning of human resources, requirements,
recruitment, selection, training etc.,
ORGANIZING: An organization is a means to an end. It is essential to carry out the

determined course of action. In other words of J.C. Massie, an organization is a “Structure
and a process by which a co-operative group of human beings allocates its task among its
members identifies relationships and integrates its activities towards a common objective”.
Complex relationships exist between the specialized departments and the general departments
as many top managers are seeking the advice of the personnel manager.
DIRECTING: The next logical function after completing planning and organizing is the
execution of the plan. The basic function of personnel management at any level is motivating,
commanding, leading and activating people. The willing and effective co-operation of
employees for the attainment of organizational goal is possible through proper direction.
CONTROLLING: After planning, organizing and directing various activities of personnel

management, the performance is to be verified in order to know that the personnel functions
are performed in conformity with the plans and directions of an organization, controlling also
involves checking, verifying and comparing of actual with the plans, identification of
deviations if any and correcting of identified deviations.
II. OPERATIVE FUNCTIONS: The Operative functions of human resource management

are related to specific activities of personnel management employment, development,
compensation and relations. All these functions are interacted with managerial functions.
EMPLOYMENT: It is the first operative function of human resource management (HRM).

Employment is concerned with securing and employing the people possessing the required
kind and level of human resources necessary to achieve the organizational objectives. If
covers functions such as job analysis, human resource planning, recruitment, selection,
placement, induction and internal mobility.
HUMANA RESOURCE DEVELOPMENT:
If is the process of improving moulding and changing the skills, knowledge, creative
ability, aptitude, attitude, values, commitment etc., based on present and future job and
organizational requirements. The functions include are performance appraisal, training,
management development, career planning and development, internal mobility, transfer,
promotion, demotion, change and organization development.
COMPENSATIONS:
It is the process of providing adequate, equitable and fair remuneration to the

employees. If includes job evaluation, wage and salary administration, incentives, bonus,
fringe benefits, social security measures etc.,
HUMAN RELATIONS:
Practicing various human resources policies and programmes like employment,

development and compensation and interaction among employees create a sense of
relationship between the individual worker and management, among workers and trade
unions and the management. Human relations in an area of management.
INDUSTRIAL RELATIONS:
Industrial relations refer to the study of relations among employees, employer,

government and trade unions. Industrial relations include.
Indian labour market
Trade Unionism
Collective bargaining
Industrial conflicts
Workers participation in management
Quality circle
vi) Recent Trends in HRM:
Human Resource Management has advancing at a fast rate.
The recent trends in HRM include:
Quality of work life

Total quality in human resources
HR accounting audit and research
Recent Techniques of HRM
Scope of Human Resource Managements
The scope of human resource management in the modern days is vast. infact, the
scope of HRM was limited to employment and maintenance of and payment of wage and
salary. The scope gradually enlarged to providing welfare facilities, motivation, performance
appraisal, human resource management, maintenance of human relations, strategic human
resource and the like. The scope has been continuously enlarging.
The scope of Human Resources Management includes:
Objectives of HRM
Organization of HRM
Strategic HRM
Employment
Development
Wage and salary administration
Maintenance
Motivation
Participative management
Recent development in HRM

Objectives of Human Resource Management
Objectives and organization of HRM
Strategic HRM
Employment
Job design and analysis
Human Resources Planning
Recruitment and Selection
HUMAN RESOURCES DEVELOPMENT
Performance appraisal
Training and development
Career planning and development
Promotion, transfer and demotion
Absenteeism and labour for nover
Management of change, development and culture
COMPENSATION MANAGEMENT
Job Evaluation
Wage and Salary administration
Social Security and welfare

HUMAN RELATIONS
Motivation and job satisfaction
Morale
Communication
Leadership
Work environment, Industrial accidents, safety and health
Indian labour market
Industrial relations
Trade Unionism
Collective Bargaining
Industrial conflicts
Workers participation in management and quality circle
Recent Trends in HRM
Quality of work life and empowerment
Total quality HRM
HR accounting, audit and research
Recent techniques in HRM
Rensis Likerthas called motivation as the core of management. Motivation is the core
of management. Motivation is an effective instrument in the hands of the management in
inspiring the work force .It is the major task of every manager to motivate his subordinate or
to create the will to work among the subordinates .It should also be remembered that the
worker may be immensely capable of doing some work, nothing can be achieved if he is not
willing to work .creation of a will to work is motivation in simple but true sense of term.
Motivation is an important function which very manager performs for actuating the
people to work for accomplishment of objectives of the organization .Issuance of well
conceived instructions and orders does not mean that they will be followed .A manager has to
make appropriate use of motivation to enthuse the employees to follow them. Effective
motivation succeeds not only in having an order accepted but also in gaining a determination
to see that it is executed efficiently and effectively.
In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which
appropriate incentives are available for their satisfaction .If the management is successful in
doing so; it will also be successful in increasing the willingness of the workers to work. This
will increase efficiency and effectiveness of the organization .There will be better utilization
of resources and workers abilities and capacities.
The concept of motivation
The word motivation has been derived from motive which means any idea, need or
emotion that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive
can be known by studying his needs and desires.
There is no universal theory that can explain the factors influencing motives which
control mans behavior at any particular point of time. In general, the different motives
operate at different times among different people and influence their behaviors. The process
of motivation studies the motives of individuals which cause different type of behavior.
Definition of Motivation.
According to Edwin B Flippo, “Motivation is the process of attempting to influence others to

do their work through the possibility of gain or reward.
Significance of Motivation
Motivation involves getting the members of the group to pull weight effectively, to give their
loyalty to the group, to carry out properly the purpose of the organization. The following
results may be expected if the employees are properly motivated.
1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.
2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.
3. The rates of labor’s turnover and absenteeism among the workers will be low.
4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.
5. The number of complaints and grievances will come down. Accident will also be low.
6. There will be increase in the quantity and quality of products. Wastage and scrap will be
less. Better quality of products will also increase the public image of the business.
Motivation Process.
1. Identification of need
2. Tension
3. Course of action
4. Result –Positive/Negative
5. Feed back
Theories of Motivation.
Understanding what motivated employees and how they were motivated was the focus of
many researchers following the publication of the Hawthorne study results (Terpstra, 1979).
Six major approaches that have led to our understanding of motivation are Mcclelland’s
Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need
hierarchy or Deficient theory of motivation. J.S. Adam’s Equity Theory, Vrooms Expectation
Theory, Two factor Theory.
McClelland’s Achievement Need Theory.
According to McClelland’s there are three types of needs;
Need for Achievement (n Ach);
This need is the strongest and lasting motivating factor. Particularly in case of persons who
satisfy the other needs. They are constantly pre occupied with a desire for improvement and
lack for situation in which successful outcomes are directly correlated with their efforts. They
set more difficult but achievable goals for themselves because success with easily achievable
goals hardly provides a sense of achievement.
Need for Power (n Pow)
It is the desire to control the behavior of the other people and to manipulate the surroundings.
Power motivations positive applications results in domestic leadership style, while it negative
application tends autocratic style.
Need for affiliation (n Aff)
It is the related to social needs and creates friendship. This results in formation of informal
groups or social circle.
Behavioral Modification Theory;
According to this theory people behavior is the outcome of favorable and unfavorable past
circumstances. This theory is based on learning theory. Skinner conducted his researches
among rats and school children. He found that stimulus for desirable behavior could be
strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this
theory may be found in the installation of financial and non financial incentives.
More immediate is the reward and stimulation or it motivates it. Withdrawal of reward incase
of low standard work may also produce the desired result. However, researches show that it is
generally more effective to reward desired behavior than to punish undesired behavior.
Abraham H Maslow Need Hierarchy or Deficient theory of Motivation.

The intellectual basis for most of motivation thinking has been provided by behavioral
scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible of
Motivation”. Although Maslow himself did not apply his theory to industrial situation, it has
wide impact for beyond academic circles. Douglous Mac Gregor has used Maslow’s theory to
interpret specific problems in personnel administration and industrial relations.
.Higher needs cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a
motivator. This resembles the standard economic theory of diminishing returns. The
hierarchy of needs at work in the individual is today a routine tool of personnel trade and
when these needs are active, they act as powerful conditioners of behavior- as Motivators.
Hierarchy of needs; the main needs of men are five. They are physiological needs, safety
needs, social needs, ego needs and self actualization needs, as shown in order of their
importance.
Self-
Actualization
Ego Needs
Social Needs
Safety Needs
Physiological Needs
Fig (2.1)
The above five basic needs are regarded as striving needs which make a person do things.
The first model indicates the ranking of different needs. The second is more helpful in
indicating how the satisfaction of the higher needs is based on the satisfaction of lower needs.
It also shows how the number of person who has experienced the fulfillment of the higher
needs gradually tapers off.
Physiological or Body Needs: - The individual move up the ladder responding first to the
physiological needs for nourishment, clothing and shelter. These physical needs must be
equated with pay rate, pay practices and to an extent with physical condition of the job.
Safety: - The next in order of needs is safety needs, the need to be free from danger, either
from other people or from environment. The individual want to assured, once his bodily
needs are satisfied, that they are secure and will continue to be satisfied for foreseeable
feature. The safety needs may take the form of job security, security against disease,
misfortune, old age etc as also against industrial injury. Such needs are generally met by
safety laws, measure of social security, protective labor laws and collective agreements.
Social needs: - Going up the scale of needs the individual feels the desire to work in a
cohesive group and develop a sense of belonging and identification with a group. He feels the
need to love and be loved and the need to belong and be identified with a group. In a large
organization it is not easy to build up social relations. However close relationship can be built
up with at least some fellow workers. Every employee wants too feel that he is wanted or
accepted and that he is not an alien facing a hostile group.
Ego or Esteem Needs: - These needs are reflected in our desire for status and recognition,
respect and prestige in the work group or work place such as is conferred by the recognition
of ones merit by promotion, by participation in management and by fulfillment of workers
urge for self expression. Some of the needs relate to ones esteem
e.g.; need for achievement, self confidence, knowledge, competence etc. On the job, this
means praise for a job but more important it means a feeling by employee that at all times he
has the respect of his supervisor as a person and as a contributor to the organizational goals.
Self realization or Actualization needs: - This upper level need is one which when satisfied
provide insights to support future research regarding strategic guidance for organization that
are both providing and using reward/recognition programs makes the employee give up the
dependence on others or on the environment. He becomes growth oriented, self oriented,
directed, detached and creative. This need reflects a state defined in terms of the extent to
which an individual attains his personnel goal. This is the need which totally lies within
oneself and there is no demand from any external situation or person.
J.S Adams Equity Theory

Employee compares her/his job inputs outcome ratio with that of reference. If the employee
perceives inequity, she/he will act to correct the inequity: lower productivity, reduced quality,
increased absenteeism, voluntary resignation.
Vrooms Expectation Theory
Vroom’s theory is based on the belief that employee effort will lead to performance and
performance will lead to rewards (Vroom, 1964). Reward may be either positive or negative.
The more positive the reward the more likely the employee will be highly motivated.
Conversely, the more negative the reward the less likely the employee will be motivated.
Two Factor Theory
Douglas McGregor introduced the theory with the help of two views; X assumptions are
conservative in style Assumptions are modern in style.
X Theory
 Individuals inherently dislike work.
 People must be coerced or controlled to do work to achieve the objectives.
 People prefer to be directed
Y Theory
 People view work as being as natural as play and rest
 People will exercise self direction and control towards achieving objectives they are
committed to
 People learn to accept and seek responsibility.
Types of Motivation.
Intrinsic motivation occurs when people are internally motivated to do something because it
either brings them pleasure, they think it is important, or they feel that what they are learning
is morally significant.
Extrinsic motivation comes into play when a student is compelled to do something or act a
certain way because of factors external to him or her (like money or good grades)
Incentives
An incentive is something which stimulates a person towards some goal. It activates human
needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.
Need for Incentives
Man is a wanting animal. He continues to want something or other. He is never fully

satisfied. If one need is satisfied, the other need need arises. In order to motivate the
employees, the management should try to satisfy their needs. For this purpose, both financial
and non financial incentives may be used by the management to motivate the workers.
Financial incentives or motivators are those which are associated with money. They include
wages and salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators
are those which are not associated with monetary rewards. They include intangible incentives
like ego-satisfaction, self-actualization and responsibility.
INCENTIVES
Financial Incentives Non-financial incentives
- Wages and Salaries. - Competition
- Bonus - Group recognition
- Medical reimbursement - Job security
- Insurance - Praise
- Housing facility - Knowledge of result
- Retirement benefits. - Workers participation.
- Suggestion system.
- Opportunities for growth
Motivation is the key to performance improvement
There is an old saying you can take a horse to the water but you cannot force it to drink; it
will drink only if it's thirsty - so with people. They will do what they want to do or otherwise
motivated to do. Whether it is to excel on the workshop floor or in the 'ivory tower' they must
be motivated or driven to it, either by themselves or through external stimulus. Are they born
with the self-motivation or drive? Yes and no. If no, they can be motivated, for motivation is
a skill which can and must be learnt. This is essential for any business to survive and succeed.
Performance is considered to be a function of ability and motivation, thus:
 Job performance =f(ability)(motivation)

Ability in turn depends on education, experience and training and its improvement is a slow
and long process. On the other hand motivation can be improved quickly. There are many
options and an uninitiated manager may not even know where to start. As a guideline, there
are broadly seven strategies for motivation.
There are broadly seven strategies for motivation.
 Positive reinforcement / high expectations
 Effective discipline and punishment
 Treating people fairly
 Satisfying employees needs
 Setting work related goals
 Restructuring jobs
 Base rewards on job performance
Essentially, there is a gap between an individual’s actual state and some desired state and the
manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate
this gap.
DATA ANALYSIS & INTERPRETATION
1. Is the physical working conditions are taken care by superiors?
A) Yes B) No C) Some time D) Can’t say
s.no Options No.of Respondent percentage
1 Yes 40 40%
2 No 25 25%
3 Some time 25 25%
4 Can’t say 10 10%
Total 100 100
superior take care of the physical working

condition
50%
40%
percentage
30%
20%
10%
0%
Yes No Some time Can’t say
Options
INTERPRETATION:
From the above table the interpretation can be drawn that 40% employees said that
superior take care of the physical working condition, 25% disagreed with the above proposal,
25% said that some time and 10% can’t say.
2. Are you accustomed work under many supervisors for the same nature of work?
s.no Options No. of Respondent percentage
1 Yes 20 20%
2 No 50 50%
3 Some time 30 30%
4 Can’t say 0 0%
Total 100 100
accustomed work under many supervisors

for the same nature of work
60%
50%
Percentage
40%
30%
20%
10%
0%
Option
INTERPRETATION:
accustomed work under many supervisors for the same nature of work, 50% disagreed with
the above proposal, 30% said that some time and 0% can’t say
3. Do you feel to do your duty out of your commitment to job or because of the fear of
survival?
A) Yes B) No C) Some times
1 Yes 30 30%
2 No 70 70%
3 Some time 0 0%
Total 100 100
feel to do your duty out of your commitment to

job or because of the fear of survival
80%
70%
60%
percentage
50%
40%
30%
20%
10%
0%
Yes No Some time
option
INTERPRETATION:
feel to do their duty out of commitment to job, 30% disagreed with the above proposal, and
0% said that some time .
4. Do you feel that working atmosphere is friendly in nature at your work place?
A) Agree B) Disagree C) Agree to some extent D) Can’t say
1 Agree 20 20%
2 Disagree 50 50%
Agree to Some
3 30 30%
time
4 Can’t say 0 0%
Total 100 100
feel that working atmosphere is friendly in

nature at your work place
60%
percentage
40%
20%
0%
Agree Disagree Agree to Some time Can’t say
option
INTERPRETATION:
feel that working atmosphere is friendly in nature at work place, 50% disagreed with the
above proposal, 30% said that some time and 0% can’t say
5. Do you feel that you are having a good relation with all your peers and superiors?
A) Very good B) Average C) Below Average D) Low
1 Very good 50 50%
2 Average 30 30%
3 Below Average 20 20%
4 Low 0 0%
Total 100 100
feel that you are having a good relation with all

your peers and superiors
60%
50%
percentage
40%
30%
20%
10%
0%
Very good Average Below Average Low
option
INTERPRETATION:
feel that having a good relation with all their peers and superiors, 30% said that Average with
the above proposal, 20% said that below average and 0% low.
6. Is work distributed in a fair manner in your deportment?
S.No Options No. of Respondent percentage
1 Yes 70 70%
2 No 15 15%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100
percentage
80%
70%
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
70 % agreed with the above proposal
15% disagreed with the above proposal
10% May or may not

5% Can’t Say
7. Do you feel that your job is secured?
A)Yes B) No C) Doubtful D) can’t say
1 Yes 65 65%
2 No 20 20%
3 Doubtful 10 10%
4 Can’t say 5 5%
Total 100 100
percentage
70%
60%
50%
40%
30%
20%
10%
0%
Yes No Doubtful Can’t say
INTERPRETATION:
65 % yes with the above proposal
20% no with the above proposal
10% May or may not

8. Do you feel job enrichment helps in individual development?
1 Agree 70 65%
2 Disagree 20 20%
Agree to some
3 5 5%
extent
4 Can’t say 5 5%
Total 100 100
percentage
70%
60%
50%
40%
30%
20%
10%
0%
Agree Disagree Agree to some extent Can’t say
INTERPRETATION:

5% May or may not
9. “Technology and better work environment leads to more productivity” Do you agree?
A) Agree B) Disagree C) Agree to some extent D) Cant say
1 Agree 50 50%
2 Disagree 20 20%
Agree to some
3 15 15%
extent
4 Can’t say 15 15%
Total 100 100
percentage
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:

15% May or may not
15% Can’t Say
10. Have you been informed about the objectives of your organization?
A) Yes B) No
1 Yes 90 90%
2 No 10 10%
Total 100 100
percentage
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No
INTERPRETATION:
90 % Yes with the above proposal
10% No with the above proposal

11. Whether you are given any incentives / appreciation / rewards by the company when
you do your work?
A) Yes B) No C) Some time D) Can’t
1 Yes 65 65%
2 No 20 20%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100
percentage
70%
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
20 % no with the above proposal
10 % May or may not
5 % Can’t
12. Whether the salary package is the main motivating factor to you?
1 Agree 50 50%
2 Disagree 20 20%
Agree to some
3 15 15%
extent
4 Can’t say 15 15%
Total 100 100
percentage
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
15% May or may not
15% Can’t Say

13. You feel that personal growth is more important that financial growth?
1 Agree 70 65%
2 Disagree 20 20%
Agree to some
3 5 5%
extent
4 Can’t say 5 5%
Total 100 100
percentage
70%
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
5% May or may not

14. Is your job suffice and challenging?
1 Yes 65 65%
2 No 20 20%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100
percentage
70%
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
10 % May or may not
5 % Can’t
15. Whether your work is scheduled by yourself?
1 Yes 70 70%
2 No 15 15%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100
percentage
80%
70%
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
10% May or may not
5% Can’t Say
16. Are you willing to take additional responsibilities?
1 Yes 65 65%
2 No 20 20%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100
percentage
70%
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
10 % May or may not
5 % Can’t
17. “In the present competitive business scenario there is no external motivation required; one
has to be on his own”. Do you agree?
1 Agree 50 50%
2 Disagree 20 20%
Agree to some
3 15 15%
extent
4 Can’t say 15 15%
Total 100 100
percentage
60%
50%
40%
30%
20%
10%
0%
Agree Disagree Agree to some Can’t say
extent
INTERPRETATION:
15% May or may not
15% Can’t Say

18. Have you been informed about the objectives of your department?
1 Yes 70 70%
2 No 15 15%
3 Some time 10 10%
4 Can’t say 5 5%
Total 100 100
percentage
80%
70%
60%
50%
40%
30%
20%
10%
0%
INTERPRETATION:
10% May or may not
5% Can’t Say
FINDINGS
1. The study examines the readiness for employee empowerment in six aspects, namely
effective Communication, Value of people, Clarity, Concept about power, Information
and Learning.
2. A perusal of data pertaining to combination makes us to conclude that the Executives

have agreed to the effective down ward communication flow, which is a prerequisite for
empowerment.
3. However, in respect of concept about power, they are somewhat agreed to share the
power. As far as information sharing with lower rungs is concerned, they are very
positive.
4. As far as clarity is concerned, the executives are somewhat agreed i.e., neutral.
SUGGESTIONS
The conclusions so far drawn from the study tempts to offer the following suggestions
for making the organization ready for empowerment. The conclusions drawn above convince
anybody to identify the following areas to chart out training programs for the executives to
make them completely ready for empowerment
1. A general training program covering the importance of and need for employee
empowerment in the light of global competition is to be designed in brainstorming
session involving internal and external experts.
2. The present study identifies the following areas in which training is to be undertaken.
 A training program may be undertaken for Executives in general and to Senior

Executives in particular to convince and make them accept the empowerment concept.
 Executives working in technical areas to be trained effectively in the areas of their role
and interpersonal dependence and relations to make empowerment more fruitful.
3. A training program may be undertaken about "Shared Leadership" which brings high
morale and high productivity and makes the empowerment a success. The subordinate
staff that is going to be empowered must be ready to take up this responsibility. A study
is to be conducted among the subordinate staff to find out their readiness to discharge the
new roles under this empowerment program. This helps in identifying the training areas,
to make the subordinate staff completely ready for undertaking empowerment.
CONCLUSION
1. The present chapter makes an attempt to draw some conclusions. It should be

confessed here that the investigator is conscious of the limitations of the study and the
conclusion drawn on the basis of the sample from a single unit cannot be generalized
about the entire manufacturing sector.
2. The study examines the readiness for employee empowerment in six aspects, namely
effective Communication, Value of people, Clarity, Concept about power,
Information and Learning.
3. A perusal of data pertaining to combination makes us to conclude that the Executives

have agreed to the effective down ward communication flow, which is a prerequisite
for empowerment. With regard to value of people, the analysis leads to the conclusion
that the Executives give a reasonable value to the Human Resources in the
Organization.
QUESTIONNAIRE
Name:…………………………………………………….
Age:………………………………………………………
Gender:……………………………………………………
Designation:……………………………………………….
Place of work:……………………………………………..
Qualification:……………………………………………….
Experience:………………………………………………….
1. Is the physical working conditions are taken care by superiors?
2. Are you accustomed work under many supervisors for the same nature of work?
3. Do you feel you do your duty out of your commitment to job or because of the fear of
survival?
A) Yes B) No C) Some times
4. Do you feel that working atmosphere is friendly in nature at your work place?
5. Do you feel that you are having a good relation with all your peers and superiors?
A) Very good B) Average C) Below Average D) Low
6. In your department work is distributed in a fair manner?

7. Do you feel that your job is secured?
A) Yes B) No C) Doubtful D) can’t say
8. Do you feel job enrichment helps in individual development?
9. “Technology and better work environment leads to more productivity” Do you agree?
10. Have you been informed about the objectives of your organization?
11. Whether you are given any incentives / appreciation / rewards by the company when you
do at your work?
A) Yes B) No C) Some time D) Can’t
12. Whether the salary package is the main motivating factor to you?
13. You feel that personal growth is more important that financial growth?
14. Is your job suffice and challenging?
15. Whether your work is scheduled by yourself?
16. Are you willing to take additional responsibilities?
17. “In the present competitive business scenario there is no external motivation required; one
has to be on his own”. Do you agree?
18. Have you been informed about the objectives of your department?

BIBLIOGRAPHY
BOOK AUTHOR PUBLISHER
Labour Trade Unionism and Punekar.S.D Himalaya Publishing

Research Methodology Methods Kothari C.R New age international

and techniques
Anniversary issue 1995 Business Today BUSINESS TODAY
Empowerment Demystified Daine Tracy DALAL STREET

JOURNAL 1994
Web sites:
www.gartner.com
www.themanagementor.com
www.google.com
www.hr.com

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INTRODUCTION

A positive motivation involves the possibility of increased motive satisfaction, while

The objectives of the study are:

 To study the Employee Motivation measures implemented by the DATA POINT

NEED FOR THE STUDY

LIMITATIONS OF THE STUDY:

 Project work is done in a stipulated period of 45days, so it is not possible to collect

INFORMATION TECHNOLOGY IN INDIA

In 1991 the Department of Electronics broke this impasse, creating a corporation

Within 90 days of its establishment, the Task Force produced an extensive

Datapoint is a Information Technology and Software Development industry with a vision of

Hiring Process at Datapoint

The hiring process typically consists of 5 stages.

 Group Discussion (GD)

“We hire outstanding people”

Datapoint is committed, talented, and ambitious young information technology professionals.

1. Work for Fortune 500 customers.

2. Have exposure to mature Quality practices and processes.

3. Work on best-of-breed technologies.

4. Take up challenging, end-to-end projects.

5. Benefit from mentoring by experienced seniors.

6. Keep your skills upgraded by continuous learning.

7. Grow as fast as you excel.

8. Work in a competitive, free and healthy environment.

Datapoint is a Software Development company with a vision of creating a competitive

STAFFING & RECRUITMENT

“We hire outstanding people”

“Zeal without knowledge is fire without light”

.NET Framework is a software framework developed by Microsoft that runs primarily on

"Correction does much, but encouragement does more."

The Global Positioning System(GPS) is a space-based satellite navigation system that

ZigBee is a wireless technology for a suite of high-level communication protocols used to

The EDA(Electronic design automation) industry is an increasingly challenging area in which

We work on modelling and simulating electrical power systems including three-phase

 We support on fuzzy and neural network tool box

 We support for control system design and stability analysis

 We support for IEEE solution with higher accuracy

 We support for SIL(Software in Loop) , MIL(Model in Loop) testing

 We support for application development using GUI

 We support for all converter design and development

Google Maps: See our location online.

Human resource management means employing people, developing their resources,

Personnel management may be defined as the field of management which has to do

“Human resource management can be defined as managing (planning, organizing,

The functions of HRM can be broadly classified into two categories

Managerial functions of personnel management involve planning, organizing,

PLANNING: If is a pre-determined course of action, planning pertains to formulating

ORGANIZING: An organization is a means to an end. It is essential to carry out the

CONTROLLING: After planning, organizing and directing various activities of personnel

II. OPERATIVE FUNCTIONS: The Operative functions of human resource management

EMPLOYMENT: It is the first operative function of human resource management (HRM).

HUMANA RESOURCE DEVELOPMENT:

It is the process of providing adequate, equitable and fair remuneration to the

Practicing various human resources policies and programmes like employment,

Industrial relations refer to the study of relations among employees, employer,

Indian labour market

Workers participation in management

vi) Recent Trends in HRM:

Human Resource Management has advancing at a fast rate.

The recent trends in HRM include:

Quality of work life

HR accounting audit and research

Recent Techniques of HRM

Scope of Human Resource Managements