MBA Internship Project HR Titles List.

As a part of MBA/PGDM people are asked to do projects as Summer Internship Project(SIP)/Training period. This list will help in deciding what type of HR Projects you are interested to work on.

MBA Internship Project HR Titles.
1.   HR Planning & Recruitment - Comparison between PSU and Private Sector Companies.
2.   HRP in Public Sector Organization -  A Case Study
3.   HRD Strategies - Comparison between PSU and Private Sector Companies
4.   HRM Practices in an Organization.
5.   Impact of Training on the performance of employees - A Case Study
6.   Selection and Recruitment practices in an organization - A Case Study
7.   Application of appraisal strategies in an organization - A Case Study
8.   Labour /Employee Turnover - A Case Study
9.   Settlement and Grievances Handling in an organization - A Case Study
10.   Role of HRM department in Turnaround management
11.   Role of HRM department in a Growing organization
12.   Role of HRM department in ERP (SAP / People Soft)
13.   HR Accounting
14.   Alignment between process requirements & Governance capabilities in BPO
15.   Philosophy of HR Management
16.   Talent Management
17.   Knowledge Management
18.   Affect of Leadership on Performance of the Organization
19.   Career Stagnation dcauses and effects on the Individual / Organization
20.   Organizational effectiveness through HRD in the Changed Liberalized markets
21.   Organizational Climate and Leadership of an Organization a comparative study
22.   Design of Personal Information system for an organization
23.   Culture and Cross border Mergers & Acquisitions
24.   High Skill Equilibrium
25.   High Skill Eco System
26.   Knowledge Transfer through Inheritance
27.   Jib satisfaction and Health of employees in an organization
28.   Reward system - a tool for promoting desired organizational performance a case study
29.   Identification of training needs of security personnel in an organization
30.   HRD Strategies and Industrial Relations - A Case Study
31.   Planning and Identifying HRD interventions for solving organizational problems a study
32.   Role of change agent (External/internal) in an organization
33.   Role of HRD in TQM
34.   Various Incentive schemes a comparative study.
35.   Work Measurement and wage payment plans
36.   Study of Employee morale and attitudes
37.   Pay Revision Management
38.   Wage fixing administration
39.   Quality of work life
40.   Motivation and morale
41.   Dignity of Labour
42.   Performance appraisal and counseling
43.   Training needs analysis
44.   Positive force field analysis and change management
45.   HRM Consultants
46.   E-Learning
47.   Paperless office

Read More

Work Teams- Steps/Procedure to Make a Project? Effects on the organization?

Here I presented the procedure/steps one can follow to make a some report/project on Team work/Work teams in an organisation. 

Work Teams- Steps/Procedure to Make a Project?

Effects on the performance of the organization?

Meaning of work team?

Difference between work teams and other team?

How work team is different from groups?

Why work team is necessary for the organization?

How people perform in work team?

What kind of people are required in work team?

How work teams effect the performance?

How to build successful work teams?

Why teams do not work?

Different types of teams,

Remote Work Team/Cross Function Team/Multi Tasked team/Self managed work teams.

Net works and effectiveness in work teams.

What are the Pros and Cons of Work Team?

Work team theories?

Impact on the organization productivity?

How conflicts can be managed in the team?

-          Case studies on work teams

Read More

Study: Human Resource Management, Is that Really Gaining Momentum?

In the past, Human Resource Management is considered as “pragmatic” and “procedure-based” rather than innovative practice. In order to measure the degree of movement from one approach to other various variables are used in the research.

Various dimensions like beliefs and assumptions, strategic aspects, line management, key levers are considered. But the problems with this are that at some point the some features will be given more importance when compared to other. The second is that to arrive at one particular decision so that it gives a proper direction to the work force some of them had to be included and few had to be excluded.

The first dimension was beliefs and assumptions that are norms followed in the organization which in turn results in effective performance. They serve as a guide to the needs. HRM seems to be working well in unionized establishments rather than non-union ones. Most of the organizations seemed to implement dual approaches.

The second dimension was strategic aspects. Earlier there were cases where it failed to show the evidence of strategic integration with the corporate plan. But some opportunistic organizations found relatively easy to implement new initiatives.

The third part was line management. Business managers and line managers are key players on employment issues. Studies revealed the evidence of these managers devising, deriving and delivering new initiatives. This shows that HRM was been taken into consideration regarding the employment issues and was being implemented.

The next dimension was key levers. There were mixed responses. Few of the aspects showed slow progress and where as performance related pay had scored high. More than the lack of the close association between financial performance and number HR initiatives there was even more less association between employee trust, commitment and satisfaction in the organizations. In fact the emphasis was more on direct 

communication to the workforce and increase in this flow of communication.

The other study was the observation and analysis of the interplay between individualism and collectivism. The findings are that though HRM was not given much importance and taken into consideration there was definitely interesting attempts of dealing with employees in new ways. There was definitely change of nature and it can be observed. On the other hand, the extent of bringing new ways had also been limited. But most of the companies had begun to take a strategic view of human resource management. So, definitely yes HRM is catching on.

Read More