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swachh bharat abhiyan
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Swachh Bharat is a part of Corporate Social Responsibilities activities that is started by Pumpkart.com. The organization is planning organize a number of awareness programme on how to promote cleanliness across India as per the guidelines announced by the Indian Government. Pumpkart.com has started this initiative that aimed at ending open defection. It is a way of using social media for making those people aware who defect in the open and do not follow the cleanliness practices.
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Swachh Bharat Abhiyan (Campaign Clean India) is a national level campaign by the Government of India covering 4041 statutory towns to clean the streets, roads and infrastructure of the country. Cleanliness Depend upon you ..
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Swachh Bharat is a part of Corporate Social Responsibilities activities that is started by Pumpkart.com. The organization is planning organize a number of awareness programme on how to promote cleanliness across India as per the guidelines announced by the Indian Government. Pumpkart.com has started this initiative that aimed at ending open defection. It is a way of using social media for making those people aware who defect in the open and do not follow the cleanliness practices.
Swachh Bharat Mission - Make India Clean
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swachhbharat
Swachh Bharat Abhiyan (Campaign Clean India) is a national level campaign by the Government of India covering 4041 statutory towns to clean the streets, roads and infrastructure of the country. Cleanliness Depend upon you ..
Swachh Bharat abhiyan (Green and Clean City)
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clean india green india (swachh bharat)
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its is a powerpoint presentation of swacch bharat abhiyan of ahmedabad by Aadil Memon (Comeheart)
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CHANGE MANAGEMENT Change management is a structured approach to transitioning individuals, teams and organizations from a current state to desire future state. LEADERSHIP The ability to influence a group towards the achievement of goals. Leadership in Organizational Change Intelligent leaders are those who have a store of skills and knowledge gained from experience that allows them to manage effectively and efficiently the tasks of daily life THANK YOU
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It should be conducted as a workshop
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UNIVARIATE & BIVARIATE ANALYSIS UNIVARIATE BIVARIATE & MULTIVARIATE UNIVARIATE ANALYSIS -One variable analysed at a time BIVARIATE ANALYSIS -Two variable analysed at a time MULTIVARIATE ANALYSIS -More than two variables analysed at a time TYPES OF ANALYSIS DESCRIPTIVE ANALYSIS INFERENTIAL ANALYSIS DESCRIPTIVE ANALYSIS Transformation of raw data Facilitate easy understanding and interpretation Deals with summary measures relating to sample data Eg-what is the average age of the sample? INFERENTIAL ANALYSIS Carried out after descriptive analysis Inferences drawn on population parameters based on sample results Generalizes results to the population based on sample results Eg-is the average age of population different from 35? DESCRIPTIVE ANALYSIS OF UNIVARIATE DATA 1. Prepare frequency distribution of each variable Missing Data Situation where certain questions are left unanswered Analysis of multiple responses Measures of central tendency 3 measures of central tendency 1.Mean 2.Median 3.Mode MEAN Arithmetic average of a variable Appropriate for interval and ratio scale data x MEDIAN Calculates the middle value of the data Computed for ratio, interval or ordinal scale. Data needs to be arranged in ascending or descending order MODE Point of maximum frequency Should not be computed for ordinal or interval data unless grouped. Widely used in business MEASURE OF DISPERSION Measures of central tendency do not explain distribution of variables 4 measures of dispersion 1.Range 2.Variance and standard deviation 3.Coefficient of variation 4.Relative and absolute frequencies DESCRIPTIVE ANALYSIS OF BIVARIATE DATA There are three types of measure used. 1.Cross tabulation 2.Spearmans rank correlation coefficient 3.Pearsons linear correlation coefficient Cross Tabulation Responses of two questions are combined Spearman’s rank order correlation coefficient. Used in case of ordinal data
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INTRODUCTION A global leader in connecting people Time period: 20 year Services provided: 40+ countries Founded: 1999 Founder: Jeff Taylor Headquarter: New York, U.S. Website: www.monster.com www.about-monster.com HISTORY It is one of the most visited employment websites in the United States and one of the largest in the world. Jeff Taylor founded and served as CEO and “Chief Monster” for many years. IN 1999 by the merger of The Monster Board (TMB) and online career centre(OCC). MONSTER.COM IN INDIA Established in 2003. Headquartered in Hyderabad and present in 11 other cities of India. In 2013 ,Monster.com ranks third behind indeed.com and careerbuilder.com. Global rank 866 and rank in USA is 247. Rating: 1.96 Traditional v/s Online Recruitment Traditional Recruitment Method Recruitment- new concept Print media are mostly used But this was long process and time taking as there was no filtration Therefore, Online Method is better:- Fast acting Efficient Cost effective Any place, anywhere Online pre-employment screening SERVICE MECHANISM Registration Information For Applicants: Non-Paid Paid & For Recruiter/ Employeer ADMINISTRATOR Should be able to create a new applicant. Should be able to change any of the editable details for the applicant. Should be able to search on applicant number and vacancy number. Attach an applicant to a vacancy-The relationship between applicant and vacancy. BENEFITS of signing up with Monster.com Protect your personal information by never providing credit card , bank account number or any other information. help.monster.com > faq BENEFITS of e-recruitment A new approach – very common these days Easier to find and get job – for job seekers Cost- effective Less time taking. RESTRICTIONS In violation of any applicable law or regulation, In a manner that will infringe the copyright, trademark, trade secret or other intellectual property or proprietary rights of others. That belongs to another person and to which the user does not have any right to, Harm minors in any way, COMPETITORS CONCLUSION Job matchmaking is an important issue in today’s global , distributed and heterogeneous market. We have briefly explored how available technology can possibly help how job recruitment and job seeking processes are implemented. We strongly believe that ,due to its high social impact ,research has to look with ”Job matching” not only with the goal to propose advances in the scientific knowledge ,but this is an application area capable of bringing direct and immediate benefits to humanity.
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WHAT IS INSIDER TRADING??? Insider trading is dealing in securities of a listed company by any person who has knowledge of material “inside” information which is not known to the general public. WHO IS INSIDER??? Insider is the person who is “connected” with the company , who could have the unpublished price sensitive information or receive the information from somebody in the company. CONNECTED PERSON WITH DETAILED CLARIFICATION Any person who is or has been associated with company, in any manner, during the six months prior to the concerned act: An immediate relative to the connected person. A banker of the company. An official of stock Exchange or of clearing corporation. A holding/associate/subsidiary company. WHAT INCLUDES TRADING ? WHO ARE INSIDER TRADERS? Corporate officers, directors ,and employees who traded the corporations securities after learning of significant, confidential corporate developments. Friends, business associates, family members and employees of law, banking and brokerage firms who were given such information to provide services to the corporation whose securities they traded. GOVERNING REGULATIONS Securities & Exchange Board Of India Act,1992 SEBI (Insider Trading) Regulations,1992 SEBI (PIT) (Amendment) Regulations,2002 SEBI (PIT) (Amendment) Regulations,2003 SEBI (PIT) (Amendment) Regulations,2008 SEBI (PIT) (Amendment) Regulations,2011 HISTORY BEHIND INSIDER TRADING IN INDIA Insider trading in India was unhindered in its 130 year old stock market till about 1970. In 1979,the Sachar Committee recommended amendments to the companies Act,1956 to restrict prohibit the dealings of employees. Penalties were also suggested to prevent the insider trading. In 1989 the Abid Hussain Committee recommended that the insider trading activities may be penalized by civil and criminal proceedings and also suggested the SEBI formulate the regulations and governing codes to prevent unfair dealings. UNPUBLISHED PRICE SENSITIVE INFORMATION REGULATORY ASPECTS OF PROHIBITION OF INSIDER TRADING SEBI prohibition of Insider Trading regulation 1995. Section 11(2) E of companies act 1956 prohibits the insider trading. WHY THERE IS NEED FOR PROHIBITION OF INSIDER TRADING??? As per SEBI the Prohibition of Insider Trading is required to make securities market: Fair and Transparent. To have a Level Playing Field for all the participants in the market. For free flow of information and avoid information asymmetry. CASE STUDY HLL – BBLIL MERGER CASE HLL-BROOKBOND LIPTON INDIA LTD The case primarily involves 4 pa
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