What is ERP? 

ERP stands for Enterprise Resource Planning.

It is a computer software solution that addresses the enterprise needs by taking into view all process and transactions taking place an organization to meet the organization goals. It integrates all the functions of an enterprise. ERP solutions integrate (or attempt to integrate) all data and processes of an organization into a unified system. A typical ERP System will use multiple components of computer software and hardware to achieve the desired integration. A key ingredient of most ERP systems is the use of a unified database to store data for the various system modules and end-users. ERPs are cross-functional and enterprise wide. All functional departments that are involved in  operations or production are integrated in one system.

Key characteristics of ERP

Integrates operations across different functions & geographies within an automated environment. Enable standardization of business processes and adoption of best practices. Improves data visibility throughout the organization. Supports planning and decision making process. Eliminates process repetition and duplication of jobs and reduces non value adding activities.

How will the company / organization be benefited by ERP?

Improved manpower productivity.

Increased productive time for managerial and strategic decision making.

Reduction of paper reports & manual processes.

Effective cost / budgetary control.

Better maintenance practices, leading to improved equipment availability.

Reduction in inventory and procurement process lead times.

Quick & efficient decision making thereby increasing market competitiveness.

View the web links of N G Nair, A Mining Engineer from India.

Photo

Photo flickr gopannairlaxmi

http://www.flickr.com/photos/10963777@N03/

Photo asif daiyan

http://www.flickr.com/photos/23247563@N08/

Sarla Nair Photo

http://www.flickr.com/photos/10942170@N05/

photo hrdngnair

http://www.flickr.com/photos/10683702@N04/

http://picasaweb.google.com/hrdngnair/

http://picasaweb.google.com/tottakomnair/

http://picasaweb.google.co.in/nair.sarla

http://picasaweb.google.com/silent.nair

HRD DEPARTMENT ( Training Centre) Malanjkhand Copper Project

Enterprise resource planning (ERP) Training at Malanjkhand copper project. Shri O P Chugh, Executive Director, Hindustan Copper Limited, inaugurated the Training programme on 21.04.2008.

Faculty of the Training Programme Nabanita Ghosh Dutta, of TCS ( TATA CONSULTANCY SERVICES)

View the Photo of Training Programme. Click http://www.flickr.com/photos/10963777@N03/

List of Participants for the ERP Training Programme at Malanjkhand Copper Project, Hindustan Copper Limited.

1. C P Thamboli Asst. Manager (A), MCP Unit.
2. R K Verma Asst. Manager (HR), MCP Unit .
3. K Rajasekaran, Sr. Manager (HR) TCP Unit.
4. H Singh, Manager (HR),  ICC Unit.
5. A S Verma Manager (HR) ICC Unit.
6. R P Singh Dy Manager (System) ICC Unit.
7. M Sharma Graduate Engineer Trainee (System) MCP Unit.
8. Rakhesh Sharma Jr. Manager (HR) MCP Unit.
9. S N Choudhary Sr. Manager (HR) MCP Unit.
10. B Alphonesus Chief Manager (HR) MCP Unit.
11. B P Bhattachrya Dy. General Manager (HR) MCP Unit.
12. N G Nair, Manager (Mines) HRD, MCP Unit.
13. R L Patle Jr. Technical Asst. MCP Unit.
14. S Chitra Management Trainee, (HR) MCP Unit

Also view the following links for Copper Mining in India.

http://www.flickr.com/photos/10942170@N05/     http://www.flickr.com/photos/10683702@N04/ 

http://miningengineers.wordpress.com/

http://malanjkhand.wordpress.com/

http://tottakomnair.wordpress.com/

http://nairsarla.wordpress.com/

http://hrdngnair.wordpress.com/

http://asifdaiyan.wordpress.com/

http://khetrinagar.wordpress.com

Sarla Nair Malanjkhand India - A Social worker for Rural Development

Computer training 2008 from 15.02.2008 at Training Centre, Malanjkhand Copper Project, Hindustan Copper Limited. N G Nair Manager (Mines) Malanjkhand Copper Project.

View more photo
http://picasaweb.google.com/hrdngnair/
http://picasaweb.google.com/tottakomnair/
http://picasaweb.google.co.in/nair.sarla
Conference on Emerging Trends in Mining and allied Industries
http://nair15.blogspot.com/
About Copper Mining India - by N G Nair Manager (Mines) Hindustan Copper Limited http://coppermining.blogspot.com/

Malanjkhand Copper Project , Metalliferous Mines Safety Week Celebration, Mines Vocational Training Centre, Malanjkhand, India. Mr. M C Sharma Asst. General Manager (Mines), TRG & Safety, Malanjkhand Copper Project with Inspection Team and Staff of Training Centre.

N G Nair Malanjkhand India - Training Centre Malanjkhand India - Hindustan Copper Limited

A fear less smile

N G Nair Malanjkhand India Sarla Nair Malanjkhand  Rahul Nair

Copper Ore from Malanjkhand India. 

MALANJKHAND COPPER PROJECT

KHETRI COPPER COMPLEX

In the use of copper goes back to antiquity. Evidence of Copper mining and smelting in ancient Rajastan, Andhra Pradesh ad in West Himalayan Region in Kullu and Garhwal, and excavations at Mohenjodaro and Harappa have established that its uses included implements of war, objects d’art, ornaments and coinage. Indian craftsmanship in brass and broze is world-famous. Tanjore bronze, brass plaques, engraved brass sheets and broze bells are priaed both at home and abroad. The variety of the copper and bronze decoratives are found in many temples never fail to evoke our admiration. Extent of the Ore Deposits Most of the Indian ore deposits have a copper content of less than 2%. The deposits are confined largely to Singbhum in Jarkhand, Khetri in Rajastan, Malanjkhand in Madhya Pradesh followed by Chiradurga in Karnataka and Agnigundala in Andhra Pradesh.

View more about copper mining in India from Sarla Nair Malanjkhand India

MALANJKHAND PHOTO, BY N G NAIR, MALANJKHAND COPPER PROJECT.

http://nair-1.blogspot.com/.

KHETRICOPPER COMPLEX & MALANJKHAND COPPER PROJECThttp://malanjkhand.blogspot.com/N G NAIR MALANJKHANDhttp://nair-mining.blogspot.com/KHETRI COPPER MINES, KHETRINAGAR, RASTHAN, INDIAhttp://thottakom.blogspot.com/LEKSHMINIVAS HOUSE, THOTTAKOM, VAIKOM, KOTTAYAM DIST. KERALA, INDIAhttp://nair2.blogspot.com/THOTTAKOM TEMPLE, VAIKOM, KOTTAYAM DIST. KERALA STATE, INDIAhttp://nair2.blogspot.com/KHETRI NAGAR, JHUNJHUNU DIST. RAJASTHAN INDIAhttp://nair3.blogspot.com/WE ARE CELEBRATING SILVER JHUILEE year 2007 http://nair4.blogspot.com/

HINDUSTAN  COPPER LIMITD - Copper Mines in India.

http://nair5.blogspot.com/

my home tempels - KERALA TEMPLE, INDIA

http://nair6.blogspot.com/Rahul Nair Profile - http://www.geocities.com/hrdngnair/rahul.html

N G NAIR Profile, MANAGER(MINES) HINDUSTAN COPPER LIMITED. INDIAhttp://www.linkedin.com/in/hrdngnair 

In the use of copper goes back to antiquity. Evidence of Copper mining and smelting in ancient Rajastan, Andhra Pradesh ad in West Himalayan Region in Kullu and Garhwal, and excavations at Mohenjodaro and Harappa have established that its uses included implements of war, objects d’art, ornaments and coinage. Indian craftsmanship in brass and broze is world-famous. Tanjore bronze, brass plaques, engraved brass sheets and broze bells are priaed both at home and abroad. The variety of the copper and bronze decoratives are found in many temples never fail to evoke our admiration. Extent of the Ore Deposits Most of the Indian ore deposits have a copper content of less than 2%. The deposits are confined largely to Singbhum in Jarkhand, Khetri in Rajastan, Malanjkhand in Madhya Pradesh followed by Chiradurga in Karnataka and Agnigundala in Andhra Pradesh.

I wishes all of you a very happy diwali - from sarla nair malanjkhand India.

http://technorati.com/people/technorati/nairsarla

N G NAIR MYBLOGLOG

http://www.mybloglog.com/buzz/members/N_G_NAIR/

http://blog4rock.com/gopakumaran/

Sarla Nair Balaghat Dist. Malanjkhand India

  http://sarlanair.blogspot.com/

Rahul Nair Software Engineer. Infosys.

http://sarlanair3.blogspot.com/

My Home at Khetrinagar, Rajasthan. India

http://khetrinagar.blogspot.com/

Sarla Nair Copper Mines in India.

http://sarlanair2.blogspot.com/

sarla Nair Open Cast Copper Mines, India.

http://nairsarla.blogspot.com/

Sarla Nair Ottapalam Kerala State, India.

http://sarlanair1.blogspot.com/

World cultural Heritage Site in India. Khajuraho – Sarla Nair Malanjkhand India.Khajuraho is known for its ornate temples that are among the most beautiful medieval monuments in the country. These temples were built by the chandala rulers between AD 900 and 1130.It focuses on the temples of Khajuraho in central India, the cultural captical of the chandella dysnasty. The Chandella rules were great patrons of art and articulturate and, between the 10^th and the 12^th centuries.

Rahul Nair a software Engineer  by N G Nair Malanjkhand India.

http://sarlanair3.blogspot.com/

Silance Preceeds’ Rahul Nair

http://www.flickr.com/photos/7561501@N04/

N G NAIR Malanjkhand India.

http://technorati.com/people/technorati/GOPAKUMARAN

Sarla Nair Flickr Photo – Sarla Nair Malanjkhand India.

http://www.flickr.com/photos/sarla/

http://www.flickr.com/people/sarla/

http://www.ittoolbox.com/profiles/hrdnair/ 

Flicker Photohttp://www.flickr.com/photos/10683702@N04/IBIBO

http://blogs.ibibo.com/ngnair 

http://hrdnair.blogspot.com/

 Sarla Nair Malanjkhand India.

Communication in an Organisation

Communicating with employees or workers is an important function of supervision. A supervisor who is bad in communication, ie., in conveying his ideas to workers, supervisor who is bound to fail. In his day-to-day activities, the supervisor gives orders or instructions, discusses matters with employees under him, his colleagues and also reports a numbers. He has also to understand the art of conference leadership so that he can give maximum contribution of his knowledge to his colleagues and superiors and get ideas from his workers.

Good supervisors or foreman develop this art in due course by understanding the people and on the basis of trips of good communication. They also take advantage their own experiences. It has been observed that one particular method of instruction is not good for all employees. Personal factors of an employee or a worker have to be taken into account if one wants to communicate successfully.

In fact, a perfect understanding of good communication system helps a supervisor to a great extent in making his supervision effective. Some of the points which are basic and vital in developing the art of communication are:-

1.      Communication is a two way traffic

2.      Self acts as a barrier in communication

3.      Choose a right medium and channel of communication. The media and channel may differ. Communication to a skilled educated worker shall be different from that of a literate, semi-skilled worker.

4.      One should be clear and brief while communicating

5.      Communication does not mean talking or instructing from one side only. In fact, it requires the art of listening also, and this is more important on some occasions.

Motivation,

 It was stated earlier that the problem of discipline is directly related to the level of the motivation and morale of the workpeople and that it is conditioned to a great extent by the quality of supervisory leadership. This remains true in all circumstance, though it may not be so evident everywhere. MotivationWhere there is a will there is a way remains true even today. All of us know, of persons, who literally run to the factory gate, so that they should be on time and not be late, or workers who have never been on sick leave in the last twenty years, or work people, who will only give their best work and produce quality goods. On the other hand, we also know of workpeople who are frequently late for work or are absent without leave, or are on sick leave. Workers in the former category are highly motivated, whereas workers in the latter category are de-motivated. Motivation or the will to achieve is the main energizer of human behavior, the mainspring of our activities, and the factor that sustains and directs our activities towards the desired objectives. On the intensity of our motivation depends the achievement of our objective, the actualization of our ideals.  Motivation, being an act of will, is mainly a psychological force and has lesser reference to physical or physiological factors, depending on Industrials. Some individuals respond better when an appeal is made to their physical needs or when they see physical reward, like increased financial return, more amenities and the like, where as others respond better if they are promised higher status in the eyes of others, brighter future prospers as compared to immediate benefits. Similarly, some workers respond better and observe the rules better if the threat of punishment as provided by the standing orders in constantly held out before them, whereas there are others who show greater respect for the rules of the organization and avoid their infringement if there is a promise of reward. It will, therefore, depend on the type of individual that we are dealing with, that will determine the we are dealing with, that will determine the motivating factor that we shall apply to get the best results.