Vishweshwar Education Society’s

Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

Vishweshwar Education Society’s

Dr. Mar Theophilus Institute of Business

Management Studies

CORPORATE SOCIAL RESPONSIBILITY

PROJECT REPORT

ON

(MAXILIFE HOSPITAL NEURO CRITICARE & RESEARCH CENTER )

SUBMITTED TO

Dr.Mar Theophilus Institute of Business

Management Studies
BY

(SHAIKH RIFFATH INSHA)

Roll No.2022009

Batch No:-2022-2024

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 Vishweshwar Education Society’s
Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

IN PARTIAL FULFILLMENT OF

POST GRADUATE DIPLOMA IN MANAGEMENT

DECLARATION

I, Ms. SHAIKH RIFFATH INSHA ASLAM hereby declare that this

project report is the record of authentic work carried out by me during the
period from 1ST JUNE to 31ST AUGUST and has not been submitted to any
other University or Institute for the award of any degree / diploma etc.

Signature

Name of the student

Date

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 Vishweshwar Education Society’s
Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

CERTIFICATE FROM THE COMPANY/ORGANISATION

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 Vishweshwar Education Society’s
Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

CERTIFICATE

This is to certify that the project entitled ‘CSR at Maxilife hospital Neuro
Criticare & Research Centre’ submitted by
Miss SHAIKH RIFFATH INSHA of Dr.Mar Theophilus Institute of
Business Management Studies in partial fulfillment for the award of Post
graduate diploma in management his/her original work and does not form
any part of the projects undertaken previously.

This project report is the record of authentic work carried out by her
during the period from JUNE 2023 to AUGUST 2023.

She has worked under my guidance.

Faculty Guide Name Dr. Susen

Varghese

Place: Navi Mumbai

Date:

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 Vishweshwar Education Society’s
Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

ACKNOWLEDGEMENT

I would like to gratefully acknowledge various people who have helped me throughout
this Project firstly, I would like to thank my immense gratitude towards my institute
DR. MAR THEOPHILLUS INSTITUTE OF MANAGEMENT STUDIES, which
created a great platform to a profound management skills. Thereby fulfilling most
cherished goals
I also wish to express by gratitude to our institute faculty Radhika Kiran Kumar who
was always there to guide me and correct me and providing the right direction to go
ahead in the project.
I also thank the Director of DR. MAR THEOPHILLUS INSTITUTE OF
MANAGEMENT STUDIES, Dr. Susen Varghese for providing me the opportunity to
embark on this project.

Name: SHAIKH RIFFATH INSHA

Roll No. 2022009

Batch 2022-2024

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

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 Vishweshwar Education Society’s
Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

CHAPTER TITLE PAGE NUMBER

NO.
1 Introduction

1.1 Relevance of the Project

1.2 Introduction of the Topic

1.3 Objectives of the Study

1.4 Scope of the Study

1.5 Rational of the Study

1.6 Limitations of the Study

2 Profile of the Organization

2.1 History & General Information

2.2 Company Profile

2.3 Competitors Analysis

3 SWOT Analysis of the project

3.1 SWOT Analysis of your project

4 Process /Workflow study & Analysis

4.1 Method of Study

4.2 Data collection methodology/ Process and

workflow details of the organization under study

4.3 Data presentation, Data analysis & Interpretation /

Workflow analysis, process learnings and
interpretations

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 Vishweshwar Education Society’s
Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

5 Conclusions
Project Work findings

Suggestions and Recommendations

6 Bibliography

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

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 Vishweshwar Education Society’s
Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

CHAPTER 1: INTRODUCTION
1.1 RELEVANCE OF THE CSR PROJECT REPORT.
1.Patient Care Quality: Talent management directly impacts the quality of patient care in
hospitals. Skilled healthcare professionals are essential for providing high-quality medical services,
ensuring patient safety, and improving health outcomes. A talent management project can focus on
recruiting, training, and retaining top talent to enhance the quality and efficiency of healthcare
delivery.

2. Specialized Skills Acquisition: Hospitals often require specialized skills across various
departments, such as nursing, surgery, diagnostics, and administration. Studying talent management
allows hospitals to identify specific skill gaps and develop targeted recruitment and training programs
to address these needs.

3.Physician Shortages and Succession Planning: Many regions are facing shortages of physicians
and other healthcare professionals, creating challenges for hospitals in maintaining adequate staffing
levels. Talent management projects can include succession planning initiatives to identify and develop
future medical leaders, ensuring continuity of care and organizational resilience.

4. Nurse Retention and Engagement: Nurses play a crucial role in hospital operations and patient
care. Retaining experienced nurses is essential for maintaining continuity of care and preventing
disruptions in service delivery. Talent management projects can explore strategies for improving
nurse retention, enhancing job satisfaction, and promoting professional development opportunities.

5. Adapting to Technological Advancements: The healthcare industry is undergoing rapid

technological transformation, with advancements in medical devices, electronic health records,
telemedicine, and data analytics. Talent management projects can help hospitals adapt to these
changes by recruiting professionals with expertise in emerging technologies and providing ongoing
training and support to existing staff.

6.Compliance and Regulatory Requirements: Hospitals must adhere to strict regulatory standards
and compliance requirements, such as those related to patient privacy (HIPAA), clinical practice
guidelines, and accreditation standards (e.g., Joint Commission). Talent management projects can
focus on ensuring that staff members are well-trained and knowledgeable about relevant regulations,
reducing the risk of non-compliance and potential legal issues.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

7.Cultural Competency and Diversity: Hospitals serve diverse patient populations, each with
unique cultural backgrounds, languages, and healthcare needs. Talent management projects can
emphasize the importance of cultural competency training and diversity initiatives to ensure that
healthcare providers can deliver culturally sensitive and inclusive care to all patients.

8.Employee Well-being and Burnout Prevention: Healthcare professionals often face high levels
of stress and burnout due to the demanding nature of their work, long hours, and exposure to
traumatic events. Talent management projects can explore strategies for promoting employee well-
being, such as providing access to counseling services, offering flexible work arrangements, and
implementing initiatives to prevent burnout.

1.2 INTRODUCTION TO TALENT MANAGEMENT

Introduction to Talent Management:

Talent management is a strategic approach to optimizing the acquisition, development, engagement,

and retention of skilled individuals within an organization. It encompasses a range of activities aimed
at attracting, nurturing, and leveraging talent to achieve organizational goals and maintain a
competitive advantage in the marketplace.

In today's dynamic business environment, where the success of organizations often hinges on the
capabilities and performance of their employees, talent management has emerged as a critical priority
for businesses across industries. Effective talent management goes beyond traditional human resource
practices of recruitment and training; it involves a comprehensive and integrated set of strategies
tailored to the unique needs and goals of the organization.

Key components of talent management include:

1. Talent Acquisition: Identifying and attracting individuals with the right skills, competencies, and
cultural fit to fill key roles within the organization. This may involve leveraging various recruitment
channels, including job boards, social media, employee referrals, and professional networks, to source
top talent.

2. Talent Development: Providing opportunities for continuous learning, skill enhancement, and
career advancement to enable employees to reach their full potential. Talent development initiatives
may include training programs, mentoring, coaching, job rotations, and leadership development
initiatives designed to build a pipeline of future leaders.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

3. Performance Management: Establishing clear performance expectations, providing regular

feedback, and recognizing and rewarding achievements to drive employee engagement and
accountability. Performance management processes may include goal setting, performance appraisals,
feedback sessions, and incentive programs tied to individual and organizational objectives.

4. Employee Engagement and Retention: Creating a positive work environment where employees
feel valued, motivated, and committed to the organization's mission and goals. Employee engagement
initiatives may include fostering open communication, promoting work-life balance, recognizing
achievements, and providing opportunities for meaningful work and career growth.

5. Talent Analytics and Insights: Leveraging data and analytics to gain insights into workforce
trends, performance drivers, and talent needs. Talent analytics can help organizations make informed
decisions about resource allocation, talent investments, and strategic workforce planning to optimize
business performance.

1.3 OBJECTIVES OF TALENT MANAGEMENT

➢ To study the talent management process at Maxilife Hospital, Ulhasnagar.

➢ To understand the work flow in hospital as human resource manager.

➢ To check whether effectiveness of the talent Management process in health care industry.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

1.4 Scope of the study of challenges faced in Talent Management.

Studying the challenges faced in the Talent Management process offers valuable insights for both
academics and practitioners in the field of Human Resources and organizational management. Here
are some aspects of the scope:

➢ Improving Efficiency: Understanding challenges helps identify areas where the recruitment process

can be streamlined, leading to more efficient and effective hiring practices.

➢ Enhancing Diversity and Inclusion: Research can uncover strategies to mitigate biases and promote

a more inclusive hiring process, leading to a diverse workforce.

➢ Optimizing Technology Use: Exploring how technology impacts recruitment can lead to

advancements in applicant tracking systems, AI-assisted screening, and other tools.

➢ Legal and Ethical Considerations: Research can address compliance with labor laws, anti-

discrimination practices, and ethical guidelines in recruitment.

➢ Talent Acquisition Strategies: Examining challenges can inform the development of innovative

strategies for attracting and retaining top talent.

➢ Cost Management: Studying recruitment challenges can provide insights into cost-effective

approaches, helping companies allocate resources efficiently.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

➢ Candidate Experience: Understanding pain points in the recruitment process can lead to

improvements in communication, feedback, and overall candidate experience.

➢ Adaptation to Market Trends: Research can highlight how changing labor market dynamics, such as

skill shortages or remote work trends, impact recruitment strategies.

➢ Global Perspectives: Research can explore how recruitment challenges differ across various regions

and cultures, offering insights for multinational companies.

➢ Evaluating Technological Solutions: Assessing the effectiveness of new recruitment technologies

and platforms can guide companies in adopting the right tools.

Measuring Impact on Business Performance: Research can investigate how overcoming recruitment
challenges contributes to improved organizational outcomes, such as productivity and profitability.

The scope of studying recruitment challenges is broad and multidisciplinary, encompassing areas like
psychology, sociology, technology, and business management. It plays a pivotal role in shaping HR
practices that align with organizational goals and adapt to evolving workforce dynamics.

1.5 RATIONALE /CONTRIBUTION OF THE STUDY

For Companies: We want to give them practical tips to find the best employees, which can help them succeed.

For Society: When companies hire well, it means more people have jobs, which is good for everyone.

So, by doing this research, we want to help companies do a better job at finding the right people. This will not
only make the companies stronger, but it will also benefit everyone in the community.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

1.6 LIMITATIONS OF THE STUDY

Talent management in hospitals presents unique challenges due to the specialized nature of
healthcare delivery, the high demand for skilled professionals, and the regulatory environment.
Some of the challenges faced in talent management in hospitals include:

1. Shortages of Healthcare Professionals: Hospitals often experience shortages of healthcare

professionals, including physicians, nurses, and allied health professionals. The demand for
healthcare services continues to increase, leading to difficulties in recruiting and retaining
qualified staff.

2. Retention Issues: Healthcare professionals may experience burnout due to the demanding
nature of their work, long hours, and exposure to stressful situations. Retaining experienced staff
becomes challenging when they seek better work-life balance, career advancement opportunities,
or higher compensation elsewhere.

3. Workforce Diversity and Inclusion: Achieving diversity and inclusion in the healthcare
workforce can be challenging due to historical disparities in access to education and employment
opportunities. Hospitals may struggle to attract and retain talent from underrepresented groups,
leading to workforce imbalances and disparities in patient care.

4. Succession Planning for Leadership Roles: Hospitals must identify and develop future leaders
to ensure continuity of care and effective management of healthcare services. Succession planning
for key leadership roles, such as department heads, medical directors, and executive leadership
positions, requires proactive talent identification, mentoring, and leadership development
initiatives.

5. Technology Integration and Training: The integration of technology into healthcare delivery
requires ongoing training and development of staff members to ensure proficiency and compliance
with electronic health record systems, telemedicine platforms, and other digital health solutions.
Hospitals must invest in training programs to enhance staff members' digital literacy and
technological skills.

6. Workforce Planning and Flexibility: Hospitals must anticipate and respond to fluctuations in
patient volumes, seasonal demand, and emerging healthcare trends. Effective workforce planning

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

requires flexibility in staffing levels, scheduling practices, and resource allocation to meet patient
care needs while optimizing operational efficiency.

CHAPTER 2: PROFILE OF THE

ORGANISATION
MaxiLife Hospital Neuro Criti Care & Research Center

2.1 HISTORY AND GENERAL INFORMATION

Since its inception in January 2019, Maxilife Hospital has embarked on a journey marked by
unwavering dedication. Since day one, our vision has remained constant—prioritizing the critical
health of patients and providing the highest quality of care.

As we continue to evolve, the recent integration of 3D Philips Cath Lab exemplifies our commitment
to providing the best in medical technology while maintaining a relentless dedication to the well-
being of our valued patients. This state-of-the-art technology not only enables precise diagnosis and
minimally invasive procedures, but is also a testament to our dedication to advancing medical care.

What sets Maxilife apart is not just the innovation within our walls but our continued commitment to
accessibility. We understand the importance of timely healthcare and that's why our well-educated
doctors are just a call away. This means that we not only boast of advanced medical technology, but
also that expert medical advice is readily available, emphasizing our mission of providing high-
quality, cost-effective healthcare for all.

Makes sure At Maxilife Hospital, we don't just thrive on technology; We are for your well-being

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

2.2 COMPANY PROFILE

Mission
To anticipate and respond to lifelong needs and beyond by providing excellent clinical care . We
help the patients to make informed choices

Vision
To be a highly effective professional organization devoted to ensuring and striving to improve the
health status of our community.

Company’s location:-
Kalyan Ambernath Rd, Shanti Nagar, Ulhasnagar, Maharashtra 3, India

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

CHAPTER 3: SWOT ANALYSIS OF THE

PROJECT
3.1 SWOT ANALYSIS OF YOUR PROJECT

STRENGTH:
- Deep understanding of healthcare regulations like HIPAA and OSHA
- Expertise in managing comprehensive employee benefits packages
- Proficient in employee relations and conflict resolution in high-stress environments
- Possesses a compassionate and empathetic approach towards employees and patients
- Knowledgeable about the clinical environment and its unique challenges

WEAKNESS:
- Lack of clinical background or understanding may hinder communication with medical
staff.
- Difficulty in navigating complex healthcare regulations and compliance requirements.
- Challenges in addressing unique employee needs due to the diverse range of roles within
healthcare settings.
- Inadequate knowledge of specialized healthcare benefits and compensation packages.
- Limited experience in emergency preparedness and crisis management specific to healthcare
environments.
- Difficulty in keeping up with rapid changes and advancements in medical technology and
practices.

OPPORTUNITIES:

Professional Development Programs: Tailored training initiatives to enhance healthcare

professionals' skills and competencies.

Diversity and Inclusion Initiatives: Implementation of programs and policies fostering an

inclusive workplace culture.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

Technology Integration: Leveraging technology for streamlined HR processes, like

electronic health records systems.

Wellness Programs: Initiatives supporting employees' physical and mental health, such as
stress management workshops.

Employee Assistance Programs (EAP): Expanded offerings for employees' personal and
professional challenges, like counseling services.

Research and Innovation: Collaboration with clinical staff to support research and
innovation projects benefiting patient outcomes and efficiency.

THREATS:
Reputation: Candidates wasn’t able to join company for some reasons this was the biggest
threat we faced in recruiting as they may spread negative image about firms
Competitors: Client companies gives them requirement in various recruiting firms, this
results competitors have already gave more suitable candidate.
Data leakage : Some companies take candidates information such as contact details so they
can directly connect to candidate.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

CHAPTER 4: PROCESS / WORKFLOW

STUDY AND ANALYSIS
4.1 METHOD OF STUDY

1. Strategic Planning and Goal Setting:

- Hospital management develops strategic plans and sets organizational goals aligned with
the mission and vision of the hospital.
- Goals may include improving patient outcomes, enhancing patient satisfaction,
increasing operational efficiency, and achieving financial sustainability.

2. Resource Allocation and Budgeting:

- Management allocates resources such as personnel, equipment, supplies, and facilities to
different departments based on patient needs and organizational priorities.
- Budgets are prepared and monitored to ensure that resources are utilized effectively and
within budgetary constraints.

3. Staffing and Human Resource Management:

- Management oversees staffing levels to ensure adequate coverage of clinical and
administrative roles.
- Recruitment, hiring, training, and retention of qualified healthcare professionals are
managed to maintain a skilled workforce.
- Performance evaluation, professional development, and succession planning are
conducted to support employee growth and advancement.

4. Operational Management:
- Daily operations of the hospital, including patient flow, bed management, and scheduling
of procedures and appointments, are coordinated by management teams.
- Workflow optimization initiatives are implemented to streamline processes, reduce wait
times, and improve efficiency in delivering patient care.
- Management ensures compliance with regulatory requirements, accreditation standards,
and quality assurance protocols.

5. Quality Improvement and Patient Safety:

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

- Management oversees quality improvement initiatives to monitor and enhance patient

safety, clinical outcomes, and overall quality of care.
- Performance metrics and key performance indicators (KPIs) are tracked and analyzed to
identify areas for improvement and implement evidence-based practices.
- Continuous quality improvement methodologies such as Lean Six Sigma may be
employed to eliminate waste and enhance efficiency in hospital operations.

6. Strategic Partnerships and Stakeholder Engagement:

- Management establishes and nurtures strategic partnerships with other healthcare
organizations, vendors, payers, and community stakeholders.
- Collaboration with medical staff, clinicians, and department heads is fostered to align
efforts in achieving organizational goals and delivering coordinated patient care.

7. Technology Integration and Innovation:

- Management evaluates and implements technology solutions such as electronic health
records (EHR), telemedicine, and data analytics to support clinical decision-making,
improve workflow efficiency, and enhance patient engagement.
- Innovation initiatives are encouraged to explore new approaches, technologies, and best
practices to address emerging healthcare challenges and opportunities.

Type of Study Conducted - Observation:

In our recent research initiative, we primarily conducted an observational study. This
approach involved systematically observing and recording data without directly intervening
or manipulating variables.

The observational approach allowed us to gather rich, real-world data, which forms the basis
for our analysis and subsequent decision-making. Enabling us to draw meaningful
conclusions.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

4.2 DATA COLLECTION METHODOLOGY/ PROCESS AND

WORKFLOW DETAILS OF THE ORGANIZATION UNDER STUDY

4.3 Workflow analysis, process learnings and interpretations

CHAPTER 5:- CONCLUSION

5.1 CONCLUSION OF THE STUDY
Findings from the project

Employee Satisfaction Levels: Analysis of employee satisfaction surveys to identify areas of strength
and areas needing improvement in terms of workplace culture, job satisfaction, and work-life
balance.

Recruitment Metrics: Evaluation of recruitment metrics such as time-to-fill, cost-per-hire, and

quality of hires to assess the effectiveness of recruitment efforts and identify areas for optimization.

Training and Development Needs: Assessment of training and development needs based on
performance evaluations, skill gaps, and organizational goals. This could involve identifying training
programs or opportunities for skill enhancement to support employee growth and development.

Diversity and Inclusion Metrics: Analysis of diversity and inclusion metrics to track progress
towards diversity goals and identify opportunities for improvement in creating an inclusive
workplace environment.

Employee Health and Wellness: Review of employee health and wellness initiatives, including
participation rates in wellness programs, utilization of employee assistance services, and feedback
from employees on the effectiveness of wellness initiatives.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

Performance Management Effectiveness: Evaluation of performance management processes,

including goal setting, performance feedback, and recognition practices, to ensure alignment with
organizational objectives and employee development needs.

Employee Relations Issues: Assessment of employee relations issues such as grievances, conflicts,
and disciplinary actions to identify trends, root causes, and opportunities for improvement in
fostering positive employee relations.

Succession Planning: Examination of succession planning efforts to ensure readiness for key
leadership and critical roles within the organization. This could involve identifying high-potential
employees, assessing development needs, and implementing succession plans to mitigate talent gaps.

These findings provide valuable insights for HR professionals in hospitals to inform decision-
making, drive organizational effectiveness, and enhance employee engagement and satisfaction.

5.2. Suggestions and Recommendations

 Optimize Operational Efficiency

 Improve Staffing and Workforce Management

 Enhance Clinical Quality and Patient Safety

 Promote Collaboration and Communication

 Embrace Innovation and Continuous Improvement

 Enhance Cultural Competency and Diversity Training:

By implementing these suggestions, hospital management can contribute to enhancing the quality,
efficiency, and effectiveness of hospital services, ultimately leading to improved patient outcomes
and satisfaction.

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Dr. Mar Theophilus Institute of Management Studies, Sanpada, Navi Mumbai

Chapter 6: Bibliography

https://www.cybo.com/IN-biz/maxlife-hospital

https://www.tofler.in/maxilife-hospital-private-limited/company/U85100MH2018PTC309973/
network

https://in.search.yahoo.com/
search;_ylt=Awrx_oLz7Qpm4wQAhb.7HAx.;_ylu=Y29sbwNzZzMEcG9zAzEEdnRpZAMEc2VjA3
BhZ2luYXRpb24-?fr=mcafee&type=E211IN714G0&fr2=sb-
top&pz=7&p=black+book+project+on+talent+management+&b=22&pz=7&xargs=0

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