ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ

Jyothy Institute of Commerce and Management

Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
UNIT- 1
FOUNDATIONS OF HRM
INTRODUCTION OF HUMAN RESOURCE MANAGEMENT:
 Human Resource Management (HRM) is a vital function of management that deals
with the effective management of people in an organization. It focuses on acquiring,
developing, motivating, and retaining employees to achieve organizational goals.
 In modern organizations, human resources are considered the most valuable asset, as
the success of any organization largely depends on the quality, skills, and commitment
of its workforce.
 HRM involves planning, organizing, directing, and controlling human resources to
ensure the right people are placed in the right jobs at the right time. It aims to create
a healthy work environment where employees can contribute effectively and grow
professionally.
MEANING OF HUMAN RESOURCE MANAGEMENT:
 HRM is about managing people at work in a way that helps the organization grow and
employees perform their best. It involves recruiting, selecting, training, developing,
motivating, compensating, and maintaining employees to ensure both organizational
success and employee satisfaction.
 Human Resource Management (HRM) is the systematic and strategic approach to
managing people in an organization so that they contribute effectively to the
achievement of organizational goals.
DEFINITION OF HRM:
 Edwin B. Flippo “Human Resource Management is the planning, organizing,
directing, and controlling of the procurement, development, compensation, integration,
maintenance, and separation of human resources to the end that individual,
organizational, and social objectives are accomplished.”
 Dale Yoder “Human Resource Management is the effective utilization of manpower to
achieve organizational objectives.”
FEATURES OF HUMAN RESOURCE MANAGEMENT (HRM) :
1. Human-Centred Approach: HRM focuses on people as valuable assets, not merely as
factors of production. It recognizes employees’ needs, abilities, emotions, and aspirations.
2. Goal-Oriented: HRM aligns human resource activities with organizational goals and
strategies to achieve long-term success.

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
3. Continuous Process: HRM is an ongoing and never-ending process, covering the entire
employee lifecycle from recruitment to retirement.
4. Management-Oriented Function: HRM is a managerial function involving planning,
organizing, directing, and controlling human resources at all levels of management.
5. Development-Oriented: HRM emphasizes training, development, skill enhancement, and
career growth of employees.
6. Integrated System: All HR functions recruitment, training, appraisal, compensation, and
welfare are interrelated and coordinated.
7. Employee and Employer Welfare: HRM aims to maintain a balance between
organizational objectives and employee satisfaction.
8. Universal Application: HRM principles are applicable to all types of organizations
business, educational institutions, hospitals, NGOs, and government organizations.
9. Participative Management: Encourages employee participation in decision-making,
teamwork, and open communication.
10. Dynamic: HRM adapts to changes in technology, labour laws, market conditions, and
organizational structure.
11. Ethical and Legal Compliance: HRM ensures fair practices, equality, transparency, and
compliance with labour laws and ethical standards.
12. Focus on Quality of Work Life: HRM promotes a healthy work environment, work–life
balance, safety, and well-being of employees.
SIGNIFICANCE /IMPORTANCE OF HUMAN RESOURCE MANAGEMENT :
1. Achieves Organizational Goals: HRM helps in attaining organizational objectives by
ensuring the right people are placed in the right jobs at the right time.
2. Optimum Utilization of Human Resources: It ensures maximum utilization of employee
skills, knowledge, and abilities, reducing wastage of human talent.
3. Improves Employee Performance: Through training, development, and performance
appraisal, HRM enhances employee efficiency and productivity.
4. Enhances Employee Motivation and Morale: HRM provides fair compensation,
incentives, recognition, and welfare facilities, which boost employee morale.
5. Reduces Employee Turnover: Effective HR practices increase job satisfaction and loyalty,
thereby reducing absenteeism and labour turnover.

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
6. Maintains Healthy Industrial Relations: HRM promotes cordial relations between
management and employees, minimizing conflicts and disputes.
7. Ensures Legal Compliance: HRM ensures compliance with labour laws and regulations,
safeguarding the interests of employees and employers.
8. Facilitates Organizational Growth: By developing skilled and competent employees,
HRM supports long-term growth and sustainability of the organization.
9. Builds Positive Organizational Culture: HRM creates a work environment based on trust,
cooperation, ethics, and teamwork.
10. Social and Ethical Responsibility: HRM encourages ethical practices, equal opportunity,
and employee welfare, contributing to social development.
EVOLUTION OF HUMAN RESOURCE MANAGEMENT (HRM):
The evolution of HRM explains how the management of people has developed over time,
shifting from simple labour control to a strategic and human-centric approach.
1. Labour Welfare Stage (Before 1900)
 Focus was on welfare of workers such as safety, working hours, and basic facilities
 Employers adopted welfare measures mainly to improve productivity
 No formal HR department existed
Key features: Welfare officers, basic employee care
2. Scientific Management Stage (1900–1920)
 Introduced by F.W. Taylor
 Emphasized efficiency, productivity, and task specialization
 Workers were treated more like machines than humans
Key features: Time and motion studies, wage incentives
3. Personnel Management Stage (1920–1950)

 Focus shifted to recruitment, selection, training, and wage administration

 Personnel managers handled employee records and industrial relations
 Still a routine and administrative function
Key features: Employee hiring, compensation, grievance handling

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
4. Human Relations Stage (1930–1950)
 Influenced by Elton Mayo’s Hawthorne Experiments
 Emphasized social and psychological needs of workers
 Recognized the importance of motivation, leadership, and group behaviour
Key features: Job satisfaction, teamwork, morale
5. Behavioural Science Stage (1950–1970)
 Based on psychology and sociology
 Focus on employee behaviour, motivation, leadership, and communication
 Use of motivation theories (Maslow, McGregor, Herzberg)
Key features: Training, leadership development, organizational behaviour
6. Human Resource Management Stage (1970–Present)
 Employees viewed as valuable organizational assets
 HRM aligned with organizational strategy
 Focus on development, performance management, and employee engagement
Key features: Strategic HRM, performance appraisal, career planning
7. Strategic & Digital HRM (Modern Era)
 HRM plays a strategic role in decision-making
 Use of HR analytics, AI, and digital tools
 Focus on talent management, diversity, and work–life balance
Key features: E-HRM, talent analytics, remote workforce management
FUNCTIONS OF HRM:
[Link] Functions: The managerial functions of Human Resource Management are
concerned with the basic management activities applied to human resources. These functions
ensure proper planning, utilization, and control of manpower in an organization.
1. Planning
 Determining current and future human resource requirements
 Forecasting manpower demand and supply
 Preparing HR plans, policies, and programs

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
Example: Planning the number of faculty required for the next academic year.
2. Organizing
 Designing the organizational structure
 Assigning duties, responsibilities, and authority related to HR activities
 Coordinating HR tasks among departments
Example: Defining roles of HR manager, line managers, and supervisors.
3. Directing
 Guiding and motivating employees to achieve organizational goals
 Providing effective leadership, supervision, and communication
 Encouraging teamwork and morale
Example: Motivating staff through incentives and recognition.
4. Controlling
 Monitoring HR activities to ensure they are performed as planned
 Evaluating employee performance and HR policies
 Taking corrective actions when deviations occur
Example: Reviewing training effectiveness and employee performance reports.
B. Operational Functions: The operative functions of Human Resource Management are
concerned with the day-to-day management of employees in an organization. These functions
help in acquiring, developing, motivating, and maintaining the workforce.
1. Procurement
 Manpower planning
 Recruitment and selection
 Placement and induction
Purpose: To ensure the right person is appointed to the right job.

2. Development
 Training and development programs
 Skill enhancement and career planning
 Executive and leadership development

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
Purpose: To improve employee knowledge, skills, and abilities.
3. Compensation
 Wage and salary administration
 Incentives, bonuses, and fringe benefits
 Employee rewards and recognition
Purpose: To provide fair and equitable remuneration.
4. Integration
 Aligning employee goals with organizational goals
 Motivation, communication, and teamwork
 Employee engagement and participation
Purpose: To maintain harmonious relationships between employees and management.
5. Maintenance
 Employee welfare measures
 Health, safety, and working conditions
 Grievance handling and industrial relations
Purpose: To retain employees and ensure job satisfaction.
6. Separation
 Resignation, retirement, termination, layoffs
 Exit interviews and final settlements
Purpose: To ensure a smooth and fair separation process.
MEANING OF PERSONNEL MANAGEMENT:
 Personnel Management is the traditional approach to managing employees in an
organization. It mainly focuses on administrative functions such as recruitment, wage
payment, employee records, and maintaining discipline.
 Personnel Management is concerned with hiring, paying, and maintaining workers
according to organizational rules. It treats employees primarily as workers or labor, and
its main aim is to ensure smooth day-to-day operations by following rules, procedures,
and labour laws.

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on

FEATURES OF PERSONNEL MANAGEMENT

1. Administrative in Nature: Focuses on routine activities like record keeping, attendance,
payroll, and service conditions.
2. Employee-Oriented: Concerned with employee welfare, safety, and working conditions.
3. Reactive Approach: Acts after problems arise, such as disputes, grievances, or
absenteeism.
4. Rule and Procedure Oriented: Strictly follows organizational rules, policies, and labour
laws.
5. Limited Scope: Concentrates mainly on recruitment, wages, and discipline, not on long-
term development.
6. Short-Term Focus: Emphasizes immediate operational needs rather than future planning.
7. Separate Department: Personnel management is handled by a separate personnel
department, not shared by all managers.
8. Emphasis on Industrial Relations: Focuses on maintaining peaceful relations between
management and workers, often through trade unions.
PERSONNEL MANAGEMENT TO STRATEGIC HUMAN RESOURCE:
The shift from Personnel Management to Strategic Human Resource Management (SHRM)
reflects how organizations moved from administrative control of employees to strategic
management of human capital aligned with business goals.
1. Personnel Management Stage (Traditional Approach)
 Employees viewed as labour or cost
 Focus on administrative activities like recruitment, wages, attendance, and records
 Reactive approach—problems handled after they arise
 Responsibility limited to the personnel department
 Short-term and rule-based
2. Human Resource Management Stage (Modern Approach)
 Employees viewed as valuable resources
 Focus on development, motivation, and performance
 Proactive approach—anticipating workforce needs
 Shared responsibility of line managers and HR managers

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
 Long-term orientation
3. Strategic Human Resource Management Stage (SHRM)
 Employees viewed as human capital and strategic partners
 HR policies aligned with organizational strategy and competitive advantage
 Focus on talent management, leadership development, and succession planning
 Use of HR analytics, technology, and data-driven decisions
 Emphasis on organizational culture, innovation, and sustainability

Personnel
Aspect HRM Strategic HRM
Management

View of
Labour Resource Strategic asset
Employees

Nature Administrative Developmental Strategic

Performance &
Focus Rules & procedures Business alignment
growth

Long-term & future-

Time Horizon Short-term Long-term
oriented

Role of HR Support function Management function Strategic partner

DIFFERENCES BETWEEN HRM AND PERSONNEL MANAGEMENT

Human Resource Management

Basis Personnel Management
(HRM)

Modern approach that treats Traditional approach that treats

Meaning
employees as valuable assets employees as workers or labor

Nature Strategic and proactive Administrative and reactive

Employee development and

Focus Routine employee administration
organizational growth

Approach Future-oriented Short-term oriented

Role of
Considered partners in achieving goals Considered tools for production
Employees

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
Human Resource Management
Basis Personnel Management
(HRM)

Wide scope including training,

Limited scope mainly
Scope development, motivation, and career
recruitment, wages, and discipline
planning

Handled by personnel department

Decision Making Shared by all managers
only

Performance Focus on performance improvement Focus on maintaining discipline

Emphasis and productivity and procedures

Industrial Emphasizes employee involvement Emphasizes trade unions and

Relations and engagement collective bargaining

Uses both financial and non-financial

Motivation Mainly financial incentives
incentives

Flexibility Flexible and adaptable to change Rigid rules and procedures

Employee-centric and organization- Employee-oriented but rule-

Orientation
centric bound

MEANING OF HR POLICIES:
HR Policies are written statements of principles and rules that guide management in decision-
making related to employees. They ensure fairness, consistency, and uniformity in HR
practices.
Example: Policy on recruitment, promotion, leave, discipline, or compensation.
OBJECTIVES OF HR POLICIES:
 To ensure uniform and fair treatment of employees
 To guide management in HR decision-making
 To maintain discipline and consistency
 To comply with labour laws and regulations
 To protect the interests of both employees and employer
TYPES OF HR POLICIES:
1. Recruitment and Selection Policy
 Guidelines for hiring employees

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
 Internal vs external recruitment
 Equal employment opportunity
 Selection methods and criteria
Purpose: To ensure right person for the right job.
2. Training and Development Policy
 Induction and orientation programs
 Skill development and refresher training
 Career development and promotion planning
Purpose: To improve employee competence and growth.
3. Promotion and Transfer Policy
 Basis of promotion (merit, seniority, or both)
 Transfer rules and procedures
 Career advancement opportunities
Purpose: To ensure fair growth and mobility.
4. Compensation and Benefits Policy
 Wage and salary structure
 Incentives, bonuses, and allowances
 Fringe benefits such as PF, gratuity, insurance
Purpose: To attract, motivate, and retain employees.
5. Leave and Attendance Policy
 Working hours and shifts
 Types of leave (CL, SL, EL, maternity leave)
 Attendance rules and late-coming penalties
Purpose: To maintain discipline and work-life balance.
6. Performance Appraisal Policy
 Performance evaluation methods
 Appraisal frequency
 Linkage with promotion, increment, and rewards

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
Purpose: To assess and improve employee performance.
7. Discipline and Conduct Policy
 Code of conduct and ethics
 Disciplinary actions and penalties
 Rules for misconduct and indiscipline
Purpose: To maintain order and discipline.
8. Health, Safety, and Welfare Policy
 Workplace safety standards
 Health check-ups and hygiene
 Welfare facilities (canteen, rest rooms, insurance)
Purpose: To ensure employee well-being.
MEANING OF HR PROCEDURES
 HR procedures are written instructions that specify the exact steps to be followed while
performing HR activities such as recruitment, training, leave, appraisal, discipline, and
separation.
 HR procedures tell employees and managers how to do things the right way.
OBJECTIVES OF HR PROCEDURES:
 To ensure uniform implementation of HR policies
 To reduce confusion and ambiguity
 To maintain discipline and consistency
 To support fair and transparent decision-making
 To ensure compliance with labour laws
MAJOR HR PROCEDURES
1. Recruitment and Selection Procedure:
 Identification of manpower requirement
 Approval from management
 Job analysis and job description
 Advertisement / sourcing of candidates
 Receiving and screening applications
 Selection tests and interviews
 Final selection and appointment letter
 Induction and orientation

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
2. Training and Development Procedure
 Identification of training needs
 Preparation of training plan
 Selection of training methods
 Implementation of training program
 Evaluation of training effectiveness
3. Performance Appraisal Procedure
 Setting performance standards
 Communicating expectations
 Measuring employee performance
 Performance review and feedback
 Appraisal results and corrective action
4. Leave and Attendance Procedure
 Submission of leave application
 Approval by reporting authority
 Updating leave records
 Monitoring attendance and punctuality
5. Disciplinary Procedure
 Identification of misconduct
 Issue of show-cause notice
 Conducting domestic enquiry
 Explanation by employee
 Decision and punishment / corrective action
6. Compensation and Payroll Procedure
 Attendance and work-time verification
 Wage/salary calculation
 Deductions (PF, ESI, tax, etc.)
 Salary approval and payment
 Record maintenance
7. Promotion and Transfer Procedure
 Identification of vacancy
 Performance and eligibility review
 Approval by management
 Issue of promotion/transfer order
 Updating employee records

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
MEANING OF HUMAN RESOURCE DEVELOPMENT (HRD)
Human Resource Development (HRD) refers to the systematic process of improving the
knowledge, skills, abilities, and attitudes of employees to enhance their performance and
support organizational growth. In simple words, HRD focuses on developing people, not just
managing them.
FEATURES OF HUMAN RESOURCE DEVELOPMENT (HRD)
[Link] Process: HRD is an ongoing process aimed at continuous improvement of
employee skills and abilities.
[Link] on Development: Emphasizes training, learning, career growth, and personality
development of employees.
[Link] and Systematic: HRD activities are well-planned and organized to achieve
specific developmental goals.
[Link]-Oriented: Concentrates on individual growth along with organizational
development.
[Link]-Oriented: Prepares employees for future roles and responsibilities.
[Link] Competency: Enhances knowledge, skills, attitudes, and behaviour of
employees.
[Link] and Organizational Development: Promotes teamwork, leadership development,
and organizational effectiveness.

DIFFERENCE BETWEEN HRM AND HRD:

HRM (Human Resource HRD (Human Resource

Basis
Management) Development)

Meaning Management of human resources Development of employee skills

Focus Managing people efficiently Developing people continuously

Nature Administrative and operational Developmental and growth-oriented

Time
Short-term focus Long-term focus
Frame

Approach Control-oriented Learning-oriented

Objective Achieve organizational goals Enhance employee potential

Activities Recruitment, selection, compensation Training, development, career planning

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]
 ೊ ೕ ಇ ಟೂ ಆ ಾಮ ಅಂ ಾ ೇ ೆ ಂ
Jyothy Institute of Commerce and Management
Approved by Govt. of Karnataka and AICTE, New Delhi, Affiliated to Bangalore University
An ISO 21001:2025 Cer fied Ins tu on
IMPORTANCE OF HRM IN MODERN ORGANIZATION:
In today’s dynamic, competitive, and technology-driven environment, Human Resource
Management (HRM) plays a crucial role in the success of modern organizations.
1. Effective Utilization of Human Resources: HRM ensures the right person is placed in the
right job, leading to optimum use of employee skills and abilities.
2. Talent Acquisition and Retention: HRM helps in attracting, selecting, developing, and
retaining talented employees, which is essential in a competitive labour market.
3. Employee Training and Development: HRM focuses on continuous training, skill
development, and HRD, enabling employees to adapt to technological and organizational
changes.
4. Improved Employee Performance and Productivity; Through performance appraisal and
motivation, HRM enhances efficiency, productivity, and quality of work.
5. Employee Motivation and Job Satisfaction: HRM promotes fair compensation,
recognition, and career growth, improving morale and commitment.
6. Managing Workforce Diversity: HRM helps manage a diverse workforce by promoting
equality, inclusion, and teamwork.
7. Healthy Industrial Relations: HRM maintains good employer–employee relationships,
reducing conflicts and improving cooperation.
8. Compliance with Labour Laws: HRM ensures adherence to labour laws, ethical practices,
and organizational policies.
9. Change Management: HRM supports organizations during technological changes,
restructuring, and globalization by managing resistance and developing adaptability.
10. Organizational Growth and Sustainability: By aligning human resources with strategic
goals, HRM contributes to long-term growth and competitive advantage.

#40/5, Thataguni, Off Kanakapura Road, Bengaluru – 560082. Mob: 9740093491

E-Mail : principal@[Link] Website: www. [Link]