RESEARCH PROPOSAL/SYNOPSIS

ON

³STUDY OF MOTIVATION POLICIES IN MOSER BAER´

A REPORT SUBMITTED TO U.P. TECHNICAL UNIVERSITY FOR THE PARTIAL FULFILLMENT OF AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION 2008-10 Submitted byJuhi Bansal M.B.A- IV SEM Roll no- 0812770018

Submitted toMr.Sandeep Kumar (HOD OF M.B.A) IIMT ENGINEERING COLLEGE

Under guidance ofMr. Vikrant Singh IIMT ENGINEERING COLLEGE.

IIMT ENGINEERING COLLEGE, MEERUT

INTRODUCTION
BRIEF OVERVIEW The topic of the dissertation is, Training: ³It¶s no more an effective tool to motivate employees in the hospitality industry´. This topic requires a lot of research. The research as defined by Collins English Dictionary is ³a systematic investigation to establish facts or principles or to collect information on a subject.´ The author is inquisitive to learn about Training and its effect on employee¶s motivation. I want to learn that whether Training leads to motivation thereby leading to productivity or not and if it does than how? The main reason for choosing this topic is to learn about Training methods and its effect on the motivation of Hospitality Employees so that he can apply them whenever he starts with his professional job in the industry. BACKGROUND INFORMATION The competition has never been as stiff and the pressure to perform never been as intense. In the midst of all this competition and change, majors have realized that the only way to build brand loyalty and improve occupancy rates is to constantly upgrade products and services, and think of innovative strategies, realigning their operations and incorporate a high degree of professionalism into every aspect of their functioning. A business entity that is made up of a large number of departments, each performing a Specialized function. Each department employs professionally trained individuals, qualified to handle a particular functional area. Every department, therefore, requires a distinct skill set, specific to that particular function.

For example, employees in the Food Production Department would require an entirely different skill set as compared to what is required by the Front Office staff. Managing training in Moser is, therefore, a complex and challenging task. Professionalism and quality must encompass every aspect of the Moser Baer functioning human resource management is no exception. It is, in fact a critical area of any industry, more so for a service based industry like Moser Baer, which is a µHigh touch¶ industry i.e., involves a great amount of interaction between the employees and the customers. The Moser Baer is predicted to grow by leaps and bounds in the years ahead. There is a great need for professionally trained personnel at both operational and managerial levels. Besides technical proficiency and professional competence, it is also important that employees have wellrounded personalities and have attained a certain level of knowledge and awareness. This will not only enable then to provide quality service and leave a lasting impression on guests, but will also help in the personal growth of the individual. While the government has been instrumental in beginning a number of initiatives aimed at improving the industry¶s standards such as the setting up of the Moser Baer Training Board, employers have their share of responsibilities and they discharge these by providing training intended to suit their individual needs, or by participating in group schemes, which generally provide a good standard of training quite economically. Most companies have a separate Training department to handle the training and development needs of its employees. There is constant upgrading going on in the industry. Moser Baer, being a µHigh Touch¶ (high customer contact) and now also a µHigh Tech¶ (modern technology) industry, demand extensive training for its employees and leading employers are now putting more and more resources into training.

OBJECTIVE OF STUDY The study is undertake to understand motivational aspects of Mosebaer employees with special regard to oriented policies and various benefits provided and to take an insight into how employees of Mosebaer perceive the HR policies and practices being practiced at present so as to identify the strengths and weaknesses. In order to explore the realities of the organization as critics and gather knowledge for its vast business avenues in floppy disk production, the project will help me to enhance my practical knowledge and give me an in-depth insight inter understanding the motivational aspect. I shall try to identify the weakness if any and accordingly I shall try my best to recommend ways to eliminate the weaknesses thus identified in order to make the system more effective and contemporary. The company is one of the prestigious companies in Indian public sector. The employees shall choose as a respondent sample size. A lot of HR practices available that requires performing well in the project report. The research problem is to measure the satisfaction level on the working conditions and welfare provision of Moser Baer. And the research objective is to know about the various needs of staff and what they want from their job, to discuss what steps do managers to take to motivate their staff and fulfill their needs and to gauge the impact of staff motivation on employee productivity.

COMPANY PROFILE
MOSERBAER NATURE OF BUSINESS Moser Baer has evolved from a domestic focused manufacturer of floppy disk into a truly global quality led technology driven and customer focused company. Moser Baer has aggressively and systematically grown in a highly competitive business and emerged as the third largest producer of optical media in the world. With world class manufacturing facilities, global distribution and logistics capabilities, deep-rooted obsession for quality, has captured a 11 % share of the global market place. This achievement assumes greater importance as Moser Baer entered the optical media market place relatively late and rapidly grew and captured share during a highly competitive and fast evolving phase of the products life cycle. Moser Baer has done this by leveraging the advantages that India has to offer and maximizing the returns from their human resource base. ³With a strong can do attitude´ Moser Baer has demonstrated that the ³made in India ³label can be synonymous with quality, reliability, efficiency and speed. Moser Baer¶s revenue in 2002-03 (FY 03) was Rs. 10855.2 million, representing a growth of 59.5% over 2001-02 (FY 02). Exports at Rs. 9269.4 million in FY03 were a 57.6% improvement over the previous year. Profit after tax at Rs. 2372.7 million in FY03 rose 9.95% over FY02.

Moser Baer, having established itself as a dynamic Indian transnational with a strong focus on research and development, has successfully developed cutting edge technologies for recordable Optical Media, constantly innovating and introducing new products and processes. Its goal has been simple and straightforward to be a dominant player in the global storage media arena. An emphasis on high quality products and services has enabled Moser Baer to emerge as one of India's leading technology companies. The company has an 11% share of the global recordable optical media market, making it the largest player in India and third largest in the world. Over 80 per cent of Moser Baer's production is exported to 82 countries across six continents and the company has strong tie-ups with all the major technology brands in the world. Products manufactured by the company include optical and magnetic storage media. The company manufactures Recordable Compact Discs (CD-R), Rewritable Compact Discs (CD-RW), Pre-recorded CD/DVD, Digital Versatile Disks (DVD-R) and Rewritable Digital Versatile Disks (DVD-RW) in the optical storage media segment. In the Magnetic Data Storage category Moser Baer manufactures Compact Cassettes, Micro Floppy Disks (MFD) and Digital Audio Tapes (DAT).

MILESTONES

1983 1985 1987 1991

-

MBI established Production of 8.0*/5.25* disks commences Production of 3.5* disks commences. 5.25* disk capacity expanded

1994 1998

1999 2000 2002 2003

3.5* disk capacity expanded MBI gets ISO 9002 certification Production of CD-Rs commences Production of CD-RW Production of cake & Jewel Boxes Production of DVD-DVD RWs

~ ~ ~ ~

RESEARCH METHODOLOGY

This section includes the research methods, their rationale, validity, reliability, sample size, alternatives and limitations faced during primary research. RESEARCH OBJECTIVE Research objective is to know about the various needs of staff and what they want from their job, to discuss what steps do managers to take to motivate their staff and fulfil their needs and to gauge the impact of staff motivation on employee productivity  To know about the various needs of staff and what they want from their job.  To discuss what steps do managers to take to motivate their staff and fulfil their needs.  To gauge the impact of staff motivation on employee productivity. SAMPLE DESIGN A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique to the procedure adopted in selecting items for the sampling designs are as below: SAMPLE UNIT The area cover up in this survey is Mosebaer Greater Noida. SAMPLE SIZE I shall present the questionnaires to 5 Managers and 50 employees of the Moser Baer, Greater Noida.

SOURCES OF DATA COLLECTION The base on which a study rests is the information that is embedded in it. The data for this study will be obtain as a blend of both Secondary and Primary sources. Secondary data: The main sources of secondary data are the books and journals on Motivation and Training and Reward management and FHRAI magazine. The other sources for collecting the information on Training and motivation are various Websites, which the author has surfed to collect the relevant information. I shall also consult lots of books and journals other than what is available in the Institute¶s library to collect the secondary data. The Literature review is a result of this initial research. Primary Data: I shall collect the primary data specifically for the purpose of research study in hand. I have prepared a structured questionnaire for the research. The questionnaire has both open ended and closed-ended questions. The questions are a combination of open ended and close-ended questions.

CONCLUSION

CONCLUSION The main objective of the dissertation is to find whether ³training is no more an effective tool to motivate employees´. I shall try to present all the relevant information regarding training and motivation. I shall carry out both primary and secondary research to collect data relevant for the purpose of the study. Training refers to the acquisition of specific skills or knowledge and training programs are an attempt to teach trainees to perform a specific job and a particular activity. It is difficult enough to try and define what makes oneself µtick¶, without trying to understand other people¶s motivations. The fact that there are so many theories of motivations is an indication of the complexities of the issue. Perhaps the most important point for the potential manager is to consider is that there is a very wide range of ways in which someone may be motivated. If human resources have to be developed, the organization should create conditions in which people acquire new knowledge and skills and develop healthy patterns of behavior and styles. One of the main mechanisms of achieving this environment is training. Training is essential because technology is developing continuously and at a fast rate. Systems and practices get outdated soon due to new discoveries in technology, including technical, managerial and behavioral aspects. Organizations, which do not develop mechanisms to catch up with and use the growing technology, soon become outdated

References 
Bartram, P (1995). Evaluating Training Effectiveness. Translating Theory

Into Practice, (2nd Edition), Maidenhead: McGraw-Hill. 
Wood R. C. (1997). Human Resource Management & Services, United

Kingdom: Alden Press.

Magazine
FHRAI: Human Resource Practices in the Indian Service Industry, 2001, New Delhi.

Websites
y y y www.fhrai.com www.easytraining.com www.moserbaer.interactive.com

QUESTIONNAIRE FOR HR MANAGERS
ORGANISATION:___________________________________________ DEPARTMENT:____________________________________________

1. Do you agree to the statement: ³Motivation comes from within an individual. No amount of HR practices can influence motivation levels of employees´. Yes No

2. Do you think that motivation and productivity of Hospitality employees are interrelated? Yes No

3. What are the factors that motivate employees in your organization? Please rank the motivation factors as to how they motivate you to perform well (on a scale of 1 to 6) for the following: 6 Highly Motivating 1 least Motivating Factor Salary & wages Training Empowerment Environment/Work Culture Career Prospects Job Security If any other why? ____________________________________________________________________ Number of respondents

4. Do you think that training is an important tool to enhance the performance of employees? Yes No

5. What according to you is the purpose of training in the Hospitality Industry? Motivational Element Preparing for promotions Preparing for future assignments in same position Develop specific abilities/ competence

6. What kind of training programs do you have in your organization? Yes Workshop Case studies Problem solving. Role play Simulation Complaint handling No

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