Self Development Plan with Special

Reference to Vodafone

PROJECT SUBMITTED TO ANNAMALAI UNIVERSITY IN PARTIAL FULFILLMENT OF

THE REQUIREMENTS FOR THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION IN
APPLIED MANAGEMENT
BY
PRASHANT VASHISHTH
Enroll. No.: 4740900092
ANNAMALAI UNIVERSITY
DIRECTORATE OF DISTANCE EDUCATION
ANNAMALAI NAGAR
2011
DECLARATION
I here by declare that the project entitled SELF DEVELOPMENT PLAN WITH
SPECIAL REFERENCE TO VODAFONE submitted for the degree of Master
of Business Administration in Applied Management is my original work and the
project has not formed the basis for the award of my degree., diploma, associate
ship, fellowship or similar other titles. It has been submitted to any other university
or institution for the award of any degree of diploma.

Place: Agra Name: PRASHANT VASHISHTH

Date: Enroll. No.: 4740900092
ACKOWLEDGEMENT
It is with real pleasure that, I record my indebtedness to my academic guide, MR.
PREM KANT SHARMA for his counsel and guidance during the preparation of
this project.
I am very grateful to Dr. SANJEEV GOYAL, Director, NIS Academy, Agra, for
his encouragement to complete the project.
I wish to record my sincere and special thanks to my parents and all faculty
members of NIS Academy, for their help & support whenever I needed.
Place: Agra Name: PRASHANT VASHISHTH
Date: Enroll. No.: 4740900092
CERTIFICATE
This is to certify that Mr. Prashant Vashishth, a student of Annamalai University
has successfully completed the project work titled “SELF DEVELOPMENT
PLAN” in partial fulfillment of requirement for the award of Post Graduate
Management Program prescribed by the Annamalai University, Tamilnadu.
This project is the record of authentic work carried out during the academic year
2009-2011
Place: Agra Mr. PREM KANT SHARMA
Date: The NIS Academy
Opp. Pushpanjali hospital,
Delhi gate, Agra-282002
PREFACE
I have a great pleasure in presenting the report on “Self Development” practices
adopted by Vodafone. Under the guidance of Mr. PREM KANT SHARMA, HR
Manager (NIS ACADEMY, AGRA)
As we know, Human being are a resource to an organization. Like any other
material on economic resources they represent and investment whose development
and utilization require managing. There is a fundamental truth in the cliché that-
“People are an organization in most important asset”.
Thus, to make optimum use of this as set its proper utilization is to be done, hence,
training is the most important tool for felling the gap between employee’s present
specification and the job requirement and organization needs.
Training and Development is practical and vital necessity, it enables employees to
develop and rise within the organization and increase, their market value, earning
power and the job security. It moulds the employee’s attitudes and helps them to
achieve a better co-operation with the company.
This report is a modest attempt to present “Training & Development” practices
adopted by the concern company. It is to insist upon the fact that “Training &
Development” are the pillars for any organization to grow and efficiently achieve
its objectives.
LIST OF TABLES & GRAPHS
TABLE/GRAPH NO. ASPECT PAGE NO.
1.1 IDENTIFYING OF SDP (9)
1.2 PROCESS FOR CONVERTING SDP TO TRAINING CALENDER (13)
2.1 STRUCTURE OF COMPANY (15)
2.2 DESIGNATION BASED HIERARCHY OF EMPLYOEES (28)
2.3 BROADBAND AND TELEPHONE SERVICE CUSTOMER SEGMENT (35)
2.4 DEPARTMENTS ON THE BASIS OF FUCTION (38)
2.5 STRUCTURE OF HR (39)
3.1 COMPENTENCY FRAME WORK (43)
4.1 TRAINING NEED AND POLICY INDEX IN VODAFONE (53)
4.2 CONSIDERING COST EFFECTIVENESS OF TRAINING PROGRAMME
BEFORE NOMINATING CANDIDATE IN TERMS OF COMPANY’S
BUDGET (54)
4.3 TRAINING PACKAGE DELIVERY AND DESIGNING INDEX (55)
4.4 AWARE OF THE SDP PROCESS THAT FOLLOWS IN THE
ORGANIZATION 5(7)
4.5 SATISFIED WITH THE VARIOUS PROGRAMMES OF SDP PROCESS (57
4.6 TRAININER ADOP NEW AND ACVANCED TRAINING PRACTICES (58)
4.7 FIND ANY CHANGES BEFORE AND AFTER COMPLETION OF THE
PROCESS (59)
4.8 EXPECTATION FROM A TRAINER (60)
4.9 CONDUCT OF THE TRAINING PROGRAM (61)
CONTENTS
Chapter Contents Page No.
List of table & graphs
Body of the project
i. Statement of the problem 1
ii. Objectives of the study 1
iii. Sources & Methodology 2-5
iv. Limitations of the study 3
v. Chapter specification
Chapter 1.Introduction to SDP 6-13
Chapter 2.Company profile of Vodafone 14-39
Chapter 3. Theoretical Framework of Vodafone 40-51
Chapter 4. Data analysis and interpretation 52-62
Chapter 5. Finding, Recommendation and conclusions 63-67
Chapter 6. Bibliography 68-69
Chapter 7. Appendices. 70-86
Questionnaire
Synopsis
Researcher’s Bio Data
STATEMENT OF THE PROBLEM
To get acquainted with different approaches of SDP (Self development Plan)
uses the prioritized areas to plan learning activities and evaluate the impact of
learning functional behavior of the employees of Vodafone.
There are some reasons due to which SDP are emphasized now days:-
-To reduced absolcence of employees.
-To infuse new ways of accomplish the objectives of both individual of
company.
-To emerge as a strong competitors in the competitive market.
RESEARCH OBJECTIVES
- To have a practical exposure in a telecom industry.
- Identification of learning needs in practical working with the overall
organizational requirements.
- Diagnose Individuals Current Strength and Development
Opportunities/Needs in relation to a set of competencies.
- Ensure each Individual should understand his/her Strengths and
Development Needs.
- Provide a platform for Employee Development.
- Ensuring that each employee’s performance level is enhanced in due course
of time.
RESEARCHED METHODOLOGY
Research methodology in which the data is collected for the research purpose.
Research Methodology is the attempt to validate the rationale behind the
selected research design and provide justification of why it is appropriate in
solving the selected research problem. It is the process by which we evaluate
tools that produce knowledge.
Research Design
The project is based on exploratory study based on Primary & Secondary Data.
Exploratory research is concerned with identification of the real nature of
research problem & perhaps of formulating relevant hypothesis for various
tests. The major benefit is that it is less expensive & less time consuming. For
assessing the tool used to deliver included Personal interview of respondent.
Significance:
The project undertaken would help in better understanding of self development
in the company, understanding of the competencies and development needs and
importance of the employee, from this Training it is easy to identify one’s
training needs more efficiently and effectively.
LIMITATION:
1. Due to the time limitation the study was restricted to a sample of nearly 55%
of the total strength of employee.
2. In order to study the Training practices I have used questionnaire method.
This method is not very much reliable as the respondents may be biased or
no serious.
Method of Collecting Data
Data collection methods are generally of two types:
• Primary Data
• Secondary Data
Primary data are those which are collected for the first time and thus happen
to be original in nature. The primary data is collected in the process of
questionnaire and interview of the outlets.
Secondary data are those which have already been collected by someone else
and which have been already been passed through the statistical process.
Methodology Adopted
Method used
Through questionnaire while preparing the Questionnaire certain dimensions
are to be considered. These dimensions are come under following heads:
Management/H.R
Employees/Participants
Sources of data
For the purpose of this project report data has been collected from the following
sources:
Primary sources
New joiners in the organization
Secondary Sources
• Organization’s Policy Manual
• Other relevant documents
• Company Website
Tools used for Analysis
• Bar Graphs
• Pie charts
• Histograms
Sampling & Sampling Size
The sample for research work will be distributed according to Size, zones etc.
The sample size differs from category to category. Sample will be done taking
care of cost & time constraints.
CHAPTER 1.
INTRODUCTION TO SDP
Introduction to SDP
“Identifying one’s SDP is not an exact science; it is an art.
Employees can master it is they work on it, redefine it and refine it”
It has been Vodafone Endeavour to nurture a learning culture among its
employees. The Self Development Plan (SDP) is a series of learning tools and
activities that links Employees performance (KRA’s), Functional skills,
Personal characteristics and competencies and all other assessment factors to a
range of development activities.
The SDP helps Employees to:
• Leverage/ Reinforce Employees Strength.
• Improve on aspects of Employees behavior competencies or functional
abilities.
• Acquire new functional abilities.
These activities may include on-the-job Training, Key Assignment/Project,
Training program, E-learning Modules etc. Vodafone has developed a series of
customized program to enable the employees to enhance their overall
professional skills.
Self Development Plan (SDP) is an important tool to enhance employee’s
performance and potential. It enables employees to write their learning
objectives and to action them as well. Vodafone Performance Management
system has been integrated with the concept of SDP to enable employees to take
charge of their own development needs and to choose a learning strategy.
The SDP process provides for identification of employees learning needs in live
with the overall organizational requirements. Thus, employees proposed
development plan must also ensure that it is focused on areas which are
important for employees and organization success.
Two major things that Employees should consider both of the following in
deciding SDP’s:
Objectives/Plans that help employees to perform better in the current role, and
Employees have a right to ask for support from their Reporting Manager/HR in
translating the SDP in to actions
Step in identifying SDP (Self Development Plan)
There are three steps in identifying SDP

Identify strengths that need to be

Leveraged/Aspects that need to be
Changed/developed

Identify Learning Objectives

Identify actionable Self Development Plans

Based on the above learning objectives

Chart 1.1
(I) In first that is Identify strength and development needs in this there are
two areas to be considered:
• Functional Skills: in this skill it includes Recruitment skills, Six Sigma
Tools, Understanding of US GAAP, Network Design etc.
• Vodafone Behavioral Competencies: Employees can refer to the
competencies defined for their band in the Vodafone Competency
Framework which I explained in forth pages.
Inputs for these would come from
• Employees KRA’s for the forthcoming year
• Employees career plans/aspirations
• Employees KRA performance in the last year
• Self Assessment of applicable Vodafone Competency Framework
• Development center Inputs
Employees should not focus only on Improvement areas but should also focus
on their strengths. Remember there are two ways of addressing improvement
Areas
• Focus on them, and improve
• Mitigate them-One can collaborate with one’s team member who has
strength in these areas
Therefore while filling first column of SDP it covers all the points which are;
1. Focus on both
• Leverageable Strengths
• Development Needs
2. Consider both,
• Functional Skills
• Behavioral Competencies
2. Consider both,
• Skills/Competencies for Current role
• Skills/Competencies for enhanced future role

(II). The Second Step is Identify Learning Objectives: Learning objectives to an

employee are akin to KRA’s to one’s role like:
• Become an authority in six sigma tools: - For a Master Black Belt.
• Become an expert in the recruitment
• Become an empathic Listener: - for improving competency on leading and
Developing
As the Second column named (My SDP) it is a combination of learning
objectives and action plan for the above.

(III). The third step is identifying actionable Self Development Plans based on
the above learning objectives: - in this there are three types of SDP’s.
• Daily actions: - For example, I will speak softly to people, I will not
leave for home in the evening without completing my next day’s “To do”
list, etc.
• Special Assignment/Activities: - For example, Become a trainer for a
particular kind of programs, Becomes a coachee/mentee with some one
else.
• Knowledge acquisition through various sources: - For example,
participate in Web Seminars in relevant subject, Identify a relevant
training program to attend.
CHAPTER 5.
FINDING RECOMMENDATION AND
CONCLUSION
FINDING
1. Finance being a department where I found out that SDP collection
was difficult, reason being they have the burden of the whole AGRA
circle due to which they are not able to take out time.
2. People having problem in understanding SDP i.e. how to fill it, how
much time to allot which area.
3. Carefree and indifferent attitude of people towards their SDP as they
feel that the whole SDP process is not very important and is a burden
on them.
4. Interactions with Sales Department were difficult as they are involved
in their fieldwork.
5. It was observed that a wide gap was their in last year SDP process in
comparison with the current year, as no serious efforts and strong
recommendations were put to the cancellation of the training program,
this point is seriously implemented this year as any participants can
not be absent from any of the training program without proper
recommendation of the COO.
6. Last year many training program were cancelled because people were
busy that time but this year no program is cancelled, everyone has to
compulsorily attend the program.
7. Not availability of their Reporting Manager on time, many SDP’s
forms are ready but due to absence of employees reporting manager it
is difficult to collect them.
8. It was observed that letters from COO himself delivered to all the
participants regarding training program, so that employees are aware
when they have to attend the session.
SUGGESTIONS AND RECOMMENDATIONS
1. Finance department due to its work load of all finance activities of the
company is unable to devote time so training department should take
up responsibility of assigning one person specially for finance
department who can collect all the SDP’s together and take in to the
Head’s for their review and sign off.
2. Before start of any training program conduct some workshop telling
employees that SDP helps to know your work better, makes them the
easiest and less time consuming way to do their job, at the same time
helps them in their career development also, as it is an exercise which
is design for employees benefits.
3. Employees should aware of the expenditure that the company is going
to spend on individual employees, once they know the company is
spending this much amount to particular individual automatically their
interest increase in attending training programs.
 4. Instead of adopting complex process, the company should adopt
simple process, which is easily adaptable by the employees.
5. Some Employees SDP’s remain ready but due to the absence of their
Reporting Manager it is difficult to collect, company should appoint
ex-officio member so that he can take charge of reporting manager as
official work may not disrupt.
6. Time period should be scheduled for the sales representatives so that
they can fill their SDP’s on time.
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CONCLUSION
From the deep analysis of training program and methods, it is concluded
that the organization has a sound human resource base, which is result of
sound human resource development. The organization adopts training
method and techniques, which suits its need and requirement, which are
effective in keeping employees satisfied and motivated. Thus,
Organization gets an employee who matches with the job and its
requirements. The organization viewed its training policies from time to
time ass per the trends and requirements of its manpower resources.
Employee welfare and proper training practice is given top priority by the
organization and they are treated as the important part and asset of the
organization. Process of SDP is a good example of how training
department set training needs for individual employees. It is a process
one of its kind which gives employee to know their competencies, areas
of improvements, their leverage able through which employee get better
opportunity for development and growth of the company. The employee
has full chance of growth and prospering rapidly, adopting various well
defines policies and strategies of human resource management. But still
there are some loopholes and areas where special concentration is to be
given. They can be easily rectified by adopting measures, which are in
the form of suggestion given above.

QUESTIONNAIRE
I am a final year MBA student of NIS Academy, Agra (Annamalai University),
conducting a research on Self Development Plan of Vodafone. This project is in
partial fulfillment of my MBA program. Your participation will be greatly
appreciated in this research effort; the responses will be kept confidential and only
be used in an aggregate manner.
Name: --------------------------------------
Contact No. : ------------------------------
Gender: ------------------------------------
Age: ----------------------------------------
Employees/Participants:
 1. Are you aware of the SDP process that follows in your organization?
a) Yes
b) No
Are you getting proper communication regarding that?
Yes
No
Are you satisfied with the various programs of SDP process?
Yes
No
Are you getting the same training which you have mentioned in your
SDP?
Yes
No
Do trainers adopt new and advanced training practices training delivery?
Are you satisfied with this?
Yes
No
Do you find any changes before and after completion of the process?
Yes
No
Can’t say
What are your expectations from a trainer?
Experience level
Communication skills
Technical knowledge
Suggestion on the conduct of the training program?
Faculty
Reading Material
Pace of the program
QUESTIONNAIRE
I am a final year MBA student of NIS Academy, Agra (Annamalai
University), conducting a research on self development plan of
Vodafone. This project is partial fulfillment of my MBA program. Your
participation will be greatly appreciated in this research effort; the
responses will be kept confidential and only be used in an aggregate
manner.
Name: ----------------------------------------
Contact: -------------------------------------
Gender: -------------------------------------
Age: -----------------------------------------
Management/H.R
Are training needs policy clearly defines?
 Yes
No
Training needs assessment and identification is clearly and correctly done?
Yes
No
Do you consider cost effectives of the training program before nominating
candidate in terms of company’s budget?
Yes
No
Is the training package properly workout i.e. Delivery and Designing Process?
Yes
No
Is training impartially provided, to all the persons entitled to it?
Yes
No
Is training need identification is the continuous process?
Yes
No
Is training need identification is the continuous process?
Yes
No
Is training mandatory for all levels?
Yes
No
Are you getting feedback from after completion of the training program?
Yes
No
Comments on the SDP process?