A RESEARCH PROJECT BY

UNDER-GRADUATE STUDENT

FOR THE DEGREE OF BACHELORS IN MANAGEMENT STUDIES

OF

UNIVERSITY OF MUMBAI

ON

“A RESEARCH STUDY ON VARIOUS BUSINESS DEVELOPMENT

ACTIVITIES AT ZADOK HR”

SUBMITTED BY

MR. Rufee Yakub memon

“GUIDED BY RESPECTED PROF. Sonal Jain

UNDER THE FINAL GUIDANCE OF PROF. Sonal Jain

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 DECLARATION

I, SAHIL AMIR SHAIKH, the student of Final year BMS (Year 2020) hereby
declare that I have completed my project on “A RESEARCH STUDY ON
VARIOUS BUSINESS DEVELOPMENT ACTIVITIES AT ZADOK HR”.
The information submitted is true and original to the best of my knowledge.

_______________________

(Signature of the student)

Name of the student: Rufee Yakub memon

Roll number: 84

College: Reena Mehta College Of Commerce and Management Studies

College Address: Opp Maxus Mall, Near Bhayandar Flyover, Bhayandar West,
Thane-401101, Maharashtra, India

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 CERTIFICATE

This is to certify that Mr. Rufee Yakub memon, Roll no. 84 of BMS Final
year has successfully completed the Research Project on “A RESEARCH
STUDY ON VARIOUS BUSINESS DEVELOPMENT ACTIVITIES AT
ZADOK HR”under the guidance of PROF. Sonal Jain

Course Co-ordinator Principal

_________________ ________________

Project Guide/Internal Examiner External Examiner

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 ACKNOWLEDGEMENT

To list who all have helped me is difficult because they are so numerous and
depth is enormous.

I would like to acknowledge & express my gratitude to the following respected

mentors for providing idealistic channels and fresh dimensions in the
completion of this project.

I would like to thank my Principal, DR. SATINDER KAUR GUJRAL

for providing the necessary facilities for completion of this project.

I take this opportunity to thank our Co-ordinator Sonal Jain

for his moral support and guidance from time to time.

I would like to express my sincere gratitude towards my project guide PROF.

Sonal Jain whose guidance and care made the project successful.

I would also like to thank my college library for having provided me various
reference books and magazines related to my project.

Lastly ,I would like to thank each and every person who directly or indirectly
was involved in making of this project and helped me in completion of the
project especially my Parents and peers ,who supported me throughout the
journey of this project.

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 EXECUTIVE SUMMARY

The topic of study “A STUDY ON VARIOUS BUSINESS DEVELOPMENT

ACTIVITIES AT ZADOK HR” was a result of an research done at the company Zadok
HR. With the help of this research that I under took, it helped me to apply my understanding
of theoretical knowledge in this field. The executive summary gives an overview of my
project study which is based on this organisation. Below is a summary of my project study.

The organisation where the work are provides like HR services, recruitment, training and
development of employees as well as that of students who are going to enter corporate world.
I research for their business development activities. The activities that were crucial on behalf
of the company i.e. internal to the company and how these activities were useful in the
growth of the business.

This research study aims at understanding the need for carrying out various types of business
development activities in the organization, finding out the most effective activity and finding
out the best possible ways to reach out to the target consumers. The research design used for
the present study is explorative cum descriptive research design that helped in unfolding the
answers to the objectives of the study. A survey was the predominant method of collecting
primary data which was conducted through Google forms. To make the study more effective
a personal interview was also conducted with the founder of the company itself that helped in
better understanding of the business development activities internal to the organization.
Therefore the survey through the use of Google forms plus the personal interview gave
insights on both from the perspective of general business users and what the company does in
terms of its business development activities. The secondary data was collected from various
sources like websites, books, e-books, past research study, etc. the sampling method used for
the research study was random sampling method which comes under probability sampling
method. The sample size for this research study were 100 respondents, also there was another
respondent taken into account for a personal interview. The data was analysed in a graphical
representation and based on it the data was interpreted and findings were drawn.

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From the findings, it was found that there is a need for performing various business
development activities. The company lacked recognition and resources in terms of man
power were the major obstacles for the company. The research study helped to provide the
recommendation that can be used to resolve the problem of the study. The present research
study helped to achieve the objectives of the study and also helped to draw meaningful
conclusion.

TABLE OF CONTENT
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SR.NO. TOPIC PAGE NO.
1 Introduction 1 - 29
1.1 Introduction to the HR Industry 1-2
1.2 Training and Development 2-3
1.3 Business Development: An Overview 3-6
1.4 Zadok HR: Introduction to the company 6
1.4.1 About the Founder 7
1.4.2 Industries they Serve 8
1.4.3 Testimonials 9 - 11
1.4.4 Competitors 12
1.5 Reasons for Selecting Zadok HR For Research 13
1.6 Vision-Mission-Objective of Zadok HR 14
1.7 Work Culture 15 - 17
1.8 Type of Organisation 18
1.9 Name and Venue Of the Organisation 18
1.10 Organisation structure 19
1.10.1 Organisation Hierarchy 19
1.10.2 Functional structure of organisation 20
1.11 Types of Services Offered by Zadok HR 21
1.11.1 Key Programmes 22
1.11.2 Programmes I Worked For 22 - 25
1.12 SWOT Analysis of Zadok HR 26 - 29
2 Literature Review 30 - 46
3 Research Methodology 47 - 49
3.1 Problem Statement 47
3.2 Research Objectives 47

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3.3 Research Design 47
3.4 Data Collection 48
3.4.1 Secondary Data 48
3.4.2 Primary Data 48
3.5 Sample Design 48
3.5.1 Universe 48
3.5.2 Population 48
3.5.3 Sample 49
3.5.4 Sample Area 49
3.5.5 Sample Size 49
3.5.6 Sampling Method 49
3.6 Statistical Tool 49
4 Data Interpretation and Analysis 50 - 70
4.1 Business Users Survey 50 - 63
4.2 Personal Interview with Founder 64 - 68
4.3 Findings 69 - 70
5 Sharing of Experience 71 - 74
6 Recommendation 75
7 Limitation 76
8 Conclusion 77 - 78
9 Bibliography 79 - 80
10 Annexure
Annexure - 1 I
Annexure - 2 II

Chapter 1

INTRODUCTION

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 1.1 INTRODUCTION TO THE INDUSTRY

Human resources is the department or division of a business, corporation, or organization that

manages all aspects related to its personnel, including recruiting employees, training and
career development, overseeing compensation packages, managing benefits plans, and other
duties that serve to maximize a company's business and its employees' satisfaction with their
jobs. Simply, the function of the human resources industry is to produce competent personnel
and to keep employees productive. More than 800,000 people work in human resources and
related fields today.

As an increasingly large portion of the U.S. economy has come to depend on service
industries—businesses in which the main product is not an item sold in a store but rather is a
set of actions performed for a client by the business's employees—the growth of the human
resources (HR) industry has increased proportionally. Meeting these increased demands has
resulted in the field of human resources evolving from its early role whose primary
responsibilities included hiring and training workers, managing a company's payroll, and
dealing with labour issues to now being charged with a broader, more conceptual, and
strategic set of responsibilities that may include setting up job classifications and employee
benefits systems or working with top management to develop plans to optimize use of
company employees. In large, multinational corporations, an international human resources
department is often created to meet the needs of U.S. citizens working in foreign countries, as
well as people from other countries working in the United States.

Human resources professionals are generally employed in one of two major areas: large or
medium-sized companies in any kind of industry; and personnel consulting firms that help
other companies find qualified employees, both on a permanent and temporary basis. Any
organization with many employees, whether a bank, oil company, or fast food restaurant,
needs personnel specialists. Employment agencies, executive placement services, temporary
help services, labour contractors, and registries for chauffeurs, household workers, models,
nurses, ship crews, and teachers also need HR professionals.

Human resources encompasses a variety of jobs, including human resources generalists,

employment and placement managers, employer relations representatives, personnel
managers, industrial relations directors, job-development specialists, job analysts,

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compensation managers, training instructors, benefits managers, employee health-
maintenance specialists, mediators, and employment, placement, and recruitment specialists.
Other occupations in HR include ergonomists, employment firm workers, and career and
employment counsellors and technicians

1.2 TRAINING AND DEVELOPMENT

Training is the process of improving and polishing the required Skills to an employee in order
to make him/her skilled and perfectionist in the job which he / she does. Training is purely
job focused but development is psychology and soft skills oriented.
Previously many authors have defined the difference between training and development, but
still there is little confusion in understanding the difference. In fact many organisations are
using term "training and development" as one and same. Mostly we hear the term "training"
for the purpose of the inducing skills and knowledge among employees. Both training and
development are continuous and core tasks of organisation, but employee training will be for
the particular job to develop skills in concern particular job for a particular period and will be
given periodically whenever updating of skills needed for performing particular job and
moreover training is meant for the purpose of development of technicality among employees.
Training  is mainly provided for making employee aware on how to handle particular job,
technology or equipment for doing particular task or function in the organisation. ultimately
training of employees will be by way of teaching by the professional in particular job which
involves technicality to develop skill. In many and large organisations even in governmental
organisations financial budgeting provides a separate budget for the purpose of employee
training as a key overhead which has been not ignored ever. Because employee training is
very expensive, especially if we take information technology companies spends large
amounts for providing training to their employees and frequency of training is high because
change of technology is not constant and updated continuously. Therefore to make aware of
new technology and update their skills in accordance with new technology, training of
employees is more frequent as that of other industries.

Coming to employee development we don't hear or see as that of employee training program
in the organisation. Employee development is psychological oriented mainly provided for
people who deals with managerial tasks. As compared to technical staff, managerial staff will

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be very low in number because manager who is having more efficiency can manage more
number of people which is a real manager capability, but coming to technical jobs cannot be
done by one or with minimum available skilled labour if there is need for high or large
production. ultimately development of employees is  by way of learning by way of
observations to develop knowledge. In fact training is also provided for management level
personnel to understand technicalities involved and nature of work done by the staff working
under them, ultimately to manage them.

1.3 BUSINESS DEVELOPMENT: AN OVERVIEW

Business development entails tasks and processes to develop and implement growth
opportunities within and between organizations. It is a subset of the fields of business,
commerce and organizational theory. Business development is the creation of long-term
value for an organization from customers, markets, and relationships. Business development
can be taken to mean any activity by either a small or large organization, non-profit or for-
profit enterprise which serves the purpose of ‘developing’ the business in some way. In
addition, business development activities can be done internally or externally by a business
development consultant. In practice, the term business development and its actor, the
business developer, have evolved into many usages and applications. Today, the applications
of business development and the business developer or marketer tasks across industries and
countries, cover everything from IT-programmers, specialized engineers, advanced marketing
or key account management activities, and sales and relations development for current and
prospective customers. For this reason, it has been difficult to discern the unique features of
the business development function and whether these activities are a source of profits. Recent
systematic research on the subject has outlined the contours of an emerging business
development function with a unique role in the innovation management process. The business
development function seems to be more matured in high-tech, and especially the
pharmaceutical and biotech industries

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Business development is a vital part of building revenue, strengthening customer
relationships, and recognizing the customers or enterprises that can benefit most from what
you have to offer. But ask a hundred people “what is business development?” and you’re
likely to get 99 answers. Business development is especially crucial to B2B brands, but even
large and sophisticated organizations don’t always have a biz dev process per se. Instead,
leaders “know it when they see it,” relating it in different degrees to sales, marketing, or
account management. It’s true that business development has relationships with all those
things and more, but it can also be greater than the sum of its parts. Let’s take a closer look at
the principles that drive successful biz dev divisions and what they really mean for a
company.

Business development entails tasks and processes to develop and implement growth

opportunities within and between organizations. It is a subset of the fields
of business, commerce and organizational theory. Business development is the creation of
long-term value for an organization from customers, markets, and relationships. Business
development can be taken to mean any activity by either a small or large organization, non-
profit or for-profit enterprise which serves the purpose of ‘developing’ the business in some
way. In addition, business development activities can be done internally or externally by a
business development consultant.

The business developer is concerned with the analytical preparation of potential growth
opportunities for the senior management or board of directors as well as the subsequent
support and monitoring of its implementation. Both in the development phase and the
implementation phase, the business developer collaborates and integrates the knowledge and
feedback from the organization’s specialist functions, for example, research and
development, production, marketing, and sales to assure that the organization is capable of
implementing the growth opportunity successfully. The business developers' tools to address
the business development tasks are the business model answering "how do we make money"
and its analytical backup and roadmap for implementation, the business plan.

Business development professionals frequently have had earlier experience in sales, financial
services, investment banking or management consulting, and delivery; although some find
their route to this area by climbing the corporate ladder in functions such as operations

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management. Skill sets and experience for business-development specialists usually consist
of a mixture of the following (depending on the business requirements):

 Sales
 Finance
 Marketing
 Mergers and acquisitions
 Legal
 Strategic management
 Proposal management or capture management

The "pipeline" refers to the flow of potential clients which a company has started developing.
Business development staff assigned to each potential client in the pipeline a percent chance
of success, with projected sales-volumes attached. Planners can use the weighted average of
all the potential clients in the pipeline to project staffing to manage the new activity when
finalized. Enterprises usually support pipelines with some kind of customer relationship
management tool or database, either web-based solution or an in-house system. Sometimes
business development specialists manage and analyze the data to produce sales management
information. Such management of information could include:

 reasons for wins/losses

 progress of opportunities in relation to the sales process
 top performing salespeople/sales channels
 sales of services/products

For larger and well-established companies, especially in technology-related industries, the

term "business development" often refers to setting up and managing strategic relationships
and alliances with other, third-party companies. In these instances, the companies may
leverage each other's expertise, technologies or other intellectual property to expand their
capacities for identifying, researching, analyzing and bringing to market new businesses and
new products. Business development focuses on the implementation of the strategic business
plan through equity financing, acquisition/divestiture of technologies, products, and
companies, plus the establishment of strategic partnerships where appropriate.

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Business development is to be thought of as a marketing tactic. The objectives include
branding, expansion in markets, new user acquisition, and awareness. However, the main
function of business development is to utilize partners in selling to the right customers.
Creating opportunities for value to be ongoing in the long-term is very important. To be
successful in business development the partnership must be built on strong relationships

1.4 ZADOK HR - INTODUCION TO THE COMPANY

ZADOK HR is headquartered in Mumbai, is a leading end to end HR Solutions company

mainly focusing in IT & Non- IT Manpower Recruitments in fulfilling needs of both their
candidates & clients at the right time.

ZADOK HR is a full function executive search firm – a single point source for junior to top
management recruitment solutions. They have a deep understanding of the Indian market and
a wide experience base that enables them to provide each one of their clients with a
specifically tailored solution to suit their needs. Their focus area is Management Talent –
professionally qualified executives across functional streams, at all managerial levels. So,
whether you are looking for a high quality leader, or a functional expert, or the routine
middle-manager, they know where and how to find just the right person for you. Over the
years, they have acted as preferred recruitment partners to multinationals and leading Indian
businesses to emerge as the leading recruitment brand nationally. This combined with their
role as trusted consultants for Indian professionals translates into their core capability -
Building Careers, Building Organizations. Their focus has always been from junior to top
senior management talent needs.

1.4.1 ABOUT THE FOUNDER

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Ms Steffina Chettiar is the youngest women trainer cum entrepreneur, who capitalized on
opportunities to pursue her love for trainings. Her abilities seem limitless and is the best
combo of beauty plus brains and a gifted conversationalist. She started her career at an early
age of 20 delivering Personal growth hacking, Mind Mastery, Leadership trainings, Business
Communication skills, Start-up mentoring, Spoken English, Motivational training and
Counselling.

She is fascinated with people’s improvement & excellence and is gifted with the unique
ability to get people to take action. Having trained more than thousands of people in her
career she has developed mastery in her domain and shares skills and strategies to provide
practical and stimulating insights into human behaviour individually and in an organizational
set up. She does not leave the audience impressed with her, but impacts them with their
hidden ability to take those giant steps forward in their work and lives.

1.4.2 INDUSTRIES THEY SERVE

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Inform
1.4.3 TESTIMONIALS
.

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“It gives me immense pride today when I see our junior officers communicating confidently.
The biggest challenge for Steffina was that the trainee batch was extremely heterogeneous, be
it mother tongue or academic qualification wise. Nevertheless, Steffina has emerged a winner
- she has given us empowered employees who are confident and well groomed. The
commendation from our Management for this effort is a well deserved pat on the back for
Steffina”
- Dinesh Malwade, Manager L&D, L&T Infotech Ltd

“This was an EXCELLENT program. I enjoyed it immensely and I learned a lot. I look
forward to putting these skills into action. It was very realistic, relative to the nature of our
business. Very well presented and organized by Steffina Ma’am.”
- Harsh Mehta, SAP, L&T Infotech Ltd.

“Excellent! This program was beneficial in helping me put together a game plan to make my
communication clear, focused and effective. Steffina is an excellent coach and tailors her
approach according to individual needs.”
- Seema Jain, Education Facilitator, Vibgyor School

“Start-up mentoring has helped me widen my horizon towards my interest for being an
entrepreneur. I have learnt that business is 80% psychology and 20% techniques. Your
coaching has taught me to focus on key skills required in the business.”
- Akil Khan, Marketing Professional.

“Terrific program that helped to focus us on improving my communication and presentation

skills. It was very methodical and offered very specific suggestions for improvement. Helped
me in dealing with students and parents in my workplace.
- Neeta Guru, Teacher, Billabong High

SOME HAPPY CLIENTS

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18
1.4.4 COMPETITORS

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 1.5 WHY I SELECTED THIS COMPANY For Research

As soon as being informed about the research by my faculty, my hunt for research started. I
was looking for a research that would help me to come out of my shell. My objective was to
obtain a position that challenges me and provides me the opportunity to reach my full
potential professionally and personally utilizing my abilities and skills in the organization that
is progressive and one in which practices collaborative leadership, integrity and honesty. I
applied at various places on various online platforms and in the process I came across a fair
and registered myself for it. I also done a small Little internship at zadok HR.After giving
interviews at various stalls, I was offered jobs mostly at BPOs and some other companies as I
was looking only for an internship and one company that stood out for me from the rest even
after no pay was ZADOK HR because it was willing to provide me the exposure that I
needed being a marketing student. I strongly want to pursue my career in marketing and I

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wanted to experience how it actually is practically, which inclined me towards this
organisation. Being a start-up, this organisation was willing to give me multiple role and
responsibilities which I wanted to experience was the major reason for joining and
researching for Zadok HR.

1.6 VISION-MISSION-OBJECTIVES

VISION

To deliver high fidelity services and solutions to our clients and candidates.

MISSION

Our mission is to be the destination of choice for prospective candidates & empower our
clients to enhance their net worth by unleashing their human potential to maximum.

OBJECTIVES

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  The organisation strives to bring the best members on board which in turn would help
to reduce costs and increase profitability by increasing productivity.
 The organisation aims to satisfy its employees and customers in the best possible way.
 The objective of the organisation is to expand its service offerings and reach out new
markets for growth and sustainability.

1.7 WORK CULTURE

The work culture is a combination of shared vision and the way internal team and the
organisation act. Typically, in a start-up situation, the culture is heavily influenced by the
founders of the company. Start-up culture has received a lot of attention lately — people are
looking for ways to improve the overall experience at work and some are even champions of
seamlessly integrating work into their life. People don’t have absolute power to demand a
higher salary or more vacation days but they do have high expectations. They’re interested in
opportunities to connect with others who will help achieve their goals and find greater
satisfaction in the process. Most start-ups are operating with small teams, and busy on

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building product and concentrating on growth and customer acquisition. It’s easy for
founders to overlook the importance of getting their culture on the right track in the early
days, as they tend to have 100 new obstacles every week. Luckily, most start-ups tend to
attract talent that is passionate and hard working, so there’s often little need, particularly in a
very small team, to spend too much energy on creating a company culture.

 The organisation that I worked for follows an open door policy since our leader’s
door is open to every employee. It encourages open communication, feedback and
discussion about any matter of importance to an employee. The employees are free to
talk with any manager at any time. They are also free to approach or meet with the
senior leadership of the organization. They do not need to worry about discussing
concerns, asking questions, or making suggestions in their own chain of command.
 The company follows a casual work dress code. The employees are allowed to wear
anything they find comfortable, as long as the attire is appropriate, to work. The goal
of casual work dress code is comfort for employees and informality. But, all of the
normal guidelines about clean, pressed, and professionally appearing outfits apply in
the casual work environment.
 However whenever we used to go for a meeting , it was necessary for us to follow a
formal dress code to project the professional image that is in keeping with the needs
of our clients and customers because our industry requires the appearance of trusted
business professionals.
 The organization follows flexible working hours policy as it allows employees to
vary their arrival and/or departure times. Since, I was working as an intern, the leaders
were kind enough to allow me flexible working hours as per my convenience to
maintain a balance between my work and college life.
 The organisation also allowed me to work from home on days when work could be
done at home since my work was majorly focused on market research.
 The organisation follows traditional approach to address bosses and seniors and
does not encourage first name basis. The work culture of the organisation is
friendly, casual, semi-formal, etc where major emphasis is given on team work.

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 1.8 TYPE OF ORGANISATION

The organisation is a privately held company or private company which is owned by two
classmates Ms. Steffina Chettiar and Mr. Parvez Khan. Since there are two partners, it is a
form of a general partnership under privately held company in which two people operate
for the common goal of making profit. Each partner has total and unlimited personal liability

24
of the debts incurred by the partnership. The organisation was established in the year 2016
with small investment which makes it a small enterprise and ultimately a start-up business.

1.9 NAME AND VENUE OF THE ORGANISATION

Name : Zadok HR

Address (Old) : 119 / 954, Motilal Nagar No 1, Road no 4, Indraprasd Regency, Goregaon
West, Mumbai 400-104.

Address (New) : Harmony Mall, 16, 1st Floor, New Link Rd, Colony No 1, Bhagat Singh II,
Goregaon West, Mumbai, Maharashtra 400104.

1.10 ORGANISATION STRUCTURE

Small businesses often have an extremely simple structure in the start-up phase and
sometimes long after.

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Y
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1.10.2 FUNCTIONAL STRUCTURE OF THE ORGANISATION

Functional structure is set up so that each portion of the organization is grouped according to
its purpose.

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EO
C 1.11 TYPES OF SERVICES OFFERED BY ZADOK HR

HR Services

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Zadok HR identified their key to success for its service through excellent customer service.
Our unique blend of people, extensively trained and experienced staff ensures the best
candidates to our clients.

Corporate Recruitment

Zadok HR offers the same common platform which they can use for their mutual benefit. Our
manpower services are meant to enable them to reap the fruit of their mutual benefits.

Well Documented

It is a long established fact that a reader will be distracted by the readable content of a page
when looking at its layout. The point of using Lorem Ipsum is that it has a more-or-less.

BPO Recruitment

BPO (Business Process Outsourcing) gave birth to the KPO (Knowledge Process
Outsourcing) which is one the most fast paced growing industry.

Payroll Service

ZADOK HR offers a set of payroll-related services. These payroll services can be opted
according to your needs or you can take advantage of the synergies of working with a single-
source provider for all of your HR, payroll and benefit needs.

Training & Development

ZADOK HR’s principle objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization.

1.11.1 KEY PROGRAMS

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 1.11.2 PROGRAMS I WORKED FOR

English Communication

These courses are designed to help any individual who wants to achieve higher levels in
career and life. Our Life Transforming courses will enable one to speak English fluently and
gain incredible confidence and become a powerful public speaker.

o Grammar: Basic to intermediate grammar is taught in the easiest and the most
effective way
o Conversation: Different conversational exercises will be covered which are used
in day to day life.
o Group discussions / Debates / Role Plays: On many important and interesting
topics
o Public Speaking:On various given topics in a group and on the stage

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 o Listening:10 ways to boost your listening skills & practice listening to many audio
CD’s of inspirational public speakers
o Reading / Library:Library service is provided consisting of lots of books on
English, success, health, peace, prosperity, money and personality development in
English
o Writing:Writing practices of essay/ paragraphs on given topics

o Videos/ Movies:Plenty of inspirational movies/ videos with English subtitles will

be shown
o A certificate of achievement:A certificate is awarded to all the students who
complete the course with regularity

Campus to Corporate

Programme Proposal

Name: Campus to Corporate Training (Student’s Development Plan)

Programme Objective:

 Preparing students for Campus to Corporate Jobs transition

 To help students improve their communication (Spoken, Written & Presentations
Skills)
 To build confidence, develop self-esteem, and to bring positive changes in the attitude
& behavior of the participants
 To impart career specific practical inputs along with sharing the expectations of
corporate.
 To give inputs into writing their resumes to facing interview to learning corporate
etiquette.
 To resolve personal development issues through detailed interaction and question
answers sessions.
For Whom: All final year Graduates or Post Graduate students across
disciplines

Duration: Five Days

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Programme Contents: (Detailed)

1. Presentation Skills: Platform Skills, Rules of Presentation, Communicating with

Confidence, Overcoming Stage Fear, Planning & Organizing the Presentation, Use of
PowerPoint, Audio Visuals, Managing Audience, Handling Questions, Opening &
Closing the Presentation, Use of Icebreakers, Body Language & Voice Modulation
2. Confidence Building & Self Esteem Development of Students
3. Corporate Etiquette & Personal Grooming: Introductions, Language
Etiquette, Presenting Business Cards, Dressing, Personal Hygiene, Dining Etiquette,
Introduction to International Culture & Sensitivity & Gender Sensitivity
4. Communication Skills: Communication with seniors, juniors, Clients &
Stakeholders, Writing Skills, Writing E-Mails, Business Letters.
5. Listening Skills: 10 ways to boost your listening skills.

6. Facing Interviews: Preparing to Face Interviews, Greetings to Introducing Self,

Being Confident, Negotiating Salary, Facing Questions, Body Language, Grooming
& Dressing
7. Participating in Group Discussions: Talking in Groups, thinking in Points,
Being Assertive, not being Aggressive, Listening Skills, presenting your Views with
Confidence, Opening & Closing the Discussion.
8. Preparing The Right Resume: Major Information to be Shared, Do’s &
Don’ts, The Sequence, The Structure of Resume
9. Become an Assertive Communicator:Step by Step Approach towards
Learning to Talk, Vocabulary Building & Listening & Learning
10.Team Working & Interpersonal Relationships
11. Role of Attitude & Changing Attitude: Understanding Attitude, Importance
of Changing Attitude, Impact of Positive Attitude on our lives
12.Goal Setting, Time Management & Stress Management
13. Health & Hygiene: Importance of Healthy Living, Diet, Sleep Patterns & Health,
Exercise & Fitness, Hygiene etc.
14.Basics of Financial Planning for New Employees.
Venue: In-House

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Batch Size: 30 Participants

Methodology: Presentation, case discussion, participation, role-plays, interactions, exercises etc.

Study Counselling

Duration: 2 days

Time: 90 mins

Study counselling is done using Neuro Linguistic Programme (NLP) its helps to identify the
personality of the student, their best learning style and how they can improve their
relationship with others. In the process of counselling we help students with multiple
methodologies and 40 applicable strategies which will boost their career.

Benefits of study counselling:

o Identify the actual personality of the person

o Identify their best learning styles
o Build strong relationship with others
o Score good marks in academics
o Invest quality time in studies

1.12 SWOT ANALYSIS

32
 Strengths of ZADOK HR

 Quick Turnaround

The Company’s strength lies in specialized domain knowledge of the various industries
they operate. Their Placement Services has proud privilege of people power. The
organisation completes its tasks in time so the clients can rely on the organisation.

 Client Retention

The organisation has dedicated and experience professionals who cater to client’s
requirements as per the domain expertise. This helps organisation to fulfil the
requirements of the clients which in turn helps in client retention.

 Tailored search to Client Needs

The organisation does not provide standardised services to its customers. The
organisation gives emphasis on customization. It customises its service offerings as per
the requirements of the clients.

 Extensive Industry Network

The organisation caters to different industries like pharmaceutical, IT, HR, Media and
Entertainment, Education, Hospitality, etc. The organisation has extensive links and
networks which is one of the biggest strengths of the organisation.

 Proactive Communication

The organisation proactively communicates with all its clients. The organisation makes
sure that there is no scope of confusion left in the minds of the clients. The organisation is
active on various social media to inform about its service offerings to its customers.

 Speed and Effectiveness

33
The organisation is able to provide its services quickly to its clients. The organisation is
able to achieve effectiveness by proper recruitment of employees.

Weaknesses of ZADOK HR

• lack of capital

Since the organisation is a start-up, the major weakness of the organisation is lack of
financial resources.

• Small Staff

The number of employees of organisation is not very large in numbers. It has a small pool
of employees and majority of them are on a part time basis.

• Still in development stage

The competitors of the organisation have recognition in the market which is not the case
for the organisation as it is still in the development stage.

• Inadequate market Research

The organisation does not possess complete knowledge about its target audience due to
lack of funds and small pool of employees.

• lack of Recognition

Being a start-up the organisation faces a problem of lack of recognition in the market due
to which the organisation is not able to achieve its target as people hesitate to buy from
the company they are not aware of.

Opportunities for ZADOK HR

• Expansion of services

34
The organisation is not restricted to specific service offerings. The organisation has
expanded from recruitment to training and development of employees to training and
development of youth entering into corporate. The organisation has a large scope of
expanding its service offerings.

• Referral centres

Referrals centres can help organisation to get customer base. Using this customer
database, the organisation can generate leads and ultimately convert them into clients.

• Availability of database

Nowadays, the companies can purchase database which would help them to understand
their potential market, potential target audience and needs and preferences of the
organisation. This would provide an opportunity for the organisation to fulfil the
requirements of the clients.

• Demand for soft skills training and development programmes in the

market

The demand for soft skills training and development programme is very high in the
market. The students and youngsters are willing to undertake such programmes. The
organisation’s programme for soft skills enhancement can provide opportunity to generate
huge revenues provided the organisation should eliminate all obstacles.

Threats for ZADOK HR

• Increased competition

The organisation faces tough competition in the market in their recruitment, training and
development services. Since the demand for soft skills training and development
programmes is very high in the market, the competition in the market is also very high.
The major competitors of the organisation are Searchlight HR, JobFactors, Nexus HR
consultancy, Mega HR consultant, Chase Xero, Mentora India, EduRiser, Limitless EQ,
Drishti centre for excellence, etc.

35
U
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•

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SBudgetary Constraints

The demand for soft skills programmes is very high but it is subjected to budgetary
constraints. People are not willing to pay much for such programmes which may be a
threat for the organisation as it may lead to problems of conversion.

• Marketplace Uncertainty

Any uncertainty in the marketplace affects the business tremendously. Increased

competition, decline in demand, political instability, etc. may threaten the existence of the
organisation.

36
 Chapter 2

LITERATURE REVIEW

HR INDUSTRY-EMPLOYMENT STATISTICS

SOURCE: kellogg school of management at Northwestern university

INDUSTRY- Full Time

37
FUNCTION- Full Time

INDUSTRY-Internships

38
FUNCTION-Internships

39
 BUSINESS DEVELOPMENT ACTIVITIES STATISTICS

SOURCE: Constant Contact's 2017 Small Business Pulse Survey

Among small businesses, business development tactics such as email, websites, in-person

interaction, and social media are viewed as most effective overall.

 Email marketing: 83% 

 Website marketing: 71%
 In-person interactions: 68%
 Social media marketing: 49%

40
Among small B2B companies, nothing beats face-to-face interactions, according to a survey
from Constant Contact

41
 STATISTICS ON SOFT SKILLS

SOURCE: Coursera Blog

Soft skills are high on hiring managers’ priority lists. In a 2017 study from the assessment
company Wonderlic, 93 percent of employers said that soft skills are either an “essential” or
“very important” factor in hiring decisions.

Some employers report needing soft skills more than even the most-buzzed-about tech skills.
In a 2016 National Association of Colleges and Employers survey, employers ranked
leadership skills and the ability to work in a team as the most desirable attributes of new
college graduates, ahead of problem-solving and analytical or quantitative skills.

And talent with soft skills is scarce. In a 2016 study, LinkedIn found that 59 percent of U.S.
hiring managers believe it’s difficult to find candidates with soft skills.

42
Employers Place the Highest Value on Communication and Management Skills

So, what specific skills are employers looking for? In the LinkedIn study, the 10 most in-
demand soft skills were:

 Communication
 Organization
 Teamwork
 Punctuality
 Critical thinking
 Social skills
 Creativity
 Interpersonal communication
 Adaptability
 Friendly personality

In 2015, the labour analytics firm Burning Glass analyzed millions of U.S. job postings and
found that one in three skills requested in job postings is a “baseline” or soft skill. “Even in
the most technical career areas (such as IT, Healthcare, and Engineering), more than a quarter
of all skill requirements are for baseline skills,” according to the Burning Glass report.

In a 2017 paper, Harvard professor David Deming reported that jobs with high social-skill
requirements are on the rise. Those jobs grew by nearly 10 percentage points as a share of
the U.S. labour force between 1980 and 2010. During the same period, the proportion of jobs
that were math-intensive but less social (including many STEM jobs) shrank by about 3
percentage points.

43
Studies show that two groups, millennials and women, especially crave more leadership
training from their employers. In a 2016 Deloitte survey of millennials, 63 percent said their
leadership skills were not being fully developed. And in a 2015 study of female employees by
the e-learning company Skillsoft, nearly 70 percent of the more than 450 women surveyed
said their employers did not provide adequate resources and support to help them drive their
careers forward.

44
 BOOKS

Name: GOOD TO GREAT

Author: Jim C. Collins

Publisher: William Collins

Publication Date: 16 October, 2001

About the Author

Jim Collins is a student and teacher of what makes great companies tick and a Socratic
advisor to leaders in the business and social sectors.  Having invested more than a quarter
century in rigorous research, he has authored or co authored six books that have sold in total
more than 10 million copies worldwide. They include Good to Great, the #1 bestseller, which
examines why some companies make the leap to superior results, along with its companion
work Good to Great and the Social Sectors; the enduring classic Built to Last, which explores
how some leaders build companies that remain visionary for generations; How the Mighty
Fall, which delves into how once-great companies can self-destruct; and Great by Choice,
which is about thriving in chaos—why some do, and others don't.

His most recent publication is Turning the Flywheel. It explores how leaders can best harness
the flywheel effect to build and accelerate momentum.

Driven by a relentless curiosity, Jim began his research and teaching career on the faculty at
the Stanford Graduate School of Business, where he received the Distinguished Teaching
Award in 1992. In 1995, he founded a management laboratory in Boulder, Colorado, where
he conducts research and engages with CEOs and senior-leadership teams.

In addition to his work in the business sector, Jim has a passion for learning and teaching in
the social sectors, including education, healthcare, government, faith-based organizations,
social ventures, and cause-driven nonprofits. In 2012 and 2013, he had the honour to serve a
two-year appointment as the Class of 1951 Chair for the Study of Leadership at the United
States Military Academy at West Point.

45
Jim holds a bachelor's degree in mathematical sciences and an MBA from Stanford
University, and honorary doctoral degrees from the University of Colorado and the Peter F.
Drucker Graduate School of Management at Claremont Graduate University.  In 2017,
Forbes selected Jim as one of the 100 Greatest Living Business Minds.

Jim has been an avid rock climber for more than forty years and has completed single-day
ascents of El Capitan and Half Dome in Yosemite Valley.

Content

Despite what you may think, Collins explains that not all leaders behind the ‘great’
companies are well-known or high-profile. In fact, Collins has outlined characteristics most
commonly found amongst the successful leaders.
 Are modest and humble
 Set others up for the successes and the wins, focus on other peoples successes more
than their own
 Have unwavering resolve
 Care more about the company than their own profile
 Their ambition remains within the company and it’s goals, not about their own personal
progression.
 They have what Collins describes as a “ferocious resolve, an almost stoic determination
to do whatever needs to be done to make the company great.”

Collins explains that the very first point of call when getting a ‘great’ company going, is
focusing on having the right people on board. Rather than having a vision, then getting
people to work towards the said vision. Ensure that the people you have on board are
complementary and reflect the companies motives. Then together, you can define the vision.
Collins explains it well with a bus metaphor;

“Look, I don't really know where we should take this bus. But I know this much: If we get the
right people on the bus, the right people in the right seats, and the wrong people off the bus,
then we'll figure out how to take it someplace great.”

46
Collins identifies the reason this way is easier, is because it’s a lot easier to motivate the right
people, less management will be involved. You will find that the right people enjoy work,
they work together seamlessly and work doesn’t feel as ‘hard’.

“If you focus on the who first, it's easier to change direction later because these people are on
the bus because of who else is on the bus. If you focus on the what, then people focus on the
direction the bus is going and it becomes harder to change direction later.”

Here are some of Collin’s tips for dealing with tough situations

 Remember, as a leader, engage your workers with questions instead of answers.

 Use debate and conversation as the first tools, never coercion.
 Remember that everyone is entitled to not only having their say but also being heard.
Make sure you truly listen and engage with everyone’s opinions.
 Never place blame, you can de-construct a problem without shoving someone under the
bus.
 Build ‘red flag’ mechanisms.
 Don’t give people false hope, this only de motivates them. As long as your people are
‘right’ for the job, they will be motivated to solve the problems.

Key takeaways for successful business

 It all begins with good leaders. They need to be humble and modest and care more
about the company growth than their personal growth.
 As a leader, engage your workers with questions instead of answers.
 You need to have the right people in the right positions. This is key.
 Look for a good character over good skills and education. You can’t teach character but
you can provide education and training.
 If you have ANY doubts, don’t hire the person. Follow your instincts on this.
 Be brutally honest in tough situations. Don’t shy away from the reality.
 Don’t give people false hope, this only de motivates them.
 The hedgehog paradox essentially means simplifying the business into one unifying
concept. Find the intercepting link between what you can be the best at, what drives
your economic engine and where are your passions?
 Create a workplace culture that avoids bureaucracy and hierarchy

47
 Allow freedom and responsibility, this will inspire a culture that is creative and
hardworking
 Ensure that your people are self-disciplined, they also need to be passionate and willing
to work extra hard when required.
 Remain focused and only work on ‘relevant’ work. Don’t take on any fluff.

Name: MARKETING MANAGEMENT A SOUTH ASIAN PERSPECTIVE

Authors: Philip Kotler, Kevin Lane Keller, Abraham Koshy, Mithileshwar Jha

Publisher: Pearson

Publication Date: 2009

About The Authors

Philip Kotler is regarded as a premier personality on marketing. His other books
are Principles of Marketing, Marketing 3.0: From Products to Customers to the Human Spirit
and Kotler on Marketing: How to Create, Win, and Dominate Markets. Kotler is currently a
professor at Kellogg School of Management. Kotler has written over one hundred journal
articles and 40 books. He has been conferred honorary degrees by the University of Zurich,
Budapest School of Economic Science and Public Administration, the University of
Stockholm, and many other universities.

Kevin Lane Keller is a renowned top marketing academic and an experienced marketing
teacher. Keller has authored Strategic Brand Management and Best Practice Cases in
Branding. Kevin Lane Keller is a professor at Dartmouth College. He has previously taught at
the University of California, Berkeley, and the Stanford Graduate School of Business.

Abraham Koshy is a professor of Marketing at IIM, Ahmedabad. He is also an eminent

consultant, researcher and corporate trainer. Other works of Koshy include Growth and
Transformations of Small Firms in India, Managing Alternatives and Marketing of
Information Products and Services. Professor Koshy is a visiting professor at Glasgow

48
University and the European School of Management. Koshy was also a visiting professor at
Strathclyde Business School.

Mithileshwar Jha is a professor of Marketing at IIM, Bangalore. He is also a consultant.

Content

Marketing Management is the13th Edition of Marketing Management containing updated

concepts and developments, with customer values as the center around which the market it
created. The book talks about the markets of the 21st century and how they are affected by
the forces of demand and supply. The reader is taken through the various factors affecting the
prices of goods and services such as, the product mix, the distribution channels and the shift
and movement in demand and supply. The book very nicely expresses developmental plans
for the economy based on marketing predictions, the atmosphere and market examination. 

The complete idea behind Marketing Management is that it gives common man working
information about the territory of marketing, its procedures and what it means for the growth
of the world's economy. Philip Kotler is the best when it comes to marketing. His beliefs
have served as the basis for many textbooks across the world and have recognized to be a
step higher than other books which stresses on being expressive, more than the practical.
Marketing Management: A South Asian Perspective focuses on the plans of marketing
growth and its many sides. It highlights topics which are important for a well-built nation.
The topics cover competitive methods based on consumer sentiment, branding, creating
brand equity, managing both personal as well as mass communication, analyzing business as
well as consumer markets and managing retailing, wholesaling and logistics.

49
 E-BOOKS

Name: THE ART OF ASKING

Author: Terry J. Fadem

Publisher: FT Press

Publication Date:11 December, 2008

About the Author

T.J. (Terry) Fadem is a veteran manager with 25 years of experience ranging from
supervising steel workers (J&L Steel) to managing in a major corporation (DuPont) to
working with start-up companies. His business venture teams have been profiled in books and
periodicals, and he has also been a frequent speaker and consultant on strategic management
issues. Fadem is currently the managing director, Corporate Alliances at the School of
Medicine at the University of Pennsylvania where he is also a member of the Core Team of
the Mack Center for Technological Innovation at the Wharton School. In addition, Fadem is
president of the Biomedical Research and Education Foundation.

Content

Ask the right questions in the right ways and get the answers you need to succeed. Discover
the core questions that every manager needs to master to avoid the mistakes business
questioners that make most often. There are ten simple rules for asking every question more
effectively. This book helps to learn how to ask tough questions and take control of tough
situations and how use questions to promote innovation, drive change, identify hidden
problems, and get failing projects back on track. Ask better questions, get better answers,
achieve better results. Required reading for every leader who wishes to see his or her
organization flourish and career progress." Garry A. Neil, MD, Corporate Vice President,
Johnson & Johnson "Asking, listening, understanding the real meaning of the answers, and
taking actions based on facts are really the essence of managing.

This book has helped many in connecting the dots in understanding (and lack thereof) of
why things really did not work the way I expected them to." Pradip Banerjee, PhD, Chairman

50
and Chief Executive Officer, Xybion; retired partner, Accenture "The framework and
techniques provide outstanding ideas for executives to both gain better information and
develop the analytical skills of their teams." Terry Hisey, Vice Chairman and US Life
Sciences Leader, Deloitte.

We have all met the corporate inquisitor: the individual whose questions seem primarily
intended to terrify the victim. The "right "goal is to "solve the problem"--and to build a more
effective, collaborative organization where "everyone "learns from experience, and "nobody's
"too intimidated to tell the truth. That means asking the "right "questions in the "right "ways.
This book will teach you how to do precisely that.

Terry J. Fadem shows how to choose the right questions and avoid questions that guarantee
obvious, useless answers. How to help people give you the information you need, how to use
body language to ask questions more effectively. How to ask the innovative or neglected
questions that uncover real issues and solutions. You'll learn how to adopt the attributes of a
good questioner, set a goal for every question, use your personal style more effectively, ask
tough questions, elicit dissent, react to surprises, overcome evasions, and more. Becoming a
better questioner may be the most powerful thing you can do right now to improve your
managerial effectiveness--and this book gives you all the insights, tools, and techniques you'll
need to get there.

Name: THE TIPPING POINT

Author: Malcolm Gladwell

Publisher: Hachette

Publication Date: 21 August, 2004

About The Author

Malcolm Gladwell is an award-winning bestselling author, speaker, and journalist.

51
His other published books include Outliers: The Story of Success, Blink: The Power of
Thinking Without Thinking, and What The Dog Saw: And Other Adventures.

Born on 3rd September 1963, Malcolm Gladwell attended the University of Toronto's Trinity
College to complete his bachelor’s degree in history. He started his career in journalism with
The American Spectator. A British-Canadian journalist, he was awarded the Order of Canada
in 2011. Four of his books have been on the New York Times Bestsellers list. Gladwell has
been awarded two honorary degrees by the University of Toronto and the University of
Waterloo.

Content

The Tipping Point: How Little Things Can Make A Big Difference is a book that explores
how understanding the nature of social epidemics helps in comprehending the sociological
changes in one’s life.

Malcolm Gladwell, the world renowned journalist and author, examines the social epidemics
surrounding the lives of common men and offers a fresh perspective on the world. The
Tipping Point: How Little Things Can Make A Big Difference is a book that talks about
change and helps the reader understand why changes happen so unexpectedly and quickly.
Drawing inspiration from sociology, psychology, and epidemiology, the book offers an
intellectual adventure story that is loaded with examples from the different worlds of fashion,
media, business, and even education.

Gladwell defines the three fundamentals that can be applied to social epidemics such as
rumors and trends. The bases of his theories are three key points which are The Power of
Context, The Stickiness Factor, and The Law of the Few. He makes use of several case
studies like the story of the Hush Puppies and the decreasing crime rate in New York City, to
prove his point.

Tipping point is that magical moment of time when a trend, social behaviour, or an idea
crosses a threshold and spreads like fire, just like an epidemic. He argues that just the way a
sick person can initiate an epidemic of the flu, similarly messages, products, behaviour, and
ideas can spread like infectious diseases. The book deals with certain specific situations

52
where the concept of tipping point was used and the author explains how this concept can
help people solve the numerous problems they encounter in their everyday life.

He examines a variety of events and situations such as direct mail, fashion trends, children’s
television, and smoking to explain how a social epidemic and be started and sustained. He
draws parallels between the behavior and volatility of human sociological problems and
epidemics. Gladwell emphasizes the fact that right intervention at the right time is most
crucial and on the other hand years of efforts at an intervention may turn out to be futile if not
applied at the right time.

53
 Chapter 3

RESEARCH METHODOLOGY

3.1 Problem Statement

The major problem faced by the organisation was Lack of Resources due to which the
organisation was not able to reach out to new clients and was not able to achieve its targets.
The organisation had limited information about the market. It failed to adopt the most
effective business development activities initially since it is a start-up, they are learning in the
process. The organisation being a start-up lacked recognition which was one of the major
reasons for not achieving its business development activities goal.

3.2 Research Objectives

1. To understand the various business development activities undertaken by the

organization
2. To understand the most effective business development activity of the organization
3. To study the insights of general business users on business development activities of
Zadok Hr
4. To understand the most appropriate way to reach out to the customers
5. To understand how consumers react to promotional messages
6. To understand the source of business for the organization

3.3 Research Design

Due to specific requirement of the study an explorative cum descriptive research design was
followed which helped in unfolding the answers to the objectives of the study. Survey was
the predominant method used to collect information. A quantitative survey was chosen for the
research because it is simple and effective mean of collecting a large amount of information
within a short timeframe.

54
3.4 Data Collection

The present research study is based on both primary and secondary data as some data
was collected directly and some data collected for this research via indirect sources.

3.4.1 Secondary data

The secondary data used for this research study provided detailed information about the study
of interest. The various sources used for the purpose were books, research articles, internet
which includes websites, Applications, social media, etc.

3.4.2 Primary data

Interview on one-to-one basis with the founder of the organisation Ms. Steffina Chettiar and
self-administered questionnaire were the main sources of collecting the primary data. The
information has been collected from the enterprise customers of the vicinity.

3.5 Sample Design

Examining whole universe in the research study is quite difficult and the only
alternative left is sampling. The same is true with the present study.

The following is the sample design of this Research study:

3.5.1 Universe

The universe for the research study was the entire HR (Human Resource) industry as our
firm belongs to HR industry and the topic under study comes under it.

3.5.2 Population

The population targeted for the study was the general public as one of the objectives was to
understand the insights of enterprise consumers on various business development activities of
the firm.

55
3.5.3 Sample

The sample selected for this study was the founder of the organisation for one-to-one
interview and general enterprise consumers for getting insights of consumers on various
business development initiatives.

3.5.4 Sample Area

The sample area for this particular research study was Goregaon where my company is
located in and Thane for consumer survey as it was the most convenient and effective area
for collecting information.

3.5.5 Sample Size

The sample size for the study was 100 respondents for consumer survey and 1 respondent
for one-to-one interview as they represented the concerned people.

3.5.6 Sampling Method

The sampling method used for this research study was Random sampling under probability
sampling for the enterprise consumers. The sample was general enterprise consumers in
Thane region.

3.6 Statistical Tool

Google Forms which is a survey administration app that is included in the Google Drive
office suite along with Google Docs, Google Sheets, and Google Slides. Forms features all of
the collaboration and sharing features found in Docs, Sheets, and Slides.

56
 Chapter 4

DATA INTERPRETATION AND ANALYSIS

4.1 GENERAL BUSINESS USERS SURVEY

Out of 100 respondents, 98 business users responded for their name as it was not mandatory
to enter their names and only two business users were reluctant to disclose their names.

57
The respondents for this survey were general business users. The sample size for this survey
was 100 respondents from different business organization. Out of 100 respondents, 95
respondents mentioned their company names and 5 respondents did not mention the name of
their company for their own personal reasons. The companies mostly consist of classes
followed by educational institution because the target audience of my company was students
that they used to approach through classes and colleges.

58
Out of 100 respondents, 95 respondents mentioned their designation. Remaining 5 did not
reply their designation. The majority of the respondents were owner of the classes followed
by the tutor. Some respondents were also businessmen from various industry and field. Some
respondents were managers and training officer, etc. The diversified group of business users
helped to understand the insights of each industry regarding business development activities.

59
INTERPRETATION AND ANALYSIS

Out of 100 respondents, 64% respondents were aware about various business development
activities, 19% respondents were not at all aware about business development activities and
17% respondents were not sure about business development activities. Being a business user,
majority of the respondents were aware about the business development activities.

INTERPRETATION AND ANALYSIS

On being asked about the various business development activities, majority of the
respondents i.e. 55% were aware about cold canvassing specifically in-person meeting
followed by 51% respondents who were aware about email marketing. 48% respondents were
aware about the telemarketing and 365 respondents were aware of direct marketing and only
21% respondents were aware that marketing research is also one of the business development
activities. This indicates that the most popular business development activities among classes
owners and small business owner is cold canvassing i.e. in-person meeting followed by email
marketing and telemarketing.

60
INTERPRETATION AND ANALYSIS

In this survey, majority of the business users i.e. 41% said in-person meeting is the most
effective business development activity. According to 28% respondents, telemarketing is the
most effective business development activity. 15% respondents said direct marketing in the
form of catalogue, brochure, etc is the most effective business development activity. 8%
respondents said that email marketing and marketing research are the most effective business
development activity. This indicates that in-person meeting is the most effective business
development activity. Email marketing and marketing research are diminishing in terms of
effectiveness. The company should try to reach out to the customers through in-person
meeting for closing deals and in turn achieving their targets.

61
INTERPRETATION AND ANALYSIS

Out of 100 respondents, 57% respondents would like to get approached by another business
through in-person meeting. 45% respondents would like to get approached through phone
calls followed by 30% respondents who would like to get approached by emails followed by
29% respondents who would like to get through messages and 20% business udders said that
they would like to get approached through social media. This statistic proves that in-person
meeting is the best way to approach to business users. Social media is still not the best way of
reaching out to the other businesses in small businesses.

62
INTERPRETATION AND ANALYSIS

According to this statistic, 36 respondents out of 100 receive up to 5 messages or calls in a

day from other businesses, 34 respondents receive 6-10 messages or calls in a day and 21%
respondents receive more than 10 messages or calls in a day and only 9% respondents don
not receive any calls or messages. This indicates that on an average, business users get 5- 8
promotional messages or calls in a day and that is the reason for the reduced impact of
telemarketing on businesses.

63
INTERPRETATION AND ANALYSIS

Out of 100 respondents, the majority of the business users i.e. 67% respondents ignore such
messages or calls. 23% respondents reply to those calls or messages followed by 9%
respondents who would block them. This statistic indicates that business users usually ignore
promotional messages or calls because of the number of calls or messages they receive in a
day. The organisation should carefully take a note of this trend since the company follows
telemarketing besides in-person meeting. The organisation should plan and strategically
target business users through telemarketing and not bombard them with messages or calls.

64
INTERPRETATION AND ANALYSIS

On being asked about email marketing, 51% respondents which constitute majority of the
respondents said it could be the best way to do B2B business. 29% respondent said that email
marketing could not be the best way to do B2B business and 20% respondents said that email
marketing could be the best way to do B2B business. This statistic shows that majority of the
business users are confused to decide whether email marketing is the best way of marketing
or not. While some respondents said it is the best form of marketing. The organisation should
understand the needs of the clients and accordingly target them in order to increase sales and
to achieve targets.

65
INTERPRETATION AND ANALYSIS

In this survey, majority of the respondents i.e. 41 were neutral on being asked whether in-
person meeting is the best way to close a deal with other businesses. 32 respondents out of
100 agreed that in-person meeting is the best way to close a deal followed by 17%
respondents who strongly agreed that in-person meeting is the best way to close a deal with
other businesses. Only 9 respondents disagreed that in-person meeting is not the best way to
close a deal. This proves that in-person meeting is the most effective way to close a deal. The
organisation should adopt this method to close a deal the most in their business development
activities. This will help an organisation to achieve its targets and increase sales.

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INTERPRETATION AND ANALYSIS

Out of 100 respondents, 20% respondents said that they consider the deal when someone
goes at their organisation. 21% respondents do not consider the deal and 59% respondents
said that they sometimes consider the deals. This indicates that majority of the people
consider the deal either always or sometimes when someone comes at their place. The
organisation should try to find out the best time to visit certain organisation of its interest to
order to successfully close the deals because there is a chance that the other business would
consider your deal when you visit them at the right time.

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INTERPRETATION AND ANALYSIS

On being asked about the things that organisation consider while closing a deal, majority of
the respondents i.e. 54% said reputation of the organisation is very important. 21%
respondents said that behaviour of the salesperson in terms of how he conducts himself is
very important.14% respondents said that product could be the most important element that id
considered while closing a deal. 11% respondents said that price is the most important factor
to close a deal. This statistic shows that the reputation of the organisation is very important to
close a deal. This could be the major reason for my organisation to not achieve its sales target
as the company is a start-up organisation and it lacks awareness in the market. The
organisation should try increase noise around their market.

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INTERPRETATION AND ANALYSIS

Out of 100 respondents, 59% respondents said that they sometimes collaborate with other
businesses, 31% respondents said that they often collaborate with other businesses. Out of
100 respondents, only 7 respondents said that they never collaborate with other businesses.
This statistic shows that the majority of the businesses are open to collaborate with other
businesses because we live in a world where people don’t compete but collaborate to get
synergetic effect. The organisation has great opportunity to do businesses with other
businesses. The organisation should come with the right product at the right time and the
right price and at the right place.

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INTERPRETATION AND ANALYSIS

When asked to rate the importance of business development activities in order to generate
revenue, where 1 being the least important and 5 being the most important, majority of the
respondents i.e. 35% rated neutral, 29% respondents rated 4, 21% respondents rated 5, 15%
respondents rated 2 and no one rated 1.. This statistic shows that business users have realised
the importance of business development activities in order to generate revenue. The
organisation should try to understand the market and develop strategies to execute their
business development activities in the most effective way

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 4.2 PERSONAL INTERVIEW WITH FOUNDER

1 What type of business is your organization into?

“We are primarily into recruitment and consultancy services. We have also started an
alternate vertical which is into training and development.”

2 How many full time and part time employees are employed in your organization?

“We have around 10 – 15 employees which are into recruitments and around 5 – 6
employees we have for training and development.”

3 Who are your target audience for the training and development program?

“Mostly our target audiences are students, majorly the degree college students who
would be entering into the corporate whom we cater for the training program which
envisions them to grow and help them as to how they would be catering to the
corporate world.”

4 What are the various soft skills training and development programs offered by your
organization?
“So there are many soft skills program that we cater to. There is no specific training
program it depends from student to student as to what they exactly want. So it is a
customized program that you must be aware of. When we were together we used to
work on customizations. We have all kinds of topics that will help students develop.
Some examples are communication skills, interviewing skills, stress management,
negotiation skills, time management and many more.”

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5 How do you go about with your soft skills training and development programs?

“Okay so as I said that our target audience is students so we keep seminars, we have
social media where we advertise. Mainly it used to happen through cold calling where
our business development team gets in touch with the intended target audience. They
speak to them, we conduct free seminars where they get enlightened because it is very
important for them to understand what is going to be the seminar or the workshop or
the program is all about.”

6 What are the business development activities you undertake in your organization?

“Firstly researching about the markets is very important for any organization so our
team focuses on market research; we extensively use lot of cold calling/canvassing
activities, emails, social media tools!”

7 According to you which is the most effective business development activity that you
have implemented in your organization?

“As I mentioned earlier we do free seminars. Therefore the major activities we do are
free seminars and a lot of social media activities.”

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8 How many hours a week do you spend on your business development activities?
(sales, marketing research, networking etc)

“So, most part of the day goes into business development activities as it is a very
crucial revenue generating activity. So I cannot say that in 2 hours we achieved
following targets or in certain hours we were able to do this therefore most part of our
week you know goes into business development activities like meeting clients, talking
to them, explaining what is the program all about, how is it going to be effective for
them, so what I mean to say is that almost 11 – 15 hours a week goes into business
development activities.”

9 What are the various training given to your business development associates or
employees?

“The training aspect that we specifically focus to impart to our associate trainees are for
selling skills, communication skills. We teach them how to develop strong negotiation
and convincing power as till the time our team is not strong how are we going to
communicate with our clients. So it is very important for my team to be strong enough
in persuading our clients.”

10 Where does your business usually come from?

(you can select multiple options)

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 “Most of our business comes through our existing clients as they know us pretty well
and what are work is all about! They know the value of our work and are already
experienced and familiar of our services so yes they are our main source of business.
Also there is no particular platform I can tell you that my business comes from we
have to adapt to the situations and use different modes like social media, referrals etc
to acquire business.”

11 According to you which is the most appropriate way to reach out to your customers?

“The most appropriate way is that we first contact them through phone calls through
which we try and arrange meetings with them and then we meet them in person. Only
calling can prove to be ineffective as it lacks expressions and voice alone cannot be
effective but when there is face in front of you it makes a difference. This is how we
close the deals.”

12 Being a startup do you face problems regarding lack of resources. And what are they?

“Yes definitely being a startup there are a lot of challenges we face and any startup
would face. We are not recognized in the market so this is the most important
challenge for us as we have to function along with market giants. Generating goodwill
into the market in the minds of the customers become difficult for us. Also we require
man power to grow, to promote us so yes all this becomes a little challenging.”

13 What are the challenges faced by your organization in terms of business development
activities?

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 “Okay so on this I would like to say that our business development associates have to
be well acquainted with all the necessary skills and abilities to carry out their tasks.
They need to be well aware of their market and their working environment so this
sometimes become difficult to overcome such short comings on their part.”

14 Besides the current business development activities, would you like to incorporate any
other BD activities in your organization?

“Very recently we are now taking advantage of the various social media platforms
and integrating our business with social media as our market covers a large
geographical area that is our training program extends beyond Mumbai and as we
deliver to pan India so this platform rather than an addition has become a necessity for
us.”

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 4.3 FINDINGS

 Being a business user, majority of the respondents were aware about the business
development activities.
 The most popular business development activities among classes owners and small
business owner is cold canvassing i.e. in-person meeting followed by email marketing
and telemarketing.
 In-person meeting is the most effective business development activity. Email
marketing and marketing research are diminishing in terms of effectiveness. The
company should try to reach out to the customers through in-person meeting for
closing deals and in turn achieving their targets.
 The statistic proves that in-person meeting is the best way to approach to business
users. Social media is still not the best way of reaching out to the other businesses in
small businesses.
 On an average business users get 5- 8 promotional messages or calls in a day and that
is the reason for the reduced impact of telemarketing on businesses.
 Business users usually ignore promotional messages or calls because of the number of
calls or messages they receive in a day. The organization should carefully take a note
of this trend since the company follows telemarketing besides in-person meeting. The
organization should plan and strategically target business users through telemarketing
and not bombard them with messages or calls.
 The statistic shows that majority of the business users are confused to decide whether
email marketing is the best way of marketing or not. While some respondents said it is
the best form of marketing. The organization should understand the needs of the
clients and accordingly target them in order to increase sales and to achieve targets.
 In-person meeting is the most effective way to close a deal. The organization should
adopt this method to close a deal the most in their business development activities.
This will help an organization to achieve its targets and increase sales.
 Majority of the people consider the deal either always or sometimes when someone
comes at their place. The organization should try to find out the best time to visit
certain organization of its interest to order to successfully close the deals because

76
 there is a chance that the other business would consider your deal when you visit them
at the right time.
 The statistic shows that the reputation of the organization is very important to close a
deal. This could be the major reason for my organization to not achieve its sales target
as the company is a start-up organization and it lacks awareness in the market. The
organization should try increase noise around their market.
 The majority of the businesses are open to collaborate with other businesses because
we live in a world where people don’t compete but collaborate to get synergetic
effect. The organization has great opportunity to do businesses with other businesses.
The organization should come with the right product at the right time and the right
price and at the right place.
 The statistic shows that business users have realized the importance of business
development activities in order to generate revenue. The organization should try to
understand the market and develop strategies to execute their business development
activities in the most effective way.

77
 Chapter 5

SHARING OF EXPERIENCE

 Soon after my faculty informed us about the internship, my hunt for job started. My
objective was to obtain a position that challenges me and provides me the opportunity
to reach my full potential professionally and personally utilizing my abilities and
skills in the organization that is progressive and one in which practices collaborative
leadership, integrity and honesty.
 I applied at various online platforms like Indeed, LinkedIn, Naukri.com, etc. In the
process, I came across a job fair which was organized by and I attended that job fair
and gave interviews for various companies.
 I was offered jobs mostly at BPOs and some other companies as I was looking only
for an internship and one company that stood out for me from the rest even after no
pay was ZADOK HR because it was willing to provide me the exposure that I needed
being a marketing student.
 I strongly want to pursue my career in marketing and I wanted to experience how it
actually is practically, which inclined me towards this organization. Being a start-up,
this organization was willing to give me multiple role and responsibilities which I
wanted to experience. I was lucky enough to get shortlisted by this organization at the
job fair.
 A day after the job fair, I got a call from this organization for the second round of the
interview. I gave the interview and I was signed as an intern by the company. I was
very much excited to do my first ever job in the field of marketing.
 I worked with the organization for the period of two and a half months starting from
15th January 2018 to 30th March 2018. I was given training for the first three days
where my CEO explained me what I was expected to do. She was kind enough to sit
extra hours with me just to make sure that I am well trained.
 Apart from three days of training, I was given training whenever required. My
organization was very flexible when it comes to working hours. They understood that
I used to go directly from the college so they never burdened me with work and gave
me liberty to do work as per my convenience.

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 The organization that I worked for followed an open door policy since our leader’s
door was open to every employee. It encouraged open communication, feedback and
discussion about any matter of importance to an employee. The employees were free
to talk with any manager at any time. They were also free to approach or meet with
the senior leaders of the organization. Employees of this organization need not worry
about discussing concerns, asking questions, or making suggestions in their own chain
of command.
 The company followed a casual work dress code. The employees are allowed to
wear anything they find comfortable, as long as the attire is appropriate, to work. The
goal of casual work dress code was comfort for employees and informality. But, all of
the normal guidelines about clean, pressed, and professionally appearing outfits apply
in the casual work environment. However whenever we used to go for a meeting , it
was necessary for us to follow a formal dress code to project the professional image
that is in keeping with the needs of our clients and customers because our industry
requires the appearance of trusted business professionals.
 The organization followed flexible working hours policy as it allows employees to
vary their arrival and/or departure times. Since, I was working as an intern, the leaders
were kind enough to allow me flexible working hours as per my convenience to
maintain a balance between my work and college life. The organization also allowed
me to work from home on days when work could be done at home since my work
was majorly focused on market research.
 The organization followed traditional approach to address bosses and seniors and
did not encourage first name basis. The work culture of the organization was
friendly, casual, semi-formal, etc where major emphasis was given on team work.
 Initially my role in the organization was to collect data from search engines mainly
Just dial about the classes and the colleges and other educational institutions to whom
we could sell our service offerings. Since my organization was into B2B transaction, I
used to search about 100 classes, colleges, schools and other educational institutions
per day. I used to collect information such as name of the organization, contact
number, email address and the location of the organization. Slowly and steadily my
role in the organization got expanded. Besides collecting information about the other
businesses to whom we could sell our products, my job was to call these organizations
and sell the services offered by an organization by means of telemarketing. I used to
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 call around 150 organizations per day in order to sell the services offered by an
organization but it turned out that people were reluctant to entertain on the phone
calls. After trying for many a times to persuade people to purchase our services, we
could get only one or two leads per day. Since our organization was a start-up even it
was learning in the process. We didn’t get the expected results through telemarketing.
My company then changed the strategy of approaching customers.
 My company then started cold canvassing i.e. meeting in-person in order to sell the
services of the company. This is when I was given a major responsibility of
conducting meetings with potential clients i.e. owners of the classes, principals of
colleges, placement committee officers, etc. I used to travel at various places from
Churchgate to Virar to do direct meeting with the principals, placement officers and
owners of the various organization.
 It was a great experience to have met so many people from varied fields and to know
how to deal with different people. I used to go at the reception of the organization and
request them to allow me to talk to the concerned authority. Initially I didn’t get many
opportunity to talk to the concerned authority. I sometimes was even rejected at many
organizations because of lack of skills required. Eventually I learned to talk to people
professionally and how to get access to the concerned authority. Through proper
training and enhancement of the skills I then got the opportunity to talk to the
concerned authorities.
 Initially, I was a bit nervous and not so confident to talk to them but I eventually
became very confident. I would like to share my experience of how I have grown in
terms of my marketing skills. I visited a place at Virar named RP classes where I was
been rejected on my face as he wanted to see testimonials and my organization being
a start-up one didn’t have any testimonials back then. After a month I visited St.
Francis College at Borivali where I talked to the principal she then sent me to the
placement officer who was not at all ready to entertain me and was treating me with
no respect. As I started to speak, he got convinced and he himself gave me his number
and email address to follow up. That was I grew with the organization.
 The areas from Dahisar to Churchgate didn’t show any potential for us because we
were start-up and the competition there was very high, so we focused on areas from
Mira Road to Virar. Besides collecting data, telemarketing, cold canvassing, etc. I

80
 also used to follow up the leads through phone calls and emails in order to book a
schedule for conducting free seminars and workshop
 In a nutshell, I first collected data about the potential customers from the internet
followed by telemarketing followed by approaching the business customers through
in-person meeting to generate leads followed by following them up through emails
and phone calls in order to book a schedule for conducting free seminar followed by
conducting a free seminar to communicate about the services offered to the students
as they were the final users. After conducting a seminar I used to again follow up the
owners to order to book a schedule and close a deal for the actual program i.e.
summer camps.
 This organization has given me many experience that I will cherish being a marketing
student from telemarketing to email marketing to cold canvassing to conducting
seminar and many more memories to cherish. It was a great experience to have
worked for such an organization that made me more confident and had given me an
exposure that was very essential to understand corporate world. I wish to work for
such organizations in future too.

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 Chapter 6

RECOMMENDATION

RECOMMENDATION ON THE BASIS OF PROJECT STUDY

 The organization should work on its pricing policies for the services they offer
because the services are offered at a very high rate and should try to reduce the prices
to cater to their target audience
 The organization lacks awareness in the market so it should increase awareness about
their brand through various promotional campaigns especially social media which
would be very cost effective for the organization
 The organization should give emphasis on the needs and requirements of the target
audience in order to persuade them to purchase its products
 The organization should conduct market research to find out the most profitable
market and the most profitable customers
 The organization should arrange its soft skills training and development programs in
schools as majority of the respondents find it convenient to attend sessions in their
schools or colleges
 The organization should arrange for more free seminars regarding training and
development programs because many people are interested to attend such sessions
and this would also help the organization to promote its brand as well as its service
offerings
 The organization should hire proper staff as they prove to be among the most valuable
resources and any of their short comings should be over come in the most efficient
manner.
 The organization should resort to a lot of social media activities as social media is the
most cost effective way of growing business .
 The organization should be in constant search for new business development activities
or tools and integrate that into their business and always come up with new and
innovative ways to influence their clients positively.

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 Chapter 7

LIMITATION

 There is no clarity regarding whether money or time is the biggest obstacle that is
stopping people from enrolling in the company’s training and development programs
 The organization is a startup which itself acts as big limitation. To this the
organization lacks manpower as there are only around 20 employees
 The respondents were reluctant to fill in the form for the survey. The forms were
distributed were far more than what were the actual responses. It took a long time and
hindered rest of my research study. In order to round off, I had to delete responses
randomly
 Since I am no expert, there is a scope of errors in the present research study
 This research study is based on my experience of internship at Zadok HR which was
for two and a half months, I do not have complete knowledge about the organization
and its operations

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 Chapter 8

CONCLUSION

The present report focuses on business development activities. One of the objectives of this
research study was to understand the various business development activities undertaken by
the organization and which of the following is the most effective. In the survey conducted for
this research study, it shows that people are aware about various business development
activities and many people agreed that business development activities are very important to
an organization. In spite of need for training and development programs in the market, the
organisation was not able to enrol students for its programs due to multiple obstacles. In this
research study it was proven that the major obstacles the company faced were in terms of lack
of resources and that the company lacked recognition. In the survey, respondents being
general business users were the target audience of the organisation. The organisation needs to
conduct a market research to understand its target audience and the requirements of its target
audience in order to convert leads into actual customers. Many respondents were not aware
about the organisation Zadok HR where I worked was also one of the reasons why people did
not enrol for its program. The organisation should give emphasis on promoting its company
across different platforms. The organisation should try to promote its brand on social media
as that would the most cost effective way for the organisation and the effectiveness of social
media is something we are very well aware of. Besides promotion, the organisation should
also maintain a strong testimonial which gives the evidence of credibility and authenticity.
According to the research communication skills are of utmost important as a business
development associate must be very fluent in communication to influence the clients. The
organisation should focus more on imparting knowledge and skills to its employees. As
mentioned earlier the company had a new vertical of training and development program for
the student market to help them face the corporate world. The company should first focus on
these programs to persuade its target audiences and in turn enrol them for such programs.
Since the company is a start-up, it should focus on one thing at a time. Through this research
study, I was able to accomplish my objective of studying the insights of general business

84
users on business development activities of Zadok Hr, know how consumers react to
promotional messages and understand the source of business of the organization. The
respondents are interested in attending free seminar which company can use as one of its
touch points to communicate about its product to its customers. The company should also
promote its company on various platforms to spread awareness about its brand and its
services offered. The company should understand the needs of the target market and target
audience and should also cut down its prices in order to convert leads into customers.

85
 BIBLIOGRAPHY

BOOKS

Book Title Author Publisher Year of Page No.

Edition Referred

Good To Great Jim c. Collins William October 2001 10,47,51,95,125

Collins

Marketing Philip Kotler, Pearson 2009 15,28,188,360,477

Management Kevin Lane,
Abraham
Koshy,
Mithileshwar
Jha

The Art of Asking Terry J. FT Press 2008 12,58,114,200

(e-book) Fadem

The Tipping Point Malcolm Hachette 2004 4,62,81,171,221

(e-book) Gladwell

WEBLIOGRAPHY

 www.forbes.com
 www.reference.com
 www.zadokhr.com
 www.eiseverywhere.com
 www.colchester.ca
 www.greenbookblog.org
 www.mindtools.com

86
  www.tes.com
 www.devskiller.com
 www.blog.coursera.org
 www.writemypaper4me.org
 www.bookboon.com

PRIMARY DATA

Self-administered questionnaire was the main source of collecting the primary data. The
statistical tool used was Google Forms. The information was collection from general business
users of the vicinity. Along with the survey, Face-to-face interview with the founder/CEO
was also conducted to obtain first hand information that supported my project study.

Name of Date of Designation/ Duration Contact Remarks

Institute visit Department person and
and Mobile No.
Address
15th Business 2 and a ½ Ms. Steffina Satisfactory
January Development months Chettiar
2017 Associate / (Founder/CEO)
To Training and Phone:
30th Development 9870406390
March
2017

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 ANNEXURE

I. (For general business users)

OBJECTIVE: To understand the insights of general business users regarding business

development activities.

*(Required)

*NAME :

*COMPANY / ORGANISATON / INSTITUTION :

*DESIGNATION :

1. Are you aware about various business development activities ?

o Yes
o No
o Maybe

2. Among the following which of the business development activities are you aware of ?
(You can select multiple options)

o Marketing Research
o Tele Marketing
o Cold Canvassing(in person meeting)
o Email Marketing
o Direct Marketing
o Other

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3. Among the following which is the most effective business development activity ?

o Marketing Research
o Tele Marketing
o Cold Canvassing(in person meeting)
o Email Marketing
o Direct Marketing
o Other

4. How would you like to get approached by any organisation of your interest ?
(you can select multiple options)

o Emails
o In person Meeting
o Phone Calls
o Messages
o Social Media
o Other

5. How many promotional messages or calls do you receive in a day ?

o None(0)
o 1–5
o 6 – 10
o Above 10

6. In what manner do you respond or react to the above messages or calls ?

o Reply to them
o Ignore them

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 o Block them
o Other

7. Do you think email marketing is the best way to do B2B (business to business)
business ?

o Yes
o No
o Maybe

8. In person meeting is the best way to close a deal with other businesses

o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree

9. When someone comes at your organisation with a business deal of your interest. Do
you consider it ?

o Yes
o No
o Sometimes

10. According to you, what is the single most important element you would consider to
close a deal ?

o Product
o Price (commission)

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 o Reputation of the organisation
o Behaviour of the sales person
o Other

11. How often do you collaborate or close a deal with other businesses ?

o Never
o Sometimes
o Often
o Always

12. Business development activities are of utmost importance to generate revenue. Rate
on a scale of 1 – 5
(1 being the least important and 5 being the most important)

o 1
o 2
o 3
o 4
o 5

13. Any suggestions ?

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 II.(For personal interview with Founder/CEO)

OBJECTIVE: To understand business development activities undertaken at Zadok hr

*(Required)

*Industry

*Company Name

*Designation

*Phone Number

*Email Address

15 What type of business is your organization into?

16 How many full time and part time employees are employed in your organization?

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17 Who are your target audience for the training and development program?

18 What are the various soft skills training and development programs offered by your
organization?

19 How do you go about with your soft skills training and development programs?

20 What are the business development activities you undertake in your organization?

21 According to you which is the most effective business development activity that you
have implemented in your organization?

22 How many hours a week do you spend on your business development activities?
(sales, marketing research, networking etc)

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 o 0 – 5 hours
o 6 – 10 hours
o 11 – 15 hours
o 16 – 20 hours
o More than 20 hours

23 What are the various training given to your business development associates or
employees?

24 Where does your business usually come from?

(you can select multiple options)

o Referrals from your network

o Inquiries generated by workshops or seminars
o Leads from cold calling
o Business from existing clients
o Responses from direct mail
o Following up leads
o Cold canvassing

25 According to you which is the most appropriate way to reach out to your customers?

o Phone Calls

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 o Messages
o Email
o In person Meetings
o Social Media

26 Being a start up do you face problems regarding lack of resources. And what are they?

27 What are the challenges faced by your organisation in terms of business development
activities?

28 Besides the current business development activities, would you like to incorporate any
other BD activities in your organization?

95