Effectiveness of Various Sales Promotional Activities of Arpita Bajaj

Sales Promotion is a Powerful Marketing Tool. Marketing promotion helps marketers communicate information to potential customer about the products existence value and the benefits that can be accrued from it. It comprises one of the four elements of the marketing mix. Designing and effective marketing communication mix helps marketers to attract persuade, urge and remind customers of the company’s brand.

Consumers have `something' to look forward to and there is also an opportunity given to them to articulate their experiences associated with the brand. This is not to suggest that the typical sales promotion more for same price or `one free' with a purchase should never be done.

To insure an excellent promotion the marketer must create a strong connection between the consumers. The connection must relate to the brand identity, the consumer and the understanding that promotions can and still move more than sales volume.

Compared with that communication option available to marketers in the past, there are now a larger and greater diversity of communication options available. Thus, the design implementation and evaluation of the communication program in the current business scenario pose a significant challenge to marketers.

Sales promotion is a form of attracting the consumers by offering them various benefits in the form of incentives or by adding value to the products. Sales promotions are generally aimed at resellers and final consumers. The various kinds of sales Promotional tools include coupons, discounts, rebates, samples, etc. most often organizations spend more money on sales promotions than on advertising.

The study is aimed at making an analysis of Arpita Bajaj in order to find out which sales promotional activities are helping them to increase their sales. The main rationale behind an analysis is to gain realistic corporate knowledge and for the purpose of value addition.

Management thesis helps in every possible way to get knowledge about sales promotion activities and its impact on Arpita Bajaj. The Findings & Suggestions helps Arpita Bajaj improve their existing strategies and to overcome any obstacles so that it results in long term survival of an organization.

Thesis results provides the data to know how sales promotion activities are building awareness about the organization and its products on a regular basis and what needs to be expected from the customers in return. The study is fully fledged in all magnitude here and the same has been collected by using primary data with market survey and by using questionnaires.

By conducting this study I came to know about the impact and effect of sales promotional activities on Arpita Bajaj and different sales promotion strategy followed by Arpita Bajaj to increase customer and sales.

Read similar projects:

• An Effective Study on Promotional Activities of Nandini Milk
• Customer Satisfaction After Sales & Services of Mahindra & Mahindra Tractors
• A Study on Consumer Behavior towards Bajaj Pulsar 150 CC

Read More

A Study on Procedures of Handling Absenteeism

In the production process Human Resources plays a crucial role. This is because of its capacity to control and coordinate the other two resources namely material, money. The another unique feature of the man power is that it is the only live component. Hence the presence or the absence of work force makes a significant difference in the production process.

Another interesting point absenteeism is identified only where there is a demand for unskilled work which demands for physical efforts. Here it should be noted that in the developed countries industrial absenteeism is not that severe problem to say. It is because of the mechanization, automation of the operations while in the third world countries like India absenteeism is a serious issue always drags the attention of management.

Absenteeism is the failure of the employee to report for work when they are scheduled to work. A worker is considered as scheduled to work when the employer has work available for him and the worker is aware of it. Absenteeism is undesirable because of its cost and operating problems it causes. Due to absenteeism facilities may be under– utilized and productivity may drop because of reduced out-put. There also may be increased hike in costs for replacements, substandard productions, the need for more help from supervisors and increased inspection costs partial absenteeism in that employees report late to work.

Absenteeism in Indian Industry is not a new phenomenon. High absenteeism prevails among industrial labour mainly due to their rural orientation since then, a number of individual researchers have investigated the problem and have pointed out that absenteeism in our industry varies from 7 to 30 percent.

Hence, the researcher carried out a STUDY on projectskart.com to know the seventy of the issue the industry selected for the STUDY is Kalyani Global Engineering Private Limited, Mysore.

The organization is situated in Mysore city. The company gets technical know how for assembling brakes from Meritor HVS USA, one of the leading industries in auto component industry in the global market. This company belongs to Kalyani Group and head office is situated at Pune. The company has turnover of Rs.120 crores and is targeting to reach Rs.180 crores.

The development of any organization depends on the regularity of employees. The study is conducted to know the various levels and reasons for absence of employees in an organization. By looking it, one can adopt corrective measures to decrease irregularities in the organization, leads to organizational growth. Naturally organization has to look in to these aspects and need to find suitable remedial measures so that qualitative and quantitative progress can be achieved. In this present study employees absenteeism is analysed in depth.

Important characteristics of Indian workers are that, they are in the habit of abstaining from work compared to workers of other countries. The rate of absenteeism ranges from 4.3% to 44.8%. It also varies with the seasons in the year, the highest being during May, June of every year (48% May 1993).

The main reasons for absenteeism are sickness, accidents or maternity. These factors accounted for about 1.1% to 6.6%. Social and religious causes as high as 1.7% to 14.2%. Other causes like visiting villages for attending litigation, rest, and recreation account for 0.1% to 17.5% of total absenteeism. Absenteeism is directly effects on the progress of the country and as such the company’s are facing a downward trend due to recession and all that are involved in the process are to be looked in to. So I have selected this work at Kalyani Global Engineering Private Limited., Mysore to identify the level of absenteeism and to facilitate the company to move in this direction and find some progressive results.

Naturally organization has to look in to these aspects and need to find suitable remedial measures so that qualitative and quantitative progress can be achieved. In this present study employees absenteeism is analysed in depth.

Read similar projects:

• A Study on Employees Absenteeism
• A Study on Level of Job Satisfaction in Quality Dept Employees
• A Project Report on Stress Management in BPO

Read More

A Study on Performance Evaluation of Equity Shares and Mutual Funds

In the current economic scenario interest rates are falling and fluctuation in the share market has put investors in confusion. One finds it difficult to take decision on investment. This is primarily, because of investments are risky in nature and investors have to consider various factors before investing in investment avenues.

These factors include risk, return, volatility of shares and liquidity. The main objective of comparing investment in equity shares with mutual fund schemes is to analyze the performance of mutual funds with their benchmark and comparing them with equities by using risk, return, beta and alpha as a parameter.

Historical data were taken for calculating risk, return, alpha and beta. Analysis has done on percentage method for comparing equity shares with mutual fund schemes. Compare to equities mutual funds are less risky with stable returns and mutual funds gives the investor a diversified portfolio. Those who have well knowledge in equity market they can go for equity investments rather than investing in mutual funds because no control on the expenses made by the fund manager.

The study will guide the new investor who wants to invest in equity and mutual fund schemes by providing knowledge about how to measure the risk and return of particular scrip or mutual fund scheme. The study recommends new investors to go for mutual funds rather than equities, because of high risk and market instability.

In the current economic scenario interest rates are falling and fluctuation in the share market has put investors in confusion. One finds it difficult to take decision on investment. This is primarily, because investments are risky in nature and investors have to consider various factors before investing in investment avenues. Therefore the study aims to compare equity and mutual fund schemes in form their risk, return & liquidity and also creating awareness about Equity and Mutual Fund Schemes among the investors.

Saving money is not enough. Each of us also need to invest one’s savings intelligently in order to have enough money available for funding the higher education of one’s children, for buying a house, or for one’s own golden years. But the rapidly growing number of investment avenues often led to confusion. Objectives of the study are to provide information to individual investors regarding their risk, and choosing the best investment options to match their goals and attitude to risk.

1. To compare Equity and Mutual Fund Schemes in respect of their risk & return.
2. Analyzing the performance of equity shares and mutual fund schemes with their benchmark.
3. Finding the Volatility of shares by using beta.
4. Provide information about pros and cons of investing in Equity and Mutual Funds portfolio management.

The study is limited to compare equity capital and mutual fund schemes in respect of their risk, return and liquidity. The study covers 5 randomly selected stocks out of 30 BSE, 50 Sensex companies and 5 randomly selected mutual fund schemes out of mutual fund industry in India for comparison. The analysis is strictly based on share price and unit price information. Other company performance indicators are not considered. It focuses on every month ending closing prices of during the period from 1st Apr, 2003 to 31st Mar, 2007.

The whole study can be termed as comparative study. It is also a desk research hence; there is no field work and collection of primary date for this research.

The study centres on comparing equity and mutual fund schemes in respect of their risk, return and liquidity. However, with the objective and scope of the study in mind, it was decided to base the study on return series of selected stocks and mutual fund schemes.

BSE being the premier exchange of India was chosen for selecting stocks. It is widely accepted that BSE Sensex is the one of the most reliable index of the stock exchange that reflects present day market condition. Since it is not possible to compare all the 30 scripts in the index with all Mutual Fund Schemes due to time and resource constraints, sampling techniques were considered. Randomly selected samples will facilitate inference of the population, in our case BSE Sensex and mutual fund industry in India. Hence by stratified random sampling 5 scrip’s out of 30 Sensex and 5 mutual fund schemes out of whole mutual fund industry were selected.

The initial examination of the composition of index revealed that it is composed of primarily two types of industries: manufacturing and services in the ratio of 3:2. there for to give correct picture appropriate weight was assigned to manufacturing industries and hence three scrip’s from manufacturing and two from service industries were randomly selected and in case of mutual funds it consists basically large cap, mid cap, small cap, sectorial funds and contra funds therefore one fund from each area were selected.

Monthly share price and unit prices of the selected scrip’s and units were collected from historical data. In order to avoid bias, at least three years monthly data was decided to be necessary. The reference period is from 1st Apr, 2003 to 31st Mar, 2007.

Read similar projects:

• Technical Analysis in Different Sectors Stocks
• A Project on Inventory Management
• A Study on Derivatives Market in India

Read More

A Study on Effectiveness of Performance Appraisal of Employees

Appraising the performance of the individual, groups and organization is a common practice of all societies. While in some instance these appraisal processes are structured and formally sanctioned, in other instances they are an integral and informal part of daily activities. The teacher evaluates the performance of student, banker evaluates the performance of creditors, parents evaluate the performance of their children and all of unconsciously or unconsciously evaluate our own action from time to time. In social interaction, performance evaluation is done in a haphazard an often unsystematic way. But in organization formal programs of evaluating employee and managerial performance-conducted in a systematic and planned manner have achieved popularity in recent years.

During and after world war-1, the systematic performance appraisal was quite prominent. Credit goes to Walter dill Scott for systematic performance appraisal technique of man to man rating system (or merit rating). It was used for evaluating military officers. Industrial concern also used this system during 1920 and 1940’s for evaluating hourly paid workers.

However with the increase of training and management development programs from 1950’s management started adopting performance appraisal for evaluating technical, skilled, professional and managerial personnel as a part of training and managerial development programs. With this evolutionary process, the term merit rating and been charged into employee appraisal or performance appraisal. This is not mere change in the term but a change in the scope of the activity as the emphasis of merit rating was limited to personnel traits, whereas performance appraisal covers result, accomplishment and performance.

Therefore performance appraisal enables employee to get incentive treatment according to their potential, sincerity and capabilities. They get motivated by which, performance appraisal benefits not only employee but also the management in the form of greater productive efficiency.

India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities.

A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production.

Various factors distribute to this change in these countries such as the concentration of the population in cities where the jobs are plentiful, rapid industrialization, improvement of transportation facilities, development of machines etc., The rural areas are identified for the production, urban areas are for the processing of the milk.

Read similar projects:

• A Conceptual Analysis of Job Satisfaction conducted at Coffee Day
• A Study on Level of Job Satisfaction in Quality Dept Employees
• A Project Report on Significance of Emotional Intelligence and its Impact on Job Satisfaction

Read More

A Study on Performance Management of Mahindra and Mahindra

The management thesis focuses on Human resource study on performance management with reference to Mahindra and Mahindra. In the management thesis the information on the performance management is collected. The information about this is collected by the Show room which is located in Bidar as well as by the internet also.

I prepared a questionnaire to collect information from them. The main aim of the questionnaire is to collect the information of theory is practiced in practical or not. The questionnaire also helped me collect the information. It helped me to understand whether the employees are aware of the performance management or not.

I study that Successful organizations are embracing a new model of corporate performance management (CPM) – one that relies heavily on understanding data to improve future performance.

In their definitive text upon which this factsheet is based, Armstrong and Baron define performance management as 'a process which contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved'. They go on to stress that it is 'a strategy which relates to every activity of the organization set in the context of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organizational context and can vary from organization to organization.'

It is about sharing expectations. Managers can clarify what they expect individual and teams to do; likewise individuals and teams can communicate their expectations of how they should be managed and what they need to do their jobs. It follows that performance management is about interrelationships and about improving the quality of relationships - between managers and individuals, between managers and teams, between members of teams and so on, and is therefore a joint process. It is also about planning - defining expectations expressed as objectives and in business plans - and about measurement; the old dictum is 'If you can't measure it, you can't manage it'. It should apply to all employees, not just managers, and to teams as much as individuals. It is a continuous process, not a one-off event. Last but not least, it is holistic and should pervade every aspect of running an organization.

Because performance management is (or should be) so all-pervasive, it needs structures to support it. These should provide a framework to help people operate, and to help them to help others to operate. But it should not be a rigid system; there needs to be a reasonable degree of flexibility to allow people freedom to operate. Performance management is a process, not an event. It operates as a continuous cycle. Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews.

Read similar projects:

• A Project Report on Performance Appraisal in BSNL
• A Study On Performance Appraisal System
• A project on Grievance Management System

Read More