SUMMER TRAINING PROJECT REPORT

ON

DIGITAL MARKETING

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIRMENT FOR THE AWARD OF DEGREE
OF
MASTER OF BUSINESS ADMINISTRATION (MBA) MAHARSHI DAYANAND UNIVERSITY,
ROHTAK
PERIOD OF TRAINING:
Under the Guidance of: Submitted by:

Ms. Dipika kr. Singh Name: Vandana

Assistant Professor Exam roll no. 7024614

Registration no. 1811390538

 Summer Training Project Report
"Importance of Digital Marketing executive in an Organization"

On

DIGITAL MARKETING
Submitted in the Partial Fulfillment of the Requirement for the award of Degree

Of

Masters of Business Administration(MBA)

MAHARSHI DAYANAND UNIVERSITY, ROHTAK

UNDER THE GUIDANCE OF: Submitted by Name: Ms.

Dipika kr. SinghName:Vandana

Designation: Assistant Professor Exam Roll No. 7024614

Registration no.1811390538

Sheela Devi Institute of Management and Technology,

TigaonManjhawali Road, Faridabad

 PREFACE

I had an impression in my mind that the summer training which we are going to
undertake, would onlybeaminerperquisitetoentireintoacorporateworld.Butwhenit
cametoend,onlythen I understood that, what it is like be professional person. How
important this training is for all students who are doing their graduate or post
graduate degree in BusinessAdministration.

I learned a lot from this experience, many aspects were aspects were totally new
to me and it look great deal of efforts to understand them but now I am finished
with this training, I cansaythatthetwomonthswhichIspent at “MAYA
ZIPPERS”,Placegavemeknowledge and professional attitude for whole life.
Seniors and colleague, I worked with, all were very
generousandhelpful.TheyneverletmeleftthatIwasnotanemployeethere.Moreoverth
ey inspired me lot in manypredicaments.
 DECLARATION

I Vandanastudent of MBA, Maharishi Dayanand University, Rohtak,

hereby declare that the summer training entitled “Web Development”
has been carried out at “Maya Zippers Pvt. Ltd.” submitted in partial
fulfillment for the “Masters Degree in Business Administration” in
the result of my own work and isoriginal.

Vandana
 TABLE OF CONTENTS

SNO. PARTICULARS Page no. Remarks

1. Company Profile

2. Review of Literature

3. Research methodology

a) Introduction
b) Rational of study
c) Research objective
d) Scope of study
e) Method of data collection.
4. Limitations of the study

5. Data Analysis

6. Conclusions of the study

7. Suggestions and Recommendations

8. Bibliography

9. Annexure

- Questionnaire
 ACKNOWLEDGMENT

I hereby take this opportunity to express my sincere gratitude to the following

eminent personalities who supported me to complete this summer training report
work successfully without any difficulty.

I am indebted to Ms. Dipika Kr. Singh, HOD (Head of Department), SDIMT College,
Faridabad, for here expertise guidance and valuable suggestion which enable me
to submit this summer training report.

Finally, I would like to thank one and all who have helped me directly or indirectly
in preparing this summer training report.

Thanking you,
STUDENT NAME: Vandana
Exam Roll no. 7024614
Registration no.1811390538
 Chapter-1
Company Profile

Introduction
Maya Zippers, Managing Director and CEO of Maya Zippers, Ms. Rajinder
Kaur said, “Maya Zippers is at the core of our strategy to transform our network and meet
customer expectations. Maya Zippers will enhance transparency and delight customers
with an exciting purchase experience, seamlessly from the digital space to physical stores. I
am sure it will create a lasting relationship with our customers. With Maya Zippers, we
take an important step forward in our journey of transformation.”
Nearly 75% buyers in India research online before they decide on a purchase. At Maya
Zippers, customers who register on the website can start their journey seamlessly in the
stores by entering their mobile number on the Navigation Portal. They can explore the
entire product portfolio, through interactive Product Vision touch screens at the stores.
A dedicated Personalization Zone with car configurators will enable customers to
electronically personalize cars by a mix and match of accessories.

Technology will also assist the Relationship Managers who, equipped with tablets and
an app, will showcase the wide range of Maya zippers products and variants to
customers for ease of comparison. Information on tab will enable the Relationship
Managers to address customer queries promptly.

The new Stores will have a dynamic facade with a trendy blue signature design element
and an Active Experience Terrace. Valets will greet buyers in this space.

A Coffee Consultation Area and an Owners Lounge will set the mood for friendly
conversations. The overall experience will make the customer feel special.

Maya zippers is a part of Company’s Transformotion 2.0 initiative. It is built on the pillars
of design, technology and experience. The modern Stores are spacious and designed in
a way to indulge customers in a friendly and warm environment. Simultaneously, Maya
zippers is powered by technology to use the digital medium to connect with the
customers.

This transformation is built on continuous research, listening to customer voice and

anticipating future trends. The effort is to be in sync with ever evolving customer needs
and offer them experiences at par with global benchmarks.
The Company targets to set up over 80 Maya zippers by March 2018. Progressively,
existing Stores across India will focus on extending the Maya zippers experience to
customers.

GROUP VISION

To diversify in all fields of retail, real estate and hospitality in order to touch the ever rising
heights of success by turning the steering wheels of prosperity in the emerging globalizes
economy and to be recognized as a Group that everyone wants to be associated with.

MISSION

 To be the most admired organization with zeal to work for society.

 Excellence services are provided through advanced innovation.
 Employment opportunities are created with the sense of social responsibility.
 To encourage individual growth to fullest potential.
 To maintain high degree of efficiency and attain international standards.
 Every step is taken to constantly upgrading our skills competencies & knowledge.

Core Values.

Simplicity by keeping a low profile externally and having clear, frank and effective
communication in the organisation.

Teamwork with well-defined respnsibilities and accountability.

Relationhips of trust amongst people through well-defined responsibility and authority.

According top priority to custmer focus through prompt and appropriate response.

Respect and care for all those associated meeting commitments

Recognising the fact enshrined in the maxim "people are the fountain of power", we believe that
our people are our inestimable resource and strength. Through our intellectual, from engineers to
designers and from managers to support staff, we offer our clients a vast network of competence
and excellence, which we are committed to.

Our people are our indispensable companions, who are driven by a vividly different future that
inspires our understanding and opens new windows for further development and provides the
potency to generate innovative opportunities while securing a leadership position in mechanised
automobile engineering, and other field of advanced technology.

Our professional, transparent and gracious work culture promotes creativity and encourages the
entrepreneurial spirit and innovation while concurrently builds structure, system coordination
and accountability in the organisation.

Introduction
Any marketing that uses electronic devices and can be used by
marketing specialists to convey promotional messaging and measure
its impact through your customer journey. In practice, digital
marketing typically refers to marketing campaigns that appear on a
computer, phone, tablet, or other device. It can take many forms,
including online video, display ads, search engine marketing, paid
social ads and social media posts. Digital marketing is often compared
to “traditional marketing” such as magazine ads, billboards, and direct
mail. Oddly, television is usually lumped in with traditional marketing.

Did you know that more than 3 quarters of Americans go online on a

daily basis? Not only that, but 43% go on more than once a day and
26% are online “almost constantly.”

These figures are even higher among mobile internet users. 89% of
Americans go online at least daily, and 31% are online almost
constantly. As a marketer, it’s important to take advantage of the
digital world with an online advertising presence, by building a brand,
providing a great customer experience that also brings more potential
customers and more, with a digital strategy.

A digital marketing strategy allows you to leverage different digital

channels–such as social media, pay-per-click, search engine
optimization, and email marketing–to connect with existing customers
and individuals interested in your products or services. As a result, you
can build a brand, provide a great customer experience, bring in
potential customers, and more.

Digital marketing

Digital marketing, also called online marketing, is the promotion of

brands to connect with potential customers using the internet and
other forms of digital communication. This includes not
only email, social media, and web-based advertising, but also text
and multimedia messages as a marketing channel.

Essentially, if a marketing campaign involves digital communication,

it's digital marketing.

Inbound marketing versus digital marketing

Digital marketing and inbound marketing are easily confused, and for
good reason. Digital marketing uses many of the same tools as
inbound marketing—email and online content, to name a few. Both
exist to capture the attention of prospects through the buyer’s journey
and turn them into customers. But the 2 approaches take different
views of the relationship between the tool and the goal.
Digital marketing considers how individual tools or digital channels
can convert prospects. A brand's digital marketing strategy may
use multiple platforms or focus all of its efforts on 1 platform. For
example, a company may primarily create content for social media
platforms and email marketing campaigns while ignoring other digital
marketing avenues.
On the other hand, inbound marketing is a holistic concept. It
considers the goal first, then looks at the available tools to determine
which will effectively reach target customers, and then at which stage
of the sales funnel that should happen. As an example, say you want to
boost website traffic to generate more prospects and leads. You can
focus on search engine optimization when developing your content
marketing strategy, resulting in more optimized content,
including blogs, landing pages, and more.

The most important thing to remember about digital marketing and

inbound marketing is that as a marketing professional, you don’t have
to choose between the 2. In fact, they work best together. Inbound
marketing provides structure and purpose for effective digital
marketing to digital marketing efforts, making sure that each digital
marketing channel works toward a goal.

digital marketing important

Any type of marketing can help your business thrive. However, digital
marketing has become increasingly important because of how
accessible digital channels are. In fact, there were 5 billion internet
users globally in April 2022 alone.

From social media to text messages, there are many ways to use
digital marketing tactics in order to communicate with your target
audience. Additionally, digital marketing has minimal upfront costs,
making it a cost-effective marketing technique for small businesses.

B2B versus B2C digital marketing

Digital marketing strategies work for B2B (business to business) as

well as B2C (business to consumer) companies, but best
practices differ significantly between the 2. Here's a closer look at
how digital marketing is used in B2B and B2C marketing strategies.

 B2B clients tend to have longer decision-making processes, and thus longer sales funnels.
Relationship-building strategies work better for these clients, whereas B2C customers tend to
respond better to short-term offers and messages.
 B2B transactions are usually based on logic and evidence, which is what skilled B2B digital
marketers present. B2C content is more likely to be emotionally-based, focusing on making the
customer feel good about a purchase.
 B2B decisions tend to need more than 1 person's input. The marketing materials that best drive
these decisions tend to be shareable and downloadable. B2C customers, on the other hand,
favor one-on-one connections with a brand.

Of course, there are exceptions to every rule. A B2C company with a

high-ticket product, such as a car or computer, might offer more
informative and serious content. As a result, your digital marketing
strategy always needs to be geared toward your own customer base,
whether you're B2B or B2C.

Take a look at your current audience to create well-informed and

targeted online marketing campaigns. Doing so ensures your
marketing efforts are effective and you can capture the attention of
potential customers.

Types of digital marketing

There are as many specializations within digital marketing as there

are ways of interacting using digital media. Here are a few key
examples of types of digital marketing tactics.
Search engine optimization
Search engine optimization, or SEO, is technically a marketing tool
rather than a form of marketing in itself. The Balance defines it as
“the art and science of making web pages attractive to search
engines.”

The "art and science" part of SEO is what’s most important. SEO is a
science because it requires you to research and weigh different
contributing factors to achieve the highest possible ranking on a
search engine results page (SERP).

Today, the most important elements to consider when optimizing a

web page for search engines include:

 Quality of content
 Level of user engagement
 Mobile-friendliness
 Number and quality of inbound links

In addition to the elements above, you need to optimize technical SEO,

which is all the back-end components of your site. This includes URL
structure, loading times, and broken links. Improving your technical
SEO can help search engines better navigate and crawl your site.
The strategic use of these factors makes search engine optimization a
science, but the unpredictability involved makes it an art.

Ultimately, the goal is to rank on the first page of a search engine’s

result page. This ensures that those searching for a specific query
related to your brand can easily find your products or services. While
there are many search engines, digital marketers often focus on
Google since it's a global leader in the search engine market.

In SEO, there's no quantifiable rubric or consistent rule for ranking

highly on search engines. Google and other search engines change
their algorithm almost constantly, so it's impossible to make exact
predictions. What you can do is closely monitor your page's
performance and make adjustments to your strategy accordingly.
Content marketing
As mentioned, the quality of your content is a key component of an
optimized page. As a result, SEO is a major factor in content
marketing, a strategy based on the distribution of relevant and
valuable content to a target audience.
As in any marketing strategy, the goal of content marketing is
to attract leads that ultimately convert into customers. But it does so
differently than traditional advertising. Instead of enticing prospects
with potential value from a product or service, it offers value for free in
the form of written material, such as:

 Blog posts
 E-books
 Newsletters
 Video or audio transcripts
 Whitepapers
 Infographics

Content marketing matters, and there are plenty of stats to prove it:

 84% of consumers expect companies to produce entertaining and helpful content experiences
 62% of companies that have at least 5,000 employees produce content daily
 92% of marketers believe that their company values content as an important asset

As effective as content marketing is, it can be tricky. Content

marketing writers need to be able to rank highly in search engine
results while also engaging people who will read the material, share it,
and interact further with the brand. When the content is relevant, it
can establish strong relationships throughout the pipeline.

To create effective content that’s highly relevant and engaging, it’s

important to identify your audience. Who are you ultimately trying to
reach with your content marketing efforts? Once you have a better
grasp of your audience, you can determine the type of content you'll
create. You can use many formats of content in your content
marketing, including videos, blog posts, printable worksheets, and
more.

Regardless of which content you create, it’s a good idea to follow

content marketing best practices. This means making content that’s
grammatically correct, free of errors, easy to understand, relevant, and
interesting. Your content should also funnel readers to the next stage
in the pipeline, whether that’s a free consultation with a sales
representative or a signup page.

Social media marketing

Social media marketing means driving traffic and brand

awareness by engaging people in discussion online. You can use
social media marketing to highlight your brand, products, services,
culture, and more. With billions of people spending their time engaging
on social media platforms, focusing on social media marketing can be
worthwhile.
The most popular digital platforms for social media marketing
are Facebook, Twitter, and Instagram, with LinkedIn
and YouTube not far behind. Ultimately, which social media platforms
you use for your business depends on your goals and audience. For
example, if you want to find new leads for your FinTech startup,
targeting your audience on LinkedIn is a good idea since industry
professionals are active on the platform. On the other hand, running
social media ads on Instagram may be better for your brand if you run
a B2C focused on younger consumers.
Because social media marketing involves active audience
participation, it has become a popular way of getting attention. It's
the most popular content medium for B2C digital marketers at 96%,
and it's gaining ground in the B2B sphere as well. According to the
Content Marketing Institute, 61% of B2B content marketers increased
their use of social media this year.
Social media marketing offers built-in engagement metrics, which are
extremely useful in helping you to understand how well
you're reaching your audience. You get to decide which types of
interactions mean the most to you, whether that means the number of
shares, comments, or total clicks to your website.
Direct purchase may not even be a goal of your social media
marketing strategy. Many brands use social media marketing to start
dialogues with audiences rather than encourage them to spend money
right away. This is especially common in brands that target older
audiences or offer products and services not appropriate for impulse
buys. It all depends on your company's social media marketing goals.

To create an effective social media marketing strategy, it’s crucial to

follow best practices. Here are a few of the most important social
media marketing best practices:

 Craft high-quality and engaging content

 Reply to comments and questions in a professional manner
 Create a social media posting schedule
 Post at the right time
 Hire social media managers to support your marketing efforts
 Know your audience and which social media channels they’re most active on

To learn more about how Mailchimp can help with your social media
strategy, check out the comparison of our free social media
management tools versus others.
Pay-per-click marketing

Pay-per-click, or PPC, is a form of digital marketing in which you pay a

fee every time someone clicks on your digital ads. So, instead of
paying a set amount to constantly run targeted ads on online channels,
you only pay for the ads individuals interact with. How and when
people see your ad is a bit more complicated.
One of the most common types of PPC is search engine advertising,
and because Google is the most popular search engine, many
businesses use Google Ads for this purpose. When a spot is available
on a search engine results page, also known as a SERP, the engine
fills the spot with what is essentially an instant auction. An algorithm
prioritizes each available ad based on a number of factors, including:
  Ad quality
 Keyword relevance
 Landing page quality
 Bid amount

PPC ads are then placed at the top of search engine result pages
based on the factors above whenever a person searches for a specific
query.

Each PPC campaign has 1 or more target actions that viewers are
meant to complete after clicking an ad. These actions are known as
conversions, and they can be transactional or non-transactional.
Making a purchase is a conversion, but so is a newsletter signup or a
call made to your home office.

Whatever you choose as your target conversions, you can track them
via your chosen digital marketing channels to see how your campaign
is doing.

Affiliate marketing

Affiliate marketing is a digital marketing tactic that lets someone

make money by promoting another person's business. You could be
either the promoter or the business who works with the promoter, but
the process is the same in either case.

It works using a revenue sharing model. If you're the affiliate, you get
a commission every time someone purchases the item that you
promote. If you're the merchant, you pay the affiliate for every sale
they help you make.

Some affiliate marketers choose to review the products of just 1

company, perhaps on a blog or other third-party site. Others have
relationships with multiple merchants.

Whether you want to be an affiliate or find one, the first step is

to make a connection with the other party. You can use digital
channels designed to connect affiliates with retailers, or you can start
or join a single-retailer program.
If you're a retailer and you choose to work directly with affiliates,
there are many things you can do to make your program appealing to
potential promoters. You'll need to provide those affiliates with the
tools that they need to succeed. That includes incentives for great
results as well as marketing tools and pre-made materials.
Native advertising

Native advertising is digital marketing in disguise. Its goal is to blend

in with its surrounding content so that it’s less blatantly obvious as
advertising.

Native advertising was created in reaction to the cynicism of today's

consumers toward ads. Knowing that the creator of an ad pays to run
it, many consumers will conclude that the ad is biased and
consequently ignore it.

A native ad gets around this bias by offering information or

entertainment before it gets to anything promotional, downplaying the
"ad" aspect.

It’s important to always label your native ads clearly. Use words like
“promoted” or “sponsored.” If those indicators are concealed, readers
might end up spending significant time engaging with the content
before they realize that it's advertising.

When your consumers know exactly what they're getting, they'll feel
better about your content and your brand. Native ads are meant to be
less obtrusive than traditional ads, but they’re not meant to be
deceptive.

Influencer marketing

Like affiliate marketing, influencer marketing relies on working with an

influencer–an individual with a large following, such as a celebrity,
industry expert, or content creator–in exchange for exposure. In many
cases, these influencers will endorse your products or services to their
followers on several social media channels.

Influencer marketing works well for B2B and B2C companies who want
to reach new audiences. However, it’s important to partner with
reputable influencers since they’re essentially representing your
brand. The wrong influencer can tarnish the trust consumers have with
your business.

Marketing automation

Marketing automation uses software to power digital marketing

campaigns, improving the efficiency and relevance of advertising. As a
result, you can focus on creating the strategy behind your digital
marketing efforts instead of cumbersome and time-consuming
processes.

While marketing automation may seem like a luxury tool your business
can do without, it can significantly improve the engagement between
you and your audience.

According to statistics:

 90% of US consumers find personalization either “very” or “somewhat” appealing

 81% of consumers would like the brands they engage with to understand them better
 77% of companies believe in the value of real-time personalization, yet 60% struggle with it

Marketing automation lets companies keep up with the expectation of

personalization. It allows brands to:

 Collect and analyze consumer information

 Design targeted marketing campaigns
 Send and post digital marketing messages at the right times to the right audiences

Many marketing automation tools use prospect engagement (or lack

thereof) with a particular message to determine when and how to
reach out next. This level of real-time customization means that you
can effectively create an individualized marketing strategy for each
customer without any additional time investment.

Mailchimp's marketing automation tools ensure you can interact with

your audience via behavior-based automations, transactional emails,
date-based automations, and more.

Email marketing
The concept of email marketing is simple—you send a promotional
message and hope that your prospect clicks on it. However, the
execution is much more complex. First of all, you have to make sure
that your emails are wanted. This means having an opt-in list that
does the following:

 Individualizes the content, both in the body and in the subject line
 States clearly what kind of emails the subscriber will get
 An email signature that offers a clear unsubscribe option
 Integrates both transactional and promotional emails

You want your prospects to see your campaign as a valued service,

not just as a promotional tool.

Email marketing is a proven, effective technique all on its own: 89% of

surveyed professionals named it as their most effective lead
generator.
It can be even better if you incorporate other digital marketing
techniques such as marketing automation, which lets
you segment and schedule your emails so that they meet your
customer's needs more effectively.

If you’re considering email marketing, here are a few tips that can help
you craft great email marketing campaigns:

 Segment your audience to send relevant campaigns to the right people

 Ensure emails look good on mobile devices
 Create a campaign schedule
 Run A/B tests

Mobile marketing

Mobile marketing is a digital marketing strategy that allows you to

engage with your target audience on their mobile devices, such as
smartphones and tablets. This can be via SMS and MMS messages,
social media notifications, mobile app alerts, and more.

It’s crucial to ensure that all content is optimized for mobile devices.
According to the Pew Research Center, 85% of Americans own a
smartphone, so your marketing efforts can go a long way when you
create content for computer and mobile screens.
 The benefits of digital marketing
Digital marketing has become prominent largely because it reaches
such a wide audience of people. However, it also offers a number of
other advantages that can boost your marketing efforts. These are a
few of the benefits of digital marketing.

A broad geographic reach

When you post an ad online, people can see it no matter where they
are (provided you haven’t limited your ad geographically). This makes
it easy to grow your business's market reach and connect with a larger
audience across different digital channels.

Cost efficiency

Digital marketing not only reaches a broader audience than traditional

marketing but also carries a lower cost. Overhead costs for newspaper
ads, television spots, and other traditional marketing opportunities can
be high. They also give you less control over whether your target
audiences will see those messages in the first place.
With digital marketing, you can create just 1 content piece that draws
visitors to your blog as long as it's active. You can create an email
marketing campaign that delivers messages to targeted customer lists
on a schedule, and it's easy to change that schedule or the content if
you need to do so.

When you add it all up, digital marketing gives you much more
flexibility and customer contact for your ad spend.

Quantifiable results

To know whether your marketing strategy works, you have to find out
how many customers it attracts and how much revenue it ultimately
drives. But how do you do that with a non-digital marketing strategy?
There's always the traditional option of asking each customer, “How
did you find us?"

Unfortunately, that doesn't work in all industries. Many companies

don't get to have one-on-one conversations with their customers, and
surveys don't always get complete results.

With digital marketing, results monitoring is simple. Digital marketing

software and platforms automatically track the number of desired
conversions that you get, whether that means email open rates, visits
to your home page, or direct purchases.

Easier personalization

Digital marketing allows you to gather customer data in a way that

offline marketing can't. Data collected digitally tends to be much more
precise and specific.

Imagine you offer financial services and want to send out special
offers to internet users people who have looked at your products. You
know you'll get better results if you target the offer to the person's
interest, so you decide to prepare 2 campaigns. One is for young
families who have looked at your life insurance products, and the other
is for millennial entrepreneurs who have considered your retirement
plans.

How do you gather all of that data without automated tracking? How
many phone records would you have to go through how many customer
profiles And how do you know who has or hasn't read the brochure you
sent out?

With digital marketing, all of this information is already at your

fingertips.

More connection with customers

Digital marketing lets you communicate with your customers in real-

time. More importantly, it lets them communicate with you.
Think about your social media strategy. It's great when your target
audience sees your latest post, but it's even better when they
comment on it or share it. It means more buzz surrounding your
product or service, as well as increased visibility every time someone
joins the conversation.
Interactivity benefits your customers as well. Their level of
engagement increases as they become active participants in your
brand's story. That sense of ownership can create a strong sense
of brand loyalty.
Easy and convenient conversions

Digital marketing lets your customers take action immediately after

viewing your ad or content. With traditional advertisements, the most
immediate result you can hope for is a phone call shortly after
someone views your ad. But how often does someone have the time to
reach out to a company while they're doing the dishes, driving down
the highway, or updating records at work?
With digital marketing, they can click a link or save a blog post and
move along the sales funnel right away. They might not make a
purchase immediately, but they’ll stay connected with you and give
you a chance to interact with them further.
How to create a digital marketing strategy
For many small businesses and beginner digital marketers, getting
started with digital marketing can be difficult. However, you can
create an effective digital marketing strategy to increase brand
awareness, engagement, and sales by using the following steps as
your starting point.

Set SMART goals

Setting specific, measurable, achievable, relevant, and timely (SMART)

goals is crucial for any marketing strategy. While there are many goals
you may want to achieve, try to focus on the ones that will propel your
strategy forward instead of causing it to remain stagnant.

Identify your audience

Before starting any marketing campaign, it’s best to identify your
target audience. Your target audience is the group of people you want
your campaign to reach based on similar attributes, such as age,
gender, demographic, or purchasing behavior. Having a good
understanding of your target audience can help you determine which
digital marketing channels to use and the information to include in
your campaigns.

Create a budget

A budget ensures you’re spending your money effectively towards your

goals instead of overspending on digital marketing channels that may
not provide the desired results. Consider your SMART goals and the
digital channel you’re planning to use to create a budget.

Select your digital marketing channels

From content marketing to PPC campaigns and more, there are many
digital marketing channels you can use to your advantage. Which
digital marketing channels you use often depends on your goals,
audience, and budget.

Refine your marketing efforts

Make sure to analyze your campaign's data to identify what was done
well and areas for improvement once the campaign is over. This allows
you to create even better campaigns in the future. With the help of
digital technologies and software, you can obtain this data in an easy-
to-view dashboard. Mailchimp’s digital marketing analytics reports will
help you keep track of all your marketing campaigns in one centralized
location.

Digital marketing creates growth

Digital marketing should be one of the primary focuses of almost any
business’s overall marketing strategy. Never before has there been a
way to stay in such consistent contact with your customers, and
nothing else offers the level of personalization that digital data can
provide. The more you embrace the possibilities of digital marketing,
the more you'll be able to realize your company's growth potential.

Chapter-2
Review of
Literature
The web development executive has become one of the most important and complex task of
Marketing Management. The success and growth of an organization depends largely upon the
caliber and performance of its executives. Therefore, every organization must improve the
quality of its managers. It is essential to train and develop executive who can succeed as the
managers of today.

web development executive or management development consists of all activities by which

executive learn to improve their behaviour and performance. it is a systematic process of
learning and growth by which managerial personnel gain and apply knowledge, skills, attitudes
effectively and efficiently. It is and education process through which executives learns
conceptual and theoretical knowledge and managerial skills in an organized manner.

web development executive includes all those activities and programmes which have substantial
influence on changing the capacity of individual to perform his present assignment better and in
so doing are likely to increase his potential for future management assignment. Management
development is planned systematic and continuous process of learning and growth designed to
induce behavioral change in individuals by cultivating their mental anilities and inherent
qualities through the acquisition, and understanding and use of new knowledge insights and
skills as they are needed for effective managing. This learning process involves the implication
that there will be changed behaviour on the part of individual given the adequate training and
education.

Development of managers takes place not only by participating in formal courses of the
instruction drawn by the organization, but also through actual job experience in the organization.
It should be recognized that it is for the organization to provide the development opportunities
for its managers and potential managers. But an equal, perhaps more important, counterpart to
the efforts of the organization are those of the individuals. Self-development is an important
concept in the whole programme of management development. The participant must have the
capacity and motivation to learn and develop themselves.

Web development Executive is planned and organized process of learning rather than a
haphazard or trial and error approach. Web development Executive is an ongoing process it is
never ending exercise rather than a ‘one-shot’ affair. It continues throughout an executive entire
professional career because there is no end to learning. Web development is a long-term process
as managerial skill cannot be developed overnight. Executive development is guided self
development. An organization can provide opportunity for development for it present and
potential managers. But the image for learning has to come from the executive himself. Web
development is possible only when the individual has the desire to learn and practice what he
learns. No amount of coercion can lead to development. Executive development eventually
something that the executive has to attain himself. But he will do this much better if he is given
encouragement, guidance and opportunity by his company. Executive development aim at
preparing skillful manager for better performance and helping them to realize their full potential.

The web development executive is a planned, systematic and continuous process of learning and
growth designed to induce behavioral change in individuals by cultivating their mental abilities
and inherent qualities through the acquisition, understanding and use of new knowledge, insights
and skills as they are needed for more effective performance of the work of managing.

Managers develop not only by participating in formal courses of instruction drawn by the
organisation but also through actual job experience in the organisation. It should be recognised
that it is for the organist ion to establish the development opportunities for its managers and
potential managers. But, an equal rather more important counterpart to the efforts of organisation
is those of the individuals. It should be accepted as discipline of self education. Te individuals
have the motivation and the capacity to learn and develop. As the individuals differ from one
another in aptitudes, attitudes, talents, aspiration, needs and motivation, they should by provided
an effective organisational climate to develop themselves and change their behaviour in
managing the people and resources.

OBJECTIVE

1. To Improve the performance of managers at all levels in their present jobs.

The main objective of the development executiveis to improve the performance of the managers
in the management or any kind of the organization at all levels in their present jobs.
2. To sustain the performance of the managers

The chief executives are developed the performance of the managers and sustain their duty in the
organization in better form. The executives are secured jobs for manager in future. So executive
development is must for the development of the every organization. Hence we can say that the
executives are prepare higher jobs in future for managers.

3. To ensure the availability of required managers with the needed skills

The chief executives are developed the organization in better way, the executives know about the
required managers in the organization, so he decide the what kind of the managers required for
the development of the organization, and also he can checkout the work ability of the managers
who worked in the organization. So for the development of the organization the executives’
development is must.

4. To prevent obsolescence of the executives

The obsolesces of the executives is must for finding new generations technique and latest
concepts in their respective areas of the specialization. Hence the executive find new concepts
and techniques for the development of the organization. Hence here we can say that the
executive development is most important for any organization.

5. To replace the elderly executives

The organization have must need of the replacement of the chief executives at time to time hence
the new generation’s executives have new ideas and concepts and development techniques.
Hence executive’s development is most important for any organization and they can fulfill their
aspirations.

6. To provide opportunities to executives to fulfill their career aspiration

The organization have must need of the new executives who come in the organization with their
new techniques and the new executives can fulfill their career aspiration, hence executives
development program made best alternative of the elder executives they adopt new techniques
for the development in the organization. Hence executive developments are most important for
any kind of the organization.

7. To optimum utilization of the resources

The managerial resources of the organization are very important for any kind of the organization
hence the best use of the resource is most important. Hence executives ensure that the resources
of the organization are utilized optimally.
Objectives at three levels of authority

a) To management
b) Middle line management
c) Middle Functional executives and Specialists

a) To management

1. To improve though processes and analytical ability in order to uncover and examine
problems and take decisions in the best interests of the country and organization.
2. To broaden the outlook of the executive in regard to his role, position and responsibilities
in the organization and outside.
3. To think through problems which may confront the organization now or in future.
4. To understand economic, technical and institutional forces in order to solve business
problems.
5. To acquire knowledge about the problems of human relations.

b) Middle line management

1. To establish a clear picture of executive functions and responsibilities.

2. To bring about an awareness of the broad aspects of management problems, and an
acquaintance with, and appreciation of, inter-departmental relation.
3. To develop the ability to analyze problems and to take appropriate action.
4. To develop familiarity with the managerial uses of financial accounting,
psychology,business law and business statistics;
5. To include knowledge of human motivation and human relationship;
6. To develop responsible leadership.
c) Middle functional executives and specialists

1. To increase knowledge of business functions and operation in specific fields in

marketing, production, finance human resources.
2. To increase productivity in management techniques such as work study, inventory
control, operation research, quality control:
3. To stimulate creative thinking in order to improve method and procedures;
4. To understand functions performed in a company;
5. To under stand industrial relation problem; and
6. To develop the ability to analyze problems in one’s area or functions.

Basic objective of developmentexecutive

1. To increase the efficiency of performance ofexisting executives by developing their managerial

skills.
2. To ensure adequate reserve of managerialtalents at all levels for the long term survival and
growth of organization.
3. To encourage the executives to adopt the latest technology and process and thus to prevent
obsolescence of executives.
4. To provide opportunities to managers fortheir career advancements - as a motivational tool.
5. In order to introduce change in organisationby introducing change agents and thus to influence
behaviour of workers through thedeveloped workers.
6. To establish harmony and coordination in thechanged circumstance.
 METHOD OF EXECUTIVE DEVELOPMENT

web development
executive

ON-THE-JOB TRAINING OFF-THE-JOB TRANING

- Coaching - Lecture

- Under study - Case study

- Position rotation - Group discussion

- Project assignment - Conference

- Comities - Role playing

- Multiple management - Management games

- Selected reading - In basket exercise

- Sentivity training

- Programmes instruction
 PROCEDURES

There are following procedures are adopted to the development of the executive

- Analysis of development needs

- Appraisal of present managerial talent
- Inventory of executive manpower
- Planning individual development programmes
- Establishing training and development programmes
- Evaluating development programmes.

Analysis of development needs

First of all the present and future developmental needs of the organisation are ascertained. It is
necessary to determine how many and what type of executives are required to meet the present
and future needs of the enterprise. This calls for organisationplanning . a critical analysis of the
organisation structure in the light of future plans will reveal what the organisation needs in terms
of department, functions and key executive positions . then job description and specification are
prepared for all executive positions to know the type of knowledge, skills , training and
experience required for each position.

Appraisal of present managerial talent

A qualitative assessment of the existing executives is made to determine the type of executive
talent available within the organisation. The performance of every executive is compared with
the standard expected of him. His personal traits are also analyzed to estimate his potential for
development.

Inventory of executive manpower

This inventory is prepared to obtain complete information about each executive. Data on the age
education, experience health test results and performance appraisal results is collected . this
information 18 maintained on cards or replacement tables, one for each executives. An analysis
of this information will show the strength as well as deficiencies or executive in certain functions
relative to the future needs of the organization.

Planning individual development Programmes

Each one of us has a unique set of physical, intellectual and emotional characteristics. Therefore,
development plan should be tailor made for each individual. Such tailor made programmes of
development should give due attention to the interests and goals of the subordinate as well as to
the training and development opportunities existing in the organization.

Establishing training and development

The human resource department prepares compressive and well-conceived programmes. The
department. Identified development needs and may launch specific courses in fields of
leadership, decision –making, human relations, etc. it also recommends specific executive
development programmes organized by well known institutes of managements. on the basis of its
recommendation , the top management nominates the executives who will participate in these
programmes at the cost of the company.
Evaluating development Programmes

Considerable money, time and efforts are spent on executive development programmes. It is ,
therefore, natural to find out to what extent the programmed objectives have been achieved.
Programme evaluation will reveal the relevance of the development programmes and the changes
that should be made to make these more useful to the organisation. Observation of the trainee’s
behaviour rating of the training elements, opinion surveys, interview’s tests and changes in
productivity , quality, cost, etc, can be used to evaluate development programmes. General
results of development programmes can be measured in the long run. But some specific results
may be assessed during the short-term. Executive development helps both the individual and the
company grow. Executive development is management development: a process of learning and
growth that managerial personnel undergo. They then apply the skills, knowledge, attitudes and
insights they learn to work in the organization. The whole idea of executive development is for
managers to not only apply the skills and competencies learned in their present role, but also to
prepare for future managerial roles -- of a wider scope and a higher difficulty level. Executive
development is an ongoing process because managers are expected to grow from strength to
strength.

Building on Talent

Managers in their early career are high-potential candidates for executive development.
Companies train them and prepare them to assume higher levels of responsibility at a later stage.
Part of the training is to increase global awareness and business knowledge. Executive
development trains managers to explore and develop their capacity to exercise leadership
responsibilities. Companies consider managers who possess the potential to integrate and apply
learning the right candidates for executive development.
Sustainability in Performance

Managers moving into higher leadership positions face challenges related to the development
and execution of strategies in the complex business environment. Managers must build a team,
manage internal and external relationships, add value to their role and deliver results. Executive
development will help managers build the skills and gain the knowledge they need to boost
performance today, and sustain it into the future. The objective of executive development is to
help managers exploit their full potential through sustainability in performance.

Business Problem Solving

Managers must understand the economic, institutional and technological forces that dominate the
business environment. Business problems need solving on a regular basis and executive
development helps managers to cope. Executive development and management instruction helps
to bridge the gap between what the individual already knows and what the individual must learn
in order to handle business problem solving effectively. In a constantly changing business
environment, managers must make decisions to boost performance at the individual and team
levels.

Proficiency in Management Techniques

The role of a manager is to increase proficiency within the business environment at various
levels including quality control, inventory control, work study and operations research.
Executive development trains a manager to recognize the importance of the employee and
successfully handle the motivation, career planning and performance feedback of employees.
Managers are also trained to implement effective group and intergroup information systems to
enhance communication and productivity, diagnose and resolve problems and implement reward
systems.

The Program is built around a four-step process:

1. Creating an Effective Strategic Planning Process

Creating a strategic planning process will change the way you think about your business and
allow you to develop useful strategic plans that have buy-in across the organization.

 Evaluating your organization's strategy development process

 Designing a structured and disciplined framework for planning and encouraging
creativity
  Using the strategic planning process to challenge conventional wisdom Utilizing a
rapid, focused, and action oriented planning process

2. Strategic Planning Tools and Frameworks

Assessing a variety of strategic planning tools and frameworks.

 Creating a vision statement, mission, and objectives that are meaningful to your
organization
 Identifying the challenges and opportunities that are make-or-break for your organization
 Understanding the profit drivers and financial implications of alternative strategic
platforms
 Preparing for changes in competitive conditions and market dynamics
 Integrating cross-functional considerations into the plan

3. Leading Organizational Change

Improving the effectiveness of organizational change.

 Creating champions and coalitions to drive change

 Understanding the role of leaders in driving change
 Managing resistance to change and building a sustained commitment to change
 Aligning the organization behind the strategic plan

4. Implementing the Strategic Plan

Focusing organizational resources to ensure rapid implementation of the strategic plan and
generating sustained momentum.

 Understanding how the organization's culture affects strategy implementation

 Ensuring the organization's infrastructure and culture support the change effort
 Building in accountabilities and the appropriate measurement scorecards
 Leveraging the strategic plan through alliances and partnerships.
Scope of the executive development

EXECUTIVE Director of HR and Organizational development Organizational transformation is

one thing. Changing society is something else entirely...SCOPE has been supporting disabled
people and their families for close to six decades. Over that time, the organization has undergone
many changes, not least in the last few years. A renewed focus and new leadership have
contributed to SCOPE’S recent growth and success – evidenced by our sound finances, a college
rated as “outstanding”, highly regarded services for children and fast improving adult care
provision.

With the charity sector’s involvement in public service delivery set to grow and grow, the change
mustn’t stop now. At this pivotal moment in SCOPE’S history, you could play a central role in
shaping our future. Reporting directly to our Chief EXECUTIVE this management board
position will prove hugely influential in continuing the transformation of the organisation and in
turn will extend our impact on individual lives and society as a whole.

Within this truly strategic role you will take the contribution of HR to a new level, whilst
ensuring that the function operates at the high level necessary to meet customer need. With a
significant track record of success in leading cultural and organisational change within a large,
diverse and complex organisation, you will lead on key issues such as staff engagement,
workforce planning, talent management and succession planning. Your legacy will be a new
culture which enthuses and empowers our staff – and secures us a reputation as an employer of
choice.

Talent Management System

Popular business and management periodicals frequently run articles outlining the dearth of leaders
available to lead organizations with ever-more-complex requirements. There is also a natural tendency
for people—all too familiar with the foibles of their company’s internal leaders—to believe that the
really good talent must be found outside. (This persuasion persists despite the well-documented reality
that successful integration difficult.)
Web development Executivein India

In India, in some companies, executive developments are made on the basis of merit, potential and
seniority. Internal executive developments are also granted, from existing lower cadre on the basis of
seniority and merit.

In public sector organizations, elaborate rules exist for regulating the seniority of employees in different
service cadres executive developments are made from this list. But often, due to political pressure, the
rules are violated and a person standing much lower in the list is given priority over the senior most
man.

In the private sector enterprise, the executive developments are generally not based upon any clear-cut
rule. Efficiency is the main consideration, unless it is family enterprise where relationship with the
proprietor’s o patronage might play a part. But even there only a limited number of posts would be filled
upon the basis of relationship or by way of patronage. Even in such firms where employees are
concerned there is generally a well-defined executive development policy and nepotism is avoided, as
far as possible where the employees are well organized. The rule followed is “Promote the best man
available.”

While making executive developments, the management must ensure that:

a) Proper talents are first made available by a correct program of recruitment.

b) Employees are enabled to satisfy their own aspirants within the framework of the company’s
own objective and projects and,
c) A program of career planning, coupled with periodic assessment is followed in accordance with
rules.
It is worth nothing that in a developing economy like India, with rapid technological advances and need
for training and education it is not always possible to promote the older workers who can neither be
adequately trained nor are willing to be exposed to new concepts, ideas and methods of work. As for
higher-level executive developments, only in large organization can a policy of executive development
from within be practicable, but even these such executive developments can’t be confined entirely to
the existing personnel of the organization, unless management development and career planning are an
essential part of the company’s executive development policy.

Development system

An “WEBDEVELOPMENTEXECUTIVE” system involves clear-cut definitions of line of future

advancement, detailed personnel records, specific executive development plans definite allocation of
responsibility for identifying executive development able individuals for leadership in management of
the organisation and make plan to better coordination between the worker and staff and casuals or we
can say that employees function.

BEACHdescribed executive development systems for different category of personnel in the organization.
He observes: “For unskilled and semi-skilled workers, entry is made into “labor pool” and thereafter
upgrading takes place on the basis of seniority or combination of both seniority and ability. The skilled
craftsmen are recruited as helpers or apprentices and thereafter upward mobility occurs up to position
of foremen, inspectors or production coordinators. Entry in clerical jobs is through appointment as
clerks, typists or stenographer and subsequently executive developments are made to higher positions
such as that of head of the administrative departments. In professional jobs, entry is made as assistant
engineers, engineers, senior engineers, project engineers or even managers. Jobs in managerial
positions are filled up by individuals who enter as managerial trainers or assistant supervisors, finally
they are promote to middle level management positions” Due to executive development.

Executive developments may be based on either the “rank-in-the-job” or “rank-in-the-man.” In former

system, the content of the job including level of skill, efforts and responsibility form the basis. In this
system emphasis is laid on job analysis, job evaluation, organizational planning, etc. These determine
the pay and status in the organization. In the latter system, emphasis is put on proficiency of the
individuals. It determines the position level in the hierarchy of career pattern of a professional person.

Policy
The usual policy is to take merit into consideration. Sometimes length of service, education, training
courses completed, previous work history, etc, are factors, which are given weight while deciding on a
executive development. Although executive developments are made on the basis of ability, hard work,
co-operation, merit, honesty, many informal influences are powerful determinants of a executive
developmental policy.
For higher posts, persons are picked by the top executives”

(i) Who think and feel just as he does.

( ii ) Who value loyalty to him and to organization, and

( iii ) Who have social, political, economic and religious interests similar to his own.
Research Objective
Introduction
Research may be defined a way of assimilating a grate amount of knowledge events information
all happening around us all the time. It means gain new knowledge about any thing.

Business research method is a systematized effort to gain new knowledge. A systematized and
scientific study aimed at a particular question or problem or field can be called a research. It
helps in solving problem at hand. It moves man from know to the unknown

survey method was adopted for the study. survey work with structured questionnaire was administrated
to collect the primary data. this study is totally based on primary data collected from the respondents.

Web development executive means giving higher positions t an employee who carries higher status,
more responsibilities and higher salary. the purpose of executive development is to staff a vacancy that,
in general, is worth is more to the organization than the incumbent’s present position. executive
development increases morale of the employees and motivates them.
It is beneficial to both organization and employees. executive development attracts suitable and
competent employees for the organization. executive development helps in putting the worker in
position where he will be of greater value to the organization and where he may derive increased
personal satisfaction and income from his work. cost of training the insiders on the superior positions is
much less.

By Web development executive employees feel contentment with their present condition and
encourage them to succeed in the company. it promotes the feeling of job satisfaction in employees.
executive development gives the opportunity for unbroken, continuous service of employees.

As Web development executive is very essential process of organization so it is very essential to gather
opinion of employees about executive development program of the organization. this can be done by
taking feedback from employees of every department.

to know views of employees about executive development i have conducted a sample survey through a
questionnaire containing 12 questions. a specimen of the questionnaire containing is enclosed. total 100
responses have been completed and presented here.
Rational of study
I tried to find the response/feedback of the employees from different departments of the organization
to get an idea of what they feel about the training provided to them. 82 out of 100 gave their
recommendation and on the study of those feedbacks a summary and interpretation of what employees
think of training is presented here.

 100% employees know about the Web development executive policy of the organization.

 97% employees are satisfied with the Web development executive policy of their organization.

 3% of employees want some changes in the executive development policy of their organization.
  98% employees feel that Web development executive policy of their organization is efficient.

 86% employees think that Web development executive is ladder to success.

 95% employees think Web development executive helps them to do their work more efficiently
and encourage them.

based on my analysis i found that employees recommend executive development procedure on the
basis of both seniority and merit. they feel that Web development executive of employees is very
necessary. it increases the productivity of employees as well as the organization.

 To find out the satisfaction level among the staff members of the company about the existing
Promotion Policies and Schemes run by the company to reward and recognize the excellent
performers.
 To find out the satisfaction level of the staff members about the existing Promotion Schemes.
 To find out the satisfaction level of the staff members about the communication process of the
scheme.
 To find out the sound suggestions from the employees to make the existing Promotion Policy
scheme more effective, so that it can motivate or encourage them to perform well.
Research objective

 To find out the satisfaction level among the staff members of the company about the existing
executive development Policies and Schemes run by the company to reward and recognize the
excellent performers.
 To find out the satisfaction level of the staff members about the existing executive development
Schemes.
 To find out the satisfaction level of the staff members about the communication process of the
scheme.
 To find out the sound suggestions from the employees to make the existing executive
development Policy scheme more effective, so that it can motivate or encourage them to
perform well.
Scope of study

 The study will bring the exception of the staff members from the Company.
 The scheme will bring out the extent of the awareness of the staff.
 To understand the fringe benefits in India.
 To have insight on employees perception regarding their companies.
 To have suggestions for improvement regarding the strategy of Automation (A unit of
Tayal India Motors pvt. Ltd.)
Method of data collection

Random sampling was carried out to identify the respondents from the different Four levels of the staff
in the company. The respondents were divided on the basis of the total population of the respective
departments; more numbers of the employees were taken from the departments. Having more
population and less number of employees were taken from the department having less population so
that it constitutes the same percentage

Data collection
 Primary data collection
 Secondary data collection

PRIMARY DATA

Is collected through questionnaire, search and research through place where today's computer has been
mostly used.
SECONDARY DATA

Is being search sites like magazines, newspapers, journals,websites and the data has been collected
through other approaches

SAMPLING TECHNIQUES

The data was collected from 100 respondents from the various departments/levels of the staff
in MAYA ZIPPERS PRIVATE LIMITED.

SAMPLE SIZE

Due to time constraints 15% of the total population of the staff was chosen for the sample, which
constitute the 82 respondents of the staff in the company, then the data was taken from final tabulation
and analysis.
Limitation of Study
THE LIMITATIONS OF THE STUDY

 Due to the time constraints, only 82 staff members from a total workforce of approximate
300 were administrated the questionnaire. Therefore the small sample only could have
influenced the findings.

 Most of the time my guide and supervisors were not on their seats, this create a lot of
problems for me to finding the correct interpretation as they were busy in their day to day
activities and not able to talk and discuss the matter with me.

 The officials had less time to deliver information so it results in lack of information.
 I am just student of MBA, still there is a lot to be learning of skill to handle the firm
efficiently.
 Data Analysis

Q1. Percentage of male and female that took part in questionnaire:

Table1

Attributes Percentage

Male 65

Female 35

FIGURE 1
70

60

50

40

30

20

10

0
PERCENTAGE

MALE FEMALE

It shows that 65% of male & 35% of female members participate in getting answers of the
questionnaire.
Q.2 Choose the factor from below that helps you in getting executive development?

TABLE 2

Attributes Percentage

Hard work 25

Senior sub –ordinate relationship 45

Skill & management 30

FIGURE 2

50

40

30

20

10

0
PERCENTAGE

HARD WORK
SENIOR SUB-ORDINATE RELATIONSHIP
SKILL AND MANAGEMENT

According to above research it shows that senior – sub ordinate relation will be best preferable for
getting executive development but hard work and skills also get 35% &26% respectively.
 Q.3 .Executive
Development

. TABLE 3

Attributes Percentage

To encourage excellence in 15
the performance

To motivate outstanding 25
performance

To encourage others to 20
emulate

All the above 40

FIGURE
3

40

30

20

10

0
PERCENTAGE

ENCOURAGE EXCELLENCE IN THE PERFORMANCE

MOTIVATING OUTSTANDING PERFORMANCE
ENCOURAGE OTHERS TO EMULATE
ALL THE ABOVE
According to above reference encourage performance; motivate; emulate all considers & get highest
percentage of opinion in favors of objectives of the executive development.

Q.4Performance appraisal policies in company

TABLE 4

Attributes Percentage

Yes 75

No 25

FIGURE 4

80
70
60
50
40
30
20
10
0
PERCENTAGE

YES NO

The figure show the organization has performance appraisal policy

Q.5Factors, which your company consider during performance

TABLE 5

Attributes Percentage

Executive development 50

Facilities 30

Rewards 20

FIGURE 5

50
45
40
35
30
25
20
15
10
5
0
PERCENTAGE

DEVELOPMENT FACILITY REWARDS

This shows that executive development will get highest percentage for improving performance but
facilities & rewards also be considered for giving best of their performance.Q.6 At intervals executive
development is done in your company

TABLE 6

Attributes Percentage

Annually 55

Binomially 33

Quarterly 12

All the above 0

FIGURE 6

60

50

40

30

20

10

0
PERCENTAGE

ANNUALY BINOMIALY QUATERLY ALL THE ABOVE

Accordingly 55% of people want to have executive development annually in their companies but 33%
&12% want it binomially & quarterly respectively in their superior companies.Q.7Satisfaction with these
methods

TABLE: 7

Attributes Percentage

Yes 63

No 37

FIGURE 7

70

60

50

40

30

20

10

0
PERCENTAGE

YES NO

During research we came to know that 63% of people are satisfied with their company’s method but
37% are not so.
Q.8 Executive development helps you to work more efficiently

TABLE 8

Attributes Percentage

Yes 75

No 25

FIGURE 8

80
70
60
50
40
30
20
10
0
PERCENTAGE

YES NO

According to research 75% are in favour of the argument & 25% are not at executive development helps
them to work efficiently.
Q.9Satisfied with executive development policy of company.

TABLE 10

Attributes Percentage

Yes 55

No 10

Can’t say 35

FIGURE 10

60

50

40

30

20

10

0
PERCENTAGE

YES NO CAN'T SAY

During survey when it is asked that they are satisfied with executive development policy of he company
JBM Private limited then 55% said yes; 10% said against; butt 35% can’t say for the question.
Q10. Change in executive development policy

TABLE 10

Attributes Percentage

Yes 25

No 40

Can’t say 35

FIGURE 10

40
35
30
25
20
15
10
5
0
PERCENTAGE

YES NO IDEA CAN'T SAY

For the request of the answer 40% of the people say no; but 25% say years &35% haven’t said for the
answer.
Conclusion
of
the Study
 CONCLUSION OF THE STUDY

Towards the end we can conclude that if the process of executive development policy is unbiased and
the knowledge about the executive development policies are provided in an effective manner to the
employees then it will increase and improve their efficiency. The objective of executive development
policy should be to motivating the outstanding performance and to encouraging the excellence in the
performance of the employee. In firmthe employees are given full satisfaction and are motivated by
giving incentives, awards and bonus to increase their morale.

All the conclusion has been drawn through the use of questionnaire. These conclusions are as follow: -

 Workers are satisfied with the monetary gains provided by the Company.

 They feel pleased by the workers feel motivated with the performance appraisal scheme.

 Workers are able to achieve both organizational as well as individual goals.

 The management is taking good care of workers for boosting their confidence.

 There is true and fair assessment of workers.

Bibliography
HRD staff members
Intranet of Maya Zippers Pvt. Ltd.
Chhabra T.N (Digital MarketingManagement) By :Mr. Anuj Sharma
Managing Direector of Company Ms. Rajinder Kaur

www.mayazippers.in
 Suggestion
and
Recommendation
 SUGGESTIONS & RECOMMENDATIONS

 I am just in the field of Management and I am yet to learn the ABC of the subject. I would
suggest that the employee should be given efficient training and if required some
professionals person should be appoint to update their knowledge.

 I would recommend that I have seen in few organization the organization have separate
training setups and do not give much aspects to the vital aspects. Not only the incoming
employee benefited by the under going periodic professionals training, orientating for
improving and uploading their knowledge but also it would help those seeking summer
training, therefore avoiding interferences in the day to day work of the busy department
officials.
Annexures
 ANNEXURE

QUESTIONNAIRE ON WEB EXECUTIVE DEVELOPMENT

Survey: “Web development executive of employees of Maya Zippers pvt. ltd. (Please tick one of
these)

1. Please tick your gender from below

Male Female

2.For how long have you been working in Firm?

Up to 5 years 5 to 10 years 10 to 15 years More than 15 years

3.How frequently do you have executive development program in the firm ?

 Every year 2-3 YEARS 3-4 Years No Idea

4.Which of the following do you think are the objectives of Web developmentexecutive?

a.) To encourage Excellence in the performance _________

b.) To motivate outstanding performance _________

c.) To encourage others to emulate _________

d.) All the above _________

5. What type of executive development techniques is adopted in your organization?

Monetary Non Monetary Both

6. Do you know clearly about the Web development executive policy of Organization?

YES NO

7.Do you think there should be any change in web developmentexecutive policy?

YES NO

8. Do you think executive development is the ladder to success?

 YES NO

10. Do you think that executive development helps you to work more efficiently?

YES NO

11. Web DevelopmentExecutive is based upon your

performance experience both

12. Choose the factors from below that help you in getting Web developmentexecutive?

Hard Work Senior-Subordinate Relationship Skills &Mgmt

13.What are those changes that you want in your web developmentexecutive policy?

Frequent executive developments

more incentives & rewards

unbiased executive development

14. How satisfied are you with the process of web development executivepolicy ?

Absolutely Satisfied Somewhat Satisfied Not satisfied