CHAPTER 1

INTRODUCTION

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 INTRODUCTION

1.1 General Introduction about the sector.

With the world-wide expansion of companies and changing technologies, Indian Organizations
have realized the importance of corporate training. Training is considered as more of retention
tool than a cost.

Today, human resource is now a source of competitive advantage for all organizations.
Therefore, the training system in Indian Industry has been changed to create a smarter
workforce and yield the best results. With increase in competition, every company wants to
optimize the utilization of its resources to yield the maximum possible results. Training is
required in every field be it Sales, Marketing, Human Resource, Relationship building, Logistics,
Production, Engineering, etc. It is now a business effective tool and is linked with the business
outcome.

With increase in awareness of corporate training in Indian Industry, a gradual shift from general
to specific approach has been realized.

According to NASSCOM (National Association of Software and Services Companies), the IT

corporate training market is expected to reach Rs 600 crore in 2010 from Rs 210 Crore in
2006.

2
In Indian market, 50% of the training company’s revenue comes from the retail training and rest
from other segments.

On the other hand, in many organizations training is regarded as non-essential or a need based
activity. Some organizations start a training department in order to look modern. In fact, some
organizations are headed by unwanted employees rather than employees of outstanding merit.
While some organizations do not have a separate budget to hire highly qualified trainers for
training and development.

1.2 Industry Profile.

Corporate training, which had always been a constant focus area for all insightful
companies, has now become a powerful tool to improve business performance. The role of
Corporate Training in companies today is integral in ensuring that your workforce is tuned into
your organization's goals. On one hand the knowledge economy, is booming training budgets are
estimated to be low and restricted to certain ‘learning’ companies. Traditionally, Indian
companies spend anywhere between 0.5 and 2 per cent of their turnover on training their
employees. The software and BPO segment, which are essentially people-oriented businesses,
spend about 3-5 per cent of their revenues on upgrading employee skills. The other sectors that
are keen on spending for training programs for their employees are retail, automobile, sales,
service, financial services and banking, telecom and manufacturing. In today’s India, the market
with an increase in recruitment makes a big base of the training companies to offer their services
for shaping these new recruits into business individuals. The training industry is still in its
nascent stage with immense business and recruitment possibilities for the market to tap.

Several organizations within the training industry estimate the size of the market by
comparing internal research to economic data. TrainingIndustry.com uses data from the U.S.
Bureau of Economic Analysis along with data collected from annual Top Training Company
studies. Training Industry.com's estimates of the global spend compared to North American
spend is below. Note that data related to spend includes all dollars spent by companies for
training activities, including in sourced and outsourced spend.

3
A Origin and development of the industry.
All organizations must manage four resources: money, equipment,information, and people.
Investments in better equipment may speed upproduction or reduce waste. Information is power;
data about products,prices, and customers are essential to every business. Investments intraining
and development of employees can make them more productive or more effective in their jobs,
directly contributing to the bottom line.Burke and Day’s (1986) meta-analysis of managerial
training effects(across six training content areas, seven training methods, and fourtypes of
training outcomes) showed that managerial training is moderately effective. Collins and Holton
(2004), in their evaluation of 83 studiesfrom 1982 to 2001, including education, government,
medical, andmilitary organizations, came to a similar conclusion. Even a moderatelyeffective
training program can have a substantial effect. A trainingprogram for 65 bank supervisors was
found to cost $50,500, but the utilityto the organization was over $34,600 in the first year,
$108,600 bythe third year, and more than $148,000 by the fifth year (Mathieu &Leonard,
1987).The purpose of training and management development programsis to improve employee
capabilities and organizational capabilities.When the organization invests in improving the
knowledge and skillsof its employees, the investment is returned in the form of moreproductive
and effective employees. Training and developmentprogramsmay be focused on individual
performance or teamperformance.The creation and implementation of training and management.
Investing in human resources through training and managementdevelopment improves individual
employee capabilities and organizationalcapabilities. But investing in people is not the same as
investing inequipment or machinery.When an organization invests in new computers,for
example, the cost can be depreciated over multiple years; but when anorganization invests in
management development, it is a cost for that yearand cannot be depreciated. So froman
accounting point of view, dollar fordollar, it is better to invest in the equipment that employees
use than it is to invest in the employees using that equipment.

4
 B. Growth and present status of the industry.

Oakland, CA – November 28, 2006 – Bersin & Associates, the only research and advisory firm
solely focused on enterprise learning and talent management, today announced the availability of
new research on the state of the corporate training industry. The results will appear in the
December issue of Training magazine, in its 25th annual report on the corporate training market
and trends.

The Bersin & Associates study was conducted in August 2006, based on an online survey of
more than 330 corporations in the United States with more than 100 employees.

“Over the past few years, the learning and development function in organizations of all sizes has
grown in stature,” commented Josh Bersin, president and founder of Bersin & Associates.
“Economic growth, new governmental regulations, and the challenges of an aging workforce
have made learning and development a strategic business function. More organizations are
viewing training as a key component to their long-term success, and are increasing budgets to
invest in the future,” Bersin added.

Findings from the report include:

 Organizations of all sizes and across nearly all industries reported higher budgets this year.
Overall, training budgets increased an average of 7%.
 The training budgets of health care companies have shown the greatest increase, up 20% over
last year. More than 40% of health care companies also reported training staff increases this
year.
 Technology and financial services companies also reported large budget increases of 10% or
more. The technology sector has the highest proportion of companies reporting training staff
increases (69%), but this group also had a fair number reporting staff decreases (23%).
Pharmaceutical companies also show a mixed story, with 40% reporting staff increases and
30% reporting staff decreases.
 Instructor-led classroom training continues to be the delivery method of choice, used for 62%
of all formal training. However, use of self-study e-learning continues to rise, now accounting
for 15% of all training delivered.

5
The report also covers how companies are spending their training dollars, which skills are in
most demand, and the rise in outsourcing. Readers will find information and statistics on the use
of new approaches to learning, how programs are being delivered, and how delivery varies
depending on company size, industry and type of training.

6
C. Future of the industry:

As the economy continues to slow and training budgets come under increasing pressure, the
market consolidation is likely to continue, with fewer larger training providers dominating the
market. However, there will always be a place for smaller niche operators who can undercut the
larger corporate operators.
Large companies seeking to cut costs will drive the growth in demand for outsourced HR
functions, including training, favoring larger training providers and those that can operate
globally to match their clients’ business models; for example those serving global IT companies.
The use of technology in learning will continue to grow as part of the solution to deliver key
benefits such as cost reduction and standardized modular learning. This will favor training
providers with up-to-date technology, and knowledge of how to apply it.
At the same time, the growth in the use of technology in the workplace will continue to pervade
all sectors and most occupations, giving rise to the need to deliver technology skills as part of the
training offer, not a stand-alone subject. For example, e-skills UK, the SSC for the IT and
telecoms industries, points to the need for IT professionals with business skills, who are able to
deliver business solutions through the expert application and exploitation of technology. Skill
set, the SSC for the audiovisual industries, points to a similar need for hybrid creative,
technologically skilled, business-aware individuals.
Training will increasingly need to be integrated into the business strategy as all businesses come
under greater competitive pressure. This will provide an advantage to those training providers
seen to be offering business solutions instead of just ad hoc training services.
Training providers that are likely to be under the least pressure will be organizations
operating in sectors:
• That is driven by regulation, for example financial services and hospitality;
• With environmental obligations, for example energy and manufacturing;
• That are driven by technology, for example financial services, IT and the audiovisual
industries;
• That are least affected by the economic downturn, for example the public sector

7
 CHAPTER 2
COMPANY PROFILE

8
2.1 Origin of the Organization.

Keeping in mind the most critical needs in today context, we have emerged as a service partner
providing our clients a one stop solution offering a gamut of services - Training &development,
International & National Internship, International & National Placement & Student exchange
program abroad. More over we are India's 1st Organization to launch a customer care for the
students for the mentioned services Training &development, International & National Internship,
International & National Placement & Student exchange program abroad. Thus, our mission is to
establish high standards of professional etiquette and to effectively facilitate a comprehensive
and accomplished system of continuing professional development for every possible profession
through our exceptional training solutions.
An ability to build, develop and nurture brands and enable them to achieve leadership position in
the key markets. Deft in coordinating sales territories, quotas and goals and establishing training
programs. Adept in analyzing sales statistics gathered by staff for determining sales potential and
inventory requirement and monitoring the preference of the customers.
High energy, results-oriented leader recognized for proactive initiative and enthusiastically
meeting deadlines. Experience in all aspects of sales cycle and management: lead generation,
customer needs assessment, presentations, negotiations, staff management & training. Keen
ability to inspire and motivate employees via fruitful relationship building skills. Diligent and
fair leadership that secures profitability.
We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Internship Program, International
Live Projects, Various Training Programs on Personality Development/Career
Management/How to get a desirable Job etc & 3 days Workshops on how to choose career
options to train and develop the knowledge and resource based skills in the candidates to fill the
void of the business environment. This is not all, we also look forward to the successful
placements of our Interns with the top companies of national and international repute.

9
2.2 Growth and development of the Organization.

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, the company is able to facilitate various training and development
programs/internships in India and abroad with top B-schools and has trained almost 40000 and
above interns till date. The Services of the company are spread beyond the national boundaries of
India (UK,USA,Dubai,Singapore, Malaysia) etc. Keeping in mind the most critical needs in
today's context, we have emerged as a service partner providing our clients a one stop solution
offering a gamut of services we have emerged as a service partner providing our clients a one
stop solution offering a gamut of services.
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, the company is able to facilitate various training and development programs/
internships in India and abroad with top B-schools and has trained almost 40000 and above
interns till date. Liaison with 26 universities in India with the base size of 900 & above campus.
International Liaison with 80 universities in abroad with the base size of 500 & above. Having a
Team of 42 exclusive corporate trainers. The operations of the company are spread beyond the
national boundaries of India.
Keeping in mind the most critical needs in today context, we have emerged as a service partner
providing our clients a one stop solution offering a gamut of services – Training
&development, International & National Internship, International & National Placement &
Student exchange program abroad. More over we are India's 1st Organization to launch a
customer care for the students for the mentioned services Training &development, International
& National Internship, International & National Placement & Student exchange program abroad.
Thus, our mission is to establish high standards of professional etiquette and to effectively
facilitate a comprehensive and accomplished system of continuing professional development for
every possible profession through our exceptional training solutions.

10
We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Internship Program, International
Live Projects, Various Training Programs on Personality Development/Career
Management/How to get a desirable Job etc & 3 days Workshops on how to choose career
options to train and develop the knowledge and resource based skills in the candidates to fill the
void of the business environment. This is not all, we also look forward to the successful
placements of our Interns with the top companies of national and international repute.

11
2.3 Present status of the Organization.

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, the company is able to facilitate various training and development programs/
internships in India and abroad with top B-schools and has trained almost 40000 and above
interns till date. Liaison with 26 universities in India with the base size of 900 & above campus.
International Liaison with 80 universities in abroad with the base size of 500 & above. Having a
Team of 42 exclusive corporate trainers. The operations of the company are spread beyond the
national boundaries of India.

Their Associates

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Functional Departments of the Organization.

MARKETING

1. ADVERTISING

Advertising deals with the following

Aim

What is the primary purpose of the advertisement? Is it to inform about the

product/company, sell the product or improve the image of the company?

Target

Who is the target? From which sector of the public are you tryng to achive a
response?

Media

Bearing the aim and target in mind, which of the media available you is the most
suitable – ie; TV, radio, press or internet?

Competitors

What are the competitors doing? Which media channel are they using? Are they
successful? Can you improve on their approach and beat them?

13
Developing effective advertising

Good advertisement generally elicits the following four responses:

Attention: it should catch your eye or ear and stand out of aimed the clutter of
competing advertisement.

Interest: it should arouse interest and deliver sufficient impact in the message or
offering.

Action: it should spur an action which leads to achievement of the ad’s original
objective – ie: potential customers to purchase or use your product or services.

Desire: it creates a desire to learn more or crave ownership.

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 2. SELLING

Selling id basically exchange of goods and services for an agreed sum of money.

Depending on the circumstances, a sales transaction can include one, some or all of
the following stages.

Prospecting and qualifying – identifying qualified prospects ie: those that are
likely to want or need your product or services and can afford to pay for it.

Pre-approach: undertaking research about prospects to assist in the actual selling

process.

Approach- making actual contact with the prospect in person, by phone or in

writing.

Presenting and demonstrating- Presenting and demonstrating features and the

benefits of your product or services in order to convince the prospect that their want
or need can be satisfied.

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SALES PROMTION

What is sales promotion?

It relates to short term incentives or activities that encourage the purchase or sale of
a product or service. Sales promotion initiatives are often referred to as “below the
lines” activities.

What are the major promotion activities?

Sales promotion activities can be targeted towards the final buyer. Here are some
typical sales-promotion activities.

Consumer promotion

 Point of purchase display material

 In-store demonstrations, sampling and celebrity appearances
 Competitions, coupons, sweepstakes and games
 Loyalty rewards programs

Business promotions

 Seminars and workshops

 Conference presentation
 Trade show display
 Telemarketing and direct mail campaigns
 Newsletters
 Event sponsorships

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Trade promotions

 Competitions
 Corporate entertainment
 Bonus stock

Sales force promotions

 Commissions
 Sales competitions with prizes or rewards

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2.5 Organization structure-and Organization chart.

Ishan Taneja (Managing Director)

A dynamic oriented professional with more than 5 years of experience with the ability to engage
with clients keenly gauge and targeting their needs. Exposure in handling client queries,
providing them feasible solutions & building healthy relationships, thereby achieving high
customer satisfaction. Expertise in setting up international and national level marketing networks
and driving them to attain key objectives.

An ability to build, develop and nurture brands and enable them to achieve leadership positions
in key markets. Deft in coordinating sales distribution by establishing sales territories, quotas and
goals and establishing training programs. Adept in analyzing sales statistics gathered by staff for
determining sales potential and inventory requirements and monitoring the preferences of
customers.

High energy, results-oriented leader recognized for proactive initiative and enthusiastically
meeting deadlines. Experience in all aspects of sales cycle and management; lead generation,
customer needs assessment, presentations, negotiations, staff management ad training. Keen
ability to inspire and motivate employees via fruitful relationship building skills. Diligent and
fair leadership that secures profitability.

Trainings & Workshops

Trained near by 11800 Management Interns from various Top B schools.

Conducted 100 & Above workshops on career management in top b schools in India & Abroad.

Conducted 200 & Above Workshops on Placement talks in top b schools in India & Abroad.

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Covering near by 350 above B Schools in India & Abroad for International Internships,
International Live Projects & for Various Training Program on career management.

Dr. Anamica Chopra

Dr. Anamica Chopra, is an Academician & Researcher catering her services to the education
world. A management graduate, she obtained her MBA degree from IP University (Delhi).
M.Phil and Graduate Diploma in International Business adds up to her qualification. To excel in
her field she attained her PhD in Business Management from Guru Jambheshwar University of
Science & Technology (Hisar).

In her academic experience she has taught the Management and Marketing related papers to the
students of BBA programme of IP University, PGDBM (AICTE), and MBA of different
universities. She has guided research projects of many management students. Being a prolific
writer, she has authored a book titled “Marketing Management” published with Galgotia
Publishers and two more are in pipeline. She has to her credit a number of research papers in
reputed and refereed National and International journals. She has also attended and presented
research papers in National and International Seminars/Conferences. Having good academic
achievements to her credit, she plans to devote full time to her passion for research and
consultancy.

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Arpandeep Narula

President High Court Chandigarh

Central Govt. Standing Counsel

Executive Member- High Court Bar Assn., Chandigarh.

Practicing as Advocate at Punjab & Haryana High Court, Chandigarh, Distt. Courts, Panchkula,
Consumer Courts at Panchkula & Chandigarh and D.R.T. dealing in all types of cases relating to
Civil, Revenue, company matters, working as arbitrator with various firms and also specially
empanelled on the professional firms of Chartered Accountants for dealing and drafting of
notices, cases, agreements, appeals and revisions of all sorts and also in Banking Sector and
Public Sector Undertakings.

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Anirudh Sharma

SENIOR MANAGEMENT PROFESSIONAL (Business Development / Marketing / Strategic

Marketing & Brand management)

May 2007 to oct 2013 Planman Consulting (IIPM), New Delh National business head – Centre
for Mentoring and Training, All India.

Trainings & Workshops

 Bayer :- Conducted outbound training program with over 150 participants from the
organisation at Jaipur for two days.

 GODREJ :- Conducted various Training modules for Godrej Industries Ltd., one of
India’s largest business houses with interests in FMCG and other consumer products. For
the organisation, developed a three day module on team building and effective
communication which was imparted to about 120 of their middle level managers for
improving team synergy and bringing in effective communication.

 Electrolux Team Challenge :- As part of the assignment, developed an experiential

learning module which was conducted at an outdoor location for bringing about greater
synergy between various departments within the organisation.

 GAIL :- The assignment with this public sector enterprise was for developing the
communication skills of fifty of its middle level managers. The exercise was an in-house
programme where two days on class room sessions were taken to impart basics of
communications for these managers.

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  Reliance Infocomm :- This was an extensive programme carried out by a team of five
consultants for educating about two thousand dealers of the organization over a period of
three months. In addition for giving product training the dealers were also imparted
training on customer handling, CRM and basic modules of complaints handling.

 Hindustan Lever Networks :- Conducted training programmes on sales and soft skills
for Hindustan Lever Networks across five cities in India. This assignment included
conducting sessions on communications, leadership and motivation. Each programme
was a three day unit which was repeated for the employees across five cities of India.

 British Gas :- Conducted a training session spreading over two days for their senior and
middle management in India on communication and team building. There were over
eighty participants who were taken through the whole module.

 Airtel :- The workshop spreaded over two days on effective communications and team
building for middle and junior management.

 INGAF (Government of India) :- Conducted two workshops on communication and

team building for over 100 doctors who are working on a WHO funded projects for
eliminating AIDS from India.

 Conducted a workshop on “New Branding Strategies ” with Professor Russel S Wiener,

Deputy Dean Stern School of Business at the New York University. Here the programme
was repeated over four cities (Delhi, Bangalore, Chennai, Hyderabad) where Chief
executives and directors of various leading organizations were trained on new branding
and communications strategies.

 Conducted a workshop with Prof. Micheal Goodman of the New York University on “
Trade Marketing ” across cities such as Delhi, Bangalore, Chennai, Hyderabad and Pune.

 Conducted two other such workshop series with international faculties across major cities
in India.

Neeti Saxena

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(NET-JRF, MBA – HR with over 7 years of experience)

Currently persuing PhD in HR from Gautam Buddha University.

Proficient in taking lectures for the Undergraduate and Postgraduate Management students on
General management and HR subjects. Experience of placing students in top Indian and
Multinational companies. Effective in Campus – Industry interaction and building and
nurturing relationship with the Corporates. An effective communicator with exceptional
interpersonal skills.

Experienced in overseeing smooth implementation of HR policies for manpower planning,

recruitment & selection, performance management system, induction, orientation and
development of new employees in the organization through career and succession planning.
Exposure of conducting various training sessions of subordinates for enhancing the performance
and quality of service.

23
2.6 Product and Service profile of the Organization.

Exanimating Programs

Their Training Programs

1. Gain insight about business world

2. Gain awareness and better knowledge of the business and management principles

3. Acquire new managerial skills, to meet up the cooperate demands

4. Build their self-esteem

5. Attain leadership qualities

6. Total personality development

7. Develop team building and group cohesiveness Helps to vigor their strengths and
overcome their weakness

8. Up skilled to do new and different tasks (multi-task/ multi-talent) and keeps them
motivated and fresh

9. Updates about the latest market trends

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Modules Include:

Importance and Implications of Career Management

Discover Yourself Aptitude Test

Impact of First Impression

Promote Yourself- Importance of Professional Presence

Resume Writing

Fundamentals & Applications of Group Discussions (GDs)

How to effectively fill Interview Forms

How to Market Yourself in an Interview

Fundamentals & Applications of Personal Interviews (PIs)

Evaluation Parameters of GDs & PIs

Winning Mantras of GDs & PIs

Sure Success Tips for GDs & PIs

2.7 Market profile of the Organization.

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, the company is able to facilitate various training and development programs?
Internship in India ans abroad with top B-schools and has trained almost 40000 and above
interns till date. Liaison with 26 universities in India with the base size of 900 & above campus.
International Liaion with 80universities in abroad with the base size of 500& above. Having a
Team of 42 exclusive corporate trainers. Company is having assest under management of 50cr.
The operations of the company are spread beyond the national boundaries of India.

25
VISIONS AND MISSIONS OF THE COMPANY

VISION

"To be progressive leader and first choice for dynamic solution integrating
people, process and performance”

MISSION

"To establish high standards of professional etiquette and to effectively

facilitate a comprehensive & accomplished system of continuing professional
development for every possible profession through our exceptional training
solutions"

26
 CHAPTER 3
DISCUSSIONS ON TRAINING

27
3.1 Student's Work Profile

In UAS International, my role was trainee in the organization working on the Marketing
strategies Survey done by UAS International. My responsibility is to know the Marketing
Strategies of UAS International for this I made a questionnaire for survey and made a report on
that survey.

3.2 Key Learning

Classroom teaching helps the student by making conceptual base clear, but on the job training is
the practical way, which helps the students to get practical knowledge of the concept. Normally
the students are not aware of actual requirement

Working as a trainee at UAS International was a wonderful experience, it gave me immense

understanding about how companies are making business through various ways.

It is my pleasant duty to express my special thanks to Mr. Ishan Taneja for his encouragement
throughout my project and their guidance during the compilation of work.

28
 CHAPTER 4
STUDY OF SELECTED RESEARCH PROBLEM

29
4.1 STATEMENT OF RESEARCH PROBLEM

Analysis of Marketing Strategies for the various levels of market situation and finding the
various factors responsible for success and failure of company which need to be worked on.

4.2 OBJECTIVES OF THE STUDY

 To study the factors affecting the market conditions.

 To understand the marketing strategies of UAS International.

 Studying the market condition for the successions of the organization.

 To find the reasons for failure.

 Finding area for development through study.

4.3 RESEARCH DESIGN

Data Collections Methods:

Primary Data:

Primary data is the raw data that is collected by the researcher as first-hand information from the
sample taken into observation for specific purpose. The primary data is collected through
surveys, personal interviews with the help of designed questionnaire, observation.

Collection of data is done with help of designed questionnaires and personal interviews.
Questionnaires are closed end, like scale method is been used to design the questionnaire.
Primary data is collected through questionnaire and personal interviews of management level and
worker level employees.

30
Secondary Data:

The secondary data refers those, which are already stored somewhere for someone’s requirement
or reference. It can be collected from sources like books, internet etc. For my study purpose I
have also used various sources of secondary data. I have used sources such as Internet, books,
discussing with friends, etc.

Secondary data is collected through company periodical, broachers etc. of the company.

Sample frame: - Employee from each department and each level in the department

Sample size : 100 Employees for questionnaire

3.4 SAMPLING TECHNIQUE

Random sampling refers to the sampling technique in which each and every sample item has an
equal chance of being included in the sample. The selection is free from personal bias and the
sample depends entirely on chance. The employees of UAS International have been randomly
given the questionnaires to fill.

31
3.5 LIMITATIONS

Every study has got some limitation, during the project “analysis of marketing strategies” in
UAS International. I have also faced some constraints and limitations. They have been listed as
follows:

 Some employees who were interviewed didn’t share their personal observation or
problems they were facing because they didn’t find it important to share because of their
personal opinions and views.

 Many employees and organization have low awareness about the marketing strategies
and why it is needed in the organization, as well as what benefits will it bring to an
individual or group of people and in turn the organization.

 Some respondents were not aware of the information asked in the questionnaire. So could
not fill the questionnaire appropriately

32
 CHAPTER 5

DATA ANALYSIS

33
 DATA ANALYSIS

1. Do UAS International has enough resources to provide their services?

S. NO. TYPE OF CHOICE PERCENTAGE

1 YES 75
2 NO 25

Percentage

80
60
40
20
0
YES NO

Interpretations

From the above pie chart, it is clear that 75% of the employees said their are enough resources to
provide services as compared to 25% of the employees which do not know think it.

34
2. Do you know the target audience for UAS International is?

S. NO. TYPE OF CHOICE PERCENTAGE

1 YES 60
2 NO 40

Percentage

60

40
Series 1
20

0
YES NO

Interpretations

From the above pie chart, it is clear that about 60% employees know the targeted audience for
UAS International as compared to 40 % of the employees does not know about it.

35
3. What is the best medium for the advertisement according to your point of view?

S. NO. TYPE OF CHOICE PERCENTAGE

1 Hoardings 20
2 Internet 45
3 Local newspaper 20
4 Others 15

Percentage

50
40
30
20
10
0

Interpretations

From the above pie chart, it is clear that about 45% of the employees think internet is the best
advertisement as compared to other advertisements like hoardings, local newspaper etc..

36
4. What according to you can be other modes of marketing strategies that can be used by UAS
International?

S. NO. TYPES OF CHOICE PERCENTAGE

1 Social Media Marketing 38
2 Brand Marketing 24
3 Direct Mail 20
4 Mobile Web Marketing 18

Percentage

40
30
20
10
0
social brand direct mail mobile
media marketing web
marketing marketing

Interpretations

From the above pie chart, it is clear that 55% of the employees like Social Medial Marketing,
24% like Brand Marketing, 20% like Direct Mail and only 18% like Mobile Web Marketing.

37
5. Do you feel there is a need of any celebrity endorsement in the company?

S. NO. TYPES OF CHOICE PERCENTAGE

1 YES 58
2 NO 15

Percentage

100

50

0
YES NO

Interpretation
From the above pie chart, it is clear that about 85% of the employees feel that there is a need of
celebrity endorsement in the company as company to 15% of the employees which feel there is no
celebrity endorsement.

38
6. How much according to you UAS International are willing and realistically able to spend on
advertisement?

S. NO. TYPES OF CHOICE PERCENTAGE

1 0 to 10% Revenue 40
2 10 to 20% Revenue 15
3 20 to 30% Revenue 25
4 30 to 40% Revenue 20

Percentage

40
30
20
10
0
0 TO 10% 10 TO 20% 20 TO 30% 30 TO 40%
REVENUE REVENUE REVENUE REVENUE

Interpretations

From the above pie chart, it is clear that about 40% of the employees feel to spend on
advertisement is 0 to 10% of the revenue.

39
7. Do you think company has proper marketing strategies for its services?

S. NO. TYPE OF CHOICE PERCENTAGE

1 YES 65
2 NO 35

Percentage

80
60
40
20
0
YES NO

Interpretation

From the above pie chart, it is clear that about 65% of the employees say that the company has
proper marketing strategies for its services as compared to the 35% ratio of the employees which
think that the company does not has proper market strategies.

40
8. Do you think that company has positioned in the market in a better way?

S. NO. TYPES OF CHOICE PERCENTAGE

1 YES 39

2 NO 61

Percentage

80
60
40
20
0
YES NO

Interpretation

From the above pie chart, it is clear that about 61% of the employees feel that the company has
positioned in the market in a better way as compared to 39% ratio of the employees.

41
9. Do you think that company is targeting its customer in the market in a proper way?

S.NO. TYPES OF CHOICE PERCENTAGE

1 YES 68

2 NO 32

Percentage

80
60
40
20
0
YES NO

Interpretation

From the above pie chart, it is clear that 68% of the employees think that the company is targeting
its customer in the market in a proper way as compared to the 32% ratio of the employees which
think that the company is not targeting its customer in the market in a proper way.

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10. Do you think that company has better channels of distribution for its services?

S. NO. TYPE OF CHOICE PERCENTAGE

1 YES 35

2 NO 65

Percentage

80
60
40
20
0
YES NO

Interpretation

From the above pie chart, it is clear that 35% of the employees think that the company do not have
channel of distribution for its services.

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FINDINGS:
The finding is concluded after the analysis of the responses shown and received in the
questionnaire and through interview of employees.

1 Both workers and management employees are happy with their work.

2 Employees are satisfied with management’s Marketing Strategies.

3 Marketing and proper advertisement will also make the customers aware of the upcoming

projects and will provide them with the knowledge.

4 Being a training and development company it is very important for the company to set
their preferences in regard to target audience.

5 Relatively new company in the market and having high competition

6 Employees learn so many different things from the process & projects. They apply their

own knowledge and skill and also develop new things from the process. Very interesting

and knowledgeable process, which keeps their interest.

7 Good support from peers, subordinates, supervisor and from different organization.

8 Growth slow is in terms of promotion, financial terms.

9 Sometimes there is a bad communication between different departments. This delays the

supply of the material and fails to fulfill the commitment.

10 Technology should be updated time to time according to the marketing conditions.

11 Marketing Strategies should be mold in a way that’s suits the market situations.

12 Marketing strategies should be clear to all the employees to achieve their targets.

13 In the company 75% of the employees said their are enough resources to provide services
as compared to 25% of the employees which do not know think it.

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14 In the company 60% employees know the targeted audience for UAS International as
compared to 40 % of the employees does not know about it.

15 In the company 65% of the employees say that the company has proper marketing
strategies for its services as compared to the 35% ratio of the employees which think that
the company does not has proper market strategies.

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RECOMMENDATION:

 In order to attract more and more customers company should provide more services.
They should be given some better lucrative offer.
 UAS International is providing a premium quality of training and development programs
with the latest information. But the irony is that people are not aware of it and its
advantages so they must be made aware of it by showing its advantages and what it
actually does by the hoardings and internet.
 Some more R & D should be carried out so it should be made to give make more services
than what it actually does.
 Company should continuously keep on providing new versions to enable people to have a
choice and variety of products in these way customers will be attracted and motivated.
 Company should also arrange as many extra marketing strategies for the customers and
employees to keep them fresh and motivated. As 80% of customers are interested in new
marketing strategy of the company. Company should keep encouraging new training
programs for the customers and employees.
 Company need to take care a bit more for the interest of the customer of the company.
60% of customers are dissatisfied with the company facilities.
 The HR department should take care of employees’ suggestion or complains properly.
Whatever may be the decision from the higher management either positive or negative,
feedback should be given to the employees. This makes them realize that they are
recognized by the company and their suggestions are important for the company growth.
And also appreciate employees for their valuable suggestion.

46
CONCLUSION:

Research shows that satisfied employees will create higher marketing strategy and in turn
positively influence organizational performance.

The present study has been conducted to analysis the marketing strategies in the company. The
research is carried out in “UAS International” situated in Delhi.

75% of employees are satisfied with the company “UAS International”. Like all other
companies UAS International is also facing some challenges in the market environment. There
are some demands by the employees for their welfare and company is also taking care of it.

UAS International is always on the lookout for talented people to join its team. Company offers
an informal work atmosphere, freedom of decisions and a multi-disciplinary experience
opportunity. This is a reason that clients of UAS International stay with their organization for a
very longer period. Many employees over here want to working with this organization for long
time. Employees feel satisfied working with this organization as this company is giving them a
good marketing strategies and an open culture, as an employee’s basic need. If people have the
desire to work and learn new things, this is the destination for those talented people. Maximum
number of employee’s response show that they found the project and process to be very
knowledgeable and interesting.

Employees personally feel that it’s a very strong organization and with time it has proved its
excellence. And with time there are many changes been done and this changes and development
are still continuing.

47
BIBLIOGRAPHY:

1. www.uasinternational.in

2. www.citehr.com

3. www.hrvillage.com

4. www.hrmguide.net

5. www.hrguru.com

6. www.shrm.org

7. Kotler Philips, marketing management 1998, Prentice Hall of India Ltd.

8. Kothari C.R., “Research Methodology”, 2nd Edition, 2003, Vikas Publishing House Pvt.
Ltd, New Delhi.

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ANNEXURE

49
QUESTIONNAIRE

Q1) Do UAS International has enough resources to provide their services?

YES NO

Q2) Do you know the target audience for UAS International is?
YES NO

Q3) What is the best medium for the advertisement according to your point of view?
Local Newspaper Hoardings Radio Internet

Q4) What according to you can be other modes of marketing strategies that can be used by UAS
International?
Direct Mail Social Media Marketing
Brand Marketing Mobile Web Marketing

Q5) Do you feel there is a need of any celebrity endorsement in the company?

YES NO

50
Q6) How much according to you UAS International are willing and realistically able to spend on
advertisement?

0 to 10% of Revenue 20% to 30% of Revenue

10% to 20% of Revenue 30% to 40% of Revenue

Q7) Do you think company has proper marketing strategies for its services?

YES NO

Q8) Do you think that company has positioned in the market in a better way?

YES NO

Q9) Do you think that company is targeting its customer in the market in a proper way?

YES NO

Q10) Do you think that company has better channels of distribution for its services?
YES NO

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