PROJECT REPORT ON

“A STUDY OF HUMAN RESOURCES MANAGEMENT ON EMPLOYEE

DEVELOPMENT”
FOR
“SAHARA PLUS”

SUBMITTED BY
Shaikh Falaknaaz Ayyub
BATCH 2018 – 2020

UNDER THE GUIDANCE OF

Ms.Charusila
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
In the partial fulfillment of the requirements for the award of
Master in Business Administration (MBA)

Through

Dr. D.Y. PatilUnitech Society’s

Dr. D.Y. Patil Institute of Management and Research
SantTukaram Nagar, Pimpri, Pune - 411018
DECLARATION

I the undersigned hereby declare that the project report titled which has been submitted by me
to SavitribaiPhule Pune University in partial fulfillment of requirement for the award of
degree of Master of Business Administration under the guidance of Ms. Charushila is an
original work of the undersigned and has not been reproduced from any other source.

Signature
Date:
Name: Shaikh Falaknaaz Ayyub

Place: Pune
ACKNOWLEDGEMENT

It is a matter of Great Pleasure for me in submitting the project report “A STUDY OF

HUMAN RESOURCE MANAGEMENT ON EMPLOYEE DEVELOPMENT AT
SAHARA PLUS” for the fulfillment of the requirement of my course from Dr. D.Y.
Patil Institute of Management and Research, Pimpri, Pune.

I am thankful to and owe a deep dept gratitude to all those who have helped me in
preparing this report. Words seem to be inadequate to express my sincere thanks to
Ms. Charusila for her valuable guidance, constructive criticism, untiring efforts and
immense encouragement during this entire course of the study due to which my
efforts have been rewarded.

I would like to thank Mrs. Meenaz shaikh (Director) for giving me this opportunity to
be a part of this company.

I would also thank my company guide Mr. Praksah Chabukswar (Senior Manager) for
his guidance, constant supervision and providing valuable inputs from time to time to
further improve my SIP performance. His kindness and suggestions has helped me
completing successfully the project work

I am highly obliged to those who had helped me to procure primary data to complete
my project. Also not to be forgotten al the Lectures of MBA who contributed their
ideas and suggestions.

I express my sincere thanks to Sahara Plus. For giving me all the facilities during my
project and helping & guiding me during my whole internship period.

I want to thank all who have supported me and give their timely guidance. Lastly but
not least I am very grateful to all those who helped me In some or other way in
making this project.
Executive Summary
 Index / Table of Contents

SN Contents Pg No
1 Introduction

2 Objective

3 Company overview

4 Research Methodology

5 Data Analysis , Results and Interpretation

6 Findings

7 Suggestions

8 Conclusion

9 References / Bibliography
Chapter 1: Introduction

Introduction

Project title: A study on the role of Human Resource Management in

employee Development.

About Topic
Employee Development Strategies That Actually Work
Importance of Employee Development

Employee development activities help in the growth and development of employees, who are
the true assets of an organization. You need to respect your employees for them to feel
motivated and develop a sense of loyalty and attachment towards the organization. Don’t
forget your employees strive really hard for almost the entire day to accomplish the
organization’s goals and objectives. They need to be appreciated. The management ought to
acknowledge their hard work.

Employees who give their heart and soul to the organization also expect something in return.
Money could be one motivating factor but nothing like it if you prepare your employee not
only for his/her current job but also for future assignments as well. Employees need to grow
with time. One cannot apply similar skills and techniques everywhere. Technology also
becomes obsolete with time. An individual needs to keep himself/herself abreast with the
latest developments to survive the fierce competition.

1. Employee development is important for employees to enhance their skills and

upgrade their existing knowledge in order to perform better. Employee development
activities and trainings make an employee aware of the latest developments and what is
happening around him?

2. Employee development is important not only for professional but also personal
growth of employees. Employee development activities prepare individuals for adverse
conditions and unforeseen situations.

3. Employee development is essential for extracting the best out of employees. Every
employee likes to acquire new skills and learning’s while at job. A sense of pride develops
when they feel that their organization is investing time and resources to train them. 

4. Employee development creates a learning culture in the organization where every

employee is motivated to learn new skills and acquire new learning’s. You really need to
give their careers an extra push. Motivate them to inculcate the habit of reading. Encourage
them to register for various online or distance learning courses which will help them enhance
their skills along with their jobs.
5. Employee development helps an employee to do a self analysis of himself /herself. He
knows where he is lacking and what all new skills and learning’s will help him/her improve
his performance and deliver better results. You need to evaluate your performance from time
to time to measure the gap between your current stage and desired stage.

Employee development activities and trainings help the employees to overcome the gap
between their current stage and where they would like to see themselves five years down the
line. Employee development activities not only prepare an individual for present but also for
the future.

Training is important as it makes an employee self dependent and capable of facing even the
worst circumstances with a smile.

Organizations who train their employees from time to time do not face the problem of
employee attrition. Employees hardly leave such organizations where they are being trained
along with their routine jobs.

6. Employee development also goes a long way in strengthening the relationship among
employees. Individuals as a result of various trainings, open house sessions, forums tend to
interact with each other more and thus come closer. They do not hesitate to share knowledge,
pass on relevant information and even train fellow workers.
Chapter 2
Objectives

 To Study how much internal environment of a company plays a major part in employees’
development.

 To Study required skill set for the Employee’s Professional as well as Personal Growth.
 
 To Study the client expectation and current trends in Training the formal education for Career
development of Employees.

 To study about the key problems (personal or professional) faced by an employee that restrain
their development in any organization.

 To study to what extent gratitude towards an employee plays a prominent role in their
development.

Scope of the study

Chapter 3
Company Overview

Introduction
The word "SAHARA" has many meanings, including allied, support and family. We believe
the name reflects our business as well as our values. Sahara's mission is to promote healing,
provide hope, preserve dignity and produce value for each patient, resident, family member,
customer, and employee we serve. Sahara + Nurses Bureau is a healthcare services company
that provides healthcare services, non-medical care services across INDIA. SAHARA+ was
incorporated in 1998 to provide quality care to patients in their own homes, hospitals &
wherever they desire. Using state of the art protocols and processes SAHARA+ has been able
to grow its footprint in Pune and INDIA and is the preferred company by major hospitals.

Founded and managed by a proven and professional healthcare expert, and leading
entrepreneurs with healthcare experience, SAHARA+ focuses on the need of the individual
and ensures compassionate, excellent and reliable care through state of the art processes. We
have served for health care and non health care to thousands of patients and their families, in
the comfort of their own homes. Our care teams deliver personalized health and non health
care. We provide the care that is best for our patients, whether that is home-based recovery
and rehabilitation after an operation or injury, care focused on empowering them to manage a
chronic disease, palliative care for those with a terminal illness, or hospice care at the end of
life.

Sahara+ Skilled team provides care for your loved one around the clock. From their first cup
of coffee in the morning to getting them comfortably to bed at night, our trained and
compassionate people are available night and day to assist in every way possible. Our skilled
home care people present an atmosphere that is calm and comfortable. We are a trusted
partner because we listen to your needs, understand the life you want for yourself or your
loved one, and create best living situation to make life the most comfortable and enjoyable.
Whether you are in need of a short-term or long-term services, our communities are designed
to promote rehabilitation in a high-quality and compassionate environment.

How Does it Works

It may be confusing trying to figure out which care type is the right fit for your family. But
this is not a task you need to figure out on your own. Our associates are ready to assist and
are only a phone call away.
Our Philosophy

Taking care of your loved ones as we would our own / Healthcare everywhere – that is the
philosophy Sahara+ was built on. This simple concept, coupled with our core beliefs, has
guided Sahara+ growth in becoming one of the city’s leading health care company focused on
bringing home the continuum of care.

Our Core Beliefs: The Sahara’s SPIRIT

Service - Remember why we are here

Passion - Care and serve from the heart
Integrity - Do the right thing, always
Respect - Communicate openly and honestly
Innovation - Influence and embrace change
Talent - Invest in personal and professional growth

Spirit for Excellence

Our Spirit for Excellence represents the heart and soul of who we are and what we do at
Sahara+, through our outstanding care for our patients. Our passion and commitment to
service bring joy and inspiration to everyone around us.

Sahara+ Believe

All of us need something to believe in; to align ourselves around. That’s what gives our lives
purpose, meaning, and groundedness. The Sahara+ focuses on areas to directly impact lives
and make our communities better places to live.

Our Compliance

As an industry player, Sahara+ takes a strong stance against fraud, waste and abuse in
care. We maintain stringent standards for regulatory compliance and are ardent advocates for
anti-fraud reforms. 
Prevention and Education
The best way to fight fraudulent activity is to prevent it. We communicate clear standards and
expectations for employee activities, and require periodic, mandatory compliance training for
all employees. Compliance is a consistent focus at Sahara+, with employees trained upon
hire, as regulations change, and re-trained at least annually to reinforce compliance
standards. 
Knowledge and adherence to our compliance standards is expected of all Sahara+ employees,
and any employee with questions or concerns is encouraged to seek guidance from our
Compliance staff.
Detailed Supervision
Sahara+ engages in frequent review of company activities to confirm compliance with all
laws and regulations. Supervisor’s visit is must every fourth nightly. Supervision and
oversight of our caregivers is always provided by a supervisor who visits with clients
frequently to determine the level of satisfaction with services provided and the extent to
which objective goals are being achieved.  Clients and families are encouraged to participate
in caregiver supervision by using a rating system that feeds into the overall evaluation of
caregivers. Beyond that, we insist that all caregivers hired must be kind, loving and
compassionate. They must love giving care because they make a difference in people’s lives
every day. The stories we hear from caregivers of love, hope and determination makes
coming to work a real pleasure. Care giving is not a job, it is a calling and our employees
exemplify that concept every day.
Our Caregivers

For SAHARA to be continuously successful we need to have two things:

 Great people

 Great tools for those great people.

If we have both of these, all good things follow. The equation is just that. The advantage
good people give us is destined to come full circle. The better you perform for our patients,
the better we perform as a company. And the better we operate as a company, the better we
can all ultimately serve our patients. A virtuous circle. Providing comprehensive support for
patients with chronic diseases and post-acute care needs, our Home Health Care team works
with physicians to coordinate care. As your patient’s conditions progress and they move
through different care levels, our caregiver’s works with their families and physicians to
transition them to the most appropriate care setting. Our Caregivers can help in special
therapeutic diets to comprehensive rehabilitation. Optimum care, comfort and convenience
are our priority and ultimate goal.
It takes someone very special to become a Saharian. Our commitment to providing the
highest quality services starts with hiring the best.  To ensure this, we apply a
comprehensive screening process to each of our caregiver candidates using an
exclusive background screening and hiring process. Many who apply do not meet our
standards. Our systematic process to become a part of the best healthcare team in the business
is difficult. All of our caregivers participate in a comprehensive orientation and training
program before they can provide services to any of our clients.  We routinely modify these
programs in order to keep our educational materials fresh and current. 

In addition to being skilled and experienced in assisting patients and their families manage
health issues, Sahara + employees all have something in common: We care. We care about
our clients, and we strive each day to help them get the most out of every day.
Zero Tolerance
Simply put, Sahara+ maintains a position of zero tolerance when it comes to fraud, both for
those directly violating compliance standards and those who fail to report or investigate
suspected violations. 
Our Services
As one of the leading home health and non home health care company, Sahara+ delivers
personalized home health and non home health care to thousands of patients and their
families, in the comfort of their own homes. We focus on delivering the care that’s best for
our clients, whether that is home-based care focused on empowering them to manage a
chronic disease, palliative care for those with a terminal illness, or hospice care at the end of
life. We offer a wide range of both long and short term assistance to our clients, regardless of
age. You or your loved one may have a temporary or permanent disability or illness, or may
just be in need of someone to assist with a variety of services. Examples of the skilled and
non-medical services we provide include the following:
Nursing Services*
These skilled services are provided to clients by professional nurses on a full/part time or per
visit basis under the care and direction of a physician.  We monitor the delivery of these
services on a regular basis and continuously strive to improve the outcome with a medically
specific goal in mind.  These services may include:
• Monitoring overall health status and condition for physician response as needed

• Medication administration, set-up and monitoring

• Vital signs monitoring and response

• Wound Care / Bedsore prevention

• Diabetic Care

• Dietary Regimen

• Catheters

• Different types of Ostomies

• Colostomies

• Tube Feeding

• Many other skilled services that are customized to meet the needs of our clients

Personal Care Services*

These services are provided by para-professionals who assist clients with
performing activities of daily living and may include:
 • Bathing

• Dressing

• Grooming

• Oral hygiene

• Incontinence and bathroom assistance

• Ambulation

• Mobility

• Transferring

• Positioning

• Making perform necessary active/general exercises as demonstrated or taught by

physiotherapist to para-professionals.

Many other services that are customized to meet the needs of our clients

Domestic help Services*

• These services are provided by people who assist clients with performing activities of
daily living and may include: Cooking

Baby Sitters Services*

• These services are provided by professionals who take care of infants/baby.

Assisted Living Services*

• Support That Seniors Can Count On. With Assisted Living, our trained caregivers
assist with medication management, daily living activities, engaging activities, and
coordination with outside healthcare providers. Give your loved one the opportunity
to live comfortably and enjoy their own daily routine, with the confidence of safety
and support through assisted living. During this time of transition, we make every
effort to ease your loved one into a comfortable and enjoyable lifestyle, offering
individually tailored personal care options to perfectly suit their needs and
preferences. Their plans, interests and goals are our priority, and we’re ready to do
everything we can to help them live life to the fullest. From simple housekeeping and
nutritious meals to hygiene and healthcare, we strive to enable our clients to lead their
own lives in a way that keeps them happy, healthy and cared for. With SAHARA+ it
is the beginning of a beautiful new chapter, full of friendships, activities and a way of
life created to enrich the lives of others. Our caregivers can conveniently assist them
to near restaurants, parks, shopping malls, hospitals, religious gatherings and more
with transportation and assistance available to make every day a day with endless
possibilities.
Elderly Care Services*

It can be frustrating to find out that a senior living company doesn’t offer the care option your
loved one needs. That’s why Sahara+ offers different high-quality care options. By offering a
variety of services, it ensures that we can properly care for your loved one both now and if
their needs change in the future. You won’t have to start the entire process over again
searching for a trustworthy care provider.

Medical Appointment Accompaniment & Assistance*

You can rest assure your loved one will never miss a medical appointment and travel to and
from their appointment safely with a trusted Caregiver.

Career*

Getting job for all the needy from all platforms of society.

FAQs

A. What is home health care?

Home health care provides medical treatment for an illness or injury, with the goal of helping
you recover, regain your independence and become as self-sufficient as possible. More than
just providing excellent care in your home, home health care also saves billions of rupees
each year. There is no more cost-effective option of health care in our country.
Sahara+ offers health care services such as skilled nursing, home health aides, assisted
livings, and elderly care. We can also offer specialized chronic care programs that focus on
actively involving you in your health care process, addressing conditions, etc.
B. Will Sahara+ create a care plan just for me or my loved one?
Yes. After you are referred to Sahara+ Our office representative will call to assess your
needs. We will communicate with your doctor / Medical Caretaker to discuss the assessment
and work together to develop your personal plan of care. Our Caregiver will implement your
physician-ordered plan of care.
C. How often will Supervision visits be?
The frequency of supervision visits are based on Sahara+ plan, this supervision is been done
in order to provide you with the best for your needs.
D. Who all are eligible for Sahara+ health care?
Client of any age or any disease can opt for our services.
E. Where all Sahara+ can provide services?
Our services can be provided at patient’s residence is wherever she makes her home. Client
relative’s home, Homes for the aged, or some other type of institution, Hospitals.
Why SAHARA+ NURSES BUREAU

There are many reasons why people may need health care. Some are recovering from surgery
or have a chronic condition requiring ongoing care. Others need certain therapies or could use
some assistance with activities of daily living. What brings people to Sahara+ Nurses Bureau
is the reputation we have earned day by day, and client by client, for helping people live
safely everywhere with comfort, independence, and dignity. Nothing is better than the
comfort of home. Most of our clients want to remain in their own homes, surrounded by
family and friends. And we are there to help them live their best lives at home.
 
Trained Professionals
Our team includes professional nurses, caregivers, and companions. We also have a large
network of doctors available to support our client. Our professionals trained caregivers
provide the highest quality services available because we take extra steps to ensure clinical
excellence and safety, with stringent hiring standards, ongoing supervision, 24-hour clinical
support, and comprehensive training and education.
 
Stringent Hiring Standards
We thoroughly verify credentials, references, and experience, and we perform background
checks on all applicants. In addition to in-depth interviews, written testing, and hands-on
skills assessments.
 
Ongoing Supervision
All caregivers are supervised by a office Supervisor who makes regular home visits to ensure
the health and safety of our clients. Caregivers are also required to demonstrate their
competency annually, with hands-on skills assessments and performance evaluations.
  
Commitment To Education And Training
We continuously improve our work through evaluation, education, and training. Our
programs include preceptor mentoring, instruction, hands-on skills work, and supervised time
in the field prior to independent assignment. All caregivers also undergo annual skill
evaluations and have access to continuing education.

Professional Care giving helps save you time

Care giving gives you a peace of mind knowing your loved one is save and cared by a
professional caregiver. When you find that you are overwhelmed by your demanding
schedules, Harmony Care giving can come in and allow you to focus on your own personnel
work/life balance.

 
We are professionals
Almost 99% of the all the local bureaus in the city are run by people who are not educated
but have access to untrained people because they live in the same area. They get into the
business to make quick money and get out. This results in extremely poor client satisfaction.

We are a technology company

The usual process of hiring a caregiver is calling up a local bureau who will make a note of
your requirement and will send you an caregiver which may not suit to your need. On the
other hand with the use of technology you can communicate through videos and call only
those who you feel is fit for the job

We are an aggregator
When we get your requirement, all our team jump into action to make sure you get a right
caregiver of your preference. Hence the turnaround time reduces

We deliver great experience and value your time

Our customer service executives have been trained to make sure that your experience of using
our services is according to global standards

We hire smart, creative & Love giving people

We strongly believe that great companies are built by great people. We hire smart, ambitious
caregivers who are not doing this because of their salary but because they think they are
working towards earning good wishes from elders of our society.

Difference between Sahara+ & Other agencies

SAHARA+ NURSES BUREAU Other Agencies

A Govt. Registered Professional Corporate Most of them are not registered companies
company with reliability. with no way to track them.

Assurance to (If any) advance payment. As it Will charge an advance payment - Will not
has registered office. answer phone calls

Have a database of over 10000+ caregivers and Have a small database of 20-30 caregivers.
growing

We are ethical. Client satisfaction is most Unable to give same service every time after
important you pay them

Immediate replacement or Additional of Will not answer phone calls when you ask for
Service replacement

We do document verification of the Will only claim to do a background check.

caregiver Will never do it

Over 100 employees working for your Run by a single man

satisfaction
 Working Together To Bring The Rigorous Hiring Standards
Highest Quality Health Care.
Sahara+ verifies work history, credentials,
At Sahara+, we believe our clients and and references and performs thorough
their families deserve home health care background checks. Our professionals also
provided with the highest professional, undergo in-depth interviews and hands-on
ethical, and safety standards. This belief skills assessments before they are hired.
guides how we hire, support, and how we
deliver the compassionate care.

Ongoing Supervision And Evaluation A Client And Family-Centred Team

Approach
All our caregivers are supervised by the
office representatives, who make regular Our professionals partner with clients and
visits to ensure clients are receiving the their families in providing care. We
highest quality care. Additionally, we communicate regularly with clients, family
reassess each care team member’s skills on caregivers, and the entire care team.
a regular basis.

Education And Training

Through preceptor education programs,
mentoring, hands-on lab work, and in-
service programs, our caregivers continue
to expand and improve the clinical skills
they bring to their clients.

Company Profile
Company Name Sahara Plus Nurses Bureau

Type of Industry Consultancy

 Date of establishment 1996

Website https://info@saharaplus.in/

Address 16, Gurunanak Plaza Near Yamaha Showroom

Kasarwadi Pune
411034

Contact Number +91-9371488700

9271488700

About Founder
Sahara+ Nurses Bureau began its operation when our Madam Prof. M.A Shaikh identified
the need for a organization which could provide extraordinary service in healthcare.  Due to
live experiences of dealing with aging patents, Madam recognized there are many services,
but no one offer customized services or the quality as client expects. She was looking for an
organisation that could build a relationship with clients that would meet their and their
family's needs throughout life when various entry points into the healthcare continuum were
required. Her life-long empathy for people provided the heart of the business and a strong
incentive to build something that would help people of all ages and their families. SPNB
offers personal, skilled care and related home support services and assistance to all ages of
handicapped, convalescing and dependant individuals in their own homes, and when
permitted, in nursing homes, hospitals, assisted care facilities . SPNB is dedicated to
enhancing the quality of life through delivering compassionate skilled and non-medical care
to clients at home and hospitals by trained and dedicated staffs who continuously strive for
excellence. SPNB have exceeded every requirement for providing care in this industry. Not
because it had to, but because it believes that our clients deserve the very best in service
delivery.  From a few hours a day to around the clock continuous care, our special assistance
is dedicated to the elderly, infirm, or convalescing clients. SPNB services are designed to
help clients maintain their chosen lifestyle and sense of freedom enjoyed prior to illness,
injury or declining health.
Management Team

Founded and managed by a proven and professional healthcare expert, and leading
entrepreneurs with healthcare experience, Sahara+ has a strong executive team of
experienced professionals, with more than 45 years combined experience in the health care
industry. The Sahara+ executive team combines strong experience and dedication to
providing an unmatched level of home health care and hospice services.
Chapter 4
Theoretical background

8. Key Tactics for Employee Development

Here are eight ways to develop employees, keep them engaged, and increase the probability
they will remain with the organization

1. Create Individual Development Plans: The first step in developing employees is to

create a development plan. It is important to sit down with the employee and discuss
individual interests and career goals. This conversation will help identify the development
activities that individual should be undertaking. After all, not everyone shares the same goals
or has the same perspective about what they want to achieve in their career. Still others may
be unsure about what they want to do. The development plan should provide a roadmap for
the employee that includes measurable goals and a realistic timeframe for achieving each
goal. Taking time to discuss and add detail to the employee development plan or blueprint
will increase the likelihood for a return-on-investment for all involved.

2. Provide Performance Metrics: It is essential to set specific quantitative metrics to help an

employee understand where they need to be or what they can realistically achieve. Then, as
these performance metrics are met, the bar can be raised so the employee feels a continued
sense of accomplishment. Before running a marathon, a runner first sets shorter goals and
then works their way up, running further and further and building the muscles and power
needed to eventually get them to that marathon goal. A manager work with the employee to
decide where he or she is now in relation to achieving key performance objectives that will
eventually lead them to where they want to be and need to be. Measuring progress also
provides evidence of how these activities are working. Furthermore, performance metrics
help drive accountability when paired with effective leadership as taught here.

3. Provide Opportunities Outside of Job Function: Today’s organizations have become so

compartmentalized that employees believe they can only operate within their department or
function. However, to truly develop an employee for a larger role in the company, they need
to understand how all aspects of the organization work. Create opportunities for an employee
to take on new responsibilities outside their job function. This cross-training will increase
their awareness and knowledge of the organization and help them work more effectively with
others because they have a new understanding of what other employees do for the company.
The additional responsibility will put them in new situations, add challenges, expand skill
sets, and encourage them to think on their feet, which will also improve their chances for
success in any future roles they take on. This type of development also creates energy and
excitement in the workplace.

4. Give Constructive Feedback: Feedback does not mean criticizing, chiding, or

disapproving. Instead, it should be constructive in nature and include specific
recommendations for further improvement and development. Feedback should also be
delivered regularly and tied to data or examples such as the performance metrics or the
individual development plan. Only using feedback for employee reviews can result in missed
opportunities to guide an employee through the professional development process.
Employees want to know how they are doing. If feedback is used as a tool for growth and
recognition, and not a tool to knock the employee down, it will make a measurable
difference.

5. Remove Barriers: Many organizations are rigid in their organizational structure and

processes, which can make it challenging to implement some cross-functional development
and facilitate dynamic growth and high-performance training. It’s up to leadership to bridge
silos, knock down walls, and design a system that encourages a fluid approach to learning
and working. Today’s generation of workers are used to change and enjoy open work
environments that let them explore. Take the barriers away and watch people flourish.

6. Link to a Professional Network: Help employees access additional contacts that can help
them grow. Introduce them to other professionals that can serve as mentors or coaches, sign
them up for professional industry associations, send them to training courses and workshops,
and create and attend networking events. Getting them connected to a network offers a way to
get additional support, advice, and information on how to grow professionally and personally.
It also gives the organization another ambassador for the business.

7. Outlay Resources: From day one, an employee is an investment that the organization is

making and from which it expects a return. To get the most out of employees requires making
further investments along the way. Although many of the tactics on this list do not necessarily
require dollars to implement, resources are still being used in the form of time and focus.
Other employee development activities, including training, online learning programs, and
coaching are well worth the monetary resource investment dollar. Whatever the resource, this
additional investment is necessary and valuable when it is thoughtfully aligned with the
organization’s strategic goals and the individual development plans designed around key talent

8. Set the Example: An employee will see the value of the development process when they
see their current leadership continue to develop personally and professionally. By modeling
this behaviour leaders build credibility and the trust necessary to encourage employees to
participate in development-building activities. It shows employees that development is part of
the organization’s culture. It sends the message that it’s important for, and expected from,
everyone in the organization to be part of a continual improvement process that nurtures from
within. If you want to compete with big brands, you have to emulate big brands.

Employee Development Tools

WAYS TO IMPROVE EMPLOYEE DEVELOPMENT IN A COMPANY

1) Professional Training

Depending on the role, formal employee training may be required to ensure competency and
even excellence. Create a knowledge-base of critical information and best practices to pass on
to new hires as you grow your team. This will be time-consuming at first, but will pay off in
the long run.

For many roles above entry-level, training manuals are as obsolete as time-clocks. When you
hire experienced candidates, they will put their existing skills and knowledge to work. At first
you will mainly have to teach them the particulars of your offering and acclimate them to
your company culture. If your culture is healthy and other employees believe in your product
or service, this will happen almost organically through conversations and regular
interactions. 
As time goes on, you can augment their knowledge and abilities with business books,
seminars, and access to e-learning on topics from project management to demand
generation. By simply reading one or two online articles per week, employees can stay up-to-
date with marketplace trends and new practices, strategies, and tactics that others have found
successful. 

2) Coaching & Mentoring

According to this piece in Harvard Business Review, managers today are overburdened and
“no longer pass-on knowledge, skills, and insights through coaching and mentoring.
Organizations need to support and incentivize managers to perform this work”

Coaching may seem intimidating at first, especially for managers that have little to no
experience. But today’s employees demand more than just telling them what to do. To ease
into coaching, start by asking some simple questions every week:

– Are there any obstacles you are facing, and can I help?

– What’s an action you can take next week to improve your overall performance?

– What would you like to learn that could help you in your role?

When company leaders are intentional about having the right conversations regularly take
place, employees can self-reflect on their accomplishments, and managers can support them
in achieving their true potential.

3) Cross-Departmental Training

I like to think of my business as an ecosystem. In nature, all of the different species of plants
and animals are interdependent. They ultimately create a harmonious balance in the system
by constantly making corrections. For example, a shortage of vegetation during drought
creates competition in prey species. This in-turn creates greater competition among predators
and their numbers decline as well. A new balance is formed where the healthiest individuals
of every species can thrive.

In business ecosystems, equilibrium does not occur as naturally. Management must guide

each of their teams to improve the overall health of the company. Take as an example how
Customer Success (CS) impacts product development initiatives and vice-versa. Customers
demand a new feature and CS passes that information to the product team. When the new
feature is released, CS will likely have to answer customer questions about best practices
with the feature.

You can encourage cross-departmental training and have a developer review a customer
email or sit in on a call with support. Members of your CS team can join a scrum meeting or
stand-up with the development team. No one is likely to make a career shift, but they can
each see the impact of their efforts more clearly. What they learn can also inform the fine
details of dev’s work on the product, or CS’s conversations with customers.

4) Develop “Soft-skills”

It’s unfortunate that these vital skills have been de-emphasized in corporate environments.
Even the name “soft skills” makes them seem relatively unnecessary. Dan Goleman’s
framework of emotional intelligence at work is just as important as the intellectual know-how
required to perform a specific task. Self-awareness, self-regulation, motivation, empathy and
social skill all play a vital role in effective leadership and execution at all levels of the
organization.

Try bringing in an expert to teach your team how to read body-language or practice non-
violent communication. This may not seem as important a skill as learning to code or creating
a pivot table, but it goes a long way towards improving communication and cohesion
between employees. When the team is in harmony, work gets done more efficiently and with
greater ease.

5) Personal development

Your employees don’t just exist in a professional capacity to serve your organization. They
are whole human beings comprised of physical, intellectual and emotional experiences. For
them to evolve both personally and professionally, employee development must be holistic:

 Emotional balance

Ask questions like, “How do you feel about your work lately? Are you struggling with
anything?” This meets our basic needs to be seen, heard, acknowledged, and validated –
needs that go unmet in many work environments. A supportive manager who is skilled at
listening and staying present to employee challenges can help raise them out of a tough
emotional space.

 Intellectual growth

Books and seminars don’t just have to be about business. You can provide continuing
education around personal finance or fostering healthy relationships. When you have
occasion to reward an employee for stellar performance, sponsor their attendance at a class
that will further their personal goals and hobbies.

 Physical health

In accordance with our core value of cultivating health and vitality, every employee is
provided a gym membership. We have also offered classes in many disciplines that contribute
to the physical health of employees, from Qigong to breathing techniques. An easy and
inexpensive way to develop employees’ physical health is to stock your office with healthy
food options.

When people are given the tools to do their jobs well and training to advance in their careers,
they feel supported and happy. Not only are they likely to stay longer, but they will also
perform better and contribute to overall company growth. And your reputation for stellar
employee development might just encourage the best and brightest candidates to join your
team.

Research Methodology

Meaning of Research
Research is a careful and detailed study into a specific problem concern, or issue using the
scientific method. It’s the adult form of the science fair projects back in elementary school,
where you can try and learn something by performing a experiment. This is the best
accomplishment by turning the issue into a question, with the intent of the research to answer
the question.
What is Research Methodology?

Methodology is the systematic, theoretical analysis of the methods applied to a field of study.
It comprises the theoretical analysis of the body of methods and principles associated with a
branch of knowledge. Typically, it encompasses concepts such as paradigm, theoretical
model, phases and quantitative or qualitative techniques.
A methodology does not set out to provide solutions—it is therefore, not the same as a
method. Instead, a methodology offers the theoretical underpinning for understanding which
method, set of methods, or best practices can be applied to a specific case, for example, to
calculate a specific result.
It has been defined also as follows:

1. "the analysis of the principles of methods, rules, and postulates employed by a

discipline”
2. "the systematic study of methods that are, can be, or have been applied within a
discipline"
3. "the study or description of methods"

Research Design

A research design is the set of methods and procedures used in collecting and analyzing
measures of the variables specified in the problem research. The design of a study defines
the study type (descriptive, correlation, semi-experimental, experimental, review, meta-
analytic) and sub-type (e.g., descriptive-longitudinal case study), research
problem, hypotheses, independent and dependent variables, experimental design, and, if
applicable, data collection methods and a statistical analysis plan. A research design is a
framework that has been created to find answers to research questions.

Research Process

Dissertation markers expect the explanation of research process to be included in

Methodology chapter. A typical research process comprises the following stages:
1. Selecting the research area. You are expected to state that you have selected
the research area due to professional and personal interests in the area and this
statement must be true. The importance of this first stage in the research process is
often underestimated by many students. If you find research area and research
problem that is genuinely interesting to you it is for sure that the whole process of
writing your dissertation will be much easier. Therefore, it is never too early to start
thinking about the research area for your dissertation.
  
2. Formulating research aim objectives and research questions or developing
hypotheses. The choice between the formulation of research questions and the development
of hypotheses depends on your research approach as it is discussed further below in more
details. Appropriate research aims and objectives or hypotheses usually result from several
attempts and revisions and these need to be mentioned in Methodology chapter. It is critically
important to get your research questions or hypotheses confirmed by your supervisor before
moving forward with the work.

3. Conducting the literature review. Literature review is usually the longest stage in the
research process. Actually, the literature review starts even before the formulation of research
aims and objective; because you have to check if exactly the same research problem has been
addressed before. Nevertheless, the main part of the literature review is conducted after the
formulation of research aim and objectives. You have to use a wide range of secondary data
sources such as books, newspapers, magazines, journals, online articles etc. 

4. Selecting methods of data collection. Data collection method(s) need to be selected on

the basis of critically analyzing advantages and disadvantages associated with several
alternative data collection methods. In studies involving primary data collection, in-depth
discussions of advantages and disadvantages of selected primary data collection method(s)
need to be included in methodology.
 
5. Collecting the primary data. Primary data collection needs to be preceded by a great
level of preparation and pilot data collection may be required in case of questionnaires.
Primary data collection is not a compulsory stage for all dissertations and you will skip this
stage if you are conducting a desk-based research.
 
6. Data analysis. Analysis of data plays an important role in the achievement of research aim
and objectives. Data analysis methods vary between secondary and primary studies, as well
as, between qualitative and quantitative studies.
 
7. Reaching conclusions. Conclusions relate to the level of achievement of research aims
and objectives. In this final part of your dissertation you will have to justify why you think
that research aims and objectives have been achieved. Conclusions also need to
cover research limitations and suggestions for future research.
 
8. Completing the research. Following all of the stages described above, and organizing
separate chapters into one file leads to the completion of the first draft. The first draft of your
dissertation needs to be prepared at least one month before the submission deadline. This is
because you will need to have sufficient amount of time to address feedback of your
supervisor

Data Collection

Importance of Data
The ability to analyze and act on data is increasingly important to businesses. The pace of
change requires companies to be able to react quickly to changing demands from customers
and environmental conditions. Although prompt action may be required, decisions are
increasingly complex as companies compete in a global marketplace. Managers may need to
understand high volumes of data before they can make the necessary decisions. Effective
business intelligence (BI) tools assist managers with decision making.

Sr. no. Content Description

1 Type of research Exploratory

2 Nature of Research Qualitative, Quantitative

3 Sample Size 25 (Only internal Staffs)

4 Source of Data Primary, Secondary

RESEARCH DESIGN
 Primary data is information that you collect specifically for the purpose of your
research project. An advantage of primary data is that it is specifically tailored to your
research needs. A disadvantage is that it is expensive to obtain. The primary data are
those which are collected fresh and for the first time and thus happen to the original in
character.

The primary source of collecting the data was through interview method in which the
researcher personally interviewed the respondents. Each respondent was ask to filled
questionnaire.

Basic methods of collecting primary data: Method or primary data collection be classified
under two heads

The Questionnaire method: The respondent is questioned directly about aspects of interest
to the researcher.

The observation method: The researcher simply observes the subject and records relevant
aspects of behaviour.
  Secondary data is collected from company reports and textbooks and internet is
also used to collect secondary data from websites, and company database etc. Are
used as secondary data. The data that have been already collected by and readily
available from other sources. Such data are cheaper and more quickly obtainable than
the primary data and also may be available when primary data cannot be obtained at
all.
Uses of secondary data
 It acts as reference for the present study
 The secondary data is a useful benchmark against which the finding of the study
can be tested.
 At time it may be only sources of data.

 Exploratory research is a research conducted for a problem that has not been

studied more clearly, intended to establish priorities, develop operational definitions
and improve the final research design. Exploratory research helps determine the
best research design, data-collection method and selection of subjects.
 Qualitative Research is primarily exploratory research. It is used to gain an
understanding of underlying reasons, opinions, and motivations. It provides insights
into the problem or helps to develop ideas or hypotheses for potential
quantitative research.
 Quantitative Research emphasize objective measurements and the statistical,
mathematical, or numerical analysis of data collected through polls, questionnaires,
and surveys, or by manipulating pre-existing statistical data using computational
techniques.

RESEARCH INSTRUMENT

 PRIMARY DATA
1. Questionnaire filled from the internal staffs.
2. Observation while performing practical work.

 SECONDARY DATA
1. Files.
 2. Books and Interest.
3. Journals.
 TOOLS USED
1. Pie Chart.
2. Graphs.
3. Tables.
4. Questionnaire.

RESEARCH LIMITATIONS
 As the time Duration of the project work was 2 months only so it was not possible to
analysis the organization lively for more than 2 months.
 The study totally depends upon the information excerpted from the files.
 As it was an open ended questionnaire the aggregation of data is done on the basic of
employees response and bifurcated into most potential of answer.
 So the source of other information depends only through official information shared
by the Sahara+
 The tool used to collect the data is questionnaire. This means that all the limitations of
the use of questionnaire exists in the project.

SAMPLE DESIGN
 It is a definite method for obtaining a sample from a given population.
 It is a technique the researcher usually adopts in selecting items for the sample.

Sampling Technique
The researcher has adopted a random method to solicit the opinions from the respondents.
Here the respondents are given equal chances of getting selected. It is a probability sampling
method.

Sample Size
I targeted only management and different department and the number of samples chosen is 25
employees (i.e. only internal staff of the organization)
Statistical Tool
Percentage Analysis: This is the earliest and best method to analyze the given data. The
percentage wise distribution of the data given an idea of which factor is more or which is less.
Percentage Analysis = {Number of Respondents / Sample size}*25
Chapter 6
Data Analysis and Interpretation
1. Which of the following factors motivates you most in organization?
Frequency Percentage
Salary increase 7 28%
Promotion 6 24%
Leave 5 20%
Motivational talk 5 20%
Recognition 2 8%

Total 25 100

Motivational Factors

Recognition; 8%
Motivational talk; 20% Promotion; 24%

Salary increase; 28%

Leave; 20%
Leave
Motivational talk
Recognition
Promotion
Salary increase
 2. If you could change one thing about your job today, what would it be?
Frequency Percentage

Salary Structure 13 55%

Increased CL 7 25%

Working Hours 5 20%

Total 25 100

A change in Current Job

Salary Structure Increased CL

55% 25%
Salary Structure
Increased CL
Working Hours

Working
Hours
20%

3. What skills do you feel need to practice more?

 Frequency Percentage

Punctuality 11 45%

Written Communication 9 35%

Ability to Learn Quickly 5 20%

Total 25 100

Skills need to Practice More

Ability to Learn Quickly; 2.00E-

01

Punctuality
Punctuality ; 4.50E-01 Written Communication
Ability to Learn Quickly

Written Communication;
3.50E-01
4. What is your Strength in your Current position?
Frequency Percentage

Hardworking 5 20%

Soft skill 8 32%

Flexibility 5 20%

Technical skill 7 28%

Total 25 100

Strength in Current Position

28%

20%

Hardworking
Soft Skills
Flexibility
20% Technical Skills

32%
5. What do you feel the company can do to help you to more effective in
your current job?
Frequency Percentage

Incentive benefits 9 36%

Positive 7 28%
work environment
Taking more feedbacks 5 20%

Flexible work time 4 16%

Total 25 100

40%

35%

30%

25%
20%
20% 36%

28%
15%

16%
10%

5%

0%
Incentive Benefits Positive Work Environment Taking More feedbacks Flexible Work Time
6. Has development program helped you to develop your skills?

Frequency Percentage

Yes 17 68%

No 8 32%

Total 25 100

Development of skills

Yes Yes
68% No

No
32%
7. Do you get encouragement from organization on your good performance?
Frequency Percentage
Yes 19 76%
No 6 24%
Total 25 100

80%

70%

60%

50%

40%
76%
30%

20%

10% 24%
0%
Yes No
8. Do you satisfy with Organizational Development Program?
Frequency Percentage

Yes 16 64%

No 9 36%

Total 25 100

Satisfaction

64%

Yes
No

36%
 9. Does this development programs helps you to increase the motivational
level?
Frequency Percentage

Yes 21 84%

No 4 16%

Total 25 100

84% Yes
No

16%

DATA INTERPRETATION
10. List the accomplishment and skills acquired which you are particularly
proud?
Frequency Percentage

Employee of the month 9 36%

Advanced technical skills 5 20%

Promotion 8 32%

Talent enhancement 3 12%

Total 25 100

Employee of the month;

36%

Advanced technical skills Advanced technical skills

Promotion
Talent enhancement
Talent enhancement
Employee of the month

Promotion
 10.What do you need from the organization to help in yours development?
Frequency Percentage
Feedbacks 12 48%
Acknowledgement of contributions 3 28%

Recreational facilities 3 12%

Environment 3 12%
Total 25 100

Company's help in employee Development

60%
50%
40%
30%
48%
20%
28%
10%
12% 12%
0%
ks s es t
ac on en
b ti ciliti m
ed bu fa iro
n
Fe ntri nal v
co tio En
t of r ea
en c
m Re
ge
wled
o
ckn
A
 11. How can you better yourself in order to improve your performance?
Frequency Percentage

Daily Priority Setting 12 50%

More Organised 5 20%

Long Term Goals 4 15%

Prevent Multi tasking 4 15%

Total 25 100

Self Improvement For Better Performane

Daily Priority Setting

50%
50% More Organised
Daily Priority Setting
20%

More Organised

Long Term Goals

Long Term Goals

Prevent Multi tasking
15%
Prevent Multi tasking
15%
 12.According to you how often development programs should be conducted?
Frequency Percentage

One month 12 48%

Three month 4 15%

Five month 4 15%

Six month 5 20%

Total 25 100

Conduction Of Development Program

Six month 20%

Five month 15%

Three month 15%

One month 48%

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

Chapter 7
Findings

 Feedback through interaction and work Recognition gives major boost for employee
Development.
 A Supportive and Helpful colleagues can be the most common founded reason to
bring joy to the workplace which ultimately contribute to employee development.
 Long Working Hours
Rigid Work schedule not having time to time interaction between the employees and
Organization.
 Most of the employees have felt that their efforts are not been encouraged and
recognized
 Some of the employees considered the Constant Development programs provided to
them in enhancing their career.
 Majority of the respondents were happy with their growth in the organizations.
 The Development program helps in the faster growth rate of employees in the
organization by improving the productivity level and strengthening areas where an
employee lags
Chapter 8
Suggestions
 Place the staff member in a group problem-solving situation to develop his/her skills
in working with others.

 The organization can arrange professional counseling (beginning with Personal

Assistance Services) for a staff member who has personal or adjustment problems.

 The Organization can increase the number of interaction Sessions between HR and
Employees. So that they may not feel left out.

 The organization can be more attentive psychologically towards their employees

needs and can provide remedies to develop their Performance.

 The Organization can provide skill and knowledge by answering questions, reviewing
work, discussing progress and providing general direction.
Chapter 9
Conclusion

 The objectives of the study to get the overall knowledge about actually
what the development is, the scope of such programs in the organization
are adequate fulfilled.
 Employee is a valuable resource (asset) of the organization. The success
or failure of the organization depends on employee performance.
 The key variables identifies related to employee development and
employee performance.
 On the basis questionnaire and personal interviews with the employees .It
was also found that promotion is the major reason that sticks them with
the current jobs. Employees also prefer Sound recognition as well as
proper training.
 So For Conclusion, the objectives of the study to get the overall
knowledge about actually what the career planning and development is,
the scope of such programs in the organization are adequate fulfilled.
 The key variables identifies related to employee development and
employee performance
 On the basis questionnaire and personal interviews with the employees.It
was also found that promotion is the major reason that sticks them with
the current jobs. Employees also prefer Sound Recognisation as well as
proper training