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All students are informed that the Institute has compiled a

list of issues and aspects on which data is to be collected


while undergoing Summer Training at various companies.
It may be noted that a company may or may not provide
data on all aspects as listed; however, the aspects
mentioned herein shall facilitate students to plan
questions for collecting data and its compilation in
STRT!R"# manner.
$ists are compiled in terms of specialisation, vi%.,
&ar'eting, (R& and )inance.
The aspects mentioned included in the lists are suggestive
and not restrictive. Students are free to collect data on
any other aspect *s+.
(ow to use the $ists,
The aspect mentioned under each Topic conveys some
meaning of the aspect in relation with the Topic under
study. Students are e-pected to learn this meaning in
advance. Students are to appreciate that with each of
these aspect a concept, technique.model or tools *IT
enabled+ is involved. This learning of concept, technique
or tool shall constitute the bac'ground 'nowledge for
formulating and raising the relevant question on the
aspect mentioned in the $ists.
/hile in the company students are to e-plore as to how
the company is implementing or not implementing the
concept, technique or tools; collect.record data and then
draw inferences about the aspects.
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Director
1.1 Product Planning Process
a. Product development
b. Products lines of the company
c. Different brands in product lines
d. Popular markets/ geographical regions where product is sold
e. Major competitors
f. Market segmentation- customers currently buying product
g. Positioning of the brands
h. UP of brands!uni"ue feature/competitive advantage#
1.2 Pricing policies and strategies
$here are many ways to present the %price% for a product or service to the customer. ome of the
well known methods are described below. &t will help students to collect information.
a. Pricing objectives
b. Pricing strategy
i. 'ost plus a percentage of the cost.
ii. (reakeven) that is) whatever it costs to produce the product or provide the service.
iii. $arget profit !eg* make a +,- profit before ta.#.
iv. Perceived value !price to the consumer%s e.pectation#
v. 'ompetitive related !price using competitive price as a base#
vi. (undled pricing that combines multiple products and/or services under one price.
vii. Psychological pricing !eg* to create an impression of a lower price) /011.12 vs
/+,,#
viii. 3eographical/sales site location !eg* varying prices for fuel in different
geographical locations#
1.3 Promotion
)unctional Area7 &ar'eting
a. Process of interaction with potential customers
b. 'omponents of promotion mi.
i. 4dvertising !4dvertising media )e.g. $5 ads) 6adio) print media#
ii. ales promotion !types* discounts) sales etc#
iii. Personal selling
iv. Public relations
c. (udget 4llocation for promotional activities
d. Measurement of effect of 4dvertising and sales promotion.
1.4 Channel Management
a. Distribution system !wholesalers) retailers) e.cusive showrooms etc.#
b. Process of selecting intermediaries
c. Relationship with intermediaries
d. 'onflict with intermediaries
e. 'onflict management
1.5 Customer relationship management
a. '6M policies
b. (enefits of '6M attained by organi7ation
i. 8igher customer retention
ii. &mproved sales productivity
iii. &mproved efficiency between different departments
iv. horter sales cycles
v. &ncreased profitability
vi. 9ower marketing costs
vii. 6eduction in :lost; sales leads
viii. &ncreased customer service response times
c. Difficulties in implementing '6M
1.1 HR Planning, Recruitment, Selection and nduction
0. 5arious 86 polices ! recruitment and employment) compensation ) training ) transfer and
promotions) welfare#
+. tructure of 86 department
<. $otal no of employees ! 'lassify into managerial) non managerial #
=. $otal no of permanent employees
2. $otal no of temporary employees
>. ?rganisational structure and design
@. Are"uency of 86 Planning Process
B. 6ate of employee turnover in an year
1. Major reasons of attrition or labour turnover
0,. 4verage rate of retirements/ resignations in an year
00. &nternal sources of recruitment
0+. C.ternal sources of recruitment
0<. teps in election process D Managerial employees
0=. teps in election Process D Eon managerial employees
02. Duration of &nduction programme
0>. 6ole of department heads in &nduction and orientation programmes
0@. 6oles of 86 department in &nduction and orientation programmes
0B. kills re"uired for a managerial employee.
01. kills re"uired for a non-managerial employee.
+,. Probation period for various levels of employees
+0. Fob Description !duties and responsibilities# and Fob pecification ! "ualities and
"ualification# of managerial employees G9ist downH
++. Fob Description and job pecification of non managerial employees G9ist downH
+<. Maintenance of 8uman 6esource &nformation ystem !86&# in the organisation.
1.2 !raining " De#elopment
+=. $ypes of training for managerial employees.
+2. $ypes of training for non managerial employees
+>. Duration of training for managerial employees
+@. Duration of training for non-managerial employees.
+B. 6efresher training for new joiners
+1. Aacilities for attending e.ternal training programmes.
<,. Promotion policy of the organisation
<0. (asis of promotion for managerial employees D seniority or performance based
<+. (asis of promotion for non managerial employees D eniority or performance based
<<. $ypes of career planning ! job enrichment) job enlargement) transfer) promotion#
<=. Aeedback on training programmes attended D managerial employees
<2. Aeedback on training programmes attended D Eon managerial employees
<>. Eo of transfers in an years
)unctional Area7 (uman Resources &anagement
1.3 Per$ormance %ppraisal and Recognition S&stems
<@. $ype of performance appraisal ! 4nnual 'onfidential 6eport) <>, degree) @+, degree
Ctc#
<B. Are"uency of Performance 4ppraisal Process ! (i annually or annually#
<1. 6ole of supervisor in performance appraisal system.
=,. 6ole of self ! employee himself# in performance appraisal system
1.4 Career De#elopment
=0. 'areer development opportunities for managerial employees
=+. 'areer development opportunities for non managerial employees
=<. Aacilities for self development ! well stocked library) provision of attending seminars/
conferences etc) memberships in professional bodies#
==. uccession planning for top management.
=2. Fob rotation) job enrichment or job enlargement opportunities
1.5 Re'ard or Compensation Management
=>. 'omponents of wage and salary
=@. Percentage of D4 ! dearness allowance# for employees
=B. C. gratia benefits for managerial and non managerial employees
=1. Mode of payment of wage/ salary
2,. Deductions from wage/salary
20. (onus provisions
2+. Profit sharing plans
2<. Production incentive plans
2=. (enefits ! insurance) medical benefits) retirement benefits) paid leave) other benefits
!assistance for housing) education etc#
1.( ndustrial Relations
22. Eumber of trade unions.
2>. Major trade unions.
2@. Process of recognition of bargaining trade unions ! referendum process#
2B. ?rganisational membership in various employer organsations ! 4'84M) A&''&) '&C
etc#
21. Eumber of strikes happened and reasons.
>,. Eumber of lock outs happened.
>0. 5arious statutory committees) constitution and function
>+. CmployeesI participation initiatives in management.
><. 5arious labour laws applicable in the organisation.
>=. 5arious collective bargaining agreements !wage relation) employment related etc.#
1.) *el$are
>2. Jorking environment of the ?rgani7ation
>>. Jorking hours of the ?rgani7ation
>@. 5arious allowances to the employees
>B. ?vertime allowance offered by the organi7ation
>1. 9eave policy of the organi7ation
@,. 'anteen services by the organi7ation.
@0. $ransportation facilities by the organisation.
@+. afety facilities by the organisation.
@<. 6ole of welfare officers
@=. Jelfare facilities available within and outside the organi7ation.
@2. Cmployee education programmes.
@>. 56 !voluntary retirement schemes#) golden hand shake schemes.
@@. ocial security measures !medical care) sickness benefits) maternity benefits)
employment injury) survivorIs benefits) old age benefits#.
@B. Pension scheme in the organisation.
@1. Koga) meditation stress reliving activities.
B,. Aormal and informal ocialisation process !e.cursions) tours) games and sports)
celebrations etc.#
B0. 5arious employee recognitions programmes.
B+. &n-house journals and maga7ines
1.+ ,rie#ance Handling
B<. Major reasons of grievances
B=. Procedure of redressing and settling employee grievances.
B2. Members of grievance redressal committee
B>. Aunctions of grievance redressal committee
B@. Domestic en"uiry process
1.- Sa$et& Policies " Practices
BB. 4ccidents reported.
B1. 'auses of accidents occurred.
1,. Provisions to prevent accidents at the workplace
10. 6ole of safety officers
1+. 5arious programs to make the employees aware about safety and health within the
organi7ation
1<. 4ny ha7ardous related work
1=. 4vailability of firefighting e"uipment) and other safety e"uipment
12. afety policy of the organisation.
1.1 .perating cost
a. Major components of operating cost
b. Method of cost accounting used in the company like job order costing) contract costing)
batch costing) process costing) operation costing) unit costing etc.
c. $ypes of costs like implicit) e.plicit) controllable) uncontrollable) fi.ed cost) variable cost
semi-variable cost) committed cost) relevant cost) irrelevant) sunk cost) differential cost)
marginal cost) marginal cost) imputed cost) marginal cost) opportunity cost) replacement
cost) out-of-pocket cost) conversion cost) etc.
d. 'omponents of cost sheet under the following heads*
i. Prime cost
ii. Production overheads
iii. ?ffice and administrative overheads
iv. elling and distribution overheads
1.2 Pro$its
a. Method for estimating future profits
b. Methods for distributing its profits

1.3 Capital Structure
a. 'ontribution of debt) e"uity) retained earnings etc in the companyIs capital structure
b. 'hanges in capital structure in last one year.
1.4 /inancing
a. &nternal and e.ternal sources of financing deployed by the company
b. Aactors that this company bears in mind while deciding source of financing
c. 6ole of cost of capital for financing
1.5 *or0ing Capital
)unctional Area7 )inance
a. 6e"uirement of working capital now and a year back
b. 'omponents of working capital
c. Aactors influencing the companyIs working capital re"uirement.
d. ?perating 'ycle.
e. Jays in which the company is trying to reduce its operating cycle
f. Difficulties that the company is facing while arranging and managing working capital
1.( Cash and Recei#a1les
a. 9ist of debtors and their types
b. Discounts offered to the debtors
c. 'ompanyIs policy for mitigating risk from default of debtors
d. tatus of bad debts
e. Procedure for recovering bad debts
1.) n#entor&
a. 'omponents of inventory
b. Method of inventory management followed by the company
c. Method of &nventory valuation followed by the company
d. Difficulties in effective management of inventories.
e. Problem of shortage of inventory/ surplus inventory
f. Units issued and purchased for last one year along with dates
1.+ Purchase o$ Materials
Purchase procedure* Purchase re"uisition) selection of suppliers) purchase order and follow-up)
receipt of materials) inspection and testing of materials) return of rejected materials) passing
invoices for payment.
1.- Sources o$ /inance
a. 9ong term and short term sources of finance of the company.
b. 'ost associated with raising of the funds.
c. 'hange in the sources of funds raised in last one year and reasons for the same
d. ?bstacles faced by the company for raising funds

2.2 Credit Polic&
a. 9ist of creditors and their types
b. 6elationship of creditors with the company
c. 'ompanyIs current and previous credit policies
d. $erms of payment
e. Jays of credit evaluation
f. 'hanges in credit policies and the reasons for the same.
2.1 n#estment
a. &nvestment of surplus funds
b. 'riteria for making an investment by the company
c. Method of capital budgeting used by the company
2.2 3e#erage
a. Measure of ?perating 9everage
b. Measure of Ainancial 9everage