A

Research Proposal

On A study of performance evaluation of mutual fund.

Submitted to (Kalol Institute of Management)

IN PARTIAL FULFILLMENT OF THE

REQUIREMENT OF THE AWARD FOR THE DEGREE OF

MASTER OF BUSINESS ASMINISTRATION

In

Gujarat Technological University

UNDER THE GUIDANCE OF Ms. Khushbu shah .Assistant Professor

Submitted by

Name :Dipti patel [Batch: 2013-14, Enrollment No.137250592079.]

Name :Ankita patel .[Batch: 2013-14, Enrollment No.137250592067.]

MBA SEMESTER III

(Kalol Institute of Management)

MBA PROGRAMME

Affiliated to Gujarat Technological University

Ahmedabad

INDEXCh. No.ParticularsPage No.

1Introduction to study1

1.1Financial service 1

1.2Theoretical Aspects to Job Satisfaction3

2Literature Review 5

3Research Methodology8

3.1Problem Statement8

3.2Objectives of the Study9

3.3Research Design9

3.4Sources of Data9

3.5Data Collection Tool9

3.6Sample Design9

3.7Scope of the study10

4Probable Data Analysis and Findings10

References 10

1. Introduction to IndustryThe pharmaceutical industry in India is most progressive and advanced among all the developed and developing countries. The industry has provided great employment opportunities to thousands of people, apart from contributing greatly towards the Indian economy.

Today, India is among the top five pharmaceutical emerging markets in the world. The market is expected to grow at a compound annual growth rate (CAGR) of 14-17 percent over 2012-16. The total revenues of the market stood at US$ 11 billion and are estimated to be US$ 74 billion by 2020.

Growth in the sector Pharma sector in India is growing at a rapid pace, marked by a number of mergers and acquisitions (M&A) and growth in foreign expenditure. The sector is going to be a major area of focus in the coming years as Indian medicines are increasingly becoming popular in many parts of the world because of the cost effectiveness and easy availability. The manufacturing cost of Indian pharma companies is up to 65 percent lower than that of US firms and almost half of that of the European manufacturers.

The domestic pharmaceutical market is expected to register a strong double-digit growth of 13-14 percent in 2013 on back of increasing sales of generic medicines, continued growth in chronic therapies and a greater penetration in rural markets.

The growth of healthcare sector also provides huge opportunities for investing in India's pharma space. The growing network of private and public hospitals in the country generates a huge demand for industrial cleaning equipment, waste management, hygiene products and laundry solutions.

2. Pharmaceutical exportsThe Ministry of Commerce has targeted Indian pharma sector exports of US$ 25 billion by 2014 at an annual growth rate of 25 percent. . Last year, the industry registered exports of US$ 13 billion at a growth rate of 30 percent, as per Dr P.V. Appaji Director-General, Pharmaceutical Exports Council of India (Pharmexcil). The Government has also planned a 'Pharma India' brand promotion action plan spanning over a three-year period to give an impetus to generic exports.FDI inflows

The cumulative drugs and pharmaceuticals industry in India attracted foreign direct investment (FDI) inflows worth US$ 10,308.75 million during April 2000 to February 2013, according to the Department of Industrial Policy and Promotion (DIPP).Recent InitiativesThe Department of Pharmaceuticals has prepared a 'Pharma Vision 2020' document for making India one of the leading destinations for end-to-end drug discovery and innovation and for that purpose, the department provides requisite support by way of world class infrastructure, internationally competitive scientific manpower for pharma research and development (R&D), venture fund for research in the public and private domain and such other measures.

Pharmexcil has removed the need for overseas investors to get a no-objection from their joint venture (JV) partner before venturing out on their own or roping in another local firm. This will promote the competitiveness of India as an investment destination and be instrumental in attracting higher levels of FDI and technology inflows into the country.Meaning of HRD:Human Resource Development (HRD) is the frameworks for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development,performance managementand development,coaching,mentoring,succession planning, key employee identification,tuition assistance, and organization development.Definition:-The part of human resources managementthat specificallydeal withtraining and developmentof the employees.

Human resource development includestraininganindividualafter he/she is first hired,providingopportunities to learn newskills, distributingresourcesthat are beneficial for theemployee'stasks, and any other developmentalactivities.

HRD Climate:

HRDstands forHuman Resources Developmentin a business or an organization. Climate meant the atmosphere in the company, especially a supportive atmosphere that allows staff members to develop their skills for the benefit of the company.3. Job Satisfaction:Job Satisafction is the level of contenment a person feels regarding their job. Jobsatisfactioncan be influenced by a person's ability to complete required tasks, the level ofcommunicationin anorganization, and the way management treats employees.

It isn't always easy to measurejob satisfactionas the definition of satisfaction can be different for different people.

If an organization is concerned about job satisfaction of their employees, management may want toconductsurveys to determine what type of strategies to implement.

Factors Influencing HRD Climate:IntroductionIf we need to find a way to develop employees in order to become effective contributors to the goals of an organization, we need to have a clear view of what aneffective contribution would look like. The use of personal capacities can be very helpful in describing the way in which an effective employee should operate and behave, but there can be no general prescription of an effective employee. Effectiveness will differ withorganizational context, and on whose perspective we are adopting. The matter of what, finally, makes an effective employee is a combination ofpersonality, natural capabilities, developed skills, experience and learning. The process of enhancing anemployees present and future effectiveness is called development.

Meaning of HR+D+ClimateHR means employees in organization, whowork to increase the profit for organization.

Development, it is acquisition of capabilities that are needed to do the present job, or the future expected job .After analyzing Human Resource and Development we cansimply stated that, HRD isthe process of helping people to acquirecompetencies .Climate, this is an overall feeling that is conveyed by the physical layout, the way employees interact and the waymembers of the organization conduct themselves with outsiders. (It is provided by anorganization.)

Organizational climate is a set of characteristics of an organization which are referred in the descriptions employees make of the policies,practices and conditions which exist in the working environment .An organization became dynamic and growth oriented if their people are dynamic and pro-active. Through proper selection of people andby nurturing their dynamism and other competencies an organization can make their peopledynamic and pro-active. To survive it is very essential for an organization to adopt the change in the environment and also continuously prepare their employees to meet the challenges; thiswill have apositive impact on the organization.4. Literature Review1. Title: Human resource development climate and attributes of teachers in JNVsAuthor:Kumar Sharad;Patnaik, Sabita P.Published:New Delhi, India: Indian Society for Training and Development, 2002

Abstract:HRD [human resource development] climate facilitates the employees in acquiring capabilities required to perform various functions associated within their present or future expected roles and developing their capabilities for organizational development. The performance of these roles depends upon the individual perception regarding the effectiveness of performing the role (role efficacy) and various organizational factors. Better HRD climate and higher role efficacy leads in developing a positive attitude towards work which further leads to a better job satisfaction.

2. Title: HRD Climate and Job SatisfactionAuthor: DR. NIRMALA CHAUDHARYPublished: 2 May 2011Abstract:HRD climate helps the employees to acquire required competencies that would enable them to execute their present or future expected roles and aids in developing their capabilities for better Organizational Performance. Though the measures of Organizational Performance are many ranging from financial to behavioural ones, but researcher has focused only on single measure i.e. Job Satisfaction because of dearth in amount of studies exploring this relationship. The present paper attempts to analyse and determine the relationship, further the impact of HRD Climate, OCTAPACE Culture on Job Satisfaction as an Organizational Performance measure in the selected public sector enterprise. The study is based on the responses sought from 71 executives from various departments and different hierarchical levels of a public sector undertaking located in North India. The questionnaires relating to the HRD Climate (Rao and Abraham,1985) and Job Satisfaction (Daftuar,C.N,1997) was administered to the sample population and the findings indicate that HRD Climate has a definite impact on Job Satisfaction which in turn leads to the increased organizational performance.

3. Title: Human Resource Development Climate and Employee Commitment in Recapitalized Nigerian BanksAuthor: Iornem David, Akinyemi BenjaminPublished: March 1, 2012AbstractThis study was undertaken to measure employees perception of their affective, normative and continuance commitment in relation to the prevailing developmental climate within the Nigerian banking sector in the context of reforms and change. The sample comprised 303 employees of selected recapitalized Nigerian commercial banks. Data for the study were gathered through self-administered questionnaire. The data collected were subjected to appropriate statistical analysis using the Statistical Package for Social Scientists (SPSS) to produce the mean, standard deviation, variance and Pearson product moment correlation coefficient of variables. The formulated hypothesis was tested at 0.01 level of significance and the result of statistical analysis indicated the existence of positive relationship between HRD climate and Organizational Commitment

4. Title: Human Resources Development Climate: An Empirical StudyAuthor: 1Dr. S. SaraswathiPublished: 2 June 2010Abstract An organisation's success is determined by the skills and motivation of the employees. Competent employees are the greatest assets of any organisation. Given the opportunities and by providing the right type of climate in an organization, individuals can be helped to give full contribution to their potentials, to achieve the goals of the organization, and thereby ensuring optimization of human resources.For this purpose a congenial HRD climate is extremely important. Thus, an optimal level of HRD Climate is essential for facilitating HRD. The study is aimed at assessing the extent of Developmental climate prevailing in manufacturing and software organizations in India and also comparative analysis. For the purpose of the study, primary data is collected from 100 employees of various software and manufacturing organization through a structured questionnaire. The study revealed that the three variables: General Climate, HRD Mechanisms and OCTAPAC culture are better in software organizations compared to manufacturing. The findings indicate significant difference in the developmental climate prevailing in software

5. Title: Human Resources Development Climate In Manufacturing SectorAuthor: M. SrimannarayanaPublished : November 15 2009Abstract: The present study aims to explore extent of Human Resource Development (HRD) climate prevalent in manufacturing organizations in India. Based on the information collected from 726 employees working in 18 organizations in manufacturing sector in India, this study has found that the overall HRD climate prevailing in this sector is of moderate level only.5. Problem Statement:Globally, the 21st century economic landscape has become volatile and unstable. Thus, firms must continue to reinvent themselves in order to maintain the competitive edge. An organisation's success is determined by the skills and motivation of the employees. Competent employees are the greatest assets of any organisation. The Pharmaceutical sector today is a growing and evolving one. It is highly dependent on the competencies of the employees. Therefore it is relevant to study the impact of HRD climate on the job performance of the employees working in pharmaceutical companies. A congenial HRD climate is essential for sharpening competencies as well as motivating employees to perform exceptionally.

6. Objectives of the study:1. To determine the level of HRD climate among employees

2. To determine the relationship of HRD Climate and outcomes of a favorable HRD climate

3. To analyze the impact of HRD climate on job performance of the employee

4. To examine the nature of impact: positive or negative

7. Research Methodology:7.1 Research DesignResearch Approach Quantitative Approach will be used for the purpose of this study.

Research Type Descriptive type of research will be preferred. 7.2 Sources of DataBoth Primary and Secondary data will be used to gather information for the purpose of this study. Secondary data has been and will be collected through Magazines, Library, Websites, and Books whereas Primary data will be collected through Survey Method.7.3 Data Collection Tool: A structured questionnaire will be used as a data collection Instrument.7.4 Sample Design Sample Type: Non Probability

Sample Method: Convenience Sampling

Sample Size -200

Sample Unit- Employees working in selected pharmaceutical firms within Ahmedabad8 Scope of the study: The study will aim at finding out the Impact of Human Resource Development Climate on Job Satisfaction of Employees working in selected Pharmaceutical firms within Ahmedabad.9. Probable Data Analysis and Findings:There will be a significant relationship between HRD climate and Job Satisfaction and any positive change in HRD climate will lead to high level of Satisafction. The Positive HRD Climate will have a strong influence on overall Organization Effectivemess.

References: Rao, (1985). Integrated Human Resource Development System,In Goodstein D.Leonard and Pfeiffer J.William eds. The 1985 Annual Developing Human Resources, San Diego, CA: University Associates.

Rao and Abraham (1986), Human Resource Development Climate in Indian organization. In T.V.Rao and D.F.Pereira Ed.Recent Experiences in Human Resources Development, New Delhi:Oxford and IBH, 70 - 98.

Jain, Singhal and Singh, (1997), HRD Climate in Indian Industry, Productivity,37(4) : 628-639.

Krishna, and Rao, (1997), Organisational at HRD Climate in BHEL: an Empirical Study, the Journal of Public AdministrationVol. 43 PP 209 -216. Purang, (2008), Dimensions of HRD Climate enhancing organizational commitment in Indian organizations, Indian Journal of Industrial Relations, April 1, vol.43, No.4, p.528-546.

Solkhe and N.Choudhary, (2011),HRD Climate and job satisfaction: An empirical Investigation, International journal of computing and business research, Vol .2,Issue.2

Kangis and Williams, (2000), Organizational Climate and Corporate Performance: An Empirical Investigation, Management Decision, Vol.38/8, pp.531-540. http://www.questia.com/library/journal/1G1-325892608/human-resource-development-climate-in-it-industry http://ejop.psychopen.eu/article/view/158 http://www.citehr.com/270909-literature-review-hrd-climate.html http://mls.sagepub.com/content/31/1/57.abstract http://www.tandfonline.com/doi/abs/10.1080/10887156.2012.676938 http://pezzottaitejournals.net/index.php/IJOBMP/article/view/81 http://www.rcssindia.org/main/abhi/index.php/jge/article/view/167 http://econpapers.repec.org/article/pkpijogag/2013_3ap_3a156-171.htm http://www.bioinfopublication.org/files/articles/1_1_1_WRJEB.pdf http://www.bioinfopublication.org/files/articles/1_1_1_WRJEB.pdf\ KALOL INSTITUTE OF MANAGEMENTPage 1