CONTENT

CHAPTER 1: INTRODUCTION

CHAPTER 2: COMPANY PROFILE

CHAPTER 3: LITERATURE REVIEW

CHAPTER 4: RESEARCH METHODOLOGY

CHAPTER 5: DATA ANALYSIS – RESULTS

CHAPTER 6: CONCLUSIONS

BIBLIOGRAPHY

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INTRODUCTION

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CHAPTER 1: INTRODUCTION
EXECUTIVE DEVELOPMENT PROGRAM

Today, it is the growth that makes one person stay at the company. The opportunity and
challenges is what keeps a person satisfied and charmed with his job. Companies have
understood this fact and therefore are forming policies and procedures to develop their
employees.

Executive development Program (EDP) is one such program. With Human resource
making a move from a welfare department to a strategic partner, more and more
companies are undertaking this program. We at Career Solutions provide you the
opportunity of developing a specific EDP for your company. There are four major steps
to be covered during the EDP- 1) Problem Assessment: the experts along with the
concerned employees and CEO shall begin with an assessment of the company’s current
problem and owner’s plans of the future. 2) Management Audit and Appraisal: there shall
be regular feedback sessions to check as to whether we are reaching where we are
supposed to reach. 3) Analysis of Development Needs: here the problem that has been
uncovered shall be tried to and remedied via a development program. 4) Identify
Replacement needs: the assessment may uncover a need to recruit and select new
management talent. The format of EDP will vary with company’s size and nature of
operation so as to provide optimum result.

Succession Planning is a corporate favourite these days but to make it really beneficial
and not just a passing flavour, help of professionals is needed. Career Solutions also
provides you with the option of helping you, your company’s heir is a much more
objective and rational manner. A continuous interaction with our experts shall enable you
to pick the Best Person who then shall take the baton from your hands and march towards
the Future.

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Executive Development Programme

Objectives :

Enhancing managerial skills of executives to enable them to shoulder

higher responsibilities in the future.
Enable participants to understand managerial concepts and
techniques relevant for formulating and implementing strategies in
different functional areas.
Enable participants to communicate effectively with subordinates and
top management people.

The program is designed to cater people from diverse functional areas in the organization. The
focus is on sharpening skills and decision making

Organizational Processes
Management Control System
Managerial Communication
Strategic Management
Management of Stress
Management of Time
Business environment and Policy
Quantitative aids for decision making
Marketing Management
Financial Management

Who Should Attend :

Middle level managers in different functional departments.

Participants should have capacity to think clearly, should also have
high degree of adaptability and maturity to work and interact closely
under considerable pressure.

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Management of Stress

Creating a high performance organization is a popular theme in the training and

development field. To survive in these competitive times, companies can't afford anything
less. Creating a high performance organization requires understanding what factors
influence performance. One of the most significant factors is stress.

Historically, stress has been viewed as an inevitable consequence of work life; or at most,
a health care issue. Neither view begins to capture just how costly this problem is to
employers. Research shows that stress interferes with human intellectual, emotional, and
interpersonal functioning. In fact, nearly every popular training and organizational
development initiative is directly compromised by the intellectual, emotional, and
interpersonal consequences of stress.

Initiatives like The Learning Organization, Process Re-engineering, Diversity Training,

Collaborative Team Work, and The High Performance Organization are all impacted by
the way people are affected by stress. In this article, we will highlight some of the
research findings and discuss their implications for today's organization.

Stress, Threat, and "Numbing Out"

When animals, including human beings, are exposed to potentially life threatening
situations; their bodies release endorphins, which are nature's pain-killer. This makes
sense from a survival perspective. If you are being attacked by a predator and are injured,
you don't want to be focusing your attention on how much you hurt.

This response doesn't just happen in response to tangible, visible threat; it is also
triggered by potential threat. Thus, if we feel threatened or fearful, our body releases
endorphins. This sets the stage for serious intellectual and interpersonal consequences;
because endorphins dull both our ability to think and our ability to feel. Effective
decision-making and interpersonal skills require both.

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Implications for the Workplace

In workplaces where people are constantly afraid and insecure, employees are at risk of
"numbing out" to protect themselves. We see it in the blank faces of clerks, the lack of
enthusiasm by front line workers, and in the remarkably insensitive ways managers and
employees treat each other. The very mechanism which allows a person to survive an
emotionally painful environment also makes it difficult for them to respond sensitively
and empathetically to others. The organizational conflict and customer service
consequences of this are obviously very costly.

This numbing process affects far more than the interpersonal realm of organizational
performance. It affects all aspects of decision-making, innovation, and safety. With their
thinking impaired, people are at greater risk of causing serious mistakes and accidents.
They are also obviously less likely to make wise decisions and create process
improvements.

Stress and the Loss of Creativity

Creative and innovative thought are is at the heart of the learning organization. An
organization's ability to innovate is perhaps the most important source of competitive
advantage. Organizations who know how to stimulate and leverage innovative thought
are able to respond more rapidly and resourcefully to market changes and customer
requirements than their slower, less innovative competitors. Despite the tremendous
contribution innovative thought makes to organizational survival, most organizations
don't realize how they prevent such thought from being exercised in their organization.
The typical high stress workplace the physiological and psychological affects of stress on
the human brain and mind compromises such creativity and innovation.

Studies show that when people are under stress, their thought processes narrow. This
narrowing of attention, by definition, prevents divergent thinking, which is the foundation
of creativity. Divergent thinking is the ability to see connections between very distantly

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related ideas and context. It is an important component of "thinking outside the box."
When people are stressed, they are able to perceive obvious connections and associations
between ideas. When people are in a positive emotional state, their ability to make more
distant, novel connections and associations increases. Thus, stress compromises, at the
most fundamental neurological level, one of the foundational skills of creativity and
innovation.

OBJECTIVES OF THE RESEARCH STUDY

The following are the main objectives of my research study.

 To know the execution and impact of executive development program in

NETGURU SOLUTIONS -a case study of Bhopal

 To know how the organization has visibly increased its focus on business
continuity for its customers and confidence building amongst its associates
(employees) and vendors.

 To analyses to play a deep understanding of the organization, proven expertise in

leading a Business Unit, overseeing Global Delivery, nurturing Customer
relationships and spearheading the entire gamut of the Human Resources
function.

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