Case studies

Case 1 – Fashion Design Institute

Management Concerns –

The students were good in terms of their subject knowledge, companies were visiting for hiring but the final selections were not encouraging.

Problem Identification –

The students were lacking in areas like practical exposure and soft skills like Communication skills, confidence and interview handling skills.

Solution –

We designed a program two step program to give them a feel of retail management and to prepare them for their campus placements. We conducted an 80 hours Retail management Program & Personality Development Program for them.

The retail management program included modules on Store layout planning, Store management, merchandising, In-store promotions and customer management. The major focus was on giving them an insight into the real world. Teams were formed and they were given a project to set up apparel store, mobile phone outlet, home furnishing studio etc. They worked very hard over a period of 2 days and created beautiful stores with a focus on the store layout design, store management, retail selling skills etc. The stores were rated by the Director, industry and the faculty of the institute and they were amazed at the quality of work that was done by the students. Students were thrilled since they had not done anything of this kind before.

The PDP included modules on Communication skills, confidence building, Group discussions, presentation skills, resume writing and interview preparation.

Results –

The results were there for everybody to see. The placements were beyond expectations and witnessed a two-fold jump and the major companies hired more numbers. They also commented that they had seen a perceptible improvement in the quality of students.

Case 2 – An Engineering College

Management Concerns –

A top IT company was visiting the college for campus hiring but the number of selections was less than 50. The management wanted the selections to touch at least 100.

Problem Identification –

After initial discussions, we felt that the students were good but needed a clear direction. They could do much better in case they were taken through the right format of the Aptitude Test and were clear about the question categories and quick tips and strategies to crack the Aptitude Test. The results could also improve in case they were taken through a simulated campus selection process of the top IT Company.

Solution –

We designed and conducted the following programs for the final year B.Tech students –

Soft skills program
Aptitude Tests
Mega Mock Interview preparation

Results –

In 2009, the total number of selections in this IT Company was 122 compared to around 50 in 2008. In 2010, we again trained the final year students and the results came as a big and pleasant surprise for everyone since the number of students selected jumped to 229.

Case 3 – A leading Telecom Company

Management Concerns –

High rate of customer churn.

Problem Identification –

Major focus was on collections and not on problem resolution. The customers were not paying up and were getting churned.

Solution –

A training program was designed to change the focus from collections to problem resolution. The entire process was restructured and there was an immediate improvement in customer retention. The modules included call opening, problem identification, quick resolution and managing difficult customers and intentional defaulters. For improving the brand image, modules on business etiquette and personal grooming were also made a part of the training program.

Results –

The customer churn reduced by 40% and the overall customer satisfaction levels also improved due to effective customer interaction.

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