Marketing Strategies of Stallion Capital Management 1

Summer Internship Program 2018
MARKETING STRATEGIES OF
STALLION CAPITAL
MANAGEMENT
DIVYA NARANG
(17BSP0852)
DIVYA NARANG, 17BSP0852, IBS GURGAON

FINAL REPORT ON
“MARKETING STRATEGIES OF STALLION

CAPITAL MANAGEMENT.”
BY
DIVYA NARANG
(17BSP0852)
STALLION CAPITAL MANAGEMENT
This Report is submitted in partial fulfillment of the requirements of PGPM Program

of the ICFAI University, Gurgaon.
This report has been verified and authenticated by Mr. Vidur Chandna (Asst.
Manager Training and Development).
Distribution list:
Company mentor: Mr. Vidur Chandna

College mentor: Dr. Vipin Khurana
Date of submission: May 25, 2018
SUBMITTED BY:
Divya Narang
17BSP0852
divyanarang1995@gmail.com
9990130395

AUTHORIZATION
I, Divya Narang hereby declare that this project is a record of original work done by
me. The results embodied in this report have not been submitted to any other
university or institute for the award of any degree or diploma.
The findings and conclusions of this report are based on my personal study and
experience, and are conducted under guidance of Mr. Vidur Chandna, Assistant
Training and Development Manager, Stallion Capital Management.
This report is submitted in partial fulfilment of the requirements of PGPM Program

of, IBS Gurgaon.
Divya Narang
17BSP0852
25th may, 2018

CERTIFICATE
This is to certify that Ms. DIVYA NARANG, enrollment number: 17BSP0852 have
completed the report titled “Marketing Strategies of Stallion Capital Management”
under my guidance for the partial fulfillment of the Course: Industry Internship
Program (IIP) of the PGPM Program.
Signature of Company Guide:

Name of the Company Guide: Mr. Vidur Chandna

ACKNOWLEDGEMENT
I feel privileged to work for such a project which has helped not only in gaining
knowledge about the subject but also in getting introduced to the corporate world. I
would like to thank various people who have helped me at various stages of Summer
Internship Program.
First and Foremost, my intellectual debt is to Mr. Abhishek Jain, Regional Training
and Development Head, Stallion Capital Management and Mr. Vidur Chandna,
Assistant Training and Development Manager, Stallion Capital Management who
gave me the opportunity to work on such a project. They provided guidance in this
project and contributed significantly towards completion of the project.
I would like to thank my college Director Prof. S.C. Sharma who gave me the
opportunity to study in such a prestigious college from where I could avail various
facilities.
I wish to express my deep sense of gratitude to the faculty member Dr. Vipin
Khurana, my faculty guide, for being the tower strength in completing this project. I
also thank for his continual guidance, encouragement, support and valuable
suggestions.
I would also like to take this opportunity to acknowledge the encouragement and
support extended to me by the staff of Stallion Capital Management.
DIVYA NARANG
(17BSP0852)

TABLE OF CONTENTS
Executive Summary
CH 1: INTRODUCTION 11-19
1.1 General Introduction about the sector.
1.2 Industry Profile.
a. Origin and development of the industry.
b. Growth and present status of the industry.
c. Future of the industry.
CH 2: PROFILE OF THE ORGANIZATION 20-41
2.1 Origin of the Organization.
2.2 Growth and development of the Organization.
2.3 Present status of the Organization.
2.4 Functional Departments of the Organization.
2.5 Organization structure-and Organization chart.
2.6 Porter 5 force model.
2.7 SWOT Analysis.
2.8 Products and services offered by the company.
2.9 Promotional strategies.

CH 3: DISCUSSIONS ON TRAINING 42-43
3.1 Student's work profile (Role and responsibilities), tools and techniques used.
3.2 Key learning
CH 4: STUDY OF SELECTED RESEARCH PROBLEM
4.1 Statement of research problem.
4.2 Statement of research objectives.
4.3 Research design.
4.4 Sampling Technique.
4.5 Limitations.
CH 5: TASKS DURING INTERNSHIP
CH 6: DATA ANALYSIS 51-60
6.1 Summary of Learning Experience.
6.2 Conclusions and Recommendations.
BIBLIOGRAPHY
ANNEXURES
Questionnaire

EXECUTIVE SUMMARY
NAME:
Divya Narang
ENROLLMENT NUMBER:
17BSP0852
ORGANISATION NAME:
Stallion Capital Management
ORGANISATION DESCRIPTION:
Stallion Capital Management is a wealth advisory firm.
TITLE OF SIP PROJECT:
To study the Marketing strategies of Stallion Capital Management.
BACKGROUND:
To study the origin, growth and development, present status, functional departments,
products and service profile, organizational structure, marketing profile and
organizational competitors of stallion capital.
MY ROLE:
In stallion capital management, my role was trainee in the organization working on

the marketing strategies survey done by stallion capital management. My
responsibility is to know the marketing strategies of stallion capital management for
this I made a questionnaire for survey and made a report on that survey.


CHAPTER 1:
INTRODUCTION

1.1 General Introduction about the sector.
With the world-wide expansion of companies and changing technologies, Indian

Organizations have realized the importance of corporate training. Training is
considered as more of retention tool than a cost.
Today, human resource is now a source of competitive advantage for all

organizations. Therefore, the training system in Indian Industry has been changed to
create a smarter workforce and yield the best results. With increase in competition,
every company wants to optimize the utilization of its resources to yield the
maximum possible results. Training is required in every field be it Sales, Marketing,
Human Resource, Relationship building, Logistics, Production, Engineering, etc. It is
now a business effective tool and is linked with the business outcome.
With increase in awareness of corporate training in Indian Industry, a gradual shift

from general to specific approach has been realized.
According to NASSCOM (National Association of Software and Services

Companies), the IT corporate training market is expected to reach Rs 600 crore in
2010 from Rs 210 Crore in 2006.

In Indian market, 50% of the training company’s revenue comes from the retail
training and rest from other segments.
On the other hand, in many organizations training is regarded as non-essential or a

need based activity. Some organizations start a training department in order to look
modern. In fact, some organizations are headed by unwanted employees rather than
employees of outstanding merit. While some organizations do not have a separate
budget to hire highly qualified trainers for training and development.

1.2 Industry Profile.

Corporate training, which had always been a constant focus area for all insightful
companies, has now become a powerful tool to improve business performance. The
role of Corporate Training in companies today is integral in ensuring that your
workforce is tuned into your organization's goals. On one hand the knowledge
economy, is booming training budgets are estimated to be low and restricted to certain
‘learning’ companies. Traditionally, Indian companies spend anywhere between 0.5
and 2 per cent of their turnover on training their employees. The software and BPO
segment, which are essentially people-oriented businesses, spend about 3-5 per cent
of their revenues on upgrading employee skills. The other sectors that are keen on
spending for training programs for their employees are retail, automobile, sales,
service, financial services and banking, telecom and manufacturing. In today’s India,
the market with an increase in recruitment makes a big base of the training companies
to offer their services for shaping these new recruits into business individuals. The
training industry is still in its nascent stage with immense business and recruitment
possibilities for the market to tap.
Several organizations within the training industry estimate the size of the market by
comparing internal research to economic data.
TrainingIndustry.com uses data from the U.S. Bureau of Economic Analysis along
with data collected from annual Top Training Company studies. Training
Industry.com's estimates of the global spend compared to North American spend is
below. Note that data related to spend includes all dollars spent by companies for
training activities, including in sourced and outsourced spend.
a) Origin and development of the industry.
All organizations must manage four resources: money, equipment, information, and
people. Investments in better equipment may speed up production or reduce waste.
Information is power; data about products, prices, and customers are essential to
every business. Investments in training and development of employees can make them
more productive or more effective in their jobs, directly contributing to the bottom
line. Burke and Day’s (1986) meta-analysis of managerial training effects(across six
training content areas, seven training methods, and four types of training outcomes)
showed that managerial training is moderately effective. Collins and Holton (2004), in
their evaluation of 83 studies from 1982 to 2001, including education, government,
medical, and military organizations, came to a similar conclusion. Even a moderately
effective training program can have a substantial effect. A training program for 65
bank supervisors was found to cost $50,500, but the utility to the organization was
over $34,600 in the first year, $108,600 by the third year, and more than $148,000 by
the fifth year (Mathieu &Leonard, 1987).The purpose of training and management

development programs is to improve employee capabilities and organizational

capabilities. When the organization invests in improving the knowledge and skills of
its employees, the investment is returned in the form of more productive and effective
employees. Training and development programs may be focused on individual
performance or team performance. The creation and implementation of training and
management.
Investing in human resources through training and management development

improves individual employee capabilities and organizational capabilities. But
investing in people is not the same as investing in equipment or machinery. When an
organization invests in new computers, for example, the cost can be depreciated over
multiple years; but when an organization invests in management development, it is a
cost for that year and cannot be depreciated. So from an accounting point of view,
dollar for dollar, it is better to invest in the equipment that employees use than it is to
invest in the employees using that equipment.
b) Growth and present status of the industry:
Oakland, CA – November 28, 2006 – Bersin & Associates, the only research and
advisory firm solely focused on enterprise learning and talent management, today
announced the availability of new research on the state of the corporate training
industry. The results will appear in the December issue of Training magazine, in its
25th annual report on the corporate training market and trends.
The Bersin & Associates study was conducted in August 2006, based on an online
survey of more than 330 corporations in the United States with more than 100
employees.
“Over the past few years, the learning and development function in organizations of
all sizes has grown in stature,” commented Josh Bersin, president and founder of
Bersin & Associates. “Economic growth, new governmental regulations, and the
challenges of an aging workforce have made learning and development a strategic
business function. More organizations are viewing training as a key component to
their long-term success, and are increasing budgets to invest in the future,” Bersin
added.
Findings from the report include:
Organizations of all sizes and across nearly all industries reported higher budgets this
year. Overall, training budgets increased an average of 7%.
The training budgets of health care companies have shown the greatest increase, up
20% over last year. More than 40% of health care companies also reported training
staff increases this year.

Technology and financial services companies also reported large budget increases of
10% or more. The technology sector has the highest proportion of companies
reporting training staff increases (69%), but this group also had a fair number
reporting staff decreases (23%). Pharmaceutical companies also show a mixed story,
with 40% reporting staff increases and 30% reporting staff decreases.
 Instructor-led classroom training continues to be the delivery method of choice, used

for 62% of all formal training. However, use of self-study e-learning continues to
rise, now accounting for 15% of all training delivered.
The report also covers how companies are spending their training dollars, which skills
are in most demand, and the rise in outsourcing. Readers will find information and
statistics on the use of new approaches to learning, how programs are being delivered,
and how delivery varies depending on company size, industry and type of training.
C) Future of the industry:
As the economy continues to slow and training budgets come under increasing
pressure, the market consolidation is likely to continue, with fewer larger training
providers dominating the market. However, there will always be a place for smaller
niche operators who can undercut the larger corporate operators.
Large companies seeking to cut costs will drive the growth in demand for outsourced
HR functions, including training, favoring larger training providers and those that can
operate globally to match their clients’ business models; for example, those serving
global IT companies.
The use of technology in learning will continue to grow as part of the solution to
deliver key benefits such as cost reduction and standardized modular learning. This
will favor training providers with up-to-date technology, and knowledge of how to
apply it.
At the same time, the growth in the use of technology in the workplace will continue
to pervade all sectors and most occupations, giving rise to the need to deliver
technology skills as part of the training offer, not a stand-alone subject. For example,
e-skills UK, the SSC for the IT and telecoms industries, points to the need for IT
professionals with business skills, who are able to deliver business solutions through
the expert application and exploitation of technology. Skill set, the SSC for the
audiovisual industries, points to a similar need for hybrid creative, technologically
skilled, business-aware individuals.
Training will increasingly need to be integrated into the business strategy as all
businesses come under greater competitive pressure. This will provide an advantage

to those training providers seen to be offering business solutions instead of just ad hoc
training services.
Training providers that are likely to be under the least pressure will be organizations
operating in sectors:
• That is driven by regulation, for example financial services and hospitality;
• With environmental obligations, for example energy and manufacturing;
• That are driven by technology, for example financial services, IT and the
audiovisual industries;
• That are least affected by the economic downturn, for example the public sector.

CHAPTER 2:
COMPANY PROFILE:

2.1 Origin of the Organization.
Keeping in mind the most critical needs in today context, we have emerged as a service partner
providing our clients a one stop solution offering a gamut of services - Training & development,
International & National Internship, International & National Placement & Student exchange program
abroad. Moreover we are India's 1st Organization to launch a customer care for the students for the
mentioned services Training &development, International & National Internship, International &
National Placement & Student exchange program abroad. Thus, our mission is to establish high
standards of professional etiquette and to effectively facilitate a comprehensive and accomplished
system of continuing professional development for every possible profession through our exceptional
training solutions.
An ability to build, develop and nurture brands and enable them to achieve leadership position in the key
markets. Deft in coordinating sales territories, quotas and goals and establishing training programs.
Adept in analyzing sales statistics gathered by staff for determining sales potential and inventory
requirement and monitoring the preference of the customers.
High energy, results-oriented leader recognized for proactive initiative and enthusiastically meeting
deadlines. Experience in all aspects of sales cycle and management: lead generation, customer needs
assessment, presentations, negotiations, staff management & training. Keen ability to inspire and
motivate employees via fruitful relationship building skills. Diligent and fair leadership that secures
profitability.
We understand the multiple needs of business world and recognize that there is a gap in what enterprises
expect and what people perform. We can meet the needs from a single source, with the facilities,
resources and learning expertise to fully achieve the desired goals. For the purpose, stallion capital
management has come up with a unique International Internship Program, International Live Projects,
Various Training Programs on Personality Development/Career Management/How to get a desirable Job
etc. & 3 days Workshops on how to choose career options to train and develop the knowledge and
resource based skills in the candidates to fill the void of the business environment. This is not all, we
also look forward to the successful placements of our Interns with the top companies of national and
international repute.


2.2 Growth and development of the Organization.
Stallion Capital Management is a people training and development company. Established in 2013, on the
principles of developing and delivering high quality training, the company is able to facilitate various
training and development programs/internships in India and abroad with top B-schools and has trained
almost 40000 and above interns till date. The Services of the company are spread beyond the national
boundaries of India . Keeping in mind the most critical needs in today's context, we have emerged as a
service partner providing our clients a one stop solution offering a gamut of services we have emerged
as a service partner providing our clients a one stop solution offering a gamut of services.
Stallion Capital management is a people training and development company. Established in 2013, on the
training and development programs/ internships in India and abroad with top B-schools and has trained
almost 40000 and above interns till date. Liaison with 26 universities in India with the base size of 900
& above campus. International Liaison with 80 universities in abroad with the base size of 500 & above.
Having a Team of 42 exclusive corporate trainers. The operations of the company are spread beyond the
national boundaries of India.
Keeping in mind the most critical needs in today context, we have emerged as a service partner
providing our clients a one stop solution offering a gamut of services. Training &development,
International & National Internship, International & National Placement & Student exchange program
abroad. More over we are India's 1st Organization to launch a customer care for the students for the
mentioned services Training &development, International & National Internship, International &
National Placement & Student exchange program abroad. Thus, our mission is to establish high
standards of professional etiquette and to effectively facilitate a comprehensive and accomplished
system of continuing professional development for every possible profession through our exceptional
training solutions.
We understand the multiple needs of business world and recognize that there is a gap in what enterprises
expect and what people perform. We can meet the needs from a single source, with the facilities,
resources and learning expertise to fully achieve the desired goals. For the purpose, Stallion capital
management has come up with a unique International Internship Program, International Live Projects,
Various Training Programs on Personality Development/Career Management/How to get a desirable Job
etc. & 3 days Workshops on how to choose career options to train and develop the knowledge and
resource based skills in the candidates to fill the void of the business environment. This is not all, we
also look forward to the successful placements of our Interns with the top companies of national and
international repute.

Clients Profile
Entrepreneur First Time

18% Investors
24%
Senior/Middle
Management
32% Businessmen
26%
First Time Investors Businessmen

Senior/Middle Management Entrepreneur
Clients Age
Above 65
7%
22-30
21%
50-65
16%
40-50
23% 30-40
33%
22-30 30-40 40-50 50-65 Above 65
.,l++

2.3 Present status of the Organization.
Stallion capital management is a people training and development company. Established in 2013, on the
training and development programs/ internships in India and abroad with top B-schools and has trained
almost 40000 and above interns till date. Liaison with 26 universities in India with the base size of 900
& above campus. International Liaison with 80 universities in abroad with the base size of 500 & above.
Having a Team of 42 exclusive corporate trainers. The operations of the company are spread beyond the
national boundaries of India.
Their Associates:

2.4 Functional Departments of the Organization:
1. MARKETING
ADVERTISING:
Advertising deals with the following:
Aim:
What is the primary purpose of the advertisement? Is it to inform about the product/company, sell the
product or improve the image of the company?
Target:
Who is the target? From which sector of the public are you trying to achieve a response?
Media:
Bearing the aim and target in mind, which of the media available you are the most suitable – i.e.; TV,
radio, press or internet?
Competitors:
What are the competitors doing? Which media channel are they using? Are they successful? Can you
improve on their approach and beat them?

2. Developing effective advertising:

Good advertisement generally elicits the following four responses:
Attention :
It should catch your eye or ear and stand out of aimed the clutter of competing advertisement.
Interest:
It should arouse interest and deliver sufficient impact in the message or offering.
Action:
It should spur an action which leads to achievement of the ad’s original objective – i.e.: potential
customers to purchase or use your product or services.
Desire:
It creates a desire to learn more or crave ownership.

3. SELLING :
Selling id basically exchange of goods and services for an agreed sum of money.
Depending on the circumstances, a sales transaction can include one, some or all of the following stages.
Prospecting and qualifying:
Identifying qualified prospects i.e.: those that are likely to want or need your product or services and can
afford to pay for it.
Pre-approach:
Undertaking research about prospects to assist in the actual selling process.
Approach:
Making actual contact with the prospect in person, by phone or in writing.
Presenting and demonstrating:
Presenting and demonstrating features and the benefits of your product or services in order to convince
the prospect that their want or need can be satisfied.

4. SALES PROMOTION:
What is sales promotion?
It relates to short term incentives or activities that encourage the purchase or sale of a product or service.
Sales promotion initiatives are often referred to as “below the lines” activities.
What are the major promotion activities?
Sales promotion activities can be targeted towards the final buyer. Here are some typical sales-
promotion activities.
Consumer promotion:
 Point of purchase display material

 In-store demonstrations, sampling and celebrity appearances
 Competitions, coupons, sweepstakes and games
 Loyalty rewards programs
Business promotions:
 Seminars and workshops

 Conference presentation
 Trade show display
 Telemarketing and direct mail campaigns
 Newsletters
 Event sponsorships
Trade promotions:
Competitions
 Corporate entertainment
 Bonus stock
Sales force promotions:
 Commissions
 Sales competitions with prizes or rewards

2.5 Organization structure-and Organization chart:
Mrs. Seema Manik

(Director)
Mr. Abhi Jain

Mr. Vinod kumar (Assistant Director)
(Managing Director)
Mr. Nitin Malik Mrs. Anna Gupta

( Head Legal Affairs) ( Country Head)
Mr. Vidur Chandna

(Assistant manager)
Miss. Neetu singh

(Operations Manager)

 Mr. Vinod Kumar (Managing Director):
A dynamic oriented professional with more than 20 years of Finance experience with the ability to
engage with clients and targeting their needs. Exposure in handling client queries, providing them
feasible solutions & building healthy relationships, thereby achieving high customer satisfaction.
Expertise in setting up international and national level marketing networks and driving them to attain
key objectives.
An ability to build, develop and nurture brands and enable them to achieve leadership positions in key
markets. Deals in coordinating sales distribution by establishing sales territories, quotas and goals and
establishing training programs. Adept in analyzing sales statistics gathered by staff for determining sales
potential and inventory requirements and monitoring the preferences of customers.
High energy, results-oriented leader recognized for proactive initiative and enthusiastically meeting
deadlines. Experience in all aspects of sales cycle and management; lead generation, customer needs
assessment, presentations, negotiations, staff management ad training. He has keen ability to inspire and
motivate employees via fruitful relationship building skills. He has diligent and fair leadership that
secures profitability.
Portfolios Managed:
Managed nearby 11800 portfolios.

Conducted 100 &Above workshops on Financial Literacy India & Abroad.
Conducted 200 & Above Workshops on Placement talks in top b schools in India & Abroad.
 Nitin Malik (Head Legal Affairs):
(Central Govt. Standing Counsel, Executive Member- High Court Bar Assn., Delhi)
Practicing as Advocate at Punjab & Haryana High Court, Chandigarh, and District. Courts, Panchkula,
Consumer Courts at Panchkula & Chandigarh and D.R.T. dealing in all types of cases relating to Civil,
Revenue, company matters, working as arbitrator with various firms and also specially empaneled on the

professional firms of Chartered Accountants for dealing and drafting of notices, cases, agreements,
appeals and revisions of all sorts and also in Banking Sector and Public-Sector Undertakings.
 Abhi Jain (Assistant director/Avp -Wealth Management/Finance):
A CFA qualified wealth Manager who is providing his services to the finance world. A management
graduate, he obtained his MBA degree from IIM Calcutta M.Phil. And Graduate Diploma in
International Business adds up to his qualification. To excel in his field, he started his Ph.D. in Business
Management from Guru Jambheshwar University of Science & Technology (Hisar).
In his experience he has managed 5000 portfolios with the company with AUM 50 Cr. with the support
of his team. He also gives training to intern as he is fond of learning and exploring from youngsters.
 Mrs. Seema Manik (Director / Vp – finance) :
Is a person with an experience of more than 12 years with PSU and Non PSU banks also insurance as
mutual funds as a part of her carrier. She is an M.com and MBA from Delhi University.

2.6 PORTER 5 FORCE MODEL OF FINANCIAL PLANNING INDUSTRY:
The Five forces that shape industry competition are as follows :-
1. Threat of new entrants:

If there are not enough barriers to restrain entrants, enough new entrants may emerge to lower
the profitability from the incumbents.
2. Power of suppliers:
If the suppliers are powerful enough, they may raise their prices, decreasing their customer’s
profitability (industry in question).
3. Power of buyers:
If the buyers are powerful enough they will demand lower prices from the industry and thereby
lowering profitability.
4. Availability of substitutes:
If the industry is not just competing against products and services of their direct competitors, but
also industries where the customers can meet their needs.
5. Industry rivalry:
If there are enough players who are equally resourced for a fight, it could move to cut throat
competition.

Threat of New Entrants

High Power of Buyers
1) New independent broker. Medium
2) Number of sub-industries 1) Medium number of buyers
developing 2) Various companies and
3) Switching cost to new services.
customers. 3) Cost of switching is high
4) Close customer relations.
Power of Suppliers Availability of Substitutes

Medium High
1) Mutual fund companies 1) Products from companies
2) Other broker dealers in like Milestone and India
structured deals, separate account Bulls are present.
managers.
2) Relative Price of
3) Life insurance companies. Substitutes.
Industry Rivalry
High
1) Individual financial planners
can also be competitor.

2.7 SWOT Analysis.
Handling large number of clients. Brand awareness.

Multi-lingual staff. Lack of track record.
Reputation oriented.
Strong management team..
Customization of products.
Strengths Weaknesses
Rising of insurance and banking

Opportunities High competition in investment
Threats
sector. sector.
Proponent timing to enter the Strong reliance of clients on
market because of the need. external investment consultants.

2.8 Products and services offered by the Company.
 Wealth Management:
The term Wealth Management refers to a professional investment and advisory service that offers
financial planning, investment management and other types of specialized financial advice. It is a
process that aims to provide techniques and plans that allows an individual or a company to attain all the
possible goals in a systematic pragmatic manner.
 Proprietary Financial Planning:

We offer property advisory services for all residential and commercial properties, rendered by our expert
team members having thorough market knowledge in residential, industrial leading Prices. We work on
the following area:
1. Negotiate on Property valuation / deal on behalf of clients and get better value of money.
2. To make appropriate proposal favoring our clients.
3. Projects offering assured return on investment.
4. Cash flow analysis & financial Modeling.

5. Legal documentation of properties in a methodical manner.
 Portfolio Management:
A portfolio Management refers to the science of analyzing the strengths, weaknesses, opportunities and
threats for performing wide range of activities related to the one's portfolio for maximizing the return at
a given risk. It helps in making selection of Debt Vs. Equity, Growth VS Safety, and various other
tradeoffs.
 Tax and retirement planning:

Tax planning is simply optimizing both the timing and strategy of your business tax matters, to ensure
that you pay as little tax possible. Those strategies should be geared to optimize and improve business
growth. Tax planning is an essential tool for any business to undertake each year in order to effectively
plan ahead towards the end of the financial year to ensure no nasty tax bills appear unexpectedly.
The goal of retirement planning is to achieve financial independence. As people tend to live longer, a
new reality about retirement savings: They have to stretch for a longer period of time. So, we here to
help you with the best advice.

 Mutual funds advisory:

Mutual Funds are measured on relative performance. Their performance is compared to a relevant index
such as the S&P 500 Index or to other Mutual Funds in their same sector. Hedge funds, on the other
hand, are expected to deliver absolute returns by attempting to make profits under all circumstances,
even when the relative indices are down.
 Business loan assistance:

We deploy technology and apply innovation to create unique and compelling propositions that help you
do what you always wanted to do. Hereunder are a host of unique features and benefits that you enjoy
with Business Loans from Bank, Financial Institutions & FDIs. We help in making and designing
appropriate project reports and presentations. Most of these features are industry firsts and come only
with our portfolio of offerings.
 Training and development:

Training and development activities are designed to impart specific skills, abilities, knowledge to interns
and employees. The company also provides training to management students (BBA, MBA,BCOM) from
different colleges like amity university. Lal bahadur shastri college of management, management of
education and research institute(MERI) etc.

2.8 Promotional Strategies used by the company.
Back linking strategy:

An incoming hyperlink from one web page to another website, “the more backlinks you have pointing
back to your site, the more popular it will be”.
Stallion capital Management follows the back linking strategy, in this strategy they generate traffic on:
 Maximum likes on Facebook.
 Maximum ratings on Just Dial.
 Maximum followers on Google+.
 Maximum subscriptions on YouTube.

CHAPTER 3:
DISCUSSIONS ON TRAINING

3.1 Student's Work Profile.
In stallion capital management, my role was trainee in the organization working on the marketing
strategies survey done by stallion capital management. My responsibility is to know the marketing
strategies of stallion capital management for this i made a questionnaire for survey and made a report on
that survey.
3.2 Key Learning.
Classroom teaching helps the student by making conceptual base clear, but on the job training is the
practical way, which helps the students to get practical knowledge of the concept. Normally the students
are not aware of actual requirement
Working as a trainee at Stallion Capital Management was a wonderful experience, it gave me immense
understanding about how companies are making business through various ways.
It is my pleasant duty to express my special thanks to Mr. Vidur Chandna for his encouragement
throughout my project and their guidance during the compilation of work.

CHAPTER 4:
STUDY OF SELECTED
RESEARCH PROBLEM

4.1 Statement of research problem.

Analysis of Marketing Strategies for the various levels of market situation and finding the various
factors responsible for success and failure of company which need to be worked on.
4.2 Objectives of the study.

 To study the factors affecting the market conditions.
 To understand the marketing strategies of Stallion Capital Management.
 Studying the market condition for the successions of the organization.
 To find the reasons for failure.
 Finding area for development through study.
4.3 Research design.

Data Collections Methods:
1. Primary Data:
Primary data is the raw data that is collected by the researcher as first-hand information from the sample
taken into observation for specific purpose. The primary data is collected through surveys, personal
interviews with the help of designed questionnaire, observation.
Collection of data is done with help of designed questionnaires and personal interviews. Questionnaires
are closed end, like scale method is been used to design the questionnaire.
Primary data is collected through questionnaire and personal interviews of management level and
worker level employees.
2. Secondary Data:
The secondary data refers those, which are already stored somewhere for someone’s requirement or
reference. It can be collected from sources like books, internet etc. For my study purpose I have also
used various sources of secondary data. I have used sources such as Internet, books, discussing with
friends, etc.
Secondary data is collected through company periodical, broachers etc. of the company.
Sample frame: - Employee from each department and each level in the department and interns of the
organization.

Sample size: 100 Employees and interns for questionnaire
4.4 SAMPLING TECHNIQUE.

Random sampling refers to the sampling technique in which each and every sample item has an equal
chance of being included in the sample. The selection is free from personal bias and the sample depends
entirely on chance. The employees of Stallion Capital Management have been randomly given the
questionnaires to fill.
4.5 LIMITATIONS.
Every study has got some limitation, during the project “analysis of marketing strategies” in Stallion
Capital Management. I have also faced some constraints and limitations. They have been listed as
follows:
Some employees who were interviewed didn’t share their personal observation or problems they were
facing because they didn’t find it important to share because of their personal opinions and views.
Many employees and organization have low awareness about the marketing strategies and why it is
needed in the organization, as well as what benefits will it bring to an individual or group of people and
in turn the organization.
Some respondents were not aware of the information asked in the questionnaire. So could not fill the
questionnaire appropriately.

CHAPTER 5:
TASKS DURING INTERNSHIP

S.NO DESCRIPTION
1. We were divided into 2 groups of 14 people in each group and given 500 rupee to
each group. We had to multiply the money as much as possible within 1 hour.
2. At the initial level we were given the task of online branding in which we had to
increase the Facebook likes on the official page of the company Stallion capital
Management. Overnight I started to send the link of the Facebook page of the
company to my Facebook friends and invited them to just like the page and send their
mail I’d as I had to make a record of how many people liked the page. I was able to
get 232 likes in total.
3. Marketing Activity: Where we were supposed to take a virtual product and pen
down the ideas for the branding, promotion and sales of that product with a capital of
50 lakh INR. Where I leaded a team of 8 management trainees.
4. Promotion of Financial Literacy through Marketing of Demat accounts and I managed

to create 50 demat accounts.
5. Financial Instruments-
We were taught about different financial instruments and given a task to make a
presentation on the same.
6. Sales and Retention of Financial products-
We had to sell a corporate bond and the time limit was 1 week. We were sent to our
home-town for this task. The product was HDFC Life Sampoorn Samridhi Plus. As
this is one of the toughest products to sell, the purpose of this task was to see
individual marketing skills and their unique ideas to sell the product. Also to give a
taste of the real market and client dealing experience.
7. Public Relations-
I managed having deals with H&I customers and some corporate partners and
colleges.

8.

CHAPTER 6:
DATA ANALYSIS

6.1
1) Do Stallion Capital Management have enough resources to provide their
services?
S.NO TYPE OF CHOICE PERCENTAGE

1. Yes 91.3%
2. No 7.7%
3. Maybe 1%
INTERPRETATION:
From the above pie chart, it is clear that 91.3% employees and interns think that the company have
enough resources to provide their services. Where as 7.7% interns specifically think in contrast because
they have recently joined the organization and they don’t have complete idea about the working of the
organization.

2) Do you know the target audience for Stallion Capital Management?

1. Yes 85.1%
2. No 6.1%
3. Maybe 8.8%
INTREPRETATION:
From the above pie chart it is clear that 85.1% employees and trainees know the right target audience for
Stallion Capital Management. Where as in contrast 6.1% don’t know about the target audience and 8.8%
are not sure whether they know or not. No and Maybe are because of the trainees who have joined the
organization recently, they don’t know exactly about the organization.

3) What is the best medium for the advertisement according to your point of view?

1. Local Newspaper 0.6%
2. Hoardings 3.6%
3. Radio 2.3%
4. Internet 93.5%
INTREPRETATION:
From the above pie chart it is clear that 93.5% thinks that the best medium for advertisement is internet.
Internet is the cheapest source of advertisement, advertisement through social networking sites are the
best thing anyone can do. As maximum people are available over here.

4) What according to you can be other modes of marketing strategies that can be
used by Stallion Capital Management?

1. Direct Mail 3.5%
2. Social Media Marketing 87.8%
3. Brand Marketing 8.7%
4. Mobile web Marketing 0%
INTREPRETATION:
From the above pie chart it is clear that 87.8% employees and trainees thinks that the best source
of advertisement according to them is Social media marketing. Reason being that it is the
cheapest source of advertisement and it creates awareness about anything faster than any other
options.

5) Do you feel there is a need of any celebrity endorsement in the company?
S. No TYPE OF CHOICE PERCENTAGE

1. Yes 12.2%
2. No 74.8%
3. Maybe 13%
INTREPRETATION:
From the above pie chart it is clear that 74.8% employees and trainees feel that there is no need of any
kind of celebrity endorsement in the company. Where as 12.2% feel that there is a need and 13% are not
sure about it.

6) How much according to you Stallion Capital Management are willing and
realistically able to spend on advertisement?

1. 0 – 10% of the revenue 84.2%
2. 10 – 20% of the revenue 12.3%
3. 20 – 30% of the revenue 1.75%
4. 30 – 40% of the revenue 1.75%
INTREPRETATION:
From the above pie chart it is clear that 84.2% employees and trainees thinks that stallion capital are
willing to spend 0-10% of the revenue on advertisement. Where as 12.3% thinks that the company are
willing to spend 10-20% of the revenue.

7) Do you agree that company has proper marketing strategies for its services?

1. Strongly disagree 2.6%
2. Disagree 2.6%
3. Neutral 14.8%
4. Agree 76.5%
5. Strongly agree 3.5%
INTREPRETATION:
From the above pie chart it is clear that 76.5% of the employees and trainees thinks that the company is
using proper marketing strategies for its services. Where as 14.8% people are neutral.

8) Do you agree that company has positioned itself in the market in a better way?
S.NO TYPE OF CHOICE PERCENTGE

1 Strongly disagree 1.7%
2. Disagree 1.7%
3. Neutral 17.4%
4. Agree 77.4%
5. Strongly agree 1.7%
INTREPRETATION:
From the above pie chart it is clear that 77.4% employees and trainees thinks that company has
positioned itself in the market in a better way. Where as in contrast 17.4% are neutral.

9) Do you agree that company is targeting its customer in the market in a proper
way?

2. Disagree 2.6%
3. Neutral 10.4%
4. Agree 80%
INTREPRETATION:
From the above pie chart it is clear that 80% employees and trainees thinks that company is targeting its
valuable customers in a right way. Where as 10.4% are neutral.

6.2 FINDINGS.
The finding is concluded after the analysis of the responses shown and received in the questionnaire and
through interview of employees.
 Both workers and management employees are happy with their work.
 Employees are satisfied with management’s Marketing Strategies.
 Marketing and proper advertisement will also make the customers aware of the upcoming
projects and will provide them with the knowledge.
 Being a training and development company it is very important for the company to set their
preferences in regard to target audience and Stallion is doing the right way.
 Relatively new company in the market and having high competition
 Employees learn so many different things from the process & projects. They apply their own
knowledge and skill and also develop new things from the process. Very interesting and
knowledgeable process, which keeps their interest.
 Good support from peers, subordinates, supervisor and from different organization.
 Growth slow is in terms of promotion, financial terms.
 Sometimes there is a bad communication between different departments. This delays the supply
of the material and fails to fulfil the commitment.
 Technology should be updated time to time according to the marketing conditions.
 Marketing Strategies should be molded in a way that suits the market situations.
 Marketing strategies should be clear to all the employees to achieve their targets.
 In the company 91.3% of the employees and trainees said there are enough resources to provide
services as compared to 7.7% of the employees and trainees who think opposite of it.
 In the company 85.1% employees and trainees know the targeted audience for Stallion capital
management as compared to 6.1% of the employees and trainees who are unaware about the target
audience.

 In the company 76.5% of the employees say that the company has proper marketing strategies for
its services as compared to the 2.6% ratio of the employees and trainees which think that the
company does not has proper market strategies. Plus 14.8% employees and trainees are neutral
regarding the same.

6.3 RECOMMENDATION:
 In order to attract more and more customers company should provide more services. They
should be given some better lucrative offer.
 Stallion capital management is providing a premium quality of training and development
programs with the latest information. But the irony is that people are not aware of it and its
advantages so they must be made aware of it by showing its advantages and what it actually
does by the hoardings and internet.
 Some more R & D should be carried out so it should be made to give make more services than
what it actually does.
 Company should continuously keep on providing new versions to enable people to have a
choice and variety of products in these way customers will be attracted and motivated.
 Company should also arrange as many extra marketing strategies for the customers and
employees to keep them fresh and motivated. As 80% of customers are interested in new
marketing strategy of the company. Company should keep encouraging new training programs
for the customers and employees.
 The HR department should take care of employees’ suggestion or complains properly.
Whatever may be the decision from the higher management either positive or negative,
feedback should be given to the employees. This makes them realize that they are recognized
by the company and their suggestions are important for the company growth. And also
appreciate employees for their valuable suggestion.

6.4 CONCLUSION:
Research shows that satisfied employees will create higher marketing strategy and in turn positively
influence organizational performance.
The present study has been conducted to analysis the marketing strategies in the company. The research
is carried out in “Stallion Capital Management” situated in Delhi.
91.3% of employees are satisfied with the company “Stallion Capital Management”. Like all other
companies Stallion Capital Management is also facing some challenges in the market environment.
There are some demands by the employees for their welfare and company is also taking care of it.
Stallion capital management is always on the lookout for talented people to join its team. Company
offers an informal work atmosphere, freedom of decisions and a multi-disciplinary experience
opportunity. This is a reason that clients of Stallion capital management stay with their organization for
a very longer period. Many employees over here want to working with this organization for long time.
Employees feel satisfied working with this organization as this company is giving them a good
marketing strategies and an open culture, as an employee’s basic need. If people have the desire to work
and learn new things, this is the destination for those talented people. Maximum number of employee’s
response show that they found the project and process to be very knowledgeable and interesting.
Employees personally feel that it’s a very strong organization and with time it has proved its excellence.
And with time there are many changes been done and this changes and development are still continuing.

6.5 BIBLIOGRAPHY:
1. www.stallioncap.in
2. www.citehr.com
3. www.hrvillage.com
4. www.hrmguide.net
5. www.hrguru.com
6. www.shrm.org
7. Kotler Philips, marketing management 1998, Prentice Hall of India Ltd.
8. Kothari C.R., “Research Methodology”, 2nd Edition, 2003, Vikas Publishing House Pvt. Ltd,
New Delhi.

ANNEXURE
QUESTIONNAIRE

NAME:
DESIGNATION:
Q1) Do Stallion Capital Management has enough resources to provide their services?
YES NO
Q2) Do you know the target audience for Stallion Capital Management?
YES NO
Q3) What is the best medium for the advertisement according to your point of view?
Local Newspaper Hoardings
Radio Internet
Q4) What according to you can be other modes of marketing strategies that can be used by Stallion
capital management?
Direct Mail Social Media Marketing
Brand Marketing Mobile Web Marketing
Q5) Do you feel there is a need of any celebrity endorsement in the company?
YES NO
Q6) How much according to you Stallion Capital Management are willing and realistically able to spend
on advertisement?
0 to 10% of Revenue 20% to 30% of Revenue
10% to 20% of Revenue 30% to 40% of Revenue
Q7) Do you agree that company has proper marketing strategies for its services?
Strongly disagree Disagree

Neutral Agree
Strongly agree
Q8) Do you agree that company has positioned itself in the market in a better way?
Neutral Agree
Strongly agree
Q9) Do you agree that company is targeting its customer in the market in a proper way?
Neutral Agree
Strongly agree

CHAPTER 7:
ACHIEVEMENTS

CAMPUS TO CORPORATE MEET MERI COLLEGE, JANAKPURI

CAMPUS TO CORPORATE MEET RAYAT AND BAHARA

COLLEGE, PUNJAB

NEWSLETTER SHOOT



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Summer Internship Program 2018

DIVYA NARANG, 17BSP0852, IBS GURGAON