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PROJECT REPORT ON

“HUMAN RESOURCE PLANNING” IN DAINIK BHASKAR

MADE BY

NAME – JASLEEN KAUR NANDA ROLL NO. – 104602248705

SUBMITTED TO

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Acknowledgement
It was a enriching and learning experience for me to do this Project. I would like to acknowledge all those people who have continuously guided me throughout and helped me in completion of my project “Human Resource Planning in Dainik Bhaskar Limited”. I am obliged to the faculty/ guides of GNIMT and my seniors for being extremely patient, for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge them for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support they had provided to me with all stages of this project. I would also like to thank to all the respondents who have helped me for collection of data, for their honest participation in the Research and helped me directly or indirectly in successful completion of this study for their help and cooperation throughout the project.

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PERFACE
To understand the HR Planning first we have to clear the meaning of planning and HR separately.

“A British Foreign Office official looking back over a career spanning the first half of the twentieth century commented: ‘Year after year the fretters and worriers would come to me with their awful predictions of the outbreak of war. I denied it each time. I was only wrong twice! ‘Some would see this as the arrogant complacency to be associated with planners. Critics think of the inaccuracy and over-optimism of forecasting — the ‘hockey stick’ business growth projections. They regard planning as too inflexible, slow to respond to change, too conservative in assumptions and risk averse. These points are made about any sort of planning.” When it concerns human resources, there are the more specific criticisms that it is overquantitative and neglects the qualitative aspects of contribution. The issue has become not how many people should be employed, but ensuring that all members of staff are making an effective contribution. And for the future, the questions are what are the skills that will be required, and how will they be acquired.

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TABLE OF CONTENTS
Chapter - 1 Introduction to the Industry …………….………………..…………………6 Chapter - 2 Introduction to the Organization ……….…………….……………………12 Chapter – 3 Research Methodology .……………………………….……………………21 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 Title of the Study …….………………….………………………22 Planning of Human Resource….……………………...…………24 Growth and Development at Bhaskar.…….……………….….…30 Recruitment …….……………………….….……………………33 Objective of the Study …….……………….……………………37 Type of Research …….………………………..…………...……80 Sample size and method of selecting sample ………….…...……82 Scope of Study …….…………………………….………………86 Limitations of Study …….………………….………....…...……88

Chapter – 4 Facts & Findings …….………………………………………..……………90 Chapter – 5 Analysis and Interpretation …….…………………………………..………92 Chapter – 6 SWOT …….……………….…………………………….…………….……97 Chapter – 7 Conclusions …….…………………………………..………………………98 Chapter – 8 Recommendation and Suggestions …….………….………………………100 Chapter – 9 Appendices ….…….………… ……………………….………..…………103 Chapter – 10 Bibliography ……….….……...……………………….…………………106

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CHAPTER - 1

Introduction to the Industry

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INTRODUCTION TO THE INDUSTRY:BACKGROUND:

3358 crore media house with 10,000- manpower strength & 160 offices all over India has daily newspapers 2 stand-alone weeklies & 1 magazine in 10 states of the country. Bhaskar is the largest read newspaper group in India with 2.97 crore readers. 28% potential of India with Bhaskar markets. The company board consists of Mr. Ramesh Chandra Agarwal, Chairman, Mr.Sudhir Agarwal, Managing Director, and Mr. Girish Agarwal & Mr. Pawan Agarwal, Directors.

Daily newspapers (broadsheets) - Dainik Bhaskar, Divya Bhaskar, Saurashtra Samachar, Prabhat Kiran, DNA & DNA Money.

Weeklies (tabloid) - Divya Bhaskar- New York & Indore editions.

Magazine

(Monthly)–Aha!Zindagi

Hindi

&

Gujrati

&

Lakshya

(New Magazine), ME.

Magazine (Bi-monthly) – Young Bhaskar, Bal Bhaskar.

Magazine (Weekly) – SHE

The group uses latest ERP solution software application product (SAP) to integrate all departments in every editions of newspaper.

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In the same year. the father of the chairman. Today it is the no. 1 status & strong leadership in 1995 in MP.933 copies on day one.72.page newspaper form Bhopal (MP) in 1958 as one of the business by the family by Late Dwarka Prasad Agarwal. This was the time when Mr. Since 1996. began its journey with a four. father &sons began transforming the group into a customer centric organization.the fastest growing print media group in the country today. Indore in 1983. Panchkula. launched its Jaipur edition with net paid sale of 1. Ramesh officially inducted Shri Sudhir Agarwal & his younger brother Mr. Ever since. Girish Agarwal into business. &Mohali. At that point of time the youngest son Shri Pawan Agarwal. which is now a “Case Study” in the top business school in India. Keeping this in mind. Shri Ramesh Chandra Agarwal. Jaipur launch of Dainik Bhaskar created a history in the Newspaper Industry. Jabalpur in 1987. Dainik Bhaskar launched its Ajmer.LITRATURE REVIEW Dainik Bhaskar. Dainik Bhaskar launched its edition one after the other in MP. Ramesh eldest son. Jodhpur & Bikaner editions followed by Udaipur in 1998 & Kota in 1999. Gwalior in 1967. Girish Agarwal preferred to take part into core marketing. the group identified Rajasthan as a potential market in December 1996. Bhaskar entered into 7 . In 1997. Sudhir Agarwal had a passion for editorial & Mr. Sudhir Agarwal started his involvement in day-to-day operations. after graduating from United States plunged into the business & Dainik Bhaskar took the root of information technology & cable television. Further. launched its edition from Raipur in 1992 followed by Bilaspur in 1993. Dainik Bhaskar launched its Chandigarh edition in mid 2000 adopting “Hinglish” language pattern in editorial contents. 90’s witnessed value addition to its editions after Mr. After achieved no. Mr. 1 newspaper in Chandigarh.

the group has also launched a monthly complete Hindi magazine ‘Aha Zindagi’ for positive & good life. In July 2005 with a circulation of 3 lakh + copies per day. After setting many new trends in Hindi & Gujarati market. Job Printing. Divya Bhaskar in Ahmadabad in June 2003 is a ‘Case Study’ with IIM-A for its first day net paid sale of 4.95 lakh readers. launched its English newspaper DNA (Daily News & Analysis). In Sep.35 lakh copies with 5.a non Hindi market. Baroda & Surat in terms of leadership. FMCG. Over a period. After achieving the leadership position in Hindi. Bhaskar group. 52. and IT & Family entertainment. the group entered into the state of Gujarat. Solvent Extraction.belts. where local players are formidable. The group launched its Gujarati newspaper. Today the magazine enjoys circulation of 1. 8 . 2004. In sep.000 lakh copies.the leading newspaper in Saurashtra region. Also launched its North America edition from New York in May 2004.1 in Ahmadabad. the group has diversified its business into Textile. 2004. Bhaskar group had taken over another Gujarati newspaper ‘Saurashtra Samachar’ in Bhavnagar. As of today Bhaskar group is a 4000 crore company.Haryana and captured the spillover market by launching its edition in Panipath & Hissar followed by Faridabad edition. in association with Zee. In just two years Divya Bhaskar has become the no. In 2004 Divya Bhaskar further launched its edition in Surat &Baroda and Rajkot in early 2005.

8) They would play a positive role in the society. There might be different ideas among them. They should always endeavor to do anything better than before. 3) Their every effort will be focused on progress and entrepreneurship.Principles of Bhaskar group 1) Their actions and thoughts are based on the following principles: • • • • Entrepreneurship Ambition Innovation Professionalism 2) They are totally professional and committed to a goal. no matter in what medium they would be in. They believe in delivering and always respect those who are capable of implementing every idea. should be effective and should be done with total commitment. 7) They should provide their consumers. 5) They believe in winning and teamwork. 4) They give utmost importance to creativity and innovation. Publication centers of Dainik Bhaskar publications Total publication centers Hindi Gujarati Total states covered Total readership Total no. it should be special. but they respect these diverse ideas. of employees : 32 :9 : 10 : 2.67 crore (source NRS 2006) : 10000 + 9 . 6) They as an organization are totally committed to employees. what they need or which they require.

Girish Agarwal & Mr.Turnover of the group : over 2200 crore FOUNDER Late Mr. Ramesh Chandra Agarwal MANAGING DIRECTOR Mr. Sudhir Agarwal DIRECTORS Mr. Pawan Agarwal 10 . Dwarka Prasad Agarwal CHAIRMAN Mr.

2 Introduction to the Organization 11 .CHAPTER .

The plant was awarded 12 . weaving and processing facilities that compare with the best in the world. The business has since grown into an integrated source with spinning. Bhaskar Industries Ltd. Bhaskar had diversified into textile and set up spinning unit at Mandideep. MP in the name & style of M/s. Raisen. near Bhopal.INTRODUCTION TO THE ORGANIZATION Diversification of Bhaskar group: • • • • • • • • • • • • Textile Oil Extraction and Refining FMCG Cable TV Family Entertainment Art and Culture Event promotion and Retail marketing Education FM Radio Multi Media Desk Real Estate Shopping Mall • TEXTILE: IN 1996. Dist.

a shopping mall. • OIL EXTRACTION AND REFINNING: Bhaskar exxols Ltd. • FAMILY ENTERTAINMENT :Sun City: The family entertainment center set up by Bhaskar group at Gwalior situated in the heart of the city. Ajmer & Bhopal cities with 7 mass interest channels. It provides aspiring artists of all age groups with instruction and facilities to develop 13 . • FMCG: Bhaskar Venkatesh: Engaged in the marketing of salt.: In Manipur. This is the First network in India using digital network. the 15 acre complex is the only recreation center in the town. Indore. Solvent extraction and oil processing activity commenced with Soya processing. Covers total universe of 12 lakh households (population 50 lakh) and a C&S household population of over 5 lakh. Sun City brightens visitors experience with a blaze of cheery leisure options including food courts. boating and 3D cinema.the ISO 9002 certificate for total quality control in 2002 and Bhaskar Industries is now a significant player in India’s textile sector. • CABLE TV: Bhaskar Multinet Ltd. Sharda Solvents Ltd. celebrity shows. Distributed locally Bhaskar oil is now a significant local brand. Mhow. It now includes edible oil refining and processing of vanaspati ghee as well. The group is having its own well equipped studio with all modernized equipments. • ART& CULTURE: Abhivyakti Abhivyakti is the cultural arm and nonprofit center sponsored by the Bhaskar group. Jabalpur. adventure rides. virtual and live shows.. Mandsaur.

MY FM is the FM radio station network of Synergy Media Entertainment Ltd. The school is spread over a picturesque area of 37 acres. • FM RADIO: 94. SMEL. This zeal and passion conceptualized into founding of “The Sanskar valley school” a co-educational. day boarding cum residential. (IMCL): IMCL has acquired a short code 54567 to conduct various activities mentioned as under:       Make Newspaper interactive Public demand in interactive ADVT. Abhivyakti functions like an event management organization focused on establishing a platform for artists to learn and perform. Bhaskar group is making The Sanskar valley school the destination of choice for all those who care about education. Bhopal: Bhaskar group has a mission of presenting Bhopal has a quintessential center of education. Latest score Subscription services Snap pools Sharoscope 14 . KG to class XII School. • EDUCATION: The Sanskar valley school.3 FM: One of the most exciting and the fastest growing brand in FM radio space is 94. Ltd. • MULTIMEDIA DESK: I Media Corp. The school is affiliated to the ICSE board.and project their talent.a wholly owned company of The Bhaskar group.3.

Bhopal: Sunrise of a new lifestyle         Independent villas Well designed campus with beautiful landscape 100% power backup Broadband internet connectivity in each villa 27000 sq ft central park Jogging track Superstore 7. ft. 1300 seat multiplex. ft. having a huge parking space. ft indoor family entertainment center. Milestones: 15 . Five screen. 11F&B outlets + 50400 sq.250 sq. food court. 20.9 acres of land with a GLA of approx 800000 sq.   Locality sale Weekend planning Contests • REAL ESTATE: Aditya Avenue. Three department stores. Nine superstores and 90 vanilla stores.5 m paved internal road THE BHASKAR MALL: The first mall of the city spread over 5. Highlights: • • • • • • One hypermarket on single level.

2009 • • 2008 • • Dainik Bhaskar completes fifty glorious years as a leading Hindi publication Business Bhaskar. chief minister. Indore. a Hindi financial newspaper. Ahmadabad by Narendra Modi. making it the only Gujarati newspaper with seven editions in Gujarat Launch of Divya Bhaskar’s Rajkot edition on Nov 01 • 2006 • Entry in Punjab with launch of Amritsar and Jalandhar edition on Oct 08 16 . Jalandhar and Ludhiana with separate editions for each of these cities • • • • Launch of Dainik Bhaskar editions in Pali. across India 2007 • • • • • • Launch of DB Gold – the first compact newspaper in Gujarati from Surat Launch of DNA in Ahmadabad and Surat as a franchise by DB Corp Ltd Launch of Young Bhaskar Magazine for children and Lakshya. Bhilai. New Delhi. Ratlam and Shimla Launch of DNA in Jaipur as a franchise by DB Corp Ltd Launch of editions of DB Star in Bhopal and Indore MY FM consolidates its network with 17 radio stations in 7 states. was launched in Bhopal.2009 • Inauguration of ‘Bhaskar Print Planet’ at Changodar. Raipur. Gujarat. a career magazine MY FM enhances its reach to 14 cities across India Launch of Dainik Bhaskar’s Ludhiana edition on Dec 15 Launch of Divya Bhaskar’s Bhuj edition on July 30. on November 13. 2009 Installation of KBA printing machines imported from Germany at Jaipur and Ahmadabad facilities Launch of DB Star Jodhpur editions on Aug15. Nagaur. Panipath.

by launching Panipat and Hisar editions 17 . across territories in India where the daily was launched with 4. AHA! Zindagi. in seventeen stations. across languages.52. in the name of MY FM • • • AHA! Zindagi magazine launched in Gujarati language ‘IMCL’. This was the biggest launch of any new edition. in Haryana state. after two editions from Panipat and Hisar 2000 • Dainik Bhaskar group expands presence to Haryana state on June 04. through their subsidiary. pursuant to the demerger of publishing business of Writers and Publishers Limited (WPL) The Dainik Bhaskar group won license from Ministry of Information and Broadcasting for launch of radio business. Synergy Media Entertainment Ltd (SMEL). a new web media company was formed as a subsidiary of DB Corp 2004 • Launch of new Hindi magazine.000 copies on day first and became the leading publication in Ahmadabad city 2001 • Dainik Bhaskar Group further consolidated its position by launching Faridabad edition. largest circulated daily newspaper of Saurashtra • • • Launch of Divya Bhaskar’s Baroda edition on Sept 12 Initiated presence in Maharashtra with the launch of Divya Bhaskar’s Mumbai edition in July Launch of Divya Bhaskar’s Surat edition on March 28 • 2003 • Launch of Divya Bhaskar from Ahmedabad on June 22. the first of its kind on lifestyle and positive thinking In their first merger and acquisition.2005 • Inception of DB Corp Ltd. the Dainik Bhaskar group acquired ‘Saurashtra Samachar’ – the sixty years old.

1998 • Launch of Dainik Bhaskar’s fifth edition of Rajasthan from Udaipur on May 31 1997 • • • Launch of Dainik Bhaskar’s fourth edition of Rajasthan from Bikaner on Oct 16 Launch of the third edition in Rajasthan from Jodhpur on Aug 03 Launch of the second edition in Rajasthan from Ajmer on April 06 1996 • Launch of Dainik Bhaskar’s Jaipur edition in Rajasthan on Dec 19. which significantly altered the strategic direction and growth plans of the company 1995 • Dainik Bhaskar emerged as the number one newspaper in Madhya Pradesh and was declared the fastest growing daily in India. the educational hub of the country.• Launch of Dainik Bhaskar’s Chandigarh edition on May 07 1999 • Launch of Dainik Bhaskar’s sixth edition of Rajasthan from Kota city. by the Readership Survey 1993 • Launch of Dainik Bhaskar’s Bilaspur edition on September 20 1988 • Launch of Dainik Bhaskar’s Raipur edition 18 . This development marked a critical point for the company.

against uniform prevalent practice of rotary machine 1958 • Dainik Bhaskar launches its first edition in Bhopal on August 13 19 .the first and biggest move outside home town of Bhopal – on March 05 1981 • Dainik Bhaskar’s Bhopal edition became the largest news paper of Bhopal City 1977 • India’s one of first web offset machine got installed at Dainik Bhaskar for Bhopal edition.1983 • Launch of Dainik Bhaskar’s Indore edition .

CHAPTER – 3 Research Methodology 20 .

CHAPTER – 3 3.1 Title of the Study 21 .

For some there is. and secure the appropriate supply. or greater influence by the centre over devolved operating units. that still regard the quantitative planning of resources as important. Rather.There are others. And is it not the talk of the process benefits to be derived self indulgent nonsense? Can we really afford this kind of intellectual dilettantism? Whether these criticisms are fair or not. For some organizations. then the capacity of the organization to fulfill its function will be endangered. moreover. They do not see its value in trying to predict events. but the assertion of corporate control has been tried and rejected. Cynics would say this is all very well. an implicit or explicit wish to get better integration of decision making and resourcing across the whole organization. be they wars or takeovers. to stimulate thinking. supporters of human resource planning point to its practical benefits in optimizing the use of resources and identifying ways of making them more flexible. though. they believe there is a benefit from using planning to challenge assumptions about the future. the need to acquire and grow skills which take time to develop is paramount. 22 . both numerically and in the skills required. If they fail to identify the business demand.

CHAPTER – 3 23 .

3.2 Planning of Human Resources Planning of Human Resources: 24 .

IS A GOOD. BUT THE FOLLOWING DEFINITIONS. AS WELL AS ITS STRATEGIC PLAN AND BUDGETARY RESOURCES. GOALS AND OBJECTIVES. A KEY GOAL OF HR PLANNING IS TO GET THE RIGHT NUMBER OF PEOPLE WITH THE RIGHT SKILLS.” WHY HUMAN RESOURCE PLANNING? Human Resource Planning: an Introduction was written to draw these issues to the attention of HR or line managers. WHO ARE CAPABLE OF COMPLETING THOSE TASKS THAT HELP THE ORGANIZATION. AND THE EMPHASIS ON THE ARRANGEMENT AND ALIGNMENT OF STAFF AND EMPLOYEES IN THE LAST SENTENCE. HERE'S ANOTHER DEFINITION. TAKEN FROM THE GOVERNMENT OF CANADA HUMAN RESOURCES SITE. VISION. OR EXPLAIN WHAT IT IS.” NOTE: THE EMPHASIS ON LINKAGE TO STRATEGIC PLANNING AND BUSINESS PLANNING IN THE FIRST SENTENCE. USEFUL WORKING DEFINITION: “RIGOROUS HR PLANNING LINKS PEOPLE MANAGEMENT TO THE ORGANIZATION'S MISSION. EXPERIENCE AND COMPETENCIES IN THE RIGHT JOBS AT THE RIGHT TIME AT THE RIGHT COST. REACH ITS OBJECTIVES.DEFINITION OF HR PLANNING: THERE ARE MANY WAYS TO DEFINE HR PLANNING. We address such questions as: 25 . PERHAPS A BIT SIMPLER: “THE PROCESSES BY WHICH MANAGEMENT ENSURES THAT IT HAS THE RIGHT PERSONNEL.

Alternatively. 2. a relocation. work organization and technological development? What does this mean for staff numbers? • • • What techniques can be used to establish workforce requirements? Have more flexible work arrangements been considered? How are the staffs you need to be acquired? The principles can be applied to any exercise to define workforce requirements. 26 .• • • What is human resource planning? How do organizations undertake this sort of exercise? What specific uses does it have? In dealing with the last point we need to be able to say to hard pressed managers: why spend time on this activity rather than the other issues bulging your in tray? The report tries to meet this need by illustrating how human resource planning techniques can be applied to four key problems. staff may be overstretched. but all it needs is for organizations to lose key staff to realize that an understanding of the pattern of resignation is needed. if the opposite misjudgment is made. 1. It then concludes by considering the circumstances are which human resourcing can be used. whether it be a business start-up. Retaining your highly skilled staff :-Issues about retention may not have been to the fore in recent years. Determining the numbers to be employed at a new location :If organizations overdo the size of their workforce it will carry surplus or under utilized staff. making it hard or impossible to meet production or service deadlines at the quality level expected. Thus organizations should: • • • • Monitor the extent of resignation Discover the reasons for it Establish what it is costing the organization Compare loss rates with other similar organizations. or the opening of new factory or office. So the questions we ask are: • How can output be improved your through understanding the interrelation between productivity.

gender. management may be unaware of how many good quality staff are being lost. 3. and whether it is concentrated in particular groups (e.g. How is the workforce to be cut painlessly. 4. They have had to bring in senior staff from elsewhere. but also through a loss of long-term capability. This will cost the organization directly through the bill for separation. The pros and cons of the different routes to get there. Such an analysis can be presented to senior managers so that the cost benefit of various methods of reduction can be assessed. while at the same time protecting the long-term interests of the organization? A question made all the harder by the time pressures management is under. They have seen traditional career paths disappear. But they recognize that 27 . recruitment and induction. How the nature and extent of wastage will change during the run-down. grade or skill). redeployment and transfers. both because of business necessities and employee anxieties. If instead the CEO announces on day one that there will be no compulsory redundancies and voluntary severance is open to all staff. Where will the next generation of managers come from? :Many senior managers are troubled by this issue. What the appropriate recruitment levels might be. The utility of retraining. These may be relatively cheap and simple solutions once the reasons for the departure of employees have been identified. Having understood the nature and extent of resignation steps can be taken to rectify the situation. reflecting the take-up of the severance offer.Without this understanding. by age. But it will depend on whether the problem is peculiar to your own organization. HRP helps by considering: • • • • • The sort of workforce envisaged at the end of the exercise. It is often difficult and expensive to replace lost quality and experience. the danger is that an unbalanced workforce will result. and the time taken to meet targets established. Managing an effective downsizing programme:This is an all too common issue for managers.

Allowing faster promotion to fill immediate gaps. how many. of recruitment and wastage). The characteristics of those who currently occupy senior positions. and where will they come from? To address these questions you need to understand: • • • The present career system (including patterns of promotion and movement. These will of course be affected by internal structural changes and external business or political changes. Comparing your current supply to this revised demand will show surpluses and shortages which will allow you to take corrective action such as: • • • • • Recruiting to meet a shortage of those with senior management potential. it has not solved the longer term question of managerial supply: what sort. HOW CAN HRP BE APPLIED? The report details the sort of approach companies might wish to take. deployment and severance policies can be pursued to meet business needs. Developing cross functional transfers for high fliers. Otherwise processes are likely to be haphazard and inconsistent. It is expensive and embarrassing to put such matters right. in number and type. Thus appropriate recruitment. This then can be compared with future requirements. The wrong sort of staff is engaged at the wrong time on the wrong contract. The organization’s future supply of talent. Reducing staff numbers to remove blockages or forthcoming surpluses. Hiring on fixed-term contracts to meet short-term skills/experience deficits.while this may have dealt with a short-term skills shortage. Most organizations are likely to want HRP systems: • • • • • Which are responsive to change? Where assumptions can easily be modified That recognize organizational fluidity around skills That allow flexibility in supply to be included That are simple to understand and use 28 .

To operate such systems organizations need: • • • • appropriate demand models good monitoring and corrective action processes comprehensive data about current employees and the external labor market An understanding how resourcing works in the organization. Graduate recruitment numbers will be set in ignorance of demand.• Which are not too time demanding. or management succession problems will develop unnoticed. If HRP techniques are ignored. but without the benefit of understanding their implications. to be in heaven is to steer’. It is surely better if decision makers follow this maxim in the way they make and execute resourcing plan. As George Bernard Shaw said: ‘to be in hell is to drift. decisions will still be taken. 29 .

3 Growth & Development 30 .CHAPTER – 3 3.

for the employees joining between 1st October 2007 to 31st March 2008. job responsibility and the performance expected from the employee. And any issue\disagreement is resolved in discussion with the next senior level. the appraisal will be in March 2008. To identify. 31 . the appraisal will be in October 2008 and then next in March 2009. train and develop competent personnel with growth potential and to provide motivation for higher performance. or for the designated period on case to case basis. Employees joining Bhaskar are informed of their appraisal period in their offer letter. Foster a culture of learning within the organization. When is the appraisal carried out? Appraisal is carried out on an annual basis in March and October for the financial year gone by. On the other hand. Performance Appraisals: Bhaskar believes in KRA (Key Result Area) mode of evaluation. These KRA’s are specific to the functional area and provided to each of the employee and to the new employees on joining by their immediate senior. Who does the appraisal? Appraisal is done by the immediate reporting designation. The KRA’s are in sync with the organizational goal. The purpose of the growth and development policy is: • • • To promote a healthy sense of compensation as well as job satisfaction among.HR POLICIES IN DAINIK BHASKAR Growth and Development at Bhaskar Continuous development of employees is essential for improving their performance at Bhaskar. The process is critical for attracting and retaining a knowledgeable and skilled workforce. Example: for the employee joining 1st April to 30th September 2007.

Driven by the business need. excluding the day on which the communication is received. This policy is applicable to all employees of Bhaskar at all the locations. It may also be accomplished through training needs surveys undertaken by the HR department from time to time. Criteria used for nomination for training: Training needs will be identified during the performance appraisal process by the appraisee and appraiser. By the national vertical head. cost details. the nomination shall be effective under information to HR. It must be ensured that the equal opportunity is provided to each deserving employee. Check advice if the nominations by mangers or otherwise become too polarized on the people who are being nominated. State head/Unit head or HOD and corporate HR. The criteria used for the nomination for training are: • • • • • • • • Employee’s interest / self nomination (M3+). 32 . The role of HR in the training nomination process will be:• • If budget is available and the vertical Head approves.Career Development: Bhaskar provides opportunities to its employees for participating in activities which will enhance their specific job skills. and their personal development. their overall professional strengths. department head approval at least 15 days in advance to the date of training. Manager’s nomination to specific development areas. based on skill gap/performance management data. HR will revert within 3 days on the approval. Must be routed through the Department Head with justified reasons.

4 Recruitment 33 .CHAPTER – 3 3.

The formal induction program is conducted in the first week of the month and can range from one to fourteen days depending on the job profile.Recruitment: • • • • • • • Special sanction is required in case of manpower budget overrun in terms of number or budget overrun. Bhaskar discourages candidates who frequently change jobs in their career. State HR/Local HR has to keep track of every candidate who leaves Bhaskar after 1st April 2007. Orientation & Induction: HR inducts employees in Bhaskar on the day of joining through an informal induction program is designed to familiarize the employees with organization and its members and other work related facilities. Bhaskar shall not consider any employee in M grade that has changed more than three jobs in two years/four jobs in six years. A candidate will not be eligible for interview if she/he has been rejected by any interviewer of Bhaskar in past six months. As a policy. Relatives of employees cannot be assigned to the same function and/or with direct reporting relationship. 34 . including the record of the Exit interview. It recognizes that the organization invests time and energy in training people and hence discourages the practice of frequent job changes.

This is to cut the delay in actualization of the collection. Can I donate above the mandatory contribution requirement? Yes. department. Corporate/State HR will facilitate this process. The amount as on the date shall be deemed collected and the equivalent amounts shall be debited to the respective offices. Compensation: In case of a death anywhere in the group. The Corporate HR would then issue an IOM to the corporate finance and the state coordinator F&A.All M grade appointees would go through an induction/orientation program at the corporate office. will provide complete information with the necessary details such as name of the employee. The unit head or the local HR dept. 35 . New employees need to complete the joining formalities on the day they join the organization. who would issue necessary instructions at the unit level/corporate office and business office for the mandatory contribution. and the last salary drawn on the date of demise and the cause for the same. any employee or the unit head or the local HR head or the Accounts department. can inform the corporate of HR of the mishap. Coordinator who would then prepare a DD in the name of the surviving spouse and send the same to the local unit for final distribution. any voluntary contribution over and above the mandatory contribution by anyone in the organization is welcome. designation. Bhopal through the training & development cell of the Corp HR department.

Relocation: Proposal of transfer of employee up to the M4 grade has to be in principle approved by the functional head of the transferor and transferee location. The retirement age is as follows: M1 and M0 For M grade employees For other grades : 65 years : 60 years : 58 years Editorial staff in M1 grade and above : 65 years 36 . Retirement: All the employees retire on the last date of the month in which they complete the retirement age according to the organization’s records. This would be over and above the contribution from the Employee Contingency Fund. 50% of the basic salary would be extended as relocation allowance across all the grades. Proposal of transfer of employees of the M2 and above has to be approved by National Vertical Head/State Head. The local HR department/functional head will issue the required circular to this effect under intimation of the corporate HR department. This would not be applicable if the transfer is on employee request. Relocation Allowance: For the employee being relocated. pay details have to be filled in prescribed format.The additional money so collected shall be distributed to the family on the 10 th of the following month. The final approval has to be obtained from the corporate HR department which will issue the transfer order after consultation with the National Vertical Head/State Head. For all transfer cases.

CHAPTER – 3 37 . The compensation of the employee will be stopped from the date the retirement takes effect.The local HR admin will communicate to all retirement in writing at least 3 months in advance of the date of retirement. All settlements would be processed before the employee leaves. HR and Accounts department will ensure final statement of accounts at the earliest. • • • The HR department will inform the employee and the finance department about his/her last day of employment one month prior to retirement.

3. also known as employee appraisal. Document criteria used to allocate organizational rewards. Identify employee training needs. Performance appraisals are a regular review of employee performance within organizations. cost and time).5 Objectives of Study Objectives of Study:Performance Appraisal Performance appraisal. Generally. Performance appraisal is a part of career development. quantity. the aims of a scheme are: • • • Give feedback on performance to employees. 38 . is a method by which the job performance of an employee is evaluated (generally in terms of quality.

causing them to be less reliable as a source of information on an employee's true performance. rather than basing scores on specific 39 . For example. The vagueness of these instruments allows managers to fill them out based on who they want to/feel should get a raise. but they still have low integrity and are likely to lie again when the threat of being caught is gone. In some companies. subordinates and customers while also performing a self assessment. and while an employee can change a specific behavior they cannot change their personality. • • • A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives/attributes. The reasons for this are two-fold: 1) Because trait based systems are by definition based on personality traits. This is caused by the fact that personality dimensions are for the most part static. etc. disciplinary actions. This is known as 360° appraisal. which rely on factors such as integrity and conscientiousness. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. The most popular methods that are being used as performance appraisal process are: • • • • Management by objectives (MBO) 360 degree appraisal Behavioral Observation Scale (BOS) Behaviorally Anchored Rating Scale (BARS) Trait based systems. The scientific literature on the subject provides evidence that assessing employees on factors such as these should be avoided. they make it difficult for a manager to provide feedback that can cause positive change in employee performance. Provide the opportunity for organizational diagnosis and development. are also commonly used by businesses. because they are vague. promotions. employees receive assessments from their manager. a person who lacks integrity may stop lying to a manager because they have been caught. 2) Trait based systems. are more easily influenced by office politics.• Form a basis for personnel decisions: salary increases. peers. Facilitate communication between employee and administrator.

40 .behaviors employees should/should not be engaging in. These systems are also more likely to leave a company open to discrimination claims because a manager can make biased decisions without having to back them up with specific behavioral information.

41 . given that the employee fulfills the eligibility criteria for the vacant position. Modes of promotion: Bhaskar recognizes that promotion may occur through the following ways: • • The filling of a higher position by an employee at a lower designation. The warning can only be given by the national vertical head/state head. The warning to any candidate shall always be in written mode. the employee should be undergoing any punishment or warning for misconduct under the company’s rules/standing orders. A reclassification of the employee’s existing designation as a result of the employee performing duties a higher degree of responsibility and complexity than the current position calls for • Filling of an entirely new job created due to the expansion of operations.Promotion policy:Eligibility: To be eligible for promotion under this policy.

Other consideration for promotion: • • The minimum stay to be eligible for promotion will be the completion of first appraisal cycle. organization wide communication will be through intranet/samvaad. Potential and capability for taking on higher responsibility which will be based on the feedback provided by supervisors and interviewing candidates. At higher levels greater importance is given to the individual’s potential and capabilities. The communication to the incumbent will be by the immediate HOD. Appraisal committee An appraisal committee will be responsible for various levels of promotion at the state level/unit.Criteria for promotion: The key criteria for promotion would include: • • Performance on the job during the time spent in that particular level which can be assessed through the performance appraisal. • The final approval authority for promotion is M1 and above: MD/Director M3/M2: National Vertical Head/ State Head Other grades: State Head/unit Head • Number of promotions will be determined by the number of vacancies to be filled in the organization. The appraisal committee will discuss all the recommendations for promotions provided by the individual managers/HOD. Promotion should take place only at the annual appraisals. At the corporate level and business Head and corporate HR. The committee will comprise of the heads of 6 verticals at state level. Mid-year promotion in exceptional cases may be considered solely at the discretion of the MD/Director. 42 .

43 . If a suitable internal candidate is not found for the vacancy. Career development:- Sponsoring further education :Bhaskar believes that learning and development is the responsibility of the organisation as well as the employee. For such a process the candidate must have completed one assessment/appraisal cycle. it will be sought to be filled by an outside candidate. an existing employee shall be first considered for filling up any vacancy that arises in the organization. The company supports employees who wish to continue their education in order to secure increased responsibility and growth in their professional careers.First right of position: At Bhaskar.

the candidate can apply through the department head for the review with the corporate HR. Course Reimbursements: The company will reimburse a maximum of 3 months basic or INR 150000. The course approval should be obtained from State Head/Unit Head/HOD and Corporate HR. HR will communicate final decision within 7 days of such review request. The HOD will decide and recommend if the course is relevant for the current and future responsibilities of the person. In this academic course period. What if the institute is not listed? If the desired course is not in the current list. How many people will organization support? Maximum 5% of the total number of M grade assigned to a station/unit/state will be supported by the group for education . the candidate shall be treated on leave with pay. What if an employee wants to take a second course? An employee is eligible for the second course after a gap of 2 years of having successfully completed the earlier course.Updated list of candidates being supported for education shall be maintained by HR and it will be available for preview to all employees. 44 . Course Requirements: The company will sponsor short term courses (not exceeding 4 months) pursued form approved institutions of learning. The education should be through an accredited program that either offers growth in an area related to the employee’s work or will lead to promotional opportunities. All expenses will be covered.Eligibility: All M grade employees who have completed two years in the organisation and above average performance are eligible for applying.

the employee must submit a formal document (certificate. All the reimbursements are subject to the employee completing the course with the minimum 50% grade for that course. Employees.The employee will have to first pay the course fee himself. An undertaking is required to be signed by the employee in favor of the organization for post course compliance of service period. • • Employees. who stay with the organization for a period of less then one year. who stay with the organization for a period of grater than a year. but less than two years. Post completion requirements: Within 1 month of the course completion. 45 . The employee should be in continuous service with the organization for 18 months post completion of the course. will have to repay 50% of the reimbursements. letter etc) from the institute with clear comments on his performance in grades/marks/CGPA or qualitative terms. will have to pay the entire reimbursements paid by the company. Distance Learning: Employees who are participating in a distance learning course will be eligible for: • A maximum of 14 days leave (Saturdays. What if employee leaves earlier? If the employee fails to complete the 18 months tenure then he/she will have to reimburse the entire amount to the company with 18% interest or the rate of interest discussed and agreed upon between the employee and the organization. Sundays and Holidays in between this continuous leave period shall be counted) for preparing for the examination.

46 . • A sound human resources plan will anticipate the skills that will be needed in the future. • Employees go to training because the seminar "sounds good". present and future. organized. and designed to contribute to the company's bottom line. and 5 days shall be adjusted against his/her PL. and then plan for the development of staff in advance. identify gaps in skills that are present. it also makes sense to choose the kinds of training that will result in employees being better contributors now. Training and Staff Development: Where does Training and Staff Development fit with Human Resources Planning? • When companies have well thought out and useful human resource plans.• Employees enrolled into a course with semester system of learning shall be allowed two set of leaves totaling 14 days subject to the person having passed the earlier semester with acceptable performance. Training identification process:The department heads will identify training needs for various incumbents their respective departments at the time of performance appraisal. A person applying for such a leave must have the requisite PL in the leave account for adjustment that is if the person takes 10 out of the maximum possible 14 days leave. it allows them to move training and staff development from a hit or miss process to one that is also strategic. • Much that passes for training in corporations yields no value at all to the company because training and staff development dangle unconnected to business needs. and will be needed. • Fifty percent of these leaves will be treated as leave with pay and balance 50% adjusted against the PL. so that the skills will be available when required. and also better contributors in the future. or "might be useful". and while it's sound to develop and train employees as an ends in itself. 5 days shall be treated as leave with pay.

forward details of external programs to all managerial staff (for nomination of self and colleagues). They will also make the necessary administrative arrangements. What if feedback is not provided? If the same is not provided the employee forgoes the opportunity of being nominated for the next program for 1 year. Who assesses training program’s effectiveness? The HOD/ immediate senior of the employee will assess demonstrated effectiveness of the training program. The HOD.HR department schedule will be finalized after reviews and will be circulated to the various departments. Every state and Unit has local training budget. A copy of the schedule will also be displayed on the company notice board. in consultation with the functional head. Heads of the departments are advised to utilize the same in consultation with the State HR/corporate HR. at regular intervals. This assessment will be provided by the HOD/immediate senior within 3 months of the employee joining work. The HR department will consolidate the requests and notify the concerned departments of the final schedule. Is there a training feedback system? On completion of the training. all employees will submit training feedback forms to the Corporate/State HR department within 7 days. This nomination will be based on the training-needs analysis and a copy of the same will be attached with the nomination form. will nominate employees for specific programs and route the request to corporate HR through state/Local HR. 47 . Where will be the training program details are available? The HR department will also.

List of the campuses will be finally developed by Corporate HR and be available with all State/Corporate HR. Manpower budget is approved at the start of the financial year. manpower requirement is a designated process. The format can be obtained from corporate/State HR or the HR web portal. This sanction can be provided only by the MD/Directors. 48 . Any variance in cost and number needs prior sanction. Bhaskar hires through the following procedures: • • • • Campus recruitment Off-campus recruitment Employee referral Internal job postings For all prospects within the group. The form can be obtained from Corporate/State HR or the HR web portal. the reputation of the campus. An attempt is being made to regularize and standardize process. whether budgeted or non-budgeted. Campus Selection: Which campus will be visited? The campus will selected by a team comprising functional/ \unit heads. a personal information sheet needs to be documented.RECRUITMENT: In Bhaskar. This will take into account the kind of talent required. Campus recruitment: Currently the campus recruitment process is non-existent in Bhaskar. A human resource requisition from has to be raised for any manpower requisition. so that the fresh young talents can be recruited and nurtured. and performance of the existing alumni working in the group. The request with justified reasoning should be routed through corporate HR.

Broad areas for Focus for selection: The panel of interviewers will evaluate a candidate against a pre defined set of parameters. One round of interview. This is an integral part of evaluation. This will be introduced after the group has evaluated and created its internal benchmarks by administrating the same to the star performers. If senior alumni of the chosen institute are part of the group. Selection Steps and Available time : Time is at a premium when carrying out on campus interviews because the entire process has to be completed in 10-11 hours. No psychological test shall be administered at this stage. The delegation of the process of introduction and presentation is not allowed.Who will handle the recruitment? Only employees in grade M2 and above will take part in the campus selection process. it will be determined the qualities that are core to Bhaskar’s culture. one of them will be encouraged to make the presentation. • • Written test Written test shall only be used for a functional competencies check. Corporate/State HR or the HR web portal. Extending verbal offers to selected candidates (HR). Detailed information on these parameters can be obtained. 49 . than the senior most person of the vertical will lead the team. One of the important criteria of selecting the candidate is attitude. • • • • Evaluation of the written test. If there is more than one person involved. This includes: • Pre-placement talk (PPT) Presentation by HR/Unit Head or Department Head. Selecting and announcing the short listed candidates for interviews.

The academics (scores). It covers organizational and career aspects that are relevant to the field for which the candidates are being selected.Placement Talk: This presentation will be sourced from the HR department. This is a useful aid in making a final decision at the end of all the interviews. The interview panel tentatively decides on one of the following ratings for the candidate: • • • Hire No hire Borderline case The interview panel also ranks the candidate in comparison with other candidates who were interviewed. written test performance. Off. • • • • • History of the firm Overview of the Bhaskar domain Work culture Career growth opportunities within the firm Compensation package The presenter should encourage questions from the audience and make a note of candidates who ask good questions. Interview Sheet: After the interview. all members of the interview panel fill out an interview sheet with comments on how they went. Pre. the National Vertical Head and the State Heads can add to the evaluation criteria.In addition. and interview performance are all considered in making a final decision. if required. covering each area. 50 .Campus Recruitment: Recruitment for employees in M3 grade and above would be accomplished in consultation of Corporate HR and after a personal interview with at least one member of M1level or the director if required.

HR will take care of the attitude and culture fit. 51 . IT and HR (M Grade) • • • Specific approval of the Corporate Vertical Head is a must. The Group Editor shall also be responsible for recruitment for editorial positions above the M3 level. shall be documented and be available with comments on the candidates along with the reasons for selection or rejection. Functional competencies shall be the Vertical Head or a person designated by him. Every interview held for any M grade position across the group from 15th April 2007. S. Selection authority: M1/M0 M3/M2 E.Recruitment for employees in M2 grade and below will be handled at the local level coordination with the Corporate HR department/Local HR and administration. A list of candidates interviewed in the past shall be readily available with Corp/State HR. The list of details required to issue an appointment letter can be obtained from Corp/State HR or the HR web portal. HR interaction will be limited to check attitude and culture fit. O grade : MD/Director/Group Chief HR : Group Chief HR/National vertical Head/State Head : Location Head/HOD/Local HR& Admin Department Other M grades: State head/Location Head/Designated official of local HR department Editorial (M Grade) • • • All editorial unit level recruitment shall be handled by the State Editor/Resident Editor in consultation with the group Editor. Accounts and Finance. These reasons shall be documented and be available with Corp HR will revert within 48 hours.

the following policy would be applicable: An employee who has left the organization for a competitive media house within two years from the date of exit from any of the locations of Bhaskar group. the proposed CTC should be accepted and signed by the candidate so that there is no dissatisfaction regarding what was committed and what was paid. he/she can only join on the same salary which was paid to the candidate on his/her last working day in the group. This period would be limited to one year if the employee has joined a media house outside the state/within the state. • • Recruitment consultancy should be kept in the loop of pre-interview &post interview periods and feedback should be given to the consultant. • The job description or the brief has to be in detail defining roles and responsibilities for the vacancy in process.. These guidelines provide the basis of an interaction meant to present a positive image of our organization. There will be no enhancement in salary or up gradation or change in designation. These guidelines must be adhered while dealing with the consultants. Recruitment Consultants: Bhaskar group uses the services of recruitment consultants to seek suitable candidates for appointment. in case of the appointment of M grade. 52 . A copy of the State/Local contracts should be available with Corp HR. • All contracts or agreements with placement agencies should be in writing reviewed each year in March. HR has set guidelines and relationship build-in with the selected set of recruitment agencies at every location. In case there is a situation leading to the reappointment. • Once the candidate has joined physically. the copy of the appointment letter should be sent to the recruitment consultant for their records and raising the invoice. which again should be paid as per the terms of contract. While negotiating the salaries. grade and designation.Reappointment of Ex-employees: For reappointment of ex-employees. Every communication should be in writing and should be sourced through only the authorized HR personnel.

the cover letter should give a brief summary of the employee’s association with the candidate. Can referral be made without the knowledge of vacancy? Even if there are no opportunities available. How will the referral scheme be communicated? All job opportunities with the required details would be posted on the intranet and notice boards. build better team work. as well as toward employees who make the effort to refer the prospective employees. employees can send in referrals. the referral will be considered in first-referred-first claim-basis. 53 . Whom do I send the referral? All the referrals should be send to the Corp HR for the senior positions and to the state HR for other grades in the given referral format. Hr will keep the transparent records of the referred candidates. The format for referral from can be obtained form can be obtained from Corp/state HR or the HR web portal. HR will be responsible for placing these positions on the HR portal. Decision on references will be non contestable and decided by Corp hr. which will be kept in the recruitment database. Please use the form provided for the cover letter. What if more than one person refers a candidate? In case of more than one employees refers a candidate. What should the referral contain? Candidates can be referred by sending an email with the candidate’s resume and a cover letter to the Corp HR.Employee Referral: The aim of the program is to make the recruiting process more cost efficient.

Senior management (M1 and above) Referral Bonus Rs. When will these job postings be communicated? 54 .3000 Rs. as detailed in the table below: Grade S E M4. the following employees are not eligible for referral bonus for the recruitment: • • • • HR members Managers with a direct reporting relationship to the referral.2000 Rs. Referral bonus restrictions: In order to avoid actual or apparent conflicts of interest. and is deemed fit by the Corp HR or the department head. permanent employee. if the referred candidate subsequently be hired by the company as a full time. Internal job posting: Whenever there is a job opening in the organization.5000 Nil Any other employee to whom the payment of a referral bonus would be deemed inappropriate under the circumstances (HR will inform such a person within 48 hours on receiving referral). Managers involved in the selection process. M2 M1 and above When will this referral bonus be paid? 25% of the referral bonus be paid out on the day of joining of the referred candidate and rest after six months.1000 Rs. M5 M3. it would be opened internally first for the employees to apply.Referral bonus : To encourage referrals. employees are eligible for referral bonus. The bonus amount is dependent on the grade offered to the candidate.

The employee will go through the selection process as required. the Department Head will have to release the candidate within 60 days of the announcement. Recruitment Administration: How will CTC be decided? The CTC has to be sourced from the Corp HR only. When will these job postings be announced? HR would post the available job on the notice board/intranet and the HR portal. What if the candidate is selected and his senior is not willing to relieve? Once the employee has been selected for another position in the organization. Transfer will be treated as a normal posting and not as a transfer on request. The information will cover: • • • • • • The role and responsibilities Competencies required Where the job is located The minimum qualifications and experience required Which employees are eligible to apply Last date of application and the process that would be followed. Who can apply? This policy is applicable to all full time employees who have completed one performance appraisal cycle.There is no predefined time limit for the posting of an internal vacancy. Does one need the approval of his/her senior before applying? No official approval or consent is required for the same. otherwise the appointment would not be considered and the salary eventually would not become payable. the National Vertical Head and State Head shall be informed. In case if the candidate is selected. 55 . the duration for which the vacancy is posted would depend on the nature and criticality of the job.

Those selected for the next round of the interview will be required to return the form with complete references. mobile. Who issues the appointment letter? The appointment letters for M grade would be issued from Corp HR only. date of joining. they will be given reference forms by the HR department. med claim and the month of next appraisal. Graduation or post Graduation) Orientation Induction program:56 Previous Medical test Age record Criminal employer Case to Case To basis carried by affiliated doctor only Case to Case To be Matriculation Self basis carried by affiliated doctor only out birth an certificate disclosure record be Matriculation Self out birth an certificate disclosure . Policy Guidelines Grade Below M3 Education check Most relevant(i. The offer letter should be specific vis-à-vis the salary heads and their applicability including PF contribution. Reference Check: When candidates appear for round 1 of the interview process. but the offer letter can be issue locally up to M3 grades. HR will verify the references and will not share the feedback received from the references with the candidate.e. conveyance. Graduation or M3 above Post Graduation) and Most relevant(i.The Corp HR will revert on any CTC query and structuring within 24 hours.e.

either party may terminate this agreement by giving 24 hours notice in writing or salary in lieu thereof. the employee will be deemed to be on probation and during this period. The probation period will be as follows: 57 . New employees need to complete the joining formalities on the day they join the organization.HR inducts employees in Bhaskar on the day of joining through an informal induction program is designed to familiarize the employees with organization and its members and other work related facilities. The formal induction program is conducted in the first week of the month and can range from one to fourteen days depending on the job profile. Employees on joining the organization will be given a welcome kit comprising: • • • • • • Leather briefcase(M2+Unit Heads) Organization diary Official tie First set of visiting cards HR manual ID card Probation and Conformation:Probation: For the first few months of service. depending on the grade. The joining form must be completed and submitted by the employee within 7 days of joining. All M grade appointees would go through an induction/orientation program at the corporate office. Bhopal through the training & development cell of the Corp HR department. Corporate/State HR will facilitate this process.

M3 and above M4. the notice period becomes effective as follows: M1 and above: 3 months M2 and M3 M4 and M5 : 2 months : 1 month When and how is the probation period extended? If on assessment it is found that the performance or potential of the employee is not up to the acceptable standards. Buddy System: Buddy system is a structured process used to provide help to an employee by another in developing or improving capabilities and in creating a relationship where both participants get benefit. The conformation will be released by HR and routed through the department head. HOD must inform HR a month in advance if probation for any employee is to be extended. the employee will receive a confirmation notification from the reporting officer. M5 E &S Management trainees Ex-employees Conformation: : Nil : 3 to 6 months : 6 to 12 months : 6 to 24 months : Nil After completion of the probation period. This will be given strictly on the due date. Otherwise HR will release the conformation letter for the employee after completion of the probation period. the probation period may be extended by 3 months. 58 . Once the employee has been confirmed. The employee will be intimated by HR on recommendations of the Vertical Head/Department Head in writing 15 days before the end of the probation period.

They will preferably from another vertical. Who can be a buddy? Buddy will be a person equal or one grade above the employee. Buddies help prepare employees to test and develop their skills. These will be formal ‘Buddy program Feedback’ sessions facilitated by the manager. Who assigns the ‘buddy’ and for what period? A buddy will be assigned by the HR department in consultation of the Vertical Head for the employee joining the organization. Is there an evaluation of the ‘buddy’ system? Buddy relationship will be evaluated in October for all buddies assigned pre June end and in March next year for all buddies assigned post June. What is the role of the ‘buddy’? The primary role of the buddy is to help in the orientation of new employee and provide developmental inputs.Who is a buddy? A buddy is a person who coaches and gives guiding inputs to the employee. The HOD will recommend the suitable buddy for the new employee. one person can be a buddy of a maximum of two employees at any point of time. assume greater responsibility. Buddies are always overaverage performers in the organization. COMPENSATION:Employee benefits and (especially in British English) benefits in kind (also called fringe benefits. Buddy shall be assigned for a period of six months or the first appraisal whichever is earlier. and gain visibility in advance through the organization. the buddy will work closely with the manager of the employee. The process owner of the buddy system will be local HR for M3 and below and Corp HR for M3 and above. Also. perquisites. perks) are various non-wage compensations provided to 59 . where-in inputs and feedback will be received for both the buddy and the candidate.

perks are given to employees who are doing notably well and/or have seniority. leisure activities on work time (golf. Common perks are company cars. In most countries. and—when multiple choices exist—first choice of such things as job assignments and vacation scheduling. etc. The term perqs or perks is often used colloquially to refer to those benefits of a more discretionary nature.employees in addition to their normal wages or salaries. tuition reimbursement. This policy aims at extending facilities and programs to assist employees manage their health and wellbeing needs. Where an employee exchanges (cash) wages for some other form of benefit. The purpose of the benefits is to increase the economic security of employees.). vacation (paid and nonpaid). daycare. social security. This is illustrated in figure: Figure 17-2. sick leave. group insurance (health. but are not limited to (employer-provided or employer-paid) housing. dental. Pay structural adjustment in a pay-for-performance system Healthcare at Bhaskar: Bhaskar believes that the health of its employees is a joint responsibility of the employee and the organization. life etc. hotel stays.). most kinds of employee benefits are taxable to at least some degree. this is generally referred to as a 'salary sacrifice' arrangement. profit sharing. 60 . They may also be given first chance at job promotions when vacancies exist. stationery. free refreshments. allowances for lunch. Often. Fringe benefits can include. The starting point for determining a pay increase is the position of each employee in the rate range after a pay structure adjustment has been made. funding of education. and other specialized benefits. retirement benefits. disability income protection.

Editorial staff. Production staff. Covered Amount(INR) 5. spouse and his/her 2 dependent children) is treated as one unit. The cover amount is as follows: Employee grade M0 M1 M2 M3/M4 M5 E grades with gross salary Rs. All staff in circulation and accounts (recovery). in case of injury due to accident.25 Lakh 2.e. The company has opted for a floating policy instead of a fixed cover.50 Lakh 1.500 The employees are insured for a fixed compensation.000 5.50 Lakh 1. and not covered under ESI Every employee covered under the scheme is provided details of the mediclaim cards and along with the list of associated hospitals and the claim process. This is over and above mediclaim.m. i. field reporters.00 Lakh 4. 6. This policy implies that the cover for each person in the policy is equal to the insured amount.25 Lakh 3. In the event of death. contribution by the co.10. the nominee will receive a sum which is equal to 40 times of the basic salary. if applicable.200 2. photographers. 61 .000 p.Mediclaim: All employees under M grade. employees who are not covered in ESI and are in E grade.400 4. All officers in grade M3 and above. and their families are provided with hospitalization insurance cover under the group mediclaim policy. Each family (Self. Group Personal Accident Insurance: The company covers the following group of employees under a group personal accident insurance policy: • • • • • • All marketing/sales-field force employed in any of the offices/units in the group.000+ 6. excluding those not involved directly with the production process.00 Lakh Amt.800 3.

it shall be mandatory for all Bhaskar employees to contribute for the support of the family: Grade Contribution employees(rs. and 75% of these collective funds shall be given to the family of the employee. if an employee in grade E expires. all employees will provide contribution. 75% of the total contributed by employees will contributed by the management. For instance. What is the process of contribution? In case of death of any employee within the group at any location including business offices. has approximately 8. Management will contribute 50% of the total contribution by the employees. They will be contributing a nominal amount only in the case of the Bereavement an O grade employee. Divya Bhaskar.000+ employees across 35 locations. which includes Dainik Bhaskar.) by the Contribution Management(as by the %of collection by employees) S 25 25% E 50 50% M4/M5 75 75% M3/M2 100 100% M1 and above 150 100% No contribution is usually solicited from O grade. My FM. Similarly. Contribution on Employee’s Death:Bhaskar group. The policy is especially formulated to be able to help the family of the deceased employee. and 50% of this total will be given to the family of the deceased employee. and BTV. The coverage needs to be extended during an employee’s probationary and notice period. Aha Zindagi. in case of a M4/M5 employee.The coverage automatically starts from the date of joining the company for the duration of employment. This amount will be decided by the committee. 62 .

the amount is to be decided on case-to-case basis by a committee comprising: • • • • • • • • Group Editor Group CEO Group Chief-HR VP-F&A National Vertical Head AD sales National Vertical Head Communications National Vertical Head SMD State Heads of MP-CG/Gujarat/Rajasthan/CPH Mr. Doctor at No Fee: It has been decided to extend the benefit of a doctor to all the employees of the Bhaskar group at all publication centers. Who decides the benefit value? For O grade. 63 .e. Manoj Garg. we assure a minimum amount of Rs. Corporate (F&A) would be the coordinator. The unit head would decide the timings. For other grades. they will be the beneficiaries though they will not contribute.1 lakh. i. In case of O grade employees. What is the scheme? The doctor would provide medical consultation twice a day.Who are the beneficiaries? • • All Bhaskar employees. two hours in the morning and two hours in the evening. The Coordinator is to ensure that the total process does not take more than 72 hours.

Where can be the checkup done? Checkup must be done through a designated registered diagnostic center. Local HR. Who selects the doctor? The doctor is selected by a panel of officers at the unit level. When is the checkup to be done? The person can get the check-up done in any one of the quarters. No separate clinic would be opened within the company premises. and must stick with the chosen quarter or the rest of the tenure with the organization. 64 . This doctor should be a general physician (minimum qualification MD/MS). in consultation with the unit head. This is to create awareness and to discern early health warnings to determine if anyone needs attention. Medical Check: Who is eligible? All employees (M3 and above) above 40 years of age have to undergo mandatory full health checkup. All the employees would be allotted an ID card without which the doctor would not carry out medical examination. Who is the process owner? The process owner for this policy is state head/local HR. should establish a local tie-up for the check-up centers.The consultation would be offered at the clinic of the doctor.

if on leave. they need to be marked in the attendance register as ‘T’. In case employees are traveling for work. Thus. the following guidelines/policies have been designed. Work Life Balance: Objective: Bhaskar understands that employees have personal commitments which they need to meet. Employees are required to sign against their name everyday in the attendance register. The person does not need to submit the final reports to the organization. to assist employees meet their requirements along with the business objectives. Official Working Hours: The office timings for all the employees except editorial would be as follows: • • • Operators and office boys: 9:30am to 5:30pm Other staff Managers and above : 10:00 am to 6:00 pm : 10:30 am to 6:30 pm This period includes a half-hour lunch between 1: pm to 2:30 pm. depending upon the employee’s entry time Recording attendance: Recording attendance is essential for maintaining leave records and for salary calculation.The person has to provide a certificate to demonstrate that the check-up has been carried out. Is there a grace period? 65 . employees are requested to mark their attendance for the convenience of all. Employees on leave are required to submit a leave application for approval by manager except in case of casual leave where the application needs to be submitted after resuming work. Thus. ‘L’ is entered against their name.

What if have to go on a call/work directly from home? In case the person is going directly to another location on business. Four late marks in a month results in half leave day deduction. they may also take leave without pay (LWP). In special circumstances. employees must submit a leave application. All employees are eligible for seeking Privilege leave. All classes of leave are granted only at the direction of the respective managers/HODs. Leave: Leave rules will apply to all employees in the Bhaskar group and shall be administered on financial year basis. Type of leave Casual Medical Privilege Entitlement for the Accumulation leave year 9 12 21 No accumulation 36 days 54 days Encashment number(Annual) No No 12 66 . All leaves except casual leave need to be applied for in advance. after resuming work. when employees are unable to obtain prior approval. he/she shall inform the local admin department or Head of Department of the same.A 15 minute grace period is allowed for the employees to reach office. State Heads/Unit Heads/HODs will leave carry planning in respect of their staff and ensure that leave is staggered and spaced out so that the work does not suffer. they are required to inform their manager as soon as possible. In case of a sudden absence. In addition.

Privilege Leave 67 . the management may at its sole discretion terminate the employee from its services. Medical leave availed in excess of entitled/accumulated leave can be adjusted against PL. unless taken for more than 10 days. including paid holidays. Casual Leave (CL) • • • Casual leave cannot be availed for more than 3 days at a stretch. Holidays and weekly-off falling in the duration of leave will not be counted as part of leave taken. A medical certificate from an authorized medical practitioner would be required to claim the entitlement. Those employees covered under ESI/Factories Act and there in would not be covered under this scheme. Leave entitlement for new employees shall be proportionate to the actual days worked. Medical Leave • • • • Medical leave cannot be refundable. Casual leave would be calculated on annual basis and shall automatically lapse after the close of the year. Casual leave is not nonrefundable.Note • • • • All accumulation in excess of above provision will lapse automatically. If any employee absents herself or himself from duty without intimation or sanction exceeding 7 days.

If employees need to take leave after exhausting all the privilege leave available for the quarter. and it must be discussed with and agreed upon by the reporting officer and HR. Leave without pay Leave without pay is used in exceptional cases such as long-term illness or any other emergency. Privilege leave may be encahsed not exceeding 12 days in a year (only for M grade employees). Encashment would be affected on the basis of basic salary only. Maternity leave can be availed for pre &post natal care during pregnancy and confinement. they can under special circumstances request permission to take leave without pay. Maternity Leave If employees have worked in the company for a period of at least 80 days immediately preceding the expected date of delivery. The entitlement is as follows (only for the first 2 children): Less than 6 months of employment: 7 days 6 to 9 months 9 to 12 months 1 to 2 years 2 to 3 years : 15 days : 30 days : 45 days : 60 days 68 . then they are entitled to maternity leave in accordance to the Maternity Act.• • Privilege leave can be combined with Medical leave but not with casual leave.

who have worked for more than 6 months in the company. are entitled to take paternity leave of 7 days for the first two children. This benefit is subject to a maximum limit of US$ 1000.Beyond 3 years Paternity leave : 90 days Employees. Employees are entitled to reimbursement of expenses on actual (for accommodation and boarding) incurred on official travel outside India. International Travel Travel will be by economy class by air (except for Directors). Local transportation would be on actual basis. This provides indemnity for expenses incurred for emergency medical treatment for any illness or injury during the travel period. Special leave The organization allows certain special leaves to its employees. 69 . These are treated as leave with pay and are in addition to the normal leaves available: Death of parent: 10 days Own marriage : 7 days Anniversary : 1 day Birthday (self) : Half day Entitlement:Domestic Travel Employees are entitled to the reimbursement of the expenses (for both travel and accommodation) on actual incurred on outstation official travel in India. Employees are also entitled to the Overseas Medical Insurance.

number of nights spent in foreign country will only be considered (nights in flight should be excluded).III US$ 150 All other categories Category-IV US$ 125 Those traveling to SAARC countries will be paid US$ 100 as daily allowance irrespective of categories as above. should be clearly stated in the approval note. which is over and above the entitlement allowance as mentioned above. Recreation Objective: To provide its employees a fun environment and a break while at work.Grade wise Entitlement M1/and above Category-I US$ 250 M1/2& M2/2 Category-II US$ 200 M3/1 & M2/2 Category. Reimbursement of expenses After the tour. 70 . Employees are required to submit air tickets or information on the mode and class of travel by train or bus and accommodation and boarding bills. Bhaskar has planned some occasions for celebrating. • • • For calculation of above entitlement. The following guidelines need to be adhered strictly: • Any special expense to be incurred on the foreign trip. In case if employee departure from visiting location after 6 pm. then 50% of daily allowance may be claimed for that day. 50% of the total entitlements drawn as allowance need to be supported by bills. in support of reimbursement claims. employees are required to submit the Tour Expenses Statement to Corporate HR/Administration/Corporate F&A within a week from the date of return.

Administrative Objective: This policy aims to extend support to employees for regular jobs related to their routine work in order to increase efficiency. Broad guidelines are defined for the functioning and the local units can take a call on operational matters on a day-today basis. Mumbai. Delhi. The events will be location specific and the local team will have full discretion to decide on events within the budget. Guest House Company-maintained guest houses are operational in Bhopal. Decisions on the events shall be made by the Unit Head in consultation with the Unit Head of Departments of the verticals. Cafeteria Cafeteria facility is provided at all the publication centers. Jaipur and Indore. 71 .Events Each unit/business office will have a social get together budget that will be used for celebrating key events or to organize get together or similar social gatherings.

Reprint of business cards The number of business cards to be printed in the first lot is decided depending on the job profile Marketing/Editorial/HR : 200 Circulation/Production/Admin/Finance: 100 E-mail ID Corporate/State HR will be responsible and accountable for opening of the e-mail for any new employee. What is the protocol on e-mail ID? Across the group the e-mail ID protocol is: Corporate offices: name@bhaskarnet.The guest houses at Bhopal. The employee will be reimbursed 50%DA for the stay in the guest house. Business Cards and E-Mail ID Business Cards Corporate/State HR will be responsible and accountable for initiating the printing of business cards. there are specific charges for the state staff and if out of state or corporate staff stays at the state guest house. the charges as applicable or in force can be debited to the respective offices or headquarters. E-mail must be opened within 24 hours of joining the group. Business cards must be ready and handled over to the employee preferably on the first day in office or latest within 7 days of joining. Delhi and Mumbai are maintained by the corporate office and hence there are no charges for stay.com 72 . In case of Jaipur and Indore.

000 entitled M3:7.com Relocation: Objective: Assistance is extended to employees relocating to any office of Bhaskar.com In case there are more than two namesThe person joining later will get the e-mail id will be First two-letters-of-surname_name@nhaskarnet.bhaskarnet.500 M4/M5:5. 73 . the company extends a deputation allowance. Relocation Reimbursement: For all employees.com or First-letter-of-surname-first-letter-of-the-middle-name_name@bhaskar.bhaskarnet.com state.State offices/unit: name@stateabbreviation. accommodation and transportation expenses in relevant cases. relocation expenses will be reimbursed based on the following grid: Grade Freight (Including transport M1 and above Others Insurance) Actual 1 Truckload & Actual Actual As per the class Actual entitled As per the class M2:10.000 Transportation of car Family travel Packing or Employees on deputation: For employees on deputation.

Once deputation is over. he/she will be provided a mobile SIM and instrument for Punjab from the budget of the concerned project. For M1 and above the reimbursement will be at actual.For more than one month stay. For example. New Employees: In case of new appointments. This period is extendable maximum by another 7 days on approval from the National Vertical Head/State Head. this facility will be withdrawn and cannot be accumulated. This policy aims at providing guidelines to employees in relation to privacy and confidentiality of information. This amount would be adjusted / deducted in case the employee leaves the organization/group within a year of joining. The organization also assumes the responsibility to keep the work environment safe for both the company and the employees. The employee will be allowed to have 2 days visit to home. if a person A from Bhopal is sent to Punjab on project/assignments. Privacy and Confidentiality: Objective: Bhaskar’s business environment requires information to be kept confidential and the group also understands the need for employee personal information to be safe-guarded. Any continued stay at a location for more than 60 days will automatically be treated as on deputation or has to be converted into transfer. excluding travel time. For transportation of new employee’s household goods and personal belongings to the appointed location. the amount not exceeding Rs. The expenses of this SIM would be borne by the parent unit itself. transit accommodation in a hotel or guesthouse would be provided by Bhaskar for up to 7 days. one return ticket per 30 days will be provided.15000 can be allowed on production of receipt from the transporters. A local SIM will be provided to the employee who is being sent on deputation/project for more than 10 days by the respective unit. 74 .

Access/ID Cards: 75 . Drafts of reports and brochures. if known by a competitor. or as required by law. could put the company at a disadvantage should be considered sensitive. In other words. Personal information about any employee. Accounting records. Types of sensitive information include but are not limited to: • Information about past. professional and to avoid gratuitous comments or discussions. which. can be misconstrued or which do not reflect the company’s professional image. Email related to work and business of the company. whether internal or external. this information can not be disclosed to outsiders except as necessary to service the investor’s account. Unless given prior authorization. or prospective investor. • • • • • • • • Information concerning the operation of Bhaskar trading strategies.What information is sensitive? Any information that. Bhaskar future plans. when taken out of context. Doing so will help prevent the company being exposed to unwarranted regulatory risks because of careless comments. they are expected to be courteous. Employees are expected to conduct communications as if they creating a permanent record. Profit & loss (P&L) information. Compensation information. oral or electronic. Phone and Email Communication: Employees are expected to adhere high standards of professionalism in all communications. or through voice mail or email. current.

access card. termination or death. reimbursement. and a new card will be issued. RESIGNATION:76 . In case an employee loses a card. the organization accepts that there are occasions when the relationship with the employee can not continue. elimination of personal liability with responsibility related to aspects such as purchasing. PARTING WAYS: OBJECTIVE: Bhaskar value its employees and strives to provide an enriching work experience. retirement. In case an employee has not been issued a permanent card. This policy aims at providing the employee and supervisor with important information regarding separation-process. she/he would be issued a temporary card. The cards need to be carried by the employee at all times when in the office premises. keys. Separation may occur due to resignation. The employee will be charged for the replacement of the card at 100% of the cost of card for the first time loss. However. and 200% of card cost on the second occasion. she/he needs to inform the HR/Administration and the head of department. Identity cards are sensitive and employee has to take due precaution in handling it. she/he needs to return the card to Finance & Accounts as a part of full and final settlement. Not bringing the card to work consistently will be viewed as a serious breach of security. When an employee leaves the organization.All employees will be issued with non-transferable identity cards. laptops and vehicles.

Resignation is a voluntary separation by the employee if he/she is desirous of leaving the services of the organization. All the employees need to inform their manager and HR and are required to give one month notice in writing or in accordance with the terms of appointment. Any family or personal emergencies The waiver needs to have the sanction of the director. The reasons that can be considered are: • • The tenure of the employee and his credibility while in employment. The bonus of the same shall be on the national vertical head/state head. No other person recommended/process this adjustment. after full consideration the employee decides to leave. What is the separation process? • The employee needs to inform his/her decision of resigning to the respective manager and HR indicating the last date of employment and reason for resignation. Is there a notice period to be served? Serving of notice period is a must for every employee. Notice period can only be waived or negotiated by national vertical head with justified reason. What if the manager takes undue time for forwarding the resignation letter to HR? The date of resignation shall remain effective from the date the letter was handed over initially and not when the letter is forwarded. the manager will forward the resignation to the HR. however. 77 . if they wish to terminate their employment relationship with the organization. the manager must forward the letter within 7 days or must inform the HR department of the resignation and the reason for delay. In any case. • • The manager will discuss his/her reason for resignation and evaluate different options with him/her. PL available can be adjusted against the notice period. If.

the exit interviews would be conducted by the corporate HR. Where will the exit interview be carried out? M1 and above: MD/director. who does not serve the notice period.What if the employee does not serve the notice period? Employee. Bhaskar reserves the right of taking the person to court on breach of agreement. Feedback on areas of improvement in the department/organization. anywhere in the group. The business offices will send the copy of the exit interview only to corporate HR. When will no-dues certificate be prepared? The no-dues certificate will be prepared only when the fully filled exit interview form is made available to the local Accounts and HR department by the concerned HOD. of all employees. Areas of weakness of the department/organization. The format of exit interview will include discussions on followings: • • • • • Areas of strength of the department/organization. Any other suggestions/feedback about the organization. no retirement/resignation benefits are availed). EXIT INTERVIEW: The exit interview shall take place on any day after acceptance of the letter. It will mandatory to conduct exit interviews of all M grade employees and if possible. For grade M3 and above. 78 . at location convenient to both M2: Corporate HR Bhopal and national vertical head M3: Corporate HR Bhopal/state head or unit head M4 and below: unit head/department head The exit interview document will be the key input for any reappointment of ex employees. will be deemed as terminated (to be communicated officially.

The retirement age is as follows: M1 and M0 For M grade employees For other grades : 65 years : 60 years : 58 years Editorial staff in M1 grade and above: 65 years The local HR admin will communicate to all retirement in writing at least 3 months in advance of the date of retirement. Final settlement of the person has to be made on or before the last date. RETIREMENT:All the employees retire on the last date of the month in which they complete the retirement age according to the organization’s records. HR and Accounts department will ensure final statement of accounts at the earliest. RETAINSHIP: 79 . HR processes the relieving letter. When is the final settlement to be made? Once the final clearance with no dues is confirmed after the exit interview. The process owner for final settlement is F&A. All settlements would be processed before the employee leaves. the responsibility and the accountability rests with the department/unit head conducted.Who is responsible for scheduling and conducting the exit interview ? Though it’s in self interest of the employee leaving the organization to have the exit interview done. • • • The HR department will inform the employee and the finance department about his/her last day of employment one month prior to retirement. experience letter and final settlement cheque. The compensation of the employee will be stopped from the date the retirement takes effect.

MD/Director will be the sole approving for cases of termination in M2 and above. The retainer ship compensation would be fixed as mutually agreed. The MD would approve all retainer ship arrangements. Bhaskar matter policy. which can be reviewed/extended for a period 1-3 years. The notice period will be 1 month either side. will try to create and find appropriate roles for all the employees. INVOLUNTARY SEPARATION/ TERMINATION: The organization works on the policy of finding and utilizing employees best suited to the need based on their talent aptitude and attitude. It may at some stage in rare cases become essential for the organization to terminate the services of an employee. The organization initiates termination of employee when an employee is unable to meet the organization’s performance or discipline standards. Maximum period of retainer ship would be 3 years. which are authorized to take such action with due consultation with corporate HR/ national vertical head.The management may retain an employee in service beyond his/her age of retirement if it considers that extension of service under retainer ship arrangement would prove valuable to the group. All cases of termination should be processed in accordance with legal/statutory provisions through the local HR administration 80 . For all the other grades. it is the HOD/Unit head/functional head.

CHAPTER – 3 3.6 Type of Research 81 .

Marital Status. Feelings. Sex. Traffic Flow 82 . Interests.TYPES OF RESEARCH:Demographic/Socioeconomic:Age. Ideal-Self) Behavior:Purchase. features. Wants. Occupation Psychological/Lifestyle:Activities. Income. Personality Traits Attitudes/Opinions:Preferences. Use. Timing. Inclinations Awareness/Knowledge:Facts about product. Wishes. Views. uses Intentions:Planned or Anticipated Behavior Motivations:Why People Buy (Needs. price.

CHAPTER – 3 3.7 Sample Size and method of 83 .

Selecting Sample Sample Size and method of selecting sample:UniverseThe sample universe is that of relevant for this project includes all the parties to whom the paper is provided by Dainik Bhaskar. Sampling PlanSampling techniqueDainik Bhaskar (Print Media) is divided in five major departments (HR & Admin. documents. surveys. Middle management &executive level). 84 . We have conducted the survey mainly in the HR department and we have covered the three hierarchy level of this department (Top management.. Secondary – HR Manual. Magazines. Internet. Newspaper. Data SourcesPrimary – Questionnaire. Production. SMD). Ad Sales. Finance & Accounts. case studies & text books on HR Planning and HR Policies.

Data collection method:Use of questionnaire. Some HR policies are collected from HR manual. Asking for their opinions. the history. characteristics. Interacting with respondents. diversification etc. about Dainik Bhaskar is collected from documents & surveys. Some information is gathered while working on projects with different department like HR. motivations. No interaction with respondents. 2. and Ad Sales etc. NOTE-: As far as quality is concerned I tried best to take employees who had spent quite some time working in Dainik Bhaskar &also sample from three hierarchical levels is taken to maintain the quality of the survey. Observation Methods1. Events. Let them behave naturally and drawing conclusions from their actions. Communication Methods1. Marketing. 2. Communication Methods:-  Surveys  Focus Groups  Panels 85 .questionnaire on HR Planning &HR Policies for different hierarchy levels of HR department for the whole sample size irrespective of their designations. background. attitudes.

Interests.   Highly versatile in terms of types of data Generally more speedy Typically more cost effective  Electronic media have made observation cheaper  Activities. Personality Traits Observation Methods:-  Direct observation  Contrived observation (laboratory)  Content Analysis  Physiological measurement  Electronic methods  Greater objectivity  less researcher bias  More accurate  less “response tendency” or “demand effects” 86 .

 Limited in terms of what can be observed 87 .

CHAPTER – 3 3.8 Scope of the Study 88 .

what are the organization’s current and future HR needs? Priority Setting and Work Plan: Based on the organization’s priorities. External Scan: Determine the most important environmental factors expected to affect workforce capacity. environmental scan. and 2) What strategies will achieve the desired outcome? Monitoring. Evaluating. and HR performance related data: 1) What are the major human resources priorities. evaluating. given known operational and HR priorities and emerging issues. set targets. • • Internal Scan: Identify factors internal to the organization that may affect HR capacity to meet organizational goals. to integrate results information into decision making processes and determine future priorities. and reporting (internally and publicly) performance results advances our capacity to measure performance. and attempts to link human resource planning to overall business planning or strategic planning. and. most importantly. However. • Workforce Analysis: A key component of HR planning is understanding your workforce and planning for projected shortages and surpluses in specific occupations and skill sets.Scope of the Study:As with strategic planning. 89 . • • Gap Analysis: Based on an analysis of the environmental scan and operational business goals. here's a model which relies on gap analysis. Reporting: Monitoring. there is no one way to undertake human resource planning.

CHAPTER – 3 3.9 Limitations of Study 90 .

It may happen that employees may not have given their honest opinion due to some reasons. 91 .Limitations of Study:• • All employees of Dainik Bhaskar are not covered under the sample size.

CHAPTER – 4 Facts & Findings 92 .

Employees need different kind of working environment at different levels. Communication barriers can create high amount of dissatisfaction among the employees and some time it takes the form of rumors and affect the organization badly. 3. Recognition-: Recognition is important to keep employee motivated and committed to the organization. 93 . 6. Communication-: Clear upwards and downwards communication is required for the employee involvement in the organization. Otherwise employee motivation and so employee engagement can come down dramatically.Facts & Findings 1. Transparency-: Transparency in the organization is required at all the levels and it actually creates a good amount of enthusiasm especially among the middle and bottom level of management. Different levels of hierarchy require different kind of recognition. Performance appraisal-: Appraising performance should be done in such a way that it does not threat the employee that any point of time. Relationship-: Interpersonal bonding is essential for getting out of the employees coaching and mentoring system not only developed the employee but also builds a moral bonding for better engagement. Working environment-: Working environment is an important factor to keep the employees engages to the organization. 4. 2. HR people must keep this factor in mind. 5.

8. Compensation-: Compensation is a major factor of motivation. Monetary and nonmonetary compensation can be used wisely to motivate the employees and keep the engagement level higher.7. 9. CHAPTER – 5 Analysis & Interpretation 94 . Learning and growing opportunities-: this factor is especially important for the bottom and middle level of management and it ensures long term employee organization orientation and employee commitment. Motivation-: Overall motivation of the employee depends on numerous factors and it is a most important aspect of employee engagement.

.?  Times of India  Rajasthan Patrika  DNA  Economic times  Others Others 23% Raj Patrika 17% Economic times 14% Times of india 27% DNA 19% 95 .1. Do you take services of any other Newspaper.

• 27% of the people whom I surveyed also take services of Times of india. Which all services of the Dainik Bhaskar do you use?  Home Services  Purchase on Shops  Internet  24 hours Available(Free Services) others 14% free Services 8% Purchase on  others shops 47% internet 15% Home Services 16% 96 . 23% use others. 19% use DNA. 2. 17% use Rajasthan Patrika & 14% use Economic times.

16% use home services. 3.47% of the people surveyed use more than one of the purchase on shop. 14% use only others. Are you aware of various DAINIK BHASKAR schemes?  Nil  Average  Fully 97 . 15% use Internet & 8% use free services.

How long have you been investing in market?  1-5 years  5-10 years 98 .Fully 16% Nil 29% Average 55% • Of the people surveyed 55% are averagely aware of the schemes. 4. 29% knew nothing about the schemes and 16% knew fully about the schemes.

 Above 10 years above 10 years 27% 1-5 years 34% 5-10 years 39% • 39% of the people are investing for the period of 5-10 years. 34% for 1-5 years & 27% above 10 years 99 .

CHAPTER – 6 SWOT 100 .

WEAKNESS: Low Price.e femina so on. i.  Good Brand Image in Market.SWOT STRENGTHS: It launches every time new and innovative products with good strategic plans.  New company products sale in market. OPPORTUNITIES: Now a days use of Short paper is decreasing.  Fast Service mostly in every Region.  Demand of new books in Market. 101 . THREATS: Others companies position and competitions with them.  Do not have access on regional Exchange.

CHAPTER – 7 Conclusion 102 .

CONCLUSION
The works on the Project study was a wonderful experience in my life. The study has been extremely useful in developing my professional skills and personality. The training help me a lot to adapt myself to actual working environment and to work in coordination with the other team members. Further, the guidance, support, cooperation and assistance provided by my seniors and colleagues at Dainik Bhaskar helped me to better understand the real working environment. The practical experience gained during the short period of 10 days will go a long way in achieving my real goal and ambition in my life. • • Different hierarchal level has different responsibilities towards planning of human resource due to various priority factors. In Dainik Bhaskar HR department has following priorities for HR planning:  Goal oriented  Responsibility  Relationship  Working environment

Also different hierarchal levels shows different interests: Top management-: Motivation & Learning & Growing Opportunity, job challenges, power & authority, designation in the organization.

Middle management- growth opportunity rewards 7 achievement, non-monetary benefits, and quality of work life, career planning & recognition.

Executive level- working conditions, growth opportunities, monetary & nonmonetary benefits & communication.

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CHAPTER – 8

Recommendati on and Suggestions

104

RECOMMENDATION AND SUGGESTIONS
Dainik Bhaskar has excellent policies for HR Planning although its needs to focus on certain aspects which are mention in the following:

1. Human resource planning should be properly organized and a separate manpower planning division must be created.

2. An adequate database should be developed for human resource to facilitate planning.

3. The quantity and quality of human resource should be stressed in a balance manner. The emphasis should be on filling future vacancies with the right people rather than merely matching existing people with the existing jobs.

4. The period of a human resource plan should be appropriate to the needs and circumstances of Bhaskar.

105

CHAPTER – 9 Appendices 106 .

Yes_____ No_____ 6. Do you have a program to assist employees when their personal problems may affect their on-job productivity (e. alcohol or drug related. financial etc. Yes_____ No_____ 3. future job prospects and other issues affecting the company? Ans. Do you have a formal or informal orientation program for new employees? Ans.APPENDICES:QUESTIONNAIRE 1.g. Yes_____ No_____ 107 .Do you have a well understood pay-for-performance compensation program? Ans. Yes_____ No_____ 4. Do you provide incentives or rewards to employees for bringing forward suggestions or improving productivity? Ans.)? Ans. Do you communicate regularly with field employees regarding the success of the company. Yes_____ No_____ 2.Are you presently doing performance evaluations for all field employees on a regular basis? Ans. Yes_____ No_____ 5.

employee attitude. Do you actively encourage unskilled workers to enroll in programs and do you attempt to give apprentices varied work experience? Ans. receiving formal feedback on company policies. Yes_____ No_____ 11.7. Do you conduct occasional surveys of your employees. Do you formally recognize field employees with 20 or 25 years service with your organization? Ans. etc? Ans. Yes_____ No_____ 14. Yes_____ No_____ 13. Do you conduct regular surveys of your competition to ensure your compensation policies are competitive? Ans. Yes_____ No_____ 8. When hiring field employees. Yes_____ No_____ 12. Do you have a formalized complain resolution process within your company? Ans. Yes_____ No_____ 9. Does your company offer a pension or retirement savings plan or profit sharing plan for field employees? Ans. benefits. How do you compare your brand with DAINIK BHASKAR:…………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… 108 . do u screen workers according to skills? Do u do reference checks on all new hires? Ans. compensation. Yes_____ No_____ apprenticeship 10.

CHAPTER – 10 Bibliography 109 .…………………………………………………………………………………… …………………………………………………………………………………….

Human Resource Management. www. www.hr.hrps.G. www. Sudha 2. www. HR Manual. www. Journal.com 110 .S.HR Purview 3.org 5.org 4.citehr.com 3.com 6.isrinsight.in 7.google.com 2.wikipedia. www. www.Dainik Bhaskar Internet References: 1.BIBLIOGRAPHY Book References: 1.bwbusinessworld.