CHAPTER — 1 INTRODUCTIONINTRODUCTION Attrition, in Human Resource terminology, refers to the phenomenon of the employees leaving the company. Attrition in a company is usually measured with a metric called attrition rate, whieh simply measures the number of employees moving out of the ‘company (voluntary resigning or lay off by the company), Attrition Rate is also referred as chur rate or turnover. “the rate of shrinkage in size or number” In the best of worlds, employees would love their jobs, like their co-workers, work hard for their employers, get paid well for their work, have ample chances for advancement, and flexible schedules so they could attend to personal or family needs when necessary. And never leave. But then there's the real world, And in the real world, employees, do leave, either because they want more money, hate the working conditions, hate their co-workers, want a change, or because their spouse gets a dream job in another state.Human Resource Management For any organisation to function effectively, it must have resource of men (Human Resource), money, materials and machinery, The resources by themselves cannot fulfil the objectives of an organisation, they need to be collected, co-ordinate and utilized through human resources. And, the effective management of human resources is also vital. Hence, Human Resource Management (HRM) has emerged as a major function in organisations. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is the process of recruitment and selecting employee, providing orientation and induction, training and development , assessment of employee (performance of appraisal), providing compensation and benefits, motivating, maint proper relations with employees and with trade unions, maintaining employees safety, welfare and healthy measures in compliance with labour laws of the land. Before we define HRM, it seems pertinent to first define the term ‘human resources’. In common parlance, human resources means the people. However, different management experts have defined human resources differently. For example, Michael J. Jucius has defined human resources as ‘a whole consisting of inter-related, interdependent and interacting physiological, psychological, sociological and ethical components”. aaaObjectives of HRM ‘The primary abjective of HRM is to ensure the availability of right people for right jobs so as the organizational goals are achieved effectively. This primary objective can further be divided into the following sub-objectives: 1. To help the organization to attain its goals effectively and efficiently by providing competent and motivated employees. . To utilize the available human resources effectively. To increase to the fullest the employee's job satisfaction and self- actualization. To develop and maintain the quality of work life (QWL) which makes employment in the organization a desirable personal and social situation, . To help maintain ethical policies and behavior inside and outside the organization. To establish and maintain cordial relations between employees and management, . To reconcile individualigroup goals with organizational goals.Functions of Human Resource Management We have already defined HRM. The definition of HRM is based on what managers do. The functions performed by managers are common to all organizations. For the ‘convenience of study, the function performed by the resource management can broadly be classified into two categories, viz. ‘Conflict Management Participation of Employees Discipline Managerial Functions: ‘The Human Resource Manager is a part of the organisational management. So he must perform the basic managerial functions of planning, organising, directing and controlling in relation to his departmentOperative Functions: ‘The operative, also called, service functions are those which are relevant to specific department. These functions vary from department to department depending on the nature of the department Viewed from this standpoint, the operative functions of HRM relate to ensuring right people for right jobs at right times. These functions include procurement, development, compensation, and maintenance functions of HRM. Human Resource Challenges Issues such as cash flow, competition, and revenue growth are top of mind for small business owners and their teams. Along with these challenges comes another area many companies struggle with: human resource management. #1. Compliance with Laws and Regulation Keeping up wit choose to ignore employment laws, believing they don't apply to their business. But doing so could mean audits, lawsuits, and possibly even the demise of your company. changing employment laws is a struggle for business owners, Many #2. Management Changes As a business grows, its strategies, structure, and internal processes grow with it. Some employees have a hard time coping with these changes. A lot of companies experience decreased productivity and morale during periods of change. #3. Workforce Training and Development Investing in the training and development of lower-level employees is another common HR problem. Some businesses have trouble finding the resources to do so. Employees on the front lines are some of your hardest workers, and may not have the time to take a training course.#4. Compensation Many companies are struggling with how best to structure employee compensation, Small businesses have to compete not only with businesses of a similar size, but also with corporations with big payroll budgets. Plus, you have fo factor in the cost of benefits, training, taxes, and other expenses. which can range from 1.5 to 3 times the employee's. salary #5. Recruiting Talented Employees Attracting talent is a huge investment of time and money. It's difficult for entrepreneurs to balance between keeping a business running, and hiring the right people at the right time. In addition, i's impossible to know whether a candidate will actually be a good fit until they've worked for you for a period of time #6, Retaining Talented Employees Competition for talented employees is flerce. Startups and small companies don't have big budgets for retirement plans, expensive insurance plans, and other cosily items that th larger competitors do—at least, not yet. Employee turnover is expensive and can nagatively impact business growth, Now a days this is one of the most important question which is asked by higher authority to HR people...."Why our attrition rate is higher than other company". Earlier it wasn't important for the organization, whether their employees are committed or not, but now the lime has been changed. The ‘company cannot afford to lose its best emplayee to competitors. Therefore, HR team conducts EXIT interview when an employee left the job to get the information about one’s decision to leave an organization, It is a paramount consideration for a HR team to think, why people are vacating their positions. Still Human Resource team face the challenge due to wrong information provided during EXIT interviewOBJECTIVES OF THE STUD “ To find out the specific reasons why the attrition occurs and the possible way to reduce it To analyse the attrition rate in different department. To suggest the area of improvement. Comparative attrition rate analysis between various departments. * To study how efficiently management settle a Grievance in an organization. To know the reason of grievance at Dainik Bhaskar Raipur. SCOPE OF THE STUDY: To determine effect of attrition on the business. * * Determination of solutions to avoid or to control attrition. * To understand the extent of job satisfaction among the employees. To suggest proper measures. Helping them to reduce the employee Aitrition, This study helps the company te understand more on the attrition rate in the company, The study educates the causes of attrition for employees in an organization. “> The study also helps to find the drawbacks of the current retention strategies. NEED OF THE STUDY The study was mainly undertaken to identify the level of employee's attitude, the dissatisfaction factors they face in the organization and for what reason they prefer to change their job. Once the levels of Employee's attitude are identified, it would be possible: for the management to take necessary action to reduce attrition level. Since they are considered as backbone of the Company, their progression will lead to the success of the Company for the long run,DEFINING ATTRITION: * "A reduction in the number of employees through retirement, resignation or death." Normal and uncontrollable reduction of a work force because of retirement, death, sickness, and relocation. It is one method of reducing the size of a workforce without management taking any overt actions, - Dictionary of Business Terms A gradual reduction in work force without firing of personnel, as when workers resign or retire and are not replaced. ~ Phill and Ralph Peters Attrition Rate Of Different Sector In India Almost all the sectors in India are facing attrition, but the reasons and effects are unique to each sector. The attrition rates of different sector are The BPO sector has highest attrition rate i.e. 50%. The aviation sector, pulsating with the early of numerous private players, has thrown up irresistible opportunities, fueling attrition to 46%. In case of Service sector highest attrition levels are seen in sales. One reason for this is the fact that companies in the FMCG sector are themselves hiring more salespeople. Another reason is that insurance and telecommunications sectors are also hiring people. At PepsiCo India, according to Pavan Bhatia, executive director, human resources of the company, the proportion of people hited in sales to total hires, increased from 20% in 2016 to 70% in 2017. Leading business chambers of commerce and industries, Confederation of Indian Industry (Cll), Federation of Indian Chambers of Commerce and Industry (FICCI), Associated Chambers of Commerce and Industry of India (Assocham) and Indian Merchants’ Chamber (IMC) also facing a major problem of attrition, The attrition rate among these organisations ranges between 6% to well over 835%. Sources at these organisation said that though they revise salary and remuneration by at least 25 to 30% annually, it seems it was quite inadequate ‘compared to the market trend. Cll, which has a total employee strength of around 550 across India, has the attrition rate of 5 to 6%. FICCI, which has almost equal strength of ‘employees, the attrition is almost up to 20%. FICCI sources informed, “Apart from lucrative salary package, staffers take the advantage of command in various subjects and sectors, At FICCI, recently a staffer, who was drawing Rs 15 lakh annually, got a package of Rs 1.50 crore, while another had been lured by an industry in the entertainment sector for a similar package. More than six employees of the middle level have been hired by Reliance.” In case of IMC, the attrition is almost 25% of its total employee strength of 80.Obviously, i's important for organizations to reduce ATTRITION RATE . However, in ‘order to reduce these rates, organizations must first understand the main reasons ‘employees leave for other positions. Good people don't leave good organizations—they leave poor managers Growth opportunities not available, A lot of good talent can be lost if the employees feel trapped in dead-end positions. ‘Often talented individuals are forced to job-hop from one company to another in order to grow in status and compensation. The most successful organizations find ways to help ‘employees develop new skills and responsibilities in their current positions and position them for future advancement within the enterprise. Employees who can see a potential for growth and comparable compensation are more inclined to stay with an organization Raises and promotions frozen. Over the years, studies have shown that money isn't usually the primary reason people leave an organization, but it does rank high when an employee can find a job earning 20 to 25 percent more elsewhere. Raises and promotions are often frozen for economic reasons but are slow to be resumed after the crisis has passed, Organizations may not have a goal to offer the best compensation in their area, but if they don't, they better pay ‘competitive wages and benefits while making their employees feel valued! This is a critical combination. Organizational instability. Management's constant reorganization, changing direction and shuffling people around disconnects employees from the organization's purpose. Employees don't know what's going on, what the priorities are or what they should be doing. This causes frustration leading to confusion and inefficiencies,4, The job did not meet expectations. It has become all too common for a jab to significantly vary from the initial description and what was promised during the interviewing stage. When this happens it can lead to mistrust. The employee starts to think, ‘What else are they not being truthful about?” ‘When trust is missing, there can be no real employee ownership. . Decision-making ability is lacking. Far too many managers micromanage to the level of minutia, Micromanagers appear insecure regarding their employees’ ability to perform their jobs without the manager directing every move. Organizations need employees to have ownership and be ‘empowered! Empowered employees have the freedom to make suggestions and decisions. Today “empowerment” seems to be a catch-all term for many ideas about employee authority and responsibility. However, as a broad definition, it means an ‘organization gives employees latitude to do their jobs by placing trust in them, Employees, in turn, accept that responsibility and embrace that trust with enthusiasm and pride of ownership, . People skills are inadequate. Many managers were promoted because they did their jobs very well and got results. However, that doesn't mean they know how to lead. Leaders aren't born—they are made. People skills can be learned and developed, but it really helps if a manager has a natural ability to get along with people and motivate them, Managers should lead by ‘example, reward by deed. Rude behavior, Studies have shown that everyday indignities have an adverse affect on productivity and result in good employees quitting. Rudeness, assigning blame, back-biting, playing favorites and retaliations are among reasons that aggravate employee turnover. Feeling resentful and mistreated is not an enticement far a good work environment.8. Coaching and feedback are lacking. Effective managers know how to help employees improve their performance and ‘consistently give coaching and feedback to all employees. Ineffective managers put off giving feedback to employees even though they instinctively know that giving and getting honest feedback is essential for growth and building successful teams and organizations. |. Personal reasons: The personal reasons are many and only few are visible to us. The foremost personal reasons are getting married or falling in love orchange of place. The next important personal reason is going forhigher education. Most of the BE, MCA and ‘others appear for GATE examination or other examinations and once they get cleared they quickly move out. Health is another aspect, which contributes for attrition. Employees do get affected with health problems like sleep disturbances, indigestion, headache, throat infection and gynaecological dysfunction for lady employee. Employees who have allergic problems and unable to cope with the AC hall etc will tend to get various other health problems and loose interest to work Types of Employees Attrition Attrition is broadly defined as the total number of employees who leave the company because of any reason whatsoever. Attrition is broadly categorized into two definitions: Voluntary and Involuntary. Involuntary Attrition Voluntary Attrition4. Involuntary Attrition: Involuntary termination is the employee's departure at the hands of the employer. There are two basic types of involuntary termination, known often as being “fired” and “laid off.” To be fired, as opposed to being laid off, is generally thought of to be the employee's fault, and therefore is considered in most cases to be dishonourable and a sign of failure. . Voluntary Attrition: Voluntary attrition is the employee's departure on his own, This happens when an employee resigns from an organization for personal ar professional reasons. Voluntary attrition is one of the major pain points for companies in growing economies. In India ~ voluntary attrition of 20-40% is fairly common in ITATES/Retail/Hospitality industries Cost Incurred due to attrition 4, RECRUITMENT COSTS The cost of the internal recruiter's time to understand the position requirements, develop and implement a sourcing strategy, review candidates backgrounds, prepare for interviews, conduct interviews, prepare candidate assessments, conduct reference checks, make the employment offer and notify unsuccessful candidates. This can range from a minimum of 30 hours to over 100 hours per position, 2. TRAINING COSTS Caleulate the cost of orientation in terms of the new person's salary and the cost of the person who conducts the orientation. Also include the cost of orientation materials. Calculate the cost of departmental training as the actual development and delivery cost plus the cost of the salary of the new employee. Note that the cost will be significantly higher for some,3. LOST PRODUCTIVITY COSTS As the new employee is learning the new job, the company policies and practicas, etc. they are not fully productive. Use the following guidelines to calculate the cost of this lost productivity: Upon completion of whatever training is provided, the employee is contributing at a 25% productivity level for the first 2 - 4 weeks. The cost therefore is 75% of the new ‘employee's full salary during that time period, 4. NEW HIRE COSTS Calculate the cost of bring the new person on board including the cost ta put the person ‘on the payroll, establish computer and security passwords 12 and identification cards, telephone hook ups, cost of establishing email accounts, or leasing other equipment such as cell phones, automobiles. Calculate the cost of a manager's time spent developing trust and building confidence in the new employee's work.Calculation of attrition Rate InDainikBhaskar Attrition in an organization simply refers to resignations in a particular month, quarter or year. To simplify it further, it refers to the number of employees who leave an ‘organization. And formula for calculation fo attrition % is Formula : Attrition for the month/Total Headcount * 100 ‘or (no. Of attritions x 100) / (Actual Employees + NewJoined)) 100 Actual Employees (Opening BAL) No. Of people (Attritions) No. Of Joined So according to the formula: ((20 x 100) / (150 + 25))/ 100 ‘Which comes to 0.1142 ie, 11% Now as you had 150 previously and now 25 joined so it makes150 + 25 =175 Now if you calculate 11.42% of 175 i.e. 175 x 0.1142 = 20Industry Overview PRINT MEDIA The Indian print media industry is expected to grow by 9.6 per cent ‘over the period 2010-15. The print industry is expected to grow from Rs 128 bn in 2006 to Rs 232 bn by 2011, at 12.6% CAGR. While the newspaper industry is estimated at Rs 112 bn, the magazine segment is valued at Rs 16 bn. The newspaper industry is also projected to perform well for the next five years growing at a CAGR of 10.1 per ‘cent according ta @ report tilled "India Entertainment and Media Outlook 2011" by PricewaterhouseCoopers. Indian print industry is growing strong and is expected to grow similarly while the global print industry is moving towards digitalization and showing @ negative growth rate year on year. Print industry in India is the world's ‘second largest with over 90 million capies in circulation daily after China with 130 million ‘copies in circulation daily. Most newspaper has an online presence and a growing view ‘counts on their portals. Much of the entertainment and media segments are now focusing on growth in regional areas and smalier towns. Year 2009, a year when there was a slowdown, the regional print showed growth in local to local advertisement. in 2010, regional print further increased its share in overall print advertisement revenue pia, Regional papers give advertisers access to localised populations and their niche target audience, difficult to do via national broadcast media. Newspapers have realised value and have gone one step further and have launched area specific newspapers. With the rise in literacy in past decade has let to the rise of regional newspapers, they have much greater reach and a large audience to entertain. Magazines have not been at their best performance in past few years. However, niche magazine are doing well and is expected to show positive growth. The major challenge faced by this segment of media and entertainment industry is newsprint which continues to threaten profitability. Newsprint forms a major component of the cost of publishing a newspaper. tt is roughly 40 -50 percent of the total cost.Dainik Bhaskar VISION:-To Be The Largest And Most Admired Language Media Brand Enabling Socio Economic Change. VALUES: Trendsetter: We sirive to differentiate in terms of format, content and policies that proactively incentivize risk-taking abilities and push the boundaries of our journalistic passion. Result-oriented: We have a clear focus on goals, We are metrics driven in our reader connect, business operations and in our measurement of stakeholders satisfaction. This result orientation is an important part of our everyday work ethos. Analytical: The Group follows a logical and data-driven approach in all its endeavors. Connected: We strive to establish a strong ground connect with latest national and international developments across sectors to capture the latest trends, Our finger is always on the pulse of our readers, customers, channel partners and employees. Establishing a culture of respect and recognition with internal and external stakeholders is of oritical importance to us,Company Profile:- Ramesh Chandra Agarwal (30 November 1944 — 12 April 2017) was a media proprietor and founder-chairman of the Dainik Bhaskar group of newspapers that has a presence in 14 states of India with 62 editions and has an estimated readership of over 15 million. had a vision to make Dainik Bhaskar the largest and most admired language media brand. Fuelled by this ambitious vision, the group that began its journey in 1958 with a single edition from Bhopal today has its presence in 14 States with 66 editions in 4 different languages, covering 58 percent of India’s geography. ‘As India's largest newspaper group, DB has rapidly evolved into a formidable media house. The editorial integrity and journalistic passion ensures that the Newspaper offers. ‘cutting edge content and knowledge that gives its readers the confidence to succeed, The editorial philosophy of “Kendra Mein Pathak" (Reader at the center) has helped the group to lead several socio economic changes in the Indian social system. ‘The group is now aggressively spreading across the Indian media scape with significant presence in Radio, Digital, and Mobile App. The group has actively diversified beyond media into various sectors such as Power, Textile, Realestate and Hospitality WHO WE ARE DainikBhaskar Group is Urban India's #1 newspaper group and has 6 newspapers with 67 editions. The group has a total readership af 1.26 Crore in Urban India. The group has a strong presence in radio business, 94.3 MY FM, the radio brand of the group is the largest radio network in India, with presence in 30 cities across 7 states, The digital arm of group, DB Digital has 2.6 billion collective page-views with 80.4 million unique visitors across its portals in four languages, Hindi, Gujarati, English and Marathi,Late Mr. Ramesh Chandra Agarwal: founder Mr. Ramash Chandra Agarwal has. been on the board of the group, engaged in running the organization for over four decades. His strategic management and business leadership: has made him the recipient of numerous awards. Currently, he is the chairman of the federation of Indian chambers of commerce and industry, Madhya Pradesh states council. He has been awarded the Rajeev Gandhi lifetime achievement award in journalism. He has also won the national citizen award from the chief justice of the supreme court, the Dadabhainaoroji millennium award for patrakarita and has been included in India today’s list of 50 most powerful persons in India. He holds an M.A. degree in political ‘science from Bhopal University Mr. SudhirAgarwal | Managing Director Mr. SudhirAgarwal has close to 23 years of experience in the publishing and newspaper business and has been a part of the organisation for the same number of years. He is responsible for its long-term vision, business planning and performance monitoring, Under his dynamic leadership and clear vision, the ‘Company has progressed to encompass multiple states, three new languages and a PAN-India presence. Under hhis leadership the Company's door-to-door contact launch process has helped its newspapers become No. 1 from Day 4, in launch markets. His aggressive leadership qualities have led various analysts and investors to consider the Company as one of the fastest growing media groups.Mr. GirishAgarwal | Non-Executive Director Mr. GirishAgarwaal has been on the Board since October 1995 and has approximately 20 years of experience. He heads the marketing and related operations of the Group. He is also an active member of the INS and holds the distinction of being its youngest Chairman in Madhya Pradesh, He has been awarded ‘Entrepreneur of the Year’, 2006 in the media category by Est & Young. Recently, he was awarded the ‘Outstanding Entrepreneur’ trophy at the Asia Pacific Entrepreneur Awards (AEPA). Under his leadership, DivyaBhaskar, the leading Gujarati | newspaper of the B. B. Corp. Ltd, won the ‘Best in Print’ (Bronze) award at the IFRA ‘Asia Pacific Awards held in Chennai, DivyaBhaskar is the only regional newspaper in India to have won this award, Mr. PawanAgarwal | Non-Executive Director Mr. PawanAgarwal has been on the Board since December 2005. He holds a B.A. degree in Industrial Engineering from Purdue University, USA and has also attended a programme on Leadership's Best Practices at Harvard University. He heads production and the information technology department along with the radia and DB Digital Business within the Group. He has been awarded by the Prime Minister for his contribution to Indian language journalism and also by Enterprise Asia as one of the outstanding entrepreneurs of Asia-Pacific, 2010.History of DainikBhaskar ‘The Begning:- 1958 ‘The group launches its debut edition of Hindi Oainik Bhasker on 13" August, 1958, in Bhopal. ‘The Decade Of Expansion In MPCG: 1984 Dainik Bhaskar establishes itself as the largest newspaper in the city of Bhopal through its responsible reporting, engaging editorial content and superlative printing, 1983 The group launches its flagship Hindi daily, Dainik Bhaskar, in Indore on 5" March, 1983. changing the newspaper landscape of the city. 1988 ‘The group lounches its flagship Hindi daily, Dainik Bhaskar in Raipur , tapping into a new base of readership. ‘The Decade Of Expansion In New State: 1993 ‘The group launches the Bilaspur edition of Dainik Bhaskar on 20" September, 1993. 1995 Dainik Bhaskar gains the position of No. 1 in Madhya Pradesh and is also declared India's fastest growing daily. 1997 ‘The group extends its readership in Rajasthan with the launch of Dainik Bhasker in Ajmer on 6" April, in jodhpur on 3" August, in Bikaner on 16" October. 1999 The group launches Dainik Bhaskar's Kota edition on 6”march ,1999, and at sriganganagar on 15" August.2000 2004 lecade Of Exy Vernacular Lanquage In New Stai MAY ,07 The group launches its Chandigarh edition of DainikBhaskar on 7" May , 2000 changing the English — dominated market and gaining a lead of 2.5 times over its English competitor. JUNE , 03 The group launches its Shimla edition of DainikBhaskar on 3" June , 2000 JUNE , 04 The group introduces DainikBhaskar in Haryana on 4"June , 2000, with its Panipat and Hissar edition leading to 13 separate district papers being certified. The group consolidates its position as the No. 1 news daily in Harayana (IRS 2001),With its lainch of DainikBhasker's Faridabad edition on 17"June 2001. 2003 ‘The group launches DainikBhaskar , a Gujrati daily , in Ahmadabad, breaking the language barrier, debuting with 4.52 lakh copies and instantly replacing the 50- year ‘established Gujarati paper. 2004 AUGUST The Group launches AHA! Zindagi, its first Hindi magazine an lifestyle and positive thinking, SEPTEMBER ‘The Group launches Baroda edition of DivyaBhaskar on 12th September 2004. APRIL In April 2005, a new company, D.B. Corp. Ltd. Is born, post the demerger of WPL. (Writers and publishers limited) and Warburg Pincus's investment.Cg In April 2005, D. B. Corp. Ltd. is given the license to launch its radio business in 17 ‘stations, under its subsidiary, Synergy Media Entertainment Ltd, The radio channel, My FM offers potential advertisers an integrated advertising solution across 17 cities. OCTOBER Breaking the language barrier, the Group launches AHA! Zindagi in Gujarati after huge ‘success of its Hindi edition. Fier! toicait DECEMBER In December 2005, the Group forms its digital leg with a new web media company, DB Digital (then IMCL), as its subsidiary.2008 (ESDIGITAL MAY The Group launches its debut radio station, My FM, Jiodil se 94.3, in Jaipur on 28th May, 2006, marking its venture into the new medium. OCTOBER The Group launches Dainik Bhaskar in Punjab with its Amristar and Jalandhar editions on &th October, 2006, claiming the position of no.1 on day 1 yet again. NOVEMBER In November 2007, the Group launches the first edition of its English newspaper, DNA, in Ahmadabad as a franchise of D B Corp. Ltd. dna DECEMBER MY FM extends its reach to 14 cities across India with the launch of Jodhpur station. The Group strengthens its position in Punjab with the launch of DainikBhaskar’s Ludhiana edition on 15th December, 2007. JUNE The Group expands its business and reaches even further in June 2006 with the launch of DainikBhaskar'sPali, Nagaur, Bhilai, Ratlam and Shimla editions. ln June 2008, the Group expands its business in Madhya Pradesh with the launchof DB Star's Bhopal and Indore editions. DB aci2z* JULY In July 2008, the Group launches a national campaign ‘Zidkaro, duniyabadio! championed by MS Dhoni to celebrate 50 years of DainikBhaskar, its flagship Hindi daily. The Group also initiates massive investment in upgrading printing infrastructure across all markets. 2009 + OCTOBER The Group introduces India Pride Awards on Sth October, a first-of-its-kind award event in the PSU segment, we, INDIA PRIDE AWARDS CRLEBRTING EXCHAENCE The Group expands to Jharkhand on 22nd August, 2010, with Dainik Bhaskar’s Ranchi edition, opening with 1,35,000 subscribed copies on the first day. DB Corp Ltd. launches Jammu edition of Dainik Bhaskar on 18th October, 2010 The Group launches 4 new editions of Dainik Bhaskar in Sri Ganganagar, Bhilwara, Alwar and Sikar, in January, 2011, establishing a significant stronghold on the state's readership. DB Corp Ltd. launches 2nd edition of Divya Marathi by launching Nashik edition. DB Corp Ltd. launches 4th edition of Divya Marathi by launching Ahmed nagarD. B. Corp. Ltd. launches 5th edition of Dainik Divya Marathi by launching its: Solapur edition. DB Corp Ltd. launches 6th edition of Dainik Divya Marathi by launching Akola edition. The Group expands to its 14th state and launches the 37th edition of Dainik Bhaskar in Patna, Bihar. Dainik Bhaskar launches 3 new editions in Bihar - Muzaffarpur, Bhagalpur and Gaya. DainikBhaskar is India's largest circulated Newspaper ‘Source: ABC JJ'15 Dainik Bhaskar is world’s 4th largest circulated newspaper Source: WANIFRA 2014 report Expansion in Bihar with the launch of Dainik Bhaskar editions in Muzzafarpur, Gaya and Bhagalpur Dainik Bhaskar is world’s 4th largest circulated newspaper ‘Source: WANIFRA 2016 ReportProfile of D. B. Group The Tier Il and Tier Ill cities in India are growing at a much faster space compared to metros. It will not be out of place to mention that the growth of Indian economy is largely supported by the growth in these markets. DB Corp Ltd firmly believes in this growth and have been working along with it and focusing on all such markets which we call as "The Real Indian’. D B Corp Ltd. is present in 11 states in Hindi Market. Besides we are also present in 2 states in Gujarati language in Gujarat and Maharashtra, 1 state in Marathi language in Maharashtra and 1 state in English language in Madhya Pradesh. DB Comp is the only Newspaper Group which has presence in 12 states with 66 editions in 4 different languages namely Hindi, Gujarati, Marathi and English DB Corp Ltd. is one of the largest print media company in india, publishing 46 editions of Dainik Bhaskar Newspaper (Hindi daily), 9 editions of Divya Bhaskar Newspaper (Gujarati Daily), 6 editions of Divya Marathi Newspaper (Marathi Daily), 1 edition of DB Post Newspaper (English Daily) and 208 sub-editions in four languages (Hindi, Gujarati, Marathi and English) in 12 states in india. Qur flagship newspapers, Dainik Bhaskar (in Hindi), Divya Bhaskar and SaurashtraSamachar (In Gujarati) and Divya Marathi (In Marathi) have a combined average daily readership of 19.8 million readers, DainikBhaskar recently launched Jhunjhunu &Gangapur edition in Sept 2017 and Surat Edition in April 2017. Due to our unique launch ability, we became no.1 from the date of our launch in almost all places, out placing the decades old local newspaper of that place. Our flagship Hindi Paper "Dainik Bhaskar” is present in 11 states with 46 editions. as per the following list:‘State Name Editions name State Name Editions name ‘Madhya Pradesh Bhopal Hoshangabad Indore ‘Bharatpur ‘Sikar Jhunjhunu Khandwa Chandigarh ‘Chandigarh Ujjain Himachal Pradesh ‘Shimla Sagar Haryana Panipat ‘Chattisgarh Ratlam Raipur Bilaspur Rohtak Rewari Hissar Raigarh Faridabad Rajasthan Jaipur ‘National Ed. Delhi Ajmer Punjab Jalandhar Jodhpur Ludhiana Barmer Bhatinda Bikaner Jharkhand Ranchi Udaipur Banswara Jamshedpur Dhanbad Kota Patna Nagour BhagalpurPali Muzaffapur Sriganganagar Gaya Bhilwara ‘Surat Alwar Divya Bhaskar - Gujarati Daily + We are the only print media company of India which claims leadership in multiple states. * Our Gujarati Newspaper “Divya Bhaskar” is largest Circulated Newspaper of Gujarat and is present in 2 states with 9 editions; as per the following chart Divya Marathi - Marathi Daily ‘+ Qur Marathi language newspaper, “Divya Marathi’, which has begun its journey on May 29, 2011 from Aurangabad is present in 1 state with 6 editions as per the: following chart, * It also Publishes Compact Newspaper "DB Star” from Bhopal, Indore, Gwalior, Raipur. + DB Corp Ltd. also publishes Largest Daily Newspaper of Saurashtra "Saurashtra Samachar". * DB Corp Limited has launched a broadsheet in English language "DB Post” from Bhopal is a compact, smart product catering to the youth and English readership.Our Coverage 49% of Indian urban Population resides in D B Corp Market across 12 states Our Hindi daily, Dainik Bhaskar is present in 11 states with 46 editions. Our Gujarati Newspaper, Divya Bhaskar is present in Gujarat and Maharashtra with 9 editions. Our Marathi Newspaper, Divya Marathi is present in Maharashtra with 6 editions. Our English Daily, DB Postis present in 1 state with 1 edition.Product Profile A.Media Business 1, Newspaper Dainik Bhaskar: Dainik Bhaskar is the flagship Hindi daily from the Group which was. first published from Bhopal in 1958, Over the year the news paper has expanded over geographies and today it has a strong presence in 12 states with 40 ‘editions, The newspaper has been championing positive value that have driven India’s growth and aspiration. Drivan by its philosophy of keeping “Reader First’, the newspaper offers superior content through is vast network of editorial team and syndicated content from its national and intemational association. #1.44Cr Readers #40 lac copies Divya Bhaskar: The launch of Divya Bhaskar in Gujrat was a momentous step. The Group broke the language barrier with the launch of its Gujarati daily, Divy Bhaskar in2003. It is credited for creating a new readership for itself against 8 decades ald publications, The newspaper is associated with cutting edge content and find its readers amongst the progressive and affluent Gujarati readers. Today, Divya Bhaskar has 7 ‘editions across Gujarat and Maharashtra. # Readership37.20 Lacs (source IRS Q4 2012) ‘#Circulation of 9.50 Lac copies. Divya Marathi: Launched in 2011 from Aurangabad, The New, Independent and courageous, Dainik Divya Marathi rapidly become ausynonymous with the voice of Maharashtra. With its hard-hitting and bold journalism, the newspaper came to be recognised as Maharashtra's First politically unbiased and fearless daily. The main newspaper addresses larger issues of international, national and local news, politics, business, interest; Divya City, Madhurima, DB Star and Rasik concentrate on fulfiling specific readership needs and offer advertisers a focused reach. ‘#Circulation: 4.10 Lac copies. DB Star: The compact daily was first introduced in 2008. It is known for its hard hitting news, investigative journalism and campaign on social issues. Apart from its exclusive news section, it also carries a bouquet of news features, lifestyle and glamour pages. DB Star is the only Hindi ‘compact newspaper with pages in English for the youth, # Circulation: 4.5 Lacs . Saurashtra Samachar ; Saurashtra samachar is the leading newspaper ‘of Bavnagar, which was acquired by Dainik Bhaskar Group in 2004. ‘Today, boasts of a unique identity, for its connect with the readers of Saurashtra. ‘#2.23 lac readers HCirculation 51000 copies DB POST: Dainik Bhaskar Group has launched a broadsheet English daily from Bhopal ‘DB Post’- the smart newspaper. A product that caters to the youth, the upwardly mobile and the general English readership. It is packed with crisp yet comprehensive news, views, analysis and insights for the new-age reader, # Circulation: 22000 copies2. Magazines tele 9 = ah i Ahal Zindagi: Live positive Magazine: A new age monthly magazine based on the concept of living was first published in 2004. A potent combination for mind body and soul. The magazine inspires the readers to lead a positive life. Circulation: 50,000 copies BalBhaskar: Hindi Magazine for kids A fortnight Hindi magazine for 7 to 42 year old school going children. The magazine has a strong pull for its ‘engaging entertaining lean with fun content, Circulation: 1.50 lac copies ‘Young Bhaskar: English Magazine for young adults Fortnightly English magazine provides infotainment that caters to the budding age group of 7-12 years. The magazine is enriched with general awareness, science and a lot more for the young minds of the 21™ century. Circulation: 70,000 copies.. Radio 94.3 MY FM: Awarded licenses for 17 radio stations by Ministry of Information Broadcasting in 2005-06 and additionally acquired 13, frequencies successfully in the Phase Ill auctions in 2015-16, consolidating its presence in line with strategy to be the market leader in ‘Unmetro' geographies where DBCL has a significant print media footprint. First radio station launched at Jaipur in May 2006, Well poised - to gain out of synergy after commencement of news content, MY FM consolidates its network with 30 radio stations in 7 states, across India . Digital + dainikbhaskar.com ;No.1 Hindi News website © divyabhaskar.com :No.1 Gujarati language news website + dailybhaskar.com ;Premier English language website moneybhaskar.com; Ranked Amongst Top 3 financial website fashion 101 Jn India’s first-ever multilingual fashion website bollywoodbhaskar.com; Largest bollywood News website jeevanmantra.com; Spiritual & life management website dbcric.com; Prominent Cricket websit divyamarathi.com; Fastest Growing Marathi language website homeonline.com; Complete real estate solution website5. App * Dainik Bhaskar ;Mobile App Hindi language news app * Divya Bhaskar; Mobile App Gujarati language news app B. Other Business 6. Real Estate «© DB Malis Put Ltd «DB Infrastructure Pvt. Ltd. 7. Power * =DBPowerLtd. * DB (MP) Power Ltd. 8. Hospitality * Courtyard by Marriott; Luxury Hotel at Bhopal 9. Textile * Bhaskar Industries Pvt, Lid.; Leading denim fabric manufacturing ‘company C. Non-Business 10.Education * The Sanskaar Valley School * Dainik Bhaskar School of Media Education 11.Art & Culture Abhivyakti ; Center of fine arts and performing arts.CSR of DainikBhaskar ee aur erase acs ier 4 Change, Empowering Lives BTU aia ———— > Ek Ped Ek Zindagi MUMBAI: Dainik Bhaskar, India’s largest media house recently concluded one of its social initiatives ‘Ek Ped Ek Zindagi’. The plantation drive saw a record of 1.5 million ‘saplings planted in a short span of two months across India, The objective of 'Ek Ped Ek Zindagi’ was to sensitize and educate people ‘on the benefits of planting trees by encouraging them to plant at least one tree in their life time. ‘Ek Ped Ek Zindagi’ initiative was supported and endorsed by over 250 dignitaries from Politics, Bollywood, Padma Shri awardees and Sportsmen encouraging the citizens to plant trees.Ek Ped Ek Zindagi is one amongst the many social initiatives, which is championed by Dainik Bhaskar Group each year. This year aver 1.5 million trees were planted during this holistic initiative, which saw various stakeholders of society enthusiastically participating in it with 3 CMs, 2 Deputy CMs and 3 Governors, 66 Collectors & commissioners, 73 Famous Bollywood & Television celebs, 51 NGOs, 98 Corporate, 114 colleges, 335 Schools and 513 societies & Welfare Associations. » Computer Education Program: Enabling Change, Empowering Lives ‘At Dainik Bhaskar, Corporate Social Responsibility is not merely compliance; it is a ‘commitment to undertake initiatives in the areas of Environment Sustainal Computer Education and other Community Development Initiatives. Over the years, it has focused not only on the business aspect of the group, but also on how it can be a ‘catalyst in driving the much needed sacial economic transformation in the country. Taking its ethos forward, one such initiative which Dainik Bhaskar undertakes is Computer Education Program. This initiative is aimed at imparting computer and intemet knowledge to Senior Citizens and Housewives who otherwise lack the basic Skill and Knowledge to operate computer and make the most of web for taking meaningful actions in their dai» Sarthak Diwali Diwali, the festival of lights, signifies the time of the year when we come together and celebrate the festive spirit with friends and family. While for most of us, the significance attached to this fiesta ends here, for a Jot of underprivileged children, Diwali begins only when the celebrations are about to end for most, DB Corp's flagship brand Dainik Bhaskar, has launched the ‘Sarthak Diwali) ad campaign, which is a CSR initiative from the publication and which highlights this fact, Launched in 2011, it urges people to understand the real worth of Diwali, which is to share and care for the less fortunate and make the festive season a shade brighter for them. > Mittike Ganesh Dainik Bhaskar's new eco-friendly initiative ‘MittiKe Ganesh’ has received an ‘overwhelming response from its readers across the country. During the just concluded Ganesh Utsav, through this environment friendly campaign teaders were appealed to bring home Lord Ganesha's idols made only of clay. This activity was intended to motivate people to not bring idols made of plaster of paris, which after immersion contaminates our ‘water resources. Dainik Bhaskar readers were also urged to not immerse idals in local natural water bodies. They were encouraged to conduct immersions at their respectivehomes in a water container, and use this water to water their gardens or flower pots at home. > Annadaan With an objective to extend help to drought affected farmers and their families, Dainik Bhaskar Group initiated = ‘Annadaan’ —(Food-grain donation) campaign across 36 10 states. starting 28" September-20"Octaber. Through this initiative, an appeal was made to the citizens to contribute their bit by donating food-grains as a token of support towards the drought hit farmers. Dainik Bhaskar Group endeavoured to utilize the power of ‘Annadaan’ towards. this noble cause of providing food-grains to its growers who are deprived of food-grains. because of the three consecutive devastating droughts, Interestingly, this initiative was aligned with the auspicious period of Pitrapaksha/Shradh during which people donate religiously not only to appease their ancestors but also exercise their individual social responsibility for the needy.CAMPAIGNS ZIDD KARO DUNIYA BADLO UE ral ey feta) rae aa o ’ ee glee Pal) (a. ce ela y Dainik Bhaskar’s 'Zidd Karo Duniya Badlo' corporate campaign celebrates how positive persistence can change the world around you. The campaign was launched on 29th April, 2016 and celebrates the spirit of stubbornness and persistence that can lead toa larger good for all, Brand Dainik Bhaskar embodies 'zidd’ (stubbornness) in its growth story, from being a single newspaper which was launched in Bhopal, to being the largest circulated newspaper today with a presence across 14 states, is steeped in ‘zidd’. Zidd is the clarion call of the brand; the resilience, the determination, the strength to change and be at the helm of change.LIVE NO NEGATIVE ‘The ‘Live No Negative’ movement drives the people to have a positive outlook to life, At DBCL one of the Key initiatives undertaken to build this philosophy forward is ‘No Negative Monday’ ‘The Group follows the 'No Negative News on Monday’ policy, across all its newspapers and carries only positive news to ensure that readers start their week with positivity. If there is negative news which is significant for readers, it is carried in a separate pull-out ‘or page with a disclaimer. This helps generate hope, inspiration, delight and a sense of pr Various Department Of DainikBhaskar A newspaper organization is made up of various departments that make it possible for information to be collected, printed and served to the general public. All of the departments of a newspaper organization are important. A newspaper organization can barely survive with the absence of any of the departments. Below is a list of the basic departments that the average newspaper organization has: 4. The Editorial Department — as the name implies, department is the one responsible for content creation in any newspaper establishment. It is headed by the Editor. The main responsibilities of this department is the gathering of news, selecting of which anews and features get to be published in the paper, editing the news and features that have been selected for publication and then laying them out for print. Advertising Department - The advertising department is also another very important department of any newspaper establishment, Everyone knows how much revenue advertisement brings newspapers. As a matter of fact, advertisement is said to be the major source of revenue for newspaper establishments. Without advertisements in a newspaper, the establishment cannot survive. The Advertising department of a newspaper is in charge of advertisements that are published in the paper. . SMD — This department is responsible for selling the newspapers, which is also another major source of revenue for the organization. The department also sees to it that the newspapers are delivered to the right places. 4, The Production/Printing Department — This department is responsible for the printing of the newspapers, The department is in charge of everything that has to do with the production and printing of the papers, which includes, transforming journalists’ stories into type and maintaining the printing machines, . Finance and Accounting Department - The accounting department is responsible for all the accounting work in the establishment, Some of these accounting works include the preparation of books of accounts, preparation of the budget, making financial plans, preparing the balance sheet, . HR and Admin + This department is responsible for the general administration of the entire establishment. The department is in charge of certain very important 42duties such as planning, organizing and staffing. Thus, the department basically looks after the general administrative work pertaining to personnel their selection, training, premotion, allotment of work, maintaining leave record, liaison with government departments, general facilities and all such work that facilitates working of other departments. In the absence of a separate legal department the administrative department also handles the work pertaining to legal matters. Othenwise there is a separate department for the legal aspects, . IT DEPARTMENT - This department is in charge of protecting, maintaining, and improving the technical equipment associated with running a media outlet. Engineersitechnicians spend some of their time on preventive maintenance and trying to keep equipment from breaking and much more of their time fixing equipment that has already broken. |. Brand Marketing- An effective brand strategy gives you a major edge in increasingly competitive markets, But what exactly does "branding" mean? Simply put, your brand is your promise to your customer. It tells them what they can expect fram your products and services, and it differentiates your offering from that of your competitors. Your brand is derived from who you are, who you want to be and who people perceive you to be.Top Newspapers in Indi This is a list of the top newspapers in India by circulation. These figures include both print and digital subscriptions, are compiled by the Audit Bureau of Girculations, The figures include normal print editions, branded print editions (e.g., regional editions or editions tailored for commuters), and digital subscriptions (e.g., for tablet computers or restricted-access). Top Newspaper Indi Jan-Jul Newspaper Headquarters Language 2017 DainikJagran Kanpur Hindi 3,964,064 Dainik Bhaskar Bhopal Hindi 3,758,949 Hindustan New Delhi Hindi 2,735,252 The Times of Mumbai English 2,716,291 India Amar Ujata Noida Hindi 2,662,855 Rajasthan Jaipur 1,784,142 PatrikaCirculation | | | i — 0 Dainik —Osinik Hindustan The Times Amar Ujala Rajasthan Jagran Bhaskar ‘of india Pattika The Above chart shows the rank of news paper on the basis of circulation there is DainikJagran secure a First rank with highest circulation, than DainikBhaskar second, Hindustan third the times of India fourth, Amar Ujala Fifth, rajasthan patrika sixth,Dainik Jagran or de SPR is an Indian Hindi language daily newspaper. It is the largest read newspaper in India and the second-largest newspaper in India by circulation as per Audit Bureau of Circulations (India). DainikJagran has now been the most read daily newspaper in India for the 25th consecutive time. It has also been declared by the World Association of Newspapers (WAN) as one of the most read newspapers in the world. It was named the most credible newspaper source in India in a survey commissioned by BBC-Reuters ‘The newspaper is owned by JagranPrakashan Limited, a publishing house listed on the Bombay Stock Exchange and the National Stock Exchange of India, Jagran Prakashan Limited also acquired Mid Day in 2010 and Naiduniya in 2012 The newspaper was launched in 1942 in Jhansiduring the Indian freedom ‘struggle (Quit India movement) by ShriPuran Chandra Gupta, JC Arya and Shri Gurudev Gupta a nationalist, to voice nationalistic sentiments. Their legacy was carried forward by literary stalwarts like Narendra Mohan who carried forward the paper's ‘editorial legacy. In 1947, a second edition made its appearance in Kanpur. In a succession of planned ‘expansions, Rewa and Bhopal editions were added in 1953 and 1956. Gorakhpur was added in 1975, followed by Varanasi, Allahabad, Meerut, Agra, Aligarh and Bareilly in the 1980s, and finally Delhi in 1990. Dainik Jagran then ventured out into other states: likeUttarakhand, Haryana, Bihar, Jharkhand, Punjab, Jammu, Himachal Pradesh and West Bengal. The group also started several educational initiatives at both the junior and senior levels.or “Hindustan” G SD aia ate anata is an Indian Hindi-language daily newspaper and the fifth-largest circulated newspaper in India It is published by Hindustan Media Ventures Limited. Earlier it was part of HT Media Ltd group, which spun off its Hindi business into a separate company named Hindustan Media Ventures Limited in December 2009. It ranks as the second largest- read daily in the country. Hindustan has 19 editions across the Hindi belt. They are spread across Delhi, Haryana (Faridabad), Bihar (Patna, Muzaffarpur, Gaya and Bhagalpur), Jharkhand (Ranchi, Jamshedpurand Dhanbad), Uttar Pradesh (Lucknow, Varanasi, Meerut, Agra, Allahabad, Gorakhpur, Bareilly, Moradabad, Aligarh, and Kanpur) and Uttarakhand (Dehradun, Haridwar, Haldwani). Apart from these, the paper is also available in key towns like Mathura, Saharanpur, Faizabad. In Delhi plus NCR, Hindustan is an undisputed No. 2.and has a rapidly growing even as the market is declining. Hindustan readership has grown to 120 L readers in Q4 11. As. per Total Readership, Hindustan is No 2 with 385 L readers. Hindustan, in addition to high-quality reportage, also aspires to become an ally to its readers in their quest for success. The ambition for the brand is to become the partner ‘of progress for the youth in the Hindi belt. Currently, the major editions of Hindustan are available online in epaper format.Latte La (eae De DDN? THE TIMES OF INDIA is an Indian English-language daily newspaper owned by The Times Group. It is the fourth-largest newspaper in India by circulation and largest selling English language daily in the world according to Audit Bureau of Circulations (India). It is the coldest English-language newspaper in India stil in circulation, with its first edition published in 1838. It is the second oldest Indian newspaper still in circulation after the Bombay Samachar. Lord Curzon the then Viceroy of India called The Times of India "the leading paper in Asia’. In 1991, the BBC ranked The Times of India among the world’s six best newspapers. It is owned and published by Bennett, Coleman & Co. Ltd, which is owned by the Sahu Jain family. In the Brand Trust Report 2012, The Times of India was ranked 88th amang India's most trusted brands. in 2017, however, the newspaper was ranked 355th. The Times of India issued its first edition on 3 November 1838 as The Bombay Times. and Jounal of Commerce. The paper published Wednesdays and Saturdays under the direction of Raobahadur Narayan DinanathVelkar, a Maharashtrian Reformist, and ‘contained news from Britain and the world, as well as the Indian Subcontinent, J.E. Brennan was its first editor. In 1850, it began to publish daily editions.Amar Ujala pani is a HindiJanguage dally newspaper published in India. It has 19 editions in seven states and one union territory covering 167 districts. It has a circulation of around two: million copies. The 2013 Indian Readership Survey reported that, with 5.510 million it had the 12th-largest daily readership amongst newspapers in India. Amar Ujalawas founded in Agrain 1948. In 1994, Dainik Jagran and Amar Ujala shared nearly 70 per cent of the Hindi newspaper readership in the state of Uttar Pradesh, Amar Ujala sold 4.5 lakh copies through its five editions, ‘Amar Ujala publishes a 16- to 18-page issue daily and also supplements focusing on matters such as careers, lifestyle, entertainment and women. In 2015 the newspaper's managing director, RajulMaheshwari, announced in a press release that it was entering the "rural events and activation” market, saying that “Amar Ujala is not just a newspaper. It is also a change agent." The intention is to hold short ‘events in several towns that would bring together significant participants in the local rural economy with larger agriculture-based service businesses and government agencies.Rajasthan Patrika is an Indian Hinditanguage daily newspaper. It was founded by Karpoor Chandra Kulish in 1956 and published as Rajasthan Patrika in Delhi and Rajasthan, and as Patrika in 6 other states. AS per Indian Readership Survey 2013 , Rajasthan Patrika emerged as the fourth mast- read Hindi language newspaper in India, and Patrika emerged sixth. Rajasthan Patrika was founded by Karpoor Chandra Kulish on 7 March 1956. Over the years, it became a leading national daily One of the largest Media Conglomerates in India, Patrika Group is known for its journalistic values and high credibility. Aptly called the ‘newspaper with a soul’, Rajasthan Patrika was started more than 62 years ago. Today, it is read by 12.9 million readers, Globally, Rajasthan Patrika is ranked 24th among top 50 paid for dailies (WAN- IFRA). In India, Rajasthan Patrika is amongst the top three most trusted newspapers. (as per BBC-Reuters survey). It also stands amongst country's five community newspapers, as per AMIC UNESCO. Forbes describes it as ‘Keeping readers above advertisers’. The ‘New York Times describes it as ‘Civic-minded hyper-local with large: ‘circulation.’ Wharton University article describes it as ‘Publishing House with PAN India presence.’ Patrika Group reaches 8 states, with 37 editions. With covering the 50% of India's Hindi Heartland, the Patrika Group has marked its presence in almost every region of India with Rajasthan Patrika being the only Hindi daily to effectively cover the Southern parts of India, Palrika Group offers a complete multimedia surround with its various verticals, viz, Print, Digital, Radio, Cable, Billboards, Television, Events, Entertainment, Social Initiatives etc,Top News Paper In Raipur 6 [Newspaper Circulation Hari Bhoomi, Raipur 255,045 Dainik Bhaskar, Raipur 2,16,383 NaiDunia, Raipur 143,751 Rajasthan Patrika, Raipur 1,37,987 va] 1] 109] ns] Tg] Navbhart 1,08,982Competitor OfDainikBhaskar Raipur HariBhoomi, Raipur eféata waren at adi, frase ait HariBhoomi group was born on Sth September 1996 in the form of a weekly Hindi newspaper. This Weekly newspaper got converted into Daily Newspaper on November 1997 and was known as HariBhoomi ‘Rohtak’ Edition. We covered whale Haryana State through this edition In April 1998 we started our ‘Delhi’ Edition to cover Delhi, Faridabad and Gurgaon regions. We entered into the Chhattisgarh State and started our Bilaspur Edition in March 2001 from Bilaspur to cover maximum parts of Chhattisgarh State. Soon thereafter in June 2002 we started our Raipur Edition from Raipur. Both these Editions cover the whole of Chhattisgarh State as well as parts of Orissa. To cover Madhya Pradesh we started our ‘Jabalpur’ Edition in October 2008. Later on we started Raigarh Edition in the state of Chhattisgarh Total 653,618 copies circulating per dayNaiDunia NaiDunia has been known for its unbiased, fearless and responsible Hindi journalism since Independence. The proud journey of more than 66 years has been full of challenges, success, milestones, and love of readers. Above all, we are honored to be the voice of society for more than six decades. Because of our firm belief in integrity and honesty, along with people oriented journalism, it has been possible to serve news & views almost every day since Sth June 1947. Considered as one of the most efficacious media vehicles in Central India, and enjoying a reader base that has grown substantially ‘over the years, NaiDunia has a presence in the major cities and upcountry regions of Madhya Pradesh & Chhattisgarh viz. Indore, Bhopal, Gwalior, Jabalpur, Raipur and Bilaspur. NaiDunia is also present in national capital New Delhi. NaiDunia is a part of Jagran Prakashan Ltd. (JPL), which is India’s leading media and ‘communications group with its interests spanning across Print, OOH, Activations, Mobile and Online, covers all of India as its footprint — and is arguably amongst one of the largest media conglomerates in the country.DainikDabangDu Gear Sitar formal store, forarer ara Dainik Dabang Dunia is a Hindi daily. This newspaper operates from eleven cities in four states and is headquartered in Indore, DabangDunia has different editions in Bhopal, Delhi, Gwalior, Jaipur, Durg-Bhilai, Pune, indore, Lucknow, Mumbai, Raipur, Bilaspur, Jabalpur, Ujjain and Ratlam, The newspaper's motto is “Nishpaksh Najar, Nishpaksh Khabar’, which when translated implies unbiased news and views. Staying true to its motto, Dainik Dabang Dunia emphasizes on bringing out the common man's issues fearlessly thereby transforming the lives of the people. This approach has drawn lot of praise for the journalists working for Dainik Dabang Dunia for their ethical reporting practices and this newspaper has received a lot of positive reviews from young readers. This newspaper publishes news articles related to health, sports, business, politics, entertainment, travel, lifestyle and women’s issues. Dainik Dabang Dunia is also known for its aesthetic presentation and use of great photography in a ‘selective way. Dainik Dabang Dunia newspaper has been made available to its readers in the digital format as an e-paper. The e-paper can be viewed online or downloaded in the .pdf format. Apart from the e-paper, this newspaper has also launched an Android app called D-Live which is a collaboration between Dainik Dabang Dunia newspaper and the D-Live news channel,Nava Bhart added Nava Bharat is atHindi - language daily newspaper _ published from Bhopal, Indore, Jabalpur,Gwalior, Satna, Chhindwara, Nagpur, Mumbei, Raipur, Bi laspur, Pune, Nashik, Chandrapur and Amravati, Nava Bharat has the sixth highest readership according to Indian Readership Survey 09 R1 in India amongst Hindi newspapers. Navabharat was founded by Late Ramgopal Maheshwari in 14934 in Orange city Nagpur. He was a freedom fighter, a journalist by profession, a philosopher by thinking, a reformer of society. Since then Navabharat has always upheld value based journalism and lent its voice to raise the problems of region and people. During the last 81 years Navabharat has been known for consistently working and striving for the development of central India. Nava Bharat (Madhya Pradesh) brings out the six editions for the cities of Bhopal, Gwalior, Indore, Jabalpur, Chhindwara and Satna. It also publishes the Central Chronicle from Bhopal. Nava Bharat (Maharashtra) brings out 6 editions for the cities of Nagpur, Mumbai, Pune, Nashik, Chandrapur and Amravati but also has editions for Akola, Yavatmal and ‘Wardha. In 2015, Navabharat launched a sister paper named Nava Rashtra in Marathi. Nava Rashtra currently has 3 editions from Mumbai, Pune and Nagpur. Nava Bharat (Chhattisgarh) brings out 2 editions for Raipur and Bilaspur. It also publishes the Central Chronicle from Raipur. As per the IRS 2009 R1, Nava Bharat (Madhya Pradesh & Chhaitisgarh) has a total readership of 44.77 lakh; while Nava Bharat (Maharashtra) has a total readership of 22.36 lakh,Deshbandhu wage Deshbandhu is a newspaper with a 60 years standing, but it is much more than that. We take pride in defining Deshbandhu as ‘PatrNahinMitr meaning ‘Not only a journal but a friend too! Deshbandhu was launched in April 1959 from Raipur, now capital of Chhattisgarh, by veteran journalist the late Mayaram Surjan, It has traversed a long joumey since then. In its golden jubilee year in 2008, Deshbandhu started its National Edition from New Delhi, thus, becoming the first newspaper in central India to achieve this feet. Today Deshbandhu is published from & Centres namely Raipur, Bilaspur, Bhopal, Jabalpur, Sagar, Satna and New Delhi, Besides, the group also publishes a broadsheet Hindi eveninger - Highway Channel- from Raipur, Bilaspur and Jagdalpur ; A monthly literary journal - AksharParv, as also reference books from time to time, Vision To uphold and propagate cherised values of democracy, socialism, secularism, social justice and human dignity, and help achieve enduring peace and harmony in the ‘society. Mission a) To publish daily Newspapers, periodicals, books etc. not only to disseminate information, but also as tools of public education and social awareness, b) To take up programmes & set up institutions for reaching out to general public for creating better understanding about democratic values.Literature reviewLiterature review Employee attrition is the currently largely discussing term among HR professionals, Although many studies have been conducted on employee's attrition to find out the reasons of attrition, effect of attrition on but little has been done to find out the employees mind set about relationship, career management its effect on attrition. This will study those facts Which are resulting into the attrition, The purpose of this chapter is to describe the variety of opinions and views of the issues related to the employee attrition. For this purpose the researcher tried to review the relavant literature on this subject .The literature is taken from the following sources: 1. Books 2. Articles from magazines and journals 3. Articles form Internet 4. Articles from News papers 5. Government Reports Review of literature from books 1. SalyadainMirza S., TriptiPande Desai, Emerging Issues in Human Resource Management, Excel Books, New Delhi 2007 p 133 In @ book “Emerging Issues in Human Resource Management, an Indian perspective” its 10th chapter ‘Altriion: A Behavioural Perspective’ written by Brinda Balkrishnan, the author describes the results of a comparative survey of employee attrition between ITES, IT and manufacturing sector. The primary data was collected by using open ended questionnaire .Total 73 respondents were selected consisting of ex-employees (27 from manufacturing, 27 from IT sector and 21 from ITES sector) and 5 human resource managers from all three sectors. The information was collected on telephone and by mail.It was found in that survey that better prospects, location preferences, stagnation and ill- defined career plans were the prominent reasons of attrition in the manufacturing sector. The human resource managers in the manufacturing sector believe that inviting offers by competitors and better prospects were the reasons of employee attrition in the manufacturing sector. There Is no universal solution, tool, technique for attrition management. 2. Memoria C.B., V.S. P. Rao Personal Management Text and Cases Himalaya Publication, 2012, p 251 In the book Personal Management Text and Cases, chapter number thirteen page number 251 the author focuses on employee turnover, its reasons and has explained how to deal with it, The author describes that labour turnover is the result of voluntary resignation which is nat good for an organization. There are various causes of resignation such as poor health, better opportunities elsewhere, physical disability or marriage in case of young girls. Further he says that this idea does not work always but we are working to make it better. He also points out that employee attrition in an industry is a wide problem and not specific to any organization, This company has implemented some measures to reduce attrition such as job rotation, opportunity to select preferred location and this company reviews its compensation scale twice ina year. Reference from articles published in journals Rao T! Factors affecting attrition and strategies of retention, NHRD Journal, Vol-1, Issue3, May2007Rao TV. (2007) reveals that attrition affects both an individual and an organization hence it should be managed effectively |He points out that people don't quit company but they quit their bosses. There are many factors responsible for an employee quitting one company to another. Managing attrition does not means reducing its magnitude but it means reducing the negative effects of attrition and increasing the positive effects of attrition. It can be done by preparing and implementing effective retention strategy, utilization of available human resource and by talent utilization strategies. There are many factors which lead to attrition such as personal factors, organizational factors, job related factors, professional factors, societal including peer pressure, socio economic and environment factors. Further the author describes that better and competitive compensation and incentive package, good organizational climate, employee satisfaction survey, celebrating 56 festivals, birthdays, and social and cultural network are the factors which kéep the employees for a longer time. Prof. LichiaYiui, India Employee Turnover Report, 2008, This study was conducted to- identify the level and patterns of labour turnover in India. A total of 151 senior managers’ form and executives were selected as sample size. A survey consisting of 28 questions was administered online in October — November 2007. It was found that employee tumover is 34% in manufacturing industry. There is highest tumover in the employees working between 1 to 4 years, Low Salary, Lack of career advancement, poor relationship with superior, lack of recognition and job content were found the key factors of employee tumover and Lack of training and career opportunities was the least responsitile for the employee tumover G, Badri Narayan And PankajVashishth (2008) reveals that lack of skill availabilly is a Major problem ih an automobile industry. The author describes that there is a positive correlation between labour productivity and labour turnover. Labour productivity in original automobile equipment manufacturers is higher than auto component manufacturers both at the all India level and in every region. He reveals tat the labour productivity of Indian labour working in the German, Korean and Japanése companies located in India is high as compared to the labour working in Indian Original equipment manufacturing companies. It 60is because of high technology and automation level is higher in Germany, Korean and Japanese companies as compared to Indian companies. The author describes that there is a negative correlation between the workers working in the production department and turnover whereas there is a positive correlation between the employees working in Research and development and turnover. AdhikariAtanu(2009), Factors Affecting Employee Attrition: A Multiple Regression Approach The author of this article describes that there are mainly four factors which increase the employee aitrition. The first factor is related to work, the second is related to skills of an employee, the third is related to skills of the employer and the last is the issue related to the salary of an employee. The author explains that the first and the most important factor which leads to employee attrition is the factors which are related to the work , the second and the third factors are skills of an employee as well as the skill of an employer and the last factor that leads to employee attrition is factors related to salary. Generally people feel that salary is the prime issue for quitling an organization but t is not true. Employees give more preference to the job profile, job contents, behaviour and attitude of their boss and al the end they give preference to salary. It represents that employers should take proper care while assigning a work or job to their employees or a group. The employer should match the job requirement with the skill and interest of an employee. Employer should be well mannered with his subordinates. Bojagar S.A, A Study of attrition as HR challenge in medium scale industries in Pimpri - Chinchwad area, Contemporary Research in India: Vol2, Issue2, June 2012 S.A, Bojagar (2012) conducted a study to find out the contribution of organizational factors in workers job satisfaction in Pimpri Chinchwad area. A total of five medium scale industries were selected from the Pimpri Chinchwad area for conducting the survey. The researcher used an open ended questionnaire to collect the primary dataIt was found that the yearly attrition rate was 9.15 percent; it was calculated by adding the total number of employees who left in all the months. It was found in a survey that there were different reasons behind employee attrition which were expressed by the respondents during interviews in all the five companies, The very first reason for leaving the job was to find better career options elsewhere. The second reason was family problem; the third was lack of learning attitude and next was switching over even for a little hike in salary, and lack of good relations with colleagues, Hence it was clear from the survey that the reasons for leaving a company may vary with an organization even in the same industry. Articles from the Internet. hitp:/www.financialexpress, Com/news/attrition — rates — high — among hr professionals! 197100/ Human resource managers in automobile companies are very important and are expected lo play a crucial role in healthy management practices so that it will help to lower the attrition rates, satisfying and retaining competitive workforce. According to industry experts, ‘Automobile industries are now a day's facing one of the highest attrition rates of nearly 70- 80 %. Since the last two years the importance of human resource has been understood by the companies and they are trying to plan and implement effective human resource plans and policies in a professional manner in their organizations. Arunima Sharma Sehgal, Head INX executive search says, acute shortage of talent is one of the important reasons for attrition among Human resource professionals. Hence, there is a need to increase the supply of talented, qualified and skilled Human resource professionals in India, High attrition rate continue to plague services: ASSOCHEM (The associated chambers of commerce and industry of India) Survey, Mr. VenugopalDhoot, President, ASSOCHAM said that human resource is the most valuable asset in moder economy. Upgrading compensation level and reward structure from time to time is not sufficient to retain employees but companies should integrate human resource with the overall comorate growth strategies. Further he said that there is ahigh attrition problem in functional areas like production, maintenance and safety controls in the automobile industry. The most challenging problem faced by the companies due to aitrition is loss of intellectual property, .It was found in a study that attrition is more in young employees , employees who are in the age group of 26 to 30 years frequently change their jabs and the employees those who have 2 to 4 years of experience are more prone to change their jobs. It is observed during the study that the employees who are in the age group of 39 to 45 years are more stable as compared to the employees in the age group of 26 to 30 years. These employees are more settled as compared to the employees between the age group of 26 to 30 years. Review of Articles from News paper M.D. Rawat , Chief Secretary of ASSOCHEM (The associated chambers of commerce and industry of India), Daily AajkaAnand, 17th October 2012 Many people feel that employees change their job due to better opportunity but it is not true «In @ survey conducted by ASSOCHEM (The associated chambers of commerce and industry of India) on 2500 employees it was found that misbehaviour by supervisor or boss. who is the main reason for leaving their jab, means people change their bosses and not the job.70% employee said they leave their jobs because of misbehaviour by the supervisor or boss and not because of better opportunity, Most of the employees said that a good industrial atmosphere was more important than salary. It was also found that the employees faced health related problems due to misbehaviour by their bosses. M.D. Rawat, Chief Secretary of association said there is greater impact of relationship between employees and their superior on labour tumover or attrition. It was also found that today management, superior and companies environment are the main reasons of labour tumover in an industry. 50% employees said that misbehaviour of boss. results in low productivity and demotivation among employees.Review of Reports Annual Survey Report 2009, On Recruitment, retention and turnover Issued: June 2009, Ref: 4848, Chartered Institute of Personal and Development 2009, p25 This survey was conducted in the public sector, private sector units and non-profit organizations located in the United Kingdom. The data was gathered from 755 respondents, It was carried out in February and March 2009 and relates to the period 1st June to the 31st December 2008. The data was collected from human resource professionals in public, private and voluntary sectors .It was an online survey and the response rate was7.6percent. This report suggests that companies can find out the reasons of voluntary resignations by conducting exit interview. According to this survey promotion outside the organization (50%), change of career (49%) lack of career development (37%) and redundancy (36%) were found the main reasons for leaving the organization, The findings suggested that about one fifth of new starters leave the organization within the first six months. It shows that there is a need to find out the real reason behind these voluntary resignations. Most of the organizations reported that they are facing difficulties in retaining the staff specially the managers.Chapter - 2 Research MethodologyResearch Methodology It is a way to systematically solve the research problem. it may be understood as a science of studying how research is carried on. It is we study the various steps that are generally adapted by a researcher in studying his research problem along with the logic behind it. Hence | used Qualitative and Quantitative approach. Where qualitative approach gave me freedom to analyze the attrition data of the company quantitatively while Qualitative approach helped in assessment of attitude, opinion and behaviour of employees Define Research Problem Literature Review Research Design Sample Design Data Collecting Data Analysis Finding And SuggestionDefine Research Prablem:- At thievery outset the researcher must single out the problem he wants to study, ie. he must decide the general area of interest or aspect of a subject-matter that he would like 10 inquire into, Initially the problem may be stated in a broad general way and then the ambiguities, if any, relating to the problem be resolved. Then, the feasibility of a particular solution has to be considered before a working formulation of the problem can be set up. The formulation of a general topic into a specific research problem, thus, ‘constitutes the first step in a scientific enquiry, Essentially two steps are involved in formulating the research problem, understanding the problem thoroughly, and rephrasing the same into meaningful terms from an analytical point of view. Literature Review:- Once the problem is formulated, a brief summary of it should be written down. The researcher should undertakes extensive survey connected with the problem for this purpose For this purpose, the abstracting and indexing journals and published or unpublished bibliographies are the first place to go to. Academic journals, conference proceedings, government reports, books etc., must be tapped depending on the nature ‘of the problem. | collect my literature review from the internet, government reports, books etc. Preparing the research design: ‘The research problem having been formulated in clear cut terms, the researcher will be required to prepare a research design, i.e., he will have to state the conceptual structure within which research would be conducted. The preparation of such a design facilitates research to be as efficient as possible yielding maximal information. In other words, the: function of research design is to provide for the collection of relevant evidence with minimal expenditure of effort, time and moneyDetermining sample design: All the items under consideration in any field of inquiry constitute ‘universe’ or ‘population’. The researcher must decide the way of selecting a sample or what is popularly known as the sample design. In other words, a sample design is a definite plan determined before any data are actually collected for obtaining a sample from a given population. in the organization population is 321 but our sample size in 100 and 92 exit employee. Collecting the data: In dealing with any real life problem itis often found that data al hand are inadequate, and hence, it becomes necessary to collect data that are appropriate. There are sever always of collecting the appropriate data which differ considerably in context of money costs, time and ther resources at the disposal of the researcher. Primary data can be collected either through experiment or through survey. | collected data from the exit interview and through questicnnaire.Analysis of data: After the data have been collected, the researcher turns to the task of analyzing them. The analysis of data requires a number of closely related operations such as ‘establishment of categories, the application of these categories to raw data through ‘coding, tabulation and then drawing statistical inferences. Summary of findings: After introduction there would appear a statement of finding sand recommendations in non-technical language. If the findings are extensive, they should be summarized. Conclusion: Towards the end of the main text, researcher should again put down the results of his research clearly and precisely. In fact, itis the final summing up. ‘At the end of the report, appendices should be enlisted in respect of all technical data, Bibliography ,i., list of books, journals, reports, etc, consulted, should also be given in the end, Index should also be given specially in a published research report.Aim Of The Study A study of comprehensive analysis of employee attrition rate in different department of Dainikbhaskar Raipur in a year 2017-18. OBJECTIVES OF THE STUD" + To find out the specific reasons why the attrition occurs and the possible way to reduce it. To analyse the attrition rate in deferent department, To suggest the area of improvement. ‘Comparative attrition rate analysis between deferent departments. To study how efficiently management settle a Grievance in an organization. To know the reason of grievance at Dainik Bhaskar Raipur DATA COLLECTION: PRIMARY DATA: Primary research is research you conduct yourself (or hire someone to do for you.) It involves going directly to a source —usually customers and prospective customers in your target market — to ask questions and gather information, Primary data was collected through personal and telephonic interview. A structured questionnaire and exit interview form was prepared to collect relevant primary data from employees. SECONDARY DATA: Secondary research is a type of research has already been compiled, gathered, organized and published by others, It includes reports and studies by government agencies, trade associations or other businesses in your industry, Especially for small businesses with limited budgets Secondary data was collected from various published books, journals, company web sites, intranet of organization and company brochure.AREA OF STUDY SAMPLE SIZE: The total sample size taken for this study was 192 92 From Exit Interview. 100 From Questionnaire. Methods or tools of analysis. 4 Percentage analysis > Graph Percentage analysis Percentage analysis shows the entire population in terms of percentage. Percentage =No. of respondents X 100 Total respondents Graph Graphical method was used in order to represent the factor in various graphical methods like pie chart, bar diagram, cylinder, etc. Questionnaire Structured exit interview it consist of close ended and some open ended questions there are main 8 question or over all 20 question that related to the resignation of employee and its reason The questionnaire is well structured and it consists of closed ended questions. There: are a total of 10 questions that aims to cover all aspects of the employee attrition and work culture of the organisation.Project Execution The Project Execution Phase is the phase in the project. In this phase, we will build the physical project deliverables and present. The Project Execution Phase is usually the longest phase in the project and it typically consumes the most energy and the most resources, To enable we ta monitor and control the project during this phase, we will need to implement a range of management processes. These processes help we to manage time, cost, quality, change, risks and issues. They also help us to manage procurement, acceptance and communications. peer IDENTIFY AND STC DEVELOP TOPIC BUC eli ore) Collect Relevant ff Analyze Data Peer elie rand ee Girlie eeu} ori IDENTIFY AND DEVELOP TOPIC ‘The most important part of the research process is defining the problem. In order to do any research and collect data, you have to know what you are trying to lear from the research. In research, defining the problem you need to solve will determine what information you Need and how you can get that information, In this stage we analysis the problem of Dainik Bhaskar in which it is a huge problem of attrition in marketing department employee resign frequently and organization fill that job position with more effortsDeveloping Research Plan and literature review It's time to build the research plan. Research plan can be overwhelming to create because it can include any method that will help our answer the research problem or explore an opportunity identified in step one. In this we study the old exit interview detailed and talk to some exit employee for reason and many more to know the reasonin this we start searching the literature review on the relevant topic and study some books to know it. Collect Relevant Data and Information In marketing research, most of the data we collect quantitative (numbers or data) versus qualitative, which is descriptive and observational, Ideally, gather a mix of the two types of data, In this we make a questionnaire to know the problem of employee, working condition and environment of the organization and other hand organize exit interview. Analyze Data and Report Findings After collecting relevant data we process that information by graph or percentage method and getting our output as a result of reason of attrition and after it we know the exact information of employee altrtion in Organization Suggestion and feedback Towards the end of the main text, researcher should again put down the results of his research clearly and precisely. In fact, itis the final summing up giving suggestion to the organization what the reason of the problem and this is also for other who bears the same problemChapter - 3 DATA ANALYSIS AND INTERPRETATIONFunction of the Respondent employee Department Number Of Left Employee | Number Of Left Employee Editorial Department 25 Wh ‘Ad Sale Department a Be [Production Deparment | 20 | 2% Hr & Admin Department OF 1% Finance & account 05 8% Department Brand marketing department | Itdepartment SND Total Number Of Left Employee ‘= Editorial Department Ad Sale Department ‘= Production Department Hr& Admin Department Finance & account Department Brand marketing department sit department = sMD In above respondent are 27% from the editorial department, 34% ad sale, 22% production,1% hr and admin, 5% finance, 1% IT, 10% smd and no one resign from the brand marketing departmentQ1, Reasons for Resignation (In case of multiple reasons please number them in ‘order of priority). Reason No. of Employee In Percentage Grievances 3% Better working environment 8% Better Salary/ Benefits Health Reasons Change In Industry Dissatisfied with Polices Job Mismatch Lack Of Job Satisfaction Family Reasons Further Education Start New Business ‘Others. Total Grievances Better working environment ‘Better Salary / Benefits 1m Health Reasons sm Change in industry ‘Dissatisfied with Polices lob Mismatch Lack Of Job Satisfaction ‘= Family Reasons 1 Further Education Start New Business mothers.‘Above mentioned table and chart shows the responds of the employees for the important reason for attrition in DainikBhaskar as 4% employee respond as Grievance, 4% respond as Working Environment, 25% of employee respond as better salary/ benefit ,15% Health issues, 2% wants to change industry, 9% respond they not satisfied with the policy, 1% employee respond that mismatch their Job, 2% are not satisfied with the job, 14% employee respond as family reason, 3% responds Further Education, 3% respond start new business and at last 19% employee respond Others and they does not disclose the reason So as the above table and graph shows that most of the employee left their job for salary! benefit and other hand health or family reason,Q2. Could the Company have done anything to encourage you to stay? Option Employees Response Employees Response (In Percentage) 35% a 100% In the Above figure 95% employee respond Yes, and 5% employee respond No. It shows that 95% employee agree to company encourage them for stay and only 5% employee disagree from this so aver all we can say that company always try to retain their employee . Que. 3:- a. Three things you like about DB. Three things we can improve at DB Responses of three thing good in the company, most of the employees respond working environment of the company, working hour, superior’s guideline and policy of company so good on the other hand response of three bad thing, mostly employees are respond nothing, and reaming employee respond salary policy, leave policy and work pressureQ4. Work related feedback: ( Please use the Rating scale: 1- Never, 2-to a certain ‘extent, 3-to a large extent, 4-almost always) S.No. | Details Did you know what was expected of you al work? ‘Were you provided with the resources & adequate training to perform your job effectively? Did you find your work satisfaction? ‘Did you feel that the rewards and recognition you received were in tune with your contribution? At work, did your opinions count? Did you have a enough opportunities for personal growth? ‘Did you think the company polices were employee friendly? ‘Would you consider returning to this company in the future?i. Did you know what was expected of you at work? ‘Option Employees respond Employees respond (in percentage ) Never {0 a certain extent io a large extent -almost always Total %~ Never to a certain extent sto alargeestent 1 alrmast always In the Above figure or table shows that 84% employee respond almost always, 8%respond toa large extent, 2% responds to a cerlain extent, and 6% of employee responds Never. ‘According to above responds of employee, shows that organization clear expected work of their employee what was their objective and what organization expect from themii, Were you provided with the resources & adequate training to perform your job effectively? Option Employees respond Employees respond {in percentage) Never 2% ‘to a ceriain extent 3% ‘to alarge extent 2% ‘almost always 77% Total 100% Never mtoa certain extent mito alarge extent almost always In the Above figure or table shows that 77% employee respond almost always, 2%respand toa large extent, 9% responds to a certain extent, and 12% of employee responds Never. According to above mention responds of employee shows that Dainikbhaskar provide a sufficient resouree for smooth work or provide a sufficient training and development Program to enhance knowledge, perform better and effectively achieve personal objective.lii, Did you find your work satisfaction? Option Employees respond Employees respond {in percentage) Never No one respond ‘Yo a certain extent 1% to alarge exient 8% calmost always 90% Total Never toa certain extent to alarge extent almost always In the Above figure or table shaws that 90% employee respond almost always, 9%respand to a large extent, 1% responds to a certain extent, and 0% of employee responds Never. From the chart or table shows that employees are satisfied with his work in organizationiv. Did you feel that the rewards and recognition you received were in tune with your contribution? ‘Option Employees respond respond (in percentage) Never ord 13% to a certain extent Ti 72% io a large extent 19 2% calmost always 50 5% Total 92 F00% Never mtoa certain extent to alarge extent 1 almost always In the Above figure or table shows that 54% employee respond almost always, 21%respond to a large extent, 12% responds to a certain extent, and 13% of employee responds Never. According to above responds the situation is 54% employee are almost always but rest of the 46% employee more or less they dissatisfied with the reward or recognition they receivedv. Atwork, did your opinions count? ‘Option Employees respond Employees respond (in percentage) Never to a certain extent 10% De to a large extent 39% ‘almost always Total Never toa certain extent ‘mito alarge extent malmost always On the above employee responds it shows that only 49% employee respond to their opinion was count almost always but on the other hand 39% of employees was respond to to a large extant and remaining 10% and 2% responded never or to a certain extant respectivelyvi, Did you have a enough opportunities for personal growth? ‘Option Employees respond Employees respond (in percentage) Never 3% ‘to a certain extent No one respond to alarge extent 14% calmost always Total 83% F00% Never mtoacertain extent ‘sto a large extent almost always In the Above figure or table shows that 83% employee respond almost always, 14% respond to a large extent, 0% responds to a certain extent, and 3% of employee responds Never. It shows that dainikbhaskar provides a enough opportunity far a personal growthvii. Did yau think the company polices were employee friendly? ‘Option Employees respand Employees respond (in percentage) Never 4 to a cerlain extent 7 to alarge extent Hi -almost always 76 Tol 82 1% Never toa certain extent mito alarge extent malmost always In the Above figure or table shows that 83% employee respond almost always, 12%respond to a large extent, 1% responds to a certain extent, and 4% of employee responds Never. Sa we can say that dainikBhaskar'spolicy are employees Friendly.viii, Would you consider returning to this company in the future? Option Never Employees respond Employees respond (in percentage) a% ‘to a certain extent Be to a large extent ‘almost always Total Never toa certain extent sto alarge extent malmost always In the Above figure or table shows that 75% employee respond almost always, 15%respond to a large extent, 2% responds to a certain extent, andB% of employee responds Never. So most of the employes would consider returning to DainikBhaskar in the future As per the above responds of employee.QS. Supervisor related feedback: (Please use the 4 point rating scale : 1-never, , 2-to a certain extent, 3-to a large extent, 4-almost always) S.No. | Details 1 ‘S/H Set clear performance expectation, ‘S/He seemed to care about you as a person. ‘S/He mentored your development. ‘S/He was approachable & receptive to open communication. 'S/He provided frequent & Qualitative feedback on performancei. SiHe Set clear performance expectation. ‘Option Employees respond Employees respond (in percentage) Never 6 8% Yo a certain extent a a to a large extent 6 7% ‘almost always 83% Total Never to certain extent to alarge extent almost always Above mention chart shows that 83% employee are respond almost always their supervisor Set clear performance expectation and 7% answered to a large extent, 4% employee responds to a certain extent, and 6% respond never. So it is clear that supervisors of DainikBhaskar are Set clear performance expectationli, S/He seemed to care about you as a person. ‘Option Employees respond Employees respond (in percentage) Never 2% ‘oa certain extent 8% to a large extent almost always Total Never ito 8 certain extent sto alarge extent malmost always On the above employee responds it shows that 78% employee think their superior seemed to care about them as a person, 12%respond to a large extent, 8% responds to a certain extent, and 2% of employee responds Neveiii, 'S/He mentored your development, ‘Option Employees respond Employees respond (in percentage) Never 8% ‘to a certain extent 2% to alarge extent 3% calmost always Total aNever toa certain extent to alarge extent malmost always On the above employee responds it shows that 87% employee thinktheir superior arementored them development, 3%respond to a large extent, 2% responds to a certain extent, and 8% of employee responds Never.iv. S/He was approachable & receptive to open communication. ‘Option Employees respond Employees respond (in percentage) Never 8% ‘to a certain extent 3% to alarge extent ‘almost always 77% Total Never to acertain extent to a large extent 1 almost always ‘On the Above figure or table shows that 77% employee respond almost always, 14% respond to a large extent, 3% responds to a certain extent, and 6% of employee responds Never.vy. SiHe provided frequent & Qualitative feedback on performance, ‘Option Employees respond Employees respond: (in percentage) Never 10% ‘to a certain extent 6% to a large extent 1% almost always: 67% Total 700% Never mtoa certain extent ta alarge extent almost always On the Above figure or table shows that 67% employee respond almost always, 17%respond to a large extent, 6% responds to a certain extent, and 10% of employee responds Never.Q6. Generally speaking you would rate this company as work. Option Employees respond Employees respond (in percentage) (ajExcalient 2 23% (6) Good a8 5% (c) Average 18 20% (@) Below average 2 2% (Poor 3 a Total 92 | 43 a | 1g. LU : . (2}Excetlent {b) Good (e) Average (dl) Below average (e}Poor From the above mention Chart or table shows that 21 employees responds excellent rate the company and 48 employees responds good,18 employee average, 2 employee below average and 3 employees responds poor. So that above respond we conclude that DainikBhaskar is a good company for work.Q7. Management's willingness to make corrections and changes is Option Employees respond Employees respond (in percentage) (a)Excellent 26 29% (b) Good (c) Average (@) Below average (@)Poor Total “ | ll 1 | i (a}Excellent (b) Good (c} Average (dl) Belowaverage ——_(ePoor On the above mention chart shows that 26 employee think as a excellent, 44 good, 16 average, 5 belaw average and remaining 1 employee think that poorQ8. Would you like to come back J/ re-join DainikBhaskar, in future ? ‘Option Employees respond Employees respond (in percentage) (ajves 79 86% (6) No 3 14% Total a2 100% From the Above chart or table clear that 86% employee said yes for come back / re-join DainikBhaskar, in future and 14% said No.PART-B Questionnaires Gender of the Respondent Gender NO. of Employee No of Employee (in Percentage) Male 92 92% Female 8 8% Total 700% NO. of Employee Above mention table or graph shows that there is only 8% female respondent and 92% male respondent ‘As the above chart in organization have a few female employees work in the organisation only have a one or two females in a all department‘Age of the Respondent ‘Age Number of employee Number of employee (In percentage) No one respond a7% 40% 23% 100% Number af employee From the above chart or table shows that no any employee less than the 20 year age, 37 responded are between the ages 21 to 30, 40 responded are between the age 31 to 40 and remaining 23 responded are above the 40 year. The average of the age of responded are 33.Department of employees Department No. Of employees (In percentage) ‘AD Sales 31% Brand Marketing 2 Editorial 28% Finance & Accounts HR & Admin me Production 7% SMD AD Sales m= Brand Marketing ‘= Editorial Finance & Accounts BHR Admin ‘= Production = SMO. 31 employee from the ad sales department in above table or chart 2 fram brand marketing, 28 editorial, 10 finance, 9 hr & admin 7 production and 13 from SMD. Your experience in DainikBhaskar Year of experience Employees Respond Employees Respond (in percentage) dws a 61% 306 20 20% Glos 1% 13% ‘8 above 6 6% Total 700 700% ‘ L Ot03 3106 6to9 above Above mentioned table and chart shows that 61 employees are 0 to 3 year of ‘experience, 20 in 3 to 6 year of experience, 13 in 6 to 9 year and 6 employee above the 9 year of experience... Which af the following policy need to be modify or change ? Options Employees Respond Employees Respond {in percentage) Hiring of Relatives of | 21 21% Employee Re-Hire Policy No one respond Leave Policy 78% Salary Police 35% Nothing 7 Other 16% Total 100% 0 35 30 25 35 28 au 20 ‘6 1s 10 0 ol ps Ls Hiring of Relatives Re-Mire Policy Leave Policy Salary Police Nothing / Other of Employee No. Of Eployeee From the above table and chart it shows that 35 employee respond salary policy need to be change, 28 respond leave policy, 21 employee respond hiring of relatives of employee 16 respond as a nothing is need to be change and re hiring policy no one response for this3. How is your organization's working environment ? Responce No, Of Employee Employees Respond {in_percentage) 23% Employee's Friendly 23 Stressful 34 34% 43% 100% ’ fl | | Average 43 Total o Employee's Stressful Average Friendly No. Of Employee From the above mention table or chart 23 employee respond organizations working ‘environment is employees friendly, 34 respond stressful, and 43 employee respond average.4, How often you face Grievance in Organization? Responce No. Of Employee Employees Respond (in_ percentage) Mostly 4 14% Rarely 52 52% Not at all 37 37% Total 100 100% No, Of Emplayee Rarely Not at all ‘As par the above table or chart 11 employee respond mostly they face grievance, 52 respond rarely and 37 employee respond not at all, they not face the grievance in the ‘organization.5. Most of your Grievance is related to Options Employees Respond Employees Respond (in percentage) ‘Work environment 03 3% Economic 16 ‘Work Burden 42 Management 18 Others 24 Total No. Of Employee Above mention table and chart it shaws that 3 employee face grievance related to the ‘working environment, 16 employees respond economic, 42 respond work burden, 18 respond management and 21 responds others