PROJECT REPORT

ON

ORGANISATIONAL BEHAVIOUR AND

HUMAN RESOURCE MANAGEMENT
of

“Inc.42”

PRESENTED TO: Submitted by:

DEEPTI PATHAK Aarav Agarwal –

Faculty NMIMS Bangalore Daksh Agarwal - 74052100180

Krish Bohra-

Ishita –

Mrunmay -

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 TABLE OF CONTENTS

S.NO CONTENTS PAGE NO

1 Company Background 3

2 Project Establishments 7

3 Objectives 12

4 Research Methodology 13

5 Analysis and Interpretation 14

6 Conclusion 23

7 References 24

8 Appendix/Annexure 25

9 Plagiarism Report 28

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 COMPANY BACKGROUND
Founder: Inc42 was founded by Vaibhav Agarwal, Pooja Sareen, and Ankit Puri in 2014.

Location: Inc42 is headquartered in New Delhi, India.

Mission: Inc42's mission is to be a leading source of news, analysis, insights, and resources for
the Indian startup and tech ecosystem.

Inc42 is a leading Indian media and information platform, known for its end-to-end coverage of
the Indian startup ecosystem. It is one of the most popular and trusted sources of information
for startups, investors, corporates, and other stakeholders in the Indian startup ecosystem.
Inc42 has played a pivotal role in the growth and development of the Indian startup ecosystem.
It has helped to raise the profile of Indian startups, connect them with investors and other
stakeholders, and provide them with the resources and support that they need to succeed.

SERVICES OFFERED

1. Inc42+ Guides: Inc42+ Guides are comprehensive handbooks for startups on everything
from validating startup ideas to acquiring customers to securing funding.

2. Inc42 Data Labs: Inc42 Data Labs is a data-driven research and consulting firm that helps
startups and investors make better decisions.

3. News and Analysis: Inc42 provides up-to-date news and analysis on the Indian startup
and technology sectors. It covers a wide range of topics, including funding rounds,
mergers and acquisitions, industry trends, and regulatory developments.

4. Startup Database: Inc42 maintains a comprehensive database of startups in India, which

includes information about their founders, funding history, and sector. This database
serves as a valuable resource for investors and entrepreneurs looking to explore the
startup landscape.

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NOTABLE ACHIEVMENTS

1. It has been recognized as one of the most influential tech media platforms
in India by various publications and organizations.

2. It has helped to raise millions of dollars in funding for Indian startups.

VALUES

1. A Drive for Excellence

The company is looking for people who are motivated to be experts in their craft. They
inspire and bring out the best in everyone.

2. Curiosity
Curious people are constant learners. They are motivated to solve problems by any
means instead of giving up on them.

3. Openness and Integrity

The company value honesty in communication and transparency in our processes. We
believe our actions should be guided by love and our words by truth.

4. Ownership and Accountability

Company value people who take ownership of projects and see them to completion
instead of playing blame-game when things go wrong.

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SWOT ANALYSIS

Strengths
· Strong brand recognition as India's leading startup media and information platform
· Experienced and knowledgeable team of journalists and analysts
· Wide reach and audience engagement across multiple platforms
· Deep understanding of the Indian startup ecosystem
· Innovative and data-driven approach to storytelling

Weaknesses
· Reliance on advertising revenue
· Limited international presence
· Competition from other startup media platforms
· Lack of diversity in revenue streams

Opportunities
· Growing interest in the Indian startup ecosystem from global investors and corporates
· Expanding market for startup-related services
· Potential to develop new products and services, such as data analytics and consulting
· Opportunities to expand into new markets, such as Southeast Asia and Africa

Threats
· Economic downturn
· Changes in government policies
· Rising competition from other media platforms

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 · Disruption of the media industry by new technologies

INDUSTRY

Inc42 operates in the media and information industry. It is a leading Indian media
and information platform, known for its end-to-end coverage of the Indian
startup ecosystem. Inc42 provides news, analysis, and data on Indian startups, as
well as resources and tools to help startups grow.

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 PROJECT ESTABLISHMENTS
The scope of the project is to help us understand the Recruitment, Training, Development,
Legal Aspects, Diversity, and the Employee exit process of Inc42. It will also help us in
understanding how HRM policies shape the organisations work culture and attitude. It will also
be insightful to understand the importance of HRM policies not only on an organisational level
but also on a personal level.

How HR policies are helping the industry and their Importance:

All sizes and types of organizations need human resources (HR) policies. They act as a set of
rules and guidelines that direct how the company handles its workers and the workplace. It is
impossible to overestimate the significance of HR policies because they are essential to many
areas of how an organization operates. HR policies are crucial for the following reasons:

1. Recruitment and Onboarding: HR policies direct the hiring and orientation procedures to
make sure that new hires get the appropriate training, information, and assistance in
integrating into the workplace culture.

2. Employee Development: HR policies may make provisions for training and development
opportunities, which can help staff members improve their abilities and improve in the
company.

3. Employee Benefits: HR policies frequently describe the company's compensation and

benefits packages, assisting staff members in understanding their rights to things like
health insurance, retirement programs, and paid time off.
4. Safety and Working Conditions: HR policies cover workplace security, emergency
response, and safety protocols, making the workplace a safer and more secure place for
employees.

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5. Engagement and Retention: Employees are more likely to feel engaged and pleased in
their jobs when they are aware that they are receiving fair and consistent treatment,
which can result in greater retention rates.

6. Resolution of Conflicts: HR regulations offer a framework for handling conflicts and

disagreements at work. They lay forth the procedures that management and staff
should adhere to when resolving problems like harassment, discrimination, or
grievances.

7. Legal Compliance: HR policies make ensuring that the company abides by all applicable
local, state, and federal employment laws. This helps to reduce the likelihood of legal
issues, lawsuits, and expensive fines.

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Industry related HR policy

Like in any company, HR rules are crucial to ensuring efficient operations, adherence to moral
and legal obligations, and the welfare of personnel in media and information platforms. The
following basic HR guidelines are especially pertinent to the media and information platform
sector:

The Equal Employment Opportunity (EEO) Policy guarantees that no hiring, promotion, or salary
decision is made in a way that would be discriminatory based on a person's race, gender, age,
sexual orientation, religion, or handicap. The organization's commitment to establishing a
varied and inclusive workplace that embraces people from different origins and viewpoints is
outlined in the diversity and inclusion policy.
Code of Ethics and Conduct: Given the significance of journalistic objectivity, media and
information platforms frequently have a strong code of ethics that staff are required to abide
by. This could include rules regarding fairness, accuracy, and preventing conflicts of interest.

Workplace Harassment and Discrimination Policy: To ensure a welcoming and safe workplace,
media organizations should have clear policies in place to prevent and resolve workplace
harassment and discrimination.

Flexible Work and Remote Work Policy- Given the nature of the media industry, certain
organizations may have rules allowing for flexible work schedules or remote work options.

Health and Safety Policy: This policy tackles workplace safety, emergency procedures, and
accident reporting. It is particularly pertinent for newsrooms and media production workplaces.

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Company’s individual HR policy practices

1. Strategic Workforce Planning: The hiring process at Inc42 is in line with the
organization's annual growth goals and strategies. This proposes a strategy of strategic
workforce planning, where HR works with other divisions to identify the staffing
requirements to meet the organization's goals.

2. Transparency in the recruiting process may be ensured by measures in HR policy, such

as explicit communication of the qualifications needed for the position, the application
process, and the selection criteria.

3. Training and Development: The statement that qualified individuals will be placed under
supervision for training and development suggests that the business has procedures in
place for new hire orientation, training, and career advancement. The company doesn’t
believe in training before the job, according to them the ultimate training happens at
the job, if a person has the skill set then he or she shouldn’t take much time to learn and
will be well versed within a period of 3 months.

4. Create a Supportive and Stigma-Free Environment: Inc. 42's approach to mental health
recommends a policy of doing just that. Employees may be encouraged to seek
assistance, when necessary, via HR policies that encourage open discussions regarding
mental health.

5. Performance Appreciation and Rewards: HR rules probably provide instructions on how

employee development and performance are judged and rewarded. A rewards system,
performance evaluations, and feedback mechanisms may all be used to recognise and
recognise exceptional achievement.

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 Analysis of industry and company policy

Equal opportunity and non-discrimination are emphasised in both Inc42 and the industry-
specific regulations. They work to stop prejudice based on things like colour, gender, age,
religion, or disability. This demonstrates a dedication to developing welcoming and equitable
workplaces across all industries.

Generally, the companies focus on training of the employees before they start the actual job so
that the person is well trained before the work begins, however Inc42 has a different approach.
Training and development, particularly on-the-job training, are highly valued at Inc42. Since
they feel that the best training occurs on the job, they have a distinctive viewpoint that formal
training should not be provided prior to employment. Though it might not work in every
industry or function, this strategy may be better suited to some.

One standout aspect of Inc42 is its emphasis on developing a welcoming and stigma-free
atmosphere for mental health. Their promotion of open conversations on mental health is in
line with an increase in public understanding of these problems.

The organization's emphasis on strategic workforce planning is particular to Inc42 and

represents their dedication to coordinating manpower requirements with growth objectives
and plans. This strategy might be more prevalent in high-growth businesses and tech startups.

In conclusion, Inc42's HR policies provide a special emphasis on training and development,

strategic workforce planning, and a compassionate approach to mental health. They have their
own unique characteristics that are adapted to the demands of the organisation and the sector,
even though they are in line with universal ideals like equality of opportunity and non-
discrimination. The sector-specific HR policies give a more comprehensive overview of industry-
wide best practises with a focus on media-specific issues like ethics and harassment avoidance.

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 OBJECTIVES
To understand how an organisation works and how the HR’s manage various aspects of the
organisation. The importance of Organisational Behavior and how Human Resource
Management plays a crucial role in an organisation.

1. Human Resource Planning: To understand how Human resource policies are essential
for managing an organization's workforce effectively. Each HR policy area, such as
recruitment and selection, training and development, performance appraisal, legal
aspects, diversity and inclusion, employee engagement, and employee exit, serves
specific objectives.

2. Recruitment & Selection: To help us understand how the recruitment & selection
process is undergone in an organization.

5. Training and development: To understand how the organization focuses on the

development of employees and provides them with training based on their planned
career and the training they require to perform their current job.

6. Performance Appraisal: To understand How companies provide employees with

appraisals based on their performance in the organization.

7. Legal Aspects: To understand What are the various laws followed by the organisation in
compliance with the interest of all the stakeholders involved.

8. Employee Engagement: To understand the various aspects of attitude that help in the
development of employee engagement.

9. Employee Exit: To understand the process of how an employee takes the exit from an
organisation and how the organisation fills in for the same position.

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 RESEARCH METHODOLOGY

The research methodology will help lay the blueprint of the project and help in analyzing the
data collected.

The research design of the project is solely a qualitative one. The data collected is Primary data
from an interview of the HR manager of Inc42. In this project we would with the help of
comparison between HRM policies of the Industry and the HRM policies of Inc42 Analyse the
data collected. This research methodology will be the best way to analyse it due to the
qualitative nature of the data.

The secondary data that was utilised in this project were some news articles and reports. This
data was used to help us gain insight into the HR policies related to the industry and some
information regarding the company itself. As we have not collected the secondary data
ourselves, we have no control over how it was collected or analyzed. This can give us difficulty
in assessing it.

The limitations of the research would be that the data collected is from a primary source in the
company. The interviewee would not have been transparent about the actual work culture and
HRM policies practiced. It may also not be assured that the answers given to the questions are
fully true/followed by the company. This would not help in the accurate analysis of the data and
help us understand the reality of the work culture.

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 ANALYSIS AND INTERPRETATION

Question-1) Could you walk me through your typical recruitment process from
job posting to onboarding?
Answer) According to Inc42, recruitment is not viewed as an individual procedure, but rather as
a component of achieving the organisations aim. Organisations set their growth plans and
targets at the start of the business year, and the number of personnel needed is determined
appropriately. The organisation then goes department by department and matches job
vacancies to their specifications. The company then creates the job description and
specifications. The HR manager reviews the applications and calls the short-listed applicants for
an interview, which narrows the list of suitable personnel even further. They are then subjected
to written tests and medical examinations before being chosen. Once chosen, they are placed
under supervision for training and development.

Interpretation:
By following these steps, Inc42 has developed a comprehensive and effective recruitment
process that will help them attract and hire the best talent. The fact that recruitment is not
viewed as an individual procedure, but rather as a component of achieving the organization's
aim, highlights the importance of aligning the recruitment process with the company's overall
goals and objectives. The step of developing clear and concise job descriptions and
specifications is important because it helps to attract qualified candidates and ensures that they
have a good understanding of the role and the company before they apply. The step of making
an offer is important because it shows the company's commitment to the candidate and helps
to secure their acceptance of the position. Onboarding the new hire is important because it
helps them to get up to speed quickly and become productive members of the workforce.

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Question-2) What methods or tools do you use for assessing employees' training
needs?

Answer) According to Inc42, they do not place a high value on training and instead hire people
who they believe can be trained fast on the job. They prioritise empowerment over training as
an organisation. They are a content company, so they have all the data and material basically
everything and anything related to a content startup requires they have it with them giving an
example they believe that the HR will not sit and decide what kind of training should be given to
a certain employee rather the employee should come and ask that this is the training we
require which they feel is more beneficial to an individual they fulfil employment duties in
accordance with those demands. They are not the typical organisation that keeps training
programmes on a regular basis, but they do keep mental health training programmes daily
because those are the things that an employee requires training on a regular basis, such as
employee psychology and employee engagement, or how engaged they are in the company.
The job is a separate criterion, but they believe that everyone in this organisation is invested in
their work because if they are not, they will find out because of how well linked the company is.
Interpretation) It appears that Inc42+ as a company has a distinctive strategy for staff
training and development, which can be summed up as follows:

Employee-Centric Training: They encourage individuals to determine their own

training needs rather than HR or management selecting what training an employee
should receive. This strategy gives people the power to ask for the training that they
believe will be most useful for their roles.

Access to a Wide Range of Resources: Employees have access to a wide range of data
and resources connected to content development at your firm for their educational
requirements. Their strategy for employee-initiated projects is likely supported by this
resource-rich environment. In summary, the organization appears to prioritize a flexible
and employee-driven approach to training.

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Focus on Mental Health Training: They place a priority on everyday mental health
training programs even though they may not have many traditional training sessions.
This displays a dedication to improving employee well-being, which includes elements
like employee psychology and engagement that are important in the contemporary
workplace.

Strong Company Culture: They mentioned that all employees are actively involved in
their work; if they weren't, the close-knit nature of the organization would make it clear.
This reflects a robust corporate culture and a commitment to the organization.

In conclusion, the company seems to prioritize flexible, employee-driven training with a

focus on mental health and wellbeing, which reflects the industry's modern, adaptive
approach to talent development.

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Question-3) What steps has the company taken to ensure equal opportunities for
all employees, regardless of their background?

Answer: According to Inc. 42, the business strongly emphasizes on inclusiveness and diversity
within its workforce. No matter their gender, caste, or religion, it appears to prioritise equal
opportunity for all employees. Inc42 also does not believe in celebrating women's day.

Interpretation:

1. This is a good strategy because it promotes an inclusive workplace where everyone has
an equal opportunity to achieve. Everyone receives compensation in accordance with
their contribution. This suggests that the corporation seeks to implement a fair and
equitable merit-based remuneration system.

2. It's also an interesting strategy for the corporation to decide against commemorating
Women's Day because they value equality for all genders. It demonstrates a dedication
to gender equality and might encourage a culture in which achievements and
acknowledgment are not restricted to gender-related occasions.

3. The summary of Inc 42's policies and procedures indicates a dedication to establishing
an inclusive and equitable workplace where workers are treated equitably regardless of
their gender or ethnicity. A positive workplace culture may boost employee morale,
teamwork, and productivity, which will eventually help the business succeed and build a
solid reputation as an employer of choice.

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Question-4) Can you describe the employee wellness programs and initiatives the
company offers to support physical and mental health? Are there any unique or
innovative benefits that the company provides to enhance employee satisfaction
and engagement?

Answer) Regarding mental wellbeing, staff assistance, and team-building exercises, Inc. 42 looks
to have a smart and comprehensive strategy. The reasoning for Inc 42's decision to forgo
creating internal mental wellness programmes is the concern that doing so would
unintentionally cause some employees to mistakenly assume they have mental health issues
when they don't.
Interpretation:
1. Although this strategy differs from the conventional one of providing mental health
programmes, it shows concern for not stigmatising mental illness and for not
overburdening staff with unneeded activities. But the organisation must keep lines of
communication open for those who need assistance.

2. It is a fantastic strategy to set up a private mentoring forum for employees who are
struggling with mental health difficulties. It demonstrates how much the business cares
about its workers' mental health and offers a secure environment where they may get
advice and help from seasoned mentors. Employee openness about their issues must be
encouraged, and confidentiality is essential for this.

3. In conclusion, Inc 42's strategy appears to place a high priority on employees' mental
health, professional growth, and overall job satisfaction. They may not set up extensive
programmes for mental wellbeing, but they have taken steps to discretely treat
individual mental health issues. Workcations, yoga, and team-building exercises can all
promote employee engagement and contribute to a productive workplace culture.

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 4. The business must constantly evaluate the success of these activities, and it must be
willing to change its strategy in response to suggestions from staff members and
changing customer demands. Employees should be aware of the services available to
them so they can seek assistance if necessary, and mental health support should
continue to be a focus.

Question-5) How are employees assessed for performance and do you provide
performance reviews, and what is the process?

Answer) According to Inc42 the organisation only focuses majorly on training and development
of the employee in the initial days of his selection period after which the employee is let upon
himself for personal development. Although the organisation focuses on acknowledging
employee growth and performance and rewards for the same.

Interpretation: The assessment policy and feedback system seem to be quite robust and
supportive of employee growth although its not very focused on training of the employee.

Here are few positive aspects of the assessment policy:

1. HOLISTIC ASSESSMENT - The feedback system does not just focus on the employee's
work performance but also considers their overall well-being and how they feel about
the environment, colleagues, and friends.

2. EMPLOYEE GROWTH - The organization recognizes the importance of individual growth,

not just organizational growth. This is a commendable approach as it encourages
employees to develop their skills and career paths. The organisation indirectly brings the
motivation from withing an employee by not forcing them to go through a training and
development but rather rewarding for growth by self-actualisation and regulation.

3. PROMOTION BASED ON PERFORMANCE - Using a bell-curved method for employee

ratings and tying promotions to performance can incentivize employees to excel in their
roles.

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Areas for Improvement

1. REGULAR TRAINING - Investment in regular training and development opportunities for

employees could be done to help them meet their growth plans. This can include skill-
building workshops, mentorship programs, or access to educational resources.

2. Feedback CHANNELS- Multiple channels for feedback could be provided, including

anonymous options, to ensure employees feel comfortable sharing their concerns just
as the organisation does for mental health.

3. They could implement the same feedback sharing channels as for mental health to
receive feedback from the employees.

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Question-6) What is the organization's policy regarding employee exit if an
employee leaves your company or if his contract has expired?
Answer)

1. Notice Period for Resignation: Employees are required to provide notice within the
allotted notice period as specified in their employment agreement

2. Exit Formalities: Departing employees are required to complete exit formalities,

including returning company assets and participating in exit interviews

3. Early Exit Request: If an employee wishes to leave before the end of their notice period,
they must seek approval from their manager for an early exit.

Interpretation:
The company's exit policy appears to be well defined and focuses on ensuring a smooth and
orderly transition for departing employees.

The process undergone by Inc.42 helps both parties stay positive for a smooth flow of
employee exit, they encourage people to serve a notice period and then join their new job if
they are willing to leave their current job as it will help Inc42 also in filling in the job position to
carry on with the smooth functioning. The Notice period helps the organization to look for
potential employees for the position that is getting vacant.

By analysing the company's exit policy, we can see the clarity, legal protection and all the
required exit formalities that safeguards both the company's interests and the rights of
departing employees.

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Question-7) What are labor laws that your company follows?

Answer:

1. LABOUR LAW COMPLIANCE AND EMPLOYEE WELFARE COMMITEMENT - The company

compiles with all the relevant labor laws and regulations mentioned in Companies Act
and is committed to ensure the wellbeing and rights of employees.

2. MATERNITY LEAVE SUPPORT - The company supports the female employees by

providing maternity leave benefits in accordance with applicable maternity laws.

Interpretation: The organisation following all the laws to be practiced shows that the company
fulfills its moral and societal obligations and believes not only in profit maximization but also in
the overall well-being of an employee.

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 CONCLUSION

In conclusion, Inc42's human resource practices are intended to foster a positive and supportive
work environment for its employees. The organisation provides competitive compensation and
benefits, as well as flexible work arrangements and chances for growth and development. Inc42
also recognizes and celebrates its employees for their accomplishments and is dedicated to
diversity and inclusion.

The company's emphasis on learning and development is especially notable. In a fast-evolving

field like technology, it is critical for employees to have access to the newest trends and
advancements. This contributes to Inc42's position as a market leader.
The company's dedication to diversity and inclusion is also admirable. A diverse staff brings in
wide range of viewpoints and experiences to the table, which can lead to more effective
decision-making and creativity.

Our personal learnings would be as follows:

1. The importance of employee engagement: Employee engagement is essential for

organizational success. Engaged employees are more productive and even more
satisfied with their jobs, which affects retention rates positively.

2. Need for diversity and inclusion: A diverse and inclusive workforce is essential for
innovation and creativity. People from different cultures and geographical locations
would bring in different and creative ideas.

3. The importance of employee development: Employees need to be constantly

developing their skills and knowledge to remain competitive in the workplace. Being in a
very dynamic industry robust and healthy employment development will work wonders
for Inc42.

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 4. The need for effective communication: Effective communication is essential for building
trust and relationships between employees and managers.

Overall, Inc42's human resource practices appear to be well-thought-out in terms of attracting

and retaining top talent, creating a healthy work environment, and supporting employee
growth and development. This will very certainly contribute to the company's sustained
prosperity in the coming years.

References

Bigelow, S. J., Pratt, M. K., & Tucci, L. (2023, February 10). SWOT analysis (strengths,

weaknesses, opportunities and threats analysis). CIO.

https://www.techtarget.com/searchcio/definition/SWOT-analysis-strengths-weaknesses-

opportunities-and-threats-analysis#:~:text=SWOT%20analysis%20is%20a

%20framework,or%20establishing%20a%20business%20strategy

inc42.com Competitors - Top Sites Like inc42.com | Similarweb. (n.d.). Similarweb.

https://www.similarweb.com/website/inc42.com/competitors/#:~:text=The%20other

%20five%20competitors%20in,M%20visits%20in%20August%202023).

M, S. (2023, September 25). Inc42 Media - Your Gateway To The Indian Startup Ecosystem.

Inc42 Media. https://Inc42.com

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R. (2023, September 25). Inc42 Media – India’s #1 Startup Media & Intelligence Platform.

Inc42 Media. https://inc42.com/about/

APPENDIX

Questionnaire

1. Could you walk me through your typical recruitment process from job
posting to onboarding?

2. What methods or tools do you use for assessing employees' training

needs?

3. What steps has the company taken to ensure equal opportunities for all
employees, regardless of their background?

4. Can you describe the employee wellness programs and initiatives the
company offers to support physical and mental health? Are there any
unique or innovative benefits that the company provides to enhance
employee satisfaction and engagement?

5. How are employees assessed for performance and do you provide

performance reviews, and what is the process?

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 6. What is the organization's policy regarding employee exit if an employee
leaves your company or if his contract has expired?

7. What are labor laws that your company follows?

GROUP PICTURE:

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LinkedIn of Interviewee:

♦ Shweta Shaily | LinkedIn

https://in.linkedin.com/in/shweta-shaily

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