VEDANT. S. JOSHI PGDHRM M.G.L.I.

THE PROJECT REPORT On

Human resource planning
With reference to

RAJKOT

Head Office – BHOPAL Submitted by VEDANT SHASHIKANTBHAI JOSHI PGDHRM (2010-2011) Submitted To

AHMEDABAD

HR PLANNING AT DIVYA BHASKAR, RAJKOT

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VEDANT. S. JOSHI PGDHRM M.G.L.I.

DECLARATION BY THE LEARNER

This is to declare that I have carried out this project work myself in part fulfillment of the PGDHRM Program of Mahatma Gandhi Labour Institute. The work is original, has not been copied from anywhere else and has not been submitted to any other university/Institute for an award of any degree/diploma.

Date:

Signature:

Place:

Name:

ACKNOWLEDGEMENT
HR PLANNING AT DIVYA BHASKAR, RAJKOT 2

VEDANT. S. JOSHI PGDHRM M.G.L.I.

“Success of endeavor is always due to contribution from different people.” I think this is good opportunity for me to thank those nice and wonderful people who have helped me a lot of in my training. My hard work would never shine if I do not convey my heartfelt gratitude to those people from whom I got support and encouragement during this training. I am thank full my inspirational and intellectual guiders for giving me a great opportunity to do training at DIVYA BHASKAR NEWS PAPER, AT- RAJKOT, wish to express my sense of obligation to the management of DB corp. ltd for accepting me for training. Further, greatly thankful to Mr. Sanjay gaur sir (G.M.) and Mr. Jayom Dave (Sr. HR executive) all staff members of Divya bhaskar, rajkot for giving their precious time and valuable guidance to me. And sincerely thank Dr. I.S. Singh sir professor of HRM wing at Mahatma Gandhi Labour Institute. and all other faculties for their encouragement and numerous valuable suggestions on this project work

Finally I would like to express my gratitude towards my professors, my parents and other who helped me directly or indirectly in completing my project work.

HR PLANNING AT DIVYA BHASKAR, RAJKOT

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We can get that form live project live project played a guiding role to face the challenge. Again in the competitive world only ‘surviving ’ in the market is a big question and only those companies are able to survive skill in an effective and efficient manner. HR PLANNING AT DIVYA BHASKAR. S.L. PREFACE Today in this fast developing modern world and also at the arrival of 21st century. We can observe that there has been an incredible development of industries. It helps the student to know how the theoretical knowledge obtained can be applied in practice for running a business. with the help of theatrical knowledge.VEDANT. JOSHI PGDHRM M.G. to know the welfare activities.I. Therefore. RAJKOT 4 . which are entering in the market with a BIG BANG. The main objective of this report is to get knowledge about the functions of HRD. practical training is of great impacts.

no HR PLANNING AT DIVYA BHASKAR. MAIN INDEX Sr.L. no 1 2 3 4 5 6 7 Topic Company profile Introduction To Organization H.VEDANT. JOSHI PGDHRM M. R. S.I. Department Introduction about Human Resource Planning Quality of work life Conclusion Bibliography Page.G. RAJKOT 5 .

An important vehicle of sensitizing the local indigenous inhabitants of the various events. social. financial and political condition of the state. Divya Bhaskar is divided into several sections of state news. economic and sports events of the state. RAJKOT 6 . Written in chaste Gujarati language. Divya Bhaskar provides the local population with comprehensive.I. JOSHI PGDHRM M. Divya Bhaskar has helped to enhance HR PLANNING AT DIVYA BHASKAR.G. The regional newspaper also caters a complete section to entertainment and media. An integral part of the media in Gujarat. systematic and true social. The newspaper reports on the numerous sporting events and the final outcome in a completely different section of sports in Divya Bhaskar. S. Divya Bhaskar confidently reaches out to the common people with authentic news headlines of the state.L. the newspaper of Divya Bhaskar play a significant role in covering the various political. nation and the world at large.VEDANT. national news and international news. INTRODUCTION TO THE ORGANIZATION HISTORY OF DIVYA BHASKAR One of the prominent vernacular newspapers of Gujarat.

Divya Bhaskar has never compromised with the truth and reports facts accompanied with accurate figures.G. JOSHI PGDHRM M. A local newspaper with global outlook.L. The newspaper has effectively used its freedom of expression to report any social or political matter without the interference from various sources. the command of the present generation over the vernacular language. wherever possible.VEDANT. S. Divya Bhaskar is one of the important platforms for expressing public grievances.I. HR PLANNING AT DIVYA BHASKAR. The reporters of Divya Bhaskar do not hesitate to go to remote and sensitive areas to collect information. RAJKOT 7 . Divya Bhaskar provides the local people of Gujarat to fearlessly voice their opinions on various matters affecting the state and nation.

JOSHI PGDHRM M. RAJKOT 8 .G. HR PLANNING AT DIVYA BHASKAR.VEDANT. S.L.I.

He has approximately 42 years of experience in the publishing and newspaper business and has been engaged in the running of our organization for over four decades. We shall study the world media and will follow the HR PLANNING AT DIVYA BHASKAR. is the Chairman of our Company. He has been on the Board of our Company since inception.G. RAJKOT 9 . having quality of strategic management and business leadership. Besides.I. S. Though our origin in India and we are rooted in India but our views and conduct are global. He holds a post graduate degree (Master's in Arts) in Political Science from Bhopal University.L. 2006 and 2007. Currently he is also the Chairman of the Federation of Indian Chambers of Commerce and Industry of the Madhya Pradesh. JOSHI PGDHRM M.VEDANT. Ramesh Chandra Agarwal (65 years). He has recently been awarded the Rajeev Gandhi Life time Achievement Award in Journalism. Bhopal. he has been recipient of various awards in past and has been held as within 50 most powerful Business houses by India Today Magazine in 2003. Our Dreams The dream of Bhaskar Group – “To emerge as a powerful group in the international media scenario in the next 5-10 years”.

VEDANT. We are an organization of the general public.I.G. Our motto The foundation of our operations and strategy rests on the following :• • • • Entrepreneurship Ambition Innovation Professionalism In the future. JOSHI PGDHRM M. We are confident that we shall be able to develop as a strong media group. We shall move ahead with time and shall reach the heights untouched by others. We consider creativity and innovation to be our top priorities. so we give topmost priority to individual and his capacity to contribute 6. We are fully professional and committed to a goal.L. We believe in winning and working collectively. our goal is above all this. RAJKOT 10 . Moreover. the above values should be a part of all our future strategies 5. We shall make sure not to compromise with our values in the process of achieving our goal 2. our views may be diverse but we respect this diversity in viewpoint. policies. We honour those who are capable in materializing every ambition. Every effort made by us shall be focused on progress and entrepreneurship 3. S. In the nutshell. We believe in performing something extraordinary and to be second to none. Our efforts shall not be confined merely to newspapers. which are unparalleled in the world. We shall always take care to excel in whatever we attempt and to strive to perform to the best of our potentialities. effective and performed with complete dedication and single mindedness 4. all our activities shall be influenced by these four values 1. We shall provide our consumers with what they need and all our efforts will be directed towards this HR PLANNING AT DIVYA BHASKAR. We will see to it that our performance should be extraordinary.

We admit that learning is the first key (MANTRA) to success. S.VEDANT. which provides maximum opportunities for people to LEARN 8.L. 7.G.I. JOSHI PGDHRM M. RAJKOT 11 . we shall continue to play a positive role in the society Our Infrastructure HR PLANNING AT DIVYA BHASKAR. We shall therefore crate an environment. Regardless of the type of media we are in.

We have almost 80% color Capability on over all basis with almost 20 premium editions are 100% color Capacity. printing infrastructure in all its where it is not only near the reader but is touching the reader. S.G.VEDANT. RAJKOT 12 . has developed a world class.I.55 lacs copies per hour as per the following details: Only language paper in India having installed high techno quality KBA machines from Germany capable of printing 72 pages all color with 255000 copies per hour 45 state of art printing plant spread across 13 states 20 Premium editions in various state with full color capacity Overall color printing capability of 80% across all plants FUTURE PLANIING HR PLANNING AT DIVYA BHASKAR. D B Corp Ltd. 22. state of art with most advanced technology.L. JOSHI PGDHRM M. We have 45 Printing centers with 63 state of the art machines and an installed capacity of approx.

L. RAJKOT 13 .000 copies per hour. JOSHI PGDHRM M.G. S.I.70. Today morning when I received newspaper at home it was having 3D glasses with Divya Bhaskar logo on it.VEDANT. Todays edition has been printed with latest KBA printing technology. Divya Bhaskar has a print capacity of 2. Later on when I go through the news paper I found that the today’s edition was having every image printed with 3D technology ant the glasses were provided for 3D experience in newspaper. This technology has added a new touch to the newspaper reading. This initiative of Divya Bhaskar has added a new heights to newspaper reading. As suggested by Divya Bhaskar we need to preserve the glasses for more coming 3D issues of newspaper in future. It is also equipped with an Idab Wamac mailroom system. I am waiting for more 3D issues of newspapers to come. Previously this technology was used by Dainik Bhaskar in Jaipur edition Divya Bhaskar is equipped with a KBA Prisma. Milestones: 2011 HR PLANNING AT DIVYA BHASKAR. fires TechNova’s Viostar plates on a Krause LS Jet 300 and uses Micro Inks.

Ahmadabad by Narendra Modi. 2011. launched 59th Edition by launching Dhanbad Edition on 17th Apr. launched 59th Edition by launching Dhanbad Edition on 17th April.I. Maharashtra on 29th May. a Hindi financial newspaper. 2011.G. S.L. • D B Corp Ltd. 2009 • • 2008 • Dainik Bhaskar completes fifty glorious years as a leading Hindi publication Business Bhaskar. was launched in Bhopal. Jalandhar and Ludhiana with separate editions for each of these cities • HR PLANNING AT DIVYA BHASKAR. Gujarat. 2009 Installation of KBA printing machines imported from Germany at Jaipur and Ahmadabad facilities Launch of DB Star Jodhpur editions on Aug15. JOSHI PGDHRM M. 2011 • 2010 • • D B Corp Ltd. Indore. chief minister.VEDANT. 2009 • Inauguration of ‘Bhaskar Print Planet’ at Changodar. RAJKOT 14 . Panipath. DB Corp Limited extended its presence to 4th language Marathi with launch of its 60th edition Dainik Divya Marathi newspaper in Aurangabad. New Delhi. on November 13. Raipur.

G. S. across India • • • 2007 • Launch of DB Gold – the first compact newspaper in Gujarati from Surat Launch of DNA in Ahmadabad and Surat as a franchise by DB Corp Ltd Launch of Young Bhaskar Magazine for children and Lakshya. • Launch of Dainik Bhaskar editions in Pali. Bhilai. JOSHI PGDHRM M. a career magazine MY FM enhances its reach to 14 cities across India Launch of Dainik Bhaskar’s Ludhiana edition on Dec 15 Launch of Divya Bhaskar’s Bhuj edition on July 30. Ratlam and Shimla Launch of DNA in Jaipur as a franchise by DB Corp Ltd Launch of editions of DB Star in Bhopal and Indore MY FM consolidates its network with 17 radio stations in 7 states. RAJKOT 15 .I.VEDANT.L. Nagaur. making it the only Gujarati newspaper with seven editions in Gujarat Launch of Divya Bhaskar’s Rajkot edition on Nov 01 • • • • • • 2006 • Entry in Punjab with launch of Amritsar and Jalandhar edition on Oct 08 2005 HR PLANNING AT DIVYA BHASKAR.

L. the first of its kind on lifestyle and positive thinking In their first merger and acquisition.G. JOSHI PGDHRM M.52. pursuant to the demerger of publishing business of Writers and Publishers Limited (WPL) The Dainik Bhaskar group won license from Ministry of Information and Broadcasting for launch of radio business. across territories in India where the daily was launched with 4. in the name of MY FM AHA! Zindagi magazine launched in Gujarati language ‘IMCL’. This was the biggest launch of any new edition. the Dainik Bhaskar group acquired ‘Saurashtra Samachar’ – the sixty years old.VEDANT. • Inception of DB Corp Ltd. a new web media company was formed as a subsidiary of DB Corp • • • 2004 • Launch of new Hindi magazine. RAJKOT 16 .I. Synergy Media Entertainment Ltd (SMEL). across languages.000 copies on day first and became the leading publication in Ahmadabad city HR PLANNING AT DIVYA BHASKAR. through their subsidiary. AHA! Zindagi. S. in seventeen stations. largest circulated daily newspaper of Saurashtra Launch of Divya Bhaskar’s Baroda edition on Sept 12 Initiated presence in Maharashtra with the launch of Divya Bhaskar’s Mumbai edition in July Launch of Divya Bhaskar’s Surat edition on March 28 • • • • 2003 • Launch of Divya Bhaskar from Ahmedabad on June 22.

the educational hub of the country. RAJKOT 17 • • . by launching Panipat and Hisar editions Launch of Dainik Bhaskar’s Chandigarh edition on May 07 • 1999 • Launch of Dainik Bhaskar’s sixth edition of Rajasthan from Kota city.L.VEDANT. 2001 • Dainik Bhaskar Group further consolidated its position by launching Faridabad edition.G. in Haryana state.I. 1998 • Launch of Dainik Bhaskar’s fifth edition of Rajasthan from Udaipur on May 31 1997 • Launch of Dainik Bhaskar’s fourth edition of Rajasthan from Bikaner on Oct 16 Launch of the third edition in Rajasthan from Jodhpur on Aug 03 Launch of the second edition in Rajasthan from Ajmer on April 06 HR PLANNING AT DIVYA BHASKAR. S. after two editions from Panipat and Hisar 2000 • Dainik Bhaskar group expands presence to Haryana state on June 04. JOSHI PGDHRM M.

S. RAJKOT 18 .L.I.VEDANT. 1996 • Launch of Dainik Bhaskar’s Jaipur edition in Rajasthan on Dec 19. by the Readership Survey 1993 • Launch of Dainik Bhaskar’s Bilaspur edition on September 20 1988 • Launch of Dainik Bhaskar’s Raipur edition 1983 • Launch of Dainik Bhaskar’s Indore edition .the first and biggest move outside home town of Bhopal – on March 05 1981 • Dainik Bhaskar’s Bhopal edition became the largest news paper of Bhopal City HR PLANNING AT DIVYA BHASKAR.G. This development marked a critical point for the company. which significantly altered the strategic direction and growth plans of the company 1995 • Dainik Bhaskar emerged as the number one newspaper in Madhya Pradesh and was declared the fastest growing daily in India. JOSHI PGDHRM M.

against uniform prevalent practice of rotary machine 1958 • Dainik Bhaskar launches its first edition in Bhopal on August 13 Diversification of Bhaskar group: • TEXTILE: HR PLANNING AT DIVYA BHASKAR. S. RAJKOT 19 .L.G. JOSHI PGDHRM M.I.VEDANT. 1977 • India’s one of first web offset machine got installed at Dainik Bhaskar for Bhopal edition.

: In Manipur. IN 1996. HR PLANNING AT DIVYA BHASKAR. Ajmer & Bhopal cities with 7 mass interest channels. • FMCG: Bhaskar Venkatesh: Engaged in the marketing of salt.. Dist. This is the First network in India using digital network. Bhaskar had diversified into textile and set up spinning unit at Mandideep.VEDANT. JOSHI PGDHRM M. The business has since grown into an integrated source with spinning. Distributed locally Bhaskar oil is now a significant local brand. Sharda Solvents Ltd. The plant was awarded the ISO 9002 certificate for total quality control in 2002 and Bhaskar Industries is now a significant player in India’s textile sector. Bhaskar Industries Ltd. Mhow. Indore. Solvent extraction and oil processing activity commenced with Soya processing.G. S. • CABLE TV: Bhaskar Multinet Ltd. near Bhopal. It now includes edible oil refining and processing of vanaspati ghee as well. The group is having its own well equipped studio with all modernized equipments.L. Mandsaur. RAJKOT 20 . weaving and processing facilities that compare with the best in the world.I. MP in the name & style of M/s. • OIL EXTRACTION AND REFINNING: Bhaskar exxols Ltd. Raisen. Jabalpur. Covers total universe of 12 lakh households (population 50 lakh) and a C&S household population of over 5 lakh.

I. boating and 3D cinema. Abhivyakti functions like an event management organization focused on establishing a platform for artists to learn and perform.G. JOSHI PGDHRM M. Bhaskar group is making The Sanskar valley school the destination of choice for all those who care about education. the 15 acre complex is the only recreation center in the town. The school is spread over a picturesque area of 37 acres.VEDANT. This zeal and passion conceptualized into founding of “The Sanskar valley school” a co-educational. S. a shopping mall. Sun City brightens visitors experience with a blaze of cheery leisure options including food courts. Bhopal: Bhaskar group has a mission of presenting Bhopal has a quintessential center of education. • EDUCATION: The Sanskar valley school. celebrity shows. KG to class XII School. RAJKOT 21 . It provides aspiring artists of all age groups with instruction and facilities to develop and project their talent. • FM RADIO: 94.L. The school is affiliated to the ICSE board. • FAMILY ENTERTAINMENT :Sun City: The family entertainment center set up by Bhaskar group at Gwalior situated in the heart of the city. virtual and live shows. adventure rides.3 FM: HR PLANNING AT DIVYA BHASKAR. • ART& CULTURE: Abhivyakti Abhivyakti is the cultural arm and nonprofit center sponsored by the Bhaskar group. day boarding cum residential.

I. One of the most exciting and the fastest growing brand in FM radio space is 94. RAJKOT 22 .G.a wholly owned company of The Bhaskar group. Latest score Subscription services Snap pools Sharoscope Locality sale Weekend planning Contests • REAL ESTATE: Aditya Avenue. Ltd. MY FM is the FM radio station network of Synergy Media Entertainment Ltd.L. SMEL. • MULTIMEDIA DESK: I Media Corp.3. JOSHI PGDHRM M.VEDANT. S. Bhopal: HR PLANNING AT DIVYA BHASKAR. (IMCL): IMCL has acquired a short code 54567 to conduct various activities mentioned as under:          Make Newspaper interactive Public demand in interactive ADVT.

ft. ft. • Nine superstores and 90 vanilla stores.L. JOSHI PGDHRM M. S.G.9 acres of land with a GLA of approx 800000 sq.5 m paved internal road THE BHASKAR MALL: The first mall of the city spread over 5.250 sq. • Three department stores. food court. having a huge parking space.VEDANT. RAJKOT 23 . HR PLANNING AT DIVYA BHASKAR. Highlights: • One hypermarket on single level. • Five screen. ft indoor family entertainment center. Sunrise of a new lifestyle         Independent villas Well designed campus with beautiful landscape 100% power backup Broadband internet connectivity in each villa 27000 sq ft central park Jogging track Superstore 7.I. 1300 seat multiplex. • 11F&B outlets + 50400 sq. • 20.

A key goal of HR planning is to get the right number of people with the right skills. but the following definitions.G. as well as its strategic plan and budgetary resources. perhaps a bit simpler: “The processes by which management ensures that it has the right personnel. or explain what it is. and the emphasis on the arrangement and alignment of staff and employees in the last sentence. goals and objectives.I. RAJKOT 24 . experience and competencies in the right jobs at the right time at the right cost.” Note: The emphasis on linkage to strategic planning and business planning in the first sentence.L. Here's another definition. taken from the Government of Canada human resources site. Planning of Human Resources: Definition of HR planning: “There are many ways to define HR planning. useful working definition:” “Rigorous HR planning links people management to the organization's mission.” HR PLANNING AT DIVYA BHASKAR. vision. JOSHI PGDHRM M. reach its objectives. who are capable of completing those tasks that help the organization. is a good. S.VEDANT.

We address such questions as: • • • What is human resource planning? How do organizations undertake this sort of exercise? What specific uses does it have? In dealing with the last point we need to be able to say to hard pressed managers: why spend time on this activity rather than the other issues bulging your in tray? The report tries to meet this need by illustrating how human resource planning techniques can be applied to four key problems. S. staff may be overstretched. RAJKOT 25 .VEDANT. Why human resource planning? Human Resource Planning: an Introduction was written to draw these issues to the attention of HR or line managers.G. JOSHI PGDHRM M.L. work organization and technological development? What does this mean for staff numbers? • • What techniques can be used to establish workforce requirements? Have more flexible work arrangements been considered? HR PLANNING AT DIVYA BHASKAR. Alternatively. Determining the numbers to be employed at a new location :If organizations overdo the size of their workforce it will carry surplus or under utilized staff. 1. So the questions we ask are: • How can output be improved your through understanding the interrelation between productivity. making it hard or impossible to meet production or service deadlines at the quality level expected. It then concludes by considering the circumstances are which human resourcing can be used. if the opposite misjudgment is made.I.

S.I. These may be relatively cheap and simple solutions once the reasons for the departure of employees have been identified. But it will depend on whether the problem is peculiar to your own organization. gender. Thus organizations should: • • • • Monitor the extent of resignation Discover the reasons for it Establish what it is costing the organization Compare loss rates with other similar organizations. JOSHI PGDHRM M. RAJKOT 26 . whether it be a business start-up.L.VEDANT. • How are the staffs you need to be acquired? The principles can be applied to any exercise to define workforce requirements.g. but all it needs is for organizations to lose key staff to realize that an understanding of the pattern of resignation is needed. Without this understanding. 2. or the opening of new factory or office.G. by age. Having understood the nature and extent of resignation steps can be taken to rectify the situation. Retaining your highly skilled staff :-Issues about retention may not have been to the fore in recent years. HR PLANNING AT DIVYA BHASKAR. but also through a loss of long-term capability. This will cost the organization directly through the bill for separation. management may be unaware of how many good quality staff are being lost. and whether it is concentrated in particular groups (e. a relocation. recruitment and induction. grade or skill).

JOSHI PGDHRM M. It is often difficult and expensive to replace lost quality and experience. How is the workforce to be cut painlessly. and the time taken to meet targets established. Such an analysis can be presented to senior managers so that the cost benefit of various methods of reduction can be assessed. Managing an effective downsizing programme:This is an all too common issue for managers. 4.VEDANT.I.G. They have seen traditional career paths disappear. How the nature and extent of wastage will change during the runThe utility of retraining. HRP helps by considering: • • • • • The sort of workforce envisaged at the end of the exercise. Where will the next generation of managers come from? :Many senior managers are troubled by this issue. both because of business necessities and employee anxieties. RAJKOT 27 . the danger is that an unbalanced workforce will result. They have had to bring in senior staff from HR PLANNING AT DIVYA BHASKAR. down. S. reflecting the take-up of the severance offer. If instead the CEO announces on day one that there will be no compulsory redundancies and voluntary severance is open to all staff. while at the same time protecting the long-term interests of the organization? A question made all the harder by the time pressures management is under.L. The pros and cons of the different routes to get there. redeployment and transfers. What the appropriate recruitment levels might be. 3.

deployment and severance policies can be pursued to meet business needs.VEDANT.L. Thus appropriate recruitment. The organization’s future supply of talent. RAJKOT 28 . These will of course be affected by internal structural changes and external business or political changes. of recruitment and wastage). elsewhere. The wrong sort of staff is engaged at the wrong HR PLANNING AT DIVYA BHASKAR. This then can be compared with future requirements. deficits. JOSHI PGDHRM M.G. Comparing your current supply to this revised demand will show surpluses and shortages which will allow you to take corrective action such as: • • • • • Recruiting to meet a shortage of those with senior management Allowing faster promotion to fill immediate gaps. Developing cross functional transfers for high fliers. and where will they come from? To address these questions you need to understand: • • • The present career system (including patterns of promotion and The characteristics of those who currently occupy senior positions. But they recognize that while this may have dealt with a shortterm skills shortage. Hiring on fixed-term contracts to meet short-term skills/experience Reducing staff numbers to remove blockages or forthcoming potential. it has not solved the longer term question of managerial supply: what sort. movement. S. Otherwise processes are likely to be haphazard and inconsistent. surpluses. how many. in number and type.I.

market If HRP techniques are ignored.L. JOSHI PGDHRM M. It is expensive and embarrassing to put such matters right How can HRP be applied? The report details the sort of approach companies might wish to take. To operate such systems organizations need: • • • • appropriate demand models good monitoring and corrective action processes comprehensive data about current employees and the external labor An understanding how resourcing works in the organization. time on the wrong contract.VEDANT. Graduate recruitment numbers will be set in ignorance of demand.G. or management succession problems will develop unnoticed. It is surely better if decision makers follow this maxim in the way they make and execute resourcing plan HR PLANNING AT DIVYA BHASKAR.I. RAJKOT 29 . S. decisions will still be taken. but without the benefit of understanding their implications. Most organizations are likely to want HRP systems: • Which are responsive to change? • • • • • Where assumptions can easily be modified That recognize organizational fluidity around skills That allow flexibility in supply to be included That are simple to understand and use Which are not too time demanding. to be in heaven is to steer’. As George Bernard Shaw said: ‘to be in hell is to drift.

CHAPTER – 3 Growth & Development HR POLICIES IN DAINIK BHASKAR Growth and Development at Bhaskar Continuous development of employees is essential for improving their performance at Bhaskar.I. • Foster a culture of learning within the organization.G. The process is critical for attracting and retaining a knowledgeable and skilled workforce.VEDANT. RAJKOT 30 .L. train and develop competent personnel with growth potential and to provide motivation for higher performance. JOSHI PGDHRM M. HR PLANNING AT DIVYA BHASKAR. S. Performance Appraisals: Bhaskar believes in KRA (Key Result Area) mode of evaluation. • To identify. These KRA’s are specific to the functional area and provided to each of the employee and to the new employees on joining by their immediate senior. The purpose of the growth and development policy is: • To promote a healthy sense of compensation as well as job satisfaction among.

Career Development: Bhaskar provides opportunities to its employees for participating in activities which will enhance their specific job skills. This policy is applicable to all employees of Bhaskar at all the locations. Criteria used for nomination for training: HR PLANNING AT DIVYA BHASKAR.G. Who does the appraisal? Appraisal is done by the immediate reporting designation. the appraisal will be in March 2008. Example: for the employee joining 1st April to 30th September 2007. job responsibility and the performance expected from the employee. Employees joining Bhaskar are informed of their appraisal period in their offer letter.I. their overall professional strengths. and their personal development.VEDANT. S.L. or for the designated period on case to case basis. When is the appraisal carried out? Appraisal is carried out on an annual basis in March and October for the financial year gone by. the appraisal will be in October 2008 and then next in March 2009. And any issue\disagreement is resolved in discussion with the next senior level. RAJKOT 31 . The KRA’s are in sync with the organizational goal. On the other hand. for the employees joining between 1st October 2007 to 31st March 2008. JOSHI PGDHRM M.

• HR will revert within 3 days on the approval. S. HR PLANNING AT DIVYA BHASKAR. • Check advice if the nominations by mangers or otherwise become too polarized on the people who are being nominated.G. department head approval at least 15 days in advance to the date of training. based on skill gap/performance management data. • Manager’s nomination to specific development areas. RAJKOT 32 . The role of HR in the training nomination process will be:• If budget is available and the vertical Head approves. It may also be accomplished through training needs surveys undertaken by the HR department from time to time. cost details.L.VEDANT. • By the national vertical head.I. excluding the day on which the communication is received. The criteria used for the nomination for training are: • Employee’s interest / self nomination (M3+). • Must be routed through the Department Head with justified reasons. JOSHI PGDHRM M. • Driven by the business need. Training needs will be identified during the performance appraisal process by the appraisee and appraiser. • State head/Unit head or HOD and corporate HR. the nomination shall be effective under information to HR. • It must be ensured that the equal opportunity is provided to each deserving employee.

VEDANT. S. JOSHI PGDHRM M.G.L.I.

CHAPTER – 4 Recruitment: • Special sanction is required in case of manpower budget overrun in terms of number or budget overrun. • Relatives of employees cannot be assigned to the same function and/or with direct reporting relationship.

State HR/Local HR has to keep track of every candidate who leaves Bhaskar after 1st April 2007, including the record of the Exit interview.

• A candidate will not be eligible for interview if she/he has been rejected by any interviewer of Bhaskar in past six months. • As a policy, Bhaskar discourages candidates who frequently change jobs in their career. • It recognizes that the organization invests time and energy in training people and hence discourages the practice of frequent job changes. • Bhaskar shall not consider any employee in M grade that has changed more than three jobs in two years/four jobs in six years.

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Orientation & Induction: HR inducts employees in Bhaskar on the day of joining through an informal induction program is designed to familiarize the employees with organization and its members and other work related facilities. The formal induction program is conducted in the first week of the month and can range from one to fourteen days depending on the job profile. All M grade appointees would go through an induction/orientation program at the corporate office, Bhopal through the training & development cell of the Corp HR department. New employees need to complete the joining formalities on the day they join the organization. Corporate/State HR will facilitate this process.

Compensation: In case of a death anywhere in the group, any employee or the unit head or the local HR head or the Accounts department, can inform the corporate of HR of the mishap.

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VEDANT. S. JOSHI PGDHRM M.G.L.I.

The unit head or the local HR dept. will provide complete information with the necessary details such as name of the employee, designation, department, and the last salary drawn on the date of demise and the cause for the same. The Corporate HR would then issue an IOM to the corporate finance and the state coordinator F&A, who would issue necessary instructions at the unit level/corporate office and business office for the mandatory contribution. The amount as on the date shall be deemed collected and the equivalent amounts shall be debited to the respective offices. This is to cut the delay in actualization of the collection. Coordinator who would then prepare a DD in the name of the surviving spouse and send the same to the local unit for final distribution. Can I donate above the mandatory contribution requirement? Yes, any voluntary contribution over and above the mandatory contribution by anyone in the organization is welcome. The additional money so collected shall be distributed to the family on the 10th of the following month. This would be over and above the contribution from the Employee Contingency Fund. Relocation:

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VEDANT. S. JOSHI PGDHRM M.G.L.I.

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

HR PLANNING AT DIVYA BHASKAR, RAJKOT

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VEDANT. S. JOSHI PGDHRM M.G.L.I.

For other grades

: 58 years

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

HR PLANNING AT DIVYA BHASKAR, RAJKOT

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RAJKOT 38 . HR PLANNING AT DIVYA BHASKAR.VEDANT. etc. Form a basis for personnel decisions: salary increases. is a method by which the job performance of an employee is evaluated (generally in terms of quality. Provide the opportunity for organizational diagnosis and • development. Document criteria used to allocate organizational rewards. Performance appraisals are a regular review of employee performance within organizations. S. also known as employee appraisal. Objectives of Study:Performance Appraisal Performance appraisal. Performance appraisal is a part of career development. • Facilitate communication between employee and administrator.G. JOSHI PGDHRM M. Identify employee training needs. promotions. the aims of a scheme are: • • • • Give feedback on performance to employees.L. Generally. cost and time). disciplinary actions.I. quantity.

I. A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives/attributes. In some companies. The most popular methods that are being used as performance appraisal process are: • • • • Management by objectives (MBO) 360 degree appraisal Behavioral Observation Scale (BOS) Behaviorally Anchored Rating Scale (BARS) Trait based systems. • Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. peers. and while an employee can change a specific behavior they cannot change their personality. This is known as 360° appraisal. RAJKOT 39 . but they still have low integrity and are likely to lie again when the threat of being caught is gone. a person who lacks integrity may stop lying to a manager because they have been caught. subordinates and customers while also performing a self assessment. are also commonly used by businesses. they make it difficult for a manager to provide feedback that can cause positive change in employee performance. which rely on factors such as integrity and conscientiousness.G. The reasons for this are two-fold: 1) Because trait based systems are by definition based on personality traits. S.VEDANT. For example. JOSHI PGDHRM M. This is caused by the fact that personality dimensions are for the most part static. HR PLANNING AT DIVYA BHASKAR. The scientific literature on the subject provides evidence that assessing employees on factors such as these should be avoided. employees receive assessments from their manager.L.

RAJKOT 40 .I. causing them to be less reliable as a source of information on an employee's true performance.VEDANT. HR PLANNING AT DIVYA BHASKAR. These systems are also more likely to leave a company open to discrimination claims because a manager can make biased decisions without having to back them up with specific behavioral information. S. rather than basing scores on specific behaviors employees should/should not be engaging in. because they are vague. 2) Trait based systems.L. JOSHI PGDHRM M. The vagueness of these instruments allows managers to fill them out based on who they want to/feel should get a raise. are more easily influenced by office politics.G.

Promotion policy:Eligibility: To be eligible for promotion under this policy.VEDANT. HR PLANNING AT DIVYA BHASKAR. The warning can only be given by the national vertical head/state head. JOSHI PGDHRM M.I. Modes of promotion: Bhaskar recognizes that promotion may occur through the following ways: • The filling of a higher position by an employee at a lower designation. given that the employee fulfills the eligibility criteria for the vacant position.G. RAJKOT 41 . the employee should be undergoing any punishment or warning for misconduct under the company’s rules/standing orders.L. S. The warning to any candidate shall always be in written mode.

S. Criteria for promotion: The key criteria for promotion would include: • Performance on the job during the time spent in that particular level which can be assessed through the performance appraisal. Midyear promotion in exceptional cases may be considered solely at the discretion of the MD/Director.L. • A reclassification of the employee’s existing designation as a result of the employee performing duties a higher degree of responsibility and complexity than the current position calls for • Filling of an entirely new job created due to the expansion of operations. JOSHI PGDHRM M.I. • The final approval authority for promotion is M1 and above: MD/Director M3/M2: National Vertical Head/ State Head Other grades: State Head/unit Head HR PLANNING AT DIVYA BHASKAR. • Potential and capability for taking on higher responsibility which will be based on the feedback provided by supervisors and interviewing candidates. • Promotion should take place only at the annual appraisals.G. Other consideration for promotion: • The minimum stay to be eligible for promotion will be the completion of first appraisal cycle. At higher levels greater importance is given to the individual’s potential and capabilities. RAJKOT 42 .VEDANT.

an existing employee shall be first considered for filling up any vacancy that arises in the organization. Appraisal committee An appraisal committee will be responsible for various levels of promotion at the state level/unit.L. RAJKOT 43 . The communication to the incumbent will be by the immediate HOD. If a suitable internal candidate is not found for the vacancy. S. HR PLANNING AT DIVYA BHASKAR. it will be sought to be filled by an outside candidate. JOSHI PGDHRM M. First right of position: At Bhaskar. At the corporate level and business Head and corporate HR. For such a process the candidate must have completed one assessment/appraisal cycle. organization wide communication will be through intranet/samvaad. The committee will comprise of the heads of 6 verticals at state level.G.VEDANT. • Number of promotions will be determined by the number of vacancies to be filled in the organization. The appraisal committee will discuss all the recommendations for promotions provided by the individual managers/HOD.I.

HR PLANNING AT DIVYA BHASKAR. S.VEDANT. Career development:- Sponsoring further education :Bhaskar believes that learning and development is the responsibility of the organisation as well as the employee.L. RAJKOT 44 .I. JOSHI PGDHRM M. Eligibility: All M grade employees who have completed two years in the organisation and above average performance are eligible for applying. The company supports employees who wish to continue their education in order to secure increased responsibility and growth in their professional careers.G.

What if an employee wants to take a second course? HR PLANNING AT DIVYA BHASKAR. the candidate can apply through the department head for the review with the corporate HR. The course approval should be obtained from State Head/Unit Head/HOD and Corporate HR. JOSHI PGDHRM M. How many people will organization support? Maximum 5% of the total number of M grade assigned to a station/unit/state will be supported by the group for education . In this academic course period.G.I. The education should be through an accredited program that either offers growth in an area related to the employee’s work or will lead to promotional opportunities. Course Requirements: The company will sponsor short term courses (not exceeding 4 months) pursued form approved institutions of learning. the candidate shall be treated on leave with pay. RAJKOT 45 .L. S. The HOD will decide and recommend if the course is relevant for the current and future responsibilities of the person. HR will communicate final decision within 7 days of such review request.VEDANT. What if the institute is not listed? If the desired course is not in the current list.Updated list of candidates being supported for education shall be maintained by HR and it will be available for preview to all employees.

All the reimbursements are subject to the employee completing the course with the minimum 50% grade for that course. All expenses will be covered. the employee must submit a formal document (certificate. What if employee leaves earlier? If the employee fails to complete the 18 months tenure then he/she will have to reimburse the entire amount to the company with 18% interest or the rate HR PLANNING AT DIVYA BHASKAR. The employee should be in continuous service with the organization for 18 months post completion of the course. Post completion requirements: Within 1 month of the course completion. The employee will have to first pay the course fee himself.VEDANT. Course Reimbursements: The company will reimburse a maximum of 3 months basic or INR 150000. S. An undertaking is required to be signed by the employee in favor of the organization for post course compliance of service period.G. An employee is eligible for the second course after a gap of 2 years of having successfully completed the earlier course. letter etc) from the institute with clear comments on his performance in grades/marks/CGPA or qualitative terms.I. JOSHI PGDHRM M. RAJKOT 46 .L.

I. • Employees. and 5 days shall be adjusted against his/her PL. • Employees. who stay with the organization for a period of grater than a year. S. HR PLANNING AT DIVYA BHASKAR. A person applying for such a leave must have the requisite PL in the leave account for adjustment that is if the person takes 10 out of the maximum possible 14 days leave. will have to repay 50% of the reimbursements.G. who stay with the organization for a period of less then one year.L. 5 days shall be treated as leave with pay. • Fifty percent of these leaves will be treated as leave with pay and balance 50% adjusted against the PL. Sundays and Holidays in between this continuous leave period shall be counted) for preparing for the examination.VEDANT. will have to pay the entire reimbursements paid by the company. but less than two years. • Employees enrolled into a course with semester system of learning shall be allowed two set of leaves totaling 14 days subject to the person having passed the earlier semester with acceptable performance. Distance Learning: Employees who are participating in a distance learning course will be eligible for: • A maximum of 14 days leave (Saturdays. JOSHI PGDHRM M. RAJKOT 47 . of interest discussed and agreed upon between the employee and the organization.

• Employees go to training because the seminar "sounds good". S. and then plan for the development of staff in advance. RAJKOT 48 .VEDANT. Training and Staff Development: Where does Training and Staff Development fit with Human Resources Planning? • When companies have well thought out and useful human resource plans. and will be needed. HR PLANNING AT DIVYA BHASKAR. or "might be useful". • Much that passes for training in corporations yields no value at all to the company because training and staff development dangle unconnected to business needs. JOSHI PGDHRM M. • A sound human resources plan will anticipate the skills that will be needed in the future.I. and designed to contribute to the company's bottom line. present and future. it also makes sense to choose the kinds of training that will result in employees being better contributors now.G. and while it's sound to develop and train employees as an ends in itself. it allows them to move training and staff development from a hit or miss process to one that is also strategic. identify gaps in skills that are present. so that the skills will be available when required. organized.L. Training identification process:The department heads will identify training needs for various incumbents their respective departments at the time of performance appraisal. and also better contributors in the future.

will nominate employees for specific programs and route the request to corporate HR through state/Local HR. Every state and Unit has local training budget. A copy of the schedule will also be displayed on the company notice board. Is there a training feedback system? On completion of the training.I. The HR department will consolidate the requests and notify the concerned departments of the final schedule. JOSHI PGDHRM M. S. in consultation with the functional head. at regular intervals. They will also make the necessary administrative arrangements. HR PLANNING AT DIVYA BHASKAR. Where will be the training program details are available? The HR department will also. RAJKOT 49 . forward details of external programs to all managerial staff (for nomination of self and colleagues).G.L. This nomination will be based on the training-needs analysis and a copy of the same will be attached with the nomination form. all employees will submit training feedback forms to the Corporate/State HR department within 7 days.VEDANT. HR department schedule will be finalized after reviews and will be circulated to the various departments. The HOD. Heads of the departments are advised to utilize the same in consultation with the State HR/corporate HR.

The request with justified reasoning should be routed through corporate HR.G. manpower requirement is a designated process. Who assesses training program’s effectiveness? The HOD/ immediate senior of the employee will assess demonstrated effectiveness of the training program. A human resource requisition from has to be raised for any manpower requisition. JOSHI PGDHRM M. S.VEDANT. RAJKOT 50 . Any variance in cost and number needs prior sanction.L. What if feedback is not provided? If the same is not provided the employee forgoes the opportunity of being nominated for the next program for 1 year.I. RECRUITMENT: In Bhaskar. Bhaskar hires through the following procedures: • Campus recruitment • Off-campus recruitment • Employee referral HR PLANNING AT DIVYA BHASKAR. The form can be obtained from Corporate/State HR or the HR web portal. This sanction can be provided only by the MD/Directors. This assessment will be provided by the HOD/immediate senior within 3 months of the employee joining work. Manpower budget is approved at the start of the financial year. whether budgeted or non-budgeted.

An attempt is being made to regularize and standardize process. S.I. RAJKOT 51 . Selection Steps and Available time : HR PLANNING AT DIVYA BHASKAR. and performance of the existing alumni working in the group. The format can be obtained from corporate/State HR or the HR web portal.VEDANT. a personal information sheet needs to be documented. JOSHI PGDHRM M. This will take into account the kind of talent required. so that the fresh young talents can be recruited and nurtured. the reputation of the campus. Campus recruitment: Currently the campus recruitment process is non-existent in Bhaskar. If there is more than one person involved.G.L. Campus Selection: Which campus will be visited? The campus will selected by a team comprising functional/ \unit heads. Who will handle the recruitment? Only employees in grade M2 and above will take part in the campus selection process. • Internal job postings For all prospects within the group. List of the campuses will be finally developed by Corporate HR and be available with all State/Corporate HR. than the senior most person of the vertical will lead the team.

one of them will be encouraged to make the presentation. • No psychological test shall be administered at this stage. This will be introduced after the group has evaluated and created its internal benchmarks by administrating the same to the star performers. S.I. RAJKOT 52 . HR PLANNING AT DIVYA BHASKAR. The delegation of the process of introduction and presentation is not allowed. If senior alumni of the chosen institute are part of the group. • Written test Written test shall only be used for a functional competencies check.G. • Selecting and announcing the short listed candidates for interviews. This includes: • Pre-placement talk (PPT) Presentation by HR/Unit Head or Department Head.L. JOSHI PGDHRM M. • One round of interview. This is an integral part of evaluation. Broad areas for Focus for selection: The panel of interviewers will evaluate a candidate against a pre defined set of parameters.VEDANT. Time is at a premium when carrying out on campus interviews because the entire process has to be completed in 10-11 hours. it will be determined the qualities that are core to Bhaskar’s culture. One of the important criteria of selecting the candidate is attitude. Detailed information on these parameters can be obtained. Corporate/State HR or the HR web portal. • Evaluation of the written test. • Extending verbal offers to selected candidates (HR).

This is a useful aid in making a final decision at the end of all the interviews. covering each area.G.VEDANT. • History of the firm • Overview of the Bhaskar domain • Work culture • Career growth opportunities within the firm • Compensation package The presenter should encourage questions from the audience and make a note of candidates who ask good questions.L. RAJKOT 53 . if required. written test HR PLANNING AT DIVYA BHASKAR. It covers organizational and career aspects that are relevant to the field for which the candidates are being selected.Placement Talk: This presentation will be sourced from the HR department.I. Interview Sheet: After the interview. JOSHI PGDHRM M. S. In addition. Pre. The interview panel tentatively decides on one of the following ratings for the candidate: • Hire • No hire • Borderline case The interview panel also ranks the candidate in comparison with other candidates who were interviewed. all members of the interview panel fill out an interview sheet with comments on how they went. the National Vertical Head and the State Heads can add to the evaluation criteria. The academics (scores).

• HR interaction will be limited to check attitude and culture fit.L.Campus Recruitment: Recruitment for employees in M3 grade and above would be accomplished in consultation of Corporate HR and after a personal interview with at least one member of M1level or the director if required.G. performance. S. • The Group Editor shall also be responsible for recruitment for editorial positions above the M3 level. O grade : Location Head/HOD/Local HR& Admin Department : MD/Director/Group Chief HR : Group Chief HR/National vertical Head/State Head Other M grades: State head/Location Head/Designated official of local HR Editorial (M Grade) • All editorial unit level recruitment shall be handled by the State Editor/Resident Editor in consultation with the group Editor. and interview performance are all considered in making a final decision.VEDANT. Accounts and Finance. IT and HR (M Grade) HR PLANNING AT DIVYA BHASKAR. JOSHI PGDHRM M. Recruitment for employees in M2 grade and below will be handled at the local level co-ordination with the Corporate HR department/Local HR and administration. RAJKOT 54 . Selection authority: M1/M0 M3/M2 department E. S. Off.I.

L. The list of details required to issue an appointment letter can be obtained from Corp/State HR or the HR web portal. Reappointment of Ex-employees: For reappointment of ex-employees. JOSHI PGDHRM M. RAJKOT 55 . the following policy would be applicable: An employee who has left the organization for a competitive media house within two years from the date of exit from any of the locations of Bhaskar group. These reasons shall be documented and be available with Corp HR will revert within 48 hours.I. There will be no enhancement in salary or up HR PLANNING AT DIVYA BHASKAR. shall be documented and be available with comments on the candidates along with the reasons for selection or rejection. A list of candidates interviewed in the past shall be readily available with Corp/State HR. he/she can only join on the same salary which was paid to the candidate on his/her last working day in the group. Every interview held for any M grade position across the group from 15th April 2007. S.G. • Functional competencies shall be the Vertical Head or a person designated by him. In case there is a situation leading to the reappointment.VEDANT. • HR will take care of the attitude and culture fit. • Specific approval of the Corporate Vertical Head is a must.

grade and designation. Every communication should be in writing and should be sourced through only the authorized HR personnel. which again should be paid as per the terms of contract. JOSHI PGDHRM M. the copy of the appointment letter should be sent to the recruitment consultant for their records and raising the invoice.G. This period would be limited to one year if the employee has joined a media house outside the state/within the state.L.. These guidelines must be adhered while dealing with the consultants. the proposed CTC should be accepted and signed by the candidate so that there is no dissatisfaction regarding what was committed and what was paid. • Recruitment consultancy should be kept in the loop of pre-interview &post interview periods and feedback should be given to the consultant. RAJKOT 56 . in case of the appointment of M grade. HR has set guidelines and relationship build-in with the selected set of recruitment agencies at every location. • Once the candidate has joined physically.I. gradation or change in designation.VEDANT. HR PLANNING AT DIVYA BHASKAR. S. These guidelines provide the basis of an interaction meant to present a positive image of our organization. • While negotiating the salaries. Recruitment Consultants: Bhaskar group uses the services of recruitment consultants to seek suitable candidates for appointment. • The job description or the brief has to be in detail defining roles and responsibilities for the vacancy in process.

RAJKOT 57 .G. What should the referral contain? Candidates can be referred by sending an email with the candidate’s resume and a cover letter to the Corp HR. JOSHI PGDHRM M. Whom do I send the referral? All the referrals should be send to the Corp HR for the senior positions and to the state HR for other grades in the given referral format. the cover letter should give a brief summary of the employee’s association with the candidate.L. as well as toward employees who make the effort to refer the prospective employees.VEDANT. build better team work. How will the referral scheme be communicated? All job opportunities with the required details would be posted on the intranet and notice boards. employees can send in referrals. HR will be responsible for placing these positions on the HR portal. A copy of the State/Local contracts should be available with Corp HR. Employee Referral: The aim of the program is to make the recruiting process more cost efficient. • All contracts or agreements with placement agencies should be in writing reviewed each year in March.I. Can referral be made without the knowledge of vacancy? Even if there are no opportunities available. which will be kept in the recruitment database. Please use the HR PLANNING AT DIVYA BHASKAR. S.

The bonus amount is dependent on the grade offered to the candidate. S. as detailed in the table below: Grade S E M4. The format for referral from can be obtained form can be obtained from Corp/state HR or the HR web portal.1000 Rs.I. Decision on references will be non contestable and decided by Corp hr.L. Hr will keep the transparent records of the referred candidates.G. RAJKOT 58 . permanent employee. the referral will be considered in first-referred-first claim-basis. Referral bonus : To encourage referrals. employees are eligible for referral bonus.5000 Nil HR PLANNING AT DIVYA BHASKAR.VEDANT. What if more than one person refers a candidate? In case of more than one employees refers a candidate. M5 M3. JOSHI PGDHRM M. Referral Bonus Rs. if the referred candidate subsequently be hired by the company as a full time.2000 Rs. form provided for the cover letter.3000 Rs. M2 M1 and above When will this referral bonus be paid? 25% of the referral bonus be paid out on the day of joining of the referred candidate and rest after six months.

I. the following employees are not eligible for referral bonus for the recruitment: • HR members • Managers with a direct reporting relationship to the referral.L. When will these job postings be announced? HR would post the available job on the notice board/intranet and the HR portal. Referral bonus restrictions: In order to avoid actual or apparent conflicts of interest. When will these job postings be communicated? There is no predefined time limit for the posting of an internal vacancy. S. and is deemed fit by the Corp HR or the department head. • Managers involved in the selection process. The information will cover: • The role and responsibilities HR PLANNING AT DIVYA BHASKAR. RAJKOT 59 . JOSHI PGDHRM M. Internal job posting: Whenever there is a job opening in the organization.G. • Senior management (M1 and above) Any other employee to whom the payment of a referral bonus would be deemed inappropriate under the circumstances (HR will inform such a person within 48 hours on receiving referral). the duration for which the vacancy is posted would depend on the nature and criticality of the job.VEDANT. it would be opened internally first for the employees to apply.

HR PLANNING AT DIVYA BHASKAR. • Competencies required • Where the job is located • The minimum qualifications and experience required • Which employees are eligible to apply • Last date of application and the process that would be followed. What if the candidate is selected and his senior is not willing to relieve? Once the employee has been selected for another position in the organization. In case if the candidate is selected. Who can apply? This policy is applicable to all full time employees who have completed one performance appraisal cycle. the National Vertical Head and State Head shall be informed. Does one need the approval of his/her senior before applying? No official approval or consent is required for the same. Transfer will be treated as a normal posting and not as a transfer on request. The employee will go through the selection process as required.G. JOSHI PGDHRM M. Recruitment Administration: How will CTC be decided? The CTC has to be sourced from the Corp HR only. the Department Head will have to release the candidate within 60 days of the announcement.L. RAJKOT 60 .VEDANT.I. S. otherwise the appointment would not be considered and the salary eventually would not become payable.

but the offer letter can be issue locally up to M3 grades. HR will verify the references and will not share the feedback received from the references with the candidate. Reference Check: When candidates appear for round 1 of the interview process. they will be given reference forms by the HR department. med claim and the month of next appraisal. RAJKOT 61 . S. Who issues the appointment letter? The appointment letters for M grade would be issued from Corp HR only. The offer letter should be specific vis-à-vis the salary heads and their applicability including PF contribution. The Corp HR will revert on any CTC query and structuring within 24 hours. Policy Guidelines Grade Below M3 Education check Most Graduation or Post Graduation) Previous Medical Age record Criminal employer test Case to To record be Matriculation Self birth disclosure relevant(i. date of joining. Case basis carried affiliated doctor only out by an certificate HR PLANNING AT DIVYA BHASKAR.I. Those selected for the next round of the interview will be required to return the form with complete references.e. mobile.G.VEDANT. JOSHI PGDHRM M.L. conveyance.

I. Employees on joining the organization will be given a welcome kit comprising: • Leather briefcase(M2+Unit Heads) HR PLANNING AT DIVYA BHASKAR. M3 above and Most Graduation or ) post Graduation Case to To be Matriculation Self birth disclosure relevant(i. All M grade appointees would go through an induction/orientation program at the corporate office.e. The formal induction program is conducted in the first week of the month and can range from one to fourteen days depending on the job profile. Corporate/State HR will facilitate this process. RAJKOT 62 . Case basis carried affiliated doctor only out by an certificate Orientation Induction program:HR inducts employees in Bhaskar on the day of joining through an informal induction program is designed to familiarize the employees with organization and its members and other work related facilities.G. New employees need to complete the joining formalities on the day they join the organization.VEDANT. S. Bhopal through the training & development cell of the Corp HR department.L. JOSHI PGDHRM M. The joining form must be completed and submitted by the employee within 7 days of joining.

G. either party may terminate this agreement by giving 24 hours notice in writing or salary in lieu thereof. The probation period will be as follows: M3 and above M4. JOSHI PGDHRM M.VEDANT. • Organization diary • Official tie • First set of visiting cards • HR manual • ID card Probation and Conformation:Probation: For the first few months of service. S. The conformation will be released by HR and routed through the department head. the employee will receive a confirmation notification from the reporting officer. M5 E &S Management trainees Ex-employees Conformation: After completion of the probation period. depending on the grade. RAJKOT 63 .I. : Nil : Nil : 3 to 6 months : 6 to 12 months : 6 to 24 months HR PLANNING AT DIVYA BHASKAR. the employee will be deemed to be on probation and during this period. This will be given strictly on the due date.L.

L. the probation period may be extended by 3 months.G. RAJKOT 64 . S. Who is a buddy? HR PLANNING AT DIVYA BHASKAR. Buddy System: Buddy system is a structured process used to provide help to an employee by another in developing or improving capabilities and in creating a relationship where both participants get benefit. the notice period becomes effective as follows: M1 and above: 3 months M2 and M3 M4 and M5 : 2 months : 1 month When and how is the probation period extended? If on assessment it is found that the performance or potential of the employee is not up to the acceptable standards. HOD must inform HR a month in advance if probation for any employee is to be extended.I. JOSHI PGDHRM M.VEDANT. Otherwise HR will release the conformation letter for the employee after completion of the probation period. Once the employee has been confirmed. The employee will be intimated by HR on recommendations of the Vertical Head/Department Head in writing 15 days before the end of the probation period.

RAJKOT 65 . S. Buddy shall be assigned for a period of six months or the first appraisal whichever is earlier.VEDANT. What is the role of the ‘buddy’? The primary role of the buddy is to help in the orientation of new employee and provide developmental inputs. Who can be a buddy? Buddy will be a person equal or one grade above the employee. Who assigns the ‘buddy’ and for what period? A buddy will be assigned by the HR department in consultation of the Vertical Head for the employee joining the organization. Buddies help prepare employees to test and develop their skills. A buddy is a person who coaches and gives guiding inputs to the employee. assume greater responsibility. HR PLANNING AT DIVYA BHASKAR. and gain visibility in advance through the organization. The process owner of the buddy system will be local HR for M3 and below and Corp HR for M3 and above.G.L. They will preferably from another vertical. Buddies are always over-average performers in the organization. Also. one person can be a buddy of a maximum of two employees at any point of time. The HOD will recommend the suitable buddy for the new employee. JOSHI PGDHRM M. the buddy will work closely with the manager of the employee.I.

Often.G. group insurance (health. Is there an evaluation of the ‘buddy’ system? Buddy relationship will be evaluated in October for all buddies assigned pre June end and in March next year for all buddies assigned post June. These will be formal ‘Buddy program Feedback’ sessions facilitated by the manager. funding of education. perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries. JOSHI PGDHRM M. perquisites. most kinds of employee benefits are taxable to at least some degree. The term perqs or perks is often used colloquially to refer to those benefits of a more discretionary nature. vacation (paid and non-paid). In most countries. where-in inputs and feedback will be received for both the buddy and the candidate. daycare.VEDANT.I. sick leave. retirement benefits. S. dental. and other specialized benefits. perks are given to employees who are doing notably well and/or have seniority. HR PLANNING AT DIVYA BHASKAR. RAJKOT 66 . Where an employee exchanges (cash) wages for some other form of benefit. The purpose of the benefits is to increase the economic security of employees. profit sharing.L.). social security. but are not limited to (employer-provided or employer-paid) housing. Common perks are company cars. disability income protection. COMPENSATION:Employee benefits and (especially in British English) benefits in kind (also called fringe benefits. this is generally referred to as a 'salary sacrifice' arrangement. life etc. Fringe benefits can include. tuition reimbursement.

This policy aims at extending facilities and programs to assist employees manage their health and wellbeing needs. etc. S. free refreshments. spouse and HR PLANNING AT DIVYA BHASKAR.I. JOSHI PGDHRM M. employees who are not covered in ESI and are in E grade. and—when multiple choices exist—first choice of such things as job assignments and vacation scheduling. leisure activities on work time (golf.VEDANT. The starting point for determining a pay increase is the position of each employee in the rate range after a pay structure adjustment has been made. Each family (Self. stationery. allowances for lunch. This is illustrated in figure: structural adjustment in a pay-for-performance system Healthcare at Bhaskar: Bhaskar believes that the health of its employees is a joint responsibility of the employee and the organization. hotel stays. They may also be given first chance at job promotions when vacancies exist.G. RAJKOT 67 . and their families are provided with hospitalization insurance cover under the group mediclaim policy. Mediclaim: All employees under M grade.).L.

JOSHI PGDHRM M. HR PLANNING AT DIVYA BHASKAR.I. Local HR. The company has opted for a floating policy instead of a fixed cover. S.VEDANT. and must stick with the chosen quarter or the rest of the tenure with the organization.G. This policy implies that the cover for each person in the policy is equal to the insured amount. This is to create awareness and to discern early health warnings to determine if anyone needs attention. When is the checkup to be done? The person can get the check-up done in any one of the quarters. in consultation with the unit head. RAJKOT 68 . Medical Check: Who is eligible? All employees (M3 and above) above 40 years of age have to undergo mandatory full health checkup. should establish a local tie-up for the check-up centers.L. Where can be the checkup done? Checkup must be done through a designated registered diagnostic center. his/her 2 dependent children) is treated as one unit.

depending upon the employee’s entry time Recording attendance: Recording attendance is essential for maintaining leave records and for salary calculation.VEDANT. to assist employees meet their requirements along with the business objectives. employees are requested to mark their attendance for the convenience of all. Thus. the following guidelines/policies have been designed. The person has to provide a certificate to demonstrate that the check-up has been carried out. S. RAJKOT 69 . JOSHI PGDHRM M. HR PLANNING AT DIVYA BHASKAR.G. Thus. Work Life Balance: Objective: Bhaskar understands that employees have personal commitments which they need to meet.L. The person does not need to submit the final reports to the organization. Official Working Hours: The office timings for all the employees except editorial would be as follows: • Operators and office boys: 9:30am to 5:30pm • Other staff • Managers and above : 10:00 am to 6:00 pm : 10:30 am to 6:30 pm This period includes a half-hour lunch between 1: pm to 2:30 pm.I.

G. Employees on leave are required to submit a leave application for approval by manager except in case of casual leave where the application needs to be submitted after resuming work. Leave: Leave rules will apply to all employees in the Bhaskar group and shall be administered on financial year basis. HR PLANNING AT DIVYA BHASKAR. Is there a grace period? A 15 minute grace period is allowed for the employees to reach office. ‘L’ is entered against their name. JOSHI PGDHRM M.L. S.I. he/she shall inform the local admin department or Head of Department of the same. RAJKOT 70 . Employees are required to sign against their name everyday in the attendance register. In case employees are traveling for work. What if have to go on a call/work directly from home? In case the person is going directly to another location on business. if on leave.VEDANT. they need to be marked in the attendance register as ‘T’. Four late marks in a month results in half leave day deduction.

All classes of leave are granted only at the direction of the respective managers/HODs. RAJKOT 71 .I. S. when employees are unable to obtain prior approval. In addition. • Leave entitlement for new employees shall be proportionate to the actual days worked. including paid holidays. unless taken for more than 10 days. • If any employee absents herself or himself from duty without intimation or sanction exceeding 7 days. Note • All accumulation in excess of above provision will lapse automatically. HR PLANNING AT DIVYA BHASKAR. All leaves except casual leave need to be applied for in advance.VEDANT.L. • Holidays and weekly-off falling in the duration of leave will not be counted as part of leave taken. they may also take leave without pay (LWP). the management may at its sole discretion terminate the employee from its services. In case of a sudden absence. they are required to inform their manager as soon as possible. All employees are eligible for seeking Privilege leave. JOSHI PGDHRM M. In special circumstances.G. employees must submit a leave application. State Heads/Unit Heads/HODs will leave carry planning in respect of their staff and ensure that leave is staggered and spaced out so that the work does not suffer. after resuming work.

HR PLANNING AT DIVYA BHASKAR.L. S.VEDANT. JOSHI PGDHRM M. Local transportation would be on actual basis. RAJKOT 72 . International Travel Travel will be by economy class by air (except for Directors).G. Casual Leave (CL) • Medical Leave • Privilege Leave • Leave without pay • Maternity Leave • Paternity leave • Special leave Own marriage : 7 days Anniversary : 1 day Birthday (self) : Half day Entitlement:Domestic Travel Employees are entitled to the reimbursement of the expenses (for both travel and accommodation) on actual incurred on outstation official travel in India. Employees are entitled to reimbursement of expenses on actual (for accommodation and boarding) incurred on official travel outside India.I.

I. The following guidelines need to be adhered strictly: • Any special expense to be incurred on the foreign trip. which is over and above the entitlement allowance as mentioned above. Employees are required to submit air tickets or HR PLANNING AT DIVYA BHASKAR. RAJKOT 73 . • For calculation of above entitlement. number of nights spent in foreign country will only be considered (nights in flight should be excluded). JOSHI PGDHRM M. • In case if employee departure from visiting location after 6 pm. employees are required to submit the Tour Expenses Statement to Corporate HR/Administration/Corporate F&A within a week from the date of return.L. S. • 50% of the total entitlements drawn as allowance need to be supported by bills. This benefit is subject to a maximum limit of US$ 1000. should be clearly stated in the approval note.VEDANT. Reimbursement of expenses After the tour. Grade wise Entitlement Those traveling to SAARC countries will be paid US$ 100 as daily allowance irrespective of categories as above.G. This provides indemnity for expenses incurred for emergency medical treatment for any illness or injury during the travel period. then 50% of daily allowance may be claimed for that day. Employees are also entitled to the Overseas Medical Insurance.

S. information on the mode and class of travel by train or bus and accommodation and boarding bills.L.I. Decisions on the events shall be made by the Unit Head in consultation with the Unit Head of Departments of the verticals. HR PLANNING AT DIVYA BHASKAR. Recreation Objective: To provide its employees a fun environment and a break while at work. JOSHI PGDHRM M. in support of reimbursement claims. Administrative Objective: This policy aims to extend support to employees for regular jobs related to their routine work in order to increase efficiency.VEDANT.G. Events Each unit/business office will have a social get together budget that will be used for celebrating key events or to organize get together or similar social gatherings. RAJKOT 74 . The events will be location specific and the local team will have full discretion to decide on events within the budget. Bhaskar has planned some occasions for celebrating.

there are specific charges for the state staff and if out of state or corporate staff stays at the state guest house.I. RAJKOT 75 .G. S. Guest House Company-maintained guest houses are operational in Bhopal. Mumbai.L. JOSHI PGDHRM M. Delhi and Mumbai are maintained by the corporate office and hence there are no charges for stay. The employee will be reimbursed 50%DA for the stay in the guest house.VEDANT. ] Cafeteria Cafeteria facility is provided at all the publication centers. In case of Jaipur and Indore. Broad guidelines are defined for the functioning and the local units can take a call on operational matters on a day-to-day basis. Delhi. Business Cards and E-Mail ID Business Cards HR PLANNING AT DIVYA BHASKAR. the charges as applicable or in force can be debited to the respective offices or headquarters. The guest houses at Bhopal. Jaipur and Indore.

VEDANT. JOSHI PGDHRM M. S. RAJKOT 76 . Relocation: Objective: Assistance is extended to employees relocating to any office of Bhaskar. Corporate/State HR will be responsible and accountable for initiating the printing of business cards.I.G. Reprint of business cards The number of business cards to be printed in the first lot is decided depending on the job profile Marketing/Editorial/HR : 200 Circulation/Production/Admin/Finance: 100 E-mail ID Corporate/State HR will be responsible and accountable for opening of the e-mail for any new employee. E-mail must be opened within 24 hours of joining the group.L. Business cards must be ready and handled over to the employee preferably on the first day in office or latest within 7 days of joining. Relocation Reimbursement: HR PLANNING AT DIVYA BHASKAR.

I. New Employees: In case of new appointments. transit accommodation in a hotel or guesthouse would be provided by Bhaskar for up to 7 days. This period is HR PLANNING AT DIVYA BHASKAR. For example. For all employees. the company extends a deputation allowance.G. accommodation and transportation expenses in relevant cases. JOSHI PGDHRM M. excluding travel time. Once deputation is over. RAJKOT 77 . For more than one month stay. if a person A from Bhopal is sent to Punjab on project/assignments. The employee will be allowed to have 2 days visit to home. S. relocation expenses will be reimbursed based on the following grid: Employees on deputation: For employees on deputation. A local SIM will be provided to the employee who is being sent on deputation/project for more than 10 days by the respective unit. he/she will be provided a mobile SIM and instrument for Punjab from the budget of the concerned project. one return ticket per 30 days will be provided. The expenses of this SIM would be borne by the parent unit itself. Any continued stay at a location for more than 60 days will automatically be treated as on deputation or has to be converted into transfer.VEDANT.L. this facility will be withdrawn and cannot be accumulated.

G. For M1 and above the reimbursement will be at actual.I.15000 can be allowed on production of receipt from the transporters. The organization also assumes the responsibility to keep the work environment safe for both the company and the employees. Unless given prior authorization. could put the company at a disadvantage should be considered sensitive. extendable maximum by another 7 days on approval from the National Vertical Head/State Head. This amount would be adjusted / deducted in case the employee leaves the organization/group within a year of joining. if known by a competitor. RAJKOT 78 .VEDANT. For transportation of new employee’s household goods and personal belongings to the appointed location. JOSHI PGDHRM M. Types of sensitive information include but are not limited to: • Information about past. the amount not exceeding Rs. This policy aims at providing guidelines to employees in relation to privacy and confidentiality of information. or prospective investor. this information can not be disclosed to outsiders HR PLANNING AT DIVYA BHASKAR. S. What information is sensitive? Any information that. current.L. Privacy and Confidentiality: Objective: Bhaskar’s business environment requires information to be kept confidential and the group also understands the need for employee personal information to be safe-guarded.

In other words. can be misconstrued or which do not reflect the company’s professional image. Access/ID Cards: All employees will be issued with non-transferable identity cards. • Profit & loss (P&L) information.VEDANT. Employees are expected to conduct communications as if they creating a permanent record. except as necessary to service the investor’s account. RAJKOT 79 . • Compensation information. • Bhaskar future plans. • Accounting records. Phone and Email Communication: Employees are expected to adhere high standards of professionalism in all communications. • Information concerning the operation of Bhaskar trading strategies.I. which. • Personal information about any employee. professional and to avoid gratuitous comments or discussions.L. whether internal or external. The cards need to be carried by the employee at all times when in the office premises. or as required by law. when taken out of context. or through voice mail or email.G. JOSHI PGDHRM M. • Email related to work and business of the company. they are expected to be courteous. • Drafts of reports and brochures. Not bringing the card to work consistently will be viewed as a serious breach of security. HR PLANNING AT DIVYA BHASKAR. oral or electronic. Doing so will help prevent the company being exposed to unwarranted regulatory risks because of careless comments. S.

PARTING WAYS: OBJECTIVE: Bhaskar value its employees and strives to provide an enriching work experience. This policy aims at providing the employee and supervisor with important information regarding separation-process. she/he would be issued a temporary card. When an employee leaves the organization. she/he needs to inform the HR/Administration and the head of department. However. S. and 200% of card cost on the second occasion. termination or death. elimination of HR PLANNING AT DIVYA BHASKAR. she/he needs to return the card to Finance & Accounts as a part of full and final settlement. In case an employee has not been issued a permanent card. reimbursement. Separation may occur due to resignation.I. In case an employee loses a card. retirement.VEDANT.L. The employee will be charged for the replacement of the card at 100% of the cost of card for the first time loss. RAJKOT 80 .G. JOSHI PGDHRM M. the organization accepts that there are occasions when the relationship with the employee can not continue. Identity cards are sensitive and employee has to take due precaution in handling it. and a new card will be issued.

personal liability with responsibility related to aspects such as purchasing. however.G. if they wish to terminate their employment relationship with the organization.I. • The manager will discuss his/her reason for resignation and evaluate different options with him/her.L.VEDANT. What if the manager takes undue time for forwarding the resignation letter to HR? HR PLANNING AT DIVYA BHASKAR. All the employees need to inform their manager and HR and are required to give one month notice in writing or in accordance with the terms of appointment. JOSHI PGDHRM M. • If. the manager will forward the resignation to the HR. RAJKOT 81 . What is the separation process? • The employee needs to inform his/her decision of resigning to the respective manager and HR indicating the last date of employment and reason for resignation. access card. after full consideration the employee decides to leave. keys. S. RESIGNATION:Resignation is a voluntary separation by the employee if he/she is desirous of leaving the services of the organization. laptops and vehicles.

I. EXIT INTERVIEW: The exit interview shall take place on any day after acceptance of the letter. Is there a notice period to be served? Serving of notice period is a must for every employee. • Any family or personal emergencies The waiver needs to have the sanction of the director. No other person recommended/process this adjustment. RAJKOT 82 . PL available can be adjusted against the notice period. who does not serve the notice period. the manager must forward the letter within 7 days or must inform the HR department of the resignation and the reason for delay. JOSHI PGDHRM M.L.VEDANT. Bhaskar reserves the right of taking the person to court on breach of agreement. The bonus of the same shall be on the national vertical head/state head. In any case. The format of exit interview will include discussions on followings: HR PLANNING AT DIVYA BHASKAR.G. What if the employee does not serve the notice period? Employee. S. The reasons that can be considered are: • The tenure of the employee and his credibility while in employment. The date of resignation shall remain effective from the date the letter was handed over initially and not when the letter is forwarded. will be deemed as terminated (to be communicated officially. no retirement/resignation benefits are availed). Notice period can only be waived or negotiated by national vertical head with justified reason.

anywhere in the group.I. When will no-dues certificate be prepared? The no-dues certificate will be prepared only when the fully filled exit interview form is made available to the local Accounts and HR department by the concerned HOD. The business offices will send the copy of the exit interview only to corporate HR. • Feedback on areas of improvement in the department/organization.L. • Any other suggestions/feedback about the organization. the exit interviews would be conducted by the corporate HR. It will mandatory to conduct exit interviews of all M grade employees and if possible. Where will the exit interview be carried out? M1 and above: MD/director. Who is responsible for scheduling and conducting the exit interview? HR PLANNING AT DIVYA BHASKAR. of all employees.VEDANT. • For grade M3 and above. RAJKOT 83 . JOSHI PGDHRM M. at location convenient to both M2: Corporate HR Bhopal and national vertical head M3: Corporate HR Bhopal/state head or unit head M4 and below: unit head/department head The exit interview document will be the key input for any reappointment of ex employees. S.G. • Areas of weakness of the department/organization. • Areas of strength of the department/organization.

I.VEDANT. experience letter and final settlement cheque. Final settlement of the person has to be made on or before the last date. The retirement age is as follows: M1 and M0 For M grade employees For other grades : 65 years : 60 years : 58 years Editorial staff in M1 grade and above: 65 years The local HR admin will communicate to all retirement in writing at least 3 months in advance of the date of retirement. When is the final settlement to be made? Once the final clearance with no dues is confirmed after the exit interview.L. The process owner for final settlement is F&A. the responsibility and the accountability rests with the department/unit head conducted. JOSHI PGDHRM M. HR processes the relieving letter.G. HR PLANNING AT DIVYA BHASKAR. RAJKOT 84 . S. Though it’s in self interest of the employee leaving the organization to have the exit interview done. RETIREMENT:All the employees retire on the last date of the month in which they complete the retirement age according to the organization’s records. HR and Accounts department will ensure final statement of accounts at the earliest.

The retainer ship compensation would be fixed as mutually agreed. which can be reviewed/extended for a period 1-3 years.I. The notice period will be 1 month either side. • The compensation of the employee will be stopped from the date the retirement takes effect.VEDANT. It may at some stage in rare cases become essential for the organization to terminate the services of an employee. INVOLUNTARY SEPARATION/ TERMINATION: The organization works on the policy of finding and utilizing employees best suited to the need based on their talent aptitude and attitude. The organization initiates termination HR PLANNING AT DIVYA BHASKAR. • All settlements would be processed before the employee leaves. S. JOSHI PGDHRM M. The MD would approve all retainer ship arrangements.L.G. RETAINSHIP: The management may retain an employee in service beyond his/her age of retirement if it considers that extension of service under retainer ship arrangement would prove valuable to the group. • The HR department will inform the employee and the finance department about his/her last day of employment one month prior to retirement. Maximum period of retainer ship would be 3 years. will try to create and find appropriate roles for all the employees. Bhaskar matter policy. RAJKOT 85 .

L. The practical experience gained during the short period of 10 days will go a long way in achieving my real goal and ambition in my life. HR PLANNING AT DIVYA BHASKAR.VEDANT.G. MD/Director will be the sole approving for cases of termination in M2 and above. JOSHI PGDHRM M. support. RAJKOT 86 . it is the HOD/Unit head/functional head. cooperation and assistance provided by my seniors and colleagues at Dainik Bhaskar helped me to better understand the real working environment. The training help me a lot to adapt myself to actual working environment and to work in coordination with the other team members. of employee when an employee is unable to meet the organization’s performance or discipline standards. S. the guidance. For all the other grades. All cases of termination should be processed in accordance with legal/statutory provisions through the local HR administration CONCLUSION The works on the Project study was a wonderful experience in my life. The study has been extremely useful in developing my professional skills and personality. Further.I. which are authorized to take such action with due consultation with corporate HR/ national vertical head.

2. Also different hierarchal levels shows different interests: Top management-: Motivation & Learning & Growing Opportunity. job challenges. Different hierarchal level has different responsibilities towards planning of human resource due to various priority factors. designation in the organization. power & authority. HR PLANNING AT DIVYA BHASKAR. 1. growth opportunities. non-monetary benefits.growth opportunity rewards 7 achievement. In Dainik Bhaskar HR department has following priorities for HR planning: Goal oriented Responsibility Relationship Working environment 3.I. S.G. career planning & recognition. JOSHI PGDHRM M. and quality of work life. Middle management.working conditions. RAJKOT 87 . Executive level. monetary & non-monetary benefits & communication.L.VEDANT.

HR PLANNING AT DIVYA BHASKAR. S.G.VEDANT. JOSHI PGDHRM M.L. CHAPTER – 8 Recommendation and Suggestions RECOMMENDATION AND SUGGESTIONS Dainik Bhaskar has excellent policies for HR Planning although its needs to focus on certain aspects which are mention in the following: 1.I. Human resource planning should be properly organized and a separate manpower planning division must be created. RAJKOT 88 .

Sudha 2. The quantity and quality of human resource should be stressed in a balance manner. 4. JOSHI PGDHRM M. 3.S. HR Manual.HR Purview 3. Journal. Bibliography Book References: 1. An adequate database should be developed for human resource to facilitate planning.G. The emphasis should be on filling future vacancies with the right people rather than merely matching existing people with the existing jobs.L. RAJKOT 89 . 2.G.Dainik Bhaskar HR PLANNING AT DIVYA BHASKAR.I.VEDANT. S. Human Resource Management. The period of a human resource plan should be appropriate to the needs and circumstances of Bhaskar.

com 2. www. Internet References: 1. > 2Nd Floor Super Plaza. www. Ltd.org 4.org 5. Above Bank of India. www. > Nitin Gupta > +917878005904 HR PLANNING AT DIVYA BHASKAR. www. www. RAJKOT 90 .hr.I. > Sandesh Press Road > Vastrapur Ahmedabad 380054 > Contact Person: Nitin Gupta Interview Timing : 9.VEDANT.00 AM to 6.com 3.G. www.in 7. www.com Evangetech Infra Facility Pvt. JOSHI PGDHRM M.hrps.isrinsight.google.bwbusinessworld.L.citehr.00 PM > Regards.wikipedia.com 6. S.

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