Outlook India is a prominent media company based in India, known for its diverse range of

journalism, publishing, and digital media offerings. Founded in 1995, Outlook India has
established itself as a leading source of news, analysis, and commentary on Indian and
global affairs. Outlook Group is owned by the Rajan Raheja Group, a prominent Indian
conglomerate involved in various sectors like real estate, hospitality, and media.

Outlook India is a group of publications, not just one company. Their publications include the
following magazines:-

1. Outlook Magazine: This is a weekly general interest English and Hindi news
magazine published in India since 1995. It's known for its in-depth reporting and
critical analysis of current affairs, often taking a bold and questioning stance.
2. Outlook Business: This insightful and thought-provoking business magazine
focuses on the Indian market. It provides in-depth analysis, commentary, and
forecasts on various economic sectors and companies.
3. Outlook Money: This magazine focuses on personal finance, offering expert
advice on investing, borrowing, and managing money wisely.
4. Outlook Traveller: This travel magazine is a valuable resource for globetrotters,
providing information on destinations, trends, and practical tips for planning your
trips.
5. Outlook Planet: This online platform focuses on sustainability and environmental
issues, offering news, reports, and insights on various initiatives and challenges
related to climate change, renewable energy, and social development.

Outlook India operates across multiple platforms, including print, digital, and events, catering
to a broad audience within India and internationally. Its flagship publication, Outlook
magazine, is renowned for its in-depth reporting, investigative journalism, and insightful
editorial content covering politics, current affairs, business, culture, and more. With a
focus on providing comprehensive coverage and diverse viewpoints, Outlook India has
earned a reputation for journalistic integrity and credibility.

In addition to its print magazine, Outlook India has expanded its digital presence with an
online platform offering news articles, opinion pieces, features, and multimedia content.
The company leverages social media channels to engage with its audience and
disseminate real-time information.

Outlook India also organizes events, conferences, and summits on various topics, bringing
together thought leaders, policymakers, and experts to discuss critical issues facing India
and the world.
Business Model of the Outlook Group

● Print advertising: Primary revenue source, though facing decline.

● Subscription model: Growing in importance, offered online and in print.
● Event sponsorships: Generates additional income through conferences and
workshops.
● Branded content partnerships: Collaborations with companies for targeted content.

Outlook group With various publications launched over two decades, the group has a strong
presence in the Indian media landscape. Their main challenge is the Need to adapt to
changing media consumption habits and diversify revenue streams.

Company Analysis

Strengths:

Strong Brand Reputation: Outlook India is recognized for its journalistic excellence and
integrity, which has helped build trust among its audience over the years.

Diverse Content Offering: The company covers various topics, catering to different
interests and demographics attracting a diverse readership.

Digital Expansion: By investing in its digital platform, Outlook India has reached a larger
audience and adapted to changing consumer preferences for online news consumption.

Weaknesses:

Competition: The media landscape in India is highly competitive, with numerous players
vying for audience attention. Outlook India faces competition from both traditional and
digital media outlets.

Revenue Challenges: Like many media companies, Outlook India may face revenue
challenges due to changes in advertising trends, declining print circulation, and the need
to monetize digital content effectively.
Opportunities:

Growth in Digital Media: With the increasing penetration of the internet and smartphones in
India, Outlook India has significant potential to expand its digital audience and revenue
streams.

Niche Targeting: The company can explore niche markets or specialized content verticals
to cater to specific audience segments and advertisers.

Threats:

Regulatory Environment: Changes in government regulations or policies related to media

ownership, content censorship, or digital rights could threaten Outlook India's operations.

Disinformation and Fake News: The proliferation of disinformation and fake news online
presents challenges for reputable news organizations like Outlook India, as it can
undermine trust in mainstream media sources.

Overall, Outlook India occupies a prominent position in India's media landscape, driven by its
commitment to quality journalism and adaptability in the face of evolving industry trends.
By leveraging its strengths and addressing potential challenges, the company can
continue to thrive and remain a trusted source of news and information for its audience.

ISSUES AND SOLUTIONS PROPOSED:

ONBOARDING

1. Discrepancy Between Offered Roles and Actual Responsibilities Upon Joining: One
of the leading HR problems at Outlook Group is the inconsistent clarity of profiles, where
there is a significant discrepancy between the positions promised during recruitment and
the duties assigned once joining. This disparity makes new hires confused, frustrated,
and depressed. A mismatch in talents, interests, and job satisfaction usually occurs when
people enter the organisation expecting particular things based on the job descriptions
given throughout the hiring process, only to discover that their real tasks and
responsibilities differ perilously. Outlook majorly asks for B2C sales with a specified
target to all its interns and employees, irrespective of their domain upon joining. These
discrepancies impair employee engagement and productivity and impede the integration
process.

In order to resolve the issue of this discrepancy, the Outlook group should focus on the
following:

• Standardised Job Descriptions: Create and implement uniform job descriptions across
departments, guaranteeing that duties and expectations are accurately stated and
transparently understood.

• Skill-Based Hiring: Rather than making everyone perform B2C sales, match candidates'
interests and talents to particular tasks.

• Realistic Expectations: Don't overpromise or sugarcoat the role; give candidates honest
glimpses of the day-to-day responsibilities and obstacles during the hiring process.

• Onboarding Clarification: Roles, duties, and expectations should be made clear during
onboarding through thorough presentations, mentorship, and buddy programmes.

• Frequent Feedback Loop: Establish a way for new personnel to regularly provide
feedback on their performance and voice any issues they may have.

• Role Adjustment Mechanism: Provide a straightforward procedure for changing

responsibilities by employee input and skill advancement to guarantee that they align
with passions and strong points.

• Mentorship Programmes: Establish mentorship programmes that help new hires feel
integrated and at home by providing guidance and assistance from seasoned staff
members.

• Employee Engagement Initiatives: Plan gatherings, exercises, and educational courses

that foster cooperation, open communication, and a happy workplace.

• Career Development Opportunities: Offer training courses and professional development

opportunities pertinent to various positions and interests inside the company.

2. Absence of Onboarding Training: The need for onboarding training at Outlook Group
is a serious HR problem since it leaves new hires without formalised training programs.
The integration of new employees, work output, and general satisfaction needs to
 improve due to this shortcoming. In the event of receiving inadequate onboarding
training, new hires find it difficult to comprehend their obligations, tasks, and the
organisation's culture, which eventually leaves them feeling lost and confused.
Furthermore, the mentors need to be more supportive, and the lack of thorough training
impedes acquiring the critical abilities and expertise required to succeed in the respective
roles. Consequently, the newly hired staff members feel more stressed and
apprehensive.

To improve the onboarding and training, the company must focus on the following:

• Standardised Onboarding Curriculum: Develop a thorough onboarding programme that

addresses the tools, policies, procedures, company culture, and role-specific
requirements.

• Phased Approach: Break up the onboarding program into minor phases, emphasising first
impressions, necessary abilities and expertise, and a smooth transition into the team.

• Role-Specific Modules: Create modules tailored explicitly to specific roles, guaranteeing

pertinent training material and real-world application.

• Mentorship and Buddy Programmes: Provide recruits with mentors and pals for support,
direction, and casual learning experiences.

• Peer-to-peer Learning: Learning between peers can be fostered using cooperative

problem-solving exercises, knowledge-sharing sessions, and group projects.

• Mentor Training: Provide mentors with the abilities and information to advise and assist
recent hires properly.

• Frequent Check-ins: Arrange for frequent check-ins with recently hired staff members to
discuss issues, respond to inquiries, and offer feedback.

• Resources: Throughout their onboarding process, give new hires simple access to training
materials, resources, and support networks.

• Feedback Surveys: To gauge the success of the onboarding program, periodically ask
mentors and new staff for their opinions.

• Track Performance Metrics: To gauge the success of onboarding initiatives, keep an eye
on essential performance indicators, including worker productivity, retention, and
engagement.

3. Unresponsive and Unclear HR Practices: In the Outlook Group, there needs to be

clearer and more responsive HR practices for new and existing employees. This problem
shows up as unclear HR policies and processes and ineffective and delayed
communication from HR departments. Workers face issues in getting support or
information on various topics, from benefits questions to dispute settlement procedures
to salary issues. This uncertainty results in annoyance and undermines confidence in
HR's capacity to handle employee demands effectively. Moreover, inconsistent policy
 enforcement and decision-making also arise from confusing and unclear HR processes,
giving employees the impression that they must be treated fairly.

To bring clarity to the HR policies and improve the communication, the team should focus on
the following:

• Clear and Accessible Policies: Make HR policies comprehensible by organising and

streamlining them for online and internal communication.

• HR Knowledge Base: Establish a thorough knowledge base with resources, FAQs, and
guides that answer frequently asked questions about HR.

• Frequent Communication: Establish lines of communication like newsletters, town halls,

or forums specifically for employee input and HR updates frequently.

• Encourage an open-door policy so staff members can conveniently contact HR agents with
any queries or issues.

• Designated HR Support Channels: Provide hotlines, email addresses, web portals, and
explicit response times for HR queries.

• Trained HR Staff: Give HR employees the tools to handle employee problems properly,
including knowledge, active listening skills, and communication abilities.

• Escalation Protocols: Establish explicit protocols for circumstances requiring further

investigation or managerial intervention.

• Policy Review and Standardisation: Review and update HR policies regularly to maintain
uniformity and alignment with corporate principles.

• Documented Procedures: Provide transparent and equitable application of all HR

processes by developing documented procedures.

• Grievance Procedure: Provide a transparent and readily available grievance procedure so

that workers can report perceived injustices or policy infractions.

TALENT DEVELOPMENT

1. Absence of Employee Training: After analysing the experience at Outlook Group, the
need for more employee training surfaced quickly. The company should have provided
initial training during the onboarding process (that would help new employees assimilate
to their job roles and organisational culture quickly); it also was unable to provide
adequate training and development initiatives for existing long-term employees. Hence,
designing a straightforward Learning and Development program that begins with a needs
assessment is essential. This needs assessment should be done in collaboration with
department heads and senior editors so that we can identify the individual and
department-level skill gaps and keep them involved in the process. Based on the
assessment report, we can use the Human Capital Development model to create a
comprehensive and customised training program that focuses on technical skills (digital
media tools, design software), soft skills (communication, critical thinking) and industry
 trends (social media engagement, content marketing). These could be delivered through
a blended learning approach incorporating online modules, workshops led by industry
experts and internal trainers, and on-the-job training opportunities. Outlook could also
consider partnering up with training institutes specialising in journalism to enhance the
program's effectiveness further and tailor it to Outlook's specific needs. This focus on
employee training and development, as discussed during class, will also help the
company portray their commitment to helping its employees grow and build trust.

2. Lack of Mentorship: Building on this idea of employee training and development, it is

essential to acknowledge the weight of mentoring on employees and overall
organisational growth and how the lack thereof could be detrimental to the organisation.
Unfortunately, interns and entry-level employees often lack mentorship support at
Outlook. To address the lack of mentorship for interns, Outlook should implement a
formal Protégé-Mentor Program in which they partner with journalism schools and
universities to pair interns with experienced journalists within the company. They could
also utilise peer mentoring within departments to foster knowledge sharing and
collaboration among junior and senior staff. This would need to be done by first having
the mentors receive training on effective communication, feedback, and career guidance
specific to the publishing industry. Post-which regular check-ins and 360-degree
feedback sessions would be crucial to measure program effectiveness and make
adaptations when needed. During this time, it is vital to keep track of the mentoring
relationships, as seen in the paper by Ragins (2016), as we would want to help develop
a Relational relationship between the mentor and mentee that is based on close,
communal mentoring bonds that focus on mutual learning and growth. These career
development behaviours, psychological support for protégés, and relational behaviours
can be established by developing a straightforward program design that incorporates the
strategies for developing high-quality mentoring relationships coined by Ragins (2016).
These include:

1. Clarify Expectations and Create Positive Visions

2. Know Yourself

3. Build Trust

4. Create a Safe Space Relationship

5. Establish Positive Norms

6. Develop Effective Communication and Relationship Skills

These strategies can be implemented by having the mentor and mentee make note of
their strengths, weaknesses, and communication style, followed by sharing it with their
partner for mutual understanding. Outlook should then have them hold an initial meeting
to discuss and align expectations and create a shared vision document outlining goals,
desired outcomes, and expectations from both sides. During this meeting, they should
also agree on ground rules for communication and interaction. Post this; the
mentor-mentee should establish regular check-ins wherein the mentor practices active
listening without judgement, encourages open dialogue and vulnerability to foster trust,
 and leads by example in demonstrating effective communication and
relationship-building skills. Both partners must follow through on commitments
throughout the program and maintain confidentiality.

These talent management programs fit the OCM-OCS framework (fig.1) as it consider
the ‘Individual and organisational contingency factors’ regarding organisational
characteristics. The OCM training practice aligns with the informational mechanism that
connects with signalling theory and the developmental mechanism that connects with the
human capital theory. Lastly, the OCM mentoring practice aligns with the developmental
and relational mechanisms linked with social learning, developmental career, and social
capital theories, respectively. As a result, this can help Outlook target their employees'
information, competence and relationships while maintaining high motivation and
objective career success.

3. Lack of Recognition: Absence of appreciation for outstanding performance.

 The effect on employees was worse when their contribution was not acknowledged
or appreciated. It decreased their motivation to keep working, impacting their
consistency. As a result, there was a decline in the productivity of many employees,
which was reflected in the latter few weeks. Job dissatisfaction increased, which led
to a negative impact on the well-being of the employees. Feeling undervalued made
them feel stressed and also caused burnout. At the company’s end, the
organisation's culture was impacted heavily. Other influences because of lack of
recognition in the workplace are disengaged employees, difficulty recruiting new
talent in the future, etc. It also leads to a disorganised workflow, hindering people's
creativity and innovation.

Following are the suggested steps Outlook group should consider, starting with
setting and notifying clear goals and objectives of the company to the employees.
This way, the values can be aligned. A customized reward system where rewards
based on personal achievements are provided will help boost the employees' morale.
Another point is that reward or recognition should be timely; otherwise, it loses its
impact. Incentives can either be monetary or non-monetary. Performance-based pay
can be a motivating factor. Sometimes, due to budgetary restrictions, non-monetary
rewards like flexible work hours, vacation days, etc., prove to be motivating as the
employees get some time off to cool off the burnout. An everyday activity opted for
years is Employee of the Month/quarter; it develops a healthy competitive spirit, and
this public recognition positively impacts the employee. Other ways of public
recognition are shout-outs during meetings. If such simple steps are followed, it will
improve the workplace, and employees will feel valued.

4. Disregard for Feedback: Management does not heed employee feedback for
improvement. Feedback refers to the guidance or information the management
provides to the employees about their performance or deliverables. At Outlook Group,
feedback was not provided at all. This lack of follow-up left the employees needing
clarification often. Relationships were impacted because of this, and a feeling of
underconfidence was felt among the employees.

A feedback system for continuous training should be implemented. Regular

performance reviews can be introduced for better employee clarity and information.
Other kinds of feedback include 360-degree feedback, which involves a holistic view of
the employee’s work as the supervisors and peers assess it. Outlook Group can adopt
real-time feedback tools to provide instant feedback or follow-ups to help employees
complete tasks on time without delays caused by waiting for minute approvals. This
will ensure continuous checks. Another proven method is taking surveys and keeping
them anonymous to keep them confidential. Employees feel much more comfortable
when they can discuss specific topics honestly. All this can be effectively achieved if
training is provided to managers on how to give and receive feedback efficiently. One
crucial skill required for feedback is good communication skills. If Outlook Group
adopts these practices of Feedback, it can develop and foster a feedback culture in the
organization, which helps employees feel encouraged and impact engagement
positively.
Problems and Proposed Solutions

This section addresses the two most common problems at Outlook: Untimely Payments and
High Turnover of Employees. We also discuss the possible solutions that Outlook can use to
solve these pertinent issues.

Problems Faced Due to Untimely Payments

1. Financial Hardship and Stress:

Basic Needs at Stake: Delays in salaries and dues at Outlook directly employees' ability to
afford food, housing, healthcare, and other essential expenses. This creates immense
pressure and anxiety, affecting their physical and mental well-being.

Debt and Interest Burdens: Late payments can exacerbate existing debt or force employees
to take on high-interest loans, further deepening their financial struggles.

Disrupted Savings and Future Planning: Unpredictable income makes saving for
emergencies or long-term goals difficult, contributing to a constant state of financial
insecurity.

2. Psychological Impact and Demotivation:

Feeling Devalued and Disrespected: Outlook’s inability to pay on time it sends a

clear message that employees are not valued. This leads to disrespect,
resentment, and a drop in overall morale.

Loss of Trust and Broken Confidence: Unfulfilled promises and delayed payments break
down trust between employees and the organisation. It fosters a sense of uncertainty and
a lack of confidence in the company's stability.

Decreased Engagement and Productivity: Feeling undervalued and stressed impacts their
motivation and engagement. Employees at Outlook become less invested in their work,
leading to lower productivity and quality.
3. Career Impact and Reputation Damage:

Seeking Alternative Opportunities: To secure financial stability and regain respect,

employees are more likely to seek new jobs with reliable employers actively. This leads to
increased turnover and loss of valuable talent.

Impact on Reputation: News of payment issues spreads quickly, negatively impacting

Outlook’s reputation in the job market. It discourages potential candidates and raises
doubts about the company's financial health.

Loss of Trust in Leadership: Late payments reflect poorly on leadership, causing

employees to question their competence and commitment to employee well-being. This
creates an atmosphere of distrust and disengagement.

4. Legal Ramifications and Additional Stress:

Lawsuits and Legal Actions: Depending on the severity and duration of the issue,
employees may pursue legal action to recover unpaid wages and dues. This adds further
stress and potential financial burdens for the organisation.
Damaged Relationships with Vendors and Partners: Delayed payments to vendors and
partners can harm critical business relationships, impacting operations and reputation.

Potential Regulatory Fines: Depending on the location and type of employees, violating
labour laws regarding timely payments can lead to hefty fines and legal repercussions

Solution for Untimely Payments

1. Prioritising Timely Payments:

● Robust Financial Planning: Implement systems for accurate financial forecasting and
budgeting to ensure sufficient funds for payroll and dues on time.

● Streamlined Payroll Processes: Invest in efficient payroll software and procedures to

minimise errors and expedite processing.

● Open Communication: Communicate any unforeseen delays transparently and

proactively to employees, explaining the reasons and timeline for resolution.

2. Offering Alternative Solutions:

● Advance Payments: Consider offering advance payments for essential expenses

during challenging periods, subject to established guidelines.

● Salary Loans or Short-Term Financing: Partner with financial institutions to offer

low-interest loan options to bridge temporary gaps.
 ● Payment Plans: Allow for staggered payments or instalments for larger dues, with
clear agreements and communication.

3. Improving Communication and Transparency:

● Regular Financial Updates: Organise meetings to share financial information and

answer employee questions openly and honestly.

● Feedback Channels: Establish accessible channels for employees to voice concerns

and ask questions without fear of retribution.

● Employee Recognition and Appreciation: Show appreciation for employee

contributions through non-monetary means like awards, recognition programs, or
flexible work arrangements

4. Fostering Trust and Confidence:

● Demonstrate Commitment to Improvement: Implement action plans to address the

root causes of payment delays and communicate progress regularly.

● Invest in Employee Well-being: Offer financial wellness programs, stress

management resources, and employee assistance programs.

● Uphold Ethical Practices: Prioritise fair treatment and adherence to labour laws and
regulations, building employee trust and respect.

5. Strengthening Partnerships and Legal Compliance:

● Secure Credit Lines: Build relationships with financial institutions to obtain

emergency credit lines, ensuring readiness for unforeseen circumstances.

● Maintain Clear Contracts and Agreements: Draft clear and mutually agreed upon
contracts with vendors and partners, outlining payment terms and consequences for
delays.

● Seek Legal Counsel: If facing complex legal issues or potential violations, consult
with legal professionals to ensure compliance and minimise risks.
Pain Points of High Turnover for Employees:

High employee turnover, as seen in Outlook and indicated by recurrent cycles of hiring and
firing, can have a negative knock-on effect that may persuade more staff members to think
about leaving the organisation.

1. Uncertainty and Fear

● Work Insecurity at Outlook: Seeing coworkers let go at Outlook fosters a culture of

continuous dread and anxiety about one's job security. This ambiguity may make
people less engaged and motivated.
● Loss of trust: When loyalty at Outlook seems underappreciated, it breeds mistrust
toward the company's future and leadership. Workers could grow reluctant to put in
extra time and effort.
● Impact on Morale: At Outlook, team spirit and morale suffer when people leave. The
remaining staff members could feel unsupported, overworked, and underappreciated.

2. Disruption and Productivity Loss

● Continuous Onboarding at Outlook: Always training new hires at Outlook takes

time and resources away from important work and reduces output.
● Loss of Expertise and Knowledge: When seasoned workers leave Outlook,
necessary knowledge and skills are lost, which leads to gaps in output and efficiency.
● Disrupted Team Dynamics: New hires require time to adjust and establish trust, so
frequent turnover at Outlook undermines team cohesiveness and collaboration.

3. Negative Culture and Environment

● Burnout and Stress: Burnout and stress at Outlook can lower overall involvement
because of the pressure to make up for departing colleagues and the uncertainty
about the future.
● Toxic Competition: Outlook's limited career possibilities may create a toxic work
environment, which could be detrimental to teamwork and relationships.
● Communication breakdown: Outlook's frequent turnover makes it difficult to keep
open lines of communication, which causes confusion and annoyance.

4. Personal Development and Growth

● Limited Growth Opportunities: A high employee turnover rate at Outlook frequently

indicates a disregard for professional development and advancement, which leads
aspirational workers to look for possibilities elsewhere.

● Negative Impact on Learning: Employees' ability to learn and acquire new abilities
is hampered by Outlook's inconsistent teams and frequent changes, which impedes
their ability to advance professionally.
 ● Feeling Undervalued: Employees may experience a lack of enthusiasm and a
desire to contribute when Outlook places a higher priority on hiring than on retention.

Solutions for High Turnover for Employees:

1. Addressing Uncertainty and Fear

● Improved Communication: Explain the rationale behind staffing adjustments, be

open and honest about company decisions, and aggressively convey your future
intentions.
● Job Security Initiatives: To promote stability and advancement, provide clear career
paths, opportunities for advancement, and employment training programs.
● Psychological Safety: Building trust and psychological safety among employees
can be achieved by promoting open communication, providing feedback, and swiftly
addressing employee concerns.

2. Mitigation Disruption and Productivity Loss:

● Effective Onboarding: Outlook can invest significantly in comprehensive

onboarding initiatives that enable new people to join the team and immediately
acquire the skills they need.
● Knowledge Transfer: Promote knowledge sharing among teams and urge departing
staff to document their knowledge and experience before they go.
● Team Building Activities: Outlook must invest time and resources in team-building
exercises regularly to improve team communication, cooperation, and team spirit.

3. Creating a Positive Culture and Environment:

● Employee Recognition and Appreciation: To improve morale and cultivate a sense

of value, consistently acknowledge and appreciate the efforts made by your staff.
● Foster Collaboration and Teamwork: Foster a teamwork culture, tackle unhealthy
workplace competitiveness, and promote collaboration.
● Open Communication Channels: Foster a teamwork culture, tackle unhealthy
workplace competitiveness, and promote collaboration.

4. Enhancing Personal Development and Growth:

● Career Development Opportunities: To assist staff members in developing and

moving forward, provide training courses, mentorship programs, and professional
development plans.
● Investing in Learning and Development: To improve staff capacities, offer learning
materials, internal training initiatives, and skill development opportunities.
● Internal Mobility: To retain outstanding workers, provide possibilities for
advancement and facilitate career transitions inside the company.
Additional Solutions:

● Conduct Exit Interviews: Conduct exit interviews regularly to learn the causes
behind staff departures and utilise the information gained to enhance procedures.
● Emphasis on Benefits and Remuneration: To draw and keep the best employees
provide flexible work schedules, competitive pay, and benefit packages.
● Establish a Good Work-Life Balance: Encourage employee well-being programs,
provide flexible work hours, and foster an excellent work-life balance.