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“HUMAN RESOURCE PLANNING” IN DAINIK BHASKAR
NAME – REGISTRATION NO. –
It was a enriching and learning experience for me to do this Project. I would like to acknowledge all those people who have continuously guided me throughout and helped me in completion of my project “Human Resource Planning in Dainik Bhaskar Limited”. I am obliged to the faculty/ guides of SCDL and my seniors for being extremely patient, for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge them for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support they had provided to me with all stages of this project. I would also like to thank to all the respondents who have helped me for collection of data, for their honest participation in the Research and helped me directly or indirectly in successful completion of this study for their help and cooperation throughout the project.
To understand the HR Planning first we have to clear the meaning of planning and HR separately.
“A British Foreign Office official looking back over a career spanning the first half of the twentieth century commented: ‘Year after year the fretters and worriers would come to me with their awful predictions of the outbreak of war. I denied it each time. I was only wrong twice! ‘Some would see this as the arrogant complacency to be associated with planners. Critics think of the inaccuracy and overoptimism of forecasting — the ‘hockey stick’ business growth projections. They regard planning as too inflexible, slow to respond to change, too conservative in assumptions and risk averse. These points are made about any sort of planning.” When it concerns human resources, there are the more specific criticisms that it is overquantitative and neglects the qualitative aspects of contribution. The issue has become not how many people should be employed, but ensuring that all members of staff are making an effective contribution. And for the future, the questions are what are the skills that will be required, and how will they be acquired.
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 SCDL. 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.
TABLE OF CONTENTS
Chapter - 1 Introduction to the Industry …………….………………..…………………6 Chapter - 2 Introduction to the Organization ……….…………….……………………12 Chapter – 3 Research Methodology .……………………………….……………………21 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 Title of the Study …….………………….………………………22 Planning of Human Resource….……………………...…………24 Growth and Development at Bhaskar.…….……………….….…30 Recruitment …….……………………….….……………………33 Objective of the Study …….……………….……………………37 Type of Research …….………………………..…………...……80 Sample size and method of selecting sample ………….…...……82 Scope of Study …….…………………………….………………86 Limitations of Study …….………………….………....…...……88
Chapter – 4 Facts & Findings …….………………………………………..……………90 Chapter – 5 Analysis and Interpretation …….…………………………………..………92 Chapter – 6 SWOT …….……………….…………………………….…………….……97 Chapter – 7 Conclusions …….…………………………………..………………………98 Chapter – 8 Recommendation and Suggestions …….………….………………………100 Chapter – 9 Appendices ….…….………… ……………………….………..…………103 Chapter – 10 Bibliography ……….….……...……………………….…………………106
CHAPTER - 1
Introduction to the Industry
Mr. Directors. Girish Agarwal & Mr.INTRODUCTION TO THE INDUSTRY:BACKGROUND: 3358 crore media house with 10.Divya Bhaskar. Magazine (Monthly) – Aha! Zindagi – Hindi & Gujrati & Lakshya (New Magazine).97 crore readers. Prabhat Kiran. ME.Sudhir Agarwal. 7 . Bhaskar is the largest read newspaper group in India with 2. and Mr.Dainik Bhaskar. DNA & DNA Money. Divya Bhaskar. Pawan Agarwal. Magazine (Weekly) – SHE The group uses latest ERP solution software application product (SAP) to integrate all departments in every editions of newspaper. 28% potential of India with Bhaskar markets. Managing Director. Weeklies (tabloid) . Magazine (Bi-monthly) – Young Bhaskar.manpower strength & 160 offices all over India has daily newspapers 2 stand-alone weeklies & 1 magazine in 10 states of the country.New York & Indore editions. Bal Bhaskar. Daily newspapers (broadsheets) . Saurashtra Samachar.000. Ramesh Chandra Agarwal. Chairman. The company board consists of Mr.
began its journey with a four. After achieved no. In 1997. Jaipur launch of Dainik Bhaskar created a history in the Newspaper Industry. Mr. Further. This was the time when Mr. Jabalpur in 1987. Jodhpur & Bikaner editions followed by Udaipur in 1998 & Kota in 1999. Today it is the no. Ramesh officially inducted Shri Sudhir Agarwal & his younger brother Mr. Gwalior in 1967. launched its edition from Raipur in 1992 followed by Bilaspur in 1993. the father of the chairman. Dainik Bhaskar launched its edition one after the other in MP.page newspaper form Bhopal (MP) in 1958 as one of the business by the family by Late Dwarka Prasad Agarwal.933 copies on day one. Panchkula. which is now a “Case Study” in the top business school in India. &Mohali. 1 newspaper in Chandigarh. father &sons began transforming the group into a customer centric organization. Sudhir Agarwal had a passion for editorial & Mr.the fastest growing print media group in the country today. 90’s witnessed value addition to its editions after Mr. launched its Jaipur edition with net paid sale of 1. Girish Agarwal into business. Girish Agarwal preferred to take part into core marketing.LITRATURE REVIEW Dainik Bhaskar. At that point of time the youngest son Shri Pawan Agarwal. Ever since. Sudhir Agarwal started his involvement in day-to-day operations. In the same year. Ramesh eldest son. Keeping this in mind. after graduating from United States plunged into the business & Dainik Bhaskar took the root of information technology & cable television. Shri Ramesh Chandra Agarwal. 1 status & strong leadership in 1995 in MP. Dainik Bhaskar launched its Chandigarh edition in mid 2000 adopting “Hinglish” language pattern in editorial contents. Indore in 1983. Since 1996.72. Bhaskar entered into 8 . the group identified Rajasthan as a potential market in December 1996. Dainik Bhaskar launched its Ajmer.
000 lakh copies. 52. After setting many new trends in Hindi & Gujarati market. In sep. Solvent Extraction. After achieving the leadership position in Hindi. the group has diversified its business into Textile. 9 . In July 2005 with a circulation of 3 lakh + copies per day. and IT & Family entertainment. Divya Bhaskar in Ahmadabad in June 2003 is a ‘Case Study’ with IIM-A for its first day net paid sale of 4. Also launched its North America edition from New York in May 2004. in association with Zee. 2004.the leading newspaper in Saurashtra region. Today the magazine enjoys circulation of 1. Baroda & Surat in terms of leadership. In Sep. FMCG.35 lakh copies with 5. In just two years Divya Bhaskar has become the no. launched its English newspaper DNA (Daily News & Analysis).Haryana and captured the spillover market by launching its edition in Panipath & Hissar followed by Faridabad edition. Bhaskar group.belts. Over a period. Bhaskar group had taken over another Gujarati newspaper ‘Saurashtra Samachar’ in Bhavnagar. 2004. In 2004 Divya Bhaskar further launched its edition in Surat &Baroda and Rajkot in early 2005. the group entered into the state of Gujarat. where local players are formidable. Job Printing.95 lakh readers. the group has also launched a monthly complete Hindi magazine ‘Aha Zindagi’ for positive & good life.a non Hindi market.1 in Ahmadabad. As of today Bhaskar group is a 4000 crore company. The group launched its Gujarati newspaper.
6) They as an organization are totally committed to employees. should be effective and should be done with total commitment. 7) They should provide their consumers.67 crore (source NRS 2006) : 10000 + : over 2200 crore 10 . 4) They give utmost importance to creativity and innovation. There might be different ideas among them. Publication centers of Dainik Bhaskar publications Total publication centers Hindi Gujarati Total states covered Total readership Total no.Principles of Bhaskar group 1) Their actions and thoughts are based on the following principles: • • • • Entrepreneurship Ambition Innovation Professionalism 2) They are totally professional and committed to a goal. 5) They believe in winning and teamwork. of employees Turnover of the group : 32 :9 : 10 : 2. it should be special. no matter in what medium they would be in. 8) They would play a positive role in the society. but they respect these diverse ideas. They should always endeavor to do anything better than before. They believe in delivering and always respect those who are capable of implementing every idea. what they need or which they require. 3) Their every effort will be focused on progress and entrepreneurship.
Ramesh Chandra Agarwal MANAGING DIRECTOR Mr. Pawan Agarwal 11 .FOUNDER Late Mr. Dwarka Prasad Agarwal CHAIRMAN Mr. Girish Agarwal & Mr. Sudhir Agarwal DIRECTORS Mr.
CHAPTER .2 Introduction to the Organization 12 .
The business has since grown into an integrated source with spinning. Bhaskar had diversified into textile and set up spinning unit at Mandideep. Raisen. Bhaskar Industries Ltd. MP in the name & style of M/s. 13 . 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. near Bhopal. Dist. weaving and processing facilities that compare with the best in the world.INTRODUCTION TO THE ORGANIZATION Diversification of Bhaskar group: • • • • • • • • • • • • Textile Oil Extraction and Refining FMCG Cable TV Family Entertainment Art and Culture Event promotion and Retail marketing Education FM Radio Multi Media Desk Real Estate Shopping Mall • TEXTILE: IN 1996.
. 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. Covers total universe of 12 lakh households (population 50 lakh) and a C&S household population of over 5 lakh. Indore. adventure rides. • ART& CULTURE: Abhivyakti Abhivyakti is the cultural arm and nonprofit center sponsored by the Bhaskar group. Mhow.: In Manipur. Ajmer & Bhopal cities with 7 mass interest channels. the 15 acre complex is the only recreation center in the town. • FMCG: Bhaskar Venkatesh: Engaged in the marketing of salt. a shopping mall. Jabalpur. 14 . Mandsaur. It provides aspiring artists of all age groups with instruction and facilities to develop and project their talent. Sun City brightens visitors experience with a blaze of cheery leisure options including food courts. Sharda Solvents Ltd. virtual and live shows. celebrity shows. Solvent extraction and oil processing activity commenced with Soya processing.• OIL EXTRACTION AND REFINNING: Bhaskar exxols Ltd. • FAMILY ENTERTAINMENT :Sun City: The family entertainment center set up by Bhaskar group at Gwalior situated in the heart of the city. Abhivyakti functions like an event management organization focused on establishing a platform for artists to learn and perform. This is the First network in India using digital network. • CABLE TV: Bhaskar Multinet Ltd. boating and 3D cinema. Distributed locally Bhaskar oil is now a significant local brand.
The school is affiliated to the ICSE board. Ltd.3 FM: One of the most exciting and the fastest growing brand in FM radio space is 94.a wholly owned company of The Bhaskar group. This zeal and passion conceptualized into founding of “The Sanskar valley school” a co-educational. The school is spread over a picturesque area of 37 acres. (IMCL): IMCL has acquired a short code 54567 to conduct various activities mentioned as under: Make Newspaper interactive Public demand in interactive ADVT. • MULTIMEDIA DESK: I Media Corp.• EDUCATION: The Sanskar valley school.3. KG to class XII School. Bhopal: Bhaskar group has a mission of presenting Bhopal has a quintessential center of education. MY FM is the FM radio station network of Synergy Media Entertainment Ltd. day boarding cum residential. SMEL. Bhaskar group is making The Sanskar valley school the destination of choice for all those who care about education. Latest score Subscription services Snap pools Sharoscope Locality sale Weekend planning Contests 15 . • FM RADIO: 94.
Ahmadabad by Narendra Modi. ft. Three department stores. 11F&B outlets + 50400 sq. Gujarat.• REAL ESTATE: Aditya Avenue. Bhopal: Sunrise of a new lifestyle Independent villas Well designed campus with beautiful landscape 100% power backup Broadband internet connectivity in each villa 27000 sq ft central park Jogging track Superstore 7. Five screen. Milestones: 2009 • Inauguration of ‘Bhaskar Print Planet’ at Changodar. food court. having a huge parking space. ft. 20. chief minister.250 sq.5 m paved internal road THE BHASKAR MALL: The first mall of the city spread over 5.9 acres of land with a GLA of approx 800000 sq. Highlights: • • • • • • One hypermarket on single level. 2009 16 . 1300 seat multiplex. ft indoor family entertainment center. Nine superstores and 90 vanilla stores. on November 13.
Jalandhar and Ludhiana with separate editions for each of these cities • • • • Launch of Dainik Bhaskar editions in Pali. was launched in Bhopal. 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. 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 17 . 2009 • 2008 • • Dainik Bhaskar completes fifty glorious years as a leading Hindi publication Business Bhaskar. Nagaur. Bhilai. Indore. 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. Raipur.• Installation of KBA printing machines imported from Germany at Jaipur and Ahmadabad facilities Launch of DB Star Jodhpur editions on Aug15. New Delhi. a Hindi financial newspaper. 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. Panipath.
• Inception of DB Corp Ltd. 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. the Dainik Bhaskar group acquired ‘Saurashtra Samachar’ – the sixty years old. in the name of MY FM • • • AHA! Zindagi magazine launched in Gujarati language ‘IMCL’. across territories in India where the daily was launched with 4. after two editions from Panipat and Hisar 2000 • Dainik Bhaskar group expands presence to Haryana state on June 04. Synergy Media Entertainment Ltd (SMEL). AHA! Zindagi. a new web media company was formed as a subsidiary of DB Corp 2004 • Launch of new Hindi magazine.000 copies on day first and became the leading publication in Ahmadabad city 2001 • Dainik Bhaskar Group further consolidated its position by launching Faridabad edition.52. the first of its kind on lifestyle and positive thinking In their first merger and acquisition. through their subsidiary. in Haryana state. in seventeen stations. across languages. by launching Panipat and Hisar editions 18 . This was the biggest launch of any new edition. largest circulated daily newspaper of Saurashtra Launch of Divya Bhaskar’s Baroda edition on Sept 12 Initiated presence in Maharashtra with the launch of Divya Bhaskar’s Mumbai edition in July Launch of Divya Bhaskar’s Surat edition on March 28 • • • • 2003 • Launch of Divya Bhaskar from Ahmedabad on June 22.
• Launch of Dainik Bhaskar’s Chandigarh edition on May 07 1999 • Launch of Dainik Bhaskar’s sixth edition of Rajasthan from Kota city. the educational hub of the country. 1998 • Launch of Dainik Bhaskar’s fifth edition of Rajasthan from Udaipur on May 31 1997 • • • Launch of Dainik Bhaskar’s fourth edition of Rajasthan from Bikaner on Oct 16 Launch of the third edition in Rajasthan from Jodhpur on Aug 03 Launch of the second edition in Rajasthan from Ajmer on April 06 1996 • Launch of Dainik Bhaskar’s Jaipur edition in Rajasthan on Dec 19. 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. by the Readership Survey 1993 • Launch of Dainik Bhaskar’s Bilaspur edition on September 20 1988 19 .
against uniform prevalent practice of rotary machine 1958 • Dainik Bhaskar launches its first edition in Bhopal on August 13 20 .• 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 1977 • India’s one of first web offset machine got installed at Dainik Bhaskar for Bhopal edition.
CHAPTER – 3 Research Methodology 21 .
1 Title of the Study 22 .CHAPTER – 3 3.
be they wars or takeovers. For some organizations. an implicit or explicit wish to get better integration of decision making and resourcing across the whole organization. that still regard the quantitative planning of resources as important. If they fail to identify the business demand. but the assertion of corporate control has been tried and rejected. they believe there is a benefit from using planning to challenge assumptions about the future. Rather. though. For some there is. or greater influence by the centre over devolved operating units. both numerically and in 23 . And is it not the talk of the process benefits to be derived self indulgent nonsense? Can we really afford this kind of intellectual dilettantism? Whether these criticisms are fair or not. the need to acquire and grow skills which take time to develop is paramount. to stimulate thinking. moreover. Cynics would say this is all very well. supporters of human resource planning point to its practical benefits in optimizing the use of resources and identifying ways of making them more flexible. They do not see its value in trying to predict events.There are others.
CHAPTER – 3 24 . and secure the appropriate supply. then the capacity of the organization to fulfill its function will be endangered.the skills required.
2 Planning of Human Resources Planning of Human Resources: 25 .3.
AS WELL AS ITS STRATEGIC PLAN AND BUDGETARY RESOURCES.” WHY HUMAN RESOURCE PLANNING? Human Resource Planning: an Introduction was written to draw these issues to the attention of HR or line managers. GOALS AND OBJECTIVES. IS A GOOD. PERHAPS A BIT SIMPLER: “THE PROCESSES BY WHICH MANAGEMENT ENSURES THAT IT HAS THE RIGHT PERSONNEL. REACH ITS OBJECTIVES. A KEY GOAL OF HR PLANNING IS TO GET THE RIGHT NUMBER OF PEOPLE WITH THE RIGHT SKILLS. WHO ARE CAPABLE OF COMPLETING THOSE TASKS THAT HELP THE ORGANIZATION. OR EXPLAIN WHAT IT IS. USEFUL WORKING DEFINITION: “RIGOROUS HR PLANNING LINKS PEOPLE MANAGEMENT TO THE ORGANIZATION'S MISSION. TAKEN FROM THE GOVERNMENT OF CANADA HUMAN RESOURCES SITE.” NOTE: THE EMPHASIS ON LINKAGE TO STRATEGIC PLANNING AND BUSINESS PLANNING IN THE FIRST SENTENCE. We address such questions as: 26 . AND THE EMPHASIS ON THE ARRANGEMENT AND ALIGNMENT OF STAFF AND EMPLOYEES IN THE LAST SENTENCE.DEFINITION OF HR PLANNING: THERE ARE MANY WAYS TO DEFINE HR PLANNING. HERE'S ANOTHER DEFINITION. EXPERIENCE AND COMPETENCIES IN THE RIGHT JOBS AT THE RIGHT TIME AT THE RIGHT COST. VISION. BUT THE FOLLOWING DEFINITIONS.
So the questions we ask are: • How can output be improved your through understanding the interrelation between productivity. Alternatively.• • • 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. making it hard or impossible to meet production or service deadlines at the quality level expected. 2. 27 . work organization and technological development? What does this mean for staff numbers? • • • What techniques can be used to establish workforce requirements? Have more flexible work arrangements been considered? How are the staffs you need to be acquired? The principles can be applied to any exercise to define workforce requirements. but all it needs is for organizations to lose key staff to realize that an understanding of the pattern of resignation is needed. a relocation. staff may be overstretched. Retaining your highly skilled staff :-Issues about retention may not have been to the fore in recent years. or the opening of new factory or office. if the opposite misjudgment is made. 1. 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. 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. It then concludes by considering the circumstances are which human resourcing can be used. whether it be a business start-up.
What the appropriate recruitment levels might be. But it will depend on whether the problem is peculiar to your own organization. both because of business necessities and employee anxieties. They have had to bring in senior staff from elsewhere. These may be relatively cheap and simple solutions once the reasons for the departure of employees have been identified. management may be unaware of how many good quality staff are being lost. 4. They have seen traditional career paths disappear. How the nature and extent of wastage will change during the run-down. reflecting the take-up of the severance offer. 3. Having understood the nature and extent of resignation steps can be taken to rectify the situation. The utility of retraining. It is often difficult and expensive to replace lost quality and experience. and the time taken to meet targets established. If instead the CEO announces on day one that there will be no compulsory redundancies and voluntary severance is open to all staff. The pros and cons of the different routes to get there. the danger is that an unbalanced workforce will result. How is the workforce to be cut painlessly. by age. Such an analysis can be presented to senior managers so that the cost benefit of various methods of reduction can be assessed. and whether it is concentrated in particular groups (e. This will cost the organization directly through the bill for separation. 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. recruitment and induction. but also through a loss of long-term capability.g. Managing an effective downsizing programme:This is an all too common issue for managers. But they recognize that 28 . Where will the next generation of managers come from? :Many senior managers are troubled by this issue. redeployment and transfers. gender. grade or skill). HRP helps by considering: • • • • • The sort of workforce envisaged at the end of the exercise.Without this understanding.
The organization’s future supply of talent. HOW CAN HRP BE APPLIED? The report details the sort of approach companies might wish to take. in number and type. of The characteristics of those who currently occupy senior positions. Developing cross functional transfers for high fliers. This then can be compared with future requirements. how many. it has not solved the longer term question of managerial supply: what sort. Thus appropriate recruitment. Comparing your current supply to this revised demand will show surpluses and shortages which will allow you to take corrective action such as: • • • • • Recruiting to meet a shortage of those with senior management potential. deployment and severance policies can be pursued to meet business needs. Allowing faster promotion to fill immediate gaps. These will of course be affected by internal structural changes and external business or political changes. Reducing staff numbers to remove blockages or forthcoming surpluses. The wrong sort of staff is engaged at the wrong time on the wrong contract. 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 29 . Otherwise processes are likely to be haphazard and inconsistent. Hiring on fixed-term contracts to meet short-term skills/experience deficits. recruitment and wastage).while this may have dealt with a short-term skills shortage. It is expensive and embarrassing to put such matters right. and where will they come from? To address these questions you need to understand: • • • The present career system (including patterns of promotion and movement.
If HRP techniques are ignored. To operate such systems organizations need: • • • • appropriate demand models good monitoring and corrective action processes comprehensive data about current employees and the external labor market An understanding how resourcing works in the organization. but without the benefit of understanding their implications. 30 . to be in heaven is to steer’. decisions will still be taken. Graduate recruitment numbers will be set in ignorance of demand. or management succession problems will develop unnoticed. As George Bernard Shaw said: ‘to be in hell is to drift.• Which are not too time demanding. It is surely better if decision makers follow this maxim in the way they make and execute resourcing plan.
3 Growth & Development 31 .CHAPTER – 3 3.
or for the designated period on case to case basis. The KRA’s are in sync with the organizational goal. The process is critical for attracting and retaining a knowledgeable and skilled workforce. To identify. the appraisal will be in March 2008.HR POLICIES IN DAINIK BHASKAR Growth and Development at Bhaskar Continuous development of employees is essential for improving their performance at Bhaskar. And any issue\disagreement is resolved in discussion with the next senior level. job responsibility and the performance expected from the employee. When is the appraisal carried out? Appraisal is carried out on an annual basis in March and October for the financial year gone by. Who does the appraisal? Appraisal is done by the immediate reporting designation. Employees joining Bhaskar are informed of their appraisal period in their offer letter. Performance Appraisals: Bhaskar believes in KRA (Key Result Area) mode of evaluation. These KRA’s are specific to the functional area and provided to each of the employee and to the new employees on joining by their immediate senior. train and develop competent personnel with growth potential and to provide motivation for higher performance. Example: for the employee joining 1st April to 30th September 2007. the appraisal will be in October 2008 and then next in March 2009. Foster a culture of learning within the organization. for the employees joining between 1 st October 2007 to 31st March 2008. The purpose of the growth and development policy is: • • • To promote a healthy sense of compensation as well as job satisfaction among. 32 . On the other hand.
Manager’s nomination to specific development areas. It may also be accomplished through training needs surveys undertaken by the HR department from time to time.Career Development: Bhaskar provides opportunities to its employees for participating in activities which will enhance their specific job skills. Criteria used for nomination for training: Training needs will be identified during the performance appraisal process by the appraisee and appraiser. department head approval at least 15 days in advance to the date of training. This policy is applicable to all employees of Bhaskar at all the locations. cost details. Check advice if the nominations by mangers or otherwise become too polarized on the people who are being nominated. 33 . the nomination shall be effective under information to HR. and their personal development. Must be routed through the Department Head with justified reasons. excluding the day on which the communication is received. It must be ensured that the equal opportunity is provided to each deserving employee. their overall professional strengths. By the national vertical head. The role of HR in the training nomination process will be:• • If budget is available and the vertical Head approves. State head/Unit head or HOD and corporate HR. Driven by the business need. HR will revert within 3 days on the approval. The criteria used for the nomination for training are: • • • • • • • • Employee’s interest / self nomination (M3+). based on skill gap/performance management data.
4 Recruitment 34 .CHAPTER – 3 3.
including the record of the Exit interview. Bhaskar discourages candidates who frequently change jobs in their career. State HR/Local HR has to keep track of every candidate who leaves Bhaskar after 1st April 2007. Bhaskar shall not consider any employee in M grade that has changed more than three jobs in two years/four jobs in six years. Relatives of employees cannot be assigned to the same function and/or with direct reporting relationship. As a policy. It recognizes that the organization invests time and energy in training people and hence discourages the practice of frequent job changes. A candidate will not be eligible for interview if she/he has been rejected by any interviewer of Bhaskar in past six months.Recruitment: • • • • • • • Special sanction is required in case of manpower budget overrun in terms of number or budget overrun. 35 . 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.
Corporate/State HR will facilitate this process.All M grade appointees would go through an induction/orientation program at the corporate office. who would issue necessary instructions at the unit level/corporate office and business office for the mandatory contribution. designation. 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. department. 36 . The unit head or the local HR dept. any voluntary contribution over and above the mandatory contribution by anyone in the organization is welcome. can inform the corporate of HR of the mishap. This is to cut the delay in actualization of the collection. Can I donate above the mandatory contribution requirement? Yes. 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. The amount as on the date shall be deemed collected and the equivalent amounts shall be debited to the respective offices. Compensation: In case of a death anywhere in the group. The Corporate HR would then issue an IOM to the corporate finance and the state coordinator F&A. and the last salary drawn on the date of demise and the cause for the same. will provide complete information with the necessary details such as name of the employee. any employee or the unit head or the local HR head or the Accounts department.
This would not be applicable if the transfer is on employee request. 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 37 . Proposal of transfer of employees of the M2 and above has to be approved by National Vertical Head/State Head. Relocation: Proposal of transfer of employee up to the M4 grade has to be in principle approved by the functional head of the transferor and transferee location. This would be over and above the contribution from the Employee Contingency Fund. 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. 50% of the basic salary would be extended as relocation allowance across all the grades. Relocation Allowance: For the employee being relocated.The additional money so collected shall be distributed to the family on the 10th of the following month. pay details have to be filled in prescribed format. 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 local HR department/functional head will issue the required circular to this effect under intimation of the corporate HR department. For all transfer cases.
The compensation of the employee will be stopped from the date the retirement takes effect.The local HR admin will communicate to all retirement in writing at least 3 months in advance of the date of retirement. All settlements would be processed before the employee leaves. HR and Accounts department will ensure final statement of accounts at the earliest. • • • The HR department will inform the employee and the finance department about his/her last day of employment one month prior to retirement. CHAPTER – 3 38 .
5 Objectives of Study Objectives of Study:Performance Appraisal Performance appraisal. also known as employee appraisal. Identify employee training needs. quantity. Document criteria used to allocate organizational rewards. Performance appraisals are a regular review of employee performance within organizations. is a method by which the job performance of an employee is evaluated (generally in terms of quality. Performance appraisal is a part of career development. cost and time). Generally. 39 . the aims of a scheme are: • • • Give feedback on performance to employees.3.
Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. peers. because they are vague. a person who lacks integrity may stop lying to a manager because they have been caught. 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. In some companies.• Form a basis for personnel decisions: salary increases. disciplinary actions. 2) Trait based systems. For example. promotions. • • • 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. but they still have low integrity and are likely to lie again when the threat of being caught is gone. The reasons for this are two-fold: 1) Because trait based systems are by definition based on personality traits. The vagueness of these instruments allows managers to fill them out based on who they want to/feel should get a raise. Provide the opportunity for organizational diagnosis and development. are also commonly used by businesses. and while an employee can change a specific behavior they cannot change their personality. causing them to be less reliable as a source of information on an employee's true performance. Facilitate communication between employee and administrator. subordinates and customers while also performing a self assessment. rather than basing scores on specific behaviors 40 . employees receive assessments from their manager. are more easily influenced by office politics. This is caused by the fact that personality dimensions are for the most part static. The scientific literature on the subject provides evidence that assessing employees on factors such as these should be avoided. which rely on factors such as integrity and conscientiousness. etc. This is known as 360° appraisal. they make it difficult for a manager to provide feedback that can cause positive change in employee performance.
employees should/should not be engaging in. 41 . 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.
The warning to any candidate shall always be in written mode. 42 . 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.Promotion policy:Eligibility: To be eligible for promotion under this policy. The warning can only be given by the national vertical head/state head. the employee should be undergoing any punishment or warning for misconduct under the company’s rules/standing orders. A reclassification of the employee’s existing designation as a result of the employee performing duties a higher degree of responsibility and complexity than the current position calls for • Filling of an entirely new job created due to the expansion of operations. given that the employee fulfills the eligibility criteria for the vacant position.
organization wide communication will be through intranet/samvaad. The appraisal committee will discuss all the recommendations for promotions provided by the individual managers/HOD. The committee will comprise of the heads of 6 verticals at state level. Potential and capability for taking on higher responsibility which will be based on the feedback provided by supervisors and interviewing candidates. First right of position: 43 . The communication to the incumbent will be by the immediate HOD. Other consideration for promotion: • • The minimum stay to be eligible for promotion will be the completion of first appraisal cycle. Appraisal committee An appraisal committee will be responsible for various levels of promotion at the state level/unit. At higher levels greater importance is given to the individual’s potential and capabilities. • The final approval authority for promotion is M1 and above: MD/Director M3/M2: National Vertical Head/ State Head Other grades: State Head/unit Head • Number of promotions will be determined by the number of vacancies to be filled in the organization. Promotion should take place only at the annual appraisals.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. At the corporate level and business Head and corporate HR. Mid-year promotion in exceptional cases may be considered solely at the discretion of the MD/Director.
At Bhaskar. Career development:- Sponsoring further education :Bhaskar believes that learning and development is the responsibility of the organisation as well as the employee. it will be sought to be filled by an outside candidate. Eligibility: 44 . For such a process the candidate must have completed one assessment/appraisal cycle. The company supports employees who wish to continue their education in order to secure increased responsibility and growth in their professional careers. an existing employee shall be first considered for filling up any vacancy that arises in the organization. If a suitable internal candidate is not found for the vacancy.
How many people will organization support? Maximum 5% of the total number of M grade assigned to a station/unit/state will be supported by the group for education . the candidate shall be treated on leave with pay. 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. What if an employee wants to take a second course? An employee is eligible for the second course after a gap of 2 years of having successfully completed the earlier course.All M grade employees who have completed two years in the organisation and above average performance are eligible for applying. In this academic course period. the candidate can apply through the department head for the review with the corporate HR. HR will communicate final decision within 7 days of such review request. What if the institute is not listed? If the desired course is not in the current list. The course approval should be obtained from State Head/Unit Head/HOD and Corporate HR. Course Requirements: The company will sponsor short term courses (not exceeding 4 months) pursued form approved institutions of learning. 45 .Updated list of candidates being supported for education shall be maintained by HR and it will be available for preview to all employees. All expenses will be covered. The HOD will decide and recommend if the course is relevant for the current and future responsibilities of the person. Course Reimbursements: The company will reimburse a maximum of 3 months basic or INR 150000.
Sundays and Holidays in between this continuous leave period shall be counted) for preparing for the examination. who stay with the organization for a period of less then one year. the employee must submit a formal document (certificate. All the reimbursements are subject to the employee completing the course with the minimum 50% grade for that course. will have to pay the entire reimbursements paid by the company. 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. will have to repay 50% of the reimbursements. who stay with the organization for a period of grater than a year. What if employee leaves earlier? If the employee fails to complete the 18 months tenure then he/she will have to reimburse the entire amount to the company with 18% interest or the rate of interest discussed and agreed upon between the employee and the organization. • • Employees. Employees.The employee will have to first pay the course fee himself. The employee should be in continuous service with the organization for 18 months post completion of the course. Distance Learning: Employees who are participating in a distance learning course will be eligible for: • • A maximum of 14 days leave (Saturdays. An undertaking is required to be signed by the employee in favor of the organization for post course compliance of service period. Post completion requirements: Within 1 month of the course completion. but less than two years. 46 . letter etc) from the institute with clear comments on his performance in grades/marks/CGPA or qualitative terms.
and also better contributors in the future. it also makes sense to choose the kinds of training that will result in employees being better contributors now. and 5 days shall be adjusted against his/her PL. HR department schedule will be finalized after reviews and will be circulated to the various departments. • 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. 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. Training identification process:The department heads will identify training needs for various incumbents their respective departments at the time of performance appraisal. and while it's sound to develop and train employees as an ends in itself. and will be needed. 47 . • A sound human resources plan will anticipate the skills that will be needed in the future. present and future.• Fifty percent of these leaves will be treated as leave with pay and balance 50% adjusted against the PL. and then plan for the development of staff in advance. • Employees go to training because the seminar "sounds good". 5 days shall be treated as leave with pay. so that the skills will be available when required. and designed to contribute to the company's bottom line. A copy of the schedule will also be displayed on the company notice board. identify gaps in skills that are present. it allows them to move training and staff development from a hit or miss process to one that is also strategic. or "might be useful". organized. 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.
The HR department will consolidate the requests and notify the concerned departments of the final schedule. This nomination will be based on the training-needs analysis and a copy of the same will be attached with the nomination form. RECRUITMENT: In Bhaskar. Any variance in cost and number needs prior sanction. Every state and Unit has local training budget. all employees will submit training feedback forms to the Corporate/State HR department within 7 days. manpower requirement is a designated process. 48 . Manpower budget is approved at the start of the financial year. Where will be the training program details are available? The HR department will also. Heads of the departments are advised to utilize the same in consultation with the State HR/corporate HR. Who assesses training program’s effectiveness? The HOD/ immediate senior of the employee will assess demonstrated effectiveness of the training program. Is there a training feedback system? On completion of the training. The HOD. will nominate employees for specific programs and route the request to corporate HR through state/Local HR. They will also make the necessary administrative arrangements. This assessment will be provided by the HOD/immediate senior within 3 months of the employee joining work. at regular intervals. in consultation with the functional head. 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. forward details of external programs to all managerial staff (for nomination of self and colleagues).
Campus recruitment: Currently the campus recruitment process is non-existent in Bhaskar. Campus Selection: Which campus will be visited? The campus will selected by a team comprising functional/ \unit heads. An attempt is being made to regularize and standardize process. This will take into account the kind of talent required. Who will handle the recruitment? 49 . The request with justified reasoning should be routed through corporate HR. a personal information sheet needs to be documented. The format can be obtained from corporate/State HR or the HR web portal.This sanction can be provided only by the MD/Directors. and performance of the existing alumni working in the group. the reputation of the campus. A human resource requisition from has to be raised for any manpower requisition. whether budgeted or non-budgeted. The form can be obtained from Corporate/State HR or the HR web portal. so that the fresh young talents can be recruited and nurtured. Bhaskar hires through the following procedures: • • • • Campus recruitment Off-campus recruitment Employee referral 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.
Selection Steps and Available time : Time is at a premium when carrying out on campus interviews because the entire process has to be completed in 10-11 hours. Selecting and announcing the short listed candidates for interviews. This includes: • Pre-placement talk (PPT) Presentation by HR/Unit Head or Department Head. the National Vertical Head and the State Heads can add to the evaluation criteria. • • • • Evaluation of the written test. Broad areas for Focus for selection: The panel of interviewers will evaluate a candidate against a pre defined set of parameters. Written test shall only be used for a functional competencies check. Corporate/State HR or the HR web portal. one of them will be encouraged to make the presentation. than the senior most person of the vertical will lead the team. • • Written test No psychological test shall be administered at this stage. One of the important criteria of selecting the candidate is attitude. This will be introduced after the group has evaluated and created its internal benchmarks by administrating the same to the star performers. The delegation of the process of introduction and presentation is not allowed. if required. Extending verbal offers to selected candidates (HR). This is an integral part of evaluation. Detailed information on these parameters can be obtained. One round of interview. it will be determined the qualities that are core to Bhaskar’s culture. 50 .Only employees in grade M2 and above will take part in the campus selection process. If there is more than one person involved. In addition. If senior alumni of the chosen institute are part of the group.
Selection authority: 51 . written test performance. Off. covering each area. • • • • • 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. This is a useful aid in making a final decision at the end of all the interviews. Recruitment for employees in M2 grade and below will be handled at the local level coordination with the Corporate HR department/Local HR and administration. It covers organizational and career aspects that are relevant to the field for which the candidates are being selected.Pre. all members of the interview panel fill out an interview sheet with comments on how they went.Placement Talk: This presentation will be sourced from the HR department. Interview Sheet: After the interview. 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.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. and interview performance are all considered in making a final decision. The academics (scores).
Every interview held for any M grade position across the group from 15th April 2007. HR interaction will be limited to check attitude and culture fit. These reasons shall be documented and be available with Corp HR will revert within 48 hours. shall be documented and be available with comments on the candidates along with the reasons for selection or rejection. Functional competencies shall be the Vertical Head or a person designated by him. Accounts and Finance. A list of candidates interviewed in the past shall be readily available with Corp/State HR. IT and HR (M Grade) • • • Specific approval of the Corporate Vertical Head is a must. The Group Editor shall also be responsible for recruitment for editorial positions above the M3 level. In case there is a situation 52 . HR will take care of the attitude and culture fit. Reappointment of Ex-employees: For reappointment of ex-employees. 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. S. The list of details required to issue an appointment letter can be obtained from Corp/State HR or the HR web portal. O grade : Location Head/HOD/Local HR& Admin Department Editorial (M Grade) • • • All editorial unit level recruitment shall be handled by the State Editor/Resident Editor in consultation with the group Editor.M1/M0 M3/M2 : 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 department E.
Recruitment Consultants: Bhaskar group uses the services of recruitment consultants to seek suitable candidates for appointment. build better team work. grade and designation.. This period would be limited to one year if the employee has joined a media house outside the state/within the state. These guidelines must be adhered while dealing with the consultants. • • Recruitment consultancy should be kept in the loop of pre-interview &post interview periods and feedback should be given to the consultant. A copy of the State/Local contracts should be available with Corp HR. While negotiating the salaries. There will be no enhancement in salary or up gradation or change in designation. • Once the candidate has joined physically. • All contracts or agreements with placement agencies should be in writing reviewed each year in March. These guidelines provide the basis of an interaction meant to present a positive image of our organization.leading to the reappointment. 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. 53 . HR has set guidelines and relationship build-in with the selected set of recruitment agencies at every location. as well as toward employees who make the effort to refer the prospective employees. in case of the appointment of M grade. the copy of the appointment letter should be sent to the recruitment consultant for their records and raising the invoice. he/she can only join on the same salary which was paid to the candidate on his/her last working day in the group. • The job description or the brief has to be in detail defining roles and responsibilities for the vacancy in process. Employee Referral: The aim of the program is to make the recruiting process more cost efficient. which again should be paid as per the terms of contract. Every communication should be in writing and should be sourced through only the authorized HR personnel.
Hr will keep the transparent records of the referred candidates. as detailed in the table below: Grade Referral Bonus 54 .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. The bonus amount is dependent on the grade offered to the candidate. employees are eligible for referral bonus. 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. permanent employee. What if more than one person refers a candidate? In case of more than one employees refers a candidate. Please use the form provided for the cover letter. the cover letter should give a brief summary of the employee’s association with the candidate. if the referred candidate subsequently be hired by the company as a full time. 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. Referral bonus : To encourage referrals. which will be kept in the recruitment database. The format for referral from can be obtained form can be obtained from Corp/state HR or the HR web portal. HR will be responsible for placing these positions on the HR portal. the referral will be considered in first-referred-first claim-basis. Decision on references will be non contestable and decided by Corp hr. Can referral be made without the knowledge of vacancy? Even if there are no opportunities available.
1000 Rs.2000 Rs. When will these job postings be communicated? There is no predefined time limit for the posting of an internal vacancy. 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).S E M4.3000 Rs. Managers involved in the selection process. the following employees are not eligible for referral bonus for the recruitment: • • • • HR members Managers with a direct reporting relationship to the referral. M5 M3. M2 M1 and above When will this referral bonus be paid? Rs. it would be opened internally first for the employees to apply.5000 Nil 25% of the referral bonus be paid out on the day of joining of the referred candidate and rest after six months. Referral bonus restrictions: In order to avoid actual or apparent conflicts of interest. When will these job postings be announced? HR would post the available job on the notice board/intranet and the HR portal. The information will cover: 55 . and is deemed fit by the Corp HR or the department head. the duration for which the vacancy is posted would depend on the nature and criticality of the job. Internal job posting: Whenever there is a job opening in the organization.
The Corp HR will revert on any CTC query and structuring within 24 hours. 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. Recruitment Administration: How will CTC be decided? The CTC has to be sourced from the Corp HR only. otherwise the appointment would not be considered and the salary eventually would not become payable. 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. but the offer letter can be issue locally up to M3 grades.• • • • • • The role and responsibilities Competencies required Where the job is located The minimum qualifications and experience required Which employees are eligible to apply Last date of application and the process that would be followed. The employee will go through the selection process as required. 56 . the National Vertical Head and State Head shall be informed. Who issues the appointment letter? The appointment letters for M grade would be issued from Corp HR only. Who can apply? This policy is applicable to all full time employees who have completed one performance appraisal cycle. the Department Head will have to release the candidate within 60 days of the announcement. In case if the candidate is selected.
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.The offer letter should be specific vis-à-vis the salary heads and their applicability including PF contribution. they will be given reference forms by the HR department. Graduation or post Graduation) 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.e. mobile. Those selected for the next round of the interview will be required to return the form with complete references. med claim and the month of next appraisal. conveyance. Reference Check: When candidates appear for round 1 of the interview process. date of joining. Policy Guidelines Grade Below M3 Education check Most relevant(i. 57 Previous Medical test Age record Criminal record Self disclosure employer Case to Case To basis carried by affiliated doctor only Case to Case To be Matriculation basis carried by affiliated doctor only out birth an certificate Self disclosure be Matriculation out birth an certificate . HR will verify the references and will not share the feedback received from the references with the candidate.e. Graduation or M3 above Post Graduation) and Most relevant(i.
Bhopal through the training & development cell of the Corp HR department. M5 E &S Management trainees Ex-employees Conformation: 58 : Nil : 3 to 6 months : 6 to 12 months : 6 to 24 months : Nil . New employees need to complete the joining formalities on the day they join the organization. Employees on joining the organization will be given a welcome kit comprising: • • • • • • Leather briefcase(M2+Unit Heads) Organization diary Official tie First set of visiting cards HR manual ID card Probation and Conformation:Probation: For the first few months of service.All M grade appointees would go through an induction/orientation program at the corporate office. the employee will be deemed to be on probation and during this period. either party may terminate this agreement by giving 24 hours notice in writing or salary in lieu thereof. Corporate/State HR will facilitate this process. The probation period will be as follows: M3 and above M4. The joining form must be completed and submitted by the employee within 7 days of joining. depending on the grade.
This will be given strictly on the due date. The conformation will be released by HR and routed through the department head. Once the employee has been confirmed. the probation period may be extended by 3 months. Who can be a buddy? 59 . the notice period becomes effective as follows: M1 and above: 3 months M2 and M3 : 2 months M4 and M5 : 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. Otherwise HR will release the conformation letter for the employee after completion of the probation period. Who is a buddy? A buddy is a person who coaches and gives guiding inputs to the employee. 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. assume greater responsibility. Buddies help prepare employees to test and develop their skills.After completion of the probation period. and gain visibility in advance through the organization. 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. the employee will receive a confirmation notification from the reporting officer.
). the buddy will work closely with the manager of the employee. but are not limited to (employer-provided or employer-paid) housing. Also. dental. this is generally referred to as a 'salary sacrifice' arrangement. retirement 60 . In most countries. most kinds of employee benefits are taxable to at least some degree. perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries. They will preferably from another vertical. one person can be a buddy of a maximum of two employees at any point of time.Buddy will be a person equal or one grade above the employee. The HOD will recommend the suitable buddy for the new employee. perquisites. 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. The process owner of the buddy system will be local HR for M3 and below and Corp HR for M3 and above. Buddies are always overaverage performers in the organization. Where an employee exchanges (cash) wages for some other form of benefit. These will be formal ‘Buddy program Feedback’ sessions facilitated by the manager. disability income protection. Fringe benefits can include. 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. life etc. 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. COMPENSATION:Employee benefits and (especially in British English) benefits in kind (also called fringe benefits. where-in inputs and feedback will be received for both the buddy and the candidate. Buddy shall be assigned for a period of six months or the first appraisal whichever is earlier.
and—when multiple choices exist—first choice of such things as job assignments and vacation scheduling. perks are given to employees who are doing notably well and/or have seniority. This policy implies that the cover for each person in the policy is equal to the insured amount. and other specialized benefits. Mediclaim: All employees under M grade. and their families are provided with hospitalization insurance cover under the group mediclaim policy. The company has opted for a floating policy instead of a fixed cover. They may also be given first chance at job promotions when vacancies exist. hotel stays. This is illustrated in figure: Figure 17-2. Often. tuition reimbursement. sick leave. etc. 61 . The term perqs or perks is often used colloquially to refer to those benefits of a more discretionary nature. Each family (Self. vacation (paid and non-paid). employees who are not covered in ESI and are in E grade. This policy aims at extending facilities and programs to assist employees manage their health and wellbeing needs. leisure activities on work time (golf. stationery. Pay structural adjustment in a pay-for-performance system Healthcare at Bhaskar: Bhaskar believes that the health of its employees is a joint responsibility of the employee and the organization.benefits. profit sharing.). allowances for lunch. social security. daycare. Common perks are company cars. funding of education. The purpose of the benefits is to increase the economic security of employees. spouse and his/her 2 dependent children) is treated as one unit. 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. free refreshments.
contribution by the co.400 4. Group Personal Accident Insurance: The company covers the following group of employees under a group personal accident insurance policy: • • • • • • All marketing/sales-field force employed in any of the offices/units in the group. The coverage automatically starts from the date of joining the company for the duration of employment.000+ 6.50 Lakh 1.00 Lakh Amt. The coverage needs to be extended during an employee’s probationary and notice period. if applicable. This is over and above mediclaim.500 The employees are insured for a fixed compensation.25 Lakh 2.000 5.m. All staff in circulation and accounts (recovery). field reporters. 6.50 Lakh 1. Covered Amount(INR) 5.000 p. in case of injury due to accident. In the event of death.10. Editorial staff. All officers in grade M3 and above. Production staff. i. photographers.200 2. 62 .The cover amount is as follows: Employee grade M0 M1 M2 M3/M4 M5 E grades with gross salary Rs. the nominee will receive a sum which is equal to 40 times of the basic salary. and not covered under ESI Every employee covered under the scheme is provided details of the mediclaim cards and along with the list of associated hospitals and the claim process. excluding those not involved directly with the production process.25 Lakh 3.e.00 Lakh 4.800 3.
75% of the total contributed by employees will contributed by the management. 63 . For instance. In case of O grade employees. Aha Zindagi. in case of a M4/M5 employee. They will be contributing a nominal amount only in the case of the Bereavement an O grade employee. and 75% of these collective funds shall be given to the family of the employee. they will be the beneficiaries though they will not contribute. which includes Dainik Bhaskar. What is the process of contribution? In case of death of any employee within the group at any location including business offices. and BTV. has approximately 8. all employees will provide contribution. Divya Bhaskar. The policy is especially formulated to be able to help the family of the deceased employee. it shall be mandatory for all Bhaskar employees to contribute for the support of the family: Grade Contribution employees(rs. if an employee in grade E expires. Who are the beneficiaries? • • All Bhaskar employees.Contribution on Employee’s Death:Bhaskar group. Management will contribute 50% of the total contribution by the employees. My FM.000+ employees across 35 locations. Similarly. and 50% of this total will be given to the family of the deceased employee.) by the Contribution Management(as by the %of collection by employees) S 25 25% E 50 50% M4/M5 75 75% M3/M2 100 100% M1 and above 150 100% No contribution is usually solicited from O grade. This amount will be decided by the committee.
For other grades. No separate clinic would be opened within the company premises.e. i. the amount is to be decided on case-to-case basis by a committee comprising: • • • • • • • • Group Editor Group CEO Group Chief-HR VP-F&A National Vertical Head AD sales National Vertical Head Communications National Vertical Head SMD State Heads of MP-CG/Gujarat/Rajasthan/CPH Mr. The unit head would decide the timings. Manoj Garg. The Coordinator is to ensure that the total process does not take more than 72 hours. The consultation would be offered at the clinic of the doctor. What is the scheme? The doctor would provide medical consultation twice a day.1 lakh. 64 . Corporate (F&A) would be the coordinator. two hours in the morning and two hours in the evening. we assure a minimum amount of Rs. Doctor at No Fee: It has been decided to extend the benefit of a doctor to all the employees of the Bhaskar group at all publication centers.Who decides the benefit value? For O grade. All the employees would be allotted an ID card without which the doctor would not carry out medical examination.
Who is the process owner? The process owner for this policy is state head/local HR. When is the checkup to be done? The person can get the check-up done in any one of the quarters. Work Life Balance: Objective: 65 . This doctor should be a general physician (minimum qualification MD/MS). Where can be the checkup done? Checkup must be done through a designated registered diagnostic center. should establish a local tie-up for the check-up centers. Local HR. The person does not need to submit the final reports to the organization. This is to create awareness and to discern early health warnings to determine if anyone needs attention. and must stick with the chosen quarter or the rest of the tenure with the organization.Who selects the doctor? The doctor is selected by a panel of officers at the unit level. Medical Check: Who is eligible? All employees (M3 and above) above 40 years of age have to undergo mandatory full health checkup. The person has to provide a certificate to demonstrate that the check-up has been carried out. in consultation with the unit head.
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. In case employees are traveling for work. if on leave. the following guidelines/policies have been designed. Employees are required to sign against their name everyday in the attendance register.Bhaskar understands that employees have personal commitments which they need to meet. ‘L’ is entered against their name. employees are requested to mark their attendance for the convenience of all. Thus. 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. they need to be marked in the attendance register as ‘T’. Is there a grace period? A 15 minute grace period is allowed for the employees to reach office. Four late marks in a month results in half leave day deduction. What if have to go on a call/work directly from home? 66 . Thus. depending upon the employee’s entry time Recording attendance: Recording attendance is essential for maintaining leave records and for salary calculation. to assist employees meet their requirements along with the business objectives.
he/she shall inform the local admin department or Head of Department of the same. Leave: Leave rules will apply to all employees in the Bhaskar group and shall be administered on financial year basis. All leaves except casual leave need to be applied for in advance. employees must submit a leave application. when employees are unable to obtain prior approval. they are required to inform their manager as soon as possible. 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. In special circumstances. after resuming work. 67 . In addition. Holidays and weekly-off falling in the duration of leave will not be counted as part of leave taken. In case of a sudden absence. unless taken for more than 10 days. All employees are eligible for seeking Privilege leave. they may also take leave without pay (LWP).In case the person is going directly to another location on business. All classes of leave are granted only at the direction of the respective managers/HODs. Type of leave Casual Medical Privilege Note • • Entitlement for the Accumulation leave year 9 12 21 No accumulation 36 days 54 days Encashment number(Annual) No No 12 All accumulation in excess of above provision will lapse automatically.
If any employee absents herself or himself from duty without intimation or sanction exceeding 7 days. Medical Leave • • • • Medical leave cannot be refundable.• • Leave entitlement for new employees shall be proportionate to the actual days worked. Privilege leave may be encahsed not exceeding 12 days in a year (only for M grade employees). the management may at its sole discretion terminate the employee from its services. Privilege Leave • • Privilege leave can be combined with Medical leave but not with casual leave. A medical certificate from an authorized medical practitioner would be required to claim the entitlement. Medical leave availed in excess of entitled/accumulated leave can be adjusted against PL. Casual Leave (CL) • • • Casual leave cannot be availed for more than 3 days at a stretch. Encashment would be affected on the basis of basic salary only. Casual leave is not nonrefundable. Those employees covered under ESI/Factories Act and there in would not be covered under this scheme. including paid holidays. Leave without pay 68 . Casual leave would be calculated on annual basis and shall automatically lapse after the close of the year.
Maternity Leave If employees have worked in the company for a period of at least 80 days immediately preceding the expected date of delivery. If employees need to take leave after exhausting all the privilege leave available for the quarter. who have worked for more than 6 months in the company. then they are entitled to maternity leave in accordance to the Maternity Act. they can under special circumstances request permission to take leave without pay. Maternity leave can be availed for pre &post natal care during pregnancy and confinement.Leave without pay is used in exceptional cases such as long-term illness or any other emergency. The entitlement is as follows (only for the first 2 children): Less than 6 months of employment: 7 days 6 to 9 months 9 to 12 months 1 to 2 years 2 to 3 years Beyond 3 years Paternity leave Employees. are entitled to take paternity leave of 7 days for the first two children. and it must be discussed with and agreed upon by the reporting officer and HR. Special leave : 15 days : 30 days : 45 days : 60 days : 90 days 69 .
Employees are entitled to reimbursement of expenses on actual (for accommodation and boarding) incurred on official travel outside India. This benefit is subject to a maximum limit of US$ 1000. This provides indemnity for expenses incurred for emergency medical treatment for any illness or injury during the travel period.III US$ 150 All other categories Category-IV US$ 125 Those traveling to SAARC countries will be paid US$ 100 as daily allowance irrespective of categories as above. Employees are also entitled to the Overseas Medical Insurance. International Travel Travel will be by economy class by air (except for Directors). Local transportation would be on actual basis.The organization allows certain special leaves to its employees. These are treated as leave with pay and are in addition to the normal leaves available: Death of parent: 10 days Own marriage : 7 days Anniversary : 1 day Birthday (self) : Half day Entitlement:Domestic Travel Employees are entitled to the reimbursement of the expenses (for both travel and accommodation) on actual incurred on outstation official travel in India. The following guidelines need to be adhered strictly: 70 . Grade wise Entitlement M1/and above Category-I US$ 250 M1/2& M2/2 Category-II US$ 200 M3/1 & M2/2 Category.
71 . Events Each unit/business office will have a social get together budget that will be used for celebrating key events or to organize get together or similar social gatherings. Recreation Objective: To provide its employees a fun environment and a break while at work. In case if employee departure from visiting location after 6 pm. which is over and above the entitlement allowance as mentioned above. Reimbursement of expenses After the tour. number of nights spent in foreign country will only be considered (nights in flight should be excluded). Employees are required to submit air tickets or information on the mode and class of travel by train or bus and accommodation and boarding bills. should be clearly stated in the approval note. Bhaskar has planned some occasions for celebrating. Decisions on the events shall be made by the Unit Head in consultation with the Unit Head of Departments of the verticals. The events will be location specific and the local team will have full discretion to decide on events within the budget. in support of reimbursement claims. then 50% of daily allowance may be claimed for that day. 50% of the total entitlements drawn as allowance need to be supported by bills. • • • For calculation of above entitlement.• Any special expense to be incurred on the foreign trip. employees are required to submit the Tour Expenses Statement to Corporate HR/Administration/Corporate F&A within a week from the date of return.
Mumbai. The guest houses at Bhopal. Guest House Company-maintained guest houses are operational in Bhopal. there are specific charges for the state staff and if out of state or corporate staff stays at the state guest house. Business Cards and E-Mail ID Business Cards 72 .Administrative Objective: This policy aims to extend support to employees for regular jobs related to their routine work in order to increase efficiency. Delhi and Mumbai are maintained by the corporate office and hence there are no charges for stay. Cafeteria Cafeteria facility is provided at all the publication centers. Delhi. In case of Jaipur and Indore. Jaipur and Indore. the charges as applicable or in force can be debited to the respective offices or headquarters. Broad guidelines are defined for the functioning and the local units can take a call on operational matters on a day-to-day basis. The employee will be reimbursed 50%DA for the stay in the guest house.
bhaskarnet.Corporate/State HR will be responsible and accountable for initiating the printing of business cards. E-mail must be opened within 24 hours of joining the group.com Relocation: Objective: 73 or . 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.com State offices/unit: firstname.lastname@example.org state.com or Firstemail@example.com In case there are more than two namesThe person joining later will get the e-mail id will be First two-letters-of-surname_name@nhaskarnet. 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. What is the protocol on e-mail ID? Across the group the e-mail ID protocol is: Corporate offices: name@bhaskarnet.
74 . if a person A from Bhopal is sent to Punjab on project/assignments. Any continued stay at a location for more than 60 days will automatically be treated as on deputation or has to be converted into transfer. excluding travel time.000 Transportation of car Family travel Packing 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. Once deputation is over. For more than one month stay. the company extends a deputation allowance. The expenses of this SIM would be borne by the parent unit itself. one return ticket per 30 days will be provided.Assistance is extended to employees relocating to any office of Bhaskar. Relocation Reimbursement: For all employees. The employee will be allowed to have 2 days visit to home. accommodation and transportation expenses in relevant cases. relocation expenses will be reimbursed based on the following grid: Grade Freight (Including transport M1 and above Others Insurance) Actual 1 Truckload & Actual Actual As per the class Actual entitled As per the class M2:10. he/she will be provided a mobile SIM and instrument for Punjab from the budget of the concerned project. For example. this facility will be withdrawn and cannot be accumulated.500 M4/M5:5.000 entitled M3:7.
This period is extendable maximum by another 7 days on approval from the National Vertical Head/State Head. or prospective investor. The organization also assumes the responsibility to keep the work environment safe for both the company and the employees. 75 . For M1 and above the reimbursement will be at actual. What information is sensitive? Any information that. transit accommodation in a hotel or guesthouse would be provided by Bhaskar for up to 7 days. Unless given prior authorization. Accounting records. could put the company at a disadvantage should be considered sensitive. if known by a competitor. Drafts of reports and brochures. • • • • • Information concerning the operation of Bhaskar trading strategies. This amount would be adjusted / deducted in case the employee leaves the organization/group within a year of joining. 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. This policy aims at providing guidelines to employees in relation to privacy and confidentiality of information. current.New Employees: In case of new appointments. Types of sensitive information include but are not limited to: • Information about past. Profit & loss (P&L) information. or as required by law. Compensation information. the amount not exceeding Rs. For transportation of new employee’s household goods and personal belongings to the appointed location. this information can not be disclosed to outsiders except as necessary to service the investor’s account.15000 can be allowed on production of receipt from the transporters.
In other words. she/he needs to inform the HR/Administration and the head of department. Phone and Email Communication: Employees are expected to adhere high standards of professionalism in all communications. The cards need to be carried by the employee at all times when in the office premises. Access/ID Cards: All employees will be issued with non-transferable identity cards. Personal information about any employee. In case an employee has not been issued a permanent card. Bhaskar future plans. and 200% of card cost on the second occasion. or through voice mail or email. and a new card will be issued. when taken out of context. Employees are expected to conduct communications as if they creating a permanent record. which. The employee will be charged for the replacement of the card at 100% of the cost of card for the first time loss. oral or electronic. she/he would be issued a temporary card. she/he needs to return the card to Finance & Accounts as a part of full and final settlement. In case an employee loses a card. Not bringing the card to work consistently will be viewed as a serious breach of security. Identity cards are sensitive and employee has to take due precaution in handling it. whether internal or external. can be misconstrued or which do not reflect the company’s professional image. Doing so will help prevent the company being exposed to unwarranted regulatory risks because of careless comments. they are expected to be courteous.• • • Email related to work and business of the company. 76 . professional and to avoid gratuitous comments or discussions. When an employee leaves the organization.
Separation may occur due to resignation. If. 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. access card. retirement.PARTING WAYS: OBJECTIVE: Bhaskar value its employees and strives to provide an enriching work experience. The manager will discuss his/her reason for resignation and evaluate different options with him/her. However. This policy aims at providing the employee and supervisor with important information regarding separation-process. after full consideration the employee decides to leave. laptops and vehicles. reimbursement. the manager will forward the resignation to the HR. RESIGNATION:Resignation is a voluntary separation by the employee if he/she is desirous of leaving the services of the organization. termination or death. elimination of personal liability with responsibility related to aspects such as purchasing. What if the manager takes undue time for forwarding the resignation letter to HR? 77 . the organization accepts that there are occasions when the relationship with the employee can not continue. 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. keys. however. if they wish to terminate their employment relationship with the organization.
the exit interviews would be conducted by the corporate HR. Any other suggestions/feedback about the organization. Any family or personal emergencies The waiver needs to have the sanction of the director. 78 . PL available can be adjusted against the notice period. Is there a notice period to be served? Serving of notice period is a must for every employee. no retirement/resignation benefits are availed).The date of resignation shall remain effective from the date the letter was handed over initially and not when the letter is forwarded. The reasons that can be considered are: • • The tenure of the employee and his credibility while in employment. will be deemed as terminated (to be communicated officially. No other person recommended/process this adjustment. The format of exit interview will include discussions on followings: • • • • • Areas of strength of the department/organization. Feedback on areas of improvement in the department/organization. The bonus of the same shall be on the national vertical head/state head. Notice period can only be waived or negotiated by national vertical head with justified reason. What if the employee does not serve the notice period? Employee. In any case. For grade M3 and above. who does not serve the notice period. Areas of weakness of the department/organization. Bhaskar reserves the right of taking the person to court on breach of agreement. EXIT INTERVIEW: The exit interview shall take place on any day after acceptance of the letter. the manager must forward the letter within 7 days or must inform the HR department of the resignation and the reason for delay.
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. 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.It will mandatory to conduct exit interviews of all M grade employees and if possible. the responsibility and the accountability rests with the department/unit head conducted. The retirement age is as follows: 79 . The business offices will send the copy of the exit interview only to corporate HR. The process owner for final settlement is F&A. 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. HR processes the relieving letter. Final settlement of the person has to be made on or before the last date. of all employees. Where will the exit interview be carried out? M1 and above: MD/director. anywhere in the group. experience letter and final settlement cheque. Who is responsible for scheduling and conducting the exit interview? Though it’s in self interest of the employee leaving the organization to have the exit interview done. When is the final settlement to be made? Once the final clearance with no dues is confirmed after the exit interview.
The organization initiates termination of employee when an employee is unable to meet the organization’s performance or discipline standards. 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. 80 . The retainer ship compensation would be fixed as mutually agreed. Maximum period of retainer ship would be 3 years. Bhaskar matter policy. The MD would approve all retainer ship arrangements. It may at some stage in rare cases become essential for the organization to terminate the services of an employee. HR and Accounts department will ensure final statement of accounts at the earliest. which can be reviewed/extended for a period 1-3 years. 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 notice period will be 1 month either side. All settlements would be processed before the employee leaves.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. • • • The HR department will inform the employee and the finance department about his/her last day of employment one month prior to retirement. will try to create and find appropriate roles for all the employees. The compensation of the employee will be stopped from the date the retirement takes effect.
which are authorized to take such action with due consultation with corporate HR/ national vertical head. All cases of termination should be processed in accordance with legal/statutory provisions through the local HR administration CHAPTER – 3 81 . it is the HOD/Unit head/functional head. For all the other grades.MD/Director will be the sole approving for cases of termination in M2 and above.
Income. Sex. Personality Traits Attitudes/Opinions:Preferences. Feelings.6 Type of Research TYPES OF RESEARCH:Demographic/Socioeconomic:Age. Inclinations 82 .3. Occupation Psychological/Lifestyle:Activities. Interests. Marital Status. Views.
uses Intentions:Planned or Anticipated Behavior Motivations:Why People Buy (Needs. Timing. Use. Wants.Awareness/Knowledge:Facts about product. Traffic Flow CHAPTER – 3 83 . features. Ideal-Self) Behavior:Purchase. price. Wishes.
84 .3.7 Sample Size and method of Selecting Sample Sample Size and method of selecting sample:UniverseThe sample universe is that of relevant for this project includes all the parties to whom the paper is provided by Dainik Bhaskar.
85 . Ad Sales. Magazines. NOTE-: As far as quality is concerned I tried best to take employees who had spent quite some time working in Dainik Bhaskar &also sample from three hierarchical levels is taken to maintain the quality of the survey. Some HR policies are collected from HR manual. about Dainik Bhaskar is collected from documents & surveys. the history. Observation Methods1. surveys. attitudes. Interacting with respondents. Production.questionnaire on HR Planning &HR Policies for different hierarchy levels of HR department for the whole sample size irrespective of their designations. case studies & text books on HR Planning and HR Policies. and Ad Sales etc. No interaction with respondents. motivations. background. Sampling PlanSampling techniqueDainik Bhaskar (Print Media) is divided in five major departments (HR & Admin. Some information is gathered while working on projects with different department like HR. Newspaper. 2. Finance & Accounts.Data SourcesPrimary – Questionnaire. Events. diversification etc. SMD).. Data collection method:Use of questionnaire. documents. Communication Methods1. characteristics. Secondary – HR Manual. Middle management &executive level). We have conducted the survey mainly in the HR department and we have covered the three hierarchy level of this department (Top management. Asking for their opinions. Internet. Marketing.
Let them behave naturally and drawing conclusions from their actions. Personality Traits Observation Methods:- Direct observation Contrived observation (laboratory) Content Analysis Physiological measurement 86 .2. Communication Methods:- Surveys Focus Groups Panels Highly versatile in terms of types of data Generally more speedy Typically more cost effective Electronic media have made observation cheaper Activities. Interests.
Electronic methods Greater objectivity less researcher bias More accurate less “response tendency” or “demand effects” Limited in terms of what can be observed 87 .
CHAPTER – 3 3.8 Scope of the Study 88 .
given known operational and HR priorities and emerging issues. environmental scan. • • Gap Analysis: Based on an analysis of the environmental scan and operational business goals. External Scan: Determine the most important environmental factors expected to affect workforce capacity. there is no one way to undertake human resource planning. here's a model which relies on gap analysis.Scope of the Study:As with strategic planning. what are the organization’s current and future HR needs? Priority Setting and Work Plan: Based on the organization’s priorities. However. and attempts to link human resource planning to overall business planning or strategic planning. • • Internal Scan: Identify factors internal to the organization that may affect HR capacity to meet organizational goals. and HR performance related data: 89 . • Workforce Analysis: A key component of HR planning is understanding your workforce and planning for projected shortages and surpluses in specific occupations and skill sets.
and. and reporting (internally and publicly) performance results advances our capacity to measure performance. evaluating. CHAPTER – 3 90 .1) What are the major human resources priorities. most importantly. Evaluating. and 2) What strategies will achieve the desired outcome? Monitoring. to integrate results information into decision making processes and determine future priorities. Reporting: Monitoring. set targets.
91 .3. It may happen that employees may not have given their honest opinion due to some reasons.9 Limitations of Study Limitations of Study:• • All employees of Dainik Bhaskar are not covered under the sample size.
CHAPTER – 4 92 .
Facts & Findings Facts & Findings 1. Employees need different kind of working environment at different levels. Working environment-: Working environment is an important factor to keep the employees engages to the organization. 93 . HR people must keep this factor in mind.
Compensation-: Compensation engagement level higher. Learning and growing opportunities-: this factor is especially important for the bottom and middle level of management and it ensures long term employee organization orientation and employee commitment. Communication barriers can create high amount of dissatisfaction among the employees and some time it takes the form of rumors and affect the organization badly. 7.2. Relationship-: Interpersonal bonding is essential for getting out of the employees coaching and mentoring system not only developed the employee but also builds a moral bonding for better engagement. Performance appraisal-: Appraising performance should be done in such a way that it does not threat the employee that any point of time. 3. 4. Recognition-: Recognition is important to keep employee motivated and committed to the organization. Otherwise employee motivation and so employee engagement can come down dramatically. 9. Monetary and non- monetary compensation can be used wisely to motivate the employees and keep the 8. Communication-: Clear upwards and downwards communication is required for the employee involvement in the organization. Transparency-: Transparency in the organization is required at all the levels and it actually creates a good amount of enthusiasm especially among the middle and bottom level of management. 5. is a major factor of motivation. 6. 94 . Different levels of hierarchy require different kind of recognition. Motivation-: Overall motivation of the employee depends on numerous factors and it is a most important aspect of employee engagement.
.? Times of India Rajasthan Patrika 95 .CHAPTER – 5 Analysis & Interpretation 1. Do you take services of any other Newspaper.
17% use Rajasthan Patrika & 14% use Economic times. 2. Which all services of the Dainik Bhaskar do you use? Home Services 96 . 19% use DNA. 23% use others. DNA Economic times Others Others 23% Raj Patrika 17% Economic times 14% Times of india 27% DNA 19% • 27% of the people whom I surveyed also take services of Times of india.
3. Are you aware of various DAINIK BHASKAR schemes? Nil Average Fully 97 . 14% use only others. 15% use Internet & 8% use free services. 16% use home services. Purchase on Shops Internet others 24 hours Available(Free Services) others 14% free Services 8% Purchase on shops 47% internet 15% Home Services 16% 47% of the people surveyed use more than one of the purchase on shop.
29% knew nothing about the schemes and 16% knew fully about the schemes. How long have you been investing in market? 1-5 years 5-10 years 98 . 4.Fully 16% Nil 29% Average 55% • Of the people surveyed 55% are averagely aware of the schemes.
34% for 1-5 years & 27% above 10 years 99 . Above 10 years above 10 years 27% 1-5 years 34% 5-10 years 39% • 39% of the people are investing for the period of 5-10 years.
CHAPTER – 6 SWOT 100 .
i.e femina so on.SWOT STRENGTHS:It launches Every time New and Innovative Products and Fast Service mostly in every Region. good strategic plans. Good Brand Image in Market. 101 . OPPORTUNITIES:Now a days use of Short paper is decreasing. New company products sale in market. Do not have access on regional Exchange. Demand of new books in Market. WEAKNESS:Low Price. THREATS:Others companies position and competitions with them.
CHAPTER – 7 Conclusion 102 .
The works on the Project study was a wonderful experience in my life. The study has been extremely useful in developing my professional skills and personality. The training help me a lot to adapt myself to actual working environment and to work in coordination with the other team members. Further, the guidance, support, cooperation and assistance provided by my seniors and colleagues at Dainik Bhaskar helped me to better understand the real working environment. The practical experience gained during the short period of 10 days will go a long way in achieving my real goal and ambition in my life. • • Different hierarchal level has different responsibilities towards planning of human resource due to various priority factors. In Dainik Bhaskar HR department has following priorities for HR planning: Goal oriented Responsibility Relationship Working environment
Also different hierarchal levels shows different interests: Top management-: Motivation & Learning & Growing Opportunity, job challenges, power & authority, designation in the organization.
Middle management- growth opportunity rewards 7 achievement, non-monetary benefits, and quality of work life, career planning & recognition.
Executive level- working conditions, growth opportunities, monetary & nonmonetary benefits & communication.
CHAPTER – 8
Recommendati on 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. Human resource planning should be properly organized and a separate manpower planning division must be created.
2. An adequate database should be developed for human resource to facilitate planning.
3. The quantity and quality of human resource should be stressed in a balance manner. The emphasis should be on filling future vacancies with the right people rather than merely matching existing people with the existing jobs.
4. The period of a human resource plan should be appropriate to the needs and circumstances of Bhaskar.
CHAPTER – 9 Appendices 106 .
Yes_____ No_____ 5. Yes_____ No_____ 2.APPENDICES:QUESTIONNAIRE 1. Yes_____ No_____ 3. Yes_____ No_____ No_____ 6. Yes_____ No_____ 7. Yes_____ No_____ 4.)? Ans. Do you have a program to assist employees when their personal problems may affect their on-job productivity (e.Are you presently doing performance evaluations for all field employees on a regular basis? Ans. Do you provide incentives or rewards to employees for bringing forward suggestions or improving productivity? Ans. Do you communicate regularly with field employees regarding the success of the company. financial etc. alcohol or drug related. future job prospects and other issues affecting the company? Ans. Do you formally recognize field employees with 20 or 25 years service with your organization? Ans.g.Do you have a well understood pay-for-performance compensation program? Ans. Do you have a formal or informal orientation program for new employees? Ans. Yes_____ No_____ 107 .
Do you have a formalized complain resolution process within your company? Ans. Do you conduct regular surveys of your competition to ensure your compensation policies are competitive? Ans. Does your company offer a pension or retirement savings plan or profit sharing plan for field employees? Ans. Do you conduct occasional surveys of your employees. Yes_____ No_____ 9. Yes_____ No_____ 13. Yes_____ No_____ 11.8. 108 . receiving formal feedback on company policies. benefits. employee attitude. How do you compare your brand with DAINIK BHASKAR:…………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… …………………………………………………………………………………… ……………………………………………………………………………………. Do you actively encourage unskilled workers to enroll in and do you attempt to give apprentices varied work experience? Ans. compensation. etc? Ans. When hiring field employees. Yes_____ No_____ 14. Yes_____ No_____ apprenticeship programs 10. do u screen workers according to skills? Do u do reference checks on all new hires? Ans. Yes_____ No_____ 12.
CHAPTER – 10 Bibliography 109 .
www. www.com 110 .hrps.google. www.wikipedia. www.org 4.Dainik Bhaskar Internet References: 1.com 6. Journal.org 5.com 2.G.citehr. Sudha 2. HR Manual. www. Human Resource Management.in 7.HR Purview 3.com 3.BIBLIOGRAPHY Book References: 1.hr. www. www.S.isrinsight.bwbusinessworld.
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