A Project Study on

“Talent Management in Dainik

Bhaskar”
 Company Profile
VISION meets MISSION:
“Bhaskar group has a dream to create a niche for itself in the
international media scenario.”

Principles of Bhaskar group:

• Their actions and thoughts are based on the following principles:
– Entrepreneurship
– Ambition
– Innovation
– Professionalism

• They are totally professional and committed to a goal. There might

be different ideas among them, but they respect these diverse ideas.
• Their every effort will be focused on progress and
entrepreneurship.

• They give utmost importance to creativity and innovation.

They should always endeavor to do anything better than
before, it should be special, should be effective and should be
done with total commitment.

• They as an organization are totally committed to employees.

• They should provide their consumers, what they need or

which they require.
FOUNDER
Late Shri. Dwarka Prasad Agarwal
CHAIRMAN
Ramesh Chandra Agarwal
MANAGING DIRECTOR
Sudhir Agarwal
DIRECTORS
Girish Agarwal & Pawan Agarwal
 Objective of study

 The objective of this study was to understand the human

resource practices followed in Dainik Bhaskar.

 The secondary aim of this research was to do analysis of talent

management policies of Dainik Bhaskar and to give
recommendations and suggestions based on the analysis.
 Talent Management

• With businesses going global and competition becoming

intense, there is mounting pressure on organizations to deliver
more and better than before. Organizations therefore need to
be able to develop and deploy people who can articulate the
passion and vision of the organization and make teams with
the energy to perform at much higher levels.

• Talent management is a key business process and like any

business process takes inputs and generates output.
 Methodology
TITLE OF STUDY: “ Talent management in Dainik
Bhaskar”
Data Sources:
Primary – Interviews, questionnaire & Internet.
Secondary – HR Manual, documents, surveys, case studies & text books
on HR Planning and HR Policies.
Sample size: 100

Scope:
Human Resource (or personnel) management, in the sense of
getting things done through people, is an essential part of every
manager’s. It is a process of bringing people and organizations
together so that the goals of each are met.
 Limitation of study

• Although all attempts were made to make this an objective

study, biases on the part of respondents might have resulted in
some subjectivity.
• Though, no effort was spared to make the study most accurate
and useful, the “Sample Size” selected for the same may not
be the true representative of the Company, resulting in biased
results.
• This being the maiden experience of the researcher of
conducting study such as this, the possibility of better results,
using deeper statistical techniques in analyzing and
interpreting data may not be ruled out.
 Interpretation
• Do you conduct regular surveys of your competition to ensure
your compensation policies are competitive?

Yes ____ No ____

Interpretation is 60% says No and 40% says Yes

40%
Yes
No
60%
• When hiring field employees, do u screen workers according
to skills? Do u do reference checks on all new hires?

Yes ____ No ____

Interpretation is 65% is says Yes and 35% says No.

35%

Yes
No

65%
As a job seeker do you feel print media (news paper) help you
to find a job?

Yes____ No____
Interpretation is 35% says No and 65% says Yes.

35%

Yes
No

65%
 Talent Management v/s Traditional HR
Approach:
Traditional HR systems approach people development from
the perspective of developing competencies in the
organization. This can actually be a risk-prone approach,
especially for companies operating in fast evolving industries,
since competencies become redundant with time and new
competencies need to be developed.

Talent management on the other hand focuses on enhancing

the potential of people by developing capacities. Capacities
are the basic DNA of an organization and also of individual
potential.
 The focus of talent management
• Capacity to learn.

• Capacity to think.

• Capacity to relate.

• Capacity to act.
 Area’s
The areas of talent management that thus emerge
are:

• Talent appreciation.

• Potential enhancement.

• Acquisition of talent.

• Knowledge management.
 SWOT ANALYSIS

Strengths:
• Experienced and Capable management team.
• Efficient and speedy execution ability.
• Working Environment.

Weakness:
• Communication gap.
• No training programs.
• Top management.
Opportunity:
• Good Reputation.
• Low Cost of Production.
• Rise in viewer ship.

Threats:
• Competitors.
• Confidential information can be leak out.
• E-papers are also giving a threat to the newspapers.
 CONCLUSION

• Different hierarchal level has different responsibilities

towards policies relating to talent management due to various
priority factors.
• In Dainik Bhaskar HR department has following priorities for
Talent Management:
– Communication
– Responsibility
– Motivation
– Performance Appraisal
THANK YOU