Divya bhask655ar HRM

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A Project Report

With Reference To

Human Resource Management

On

SUBMITTED TO:-

G.L.S. Institute of Computer Technology

Law Garden, Ahmedabad

SUBMITTED BY:-

VipulBhalara(G1103)

VimalChandravadiya(G1107)

SanketKotdiya(G1121)

SmitSankhla(G1145)

Pratik Shah(G1148)

UditShah(G1149)

GLSICT-MBA(Delta)


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PREFACE

M.B.A. is a two year degree course and it is based on Business Management andAdministration studies. This project and consequent report on it allowed students to practically

visit and analyze and study the real business environment.

Human Resource Management is one of the major functional areas of management. The path of

success is greased with Production as well as it holds the key to all activities. As a soul gives

life to body likewise Human Resourceempowers organization. In other words every

organization is engaged in Human Resource functionin order to achieve its goals. It is essential

to all the types of organizations viz. small, medium and large business enterprises.

This practical training in the M.B.A. program develops the feelings of awareness in difficulties

and challenges of the business world. Only theoretical knowledge does not impart complete

mean of education. It must be accompany with practical experience to add meaning of the

education.

As a part of Human Resource Managements practical studies, We have prepared study report

based on official visit to the DivyaBhaskar. The experience of visit and preparing of project

report is wonderful and it gives us best opportunity. So, we can acquire knowledge in the world

of practical management.

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ACKNOWLEDGEMENT

A Project Report based on an official visit to Divya Bhaskar with respect to Human Resource

managementis humbly presented here with for kind appraisal, sincere comments, suggestions

and critical valuations.

We would like to take the opportunity to express our gratitude to our Prof. Kavita Kshtriya for

imparting us the opportunity to study the subject and presenting the project report on it. They

not only gave us the opportunity but also helped us by proper guidance and required

information to make the project easy and offer an opportunity to get practical knowledge about

the Human Resource Management.

We would also like to thank the The Divya Bhaskar and Mr. Shambhu Desai

(8866321484) for helping us on realizing their report and providing the opportunity to proceed

and finish the report.

Last but not least we are also thankful to our GLS Institute of Computer Technology M.B.A.

and Gujarat Technological University for introducing such project as significant aspect of our

M.B.A. Program without which we would not have practical exposure to actual business and

environment and Human Resource aspects.

With Thanks

Yours Sincerely,

Vipul Bhalara (GLS 1103)

Vimal Chandravadiya (GLS 1107)

Sanket Kotadiya (GLS 1121)

Smit Sakhala (GLS 1145)

Pratik Shah (GLS 1148)

Udit Shah (GLS 1149)

GLSICT-MBA(DELTA)

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DELARATION

We, hereby declare that the Project titled, A Project Report Based on an Official Visit to

DivyaBhaskar With reference to Human Resource Management is original to best of our

knowledge and has not published elsewhere yet. This is for the purpose of partial fulfillment of

Gujarat Technological University requirements for the award of the degree of the Masters of

Business Administration.

(GLS1149)UDIT SHAH____________________________________

(GLS1148)PRATIK SHAH__________________________________

(GLS1145)SMIT SAKHALA_________________________________ (GLS1121)SANKET KOTADIYA_____________________________

(GLS1107)VIMAL CHANDARVADIYA_______________________

(GLS1103)VIPUL BHALARA________________________________

GLSICT-M.B.A.(Delta) 27th February, 2012

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COMPANY DETAILS

DIVYABHASKAR HOUSE

280 Makarba, S.G.Highway,

Nr. Y.M.C.L Club,

Ahmedabad 380015

Phone: 079-39888850

Email: [email protected]

[email protected]

[email protected]

Website: http://www.imcl.in

HISTORY

DainikBhaskar Group is a multifaceted industry major founded half-a-century ago. The groups

initial foray was into the newspaper publication business. Over the years, the group has

diversified into sectors such as textiles, solvent extraction, oil refinery, vanaspati, export of

polished / semi-precious stones, TV media, FM radio, Information technology, real estate,

theme / amusement park, and FMCG. Indeed, under the stewardship of Shri Ramesh Chandra

Agarwal, the group has taken an honorable place among Indias corporate elites.

VISION

To be the largest and the most admired media brand enabling socio-economic change.

Our pillars to achieve the vision

Empowered Talent

Innovative Products and Processes

Ethical Governance

PRINCIPLES

Actions and thoughts are based on the following principles.

* Entrepreneurship

* Ambition

* Innovation

* Professionalism

Whatever we do or say in the future is based on these principles.

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http://www.imcl.in/http://www.imcl.in/


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DAINIK BHASKAR GROUP INDIAS LARGEST NEWS PAPER

GROUP

With the readership of 1.92 crore the brand Bhaskar is today synonymous with success,

quality, change dynamism and ethics in millions of households across India and the corporate

world alike.

From a humble beginning of one Hindi Edition from Bhopal in 1958, group today has grown to

become India's Largest newspaper group. The group has a strong presence in newspapers,

radio, event marketing, printing, short code, internet portal. With its flagship Hindi daily

newspaper, DainikBhaskar, Gujarati daily, DivyaBhaskar, Marathi dailyDivya Marathi and

English daily - DNA, it covers 13 States with 64 editions. In addition to these, it also publishes

Business Bhaskar, DB Star and Magazines like Aha! Zindagi, Balbhaskar, Young Bhaskar and

Lakshay. The other media businesses includes MY FM (radio channel), 54567 (Short Code),

IMCL (internet services).

DIVYA BHASKAR NEWS PAPER SUPPLIMENTS

Monday- City Bhaskar

Tuesday- Madhurima

Wednesday- Kalash

Thursday- Dharm Darshan

Friday- Navrang

Saturday- Bal BhaskarSunday- Sunday Bhaskar

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STRUCTURE OF THE ORGANISATION

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CHAIRMAN

MANAGING DIRECTOR

DIRECTOR

CIRCULAR DEPARTMENT

AUDITORIAL DEPARTMENT

A/C AND FINANACE

PRODUCTION

BILLING DEPARTMENT

RECOVERY DEPARTMENT

EVENT MANAGEMENT

DEPARTMENT


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INDEX

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

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Sr. NO EXCECUTIVE SUMMARY PAGE NO

3.1 INTRODUCTION OF HRM

3.2 ORGANISATION STRUCTURE

3.3 (1)

(2)

(3)

RECRUITMENT,

SELECTION,

ORIENTATION

3.4 (1)

(2)

TRAINING,

DEVELOPMENT

3.5 JOB DESCRIPTION

3.6 (1)

(2)

PROMOTION,

TRANSFER

3.7 PERFORMANCE APPRAISAL

3.8 WAGE AND SALARY

3.9 WORKING E.S.I. SCHEMES

3.10 STUDY OF PROVIDEND FUND SCHEME

3.11 HEALTH AND SAFETY

3.12 WORK LIFE BALANCE (TIME KEEPING)

3.13 PERSONAL RECORDS

3.14 EMPLOYEE WELFARE

3.15 SOCIAL RESPONSIBILITY

3.16 CONCLUSION


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Out of all factors of production, man is considered to be the most important factor of all. Indian

industry is waking up the challenges thrown in by market economy. To survive in this highly

competitive scenario, managers are being pressured to improve quality, increase productivity, cut

down waste and eliminate inefficiency. The collective efforts of the employer and the employee

assume relevance in this context. And this is where HUMAN RESOURSE MANAGEMENT can play

a crucial role.

DEFINITION:

According to Glueck-, Human Recourse Management is concerned with the most effective use

of employees to achieve organizational and individual objectives. It is a way of managing people

at work, so that they give best to the organization.

Simply, HRM is concerned with the peoples dimension in organizations.

Personnel Department is very essential and plays a vital role in a company. SAURASHRA

SAMACHAR (A Unit of D.B.Corp.Ltd.) has a separate HR Department. Welfare activities done by

this department is remarkable. Man Power strength at SAURASHRA SAMACHAR (A Unit of

D.B.Corp.Ltd.) is as under.

MAN POWER STRENGTH

MALE FEMALE TOTAL

MANAGEMENT 20 - 20

STAFF/SUPERVISOR 150 180 330

WORKERS 250 - 250

TOTAL 420 180 600

ORGANISATION STRCTURE OF H.R. DEPARTMENT

Organization is a group of people working to gather to achieve a specific goal. Working co-

operatively and mutually benefits the employees and organization people who work to gather require

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defined system or structure through, which they are related to each other and through which this

efforts can be coordinated.

The structure of personal Department of SAURASHTRA SAMACHAR (A Unit of D.B.Corp.Ltd.), is

as under:

WORK FORCE (STAFF): 3 CLERKS,

: 2 TELEPHONE OPERATORS.

4TH CLASS STAFF : 3 PEONS,

: 3 CLEANERS,

RECRUITMENT, SELECTION AND ORIENTATION

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HR HEAD

HR EXECUTIVE

WORK FORCE

(STAFF)

4TH CLASS STAFF


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OBJECTIVE:

Recruiting and selecting THE RIGHT PEOPLE is of paramount importance to Bhaskars continuing

success. This policy sets out how to ensure, as far as possible, that the best people are recruited on

merit and that the talent recruitment and selection process is free from bias and discrimination. It also

outlines the orientation of an employee into the organization for easy transition and adaption.

(1) RECRUITMENT

In Bhaskar, manpower recruitment is a designated process. Manpower budget is approved at the start

of the financial year. Bhaskar is an equal opportunity employer. The company does not discriminate

against any applicant, employee or former employee on the basis of race, color, religion, caste,

gender, national origin, age, sexual orientation, marital status, disability or any other attribute. All

employment related decisions are based on legitimate non- discriminatory business reasons.

Bhaskar hires through the following procedures:

Campus Recruitment

Off Campus Recruitment

Employee Referral

Internal Job Positions

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(2) SELECTION

OBJECTIVE:

The objective of selection process is to determine whether an applicant meets the qualification for a

specific job and choose the applicant who is mostly likely to perform well in the job.

Selection stars when recruitment ends. Having identified the potential candidate, the next logical step

in the Human resource process, is selecting of the qualified and competent candidates in the

organization, there is no universally accepted selection process. The selection process is likely to vary

from organization to organization, depending upon the nature of job.

In Bhaskar Group, the panel of interviewers will evaluate a candidate against a pre defined set of

parameters. Detailed information on these parameters can be obtained from Corporate / state HR or

the HR web portal. One of the important criteria of selecting the candidate is Attitude: it will be

determined the qualities that are at the core to Bhaskars culture. This is an integral part of

evaluation. Being a unit of Bhaskar Group, SAURASTRA SAMACHAR follows the same procedure

for selection.

SELECTION PROCEDURE AT BHASKAR GROUP

CAMPUS RECRUITMENT:

Pre Placement talk

Written Test

Evaluation of the written test

Selecting and announcing the short listed candidates for Interviews

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One round of Interview

Extending verbal offers to selected candidates

(3) ORIENTATION

OBJECTIVE:

Orientation, also called induction, is designed to provide a new employee with the information he or

she needs to function comfortably and effectively in the organization.

A formal definition of orientation is,

Planned introduction of employees to their jobs, their co-workers and the organization.

INDUCTION PROGRAM AT SAURASHTRA SAMCHAR (A Unit of D.B.Corp.Ltd)

In SAURASHTRA SAMCHAR (A Unit of D.B.Corp.Ltd), this program is designed to familiarize

employees with the organization and its members and other work related facilities.

The formal induction program is conducted in the first week of every month and can range one-fourteen days depending on the job profile.

During induction, employees are given information on the history, vision and core values of the

company, and on the companys business, projects and products.

Employees are also oriented to the various policies, practices and guidelines, the organizational

structure, the facilities available and the companys expectations from individuals.

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TRAINING AND DEVELOPMENT

OBJECTIVE:

Training and Development refer to the imparting of specific skills, abilities and knowledge to an

employee.

(1) TRAINING

Training is the act of improving ones knowledge and skills to improve his or her job performance.

Training bridges the aim between what the employee has and what the job demands.

METHODS OF TRAINING:

1. DEMONSTRATION

1.DEMONSTRATION 1. LECTURE

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METHODS

ON THE JOB TRAINING OFF THE JOB TRAINING


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2.APPRENTICESHIP 2. CONFERENCE

3.PERFORMANCE APPRAISAL 3. PANEL DISCUSSION

4.EXPERIMENTS 4. ROLE PLAYING

5.SIMULATION etc. 5. CASE STUDY etc.

(2) DEVELOPMENT

OBJECTIVE:

Another component of a Training and Development programme is DEVELOPMENT, which is less

skill-oriented but stress on knowledge. Knowledge about business environment, management

principles and techniques, human relations, specific industry analysis and the like is useful for better

management of a company.

TRAINING AND DEVELOPMENT AT SAURASHTRA SAMACHAR (A

Unit of D.B.Corp.Ltd.)

Bhaskar provides opportunities to its employee for participating in activities what will enhance their

specific job skills, their overall professional strengths, and their personal development.

This approach applies same at SAURASHRA SAMACHAR, at Bhavnagar, which is a Unit of

D.B.Corp.Ltd.

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JOB DESCRIPTION

OBJECTIVE:

It is a standard of function in that it defines the appropriate and authorized content of a job. In brief, it

should tell what is to be done, how it is done and why.

DEFINITION:

According to Flipo, A job description is an organized factual statement of duties and

responsibilities of a specific job.

Job Description is done in SAURASHTRA SAMACHAR (A Unit of D.B.Corp.Ltd.), for the

following purpose.

A. Job title, department

B. Activities and tasks to be performed

C. Job responsibilities

D. Working conditions

E. Social environment

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F. Extent of supervision given and received

G. Relationship with other job

PROMOTION AND TRANSFER POLICY

(1) PROMOTION

OBJECTIVE:

Promotion means an investment in pay, prestige, position and responsibilities of an employee within

his/her organization. A mere shifting of an employee to a different job which has better working

hours, better location and more pleasant working conditions does not amount to promotion. The new

job is a promotion for the employee only when it carries increased responsibilities and enhanced pay.

The purpose of promotion may be outlined as follows:

To motivate employees to higher productivity

To attract and retain the services of qualified and competent people

To recognize and reward the efficiency of an employee

To fill up higher vacancies from within the organization

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To increase the effectiveness of the employee and of the organization etc.

CRITERIA FOR PROMOTION AT SAURASHRA SAMACHAR (A Unit

of D.B.Corp.Ltd)

The key criteria for promotion would include:

Performance on the job during the time spent in that particular level which can be accessed

through the performance appraisal

Potential and capability for taking on higher responsibility which will be based on the

feedback provided by superiors and interviewing candidates. At higher levels greater

importance is given to the individuals potential and capabilities.

(2) TRANSFER

OBJECTIVE:

A transfer involves a change in the job of an employee without a change in responsibilities or

remuneration. A transfer differs from a promotion in that the latter involves a change in which a

significant increase in responsibility, status and income occurs, but all these elements are stagnant in

the former.

TRANSFER POLICY AT SAURASHRA SAMACHAR (A Unit of

D.B.Corp.Ltd.)

Removal of the incompatibilities between the worker and his or her boss and between one worker

and another worker.

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Correction of faulty initial placement of an employee.

Over a period of time, the productivity of an employee may decline because of the monotony of

his or her job. To break this monotony, the employee is transferred.

The climate may be unsatisfactory for an employees health. He or she may request a transfer to a

different place where his or her health will not be affected by its climate.

PERFORMANCE APPRAISAL SYSTEM

OBJECTIVE:

In simple terms, performance appraisal may be understood as the assessment of an individuals

performance in a systematic way, the performance being measured against such factors as job

knowledge, co-operation, judgment, versatility, health, and the like.

A formal definition of performance appraisal:

It is the systematic evaluation of the individual with respect to his or her

performance on the job and his or her potential for development.

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PERFORMANCE APPRAISAL AT SAURASTRA SAMACHAR (A Unit

OF D.B.Corp.Ltd):

Bhaskar believes in KRK (Key Result Area) mode of evaluation. These KRKs are specific to the

functional areas and are provided to each of the employee and to the new employees on joining by

their immediate senior. The KRKs are in sync with the organizational goal, job responsibility, and the

performance expected from the employee. Being a unit of Bhaskar Group of Company,

SAURASHTRA SAMACHAR also favors the same formula for performance appraisal.

When is the appraisal carried out?

Appraisal is carried out on annual basis in March and October for the financial year gone by, or for

the designed period on case to case basis.

WAGE AND SALARY ADMINISTRATION

OBJECTIVE:

Wages means the compensation payable to the labor for performing his job. Wages usually refers to

hourly or daily rate paid to such groups for maintaining employees.

Salary usually refers to the weekly or monthly rates paid to the electrical, administrative and

professional employees. It includes such areas as job evaluation, survey of wages and salaries analysis

or relevant organization problems.

In SAURASHTRA SAMACHAR (A Unit of D.B.Corp.Ltd.), wages and salaries are distributed on

the 7th of each month for workers and staff members. It is given in case/cheque. If the employee has

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taken a loan, the amount of its statement is directly deducted. In SAURASHTRA SAMACHAR (A

Unit of D.B.Corp.Ltd.), for wages and salary here are three grades

Wage & Salary Administration

Executive Supervisor and Worker

Grade Staff Grade Grade

The allowance is also gives according to salary grade. The Company as under pays the form of wages

and salaries.

The form of wage and salary:

Add: Basic Salary + Daily Allowance + Allowance.

Less: Provident fund + Employee state Insurance + Loan Deduction = Total.

WORKING OF E.S.I. SCHEME

OBJECTIVE:

ESI is an abbreviation of Employees state Insurance Scheme. The Promulgation of Employees state

Insurance Act 1948 (ESI Act) by the parliament was the first major legislation on social security for

workers in independent India. In this scheme, employees and government are major contributions.

Employees contribute the amount as per salaries and wages. This fund is created and managed by the

Government.

In SAURASHTRA SAMACHAR (a unit of D.B.Corp.Ltd.), E.S.I. Scheme is applicable. It is

introduction for the benefits of the employees working in the organization for E.S.I. Scheme.

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1.75 % amount form employee's salary.

4.75% amount given by the Company of Salary paid to the

6.50% contribution

The employees whose remuneration is lower than Rs 6500/- is covered under this scheme. They are

given facilities mentioned below. :

(1) Medical facilities for the employees and their husband, wife, Children dependent parents.

There are four hospital of ESI Corporations in Bhavnagar for this purpose.

(2) IN case of employment, the corporation gives injury or sickness 75 % of salary.

(3) In case disaffirming he is getting pension, which is fined by the E.S.I. Corporation.

(4) In case of death of the employees, his family members are given compensation and pension

also.

(5) Maternity leave for women workers for three months.

STUDY OF PROVIDENT FUND SCHEME

According to provident fund Scheme and Miscellaneous Provision Act of 1952, it is compulsory to

apply provident fund Scheme. The Government has prescribed minimum 12 % of the salary for

provident fund Scheme.

In SAURASHTRA SAMACHAR, Provident fund 12 % is deduct from the employees salary and the

same amount is contributed by the company to employees provident Fund. Thus the total 24 % of

provident fund is credited to employee's provident fund. From this amount 8.33 % is for pension Fund

and 3.67 % is for employees provident fund. Under this scheme employees get pension after his

requirement and other amount is refunded when he retires.

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In SAURASHTA SAMACHAR (A Unit of D.B.Corp.Ltd.), Provident Fund Scheme is given and

managed by the company. Employees can also get refundable and non refundable loan from his

provident fund in the following way.

1) Employees can withdraw 80 % House loan from their provident fund.

2) Employees can withdraw 50 % marriage loan from their provident fund.

HEALTH AND SAFETY

OBJECTIVE:

Health refers to examine employee health as physical health, mental health, noise control, stress

management, AIDS, alcoholism, drug abuse and violence in work place.

Safety refers to the absence of accidents. Stated differently, safety refers to the protection to workersfrom the danger of accidents.

SAURASHTRA SAMACHAR (A Unit of D.B. Corp. Ltd.) believes that the health and safety of its

employee is a joint responsibility of the employee and the organization. And so the employee and

their families are provided with hospitalization insurance.The SAURASHTRA SAMACHAR (A

Unit of D.B. Corp. Ltd.) is very much conscious about the health and safety of their employees and

workers. They take medical checkup of their employees and workers on regular base. They organize

blood donation camp free of cost. The group is providing better safety measures towards their

workers. They provide first aid facility to their employees.

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SEFETY DEPARTMENT

The objectives of the safety department of SAURASHTRA SAMACHAR (A Unit of D.B. Corp. Ltd.)

are:

Zero Accidents.

Maintain safe working procedures.

Provide safety instructions.

Good housekeeping within the factory.

WORK LIFE BALANCE (TIME KEEPING SYSTEM)

OBJECTIVE:

Time is money as well as power because the time which has passed away will never come back

again. So every organization has its own time keeping system for disciplinary action. Time keeping

system provided complete information about the arrival and departure of each worker which helps to

ensure regularity and punctuality of each worker. For the smooth running of any organization activity

it is necessary to have a sound and systematic time keeping system.

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SAURASHTRA SAMACHARA(A Unit of D.B.Corp.Ltd.), understands that employees have

personal commitments which they need to meet. Thus, to assist employees-meet their requirements

along with the business objectives, the following policies have been designed.

WORKING HOURS:

10 am to 2 pm - WORK TIME

2 pm to 4 pm - LUNCH TIME

4 pm to 8 pm - WORK TIME

This Time-Schedule applies to Management, Staff/Supervisors and workers.

NIGHT SHIFT (At Chitra, Production house, GIDC)

9 pm to 4 am

PERSONAL RECORDS

OBJECTIVE:

A record is a piece of writing or a chart which provides ready information and which preserves

evidence for future reference or use.

Personal Record is very important thing which includes Name, address, Date of appointment, Date

of birth, Educational qualification, Sex, Hobbies, Past experience etc. of each employee.

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Including the personal record in SAURASHTRA SAMACHAR (A unit of D.B.Corp.Ltd.), also

different records of its personas is maintained. The personal records like the record of candidates,

which have been interviewed but not appointed, records regarding the presence of each employee andso on are also kept. These records are further used in taking some important man power decision like

selection, promotion, transfer etc. in the organization.

RECORDING ATTENDANCE:

Recording attendance is essential for maintaining leave records and for salary calculation.

EMPLOYEE WELFARE

OBJECTIVE:

Welfare means faring or doing well. It is a comprehensive term, and refers to the physical, mental,

moral and emotional well-being of an individual.

Main aim is to motivate employee for better works.

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The company is engaged in various Welfare Activities like SPORTS ACTIVITY (once in a year),

PARENTS GET TO GATHER, andalso two times tea in a day as a facility, etc for the benefit of

its employees. Such activities are providing as a gesture of goodwill and for the personal development

and motivation of the concerned employee and his family.

SOCIAL RESPONSIBILITY

The main objective of a news paper should be to make people aware by giving correct news on

politics, sports, religion, crimes, current issues, and city news. Along with this, the main purpose of

news paper is to know the issues related to human life, which includes the routine life problems of

people and what are the sources to decrease those problems, means how the problems could be

shorted out.

SOCIAL AWARENESS PROGRAMM BY BHASKAR GROUP

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Bhaskar Group of Company have been started a wonderful job, as social awareness program, called

RUBRU in all the cities of Gujarat, where D.B.Corp.Ltd., publishes its news paper.

In Bhavnagar, it has been started from 8th of the August, 2009 by SAURASHTRA SAMACHAR (A

Unit of D.B.Corp.Ltd.) and covered 15 wards till now and getting tremendous success. RUBRU is a

program, wherea common man can raise his voice towards the problems he is facing on.

Generally, issues related to water supply, road-repairing, damage water lines, night crimes, damage

drainage lines, dung heap etc are told to get its better solution.

Generally, 3 corporatists of related wards, 1 Deputy Manager of PGVCL, PSI of Bhavnagar,

Bhavnagar Municipal Corp. officers and 108-ambulance get present in a RUBRU session. The

program is held during 10am to 12 pm, on every Sunday at different wards by SAURASHTRA

SAMACHAR (A unit of D.B.Corp.Ltd.)

After completing rest of the 2 wards, the organization is planning to make another social awareness

program on the FOLLOW UP upon current RUBRU program.

Indeed, SAURASHTRA SAMACHAR NEWS PAPER (A Unit of D.B.Corp.Ltd.) is doing nice job,

having RUBRU kind of social activity, which has become a chain between the public and corporation.

CONCLUSION

SAURASHTRA SAMACHAR (A Unit of D.B.Corp.Ltd.), has a large well established personnel

department. There is a very good and co-operative relation between management and employees.

Hereby I conclude as under:

1. SAURASHTRA SAMACHAR (A Unit of D.B.Corp.Ltd.) has a sound organization structure and

desirable working relationship among all workers and members of organization.

2. In case of recruitment they give 1st preference from internal sources.

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3. They prepare employees for higher level task through training.

4. There is a very good system of appraising performance of personnel.

5. Thus, SAURASHTRA SAMACHAR (A Unit of D.B.Corp.Ltd.) has a very smooth

running.

BIBLIOGRAPHY

www.divyabhaskar.com

www.saurastrasamachar.net

www.bhaskarnet.com
http://www.divyabhaskar.com/http://www.saurastrasamachar.net/http://www.bhaskarnet.com/http://www.divyabhaskar.com/http://www.saurastrasamachar.net/http://www.bhaskarnet.com/

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