INDEX

Sr. No1 2 3 4 5 6 7 8 9 10 11 12 13

Particulars

Page no.2 3 5 10 12 20 24 26 27 34 35 36 37

Profile of D. B. Corp. Ltd. History of Company Overview of Company Achievement of Company HR at Divya Bhaskar Ahmedabad What is Induction? Induction training at Divya Bhaskar Research Methodology Data Analysis Suggestions Conclusion Wibography Annexure

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Profile of D. B. Corp. Ltd.

D B Corp Ltd. is engaged in printing and publication of Newspaper in three languages across 11 states, in Radio Business with "My FM" Radio station in 7 states and 17 cities along with strong web presence in India. Only media house to enjoy leadership at multiple states, in multiple languages.

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Name Of Company: Type Founded Headquarter Key people Industry Employees Website

D. B. Corp. Ltd Public August 13th 1958 Bhopal, India Ramesh Chandra Agarwal (Chairman) Media 604 ( In March 2010 at Ahmedabad Branch) www.bhaskarnet.com

HistoryDAINIK BHASKAR Group is one of the fastest growing media groups in India today. Bhaskar group began its journey with a fourpage newspaper from Bhopal, Madhya Pradesh in 1958 as family business by LATE SHREE DWARKA PRASAD AGARWAL father of the chairman of bhaskar group shree Ramesh chandra agarwal. Subsequently BHASKAR GROUP launched its editions in Gwalior in 1967, in indoor in1983, in Jabalpur in 1987.3

In 90s different editions started after RAMESH AGARWAL eldest son SUDHIR AGARWAL entered the family business and started taking interests in day-to-day operations. Further, it launched editions from Raipur in 1992 followed by Bilaspur in 1993. After achieving No. 1 status and strong leadership in 1995 in Madhya Pradesh, the group entered Rajasthan and launched its Jaipur edition in 1996, and sold 1.75 lacs copies on day one. Launching of Jaipur edition with a record sale of 1 lac plus copies on day one created history in the newspaper industry, which is now a case study in the top B schools of India. In 1997, the group launched its Ajmer, Jodhpur and Bikaner editions followed by Udaipur in 1998 and Kota in 1999. At this point, Ramesh Agarwals youngest son PAVAN AGARWAL, after graduating from United States, plunged into the business and expanded the operations in the field of IT and cable television. Since 1996, father and sons began transforming the group into a customer centric organization. Keeping this in mind, Dainik Bhaskar launched its Chandigarh edition in mind 2000 adapting Hinglish language pattern in editorial contents. Today it is the No. 1 newspaper in Chandigarh, Panchkula & Mohali. In the same year, Bhaskar entered into Haryana and captured the spillover market by launching its editions in Panipat and Hissar followed by Faridabad edition. After capturing a strong market in different States of North and Middle India, the group entered the State of Gujarat a non Hindi market, where local player were indomitable. Bhaskar group launched its Gujarati newspaper DIVYA BHASKAR in Ahmedabad on 22nd June, 2003. 4.5 lacs copies of newspaper were sold on the very 1st day which is also a case study at IIM, Ahmedabad In 2004 Divya Bhaskar launched its editions in Surat and Baroda and in 2005 Rajkot. In 2004, group took over another Gujarati newspaper SAURASHTRA SAMACHAR in Bhavnagar. In just four years Divya bhaskar has become a widely read newspaper across the State. And is No. 1

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newspaper in Ahmedabad. Baroda and Surat in terms of readership. It is a leading brand in news media in Ahmedabad today (AC Nielsen ORG Certified readership of 1.21 million). In September, 2004 the Group launched a monthly complete Hindi Magazine AHA! ZINDAGI for positive and good life. After setting many new trends in Hindi and Gujarati market. Bhaskar group in association with Zee launched its English newspaper DNA (DAILY NEWS & ANALYSIS) IN July, 2005 with a circulation of 3 lacs + copies with 5.95 lacs readers. Group also entered United States of Ahmedabad with a Gujarati Newspaper in New York City in 2005. It is a joint venture of Dainik Bhaskar and Cinemaya Media group. New York based public company.

Divya Bhaskar in circulated in following cities of United States of America: 8. Washington D.C 1. New York 2. New jersey 3. Connecticut 4. Pennsylvania 5. Illinois 6. Los Angeles 7. Maryland 9. Virginia 10. Georgia 11. Florida 12. Ohio 13. Michigan 14. Greater Toronto area

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Over a period, the group has diversified its business into Textile, solvent extraction, job printing, FMCG, IT and family entertainment.

Mission and Vision of Divya Bhaskar

Ramesh Chandra Agarwal, Chairman

Our DreamsThe dream of Bhaskar Group To emerge as a powerful group in the international media scenario in the next 5-10 years. Though our origin in India and we are rooted in India but our views and conduct are global. We shall study the world media and will follow the policies, which are unparalleled in the world. We are confident that we shall be able to develop as a strong media group. Our efforts shall not be confined merely to newspapers. We shall move ahead with time and shall reach the heights untouched by others.

Our motto1. The foundation of our operations and strategy rests on the following :o Entrepreneurship o Ambition o Innovation o Professionalism In the future, all our activities shall be influenced by these four values6

2. We are fully professional and committed to a goal, our views may be diverse but we respect this diversity in viewpoint. Moreover, our goal is above all this. We shall make sure not to compromise with our values in the process of achieving our goal 3. Every effort made by us shall be focused on progress and entrepreneurship

4. We consider creativity and innovation to be our top priorities. We shall always take care to excel in whatever we attempt and to strive to perform to the best of our potentialities. We will see to it that our performance should be extraordinary, effective and performed with complete dedication and single mindedness5. We believe in winning and working collectively. We believe in

performing something extraordinary and to be second to none. We honor those who are capable in materializing every ambition. In the nutshell, the above values should be a part of all our future strategies 6. We are an organization of the general public, so we give topmost priority to individual and his capacity to contribute 7. We shall provide our consumers with what they need and all our efforts will be directed towards this8. We admit that learning is the first key (MANTRA) to success. We

shall therefore create an environment, which provides maximum opportunities for people to LEARN 9. Regardless of the type of media we are in, we shall continue to play a positive role in the society

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Structure of Bhaskar GroupBhaskar Group is a diversified business conglomerate with interests in Media & IT Power , Agro processing , Textiles ,FMCG, Real Estate & SEZ , Amusement parks etc .

Media

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MagazinesAha Zindagi, Bal Bhaskar, Lakshya, Young Bhaskar

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Electronic Media

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This runs the event marketing busines

Agro ProcessingThe Solvent Division of Bhaskar Group a leading name in the field Edible Oils, through its various manufacturing units located in India and Sri Lanka has a total crushing capacity of 7000 TPD and refining capacity of 1000 TPD.

TextilesBhaskar Industries Ltd the textiles arm of the group with manufacturing Facilities at Bhopal has a capacity of producing 17500 TPA of coarse count cotton yarn and 44 million meters per annum of denim fabric.

PowerD B Power is setting up 1200 MW thermal power plant at Badadaraha dist. Janjagir Champa (C.G.) Another Thermal Power Plant of 1200 MW capacity is proposed in dist. Singrauli (M.P.). 4.5 MW Wind power is operational near Ratlam (M.P.).

Coal MineBhaskar Group has been allocated 100 Million Ton of Coal block Durgapur 11 / Saria at Dharmajaygarh , Dist . Raigarh (C.G.).

Real Estate , SEZ & Amusement parkThe group is developing Mall and Multiplex at Bhopal with a built up area of1.3 Million sq feet and 300 Thousand sq feet Mall in Gwalior . Multiple housing and hotel projects are on anvil in Madhya Pradesh , Rajasthan and Gujarat , Sun City famous amusement & Water Park in Gwalior (M.P.). Received in principal approval for two multi products SEZ and one IT / ITES specific SEZ at Indore (M.P.). Raipur (C.G.). and Chindwara (M.P.) respectively.

FMCGInConsumer products , Bhaskar is marketing iodized salt by the brand name of Bhaskar Salt by the brand name of Bhaskar Salt and Aata in the name of Tanman.

Information TechnologyNetwork for Information & Computer Technology ( NICT ) strives to bridge the digital divide with the deployment of Information Technology for the improvement of socioeconomic scenario of the society through its projects of Education , E-Governance And information dissemination in Madhya Pradesh , Rajasthan and Delhi. The brand Bhaskar is today synonymous with success , quality , dynamism and ethics in millions of households across India and the corporate world alike.

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Coverage of Bhaskar group24% of Indian urban Population resides in D B Corp Market across 11 states with 48 editions and 128 district editions. Our Hindi daily Dainik Bhaskar is present in 9 states with 27 editions. Our Gujarati Newspaper Divya Bhaskar is present in Gujarat and Maharashtra with 7 editions. Our business daily Business Bhaskar is present in 5 states with 7 editions and Our franchisee edition of DNA in English is present in 2 states with 2 editions.

Consistency & Growth

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ACHIEVEMENTS OF D B Corp. Ltd.

Dainik Bhaskar wins award at INMA Awards, 2010 in the category

of "Marketing Solutions for Advertising Clients"

MY FM 94.3 receives 2010 INTERNATIONAL BROADCASTING EXCELLENCE AWARD

Bhaskar Group chairman gets the Saraswati Puraskar

Dainik Bhaskar won Bronze Award for Print Advertising Sales and Retention category at INMA (International Newsmedia Marketing Association)

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Dainik Bhaskar won Bronze Award for Public Relations and Community services category at INMA (International Newsmedia Marketing Association)

Dainik Bhaskar Won Media Abby's Bronze Award at Goafest.

Dainik Bhaskar won Platinum Award for public Service category at 39th Creativity

Dainik Bhaskar won Silver Award for Newsletter B2B category at

39th Creativity

Dainik Bhaskar won Gold Awards at the Global Youth Marketing Forum for Best Creative TV

Divya Bhaskar is PrintWeek India Newspaper Printer of 2009

Chairman received Rajeev Gandhi Award for lifetime achievement in journalism

Dainik Bhaskar Rajasthan entry identified as Orbit Breaking

Innovation14

Divya Bhaskar wins IFRA 'Best in Print'

Dainik Bhaskar adjudged Consumer Superbrand (2009-10)

Girish

Agarwal Director DBCL adjudged Outstanding Entrepreneur APEA

WORLD LARGEST TEA PARTY : INDORE Guinness World Record Marico Innovation India Award for Business Innovation 200708 Ernst & Young Entrepreneur of the Year 2006 APMA Awards (Asian Publishing Management Awards) Gold Award for Best Launch in Punjab IFRA Asia's Annual Media Awards 2004 Best In info graphics Newspaper (Gold Award)

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HR at Divya Bhaskar AhmedabadDIVYA BHASKAR project in Ahmedabad was completed in just 189 days, which is considered to be the fastest ever completion of newspaper project in India. And on the very first day of its launching, the group successfully sold 4.76 lacs copies of DIVYA BHASKAR. The most important aspect of this project was that it took only 189 days to start full fledge operations (from purchasing of site to launching of first edition).

Grade StructureIn the organization the employees have been assigned grades as per their designation, profile and seniority. Grade-wise distribution is mentioned below:

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Grade M0

Designation Executive director / Group heads(corporate)/ Presidents / Vice presidents/ Associate vice president / Group Chief Editors / Sr. Editors State Heads /AVP / Chief general Managers / Sr.GM / GMs / Editors

M1

M2

General Managers / DGM / AGMs / Dy. Branch Controller / Chief Manager / Resident Editors / Executive Editors

M3 M4

AGM / Chief Managers / Sr. Manager/ News Editor Managers / Dy Manager / Asst. Managers / Dy. News Editors/ Sr. Sp. Correspondents Asst. Managers / Sr. Executives / Sr. Reporters / Sp. Correspondents

M5

MT E1 E2 E3 ET S1/S2 O1/O2

Management Trainees Sr. Executives / Executive Executives Executive / Jr. Executives Executive Trainee Sr. supervisor / Staff / Assistants Operators (Skilled & Unskilled)

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Recruitment and Selection proceduresThe basic parameters for recruitment in Bhaskar Group include: Uniform procedure of recruitments throughout the Group Equal opportunity & fair treatment to all In-house candidates to be considered first & given preference over outside candidates

There are some of the guidelines, which are observed while recruiting any new candidate at Divya Bhaskar Group. They are: Each unit/location has a manpower plan and the proposed Organization Structure at the beginning of the Financial Year. Each department has a clear requirement of employees along with proposed Designations & Grades for each individual. The requirement is then submitted for approval from MD/Directors.

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Each appointment is made keeping in mind the sanctioned limit of the Manpower budget.

Sources of Recruitment:Internal Sources: Promotions and transfers of those who are currently employed are made, depending upon the need of the hour. External Sources: Advertisements Walk-ins Collages and educational institutes. Recruiting Agencies or consultants Candidates are short-listed/screened by using interview method. The Candidate is interviewed by HR manager, Dept Head and Operational Head depending upon the position being filled. After selecting the candidate an offer letter is issued. The selected candidate reports to the HR Department on the day of joining. He/She is required to complete all the joining formalities by filling up Joining and Personal History Forms and submitting all the necessary documents like experience certificates, copies of Educational Qualifications, resident proof, Birth proof, etc After completion of all the joining formalities, HR department plans the Induction schedule for the candidates.

ProbationProbation is a period of training and testing a person who has stated a new job. On successful completion of probation, employee is confirmed. Bhaskar Groups Probation policy is as mentioned below: Initial appointment is M4/M5/E & S grade would be made on probation. This is to observe the performance of the new employee before absorbing in the respective location/department.19

If the performance of an employee, during the probation, is not satisfactory or not up to the level of expectation, the period is extended for a period of 6 months. If in the extended probation period the performance does not shows significant improvement, the employment may be terminated without any notice. In any of these situations, all locations are required to take the opinion of corporate HR/State HR department.

Leave and Other BenefitsBesides annual holidays declared by the Group, three types of paid leave are allowed to the employees: 1) Casual Leave 2) Medical Leave 3) Privileged Leave or Earned Leave All other forms of absence are treated as Leave without Pay. If any employee remains absent from his/her duty without intimation or sanction exceeding seven days, the Management at its sole discretion may terminate the employee from his/her services.

Assistance & BenefitsHousing Assistance Eligibility: All M grades Employees are covered under this policy What does it Covers: This policy extends assistance for home search in the form of Agent/Broker Contact

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The company will also reimburse paid (one time in each location), on providing the necessary documents. The amount will be to a maximum of 15 days to 1 month, depending on location.

If the employee changes residence due to compelling reasons beyond control within 3 months, the location head can evaluate and recommend the employee case for extension/enhancement of the assistance. What if the requires deposit is above the limit? In case the deposit is for more than two months, the extra amount is treated as advance which is recovered in 12 months period without interest. If the amount of deposit is more than 12 months of the rent, the amount would be treated as loan and the notional interest on such a loan would be added to the CTC. In case of change of house in the same city or otherwise, the deposit/advance amount will not be extended again. The Process owner for Housing Assistance will be Corporate HR/ State HR or local HR/ Admin

Salary Advance Advance implies amount taken against salary and does not invite the interest burden. The contact person is State/ Location head and the formalities are to the processed by Finance and Accounts. There are two types Salary advances in the organization: Normal Advance

Advance of up to 2 months salary (Basic only) is extended based on the employees personal requirement. In case of medical exigency this limit is raised to 3 moths of basic pay Specific Advance

The advance can be availed for the specific purposes which are listed below along with admissibility and deductible installments.

Purpose

Limit of Advance (Basic Maximum

No.21

of

Salary) Marriage of self, sister or 3 months children Marriage of any 2 months member/celebration within the family Others (Medical exigency) 3 months

Installments 12 6 12

Loans

The Various types of loans available are: 4 Wheeler/2 Wheeler Loan Furniture Loan Housing Loan Other Loans

Cell Phone The company encourages the employees to own cell phones and has now stopped providing cell phone. The company will provide up to 1 month basic salary as an advance to buy an instrument deductible in 12 monthly equal installments. Employees in M1/1 and above grade are entitled to two instruments and may take second instrument not costing more than 10,000. Gift on Marriage

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The following amounts are permissible as a gift to employees for marriage within their immediate family

Reason Marriage(Self) Marriage(Sister) Marriage(Son) Marriage(Daughter)

Amount(INR) 2,100 3,100 3,100 5,100

Application for such a request has to be routed through the HOD/Unit Head to the local Accounts Department, which will process payments

Medical FacilitiesThe Company provides Mediclaim facility to all its M Grade & E Grade Employees whose CTC is above Rs. 15000/-. Mediclaim Policy covers the employee, his/her spouse and up to 2 unmarried dependent children. In case, if the employees are not married both the parents can be included in the policy. In this policy, any one member in the family is covered up to the insured amount for any illness leading to hospitalization.

For Group/Personal Accident Insurance, following categories of employees are entitled: 1. All Marketing/Sales field force.2. All SMD, Accounts Staff, whose nature involves touring for

specific purposes. 3. Production Staff excluding staff not involved directly with production process.23

4. Editorial Staff i.e. field reporters, photographers. Under this scheme, the insured employees are entitled to fixed compensation for disablement owing to accident during the course of employment. In the event of death due to an accident, they are compensated. This scheme is applicable to an employee from the date of his/her joining the Group.

Employee Contingency Fund The main objective of ECF is to provide financial support to the family on the death of 'working employee' and to provide financial assistance in case of sustained or extended illness of the working employee or dependent member of his 'immediate family'. It comes from two sources: a. from the employees. b. from the individual units i.e. publication centers, printing units, etc.

Exit PolicyExit Policy of Bhaskar Group lays down certain guidelines in case of separation of employee on account of resignation, termination or retirement. Procedure includes, M Grade employees intending to leave required to submit their resignation to the concerned Head of the Department, who in course will forward the24

letter along with his/her comment to the State Head, Local HR Department and Corporate HR. The Local HR Department on receipt of resignation is required to arrange Exit Interview by the Appropriate Authority. Exit Interview Forms are required to be filled in by the Authority conducting interview. Before leaving, the employee is required to collect No Dues Certificate from all the Departments and submit it to the Finance & Accounts Department. After this, the concerned HR Department issues the relieving letter and experience certificate to the outgoing employee. Each employee intending to leave is required to give resignation with proper notice in advance. In absence of such notice, employee is liable to pay in lieu of the notice period.

Induction, orientation or IndoctrinationWhat is Induction Training?

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Induction training is a technique, by which a new employee is rehabilitated into his surroundings and introduced to the practiced, polices and purposes of the organization. In other words, it is a welcoming process. Typically, induction training conveys General information about the daily work routine; a review of firms history, founding fathers, objectives, operations and products or services, as well as how the employees job contributes to the organizations needs; and a detailed presentation, perhaps, in a brochure, of the organizations policies, work rules and employees benefits. The broad aim of the induction process is to provide information to new Members of your Faculty or Service to enable them to carry out their required Role and responsibilities to a high and consistent standard.

Objectives of Induction Training Induction training helps minimize what might be called the reality shock some new employees undergo. This reality shock is caused by the incompatibility between what the employee except in their new jobs in the realities they are confronted with.

The idea is to make the new employees feel "at home" in the new environment.

Effective induction training reduces the anxiety of new employees by providing them information on the job environment and on Supervisor, by introduces them to co-workers, and by encouraging them to ask questions.

Induction makes new hires become productive to the company

quickly.

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Good induction training will create a favorable impression of the

firm and its work which helps to form a good relationship.

Effectiveness of an induction training can have a lasting effect on

absenteeism and turnover.

Induction ProcedureThere is no model induction procedure. Each industry develops its own procedure as per its needs. The procedure should basically follow these steps: First, the new person needs time and a place to report to work. Second, it is very important the supervisor or the immediate boss meet and welcome the employee to the organization. Third, administrative work should be completed. Such items as vacations, probationary periods, medical absences, suggestion systems should be covered. Fourth, the departmental induction can be conducted. This should include a get acquainted talk, introduction to the department, explanation of the function of the department, and job instruction to whom he should look for help when he has any problem. Fifth, verbal explanations are supplemented by a wide verity of printed material, employee hand book, flyers, employee manuals, house journals, picture stories, comics and cartoons, pamphlets, etc. Along with short guided tour around the plant.

Induction program usually cover things like employee compensation benefits, personal policy, the employee's daily routine, company organization and operations, and safety measures and regulations. The new employee supervisor is often given an induction check list, personal policies, the employee's daily routine, company organization and operations, and safety measures and regulations.

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Typical Techniques of Induction programmeA typical induction programmme should consist primarily of three steps:

A) General orientation by the staff of the personnel department: B) Specific orientation by the job supervisor, or his representative; and C) Follow-up orientation by either the personnel department or the Supervisor.

The first phase of the program should ordinarily be conducted by the personnel department. This type of induction is general, for it gives the necessary general information about the history and operation of the firm -the purpose of which is to help an employee to build up some pride and interest in the organization. The batter policy is not to give everything in one day, but to administer small doses over a long period. At the second stage, induction should be conducted by the job supervisor. Induction is specific and requires skill on the part of the foreman. The employee is shown the department and his place of work, introduced to other employees, informed of the location of the bathrooms, lavatories, canteens, and time clock; and told about the organization's specific practices and customs. The purpose of specific induction is to enable an employee to adjust himself to his work and environment. Follow-up induction takes place sometime within one week to six months from the time of the initial hiring orientation. It is conducted either by a foreman or a specialist. Its purpose is to find out whether the employee is reasonably well-satisfied with him. Through personal talk, guidance and counseling, efforts are made to remove the difficulties experienced by the new comer.

Evaluation of Induction Programme28

Generally, firms with formal induction programmes ask employees to complete a questionnaire evaluating the program. It is desirable that the questionnaire is administer after some length of time, in order to enable the employee to gain some prospective about the work and the company. In the alternative, the HR representative or the supervisor may conduct follow-up interviews to elicit the employee's opinion. Group discussion sessions can also be held with new employees who have settled comfortably in to their jobs.

Whatever the approach, the feedback from the employees enables of firm to adopt its induction program to the specific suggestions of the new employees. In editions, firms should realize that the new employee will receive an orientation that could help them improve their performance. It is certainly in the best interest of the firm to have well planned and wellexecuted program

Problems of InductionAn induction program can go wrong for a number of reasons. The HR department should try to avoid such errors. Some of them are as follows:

1) Supervisor who is entrusted with the job is not trained or is too busy.

2) Employee is overwhelmed with too much information in short time.

3) Employee is overloaded with forms to be completed.

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4) Employee is given only menial tasks that discourage job interest and company loyalty. 5) Employee is asked to perform tasks were there are high chances of failure that could needlessly discourage the employee. 6) Employee is pushed in to the job with a sketchy orientation under the mistaken belief that 'trial by fire' is the best orientation. 7) Employee is forced to fill in the gaps between a board orientation by the HR Department and a narrow orientation at the departmental level. 8) Employee is thrown in to action too soon. 9) Employee's mistakes can damage the company. 10) Employee may develop wrong perceptions because of short periods spent on each job.

Induction Training in Divya BhaskarHR Inducts employees in to Bhaskar on the day of joining through an internal induction program. This program designed to familiarize employees with the organization and its members and other work related facilities.30

The formal induction program is conducted in the first week of every month and can range from one fourteen days depending on the job profile. All M-Grade appointees would go through an induction orientation program at the corporate office, Bhopal through the training and Development cell of the corporate HR Department. During induction, employees are given information on the history, vision and core values of the company and on the companys business, project 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.

WHO is responsible for Induction? The state unit corporate HR person will be responsible for induction process. Unit Head and head of Department at each location and the person to whom the candidate is to finally report will be facilitator for the system. As a process requirement, no employee above grade M3 shall join functional responsibilities without going through the induction. For other grades, Induction orientation will be completed within 15days of their joining the organization.

How is this monitored?The offer date, the joining date, the actual joining date, the induction period and reason for any delays in any of the events in the chain, shall be documented process points at HR and part of the annual performance criteria.

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What is the schedule and period of Induction?The corporate HR department in Consultation with the department head will decide the schedule of induction orientation for employees in the M3 grade and above.

Induction DurationM1 and above: 7 days to 21 days

M2/M4:

3 days to 7 days

M4/M5:

1 day to 3days

E/S Grades: According requirement of the profile but not exceeding 2 days.

For levels other then M Grade the induction and orientation schedule would be coordinated by the local HR and Administration.

Employee on joining the org will be given a welcome kit comprising. Org Diary First set of visiting cards HR Manual ID card Lather briefcase (M2 + and Unit Heads) Official Tie

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Research methodologyObjective of the study: The Study has been conducted as a part of study programme. Moreover, the aim of this study was to study the induction training of employee at different grades. Besides, finding the height of the induction training of employees, Study also aimed at arriving at a conclusion about which factor leads to dissatisfaction.1. RESEARCH DESIGN: Exploratory Research

2. RESEARCH METHOD: Personal Interview

3. SCALING METHOD: Non parametric scale: - Likert scale

Responses were collected on 5 point and 3 point scale rate basis (Excellent, Good, Average, Poor, Very poor And Agree, Disagree, neutral)

4. RESEARCH INSTRUMENT: Questionnaire

5. SAMPLE SIZE: 20

6. SAMPLING TECHNIQUE: Convenient Sampling

7. AREA OF RESEARCH: Divya Bhaskar

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8. NUMBER OF OBSERVERS: One

Limitation of studyThere were certain limitations of this study, like; people in different grades were unenthusiastic to fill up the Questionnaire as they misunderstood the survey as the one being conducted by the organization. Secondly due to this to some extent people feared disclosing some information. However, overall response to study was good. Time constraint was major limitation in this study. Because of time constraint sample size was restricted to 20.

Data AnalysisDemographic profile of respondents

1] Grade:

Out of total respondents, 8 employees from M Grade; where as other 12 employees were from E Grade. Employees of all levels were interviewed for the purpose of this survey.

2] Gender

Out of the total respondents, 16 employees were males and 4 were females.34

Initial Welcome

How will you rate your initial welcome and introduction in to your new job? Feedback Excellent Quantify 5 Good 8 Average 7 Poor 0 Very Poor 0 Total 20

During survey it was found that 25% of the total respondent employees are highly satisfied with their initial welcome with the rate of Excellent. 40% of employees are rating their initial welcome with the rate of Good. 35% of the total employees were rating their initial welcome with the rate of Average.

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Response from HR departmentHow will rate the response from HR department? Feedback Excellent Quantify 4 Good 10 Average 6 Poor 0 Very Poor 0 Total 20

20% of the total employees are highly satisfied from the response of HR department with the rate of Excellent.50% respondent employees are rating their response as a Good. 30% respondents expressed their mere dissatisfaction by the rating of Average.36

In case of response from HR department, employees in M Grade seemed more satisfied compared to employees in E Grade.

Days for Induction TrainingOut of 20 employees the day-wise distribution of induction Training Programme mentioned below:

No. of employees

Days of Induction Training

02 03 04

5 Days 4 Days 3 Days

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07 04EMBED Excel.Chart.8 \s

2 Days 1 Day

Total: 20 Employees Out of total number of employees almost 75% employees are satisfied with the induction training programme.

Mode of Induction Training used in the organizationDivya Bhaskar uses the following mode for induction training Class room induction from senior staff Online induction Lecture given by hr department

Information given in Induction TrainingHow will you rate the information that you have been given in the induction training which has been job specific? Feedback Excellent Quantify 2 Good 15 Average 3 Poor 0 Very Poor 0 Total 20

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When asked about the Information given in Induction Training 10% respondents were rating as a Excellent. 75% employees preferred rating as a Good. And 15% respondents were rating by Average. They were somehow dissatisfied with the information given in the Induction Training.

EMBED

Excel.Chart.8

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Overall Induction Training

39

How will you rate the overall induction training? Feedback Excellent Quantify 1 Good 17 Average 2 Poor 0 Very Poor 0 Total 20

When asked about Overall Induction Training to the respondents 5% employees were more satisfied than other employees. They were rating their reply through Excellent. 85% respondents were reply by Good. And 10% employees were somehow dissatisfied so they were reply with Average

EMBED

Excel.Chart.8

\s

Excellent opportunity for newcomers40

Do you agree that induction training provides an excellent opportunity for? Newcomers to learn comprehensively about the organization? Feedback Quantify Agree 18 Disagree 2 Neutral 0 Total 20

When asked about the opportunity for newcomers to the employees in any organization 90% employees replied with positive answer and 10% employees replied with negative answer

EMBED

Excel.Chart.8

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Suggestions

Overall Induction Training in Divya Bhaskar found at a good level

There is no perfect time period for the employee in the Induction training. I would like to suggest that every grade has distributed the perfect time period for the training.

The Induction Training should be fast and accurate for better result from employees.

During the Induction Training instead of only meeting with HODS, HR should also arrange a meeting with subordinates also.

A welcome kit with all relevant document, Diary, Stationary should be given

There should be junior HR person to introduce new comer to all the department and staff.42

There should be given brochure of companys policy, rules, working time, leave and all.

Even respondents were asked to make suggestion to improve the Induction Training.. However most of the employees were content and happy with their Induction Training, very few have offered suggestions.

ConclusionAn induction Training is a very important part of an organizations HR Management system. Although not many companies have realized it's important yet. But on completion of this project I have come to a conclusion that the induction manual should be made and integral part of the organization's policy.

An induction training of gives a snapshot of the company to the new joinee and help them to prepare and understand that profile and responsibilities.43

The project overall has been a great running experience for me. It gave me an opportunity to implement my theoretical concept of HR to the actual organization.

Websites

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HYPERLINK "http://www.mypdfsearch.com"www.mypdfsearch.com

HYPERLINK "http://www.citehr.com"www.citehr.com

HYPERLINK "http://www.coolavenue.com"www.coolavenue.com

www.divyabhaskar.comHYPERLINK "http://www.dainikbhaskar.com"www.dainikbhaskar.com HYPERLINK "http://www.bhaskarnet.com"www.bhaskarnet.com

www.slideshare.net

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Annexure - IQUESTIONNAIRE FOR INDUCTION TRAINING SURVEYGrade :___________

DATE__________ DEPARTMENT: ___________________________

DESIGNATION: - ___________________________1) How will you rate your initial welcome and introduction in to your new job? Excellent Very Poor 2) Good Average Poor

How will rate the response from HR department? Good Average Poor

Excellent Very Poor 3)

Your induction program lasted for how many days? Days___________

4)

Was duration of the training sufficient? Agree Disagree Neutral

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5)

What mode of induction method is normally used in your organization? a) Class room induction from senior staff b) External consultants c) Online induction d) Lectures given by hr department e) others_______

6)

Did you receive any welcome kit? Yes No

7)

Did you receive any brochure of organizations policy, work rules and employee benefit? Yes No

8)

Were you briefed about organizations history? Yes No

9) Were you informed regarding organizations values, ethics and principles? Agree Neutral 10) Were you informed about the organization structure of Divya Bhaskar? Agree Neutral 11) Were you informed regarding organizations work culture? 47 Disagree Disagree

Agree Neutral

Disagree

12) Did you get an opportunity to meet the relevant key people identified within your Organization? Agree Disagree Neutral

13) Did you feel that the role that you undertake within the organization was clearly explained to you during the induction training? Agree Neutral 14) How will you rate the information that you have been given in the induction training which has been job specific? Excellent Very Poor Good Average Poor Disagree

15) What are the facilities provided during Induction? LCD OHP Any other________ Books Audio

16) Are you satisfied with the facilities available? Yes No

If no, please give your suggestions in providing better facilities during ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ______________________________________________ 48

17)

How will you rate the overall induction training? Good Average Poor

Excellent Very Poor

18) Is Your Feedback on Induction modules considered? Yes Not at all To some Extent

19) Do you agree that induction training provides an excellent opportunity for newcomers to learn comprehensively about the organization? Agree 20) Any Suggestion? Disagree Neutral

Your valuable suggestions are important for us to improve the efficiency of Induction activity. Please suggest liberally. __________________________________________ ________________ ______________________________________________ ______________________________________________ __________________________ *********** ______________________Thank you__________________________ ***********

Annexure IIHow will you rate your initial welcome and introduction in to your new job? Feedback Quantify Excellent 5 Good 8 Average 7 Poor 0 Very Poor 0 Total 20

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How will rate the response from HR department? Feedback Quantify Excellent 4 Good 10 Average 6 Poor 0 Very Poor 0 Total 20

Your induction program lasted for how many days? Feedback Quantify 5 Days 2 4 Days 3 3 Days 4 2 Days 7 1 Day 4 Total 20

Was an induction program sufficient duration? Feedback Quantify Agree 15 Disagree 3 Neutral 2 Total 20

What mode of induction method is normally used in your organization? Feedback Class room induction by senior staff 7 External consultants Online induction Lectures given by hr departmen t 7 Others Total

Quantify

0

6

0

20

Did you receive any welcome kit? Feedback Quantify yes 8 No 12 Total 20

Did you receive an y brochure of organizations policy, work rules and employee benefit? Feedback Yes No Total

50

Quantify

8

12

20

Were you briefed about organizations history? Feedback Quantify Yes 16 No 4 Total 20

Were you informed regarding organizations values, ethics and principles? Feedback Quantify Agree 16 Disagree 2 Neutral 2 Total 20

Were informed about the organization structure of Divya Bhaskar? Feedback Quantify Agree 18 Disagree 0 Neutral 2 Total 20

Were you informed regarding organizations work culture? Feedback Quantify Agree 17 Disagree 2 Neutral 1 Total 20

Did you get an opportunity to meet the relevant key people identified within your Organization? Feedback Quantify Agree 18 Disagree 0 Neutral 2 Total 20

Did you feel that the role that you undertake within the organization was clearly explained to you during the induction training? Feedback Quantify Agree 16 Disagree 0 Neutral 4 Total 2051

How will you rate the information that you have been given in the induction training which has been job specific? Feedback Quantify Excellent 2 Good 15 Average 3 Poor 0 Very Poor 0 Total 20

What are the facilities provided during induction? Feedback Quantify LCD 8 OHP 5 Books 2 Manual 5 Audio 0 Total 20

Are you satisfied with the facilities available? Feedback Quantify Yes 16 No 4 Total 20

Was your feedback on induction modules considered? Feedback Quantify Yes 15 To some Extent 5 Not at all 0 Total 20

How will you rate the overall induction training? Feedback Quantify Excellent 1 Good 17 Average 2 Poor 0 Very Poor 0 Total 20

Do you agree that induction training provides an excellent opportunity for? Newcomers to learn comprehensively about the organization? Feedback Quantify Agree 18 Disagree 2 Neutral 0 Total 20

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