INDEX

Sr. Particulars Page

No no.

1 Profile of D. B. Corp. Ltd. 2

2 History of Company 3

3 Overview of Company 5

4 Achievement of Company 10

5 HR at Divya Bhaskar Ahmedabad 12

6 What is Induction? 20

7 Induction training at Divya Bhaskar 24

8 Research Methodology 26

9 Data Analysis 27

10 Suggestions 34

11 Conclusion 35

12 Wibography 36

13 Annexure 37

1
 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.

2
 Name Of Company: D. B. Corp. Ltd

Type Public
Founded August 13th ’1958
Headquarter Bhopal, India
Key people Ramesh Chandra Agarwal
(Chairman)
Industry Media
Employees 604 ( In March 2010 at
Ahmedabad Branch)
Website www.bhaskarnet.com

History
DAINIK BHASKAR Group is one of the fastest growing media
groups in India today. Bhaskar group began its journey with a four-
page 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 90’s 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
Agarwal’s 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

4
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 9. Virginia

2. New jersey 10. Georgia

3. Connecticut 11. Florida

4. Pennsylvania 12. Ohio

5. Illinois 13. Michigan

6. Los Angeles 14. Greater Toronto area

7. Maryland

5
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 Dreams
The 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 motto
1. 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 values

6
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 mindedness

5. 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 this

8. 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

7
 Structure of Bhaskar Group
Bhaskar Group is a diversified business conglomerate with interests in
Media & IT Power , Agro processing , Textiles ,FMCG, Real Estate & SEZ
, Amusement parks etc .

Media

8
 Magazines
Aha Zindagi, Bal Bhaskar, Lakshya, Young
Bhaskar

9
Electronic Media

10
 This runs the event marketing
busines
Agro Processing
The 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.

Textiles
Bhaskar 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.

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

Real Estate , SEZ & Amusement park

The 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.

FMCGIn
Consumer 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 Technology
Network 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.

11
 Coverage of Bhaskar group
24% 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

12
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)

13
 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

Innovation

14
 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 2007–08

 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)

15
 HR at Divya Bhaskar Ahmedabad

DIVYA 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 Structure
In 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 Designation

M0 Executive director / Group heads(corporate)/ Presidents / Vice

presidents/ Associate vice president / Group Chief Editors / Sr.
Editors

M1 State Heads /AVP / Chief general Managers / Sr.GM / GMs / Editors

M2 General Managers / DGM / AGM’s / Dy. Branch Controller / Chief

Manager / Resident Editors / Executive Editors

M3 AGM / Chief Managers / Sr. Manager/ News Editor

M4 Managers / Dy Manager / Asst. Managers / Dy. News Editors/ Sr.

Sp. Correspondents

M5 Asst. Managers / Sr. Executives / Sr. Reporters / Sp. Correspondents

MT Management Trainees

E1 Sr. Executives / Executive

E2 Executives

E3 Executive / Jr. Executives

ET Executive Trainee

S1/S2 Sr. supervisor / Staff / Assistants

O1/O2 Operators (Skilled & Unskilled)

17
 Recruitment and Selection procedures
The 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.

Probation
Probation is a period of training and testing a person who has stated a new
job. On successful completion of probation, employee is confirmed.
Bhaskar Group’s 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.

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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 Benefits

Besides 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 & Benefits

Housing 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

employee’s 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. of

21
 Salary) Installments
Marriage of self, sister or 3 months 12
children
Marriage of any 2 months 6
member/celebration within
the family
Others (Medical exigency) 3 months 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

22
The following amounts are permissible as a gift to employees for marriage
within their immediate family

Reason Amount(INR)

Marriage(Self) 2,100

Marriage(Sister) 3,100

Marriage(Son) 3,100

Marriage(Daughter) 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 Facilities

The 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 Policy

Exit 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 the

24
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
Indoctrination

What is Induction Training?

25
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

firm’s history, founding fathers, objectives, operations and products or
services, as well as how the employee’s job contributes to the
organization’s needs; and a detailed presentation, perhaps, in a brochure, of
the organization’s policies, work rules and employee’s 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.

26
  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 Procedure
There 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.

27
 Typical Techniques of Induction programme
A 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 Programme

28
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 well-
executed program

Problems of Induction

An 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.

29
 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 Bhaskar

HR 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 company’s business, project and
products.

Employees are also oriented to the various policies, practices and

guidelines the organizational structure, the facilities available and the
company’s 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.

31
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 Duration
M1 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

32
 Research methodology
Objective 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

33
8. NUMBER OF OBSERVERS: One

Limitation of study
There 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 Analysis

Demographic 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 Good Average Poor Very Total

Poor
Quantify 5 8 7 0 0 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’.

35
Response from HR department

How will rate the response from HR department?

Feedback Excellent Good Average Poor Very Total

Poor
Quantify 4 10 6 0 0 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 Training

Out of 20 employees the day-wise distribution of induction

Training Programme mentioned below:

No. of employees Days of Induction Training

02 5 Days

03 4 Days

04 3 Days

37
07 2 Days

04 1 Day
EMBED Excel.Chart.8 \s

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

organization
Divya 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 Training

How will you rate the information that you have been given in the induction
training which has been job specific?

Feedback Excellent Good Average Poor Very Total

Poor
Quantify 2 15 3 0 0 20

38
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 \s

Overall Induction Training

39
 How will you rate the overall induction training?
Feedback Excellent Good Average Poor Very Total
Poor
Quantify 1 17 2 0 0 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 newcomers

40
Do you agree that induction training provides an excellent opportunity for?
Newcomers to learn comprehensively about the organization?

Feedback Agree Disagree Neutral Total

Quantify 18 2 0 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 \s

41
 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 HOD’S, 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 company’s 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.

Conclusion

An induction Training is a very important part of an

organization’s 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

44
 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.com
HYPERLINK
"http://www.dainikbhaskar.com"www.dainikbhaskar.com

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

www.slideshare.net

45
 Annexure - I

QUESTIONNAIRE FOR INDUCTION TRAINING

SURVEY

Grade :- ___________

DATE__________

DEPARTMENT: - ___________________________

DESIGNATION: - ___________________________

1) How will you rate your initial welcome and

introduction in to your
new job?

Excellent Good Average Poor

Very Poor

2) How will rate the response from HR department?

Excellent Good Average Poor

Very Poor

3) Your induction program lasted for how many days?

Days___________

4) Was duration of the training sufficient?

Agree Disagree Neutral

46
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 organization’s

policy, work rules and employee benefit?

Yes No

8) Were you briefed about organization’s history?

Yes No

9) Were you informed regarding organization’s values,

ethics and
principles?

Agree Disagree
Neutral

10) Were you informed about the organization

structure of Divya
Bhaskar?

Agree Disagree
Neutral

11) Were you informed regarding organization’s work

culture?

47
 Agree Disagree
Neutral

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 Disagree
Neutral

14) How will you rate the information that you have been
given in the
induction training which has been job specific?

Excellent Good Average Poor

Very Poor

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?

Excellent Good Average Poor

Very Poor

18) Is Your Feedback on Induction modules considered?

Yes To some Extent

Not at all

19) Do you agree that induction training provides an

excellent opportunity
for newcomers to learn comprehensively about the
organization?

Agree Disagree Neutral

20) Any Suggestion?

Your valuable suggestions are important for us to improve

the efficiency of Induction activity. Please suggest
liberally.
__________________________________________
________________
______________________________________________
______________________________________________
__________________________

***********

______________________Thank
you__________________________

***********

Annexure – II

How will you rate your initial welcome and introduction in to your new job?

Feedback Excellent Good Average Poor Very Poor Total

Quantify 5 8 7 0 0 20

49
 How will rate the response from HR department?

Feedback Excellent Good Average Poor Very Poor Total

Quantify 4 10 6 0 0 20

Your induction program lasted for how many days?

Feedback 5 Days 4 Days 3 Days 2 Days 1 Day Total

Quantify 2 3 4 7 4 20

Was an induction program sufficient duration?

Feedback Agree Disagree Neutral Total

Quantify 15 3 2 20

What mode of induction method is normally used in your organization?

Feedback Class External Online Lectures Others Total

room consultants induction given by hr
induction departmen
by senior t
staff
Quantify 7 0 6 7 0 20

Did you receive any welcome kit?

Feedback yes No Total
Quantify 8 12 20

Did you receive an

y brochure of organization’s policy, work rules and employee benefit?

Feedback Yes No Total

50
 Quantify 8 12 20

Were you briefed about organization’s history?

Feedback Yes No Total

Quantify 16 4 20

Were you informed regarding organization’s values, ethics and principles?

Feedback Agree Disagree Neutral Total

Quantify 16 2 2 20

Were informed about the organization structure of Divya Bhaskar?

Feedback Agree Disagree Neutral Total

Quantify 18 0 2 20

Were you informed regarding organization’s work culture?

Feedback Agree Disagree Neutral Total

Quantify 17 2 1 20

Did you get an opportunity to meet the relevant key people identified within your
Organization?

Feedback Agree Disagree Neutral Total

Quantify 18 0 2 20

Did you feel that the role that you undertake within the organization was clearly
explained to you during the induction training?
Feedback Agree Disagree Neutral Total
Quantify 16 0 4 20

51
 How will you rate the information that you have been given in the induction
training which has been job specific?

Feedback Excellent Good Average Poor Very Poor Total

Quantify 2 15 3 0 0 20

What are the facilities provided during induction?

Feedback LCD OHP Books Manual Audio Total
Quantify 8 5 2 5 0 20

Are you satisfied with the facilities available?

Feedback Yes No Total

Quantify 16 4 20

Was your feedback on induction modules considered?

Feedback Yes To some Extent Not at all Total

Quantify 15 5 0 20

How will you rate the overall induction training?

Feedback Excellent Good Average Poor Very Poor Total
Quantify 1 17 2 0 0 20

Do you agree that induction training provides an excellent opportunity for?

Newcomers to learn comprehensively about the organization?

Feedback Agree Disagree Neutral Total

Quantify 18 2 0 20

52
53