February 4, 2013

Final Project Report of

Submitted To: Prof. Pallavi Maam

Dainik Bhaskar

Submitted By: Nayan Gajjar Venkatesh Naidu Nihar Shah Kalim

Acknowledgement:
First and foremost we would like to thank our subject teacher Mrs. Pallavi mam to give us opportunity to get the deeper insight of the subject through this project. She inspired us greatly to work in this project. Her willingness to motivate us contributed tremendously to our project. We also would like to thank her for showing us some example that related to the topic of our project. Also we would like to thank Shanti Business School to offer the subject, Human Resource Management.

Abstract:
The relationship between Human Resource Management (HRM) and firm performance has been a hotly debated topic over the last decade. Significance of human resource management in business performance has been widely recognized by academicians, researchers and practitioners for many years. HRs role transition from administrative expert to business/ strategic partner is an indication to this. The advantage of a strong HR department is employees who are happier, more trustful, and more prone to stay with the company. Furthermore, a strong HR department ensures the selection of employees, who will fit into our set of values and vision. The present study will concentrate on the qualitative effect of the Human Resource Management on the overall organization, which includes the workers and the managers working in the organizations. Here the assignment has tried to compare the HR policies of Dainik Bhaskar with the HRM study and find the loopholes that where the organization is lacking in terms of HR policies.

CONTENTS
Introduction to the organization .................................................................................................................... 3 What is HRM all about? .................................................................................................................................. 4 Literature Review............................................................................................................................................ 5 Objectives: ...................................................................................................................................................... 7 Research methodology ................................................................................................................................... 7 Introduction to HRM policies and procedures at Dainik Bhaskar. ................................................................. 8 Human Resources Planning .......................................................................................................................... 10 Process of HRP:- ............................................................................................................................................ 11 Recruitment and Selection ........................................................................................................................... 13 Performance Appraisal ................................................................................................................................. 20 Job Knowledge& Responsibility Level........................................................................................................... 21 Communication Skill ..................................................................................................................................... 21 Transparency ................................................................................................................................................ 21 Obedience ..................................................................................................................................................... 21 Welfare Activities.......................................................................................................................................... 22 Training and Development ........................................................................................................................... 23 Promotion, Demotion &Increment Policy .................................................................................................... 24 Wages & Salary Administration .................................................................................................................... 25 Findings: ........................................................................................................................................................ 27 References .................................................................................................................................................... 29

Introduction to the organization

D B Corp Ltd., informally known as the Bhaskar Group, is a Rs. 1700 crore business conglomerate of India with presence in newspapers, television, entertainment, printing, textiles, fast moving consumer goods, oils, solvents and internet services. It is owned by the Agrawal family of Bhopal (Rameshchandar, Sudhir, Girish and Pawan). The group rocketed to the top of the print media industry in India with its flagship Hindi daily newspaper, Dainik Bhaskar, and the Gujarati newspaper, Divya Bhaskar. Two magazines Aha! Zindagi and Bhaskar Lakshya are also published by the group. Its collaboration with Zee Group has resulted in DNA, short for Daily News and Analysis, which enjoys a large readership in Mumbai.

Diversification of Bhaskar group:

Textile Oil Extraction and Refining FMCG Cable TV Family Entertainment Art and Culture Event promotion and Retail marketing Education FM Radio Multi Media Desk Real Estate Shopping Mall

What is HRM all about?

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and

measurements to demonstrate value.

Literature Review
In the present complex scenario of cutting edge competition in business it becomes mandatory for the firms to sustain in the economy and therefore the HR department has acquired an important role for the sustainability and the growth of the firm. Due to this cutting edge competition organizations are competing for the best talent employees and try to retain and motivate high talent employees who can survive for organizational restructuring, downsizing, reorganizing or any structural changes (Lourdes Susaeta, Jos R. Pin, January 2008). According to one statistics annual turnover rate in established organization is at 6% but replacement cost amounts to be a quarter of an individuals annual salary. According to study released by Accenture (2001) 80% of global business leader believe that people issues are more important than they were three years ago and 68% believe that retaining talent than acquiring new blood. Also workforce has change drastically since last decade in terms of age, culture, gender, ethnicity and racial composition, family structure and job expectations. It has significant impacts on the nature and operations of organizations especially in terms of HR recruitment, selection, training and development, and performance management programs. Compensation: Organizations generally provide higher packages superior to the market rate to retain the critical talent which includes special pay premiums, stock options or bonuses etc. Proper compensation to the employee retains them in the organization. Challenges to work: High talent individuals require the work that is challenging and interesting in nature and that has an impact. Work relationship: Employees require strong bondage within the team to effective work carry out. Effective relationship within the organization is one of the key factors for the organization success. Recognition: Employee stands to stay within the organization when they feel that their capabilities, performance, and efforts are recognized and appreciated by others. Compensation provides recognition but other forms of non-monetary recognition are also important.

Work-Life balance: Now-a-days most of the employees are required balance between their personal life and work. Employees prefer that type of the organizations which consider and care employees career priorities, health, location, family, dual career and other personal needs.

Communication: Effective communications strengthen the employee identification with the company and build the trust. It is about the individual in the organization which is taken care by HRM department. HRM integration has two part that is vertical fit in the organization. In the one way vertical fit HRM is aligned to business strategy only while in the case of two way vertical fit HRM is aligned with business strategy and strategy formulation. Schuler and Jackson (1987a) discuss the kind of HRM systems needed to align the human resources to three kinds of competitive strategies, namely innovation, quality enhancement and cost reduction strategy. Cost reduction strategy demands workers to work harder, innovation strategy requires workers to work differently and quality strategy needs them to work smarter. HR practices follow entirely different patterns for different strategies (Sandeep Krishnan, Manjari Singh, June 2004). The factors which affect the HRM policies that are divided in the two factors that is internal and external. External factors include economic changes, technical changes, National culture, Industry/Sector characteristics, Legislations/Regulations, Action of competitors, Action of unions, and Globalization. Internal factors include organization size and structure, business strategy, Human Resource Strategy, History, Tradition and past practices, Top Management, Line Management, Power and Politics, Academic and Professional influence on HR Practices(Pankaj Tiwari, Karunesh Saxena, January 2012). According to one statistical research it shows that there are a number of qualitative effects of the HRM on the organizations and on the employees. The first effect is the motivation. HRM plays a vital role in motivating the employees to work towards the organization as well as personal goals. Secondly, the HRM increase the co-ordination among the employees working in the organization. HRM also helps in reducing the grievances among the employees. HRM sets the quality for the organization, which helps in performance appraisal. Finally the training provides the strength to the workers as well as develops the skills of the managers so that they can participate positively in decision making (Sanjeet Singh, Gagan Deep Sharma, Amandeep kaur, May 2011). It helps in managing cross culture effects in an

organization and also in meeting the requirement of globalization.

6

The review of the literature on HRM practices have shown that to effectively manage the human resources the organizations have to implement innovative HRM practices. The organizations which implements such practices with dedication, remains ahead of their competitors because such practices affects other variables such as competitive advantage, job satisfaction, financial performance, employee turnover, service quality, employee commitment etc. in a positive manner and leads to overall corporate performance. While designing and implementing such practices, one important thing is to be kept in mind that the HRM practices should be analyzed from time to time and it should be updated accordingly. Line managers should be involved in designing HRM practices and survey should be conducted among employees to know their opinion about HRM practices. This will help the organization to take corrective actions at the right time (Pankaj Tiwari, Karunesh Saxena, January 2012).

Objectives:
Primary Objective:
To find out the loopholes in the Dainik Bhaskars HR policy.

Secondary Objective:
To find out the impact of HRM on the working of an organization. To find out the perception of employees about the qualitative benefits of HRM. To study the challenges for the HR managers. To integrate our HRM study with Dainik Bhaskar HR strategy. To learn about corporate HR strategy.

Research methodology
We are basically going for secondary research methodology. We have obtained the entire HR policy from internet.

Introduction to HRM policies and procedures at Dainik Bhaskar.

Human

resource

management

is

management

function

that

helps

manages with the

recruit select train and develops members for an organization. peoples dimension in organizations. DAINIK BHASKAR which basically one of the

HRM is concern

product

as

newspaper

of and

the in the

BHASKAR GROUP, also conducted the human resource managementvery well effective manner. In Gujarat it launches its paper in merely

gives

name as DIVYA BHASKAR, which gets open its offices in Ahmedabad, Bhavnagar, Rajkot and many where. DIVYA BHASKAR manages its office and

Surat, Baroda,

organizations efficiently with human

human resources

resources management system. Divya Bhaskar conducts the formula

management system, which terms as the hierarchical managing and querying system. There are different heads for each department and they control their department and its employees with HRM system.

HRM department i.e. Human resources management, if DIVYA BHASKAR, which deals with managing the staff and employees and the customer also. It controls many sub division as explained below.

1) Security: Security is the important task of the company, which is in DIVYA BHASKAR conducted by HRM department. Securing the office, store, and go down, production area at the main door of the security guard also counsel under the HRM department.

2) Times Office: Time office basically controls and conduct attendances, leave records, weakly leaves, official tours of the employees and other staff members. It also manages the medical leaves, paid leaves and casual leaves. With these all leaves it also maintains the total number of days works out for the organization in total working days.

3) Administration: Administration includes house keeping, general utility, traveling details and services, hotel booking services, employees and members. Cleanness required material and stuff for office use and water facilities are also provided for the employees of the organization. For booking of the tickets and provided the Executive with comforts in traveling. It also conducts traveling accommodations. For visit and staying of guests and senior executives it also manages the hotel facilities.

4) Personnel:General details of all employees are been taken by the HR department and there after any problem regarding health, accommodation, and social problem are been managed by the manager of HR.

5) Reception:Every organizations has the reception to welcome the guest and to solve their query regarding the officials of the company. Divya Bhaskar has receptionists at the entry of the company to solve the query and to receive the guest and their calls for the employees.

6) Library: DIVYA BHASKAR has a big library to keep knowledgeable books and magazines, for the staff and employees to read and take different books and novels, magazines as per their wish and requirement. It also has daily, weekly magazines of other organization also indifferent languages

7) Record Room: For keeping record of the old paper and magazines and purifies, there is recordroom in DIVYA BHASKAR.So by keeping the record of the old paper, whichcan b e used in future for any query. It stores about one month old records.

Human Resources Planning

Simple definitions of HRP...... Includes the estimation of how many qualified people are necessary to carry out the assigned activities, how many will be available and what if anything must be done to ensure that personal supply equals personnel demand at the appropriate point in the future. HRP is mainly called manpower and employment planning. DIVYA BHASKAR also conduct the human resources planning process, which ensures that company has right number and kind of people, at the right place, at right time, capable of efficiently and effectively completing those tasks that will help whole organization to achieve its overall objective. There are several stages of the HRP processes at Divya Bhaskar which are as follows: o 1)Future personal needs o 2)Coping with change o 3)Creating highly talented personnel o 4)Protection of weaker section o 5)International strategies o 6)Foundation for personnel functions o 7)Increasing investment in human resources o 8)Resistance to change and move o 9)Other benefits

10

Process of HRP: The following are the steps undertaken by the Divya Bhaskar for their future requirement of employees.

Objectives of HRP

HR needsForecast
HR supplyForecast HR Programming HR Implementation

Control and Evaluation

(A) Objectives of HRP
Some of the general objective of the DIVYA BHASKAR are :-

1) To reduce labor turnover in organization at both the levels executives and worker. 2) To reduce the rate of absenteeism 3) To develop all the employees of the organization by exposing them to different areas, so apart from their own personal development, co-operation among different departments and units. 4) To increase production a level. 5) To predict future requirement of employees and staff.

11

(B) HR Need Forecast:

HR need forecasting is the estimation of future requirements of people of specific quantity with specific quality in newspaper at present Divya Bhaskar has big staff with sufficient labors and workers. o Labor: 375, Unskilled: 75, Executive Staff: 75

Divya bhaskar has a total employee of 327. The role of HR is to maintain apresent level of employment and vacancy arises or company in need of employees, the vacancy should be fulfilled.

Now, the company has planned to go for an export in future. Hence they have started it prepare HR need required in future.

(C) HR Supply: After analysis of personal need, next logical steps to find out the no of people from the available sources. The availability of employees may be within or outside an

organization. If vacancy arises in the organization and fulfilled by an existing worker who having a qualified skilled and within well experience, company recruit within an organizations only. But vacant designation is not matched with the existing employees; company should go for an outside recruitment.

D) HR Programming: Divya Bhaskar has well managed way of sales and production of newspapers and other stuffs with balanced demand and supply personal. The vacancy is filled up by the right candidate at right time. Therefore HR programming is of great importance in HRP, which is utilizing at its best level.

F) Implementation: Converting HR plans into action is known as implementation. DIVYA BHASKAR has made good HR plans for the future success. Recruitment plan covers permission from authorized person who selects the message and media

sources.Selection plan includes the different type of interview and tests.

12

(F) Control and Evaluation: Control is necessary at the time of implementing HR plans. DIVYA BHASKAR has budgeted, targeted and standard HR plan, while implementation, responsibility and duties should be well clarified among employees, an evolution is the analysis of HR plan, where the estimate result should meet inthe actual result.

Recruitment and Selection

Human Resources planning help to determine the number and type of peoplean Organization needs. Job analysis and job description specify the tasks and duties of Jobs and the qualification expected from prospective job holders. The next logical step at DIVYA BHASKAR is to hire the right number of people of the right type to fill the jobs. Hiring involves two broad groups of activities.

1) Recruitment 2) Selection

Recruitment
It is the process of searching and obtaining the application for job among which the right people can selected. It is the process of finding and attracting capable applicants for employment. The Process begins when new recruit are sought and ends when their applicants are submitted the result is pools of applicants from new employees are selected. Recruitment is the first step that a company tries to interact with its employees which Makes the employees more familiar with the culture and tradition of the company .Individual come to know the working processes of company and they can decide Whether they wish to work for it or not.

13

B) Recruitment Planning: Divya Bhaskar has decided a job specification & job description for each position in the organizations. Different qualification and experience is requires for each job. If any vacancy generates among one of the four departments, than it should be full filled with regard to job satisfaction & job description, which is being formulated by organization.

(C) Searching:(1) Source Activation

Human resource manager verified that there is any vacancy exist or will exist,but here no actual recruiting take place until manger gives a permission.

(2) Selling
Selling the organization means both message & media should be well selection. Divya Bhaskar gives its advertisement in his local newspaper for welcoming of more & more applicant.

(D) Screening: The purpose of screening is to remove from the recruitment process at an early stage, those applicants who are unqualified for the jobs. The screening can save a great deal of time and money. In Divya Bhaskar Mr. Sanjay assistant manager of HRM scrutinizes and shortlist all application and shortlist applicant list is sent to HR manager. Than only

eligible application are called for interview.

(E) Evaluation and Control: Evaluation and control is necessary to carry out recruitment process at low cost Divya Bhaskar controls its cost by way of Giving the advertisement in their local newspaper. They also control costs by recruiting unsuitable candidates for the selection process. Company has a too short recruiting procedure so there is no overtime cost.

14

SOURCES OF RECRUITMENT
(1) Internal Recruitment:1. Previous Applicant
Recruiting previous applicant is an inexpensive way of recruitment. Instead of going for advertisement in a newspaper for new vacancies, Fair deal group carried out previous applicant, who had applied for a job with specific knowledge. Sometimes skilled & qualified candidates apply in the past are not being appointed, because of few vacancies available in the firm so in future, if company goes for expansion or if there is any vacancy ,than first preference is given to previous applicant.

2. Personal contact: In a bigger organization it has been found that there is a process of hiring employees on a persona! Contact. Same Divya Bhaskar is applying; first preference is

given for the employees who come on basis of personal contact, which helps to know the efficiency and skills of individual much better. Generally at higher post these fundamentals are used to select the employees at Management and

knowledge level these types of process are helpful in Divya Bhaskar.

3. Direct recruitment: It is the process of recruiting and selecting the employees indirect basis without any such reference and interviews.

4. Employees relative and friends

DIVYA BHASKAR is also conducting the process of selecting employees through the contacts of employees. Employees relative and friend are also given priority if they are well known ledged and efficient in specific task.

15

(2) External Recruitment 1. Advertisement

Most easier and highly used recruitment and selecting process is through advertisement in newspaper and magazines A letter has been sent to an advertising agency name Discrete Advertising , where all the details like when to released advertise, on which page, newspaper name and designation for which post advertisement is given.

2) Special recruitments
Many times employee working for other organization also 'been recruited at higher salary for their high efficiency and high skills. These are the special type of recruitments and selection. Which are very helpful in promoting an organization at high level of success.

SELECTION
Selection is the process of picking an individual with requisite qualification and competence to fill jobs in the organization. It's the 'process of different between applicants in order to identify those with greater likelihood of success in a Job. The role of selection in DIVYA A BHASKAR is mainly influence the two things much:1) Work performance, depends on individual. Effective selection, therefore, assumes greater relevance. 2) Cost incurred, in recruiting and hiring personnel speaks volumes about the role of selection. In DIVYA BHASKAR the HR department and its head under take both processes for employees, with concerning to different departments. In DIVYA BHASKAR there are number of employees have been selected after recruitment for the job of different tasks at different post.

16

DIVYA SHASKAR has different process and steps for selecting are as follows. In details. During probation period an applicant performance is satisfactory Selection is the process of picking individual out of the pool of job applicants with requisite qualification and competence to fill jobs in the organization.

Enable applicants are called at the convenient place for an interview, wherecompany gives a form to filled up for the "personal bio data" and this form is used at a time of preliminary interview and also kept for the office use.

The specimen of personal bio-data is given below. Selection procedures of Divya Bhaskar" is as follow. PreliminaryInterview EmploymentInterview Reference & Badkgroumd Checking SelectionDecision Job Offer Contract &Employment

(a) Preliminary Interview

The main objectives of "Divya Bhaskar" interviews are as follow. Helps to obtain additional information from the applicants Facilitates giving general Information to the applicants such as company policies, jobs, and products manufactured Interview helps to build the companys image among the applicants. The purpose of preliminary interview is to eliminate unqualified applicants. The people, who are selected for interview', are interviewed by particular head of Department.

17

For e.g. if interview is conducted for the post of Finance Assistant Manager than the entire question related to post is being asked by head Of finance department. Following are the question, which C.A./Assistant manager of 'finance asked during interview. 1. Entry related work. 2. Checking & editing related work. 3. Reconciliation related work. 4. Statutory completion related work. 5. Filling & other work. More details of their work are shown in the Job Discretion of a particular job.

(b) Employment Interview

Interview is a formal in depth conversation conducted to evaluate the applicant acceptability. It allows a two-way exchange of information. The employment interview can be: 1. One to one 2. Sequential 3. Panel.

"Divya Bhaskar" has selected one to one & sequential interview. In one to one interview, there are only two participants- HR manager /CA& the applicant. While in Sequential interview, a series of interview is involved. So that each head of Department can ask question related to his or her subject.

(c) Types of Interview

Interviews are of different types. The main reason to conduct an interview is how applicant responds to answer at a time of. Interview& how he behaves of reacts during interview. There are usually structured, unstructured, mixed, behavioral & stress interview."Divya Bhaskar" has selected mixed & behavioral interview. The reason of selecting mixed interview is as it is based on structured as Well as unstructured red questions. Where comparison is done between different applicants. Behavioral interview focuses on a problem, how applicant is expected to solve & how here acts during interview.

18

(d) Reference& Background Check

During interview the "Divya Bhaskar "ask the name, address, & telephone number of reference for the purpose of verifying information about on applicant. But information gathered from reference should hardly influence selection decision of "Divya Bhaskar". The reasons are: The candidate approaches only those people who would -favored about him. The reference people always try to favors towards candidate. The reference people try to show strength of candidates, so that it helps in his Carrier.

(e) Selection decision

In "Divya Bhaskar", Head Manager & HR manager take interview of employee, while director finally selects them.

(f) Job offer

After passing from interview, the next step is job offered to applicant through appointment letter. In "Divya Bhaskar" selected candidates are appointed on probation basis for 3 months. During this time period a performance of the candidate is evaluated & if it is up to mark than he becomes permanent employee of the company. When performance is unsatisfactory & fails to meet minimum desire level of the company, than probation period is extended for one month &again his performance is evaluated.

(g)Contracts of Employment.
After selecting a qualified applicant by management, an applicant is appointedon probation basis as a management trainee. Before commencing a job applicant signs a probation contract employment form, where all the terms andconditions relating jobs are given than appointment letter is issued tomanagement trainee and he becomes a permanent employee of a company and he will be appointed at Surat office. Specimen of contract and appointment of an employee at registered office are given behind. After the process of recruitments and selection, finally the candidate has been selected and Interview assessment sheet, have been filled up by the candidate.

19

1) Personal history form for enrolling the details CD employee. 2) Joining report form, when the candidate has join the company 3) Vehicle requisition form if the candidate is having his personal vehicle 4) Proposal form for insurance in group personal accident Policy 5) Employees state insurance corporation form, for insurance of the employees. 6) Employees details for ID card form to fill the details, of employees in ID card. 7) Provident fund form to be filled by the employee.

Performance Appraisal
Performance appraisal determines who shall receive merit increases, counsels employees on their improvement; training needs promote ability & identifies those who should be transferred. Moreover it improves employee job performance, encourages employees to express their views or to seek clarification on job duties, broadness their outlook. Capacity & potential, promotes a more effective utilization of manpower & improves placement, facilities selection, reward& promotion of the best-qualified employees, prevent grievances & increase the analytical of supervisors o 1. To provide an adequate feedback to each individual for his performance. o 2. It help's in improving on changing behavior towards some more effective working habits. o 3. It provides data to manager, with which they judge future job assignment and compensation. At the time of evaluation of performance following are the factors to be consider. 1. Attendance/Punctuality 2. Job knowledge 3. Sincerity 4. Responsibility level 5. Communication skill 6. Transparency 7."Divya Bhaskar" evaluates employee's performance on the following grade: 20

A = Excellent B = Very Good C = Good D= Satisfactory E = Poor

Job Knowledge& Responsibility Level

At the time of evaluating performance of employee, more importance is the job knowledge. It means whether he is aware about his aware about his job or not. If the person is aware, than he is accepting a responsibility or not. Some employee in the organization try to gives their responsibility to his junior or senior or colleague.

Communication Skill
A communication skill show how the person is effectively communicates with his senior or colleague or junior. For e.g. how staff person at surat office,communicates with plant members, whether they are receiving a daily production stock & department finished goods at the end of the day.

Transparency
In "Divya Bhaskar" transparency of employee is considered during promotion. If the employee has committed a mistake & is denied to accept his fault, than this entire subject is considered while evaluating performance or giving promotion.

Obedience
Obedience shows how the employees obey his superior order. For e.g. if any worker is on leave, than his colleague will accept his responsibility by obeying the order of his superior. All above mention factors are also analyses during promotion. Even performances of the employees are evaluated at the end of probation period of three months, to judge his ability, skills knowledge.

21

Welfare Activities
Welfare means the efforts that make life worm living for workmen. So welfare is comprehensive term including various sources, facilities & amenities provided to employees for their betterment available to employee under legal provision & collective bargaining. These welfare activities are essential part of employee welfare & that of social welfare.

1) Medical Facility
Divya Bhaskar provides various medical facilities to the employees. First Aidcenter is there inside premises Medical facility is only provided to the worker who in production department and first Aid is provided to each and every employees.

2) Canteen Facility
Divya Bhaskar having a good canteen facility at plant & at head office. At theproduction plant the company offers three times tea to every worker includingmaster, s upervisor as well as executive, while lunch & dinner are offered only tomaster, supervisor & executives.

3) Rest Room
It is only provided to the workers in production areas for taking rest after completion of the production process.

4) Loan Facilities
Company provides loan facility at 0% interest to executive employees for the selected purpose. The payment is made on installment basis whose amount is fixed by the company. The placed form is to be filled up by executive while taking loan.

5) Divya Bhaskar Welfare Trust

This Welfare funds which is operated by the Divya Bhaskar run at the whole Gujarat branches at Ahmedabad, Baroda, Surat , Rajkot.

22

Training and Development

Training and Development employees are the lifelong assets of an organization. Training consists of planned programs undertaken to improve employee knowledge, skills, attitudes and social behavior so that the performance of the organization improves considerably. Whereas Development is a process utilizing a planned and systematic procedure by which managerial personnel acquires conceptual and theoretical knowledge for enhancing general administrative abilities.For growth and development for the employees and the firm Divya Bhaskar hasits own style of training program which is practiced in Divya Bhaskar has no particular fixed training period rather there is a probations period. If company adopts a new management policy then top level person will only analyses development programme for the junior manager. No outside person is recruit for development programmer.

Types of training 1) Training for Promotion:

Promotion involves vertical transfer of an employee followed by change in authority, responsibility, status and pay. In Divya Bhaskar if any types of transfer take place from one department to other department. One month training has been given to an employee who is given by senior person only.

2) Induction Training:
In Divya Bhaskar the supervisor or department head intro-duce him to other member of the department. This may help him to adjust with his work maters. More

over with this basic information like company products, policies, responsibilities, accountability and other work related terms and given to an the of make

employee. During the probation period, trainee gets the training for15 days marketing the main department purpose of to know about in the Divya basic

under knowledge is to

product.After one month trainee is posted to his specific place for which he has selected, so induction training Bhaskar

theemployee more comfortable so that he can easily adjust to the newenvironment.

23

Promotion, Demotion & Increment Policy

Promotion
Promotion is line of future advancement way accepting new duties &responsibility or by increase in the basic salary. So promotions are usually given to put the workers in a position, where they will be of greater value to the company & may increase in their personal satisfaction. To create among employee a feeling of content with their present condition & encourage them to succeed in the company, the company builds up moral loyalty & a sense of belonging. On the employee when its brought home to them that they would be promoted if they deserve it. Promotions in Divya Bhaskar" are not just on higher post basis , but also monetary basis like someone who is performance excellent in this

assignedtasked.Every press has its own promotion policy. "Divya BhaSkar'' takes merit /p erformance in to consideration at the time of giving promotion, but sometimes length of service, education, training courses completed, previous work history, etc. are factor which are given weight while giving a promotion.

Types of Promotion
Promotion may be of multi chain promotion, up or out promotion & drypromotion. DivyaBhaskar gives multi chain promotion to their employees, in which company not only increases its salary, but also increases its duties and responsibility. It will attract and retain employees in "Divya Bhaskar'' and also helps them to become competent.

24

Demotion
Demotion means the lowering down of the status and responsibilities of an employee. Divya Bhaskar" has not accepted any such of demotion activities. If the employees are irregular & try to delay his responsibility and dont show anyinterest in the organization than employee is warned for twice and then also there is no improvement in his behavior than the employees have to leave the job. In Divya Bhaskar if the performance of the employee is not up to the mark due to the personal problems, not satisfied in the department etc.

Increment Policy
"Divya Bhaskar" has policy give an increment on the starting of financial year i.e.15th June. Because performance is evaluated at the end of financial year, in the month of 31st May the basis of their performance & performance report, increments is given to employee. Increment is given to the department wise some % increase in the employee's salary.

Wages & Salary Administration

Wages is the remuneration paid for the service of labor in production, periodically to an employee or worker. Wages usually refer to the hourly rate paid to such group as production maintenance employees. Salary normally refers to the weekly or monthly rates paid to clerical, administration & professional employees. An objective of wage & salary administration is to establish & maintain in equitable wages & salary structure. Wages & salary administration try to established &implement a sound policies & practices of employee compensation. In "Divya Bhaskar" calculation of wages and salary is done by the finance and account department. In "Divya Bhaskar" per month total salary is 14, 50,000.Wage & salary structure at plant and registered office is different for probation &permanent employee. At the time of probation a stipend @ Rs 2500 per month is paid to employee.

25

Other benefits like provident Fund, Bonus, and Fund, Bonus, and Gratuity etc. will unavailable to an employee during this period. After becoming permanent employee, he possess right to get all these benefits. Again basic salary and wages of employees are as per are their post but allowances allowed to them are equal. The specimen for daily wage and monthly salary paid at plant are attached behind.

Type of wage Output Rate System:

In "Divya Bhaskar" workers are working on machine are paid as per output rate system. in output rate system along with production and quality of product is also maintained. The wages paid to worker engaged in fabric manufacturing depends on their production. Company pays 0.78 paisa per meter of fabrics manufacture. Wages of workers depend on their production ability.

Allowances
Allowance is an amount paid in addition to wages or salary over a period of time including holiday pay, bonus, social security, benefits etc. Divya Bhaskar allows various types of following allowances for the comfort of their employees. HRA Allowance Conveyer Allowance Educational Allowance Medical Allowance Gas & Elect. Allowance

Bonus
Bonus is an extra payment to the workers beyond the normal wage. In the other words bonus is employee earnings besides salary. In the "Divya Bhaskar" bonus of 8.33% of the salary are paid to employee. Considering need of employee bonus are paid before festival.

26

Provident Fund
In "Divya Bhaskar" employees are allowed provident fund membership from the date of becoming permanent employee & 10% of basic salary will be deducted from his salary as Provident fund. Again same amount is contributed by the company as per Provident fund rules.

House Rent Allowances (HRA)

Some fixed amount of house rent allowances is provident for those who are living in rental houses.

Leave Travel Allowances (LTP)

Every year allowances is given to the employees for traveling any place for company's work and for this such amount is also already fixed by the company itself.

Findings:
Lack of the globalization Lack of E-HR Technically behind than other major competitor like Times of India They have not talked about HR policies in recession Not a great success in English newspaper as Guajarati newspaper Newspaper and Magazine ads only for recruitment Direct recruitment without any references and interviews Headhunting Expertise for interview

27

Suggestion:
They can use balance scorecard for the employee performance. They can also use 360 degree feedback system. They can also go for ESOP. They can go for outsourcing to train the employees on the global basis. They can go for staffing index that is for measure the performance of new hire. They can also fill the important places through internal staff and other than key personnel they can go for outsourcing. They can use demotion policies also.

28

References
Vivekanand Collage for B.B.A. (2008, December 24). Scribd. Retrieved from Scribd.com: http://www.scribd.com/doc/9407668/Final Lourdes Susaeta, Jos R. Pin. (January 2008). THE FIVE PHASES IN THE TRANSFER OF HR POLICIES AND PRACTICES WITHIN MNCS. Spain: IESE Business School University of Navarra. Mandeep Mahendru, Jaspreet kaur kaleka. (May 2011). Challenges to HRM in 21st century. Punjab: Gian Jyoti Institute of Management & Technology. Pankaj Tiwari, Karunesh Saxena. (January 2012). Human Resource Management Practices: A comprehensive review. PAUL BOSELIE, JAAP PAAUWE AND RAY RICHARDSON. (April 2002). Human Resource Management, Instituionalization and Organizational performance. Rotterdam, Netherland: Erasmus Research Institute of Management (ERIM). Sandeep Krishnan, Manjari Singh. (June 2004). STRATEGIC HUMAN RESOURCE MANAGEMENT: THREE-STAGE PROCESS AND INFLUENCING ORGANISATIONAL FACTORS. Ahmedabd: Indian Institute of Management. Sanjeet Singh, Gagan Deep Sharma, Amandeep kaur. (May 2011). STUDY OF THE QUALITATIVE EFFECT OF HUMAN RESOURCE MANAGEMENT IN

ORGANIZATIONS. Fatehgarh Sahib: BBSB Engineering College. Sanjeet Singh, Gagan Deep Sharma, Navneet kaur khattra. (April 2011). Impact of Human Resource Management on the organization. Fatehgarh Sahib: BBSB Engineering college.

29