PROJECT REPORT ON HINDUSTAN TIMES

SUBMITTED TO

AMITY UNIVERSITY NOIDA

SUBMITTED BYDIVYANSHA GARG A3906410045

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ACKNOWLEDGEMENT
It is my proud privilege to express my deep sense of gratitude and regard to my guide Mrs. Swati Mittal for her keen initiative, expert and valuable guidance at every step. I would also like to thank Mr. Ram Singhal for their suggestions and inputs. I am very much thankful to him for bestowing me an opportunity for this training and the precious support during this period.

PREFACE In our 2 years of degree programme of BBA theres a provision of doing summer training, after 4 semesters. The essential purpose of this project is to give an exposure and detailed outlook to the student of the practical concept which they already studied. For this purpose, i was assigned the project for the recruitment and selection in Hindustan Times. It is a matter of great privilege to get training from Hindustan Times, one of the largest organisation of its kind. The project lasted for 8 weeks; it was informative, inspiring and interesting.

INDEX
SNO. 1. 2. CONTENT RESEARCH METHODOLOGY ORGANISATION PROFILE COMPANY PROFILE 3. OBJECTIVE 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16 HINDUSTAN TIMES VISION, MISSION AND VALUES COMPARISION BETWEEN HT AND TOI COMPARISION WITH OTHER NEWSPAPERS INTRODUCTION TO HR MANAGEMENT RECRUITMENT SELECTION DATA ANALYSIS AND INTERPRETATION FINDINGS SUGGESTIONS CONCLUSION BIBLIOGRAPHY 10 11 16 20 25 28 32 36 40 52 53 54 PAGE NO. 5 6 7

RESEARCH METHODOLOGY
RESEARCH DESIGN DESCRIPTIVE Research design is considered as a "blueprint" for research, dealing with at least four problems: which questions to study, which data are relevant, what data to collect, and how to analyze the results. Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. However, it does not answer questions about eg: how/when/why the characteristics occurred, which is done under analytic research. DATA COLLECTION- PRIMARY DATA AND SECONDARY DATA Primary data consists of the collection of original primary data. It is often undertaken after the researcher has gained some insight into the issue by reviewing secondary research or by analyzing previously collected primary data. It can be accomplished through various methods, including questionnaires and telephone interviews in market research, or experiments and direct observations in the physical is amongst others. Secondary data is basically the data that is taken from the outside sources that is internet, ebooks, reference books. SAMPLING TECHNIQUE- CONVINIENCE TECHNIQUE sampling is concerned with the selection of a subset of individuals from within a population to estimate characteristics of the whole population. It is a sampling method in which units are selected based on easy access/availability. SAMPLE SIZE- 20 Sample size determination is the act of choosing the number of observations or replicates to include in a statistical sample. The sample size is an important feature of any empirical study in which the goal is to make inferences about a population from a sample. In practice, the sample size used in a study is determined based on the expense of data collection, and the need to have sufficient statistical power.

ORGANISATION PROFILE

Hindustan Times media limited head office Hindustan Times house 18- 20, kasturba Gandhi marg, New Delhi- 110001, India Tel- +91 11 23361234 Fax- +91 11 23704600

Company profile
HT media limited, founded in 1924 under the flagship of Hindustan times. Combined daily circulation: 2.25 million copies. (HT and HT). Combined readership base: 14.49 million readers. (HT and HH). Installed capacity: 17 printing facilities with an installed capacity of 1.5 million copies per hour.

This Delhi based English newspaper, Hindustan times, is a part of KK Birla group and managed by Shobhana Bhartia, granddaughter of GD Birla. It is owned by HT media ltd. The KK Birla group at present owns 69% stake in HT media, currently valued at Rs 834 crore.
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Various brands working under HT media ltd

Hindustan times Hindustan HT Next Kadambini Nandan Mint: A business daily from HT

Major drivers to launching

Hindi is the medium of instruction for more than 50 percent of the Indian population. There has been a steady increase in literacy levels which has boosted the demand for print media. To expand the geographical reach of HT media limited.

Launching of Hindi Hindustan

Pre Launch Activities
Database management Collection of data Filtering of data Punching of data Vendors Mela Hiring of even management company Series of cultural events Customer relationship enhancement Vendor company barter terms

Post Launch Activities

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Tele Calling Rectification of Errors Name Address Phone no. The name of respective vendor Free sampling of HH for two months in tricity

Who is involved
Newspapers Corporate Students NGOs Teachers Government and UN agencies Principals Individual consultants from all walks of life, including arts, crafts, theatre, environment, sports etc.

OBJECTIVES
1: To study the recruitment and selection procedure followed in HINDUSTAN TIMES. 2: To study the various sources of recruitment followed in HINDUSTAN TIMES. .

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Hindustan Times - It is Time

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Hindustan Times is one of Indias most respected and leading English dailies. The flagship newspaper of HT Media, the Hindustan Times was inaugurated by Mahatma Gandhi in the year 1924. Hindustan Times has been pioneering trends in journalism, setting standards and breaking new ground for the last 80 years. Spurred by the leading faces of Indian journalism, Hindustan Times has evolved with the times, reflecting the changing India and is today the newspaper of choice of over 3.7 million Indians. Hindustan Times, the market leader of the National Capital Region has in the last decade rapidly expanded its footprint and today reaches readers across the length and breadth of the country. Unflinching commitment to highest journalistic standards, technological innovations and strong focus on consumer needs has put Hindustan Times in the ranks of the most revered English newspapers in the country. The newspaper has editions published from Delhi, Mumbai, Lucknow, Patna, Ranchi and Kolkata, thus dominating most of the country. It is printed at nine centres including Bhopal, Chandigarh, Delhi, Mumbai, Jaipur, Kolkata, Lucknow, Patna and Ranchi. Hindustan Times Delhi edition continues to be the largest-circulated edition of an English daily in the country, with a readership of over 36.92 lakh. Driven by the commitment to providing news and information that helps readers enhance and enjoy life, Hindustan Times has in its portfolio relevant special-interest supplements that cater to a variety of subjects. The mainline paper also has the first-ever dedicated business pullout by any mainstream English daily in the Delhi market. It caters to the business news needs of a reader from Monday to Saturday. In 1927, Hindustan Times, was reborn as Hindustan Times Ltd., a limited liability

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company. In 1936, The Hindi daily Hindustan was launched, which remains the dominant newspaper in the core Hindi belt of northern India. In 1937, Devdas Gandhi was appointed the Managing Editor of the newspaper and remained the managing editor till his death in 1957. In 1942, The Hindustan Times was one of the few newspapers that stopped publishing the newspaper for four and a half months as it refused to accept the British imposition of censorship on all newspapers. In 1947, The year India gained its freedom, was also the year Hindustan Times attained the status of being the dominant newspaper in Delhi. In 1957, The newspaper circulation grew from 58,693 copies to 144,287 in 1970 after KK Birla took over the mantle from GD Birla. In 1960, The Hindi literary magazine Kadambini was launched. In 1964, The group started actively targeting the youth of India and launched the Nandan magazine. In 1991, At the start of liberalization of India, Hindustan Times moved to becoming an autonomous power center in a mature democracy. In 1999, The Hindustan Times celebrated its platinum anniversary. In 2000, With a focus on localization, five new editions for Calcutta, Bhopal, Ranchi, Chandigarh and Jaipur were launched. In 2003, The media business of was demerged and incorporated under HT Media Ltd. In 2004, HT Media Ltd was listed as a public company and attracted external funding. In 2005, Hindustan Times successfully entered the Mumbai market with a refreshingly new product and content mix. In 2006, Fever 104 FM is launched, in technical collaboration with the Virgin Group. Hindustan was relaunched reestablishing the company's prominent presence in the regional news space. In 2007, Mint, the business paper in partnership with the Wall Street Journal was launched in Delhi and Mumbai. In the internet space, Hindustantimes.com was relaunched and Livemint.com was introduced. In 2008, Firefly e-Ventures, an HT Media Company launched its first portal for job seekers, Shine.com. HT Syndication HT Syndication is a content syndication division of HT Media established in mid-2003 to repurpose and repackage U.S. originated material. By utilizing business process outsourcing, HT Syndication obtains information from the United States Congress and other bodies within the federal government of the United States and generates original content for Indian citizens who have migrated to another and distributes that content to databases and other data ports worldwide. HT Syndication's portfolio includes:

Hindustan Times (HT) - an Indian English-language daily newspaper founded in 1924 with roots in the Indian independence movement of the period ("Hindustan" being a historical name for Northern India).[2] HT City and other supplements - HT Syndication adds publishing supplements to its newspapers that have secondary roles to the newspaper, such as HT City covering local city interests and weeklies covering cinema, real estate, neighborhood, and job careers. HT Next - A newspaper targeting college students and others who have not yet reached adulthood.

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Indian Government & Business News - an executed contracts clearinghouse for contracts executed by sectors of the Government of India, including aviation, construction, energy, infrastructure, power, railways, and telecom. US Federal Contracts - an awards clearinghouse for all U.S. federal contract awarded each day. US Federal News - a public comments clearinghouse for United States Congress and United States Executive branch.

Hindustan A part of HT Media Ltd, the group's Hindi newspaper Hindustan ranks as the second largest-read daily in India. Hindustan has 13 editions across the Hindi belt. It is the fastest growing Hindi newspaper with almost 9 million readers and expanding rapidly across the Hindi belt. Mint Newspaper In February 2007,HT Media has also launched a national business newspaper, Mint, with an exclusive agreement with Wall Street Journal to publish Journal branded news and information in India. With the launch of the Chennai edition on 13 July 2009, Mint now has a national footprint that includes Delhi, Mumbai, Bangalore, Kolkata, Chandigarh, Ahmedabad and Pune. Fever 104 FM HT Media has entered the FM radio market in key Indian cities through a consulting partnership with Virgin Radio. Fever 104 FM is available in Delhi (since October 06), Mumbai(since January 07), Bangalore (since March 07) and Kolkata (January 08). In a short span of three years, the channel's rise has been meteoric. It has gained the No. 1 position in Mumbai and Bangalore leaving behind all the other FM channels in these cities. In terms of TSL, Fever 104 FM has surged ahead with a total time spent listening of 386 minutes. It is No.2 FM station in Delhi on the popularity charts. Shine.com HT Media launched its innovative job portal Shine.com in June 2008. It has a unique jobmatching technology along with career guidance, resume services and industry information. Shine partners candidates not only through the recruitment process but through their career lifecycle. Shine.com has been developed by Redmatch, an Israel based company.

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DesiMartini.com Desimartini is a platform to discover and express oneself on movies, and to aid decision making around which movies to watch. From providing information on storyline, star cast, trailers, photos to aiding interactions around movies in the form of reviews, ratings, polls, discussions and more, Desimartini.com aims to become a destination portal for all movie lovers in India.Covering all the latest and upcoming Bollywood, Hollywood and Regional movies (Tamil and Telugu), Desimartini.com gets thousands of ratings every week by audiences from all over the country. Furthermore, Desimartini is extending its offering across various platforms - an already sizeable and growing presence on Facebook (Desimartini Movies with more than 2.8 Lakh likes), a Facebook Application (Movie Talk), a weekly update SMS service (Send SUB to 542420) and Mobile Apps for iPhones, Android and other mobile platforms. By becoming a repository of the audiences views on movies, Desimartini.com aims to be the peoples voice on cinema - Public ka Box Office! HTCampus.com HTCampus.com is an education portal from the house of Firefly e Ventures, the internet subsidiary of HT Media Ltd. The site is aimed at students passing out from school and college to help them take the right decision about their higher education. HTCampus.com provides the students with a comprehensive, updated and reliable information for over 25000 colleges in India across various courses and streams. The site also has certain value added tools for students like the Test Preparation section, where students can come and take free sample tests online for various exams, Future Salary Calculator, which helps the student map out his earnings after pursuing a particular course from a particular college, a unique Compare Colleges feature and access to Expert Counseling from Industry Experts for instant help. They also guide students for any admissions related help for MBA, Engineering, Hotel Management and other courses. They have a very active articles and news section which provides updates on education news in the nation. A unique feature launched by HTCampus.com, is Common Application Form , which is first of its kind initiative in India, where the complete admission process has been shifted from offline to online, reducing hassles for students at minimal costs. This concept enables a student's reach of applying to more number of colleges by letting them apply at economized rates to partner institutes, hence increasing his application being short listed by more colleges. They have more than 500 colleges partnered accepting applications online across categories for BBA, MBA, Engineering & Hotel Management admissions with the likes of Great Lakes etc.

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VISSION MISSION AND VALUES OF HINDUSTAN TIMES

Hindustan Times A rich heritage to live up to! Organizational values are the foundation stones on which the organizations image is built. These help the company realize its organizational goals and in turn transform lives. These values are intended to infuse an infectious energy, professionalism and a sense of true empowerment to the workplace. The solid edifice on which Hindustan Times stands tall today was built on high ideals and values. The company has its roots in the independence movement in the first half of the twentieth century, a cause to empower the nation. We are adaptive to the changing times, while remaining steadfast to the values rooted in our culture. Our values drive us towards our goals of expansion, diversification and excellence. These values define our philosophy of operations, guide our important decisions and determine our commitment and achievement.

Vision
Hindustan Times strives to be a visionary organization and not an organization with a vision. In our endeavour to have a shared understanding, alignment and commitment, we have derived our companys vision that sets the course and empowers people to take action.

The values personified by Hindustan Times are:

COURAGE To encourage the ability that meets opposition with skill, competence and fortitude. RESPONSIBILITY Be accountable for results in line with the companys objectives, strategies and values. EMPOWERMENT Support our people and give them the freedom to perform and to provide our readers with information to influence their environment. CONTINUOUS SELF REMOVAL Determination to constantly re-examine and re-invent ourselves for further innovation and creativity.

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CHAIRPERSON OF HINDUSTAN TIMES

.

Shobhana Bhartia

Born

1957

Occupation

Chairperson and Editorial Director of Hindustan Times Group

Shobhana Bhartia (born 1957) is the Chairperson and Editorial Director of the Hindustan Times Group, one of India's newspaper and media houses. She has also recently taken charge as the Pro Chancellor of Birla Institute of Technology and Science, Pilani. She looks after editorial as well
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as financial aspects, and is credite with raising Rs. 400 crore through a public equity launch of HT Media in September 2005.The name is sometimes written Shobhana Bharatiya or Bhartiya, but the preferred spelling is Bhartia. Background Bhartia is the daughter of the industrialist KK Birla, and granddaughter of GD Birla, one of the Birla family patriarchs. The KK Birla family owned 75.36 per cent stake in HT Media, valued at Rs 834 crore in 2004. She grew up in Kolkata and had her schooling at Loreto House. She is a graduate of Calcutta University, and is married to Shyam Sunder Bhartia, Chairman of the Rs. 14-billion pharmaceutical firm Jubilant Life Science Limited (a spinoff from the earlier chemicals venture Vam Organics). Shyam Sunder Bhartia is son of Late Mohan Lal Bhartia. Their son Shamit Bhartia is also a Director at the HT Media group, and also looks after lifestyle businesses such as the Domino's Pizza franchise and also convenience store chain Monday to Sunday in Bangalore. Media career When Bhartia joined Hindustan Times in 1986, she was the first woman chief executive of a national newspaper and probably one of the youngest. She is considered to be one of the motive forces behind the transformation of the Hindustan Times "into a bright, young paper." In February 2006, she was nominated to the Rajya Sabha, the upper house of parliament, on a recommendation by the ruling United Progressive Alliance headed by Sonia Gandhi. The nomination, reserved for eminent people from the fields of literature, science, art and social service, was challenged in the Supreme Court of India on the grounds that she was a "media baron" and not a journalist, and that she was politically affiliated with the Indian National Congress. However, the court dismissed the appeal at the admission stage itself, saying that the scope of "social service" was broad enough to include her. She has been quite active in the Rajya Sabha, asking frequent questions and also introducing "The Child Marriage (Abolition) and Miscellaneous Provisions Bill, 2006". After the Congress government came to power in 2004, she was one of the first Padma Shri award nominees in 2005. The award was given for journalism, but critics have felt that she is more of a business person than a journalist. Both this Padma Shri award, as well as the Rajya Sabha nomination, both during the UPA regime, have led to claims that these are rewards for a certain bias towards the Indian National Congress, especially with respect to editorial policy at the Hindustan Times and particularly to Sonia Gandhi. She has received the Global Leader of Tomorrow award from the World Economic Forum (1996). She is also the recipient of the Outstanding Business Woman of the Year, 2001, by PHD Chamber of Commerce & Industry, and National Press India Award, 1992. She has also won the Business Woman award, The Economic Times Awards for Corporate Excellence awards 2007. She is currently the chair of Endeavor India.

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Hindustan TImes was inaugurated by Mahatma Gandhi in 1924. Since then, the newspaper has established its presence as a newspaper with editorial excellence and integrity. One of India's leading and most respected English dailies, HT has always prided itself in spotting emerging trends and reflecting the same through its unmatched editorial prowess. Today, Hindustan Times-Delhi edition has the unique distinction of being the largest selling single edition English newspaper in India. Other Editions Delhi, Mumbai, Chandigarh, Lucknow, Patna, Kolkata, Ranchi, Jaipur & Bhopal Frequency Daily Circulation 1,620,000 (source: ABC Statement Jan-Jun 2009) Readership 3,347,000 Readership Profile Total Audience: Male/Female: Age Group: 25+ yrs. Social Grade A1, A2: Grad/Post Grad/Gen. Monthly Houseld Income Over RS10,000: 3,347,000 63.6%/36.4% 65.5% 56.1% 56.1% 44%

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COMPARISON BETWEEN HINDUSTAN TIMES AND THE TIMES OF INDIA

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TOP SISTERS PUBLICATIONS

1. 2. 3. 4. Mint- An English business daily Hindustan- A Hindi daily published from Delhi, Lucknow and Patna. Nandan- monthly childrens magazines Kadambani- monthly literacy magazine

HT SUPPLEMENTS
1. 2. 3. 4. 5. HT Brunch HT Power jobs HT Premier HT Horizon HT Estates

HT READERS
1. 2. 3. 4. 5. Balanced Natured Catchy phrase Easy language Less gossips, more political oriented

HINDUSTAN TIMES- DELHI REGION

Leader- By targeting the political news readers.

REST OF INDIA
Challenger- By building the brand

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THE TIMES OF INDIA

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TOI SISTERS PUBLICATION

Economic times- A financial daily Nav bharat times- Hindi daily newspaper Maharashtra times- Marathi daily newspaper Mumbai Mirror- Morning newspaper from Mumbai Femina- Womens magazine published in association with BBC Flimfare- English film magazine published in association with BBC

TOI SUPPLEMENTS
1. 2. 3. 4. 5. Education Times Times Ascent Times Drive Times Life Times Matrimonial

TOI READERS
1. Pride of India 2. Good presentation 3. Top news

TIMES OF INDIA- DELHI

Challenger readers interest, life style of people

REST OF INDIA
Leader- city centric dailies, combo offers

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COMPARISON WITH OTHER NEWSPAPERS

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COMPARISION BETWEEN PROMINENT NEWSPAPERS IN INDIA

Daily Circulations Of Prominent Players
Hindustan Times- 1.14 m Times of India- 3.14 m Don- 138k Telegraph- 484971 Anand Bazar Patrika- 1.27m Hindu- 1.45m Statesman- 180k Economics- 620k

PAPER ARTICLE
The two big dailies are slugging it out once again. Both Hindustan times and Times of India have slashed the masthead prices to Rs. 1.50 on weekdays between Monday and Saturday for Delhi. And the prices reduction was also extended to the Sunday edition to Rs 2.75 from the earlier Rs 3.50.

PRINT MEDIA
1. It is not very good to represent a product comparision to flash. 2. Charge are for lacks of people but only hundred of people generally see an advertisement. 3. Circular of newspaper are not fixed. Lots of newspaper company gives the wrong figure about the circular for which nothing thing can be done. 4. No way you have to produce more things.

ONLINE ADVERTISEMENT
1. Advertisement are in the graphical form or in the form of flash which is very good to represent. 2. Advertisement on hundreds of websites can be viewed by lack of people and charged for only 100 of websites. 3. People from all over the world can see 4. List of the sites where adds will be displayed can checked at anytime. So that we can not give the fake figure against you.
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Introduction to human resource department

The human resource department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides , the Human Resource Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company.

Working profile of human resource department in Hindustan times

Business is all about people and how to manage them. Finding the right people and then managing them effectively in an organisation is a challenge and responsibility of HR department. HRM is concerned with getting better results with the collaboration of people. It is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise.Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union). In practice, HR is responsible for employee experience during the entire employment lifecycle. It is first charged with attracting the right employees through employer branding. It then must select the right employees through the recruitment process. HR then onboards new hires and oversees their training and development during their tenure with the organization. HR assesses talent through use of performance appraisals and then rewards them accordingly. In fulfillment of the latter, HR may sometimes administer payroll and employee benefits, although such activities are more and more being outsourced, with HR playing a more strategic role. Finally, HR is involved in employee terminations - including resignations, performance-related dismissals, and redundancies. At the macro-level, HR is in charge of overseeing organizational leadership and culture. HR also ensures compliance with employment and labor laws, which differ by geography, and often oversees health, safety, and security.
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In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union). Consequently, HR, usually through industry representatives, engages in lobbying efforts with governmental agencies (e.g., in the United States, the United States Department of Labor and the National Labor Relations Board) to further its priorities. The discipline may also engage in mobility management, especially pertaining to expatriates; and it is frequently involved in the merger and acquisition process. HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk.

HRM IS:
Future oriented: Effective HRM helps an organization meet its goals in future by providing competent employees

Development oriented : HRM intends to develop the full potential of employees Integrating mechanism: HRM tries to build and maintain cordial relationship between peoople at different levels

OBJECTIVES OF HUMAN RESOURCES MANAGEMENT:

Objectives are pre-determined goals to which individual or group activity in an organization is directed. Objectives of personnel management are influenced by organizational objectives and individual and social goals. Organizations are not just satisfied with this goal. Further the goal of most of the organizations is growth and / or profits. Institutions procure and manage various resources including human to attain the specified objectives. Thus, human resources are managed to divert and utilize their resources towards and for the accomplishment of organizational objectives. Therefore, basically the objectives of HRM are drawn from and to contribute to the accomplishment of the organizational objectives. The other objectives of HRM are to meet the needs, aspirations, values and dignity of individual employees and having due concern for the socio-economic problems of the community and the country.

The objectives of HRM are as follows: To create and utilize an able and motivated workforce, to accomplish the basic organizational goals. To establish and maintain organizational structure and desirable working relationships among all the members of the organization.
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To secure the integration of individual or groups within the organization by co-ordination of the individual and group goals with those of the organization. To create facilities and opportunities for individual or group developmentsoas to match it with the growth of the organization. To attain an effective utilization of human resources in the achievement of organizational goals.

ROLES OF HR MANAGER:
Administrative Role Sstrategic Role Operational Role

ADMINISTRATIVE ROLE:
Policy maker Advisor Housekeeper Counsellor Welfare officer Legal consultant

STRATEGIC ROLES:
Change agent, Strategic partner.

OPERATIONAL ROLES:
Recruiter, Trainer, developer, motivator, Linking-pin, coordinator, Mediator, Employee champion.

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No. of functions are performed by human resource department in Hindustan Times. Hiring Promotions Reassignments Position classification and grading Salary determination Performance appraisal review and processing Awards review and processing Personnel data entry and records maintenance Consultation and advisory services to management and employees Conduct problems Performance problems Policy development Technical policy interpretation Work Permitting Immigration Visa Program Benefits 1. Health care insurance 2. Life insurance 3. Disability insurance 4. Retirement

Human resource department in Hindustan Times is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union).HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. HR's duties are performed by a handful of trained professionals or even by non-HR personnel. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications.
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RECRUITMENT
Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce. Edwin B Flippo defines recruitment as the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected. METHODS OF RECRUITMENT Direct method Indirect method Third party method

DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers. INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is very useful for recruiting blue color and hourly worker, as well as scientific, professional, technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement

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national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation. THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personal requirement while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete bio data and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters , raiders, and pirates by organization which lose their personnel through their efforts. Evaluation of the recruitment method The following are the evaluation of the recruitment method 1. Number of initial enquires received which resulted in completed application forms 2. Number of candidates recruited. 3. Number of candidates retained in the organization after six months. 4. Number of candidates at various stages of the recruitment and selection process, especially those short listed. Objective of recruitment To attract with multi dimensional skills and experience that suits the present and future Organization strategies. To induct outsider with new perspective to lead the company. To infuse fresh blood at all levels of organization. To develop an organizational culture that attracts competent people to the company. To search or headhunt people whose skill fit the companys values. To seek out non-conventional development grounds of talent To devise methodology for assessing psychological traits.
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To search for talent globally not just within the company. To design entry pay that competes on quality but not on quantum. To anticipate and find people for position that doesnt exists yet.

Recruitment represents the first contact that a company makes with potential employee. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest. FACTORS AFFECTING RECRUITMENT There are two types of factors that affect the recruitment of candidates for the company. Internal factors: These includes 1. Companys pay package 2. Quality of work life 3. Organizational culture 4. Companys size 5. Companys product 6. Growth rate of the company 7. Role of trade unions 8. Cost of recruitment External factors: These include 1. Supply and demand factors 2. Labor market condition 3. Political, legal and government factors 4. Information system

FACTORS TO BE TAKEN WHILE RECRUITING GOVERNMENT POLICIES ARE:The following factors should be undertaken while formulating the policies - Government polices - Recruitment sources - Recruitment needs
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- Recruitment cost - Organizational and personal policies RECRUITMNET OVERVIEW PROCEDURE Steps in Recruitment:a) Identification of job vacancy Post to be filled No. Of people required New vacancy or replacements etc.

b) Job description & person specification c) Advertise the vacancy d) Managing response e) Short listing of applicants F) Arrange the interviews

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SELECTION

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SELECTION Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.

Organization for selection Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the hr department. This type of arrangement is also preferred due to some of these advantages: 1. It is easier for the application because they can send their applications to a single centralized department. 2. It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. 3. It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. 4. It can provide for better selection because hiring is done by specialist trained in staffing techniques. 5. The applicant is better assured of consideration for a greater variety of jobs. 6. Hiring cost is cut because duplication of efforts is reduced. 7. With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process. Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be. BARRIERS TO EFFECTIVE SELECTION The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are:

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- Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. - Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. - Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job that is being offered. ESSENTIAL OF SELECTION PROCEDURE - Someone should have the authority to select. -There must be sufficient number of applicants from whom the required number of employees to be selected. - There must be some standards of personnel with which a prospective employee may be compared. SELECTION PROCESS

The Employee selection Process takes place in following order1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 3. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.
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5. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. 6. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

PRELIMINARY SCREENING

APPLICATION BLANKS

WRITTEN TESTS

EMPLOYMENT INTERVIEWS

MEDICAL EXAMNATION

APPOINTMENT LETTER

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ANALYSIS
Q 1. What source you adopt to hire candidates?

sources of recruitment
15% Employee referral 40% Campus recruitment Advertising 25% Recruitment agencies Job portals

20%

0%

INTERPETATION: According to the survey 40% of the managers in the company say that employees are employed through employee referral to identify the potential candidates from their existing employees social networks. No manager in the company is of the view that recruitment is through campus recruitment method. 25% of the managers are of the view that recruitment is through recruitment agencies.

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Q2. Do you use any of the following tests during the process of recruitment?

15%

5% WRITTEN 50% APTITUDE GROUP DISCUSSION PERSONAL INTERVIEW 30%

INTERPRETATION 50% of the managers feel that written test is followed to recruit employees. The least percentage of managers (5%) say that recruitment is through group discussion. Aptitude tests get the support of 30% of the managers. On the other hand, only 15% managers are of the view that HR department recruits through personal interview.

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Q3. How do you track the source of candidate?

TRACKING THE CANDIDATES

15%

20% MANUAL 10% SOFTWARE ONLINE WINDOWS,XLS

55%

INTERPRETATION According to the survey, majoirity (55%) of the managers say that the tracking of the candidates is online. Only 10% managers are of the view that tracking is through software.

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Q 4. Apart from the HR Manager, who all from the other departments are required to get involved in interviewing process?

OTHER INTERVIEWING DEPARTMENTS

15%

SALES 50% 35% ADMINISTRATION HR EXECUTIVES

INTERPRETATION As per the bar graph above, 50% of the managers say that hr executives play an important role in conducting the interview process. A large proportion of managers also believe that administration can also contribute in the interview process. The least percentage is for the sales department.

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Q 5 What is the average time spent by HR dept. during recruitment (each candidate)?

average time spent by HR dept. during recruitment

20%

10 minutes 50% 10-20 minutes 20-30 minutes 30%

INTERPRETATION 50% of the managers are of the view that hr department takes about 20-30 minutes to recruit a candidate. As we can see from the above pie chart, 30% of the managers believe that average time spent on an interview is 10-20 minutes. On the other hand 20% are of the view that only 10 minutes are spent on an average.

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Q 6. Do you follow different recruitment process for different grades of employees?

Do you follow different recruitment process for different grades of employees?

5%

Yes No

95%

INTERPRETATION It is very clear from the diagram above, the recruitment process followed is same no matter what is the grade of employees. This may be case because recruitment process involves a huge cost and following different methods for different employees will be really costly both in terms of monetary cost and time. 95% of the managers say that hr department uses same method of recruitment for different employees.

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Q 7. What is the back out percentage of candidates after being offered?

What is the back out percentage of candidates after being offered

10% 15% 1 to 5 5 to 10 55% 20% 10 to 15 15 to 20

INTERPRETATION Around 55% of the managers are of the view that only 1-5% candidates back out after the job being offered. Only 10% are of the view that the back out percentage is 15-20%.

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Q8. Do you take any technological support for the process of recruiting?

Do you take any technological support for the process of recruiting

40%

45%

TELEPHONE VIDEO CONFERENCING ONLINE SUPPORT

15%

INTERPRETATION According to the survey 45% of the managers use telephones (or conduct telephonic interviews), online support is also very common among most of the managers and video conferencing is supported by only 15% of the managers.

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Q9. What kind of verifications you do?

What kind of verifications you do

10%

10% 40% Educational qualifications Legal background check Professional background check Reference check 25% Family background check

15%

INTERPRETATION The survey shows that most of the managers believe that educational qualification of a candidate is a must verification. While 15% believe in legal background check, only 10% of the managers are of the view that hr department focuses on reference check of the candidate.

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Q10. Does the organization do proper Job Analysis before Selection Process begins?

Does the organization do proper Job Analysis before Selection Process begins
5%

Yes No

95%

INTERPRETATION Proper job analysis before the selection process is very crucial for any firm. 95% of the managers in Hindustan Times feel that this organization do proper job analysis. This is kind of very large proportion and this high proportion is beneficial for the company.

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Q 11 . Which is the most important quality the organization looks for in a candidate?

Which is the most important quality the organization looks for in a candidate

20%

25% Knowledge Past Experience Optimistic Nature

15%

Discipline Team Work Ability 25% 15%

INTERPRETATION According to the survey, neither of the proportions is very high. So knowledge, past experience, optimistic nature, discipline, team work ability all these are the qualities that Hindustan Times looks for in the candidate.

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Q 12. Does the Job Responsibilities and Job Description are clearly defined to the candidates appearing for selection process ?

Does the Job Responsibilities and Job Description are clearly defined to the candidates appearing for selection process
8%

Yes No

92%

INTERPRETATION According to 92% of the managers, job responsibility and job description are clearly defined to the candidate appearing for the selection process. This is an important issue for any firm to clearly define the job responsibility and job description to the candidate.

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FINDINGS
In HT most of the employees feel thats the HR department is good. 40% of the managers say that employee referral play a vital role in hiring of employees. As the recruitment process involves a huge cost, 95% of the managers say that HT follows same recruitment methods for hiring different grades of employees. Online as well as telephonic support is very common in the recruitment process. 40% of the managers are of the view that educational qualification is the most important criteria of recruiting the candidate. Knowledge, optimistic nature, past experience, discipline and team work ability are the qualities which are supported by the managers almost equally. Almost all the managers (92%) are of the view that HR department clearly defines the job responsibility and job description to the candidates appearing for the selection process.

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CONCLUSION
This report consists of the overall review of the selection and recruitment process of Hindustan Times. In the recruitment process direct, indirect, and third party methods is followed. While in the selection procedure first the preliminary screening is done then application blanks are formed, then it involves written tests and after that employment interview is conducted. After that the medical examination is conducted if they pass that then they are given a letter of appointment. I have also studied about the sources of recruitment in Hindustan times. and I have also studied about the recruitment and selection process that is followed in Hindustan times. Steps in Recruitment:a) Identification of job vacancy Post to be filled No. Of people required New vacancy or replacements etc.

b) Job description & person specification c) Advertise the vacancy d) Managing response e) Short listing of applicants f) Arrange the interviews Steps in selection:a). Preliminary screening b). application blanks c). written test d). employment interview e). medical examination f). employment interview.

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SUGESSTIONS
Manpower requirement for each department in the company should be identified well in advance. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. Time management is very essential and it should not be ignored at any level of the process. The recruitment and selection procedure should not to lengthy and time consuming. The candidates called for interview should be allotted timings and it should not overlap with each other.

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Bibliography

http://www.hindustantimes.com/

http://en.wikipedia.org/wiki/Hindustan_Times

Human Resource And Personnel Management by K Ashwathappa

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Thank you.!!

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