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PROJECT REPORT

ON
Training and development

MADE BY
SAKSHI CHOURASIA
MBA (DS):- PART II (SEM-III)

SUMITTTED TO
Acknowledgement

It was a enriching and learning experience for me to do this project. I would like to
acknowledge all those people who have continuously guided me throughout and helped me
in completion of my project “Human resource planning in DAINIK BHASKER LIMITED”.

I am obliged to the faculty/guides of MDSU and my seniors for being extremely patient, for
guiding me right from the inspection till the successful completion of the project. I sincerely
acknowledge them for extending their valuable guidance, support for literature, critical
review of project and report and above all the moral support they had provided to me with
all stages of this project.

I would also like to thank to all the respondent who have helped me for collection of data,
for their honest participation in the research and helped me directly and indirectly in
successful completion of this study for their help and cooperation throughout the project.

Date SAKSHI CHOURASIA


MBA (DS): PART II (SEM III)
PREFACE

The project report is the bridge between the institute and the organization. In institute we get
theoretical knowledge that is very far from the practical knowledge. This project helps us to
understand how theories will be applied in the practical field.

My basic objective for this project is to deal with HUMAN RESOURCE PLANNING. The
information that I have gained has certainly provided me an orientation, which I believe will
help me in the near future.

About this organization, I can say that here people work with in a chain in co-operation with
one another.

To understand the HR planning first we have to clear the meaning of planning and HR
separately:

Planning is the process of thinking about the activities required to achieve a desired goal. It
involves the creation and maintenance of a plan, as such planning is a fundamental property of
intelligent behavior. An important further meaning, often just called “planning” is the legal
context of permitted building development.

When it concern human resource as: “The people that staff and operate an organization,” as
contrasted with the financial and material resource of an organization. A human resource is a
single person or employee within your organization.

Human resource is also the organizational function that deals with the people and issues
related to people such as compensation and benefits, recruiting and hiring employees, on
boarding employees, performance management, training, organization development and
culture, and advising senior staff about the impact on people of their financial, planning, and
performance decisions on the people in the organization.
Table of contents

Chapter – 1 Introduction to organization

Chapter- 2 Research methodologies

2.1 Title of the study

2.2 Planning of human resource

2.3 Growth and development

2.4 Recruitment

2.5 Objective of the study

2.6 Type of research

2.7 Sample size and method of selecting sample

2.8 Scope of study

2.9 Limitation of study

Chapter -3 Facts and finding

Chapter -4 Analysis and interpretation

Chapter-5 SWOT analysis

Chapter-6 Conclusion

Chapter-7 Recommendation and suggestion

Chapter-8 Appendices

Chapter-9 Bibliography
Chapter -1
Introduction to the organization

BACKGROUND:

3358 Crore media house with 10,000 manpower strength & 160 offices all over
India has daily newspaper 2 stand alone weeklies & 1 magazine in 10 stages of the
country. Bhasker is the largest read newspaper group in India with 2.97 crore
readers. 28% potential of India with bhasker markets. The company board consist
Of Mr. Chandra Agrawal, Chairman, Mr. Sudhir agarwal, managing director and
Mr. Girish agarwal & Mr. Pawan Agarwal, Directors.

Daily newspaper (broadsheets)- Dainik Bhasker, Divya Bhasker, Saurashtra


Samachar, prabhat kiran, DNA & DNA Money.

Weeklies (tabloid)- Divya Bhasker-NEW York & Indore editions.

Magazine – Young Bhasker, Bal Bhasker.

The group uses latest ERP solutions software applications product (SAP) to
integrate all department in every editions of newspaper.
Principles of Bhaskar group

Their actions and thought are based on the following principles:

 Entrepreneurship
 Ambition
 Innovation
 Professionalism

2. They are totally professional and committed to a goal. There might be different
ideas among them, but they respect these diverse ideas.

3. Their every effort will be focused on progress and entrepreneurship.

4. They give utmost important to creativity and innovations. They should always
endeavor to do anything better than before, it should be special should be
effective and should be done with total commitment.

5. They believe in winning and teamwork. They believe in delivering and always
respect those who are capable of implementing every idea.

Publication centers of Dainik Bhasker publications


Total publication centers

Hindi : 32

Gujarati :9

Total states covered: 10

Total readership : 2.67 crore (source NRS 2006)


Total no. of employees: 10000+

Turnover of the group : over 2200 crore

FOUNDER

Late Mr. dwarka Prasad Agarwal

CHAIRMAN

Mr. Ramesh Chandra Agarwal

MANAGING DIRECTORS

Mr. Sudhir Agarwal

DIRECTORS

Mr. Girish Agarwal & Mr Pawan Agarwal


Diversification of Bhasker 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

 TEXTILE:

In 1996 Bhaskar had diversified into textile and set up spinning unit at mandideep, near
Bhopal, dist raisen, MP in the name & style of M/s Bhaskar Industries Ltd. The business has
since grown into an integrated source with spinning, weaving and processing facilities that
compare with the best in the world. The plant was awarded the ISO 9002 certificate for total
quality control in 2002 and Bhaskar industries is now a significant player in India’s textile
sector.

 OIL EXTRACTION AND REFINNING :

Bhaskar exxols Ltd., Sharda solvent Ltd, solvent extraction and oil processing activity
commenced with soya processing. It now include edible oil refining and processing of
vanaspati ghee as well. Distributed locally Bhaskar oil is now a significant local brand.

 FMCG: Bhaskar venkatesh:

Engaged in the marketing of the salt.


 CABLE TV : Bhaskar Multinet Ltd.:

In Manipur, Indore, mhow, mandsaur, Jabalpur, Ajmer & Bhopal cities with 7 mass interest
channels. Covers total universe of 12 lakh households (population 50 lakh) and a C&S
household population of over 5 lakh. The group is having its own well equipped studio with
all modernized equipment. This is the first network in India using digital network.

 FAMILY ENTERTAINMENT : sun city:

The family entertainment center set up by Bhaskar group at Gwalior situated in the heart of
the city, the 15 acre complex is the only recreation center in the town. Sun City brightens
visitors experience with a blaze of cheery leisure option including food courts, a shopping
mall, virtual and live shows, celebrity shows, adventure rides, boating and 3D Cinema.

 ART & CULTURE: abhivyakti

Abhivyakti is the cultural arm and nonprofit center sponsored by the Bhaskar group. It
provides aspiring artists of all age group with instruction and facilities to develop and
project their talent. Abhivyakti function like an event management organization focused
on establishment a platform for artists to learn and perform.

 FM RADIO: 94.3 FM:

One of the most exciting and the fastest growing brand in FM radio space is 94.3 MY FM is
the FM radio station network of synergy media entertainment Ltd, SMEL-a wholly owned
company of the Bhaskar group.

 THE BHASKAR MALL:

The first mall of the city spread over 5.9 acres of land with a GLA of approx ft, having a huge
parking space.

Highlights :

 One hypermarket on single levels.


 Three department stores.
 Nine superstores and 90 vanilla stores.
 11F&B outlets +50400 sq ft, food court.
 Five screen ,1300 seat multiplex.
 20,250 sq ft indoor family entertainment center.
CHAPTER -2

Research methodology
3.1 Title of the study:
There are other, through that still regard the quantitative planning of
resources as important. They do not see its value in trying to predict events, be they wars or
takeovers. Rather, they believe there is a benefit from using planning to challenge
assumptions about the future, to stimulate thinking. For some there is, moreover, an implicit
or explicit wish to get better integration of decision making and resourcing across the whole
organization, or greater influence by the center over devolved operating units.

Cynics would say this is all very well, but the assertion of corporate control
has been tried and rejected. And is it not the talk of the process benefits to be derived self
indulgent nonsense? Can we really afford this kind of intellectual dilettantism? Whether these
criticism are fair or not, supporters of human resource planning point to its practical benefits
in optimizing the use of resource and identifying ways of making them more flexible. For some
organization, the need to acquire and grow skills which take time to develop is paramount. If
they fail to identify the business demand, both numerically and in the skills required, and
secure the appropriate supply, then the capacity of the organization to fulfill its function will
be endangered.

2.2 planning of human resource

DEFINATION OF HR PLANNING:

THERE ARE MANY WAYS TO DEFINE HR PLANNING OR EXPLAIN WHAT IT IS.BUT THE
FOLLOWING DEFINITION.TAKEN FROM THE GOVERMENTOF CANADA HUMAN RESOURSES SITE
IS A GOOD USRFUL WORKING DEFINATION:

“RIGOROUS HR PLANNING LINKS PEOPLE MANAGEMENT TO THE ORGANISITIONS


MISION,VISION,GOALS AND OBJECTIVES,AS WELL AS ITS STARTEGIC PLAN AND BUGETARY
RESOURES.A KEY GOAL OF HR PLANNING IS TO GET THE RIGHT NUMBER OF PEOPLE WITH
THE RIGHT SKILL, EXPERIENCE AND COMPETENCIES IN THE RIGHT JOBS AT THE RIGHT TIME
AT RIGHT COST.”
NOTE:THE EMPHASIS ON LINKAGE TO STARATEGIC PLANNING AND BUSSINESS PLANNING IN
THE FIRST SENTENCE AND THE EMPHISIS ON THE ARRENGEMENT AND ALIGNMENT OF STAFF
AND EMPLOYES IN THE LAST SENTENCE.

HERE’S ANOTHER DEFINITION.PERPHAPS A BIT SMOLER:

“THE PROCESSESS BY WHICH MANAGEMENT ENSURES THAT IT HAS THE RIGHT PERSONAL,
WHO ARE CAPABLE OF COMPLETINING THOSE TASKS THAT HELP THE ORGANIZATION.REACH
ITS OBJECTIVES.”

Why human resource planning?


Human resource planning: an introduction was written to draw these issues to the attention of
HR or line managers. We address such question as:

 What is human resource planning ?


 How do organization undertake this sort of exercise?
 What specific uses does it have?

In dealing with the last point we need to be able to say to hard pressed managers: why spend
time on this activity rather than the other issues bulging you’re in tray? The report tries to
meet this need by illustrating how human resource planning techniques can be applied to four
key problems. It then concludes by considering the circumstance are which human resourcing
can be used.

HOW CAN BE APPLIED?


The report details the sort of approach companies might wish to take. Most organization are
likely to want HRP system:

 Which are responsive to change?


 Where assumption can easily be modified
 That allow flexibility in supply to be included
 That are simple to understand and use
 Which are not too time demanding

To operate such system organization need:

 Appropriate demand models


 Good monitoring and corrective action processes
 Comprehensive data about current employees and the external labor market
 An understanding how resourcing works in the organization

If HRP techniques are ignored, decisions will still be taken, but without the benefit of
understanding their implication. Graduate recruitment numbers will be set in ignorance of
demand, or management succession problem will develop unnoticed.

2.3 Growth & Development


HR POLICIES IN DAINIK BHASKAR

Growth and Development at Bhaskar

Continuous development of employees is essential for improving their performance at


Bhaskar. The process is critical for attracting and retaining a knowledgeable and skilled
workforce. The purpose of the growth and development policy is:

 To promote a healthy sense of compensation as well as job satisfaction among.


 To identify, train and develop competent personnel with growth potential and to
provide motivation for higher performance.
 Foster a culture of learning within the organization.

Performance Appraisals:
Bhaskar believes in KRA (key result area) mode of evaluation. These KRA’s are specific to the
functional area and provide to each of the employees and to the new employees on joining by
their immediate senior. The KRA’s are in sync with the organization goal, job responsibilities
and the performance expected from the employees.

When is the appraisal carried out?

Appraisal is carried out on an annual basis in march and October for the financial year gone by,
or for the designed period on case to case basis. Employees joining Bhaskar are informed o
their appraisal period in their offer letter.
Career development:
Bhaskar provides opportunities to its employees for participating in activities which will
enhance their specific job skills, their overall professional strengths, and their personal
development. This policy is applicable to all employees of Bhaskar at all the location.

Criteria used for nomination for training:


Training needs will be identified during the performance appraisal process by the appraise and
appraiser. It may also be accomplished through training needs surveys undertaken by the HR
department from time to time. The criteria used for the nomination for training are:

 Employee’s interest /self nomination (M3+)


 Must be routed through the department head with justified reasons, cost details,
department head approval at least 15 days in advance to the date of training.
 HR will revert within 3 days on the approval, excluding the day on which the
communication is received.
 Manager’s nomination to specific development areas.
 Driven by the business need.
 By the national vertical head, based on skill gap performance management data.
 State head /unit head or HOD and corporate HR.
 It must be ensured that the equal opportunity is provided to each deserving employees.

The role of HR in the training nomination process will be:

 If budget is available and the vertical head approves the nomination shall be effective
under information to HR.
 Check advice if the nomination by managers or otherwise become too polarized on the
people who are being nominated .

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