Recruitment and Selection Process at Times of India News Paper

A SUMMER TRAINING PROJECT REPORT
ON
RECRUITMENT AND SELECTION PROCESS AT
TIMES OF INDIA NEWS PAPER
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE AWARD OF MBA DEGREE FROM
Dr. A.P.J. Abdul Kalam Technical University, Lucknow
SUBMITTED BY:
NISHA KUMARI
ROLL No. 1766670164

(2018 Batch)
UNDER GUIDAN OF:
COMPANY GUIDE: FACULTY GUIDE
Mr. Subhash Gupta Mr. Niraj dubey
(Chief Manager) (Head of Department)
LUCKNOW SRMBS, LUCKNOW
SRM BUSINESS SCHOOL, B.K.T LUCKNOW (college code: 666)
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“TIMES HOUSE” 16, RANA PRATAP MARG, LUCKNOW-226001
TO WHOM SO EVEN IT MAY CONCERN
This is to certify that .Miss. NISHA KUMARI, MBA Student of “SRM

BUSINESS SCHOOL” LUCKNOW, was associated with us for an internship
program from 05th -June – 18 to 20th July, 2018, in the field of HR with “Times
group Brands” in LUCKNOW.
The project report entitled “RECRUITMENT AND SELECTION

PROCESS AT THE TIMES OF INDIA Embodies the original work done by.
Miss. NISHA KUMARI, during her summer training period.
(Signature senior manager)
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DECLARATION
I hereby declare that the summer training project report entitle
“RECRUITMENT AND SELECTION PROCESS AT TIMES OF INDIA”
Submitted by me in partial fulfillment for the award of the MBA degree from Dr.
A. P. J Abdul Kalam Technical University, Lucknow is an outcome of my own
efforts and is an original piece of research work . It contains no material previously
published or written by any other person , nor any material which to a substantial
extent has been accepted for the award of any other degree/diploma of any other
Institute/University ,except where due acknowledgement has been made in the
text.
Date:
Place: NISHA KUMARI
Roll no: 1766670164
SRMBS Lucknow
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SRM BUSINESS SCHOOL LUCKNOW
TO WHOM SO EVER IT MAY CONCERN
This is to certify that Miss. NISHA KUMARI, a student of MBA , 2018 batch in
this Institute ,has undergone seven week summer training at times of India from
05th – June – 18 to 20th July – 2018 .
During the period of her internship program, he undertook and successfully

completed the project titled “RECRUITMENT AND SELECTION PROCESS
AT TIMES OF INDIA,” under my guidance and supervision
Mr. Niraj dubey
(H O D)
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ACKNOWLEDGEMENT
I would like to express my gratitude to all those who gave me the possibility
to complete my project. I would like to thank my college authorities and my HOD
Mr. Niraj Dubey, first for providing me the opportunity to work with one of the
most prestigious organization. I want to thanks the head of training department,
Mr. Kaushal Chandra for giving me permission for my summer training, to do the
necessary research work, and to use the organization data.
I have furthermore to thank my Mr. Prashant Tripathi who supervised and
supported me throughout the period of my training.
I am deeply indebted to my faculty and mentor Mr. Niraj dubey whose help,
stimulating suggestions and encouragement helped me during the summer
training and in compiling the report.
I would like to give my special thanks to my parents and my brothers and sisters
whose contant love, blessings and emotional support enabled me to complete this
work.
NISHA KUMARI
Roll no. 1766670164
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TABLE OF CONTENT
S.NO TOPIC PAGE. NO
1 INTRODUCTION OF THE TOPIC 7-38
2 COMPANY PROFILE 39-47
3 OBJECTIVE OF THE STUDY 48-49
4 RESEARCH METHODOLOGY 50-68
5 DATA ANALYSIS AND INTERPRETATION 69-90
6 FINDIGS 91-92
7 SUGGESTIONS 93-95
8 CONCLUSIONS 96-97
9 BIBLIOGRAPHY 98
10 ANNEXURE 99-103
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IN TRODUCTION OF THE TOPIC
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RECRUITMENT
1.1 Recruitment
According to Edwin B. Flippo. Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”. Recruitment is
the activity that links the employees and the jobs seekers. A few definitions of
recruitment are:
 Recruitment in simple terms recruitment is understood as a process for searching
and obtaining application for jobs, from among the available recruits .
 A process of finding and attracting capable applicants for employment . the
process begins when new recruits are sought and end when their applications are
submitted . the result is a pool of applications from which new employees are
selected .
 It is the process to discover source of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection , which helps create a
pool of prospective employees for organization so that the management can select the
right candidate for the right job from this pool. The main objective of the recruitment
process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resource needs even though specific vacancies
do not exist .Usually , the recruitment process start when a manger initiates an employee
requisition for a specific vacancy or an anticipated vacancy.
Recruitment and selection are the two phases of the employment process. The differences
between the two are:
1 . the recruitment is the process of searching the candidates for employment and
stimulation them to apply for jobs in the organization whereas selection involves the
series of steps by which the candidates are screened for choosing the most suitable
persons for vacant posts.
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2. the basic purpose of recruitment is to create a talent pool candidates to enable the
selection of best candidates for the organization , by attracting more and more
employees to apply in the organization whereas the basic purpose of selection process
is to choose the right candidate to fill the various positions in the organization .
3. Recruitment is a positions process i.e. encouraging more and more employees to
apply whereas selection is a negative process as it involves rejection of the unsuitable
.
1.1.1. The Purpose And Importance Of Recruitment Are Given Below
 Attract and encourage more and candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for
the organization .
 Determine present and future requirement of the organization in conjunction
with its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applications.
 Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
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SOURCE OF RECRUITMENT
Recruitment is the process which links the employers with the employees. ... Build
positive impression of the recruitment process. Create a talent pool of candidates to
enable the selection of best candidates for the organization. To attract and engage people
it needs to achieve its overall organizational objectives.
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SELECTION
Selection has been regarded as the most important function of HR department , it
ensures the organization that ; it has right number , right kind of people at the right
place and at the right time.
DEFINITION OF SELECTION
“ It is the process of differentiating between application in order to identify (and
hire) those with the greater likelihood of success .”
Selection is the process of measurement decision making and evaluation.
The goal of personnel selection system is a to bring in to an organization the
individual who will perform well on the job
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PROCESS OF SELECTION
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Types of interview
A. Informal interview
B. Formal interview
C. Non –directive interview
D. Depth interview
E. Stress interview
F. Group interview
G. Panel interview
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RECRUITMENT AND SELECTION
Recruitment is the understood as the process of searching for and obtaining

applicants jobs, from whom right people can be selected
According to Flippo “Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.
After recruitment, selection process begins. The main purpose of selection

procedure is to find out man for each job. A scientific procedure of selection
requires two things: first knowledge regarding the qualities of a person should
possess in order to do a given job
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Considering manpower inventory need of dept. and approved strength work out
manpower needs.
i. Procurement of application from various resources .
ii. Scrutinize application.
iii. Selection application of candidates as per criteria of suitable candidates
and interview committee.
iv. Prepare interview call as per approval and sand the same to candidates after
proper sign.
v. Verification of application form and certificates of candidates attending
interview.
vi. Prepare format of rating sheet and information for committee members.
vii. Organize interview and make arrangement for the same.
viii. Send selected candidates for medical examination.
ix. Prepare, verify offer/appointment letter of selected candidates and send the
same after sign of M.D
x. Complete joining formalities.
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Executive Summary
The Internship Report “Recruitment and Selection Process of Enam Labels
Limited” is originated as a partial requirement of BBA Program, Department of Business
Administration, International Islamic University Chittagong, Dhaka Campus.
This report focuses 12 weeks working experiences at the head office Enam Labels
Limited. This report will give a clear idea about the activities and operational strategies
of Enam Labels Limited. This report contains five parts.
The first part is focused on the Introduction, background, scope, limitations,
methodology, data collection & processing method for the study.
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The second part is focused on the overview of the Enam Labels Limited. It contains
short profile of the Organization, The Organization’s History and activities.
The Third part is focused on the theoretical part of Human Resource Management and
it’s Policies. It contains the basic idea about Human Resource, the basic function of
human resource management, Recruitment & Selection process, training and
Development process etc.
The fourth part is focused on the recruitment and selection process of Enam Labels
Limited. It contains the recruitment & selection policy, steps, ways of sourcing, process
of interview, process of inspection about the interviewee etc.
The fifth part of this report contains the Statistical Data Analysis, Findings on the basis
of data collected through questionnaire.
The Sixth part contains recommendation and conclusion of this report.
A sample of questionnaire which is used in the report and references also have been
attached with this report under The Seventh Part.
In Enam Labels Limited, the “Recruitment and Selection Process” are being followed for
last year properly. Enam Labels Limited has its Human Resource Department who
prepares a budget about the required manpower with the discussion with other
departmental head. Based on the Manpower planning and approved budget Recruitment
and Selection are being done as and when needed. Whenever required, concerned
Department Head & HR Department jointly carried out the Selection process.
The Recruitment and Selection process of Enam Labels Limited is very much transparent
in terms of selecting right people in right time and for the right job. For selecting a
person, basic education qualification is a must while they also consider applicant’s
experience, knowledge, capability and his/her future background.
1.1 Statement of the problem
Human Resource Management is part of the organization that is concerned with the
“people” dimension. HRM can be viewed in one of two ways. First, HRM is a staff, or
support in the organization. Its role is to provide assistance in HRM matters to line
employees, or those directly involved in producing organization’s goods and services.
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HRM is a function of every manager’s job. Whether or not one work in a “formal” HRM
department, the facts remain that to effectively manage employees requires all managers
to handle the activities.
Human Resource Planning helps determine the number and type of people an
organization needs. Recruitment follows Human Resources Planning and goes hand in
hand with the selection process by which organizations evaluate the suitability of the
prospective Candidates for the job. Jon analysis and job design specify the tasks and
duties of jobs and the qualifications expected from prospective job holders (Chart-1.1).
The next logical step is to select the right number of people the right type to fill the jobs.
Selection involves two broad groups of activities: (i) Recruitment and (ii) Selection.
1.2 Objective of the Study
The main objective of this study is to understand the process of recruitment and selection
of Enam Labels Limited and its impact. To achieve the main objective this study
highlights some specific objectives that can be the following manner:
#To focus on theoretical knowledge in the field of Human Resource Management.
# To analyze Human Resource Practices and examine the recruitment and selection
procedure of Enam Labels Limited.
# To assess and evaluate the existing recruitment and selection procedure of Enam
Labels Limited with the standard.
1.3 Methodology
Methodology refers to the systematic method consisting of enunciating the problem,
formulating a hypothesis, and collecting the facts or data, analyzing the facts and
reaching certain conclusions either in the form of solutions towards the concerned
problem or in certain generalizations for some theoretical formulation. It includes the
process of gathering, recording and analyzing critical and relevant facts about any
problem in any branch of human activity. It refers to critical searches into study and
investigation of problem/ proposed course of action/hypothesis or a theory.
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TRAINING AND DEVELOPMENT
Training and Development is a subsystem of an organization which emphasize on the
improvement of the performance of individuals and groups. Training is an educational
process which involves the sharpening of skills, concepts, changing of attitude and
gaining more knowledge to enhance the performance of the employees.
The official and ongoing educational activities within an organization designed to

enhance the fulfillment and performance of employees. Training and development
programs offered by a business might include a variety of educational techniques and
programs that can be attended on a compulsory or voluntary basis by staff.
According to C B Memoria, ―Training is a process of learning a sequence of

programmed behavior. It is application of knowledge and it attempts to improve the
performance of employee on the current job and prepares them for the intended job.
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According to C.B . Memoria, “ The term training is an important aspect of personnel
which increase the knowledge & skill of worker for doing a specific job”.
At times of India training programmers have been classified as
a) On the job training

b) Corporate training (H.R.D)
c) Out house training
The main objective of training and Placement cell is to provide personal

and career related support to the students with special emphasis on
training the students on employability skills and ultimately provide
placement in various Industries/Organizations by arranging
campus recruitment drives.
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 To assist students to develop/clarify their academic and career interests, and their short
and long-term goals through individual counseling and group sessions.
 Maintaining and regularly updating the database of students. ...
 Gathering information about job fairs and all relevant recruitment advertisements.
WAGES AND SALARY
It is a universal fact that no one will work without any reward . thus ,an employee has to
be properly rewarded for his service wandere to the organization . He should be paid
reasonable wages or salary . The or wages is remuneration for his service to the
organization.
At times of India wages and salaries are paid on monthly basis. A time rate wages system
is followed by the organization. The salary of an employee would include basic salary
plus allowance like house rent, medical allowance, clearness allowance, performance
allowance , festival allowance, travel allowance , educational and development
allowance, leave allowance etc. Besides provident fund is also paid out from the monthly
salary.
A common method is followed for the wage and salary administration. The present
catalogue record received from the time keeping officer is minted of each employee in
the register, which is known as “muster Roll”.
The wages are paid in cash and also credited to their saving or current accoun. the wages
and salaries paid according to the grade wise . Times of India group delegates grades
likes A, L , C, E ,F ,D and G .
Wages and salary means regular done to the employees for the work perform med by
them.
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PAYROLL SYSTEM
Pay scale Post Grade
21000-28000 M.D. Manager
15000-21000 G.M. Manager
7000-15000 A.G.M. Manager
5000-10000 Manager Manager
3500-8000 Deputy Manager Officer
1800-5400 Superintendent Officer
1300-5480 Deputy superintendent Clerical
2500-7500 Assistant Clerical
750-3684 sr . clerk Worker
650-1560 Grade ‘ A’ Worker
450-1410 Grade ‘B’ Worker
300-350 Grade ‘C’ Worker
280-895 Grade ‘D’ Worker
195-680 Grade ‘E’ Worker
175-600 Grade ‘F’ Worker
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PROMOTION AND TRANSFER POLICY
Promotion:-
In the company promotion is given on the basis of their perform his duty
well, he is promoted to a higher post after any time and any way.
Transfer:-
Transfer is the moment of an employee from place to place without
substantial change in his responsibilities, status and position in the case of transfer.
(1) Job remain same these are no change in salaries responsibilities at the place
change .
(2) At that a person may be given promotion and then transfer in this case.
There may be change in salary responsibility duties and also to place .
TIME KEEPING SYSTEM

The Egyptians divided the day into two 12-hour periods, and used large obelisks to track
the movement of the sun. They also developed water clocks, which were probably first
used in the Precinct of Amun-Re, and later outside Egypt as well; they were employed
frequently by the Ancient Greeks, who called them clepsydrae. The Zhou dynasty is
believed to have used the outflow water clock around the same time, devices which were
introduced from Mesopotamia as early as 2000 B C.
In Times of India there are two type of time Keeping System in Dairy plant
(1) Electronic punch card system (for officers)
Manual punch card system(for workers)
1) FOR OFFICERS:-
In Times of India daily muster keeper maintain detail of each
employee . this function is handling in the keeping officer. When employee enters
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in the organization he has to sigh in the muster and also use electronic punch card
for that electronic system is fix at office. The punch card functioning in a way that
employee uses it maximum 6 times in a day . if workers want to go outside during
the recess than he has to punch card .
2) FOR WORKERS:-
For the workers there is a manual punch card system . There
are two type of card . the first one is pink and the other is white . The workers have to
punch then whenever they going off the and duty and at the recess time .
TYPES OF LEAVES
1. Earned Leave:- Earned Leave is ‘earned’ by duty. The credit for earn leave will
awarded at a rate of 15 days on the 1st of January and 1st of July every year. It can be
accumulated up to 300 days in addition to the number of days for which encashment has
been allowed along with LTC. Maximum of 180 days at a time can be the case of Earned
Leave.
2. Half Pay Leave:- All Government servants are entitled to 20 days of HPL for every
completed year of service. Half pay leave is calculated at 20 days for each completed
year of service. For e g, if you are in service for 2 years , you will be having a total of 40
days of half pay leave. The service includes periods of duty and leave including
extraordinary leave with or without MC. Half pay leave can be availed with or without
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MC(Medical Certificate). From 1st January 1986, half pay leave is credited in advance at
the rate of 10 days on the 1st of January and 1st of July every year.
3.Commuted Leave:- This Leave is granted on medical certificate normally.

Commuted leave not exceeding half the amount of half-pay leave due can be taken on
medical certificate. Up to a maximum of 90 days can be taken during the entire service
without medical certificate where such leave is utilized for an approved course of study
certified to be in university interest.
It can be taken up to a maximum of 60 days can be granted to a female employee in
continuation of maternity leave without medical certificate and up to a maximum of 60
days can be granted without medical certificate to a female employee with less than two
living children, on adoption of a child less than one year old. Commuted leave may be
granted at the request of the employee even when earned leave is due to him.
4. Leave Not Due:- This Leave is also granted on medical certificate normally. Leave
not due is granted when there is no half-pay leave at credit and the employee requests for
the grant of Leave Not Due. It is granted only medical certificate if the leave sanctioning
authority is satisfied that there is a reasonable prospect of the employee returning to duty
on its expiry. It may be granted without medical certificate in continuation of maternity
leave, and may be granted without medical certificate to a female employee with less
than two living children, on adoption of a child less than one year old. The amount of
leave should be limited to the half-pay leave that the employee is likely to earn
subsequently. Leave not due during the entire service is limited to a maximum of 360
days and due will be debited against the half-pay leave that the employee may earn
subsequently.
5. Maternity Leave:- Maternity leave is granted to women government employees.
1) Pregnancy: 180 days – Admissible only to employees with less than two surviving
children.
2) Miscarriage/abortion (induced or otherwise): Total of 45 days in the entire service.
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However, any such leave taken prior to 16.6.1994 will not be taken into account for this
limitation. Admissible irrespective of number of surviving children.
Application to be supported by a certificate from a registered medical practitioner for
NGOs and from AMA for GOs.
The maternity leave is not debited to leave account and full pay is granted. It cannot be
combined with any other leaves and counts as service for increments and pension.
6. Paternity Leave:- A male employee with less than two surviving children may be
granted Paternity Leave for a period of 15 days during the confinement of his wife.
During the period of such leave he shall be paid leave salary equal to the pay drawn
immediately before proceeding on leave. Paternity Leave shall not be debited against the
leave account and may be combined with other kind of leave as in the case of Maternity
Leave.
7. Study Leave:- Study leave may be granted to all government employees with not less
than five years’ service for undergoing a special course consisting of higher studies or
specialized training in a professional or technical subject having a direct and close
connection with the sphere of his duties as a civil servant.
The course for which the study leave is taken should be certified to be of definite
advantage to govt from the point of view of public interest and that particular study
should be approved by the authority competent to grant leave.
The official should submit a full report on the work done during study leave.
Maximum of 24 months of leave is sanctioned. In the case of CHS officers 36 months of
leave can be granted at a stretch or in different spells.
Study leave will not be debited to the leave account and may be combined with other
leave due. Study leave is not granted for studies outside India if facilities are available in
India and to an official due to retire within 3 years of return from the study leave.
8. Extra Ordinary Leave:- Extraordinary leave is granted to a Government servant
when no other leave is admissible or when other leave is admissible, but the Government
servant applies in writing for extraordinary leave.
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Extraordinary leave cannot be availed concurrently during the notice period, when going
on voluntary retirement and EOL may also be granted to regularize periods of absence
without leave retrospectively.
9. Casual Leave:- In a calendar year eight days of casual leave is permissible.
Casual leave is not a recognized form of leave and is not subject to any rules made by the
Government of India. An official on Casual Leave is not treated as absent from duty and
pay is not intermitted.
(i) Casual Leave can be combined with Special Casual Leave/vacation but not with any
other kind of leave.
(ii) It cannot be combined with joining time.
(iii) Sundays and Holidays falling during a period of Casual Leave are not counted as part
of Casual Leave.
(iv)Sundays/public holidays/restricted holidays/weekly offs can be prefixed/suffixed to
Casual Leave.
(v) Casual Leave can be taken while on tour, but no daily allowance will be admissible
for the period.
(vi) Casual Leave can be taken for half day also.
(vii) Essentially intended for short periods. It should not normally be granted for more
than 5 days at any one time, except under special circumstances.
(viii) LTC can be availed du ring Casual Leave.
(ix) Individuals appointed and joining duty during the middle of a year may avail of
Casual Leave proportionately or to the full extent at the discretion of the Competent
Authority.
10. Child Care Leave :- Woman employees having minor children may be granted Child
Care Leave by an authority competent to grant leave for a maximum period of 730 days
(2 years) during their entire service for taking care of up to two children., whether for
rearing or to look after any of their needs like examination, sickness, etc..
Conditions for Child Care Leave
1. Child care leave shall not be admissible if the child is eighteen years of age or older
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equal to the pay drawn immediately before proceeding on leave.
2. It can be availed in more than one spell.
3. It can not be debited against the leave account.
11. Hospital Leave:- Hospital leave is admissible to Group ‘C’ employees whose duties
involve handling of dangerous machinery, explosive materials, poisonous drugs and
performance of hazardous takes and to Group ‘D’ Employees.
Medical certificate from an authorized medical attendant is necessary for grant of this
leave. This hospital leave may be combined with any other kind of leave due and
admissible, provided total period of leave does not exceed 28 months.
12. Vacation Department Staff leave Entitlement:- The leave entitlements of
employees of Vacation Departments (i.e. departments where regular vacations are
allowed during which those serving in them are permitted to be absent from duty) are the
same as those serving in non-vacation Departments except in respect of ‘earned leave’.
No earned leave will be admissible to a government servant of a vacation Department in
any year in which he avails of the full vacation. The vacation can be combined with
casual leave.
13. Special Disability Leave :- Special disability leave admissible to all employees when
disabled by injury intentionally or accidentally inflicted or caused in or in consequence
of the due performance of official duties or in consequences of official position. The
disability above should have manifested within three months of the occurrence to which
it is attributed and the person disabled had acted with due promptitude in bringing it to
notice. The leave sanctioning authority, if satisfied as to the cause of the disability, may
relax the condition and grant leave in cases where disability has manifested more than
three months after the occurrence of its cause.
14. Child Adoption Leave:- Child adoption leave is granted to Female employees, with
fewer than two surviving children on valid adoption of a child below the age of one year,
for a period of 135 days immediately after the date of valid adoption.
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15. Leave to Probationers :- A person appointed to a post on probation is entitled to all
kinds of leave admissible under the rules to a permanent servants according as his
appointment is against a permanent post.
PERFORMANCE APPRAISAL SYSTEM

A performance appraisal is a regular review of an employee's job performance and
overall contribution to a company. Also known as an "annual review," "performance
review or evaluation," or "employee appraisal," a performance appraisal evaluates an
employee’s skills, achievements and growth, or lack thereof. Companies use performance
appraisals to give employees big-picture feedback on their work and to justify pay
increases and bonuses, as well as termination decisions. They can be conducted at any
given time but tend to be annual, semi-annual or quarterly.
According to Edwin B, Flippo “It is the evaluation or appraisal of the relative worth
to the company of a man’s services on his jobs.”
According to A1 ford & Beatty “Performance appraisal is a process of evaluating an
employee’s performance of a job in terms of its requirements.”
Formal appraisal plans are designed to meet three needs, one for the organization and the
other two of individual. they are as follows:
A. They provide systematic judgment to back up salary increase, transfer, demotions
or termination.
B. They are means of telling a subordinate how he is doing and suggesting needed
changes in behavior, attributes, skills or job knowledge .
C. They are used as a base for coaching and counseling the individual by the
superior.
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The Times of India adopts the appraisal system
Promotion Appraisal
1year Manager
3 year Officers
1year Workers
1.5year Temporary workers
Final confirmation with the recommendation by the divisional heads comes from the
M.D. on annual basis. His work is evaluated and if his work is not found satisfactory , he
is terminated from his job. At present Times of India has adopted open system under
which the employee himself writes in which work he needs training and asks to the
management to arrange for it.
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TRADE UNION
A trade union is an organization made up of members (a membership-based organization)
and its membership must be made up mainly of workers.
One of a trade union's main aims is to protect and advance the interests of its members in
the workplace.
Most trade unions are independent of any employer. However, trade unions try to
develop close working relationships with employers. This can sometimes take the form of
a partnership agreement between the employer and the trade union which identifies their
common interests and objectives.
At the times of India there are three trade union in existence. One trade union is for
workers the other is for clerical staff and finally one is for officials in the initial stage
there were many strikes had fo7days workers. Last strike was for 10 days in the year
1850 however since then TIMES OF INDIA has been faced harmonious relation with the
trade union. Since TIMES OF INDIA is a co-operative organization each member of
trade union work as a member of the times of India family. Further more Times of India
holds the monthly discussions with all their employees to between the management and
employees.
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GRIEVANCE HANDLING PROCEDURE
Grievance handing procedure is one of the most important means of employees to
express their dissatisfaction .
In case of times of India there is a and harmonious relation between the management and
personnel. There is a peace and harmony in the unit. But if there is any grievance
between the employee and the management then the head of management then the head
of management manager the grievance and try to solve problems very factually. Thus the
unit enjoys internal peace and harmony.
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FACILITIES PROVIDING TO EMPLOYEE
For any organization workers can main source without manpower not a single
organization survives if workers are efficient that it is easy for the organization to achieve
goal. For that workers need good environment and facility. To apply this principle The
Times of India provide very good facility to their employee so that employee works
productively.
1. Canteen facility :-
The Times of India has its own canteen for its employee. All the
employees of The Times of India get tea, coffee, breakfast and lunch at minimum rate.
They get tea and coffee 40 paisa per cup, dry fast food at Rs 8 per K.G. and lunch dish as
Rs.5per dish. For that they provide coupon to their employee contain coupon of 40 paisa
re 1.20, 5, Rs8. They have a contract with a shop khati-mitthi ’ employees also use their
coupon there and get dry fast food.
2. Medical facility :-
The Times of India also provide medical facility to its workers.
They organized vaccination program for the workers on the regular basis The Times of India has
its own hospital in the organization.
Medicaim :-
- M.D. level medi claim is Rs.70,000 to all his family.
- Service office gets 60000 to both and children gets 30000.
- Supervisor gets 35000 to both and children gets 20000.
- A to E grade employees get 30000 and child gets 20000.
3. Loan facility :-
In The Times of India Loan is also given to employee as per rule
and regulation. For that they have a society. It is made up of employees. Every month some
amount of employee deduct from his salary. It’s a one type of saving. It’s one type of saving.
When employee need loan they get from this.
4. Safety :-
The Times of India also provide hand gloves, shoes, apron and other
things needs for the safety purpose of workers.
37
5. Uniform :-
The Times of India gives 3 pairs of uniform every 2 workers. They also
provide free washing facility of uniform. For that workers have to level their uniform for wash
and collect in 2 days.
6. Advance :-
The advance that the company provides is food gaining advance , festival
advance ,etc.
7. Personal accident policy:-
The amount for this policy is set up for every workers
category wise. The company on behalf of the workers pays the premium in case of any
accident this policy is very helpful for workers.
8. Workers compensation policy :-

If during the office time of working time any
accident occurs the company will pay for the injury as per the workman compensation
act.
9. Others :-
The Times of India provide son glass, gloves, shoes, apron, helpmate ,
clothes, ambulance etc.
PERSONAL RECORDS
Personal records are needed for getting information about employees who is working in
the organization. So The Times of India dairy maintains some records which are as
follows.
 Accident Registered
 Attendance Registered
 Casual Leave Registered
 Leave Balance
 Provident Registered
 Salary Registered
38
Company profile
39
Company profile
The Audit Bureau of Circulations (ABC) of India is a non-profit circulation-auditing
organization. It certifies and audits the circulations of major publications, including
newspapers and magazines in India.
ABC is a voluntary organization initiated in 1948 that operates in different parts of the
world. Until 1948, the concept of circulation audit was yet to be made in India and the
publishers had no means to verify the actual circulation number of publications that they
used for advertising and had to depend more on their own judgment. Publishers also
found it difficult to convince advertisers of the relative values of their publication for the
purpose of advertising. It is with this background that eminent representatives of the
advertising profession and publishing industry came together to establish an organization
which could serve the common interest. Since then the benefit of ABC certificates of
circulation have been availed by advertisers, advertising agencies, publishers and
organizations connected with print media advertising. See List of newspapers in India by
circular.
The Times of India (TOI) is an Indian English-language daily newspaper owned by The
Times Group. It is the third -largest newspaper in India by circulation and largest selling
English-language daily in the world according to Audit Bureau of Circulations (India). It
is the oldest English-language newspaper in India still in circulation, with its first edition
published in 1838. and the second-oldest Indian newspaper still in circulation after
the Bombay Samachar. Near the beginning of the 20th century, Lord Curzon, the Viceroy
of India, called The Times of India "the leading paper in Asia". In 1991,
the BBC ranked The Times of India among the world's six best newspapers.
It is owned and published by Bennett, Coleman & Co. Ltd., which is owned by the Sahu
Jain family. In the Brand Trust Report 2012 The Times of India was ranked 88th among
India's most-trusted brands. In 2017, however, the newspaper was ranked 355th
40
Beginnings
The Times of India issued its first edition on 3 November 1838 as The Bombay Times
and Journal of Commerce. The paper published Wednesdays and Saturdays under the
direction of Raobahadur Narayan Dinanath Velkar, a Maharashtrian Reformist, and
contained news from Britain and the world, as well as the Indian Subcontinent. J.E.
Brennan was its first editor. In 1850, it began to publish daily editions.
In 1860, editor Robert Knight (1825–1892) bought the Indian shareholders' interests,
merged with rival Bombay Standard, and started India's first news agency. It
wired Times dispatches to papers across the country and became the Indian agent
for Reuters news service. In 1861, he changed the name from the Bombay Times and
Standard to The Times of India. Knight fought for a press free of prior restraint or
intimidation, frequently resisting the attempts by governments, business interests, and
cultural spokesmen and led the paper to national prominence. In the 19th century, this
newspaper company employed more than 800 people and had a sizeable circulation in
India and Europe.
Bennett and Coleman ownership
Subsequently The Times of India saw its ownership change several times until 1892
when an English journalist named Thomas Jewell Bennett along with Frank Morris
Coleman (who later drowned in the 1915 sinking of the SS Persia) acquired the
newspaper through their new joint stock company, Bennett, Coleman & Co. Ltd.
Under the Government of India
Following the Vivian Bose Commission report indicating serious wrongdoings of the
Dalmia–Jain group, on 28 August 1969, the Bombay High Court, under Justice J. L.
Nain, passed an interim order to disband the existing board of Bennett Coleman and to
constitute a new board under the Government. The bench ruled that "Under these
circumstances, the best thing would be to pass such orders on the assumption that the
allegations made by the petitioners that the affairs of the company were being conducted
in a manner prejudicial to public interest and to the interests of the Company are
41
correct".Following that order, Shanti Prasad Jain ceased to be a director and the company
ran with new directors on board, appointed by the Government of India, with the
exception of a lone stenographer of the Jains. Curiously, the court appointed D K
Kunte as Chairman of the Board. Kunte had no prior business experience and was also an
opposition member of the Lok Sabha.
Back to the Jain family
In 1976, during the Emergency in India, the Government transferred ownership of the
newspaper back to Ashok Kumar Jain (Sahu Shanti Prasad Jain's son, Ramkrishna
Dalmia's grandson and the father of Samir Jain and Vineet Jain). The Jains too often
landed themselves in various money laundering scams and Ashok Kumar Jain had to flee
the country when the Enforcement Directorate pursued his case strongly in 1998 for
alleged violations of illegal transfer of funds (to the tune of US$1.25 million) to an
overseas account in Switzerland.
During the Emergency
On 26 June 1975, the day after India declared a state of emergency, the Bombay edition
of The Times of India carried an entry in its obituary column that read "D.E.M. O'Cracy,
beloved husband of T.Ruth, father of L.I.Bertie, brother of Faith, Hope and Justice
expired on 25 June". The move was a critique of Prime Minister Indira Gandhi's 21-
month state of emergency, which is now widely known as "the Emergency" and seen by
many as a roundly authoritarian era of Indian government.
The Times in the 21st century
In late 2006, Times Group acquired Vijayanand Printers Limited (VPL). VPL previously
published two Kannada newspapers, Vijay Karnataka and Usha Kiran, and an English
daily, Vijay Times. Vijay Karnataka was the leader in the Kannada newspaper segment
then.
The paper launched a Chennai edition, 12 April 2008. It launched a Kolhapur edition,
February 2013.
42
43
S W O T Analysis Times Of India Newspaper
1 India: SWOT Analysis For Indians who have access to western education and possess
english speaking skills, times couldn’t have been better. A generation ago, no one could
have imagined the plethora of job options available today – IT, BPO, media, finance,
insurance. Even traditional professions like journalism provide many more opportunities
than they did a couple of decades ago. Economic upliftment can be seen clearly in most
parts of urban India. Perhaps, the concept of middle class values...
Definition: SWOT stands for 'Strengths, Weaknesses, Opportunities and Threats'. This
is a method of analysis of the environment and the company's standing in it.
Strengths
 History of the paper: The paper that dates back to 1924 has a strong history of
great people who have written articles for it. The rich history of the paper has made
it a forerunner in the publication space in India and made it strongly associated with
Indian sentiments.
 Presence across channels: Hindustan Times has a presence in most channels of
media through its social media website desimartini.com, job portal shine.com and
radio Fever 104 FM. This ensured that the brand HT was continuously visible to the
customer which in turn improved brand recall.
 Reach: Hindustan Times is a popular newspaper amongst old and young. The
newspaper is popular in North India and has circulation in New Delhi, Mumbai,
Kolkata, Lucknow, Patna, Ranchi, Bhopal Chandigarh, and Jaipur. This ensures that
it has a maximum reach in these parts and access to the audience across.
 Advertising Support: The paper has a wide circulation and reach and is credible
because of the history it is associated with. Moreover, it enjoys wide readership
amongst all age groups and all this has made it immensely popular amongst
advertisers which acts as its
44
WEAKNESSES
 Lack of leadership in South India: Though Hindustan Times is a popular

newspaper in the North, the same cannot be said of South India. This prevents it
from being the biggest news publication in the country.
 Pro-Congress approach: The newspaper which was started by the Akalis to reach
out to non-Punjabi readers had a strong Congress orientation right from the
beginning. This has made it part of various controversies and dimmed its popularity
amongst other party supporters.
 More ads in competing newspapers: The race to the finishing line for any
publication is about how many advertisements it is able to garner.
Compromise of quality: Newspapers are in a constant bid to increase their
readership and thus in continuous touch with what readers demand. In a bid to stay in the
race they often try to sensationalize events and this, in turn, affects the quality of the
news drastically.
OPPORTUNITIES
 Sensationalisation of events: Today media is robust and press activity at its peak.
Every news irrespective of whether it is small or big can be sensationalized and this
creates fodder for newspapers and every new bit of juicy information creates a
circulation boom.
 More features, more revenue: Newspapers are trying their best to innovate to the
maximum extent possible. Some of this includes adding new features like blogs,
entertainment news, cartoons, games etc and each feature would mean more revenue
streams.
 The building of long-term relationship: Newspapers often thrive on brand
loyalty for which they need to build a bond with the reader. Once the bond is built it
is difficult for the link to break. Hindustan Times through its history has been able
to build a strong relationship with its readers.
45
THREATS
 Internet: Everything on the Internet like social media, entertainment websites,
blogs, and shopping has almost replaced the newspaper in the minds of the younger
generation. Advertisers are also preferring to go online as against advertising in
newspapers and all this is likely to affect the industry at large.
INTRODUCTIO TO INDUSTRY The Times of India (TOI) is an Indian English-

language daily newspaper. According to Audit Bureau of Circulations, it has the
largest circulation among all English-language newspapers in the world, across all
formats (broadsheet, tabloid, compact, Berliner and online). In 2008,
the newspaper reported that (with a circulation of over 3.14 million) it was
certified by the Audit Bureau of Circulations (India) as the world's largest selling
English-language daily, ranking.
The Times group

Types Private
founded 4thNovember 1838
headquarters Mumbai, Maharashtra, India
Key people Indu Jain (Chairperson) Samir Jain (Vice-

Chairman) Vineet Jain (Managing
Director) Raj Jain (Chief Executive Officer)
Products Publishing Broadcasting Radio Film Entertainment Web portals
46
47
OBJECTIVE OF THE STUDY
48
OBJECTIVE AND SCOPE OF THE STUDY
 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 Determine present and future requirements of the organization in conjunction with
its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selection will
leave the organization only after a short period of time.
49
RESEARCH METHODOLOGY
50
RESEARCH
Research is careful and organized study or gathering of information
about a specific topic. An example of research is a project where scientists try to find a
cure for AIDS. An example of research is the information a high school student tracks
down information for a school report.
Research methodology is a science of studying how research is to be carried out.
Essentially, the procedures by which researchers go about their work of describing,
explaining and predicting phenomena are called research methodology. It is also
defined as the study of methods by which knowledge is gained.
Research methodology is the specific procedures or techniques used to identify, select,

process, and analyze information about a topic. In a research paper,
the methodology section allows the reader to critically evaluate a study's overal validity
51
and reliability. validity and reliability.
Research design
A research design is an arrangement of conditions or collections.
Descriptive (e.g., case-study, naturalistic observation, survey) Correlational (e.g., case-
control study, observational study) Semi-experimental (e.g., field experiment, quasi-
experiment) Experimental (experiment with random assignment)
52
DESCRIPTIVE RESEARCH
Descriptive research is used to describe characteristics of a population or phenomenon
being studied. It does not answer questions about how/when/why the characteristics
occurred.
Descriptive research is used to describe characteristics of a population or phenomenon
being studied. It does not answer questions about how/when/why the characteristics
occurred. Rather it addresses the "what" question (what are the characteristics of the
population or situation being studied?)The characteristics used to describe the situation or
population are usually some kind of categorical scheme also known as descriptive
categories. For example, the periodic table categorizes the elements. Scientists use
knowledge about the nature of electrons, protons and neutrons to devise this categorical
scheme. We now take for granted the periodic table, yet it took descriptive research to
devise it. Descriptive research generally precedes explanatory research. For example,
over time the periodic table’s description of the elements allowed scientists to explain
chemical reaction and make sound prediction when elements were combined. Hence,
descriptive research cannot describe what caused a situation. Thus, descriptive research
53
cannot be used as the basis of a causal relationship, where one variable affects another. In
other words, descriptive research can be said to have a low requirement for internal
validity.
A sample design is made up of two elements .Sampling method. Sampling method
refers to the rules and procedures by which some elements of the population are included
in the sample. Some common sampling methods are simple random sampling,
stratified sampling, and cluster sampling. Estimato.
This is a common approach and helps you to 'triangulate' ie to back up one set of findings
from one method of data collection underpinned by one methodology, with another very
different method underpinned by another methodology - for example, you might give out
a questionnaire (normally quantitative) to gather
54
A sample design is made up of two elements. Sampling method. Sampling method refers
to the rules and procedures by which some elements of the population are included in the
sample. Some common sampling methods are simple random sampling, stratified
sampling, and cluster sampling.
PAPULATION
A population is a complete set of people with a specialized set of
characteristics, and a sample is a subset of the population. ... The study population is
the subset of the target population available for study (e.g. schizophrenics in the
researcher's town). The study sample is the sample chosen from the study population.
55
Population sampling is the process of taking a subset of subjects that is representative of
the entire population. The sample must have sufficient size to warrant statistical
analysis.
SAMPLING TECHNIQUE
A sampling technique is the name or other identification of the specific process by
which the entities of the sample have been selected.
Methods of sampling from a population
1. Simple random sampling. In this case each individual is chosen entirely by chance and
each member of the population has an equal chance, or probability, of being selected.
2. Systematic sampling
3. Stratified sampling.
4. Clustered sampling.
5. Convenience sampling.
6. Quota sampling.
7. Judgement (or Purposive) Sampling.
8. Snowball sampling.
SAMPLING DESIGN (SIMPLE RANDOM SAMPLING)
A probability sample is a sample in which every unit in the population has a chance
(greater than zero) of being selected in the sample, and this probability can be accurately
determined.
56
SAMPLE SIZE
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 this study also convenience sampling is applied. The sample size of the study is 100
employees.
AREA OF THE STUDY
The area of study is recruitment and selection at The Times of India in Lucknow.
PERIOD OF STUDY
The study period of the project work was for 45-60 days.
DATA COLLECTION
The data collected by the research were purely based in the primary data and was less
dependent on secondary data.
SECONDARY DATA
The secondary data was collected from personal department files and records, company
broachers, magazines and journals.
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58
59
Scope and purpose
Sampling is a means of selecting a subset of units from a target population for the
purpose of collecting information. This information is used to draw inferences about the
population as a whole. The subset of units that are selected is called a sample. The sample
design encompasses all aspects of how to group units on the frame, determine the sample
size, allocate the sample to the various classifications of frame units, and finally, select
the sample. Choices in sample design are influenced by many factors, including the
desired level of precision and detail of the information to be produced, the availability of
appropriate sampling frames, the availability of suitable auxiliary variables for
stratification and sample selection, the estimation methods that will be used and the
available budget in terms of time and resources.
Principles
There are two types of sampling: non-probability and probability sampling. Non-
probability sampling uses a subjective method of selecting units from a population, and is
generally fast, easy and inexpensive. Therefore, it's sometimes useful to perform things
like preliminary studies, focus groups or follow-up studies. However, in order to make
inferences about the population, one must make the often false assumption that the
sample is representative. Probability sampling is based on three basic principles that
make up the statistical framework. First, it is based on randomization, i.e. the units in the
sample are selected at random. Second, all survey population units have a known positive
probability of being selected in the sample, and third, we can calculate those
probabilities, which are then used to calculate estimates along with estimates of the
sampling error. The ability to make reliable inferences about the entire population and to
quantify the error in the estimates makes probability sampling the best choice for most
statistical programs.
The sample design should be as simple as possible. The aim is to produce estimates that
are both precise and accurate enough to meet survey requirements. Precision is measured
by the variance of an estimator. Lack of accuracy manifests itself through biases which
60
are often introduced via non-sampling factors such as inaccurate reporting, processing,
and measurement, as well as errors from nonresponse and incomplete reporting.
Guidelines
Design
 When determining sample size, take into account the required levels of precision
needed for the survey estimates, the type of design (e.g., clustering, stratification)
and estimator to be used, the availability of auxiliary and contact information,
budgetary constraints, as well as other factors, such as nonresponse, presence of
out-of-scope units, attrition in longitudinal surveys, etc. For periodic surveys, take
into a
Methods
 For highly skewed populations, create a stratum of large units to be included in the
survey with certainty (the so-called take-all stratum). These large units would
normally account for a significant portion of the population totals. In order to
reduce respondent burden, the creation of a stratum of very small units to be
excluded from the surveyed population is sometimes appropriate. See
Baillargeon et al. (2007). It is important to distinguish between the non-surveyed
portion of the survey population (the take-none stratum) which is part of the
survey population but not sampled and the out-of-scope units which are not part of
the survey population. The contribution for the take-none stratum may be
estimated using models.
 Sometimes the information needed to stratify the population is not available on the
frame. In such cases, a two-phase (or double) sampling scheme may be used,
whereby a large sample is selected in the first phase to obtain the required
stratification information. This first sample is then stratified and in the second
phase, a subsample is selected from each stratum within the first-phase sample.
Consider the cost of sampling at each phase, the availability of the information
required at each phase, and the gain in precision obtained by stratifying the first-
phase sample.
61
Periodic surveys
 For periodic surveys that use designs in which the sample size grows as the
population increases, it is often appropriate to develop a method to keep the
sample size and therefore collection costs, stable. One approach is to use a random
drop method to maintain a stable sample size over time.
 For periodic surveys, make the design as flexible as possible to deal with future
changes, such as increases or decreases in sample size, restratification, resampling
and updating of selection probabilities. If estimates are required for specified
domains of interest (e.g., subprovincial estimates), form the strata by combining
small stable units related to the identified domains (e.g., small geographical areas),
if possible. Future changes in definitions of the strata will then be easier to
accommodate.
 For periodic surveys, if efficient estimates of change are required or if response
burden is a concern, use a rotation sampling scheme that replaces part of the
sample in each period. The choice of the rotation rate will be a compromise
between the precision required for the estimates of change and the response
burden on the reporting units. Lowering the rotation rate will increase the
precision of the estimates of change but may lower the response rate over time
because of increased response burden. A low rotation rate has the additional
benefit of reducing costs if the first contact is substantially more expensive than
subsequent contacts.
 For periodic surveys, develop procedures to monitor the quality of the sample
design over time. Set up an update strategy for the selective redesign of strata that
have suffered serious.
Longitudinal surveys
 For longitudinal panel surveys, determine the length of the panel (its duration of
time in the sample) by balancing the need for duration data with sample attrition
and conditioning effects. Use a design with overlapping panels (i.e.with
62
overlapping time span) when there is a need to produce cross-sectional estimates
along with the longitudinal ones.
 It is particularly important to choose simple design features (i.e., one single frame)
with as few stages or phases as possible as the estimation procedures becomes
extremely complex with the number of waves.
 It is recommended that longitudinal surveys should be designed primarily to
produce longitudinal estimates. Trying to satisfy both cross-sectional and
longitudinal requirements can result in very complex design and estimation
procedures. If production of cross-sectional estimates is required, the use of a
"top-up" sample to cover births and new immigrants is recommended.
Implementation
 At the implementation stage, compare the size and characteristics of the actual
sample to what was expected. Compare the precision of the estimates to the
planned objectives. Reassess the assumptions used at the design stage. For
example, evaluate nonresponse (non-contacts, refusals, etc.) and calculate design
effects.
 Where possible, use generalized sample selection software instead of tailor-made
systems. One such system is the Generalized Sampling System (GSAM)
developed by Statistics Canada. GSAM is especially useful for managing sample
selection and rotation for periodic surveys. By using generalized systems, one can
expect fewer programming errors, as well as some reduction in development costs
and time.
Documentation
 Write detailed and thorough documentation of all aspects of the sample design:
which frames were chosen and why, how units were formed, how they were
stratified, how sample size was determined and how sample was allocated, choice
of stages and/or phases, which sampling schemes were used and why, and so on.
Quality indicators
Main quality element: accuracy
63
In addition to the points below, the reader should consult Statistics Canada Policy on
informing users of data quality and methodology, which includes information that is
pertinent here, particularly section E.1, subsection 2.3.
 Provide measures of the representativity of the sample: overcoverage and
undercoverage, exclusions, comparisons to external sources (e.g. compare external
demographic totals to those obtained from the survey).
 Compare the sample size observed to the expected sample size. This is especially
important for multistage surveys where the sample size below the first stage may
be hard to predict accurately.
 Compare response, attrition and out-of-scope rates to those that were assumed at
the planning stage.
 Provide measures of sampling error: produce variances and/or CVs and compare
them to the values expected at the planning stage; if design effects were used at
the planning stage, compare them to realized design effects.
 For variables that were used to stratify the frame and/or allocate the sample,
compare their observed CVs to their target values from the design stage.
 If possible, compare the observed homogeneity of strata to their homogeneity
when they were formed; for a repeated survey, track the deterioration of the strata
over time. Measure the frequency of stratum jumpers and of classification errors.
 References
 Bethel, J. 1989. "Sample allocation in multivariate surveys." Survey
Methodology. Vol. 15, no. 1. p. 47-57.
 Cochran, W.G. 1977. Sampling Techniques. New York. Wiley. 428 p.
 Gambino, J. 2001. Design Effect Caveats. Internal document. Statistics Canada.
 Gabler, S., S. Hader and P. Lynn. 2006. "Design Effects for Multiple Design
Samples." Survey Methodology. Vol. 2, no.1. p. 115-120.
An operational sampling process can be divided into seven steps as given below:
 Defining the target population.
 Specifying the sampling frame.
64
 Specifying the sampling unit.
 Selection of the sampling method.
 Determination of sample size.
 Specifying the sampling plan.
 Selecting the sample.
Sampling method refers to the rules and procedures by which some elements of the
population are included in the sample. Some common sampling methods are simple
random sampling , stratified sampling , and cluster sampling . Estimator. The
estimation process for calculating sample statistics is called the estimator.
65
Engineering Design Process Models
Several different models have been developed in efforts to help communicate the
engineering design process. This is only a small sampling of the many different models
that describe engineering design. Browse Link Engineering's resource collection on
engineering design for links to other models, research, reports, and
Their model of the engineering design process included eight steps in a repeating loop.
The Massachusetts Department of Education is credited with producing the first state-
level standards that included engineering-related learning expectations for K-12 students.
other information about the process.
66
A description of this model is contained in the Massachusetts Science and
Technology/Engineering Curriculum Framework, which is available online at that state’s
Department of Education website.
Engineering Is Elementary (EiE) is a program developed by the Museum of Science,

Boston, to teach engineering to students in elementary school. Their model of the
engineering design process uses simple terms to define 5 steps.
The EiE model is a cycle, with no explicit starting or end point. Their program
encourages students to work through all five steps, but they recognize that engineers can
jump between steps or work on just one or two steps before passing their work on to
another team.
More about the EiE model of the engineering design process can be found on their
website.
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68
DATA ANALYSIS
AND ITS
INTERPRETATION
69
DATA ANALYSIS AND INTERPRETATION AGE OF THE RESPONDENTS
TABLE 1 AGE OF THE RESPONDENTS
S.NO PARTICULARS NO.OF AGE OF
RESPONDENTS RESPONDENTS
1 Below 20 Years 6 6%
2 26-30years 65 65%
3 31-35years 17 17%
4 Above 35years 12 12%
TOTAL 100 100%
INFERENCE:-
From the table it can be inferred that 65% of the respondent are in the age
between 26 – 30, 17% of respondents are in the age between 31-35, 12% of the
respondents are above 35 years and 6% of the respondents are below 20 years.
FIGURE 1 AGE OF RESPONDENTS
70
GENDER OF THE RESPONDENTS
TABLE 2 GENDER OF RESPONDENTS
s. no PARTICULARS NO.OF GENDER OF
1 77 77%
2 23 23%
TOTAL 100 100
INFERNCE:-
From the above table it be inferred that 77% of the respondents are male, 23%of
the respondents are female.
FIGURE 2 GENDER OF THE RESPONDENTS
71
QUALIFICATION OF THE RESPONDENTS
TABLE 3 QUALIFICATION OF THE RESPONDENTS
S . NO PARTICULAR NO. OF AVG OF
1 Below SSLC 26 26%
2 SSLC 12 12%
3 HSC 18 18%
4 UG 33 33%
5 PG 11 11%
TOTAL 100 100%
INFERENCE:-
From the above table it can be inferred that 33% of respondents have done UG, 26% of
the respondents qualification is below SSLC, and 11% the employees have completed
PG.
FIGURE 3 QULIFICATION OF THE RESPONDENTS
Chart Title
Series1 Series2
33%
26%
18% 33
26 12% 11%
18
12 11
Below SSLC SSLC HSC UG PG
72
EXPERIENCE OF THE RESPONDENTS
TABLE 4 EXPERIENCE OF THE RESPONDENTS
S . NO PARTICULARS NO. OF PERCENTAGE
RESPONDENTS %
1 Below one year 6 6%
2 1-2years 23 23%
3 2-3years 10 10%
4 3-4yers 40 40%
5 Above 4 year 21 21%
TOTAL 100 100%
INFERENCE:-
From the above table it can be inferred that 40% of respondents have 3-4 year experience,
23% of respondents are having 1-2 years of experience, 21% of respondents are having
above 4 years of experience, 10% respondents are having 2-3 years of experience and 6%
of respondents below year of experience.
FIGURE 4 EXPERIENCE OF THE RESPONDENTS
73
Chart Title
Series1 Series2
40
23
21
10
6
6% 23% 10% 40% 21%
Below one year 1-2years 2-3years 3-4yers Above 4 year
WAY OF JOIN IN THE ORGANISATION

TABLE 6 WAY OF JOIN IN THE ORGANISATION
S .NO PARTICULARS NO. OF AVG O
1 referrals 74 74%
2 News paper 0 0%
3 Consultancy 0 0%
4 Walk-in 12 12%
5 Job site 14 14%
TOTAL 100 100%
INFERENCE:-
From the above table it can be inferred that 74% have joined at THE TIMES OF INDIA
though referrals, 14% of respondents are joined at THE TIMES OF INDIA and 12% of
respondents are join at THE TIMES OF INDIA , by Walk –in
74
FIGURE 5THE WAY OF JOIN IN THE ORGANIZATION
100
90
80 S.NO PARTICULARS
70 1 Rferrals
60 2 news paper
50 3 consultancy
40
4 walk- in
30
5 job site
20
5 TOTAL
10
0
1 2 3 4 5 6 7
REASON TO QUIT THE PREVIOUS JOB

TABLE 6 REASON TO QUIT THE PREVIOUS JOB
S.NO PARTICULARS NO.OF AVG OF

1 NO USE OF JOB SKILLS 41 41%
2 No hike in the salary 22 22%
3 No promotion 9 9%
4 Far from house 7 7%
5 No flexible work 21 21%
total 100 100%
75
INFERENCE:-
From the above table it can be inferred that 41% of the respondents are quit the previous
job because of no use of job skills, 22% of respondents is left the job because of no hike
in the of respondents are quit the job due to no promotion and 7% of the flexible work
schedule, 9% due to organization was so far from house.
120
100
80
60 Series7
40
20 Series6
0
Series5
total
PARTICULAR
NO use of job skills
No flexible work
no promotion
no hike in the salary
far from house
schedule
Series4
Series3
Series2
Series1
REASON
TABLETO
6 REASON
QUIT THETO
PREVIOUS
QUIT THE S.NO
PREVIOUS
1 JOB 2 3 4 5
JOB
REASON TO CHOOSE THE TIMES OF INDIA

TABLE 7 REASON TO CHOOSE THE TIMES OF INDIA
S.NO PARTICULAR NO. OF AVG OF
RESPONDENTS
1 Career development 46 46%
2 Monetary/ non monetary 0 0%
3 Benefits 23 23%
4 Near to home 22 22%
5 Working condition 9 9%
Total 100 100%
76
INFERENCE:-
from the above table it can be inferred that 46% of the respondents are chosen THE
TIMES OF INDIA because of appraisal system, 22% of respondents are chosen THE
TIMES OF INDIA because of working condition.
FIGURE 7 REASON TO CHOOSE THE TIMES OF INDIA
Chart Title
250
Series9
200 0
100 Series8
Series7
150 Series6
Series5
100 9
22 Series4
23
50 0
46 Series3
5
0 Series2
4
3
2 100% 0
0 1
0 0 0 0 0 0 0 0 9%
22%
23%
46%
0%
0 0 Series1
1 2 3 4 5 6 7 8 9 10 11
RULES AND PROCEDURE FOLLOWED IN THE TIMES INDIA

TABLE RULES AND PROCEDURE FOLLWED THE TIMES INDIA
S . NO PARTICULAR NO. OF AVG OF
1 Excellent 0 0%
2 Above average 9 9%
3 Average 61 61%
4 Below average 19 19%
5 poor 11 11%
Total 100 100%
77
INFERENCE:-form the above table it can be inferred that 61% of the respondents are
says the rules and procedure followed in THE TIMES OF INDIA is average, -19% of the
respondents are says the rules and procedure followed in THE TIMES OF INDIA is
below average, 11% of the respondents are says the rules and procedure followed in THE
TIMES OF INDIA is poor 9% of the respondents are says that the rules and procedure
followed in THE TIMES OF INDIA
FIGURE 8 RULES AND PROCEDURE FOLLWED THE TIMES
INDIA
100
Series3
Series2 Series1
Series1 Series2
0
Series3
AVG OF
RESPONDENTS
78
EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR
DEPARTMENT
TABLE 9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR
DEPARTMENT
S.NO PARTICULARS NO. OF AVG OF
1 Excellent 2 2%
3 Average 54 54%
5 poor 15 15%
TOTAL 100 100%
INFERENCE:-
From the above table it can be inferred that 54% of the respondents are says that the morals and ethics
followed in department at THE TIMES OF INDIA is average 18%of the respondents are says that the
morals and ethics followed in department at THE TIMES OF INDIA is below average,15% of the
respondents are says that the morals and ethics followed in department at THE TIMES OF INDIA is
poor, 11% of the respondents are says that the morals and ethics followed in department at THE TIMES
OF INDIA is above average and 2% of the respondents are says that the morals and ethics followed in
department at THE TIMES OF INDIA is excellent.
FIGURE 9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR
DEPARTMENT
Chart Title
120
100 Series1
80 Series2
60
Series3
40
Series4
20
2% 11% 54% 18% 15% 100%
0 Series5
R E S P O N D N E T S
79
BASIS EMPLOYEE HAVE BEEN SELECTED
TABLE 10 BASIS EMPLOYEE HAVE BEEN SELECTED
S. NO PARTICULARS NO.OF AVG OF
1 Excellent 18 18%
3 Average 54 54%
5 poor 15 15%
TOTAL 100 100%
INFERENCE:- from the above table it can be inferred that 54% of the respondents
are selected on the basis of technical skills, 18% of the respondent are selected on basis
of previous experience, 11% of the respondents are selected on the basis of qualification
and 2% of the respondents are selected on the basis of family member’s reference.
figure 10 basis employee have been selected
1 2 3 4 5 6 7
80
EMPLPYEE FIND IT USEFUL HAVING THE INTERVIEW
DETAILED IN THE ADVERTISEMENT
TABLE 11 EMPLPYEE FIND IT USEFUL HAVING THE INTERVIEW
1 yes 78 78%
4 no 22 22%
TOTAL 100 100
INFERENCE:-
From above table it can be inferred that 78% of the respondents are find it useful having
the interview date detailed in the advertisement and 22% of respondents are not find it
useful having the interview date detailed in the advertisement.
Figure 11 EMPLPYEE FIND IT USEFUL HAVING THE INTERVIEW
Series2
2
Series1
0 0.2 0.4 0.6 0.8
81
EMPLOYEE FEEL ABOUT PAY
TABLE 12 EMPLOYEE FEEL ABOUT PAY
S.NO PARTICULARS NO. OF AVG OF
1 Excellent 0 0%
3 Average 34 34%
5 poor 33 33%
TOTAL 100 100%
INFERENCE:-
From the above table it can be inferred that 34% of the respondents are feel about their
pay is average, 33% of the respondents are feel about their pay is poor, 26% of the
respondents are feel about their pay is below average and 7% of the respondents are feel
about their pay is above average .
FIGURE 12 EMPLOYEE FINDS IT USEFUL HAVING THE INTERVIWE DATE
DETAILED IN ADVERT
1 100%
0.8
0.6
0.4 34%
26% 33%
0.2
0 0% 7%
0
0 0
0
0
1
2
3
4
5
6
Series1 Series2
82
EMPLOYEE PERFORMANCE EVALUATION PROVIDE
FEEDBACK TO ASSIST IN THE PERFORMANCE OF THE JOB
Table 13 EMPLOYEE PERFORMANCE EVALUATION PROVIDE
1 yes 82 82%
4 no 18 18%
TOTAL 100 100
INFERENCE:-
From above table it can be inferred that 82% of the respondents are says the feedback of
performance appraisal is assist to performance of their job and 18% of the respondents
are says the feedback of the performance appraisal is not assist to performance of their
job.
FIGURE 13 EMPLOYEE PERFORMANCE EVALUATION PROVIDE
83
performance of your job
no
18%
yes
82%
SUPPORTIVE WAS THE WORK ENVIRONMENT ROLE AS A EMPLOYEE

TABLE 14 SUPPORTIVE WAS THE WORK ENVIRONMENT ROLE AS A
EMPLOYEE
1 Excellent 52 52%
3 Average 15 15%
5 poor 0 0%
TOTAL 100 100%
84
INFERENCE:-
From above table it can be inferred that 52% of the respondents are says the work
environment is excellent, 21% of the respondents are says the work environment is above
average, 15% of the respondents are says the work environment is average, 12% of the
respondents are says the work environment is below average.
work environment role as an employee

Series1
52%
21%
15%
12%
0%
Excellent Above average Average Below average poor
EMPLOYEE LOOK AT THE TIMES OF INDIA WEBSITE FOR

RECRUITMENT
TABLE 15 EMPLOYEE LOOK AT THE TIMES OF INDIA WEBSITE FOR
RECRUITMENT
1 yes 12 12%
4 no 88 88%
TOTAL 100 100
85
INFERENCE:-
From the above table it can be inferred that 12% of the respondents are look at THE
TIMES OF INDIA website for recruitment.
FIGURE 15 EMPLOYEE LOOK AT THE TIMES OF INDIA WEBSITE FOR
RECRUITMENT
LOOK AT WEBSITE FOR RECRUITMENT
200
180
160
140
Axis Title
120
100
80
60
40
20
0
yes no TOTAL
1 4
AVG OF RESPONDENTS 12% 88% 100
NO.OF RESPONDENTS 12 88 100
EMPLOYEE RECEIVE ADEQUATE ORGANIZATION AND INDUCTION

FROM THE TIMES OF INDIA
TABLE 16 EMPLOYEE RECEIVE ADEQUATE ORGANIZATION AND
INDUCTION FROM THE TIMES OF INDIA

1 yes 12 12%
4 no 88 88%
TOTAL 100 100
86
INFERENCE:-
From the above table it can be inferred that 12% of the respondents are receive adequate
orientation and induction for THE TIMES OF INDIA 88% of the respondents are not
receive adequate orientation and induction for THE TIMES OF INDIA.,
FIGURE 16 EMPLOYEE RECEIVE ADEQUATE ORGANIZATION AND
INDUCTION FROM THE TIMES OF INDIA
employee receive adequate organisation and

induction from the times of India
yes
12%
no
88%
EMPLOYEE SATISFY WITH PRESENT RECRUITMENT AND SELECTION

SYSTEM IN THE TIMES OF INDIA.
TABLE 17 EMPLOYEE SATISFY WITH PRESENT RECRUITMENT AND
SELECTION SYSTEM IN THE TIMES OF INDIA.

1 Highly satisfaction 22 22%
2 satisfaction 21 21%
87
3 Neutral 15 15%
4 Dissatisfaction 42 42%
5 Highly dissatisfaction 0 0%
TOTAL 100 100%
INFERENCE:-
From the above table it can be inferred that 42% of the respondents are dissatisfaction
with present recruitment and selection system, 22% of the respondents are highly
satisfaction with present recruitment and selection system, 21% of the of the respondents
are dissatisfaction with present recruitment and selection system, 15% of the respondents
are dissatisfaction with present recruitment and selection system, at THE TIMES OF
INDIA.
FIGURE 17 EMPLOYEE SATISFY WITH PRESENT RECRUITMENT AND
SELECTION SYSTEM IN THE TIMES OF INDIA.
Chart Title
Series1 Series2
42
22 21
15
22% 21% 15% 42% 0 0%
Highly satisfaction satisfaction Neutral Dissatisfaction Highly

dissatisfaction
88
EMPLOYEE MOTIVATED AND ACKNOWLEDGED BY SUPERIOR
TABLE 18 EMPLOYEE MOTIVATED AND ACKNOWLEDGED BY SUPERIOR
1 yes 67 67%
4 no 33 33%
TOTAL 100 100
INFERENCE:-
From the above table it can be inferred that 67% of the respondents are motivated and
acknowledged by their superior and 33% of respondents are not motivated and
acknowledged by their superior.
FIGURE 18 EMPLOYEE MOTIVATED AND ACKNOWLEDGED BY
SUPERIOR
100
90 33
80
70
60
50
40 67
30
20
10 33%
67%
0
NO.OF RESPONDENTS AVG OF RESPONDENTS
1 yes 4 no
89
EMPLOYEE FEEL ABOUT BENEFITS
TABLE 19 EMPLOYEE FEEL ABOUT BENEFITS
1 Excellent 2 2%
3 Average 43 43%
5 poor 17 17%
TOTAL 100 100%
INFERENCE:-
From the above table it can be inferred that 43% of the respondents are says that they feel
about their benefit is average, 27% of the respondents are says that they feel about their
benefit is below average, 17% of the respondents are says that they feel about their
benefit is poor and, 2% of the respondents are says that they feel about their benefit is
excellent.,
FIGURE 19 EMPLOYEE FEEL ABOUT BENEFITS
EMPLOYEE FEELS ABOUT BENEFTS

NO.OF RESPONDENTS AVG OF RESPONDENTS
100
43
27
11 17
2 2% 11% 43% 27% 17% 100%
Excellent Above Average Below poor TOTAL

average average
90
FINDINGS
91
FINDINGS, SUGGESTIONS AND CONCLUSION FINDINGS
 the majority of respondents 65% are in the age between 26-30.
 The majority of respondents 77% are male
 the majority of respondents 33% of respondents have done UG.
 the majority of respondents 40% of respondents have 3-4years of experience.
 From the analysis it is noted that 74% have joined at THE TIMES OF INDIA through
referrals.
 It is observed from the analysis that 41% of the respondents are quit the precious job
because of no use of job skills.
 It is observed from the analysis that 46% of the respondents are chosen the TIMES OF
INDIA because of no use of job skills.
 It is observed from the analysis that 54 % of the respondents are selected on the basis of
technical skills.
 from the analysis the majority of 78% of the respondents are find it useful it having the
interview date detailed in the advertisement.
 It is inferred that 34% of the respondents are feel about their pay is average and 33% of
the respondents are feel about their pay is poor.
 Majority 82% of the respondents are says the feedback of the performance appraisal is
assist to performance of their job.
 Majority 52% of the respondents are says the work environment is excellent.
 From the above analysis it is clear that 88% of the respondents are not look at THE
TIMES OF INDIA website for recruitment.
 Most 88% of the respondents are not receive adequate orientation and
induction for THE TIMES OF INDIA.
 The majority 42% of the respondents are dissatisfaction with present recruitment and
selection system.
 From the above analysis it can be inferred that 67% of the respondents are motivation and
acknowledge by their superior.
 Majority 43% of the respondents are says that they feel about their benefit is average.
 Statistical Findings.
92
SUGGESTIONS
93
SUGGESTIONS
 From the analysis it is noted that 74% have joined at THE TIMES OF
INDIA through referrals, the advertisement in newspaper and magazine
should make more effective through advertising in standard to recruit
skilled employees.
 The most of the respondents 61% are says the rules and procedure followed
in THE TIMES OF INDIA product Ltd in average, the rules and procedure
of THE TIMES OF INDIA product Ltd should changed to present scenario.
 It is observed from the analysis that 54% of the respondents are says that
the morale and ethics followed in department at THE TIMES OF INDIA
product ltd is average, the morale and ethic should by improved by making
effective rules and regulation.
 It is inferred that 34% of the respondents are feel about their pay is average
and 33% of the respondents are feel about their pay is poor. The salary
package should be increased to the present employees well as to the new
comers to hire skilled employees.
 Majority 52% of the respondents are says the work environment is

excellent, the environment should be maintained well.
 From the above analysis it is clear that 12% of the respondent are look at
THE TIMES OF INDIA for recruitment and 88% of the respondents are not
look at THE TIMES OF INDIA website for recruitment. The awareness
94
about the career on company website should be improved to reduce
advertisement expenses.
 From the above analysis 12% of the respondents are receive adequate
orientation and induction for THE TIMES OF INDIA 88% of the
respondent respondents are receive adequate orientation and induction for
THE TIMES OF INDIA the induction program should be effective, the
time should be allocated to the new comes.
 The majority 42% of the respondents are dissatisfaction with present

recruitment and selection system. The recruitment system should be
improved by proper implementation of advertisement, salary package
increment, making the rules and procedure for the present scenario.
 from the above analysis it can be inferred that 67% of the respondents are
motivated and acknowledge by their superior and 33% of respondents are
not motivated and acknowledge by their superior, the time should be
allocated to reward the employees.
 Majority 43% of the respondents are says that they feel about their benefit
is average, benefit should be improved by giving more insurance, and
school facility to the employees children.
95
CONCLUSION
96
CONCLUSION
The employees of any organization are its life blood, without doubt. With the dawn of
this realization upon the present day business organizations, there appears to be a major
shift towards human resource management. In fact, the employee of today are encouraged
to participate in the major decisions and thus play a vital role in the management of the
firm. The performance of the organization depends on the efficiency that its employees
exhibit. Hence it is of crucial importance that employees with the most suitable
qualifications be selected. This is where the processes of recruitment and selection come
in. it is difficult to separate one from the other.
The process of recruitment and selection has to at its best to get suitable candidates to
carry out the job. Hence each company is concentrating on recruitment and selection
process. Due to the added burden on the part of the organization they go for consultancies
to get their manpower. Thus in consultancy has the responsibility to satisfy the need of
the companies.
97
BIBLIOGRAPHY
BOOKS
1. Performance management, concepts, practices and Strategies for organization
success by S.K. Bhatia , Deep & Deep publications pvt. Ltd, 2009.
2. Human resource management. By S. Seetharaman &B. venkateswara Prasad,
Scitech publication , 2008.
3. Kothari, C.R., research methodology – methods & techniques, New Age
international (p) Ltd. Publication, second edition, 2004.
4. Statistical methods for management, by P.N. Arora New Delhi, Sultan chand &
sons publications, 2006
98
. ANNEXURE
99
APPENDIX
QUESTIONNAIRE
1. Name:
2. Age
Below 20 years
21-25 years 26-30years
31-35 years above 35 years
3. Gender
Male female
4. Qualification
Below SSLC SSLC HSC
UG PG
5. Experience
Below one year 1-2 years 2-3
3-4 years above 4 years
6. How do you joined in TIMES OF INDIA

Referrals news paper consultancy
Walk – in jobsite
7. Why did you quit your previous company?

Better use of job skills increase in salary
Far from house Flexible work schedule
100
No promotion
8. Why did you choose the times of India?
Career development monetary benefits
Near to home working condition
Appraisal system
9. How did you describe the rules and procedures followed times of India?
Career development monetary benefits
Near to home working condition
Appraisal system
10. How did you describe the rules and procedures followed at times of India?
Excellent above average
Below average poor
Average
11. How would you describe employee morale and ethics followed in your
department?
Below average poor
Average
12. On what basis you have been selected?

Experience qualification
Family members References
Technical skills
13. Did you find it useful having the interview date detailed in the advert?
Yes No
101
14. How did you feel about your pay?
Below average poor
Average
15. Did your performance evaluations provide feedback to assist you in performance
of your job?
Yes No
16. How supportive was your work environment to you in your role as an employee?
Below average poor
Average
17. Did you look at the times of India website for recruitment?
Yes No
18. Did you receive adequate orientation and induction from the time of India?
Yes No
19. Do you satisfy with the present recruitment and selection system in the times of
India?
Highly satisfaction Satisfaction
Dissatisfaction highly dissatisfaction
Neutral
20. Are you motivated and acknowledged by your superior?

Yes No
102
21. How did you feel about your benefits?
Below average poor
Average
22. Suggestions
……………………………………………………………………………………
……………………………………………………………………………………
……………………………………………………………………………………
……………………………………………………………………………………
……………………………………………………………………………………
………………………………………
THANKYOU….....…………..
103

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A SUMMER TRAINING PROJECT REPORT

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT

Dr. A.P.J. Abdul Kalam Technical University, Lucknow

ROLL No. 1766670164

SRM BUSINESS SCHOOL, B.K.T LUCKNOW (college code: 666)

TO WHOM SO EVEN IT MAY CONCERN

This is to certify that .Miss. NISHA KUMARI, MBA Student of “SRM

The project report entitled “RECRUITMENT AND SELECTION

(Signature senior manager)

I hereby declare that the summer training project report entitle

“RECRUITMENT AND SELECTION PROCESS AT TIMES OF INDIA”

A. P. J Abdul Kalam Technical University, Lucknow is an outcome of my own

efforts and is an original piece of research work . It contains no material previously

Institute/University ,except where due acknowledgement has been made in the

Place: NISHA KUMARI

Roll no: 1766670164

During the period of her internship program, he undertook and successfully

Mr. Niraj dubey

Roll no. 1766670164

S.NO TOPIC PAGE. NO

1 INTRODUCTION OF THE TOPIC 7-38

2 COMPANY PROFILE 39-47

3 OBJECTIVE OF THE STUDY 48-49

4 RESEARCH METHODOLOGY 50-68

5 DATA ANALYSIS AND INTERPRETATION 69-90

Recruitment is the understood as the process of searching for and obtaining

According to Flippo “Recruitment is the process of searching for prospective

After recruitment, selection process begins. The main purpose of selection

The official and ongoing educational activities within an organization designed to

According to C B Memoria, ―Training is a process of learning a sequence of

At times of India training programmers have been classified as

a) On the job training

The main objective of training and Placement cell is to provide personal

21000-28000 M.D. Manager

15000-21000 G.M. Manager

7000-15000 A.G.M. Manager

5000-10000 Manager Manager

3500-8000 Deputy Manager Officer

1800-5400 Superintendent Officer

1300-5480 Deputy superintendent Clerical

2500-7500 Assistant Clerical

750-3684 sr . clerk Worker

650-1560 Grade ‘ A’ Worker

450-1410 Grade ‘B’ Worker

300-350 Grade ‘C’ Worker

280-895 Grade ‘D’ Worker

195-680 Grade ‘E’ Worker

175-600 Grade ‘F’ Worker

There may be change in salary responsibility duties and also to place .

TIME KEEPING SYSTEM

3.Commuted Leave:- This Leave is granted on medical certificate normally.

PERFORMANCE APPRAISAL SYSTEM

1.5year Temporary workers

8. Workers compensation policy :-

 Lack of leadership in South India: Though Hindustan Times is a popular

INTRODUCTIO TO INDUSTRY The Times of India (TOI) is an Indian English-

The Times group

founded 4thNovember 1838

headquarters Mumbai, Maharashtra, India

Key people Indu Jain (Chairperson) Samir Jain (Vice-

Research methodology is the specific procedures or techniques used to identify, select,

Engineering Is Elementary (EiE) is a program developed by the Museum of Science,