Вы находитесь на странице: 1из 100

A SUMMER TRAINING PROJECT REPORT

ON

EMPLOYEE’S PROVIDENT FUND (EPF) AT


TIMES OF INDIA NEWS PAPER

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE AWARD OF MBA DEGREE FROM

SUBMITTED BY:

ANITA RAWAT

ROLL no. 1766670105


(2018 Batch)
UNDER GUIDAN OF:
COMPANY GUIDE: FACULTY GUIDE
Mr. Subhash gupta Niraj dubey
TheTimes of India Assistant professor
LUCKNOW SRMBS, LUCKNOW

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

1
“TIMES HOUSE” 16,RANA PRATAP MARG, LUCKNOW-226001

TO WHOM SO EVEN IT MAY CONCERN

This is to certify that .miss. ANITA RAWAT, D/O. Mr. BABLU RAWAT, 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 “EMPLOYEE’S PROVIDENT FUN (EPF)AT THE


TIMES OF INDIA Embodies the original work done by. Miss. Anita rawat
during her summer training period.

(signature senior manager)

2
DECLARATION

I hereby declare that the summer training project report entitle “ EMPLOYEE’S
PROVIDENT FUND (EPF) 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: Anita rawat
Roll no: 1766670105
SRMBS Lucknow

3
SRM BUSINESS SCHOOL LUCKNOW
TO WHOM SO EVER IT MAY CONCERN

This is to certify that Miss. Anita rawat. 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 hir internship program, he undertook and successfully


completed the project titled “EMPLOYEE’S PROVIDENT FUND (EPF) AT
TIMES OF INDIA,” under my guidance and supervision

Mr. Mr. Niraj dubey


Faculty Guide (Assistant professor)

4
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.

Anita rawat

Roll no. 1766670105

SRMBS, LUCKNOW

5
TABLE OF CONTENT

S.NO TOPIC PAGE. NO

1 INTRODUCTION OF THE TOPIC 7-35

2 COMPANY PROFILE 36-44

3 OBJECTIVE OF THE STUDY 45-46

4 RESEARCH METHODOLOGY 48-65

5 DATA ANALYSIS AND INTERPRETATION 67-87

6 FINDIGS 89-90

7 SUGGESTIONS 92-93

8 CONCLUSIONS 95-96

9 BIBLIOGRAPHY 97-98

10 ANNEXURE 97-100

6
IN TRODUCTION OF THE TOPIC

7
EMPLOYEE’S PROVIDENT FUND (EPF)

The Employees' Provident Fund Organisation (abbreviated to EPFO), is an


Organization tasked to assist the Central Board of Trustees, a statutory body
formed by theEmployees' Provident Fund and Miscellaneous ProvisionsAct,
1952 and is under the administrative control of the Ministry of Labour and
Employment, .
You may know it as that annoying, elusive chunk of your monthly salary that you
aren’t able to spend. So what is it, and where does it go?
Employee’s Provident Fund (EPF) is a retirement benefit scheme that’s available
to all salaried employees. This fund is maintained and overseen by the Employees
Provident Fund Organization of India (EPFO) and any company with over 20
employees is required by law to register with the EPFO.
It’s a savings platform that helps employees save a fraction of their salary every
month that can be used in the event that you are rendered unable to work, or upon
retirement.

8
Definition: The Employee Provident Fund, popularly known as PF is the
retirement saving scheme available to all the salaried employees, is backed by the
government on which fixed interest is paid.

The employee provident fund is administered by the Employees Provident


Fund Organization (EPFO), a statutory body developed by the government
of India under the Ministry of Labor and Employment. It is formed to
administer the mandatory contribution towards the PF scheme by both the
employees and employers. The Employee Provident Fund offers the
following features:

Definition
Employer
An employer is defined as a person(s) with whom an employee has a contract of
service or apprenticeship.

Employer includes:

 Manager, agent or person responsible for the payment of wages to an


'employee'
 Any group of persons whether statutory or non-statutory or incorporated
 Any Government, Government Department, Statutory Body, Local
Authority or other bodies as specified in the Second Schedule to the EPF Act
1991
Employee
An employee is defined as a person who is employed under a contract of service or
apprenticeship. The contract of service or apprenticeship can be written or oral,
expressed or implied.

Wages
All remuneration in money due to an employee under his contract of service or
apprenticeship whether it was agreed to be paid monthly, weekly, daily or
otherwise.
Among the payments that are liable for EPF contribution:
 Salary
9
 Payment for unutilised annual or medical leave
 Bonus
 Allowance
 Commission
 Incentive
 Arrears of wages
 Wages for maternity leave
 Wages for study leave
 Wages for half day leave
 Other payments under services contract or otherwise

EPF Contribution Breakup with Example:


Let’s look at this with a basic example:
Mr. Babu starts working with a basic salary of Rs. 20,000, and receives a 5%
increment in salary every year.
He has worked for 35 years (starting at age 20, up to age 60) and has contributed
12% of his basic salary, which has been matched by his employer as 3.67% to EPF
and 8.67% to EPS.
His total contribution in 35 working years has been Rs. 26.01 lakh and the
company has contributed Rs. 7.95 lakh, making it a total contribution of Rs. 33.96
lakh.
This amount will grow to a total of Rs. 1.38 crore at the time of his
retirement! (Assuming the rate of interest stays constant at 8.5%).

EPF withdrawal without employer signature


On realizing that getting the approval or attestation of an employer to facilitate
a PF withdrawal has caused quite a bit of trouble for many employees, the EPFO
has circumvented the process and now employees can make withdrawals without
the attestation of their employers. The introduction of the UAN in the EPF had
brought about this change, as now, employees just have to link their Aadhaar card
to their UAN to make a withdrawal. Having said that, now making a withdrawal
without the signature of the employer has two ways - with or without an Aadhaar
card.

10
With an Aadhaar card:
 Now just by linking the employee’s Aadhaar card to his/her UAN, the whole
process of getting the signature of one’s employer has been skipped for good.
 To facilitate a smooth process, employees should make sure that their Aadhaar
card details and bank details are embedded in the EPFO’s member portal.
 The employer should have verified both - the Aadhaar card and the bank details.
 The employee has to make sure that his/her UAN has been activated before
starting the process of making a withdrawal.
 Once you have met these conditions, download Form 19- UAN (for making PF
withdrawals) and Form 10C- UAN (for making withdrawals from one’s pension
scheme).
 Now, enter your name, address, registered mobile number, PAN card number,
and the employee’s reason for leaving and date of joining. The employee should
make sure that the details match that on one’s Aadhaar card and bank details.
Any discrepancies could lead to a rejection of the application or a delay.
 Next, the employee should attach a cancelled cheque to the form and submit it to
the regional EPF office.

Making a withdrawal without an Aadhaar Card:


 This process could be a little of an inconvenience, but if it is your last resort, then
follow the process mentioned below.
 The employee should download the Form 19, Form 31 or Form 10C from the
EPFO’s member portal, depending on where the withdrawal is going to made
from.
 Once filled, the form has to be attested by an authorised signatory, such as a
Gazetted officer, manager of a bank, magistrate, etc. While doing so, the
authorized signatory has to sign every page of the form.
 Since you’ll have to state a reason for not getting the employer’s signature, state
“Non-cooperation”.
 Next, the employer will have to attach an indemnity bond with a 100 Rupee
stamp paper, attach one’s payslips, employment ID, appointment letter and Form
19.
 As a proof of address and identity, submit your regular KYC documents along
with the attested form and cancelled cheque and the other papers of verification
at the regional EPF office.

EPF customer care


For those employees wishing make queries regarding their PF account, be a delay
in a claim being raised, discrepancies with regard to their contributions, inability to

11
make a withdrawal and so on, the EPFO has a dedicated customer care service. For
the those who are new to the EPF, follow the steps to find the EPFO’s customer
care toll free number:
 Log on to the EPFO’s member portal
 On the top of the page, click on the ‘Contact Us’ button
 Once you have done that, the EPFO’s customer care toll free number will be
displayed - based on the region the employer is located in.

EPFO digital signature


To make the process of transfer claims easier and transparent, the EPFO has
introduced the digital signature of employers. Now, employers can approve claims
by using their digital signatures. When an employer shifts organisations, his
transfer claim has to be attested by either his previous employer or the present one,
and this is when the digital signature of the employer comes into play. Back then,
employers had to fill Form 13 and get it signed by their employers and then submit
it to the regional EPF office. Now, the process has been simplified and can be done
on the EPFO’s member portal. To have a digital signature, employers have to
apply for a digital certificate- which contains their personal details such as name,
email ID, APNIC account name, public key and the country of the employer. The
digital certificate is issued by the Certifying authority and contains this
identification key contains their required details that will be embedded in the
EPFO’s member portal.

EPFO grievance
For employees who want to register a grievance, the EPFO has a dedicated part of
their member portal for employees to fill in a grievance registration form and file a
complaint. Employees usually face grievances with regard to withdrawals, PF
settlements, transfer of accounts, settlement of pension and so on. For those who
are new to the EPFO’s member portal, follow the steps to register a grievance:
 Visit the EPFO’s member portal - http://www.epfdelhi.gov.in/grievances.asp
 On the bottom of the screen, click on ‘EPF grievance system’.
 The page will then be directed to the EPFO’s grievance management system. On
that page click on ‘Register grievance’ on the top bar.
 Once you have done that, the grievance registration form will be displayed.
 Now, fill in the registration form:
 Enter your status (Employer, employee, EPS pensioner)
 Enter your PF account number

12
 Then, enter where your regional EPF office is located
 Next, enter the name of your establishment and the address of your
establishment
 After that, enter your name, address, pincode, country, phone number and
email ID.
 The last part is to enter the grievance category - whether it is a transfer or
withdrawal related issue, a pension settlement issue, etc. Select your grievance
from the drop down bar.
 Upload your grievance letter, enter the captcha and submit your grievance
registration.

Idle EPF account will earn interest


On April 1, 2011, the government of India decided against adding interest to
EPF accounts that have been inoperable for 36 months or more. That meant,
that despite the fact that some employees had money on their PF accounts,
yet were inoperable, no interest was added to their funds. On November 11,
2016, the government reversed their decision and now, even inoperable EPF
accounts will reap the benefits of having interest against it. As of 2015-2016,
the interest added to EPF accounts was at 8.8% per annum. This applies to
employees who have not withdrawn all their money from their PF accounts.

UAN (UNIVERSAL ACCOUNT NUMBER)


The UAN is a 12-digit unique number that has been given to every PF member.
Before the introduction of the UAN, employees were inconvenienced by the fact
that they had to keep shifting their accounts when they shift organisations, but
now, the UAN controls all PF accounts of an employee and it can be functioned as
one account. The UAN has made almost all processes of the EPF easier and
convenient. Some of the benefits are:
 All PF accounts of an employee are unified and can be treated as one account
under the UAN.
 Transfer from one PF account to another PF account can be done using the UAN.
 Using the UAN, employees can now make withdrawals from their PF accounts.
For those employees who have linked their Aadhaar card to their UAN, they do
not need the attestation of their employers to make a withdrawal.
 Using the UAN, employees can track their accounts, check the contributions,
balance of their account and can manage their PF accounts all by themselves,
without the hassle of their employer.
WHAT IS UNIFIELD PORTAL
13
Unified Portal – Employee Services. Employees Provident Fund (EPF) is a
social security scheme for employees in India. ... Further, all employee related
services like account transfer, EPF account balance check and claims have been
brought under UAN and the Unified Portal

WHAT IS CLAIM STATUS


What your claim status means. Your claim will be placed in "deferred,"
"accepted," "denied," or "closed" status, depending on where it is in the
process. If you're ever unsure about what your claim status means, contact
your adjuster.

How to check EPF balance


Back in the day, EPF members could check their balance only once a year, to
verify their contributions withdrawals and their outstanding balance. Now, with the
introduction of the EPFO’s member portal and the UAN, checking one’s EPF
balance is just a few clicks away. To check one’s EPF balance on the EPFO’s
member portal, follow the steps:
 Visit the EPFO’s member portal -
http://www.epfindia.com/site_en/KYEPFB.php
 Next, click on ‘Know your balance’ at the bottom of the screen
 Then, select the location of your regional EPF office

14
 Enter your PF account number and your mobile number
 Once you have done that, click on ‘submit’. In a few seconds you will receive a
text message of your EPF balance
To check balance.

EPF E-Sewat
In April 2012, the EPFO launched the E-Sewa which is basically an online receipt
of the Electronic Challan cum Return (ECR). Employers can enroll themselves for
this facility just by registering their establishment code, their unique ID and
choosing a secured password on the portal. The introduction has made the whole
process of returns paperless, as now employers can view the electronic challan on
the portal, view the annual account slips and can even print it if required. Once
they have made a return, an SMS will alert them of the same.
EPF Helpline
For EPF members who need help navigating through the processes of the EPF or
facing difficulties, the EPFO has set up a dedicated helpline to come to the aid of
such members. The toll free helpline of the EPF is 1800118005.
Benefits of linking your Aadhaar card to your UAN
Since the Aadhaar card has now become the most valid source of identification in
the country, linking one’s Aadhaar card to an employee’s UAN has enabled
employees to make withdrawals, transfers and so on without the attestation of their
employers.

15
16
Types of Provident Funds : Tax Implications & Key Points
 Statutory Provident Fund (SPF / GPF) These are maintained
by Government, Semi Govt bodies, Railways, Universities, Local Authorities
etc., ...
 Recognized Provident Fund (RPF) ...
 Unrecognized Provident Fund (UPF) ...
 Public Provident Fund (PPF)

17
7th Pay Commission

Budget 2018

Efiling Income Tax

18
GST

Income Tax

Online Tax Payment

Income Tax Slabs

7th PAY COMMISSION


Recommended minimum pay for government employees: The minimum pay of
a newly recruited government employee at entry level is increased from Rs.7,000
to Rs. 18,000 per month. For a newly recruited Class I Officer, the minimum salary
is increased to Rs.56,100 per month.
Recommended maximum pay for government employees: The 7th Pay
Commission also recommends to increase the maximum pay for government
employees to Rs.2.25 lakhs per month for Apex Scale and Rs.2.5 lakhs per month
for Cabinet Secretary and others working at the same level.
Pay Matrix: Considering the issues that exist in the Grade Pay Structure, the 7th
Pay Commission has recommended a new pay matrix. Once the 7th Pay
Commission is implemented, the status of a government employee will not be
decided by Grade Pay but by the level in the new Pay Matrix.
New Pay Structure: Ever since Central Government employees heard about the
Pay Matrix system, they have questions about their grades and levels. The New
Pay Structure recommended by the 7th Pay Commission have included all existing
levels and have not introduced any new levels.

19
UNION BUDGET 2018-19 HIGHLIGHTS

The 2018 Union Budget was presented by the Finance Minister Arun Jaitley, on 1
Feb 2018. This is the first budget after the introduction of prominent reforms in the
Indian economy, such as the Goods and Services Tax implementation, mega PSU
bank recapitalisation, and dynamic fuel pricing.
The key features of the Union Budget 2018 are as described below:
 Fiscal situation - In 2018-19, the government is aiming for fiscal deficit
target of 3.3% of the GDP.
 Agriculture - The main points highlighted in the segment of agriculture
were as follows:
 The government resolves to increase the income of farmers to double the
current value and hike the minimum support price (MSP) for Kharif crops to
1.5 times the value of production. The government will provide the right prices
to farmers in case they receive lower market prices than the MSP.
 Organic farming and cluster development model for agriculture will be
encouraged.
 Allocation of Rs.500 crore is provided to Operation Green.
 Agricultural segments of bamboo farming, fisheries, and animal husbandry will
be encouraged.
 Rs.11 lakh crore will be offered as credit to the farming sector.

INCOME TAX CALCULATE


 Rural - The main points highlighted in the rural segment were as follows:
 Gas connections will be introduced in the households of 6 crore rural women.
 Rs.16,000 crore has been set aside for the Pradhan Mantri Saubhagya Yojana.
This would provide free electricity to 4 crore rural households.
 The Swachh Bharat Mission will be extended to offer 2 crore toilets to rural
houses.
 Health and Education - The main points highlighted were as follows:
 Focus will be on incorporating technology into education.
 By the year 2022, every block that houses more than 20,000 tribals and over
50% scheduled tribes will witness the inauguration of an Eklavya school.
 The government will shift to a structure wherein universal health coverage will
be offered to citizens.

20
 Proposal for 2 new schools of infrastructure and planning has been laid down.
 To reduce brain drain, top performers from leading engineering schools will be
selected and given an opportunity to study at IIScs and IITs.
 60 crore bank accounts will be brought under the Jan Dhan Yojana.
 Industry - The provisions under this section are as follows:
 The Finance Minister has set aside Rs.3,794 crore as industry subsidy and
capital support for the Micro, Small, and Medium Enterprises (MSME) sector.
 Excise cut on fuel has been announced.
Railways - The reservations for this sector include the following:
 The total capital expenditure that is set for the Indian Railways comes up to
Rs.1,48,528 crore.
 The infrastructure of some railway stations will be revamped, with escalators
making an entry in all stations with footfall of 25,000 passengers.
 All trains will be installed with CCTV cameras and WiFi connectivity.
 Allocation for Bengaluru Metro is Rs.17,000 crore and that for Mumbai rail
network is Rs.11,000 crore.
Taxation - The highlights of this segment are as follows:
 There will not be any changes to the income tax rates for individuals in the
salaried class.
 Salaried taxpayers will have standard deduction of Rs.40,000.
 Long-term capital gains will be taxed at 10% for investments that are above
Rs.1 lakh. Short-term capital gains tax will remain at 15%.
 Tax exemption limit has been raised to Rs.50,000 on interest income for bank
deposits of senior citizens. Exemption limit for income from post office
schemes and bank FDs will be 10%.
Infrastructure - The reservations in the infrastructure realm are as follows:
 10 key tourist spots in the country will be elevated to the level of iconic tourist
destinations.
 “Pay as you see” system will be introduced in relation to toll payments on
highways.
 An outlay of Rs.5.35 lakh crore has been announced for phase 1 of the
Bharatmala project.
 Trade - The provisions under this sector include the following:
 Hike in customs duty on televisions and mobile phones has been announced to
promote the Make in India initiative.
 Imports will be imposed a 10% social welfare surcharge.
Employment - The government will ensure the contribution of 12% of salary of
fresh employees towards the Employee Provident Fund scheme for 3 years. The
contribution of women in this regard has been decreased to 8% for the first 3
years.
21
Defence - The total outlay for this sector is Rs.2.95 lakh crore. The Finance
Minister said that there will be a boost in the defence manufacturing segment to
promote the Make in India initiative.
Technology - The Digital India programme will receive an allocation of
Rs.3,073 crore. Up to 5 lakh WiFi connections will be installed to provide
broadband coverage to 5 crore citizens in the rural parts of the country. The
amount allocated for this purpose is Rs.10,000 crore. The government also looks
to prevent the circulation of cryptocurrencies.
Finance, markets, and insurance - The government will encourage angel
investors and venture capital financing. Large corporations will have to meet
one-fourth of their debt requirements from bond markets. National Insurance Co.,
Oriental Insurance Co, and United India Assurance Co. will undergo a merger to
form one listed entity.
Aviation - Capacities of airports will be increased to 5 times the current value.
The UDAN scheme will ensure that 64 airports across the length and breadth of
the country will be connected through air to boost low cost flying.
Miscellaneous - The subsidy for food has been hiked to Rs.1.69 lakh crore in
2018-19. The emoluments of MPs may see an increase on the basis of index to
inflation.

What is income tax e-filing?


The Income Tax Department (ITD) offers the provision of filing Income Tax
Returns (ITR) online through their official e-filing portal. This makes the ITR
filing process much easier and hassle-free for the taxpayers. Moreover, the portal
has a distinct division of the different ITR forms that are available on the basis of
the different categories of taxpayers. Income tax e-filing allows an individual to
file their Income Tax Returns (ITR) while being in the comfort of their own house.
The only thing that the taxpayer has to do is to register himself/herself on the
income tax department’s official website, log in to the portal, and furnish the data
under the respective ITR form.

he process of electronically filing income tax returns is known as e-


filing. You can either seek professional help or file your returns yourself
from the comfort of your home by registering on the income tax department
website or other websites. The due date for filing tax returns (physical or
online), is August 31st.

22
What is GST?
GST (Goods and Services Tax) is a single indirect tax aimed at making the country
a unified common market. It is imposed on the supply of goods and/or services
within India. Multiple indirect taxes that the Central Government or State
Governments impose on suppliers and consumers are subsumed by GST.
The taxes levied and collected by the Centre until 1 July, 2017, that are subsumed
by GST include Central Excise duty, Duties of Excise (medicinal and toilet
preparations), Additional Duties of Excise (goods of special importance),
Additional Duties of Excise (textile and textile products), Additional Duties of
Customs, Special Additional Duties of Customs, Service Tax, and Central
surcharges and cesses. The State taxes subsumed under GST include State VAT,
Entry Tax, Central Sales Tax, Entertainment and Amusement Tax, Luxury Tax,
Purchase Tax, Taxes on advertisements, Taxes on gambling, betting and lotteries,
and State surcharges and cesses relating to the supply of commodities and services.

23
Income Tax
Income tax is applicable for individuals, businesses, corporate, and all other
establishments that generate income. The Income Tax Act, 1961 regulates the
collection, recovery, and administration of income tax in India. The government
requires the tax amount for various purposes ranging from building the
infrastructure to paying the state and central government's employees. It helps the
government in generating a steady source of income that is used for the
development of the nation.
The income tax is paid every month from the monthly earnings, however, it is
calculated on an annual basis. The amount of income tax an individual has to pay
depends on many factors.

24
DRICT TAX V/S INDRICT TAX

Direct taxes are paid in entirety by a taxpayer directly to the government. It is also
defined as the tax where the liability as well as the burden to pay it resides on the
same individual. Direct taxes are collected by the central government as well as
state governments according to the type of tax levied. Major types of direct tax
include:
 Income Tax: Levied on and paid by the same person according to tax brackets as
defined by the income tax department.
 Corporate Tax: Paid by companies and corporations on their profits.
 Wealth Tax: Levied on the value of property that a person holds.
 Estate Duty: Paid by an individual in case of inheritance.
 Gift Tax: An individual receiving the taxable gift pays tax to the government.
 Fringe Benefit Tax: Paid by an employer that provides fringe benefits to
employees, and is collected by the state government.
25
Indirect tax, as mentioned above, include those taxes where the liability to pay
the tax lies on a person who then shifts the tax burden to another individual.

E-payment of Income Tax in India: The IT department has launched an e-filing


capability for taxpayers with an online banking account. ... One is the regular way
of posting the same through challan at banks and the other is the e-payment of
income tax.

Indian Income Tax System follows Income Tax slabs for levying the tax on the
income of an individual or non-individual. ... In India, the income tax is charged
on the income earned. This tax applies to the range of income, which is called
Income Tax Slabs. The slabs of income tax keep changing from year to year.

26
E P F OF THE PROCESS

The objectives of KYC guidelines is to prevent banks from being used,


intentionally or unintentionally, by criminal elements for money laundering
activities. Related procedures also enable banks to better understand their
customers and their financial dealings.

27
28
DIFFERENCE BETWEEN PPF &EPF

PPF, a statutory scheme by the central government, started with the objective of
providing old age income security to self-employed individuals and workers from
unorganised sectors. EPF, on the other hand, is a retirement benefit applicable only
for salaried employees.

29
what is the purpose and scope of the employees provident fund act

The employee provident fund is administered by the Employees Provident


Fund Organization (EPFO), a statutory body developed by the government of
India under the Ministry of Labor and Employment. It is formed to administer the
mandatory contribution towards the PF scheme by both the employees and
employers.

1.Why transfer your PF?


Once an individual starts his career by taking up employment in any of the PF
registered organization, an employee would be registered for PF purpose and both
employee and employer contributions to employee’s PF and the fund earns interest
till withdrawal. Further, it is not uncommon especially in early or mid-years of the

30
career, to switch job for various reasons with or without break. In such scenarios,
what happens to the PF account of the employee already created with the previous
employer?
The employee will have two options in such cases.

 Employee’s contribution with interest can be withdrawn if the employee


continues to be on break for up to 60 days; or
 Transfer the balance to the current employer

As already mentioned, in order to make it an ideal saving for retirement it is


always better to transfer the PF balance instead of withdrawing. This is also
advisable from the tax standpoint as withdrawal of PF within 5 years of continuous
service attracts tax.

2. How to use UAN to transfer PF online?


The Employees’ Provident Fund Organisation (EPFO) has been taking several
measures to simplify the operation of EPF account both for employer and
employees. Keeping up with technology revolution, EPFO is also striving towards
making all the process related to EPF electronic, more specifically PF transfer and
withdrawal of PF which are generally tedious and time-consuming.
EPFO introduced Universal Account Number (UAN), which acts as an umbrella
for the multiple Member Ids allotted to an individual by different employers. UAN
enables linking of multiple EPF Accounts (Member Id) allotted to a single
member. UAN offers a bouquet of services like dynamically updated UAN card,
updated PF passbook including all transfer-in details, facility to link previous
members’ ID with present ID, monthly SMS regarding credit of contribution in PF
account and facility for auto-triggering transfer request on change of employment.

3. Info or documents to keep ready before


transferring the PF online
While the PF transfer was possible online earlier under ‘Online Transfer Claim
Portal’, with the introduction of UAN, the process of transfer is revised and shifted
under ‘unified portal’. However, in order to make online PF transfer, please ensure
the following.
i. The member should have activated his UAN in UAN portal and mobile number
used for activation should also be active

31
ii. Bank account and bank IFSC code of employee should be seeded against the
UAN Seeding Aadhar number and PAN against UAN is not mandatory for raising
transfer claims.
iii. The employer should have approved the e-KYC
iv. The previous/current employer should have digitally registered authorized
signatories in EPFO
v. PF account number of both previous and current employment of an employee
should be entered in EPFO database
vi. Only one transfer request against the previous member ID can be accepted
vii. Personal information and PF account related information is shown in EPFO
should be correct

4. Procedure to transfer PF online


Now we know that PF transfer can be made online and above criteria need to be
fulfilled. Let us understand the procedure step by step with the help of screenshots:

DIFFERENCE BETWEEN GOVERNMENT JOB AND


PRIVATE JOB EPF
The government jobs are different for each country. ...
The difference in job conditions between government and private sectors
(mostly in context of India) are as following. You are appointed for a government
jobs by independent authorities like UPSC, PSC, SSC etc. while the private sector
appoint their own people.

WHAT IS EPF V/S NPS


- Tax Benefits: Under section 80C, the employees’ contribution into the EPF is
allowed to be deducted up to Rs 1,50,000. This is the maximum amount that can be
deducted from a subscriber’s basic salary. As for NPS, subscribers can get a
maximum of Rs 2 lakh in total, according to the Income-tax (I-T) Act. EPF offers
its subscribers to save tax at all the three levels of contribution, interest accrual and

32
at the time of withdrawal after retirement. However, NPS offers tax saving at the
first two stages of contribution and interest accrual, but withdrawals are taxable.
The lumpsum withdrawal in NPS will be exempt up to 40 percent of such
withdrawals.

2- Equity Exposure: EPF subscribers are allowed to invest a maximum of 15 per


cent of their salary into equity. NPS subscribers can have up to 75 per cent equity
exposure.
3. Flexibility: NPS is more flexible than EPF. In case of EPF, the subscriber
cannot choose his/her fund manager, whereas NPS offers this flexibility. As of
now, there are seven fund managers offering varying rates of returns. These seven
fund managers are HDFC Pension Fund, ICICI Prudential Pension, Kotak Pension
Fund, LIC Pension Fund, Reliance Capital Pension, SBI Pension Fund and UTI
Retirement Solutions.

.4 Accounts: EPF subscribers are allowed to operate only one account that is
linked to the UAN. As for NPS, subscribers can open two accounts, where the first
one is compulsory and the second one is a voluntary account. One should note that
in the second account of NPS withdrawal is permitted.
5. Mandatory/ Optional: EPF is compulsory for every company in which 20 or
more people are employed. The NPS account is mandatory only for government
employees. However, private sector employees can also open an NPS account and
avail its benefits.

EPF is implemented by the Employees Provident Fund Organization (EPFO)


ofIndia. EPFO is a statutory body of the Indian Government under Labour and
Employment Ministry. It is one of the largest social security organizations in the
world in terms of members and volume of financial transactions undertaken.

33
DIFFERENCE BETWEEN EPF V/S PF

He had a very basic question: What is the difference between PPF and PF? The
Employee Provident Fund, or provident fund as it is normally referred to, is a
retirement benefit scheme that is available to salaried employees. ... So, let's say
the employee decides 15% must be deducted towards the EPF.

PRIVATE INCOME FUND


A private investment fund is an investment company that does not solicit capital
from retail investors or the general public. To be classified as a private investment
fund, a fund must meet one of the exemptions outlined in the Investment
Company Act of 1940.

PUBLIC FUND

Public fund refers to the funds of every political division of a state wherein taxes
are levied for public purposes. The term public fund also covers: 1. the revenue or
money of a government, state, or municipal corporation.

34
Difference between GPF and EPF?
GPF is available only for government employees while Employee’s Provident
Fund (EPF) is a retirement benefit scheme that’s available to all salaried
employees.

What is EPF?
The Employee Provident Fund, or provident fund as it is normally referred to, is a
retirement benefit scheme that is available to salaried employees.

What is GPF?
GPF or General Provident Fund account is a provident fund account which is
available for government employees. A government employee can become a
member of the fund by contributing a certain percentage of their salary to the
account. The accumulations in the fund is paid to the government employee at the
time of superannuation or retirement.

GPF Eligibility:
Any government employee who is a resident of India is eligible for the General
Provident Fund account. The account is mandatory for a certain salary class
employed with the government. Employees working with private companies are
not eligible for the account.

How does GPF Work?


General Provident Fund is a savings tool for individuals employed with the
government in India. In the account, the account holder contributes a part of their
salary into the account in regular instalments for a certain period of time.

35
Company profile

36
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

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

37
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 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

38
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.

39
40
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

41
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.

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
42
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

43
44
OBJECTIVE OF THE STUDY

45
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.

46
RESEARCH METHODOLOGY

47
RESEARCH METHODOLOGY

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

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,

48
the methodology section allows the reader to critically evaluate a study's overal
validity 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)

49
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 cannot be used as the basis of a causal relationship, where one variable

50
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

51
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.

52
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.

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.

53
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

54
The secondary data was collected from personal department files and records,
company broachers, magazines and journals.

55
56
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

57
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 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.
58
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.

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.

59
 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 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

60
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
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.
61
An operational sampling process can be divided into seven steps as given
below:
 Defining the target population.
 Specifying the sampling frame.
 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.

62
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

63
the first state-level standards that included engineering-related learning
expectations for K-12 students. other information about the process.
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.

64
More about the EiE model of the engineering design process can be found on their
website.

65
DATA ANALYSIS
AND ITS
INTERPRETATION

66
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

NO.OF RESPONDENTS

1 Below 20 Years
2 26-30years
3 31-35years
4 Above 35years
4 TOTAL

67
GENDER OF THE RESPONDENTS

TABLE 2 GENDER OF RESPONDENTS

s. no PARTICULARS NO.OF GENDER OF


RESPONDENTS RESPONDENTS
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

GENDER OF THE RESPONDENTS


NO.OF GENDER OF RESPONDENTS

77% 23%

100

77 23

100

0
TOTAL
1 2

68
QUALIFICATION OF THE RESPONDENTS
TABLE 3 QUALIFICATION OF THE RESPONDENTS

S . NO PARTICULAR NO. OF AVG OF


RESPONDENTS RESPONDENTS
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

QULIFIATION OF THE RESPONDENTS


Series1 Series2

33%

26%

18%
33
26 12% 11%
18
12 11

Below SSLC SSLC HSC UG PG

69
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

EXPERIENCE OF THE RESPONDENTS


Series1 Series2

40

23
21

10
6

6% 23% 10% 40% 21%

Below one year 1-2years 2-3years 3-4yers Above 4 year

70
WAY OF JOIN IN THE ORGANISATION
TABLE 6 WAY OF JOIN IN THE ORGANISATION
S .NO PARTICULARS NO. OF AVG O
RESPONDENTS RESPONDENTS
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

FIGURE 5THE WAY OF JOIN IN THE ORGANIZATION


100

90

80

70 S.NO PARTICULARS
1 Rferrals
60
2 news paper
50 3 consultancy
40 4 walk- in

30 5 job site
5 TOTAL
20

10

0
1 2 3 4 5 6 7

71
REASON TO QUIT THE PREVIOUS JOB
TABLE 6 REASON TO QUIT THE PREVIOUS JOB

S.NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
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%
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

72
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%

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


REASON TO CHOOSE THE TIMES OF INDIA
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

73
RULES AND PROCEDURE FOLLOWED IN THE TIMES INDIA
TABLE RULES AND PROCEDURE FOLLWED THE TIMES
INDIA
S . NO PARTICULAR NO. OF AVG OF
RESPONDENTS RESPONDENTS
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%

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.

74
FIGURE 8 RULES AND PROCEDURE FOLLWED THE TIMES
INDIA

80
Series1
60
Series3 Series2
40
Series2 Series3
20
0 Series1

AVG OF
RESPONDENTS

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


RESPONDENTS RESPONDENTS
1 Excellent 2 2%
2 Above average 11 11%
3 Average 54 54%
4 Below average 18 18%
5 poor 15 15%
TOTAL 100 100%

followed in department at THE TIMES OF INDIA is above average and 2% of the respondents
are says that the morals and ethics

75
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 excellent.

FIGURE 9 EMPLOYEE MORALE AND ETHICS FOLLOWED


IN YOUR DEPARTMENT

EPLOYEE MORALE AND ETHICS


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

BASIS EMPLOYEE HAVE BEEN SELECTED


TABLE 10 BASIS EMPLOYEE HAVE BEEN SELECTED
S. NO PARTICULARS NO.OF AVG OF
RESPONDENTS RESPONDENTS
1 Excellent 18 18%
2 Above average 11 11%
3 Average 54 54%
4 Below average 2 2%
5 poor 15 15%
TOTAL 100 100%

76
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

EMPLPYEE FIND IT USEFUL HAVING THE INTERVIEW


DETAILED IN THE ADVERTISEMENT
TABLE 11 EMPLPYEE FIND IT USEFUL HAVING THE INTERVIEW

DETAILED IN THE ADVERTISEMENT

S.NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
1 yes 78 78%
4 no 22 22%
TOTAL 100 100

77
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

DETAILED IN THE ADVERTISEMENT

Series2
2
Series1

0 0.2 0.4 0.6 0.8

EMPLOYEE FEEL ABOUT PAY

TABLE 12 EMPLOYEE FEEL ABOUT PAY

S.NO PARTICULARS NO. OF AVG OF


RESPONDENTS RESPONDENTS
1 Excellent 0 0%
2 Above average 7 7%
3 Average 34 34%
4 Below average 26 26%
5 poor 33 33%
TOTAL 100 100%

78
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

EMPLOYEE PERFORMANCE EVALUATION PROVIDE


FEEDBACK TO ASSIST IN THE PERFORMANCE OF THE JOB

79
Table 13 EMPLOYEE PERFORMANCE EVALUATION PROVIDE
FEEDBACK TO ASSIST IN THE PERFORMANCE OF THE JOB

S.NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
1 yes 82 82%
4 no 18 18%
TOTAL 100 100

EMPLOYEE PERFORMANCE EVALUATION


NO.OF RESPONDENTS AVG OF RESPONDENTS

100 100

82

18

82% 18%

yes no TOTAL
1 4

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.

80
FIGURE 13 EMPLOYEE PERFORMANCE EVALUATION PROVIDE
FEEDBACK TO ASSIST IN THE PERFORMANCE OF THE JOB

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

S. NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
1 Excellent 52 52%
2 Above average 21 21%
3 Average 15 15%
4 Below average 12 12%
5 poor 0 0%
TOTAL 100 100%

INFERENCE:-
81
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

S.NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
1 yes 12 12%
4 no 88 88%
TOTAL 100 100

INFERENCE:-

From the above table it can be inferred that 12% of the respondents are look at
THE TIMES OF INDIA website for recruitment.

82
FIGURE 15 EMPLOYEE LOOK AT THE TIMES OF INDIA WEBSITE
FOR RECRUITMENT

LOOK AT WEBSITE FOR RECRUITMENT

200
180
160
140
120
Axis Title

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

S.NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
1 yes 12 12%
4 no 88 88%
TOTAL 100 100
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

83
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.

S.NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
1 Highly satisfaction 22 22%
2 satisfaction 21 21%
3 Neutral 15 15%
4 Dissatisfaction 42 42%
5 Highly dissatisfaction 0 0%
TOTAL 100 100%

84
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.

EMPLOYEE SATISFY
Series1 Series2

42

22 21

15

22% 21% 15% 42% 0 0%

Highly satisfaction satisfaction Neutral Dissatisfaction Highly


dissatisfaction

85
EMPLOYEE MOTIVATED AND ACKNOWLEDGED BY SUPERIOR

TABLE 18 EMPLOYEE MOTIVATED AND ACKNOWLEDGED BY


SUPERIOR

S.NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
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
33
90
80
70
60
50
67
40
30
20
10 33%
67%
0
NO.OF RESPONDENTS AVG OF RESPONDENTS

1 yes 4 no

86
EMPLOYEE FEEL ABOUT BENEFITS

TABLE 19 EMPLOYEE FEEL ABOUT BENEFITS

S. NO PARTICULARS NO.OF AVG OF


RESPONDENTS RESPONDENTS
1 Excellent 2 2%
2 Above average 11 11%
3 Average 43 43%
4 Below average 27 27%
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
17
11
2 2% 11% 43% 27% 17% 100%

Excellent Above Average Below poor TOTAL


average average

87
FINDINGS

88
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.
89
 There is significant different between employee feel about pay and
employee feel about their benefits.

90
SUGGESTION

91
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 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

92
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.

93
CONCLUSION

94
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.

95
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

96
ANNEXURE
.

97
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
No promotion
8. Why did you choose the times of India?
Career development monetary benefits
Near to home working condition
Appraisal system

98
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?
Excellent above average
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

14.How did you feel about your pay?


Excellent above average
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?

Excellent above average


99
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

21.How did you feel about your benefits?


Excellent above average
Below average poor
Average

22.Suggestions
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………

THANKYOU….....…………..

100