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SUBMITTED BY:
ANITA RAWAT
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“TIMES HOUSE” 16,RANA PRATAP MARG, LUCKNOW-226001
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 .
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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
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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 .
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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.
Anita rawat
SRMBS, LUCKNOW
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TABLE OF CONTENT
6 FINDIGS 89-90
7 SUGGESTIONS 92-93
8 CONCLUSIONS 95-96
9 BIBLIOGRAPHY 97-98
10 ANNEXURE 97-100
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IN TRODUCTION OF THE TOPIC
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EMPLOYEE’S PROVIDENT FUND (EPF)
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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.
Definition
Employer
An employer is defined as a person(s) with whom an employee has a contract of
service or apprenticeship.
Employer includes:
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
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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
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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.
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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 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
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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.
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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.
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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)
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7th Pay Commission
Budget 2018
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GST
Income Tax
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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.
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E P F OF THE PROCESS
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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.
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what is the purpose and scope of the employees provident fund act
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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.
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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
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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.
.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.
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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.
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.
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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.
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Company profile
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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.
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
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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
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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.
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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
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WEAKNESSES
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
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against advertising in newspapers and all this is likely to affect the industry at
large.
Types Private
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OBJECTIVE OF THE STUDY
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OBJECTIVE AND SCOPE OF THE STUDY
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RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
RESEARCH
RESEARCH METHODOLOGY
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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)
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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.
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affects another. In other words, descriptive research can be said to have a low
requirement for internal validity.
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
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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.
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PAPULATION
SAMPLING TECHNIQUE
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SAMPLE SIZE
In this study also convenience sampling is applied. The sample size of the study is
100 employees.
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
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The secondary data was collected from personal department files and records,
company broachers, magazines and journals.
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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
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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
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.
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
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.
NO.OF RESPONDENTS
1 Below 20 Years
2 26-30years
3 31-35years
4 Above 35years
4 TOTAL
67
GENDER OF THE RESPONDENTS
INFERNCE:-
From the above table it be inferred that 77% of the respondents are male,
23%of the respondents are female.
77% 23%
100
77 23
100
0
TOTAL
1 2
68
QUALIFICATION OF THE RESPONDENTS
TABLE 3 QUALIFICATION OF THE RESPONDENTS
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.
33%
26%
18%
33
26 12% 11%
18
12 11
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.
40
23
21
10
6
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
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
120
100
80
60 Series7
40
20 Series6
0
Series5
total
PARTICULAR
No flexible work
no promotion
no hike in the salary
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%
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.
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%
74
FIGURE 8 RULES AND PROCEDURE FOLLWED THE TIMES
INDIA
80
Series1
60
Series3 Series2
40
Series2 Series3
20
0 Series1
AVG OF
RESPONDENTS
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.
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.
1 2 3 4 5 6 7
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.
Series2
2
Series1
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 .
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
79
Table 13 EMPLOYEE PERFORMANCE EVALUATION PROVIDE
FEEDBACK TO ASSIST IN THE PERFORMANCE OF THE JOB
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
no
18%
yes
82%
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.
52%
21%
15%
12%
0%
Excellent Above average Average Below average poor
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
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
83
respondents are not receive adequate orientation and induction for THE TIMES OF
INDIA.,
yes
12%
no
88%
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.
EMPLOYEE SATISFY
Series1 Series2
42
22 21
15
85
EMPLOYEE MOTIVATED AND ACKNOWLEDGED BY SUPERIOR
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.
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
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.,
100
43
27
17
11
2 2% 11% 43% 27% 17% 100%
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.
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.
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
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
Walk – in jobsite
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
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
22.Suggestions
………………………………………………………………………………
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THANKYOU….....…………..
100