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A REPORT

On
TALENT ACQUISITION: IT’S DIMENSTIONS AND CHALLENGES

BY
AYUSHEE JAIN
MBA III SEMESTER
FMS-WISDOM
BANASTHALI UNIVERSITY

RAJASTHAN PATRIKA

SUBMITTED TO: SUBMITTED TO:


Mr. Rajeev Masih Mr. Ankur Joshi
(Head Recruitment and T& D) Rajasthan Patrika Banasthali Vidyapith
Jaipur Rajasthan

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TALENT ACQUSITION

Talent Acquisition is the process to finding and acquiring skilled human labor for organization
needs and to meet any labor requirement.
Inthe context of Recruitment or HR profession Talent acquisition usually refers to the talent
acquisition Department or team within the Human Resources Department.
Talent Acquisition is long term, strategic efforts to seek out qualified people, nurture
relationships, and convince them to bring their unique skills to your company.
The Talent Acquisition team within a company is responsible for Finding, acquiring,accessing
and hiring candidates to fill roles that are required to meet company goals and fill project
requirement.

We use concept of Video Cvin our group even before meeting the people we get an idea about
the person his /her personality and the communication skills this helps us screen people better
and help us to recruit a good human resource / good talent in the company.
We also do the reference check of the candidate so can we hire a person who has good
background.
After all the things done we select the best suitable candidates for the position after that we start
the process for joining the candidates .we ask for documents from the candidates for salary and
to get an idea about the experience of the candidates .

The main objective of my research is to study the recruitment procedure as well as talent
managementinitiatives taken at Rajasthan Patrika.

1.1 Introduction
Every company in each and every industry takes different strategies to survive in this dynamic
world. Human Resources department is the emerging sector in the new era of corporate world.
Previously HRM was ignored by big organizations. Today the situation has changed, most of the
organizations are emphasizing on HRM practice. The main reason is, the organization runs by
the people or human resources not by the machine. So, it is important to maintain these human
resources in order to gain long term success in Business. Most of the companies are now using
different HRIS in their operation to make their business more effective and efficient. Even
somecompanies start a business transforming program to get a competitive advantage over their
competitors.
This report is actually made to present the work life condition of Rajasthan Patrika Private Ltd.
This report is a study of the Talent acquisition process, supportive management, and working
environment in the context of Rajasthan Patrika Private Ltd. I have focused on the current HR
practices that Rajasthan Patrika is performing in their Talent acquisition / recruiting process to
make their employee enforce more productive.

1.2 Origin of the report:


Internship Program of Banasthali University is a Post-Graduation requirement for the MBA
students. This study is a l requirement of the Internship program of theBanasthaliUniversity. The
main purpose of the internship program is to get the student exposed to the corporate world.
Being an intern the main challenge was to translate the theoretical concepts into real life
experience. An internship is like a glimpse of the real job.

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The Real Purposes of the Internship Program are:
— Practical knowledge about the job responsibility.
— To experience the real corporate world.
— To compare the real situation with the lessons learned in the Academy
— To fulfill the requirement of MBA Program.
This report is the result of Six month long internship program conducted in “Rajasthan Patrika
Private Limited” and is prepared as a requirement for the completion of the MBA program of
Banasthali University. As a result, I need to submit this report based on the “Talent Acquisition:
itsChallenges anddimensions” Rajasthan Patrika Private Limited. This report also includes
information on the products and services of Rajasthan Patrika Limited, the overview of the
organization and also facilities they offer to satisfy theiremployees.

1.3 Background of the Report


There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work. For them this
means understanding the implications of globalization, technology changes, workforce diversity.
Changing skill requirements, continuous improvement initiatives contingent workforce,
decentralized work sites and employee involvement are the issue for confront. Now it is a big
challenge for the HRM to support the organization by providing the best personnel for the
suitable position in shortest possible time. Starting with recognizing the vacancies and planning
for them is a great task. Moreover selecting attracting the suitable candidates and selecting the
best person in time is a challenge. The cost of the recruitment is significant. So, proper planning
and formulate those plan is the task that require more focus and improvement. Equal opportunity
and sourcing is also a vital part. Realizing this need we tried to find the difference and
similarities between theoretical aspects with the practical steps taken by the company. Also the
automation process of HR practices through HR software is significant with right vendor
software selection.

1.4 Objective of the report:


Based on two objectives I have prepared this report:
Primary Objective:
The main objective of this report is to provide necessary information about the procedures of
talent Acquisition followed by the Rajasthan Patrika through the HR Department and
recommendation.
Secondary Objective:
a) To have a clear view about what is actually happening in the field of HRM in Rajasthan
Patrika.
b) To collect information and insight about the Talent Acquisition/Recruitment function of the
organization.
c) To experience different the Talent Acquisition/Recruitment system those are being followed
by Rajasthan Patrika.
d) To relate the theoretical knowledge with the real life experience of the Talent
Acquisition/Recruitment of Rajasthan Patrika.

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1.5 Scope of the study:
The study covers the talent acquisition process at Rajasthan Patrika for all functions and for all
bands/levels/roles in the organization. This report is sort of a real life case study, which means it
is the illustration of the real scenario of theorganization. So the scope of this report is limited.
The first scope of this report is to havepractical experience about how a research is done in the
business organizations. The report has the scopeto cover different aspects of HRM, which
includes HR practices like Talent Acquisition,Selection, Training&Development It was partof
my academic program to learn HR practices of Rajasthan Patrika to understand a real life
scenario ofthe business world. Hence, this report does not go into the deep of the HRM activities
of thiscompany, it is beyond this report’s scope to make focused suggestions or recommendation
other thanrelating the observed and reach to a conclusion.

COMPANY OVERVIEW

RAJASTHAN PATRIKA-PROFILE

Rajasthan Patrika a leading newspaper of Rajasthan was launched on 7th March, 1956 in
Jaipur. The rise of “Rajasthan Patrika” from a local quarter size single sheet evening daily to a
full-fledged, sixteen page morning newspaper with supplements all days of week, commanding a
state wide circulation is a saga of the trails, travails and tribulations faced by its founders,
proprietor and editor, Mr. Kapoor Chand Kulish, and his team of editors and managers. From its
modest beginning, it has during its more than 60 years of publication grown into a stable
institution.
The journey spanning nearly 6 decades has seen the development of publication from sixteen
more centers, viz. Jodhpur, Udaipur, Kota, Bikaner, Sikar, SriGanganagar, Bhilwara, Alwar and
Banglore, Pali, Banswara, Surat, Chennai, New Delhi, Kolkata also. It pioneering adoption of
the latest technology has been rewarded in the form of National Awards for printing and
designing. It has various national and international news agencies.
The growth of Rajasthan Patrika is a result of unstinting commitment of Patrika towards its
readers and society as a whole. This has also been made possible by a large fleet of taxies,
newspaper agents and hawkers, fully equipped to reach every nook and corner of the state.
Philosophy: Management of Rajasthan Patrika thinks in terms of capital and manpower but it
puts a great emphasis on Indian culture, ideas and ethics. Rajasthan Patrika has an open mind in
the sense that it derives inspiration from the west so far as training and technologies are
concerned. The best of the west is blended with Indian traditions, values and wisdom in the
affairs of Patrika.
History: The Newspaper, at the time of its launch, was a five-column eveningwear. It was in
1964 that its morning edition was started.

THE FOUNDER- ‘Mr. Karpoor Chandra Kulish’

The Visionary - Karpoor Chandra “Kulish” , A MAN Of EXTRAORDINARY VISION


KARPOOR CHANDRA ‘KULISH, the man who started Rajasthan Patrika as a small
evening newspaper in the fifties and took it to the heights of glory, was a visionary par
excellence. A splendid genius who has lived the ideal as embodied in the oft-quoted

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Puranicaphorism “charaiveticharaiveti” (move on and on, rest not) and, above all, a man of
extraordinary versatility, as reflected in his voluminous books on the Vedas.
He was acclaimed as a brilliant journalist, a scholar of the Vedas, a thinker, a philosopher and a
poet. His search for knowledge remains endless, despite his advanced age. He kept abreast of the
latest developments at national and international levels and shares his perception of the local,
national and international problems with lakhs of readers of Patrika every day, through his four-
lined poetic _expression entitled ‘‘Polampol”. It is said that brevity is the soul of wit and, verily,
his daily comment that Kulishji contributes everyday epitomizes the best form of creativity. It
was his humble endeavour to keep the youths, fascinated by the dazzling modern world, familiar
with the fragrance of their mother tongue. It also conveys the message to the young generation
that they should not forget their roots. With a meager capital of just five hundred rupees, Kulishji
embarked on a difficult road of journalism, by launching an evening daily.
Kulishji’s journey continued uninterrupted, despite tumultuous tempests and hailstorms that
hampered his path. His indomitable will and indefatigable courage stood him in good stead. The
sapling he planted in 1956 has now grown too a mighty Banyan tree. Its branches are not
confined to the frontiers of Rajasthan but they have percolated into the territories of Gujarat and
South India. With fifteen editions and ten million readers, this newspaper is synonymous with
Kulishji’s personality and work.
The man who strode across the land and dreamt of touching the sky had a humble beginning in a
relatively unknown village. Born on March 20, 1926, in a village called Soda, which was a part
of the erstwhile State of DiggiKalyan and Lawa, Karpoor Chandra Kothari was metamorphosed
into an internationally acclaimed personality, i.e., Karpoor Chandra “Kulish”. The seeds of
greatness were sown in his emotional plane when he experienced a phase of uncertainty after
passing his matriculation exam from the Punjab University.
He pledged to tread the path of struggle for survival. He accepted the job of a clerk, to begin
with, in the State of Malpura, which fetched him just Rs.33 per month. It was a temporary job,
which he soon lost. Destiny brought him to Jaipur to try his luck. In the meantime, he also got
married. Now, he was not alone in the zigzag, barren and thorn-strewn path of life. In addition,
he also kept himself busy in writing and reading religious and philosophical treatises. He also
made his presence felt in the literary world.
Kulishji carved out the vision of vastness and took the plunge, though initially he did not
hesitate to accept petty jobs. In 1951, he joined Rashtradoot, a Hindi Daily of Jaipur. Since he
disdained restraints and curbs, he left Rashtradoot too.
A plan to start a daily paper was formulated, developed an executed in a meticulous manner.
The result is well known - Rajasthan Patrika was born on 7th March 1956 and grew in size and
stature and engulfed the entire desert, it has made its mark as one of the leading ten papers of
The country. It has been growing since birth and it continues to grow. Steps move on the ground,
but the sky is the limit in eyes.
When Kulishji attained the age of sixty on March 20, 1986, he decided to relinquish his position
as the editor of the paper, by writing a lead article on the front page entitled “NAMASKAR”
(Bidding Farewell). The people inferred that Kulishji was following the tradition of government
employees, who have to retire at the age of sixty, but, in fact, his decision was motivated by his
desire to undertake an in-depth study of the Vedas - the treasure of ancient wisdom. He wanted
to be fully immersed in it, which was the ultimate mission of his life.
The identity, reputation and prestige of an organization depend not only on its professional
success but also on the way it maintains values, preserves ideals and contributes to social

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development. Tested by this touchstone for exemplary work Rajasthan Patrika has proved its
worth beyond doubt and has even excelled itself. Soon after Mr. Karpoor Chandra Kulish
launched the newspaper he made it clear to his colleagues that he would also use the paper as an
instrument for social change and for the alleviation of social problems. He expressed his resolve
to work relentlessly towards the accomplishment of this goal. It was on account of this resolve of
the founder that Rajasthan Patrika has not only fulfilled its social responsibilities but it has set an
example for emulation by others.
Patrika has played an important role in enriching values and ideals which society always yearns
for. It has continued to publish books on varying aspects of our glorious cultural heritage and
universal values even since it saw the light of the day. The Patrika Group has looked after this
materialistic aspect very well. It has been in the forefront of the humanitarian work. It explored
various strategies to rush humanitarian aid to the largest number of the victims of natural
calamities or the people languishing in poverty. The establishment of Jan Mangal Public
Charitable Trust in 1984 was a milestone in this direction. Patrika made a great endeavour to
rush help to the people of Maharashtra and Gujarat when the most disastrous earthquakes in
Indian history hit them. It didn't lag behind when the entire state of Orissa was invaded by the
cyclonic destruction. The sight of the wailing uprooted inhabitants of this unfortunate state
melted even stony hearts. Patrika mobilized support for the people of this state and rendered
yeoman service. It came to the rescue of the war widows whose husbands died in the Kargil war.
Patrika itself contributed a large amount and campaigned for public awareness who responded
Generously. As a result the afflicted families were saved from another disaster that loomed large
in their minds after the death of their members.
Most notable among its crusades against suffering was its campaign for the donation of a
handful of grain (muthibharanaaj) by every citizen when the continuous spell of drought in
Rajasthan pushed millions of its people to the brink of starvation. Patrika called upon students to
bring handfuls of grain to its office. The campaign electrified the student community and the
general masses in the entire state that flocked to Patrika Offices in various cities and created
heaps of grain. Patrika sent trucks loaded with the bags of grain to the areas where people were
dying. It was a new value Patrika inculcated and showed the people the way to help the needy.
What generated the tremendous enthusiasm was its slogan 'bachabachaBhamashah' i.e. every
child is Bhamashah, the legendary philanthropist of Mewar who donated every penny to his
people. Thus, Patrika rose above the narrow familial boundaries and considered the entire
humanity as its own.
Besides organizing sports events, social and cultural festivals, Patrika also undertook the
challenging task of publishing important books and that of helping the educational institutions or
enriching libraries. It organized many adventures or helped NGOs who initiated such projects as
inculcated the spirit of courage among kids or youths. It was never motivated by considerations
of fickle fame but thinking that social concerns and human values deserve utmost attention, it
fulfilled its obligations to society in the spirit of selfless dedication. When the Indian Army was
sent to the borders to face the threat of war from Pakistan, Patrika sent adventurous youths on
motorcycles to the snowy valleys to ' boost the soldiers' morale with auspicious messages of
good wishes and greetings. When Patrika realized that common ordinary citizens encounter great
difficulties in getting their legitimate problems solved everyday on account of bureaucratic
redtapism, it started a helpline and called upon the people of the state to write to Patrika about
their problems and grievances. Patrika fought for their cause by taking the issues to the
departments concerned and saw that their grievances were redressed.

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Hundreds of retired Govt. employees or ordinary citizens have benefited from this initiative.
Not only had this Patrika come forward to help the people of a particular region to get their
problems solved. The response was overwhelming and the bonds of love for Patrika grew
stronger. Everyone in India had heard that Vedas had in them an ocean of wisdom but since they
were written in Sanskrit ordinary people remained ignorant about them, Patrika's founder editor
Mr. K.C. Kulish began to study them, wrote a series of books in simple language, and thus
brought the Vedic wisdom within the reach of the ordinary people.
The voluminous book entitled SHABD VED, which Mr. Kulish compiled after years of hard
work, is a living testimony to Patrika's contribution to enrichment of values and preservation of
our cherished ideals.
‘Mr. Karpoor Chandra Kulish’, the founder of Rajasthan Patrika, throughout his life as a
journalist, tried to fulfill social commitments largely and till date Patrika is following his
footsteps. Rajasthan Patrika has always worked for the betterment of society. It showed kindness
towards birds and animals, it encouraged talented people from every field and worked hard to
bring the hidden talent to limelight. Jan MangalKalyan Charitable Trust was set up which played
a very important role in encouraging the people from the field of sports and social work. It either
helped them from its own resources or raised donations for the budding talents. Rajasthan Patrika
has left a noticeable mark in the field of publication. It has worked hard to make people more
knowledgeable.

Patrika has always been ahead for public service and in this field; it has organized many
Learning License camps for the common people. Patrika has always showed its keen interest in
the field of public health and in this direction, it has organized several Blood Donation Camps,
which has turned out to be a huge success. Being a newspaper Rajasthan Patrika has always
fulfilled its duty to make the people of Rajasthan aware of their rights. In this regard, Patrika did
a campaign in which the reporters traveled all over Rajasthan and tried their level best to make
the people aware of their right to vote. The people appreciated this gesture and gave their full
corporation. Patrika has even organized many cultural events. Patrika every year organize a
Book Fair in public interest. This fair is organized in a large scale where people can find books
on all subjects and beside that, people also enjoyed the cultural programm. Recent addition to the
list is the Health Fair organized by Rajasthan Patrika. This fare got a lot of appreciation from the
masses and people from far, near participated in the fair, and satisfied their quarries related to
health. Rajasthan Patrika not only plays the role of a newspaper but also the role of a social
reformer.
RAJASTHAN PATRIKA –DISTINCTIVE FEATURES:

 50 YEARS OF LEADERSHIP

 The only newspaper in Asia to have won – IFRA ASIA goldaward for excellence in
printing & society of publishers in Asia (SOPA) award for excellence in reporting in the
same year.

 The only Hindi newspaper in India to have an Englishsupplement, which delivers to the
entire market potential.

 The largest Hindi daily in Rajasthan, Gujarat, Karnataka &Tamilnadu.

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 Provides latest news in the reader’s vicinity, with its maximum number of editions and
reporters.

 Available in 50 countries, including India, on same day via p.e.p.c., press point vending
machines

 Introduction of glazed newsprint for weekly supplements.

 Rajasthan Patrika group today has forayed in all popular media.

 Patrika TV its audio-visual unit involved in production of programms& commercials for


DD & AIR.

 Patrika online is the web division of Patrika, is responsible for publications on net, and is
the most comprehensive info packed portal of Rajasthan.

 Rajasthan Patrika gives us additional on ground support as a vehicle for our message
through its various events like ‘National Book Fair’, ‘International Education & Career
Fair’ and ‘Jodhpur Festival & Industrial Fair’.

 So, I can say that,


“Rajasthan Patrika”
Is
‘People’s Voice
By
People’s Choice’.

Rajasthan Patrika – For All in the World


(Splendid Supplements)

Rajasthan Patrika has developed customized segment based products that cater to the specific
needs and produce contents relevant to reader’s choice & preference. The below supplements
details outlines various target groups, a specific mention is called for city pulse the metro edition
of Rajasthan Patrika that serves north, south, east & west zones. It facilitates sharper
geographical segmentation within jaipur city.

Rajasthan Patrika carriers supplements for all the seven days, which are follows:

(1) Day & Frequency: Monday weekly, Special Focus: Localized Readership,
Sub Brand: City Pulse, Contents: Detailed news items and articles based on topics of interest to
the zone, Size: Broadsheet, Edition: Jaipur City.

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(2) Day & Frequency: Wednesday weekly, Special Focus: Women, Sub Brand: Parivar,
Contents: Mainly topics of feminine interests such as family care, recipes, health, fashion,
achievement, general awareness, etc. Size: Tabloid, Edition: All editions.

(3) Day & Frequency: Friday Fortnightly, Special Focus: Children teenagers, Sub Brand:
Chhotu-Motu, Contents: It is a new feature, which is added every fortnight in quarter size. It
covers topics of interest to children like stories, comics, cartoon strips, brainteasers, information,
and receipts for kids, sports & personalities, etc., Size: Stapled Booklet, Edition: All editions.

(4) Day & Frequency: Friday Monthly, Sub Brand: Patrika Digest, Contents: Patrika Digest
covers topics of special interest like career, health, counseling, etc., Size: Stapled Booklet,
Edition: All editions.

(5) Day & Frequency: Saturday Weekly, Special Focus: Mass appeal, Sub Brand: Bollywood,
Contents: A complete entertainment feature magazine on television, Indian films, film stars,
their life styles, and other interesting write-ups on international films, Size: Broadsheet Glazed,
Editions: All.

(6) Day & Frequency: Sunday Weekly, Special Focus: Family, Sub Brand:Ravivariya,
Contents: An interesting colorful magazine featuring topics of general interest such as current
issues, articles about personalities & celebrities, astrology, health besides art & culture., Size:
Broadsheet, Editions: All editions.

(7) Day & Frequency: Thursday weekly, Special Focus: Youth, Sub Brand: Patrika Mag,
Contents: An out & out youth magazine filled with fun & entertainment, featuring articles for
light reading on music, pop stars, fashion, sports, love & friendship etc., Size: Broadsheet,
Edition: Jaipur City & Ajmer.

(8) Day & Frequency: Thursday weekly, Special Focus: English Reading Teenagers Youth,
Sub Brand: Turning Point, Contents: An English supplement covering special interest of
teenagers & youth having informative articles, it coverage, puzzles, brain teasers & youth watch,
Size: Broadsheet, Editions: Jaipur City & Ajmer.

(9) Day & Frequency: Saturday & Wednesday, Special Focus: Youth, Young Professional
Ambitious Executive, Sub Brand: Jobs & Career, Contents: The appointment pages, Size:
Broadsheet, Editions: All Editions.

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THE BRANCH HIERARCHYOF‘RAJASTHAN PATRIKA’

The jobs functions of the employees in the organization are divided amongst them and combined
in logical ways. Employees with related functions usually share a common work area and
constitute a work unit. Departments are therefore constituted.

EDITOR-
IAL
MARKE- DEPT.
TING / CIRCULAT-ION
ADVT. DEPT.
DEPT.

ACCOUN-
TING
HR DEPT. BRANCH DEPT.
HEAD
OFFICE

PRINTING STORE
DEPT. DEPT.

COMPUTER MACHINE
DEPT. DEPT.

EDITORIAL DEPARTMENT
The editorial department, headed by editor, is responsible for:-
1. Collection of news
2. Selection of news and features
3. Editing of news and features
4. Interpretation of areas.
ADVERTISING DEPARTMENT

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Its main functions include collection of advertisements. The ads collected are usually hand
written. A schedule register is maintained by the department, which contains the name of
advertiser, name of agency, size of advertisement, agency code number, date of release, preferred
position etc. Handwritten matters are sent for composing. On the basis of register, a dummy of
ads is prepared which also contains printing instructions along with the material. This dummy is
sent to the processing department. They place the ads according to dummy instructions. After
pasting the news they prepare a zinc plate and sent to printing department.

PRINTING AND PROCESSING (MACHINE) DEPARTMENT

This department looks after all work of printing including installation of machines, plant layout,
composing, processing, loading, maintenance of machines etc.
Division of printing department, where offset machines are used:
1. Composing division.
2. Camera division
3. Pasting or page make-up division
4. Plate making division
5. Printing division, and
6. Maintenance division.
The main responsibilities of this department are:
1. Selling the newspaper
2. Delivering it, and
3. Collection of funds.

FINANCE DEPARTEMNT:
The foremost function of the finance department is financial forecasting and planning, it involves
forecasting for short term and long-term funds. Predication of short term and long term is done
through funds flow analysis. The other function is of investment alternatives, which is done
through funds flow analysis or payback period.
It involves:
a) Determination of financial objectives
b) Determination of financial policies such as those regarding working capital management,
capitalization, capital structure, fixed assets management, etc.
c) Determination of financial procedures.
ACCOUNTING DEPARTMENT:
A newspaper’s accounting department performs the following functions.
a) General accounting work
b) Departmental record keeping
c) Cost finding
d) Budgeting
STORES AND CLERICAL DEPARTMENT :
A newspaper store usually deals with storing newsprint, ink, chemicals, films, tools, equipment
and machines, furniture, office supplies and general materials used by the various departments.

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The responsibilities of store and warehouse are to receive materials, to protect while in storage
from damage or unauthorized removal, to issue the materials in the right quantities at the right
time to the right place and to provide these services promptly and at least cost.
The main divisions of stores with clerical works are:
a) Receiving section
b) Store section
c) Accounting section
d) Issuing section
e) Time Keeping
f) Salary and wage administration
g) Provision of incentives
h) Maintenance of records
i) Human engineering- man- machine relationship.

CIRCULATION DEPARTMENT
It involves the controlling of circulation of newspapers within printed district and its sub
divisions. It also controls the supply in appropriated manner so that they will reach on time, by
proper way of means.
In addition, it continuing surveying of the market and its customers for improvement and reached
the targeted goal always. Survey includes questionnaires and queries from its regular, non-
regular and non-user customers to know at what area they have to develop themselves and needs
of the market.

COMPUTER DEPARTMENT
It converts all organizational hard work into computerization, means placed the news and ads in
proper place and finalize the editing works up to pressing the newspaper and send to Printing and
Machine Department.
It first collects the dummy of the specified pages from the Advertisement Department and than it
places the actual news and advertisements in such a way that it will look like better and attractive
way.
Ad Agencies Role
While training in “Rajasthan Patrika” I had learned that advertising agency plays a vital role in
the publication line. Advertising agency works as a business associates for the newspaper to get
the business from the market. Along with this, they provide services to their clients on behalf of
the newspaper.
HR DEPARTMENT

Review of Literature

Profits stands for a dimensions of social, political, environmental, ethnic and community activities that
impact the social and cultural well-being of the society and engage in community building activities.
(Salomon and Sokolowski, 2004) [5]. (Bomstein, 2007) has observed that, most of the volunteer
organizations are entrepreneurial and inventive in accomplishing their social welfare activities. The
constructive part of the income for social organizations comes from income generating activities, whereas
for volunteer and community organizations, the constructive part of their income derives from donations
from individuals or organizations. (Vigoda and Cohen, 2003) and their employees voluntarily engage in

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profit making activities for social progression adhering to a high ethical standard. The non-profit concerns
face numerous challenges in terms of declining in charitable contributions, reduction in government
funds, competition from for-profit providers of certain services, and demands for a progressive change in
the grass root levels. The 21st century is an era of dynamic technological transformations, global mergers
and acquisitions, global talent acquisition and deployment etc. These sudden transitions in employment
patterns and the young and flexible workforce encourage extreme competition among employers to attract
and deploy the right talent capital. (Osborn, 2001). To analyze the nature of organizations, it is easy to
categorize it to the segment they belong to, (Westall and Chalkley, 2007) specified the sectoral
memberships of voluntary organizations and social organizations. Today’s organizations carry success
stories based on its talent management strategies. Recruitment is vital not just for developing human
assets but for key organizational survival (Taylor and Collins, 2000). According to Westall and Chalkley,
it is not easy to classify voluntary organizations from social organizations. There is a rather homogenous
group which we mentioned as 'Third Sector’. Although 'Third Sector' organizations may be similar with
respect to their purpose and existence, they do have their differences in terms of their objectives,
leadership and implementation paces. The existence of social organizations and their social welfare
objectives create an intention that the employees work for more of a societal cause, than for the
remuneration. From anyangle, social organizations, the non-profits cannot compare its compensation
structures with for-profit organizations which promise a great compensation package with an envious mix
of salary, reward programmes and flexible benefits. (Brandel, 2001). Social organizations are hybrid
organizations that resemble philanthropic and commercial organizations in its intentions, interests,
operations, objectives, strategies etc (Dees et al., 1998). Positions on what can a corporate hiring
executive learn from sports teams' an approach to talent acquisition is answered. When pursuing talent
acquisition, executives can observe some interesting analogies and learn some lessons from sports teams.
First, talent selection and acquisition is recognized as one of the most critical aspects for success in a
sports organization. Sports teams frequently acquire free agents that have moved amongst a number of
teams with the understanding that many of those moves are not necessarily the choice of the player.
(Steven Land Berg, Â Jan 2010). Two years of brutal downsizing and consolidation on Wall Street,
combined with the disappearance of such storied firms as Lehman Brothers and Bear Stearns, as well as a
slew of regional investment banks, have given Piper the opportunity to play on a bigger stage, according
to industry analysts. Piper declined to comment for this article, citing a company policy against discussing
its financial performance or other material non-public information in advance of earnings. (Chris Serres,
jan24, 2010). In the paper, McCoy says that in both good economies and in times of economic
uncertainty, it is incumbent upon senior management and human resource (HR) leaders to be smart about
the resources they hire and ensure their organization's workforce is structured for flexibility and
maximum productivity. (Business & Finance Week, Atlanta  Feb 18, 2008).
4. Research methodology

This study is Descriptive in nature. It aims at casting light on current issues and problems
through a process of data collection that enables them to describe the situation more completely.
The study is conducted in systematic procedure starting from selection of the topic to final report
preparation. The integral part was to identify and collect data they were classified, analyzed,
interpreted and presented in a systematic manner to find the vital points .the overall process of
methodology followed in the study is explained further.
Source of Data: Data are collected from both the sources :-

4.1 Primary Sources


 Observation of the organization
 Discussion with officials and concern Expert
4.2 Secondary Sources

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 Annual Report
 Newspaper
 Internet
 Textbook

Collection of Data:
Primary Data I collected from observation method ,face to face communication with the officials
and ask the process from my recruitment head about the process of talent acquisition anf from
the other hr concern person .
Secondary data

TALENT ACQUISITION POLICY IN PATRIKA

Introduction:
Patrika Group believes that efficiency, effectiveness and success of any organization depends
largely on the skills, abilities and commitment of its manpower which is the most important
constituent and resource of the organization.
Patrika Group is therefore resolved to provide a framework of policies which will enable the
Organization to attract the right talent for the jobs and make it available at the right time and in
right number with the ultimate objective of ensuring optimum and effective utilization of the
human resources in a climate of satisfaction, development and growth.
1. Scope:
The policy deliberates on all activities involved in the process of recruitment right from the time
a vacancy has been established till a person is placed on-board in the company, covering all
types of employments whether outsourced or on company rolls including regular, temporary,
part-timer or trainee posts, unless specifically stated otherwise.
2. The Vacancy:
The vacancy established shall necessarily be within the scope/purview of establishment fixed
during manpower planning and in case of expansion, manpower planning shall be reviewed
accordingly.
3. Recruitment & Selection Process:-

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The recruitment and selection process involves a number of steps before the final selection is
made. Mentioned under is a flowchart depicting the series of steps involved in Recruitment &
Selection Process along with the incubation period required right from the time the requisition is
raised until final selection is made.

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The respective Department Head shall forward duly filled manpower requisition form in
prescribed format to the Human Resource Department, indicating therein the last dates by which
placement of personnel is desired for the position, keeping in view the normal lead time for
recruitment. The requisition can be raised by a supervisor but it needs to be approved and
forwarded to HR by the respective Department Head.

b) The requirements will be examined with reference to the sanctioned level- wise manpower in
the Manpower Plan for the year by the Human Resource Department, before proceeding with
recruitment process the HR department shall verify the facts such as approved establishment, job
role clarity, job specification etc.,of the requirement raised. Also, while preceeding for the
process it shall ensure that there are no major changes in cost factor. HR shall examine all the
parameters reflected in the requisition form, estimating the time, cost and resource required to
source candidates.

c) HR shall make sure that the requisition form is duly filled by the concerned Department Head
and thereafter shall process the requisition and decide upon the mode of recruitment. It shall
strive to keep the cost of recruitment at optimal level without compromising the quality.

Step 2: Director's Approval on Requisition Raised:

As the position for which the requisition has been raised is already pre-approved as per the
yearly manpower plan. Following are the instances wherein additional approval of the Director
shall be required:-

1. In case a new position is created in addition to the pre-approved yearly manpower plan due to
changes in manpower needs.
2. In case of requirement to issue company assets for the position like laptop/tablet, mobile,
mobile internet connectivity etc.
3. If, any need that has been raised is out of purview of existing policy and has not been
approved earlier.

Step3: Sources for Recruitment:

Before initiating the recruitment process HR department shall look for following options to fill a
position:-

 Impending transfer requests, if any without affecting the operational efficiency


 Recommended inter-functional adjustments of posts subject to suitability of the person
available;
 Record of surplus staff (internal) suitable for deployment
 Internal job posting
If the position remains open, then the recruitment process will be initiated afresh by Human

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Resource Department of the concerned branch/HO through the following sources:
PFLP

1.Existing database
2.Through internal reference
3.Through job portal
4.By floating an advertisement
5.Campus Hiring for fresh talent
6.Through Consultants
7.Through

Step 4:Screening/Shortlisting Candidates:


Depending upon the method of recruitment adopted, candidates shall be screened as per the
specifications provided in the requisition form. The candidates/profiles that fulfill the prescribed
requirements after preliminary scrutiny will be shortlisted and forwarded to the concerned
Department for further scrutiny with a view to zero-in on the candidates who are considered
most suitable as per specifications provided.
On completion of the screening by the function concerned, the Head of the Department will
forward to the Human Resource Department, the list of candidates considered eligible to
undergo rest of the selection process broadly spelling out the criteria adopted for screening and
the basis of rejection of applications. It is advisable for the concerned Head of the Department to
ensure, as far as practical, that the scrutiny is carried out by a member of the Department with
enough experience or directly concerned with the requisitioned position.
Step 5:Selection Process:

Stage I) Primarily the shortlisted candidates go through an HR round of interview wherein HR


shall verify for the authenticity of the details furnished by the candidate and will screen them for
overall organizational fit. An interview sheet(ref. to attachment 3 & 4, as per deptt.) will be
attached with the CV which shall be used by the interviewer for putting their comments regarding
the candidate's profile.

Stage II) Depending on the sources of the of the Curriculum Vitae, level and position being filled,
the selection process shall vary and can be unique in each case. The process can comprise of one
or more or all of the followings:-

1). Written test, 2). Group Discussion ; 3). Psychometric Test ; 4). Personal Interview

a. Written test :

The open position at times requires specific attributes such as Linguistic skills, verbal, numerical
or diagrammatic reasoning ability etc. Such aptitude tests are are used in Editorial, Accounts,
Advertising, Recovery, Circulation, IT, Admin etc. HR shall have different sets of department
wise customized question bank along with its key which could be used for the purpose.

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b. Group discussions :-

A GD methodology shall be used by the organization to gauge whether the candidate has certain
characteristics, personality traits and/or skills that it desired in its members pertaining to the
function he is being considered. During this, a group of candidates shall given a topic or a
situation, allowed a few minutes to think over the same and then asked to discuss the topic
amongst themselves for 15-20 minutes. Through GD a candidate shall be evaluated for his
acumen of logical reasoning about the topic given, terms of reference used and the reference to
context made while speaking besides the leadership skills.

c. Psychometric Test :-

Any standardized procedure for measuring sensitivity. It shall be used for recruitment and the
selection process, alongside other assessment methods to explore the match between the
candidate and the role. For this tests HR shall have different set of department wise customized
question bank along with its key.

d. Personal Interview:

A formal meeting in which one or more persons question, consult, or evaluate another person on
the basis of requirements raised.

Stage III)

The candidate who clears the test, qualifies for the next round of selection process which shall
comprise of interview by the line manager and/or functional head. At the same time the profiles
who are to undergo an Interview are entered in the Recruitment Tracker(ref. attachment 5)
where details about the Interview stages shall be entered and updated as the selection process
progresses. A personal detail(ref. To attachment 3) form shall be attached with the profile which
shall be filled by the candidate. The line manager shall interview the candidate and put his
comments on the interview sheet (ref. Attachment 4)attached with the candidates profile.

If Rejected: Then more suitable candidates will be lined up for interview. If rejections are more
then HR will Review the Gap in understanding the position by having a meeting with the Hiring
Manager.

If Selected: We will move to Stage IV.

Stage IV)

On clearing the 3rd stage, the candidate will finally meet HR who will conduct the final round of
interview and will check for his overall organizational fit. The nature of appointment, final salary
and designation shall be offered/communicated to the candidate and estimated time to join the

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organization etc shall be discussed. All such details shall be communicated by HR towards end of
the selection process.

4. Reference check :

A reference check is carried out where ever required before making an offer. Verification of
candidate's residence proof, educational and professional qualification, experience, last drawn
salary is a must. Documents supporting the same shall be made available to HR before/after the
offer.

5. The Offer:

An offer shall be issued/mailed to the selected candidate seeking its acceptance thus confirming
the employment along with the expected date of joining. Please note that the offer made shall be
subject to verification of the above mentioned documentation with the originals which shall be
done by HR deptt. In case of any irregularity/misinformation found, offer can be revoked.

6. Document List:

A checklist of all required documents shall be given to the selected candidate. Following is the
list documents required:-

o Copy of appointment letter from present/previous employers.


o Experience/Relieving letter verifying the same.

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o Latest Salary Slip from last employer
o PAN card, Address proof, 2 passport sized photos, Aadhar Card
o Educational certificates
o Health certificate

In case, some documents are pending, same should be submitted on the day of joining.

The candidates who are unable to clear the final round shall be intimated on the spot and will be
entered into the database for future references.

7. Joining:

The candidate shall join the organization only after due Approval from Final Approving
Authorities & concerned Director. Joining formalities shall be done followed by an Induction
which will be conducted within 15 days from the date of joining.

8. Approval Process:

A) Approval Process at HO:

The process of approval will be initiated once the a candidate has has been selected. Approval
shall be required from Final Approving Authorities & concerned Director. Following is the
process of approval for HO:-

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HR Director

Recruitment Compensation Employee Training & Workforce


and Benefit Retention Development Safety

Job Posting Job Evaluation Strategy


Planning

Application Attendance
Sourcing Checking Dispute
Resolution
Salary Policy
Interview Administration
Arranging Contract
Insurance Negotiation

Applicant
Choosing 21
Advisory
Bonus
Services