INDEX

SRNO. TOPICS PAGE NO

1. SECTION A

2. Introduction

3. Company Profile

4. Experiential Learning

SECTION – B

5. Introduction of the Topic

6. Literature Overview

7. Research Methodology

8. Data Analysis Results & Interpretation

9. Conclusion

10. Recommendations

11. Appendix

12. Bibliography

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 Section – A

Industry Overview

Company Overview

Experiential Learning

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 INDUSTRY OVERVIEW

The newspaper industry is a traditional and influential segment of the media sector
that has experienced significant transformations over the years, driven by
technological advancements, changing consumer habits, and economic pressures.
Here's an overview of the industry:

1. Market Scope and Significance

 Historical Importance: Newspapers have been a primary source of news,
education, and public discourse for centuries.
 Global Reach: The industry spans across regions, serving local, regional,
and national audiences.
 Economic Impact: Despite challenges, newspapers contribute to the
economy through advertising revenues, subscriptions, and job creation in
journalism, printing, and distribution.

2. Current Trends
 Digital Transformation:
o Many newspapers have shifted to online platforms, creating digital
editions and mobile apps to cater to tech-savvy audiences.
o Digital advertising now competes with traditional print ad revenues.
 Decline in Print Circulation:
o Print readership has steadily declined in many regions due to the rise
of digital news consumption.
o Subscription models have become increasingly important for revenue.
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  Personalization and Engagement:
o Newspapers are leveraging data analytics to deliver personalized
content and improve user engagement.
 Collaborations and Mergers: To sustain operations, many newspapers are
merging or collaborating with other media companies.

3. Revenue Streams
 Advertising: Historically the largest revenue source but declining due to
competition from online platforms.
 Subscriptions and Circulation: Both print and digital subscriptions are
critical for sustained revenue.
 Syndication and Licensing: Selling rights to reprint or share content
generates additional income.
 Events and Sponsorships: Hosting community events and conferences has
become a supplementary revenue stream.

4. Challenges
 Competition from Digital Media: Social media and digital platforms
dominate real-time news delivery.
 Cost Pressures: Rising costs of newsprint, labor, and logistics strain
profitability.
 Credibility and Trust Issues: The proliferation of "fake news" has affected
trust in traditional media.

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  Audience Fragmentation: Younger audiences often prefer alternative
media formats like podcasts and video content.

5. Innovations and Opportunities

 Multimedia Integration: Incorporating videos, podcasts, and interactive
graphics enhances storytelling.
 Evolving Business Models: Newspapers are exploring paywalls, freemium
models, and membership programs.
 Local Journalism Focus: Hyperlocal content has gained value in serving
niche communities.
 AI and Automation: Technologies are being adopted to streamline content
creation, curation, and distribution.

6. Regional Variations
 Developed Markets: Declining print revenues and high digital penetration.
 Emerging Markets: Print newspapers still hold strong appeal due to limited
digital access and cultural preferences.
 Localized Content: Regional languages and community-focused reporting
remain significant in many parts of the world.

7. Future Outlook
The newspaper industry is likely to continue evolving with a hybrid approach,
blending print and digital strategies. Success will depend on adaptability,
innovation, and the ability to meet audience expectations in an ever-changing

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media landscape. The rise of reader-supported journalism and new technologies
presents opportunities for growth and sustainability.
Would you like a more detailed exploration of a specific aspect, such as trends,
regional analysis, or challenge

6
 COMPANY PROFILE

HINDUSTAN TIMES

HISTORY:

The Hindustan Times is a leading newspaper in India. It is the market leader for

English papers in North India. It has its roots in the independence movement of the

first HT Media of the twentieth century. It was edited at times by many important

people in India, including Devdas Gandhi (the son of Mahatma Gandhi) and

Khushwant Singh. Hindustan Times (or HT as it is popularly known as) was

founded in 1924 by Master Sunder Singh Lyallpuri, founder-father of the Akali

Movement and the Shiromani Akali Dal in Punjab, with the contributions from

USA, Canada and locals mostly from Lyallpur District Sheikhupura (now in

Pakistan). S Mangal Singh Gill (Tesildar) and S. ChancHT Media Singh (Jandiala,

Jullundur) were made in charge of the newspaper. Pt Madan Moham Malayia and

Master Tara Singh were among the members of the Managing Committee. The

Managing Chairman and Chief Patron was Master Sunder Singh Lyallpuri himself.

K. M. Panikkar was its first Editor with Devdas Gandhi (son of Mahatma Gandhi)

also on the editor's panel. The opening ceremony was performed by Mahatma

Gandhi on September 15, 1924. The first issue was published from Naya Bazar,

Delhi (Now: Swami Sharda Nand Marg) and contained writings and articles from
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C. F. Andrews, St. NiHT Media Singh, Maulana Mohammad Ali, C. R. Reddy (Dr.

Cattamanchi Ramalinga Reddy) , T. L. Vaswani, Ruchi Ram Sahni, Bernard

Haton, Harinder Nath Chattopadhyaya, Dr Kichlu and Rubi Waston etc.

The Hindustan Times was the brain child of the Akalis who felt that a newspaper

in English would enable them to reach an audience other than the Punjabi-reading

one. This was in the year 1922. From the outset the newspaper was set up to

oppose the British. The Hindustan Times finally came into being on September

1924 and was inaugurated by Mahatma Gandhi. The newspaper was to become a

premier nationalist newspaper of the capital in the turbulent years preceding

independence. From a humble beginning in a three-storey building, the company

has expanded its operations from print to other media channels like radio, internet,

events and marketing, and strategic partnerships, as part of its endeavor to establish

itself as a giant media conglomerate in the present times.

Founded in 1924 when its flagship newspaper The Hindustan Times was

inaugurated by Mahatma Gandhi, HT Media (BSE, NSE) has today become one of

India's largest media companies. With a combined daily circulation of 2.25 million

copies and a readership base of 14.49 million readers, The Hindustan Times

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(English) and Hindustan (Hindi) enjoy strong brand recognition among readers and

advertisers, and are produced by an editorial team know for its quality, innovation

and integrity. HT Media operates 15 printing facilities across India with an

installed capacity of 1.5 million copies per hour. HT's Internet business, under the

Hindustantimes.com portal, is primarily a news website with 1.98 million unique

visitors and 50 million page views per month, with a significant share of the traffic

coming from outside India.

As part of its expansion into electronic media, HT Media, through its HT Music

and Entertainment Company Ltd. subsidiary is entering the FM radio market in key

Indian cities later this year through a consulting partnership with Virgin Radio.

Citicorp International Finance Corp. and Henderson Partners Capital (Mauritius)

Ltd. own significant stakes in HT Media. HT Media reported 2006 annual revenue

of $186 million. For the fiscal first quarter ended June 30, 2006, the company

reported a 33% increase in revenue to $54 million and a tripling of profit after tax

(PAT) to $7 from the year-ago quarter. ($1=Rs. 46))

HT Media Limited is a major player in the print media in India. It has a leadership

position in the English newspaper market in North India and the second position in

the Hindi newspaper market in the North and East. The group now intends to

consolidate itself as a vibrant and modern media powerhouse through strategic

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partnerships, ever-increasing scope of operations and a consumer focused

approach.

Hindustan Times, the flagship publication from the group, was inaugurated by

Mahatma Gandhi in 1924 and has established its presence as a newspaper with

editorial excellence and integrity. Today, Hindustan Times has a circulation of over

1.2 million and is the fastest growing mainline English newspaper in terms of

readership. Hindustan Times, Delhi, is India’s largest single-edition daily. In July

2005, Hindustan Times made a successful entry into the commercial capital of

India – Mumbai.

Hindustan, the Hindi daily from HT Media, is one of the leading Hindi dailies in

the country with a readership in excess of 10 million. This makes it the fourth

largest read daily in India.

The group's news portal HindustanTimes.com, with over 2 million unique visitors

and 50 million page views per month, is one of the largest news portals in the

country. It has consistently been ranked amongst the top 10 news sites in the world

by Forbes and offers in-depth coverage and analyses to its users.

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As part of its expansion into electronic media, HT Media, through its subsidiary

HT Music and Entertainment Company Ltd., has entered the FM radio market in

key Indian cities through a consulting partnership with Virgin Radio.

HT Media also plans to launch a national business newspaper, with an exclusive

agreement with Wall Street Journal to publish Journal-branded news and

information in India.

HISTORY

HT Media, part of the larger HT Group, is an Indian media company known for its
diverse range of media and entertainment assets. Here's a brief overview of its
history:

Formation and Early Years

 Founded: HT Media was established in 1924 as the Hindustan Times Ltd.

by the prominent industrialist, Lala Shri Ram. In 1936, the Hindi daily
Hindustan was launched. The company initially focused on publishing the
Hindustan Times, a leading Englishlanguage newspaper in India.
 It also publishes two magazines in Hindi, Kadambini, a literary magazine
established in 1960, and Nandan, a children's magazine, started in 1964

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 Expansion: Over the decades, HT Media expanded its operations and
diversified its portfolio. The company became known not only for its
flagship newspaper but also for various other media ventures.

1924 Inauguration of Hindustan Times by Mahatma Gandhi

1936 Hindi daily Hindustan was Launched

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1997 News website Hndustantimes.com was launched.

 Print Media: Hindustan Times, the flagship newspaper, became a major

player in the Indian media landscape. It is known for its comprehensive
coverage of national and international news, along with its editorial stance
on various issues.
 Launch of New Publications: HT Media diversified its print portfolio by
launching new newspapers and magazines. This includes the Hindustan, a
Hindi-language newspaper, and other publications aimed at different
segments of the readership.
 Digital Expansion: Recognizing the growing importance of digital media,
HT Media invested in digital platforms. The company launched several
online news portals and mobile applications to cater to the changing media
consumption habits of its audience.

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SEPTEMBER 26, 1924

This date marked the august beginnings of Hindustan Times with Mahatma

Gandhi, the Father of the Nation inaugurating the newspaper.

Short overview of the history of Hindustan Times:

1927

Hindustan Times was reborn as Hindustan Times Ltd., a limited liability company.

1936

The hindi daily Hindustan was launched, which remains the dominant newspaper

in the core hindi belt of northern India.

1942

The Hindustan Times was one of the few newspapers that stopped publishing

the newspaper for four and a HT Mediaf months as it refused to accept the

British imposition of censorship on all newspapers.

1947

The year India gained its freedom was also the year Hindustan Times attained

the status of being the dominant newspaper in Delhi.

1957

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The newspaper circulation grew from 58,693 copies to 144,287 in 1970 after KK

Birla took over the mantle from GD Birla.

1960

The hindi literary magazine Kadambini was launched.

1964

The group started actively targeting the youth of India and launched the Nandan

magazine.

1991

At the start of liberalization of India, Hindustan Times moved to becoming an

autonomous power center in a mature democracy.

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1999

The Hindustan Times celebrated its platinum anniversary.

2000

With a focus on localization, five new editions for Calcutta, Bhopal, Ranchi,

Chandigarh and Jaipur were launched.

2003

The media business of was de-merged and incorporated under HT Media Ltd.

2004

HT Media Ltd was listed as a public company and attracted external funding.

2005

Hindustan Times successfully entered the Mumbai market with a refreshingly new

product and content mix.

2006

Fever 104 FM is launched, in technical collaboration with the Virgin Group.

Hindustan was re launched re-establishing the company's prominent presence in

the regional news space.

2007

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Mint, the business paper in partnership with the Wall Street Journal was launched

in Delhi and Mumbai. In the internet space, Hindustantimes.com was re launched

and Livemint.com was introduced.

2008

Firefly e-Ventures, an HT Media Company launched its first portal for job seekers,

Shine.com; and a social networking website Desimartini.com. HT Media also

entered the Mobile space with 54242 in partnership with velti.com

2009

Hindustan Times re-launched nationwide with a new design benchmarked to the

best international standards and a renewed commitment to sharper, better news

stories; The Hindi Business is "demerged" to Hindustan Media Ventures Limited

(HMVL).

2010

HMVL comes out with an Initial Public Offering (IPO) of shares, aggregating Rs.

270 Crores, and is listed on BSE & NSE; HT Media launches its education portal -

HTCampus.com

2011

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Hindustan strongly consolidates its leadership position in Delhi-NCR, Bihar,

Jharkhand, UP, and Uttarakhand and is named by Forbes magazine as one of the

Best Under a Billion Companies in the Asia-Pacific region.

2012

The Hindustan Times Leadership Summit hits the 10 year mark; Hindustan Times

launches "You Read, They learn" initiative to help educate under privileged

children.

FINDING ABOUT BEST TIME TO IMPART TRAINING TO EMPLOYEE

1. NEW RECRUITS TO THE COMPANY

These have a requirement for induction into the company as a whole in terms of its

business activities and personnel policies and provisions, the terms, conditions and

benefits appropriate to the particular employee, and the career and advancement

opportunities available.

2. TRANSFEREES WITHIN THE COMPANY

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These are people who are moved from one job to another, either within the same

work area, i.e. the same department or function, or to dissimilar work under a

different management. Under this heading we are excluding promotions, which

take people into entirely new levels of responsibility.

3. PROMOTIONS

Although similar to the transferee in that there is a new job to be learned in new

surroundings, he is dissimilar in that the promotion has brought him to a new level

of supervisory or management responsibility. The change is usually too important

and difficult to make successfully to permit one to assume that the promotes will

pick it up as he goes along and attention has to be paid to training in the tasks and

the responsibilities and personal skills necessary for effective performance.

4. NEW PLANT OR EQUIPMENT

Even the most experienced operator has everything to learn when a computer and

electronic controls replace the previous manual and electro-mechanical system on

the process plant on which he works. There is no less a training requirement for the

supervisors and process management, as well as for technical service production

control and others.

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5. NEW PROCEDURES

Mainly for those who work in offices in commercial and administrative functions

but also for those who we workplace is on the shop floor or on process plant on

any occasion on which there

is a modification to existing paperwork or procedure for, say the withdrawal of

materials from stores, the control of customer credit the approval of expense

claims, there needs to be instruction on the change in the way of working in many

instances, a note bringing the attention of all concerned the change is assume to be

sufficient, but there are cases, such as when total new systems in corporating IT up

dates are installed, when more thorough training is needed.

6. NEW STANDARDS, RULES AND PRACTICES

Changes in any one these are likely to be conveyed by printed note or by word of

mouth by the manager to his subordinates, and this can be the most satisfaction

way of dealing with the change from the point of view of getting those affected to

understand their new responsibility. However not all changes under this heading

can be left to this sort of handling. Even the simplest looking instruction may be

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regarded as undesirable or impracticable by whoever has to perform it he may not

understand the purpose behind the change and lose confidence in a management

which he now believes to be ‘messing about’, or he may understand the purpose

and have a better alternative to offer if it is not too late.

7. NEW RELATIONSHIP AND AUTHORITIES

These can arise, as a result of management decisions, in a number of ways. In

examples, the recognition of the accounts department can result in a realization of

responsibilities between the section leaders of credit control, invoicing and

customer records, although there is no movement of staff between the sections (i.e.

no transfers). Although the change in work content for each clerk and supervisor is

defined clearly for each person in the new procedures, there is nevertheless a need

for each person to know where he stands in the new set up, which is responsible for

what, and where to direct problems and enquiries as they arise in the future.

8. MAINTENANCE OF STANDARDS

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We are here concerned with maintenance of standards through training, for it must

be remembered that supervision and inspection and qualify control are

continuously responsible for standards and exercise their own authorities to this

end. Although it is generally agreed that some retraining from time to time, taking

varied forms even for the on group of employees, does act as both a reminder and a

stimulus, there is not much agreement on the next frequency and form that such

retraining should take, of there is as yet little scientific knowledge on this subject

which is of much use in industrial situations.

9. THE MAINTENANCE OF ADAPTABILITY

Again, whilst there is little scientific study of the loss of ability to learn new skills

in those cases where people spend a long time without change, and without the

need to learn, there is increasing evidence in current experience to suggest that this

is the case in industrial employment. Add, of course, there is the inference arising

from the laboratory experiments of psychologists.

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10. THE MAINTENANCE OF MANAGEMENT SKILLS &

STANDARDS

Skills in supervising, employee appraisal, communications, leadership etc are

important in all companies. Some of these skills are seen to be critical to major

developments in company organisation, culture, employee empowerment and so

on. Initial training in these skills is not uncommon in the largest companies on

appointment into management and supervision. But continuous training and

performance monitoring is rare, despite the common knowledge that standards are

as varied as human nature.

11. RETIREMENT AND REDUNDANCY

Employees of any position in the company who are heading towards retirement

will benefit from learning about health, social life, work opportunities money

management etc. Internal or external courses are best attended a year or two before

retirement date, in a few companies a member of Personnel will act as a counselor

as required.

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 HT MEDIA LIMITED

HT Media (BSE, NSE) has today grown to become one of India's largest media

companies. Produced by an editorial team known for its quality, innovation and

integrity, Hindustan Times (English newspaper) and Hindustan (Hindi newspaper

through a subsidiary Hindustan Media Ventures Limited),Hindustan Times is the

choice for nearly 3.7 million readers across India, who turn to it daily for news,

information, analysis and entertainment. Hindustan, the group's Hindi daily,

continues to be the second-largest daily in the country with a total readership of

36.6 million,(based 0n Indian Readership Survey (IRS) for the first quarter (Q1) of

2011. Both dailies enjoy strong brand recognition among readers as well as

advertisers.

Mumbai and Bengaluru at No. 1 and in Delhi as the No. 2 station on the popularity

In addition to Hindustan Times, HT Media also publishes a national business

newspaper, Mint. Mint is a one-of-its-kind newspaper in the sense that the

company has an exclusive agreement with the Wall Street Journal to publish

Journal-branded news and information in India. Mint is today the second-largest

business newspaper in India with presence in the key markets of Delhi, Mumbai,

Chennai, Bengaluru, Chandigarh, Pune, Kolkata and now Ahmadabad too.

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HT Media has also made its foray into electronic media. Diversifying its ambit of

operations, the company in a consulting partnership with Virgin Radio, has

launched the FM radio channel - Fever 104. Currently available in Delhi, Mumbai,

Bengaluru and Kolkata, Fever 104 has established a strong presence as being one

of the most vibrant channels on air. In a short span, the channel's rise has been

meteoric considering its position in charts.

Internet businesses of HT Media incorporated under Firefly e-ventures; operate

leading web portals Hindustantimes.com and livemint.com in the general and

business news categories respectively. The company's job portal Shine.com which

has received high appreciation from consumers and industry for its innovative

design and usability crossed 7 million registrations. Desimartini.com -a platform to

discover and express oneself on movies. The company also has an education portal

www.HTCampus.com aimed at students passing out of school and college to help

them take the right decision about their higher education.

Financially, the Company was ahead of the industry in more ways than one. On a

consolidated basis, its revenues grew by 25% to reach Rs. 1,815 Crore; EBITDA

grew by 26% to reach Rs. 365 Crore, net profit grew by 33% to reach Rs. 181

Crore. Revenue growth was driven by a 22% increase in advertisement revenue

within the print segment, which reached Rs. 1,395 Crore from Rs. 1,141 Crore in

25
the previous fiscal and an impressive 63% increase in revenue from the Radio &

Entertainment segment from Rs. 43 Crore in FY 10 to Rs. 70 Crore this year. This

robust revenue growth has been partially offset by a significant increase in cost of

raw material, reaching Rs. 628 Crore in FY 11 from Rs. 476 Crore in the previous

year, due to higher circulation and newsprint prices.

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 BRANDS OF THE COMPANY

Print –

English

The HT Media Group publishes two premium English newspapers – Hindustan

Times, a mainline daily, and Mint, a business newspaper.

With the English newspaper industry growing at a significant rate and expected to

grow further for coming years, HT Media is ideally poised to strengthen its

leadership position in the English print industry. Be it the mainline daily or

business news, HT Media dominates the English print space.

Hindustan Times is the choice for nearly 3.7 million readers across India, who

turns to it daily for news, information, analysis and entertainment. Today,

Hindustan Times is the number 1 news daily in Delhi and the number 2 in India. It

is available in all major cities of India like Delhi, Mumbai, Kolkata, as well as

smaller metros like Chandigarh, Amritsar, Jalandhar, Ludhiana, Dehradun, Patna,

Bhopal, Ranchi, Lucknow and Jaipur.

Mint is a business paper from Hindustan Times published in association with The

Wall Street Journal. It was launched in 2007 with the premise of bringing “Clarity

in Business News”, and is today the number 2 business daily with 2.2 lakh readers,
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as per the Indian Readership Survey (IRS Q1, 2011). It is published across the 9

key business centres of India.

Hindustan Times and Mint have consistently received accolades for setting high

standards of journalism in India as well as being the favourite brands of advertisers

in India and abroad.

Hindustan Times

With 3.7 million readers, Hindustan Times is one of the leading newspapers of

India.

HT Supplements

HT supplements offer a complete spectrum of content ranging from entertainment

and lifestyle to education, careers and property.

Brunch Q

A quarterly lifestyle magazine

HT Next

A youth-oriented complete newspaper for the generation next.

Mint

A business daily from HT Media in collaboration with the Wall Street Journal.

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Mint Supplement

Lounge weekend edition of Mint

Indulge monthly publication on Luxury and Lifestyle

Print - Hindi

A part of the HT Media Group, the Hindi newspaper Hindustan ranks as the second

largest-read daily in the country across all languages. Hindustan is published by

HMVL (Hindustan Media Ventures Limited, a subsidiary of HT Media Ltd) and

has 19 editions across the Hindi belt. These are Delhi, Patna, Muzaffarpur and

Bhagalpur, Ranchi, Jamshedpur, Dhanbad, Lucknow, Varanasi, Meerut, Agra and

Kanpur, Allahabad, Dehradun, Bareilly, Aligarh, HT Mediadwani, Gorakhpur and

Moradabad. Apart from these, the paper is also available in key towns like Mathura

and Saharanpur. Hindustan was relaunched in April, 2011 on a completely new

positioning of ‘Tarakki’. The new avatar of Hindustan incorporates a vibrant

colour scheme, clutter-free layout for easy readability, a wide assortment of unique

supplements, and cutting-edge content

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Hindustan

Second largest print daily

Hindustan Supplements

Hindustan supplements offer content ranging from lifestyle and entertainment to

classifieds and property.

Hindustan Jobs

An employment weekly from Hindustan

Jaano English

In keeping with our brand proposition of Tarakki

Nandan

Most popular children's magazine since 1964

Kadambini

Socio-cultural literary magazine

Print & Digital Services

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HT Burda Media Ltd. is a joint venture between HT Media Ltd., India, and Burda

Druck GmbH, Germany. Pioneers in their respective fields, they bring together

over 100 years of experience in printing.

Internet

Firefly e-Ventures Ltd., a 100% HT Media subsidiary, focuses on creating and

building brands and businesses in the Internet media space. Firefly aims to

combine HT Media’s 84-year old legacy as one of India’s largest and most

respected names in the media industry, with the innovation and energy that

characterize the Internet space.

Compelling product ideas, creative use of design and intuitive user interface,

backed by a knowledgeable sales force and customer service are the HT Media

marks of Firefly products. With brands like Hindustantimes.com, Livemint.com,

Desimartini.com and Shine.com in its portfolio, Firefly promises to be an exciting

addition to the HT Media family.

Hindustantimes.com

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Latest breaking news from India and the world, on current affairs, business, sports,

and entertainment

Livehindustan.com

Online Hindi News like never before

Shine.com

Better careers for better people.

Desimartini.com

A platform to discover and express oneself on movies.

HT Mobile Solutions

One stop shop for 360 degree mobile marketing and advertising solutions

Radio

Fever 104 FM

Fever 104 FM – The radio station of choice for close to 8 million listeners in key

metros in India.

Education

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HT Media has believed in strengthening and empowering future generations

through various mediums. The organization has forayed into Education, a new

vertical, as a part of strategic expansion and social support plans – aiming to

provide quality education to India’s youth.

The diversification model leverages the reach of the HT Media group, depth of our

management, our highly ethical and diversified leadership team, sustained financial

performance, brand credibility and quality orientation. HT Media, with its

powerful reach of more than 15 million readers and strong employer network

across industries/sectors envisions supporting the country’s development by

bringing quality, access and relevance to India’s youth.

HT has been successful in making an impact in the minds of the young generation,

by supporting them in their day-to-day lives. Products from Hindustan Time’s

English portfolio like HT Edge, HT Next, HT Education, which are targeted at the

youth, have been well received. HT Campus.com focuses on the guiding students

towards their preferred careers; HT Pace, an initiative to bring the newspaper to

classrooms across the country, events such as Campus Calling, Hum se Poocho,

HT Horizons mission MBA, Hindustan Times Aspirations etc. have been very

successful in helping students make sound education and career choices.

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The organization has further reinforced its presence in Education and the

importance of educating youth by launching learning centers, Study Mate, which

aims at providing supplementary coaching to Class IX to XII students.

HT has forayed into Higher Education and joined hands with Apollo Global to

offer industry relevant programs to working adults across sectors and domains.

Study Mate

Learning centers for students of classes IX-XII

THE VISION AND VALUES OF HINDUSTAN TIMES

Values

HT Media – A rich heritage to live up to! Organizational values are the foundation

stones on which the organization’s image is built. These help the company realize

its organizational goals and in turn transform lives. These values are intended to

infuse an infectious energy, professionalism and a sense of true empowerment to

the workplace.

The solid edifice on which HT Media stands tall today was built on high ideals and

values. The company has its roots in the independence movement in the first HT

34
Mediaf of the twentieth century, a cause to empower the nation. We are adaptive to

the changing times, while remaining steadfast to the values rooted in our culture.

Our values drive us towards our goals of expansion, diversification and excellence.

These values define our philosophy of operations, guide our important decisions

and determine our commitment and achievement.

THE VALUES PERSONIFIED BY HT MEDIA

Courage

To encourage the ability that meets opposition with skill, competence and

fortitude.

Responsibility

Be accountable for results in line with the company’s objectives, strategies and

values.

Empowerment

Support our people and give them the freedom to perform and to provide our

readers with information to influence their environment.

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Continuous Self Renewal

Determination to the constantly re-examine and re-invent ourselves for further

innovation and creativity.

People Centric

People are our greatest asset. We invest in them expect a lot and know that the rest

will follow

Vision

HT Media strives to be a visionary organization and not an organization with a

vision. In our endeavour to have a shared understanding, alignment and

commitment, we have derived our company’s vision that sets the course and

empowers people to take action.

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 EXPERIENCE LEARNING

 Carrying the survey was a general learning experience for us but we also faced
some problems, which are listed here:

 The market of Mutual Fund is too vast and it is not possible to cover each and
every dealer, manufacturer and seller in the available short span of time.

 Generally the respondents were busy in their work and were not interested in
responding rightly.

 Respondents were reluctant to discover complete and correct information

about themselves and their organization.

 Most respondents were not maintaining proper knowledge of various services

provided by their company, so they were unable to provide exact information.

 Most of the respondents don’t want to disclose the information about the various
other companies’ which they have experienced before.

 Some of the respondents were using the service first time of their company and
they were not able to properly differentiate among their product.

 Due to human behavior information may be biased. Mainly in Mutual fund case.

PERSONAL EXPERIENCE

The relevant internal psychological process that is associated with information search is
perception. Perception is defined as 'the process by which an individual receives, selects,
organises, and interprets information to create a meaningful picture of the world'.

THE SELECTIVE PERCEPTION PROCESS:

1. Stage Description

37
- Selective exposure consumers select which promotional messages they will expose
themselves to.
- Selective attention consumers select which promotional messages they will pay
attention to
- Selective comprehension consumer interpret messages in line with their beliefs,
attitudes, motives and experiences

- Selective retention consumers remember messages that are more meaningful or

important to them

The implications of this process help develop an effective promotional strategy, and select
which sources of information are more effective for the mutual fund

2. INFORMATION EVALUATION

At this time the consumer compares the brands and products that are in their evoked set.
How can the marketing organization increase the likelihood that their brand is part of the
consumer's evoked (consideration) set? Consumers evaluate alternatives in terms of the
functional and psychological benefits that they offer. The marketing organization needs to
understand what benefits consumers are seeking and therefore which attributes are most
important in terms of making a decision

3. PURCHASE DECISION

Once the alternatives have been evaluated, the consumer is ready to make a purchase
decision. Sometimes purchase intention does not result in an actual purchase. The marketing
organization must facilitate the consumer to act on their purchase intention. The
organisation can use variety of techniques to achieve this. The provision of credit or
payment terms may encourage purchase, or a sales promotion such as the opportunity to
receive a premium or enter a competition may provide an incentive to buy now. The
relevant internal psychological process that is associated with purchase decision is
integration.Once the integration is achieved, the organisation can influence the purchase
decisions much more easily.

38
 4. Postpurchase evaluation

It is common for customers to experience concerns after making a purchase decision. This
arises from a concept that is known as “cognitive dissonance”. The customer, having bought
a product, may feel that an alternative would have been preferable. In these circumstances
that customer will not repurchase immediately, but is likely to switch brands next time.

To manage the post-purchase stage, it is the job of the marketing team to persuade the potential
customer that the product will satisfy his or her needs. Then after having made a purchase, the
customer should be encouraged that he or she has made the right decision.it is not effected by
advertisement

FACTORS WHICH INFLUENCE CONSUMER BEAHVIOUR:

Internal influences

Consumer behaviour is influenced by: demographics, psychographics (lifestyle),

personality, motivation, knowledge, attitudes, beliefs, and feelings. consumer behaviour
concern with consumer need consumer actions in the direction of satisfying needs leads to
his behaviour of every individuals depend on thinking.

External influences

Consumer behaviour is influenced by: culture,sub-culture, locality, royalty, ethnicity,

family, social class, reference groups, lifestyle, and market mix factors

Consumer purchases are influenced strongly by or there are four factors.

The following are the certain factors which influence the consumer behavior:

01. Cultural Factor :-

Cultural factor divided into three sub factors (i) Culture (ii) Sub Culture (iii) Social Class

 Culture:-

39
The set of basic values perceptions, wants, and behaviours learned by a member of society
from family and other important institutions. Culture is the most basic cause of a person’s
wants and behaviour. Every group or society has a culture, and cultural influences on
buying behaviour may vary greatly from country to country.

 Sub Culture :-

A group of people with shared value systems based on common life experiences and
situations.

Each culture contains smaller sub cultures a group of people with shared value system based
on common life experiences and situations. Sub culture includes nationalities, religions,
racial group and geographic regions. Many sub culture make up important market segments
and marketers often design products.

 Social Class:-
Almost every society has some form of social structure, social classes are society’s
relatively permanent and ordered divisions whose members share similar values, interests
and behaviour.

02. Social Factors :-

A consumer’s behaviour also is influenced by social factors, such as the (i) Groups (ii)
Family (iii) Roles and status

 Groups :-

Two or more people who interact to accomplish individual or mutual goals.

A person’s behavious is influenced by many small groups. Groups that have a direct
influence and to which a person belongs are called membership groups. Some are primary
groups includes family, friends, neighbours and coworkers. Some are secondary groups,
which are more formal and have less regular interaction. These includes organizations like
religious groups, professional association and trade unions.

40
INTERNAL FACTORS While external factors are related to environment stimuli, internal
factors are related to the individual’s complex psychological makeup or oneself. People
generally select those stimuli and situation which are compatible to their personality,
motivation, and other personal factors. Such factors are- self-concept, inner- needs, response
disposition, individual attitude, interest, learning, and experience. A brief description of
their impact on perception selectivity is as follow:

1. SELF-CONCEPT : The way a person views the world depends a great deal on
the concept or image he has about himself. Knowing oneself makes it easier to see others
accurately. People’s own characteristics affect the characteristics which they are likely to
see in others. They select only that aspects which they find match with their characteristics.

2. INNER NEEDS : People’s perception is determined by their inner needs. The

need is feeling of tension or discomfort when one thinks him missing something or when he
feels he has not quite closed a gap in his knowledge. People with different needs select
different items to remember or respond to. When people are not able to satisfy their needs’
they are engaged in wishful thinking, which is a way to satisfy the needs not in real world
but imaginary world , the day dreaming.

41
 SECTION – B

INTRODUCTION OF THE TOPIC

42
 CUSTOMER SATISFACTION

Customer satisfaction is the individual’s perception of the performance of the

products or service in relation to his or her exceptions. Customers usually will have

drastically different expectations.

The concept of customer satisfaction is the function of customer expectations. A

customer whose experience falls below expectations will be dissatisfied and

customer whose expectations are exceeded will be highly satisfied or delighted.

The research indicates that there are rewards for having satisfied customers which

is depicted as below:

43
 SATISFIED CUSTOMERS

CUSTOMERS TO PURCHASE FROM YOU

(As long as nothing better comes along)

ARE LIKELY TO PROVIDE YOU WITH 3 TO 5 REFERRALS OVER THEIR

LIFETIME OR PURCHASING

UNDERSTANDING THE CONSUMER BASED ON VARIOUS

PERSONALITY TYPE :

Marketers are interested in understanding how a difference in personality

influences consumption behaviour because such knowledge enables them to

understand consumer and to segment and target those consumers who are likely to

respond positively to their product or service communications.

44
ATTRACTING CUSTOMERS

Today’s customers are becoming harder to please. They are smarter, more price

conscious, more demanding, less forgiving and they are approached by many more

competitors with equal or better offers. The challenge, according to Jeffrey

Gitomeris not to produce satisfied customers but to produce delighted and loyal

customers.

Companies seeking to expand their profits and sales have to spend considerable

time and resources searching for new customers. To generate leads, the company

develops ads and places them in media that will reach new prospects; it sends

direct mails and makes phone calls to possible new prospects; its sales person

participate in trade choice where they might find new leads; and so on. All this

activity products a list of suspect. The next task is to identify which suspects are

really good prospects.

CUSTOMER RETENTION :

The over objective of providing value to customers continuously and more

effectively is because the competitors also to try to acquire highly satisfied ( Even

delighted) customers ; the organization’s strategy of customer retention makes in

the best interest of customer to stay with the company rather than switch to another

firm. In almost all business situations it is more expensive to win new customers

45
than to keep the existing ones. Studies have shown that small reductions in

customer defections produce significant in profits because of the following

reasons.

1. Loyal customers buy more products

2. Loyal customer are less price sensitive and pay less attention to competitors

advertising

3. Servicing existing customers, who are familiar with the firms offering and

processes, is cheaper.

4. Loyal customers spread positive word or mouth and refer other customer.

Further, more, marketing efforts involved in attracting new customers is

expensive, rather in saturated markets, it may be impossible to find new

customers.

RELEVANCE OF POST PURCHASE BEHAVIOR

After purchasing the product, the consumer will experience some level of

satisfaction or dissatisfaction. The marketer’s job does not once the produce is

sole. Marketers need to constantly monitory post purchase satisfaction, post

purchase actins an post purchase produce uses.

46
POST PURCHASE SATISFACTION:

What determines whether the buyer will be highly satisfied, somewhat satisfied, or

dissatisfied with the purchase? The answer to this question can be given as: buyer

satisfaction is the function of the closeness between the buyer’s expectation and

the products perceived performance.

Consumers from their expectation on the basis of messages received from sellers,

friends and other source that give information for instance even a sales promotion

offer. As the gap between the expectations and performance becomes larger and

larger the greater is the consumer dissatisfaction. This is where the consumer’s

coping style comes in to play. Some consumers magnify the gap when the produce

is not perfect, and they are highly dissatisfied, others minimize the gap and are less

dissatisfied.

The importance of studying the post purchase satisfaction suggests that the product

names must truthfully represent the product’s likely performance. Some seller’s

might even understate performance levels, so that consumers experience higher –

than – expected satisfaction with their product.

Customers Satisfaction is the critical strategic weapon for any enterprise as we

move towards the 21st century. The message is simple:

47
Every company must regard each of its customers as a valuable, irreplaceable

asset and treat him or her as they themselves would wish to be treated. The

customers are the organization’s natural resources. The organization will be

doomed as a civilization in spite of all the material accomplishment if its squanders

its natural resources. The organization will face an equally bleak future if it let its

customer resources depart without any conscious efforts to retain them.

Customer Satisfaction is so powerful that it can be quantified. Customer

satisfaction deals with data, nor theory, and there is a beauty of data:

If we can define it we can measure it

If we can measure it we can analyze it

If we can analyze it we can control it

If we can control it we can improve it

48
 LITERATURE REVIEW

A literature review of Hindustan Times (HT) would explore its history,

contributions, evolution, and academic or industry studies related to its role in the
Indian media landscape. Below is an overview of such a literature review:

1. Introduction to Hindustan Times

 Founding and Legacy:
o Established in 1924 by Mahatma Gandhi's ally, Sunder Singh
Lyallpuri, HT played a crucial role in India's independence
movement.
o Owned by HT Media Ltd., it is among India's most prominent
English-language newspapers.
 Significance:
o Known for credible journalism, HT has influenced public opinion and
policy decisions.
o It provides extensive coverage of national and international news,
business, sports, entertainment, and lifestyle.

2. Evolution and Expansion

 Growth as a Media Brand:
o HT expanded into digital platforms, radio, and events to diversify its
offerings.
o The launch of Hindustan (Hindi daily) targeted vernacular audiences,
making it one of the leading Hindi newspapers.

49
  Digital Transition:
o HT embraced digital transformation early, creating a strong online
presence through its website and mobile applications.
o Studies highlight HT’s efforts to leverage technology, such as AI and
data analytics, for personalized content delivery.
 Regional and National Reach:
o With multiple editions across Indian cities, HT caters to diverse
linguistic and cultural audiences.

3. Editorial Excellence and Influence

 Content Analysis:
o Research often highlights HT’s balanced approach to reporting,
though critiques exist about perceived biases in certain political
contexts.
o Studies focus on its editorial practices, journalistic ethics, and role in
shaping public discourse.
 Notable Campaigns:
o HT has launched impactful campaigns like “You Read, They Learn,”
promoting education for underprivileged children, showcasing its
corporate social responsibility.

4. Challenges and Critiques

 Media Bias and Ownership Influence:
o Like other major newspapers, HT has faced scrutiny over editorial
independence due to corporate and political affiliations.

50
  Competition:
o Intense competition from digital-native platforms and regional dailies
poses a challenge.
 Trust and Credibility:
o With the rise of misinformation, newspapers like HT work to maintain
credibility amid a rapidly changing media environment.

5. Technological and Market Adaptations

 Digital Innovations:
o HT’s digital-first strategy, including e-paper editions and multimedia
content, aligns with global media trends.
o The introduction of interactive tools like live updates and infographics
enhances user engagement.
 Revenue Models:
o Studies examine HT's pivot to subscription-based models and the
integration of digital advertising to counter declining print revenues.

6. Academic and Industry Studies

 Research Focus Areas:
o Role in India’s Independence: HT’s coverage during the freedom
movement is widely studied.
o Media Influence: Analysis of HT’s impact on shaping political
narratives and public opinion.
o Regional Studies: Case studies on its editions in cities like Delhi,
Mumbai, and Kolkata provide insights into local journalism trends.

51
 Industry Rankings:
o HT is frequently analyzed in reports on India’s media consumption
trends and readership surveys, such as the Indian Readership Survey
(IRS).

52
RESEARCH METHODOLOGY

53
 RESEARCH METHODOLOGY

MEANING OF RESEARCH & DEFINITION

Research refers to a search for knowledge. Once can also define research as a

scientific and systematic search for pertinent information on a specific topic.

 Research is an art of scientific investigation.

 Systematized effort to gain new knowledge [Redman and Mary]

 It is a voyage of discovery

METHODOLOGY

Methodology can be defined as-

 “The analysis of the principles of methods, rules, and postulates employed

by a discipline”.

 “The systematic study of methods that are, can be or have been applied

within a discipline”.

 “A particular procedure or set of procedures”.

54
Methodology includes a collection of theories, concepts or ideas as they relate to a

particular discipline or field of inquiry:

Methodology refers to more than a simple set of methods; rather it refers to the

rationale and the philosophical assumptions that underlie a particular study relative

to the scientific method. This is why scholarly literature often includes a section on

the methodology of the researchers. This section does more than outline the

researchers’ methods might explain what the researchers’ ontological

orepistemological views are.

Another key (though arguably imprecise) usage for methodology does not refer to

research or to the specific analysis techniques. This often refers to anything and

everything that can be encapsulated for a discipline or a series of processes,

activities and tasks. Examples of this are found in software development, project

management and business process fields. This use of the term is typified by the

outline who, what, where, when, and why. In the documentation of the processes

that make up the discipline, that is being supported by "this" methodology, that is

where we would find the "methods" or processes. The processes themselves are

only part of the methodology along with the identification and usage of the

standards, policies, rules, etc.

55
Researchers acknowledge the need for rigor, logic, and coherence in their

methodologies, which are subject to peer review.

RESEARCH METHODOLOGY

Primary data was collected through

 Questionnaires

 Personal observations

Secondary data was collected through

 Newspapers

 Magazines

 Internet

SAMPLE SIZE

Sample size is decided under three decisions:

1- Sample Size unit – HT Media Lucknow

2- Sample Size No. - 25 Staff members.

3- Sample size method - Rating Method

56
PERIOD OF THE STUDY

The period of the study consists of 45 days in a reputed industrial organization.

Data collection: Data was collected through both primary and secondary sources.

The primary data was collected through administration of questionnaire through

personal observation. Secondary source includes article from magazines.

Company's manual and Internet was also used to collect data (secondary).

57
 OBJECTIVE OF THE STUDY

The specific objectives of the study are:

 To examine the effectiveness of training in overall development of skills of

workforce.

 To examine the impact of training on workers.

 To study the changes in behavioral pattern due to training.

 To find out new methods of training and development in HT Media

 To analyze the impact of training

 To find the motivational level of trained personnel

 To find the duration of training program and how they can be improved

 To find out the effective training methods

 To study the future of training for sustained growth

 To find out the significance of appraisal as because of training

I have tried to take a view on the topic in a practical manner, so that the feedback

can be provided to the organization

58
DATA ANALYSIS

59
 Data Analysis
Data Analysis & Interpretation -
1-Your organization considers training as a part of organizational strategy.
Do you agree with this statement?
NO. OF
RESPONDEN PERCENTA
RESPONSE TS GE
STRONGLY
AGREE 13 52
AGREE 1 4
SOME WHAT
AGREE 4 16
DISAGREE 7 28
TOTAL 25 100

training as a part of oraganisation strategy

n 120
o 100
. 100
80
o 60 52
f 40 28 25
13 16
e 20 1 4 4 7 NO. OF RESPONDENTS
m 0 PERCENTAGE
p E E E E L
l GRE GRE GRE GRE O TA
o A A A SA T
Y T DI
y
NGL HA
e RO EW
e ST M
s SO
%age

Interpretation
The above graph indicates that organization considers training as a part of
organizational strategy.
60
QUES 2): How many training programs will you attend in a year?

NO. OF
RESPON RESPONDE PERCENTA
SE NT GE
LESS
THEN
00-10 14 56
10- 20 2 8
20-40 6 24
MORE
THAN 40 3 12
TOTAL 25 100

no. of training programs in a year

n 120
o 100
. 100
o 80
f
60 56
e NO. OF RESPONDENT
m 40 PERCENTAGE
p 24 25
l 20 14
o 8 12
2 6 3
y
e 0
e LESS 10 20 20-40 MORE TOTAL
s THEN 10 THAN 40
%age

INTERPRETATION
The above chart indicates that less training programs are held in the organization.

61
62
QUES 3): To whom the training is given more in your organization?
NO. OF
RESPONDEN PERCENTAG
RESPONSE T E
SENIOR STAFF 3 12
JUNIOR STAFF 5 20
NEW STAFF 6 24
BASED ON
REQUIRTMENT 13 52
TOTAL 25 100

to whom traning is given

120
100
n 100
o
. 80
60 52
o
f 40
20 24 25
e 20 12 13
3 5 6
m
p 0
l F F F T L
o TAF TAF TAF EN O TA NO. OF RESPONDENT
R
S
R
S S TM T
y IO IO W IR PERCENTAGE
e N N NE Q U
e SE JU RE
s ON
D
SE
BA%age

INTERPRETATION
The above chart shows indicates that training is provided on the basis of
requiretment.

63
QUES 4): what are all the important barriers to training and development in your
organization?
NO. OF
RESPONDEN PERCENTA
RESPONSE T GE
TIME
MONEY 5 20
LACK OF INTEREST
BY STAFF 6 24
NON-AVAILABILITY
OF SKILL TRAINER 10 40
TOTAL 25 100

barriers to training and development

n 120 100
o 80
. 40
40 20 24 25
o 5 6 10
f 0
E EY F ER L
e TIM ON TAF IN O TA NO. OF RESPONDENT
m S A T
M Y TR PERCENTAGE
p STB ILL
RE K
l
TE O FS
o IN
TY
y OF BILI
e K
C LA
e LA VAI
s A
O N-
N %age

INTERPRETATION
The graph indicates that the important barriers to training and development in the
organization is non-availability of skilled trainers.

64
QUES 5): Enough practice is given for us during training session? Do you agree
with this statement?
NO. OF
RESPONDE PERCENTA
RESPONSE NT GE
 STRONG
LY
AGREE 14 56
 AGREE 2 8
 SOME
WHAT
AGREE 6 24
 DISAGR
EE 3 12
25 100

practice given during training period

n 120
o 100
. 100
80
o 56
60
f 40 24 25
14 12
e 20 2 8 6 3 NO. OF RESPONDENT
m 0 PERCENTAGE
p E E E E L
l GRE GRE GRE GRE O TA
o A A A SA T
Y T DI
y
NGL HA
e RO EW
e ST M
s SO
%age

INTERPRETATION
The above graph indicates that enough practice is given for employees during
training sessions.
65
QUES 6): The training session conducted in your organization is useful. Do you
agree with this statement?
NO. OF
RESPONDEN PERCENTA
RESPONSE T GE
STRONGL
Y AGREE 15 60
AGREE 5 20
SOME
WHAT
AGREE 5 20
DISAGREE 0 0
TOTAL 25 100

training is useful
n 120
o 100
. 100
80
60
o 60
f 40
20 20 25
20 15
e 5 5 0 0 NO. OF RESPONDENT
m 0 PERCENTAGE
p E E E E L
l GRE GRE GRE GRE O TA
o A A A SA T
Y T DI
y
NGL HA
e RO EW
e ST M
s SO
%age

INTERPRETATION
The above graph indicates the training sessions conducted in the organization is
useful.

66
QUES 7): Employees are given appraisal in order to motivate them to attend the
training. Do it agree with this statement?
NO. OF
RESPONDEN PERCENTA
RESPONSE T GE
STRONGLY
AGREE 14 56
AGREE 6 24
SOME
WHAT
AGREE 3 12
DISAGREE 2 8
TOTAL 25 100

training is motivation for employee

n 120
o 100
. 100
80
o 56
60
f 40 24 25
14 12
e 20 6 3 2 8 NO. OF RESPONDENT
m 0 PERCENTAGE
p E E E E L
l GRE GRE GRE GRE O TA
o A A A SA T
Y T DI
y
NGL HA
e RO EW
e ST M
s SO
%age

INTERPRETATION

67
The above graph indicates employees are given appraisal in order to motivate them
to attend the training.

QUES 8): How well the work place of training is physically organization?
NO. OF
RESPONDE PERCENTA
RESPONSE NT GE
EXCELLENCE 8 32
GOOD 6 24
AVERAGE 6 24
BAD 5 20
TOTAL 25 100

place of training
n 120
o 100
100
o
f 80
e 60 NO. OF RESPONDENT
m
p PERCENTAGE
l 40 32
o 24 24 25
20
y 20
8 6 6 5
e
e 0
s EXCELLENCE GOOD AVERAGE BAD TOTAL
%age

INTERPRETATION
This graph indicates the trainers should possess technical skill to make the training
effective.

68
69
QUES 9): What are the general complains about the training session?
NO. OF
RESPONDEN PERCENTAG
RESPONSE T E
TAKE AWAY PRECIOUS TIME
OF EMPLOYEES 4 25
TOO MANY GAPS BETWEEN
THE SESSIONS 10 40
TRAINING SESSIONS ARE
UNPLANNED 6 15
BORING AND NOT USEFUL 5 20
TOTAL 25 100

complains about training session

120 100
n
o 80
40
40 25 20 25
o 4 10 615 5
f 0
e NO. OF RESPONDENT
m
p PERCENTAGE
l
o
y
e
e
s
%age

INTERPRETATION
This graph indicates that there are too many gaps between the training sessions.

70
QUES 10): Time duration given for the training period is;
NO. OF
RESPONDEN PERCENTAG
RESPONSE T E
SUFFICIENT 5 20
TO BE EXTENDED 10 40
TO BE SHORTENED 8 32
MANAGEABLE 2 8
TOTAL 25 100

training period
n 120
100
o 100
80
o
f 60
40
40 32 25
e 20
10 NO. OF RESPONDENT
m 20 5 8 2 8
p 0 PERCENTAGE
l T E L
o IEN DED N ED BL TA
IC E A O
y FF EN T E T
XT OR AG
e SU E SH A N
e BE BE M
s TO
TO
%age

INTERPRETATION
This graph indicates the reasons for shortage of skilled manpower at workplace are
lacks of support from senior staff.

71
QUES 11).what identifies the need of training
a. prior performance of employee -60%
b. company growth -20%
c. both -20%
What identify the need of
training

20%

prior performance of employee

company growth
both
20% 60%

The main factor which determines the need of training is prior performance of
the employee.

QUES 12).comfortable in discussing training needs with superiors

a. Yes-70% b. No-30%

Comfortable in discussing training needs with

superiors

30%

Yes
No

70%

72
QUES 13).The objective of training is

Improving salesmanship-70%
Improving prospecting -15%
Both -15%
Objective of training

15%
15% Improving salesmanship
Improving prospecting
Both
70%

The main objective of training is to improving salesmanship followed by the

Improving prospecting because the training programme was designed for sales
persons of the company.

QUES 14).Is it necessary to get trained each employee

a. Yes-60%
b. No -40%
Necessary to get trained each employee

yes
no

73
QUES 15).Employees selected for the training
All employee-10%
New recruits -70%
Existing salesperson-20%

80

70

60

50

40
70
30

20

10 20
10
0
All employees New recruits Existing salesperson

Basically new recruits need training as they are new in their job thus they are
selected for the training.

QUES 16).Normal duration for imparting the training

a. 2-3 days -33%
b. 1 week -65%
c. 1 month -2%
The normal duration for imparting the training was considered to be the 1 week
and 65% of the employee agree with this time period and considered that 2-3
days is too short and 1 month is too long.
Duration for imparting the training

2%
33%
2-3 days
1 week
1 month

65%

74
QUES 17).The basic method of training and development are
a. Lecture based-40% b. Group discussion-30%
c. Demonstration-20% d. Other-10%

Basic method of training and

development

45
40
35
30
25
20 40
15 30
10 20
5 10
0

Lecture based Group Demonstration Other

discussion

As training programme was designed for the sales persons the lecture was
considered to be the best basic method of training followed by the group
discussion.

QUES 18).Trainer comes from outside or company’s personnel is trainer

a. Trainer from outside-60%
b. Company’s trainer -30%
c. Both-10%
Trainer comes from outside or company’s personnel is
trainer

10% Trainer from outside

30%
Company’s trainer
both

60%

Company’s trainer are basically responsible for giving training to the sales persons
and for some specific purpose the trainer comes from outside.
75
QUES 19).The content of the training
a. Attitude towards training -30%
b. Knowledge of company, competitors, and customers- 60%
c. Time management-10%
Content of training

10% Attitude towards

30% training
c Knowledge of
co.comp.cust
Time management

60%

QUES 20).After completion of training were you asked to fill a feedback form
a. Yes -90%
b. No-10%
Filling of feedback form

10
yes
no
c

90

90% of the employees are asked to fill the feedback form as to know the
effectiveness of the training programme. It also help in improving the training
programme design for future.

76
77
FINDINGS

78
 FINDINGS

The major findings of the project are enumerated as follows:

 Training is considered as a positive step towards augmentation of the

knowledge base by the respondents.

 The objectives of the training programmes were broadly known to the

respondents prior to attending them.

 The training programmes were adequately designed to cater to the

developmental needs of the respondents.

 Some of the respondents suggested that the time period of the training

programmes were less and thus need to be increased.

 Some of the respondents also suggested that use of latest training methods

will enhance the effectiveness of the training programmes.

 Some respondents believe that the training sessions could be made more

exciting if the sessions had been more interactive and in line with the current

practices in the market.

 The training aids used were helpful in improving the overall effectiveness of

the training programmes.

 The training programmes were able to improve on-the-job efficiency.

79
RECOMMENDATION

80
 RECOMMENDATION

In the era of the globalization the organization has to face new challenges in

the present context and achieve its objectives. It must be dynamic, desalinated

efficient especially in the training, development placement and promotion of its

personnel. The huge investment in the industrial sectors demand better operational

efficiency, better management of capital and above all, better management &

development of human resources.

For enhancing the effectiveness of training & development programme there are

few useful suggestion which is implemented earnestly & sincerely may hopefully

add to the luster & improve the planning execution and follow-up of the training

and development programme in particular.

o Training and development programme should be based on specific

needs of the organization and its employees.

o Selection of participants should be made on the basis of the needs of

the employees & objectives of the programme.

o New technology and methods of training should be used to make it

interesting for the employees.

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 o The programme should be frequently revised so as to be in tune with

the ever changing business and economic environment.

o Both in company & external agencies programmes should be

evaluated properly for measuring their effectiveness.

o The organization may utilize both subjective and objective approach

for the training programmes

 The organization may consider deputing each employee to attend at least one

training programmes each year.

 The In-house training programmes will be beneficial to the organization as

well as employees since it will help employees to attend their official work

while undergoing the training.

 The organization can also arrange part time training programmes in the

office premises for short durations, spanning over a few days, in order to

avoid any interruption in the routine work.

 The organization can arrange the training programmes department wise in

order to give focused attention towards the departmental.

The management must commit itself to allocate major resources and adequate time

to training. Ensure that training contribute to competitive strategies of the firm.

Different strategies need different HR skill for implementation. Let training help
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employees at all levels acquire the needed skill. Ensure that a comprehensive and

systematic approach to training exists, and training and retraining are done at all

levels on a continuous and ongoing basis.

Ensure that there is proper linkage among organizational, operational and

individual training needs. Skill based training (product/process training) should

also be provided. Besides questionnaire other methods of post training evaluation

should also be used like interviews, self diaries, observation and supplement test.

The evaluation procedure must be implemented concerning trainer, trainee and

subject. Post training feedback has to be continuous and should also be taken from

line manager/superior & from peers to find out the effectiveness and valuation of

training

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CONCLUSION

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 CONCLUSION

Training is very helpful towards organization and employees. The employee

attended training programme of the company they were also benefited by it in

terms that their performance increased, also almost 70% of the employees also

found changes in terms of productivity i.e they gained more professional

knowledge also almost all of them can discuss their needs with their superiors. We

can therefore say that training programs discuss their needs with their superiors.

We can therefore say, that training programs are not only beneficial for the

company but also beneficial for the employees working and personal life.

Therefore training programs should be implemented in every organization for the

survival in the world and achievement of the objectives.

Professional competence describes the state-of-the-art, Area- knowledge, expertise

and kill relevant for performing excellently within a specific functional

department. This competence insures that technical knowledge is both present and

used within a firm for the welfare of its stake-holders. To develop this competence

regular Training and Development is required Therefore, Training initiatives and

programs have become a priority for Human Resources. As business markets

change due to an increase in technology initiatives, companies need to spend more

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time and money on training employees. Business climate employee development is

critical to corporate success and organizations are investing more in their

employees training and development needs. Training evaluation is the important

part of training process. It provides a feedback and helps the sponsors and the

resource persons for improvement at the level of individual performance and in the

strategy formulation for training and development. Post training evaluation can be

used to identify the effectiveness and valuation of training program, to identify the

ROI (return on investment), to identify the need of retraining and to provide the

points to improve the training.

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LIMITATIONS

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 Limitations of the study

The project has inherent limitations due to its potential scope:

1) 45 days is too short to give shape to a new idea in the organization.

2) Less importance to the long-term operational benefits.

3) Expenses for HR Department are not viewed as investments.

4) Conversion of footfalls is low.

6) Huge employee turnover.

7) Lot of difficulties that are faced while searching interviewing candidates in

the Organization.

8) Employees in the Organization were not giving time for the proper

feedback for the performance appraisal process.

10) Increasing spill over as a candidate has more than one offer at the time of

making a job shift.

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Since Hindustan Media is a large organization with its strongly set business
practices, so extensive efforts and change in organization thinking will be
necessary to make changes in HC department.

89
BIBLIOGRAPHY

90
 BIBLIOGRAPHY

BOOKS REFERRED:

Make Training Evaluation Work – Jack. J. Phillips, ASTD Publishers

Everything You Ever Needed To Know About Training – Kaye Thome & David

Mackey

AMACOM-2007, Grooming Personality & Development – Elizabeth Hurlock,

Tata McGrawHill.com

WEBSITES:
 www.Hindustan times.com
 www.scribd.com
 www.retentionconnection.com
 www.slideshare.net
 www.citehr.com
 www.managementparadise.com
 www.ehow.com
 http://ezinearticles.com

 Documents, manuals from Hindusatan Media Ventures Ltd.

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ANNEXURE

92
 QUESTIONNAIRES

Ques 1) - Your organization considers training as a part of organizational

strategy. Do you agree with this statement?
 STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE

Ques 2)- How many training programs will you attend in a year?
 Less than 10
 10-20
 20-40
 More than- 40

Ques 3)- To whom the training is given more in your organization?

 SENIOR STAFF
 JUNIOR STAFF
 NEW STAFF
 BASED ON REQUIRTMENT

Ques 4)- what are all important barriers to training and development in your
organization?
 Time
 Money
 Lack of interest by the staff
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  Non-availability of skilled trainers

Ques 5)- Enough practice is given for us during training session? Do you agree
with this statement?
 JOB ROTATION
 EXTERNAL RATING
 CONFERENCE/DISCUSION
 PROGRAMMED INSTRUCTION

Ques 6)- The training session conducted in your

organization is useful. Do you agree with this
statement?
 STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE

Quest 7)- The training session conducted in your

organization is useful. Do you agree with this
statement?

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  STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE

Ques 8)- Employees are given appraisal in order to

motivate them to attend the training. Do you agree with
this statement?
 STRONGLY AGREE
 AGREE
 SOME WHAT AGREE
 DISAGREE

Ques 9)- What are the general complains about the

training session?
 TAKE AWAY PRECIOUS TIME OF
EMPLOYEES
 TOO MANY GAPS BETWEEN THE SESSION
 TRAINING SESSION ARE UNPLANNED
 BORING AND USEFUL

Ques 10)- Time duration given for the training period

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 is;
 SUFFICIENT
 TO BE EXTENDED
 TO BE SHORTEND
 MANAGEABLE

Ques 11)- How do you identify the training need.

a. prior performance of employee

b. company growth

c. both

12).Were you comfortable in discussing your training needs with your superiors

a.Yes b. No

13).The objective of training is

a. Improving salesmanship

b. Improving prospecting

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 c. Both

14).Is it necessary to get trained each employee

a.Yes b. No

15).What are the person selected for the training

a. All employee

b. New recruits

c. Existing salesperson

16).What should be the normal duration for imparting the training

d. 2-3 days

e. 1 week

f. 1 month

17).The basic method of training and development are

a. Lecture based

b. Group discussion

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 c. Demonstration

d. Other

18).Whether trainer comes from outside or company’s personnel is trainer

a. Trainer from outside

b. Company’s trainer

c. Both

19).What is the content of the training

a. Attitude towards training

b. Knowledge of company, competitors, and customers

c. Time management

20).After completion of training were you asked to fill a feedback form

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