Project On Times of India
Project On Times of India
Project On Times of India
AT
TIMES OF INDIA
On
Submitted By:
Submitted To
Department of Business
Administration
PREFACE
True learning is born out of experience and observation practical experience is one of the best
types of leanings that one can remember throughout the life. After II semesters in learning
theoretical aspects of administration and management, the day come to apply these in
corporate world in content of modern industrial enterprise that has to go through its different
terminal to achieve that corporate goals. The main object of practical training is to develop
practical knowledge and experience and awareness about industrial environment and business
practices in the student as a supplement to theoretical studies of administration and
management in specific area like HRM. It increases the skill, ability and attitude of a student
to perform specific job in industrial environment.
Fortunately, I got golden opportunity to visit and complete my six week training at THE
TIMES OF INDIA. Here, I got chance to see the functioning HRD departments and imbibe a
lot learning of the subjects.
THE TIMES OF INDIA is a wide Organization producing News papers, the main products
include Times of India, Economic Times, Radio Mirchi etc. It has developed in many fields.
Today guess is a legend in the world of business and organisation at a home and abroad.
ACKNOWLEDGEMENT
Through this acknowledgement, I express my sincere gratitude towards all those people who
have helped me in the preparation of this project, which has been learning experience.
I appreciate the co-operation by the management and staff of ‘ THE TIMES OF INDIA’ for
having given me the opportunity to training in their office.
I would like to thanks the Head Of the Department Dr. A.Kumar , the faculty , the librarian
and the administrative staff of Department of Business Administration, Bhavnagar University,
Bhavnagar, for their support.
Finally, I express my sincere thanks to Mr.Ashok Solanki and Mr. Hemant PatelWho guided
me through out the project and gave me Valuable suggestion and encouragement.
TABLE OF CONTENTS
5 Performance Appraisal
10 Analysis of Questionnaire
11 Conclusion
12 Bibliography
INTRODUCTION
OF
THE TIMES OF INDIA
The first edition appears on November 3, 1838 known as "The Bombay Times and Journal of
Commerce".later to be known as “The Times of India “.
The first edition appears on November 3, 1838 known as "The Bombay Times and Journal of
Commerce". The issue is published twice a week. Dr. J.E. Brennan the first editor also
Secretary of the Chamber of Commerce. Rs 30/- is the annual subscription.
1846
The newspaper experiences proprietary changes and Dr. George Brit appointed editor.
1850
Shareholders decide to increase the share capital and the paper converted into a daily
1855
1861
Editor Robert Knight amalgamates The Bombay Times, Bombay Standard and
Bombay Telegraph & Courier to form 'The Times of India' and gives it a national
character.
1880
1890
1892
1902
The paper moves in to its current office opposite CST. It
started out at the Parsi Bazar and then moved on to
Churchgate where things got so bad that editor Bennett had
to complete his editorial elsewhere after the ceiling fan
collapsed in his room.
1907
Editor Stanley Reed revolutionises news production by
extending the deadline to midnight. Until then any news
that came in after 5pm was held over for the next day.
TOI's first price war under editor Stanley Reed: price cut
from 4 annas to 1 anna; circulation rises 5 times.
1923
1929
1930
1930
The Column "Bombay 100 Years ago" published First movie review published
1940
1946
For the first time the paper transfers to Indian ownership. Seth Ramakrishna Dalmia
buys out Bennett, Coleman & Co.Ltd. for Rs. 2 crores.
1948
Sahu Jain Group become the owners of the company. Shanti Prasad Jain is the first Chairman
of the group
1950
Frank Moraes succeeded Ivor Jehu to become the first Indian editor (1950-57)R K
Laxman’s common man cartoon starts.
1952
1959
Femina- first women’s magazine in English launched
1961
1962
1965
Femina Miss India contest started.
1987
Printing of The Times of India from Kandivili Press in Mumbai.
1988
1991
1 994
Bombay Times, the sassy colour supplement that
chronicles the changing lifestyle mores of a
globalising city is launched.
1996
Times of India carry its first colour photograph. Times of India crosses 1 million mark
in circulation.
1998
1999
Indiatimes.com launched
1999
BCCL enters music retailing business with Planet M and radio broadcasting business with
Radio Mirchi
2000
2001
2003
2006
What’s Hot- a new weekly magazine delivered free with TOI on every Friday
BCCL wins SAP ACE 2007 Awards for Customer Excellence in the best media sector
implementation The Economic Times- Gujarati Edition launched
Good Life World - launched April 2007is the future of Internet in India, the concept of
‘Click & Brick’ is just the right impetus the Online Industry needs, as users are either
to busy to log on to the net for their personal needs or are not savvy enough and need
help. The Good Life World Centre allows users to access the services offered by
Times Business Solutions’ portals from the Centre and make offline payments for
online services, thus ensuring ease of access and complete financial security.
The Mantra
Meaning:
DISCUSSING RESULTS
DECISION MAKING
Lack of competence
Top management should choose the raters or the
evaluators carefully. They should have the required
expertise and the knowledge to decide the criteria
accurately. They should have the experience and the
necessary training to carry out the appraisal process
objectively.
Resistance
The appraisal process may face resistance from the
employees and the trade unions for the fear of negative
ratings. Therefore, the employees should be
communicated and clearly explained the purpose as well
the process of appraisal. The standards should be clearly
communicated and every employee should be made
aware that what exactly is expected from him/her.
PURPOSE:
The purpose of conducting a Performance Appraisal is to review
and evaluate the performance of an executive/journalist on
contract.
OBJECTIVE:
The date and time for the appraisal interview has to be fixed
well in advance by mutual consent between the appraiser
and the appraisee to allow for adequate preparation.
A separate self-evaluation form has to be filled by every
executive/journalist on contract prior to the appraisal
interview and submitted to the appraiser. After the form is
filled, the appraiser should then proceed with the appraisal
interview.
During the appraisal interview the appraiser first do a Target
based review for the appraisee and he should appraise the
appraisee on the important parameters that have been
identified.
The appraiser should explain to the appraisee why he/she
has been given a particular score against a particular
parameter and point out the appraisee’s strength’s and
weaknesses.
The targets for the next year should be retained by the
Department Head for mid-term review.
The completed self-evaluation forms/performance appraisal
forms of every executive/journalist on contract in Mumbai
and Delhi should be sent to the respective HRD departments
at Mumbai & Delhi.
The appraisee should keep a copy of his/her self-evaluation
and performance appraisal form and note the areas for
improvement
DEFINITION OF SCORES:
Employees whose
Average Weighted score-
(A) range from 4.7 to 5
are
Highfliers/Outstanding.
Regularly Exceeds (4) Employee who exceeds the
requirements of the job. It
gives an indication that the
person is prepared
sufficiently for a higher
classified job. Research
indicates that only about
15% of the total employee
population belongs to this
category.
Employees whose
Average Weighted Score–
(A) range from 4.2 to
4.69 are Regularly
Exceeding.
Meets Requirement (3) This rating is to be given to
the employee who has the
requisite qualities to
perform the present job with
efficiency. Research
indicates that 73% of the
total employee population
belongs to this category.
Employees whose
Average Weighted Score-
(A) range from 3.6 to
4.19 are Meeting
requirements.
Occasionally Meets (2) Employee whose
performance is adversely
affected due to the lack of
qualities required to perform
in his current job. This is an
indication that the person
needs to be trained and
developed sufficiently to
orient him towards good
performance.
Employees whose
Average Weighted Score
–(A) range from 3 to 3.59
are Meeting occasionally.
Fails To Meet (1) This rating means totally
unacceptable performance
over a period of time.
Inspite of all efforts in
training and development
the employee continues to
demonstrate lack of
qualities to perform the job.
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What parts of the job do you have difficulties with, and are
there any obstacles which have caused you particular
problems?
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What were your main accomplishments during the
Appraisal year?
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Are there any other points, which you would like to raise at
your appraisal?
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Name: Name:
Signature: Signature:
Date: Date:
TARGET WORKSHEET
Signature(Appraiser) ……………
Signature(Appraisee)……………
1001Information Technology
2001Managerial Effectiveness Programme
3001Function Specific Programme
4001Training by Experts
• Business Policy
Planning
• Strategic Management
• Marketing
Management
• Operations Research
• Finance for Non-
Finance
• HR for Non-HR
• TQM & BPR
*Cont.
3) Assessment by Appraiser
Definition of Level
of Results
Performance exceeds
Expectation, consistently
DE Demonstrates Greater than Achieving challenging and Overall performance exceeds all
Excellence 120% Stretch goals and meets Job expectations and is “visible”
Industry/ organizational Across the organization.
Standards of excellence.
Expectations 100% to 120% Expectations in all respects. Job expectations and is “visible”
Function/ Location.
Expectations.
4) Performance Review
Assess DE EE ME NI SME
ed
Level
6) Feedback to Appraisee
No.
1 Key Behavior These are the behaviors that are
Area required by an individual
Post discussion with the Appraisee, the Appraiser will fill in the
following information in the Worksheet:
No.
Assessed This describes the Proficiency with
Proficiency which the Key Behavior
1 Level is demonstrated by the appraisee as
per the Proficiency Level Table
given below.
Proficiency Description
Level
Name:
Age:
Department:
Designation:
Qualifications:
Times of India:
Number:
Confidential Report
To prevent grievance
Moderately sufficient
Strongly agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
Strongly influential
Strongly fulfilled
Q. 8 Do you think that external factors that affect your performance are
accounted for?
Yes
No
Strongly influential
Somewhat influential
Not at all influential
Q. 10 Do you think that you are perfectly being evaluated by the present
performance appraisal system?
Yes
No
Strongly agree
Agree
Disagree
Strongly Disagree
Q. 14 Job and role clarity plays a vital role in individuals performance, how
clearly are these two defined at Times of India?
Moderately clear
Yes
No
Excellent
Very good
Good
Fair
Poor
Q. 17 Recently, performance appraisal has been undertaken at Times of
India, how was your experience and what changes would you like to
suggest?
Analysis of Questionnaire
Classification of Respondent
Male 18
Female 7
Total 25
Above diagram shows the classification of respondent. Out of 25 persons, 18
are males and 7 are females. And percentage wise classifications are shown in
following diagram.
Important 9
Very Important 16
Not Important 0
Sufficient 15
Insufficient 1
Needs Improvement 9
Total 25
Above diagram shows is the Self-evaluation form self-sufficient. Here,
out of 25 persons 15 says Sufficient, 1 says Insufficient and 9
says needs improvement. And percentage wise classifications are shown
in following diagram.
Q-4 Do you think that external factors that affect your performance
are accounted and Considered during the Performance Appraisal?
Yes 18
No 7
Total 25
Above diagram shows the external factors that affect your performance
are accounted and Considered during the Performance Appraisal. Here, out of
25 persons 18 says Yes and 7 says No. And percentage wise
classifications are shown in following diagram.
Q-7 Apart from the performance appraisal system, are there any other factors
that help to fulfil the above objective?
Yes 6
No 19
Q-8 Do you think, the past performance behavioural records and critical
incident are considered during the performance appraisal?
Not Considered 3
Considered but not adequately 11
Adequately considered while making decisions 11
Total 25
Q-9 How far is the present performance appraisal system influential in keeping
high Motivational level?
Strongly influential 9
Somewhat influential 12
Not influential 3
Leads to stress 1
Total 25
Q-10 Do you think that you are perfectly evaluated by the present appraisal
system?
Yes 18
No 7
Total 25
Q-11 How do you find the behaviour of the appraiser at the time of Appraisal
Interviews?
Q-12 Is the system at TOI adequately justifies your potential through job
rotations and other tools?
Yes 19
No 6
Total 25
Q-13 Do you think the performance appraisal system adequately appraises the
potential of employee?
Yes 20
No 5
Total 25
Q-14 Job and role clarity plays a vital role in individuals performance, how
clearly are these two defined at TIMES Group?
Yes 22
No 3
Total 25
Q-16 How Far is the performance appraisal system armed with an efficient
feedback system to assist you in improving performance?
Excellent 6
Very Good 4
Good 9
Fair 5
Poor 1
Total 25
Q-17 Recently performance appraisal has been undertaken at Times Of India,
how was your experience and what changes would you like to suggest?
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