Hr newspapers - ht - employee engagement activities in hindustan times

A

PROJECT REPORT

ON

EMPLOYEE ENGAGEMENT PRACTICES IN HINDUSTAN TIMES

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE DEGREE OF

MASTERS OF BUSINESS ADMINISTRATION

(2011-13)

SUBMITTED TO:

DEPARTMENT OF MANAGEMENT STUDIES

SUBMITTED BY:

SHANKY SHARMA

ROLL NO. - 1109170043

JSS ACADEMY OF TECHNICAL EDUCATION

NOIDA (U.P.) – 201301

MAHAMAYA TECHNICAL UNIVERSITY, NOIDA

(2011-2013)1

JSS MAHAVIDYAPEETHA

JSS ACADEMY OF TECHNICAL EDUCATION, NOIDA

DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that “SHANKY SHARMA” has successfully completed the Research Project

Report titled “Employee Engagement Activities in Hindustan Times” as the partial fulfillment

of the requirement for the award of degree of Masters of Business Administration (M.B.A.) by

Mahamaya Technical University during batch (2011-2013).

Dr. M.K.Sharma

Head, Department of Management Studies,

JSSATE, Noida

2

PLAGIARISM DECLARATION CERTIFICATE

To the best of my knowledge and belief, this Research Project Report is my own work, all

sources have been properly acknowledged, and the report contains no plagiarism.

I have not previously submitted this work or any version in full or part of it, for assessment in

any other University or institution for any degree or diploma program.

I acknowledge that this Research Project Report may be transferred and stored in a database for

the purposes of data-matching to help detect plagiarism.

SHANKY SHARMA

Date:-

3

ACKNOWLEDGEMENT

“With the name of Almighty God, The omnipresent and omnipotent”

Previously I thought that acknowledgement is just a formality that a person does, but during my

project I came to know that it is great pleasure to acknowledge and thank all of those who have

contributed their time to make this project a success.

In this regard I owe my deep sense of acknowledgement to all those who share their remarkable

time on this report to make it rich. Their guidance needful and timely help is memorable;

otherwise completion of this project would not be possible

I would like to thank the employees working in HR cell for their help and co-operation during

the project research.

I would also like to thank my mentor Prof. Anju Tripathi, Department of Management

Studies, JSSATE, Noida for her help and guidance in the best possible way during the project

period. I pay my heartiest thanks to them for their immense and untiring efforts.

SHANKY SHARMA

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TABLE OF CONTENTS

S.NO. Topic Page No.

1. Executive Summary

2. Introduction

3. Company Profile

4. Literature Review

5. Objectives of the Study

6. Research Methodology

7. Graphical Data Interpretation

8. Recommendations & Suggestions

9. Conclusion

10. References & Bibliography

11. Annexure - Questionnaire

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EXECUTIVE SUMMARY

Employee engagement is the level of commitment and involvement an employee has towards

their organization and its values. An engaged employee is aware of business context, and works

with colleagues to improve performance within the job for the benefit of the organization. It is a

positive attitude held by the employees towards the organization and its values. This report

focuses on how employees can be kept engaged at the workplace and what should the company

do to keep the employees engaged. The report also includes a survey (questionnaire) that

identifies strong feelings of employee engagement and the steps which shows how to drive an

engaged employee.

The project is all about creating cohesiveness/bonding within teams and help towards team

building efforts in the organization. It focuses on employee engagement by keeping employees

engaged in different fun activities like quiz and creative work. Through such activities

employees can achieve recognition in the organization. It also included work for in house

magazine (‘Between us’), Coffee Sessions with leaders and other small projects includes giving

e-cards to employees on their birthday in a month. It also focuses on analyzing how these

initiatives help and make employees feel as an important part of the organization. These are a

few of the initiatives taken by Human Resource department of Hindustan Times to accomplish

their long term goal of employee engagement and I was a part of the same during my two months

at HT.

The main objective of the report is to bring the employees of the organization together and

bridges the gap between different departments by creating an alignment through fun

activities(creative activities and quiz competition).The objective focuses on implementing

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various activities at Delhi NCR that would help in motivating employees and lead to increase in

their morale.

The research is followed by a designed questionnaire comprising of multiple choice and close

ended question divided into 4 main section and open suggestions in each was filled by 50

employees in the organization, covering all the offices located in National Capital Region using

convenient sampling method. In this study pictorial representation in the form of bar graph and

pie charts and comparative means have been used to analyze and interpret the data collected.

The feedback of the activities from employees (creative and quiz competition ) has also been

analyzed using the same software.

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CHAPTER 1

INTRODUCTION

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CHAPTER 1 : INTRODUCTION

Employee engagement, also called work engagement or worker engagement, is a business

management concept. "Employee Engagement is a measureable degree of an employee's positive

or negative emotional attachment to their job, colleagues and organization which profoundly

influences their willingness to learn & perform at work.

Employee engagement is itself an essential tool in the management toolbox. Engaged employees

are highly motivated employees who are committed to the success of the organization. Without

employee engagement, the organization will fail to reach its greatest potential.

Employee engagement is the most important factor that influence the growth of organization to a

great extent as this term is directly related with managing the essential assets of organization i.e.

employees. Employee engagement is not only confined with keeping employees engaged in their

work but also to make them feel as the important part of the organization by involving them in

different types of activities rather than work. Such activities help employees to find themselves

comfortable with the working environment.

Employee engagement is a key business driver for organizational success. High levels of

engagement in domestic and global firms promote retention of talent, foster customer loyalty and

improve organizational performance and stakeholder value. A complex concept, engagement is

influenced by many factors—from workplace culture, organizational communication and

managerial styles to trust and respect, leadership and company reputation.

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http://en.wikipedia.org/wiki/Business_management

http://en.wikipedia.org/wiki/Business_management

For today's different generations, access to training and career opportunities, work/life balance

and empowerment to make decisions are important. Thus, to foster a culture of engagement, HR

leads the way to design, measure and evaluate proactive workplace policies and practices that

help attract and retain talent with skills and competencies necessary for growth and

sustainability.

Employee engagement is the thus the level of commitment and involvement an employee has

towards their organization and its values. An engaged employee is aware of business context,

and works with colleagues to improve performance within the job for the benefit of the

organization.

The organization must work to develop and nurture engagement, which requires a two-way

relationship between employer and employee.’ Thus Employee engagement is a barometer that

determines the association of a person with the organization.

How much employee engagement activities important in an organisation?

It is very important for an organization to keep their employees engaged and therefore

only engaged employees feel a strong emotional bond to the organization that employs them. An

organization’s productivity is measured not in terms of employee satisfaction but by employee

engagement. Employees are said to be engaged when they show a positive attitude toward the

organization and express a commitment to remain with the organization.

Each organization focuses on how to keep their employees engaged not only with work but also

by conducting various activities from time to time. Even in a tight economy, good companies

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want to retain good employees. Increasing employee engagement is an important method that

companies use to ensure loyalty and tenure. There are a number of things that organizations have

found to be effective in terms of employee engagement.

Employees who feel they are doing something interesting and meaningful also feel personally

inspired and accomplished, which naturally leads to pride in their work and the organization.

Every company has its own unique culture, and different style of engaging their employee, some

of them conducts fun activities, quiz competitions, etc. Conducting different activities not only

helps to assure the interest of the employees but also reduces their boredom in work. These

activities should be conducted to keep employees fresh and sustain ongoing commitment to work

with fun on the job.

Organizations that encourage employees to participate in different organized activities on work

time see an increase in productivity and job satisfaction. Many companies give employees a

certain number of hours they can use for themselves by taking part in various activities,

Allowing employees to give back does as much for the employee's self-esteem as it does for the

organization

Volunteering improves employee performance, promotes teamwork, increases job satisfaction as

well as attitude and morale, and it open up communication between all levels of employees

within the organization.

The benefits to a pleasant and happy workplace are that happy employees are more loyal and

productive employees. The absenteeism and tardiness rate may decrease as people look forward

to going to work. The turnover rate may decrease, as employees feel content and loyal to an

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organization. And the cost associated with illness may decrease as people experience the positive

physiological and psychological effects of laughter.

Company activities can teach employees how working together as a team can be fun and

productive.

Six Reasons how fun can improve work quality and mental health:

1. Fun breaks up boredom and fatigue

2. Fun fulfills human social needs

3. Fun increases creativity and willingness to help

4. Fun fulfills the need for mastery and control

5. Fun improves communication

6. Fun at work can even lead to alleviation of the inevitable boredom that arises out of dull,

routine, and non-challenging tasks.

In this way organizing different activities does not only mean reducing boredom or stress of

employees but also engaging them at the work place indirectly as they find it more interesting

rather than work.

Hence measuring employee engagement is a smart business strategy to improve productivity

and attain business objectives. It allows the organization to track progress, or slippage, and

determine what gaps exist in terms of organizational engagement, attendance and retention,

motivation and aspirations. Across the globe in a competitive and rapidly changing environment,

thus retaining and valuing employees is a very crucial and important factor that organizations

need to take care of in the times to come.

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Therefore a successful employee engagement strategy helps create a community at the workplace

and not just a workforce. When employees are effectively and positively engaged with their

organization, they form an emotional connection with the company. This affects their attitude

towards both their colleagues and the company’s clients and improves customer satisfaction and

service levels.

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CHAPTER 2

COMPANY PROFILE

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CHAPTER 2: COMPANY PROFILE

Indian print media is one of the largest print media in the world. Printing technology came to

India in 1556. The invention of printing has revolutionized mass communication. Books are

printed in large numbers and circulated in many countries. No other invention has had such an

influence in the history of mankind. Print media is one of the oldest and basic forms of mass

communication. It includes newspapers, weeklies, magazines, monthlies and other forms of

printed journals.

Printing Industry encompasses numerous fields of every economy. Printing Industry generates a

wide range of products which require in every step of our everyday life. Starting from

Newspapers, Magazines, Books, and Post Cards to Memo Pads and Business Order Forms each

are the products of Printing Industry.

A basic understanding of the print media is essential in the study of mass communication. The

contribution of print media in providing information and transfer of knowledge is remarkable.

Even after the advent of electronic media, the print media has not lost its charm or relevance.

Print media has the advantage of making a longer impact on the minds of the reader, with more

in-depth reporting and analysis.

Print media generally refers to newspapers. Newspapers collect, edit and print news reports and

articles. Printing industry is an important element to our human history and the foundation to the

civilization. The importance of printing industries cannot be avoided for a number of reasons.

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This business became popular during the time of invention of paper. Development of printing

industry has made it possible for us to use our ability to read books or magazines and spread

knowledge among people. Therefore, the level of education has increased.

Printing industry has increased its importance for other industries i.e. in writing, printing,

publishing of books, magazines, newspapers etc. Some printing industries such as print media

are very helpful for other businesses. Print media advertising is the most effective and cheap

marketing tactic which is beneficial for promoting products and services effectively.

Newspapers, magazines, books those are based on different topics prove their popularity because

these products are extremely helpful to store their valuable content for a long time.

With the development of information technology and introducing latest gadgets, printing has lost

its value because now maximum people are using these electronic gadgets for reading and

depend on Internet for all type of news or information. These high-tech alternatives have

replaced conventional information sources. But, still there are some people enjoying printing

products instead of using latest devices. We are so much dependent to the printing industry for

the printing products to educate ourselves. It is not possible for everyone to use latest

technology, so these industries are the hope of all people.

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Newspaper Industry In India

India is one of the few countries in the world to have many business newspapers, which not only

reflects the vitality and vibrancy of the media, but also the new vitality of our economy. The

large readership for these business newspapers transcends from the rapidly growing corporate

sector, it also illustrates the growing interest that the general public now evinces in economic

matters which reflect the growing importance of business and economy in our national discourse.

Newspapers shape the nation and it holds true for India as well. Even before India got

independence, newspapers played a major role in spreading the issue of independence. Today,

India has over 300 big newspapers, besides hundreds of medium and small-sized ones. And the

number is increasing almost every day.

There was a time when selected group of newspapers were ruling a particular region and they all

were self-contained and did not wish to foray into other regions. For example, Hindustan Times

was confined to Delhi region, The Hindu in Chennai region, while Tribune was dedicated to

Ambala (later Chandigarh), Anandabazar Patrika was confined in West Bengal and Bhaskar in

Gujarat and so on.

But lately, the scenario has completely changed, probably marked with Times group spreading

its wings across other territories; for example, the Times of India added a number of new

editions and the recent one being their Nagpur edition,HT Media Ltd launched a new edition in

Kolkata and lately in Mumbai.

Business newspapers have also branched into new editions in newer territories. Financial

Express, the business daily, launched its Pune edition while Business Standard launched its

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Bhubaneswar edition. Another business newspaper (20 pages color and 4 pages black-and white)

launched was ‘Mint’ from the Hindustan Times group in Delhi and Mumbai. After these two

cities, HT Media plans to launch Mint in Kolkata and Chandigarh, giving competition to

Economic Times from Times of India group. DNA Money launched its Ahmadabad edition for

the Gujarati businessmen and also a stand-alone Mumbai edition, even though it continues to be

available as a supplement along with the main paper ‘DNA’ in Mumbai. DNA Money is

planning to bring out its Jaipur edition as well. The Times Group has launched a Gujarati

language edition of The Economic Times. The Indian Newspaper industry can be primarily

segmented across two categories viz English Newspapers and Regional / Vernacular

Newspapers. The English medium dominates the industry in terms of advertisement revenues,

though vernacular newspapers outperform the English newspapers in circulation.

English newspaper industry in India has been fragmented with the players having a regional

focus such as the Deccan Chronicle in Hyderabad, Hindustan Times in Delhi, Times of India in

Mumbai, Hindu in Chennai, Telegraph and Statesman in Kolkata, Deccan Herald in Bangalore,

Gujarat Samachar in Ahmedabad. However, the industry is witnessing a trend whereby players

are looking beyond their home territories viz. Times of India’s and Business Standard’s entry

into certain newer territories and Deccan Chronicle and Hindustan Times also doing the same.

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1.3)B)COMPANY PROFILE

Hindustan Times was founded in 1924 by Master Sunder Singh Lyallpuri, founder-father of the

Akali Movement and the Shiromani Akali Dal in Punjab. Hindustan Times (HT) is an Indian

English-language daily newspaper founded in 1924 with roots in the Indian independence

movement of the period .

Hindustan Times was inaugurated by Mahatma Gandhi. 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) and Hindustan (Hindi), have a

combined daily circulation of 2.25 million copies and a readership base of 12.4 million readers to

their credit. HT Media operates 19 printing facilities across India with an installed capacity of

1.5 million copies per hour.

In addition to Hindustan Times and Hindustan, 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, Bengaluru, Chandigarh, Pune and now Kolkata too.

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 -

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http://en.wikipedia.org/wiki/Indian_independence_movement

http://en.wikipedia.org/wiki/Indian_independence_movement

http://en.wikipedia.org/wiki/Daily_newspaper

http://en.wikipedia.org/wiki/Punjab_(British_India)

http://en.wikipedia.org/wiki/Shiromani_Akali_Dal

http://en.wikipedia.org/wiki/Master_Sunder_Singh_Lyallpuri

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 Mumbai and Bengaluru at No. 1

and in Delhi as the No. 2 station on the popularity charts.

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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 year old job portal Shine.com which has received high appreciation

from consumers and industry for its innovative design and usability. Desimartini.com - a social

networking site was also launched recently.

Specialties

Media - News Paper, Radio, Online Properties

Hindustan Times has been pioneering trends in journalism, setting standards and breaking new

ground for the last 80 years. Spurred by the leading faces of Indian journalism, Hindustan

Times has evolved with the times, reflecting the changing India and is today the newspaper of

choice of over 3.3 million Indians. Hindustan Times, the market leader of the National Capital

Region has in the last decade rapidly expanded its footprint and today reaches readers across the

length and breadth of the country. Unflinching commitment to highest journalistic standards,

technological innovations and strong focus on consumer needs has put Hindustan Times in the

ranks of the most revered English newspapers in the country.

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EMPLOYEE ENGAGEMENT IN HINDUSTAN TIMES

Hindustan Times, one of the leading media organizations across the country with unflinching

commitment to highest journalistic standards, conducts engagement activities time to time to

keep the employees connected with the company. With so many events, online contests, on

ground activities, celebrations on a regular basis help keeping the employees motivated and

energized towards work. Employees who are highly involved in their work processes—such as

conceiving, designing and implementing workplace and process changes are made to engage in

various kinds of activities. Hence engaged employees work with passion and feel a profound

connection to their company as they drive innovation and move the organization forward.

At Hindustan Times, to encourage a work environment of open communication and to

effectively solicit and leverage innovative ideas, it engages in frequent exchange of valuable

information to increase awareness and promote business strategies, share successes and

opportunities, and solicit employee opinions. Therefore to engage employees, two main on

ground activities were conducted during the course, which was a fun activity (Kabad Se Jugad)

and an inter departmental quiz (Battle of the Brains), covering all the locations of Hindustan

Times across Delhi/ NCR.

KABAD SE JUGAD- FUN ACTIVITY:.

Initially a fun activity was conducted with the support of HR department of the company for the

employees working in the organization to make them aware about the reuse and recycling of

newspapers in a healthy fun based environment. The activity was named as Kabad se Jugad

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which meant creating a useful masterpiece out of waste which was conducted at different

locations of HINDUSTAN TIMES and winners were selected from each location.

The activity was about how one can make the best use of newspapers and show their skills for

the same. Everything was well organized from sending communications to the employees,

making the packets with all the material to be provided to the employees, formulating the score

sheet and also deciding gifts for the winning team. Most of the employees participated with great

enthusiasm and showed their incredible talent. The employees made many creative, innovative

and useful items out of the waste material provided that showed their interest. The feedback

received proved that everybody enjoyed the activity in all the houses and were interested in it in

future also. It was a live experience all together by watching how such activities in an

organization if conducted can keep the employees engaged and help greatly as a stress buster.

The main purpose of activity was not only to keep the employees engaged but also to bring some

fun in the working environment. In this way the activity was organized and the employees of

Hindustan Times really appreciated the same and asked for conducting such kinds of activities in

future also. This activity brought up employees with a feeling of working together as it was a

team effort event for which a positive feedback as received by all. It was very clear that majority

of the employees learnt new ways of reuse of paper, found the activity very engaging and

interesting and above all had fun during the activity.

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BATTLE OF THE BRAINS- HT INTERDEPARTMENTAL QUIZ

For engaging the employees, another on ground event conducted at Hindustan Times was an

interdepartmental quiz named, Battle of the Brains, which also covered all the locations of the

organization across Delhi/ NCR on a large scale. It was divided on the basis of the criteria of

selecting a semifinal winner at each location and finally making all of them compete at the mega

final level. The event thus involved lots of preparations that included the entire framework, from

setting the cost for the entire event, designing the posters, communications and teasers for the

quiz, formulating a database of questions, deciding on the number of teams at each location and

the rounds to be put and scoring evaluation of the teams to deciding the gifts at each location for

the semifinal winners and then for the grand final winners.

The quiz took place on a grand level in the organization where loads of enthusiasm was shown

by the employees on the basis of intelligence, knowledge and also the team effort they put into it.

The event was highly appreciated by the employees and the head department of the organization

which could be seen by the feedback received. Most of the participants found it interesting and

knowledgeable as it made them exercise their minds to a great level. it also helped the employees

identify their strengths and weakness on the same grounds and proved as a stress buster to them.

it was also seen that they would prefer having such kinds of engagement activity in future also

and would also recommend their colleagues to attend such on ground events in future.

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BETWEEN US –IN HOUSE MAGAZINE

HT-Media also runs a magazine named as BETWEEN US for the employees working in the

organization. This magazine is published on monthly basis. It contains three main sections like

family time, travel and beyond work .Employees are asked to share their experiences and share

their precious moments for the magazine and communication is send on MY-ht for the same

which is a common intranet site for the employees working in the organization. The other

sections of the magazine are puzzle,sudokos,quiz,cartoons for the kids,news,leader interviews

and all other things happening in HT across india.During the course I collected pictures and

made communications for the falling month publications,also made posters for the same.

Simultaneously i also contributed in making puzzles and Sudoku’s to be included in the next

publication.

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CHAPTER 3

LITERATURE REVIEW

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CHAPTER -3: LITERATURE REVIEW

Employee engagement is one of the most important area on which most of the organizations are

focusing on and a lot of research has been done so far on it by many authors. The literatures

indicate that employee engagement is closely linked with organizational performance outcomes.

Some of them are discussed as follows.

(Piersol, 2007) This article speaks about Employee engagement as the responsibility of

management. Management must select (and deselect if necessary) and develop their employees

for success; create a robust, open communication system; and provide the tools necessary to

complete the job. Employee empowerment gives an organization the agility and competitive

advantage to succeed. Power to the edge means empowering individuals who operate where the

organization interacts with the operating environment—the front lines (Albert’s and Hayes,

2003). The empowered individual on the edge must be engaged or there will be failure. That

means organizations need to select the right people, develop them, and give them access to the

right tools and information so that they and the organization can succeed at the edge. Employee

engagement is a powerful concept that can be used to improve many business measures,

including safety performance. The level of employee engagement is a direct result of the level of

involvement that employees have in their work processes and activities. Employee empowerment

gives an organization the agility and competitive advantage to succeed. Engaged employees are

those who go beyond knowing what the mission is: they believe in the mission and understand

what is needed to achieve it.

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(Rains, 2011) this article discusses the significance of involving and engaging employees in

improving safety performance and corporate culture in the U.S. It states that employee

engagement and involvement can positively affect the safety performance of an organization and

safety professionals can use various methods to effectively engage employees in safety program.

(Tomlinson, 2010)It mentions that lean manufacturing strategies offer an opportunity to improve

safety and increase employee engagement and involvement. Employees must feel that their ideas

and opinions are valued and will be taken seriously. They should be encouraged to generate ideas

and express opinions regarding workplace safety. When they do so, they must feel that the

organization values this input and will evaluate and act on it as feasible. When employee ideas

are implemented, give the originator(s) proper credit and recognition. When an employee

presents a safety concern or suggestion, should receive follow-up communication on the status of

that concern or suggestion, even if the organization decides not to implement it.

(Tomlinson, 2010) In this article aims to examine the key drivers for employee engagement

within an organization. It seeks to answer the question: what are the keys to improving the level

of employee engagement? Design/methodology/approach - A case study illustrates a strategy for

employee engagement that was based on research on the key drivers of engagement. The paper

presents practical case study material from Kia Motors - the South Korean automotive

manufacturer. It shows how Human Resources (HR) worked to develop a strategy to address

very poor levels of employee engagement. A clear set of engagement measures was developed to

assess the impact of the engagement strategy. Originality/value - This paper ascertains some of

the key drivers of employee engagement as illustrated by the case study. It demonstrates a

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number of practical tools HR professionals can utilize to build employee engagement within

their organizations.

(Pugh, 2008) in this article discusses the importance of conceptualizing engagement at the

organizational level of analysis. It also offers suggestions on the steps researchers can practice

during the process. Three explanations on the relevance of the conceptualization were provided

wle for which includes theoretical usefulness, the homological network and practical utility. The

implications of composition theory for organizational-level engagement are highlighted.

(Thomas, 2007)Thomas in this article presents a study of the concept of employee engagement in

management theory. The main focus of the article is to introduce scale development as a means

to measure engagement as a unit dimensional state. Two phases of research are conducted and

presented, one consisting of the scale development, and a second phase consisting of a pilot-test

of the newly developed scale, with data collection and analysis from a replication sample. The

author concludes that the newly developed scale supports the notion that engagement is a

situation-specific motivation relating with outcomes both attitudinal and behavioral.

(Upasana aggrawal, 2007) Upasana Aggarwal, , Sumita Datta, Shivganesh Bhargava in this

article focuses on a study that aims to determine factors that moderate the relationship between

effective human resource (HR) practices and organizational outcomes. It details the impact of

HR practices on employee psychological contract (PC). It provides a comparison between PC

and employee engagement (EE). The study contributes towards the better understanding of the

more relevant measures of effective HR practices. There are many definitions of employee

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engagement and in this paper EE is defined as physical, cognitive and psychological absorption

in one’s work-roles. Towers Perrin25 defines engagement as ‘bringing discretionary effort to

work, in the form of extra time, brain power and energy’. Kahn26, who can be credited with

conceptualizing as well as theoretically deriving the dimensions of employee engagement in

organizational studies, held that an employee can be physically, emotionally or cognitively

engaged. Employees are cognitively engaged when they are aware of their mission and role in

their work environment.

(Wiley, 2010) Wiley Jack The article explores how to measure and identify employee

engagement within the organizations. It discusses the importance of employee engagement

towards developing performance excellence. Furthermore, it examines the factors that motivate

an engaged workforce and highlights the role of the human resources (HR) departments in

helping the managers strengthened the workforce.

(Attridge, Oct-Dec 2009) This study focuses on the concept that high levels of work engagement

are when employees are involved with, committed to, enthusiastic, and passionate about their

work. This article provides a review of the literature on employee engagement, based on studies

from academic and business sources. Areas of focus include defining the concept of employee

work engagement, how it is measured, how often it occurs, the costs of disengagement, the

business benefits linked to positive engagement, and how workplaces can be changed to

encourage engagement. The findings indicate that work engagement can be improved through

adopting certain workplace behavioral health practices that address supervisory communication,

job design, resource support, working conditions, corporate culture, and leadership style. Also

featured are several case studies from employers who measure and use employee engagement

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data to improve their work culture, retain employees, and increase business financial success.

Implications for improving the service of employee assistance and behavioral health providers

are discussed.

(Mone, 2011) Based on a study conducted in a large corporation (XINC, a pseudonym) and other

research, it appears that performance management can be used to increase levels of employee

engagement. The article begins with a discussion of employee engagement, define engaged

employees as those who feel involved, committed, passionate, and empowered, and demonstrate

those feelings in work behavior. It then discuss an expanded view of performance management,

conceptualizing it as five major activities that serve to organize relevant behaviors shown to be

either direct or indirect predictors of employee engagement in the study at XINC. These major

activities include setting performance and development goals, providing ongoing feedback and

recognition, managing employee development, conducting mid-year and year-end appraisals, and

building a climate of trust and empowerment. A brief discussion on how each of these major

activities contributes to employee engagement has been done and suggestions on which activities

benefit from further research, and recommendations on possible studies is also there. Although

there is evidence for performance management as a driver of employee engagement, it can be

concluded that there is a need for additional research that clarifies for managers which of these

activities have the strongest impact on employee engagement.

(Markos, 2010) The construct employee engagement is built on the foundation of earlier

concepts like job satisfaction, employee commitment and Organizational citizenship behavior.

Though it is related to and encompasses these concepts, employee engagement is broader in

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scope. Employee engagement is stronger predictor of positive organizational performance clearly

showing the two-way relationship between employer and employee compared to the three earlier

constructs: job satisfaction, employee commitment and organizational citizenship behavior.

Engaged employees are emotionally attached to their organization and highly involved in their

job with a great enthusiasm for the success of their employer, going extra mile beyond the

employment contractual agreement. According to the study, engagement is affected by many

factors which involve both emotional and rational factors relating to work and the overall work

experience. Gallup organization defines employee engagement as the involvement with and

enthusiasm for work. Gallup as cited by Demovsek (2008) likens employee engagement to a

positive employees' emotional attachment and employees' commitment. It is very important for

companies to invest in employee engagement as it is interwoven significantly with important

business outcomes through employee retention, productivity, profitability, customer loyalty and

safety. Researches also indicate that the more engaged employees are, the more likely their

employer is to exceed the industry average in its revenue growth. Employee engagement is found

to be higher in double digit growth companies. Hence various employee engagement strategies

include two way communications, starting it from day one and from the top, providing

satisfactory for development and advancement, appropriate training, strong feedback system,

incentives, building a corporate culture and focusing on top performing employees

33

CHAPTER 4 -

OBJECTIVES OF THE STUDY &

RESEARCH METHODOLOGY

34

OBJECTIVES OF THE STUDY

To analyze the employee engagement practices in Hindustan Times.

To analyze employee engagement and their functions and its implementation in Print Media

as like as Hindustan Times.

To determine the problems and solutions provided by Hindustan Times during the gap

between different departments by creating an alignment through fun activities (creative

activities and quiz competition).

35

RESEACH METHODOLOGY

PURPOSE OF THE STUDY

The research focuses on conducting on ground activities in the organization. Since, the study

consists of practical work; the project was executed in such a way that it would cover all the

aspects of employee engagement and thus arriving at a suitable conclusion to meet the objective

of the project.

1. Data collection- to collect data, both secondary and primary research was conducted for

carrying out various on ground activities.

Primary data- To collect primary data, survey method was followed in which a

structured questionnaire was designed including both open and close ended questions to

know the opinions of the employees.

Secondary Research- A review of literature was studied online and several research

papers were also consulted. To formulate designs of the posters and collect pictures

internet was the main source.

2. Research Design Formulation- Descriptive research design was followed, in which the

employees of the organization were surveyed covering all the locations in Delhi/ NCR.

3. Sampling Plan:

Sampling Units: Employees of HT.

Sample Technique: Convenient Sampling.

36

Research Instrument: Structured Questionnaire

Sample Size:150

Data analysis plan- The data collected through questionnaires has been analyzed and

interpreted with the help of SPSS software in order to obtain the desired information.

37

CHAPTER 5

DATA ANALYSIS AND INTERPRETATIONS

38

CHAPTER 5: GRAPHICAL DATA INTERPRETATION

Part1.Engagement activities

Table 4.1

Fig 4.1

Interpretation- the above graph very clearly shows that the employees do agree to the fact that

the organization they are working with conducts engagement activities from time to time to keep

them engaged.

39

Q1.1Organization conducts engagement activities timely to keep me engaged.

Frequency Percent Valid Percent

Cumulative

Percent

Valid Disagree 6 12.0 12.0 12.0

Neutral 6 12.0 12.0 24.0

Agree 32 64.0 64.0 88.0

strongly agree 6 12.0 12.0 100.0

Total 50 100.0 100.0

.

Table 4.2

Fig 4.2

Interpretation- According to the survey conducted it was seen that more than 50% of the employees accept the fact that the stress relief activities in the organisation are satisfactory, while hardly 12% disagree to the same.

40

Q1.2Stress relief activities in the organization are satisfactory


Cumulative

Percent


Neutral 19 38.0 38.0 50.0

Agree 22 44.0 44.0 94.0


Total 50 100.0 100.0

Table4.3

Fig 4.3

Interpretation- According to the analysis more than 40%of the employees thinks that the engagement activities like contests, events, picnics etc makes them look forward to work and keeps them energized,whereas 42% of the employees share a neutral response on the same.

41

Q1.3 Engagement activities (contest, events, picnics etc.) makes me look

forward to work.


Cumulative

Percent

Valid strongly disagree 1 2.0 2.0 2.0

Disagree 6 12.0 12.0 14.0

Neutral 21 42.0 42.0 56.0

Agree 22 44.0 44.0 100.0

Total 50 100.0 100.0

Table 4.4

Fig 4.4

Interpretation- The above graph very clearly shows that the majority of the employees strongly and somewhat agree that the recreational facilities provided by the company are better than other media organisations.

42

Q1.4.Recreational facilities provided by the company are better than other media organization.


Cumulative

Percent

strongly disagree 1 2.0 2.0 2.0

disagree 3 6.0 6.0 8.0

neutral 19 38.0 38.0 46.0

Agree 22 44.0 44.0 90.0


Total 50 100.0 100.0

PartII.

Table 4.5

Fig 4.5

Interpretation- the survey conducted shows that more than 50% of the employees agree that the coffee sessions form a good platform for interactions between employees and leaders, while 36% have neutral opinion on the same and very few disagree on the same context.

43

Coffee session with leaders

2.1.Coffee sessions work form good platform for interactions between employees and leaders


Cumulative

Percent


Neutral 18 36.0 36.0 44.0

Agree 21 42.0 42.0 86.0


Total 50 100.0 100.0

Table 4.6

Fig 4.6

Interpretation-The majority(60%) agree that the coffee sessions are informative, interactive and knowledgable about the companys progress and provide them an oppurtunity to know more about the organisation.

44

2.2.Coffee sessions are informative ,interactive, and knowledgeable about company's progress


Cumulative

Percent


Disagree 1 2.0 2.0 4.0

Neutral 14 28.0 28.0 32.0

Agree 27 54.0 54.0 86.0


Total 50 100.0 100.0

Table 4.7

Fig 4.7

Interpretation- The graph shows that the employees on a large scale agree that there should be more similar coffee sessions with functional or business heads from time to time.

45

2.3 There should be more similar sessions with functional or business heads.


Cumulative

Percent


neutral 12 24.0 24.0 26.0

agree 24 48.0 48.0 74.0

strongly agree 13 26.0 26.0 100.0

Total 50 100.0 100.0

Table 4.8

Fig 4.8

Interpretation- The above graph shows that more than 60% of the employees will recommend such sessions to their colleagues as well as they find them very interesting and knowledgeable.

46

2.4 I will recommend such sessions to my colleagues


Cumulative

Percent


neutral 15 30.0 30.0 32.0

agree 20 40.0 40.0 72.0

strongly agree 14 28.0 28.0 100.0

Total 50 100.0 100.0

PartII

Table 4.9

Fig4.9

Interpretation- According to majority of the employees says that there should be a blog at company’s intranet for the employees to share their experiences.

47

Company’s intranet

Q3.1There should be a blog at company's intranet for the employees to share their experiences


Cumulative

Percent


disagree 3 6.0 6.0 8.0

neutral 10 20.0 20.0 28.0

agree 25 50.0 50.0 78.0

strongly agree 11 22.0 22.0 100.0

Total 50 100.0 100.0

Table 4.10

Fig 4.10

Interpretation- When asked about what kind of blog the employees would prefer to be on the company’s intranet, more than 60% of them said that they would prefer the blog to be like facebook, while for Twitter and LinkedIn, there was almost equal response ranging from 16% to 20%.

48

3.2.Tick mark your choice of blogs in company's intranet


Cumulative

Percent

Valid twitter 8 16.0 16.7 16.7

face book 31 62.0 64.6 81.3

LinkedIn 9 18.0 18.8 100.0

Total 48 96.0 100.0

Missing System 2 4.0

Total 50 100.0

3.3 Which feature of MyHT is the most engaging & useful.

Rate on the parameters of 1(poor) to 5 (excellent).

Rate HT Bazaar

(My-HT )as most

engaging and

useful feature

Rate What’s new

(My-HT )as most

engaging and

useful feature

Rate Photo

gallery (My-HTas

most engaging

and useful

feature

Rate Online

contest (My-HT

as most

engaging and

useful feature

N Valid 47 47 48 47

Missing 3 3 2 3

Mean 3.13 3.09 2.94 3.57

Table 4.11

Fig 4.11

Interpretation- According to the above graph, it is quite clear that majority of the employees rate online contests as most engaging and useful, followed by ht bazaar of My- ht. However the Photo gallery feature is considered the least interesting by the employees.

49

Part.IV Between Us

Q4.1The contribution sent by employees between us magazine sections makes me and my family connected with organization

Frequency Percent

Valid

Percen

t Cumulative Percent

Valid strongly

disagree

2 4.0 4.0 4.0

disagree 2 4.0 4.0 8.0

neutral 11 22.0 22.0 30.0

agree 29 58.0 58.0 88.0

strongly

agree

6 12.0 12.0 100.0

Total 50 100.0 100.0

Table 4.12

Fig 4.12

Interpretation- According to the employees, 58% agree that the contributions sent by them in the family time, beyond work and travel section of the magazine makes them and their connected with the organization, while 22% of them have a neutral response towards the same

Table 4.13

50

Q 4.2.Puzzles and quiz sections of the magazine gives good reading and interactive value.


Cumulative

Percent

Valid disagree 4 8.0 8.0 8.0

neutral 14 28.0 28.0 36.0

agree 24 48.0 48.0 84.0


Total 50 100.0 100.0

Fig 4.13

Interpretation- The above graph shows that 48% of the employees agree that the puzzles and quiz sections of the magazine gives a good reading and interactive value to them in the organization and 16% strongly agree to the same.

Table 4.14

51

Q4.3 The news and LT interviews present good insight on the humane aspects of the leaders.


Cumulative

Percent


Neutral 22 44.0 44.0 46.0

Agree 21 42.0 42.0 88.0


Total 50 100.0 100.0

Fig 4.14

Interpretation- According to the survey, 42% of the employees agree that the news and leadership team interviews keeps them connected with the organization by providing good insights on the humane aspects of the leaders

Q 4.4. Which feature engages you the most in Between us magazine.

Rate on the parameters of 1 (poor) to 5 (excellent).

52

Descriptive Statistics

N Minimum Maximum Mean Std. Deviation

Rate Beyond Work -as

most engaging feature in

Between Us magazine

50 1 5 3.46 1.164

Rate Family Time-as most

engaging feature in

Between Us magazine

50 1 5 3.40 1.143

Rate Travel -as most

engaging feature in

Between Us magazine

50 1 5 3.42 1.279

Rate Puzzles -as most

engaging feature in

Between Us magazine

50 2 5 3.44 .993

Rate News from HT world -

as most engaging feature

in Between Us magazine

50 1 5 3.54 1.164

Rate Quiz -as most

engaging feature in

Between Us magazine

50 1 5 3.20 1.178

Rate Cartoons -as most

engaging feature in

Between Us magazine

50 1 5 3.18 1.224

Rate Leadership Team

Interviews -as most

engaging feature in

Between Us magazine

50 1 5 2.94 1.391

Valid N (listwise) 50

Table 4.15

Fig 4.15

Interpretation- The above graph shows that when asked to the employees to rate various sections

of the between us magazine of Hindustan Times covering Beyond Work, Family Time, Travel,

Puzzles, News, Quiz, Cartoons, LT Interviews, the majority rated news from HT as the most

engaging and useful feature, with Beyond Work and puzzles section giving a close call, followed

by Travel, Family time and quiz sections of the magazine. However, very few find leadership

team sections of the magazine as an interesting and useful feature.

53

FEEDBACK ANALYSIS OF KABAD SE JUGAD- FUN ACTIVITY

1.The activity was new to me. the fun activity kept me engaged and interested.


Cumulative

Percent


neutral 4 10.0 10.0 17.5

somewhat agree 5 12.5 12.5 30.0

agree 8 20.0 20.0 50.0

strongly agree 20 50.0 50.0 100.0

Total 40 100.0 100.0

Table 4.16

Fig 4.16

Interpretation- 70% of the employees agreed that the fun activity was new to them and kept them engaged and interested.

54

Q2. I will recommend my office colleague/ worker to participate in such engagement

activities


Cumulative

Percent


somewhat disagree 1 2.5 2.5 7.5

neutral 4 10.0 10.0 17.5


agree 9 22.5 22.5 57.5

strongly agree 17 42.5 42.5 100.0

Total 40 100.0 100.0

Table 4.17

Fig 4.17

Interpretation- Majority of the employees (42.50%) strongly agreed to the point that they would recommend their office colleague/ worker to participate in such kind of engagement activities.

55

Q3. The activity was well organized/prepared and gave insights on new ways of working in a

team


Cumulative

Percent


disagree 1 2.5 2.5 7.5

neutral 2 5.0 5.0 12.5


agree 12 30.0 30.0 67.5

strongly agree 13 32.5 32.5 100.0

Total 40 100.0 100.0

Table 4.18

Fig 4.18

Interpretation- From the above graph its quiet clear that more than 85% of the employees agree to the statement that the activity was well organized or prepared and even provided them with insights on new ways of working in a team.

56

Q4. The activity was a stress buster. i feel energized to go back to wok


Cumulative

Percent

Valid somewhat disagree 1 2.5 2.5 2.5

neutral 4 10.0 10.0 12.5


agree 10 25.0 25.0 47.5

strongly agree 21 52.5 52.5 100.0

Total 40 100.0 100.0

Table 4.19

Fig 4.19

Interpretation- The graph shows that majority of the employees strongly agree that they feel energized to go back to work after attending such kind of activities, which act as a stress buster for them.

57

Q5. I learned new ways of recycling and reuse of paper


Cumulative

Percent


neutral 5 12.5 12.5 15.0


agree 13 32.5 32.5 57.5

strongly agree 17 42.5 42.5 100.0

Total 40 100.0 100.0

Table 4.20

Fig 4.20

Interpretation- The graph shows that more than 70% of the employees learned new ways of recycling and reuse of paper through the activity, “Kabad Se Jugad”.

58

Q6. Such kind of activities should happen in future as it keeps us engaged and interested


Cumulative

Percent


neutral 1 2.5 2.5 5.0


agree 9 22.5 22.5 37.5

strongly agree 25 62.5 62.5 100.0

Total 40 100.0 100.0

Table 4.21

Fig 4.21

Interpretation- It is very clear that the majority feels that such activities should happen in future also as it keeps them engage and interested.

59

FEEDBACK OF THE QUIZ- BATTLE OF THE BRAINS

Q1. The event was well organized/prepared and gave us the opportunity to know

colleagues better


Cumulative

Percent

Valid neutral 7 15.6 15.6 15.6


agree 15 33.3 33.3 84.4


Total 45 100.0 100.0

Table 4.22

Fig 4.22

Interpretation - The above graph shows that more than 80% of the employee agreed strongly and somewhat that the event was well organized or prepared and gave them the opportunity to know their colleagues better as it was a team effort put together.

60

Q2. The quiz was knowledgeable and interesting. it made me aware of my strengths &

weakness


Cumulative

Percent



agree 19 42.2 42.2 80.0


Total 45 100.0 100.0

Table 4.23

Fig 4.23

Interpretation – The graph shows that 42.22% of the employees agree that the quiz was knowledgeable & interesting and that it helped them identify their strengths & weakness, while 15% of them had a neutral response toward the same.

61

Q3. The quiz made me push your limits and exercise your mind to various levels


Cumulative

Percent


neutral 9 20.0 20.0 26.7


agree 13 28.9 28.9 75.6

strongly agree 11 24.4 24.4 100.0

Total 45 100.0 100.0

Table 4.24

Fig 4.24

Interpretation - According to the feedback, the majority of the employees agreed that the quiz made them exercise their mind to various levels, while very few disagreed on the same context.

62

Q4. It was a stress buster. i feel energized to go back to work.


Cumulative

Percent


neutral 9 20.0 20.0 28.9


agree 13 28.9 28.9 75.6

strongly agree 11 24.4 24.4 100.0

Total 45 100.0 100.0

Table 4.25

Fig 4.25

Interpretation- The graph shows that 28.89% of the employees agree that the quiz was a stress buster and it helped them feel energized to go back to work whereas on the same grounds, 24.4% strongly agreed that the quiz helped as a stress buster to them followed by 20% who gave a neutral response to the same.

63

Q5. I will recommend my office colleague/co worker to participate in such engagement

activities.


Cumulative

Percent



agree 12 26.7 26.7 60.0

strongly agree 18 40.0 40.0 100.0

Total 45 100.0 100.0

Table 4.26

Fig 4.26

Interpretation – The feedback given shows that 40% of the employees strongly agree that they will recommend their colleagues to participate in such engagement activities in future.

64

Q6. Such kind of activities/events should happen in future also as it keeps us engaged and

interested


Cumulative

Percent


somewhat disagree 2 4.4 4.4 6.7

neutral 1 2.2 2.2 8.9


agree 11 24.4 24.4 53.3

strongly agree 21 46.7 46.7 100.0

Total 45 100.0 100.0

Table 4.27

Fig 4.27

Interpretation – 46.67% respondents strongly agree that such events should happen in future as it keeps them engaged and interested.

65

CHAPTER 6 CONCLUSION

66

CHAPTER 6: CONCLUSION

According to the analysis of data on employee engagement activities, it is concluded that

most of the employee working in Hindustan times agree to the fact that employee

engagement activities should be done from time to time.

By participating in various engagement activities they are able to form a connection with

the organization that makes them feel an important part of it.

Employees in the organization not only actively show participation in the on ground

activities but also participate in the online contests that happen through company’s

intranet.

Though the coffee sessions with the leaders in the organization are very knowledgeable

and interactive and helps them knowing their organization better, however most of the

employees feel that they should happen on a large scale so that each and every employee

gets a chance to attend them.

When talked about the company’s intranet, it was observed that the majority wanted to

have an open blog like face book where they could connect with the employees in the

organization and simultaneously form groups and share their personal experiences.

The in house magazine of the organization is also one of the most interesting features that

keep the employees working in the organization connected with it as it revolves around

them and their family. The various sections in the magazine are quite engaging and

interesting for the employees.

Moreover,it was also seen It was also seen that to the majority of the employees the

activities were a stress buster and made them feel energized to go back to work.

67

CHAPTER 7

RECOMMENDATIONS &

SUGGESTIONS

68

CHAPTER 7: RECOMMENDATIONS & SUGGESTIONS

It is seen that though the majority of the employees find the engagement activities

interesting, the participation level is not upto a certain level it should be according to the

number of employees working in the organization. Hence in order to motivate the

employees for active participation, activities of their interest should be organized on a

regular basis.

To bridge in the gaps between various departments, communications and interactions

should happen in the form of various informal gatherings on weekends.

According to the employees, few other activities like picnics, art and craft, outdoor

games, sports events, get together, birthday parties, music and dance competitions should

also be organized from time to time.

The coffee sessions that take place in the organization with the leaders should happen on

a large scale where all the employees can form a part of it and get knowledge about the

company’s progress and serve more interactive and informative value.

Employees should be encouraged more so that they willingly and with enthusiasm send their

contributions for the in house magazine of the company.

Employees should contribute more for BETWEEN US magazine.

Co-ordination in terms of work management between various departments should be

worked upon and maintained.

69

BIBLIOGRAPHY

70

BIBLIOGRAPHY

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http://www.hindustantimes.com/

http://en.wikipedia.org/wiki/Hindustan_Times

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http://en.wikipedia.org/wiki/Hindustan_Times

http://www.hindustantimes.com/




ANNEXURE 1

QUESTIONNAIRE

ON

EMPLOYEE ENGAGEMENT

73

74

75

ANNEXURE 2

FEEDBACK ANALYSIS

OF

KABAD SE JUGAD (FUN ACTIVITY)

76

HT Media Employee Engagement

The activity was new to me. It kept me engaged and interested

Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree

I will recommend my colleagues to participate in such activities.


The activity was well organized/prepared and gave insights on new ways of working in a team


The activity was a stress buster. I feel energized to go back to work.


I learned new ways of recycling and reuse of papers


Such kind of activities should happen in future as it keeps us engaged and interested.


77

ANNEXURE 3

FEEDBACK ANALYSIS

OF

BATTLE OF THE BRAINS (Interdepartmental Quiz)

78

HT Media Employee Engagement

FEEDBACK FORM

Circle your choice

The event was well organized/ prepared and gave insights on ways of working in a team.


The quiz was knowledgeable and interesting.


The quiz made me push your limits and exercise your mind to various levels.


It was a stress buster. I feel energized to go back to work.


I will recommend my office colleague/co worker to participate in such engagement activities.


Such kind of activities/events should happen in future also as it keeps us engaged and interested.


79