1. TRAINING AND DEVLOPMENT
SUMMER INTERSHIP
TRAINING
PREPAIRED BY : BINEET DEVRANI

2. COMPANY PROFILE
❑ HT Media found it’s beginning in 1924.(The
newspaper is owned by Rajya Sabha M.P., Shobhana Bhartia)
❑ Hindustan Times (English newspaper) and
Hindustan (Hindi newspaper through a subsidiary
Hindustan Media Ventures Limited), have a
combined daily readership base of 37.67 lac (based
on Readership Survey 2012)
❑ Mint is today the first-largest business
newspaper in India.
in the key markets of Delhi, Mumbai, Chennai, Bengaluru,
Chandigarh, Pune, Kolkata and now Ahmedabad too.

3. ❑ The company has recently launched an education portal
www.HTCampus.com
❑To the large readership base, HT Media operates
19 printing facilities across India with an installed
capacity of 1.5 million copies per hour.
❑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.

4. FINANCIALLY
❑ its revenues grew by 25% to reach Rs. 1,815
Crore.
❑net profit grew by 33% to reach Rs. 181 Crore.
❑increase in advertisement revenue within the
print segment, which reached Rs. 1,395 Crore
from Rs. 1,141 Crore.
❑an impressive 63% increase in revenue from the
Radio & Entertainment segment from Rs. 43 Crore
in FY 10 to Rs. 70 Crore this year.

5. VISION AND MISSION
Vision

6. MISSION
The company has its roots in the independence
movement in the first half 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.
Hindustan times values drive us towards goals of
expansion, diversification and excellence. These
values define philosophy of operations, guide
important decisions and determine commitment and
achievement.

7. The mission personified by HT Media
are:
• 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.
• Continuous Self-Renewal: Determination to 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

8. TRAINING AND DEVELOPMENT
• The development of people’s performance in
the workplace is critical to the success of
your organization. The Training &
Development (T&D) process has the
potential to make a strong positive impact on
the performance of individuals, teams and
the business as a whole.

9. Identifying Training Needs
• series of questions will help identify the main
organizational training needs. Involve as
many people as you can in the process.

10. T&D Procedures
• T&D Policy & Procedures would typically include the following:
•
• Policy Overview
• Responsibilities for T&D
• *T&D Resources
• Overview of your T&D System
• Training Needs Analysis
• How it is conducted and by whom
• Training Plans
• How and by whom
• Training Implementation
• Issues and procedures
• Training Records
• Training Evaluation & Review
• T&D Process for an individual member of staff
•
• * The total spend per annum for the T&D function should be broken down into spend per
employee, or number of training days per annum allocated to each employee. (A recent IBEC
survey showed that Irish companies allocate 3.5 to 5 days per annum per employee.)

11. Training needs can be viewed on two
levels:
• Organizational Needs
• Individual Needs
• A training need is usually viewed as the gap
between where the person or organization is
now and where they want to be. This is usually
viewed on three distinct levels:
– A knowledge gap
–A skills gap
– An attitudinal gap

12. PRESENT
STANDER
OF STAFF
G
A
P
REQUIRED
STANDERD
OF STAFF
• SKILL
• ATTITUDE
•
KNOWLEDGE
• TRAINING

13. Research Methodology
• Research methodology is a scientific and systematic
way to solve research problems. The methodology
differs from problem to problem. Research
methodology deals with the research methods and
takes into consideration the logic behind the methods,
we use.
BOTH THE SOURCES OF DATA WERE USE IN REPORT
❖ PRIMARY
❖ SECOUNDRY
Primary Data:
Research Instrument : Questionnaire
Questions : 1) Open ended Questions
2) multiple choice question

14. Secondary Data:
In order to carry out the project successfully the secondary data already
available is collected from the following sources:
• Annual Reports
• SAP Records
• Monthly publication
• HMVL website: www.hindustantimes.com
• Internet
• Questionare

15. Questionnaire
1. Are you agree that training is a permanent feature of your
organization?
RESPONSE NO OF PERSON NO OF PERSON %
AGREE 4 16%
STRONGLY AGREE 21 84%
CAN’T SAY 0 0
DISAGREE 0 0
STRONGLY DISAGREE 0 0
According to the respondent of the organization. 4 respondents
out of 25 are agreeing and 21 out of 25 are strongly agreed that
training is the permanent feature of the Hindustan media venture
Ltd.

16. 2. What kind of training is given in your organization?
RESPONCE NO OF PEOPLE NO OF PEOPLE %
TECHNICAL 3 12%
BEHAVIOURAL 2 8%
BOTH 20 80%
Both types of training that is technical and behavioral is given in HTMV
Ltd. But in some cases technical and in some cases behavioral trainings
are also given.

17. RESPONSE NO OF PERSON NO OF PERSON %
AGREE 1 4%
STRONGLY AGREE 24 96%
CAN’T SAY 0 0
DISAGREE 0 0
STRONGLY DISAGREE 0 0
3. Dose your organization make records of your
attended training programs?
The entire respondent are agree that HMV Ltd. is very much serious
about the attendance if the training programme among them 96% are
strongly agree and 45 are simply agree.

18. 4. Are your superiors committed towards the training of
subordinates?
RESPONSE NO OF PERSON NO OF PERSON %
AGREE 9 36%
STRONGLY AGREE 10 40%
CAN’T SAY 5 20%
DISAGREE 1 4%
STRONGLY DISAGREE 0 0%
36% of the total respondent are agree, 40% are strongly agree that
they are committed towards the subordinates of the training
programme, 20% of them are not want to show any response
regarding the their commitment towards the subordinates and 4% is
not agree.

19. 5. Which of the methods are adopted to provide the training to
the workers?
RESPONSE NO OF PERSON NO OF PERSON %
ON THE JOB 2 8%
OFF YHE JOB 6 24%
BOTH 18 72%
Both the types of training i.e. on the job as well as off the job is given
to the employees of the HTM Ltd. because 72% of the total respondent
are agree with the both the ways of training given in their
organization.

20. 6. The way of delivery of trainer is satisfactory.
RESPONSE NO OF PERSON NO OF PERSON %
YES 19 76%
NO 6 24%
19 respondent are agree with the way of delivery of trainer is
satisfactory and 6 other entire respondent are not agree with
others.

21. Conclusion
Training needs should be based on
immediate needs for changes in behaviour.
The long range development goals should be
based on the acquisition of knowledge and
skills to be used in the present as well as in
the future. Development looks down the
road, and addresses helping people meet
challenges, create change and ensure the
success of the organisation in the future.

22. THANK YOU