A
PROJECT REPORT
ON
EMPLOYEE ENGAGEMENT PRACTICES IN HINDUSTAN TIMES

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREM...
JSS MAHAVIDYAPEETHA
JSS ACADEMY OF TECHNICAL EDUCATION, NOIDA
DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE
This is to cer...
PLAGIARISM DECLARATION CERTIFICATE

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

“With the name of Almighty God, The omnipresent and omnipotent”
Previously I thought that acknowledgement...
TABLE OF CONTENTS
S.NO.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.

Topic
Executive Summary
Introduction
Company Profile
Literatur...
EXECUTIVE SUMMARY
Employee engagement is the level of commitment and involvement an employee has towards
their organizatio...
various activities at Delhi NCR that would help in motivating employees and lead to increase in
their morale.
The research...
CHAPTER 1
INTRODUCTION

8
CHAPTER 1 : INTRODUCTION
Employee engagement, also called work engagement or worker engagement, is a business
management c...
For today's different generations, access to training and career opportunities, work/life balance
and empowerment to make ...
want to retain good employees. Increasing employee engagement is an important method that
companies use to ensure loyalty ...
organization. And the cost associated with illness may decrease as people experience the
positive physiological and psycho...
Therefore a successful employee engagement strategy helps create a community at the
workplace and not just a workforce. Wh...
CHAPTER 2
COMPANY PROFILE

14
CHAPTER 2: COMPANY PROFILE

Indian print media is one of the largest print media in the world. Printing technology came to...
This business became popular during the time of invention of paper. Development of printing
industry has made it possible ...
Newspaper Industry In India
India is one of the few countries in the world to have many business newspapers, which not onl...
Business newspapers have also branched into new editions in newer territories. Financial
Express, the business daily, laun...
19
1.3)B)COMPANY PROFILE
Hindustan Times was founded in 1924 by Master Sunder Singh Lyallpuri, founder-father of the
Akali Mo...
Fever 104. Currently available in Delhi, Mumbai, Bengaluru and Kolkata, Fever 104 has
established a strong presence as bei...
Internet businesses of HT Media incorporated under Firefly e-ventures, operate leading web
portals Hindustantimes.com and ...
EMPLOYEE ENGAGEMENT IN HINDUSTAN TIMES
Hindustan Times, one of the leading media organizations across the country with unf...
which meant creating a useful masterpiece out of waste which was conducted at different
locations of HINDUSTAN TIMES and w...
BATTLE OF THE BRAINS- HT INTERDEPARTMENTAL QUIZ
For engaging the employees, another on ground event conducted at Hindustan...
BETWEEN US –IN HOUSE MAGAZINE
HT-Media also runs a magazine named as BETWEEN US for the employees working in the
organizat...
CHAPTER 3
LITERATURE REVIEW

27
CHAPTER -3: LITERATURE REVIEW
Employee engagement is one of the most important area on which most of the organizations are...
(Rains, 2011) this article discusses the significance of involving and engaging employees in
improving safety performance ...
number of practical tools HR professionals can utilize to build employee engagement within
their organizations.

(Pugh, 20...
more relevant measures of effective HR practices. There are many definitions of employee
engagement and in this paper EE i...
culture, and leadership style. Also featured are several case studies from employers who
measure and use employee engageme...
Though it is related to and encompasses these concepts, employee engagement is broader in
scope. Employee engagement is st...
CHAPTER 4 OBJECTIVES OF THE STUDY &
RESEARCH METHODOLOGY

34
35
OBJECTIVES OF THE STUDY
•

To analyze the employee engagement practices in Hindustan Times.

•

To analyze employee engage...
RESEACH METHODOLOGY

PURPOSE OF THE STUDY

The research focuses on conducting on ground activities in the organization. Si...
•

Research Instrument: Structured Questionnaire

•

Sample Size:150

•

Data analysis plan- The data collected through qu...
CHAPTER 5
DATA ANALYSIS AND
INTERPRETATIONS

39
CHAPTER 5: GRAPHICAL DATA INTERPRETATION
Part1.Engagement activities
Q1.1Organization conducts engagement activities timel...
Fig 4.1
Interpretation- the above graph very clearly shows that the employees do agree to the fact that
the organization t...
Table 4.2

Fig 4.2

Interpretation- According to the survey conducted it was seen that more than 50% of the
employees acce...
Q1.3 Engagement activities (contest, events, picnics etc.) makes me look
forward to work.
Cumulative
Frequency
Valid

Perc...
Fig 4.3
Interpretation- According to the analysis more than 40%of the employees thinks that the
engagement activities like...
Q1.4.Recreational facilities provided by the company are better than other
media organization.
Cumulative
Frequency

Perce...
Fig 4.4

Interpretation- The above graph very clearly shows that the majority of the employees strongly
and somewhat agree...
Coffee session with leaders
2.1.Coffee sessions work form good platform for interactions between
employees and leaders
Cum...
Fig 4.5

Interpretation- the survey conducted shows that more than 50% of the employees agree that the
coffee sessions for...
Table 4.6

Fig 4.6

Interpretation-The majority(60%) agree that the coffee sessions are informative, interactive and
knowl...
2.3 There should be more similar sessions with functional or business heads.
Cumulative
Frequency
Valid

strongly disagree...
Fig 4.7
Interpretation- The graph shows that the employees on a large scale agree that there should be
more similar coffee...
Fig 4.8
Interpretation- The above graph shows that more than 60% of the employees will recommend
such sessions to their co...
Company’s intranet

Q3.1There should be a blog at company's intranet for the employees to share
their experiences
Cumulati...
Fig4.9

Interpretation- According to majority of the employees says that there should be a blog at
company’s intranet for ...
Table 4.10

Fig 4.10
Interpretation- When asked about what kind of blog the employees would prefer to be on the
company’s ...
Rate Photo
Rate HT Bazaar Rate What’s new gallery (My-HTas
(My-HT )as most (My-HT )as most

Rate Online

most engaging

co...
Part.IV Between Us
Q4.1The contribution sent by employees between us magazine

sections makes me and my family connected w...
Fig 4.12
Interpretation- According to the employees, 58% agree that the contributions sent by them in the
family time, bey...
Table 4.13

Fig 4.13

Interpretation- The above graph shows that 48% of the employees agree that the puzzles and
quiz sect...
Q4.3 The news and LT interviews present good insight on the humane
aspects of the leaders.
Cumulative
Frequency
Valid

Dis...
Fig 4.14
Interpretation- According to the survey, 42% of the employees agree that the news and
leadership team interviews ...
Descriptive Statistics
N
Rate Beyond Work -as

Minimum

Maximum

Mean

Std. Deviation

50

1

5

3.46

1.164

50

1

5

3....
Table 4.15

63
Fig 4.15
Interpretation- The above graph shows that when asked to the employees to rate various sections
of the between us...
FEEDBACK ANALYSIS OF KABAD SE JUGAD- FUN ACTIVITY
1.The activity was new to me. the fun activity kept me engaged and inter...
Q2. I will recommend my office colleague/ worker to participate in such engagement
activities
Cumulative
Frequency
Valid

...
Q3. The activity was well organized/prepared and gave insights on new ways of working in a
team
Cumulative
Frequency
Valid...
Q4. The activity was a stress buster. i feel energized to go back to wok
Cumulative
Frequency
Valid

Percent

Valid Percen...
Q5. I learned new ways of recycling and reuse of paper
Cumulative
Frequency
Valid

Percent

Valid Percent

Percent

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

Perc...
FEEDBACK OF THE QUIZ- BATTLE OF THE BRAINS
Q1. The event was well organized/prepared and gave us the opportunity to know
c...
Q2. The quiz was knowledgeable and interesting. it made me aware of my strengths &
weakness
Cumulative
Frequency

Valid Pe...
Q3. The quiz made me push your limits and exercise your mind to various levels
Cumulative
Frequency
Valid

Percent

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

Cumulative
Frequency
Valid

Percent

Valid Percent

Perc...
Q5. I will recommend my office colleague/co worker to participate in such engagement
activities.
Cumulative
Frequency
Vali...
Q6. Such kind of activities/events should happen in future also as it keeps us engaged and
interested
Cumulative
Frequency...
CHAPTER 6
CONCLUSION

77
CHAPTER 6: CONCLUSION
•

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

Moreover,it was also seen It was also seen that to the majority of the employees the
activities were a stress buster an...
80
CHAPTER 7: RECOMMENDATIONS & SUGGESTIONS
•

It is seen that though the majority of the employees find the engagement activ...
BIBLIOGRAPHY

82
BIBLIOGRAPHY
•

Attridge, M. (Oct-Dec 2009). Measuring and Managing Employee Work Engagement: A
Review of the Research and...
•

Piersol, B. (2007, April). Employee engagement and power to edge. Performance
Improvement .
http://web.ebscohost.com/eh...
•

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

ANNEXURE 1
QUESTIONNAIRE
ON
EMPLOYEE ENGAGEMENT

85
86
87
ANNEXURE 2
FEEDBACK ANALYSIS
OF
KABAD SE JUGAD (FUN ACTIVITY)

88
•

HT Media Employee Engagement

•

The activity was new to me. It kept me engaged and interested
Strongly Disagree…..1….....
Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree

ANNEXURE 3

FEEDBACK ANALYSIS
OF
BATTLE OF THE BRAINS (In...
91
HT Media Employee Engagement
FEEDBACK FORM
Circle your choice
•

The event was well organized/ prepared and gave insights ...
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Hr newspapers - ht - employee engagement activities in hindustan times

  1. 1. 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
  2. 2. 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
  3. 3. 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
  4. 4. 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 4
  5. 5. TABLE OF CONTENTS S.NO. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Topic Executive Summary Introduction Company Profile Literature Review Objectives of the Study Research Methodology Graphical Data Interpretation Recommendations & Suggestions Conclusion References & Bibliography Annexure - Questionnaire 5 Page No.
  6. 6. 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 6
  7. 7. 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. 7
  8. 8. CHAPTER 1 INTRODUCTION 8
  9. 9. 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. 9
  10. 10. 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 10
  11. 11. 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 11
  12. 12. 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. 12
  13. 13. 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. 13
  14. 14. CHAPTER 2 COMPANY PROFILE 14
  15. 15. 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. 15
  16. 16. 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. 16
  17. 17. 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. 17
  18. 18. 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 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. 18
  19. 19. 19
  20. 20. 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 20
  21. 21. 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. 21
  22. 22. 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. 22
  23. 23. 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 23
  24. 24. 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. 24
  25. 25. 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. 25
  26. 26. 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. 26
  27. 27. CHAPTER 3 LITERATURE REVIEW 27
  28. 28. 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. 28
  29. 29. (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 29
  30. 30. 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 30
  31. 31. more relevant measures of effective HR practices. There are many definitions of employee 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 31
  32. 32. culture, and leadership style. Also featured are several case studies from employers who measure and use employee engagement 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. 32
  33. 33. Though it is related to and encompasses these concepts, employee engagement is broader in 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
  34. 34. CHAPTER 4 OBJECTIVES OF THE STUDY & RESEARCH METHODOLOGY 34
  35. 35. 35
  36. 36. 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). 36
  37. 37. 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. 37
  38. 38. • 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. 38
  39. 39. CHAPTER 5 DATA ANALYSIS AND INTERPRETATIONS 39
  40. 40. CHAPTER 5: GRAPHICAL DATA INTERPRETATION Part1.Engagement activities Q1.1Organization conducts engagement activities timely to keep me engaged. Cumulative Frequency Valid Percent Valid Percent Percent Disagree 6 12.0 12.0 12.0 Neutral 6 12.0 12.0 24.0 Agree 32 64.0 64.0 88.0 6 12.0 12.0 100.0 50 100.0 100.0 strongly agree Total Table 4.1 40
  41. 41. 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. . Q1.2Stress relief activities in the organization are satisfactory Frequency Valid Disagree Percent Valid Percent Cumulative Percent 6 12.0 12.0 12.0 Neutral 19 38.0 38.0 50.0 Agree 22 44.0 44.0 94.0 3 6.0 6.0 100.0 50 100.0 100.0 strongly agree Total 41
  42. 42. 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. 42
  43. 43. Q1.3 Engagement activities (contest, events, picnics etc.) makes me look forward to work. Cumulative Frequency Valid Percent Valid Percent Percent 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 Table4.3 43
  44. 44. 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. 44
  45. 45. Q1.4.Recreational facilities provided by the company are better than other media organization. Cumulative Frequency Percent Valid Percent 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 5 10.0 10.0 100.0 50 100.0 100.0 strongly agree Total Table 4.4 45
  46. 46. 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. 46
  47. 47. Coffee session with leaders 2.1.Coffee sessions work form good platform for interactions between employees and leaders Cumulative Frequency Valid Disagree Percent Valid Percent Percent 4 8.0 8.0 8.0 Neutral 18 36.0 36.0 44.0 Agree 21 42.0 42.0 86.0 7 14.0 14.0 100.0 50 100.0 100.0 strongly agree Total PartII. Table 4.5 47
  48. 48. 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. 2.2.Coffee sessions are informative ,interactive, and knowledgeable about company's progress Cumulative Frequency Valid Percent Valid Percent Percent strongly disagree 1 2.0 2.0 2.0 Disagree 1 2.0 2.0 4.0 Neutral 14 28.0 28.0 32.0 Agree 27 54.0 54.0 86.0 7 14.0 14.0 100.0 50 100.0 100.0 strongly agree Total 48
  49. 49. 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. 49
  50. 50. 2.3 There should be more similar sessions with functional or business heads. Cumulative Frequency Valid strongly disagree Percent Valid Percent Percent 1 2.0 2.0 2.0 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 4.7 50
  51. 51. 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. 2.4 I will recommend such sessions to my colleagues Cumulative Frequency Valid strongly disagree Percent Valid Percent Percent 1 2.0 2.0 2.0 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 Table 4.8 51
  52. 52. 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. 52
  53. 53. Company’s intranet Q3.1There should be a blog at company's intranet for the employees to share their experiences Cumulative Frequency Valid Percent Valid Percent Percent strongly disagree 1 2.0 2.0 2.0 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 PartII Table 4.9 53
  54. 54. 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. 3.2.Tick mark your choice of blogs in company's intranet Cumulative Frequency Valid twitter Percent Valid Percent Percent 8 16.0 16.7 16.7 face book 31 62.0 64.6 81.3 LinkedIn 9 18.0 18.8 100.0 48 96.0 100.0 2 4.0 50 100.0 Total Missing Total System 54
  55. 55. 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%. 3.3 Which feature of MyHT is the most engaging & useful. Rate on the parameters of 1(poor) to 5 (excellent). 55
  56. 56. Rate Photo Rate HT Bazaar Rate What’s new gallery (My-HTas (My-HT )as most (My-HT )as most Rate Online most engaging contest (My-HT engaging and Valid Missing Mean and useful as most engaging useful feature N engaging and useful feature feature and useful feature 47 47 48 47 3 3 2 3 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. 56
  57. 57. Part.IV Between Us Q4.1The contribution sent by employees between us magazine sections makes me and my family connected with organization Valid Percen Frequency Valid strongly Percent t Cumulative Percent 2 4.0 4.0 4.0 2 4.0 4.0 8.0 neutral 11 22.0 22.0 30.0 agree 29 58.0 58.0 88.0 6 12.0 12.0 100.0 50 100.0 100.0 disagree disagree strongly agree Total Table 4.12 57
  58. 58. 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 Q 4.2.Puzzles and quiz sections of the magazine gives good reading and interactive value. Cumulative Frequency Valid disagree Percent Valid Percent Percent 4 8.0 8.0 8.0 neutral 14 28.0 28.0 36.0 agree 24 48.0 48.0 84.0 8 16.0 16.0 100.0 50 100.0 100.0 strongly agree Total 58
  59. 59. Table 4.13 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. 59
  60. 60. Q4.3 The news and LT interviews present good insight on the humane aspects of the leaders. Cumulative Frequency Valid Disagree Percent Valid Percent Percent 1 2.0 2.0 2.0 Neutral 22 44.0 44.0 46.0 Agree 21 42.0 42.0 88.0 6 12.0 12.0 100.0 50 100.0 100.0 strongly agree Total Table 4.14 60
  61. 61. 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). 61
  62. 62. Descriptive Statistics N Rate Beyond Work -as Minimum Maximum Mean Std. Deviation 50 1 5 3.46 1.164 50 1 5 3.40 1.143 50 1 5 3.42 1.279 50 2 5 3.44 .993 50 1 5 3.54 1.164 50 1 5 3.20 1.178 50 1 5 3.18 1.224 50 1 5 2.94 1.391 most engaging feature in Between Us magazine Rate Family Time-as most engaging feature in Between Us magazine Rate Travel -as most engaging feature in Between Us magazine Rate Puzzles -as most engaging feature in Between Us magazine Rate News from HT world -as most engaging feature in Between Us magazine Rate Quiz -as most engaging feature in Between Us magazine Rate Cartoons -as most engaging feature in Between Us magazine Rate Leadership Team Interviews -as most engaging feature in Between Us magazine Valid N (listwise) 50 62
  63. 63. Table 4.15 63
  64. 64. 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. 64
  65. 65. FEEDBACK ANALYSIS OF KABAD SE JUGAD- FUN ACTIVITY 1.The activity was new to me. the fun activity kept me engaged and interested. Cumulative Frequency Valid Percent Valid Percent Percent disagree 3 7.5 7.5 7.5 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. 65
  66. 66. Q2. I will recommend my office colleague/ worker to participate in such engagement activities Cumulative Frequency Valid Percent Valid Percent Percent disagree 2 5.0 5.0 5.0 somewhat disagree 1 2.5 2.5 7.5 neutral 4 10.0 10.0 17.5 somewhat agree 7 17.5 17.5 35.0 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. 66
  67. 67. Q3. The activity was well organized/prepared and gave insights on new ways of working in a team Cumulative Frequency Valid Percent Valid Percent Percent strongly disagree 2 5.0 5.0 5.0 disagree 1 2.5 2.5 7.5 neutral 2 5.0 5.0 12.5 somewhat agree 10 25.0 25.0 37.5 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. 67
  68. 68. Q4. The activity was a stress buster. i feel energized to go back to wok Cumulative Frequency Valid Percent Valid Percent Percent somewhat disagree 1 2.5 2.5 2.5 neutral 4 10.0 10.0 12.5 somewhat agree 4 10.0 10.0 22.5 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. 68
  69. 69. Q5. I learned new ways of recycling and reuse of paper Cumulative Frequency Valid Percent Valid Percent Percent disagree 1 2.5 2.5 2.5 neutral 5 12.5 12.5 15.0 somewhat agree 4 10.0 10.0 25.0 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”. 69
  70. 70. Q6. Such kind of activities should happen in future as it keeps us engaged and interested Cumulative Frequency Valid Percent Valid Percent Percent somewhat disagree 1 2.5 2.5 2.5 neutral 1 2.5 2.5 5.0 somewhat agree 4 10.0 10.0 15.0 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. 70
  71. 71. 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 Frequency Valid neutral Percent Valid Percent Percent 7 15.6 15.6 15.6 somewhat agree 16 35.6 35.6 51.1 agree 15 33.3 33.3 84.4 7 15.6 15.6 100.0 45 100.0 100.0 strongly agree Total 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. 71
  72. 72. Q2. The quiz was knowledgeable and interesting. it made me aware of my strengths & weakness Cumulative Frequency Valid Percent Percent neutral 7 15.6 15.6 15.6 somewhat agree 10 22.2 22.2 37.8 agree 19 42.2 42.2 80.0 strongly agree 9 20.0 20.0 100.0 Total Valid Percent 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. 72
  73. 73. Q3. The quiz made me push your limits and exercise your mind to various levels Cumulative Frequency Valid Percent Valid Percent Percent somewhat disagree 3 6.7 6.7 6.7 neutral 9 20.0 20.0 26.7 somewhat agree 9 20.0 20.0 46.7 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. 73
  74. 74. Q4. It was a stress buster. i feel energized to go back to work. Cumulative Frequency Valid Percent Valid Percent Percent somewhat disagree 4 8.9 8.9 8.9 neutral 9 20.0 20.0 28.9 somewhat agree 8 17.8 17.8 46.7 agree 13 28.9 28.9 75.6 strongly agree 11 24.4 24.4 100.0 Total 45 100.0 100.0 Table 4.25 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. 74
  75. 75. Q5. I will recommend my office colleague/co worker to participate in such engagement activities. Cumulative Frequency Valid neutral Percent Valid Percent Percent 4 8.9 8.9 8.9 somewhat agree 11 24.4 24.4 33.3 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. 75
  76. 76. Q6. Such kind of activities/events should happen in future also as it keeps us engaged and interested Cumulative Frequency Valid Percent Valid Percent Percent disagree 1 2.2 2.2 2.2 somewhat disagree 2 4.4 4.4 6.7 neutral 1 2.2 2.2 8.9 somewhat agree 9 20.0 20.0 28.9 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. 76
  77. 77. CHAPTER 6 CONCLUSION 77
  78. 78. 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. 78
  79. 79. • 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. CHAPTER 7 RECOMMENDATIONS & SUGGESTIONS 79
  80. 80. 80
  81. 81. 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. 81
  82. 82. BIBLIOGRAPHY 82
  83. 83. BIBLIOGRAPHY • Attridge, M. (Oct-Dec 2009). Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature . Journal of workplace behavioral heath http://web.ebscohost.com/ehost/detail?vid=4&hid=119&sid=1ed36390-15a9-41eb-917b5fb75bfa80ca%40sessionmgr114&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d %3d#db=bth&AN=45542631 • Markos, S. s. (2010). Employee Engagement: The Key to improving Performance. International Journal of Business & Management , 5 (12). http://web.ebscohost.com/ehost/detail?vid=4&hid=119&sid=1ed36390-15a9-41eb-917b5fb75bfa80ca%40sessionmgr114&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d %3d#db=bth&AN=57936039 • Mone, E. E. ( 2011). Performance Management at the Wheel: Driving Employee Engagement in Organizations. Journal of Business &Psycholology , 26 (2). http://web.ebscohost.com/ehost/detail?vid=8&hid=119&sid=1ed36390-15a9-41eb-917b5fb75bfa80ca%40sessionmgr114&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d %3d#db=bth&AN=60643910 83
  84. 84. • Piersol, B. (2007, April). Employee engagement and power to edge. Performance Improvement . http://web.ebscohost.com/ehost/detail?vid=15&hid=119&sid=1ed36390-15a9-41eb917b-5fb75bfa80ca%40sessionmgr114&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d • Pugh, S. (2008). Employee engagaement at the organisational level of analysis. Industrial and organisational psychology , 1 (1). • Rains, M. S. (2011). Engagaing employees. Professional Safety , 56 (4). http://web.ebscohost.com/ehost/detail?vid=7&hid=119&sid=1ed36390-15a9-41eb-917b5fb75bfa80ca%40sessionmgr114&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d %3d#db=bth&AN=60166988 • Thomas, C. (2007). A New measurement scale for employee engagement. Academy of management annual meeting proceedings . • Tomlinson, G. (2010). Building a culture of high employee engagement. Stategic HR Review , 9 (3). • Upasana aggrawal, S. d. (2007). The relationship between human resource practices,psychological contract and employee engagement-implications for managing talent. IIBM mamangement review , 19 (3). • Wiley, J. W. (2010). Employee engagement. Employment relations today , 37 (2). • http://www.hindustantimes.com/ 84
  85. 85. • http://en.wikipedia.org/wiki/Hindustan_Times ANNEXURE 1 QUESTIONNAIRE ON EMPLOYEE ENGAGEMENT 85
  86. 86. 86
  87. 87. 87
  88. 88. ANNEXURE 2 FEEDBACK ANALYSIS OF KABAD SE JUGAD (FUN ACTIVITY) 88
  89. 89. • 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. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • The activity was well organized/prepared and gave insights on new ways of working in a team Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • The activity was a stress buster. I feel energized to go back to work. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • I learned new ways of recycling and reuse of papers Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • Such kind of activities should happen in future as it keeps us engaged and interested. 89
  90. 90. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree ANNEXURE 3 FEEDBACK ANALYSIS OF BATTLE OF THE BRAINS (Interdepartmental Quiz) 90
  91. 91. 91
  92. 92. 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. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • The quiz was knowledgeable and interesting. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • The quiz made me push your limits and exercise your mind to various levels. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • It was a stress buster. I feel energized to go back to work. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • I will recommend my office colleague/co worker to participate in such engagement activities. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree • Such kind of activities/events should happen in future also as it keeps us engaged and interested. Strongly Disagree…..1…..…2……..3………4…….5………6……..7 Strongly Agree 92

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