ACKNOWLEGEMENT

My deepest thanks to Mr. Sachin Kumar, my mentor at Videocond2h who guided and corrected my various reports with attention and care. He has taken pain to go through the project to make necessary changes as and when needed.

I wish to express my sincere gratitude to Mr Amit Kumar Srivastava my mentor at GNIOT to always being there to help and guide me.

I would also like to thank Employees at Videocond2h, Faculty at GNIOT, friends and family for their kind cooperation and support which helped me in the completion of this project.

Organization Information Docket

Organization Name (SIP): Videocond2h 1) Contact Details: Identity Name

Faculty Mentor

Amit Kumar Srivastava

Industry Mentor

Sachin kumar

HR Head

Ajay kumar

Marketing Head

Sukesh goel

Finance Head

Avanti kanthaliya

2) Company Details (A macro view): Year of establishment 2009

Indian or MNC

Indian

Headquarters

Mumbai

Product Category(e.g FMCG/Consumer durables etc.)

Satellite television

Business Type (B2B/B2C)

B2C

Number of employees (Total)

2000

Revenue of last financial year of the organization No of Locations in India/Worldwide 26 CO(corporate office) & 150 DSO(direct service office) Name the locations in India/Worldwide

3) Company Details (A micro view): Nature of project assigned (e.g. research/sales/client servicing etc.) Work environment (a)Mentors were supportive (b)Employees could go directly to discuss issues to senior bosses if required (c)Working environment was good? Yes Yes Yes Yes No Recruitment

CONTENT

CHAPTER
1 1.1 1.2 2 3 4 4.1 4.2 5 5.1 6 6.1 6.2 7 8 9 10 11 12 13 14 15

TOPIC
Introduction Videocon History Milestones Videocon conglomerate Management of organization Functional Areas Revenue & Retention deptt. Research & Development Videocond2h At a glance Company products Industry overview Current players Profile of competitors Digitization Recruitment & Selection Research methodology Recommendations and suggestions Research questionnaire Limitations of project Conclusions Learnings Bibliography

OBJECTIVE OF PROJECTS
Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The main objectives for undertaking this project are:

To understand the Recruitment process at Videocon d2h

To identify areas where there can be scope for improvement

To give suitable recommendation to streamline the hiring process

To understand the selection process in Videocon d2h.

To understand the decorum of the company

To know how to handle the grievances.

CHAPTER 1 INTRODUCTION

COMPANY PROFILE

Videocon Industries Limited is one of the biggest business conglomerates in India. In 1979 Late Mr. Nandlal Madhavrao Dhoot started this business with great vision. His vision reflects his ideology for business. Videocon is the biggest Indian company. In consumer durables field this company has great reputation in market and among customers. Other two major players LG and Samsung are Korean player that rock entire Asia by their technology. But in India, Videocon not only give them strong challenge but also holding the 2nd position in this sector. Now Videocon group is unfolding its wings to fly in the sky of the globe. For this they are entering in the different segment also. The Videocon group emerges as a USD 2.5 Billion global conglomerate continuing to set trends in every sphere of its activities from a conference room sized assembly line in 1979.

VIDEOCONS MISSION- A reflection of continuity and change: To delight and deliver beyond expectation through ingenious strategy, intrepid entrepreneurship, improved technology, innovative products, insightful marketing and inspired thinking about the future.

1.1 HISTORY

This is started in 1979 but it curved it shape in 1987 by starting manufacturing of colour Television and Washing Machine. These two products made major impact on Indian consumers. Gradually Videocon became the brand of India. After that Videocon never looked back and in year 1989 they launched Home Theater System and Air Conditioner for India. There were only very few player in that market like Philips, BPL, Crown, and Bush etc but among them Videocon successfully made his position.

In year 1991 they started manufacturing of Refrigerators and Air coolers. Till then Videocon Washing Machine became important product in Indian market.

In Videocon there was sea change came in year 1995, when they decided about manufacturing of CRT shell. From here Videocon made a significant change in its policy. They focused on the manufacturing of components which could generates more revenues and help them to keep their product cost low.

In year 1996 they entered in the field of the small home appliances, they started production of mixer and juicer, dice washer, iron, toaster.

First time after its inception Videocon diverse its business and selected a new field of energy by entering into the business of Oil and Gas.

In 1998 they started manufacturing of compressor and compressor motor which help them to reduce cost of the refrigerators and air conditioners.

One of the major achievements comes into the history of the Videocon when they took over Philips India plant. Here Videocon made a significant impact on the Indian corporate.

This was time when Videocon wanted spread

its wing for global business by acquiring

Thomson colour picture tube business in year 2006. In the same year they took over Electrolux three plants. On May 23, 2008, Videocon announced that it is studying an invitation from General Electric (GE) to bid for its century-old appliances division, which it has put up for sale.

1.2 MILESTONES

CHAPTER 2 VIDEOCON- THE CONGLOMERATE

Videocon Group, the Rs 5,000-crore conglomerate, has embraced a new brand identity. The Videocon group has an annual turnover of 4 billion USD, making it the largest consumer electronic and home appliance companies in India. Since 1998, it has expanded its operations globally, especially in the Middle East. Today the group operates through six key sectors: The Brand Trust Report, 2011 has ranked Videocon as the 42nd most trusted brand in India among the top 300 brands. Today the group operates through 4 key sectors:

CONSUMER ELECTRONICS AND HOME APPLIANCES Videocon Industries Limited manufacture, assemble and distribute a comprehensive range of consumer electronics, products and home appliances, including finished goods such as television, Home entertainment systems, refrigerators, Washing machines, Air Conditioners and other small

household appliances and components such as glass shell(panels & funnels), compressors, motors etc. OIL AND GAS In the domestic oil & gas business, the Group has interests in exploration, prospecting and an intention to get into gas distribution. Beyond borders, Videocon is displaying considerable entrepreneurial flair by becoming active in bagging exploration and production in countries like Brazil, Mozambique, East Timor, Indonesia and Australia. This gives the Group hegemonic status in those countries along with the possibility of earning extraordinary profits. POWER BUSINESS The Company is developing the Pipavav power project through a wholly- owned subsidiary of the Company, Pipavav Energy Private Limited. The Project is designed to have a capacity of 1200 MW and comprises two units of 600 MW each.

The Company is also developing the Chhattisgarh power project through a wholly- owned subsidiary of the Company, Chhattisgarh Power Ventures Private Limited. The Chhattisgarh power project is designed to have a capacity of 1200 MW and comprises two units of 600 MW each. TELECOMMUNICATION Videocon Group operate the GSM mobile services through Videocon Telecommunications Limited (VTL). VTL was granted a license by the Government of India to provide unified access services in the following 21 circles in India: Delhi, Mumbai, Tamil Nadu, Chennai, Kolkata,

Maharashtra, Gujrat, Andhra Pradesh, Karnataka, Kerala, Haryana, Uttar Pradesh(West), Uttar Pradesh (East), Rajasthan, Madhya Pradesh, West Bengal, Himachal Pradesh, , Bihar, Orissa, Assam, North East, Jammu & Kashmir. DTH In 2009, Videocon launched its DTH product, called 'd2h. As a pioneering offer in the Indian d2h market, Videocon offered LCD & TVs with built-in DTH satellite receiver with sizes 19" to 42". This concept in the DTH service is relatively new in the presence of other players like ZEE TV's Dishtv, Tata Sky, Airtel Digital TV and Reliance's BIG TV providing only the set top box.

CHAPTER 3 MANAGEMENT OF THE ORGANISATION

MR. VENUGOPAL NANDLAL DHOOT is the current Chairman of the company. Under his leadership Videocon is increasing its height of business. Mr. C M SINGH is Chief Executive Officer of its consumer durable business. There is a Board of Directors in Videocon that keeps the company on the path of success.

BOARD OF DIRECTORS

Mr. Venugopal N Dhoot Mr. Pradipkumar N Dhoot Mr. K C Srivastava

Mr. Satyapal Talwar Mr. S Padmanabhan Maj. Gen. S C N Jatar Mr. A. G. Joshi Mr. RadheyShyam Agarwal Mr. GirishNayak - ICICI Bank Limited

CHAPTER 4 FUNCTIONAL AREAS

Company has many functions each and every function is very important for the organization. Major functional areas are followings:-

FINANCIALS FUNCTIONS
In this they practice all the function of the finance. But major are followings Control over all cash inflows and outflows. Taxation Tight control over miscellaneous expenses.

MARKETING FUNCTION
In this they practice every possible thing which develop and build the image of the company. Major activities are followings Branding Advertisement Marketing Intelligence About Competitors About dealers, sub dealers and distributors

Measuring impact of the marketing activities like Road shows Canopies Canter Activities Dangler hanging, Postering and In-shopping Advertisement in print & electronic media

Taking feedback of the dealers and distributors about advertisements Design new marketing ideas to create awareness and image building

PRODUCTION AND OPERATION

In this area they use only one slogan Reduce cost, gain market but never compromise with quality Major functions are followings: Control over inventories (not more than 3days) Reduce wastage As this company is eco friendly, so they practice it in their production line also. Energy efficiency Use non conventional energy sources also (solar and wind energy)

INFORMATION TECHNOLOGY
Now information is the business, this line is in practice in Videocon. They provide best possible information facility to their employee. They have their own intranet network inside the organization. They have [Link]. It gives employee to work from house and give direct contact to the head office. Company provides enough facility to its employees to work inside and outside of the organization. These facilities make them efficient and faster to work proper and within given time. For all other information they have Videoconworld .com also. It is the biggest source of information for internal and external customers. This site does not only give the proper information about the company but also give information about industry as well as. They have trend analysis of the industry which gives the visitors more satisfy to visit the site.

HUMAN RESOURCE
As this company is stiff challenge from their competitors so they are focusing to recruit people with passion of work for organization and they must have combination of creativity and knowledge of how to implement plan properly. Selection of right kind of people for right kind of job Training Creating positive atmosphere for work Enrich employee efficiency for productivity Rate employee for their performance

LOGISTICS

This company has many MOD agreements with Sansui, Electrolux, Kenstar, Kelvinator and AKAI. There is complexity for logistic department. They are responsible for dispatching all goods on time. They are very important for the company and its logistic policy. Its Integrated Logistic Policy for all the products and all brands is very useful. Their few rules are following Delivery of all orders within 24 hours All products should be delivered in proper condition There must not be any mismatch in delivered and ordered goods Defective good must be taken back to official warehouse

QUALITY MANAGEMENT INITIATIVE

This company follows ISO 9001 as its quality tools as they are work in very competitive environment so there is very less chance of error. By implementing ISO standards they are able to reduce the cost of its product to give competition to its competitors. They never forget that safety and health concern about its employees. So they can work in such atmosphere which enhances their productivity.

RESEARCH AND DEVELOPMENT

The Company aims to inspire consumers around the world with innovation and fun through its unique combination of technology and entertainment based on its consumer electronics and home appliances businesses.

The Company continues to give utmost importance to R & D. Its focus on developing existing technologies and product engineering innovation, aimed at improving production efficiency leading to lowering cost of production. The Company has R & D centers located at Aurangabad, Gurgaon and in China with skilled engineers/experts working continuously on new products development. With the R & D centers working non-stop, your Company launched several products in CTVs, FPDs, refrigerators and fully automatic washing machines during the accounting year 2009-10. R & D activities include: Market Trend analysis; Study/Analyze Customers demands and changing needs; and Design/Develop products suitable for Indian climatic conditions as well as same for Export market.

REVENUE AND RETENTION DEPARTMENT IN VIDEOCOND2H

When a company sells its product i.e. Set top box , it is an investment made by the company. The real revenue the companies in the DTH industry obtain is from the regular recharges that the end customers do in order to maintain the connection. After the break-even point, when there is no profit and no loss, the company starts earning revenue. The churning rate of customers in this industry is on higher side, therefore maintain the customers loyal towards ones own brand becomes a difficult task for the companies.

The reasons for churning are Cheap cable rate- cable operators are the biggest threat for any company in this industry. They provide cable connection at a cheaper rate. But with cheaper rates they do not provide a good quality picture viewing. After-sale services- The customer tends to prioritize towards those brands that provide best services in minimum rate. Therefore, the after-sale services becomes important to the company in reducing their churning rate by providing best services. Competitive product- For the customers it does not take a minute to switch the brand with one of the competitive. The company have to be very careful in administering their different strategies.

In Videocond2h, there is a separate department called REVENUE AND RETENTION which focuses on customer retention strategies notifying the customers for the recharge in advance allowing recharge on the door step of the customers regular interaction with the customers and taking care of any problem that arises out of the set top box or the connection.

This department is a customer friendly and makes the strategies in favor of the customers and making them fully satisfied.

CHAPTER 5 VIDEOCOND2H- AT A GLANCE

Videocon d2h, the DTH arm of Videocon group is the fastest growing DTH service provider in India. Videocon d2h has 366 Channels and Services on its platform. It uses the revolutionary MPEG 4 DVBS -2 technologies. It has many exciting features like Multiple Tickers, 12 PIP Mosaic, 21 Active Music Audio Video Channels, d2h movies. It carries the highest number of sports channels and all GEC channels on its platform. It also has the highest number of regional language channels in Kannada, Bengali, Marathi, Oriya and North East.

Videocon d2h has been awarded the 4th most successful brand launch of the year 2009across all product categories in the Brand Derby survey carried out by Business Standard. Along with HD, customers will also be able to enjoy 3D content and experience the new world of Digital Entertainment on Indias 1st HD-DVR with 3D. Our Satellite DVD was also awarded the Product of the Year (POY) 2010 Award. Videocon d2h launched May 1, 2009. it came with a very good strategy for selling both of its electronic products like TVs DVDs along with the new set top box. This is offering direct to TV without any set top box also. Only the antenna is enough, it also came with DVD which is connected directly to the TV or antenna is connected to DVD which gives a best quality of output. In addition to all popular television channels, the Videocon d2h platform will offer many new features and exciting interactive services, thus becoming a one-stop shop for all the entertainment needs of customers. As a pioneering offer in the Indian DTH market, Videocon d2h offered Satellite LCDs & TVs which were DTH enabled with sizes ranging from 19" to 32". This concept in the DTH service was an innovation in the presence of other players like Dish TV, Tata Sky, Airtel Digital TV, Sun Direct and Reliance Digital TV providing only the set top box. As of April 2012, Videocon d2h offers 330+ channels and services which include 17 HD channels, 1 3D channel and 21 Active Music Services. In May 2012, Videocon d2h launched its HD Digital Video Recorder (DVR) box with 3D which could record live content. With the launch of its 3D Set Top Box (STB), Videocon d2h became the first DTH provider in India to offer a 3D compatible STB since none of the other DTH providers had a 3D compatible Box.

VISION
To be a DTH category innovator with most advanced products and services.

MISSION
To strive towards making brand Videocon d2h, the highest top of the mind recall in the DTH category with strongest brand equity and most satisfied customer base.

AWARDS & ACHIEVEMENTS Since its inception in 2009 Videocon d2h has won many awards and recognitions. Videocon d2h won the Product of the year Award in 2010 for its Satellite DVD . This was achieved in a short span of a year since its launch. Videocon d2h was also selected as the 4th most successful brand launch of the year 2009 across all product categories in the Brand Derby survey carried out by Business Standard. Also the first to launch HD 3D DTH Services in the country. Videocon d2h -Awarded Winner For Best SEO at IDMA 2012

PRODUCTS
Satellite box Mosaic (12 PIP) - Genre wise Favourites Multilingual Channel Guide Preview Screen(Full Guide) Info Bar Tickers Active Services - Direct Active ( State, Channel & East)

HD satellite box (with 3D) High Definition Satellite Box Full HD Picture Quality (1080i) 5 x times Digital Quality Picture HDD Sound High Definition Digital Sound 16:9 Wide Aspect Ratio Active Music Space Multiple Tickers d2h Movies

Satellite HD DVR Full HD Picture Quality (1080i) 5 x times Digital Quality Picture HDD Sound High Definition Digital Sound 16:9 Wide Aspect Ratio Record up to 200 hours Slow motion feature

Satellite DVD Co-axial Digital Audio Output Smart Power Control DTH enabled Satellite DVD USB Port Multimedia Card Port DVD / MP3 / VCD / SVCD / ACD / KODAK DiVX / MPEG-4 compatible Power Resume DTH Set Top Box not required

Satellite LCD Inbuilt D2H UV Glossy Look HD Ready 200000:1 Contrast Ratio MPEG4 & DVB S2 Technology Tickers

Energy Meter Capture Logo

5.1 ABOUT BHARAT BUSINESS CHANNEL LIMITED (BBCL)

BBCL is a new and separate company that has been floated for this purpose by the Videocon promoters. D2H is the brand name under which the service will be offered.

CHAPTER 6 INDUSTRY OVERVIEW

HISTORY
The history of Indian television dates back to the launch of doordarshan, Indias national TV network in 1959. The transmission was in black & white. The 9 th Asian games which were held in 1982 in the countrys capital New Delhi heralded the mark of color TV broadcasting in India. In 1991, Indian economy was liberalized from the License Raj and major initiatives like inviting foreign direct investments, deregulation of domestic business emerged. This lead to the in flux of foreign channels like Star TV and creation of domestic satellite channels like Sun TV and Zee TV. This virtually destroyed the monopoly held by doordarshan. In 1992, the cable TV industry started which lead to revolution. Every city in the India had a complex web of co-axial cables running through the streets with a new breed of entrepreneurs called as cablewallahs or Local Cable Operators (LCO) taking in

charge of distribution. The film industry was shocked by this sudden growth and there were even organized protests for calling off the Cable TV industry. There were simply too many cable operators in the country and the channels had a difficult time in getting its returns as the existing system was a non-addressable and the operators could simply give a reduced number of subscribers to amass profit. This lead to the emergency of a new breed of firms called as Multi System Operators (MSO) who had heavy financial muscles to make capital investments. . The MSO industry became highly monopolistic which warrants government participation to ensure competition. Later on, the United Front Government had issued a ban on use of ku band transmission. After a change of government, the ban got lifted finally in 2001 and TRAI issued the guidelines for operating DTH. Countrys first private DTH license was awarded to Dish TV in 2003 which started operations in 2004. PrasarBharati also started its product DD-Direct+. DTH Digital TV system receives signals directly from satellite through the dish, decodes it with the Set-Top Box and then sends stunningly clear picture and sound to TV which is the business under taken by some companies by observing the rate of growth and scope for business & opportunity in the Indian market which has 120 million viewers of TV. The Indian entertainment and media industry is not far behind. It is currently estimated at a worth of Rs.450 billion with a CAGR of 18% over the next 5 years. Terms which were alien to Indians like capital DTH, digital cables, IPTV are suddenly finding presence in the countrys journals. In 2007, TRAI proposed a new initiative by name Head end-In-The-Sky (HITS) Model as an alternative to the existing cable distribution. Instead of the MSOs providing the bundle, there will be a single HITS operator who will prepare the bundle of channels and beam it to the Headed in

the satellite. The LCOs can receive this digitalized bundle and deliver to the individual homes. With HITS, country wide implementation of CAS becomes instantaneous and cost-effective. This benefits both the broadcasters and the customers by ensuring Addressability, Better quality of service and increased number of channels. Another emerging trend is the IPTV which is yet to be regulated and one can expect lot of action in this sector. According to a report on Direct to home (DTH) service, it predicts that India would overtake Japan as Asias largest DTH by 2010 and be the Asias leading cable market by 2010 and the most profitable pay-TV market by 2015.

WHAT IS DTH?
DTH is an acronym for Direct to Home service. DTH is a digital satellite service that provides television viewing services directly to subscribers through satellite transmission anywhere in the country. In this a dish is placed outside a home which helps in receiving the signals and broadcasting the transmission onto a television. The signals are digital by nature and are received directly from the satellite. The digital signals provide optimum quality in all features and make viewing an absolute pleasure. Features like 1080i resolution, 16:9 Wide Aspect Ratio, 5 Times Digital Picture Quality and HDD Sound add to the incredible experience of television viewing.

With DTH, you will also be able to view High Definition (HD) channels, more number of dth channels and you can customize the package as per your choices.

High Definition is another path-breaking technology in television viewing. With HD DTH the images are even sharper and clarity is further enhanced than normal DTH viewing. Under the gamut of DTH providers in India, Videocon d2h offers you the highest number of channels (333) along with the highest number of sports and regional channels. Also, as a customer you may want to watch only selected channels, d2h offers you an opportunity to customize your package plan as per your preference. So you end up paying only for what you want to watch. In DTH the customer will receive broadcasting signals directly from the satellite on his set top box (STB); so that automatically means fewer disturbances. The pictures broadcasted are of superior quality and carry crystal clear sound. Another big advantage is that the viewer can opt to watch programs of their choice with a wide range of channels and packages available. The package can be totally customized based on the choice of the viewer. DTH enables the customer to select and pay for only what he wants, unlike a single package provided by cable operators. There are only handful cable operators who have an organized set up and are large enough to be able to switch from analog signals. It is practically impossible for other cable operators to provide digital signals because of the cost involved. Even if they provide the Set Top Box, they cannot match the bandwidth by the organized sector.

THE INDIAN DTH MARKET

The structure of the DTH industry in India can be categorized as an Oligopoly. An oligopoly is a market form in which a market or industry is dominated by a

small number of sellers (oligopolists). An oligopoly is a market dominated by a few large suppliers. The degree of market concentration is very high. Firms within an oligopoly produce branded products and there are also barriers to entry.

6.1 CURRENT PLAYERS IN THE MARKET

DD DIRECT+ DISH TV TATA SKY SUN DIRECT BIG TV AIRTEL DIGITAL TV

6.2 Brief profile of players in the industry-

DD DIRECT+

Doordarshan is the public television broadcaster of India and a division of PrasarBharati, a public service broadcaster nominated by the Government of India. It is one of the largest broadcasting organizations in the world in terms of the infrastructure of studios and transmitters. Recently, it has also started Digital Terrestrial Transmitters. On September 15 2009, Doordarshan celebrated its 50th anniversary. Doordarshan had a modest beginning with the experimental telecast starting in Delhi on 15 September 1959 with a small transmitter and a makeshift studio. The regular daily transmission started in 1965 as a part of All India Radio. The television service was extended to Bombay (now Mumbai) and Amritsar in 1972. Till 1975, seven Indian cities had television service and Doordarshan remained the only television channel in India. Television services were separated

from radio in 1976. Each office of All India Radio and Doordarshan were placed under the management of two separate Director Generals in New Delhi. Finally Doordarshan as a National Broadcaster came into existence. National telecasts were introduced in 1982. In the same year, color TV was introduced in the Indian market with the live telecast of the Independence Day speech by then Prime Minister Indira Gandhi on 15 August 1982, followed by the 1982 Asian Games being held in Delhi. Now more than 90 percent of the Indian population can receive Doordarshan (DD National) programmes through a network of nearly 1400 terrestrial transmitters and about 46 Doordarshan studios produce TV programs today. DD Direct+ is a free Direct to Home (DTH) service that provides satellite television and audio programming to households and businesses in the Indian subcontinent. Owned by parent company Doordarshan, DD Direct Plus was launched on December 16, 2004.

DISH TV
Dish TV is the first private DTH satellite television provider in India, using MPEG-2 digital compression technology, transmitting using NSS Satellite at 95.0. Dish TV is a division of Zee Network Enterprise (Essel Group Venture). EGV has national and global presence with business interests in media programming, broadcasting & distribution, speciality packaging and entertainment. Zee Network incorporated dishtv to modernize TV viewing. By digitalizing Indian entertainment, this enterprise brought best television viewing technology to the living room. It not

only transmits high quality programmes through satellite; but also gives a complete control of selecting channels.

DTH service was launched back in 2004 by launching of Dish TV by Essel Group's Enterprises. Dish TV is on the same satellite where DD Direct+ is. Dish TV started its service in Pakistan with the collaboration of Budget Communication. Dish TV was only DTH operator in India to carry the two Turner channels, Turner Classic Movies and Boomerang. Both the channels were removed from the platform due to unknown reasons in March 2009. Dish TV uses NSS-6 to broadcast its programmes. NSS-6 was launched on 17 December, 2002 by European-based satellite provider, New Skies. Dish TV hopped on to NSS-6 from an INSAT satellite in July 2004. The change in the satellite was to increase the channel offering as NSS 6 offered more transponder capacity.

TATA SKY

Tata Sky is a DTH satellite television provider in India, using MPEG-2 digital compression technology, transmitting using INSAT 4A at 83.0. Tata sky is incorporated in 2004; Tata Sky is a JV between the TATA Group and STAR. Tata Sky DTH endeavors to offer Indian viewers a world-class television viewing experience through its satellite television service. VikramKaushik is present CEO of Tata Sky Ltd. The TATA Group is one of India's largest and most respected business conglomerates. It comprises 93 operating companies in seven business sectors and diversified group: information systems and communications, engineering, materials, services, energy, consumer products and chemicals. The TATA Group has operations in more than 40 countries across six continents and its companies export products and services to 140 nations.

The Group and its enterprises have been steadfast and distinctive in its adherence to business ethics and their commitment to corporate social responsibility. This is a legacy that has earned the Group the trust of many millions of stakeholders in measure few business houses anywhere in the world can match. In October 2008, Tata Sky announced launching of DVR service Tata Sky+ which allowed 45 hours of recording in a MPEG-4 compatible Set Top Box. The remote is provided with playback control keys and is being sold with special offers for existing subscribers. Tata Sky was selected as a SUPER BRAND for the year 2009-2010 by an independent and voluntary council of experts known as Super brands Council. It is the only Indian DTH to have won this distinction.

SUN DIRECT

Sun Direct is a DTH satellite television provider in India, using MPEG-4 digital compression technology, transmitting using INSAT 4B at 93.5E. It is the country's first MPEG 4 technology DTH service provider. Sun Direct is a DTH service in India headquartered in Chennai, Tamil Nadu. Sun Direct TV was registered in February 16, 2005. However, the failed launch of INSAT 4C resulted in a lack of transponders, delaying the launch. The service was finally launched on December 2007 after availability of transponders from INSAT 4CR. Because of the lowest pricing of any DTH in India Sun Direct spread rapidly all over the country. On December Sun Direct was launched in Mumbai and announced its pan India launch. By 2009 it became leading DTH provider with 3 million subscribers. This makes it 4th largest DTH service provider of India. In April 2009 Sun Direct officially launched its High-Definition service in India. Sun Direct uses the latest MPEG-4 based technology to increase broadcast capacity.

Sun Direct provide next-generation services in fast-growing and emerging markets quickly and efficiently. Sun Direct selected Oracle based on its convergent multi-service capabilities and proven real-time scalability allowing it to consolidate billing operations, enables powerful new service offerings and improves visibility into customer information across services.

BIG TV

Reliance BIG TV is a DTH satellite television provider in India based in Navi Mumbai, using MPEG-4 digital compression technology, transmitting using MEASAT-3 91.5east. It is the 5th DTH service launched in India. Reliance BIG TV limited is a part of Reliance Communications Ltd., a subsidiary of Reliance Anil Dhirubhai Ambani Group founded by the Late Dhirubhai Ambani, the Indian business tycoon and owned by his son Anil Ambani. BIG TV started operations from 19 August 2008 with the slogan "TV ho Tho BIG Ho" ("If you have a TV, make it BIG"). It currently offers close to 200 channelsand many interactive ones, 32 cinema halls (i.e. Pay Per View Cinema Channels) as well as many Radio channels. The company plans to increase the number of channels in the near future to 400 and begin High Definition (HD) broadcast. It is the first Pan-India DTH provider that uses MPEG-4 for broadcasting. There are also plans to introduce services like i-Stock, i-News and other such interactive services in the future. Reliance BIG TV was launched on August 19, 2008 with the sole aim of providing the consumer with quality and enriched home entertainment service at value-driven pricing. Reliance BIG TV's

launch in August was probably the biggest roll-out in home entertainment ever and deployed the most advanced MPEG4 technology that enabled them to deliver best quality digital audio-video to the consumer. It also got prepared for the future when Hi-Definition TV will be launched in India because only MPEG4 technology can support HD TV and not MPEG2 which is used by the earlier entrants in the DTH industry. Reliance BIG TV's retailer network is spread across 100,000 outlets in 6,500 towns in India. This was literally unheard of in the DTH industry. They had effectively out-stripped the competition here. When it came to pricing packaging, their introductory offer stood at Rs. 1,490/- with 3 to 6 months of free subscription. They also introduced 32 Pay-Per-View Movie Channels, the highest by any DTH player.

AIRTEL DIGITAL TV

BhartiAirtel Limited is the flagship company of Bharti Enterprises and is Indias largest integrated and the first private telecom services provider with a footprint in all the 23 telecom circles. As India's leading telecommunications company, the Airtel brand has played the role of a major catalyst in India's reforms, contributing to its economic resurgence. Airtel since its inception has been at the forefront of technology and has steered the course of the telecom sector in the country with its world class products and services. Airtel Digital TV is a DTH (Direct to Home) service from BhartiAirtel. It uses MPEG-4 digital compression with DVB-S2 technology, transmitting using INSAT 4CR 74E

Airtel digital launched on 8 October, 2008 with a 360 degree mega campaign 'Come Home to the Magic. Since then it has launched 2 other campaigns: Stars come home (March 2009) and DTH Picture Clarity(August 2009) has increased its channel base to 183+ channels. Airtel digital TV is now amongst the fastest growing DTH brands in the country and is available across 5000+ towns in India. It has also been ranked as the best DTH service by Living Digital magazine.

Airtel chief Sunil Mittal said that Airtel digital TV and other DTH players have a bright future in Indian market as the people are getting more attracted towards DTH because of its quality and affordability.

CHAPTER7

DIGITIZATION: THE WAY AHEAD FOR INDIAN TELEVISION

The recent ordinance passed by the Govt. of India on the mandatory digitization of the Cable Services. According to the amendment made in the section 9 of the Cable Television Networks (Regulation) Amendment Ordinance, 1995, the I&B ministry will make digital addressable system mandatory. The Television Networks (Regulation) Amendment Bill of 2011 enshrines in law the Indian government's goal of moving all analogues broadcasting to digital signals. The process will be implemented in a series of phases, but the bill's 'sunset clause' stipulates the total switch-off of analogue signals by the end of 2014. By that time, the 88 million households estimated to be receiving analogue cable-TV services will have to be moved onto digital platforms. The measure will empower consumers to an increased number of channels and high quality viewing. There will be no price band after introduction of digitization. Viewers will be able to access digital services through a set top box. Thus the customers will be facing the black out of the signals in major metros like Mumbai, Delhi, Kolkata, and Chennai by June 30th 2012. The cities with more than one million populations like Pune, Ahmedabad and Bangalore will have to mandatorily shift to digitization by March 31, 2013. The deadline for complete digitization in urban areas is September 30, 2014 while the entire country is expected to achieve digitization by December 31, 2014.

The pay-TV value chain in India has three main elements (see Figure in next page): Broadcasters on one side Distributors in the middle consisting of a combination of multi-system operators (MSOs) and local cable operators (LCOs) on the cable side, and direct-to-home (DTH) players on the satellite side Customers at the end of the value chain.

Every Household in India must have a Digital Set Top Box post the deadline to watch TV-

1) The process of Digitization will definitely benefit the Television Viewers in India. Digitization in India will mean that TV viewers will have access to, Digital Picture and High Definition Digital (HDD) Sound Quality. The real advantage for TV viewers will be when they opt for a DTH Service provider like Videocon d2h.

2) TV viewing services in India is provided mainly by three mediums Analogue Cable Services, Digital Cable Services and Digital DTH Services. Analogue cable services have been existing in India for more than two decades in India. However, analogue cable services have limited number of channels and do not have extra features which Digital DTH Services have. Digital DTH services in India have been started less than a decade back and are gaining popularity and acceptance in India mainly because of their unique features. The advantage of digital DTH services over the analogue cable services is that digital DTH services have superior picture and Sound Quality.

End customers will enjoy greater choice, and at not much greater prices Customers will benefit in terms of:

Greater number of channels available Improved picture quality

 Choosing and paying only for those channels that they actually want Access to value-added products and services, such as digital video recorders (DVRs), PremiumVoD and so on.

Finally, driven by demand dynamics and high competition, the price that the customer will pay for all of these better, additional choices and features is not expected to be drastically higher than the current price of analogue cable TV.

DTH satellite players would benefit from cable TV churn

DTH satellite TV players are therefore a potential beneficiary of mandatory digitization of cable TV: the 20% of analogue cable-TV homes that are expected to churn from analogue cable represent a significant potential increase in DTH subscriber numbers. Additionally, DTH players are hoping that they can follow digital cable's lead, and increase their ARPU in line with the increased fee charged for digital cable products.

NEW FACILITIES PROVIDED BY OPERATORS

The DTH players are all geared up. Not for providing you cheaper prices this times, but something as equally important if not better, which is getting you new features (and no, we are not talking about a new game or another active channel this time). These features are all the things youve always desired on your STB, and the stuff weve been talking about since quite some time now. As the title of this article goes, expect the unexpected. But let me list some features we at SaveOnDish are looking forward to from DTH players. 1. Recording facility: Tata Sky Plus already has this, and now it is expected from the other players including Dish TV and Airtel DTH to start offering their viewers with an option such as this so that they could also record their favorite programs in one go and watch them later. I personally am getting TS+ for this very feature and there is a lot of room for clientele when it comes to services like these. 2. Internet: The rumors have been doing the rounds since quite some time now. Big TV is giving out Internet trials on their STBs as well, and it can very well be anticipated that soon Internet on your STB will be a reality. Especially when it comes to players such as Tata, Big TV and Airtel who already have separate Internet services going on. It shouldnt be that big a surprise if they incorporate Internet into their STBs as well in the near future. 3. Better Games: I remember someone suggesting an Xbox live type orifice inside STBs, so people can connect and play games with other DTH subscribers, and games that are of

decent quality none the less! We at SaveOnDish have heard such plans being in development way too many times, and it is only a matter of time when we actually get this on our very own STBs. 4. Many other things: This list could go on and on and on for a long time. DTH companies are sure gearing up for the upcoming competition as well as taking steps to stay in business with the existing ones.

CHAPTER 8

RECURITMENT AND SELECTION

Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. All companies in any industry can benefit from professional recruiters or outsourcing the process to recruitment agencies.

The recruitment industry exists basically in four forms:

1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities. 2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource (HR) department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner.

3). headhunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing. The stages in recruitment include sourcing candidates by networking, or other advertising methods. Utilizing professional interviewing techniques to understand the candidates skills but motivations to make a move, screening potential candidates using testing (skills or personality) is also a popular part of the process. The process is meant to not only evaluate the candidate but also evaluate how the candidate will fit into the organization. The recruiter will meet with the hiring manager to obtain specific position and type information before beginning the process. After the recruiter understands the type of person the company needs, they begin the process of informing their network of the opportunity. Recruiters play an important role by preparing the candidate and company for the interview, providing feedback to both parties and handling salary/benefits negotiations.

PROCESS

OF RECRUITMENT AND

SELECTION

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

1) Identifying the vacancy The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contains Posts to be filled, Number of persons, Duties to be performed, Qualifications required

2) Preparing the job description and person specification. 3) Locating and developing the sources of required number and type of employees (Advertising etc). 4) Short-listing and identifying the prospective employee with required characteristics. 5) Arranging the interviews with the selected candidates.

6) Conducting the interview 7) decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

RECURITMENT AND SELECTION PROCESS IN VIDEOCOND2H

1) Screening of resumes In this the resumes are taken out from the job portals like

[Link] for taking out the candidates. 2) Short listing the resumes By taking out the resumes from the job portal the final short listing is done by going through the resumes and find out the right match for the job profile. 3) Calling for interviews After short listing the suitable candidate, then is the step to call all the candidate regard the position plus informing them about their job profile, salary, interviews time, venue and date. 4) Personal Interviews In this stage, interviews are conducted and the interviewer gets a chance to know the interviewee better by asking him/her relevant questions about themselves, about the background, present and future plans. 5) Joining Formalities When the candidate is selected for the profile in question then he has to fill out some forms regarding his joining like his joining report in which he has to mention all the personal details and his education and experience details. He also has to submit his documents for the same plus the documents of his Identity proof and his medical certificate. 6) Induction program In this step the new employee is welcomed into the company by

giving the introduction of the industry, the company, and his work. He also gets introduced by other employees of the company. 7) Training This is done according to the job profile of the employee.

HUMAN RESOURCE DEPARTMENT IN VIDEOCOND2H

As this company is stiff challenge from their competitors so they are focusing to recruit people with passion of work for organization and they must have combination of creativity and knowledge of how to implement plan properly.

Selection of right kind of people for right kind of job

Training

Creating positive atmosphere for work

Enrich employee efficiency for productivity

Rate employee for their performance

FIGURE: COMPANY OUTSIDE VIEW

CHAPTER 9 METHODOLOGY

Company with a high level of attrition and therefore recruitment process becomes a crucial function of the organization. At Videocon d2h, recruitment is all time high. A high emphasis is given to recruitment and selection process. Since my summer training was in the months of May-June, it gave me the opportunity of involving myself directly with the recruitment process and analyzing the process so that suitable recommendations can be given. This project is centered on identifying best hiring practices in the company. It therefore requires great amount of research work. The methodology adopted was planned in advance so as to collect data in the most organized way. My area of focus was the recruitment and selection at Videocon d2h. I was directly involved with the recruitment for candidates. I was particularly involved with the sourcing of candidates. Before any task was undertaken, I was asked to go through the HR policies of company so that we get a better understanding of the process followed by them. The first task was to understand the various job profiles for which recruitment was to be done. The next step was to explore the various job portals to search for suitable candidates for the

job profile.

Once the search criteria were put, candidates went through a telephonic interview to validate the information mentioned in their resume. A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities. Firstly the candidate had filled up the personal data form.

Then the candidates INTERVIEW EVALUATION SHEET which is provided by interviewer was crosschecked by the HR team. If they think that the candidate was good to hire or not. When a candidate cleared his first round, he is then made to take an online aptitude test. We created the online aptitude test. It the HR department, which has the exclusive rights to assign test, codes to the candidates. Each code was unique and could be used only once by a candidate. I was involved in assigning codes and administering the test

Once the candidate completed his first assessment, his scores were checked. If he cleared his cut-off he was given another test. I had the responsibility to make sure that candidates complete all formalities and had to

regularly follow up with them. Then maintain a regular updating of the database.

Understanding what kinds of database are maintained and how they help in keeping a record.

I was also involved in maintaining a track of test codes given, the database for employee referrals, Database for the resumes received through mails and response of advertisement.

RESEARCH METHOLOGY

For conducting any research you should follow a research methodology .Research methodology is a science which helps us in identifying and deciding the entire method of research. My research methodology is given below-

Date Source: Data source means from where I collect my data for research. I use both primary and secondary sources for data collection.

Primary source Secondary source

::-

Through Questionnaires Through Internet, Journals, News papers and Misc.

I collect my primary data through questionnaires . I prepare questionnaire in order to collect primary data. I collect my secondary data through company website, internet, journals, news papers etc.I also collect my secondary data from company heads.

Data Collection Procedure :- Survey I used survey method in order to collect my data.

Research Instrument :- Structured Questionnaire. I used structured type of questionnaire having closed ended questions. I used closed ended questions instead of using open ended questions because I want to gather information which help me out to carry my project and if I will use open ended questions so respondents are free to answers in their own point of view.

Sample Size : - 35 Employees. I used 35 employees as a sample size of whole population.

Sampling method:- Convenient sampling method. Convenient sampling method is that type of sampling method where the investigator conduct the sampling and survey according its own convenience. Means that investigator ask the questions from its near bys.

Sample Area : - work done in Videocon d2h company office at gurgaon. Sample area means the area from where the investigator collects its sample.

Sampling unit- Data was gathered from various employees working at various positions in company.

PROJECT SCHEDULE :-

First 1 week Second week Third Fourth week Fifth week Sixth week Seventh week Eighth week

:-Training program from the company. :-Collecting the primary and secondary data. :- Study Recruitment & Selection Process :-Designing the questionnaire . :-Conducting the survey in RO. :-Analysis of Data Collection. :-Final Report preparation and presentation.

CHAPTER RECOMMENDATIONS AND SELECTION

Compress the "white space" in your hiring process.

White Spaces are delays in hiring process that are unproductive, waste time, and virtually assure you'll lose talented candidates. Often the longest delays occur between critical selection events. For example, a recruiter may need several weeks to screen a few hundred resumes from the Web job boards, or candidates who make it through screening may wait weeks to interview with a hiring manager. Sometimes, because of busy schedule of senior managers and sometimes because of tight schedule of candidate, the interview has to be postponed. This delay could be minimized by scheduling interviews in the regional locations. It is recommended to reduce the turnaround time for the recruitment and selection process. It must be made mandatory for the candidates to take the test, filling up forms etc within the stipulated time, this

will make sure that the candidates do not hold casual attitude and take the recruitment process more seriously. Additionally it can send across a positive image about the company. White space in recruitment can be compressed by the use of IT also. Technology (such as automated or Web-based tracking) is ideal for eliminating unnecessary steps and reducing delays.

Tie up with more & more consultants from multiple segments

Since the limited placement agencies are sourcing candidates to all insurance companies, there often comes the problem of duplication of data. Therefore it is recommended that more and more consultants should be tied up from multiple segments to attract large pool of new and fresh talent.

Know what you're looking for in candidates.

It is observed that the candidates sourced by placement agencies and send for further rounds of interviews are rarely found suitable by the hiring managers. Therefore, in case there is need to utilize the service of a placement agency, then it is recommended that these placement agencies be given a well drafted job description and job specification. This can also be circulated to internal employees under the employee referral scheme. This will help people to get a clearer picture and provide for most suitable candidates. Thus making efficient utilization of the existing resources.

Reduce the pre offer formalities:

Pre-offer documentation includes filling of a lengthy Blue form which includes all personal, educational and professional details of candidate. This is very time consuming and even after taking these details from candidate its not sure that offer will be made or not. This also becomes frustrating for the candidate sometimes. So, it is recommended that unnecessary details should not be asked before we make the final offer to the candidate. Blue form should be made concise.

One size doesnt fits all

An effort must be made to study local condition, education levels. Since applying common test for all candidates across entire country can overshadow a candidates capabilities. This factor must be given importance since Indian society is divided on various parameters such as education, language, infrastructure etc. A test with high level of English and complicated sentence structure can be a hurdle in areas where language itself is barrier. An option is to have different tests for different regions.

Blend technology into every aspect of your recruiting and hiring process.

Web-based technology lets you increase hiring speed and quality while

reducing costs. Currently, job boards constitute the biggest use of the Web, offering access to thousands of resumes within hours. But the Web can also be a powerful tool for screening and qualifying that flood of resumes. Companies have begun to use the Web to collect and instantly match data on candidate skills, motivations, and experiences against job criteria. Other uses of Web-based technology include online interviewing, candidate assessment and testing, applicant self-scheduling, and tracking. Work the Web wisely and you save time for recruiters and hiring managers and nab top candidates before your competitors can. It is recommended that apart from the person-job fit, method must be devised to check for person-organization fit. A person-organization helps to assess how well a candidate is suited the organization. Whether the attitude he/she carries will promote both organizational as well personal goals. This takes a great importance especially when attrition is high. It will help the organization to retain its employees for a longer period of time and less burden on recruitment staff.

Build and manage your candidate pool as a precious resource.

A "candidate pool" is a group of individuals who have shown interest in working for your company and are qualified for and ready to fill certain positions. Rather than undertaking the time-consuming process of filling

one job at a time, you draw on the candidate pool and fill jobs as they become available. How do you keep a pool active? Some companies send their newsletters to pool candidates, give them product coupons, and keep in touch through e-mail. Pool management is not easy in a tight labor market --good candidates often go elsewhere. But many organizations, especially those with a reputation as a great place to work, are able to fill positions quickly using the pool concept.

Create winning impression even on those who are not selected

Its very important to create a favorable impression of your organization on all those who come for interview. Those who are not selected in the first round of personal interview should also carry this impression that they have missed the opportunity to work in a great company. For this, there must a proper coordination of the interview of the candidate and greater degree of professionalism. A candidate when invited for a interview must be attended as soon as possible and should be made to wait for hours together. Interviews conducted on a scheduled time leave a good impression on the candidate. Even if he is not selected, a good impression about the will make him recommend the name to his people.

CHAPTER
RESEARCH QUESTIONARRIE

Recruitment and Section can be evaluated by using the following questionnaire : Q1. Since how many years have you been working with this organization? a. 0-5 Years b. 5-10 Years c. 10 to 15 Years d. More than 15 Years Q2. Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process ? a. Yes

b. No Q3. How well are the organizations affirmative action needs clarified and supported in the selection process? a. Poor b. Adequate c. Excellent Q4. Is the organization doing timeliness recruitment and Selection process? a. Yes b. No Q5. Does HR provide an adequate pool of quality applicants ? a. Yes b. No Q6. Rate the effectiveness of the interviewing process and other selection instruments, such as testing? a. Poor b. Adequate c. Excellent Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process? a. Yes

b. No Q8. Does HR train hiring employees to make the best hiring decisions? a. Yes b. No Q9. Rate how well HR finds good candidates from non-traditional sources when Necessary? a. Poor b. Adequate c. Excellent

Q10. How would you rate the HR departments performance in recruitment and selection? a. Poor b. Adequate c. Excellent Q11. Does the HR Department is efficient in Selection Policy of the employees? a. Yes b. No [Link] mode of recruitment you prefer to post your resume in the company? a. Job portals b. [Link] website

c. [Link] networking sites. Q13 .How do you get to know about present job? a. Advertisements b. social networking sites c. Job portals

[Link] far the [Link] in interview are coherent with job profile? a. b. c. Always related to job, To some extent, Irrevalent questions.

QUESTIONNARIE ANALYSIS

Company mostly uses job portals for taking the resumes. Company always tries to create positive atmosphere during the entire process. Only relevalent questions are being asked during the process. Company always prefers talent and practical knowledge of candidate along with theoretical concepts.

HR deptt. Of the company works efficiently during the selection process. Interviewing process is very effective.

CHAPTERLIMITATIONS OF PROJECT

Candidates were reluctant to talk at times. Questions are not asked from the candidates who were not selected. Employees due to their work load are not interested in giving the answers.

CHAPTER CONCLUSION

Company must adopt best recruitment policies for recruitment process. Company must adopt best selection policies as well. Continous improvement must be there. Effective communication should be used while communicating with candidates. Entire process should be innovative rather than tiring.

CHAPTER LEARNINGS

To find out the right person for the right Job. To handle grievances. To know how to communicate To know about the decorum of the organization Understanding of person and profile fit.

 Prioritize the issues having more importance. Screening of resumes.

CHAPTER12

BIBLIOGRAPHY

[Link] [Link]

 [Link]

Mr. Sachin Kumar( Regional Head HR), Videocond2h Mr. Anurag Pahadia(Strategy and planning manager), Videocond2h Mr. Amit kumar Srivastava(Associate Head), GNIT,Greater Noida