SUMMER INTERNSHIP REPORT ON

“A STUDY ON SELECTION AND RECRUITMENT OF

MOZO HUNT”
SUBMITTED TO

UNDER THE GUIDENCE OF: SUBMITTED BY:

DR. MONIKA GULATI EKTA RANI
Assistant Professor Roll no: 1221069
MMIM Batch: 2021-24
 IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE DEGREE OF
BACHELOR OF BUSSINESS ADMINISTRATION

MAHARISHI MARKANDESHWAR INSTITUTE OF

MANAGEMENT MAHARISHI
MARKANDESHWAR (DEEMED TO BE UNIVERSITY)
MULLANA- AMBALA, HARYANA
 CERTIFICATE
PREFACE
As a part of the BBA Curriculum a. in order to gain practical knowledge in the field a
management, we are required to make a report on "a study of selection and requirement
of Mozo Hunt”. The Basic Objective behind doing this project report is to get knowledge
tools of different tools of marketing.

In this project report we have included various concepts, effects implications regarding the
respondent’s attitude towards sales and recruitment strategies.

Doing this Project report helped us to enhance our knowledge regarding the work in to the
attitude a consumer towards celebrity advertisement Vs non celebrity we doing undergo
many experiences related with our topic concepts. 'Through this report we .me to know
about importance a team work and role of devotion towards the work.
 ACKNOWLEDGEMENT
I am Ekta Rani, a student pursuing BBA at Maharishi Markandeshwar University,
Mullana, Ambala, would like to express my heartfelt gratitude to Mozo Hunt, for providing
me with the opportunity to work for the project titled “A Study of Selection And
Recruitment Of Mozo Hunt”.

First and foremost, I extend my sincere thanks to Mr. Gaurav Singh, my mentor and guide
at the Mozo Hunt, for his invaluable support, guidance, and encouragement throughout my
internship period. Her expertise, patience, and insightful feedback have been instrumental
in shaping my learning experience and enhancing my understanding of the industry.

I extend my appreciation to the faculty, college mentor Dr. Monika Gulati & Dr. Anupam
Sharma and staff at MMDU who have been a constant source of inspiration and knowledge
throughout my academic journey. Their teachings and guidance have laid the foundation for
my internship experience and the preparation of this report.

Last but not least, I am thankful to my family and friends for their unwavering support and
encouragement. Their belief in me has been a driving force behind my achievements.

In conclusion, this internship has been a transformative experience, and I am grateful for the
guidance, knowledge, and opportunities I have received. This report stands as a testament to
the collective efforts of all those who have contributed to my growth and learning.
Date- ……...………………………
MMIM
Place- ……………………………....
DECLARATION
I am EKTA RANI student of BBA belong in to MAHARISHI MARKANDESHWAR INSITUTE
Signature ……...…………………
OF MANAGEMENT declare that this Project Report Dissertation entitled A PROJECT
REPORT "MOZO HUNT PVT LTD.” is the result of project / dissertation work done by me
under the supervision of DR. MONIKA GULATI at MMIM, MAHARISHI MARKANDESHWAR
(DEEMED TO BE UNIVERSITY). I am submitting this Project Report / Dissertation in partial
fulfilment of the requirements for the award of the degree of BACHELORS OF BUSINESS
ADMINISTRATION from MAHARISHI MARKANDESHWAR (DEEMED TO BE
UNIVERSITY) MULLANA, AMBALA during the academic year 2023-2024. I further
declare that this project / dissertation report or any part of it has not been submitted for
award of any other Degree / Diploma of this University or any other University/ Institution.

APPROVAL OF THE FACULTY GUIDE

Date- ……...………………………….
MMIM
Place- ………………………………....
Recommended that the Summer Internship Report titled “Selection And Requirement Of
Mozo Hunt”……...……………………
Signature prepared by Ekta Rani under my supervision and guidance accepted as
fulfilling this part of the requirements for the award of BACHELORS OF BUSINESS
ADMINISTRATION by MAHARISHI MARKANDESHWAR (DEEMED TO BE UNIVERSITY)
MULLANA, AMBALA during the academic year 2023-2024. To the best of our knowledge,
the contents of this report did not form a basis for the award of any previous
degree/diploma to anybody else.

Date- ……...…………………………………….……
MMIM
Place- ………………………………....………………
Name Of Guide- DR. MONIKA GULATI

Signature ……...……………………………………
 TABLE OF CONTANT
NO. CONTENT PAGE NO.

1 CHAPTER-I (INTRODUCTION)

1.1 Introduction to the Topic

1.2 Background of the Study

1.3 Objectives of the Study

1.4 Scope of study

2 CHAPTER-II (INDUSTRY PROFILE)

2.1 Overview of the Industry

2.2 Introduction to Recruitment and selection

2.3 History of Human Resource Management

2.4 Functional area of HRM

2.5 Recruitment and selection in MOZO HUNT

3 CHAPTER-III (COMPANY PROFILE)

3.1 History of MOZO HUNT

3.2 Background of MOZO HUNT

3.3 Vision & Mission

3.4 Board of Directors

3.5 Future Plans

3.6 Direct Competitors

3.7 Products

4 CHAPTER-IV (Research Methodology)

4.1 Introduction of Research Methodology

4.2 Research Objectives of R.M

4.3 Research Design

4.4 The Study area

4.5 Questionnaire sample size determination

4.5 Limitations

5 CHAPTER-V (Analysis and Findings)

5.1 PLEST ANALYSIS

5.2 Use of Analysis Tools is Essential

6 CHAPTER-VI (CONCLUSION)

6.1 Summary of Conclusion

6.2 Conclusion

7 CHAPTER-VII (SUGGESTION & RECOMMENDATION)

7.1 Suggestion & Recommendations

7.2 APPENDICES

7.3 Questionnaire
7.4 Bibliography
EXECUTIVE SUMMARY
 CHAPTER-I
(INTRODUCTION)
 INTRODUCTION TO THE TOPIC

In the dynamic landscape of modern business, the heartbeat of success often lies in the
hands of a company's most valuable asset — its people. The process of Recruitment and
Selection stands as the gateway to unleashing the full potential of this vital resource. In
today's discussion, we delve into the intricate world of talent acquisition, exploring the
multifaceted strategies and considerations that organizations employ to identify, attract,
and retain top-tier individuals.

Recruitment and Selection is an important operation in HRM, designed to maximize

employee strength in order to meet the employer's strategic goals and objectives. In short,
Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting
the right candidates for the filling the required vacant positions. Recruitment is the process
of attracting the most suitable people for the position, selection is the process of choosing
the best person for the position, and induction is introducing the person to the position.
This module describes a series of well-tested steps to help you identify the right person, to
ensure he or she will fit well with your farm business, and to meet the various legal
obligations of an employer.

BACKGROUND OF STUDY

There is no doubt that the world of work is rapidly changing. As part of an organization
then, HRM must be equipped to deal with the effects of the changing world of work. For
them this means understanding the implications of globalization, technology changes,
workforce diversity. Changing skill requirements, continuous improvement initiatives
contingent workforce, decentralized work sites and employee involvement are the issue for
confront. Now it is a big challenge for the HRM to support the organization by providing the
best personnel for the suitable position in shortest possible time. Start with recognizing the
vacancies and planning for them is a great task. Moreover, selecting attracting the suitable
candidates and selecting the best person in time is a challenge. The cost of the recruitment
is significant. So, proper planning and formulate those plans is the task that require more
focus and improvement. Equal opportunity and sourcing are also a vital part. Realizing this
need we tried to find the difference and similarities between theoretical aspects with the
practical steps taken by the company. We took an attempt to demonstrate the feature for
the further improvement.

OBJECTIVES OF THE STUDY

To know overall about the Company of MOZO HUNT . The objective of my study is to
understand and critically analyse the recruitment and selection procedures at MOZO
HUNT.

● To know the sources of recruitment at various levels and various job

● To understand the process of recruitment

● To critically analyse the functioning of recruitment procedures

● To identify the probable area of improvement to make recruitment procedure more

effective

SCOPE OF STUDY

The benefits of the study for the researcher are that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment and selection procedures.

THE KEY POINTS OF MY RESEARCH STUDY ARE:

● To study the fact about the MOZO HUNT as a Group.

● To analyses the recruitment policy of the organization. To Understand and analyse

various HR factors including recruitment procedure at MOZO HUNT.
● To suggest any measures/recommendations for the improvement of the
recruitment procedures.
● It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
 OVERVIEW OF THE INDUSTRY

Recruitment and selection are the process of identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing the
most appropriate person for the job.

Undertaking this process is one of the main objectives of management. Indeed, the success
of any business depends to a large extent on the quality of its staff. Recruiting employees
with the correct skills can add value to a business and recruiting workers at a wage or
salary that the business can afford, will reduce costs. Employees should therefore be
carefully selected, managed and retained, just like any other resource.

For many jobs, a business will ask applicants to provide a Curriculum Vitae (CV). This is a
document that the applicant designs providing the details such as:

In some circumstances however, an applicant may be asked to fill in a firm's own

CHAPTER-II
(OVERVIEW OF THE INDUSTRY)

application form. This is different from a CV in that the employer designs it and sends it to
applicants, but it will still ask for much of the same information. It has the benefit over a CV
in that a business is able to tailor it to their exact needs and ask specific questions.

Once a business has received all the applications, they need to be analysed and the most
appropriate form of selection decided upon. When analysing applications, a business will
normally sieve the applications into three categories.

INTRODUCTION TO RECRUITMENT AND SELECTION

Recruitment and selection form the cornerstone of human resource management, playing a
pivotal role in shaping the composition and effectiveness of an organization's workforce.
These processes encompass a comprehensive set of activities aimed at identifying,
attracting, and ultimately appointing suitable candidates to fill vacant positions within a
company. In the dynamic landscape of today's global business environment, recruitment
and selection have evolved beyond mere administrative functions to become strategic
imperatives. Successful organizations recognize that the quality of their employees directly
influences their ability to achieve organizational objectives and maintain a competitive
edge. The recruitment phase involves the systematic search for potential candidates
through various channels, such as job boards, social media, and professional networks.

It requires a keen understanding of the organization's needs, culture, and the skills and
competencies required for specific roles. Selection, on the other hand, involves the rigorous
evaluation of candidates to determine the best fit for a particular job. This typically
includes interviews, assessments, and reference checks.

A well-designed recruitment and selection process not only ensures the acquisition of
talented individuals but also contributes to employee satisfaction, retention, and overall
organizational success. As organizations navigate the complexities of a rapidly changing
business landscape, the importance of effective recruitment and selection practices cannot
be overstated. They serve as the foundation for building a workforce that aligns with the
strategic goals and values of the organization, fostering a culture of excellence and
innovation.

Recruitment and selection are integral processes in human resource management that aim
to identify, attract, and choose qualified individuals to fill organizational roles. Recruitment
involves the systematic search for potential candidates, both internally and externally, who
possess the skills and attributes necessary to meet the organization's needs. This process
includes advertising job openings, reviewing resumes, and conducting initial interviews.

On the other hand, selection is the methodical process of assessing and choosing the most
suitable candidate from the pool of applicants. It involves various evaluation tools such as
interviews, assessments, and reference checks to determine the candidate's compatibility
with the job requirements and the organization's culture. Together, these processes play a
crucial role in ensuring that an organization acquires the right talent, aligning its workforce
with its strategic goals and fostering a productive and harmonious work environment.
Effective recruitment and selection contribute significantly to organizational success by
building a skilled and motivated workforce.
 HISTORY OF HUMAN RESOURCE MANAGEMENT

The History of Human Resource Management is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
The terms "human resource management" and "human resources" (HR) have largely
replaced the term "personnel management" as a description of the processes involved in
managing people in organizations. Human Resource management is evolving rapidly.

Human resource management is both an academic theory and a business practice that
addresses the theoretical and practical techniques of managing a workforce. Human
resource management has its roots in the late and early 1900's. When there are less labour
than there are more working with machinery. The scientific management movement began.
This movement was started by Frederick Taylor when he wrote about it a book titled 'The
Principles of Scientific Management'. The book stated, "The principal object of management
should be to secure the maximum prosperity for the employer, coupled with the maximum
prosperity for each employee."

Taylor believed that the management should use the techniques used by scientist to
research and test work skills to improve the efficiency of the workforce. Also, around the
same time came the industrial welfare movement. This was usually a voluntary effort by
employers to improve the conditions in their factories. The effort also extended into the
employee's life outside of the work place. The employer would try to provide assistance to
employees to purchase a home, medical care, or assistance for education. The human
relations movement is the major influence of the modern human resource management.
The movement focused on how employees group behaviour and how employee feelings.
This movement was influenced by the Hawthorne Studies.

FUNCTIONAL AREA OF HRM:

● Human resource auditing ● Coaching

● Human resource strategies and ● Counselling’s

● Human resource planning ● Staff amenities planning

● Manpower panning ● Event management

 ● Recruitment / selection ● Succession planning

● Induction ● Talent management

● Orientation ● Safety management

● Training ● Staff communication

● Management development ● Reward

● Compensation development

● Performance appraisals

● Performance management

● Career planning / development

IN SOURCING:

Companies recruit the candidates and, employ them, train and develop them and utilize the
human resources of these candidates. This strategy is called In-sourcing. Companies
formulate and implement this strategy when the corporate strategy is stable.

OUT SOURCING:

Some service companies depend for their human resources on such external organization
whose core business is to provide human resources. This strategy is called Out sourcing.
Outsourcing strategy is more suitable for both the fast growing and diversifying companies.

To search for talent globally and not just within the company.
To design entry, pay that competes on quality but not on quantum.

To anticipate and final people for positions that do not exists yet.

SELECTION

Selection process is a decision-making process. This step consists a number of activities.

Employee selection is the process of putting right men on the right job.
 RECRUITMENT AND SELECTION IN MOZO HUNT:

RECRUITMENT:

Recruitment techniques are the means or media by which the management contacts
prospective employees or provides necessary information or exchange of ideas order to
stimulate them to apply for jobs.

DIRECT METHOD: Under direct recruitment scouting, employees contacts, and waiting
lists are used. In scouting, representatives of the organisation are sent to educational and
training institutions. These travelling recruiters exchange information with students,
clarify their doubts, simulate them to apply for jobs conduct campus interviews and short
list candidates for further screening.

INDIRECT METHOD: Advertisement in newspaper, journals, on the radio and television

are used to publicise vacancies.

THIRD PARTY METHOD: Various agencies can be used to recruit personnel. Public
employment exchanges, management consulting firms, professional societies, temporary
help societies, trade unions, labour contractors are the main agencies.

Internet recruitment: Various job sites are now available on the internet. The organisation
can create profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be called because
almost 25% of net users in India search for jobs through internet.
 HISTORY OF MOZO HUNT:

Mozo hunt Private Limited is a Private incorporated on 08 October 2021.

It is classified as Non-govt company and is registered at Registrar of Companies, Delhi. Its

authorized share capital is Rs. 100,000 and its paid-up capital is Rs. 100,000. It is involved
in Business activities N.E.C.

Mozo hunt Private Limited Annual General Meeting (AGM) was last held on N/A and as per
records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on N/A.

Directors of Mozo hunt Private Limited are Ajay Kumar Singh and Ashish Kumar
Singh.

Mozo hunt Private Limited Corporate Identification Number is (CIN)

U74940DL2021PTC387941 and its registration number is 387941.

Its

CHAPTER-III
(COMPANY PROFILE)

Email address is [email protected] and its registered address is B 261 THIRD

FLOOR OLD NO A7 AND A8 FLAT NO TF 03 NEW ASHOK NAGAR NEAR METRO DELHI
South West Delhi DL 110096.

Current status of Mozo hunt Private Limited is – Active.

COMPANY DETAILS

CIN U74940DL2021PTC387941

Company Name Mozo Hunt PVT LTD.

Company Status Active

 Roc Roc Delhi

Registration Number 387941

Company Category Company Limited by Shares

Company Sub category Non-Govt Company

Class of Company Private

Date of Incorporation 08 October 2021

Age of the Company 2years 1months

Business Activity N.E.C. Click here to see

Activity
other companies involved in same activity.

VISION AND MISSION OF MOZO HUNT

MISSION:

MOZO HUNT, they undertake Business Initiatives with a goal to accomplish them with

Excellence and then to improve on it. They innovate and improve. They add value to the
Businesses of their Clients or Customers, which is a distinguishing quality of the jobs they
do.

VISION:

o Find innovative ways that redefine how business is conducted.

o Develop an institution where individual creativity and contribution matter.
o Follow high morals and principles.

Every employee’s excellence and consistent performance allows us the opportunity to

diversify and grow to exponential proportions. They maintain an environment of openness,
encourage freedom to express one’s views and offer all employees the opportunity to take
difficult and important decisions on behalf of the Organization.
They have a Zero Tolerance for Substandard Quality of work and inculcate the principle of

“Find everything under same UMBRELLA”

This expectation comes from our customers who expect and deserve nothing but the best
for the service they pay for. Imagine the emotion you feel when you order a bouquet of
roses to be delivered to your mother for Mother’s Day from an online store, but the online
vendor ends up sending her a bouquet of lilies whose pollen your mother is severely
allergic to. Would not you feel extremely irate and frustrated Would you use the online
vendor again This is the same emotion that Clients feel when they receive substandard
service. Providing substandard service isn’t prudent business and it projects “sloppiness”
on the part of the Organization or its employees. Their culture in the Organization is to
constantly improve on excellence which leaves no room for any level of “sloppiness” or
substandard service.

Generic placeholder “A+” is the only Quality of Product or Service we expect and accept
from their employees. Anything below this is substandard and will never be delivered to a

Client / Customer. For this we train Employees to a level that they become Subject Matter
Experts in the domain they handle. Each employee who has consistently imbibed and
delivered “Excellence” within 3 years has grown to Head Business Units across the

Organization or has been rewarded with remuneration beyond what the competition
offers.

There is always room for improvement in any area of the Business or the Organization or a
Process. They believe and encourage constant improvement and innovation which keeps us
up to date and gives us the competitive edge necessary for growth in the industry.

BOARD OF DIRECTORS MOZO HUNT

India Private Limited Directors:

❖ Ajay Kumar Singh

❖ Ashish Kumar Sing

 PRODUCTS

i) BOOKS ii) NEWSPAPER iii) MAGAZINES iv) STUDY METRIAL

DIRECT COMPETIOTORS

❖ DAILY HUNT

❖ YOU TUBE CHANNELS

❖ ONLINE EDUCATION MATERIAL PROVIDER

FUTURE PLANS OF MOZO HUNT

In anticipation of evolving consumer preferences and technological advancements,

subscription-based newspaper and magazine companies are strategically positioning
themselves for the future. Recognizing the increasing digitalization of media consumption,
these companies are heavily investing in online platforms and mobile applications to
provide seamless and personalized content delivery. Artificial intelligence and data
analytics play a pivotal role in understanding reader behaviour, enabling these companies
to tailor content offerings and enhance user experiences.

Furthermore, future plans include diversifying content formats to encompass multimedia

elements such as video and interactive features, thereby appealing to a broader audience.
Embracing emerging technologies like virtual reality and augmented reality, subscription-
based media companies aim to create immersive storytelling experiences that engage
readers in innovative ways.

In an era where information is abundant, these companies are focusing on building brand
loyalty through exclusive and high-quality content. Tailored subscription packages,
offering a mix of niche content and personalized recommendations, are being developed to
cater to the diverse interests of readers. Strategic partnerships and collaborations with
other media outlets, technology firms, and content creators are also on the agenda,
fostering a dynamic ecosystem that enhances the overall value proposition for subscribers.

Additionally, sustainability is a growing concern, prompting these companies to explore

ecofriendly practices in both content creation and distribution. From reducing paper
consumption to adopting green energy solutions for digital infrastructure, the industry is
committed to minimizing its environmental footprint.

As the media landscape continues to evolve, subscription-based newspaper and magazine

companies are not merely adapting but proactively shaping the future. By embracing
innovation, understanding their audience, and staying attuned to societal trends, these
companies are poised to thrive in the dynamic and competitive media landscape of
tomorrow.

CHAPTER-IV
(RESEARCH METHODOLOGY)
 RESEARCH METHODOLOGY

Researching subscription-based newspaper and magazine companies requires a

comprehensive and systematic approach to gather relevant information. The chosen
research methodology should aim to provide a deep understanding of the industry, market
trends, consumer behaviour, and the strategies employed by these companies. Here is a
detailed paragraph outlining a potential research methodology:

The research methodology for investigating subscription-based newspaper and magazine

companies involves a multi-faceted approach, combining both quantitative and qualitative
methods to ensure a comprehensive analysis. Initially, a thorough literature review will be
conducted to understand the historical evolution of the publishing industry, the impact of
digitalization, and the emergence of subscription models. Subsequently, a quantitative
analysis will be undertaken to assess market size, growth rates, and revenue patterns of
key players within the subscription-based media sector. This will involve collecting and
analyzing financial reports, market research data, and subscription metrics.

In parallel, qualitative research methods, such as interviews and surveys, will be employed
to gather insights from industry experts, company executives, and subscribers. These
interviews will delve into the strategic decisions made by companies, challenges faced in
transitioning to subscription models, and the factors influencing subscriber retention.
Additionally, surveys will be distributed to a representative sample of subscribers to gauge
their preferences, satisfaction levels, and the perceived value of subscription content.

To complement primary research, a comparative analysis will be conducted to evaluate the

subscription models adopted by different companies. This will involve examining pricing
structures, content offerings, and engagement strategies. Case studies of successful and
struggling companies will be examined to identify best practices and potential pitfalls.

Furthermore, a technological analysis will be conducted to understand the role of digital

platforms, mobile applications, and data analytics in shaping the subscription landscape.
The impact of emerging technologies, such as artificial intelligence and augmented reality,
on content creation and delivery will also be explored.

In summary, the research methodology will integrate a comprehensive literature review,

quantitative analysis of market data, qualitative insights from interviews and surveys,
comparative analysis of subscription models, case studies, and a technological assessment.
This holistic approach aims to provide a nuanced understanding of the dynamics within the
subscription-based newspaper and magazine industry, facilitating informed insights for
stakeholders, investors, and industry participants.

RESEARCH OBJECTIVES
Research Methodology Objectives for studying subscription-based newspaper and
magazine companies can be designed to gain insights into various aspects of their
operations, market dynamics, and customer preferences. Here are some possible objectives
for such research:

MARKET ANALYSIS:

Objective: To analyze the current market trends and dynamics in the subscription-based
newspaper and magazine industry.

Methodology: Conduct surveys, interviews, and data analysis to understand market size,
growth rate, key players, and emerging trends.

CUSTOMER BEHAVIOUR AND PREFERENCES:

Objective: To understand customer preferences and behaviour in subscribing to

newspapers and magazines.

Methodology: Surveys, focus group discussions, and interviews to gather data on factors
influencing subscription decisions, reading habits, and preferred content.

COMPETITOR ANALYSIS:

Objective: To assess the competitive landscape and strategies employed by other

subscription-based media companies.

Methodology: Comparative analysis of business models, pricing strategies, content

offerings, and customer engagement of key competitors.

DIGITAL TRANSFORMATION IMPACT:

Objective: To explore the impact of digital transformation on subscription-based

newspaper and magazine companies.
Methodology: Analyze the adoption of digital platforms, online readership trends, and the
effectiveness of digital marketing strategies.

REVENUE MODELS:

Objective: To examine the various revenue models adopted by subscription-based media

companies.

Methodology: Financial analysis, interviews with industry experts, and case studies to
understand revenue sources, including subscriptions, advertising, and other revenue
streams.

CUSTOMER RETENTION STRATEGIES:

Objective: To identify effective strategies for retaining subscribers and reducing churn.

Methodology: Analyze customer feedback, conduct surveys on satisfaction levels, and

study best practices in customer retention within the industry.

TECHNOLOGICAL INNOVATIONS:

Objective: To explore how technological innovations impact the subscription-based

newspaper and magazine industry.

Methodology: Research on emerging technologies, interviews with technology experts,

and case studies on successful technological implementations.

REGULATORY ENVIRONMENT:

Objective: To understand the regulatory challenges and opportunities in the subscription-

based media industry.

Methodology: Legal research, interviews with industry experts, and analysis of regulatory
frameworks impacting the industry.
GLOBAL EXPANSION OPPORTUNITIES:

Objective: To identify opportunities and challenges for global expansion in the

subscription-based media sector.

Methodology: Market research on international markets, analysis of cultural factors, and

case studies on successful global expansions.

FUTURE TRENDS AND PREDICTIONS:

Objective: To predict future trends and challenges in the subscription-based newspaper

and magazine industry.

Methodology: Expert interviews, trend analysis, and scenario planning to anticipate

potential developments and challenges.
 RESEARCH DESIGIN

The research design is intended to provide an appropriate framework for a study. A very
significant decision in research design process is the choice to be made regarding research
approach since it determines how relevant information for a study will be obtained;
however, the research design process involves many interrelated decisions [1].

This study employed a mixed type of methods. The first part of the study consisted of a
series of well-structured questionnaires (for management, employee’s representatives, and
technician of industries) and semi-structured interviews with key stakeholders
(government bodies, ministries, and industries) in participating organizations. The other
design used is an interview of employees to know how they feel about safety and health of
their workplace, and field observation at the selected industrial sites was undertaken.

Hence, this study employs a descriptive research design to agree on the effects of
occupational safety and health management system on employee health, safety, and
property damage for selected manufacturing industries. Saunders et al. [2] and Miller [3]
say that descriptive research portrays an accurate profile of persons, events, or situations.
This design offers to the researchers a profile of described relevant aspects of the
phenomena of interest from an individual, organizational, and industry-oriented
perspective. Therefore, this research design enabled the researchers to gather data from a
wide range of respondents on the impact of safety and health on manufacturing industries
in Ethiopia. And this helped in analyzing the response obtained on how it affects the
manufacturing industries’ workplace safety and health. The research overall design and
flow process are depicted in figure 0.1
FIGURE 0.1
 THE STUDY AREA

According to Fraenkel and Warren [4] studies, population refers to the complete set of
individuals (subjects or events) having common characteristics in which the researcher is
interested. The population of the study was determined based on random sampling system.
This data collection was conducted from March 07, 2015 to December 10, 2016, from
selected manufacturing industries found in Addis Ababa city and around. The
manufacturing companies were selected based on their employee number, established
year, and the potential accidents prevailing and the manufacturing industry type even
though all criterions were difficult to satisfy.

DATA SOURCES:

1. Primary data sources

It was obtained from the original source of information. The primary data were more
reliable and have more confidence level of decision-making with the trusted analysis
having direct intact with occurrence of the events. The primary data sources are industries’
working environment (through observation, pictures, and photograph) and industry
employees (management and bottom workers) (interview, questionnaires and
discussions).

2.Secondary data

Desk review has been conducted to collect data from various secondary sources. This
includes reports and project documents at each manufacturing sectors (more on medium
and large level). Secondary data sources have been obtained from literatures regarding
OSH, and the remaining data were from the companies’ manuals, reports, and some
management documents which were included under the desk review. Reputable journals,
books, different articles, periodicals, proceedings, magazines, newsletters, newspapers,
websites, and other sources were considered on the manufacturing industrial sectors. The
data also obtained from the existing working documents, manuals, procedures, reports,
statistical data, policies, regulations, and standards were taken into account for the review.

In general, for this research study, the desk review has been completed to this end, and it
had been polished and modified upon manuals and documents obtained from the selected
companies.
 POPULATION AND SAMPLE SIZE

POPULATION:

The study population consisted of manufacturing industries’ employees in Addis Ababa city
and around as there are more representative manufacturing industrial clusters found. To
select representative manufacturing industrial sector population, the types of the
industries expected were more potential to accidents based on random and purposive
sampling considered. The population of data was from textile, leather, metal, chemicals,
and food manufacturing industries. A total of 189 sample sizes of industries responded to
the questionnaire survey from the priority areas of the government. Random sample sizes
and disproportionate methods were used, and 80 from wood, metal, and iron works; 30
from food, beverage, and tobacco products; 50 from leather, textile, and garments; 20 from
chemical and chemical products; and 9 from other remaining 9 clusters of manufacturing
industries responded.

QUESTIONNAIRE SAMPLE SIZE DETERMINATION

A simple random sampling and purposive sampling methods were used to select the
representative manufacturing industries and respondents for the study. The simple
random sampling ensures that each member of the population has an equal chance for the
selection or the chance of getting a response which can be more than equal to the chance
depending on the data analysis justification.

Sample size determination procedure was used to get optimum and reasonable
information. In this study, both probability (simple random sampling) and nonprobability
(convenience, quota, purposive, and judgmental) sampling methods were used as the
nature of the industries are varied. This is because of the characteristics of data sources
which permitted the researchers to follow the multi-methods. This helps the analysis to
triangulate the data obtained and increase the reliability of the research outcome and its
decision. The companies’ establishment time and its engagement in operation, the number
of employees and the proportion it has, the owner types (government and private), type of
manufacturing industry/production, types of resource used at work, and the location it is
found in the city and around were some of the criteria for the selections.
 DATA COLLECTION METHODS

Data collection methods were focused on the following basic techniques. These included
secondary and primary data collections focusing on both qualitative and quantitative data
as defined in the previous section. The data collection mechanisms are devised and
prepared with their proper procedures.

PRIMARY DATA COLLECTION METHODS:

Primary data sources are qualitative and quantitative. The qualitative sources are field
observation, interview, and informal discussions, while that of quantitative data sources
are survey questionnaires and interview questions. The next sections elaborate how the
data were obtained from the primary sources

WORKPLACE SITE OBSERVATION DATA COLLECTION:

Observation is an important aspect of science. Observation is tightly connected to data

collection, and there are different sources for this: documentation, archival records,
interviews, direct observations, and participant observations. Observational research
findings are considered strong in validity because the researcher is able to collect a depth
of information about a particular behaviour. In this dissertation, the researchers used
observation method as one tool for collecting information and data before questionnaire
design and after the start of research too. The researcher made more than 20 specific
observations of manufacturing industries in the study areas. During the observations, it
found a deeper understanding of the working environment and the different sections in the
production system and OSH practices.

DATA COLLECTION THROUGH INTERVIEW

Interview is a loosely structured qualitative in-depth interview with people who are
considered to be particularly knowledgeable about the topic of interest. The semi-
structured interview is usually conducted in a face-to-face setting which permits the
researcher to seek new insights, ask questions, and assess phenomena in different
perspectives. It let the researcher to know the in-depth of the present working
environment influential factors and consequences. It has provided opportunities for
refining data collection efforts and examining specialized systems or processes. It was used
when the researcher faces written records or published document limitation or wanted to
triangulate the data obtained from other primary and secondary data sources.
DATA COLLECTION THROUGH QUESTIONNAIRES-

The main tool for gaining primary information in practical research is questionnaires, due
to the fact that the researcher can decide on the sample and the types of questions to be
asked

In this dissertation, each respondent is requested to reply to an identical list of questions

mixed so that biasness was prevented. Initially the questionnaire design was coded and
mixed up from specific topic based on uniform structures. Consequently, the questionnaire
produced valuable data which was required to achieve the dissertation objectives.

The questionnaires developed were based on a five-item Likert scale. Responses were
given to each statement using a five-point Likert-type scale, for which 1 = “strongly
disagree” to 5 = “strongly agree.” The responses were summed up to produce a score for
the measures.

DATA OBTAINED FROM EXPERTS’ OPINION-

The data was also obtained from the expert’s opinion related to the comparison of the
knowledge, management, collaboration, and technology utilization including their sub-
factors. The data obtained in this way was used for prioritization and decision-making of
OSH, improving factor priority. The prioritization of the factors was using Saaty scales (1–
9) and then converting to Fuzzy set values obtained from previous researches using
triangular fuzzy set [7].

WORKPLACE SITE EXPOSURE MEASUREMENT-

The researcher has measured the workplace environment for dust, vibration, heat,
pressure, light, and noise to know how much is the level of each variable. The primary data
sources planned and an actual coverage has been compared as shown in Table 0.1
 Table- 0.1

PLANNED VERSUS ACTUAL COVERAGE OF THE SURVEY.

The response rate for the proposed data source was good, and the pilot test also proved the
reliability of questionnaires. Interview/discussion resulted in 87% of responses among the
respondents; the survey questionnaire response rate obtained was 71%, and the field
observation response rate was 90% for the whole data analysis process. Hence, the data
organization quality level has not been compromised.

This response rate is considered to be representative of studies of organizations. As the

study agrees on the response rate to be 30%, it is considered acceptable [8]. Saunders et al.
[2] argued that the questionnaire with a scale response of 20% response rate is acceptable.
Low response rate should not discourage the researchers, because a great deal of
published research work also achieves low response rate. Hence, the response rate of this
study is acceptable and very good for the purpose of meeting the study objectives.

LIMITATIONS:

Subscription-based newspaper and magazine companies face several limitations in today's

rapidly evolving media landscape. One significant challenge is the rise of free and easily
accessible online content. With the proliferation of digital platforms and social media,
consumers can access news and articles without the need for paid subscriptions. This trend
poses a threat to traditional subscription models, as potential customers may opt for free
alternatives, limiting the subscriber base of these companies.

Moreover, changing consumer preferences and habits contribute to the limitations faced by
subscription-based media companies. Many individuals now prefer on-the-go and
personalized content consumption, relying on social media feeds and news aggregator
apps. This shift in behaviours makes it challenging for subscription-based publications to
attract and retain subscribers who seek convenience and flexibility in their media
consumption.

The competition within the media industry is fierce, with numerous outlets vying for the
attention of the same audience. Subscription-based companies must continually invest in
quality content and innovative strategies to differentiate themselves from free alternatives
and other subscription services. Failure to stand out in this crowded market can result in
stagnating or declining subscriber numbers.

Additionally, economic factors play a role in the limitations faced by subscription-based

media companies. In times of economic uncertainty, consumers may reconsider
discretionary spending, and subscription services may be among the first to be cut from
household budgets. This sensitivity to economic fluctuations makes these companies
vulnerable to changes in the overall financial climate.

In conclusion, subscription-based newspaper and magazine companies grapple with

limitations stemming from the prevalence of free online content, evolving consumer
preferences, intense market competition, and economic uncertainties. Successfully
navigating these challenges requires a combination of adaptability, innovation, and a deep
understanding of the evolving needs and behaviours of the target audience.
 PLEST ANALYSIS

POLITICAL FACTOR:

Viyellatex basically check out the political situation where they want to export i.e., in case
of selecting export country. They also consider other political issues like-

o Stability of those countries political environment.

o Government’s overall economic policy and changes in policies.
o Government’s position on marketing ethics.
o Government view culture and religion.

Involvement in regional trade agreements After analyzing all these political issues they go
for exporting as well as running operation business where they match with and also get
benefit by generating more revenues.

CHAPTER-V
(ANALYSIS AND FINDING)

LEGAL FACTORS:

Viyellatex Group also aware of legal issues that is why, they go for legal factor analyzing of
the exporting countries. As we know that Statutes governing commerce vary by country, so
it’s essential to understand how they will affect on their export activities.

ECONOMIC FACTORS:

Viyellatex Group also analyzes the economic factors of the exporting country. They mainly
consider the state of the economy in which they are planning to enter. They look at-

o GDP growth.
o Purchasing power.
o Interest rates.
o Inflation rates.
 o Employment levels taxes and fees on foreign countries.
o The cost of employee benefits.
o Long-term economic prospects.

Generally, they come across about those countries economic condition, because achieving
success in international business mainly depends on the economic condition of country. If
economy goes well, they hope to run business effectively.
SOCIO-CULTURAL FACTORS:

The social and cultural influences on business of exporting country may be very different
from those of importing country. Cultures vary from different perspective like- dressing
habit, language, religion based and so on. Based on these they enter in to new market
where they can provide standard quality product. If culture varies, they have to go for
modification. So, prior to exporting, they identify the cultural factors.

o Language.
o Dressing Habit.
o Dominant religion and its influence on business.

Attitude to foreign products and services After analyzing these issues they enter in to new
market and develop product for them. For example- in exporting countries like – UK, USA,
China etc countries company think about their choice they are Christians and like to wear
gown in wedding. But in our country, our tradition is not wearing gown in wedding.

TECHNOLOGICAL FACTORS:

Technological advances are one of the easiest ways of gaining advantage over competitors.
The use of technology is vital to competitive advantage. So, Viyellatex Group also seeks for
new technology to use in those countries. So, they consider these issues. Like:

Technology help reduce the cost products and services.

Technology offers them a new way to communicate with buyers.

Electronic and social Media available advertise their industry name and products

JOB SATISFACTION OF EMPLOYEES:

I made research on job satisfaction in the perception of employees. Through this research I
wanted to know the satisfaction level of the present employees. My sample size is 7 and
population size is 20. There are 2 teams in HR, one is ER & TM another one is C & B. I
surveyed 4 ER & TM employees and 3 C & B employees. From both of the team 57%
employees are satisfied and 48% are not satisfies with current position. Almost 85% needs
promotion within 6months to 1 year. 85% employees think that hired employees can be
overqualified. 85% employees are not satisfied with current salary. In ranking method
most of the employees 1ST choice is better salary and last choice is other benefits. 28% of
the employees think that office location definitely causes disturbances. 85% of them
mentioned that reporting officer is sometimes helpful.85% is sometimes satisfied with
their colleagues. 57% want to stay with Viyellatex only 34 years.

HERZBERG TWO FACTOR THEORY:

From this research, Herzberg suggested a two-step approach to understanding employee

motivation and satisfaction:

HYGIENE FACTORS:

Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If
these factors are considered inadequate by employees, then they can cause dissatisfaction
with work. Hygiene factors include: - Company policy and administration - Wages, salaries
and other financial remuneration - Quality of supervision - Quality of inter-personal
relations - Working conditions - Feelings of job security Here, in ranking method most of
the employees choice is better salary and last choice is other benefits like provident fund,
loan, medical facilities etc. Interpersonal relation is not also satisfactory.6 of the employees
said that they are sometimes satisfied with colleagues. 85% of them mentioned that
reporting officer means supervisor is sometimes helpful.

MOTIVATOR FACTORS
Motivator factors are based on an individual's need for personal growth. When they exist,
motivator factors actively create job satisfaction. If they are effective, then they can
motivate an individual to achieve above-average performance and effort. Motivator factors
include: - Status - Opportunity for advancement - Gaining recognition - Responsibility -
Sense of personal achievement & personal growth in a job Here, 4 of the employees are
satisfies with their status and other 3 are not. Almost everyone wants personal growth in
job within 6 months to 1 year.

USE OF ANALYSIS TOOL IS ESSENTIAL IN RECURITMENT & SELECTION

Recruitment and selection processes are critical components of human resource

management, and the use of analysis tools is essential for making informed decisions. Here
are some key analysis tools and their essentials in the context of recruitment and selection:

JOB ANALYSIS TOOLS:

Essentials: Conducting a thorough job analysis helps in identifying the skills,

qualifications, and competencies required for a particular job. Tools like job analysis
questionnaires, interviews, and observation techniques can be used. The data collected
provides a foundation for developing job descriptions and specifications.

APPLICANT TRACKING SYSTEM (ATS):

Essentials: An ATS is a software application that automates the recruitment and

application process. It allows for the efficient sorting, tracking, and analysis of resumes and
applications. ATS analytics provide insights into the effectiveness of various recruitment
sources, helping to optimize the selection process.

SKILLS ASSESSMENT TOOLS:

Essentials: Tools for assessing technical and soft skills are crucial for evaluating
candidates accurately. Skills tests, simulations, and behavioural assessments can be
employed. This ensures that candidates possess the necessary skills for the job and fit into
the organizational culture.

PRE-EMPLOYMENT TESTING:

Essentials: Cognitive and personality assessments, integrity tests, and situational

judgment tests are commonly used in pre-employment testing. These tools provide insights
into a candidate's cognitive abilities, behavioural traits, and decision-making skills, aiding
in better selection decisions.
INTERVIEW EVALUATION TOOLS:

Essentials: Structured interview guides and scoring rubrics help standardize the interview
process. Behavioural interview questions, situational interviews, and competency-based
interviews, when coupled with analysis tools, contribute to more objective evaluations of
candidates.

REFERENCE CHECKING TOOLS:

Essentials: Reference checking tools assist in collecting and analyzing information from
previous employers and colleagues. This helps in verifying the accuracy of the candidate's
claims and provides additional insights into their work ethic and interpersonal skills.

DATA ANALYTICS FOR RECRUITMENT METRICS:

Essentials: Utilizing data analytics tools to track and analyze recruitment metrics (e.g.,
time-to-fill, cost-per-hire, quality of hire) is essential. These metrics provide valuable
insights into the efficiency and effectiveness of the recruitment and selection processes.

DIVERSITY AND INCLUSION ANALYTICS:

Essentials: Tools for tracking diversity and inclusion metrics are crucial in ensuring a fair
and unbiased recruitment process. Analyzing data related to the diversity of applicants and
hires helps organizations monitor and improve their efforts to create a diverse workforce.

FEEDBACK AND CONTINUOUS IMPROVEMENT TOOLS:

Essentials: Implementing tools for collecting feedback from hiring managers, interviewers,
and candidates is important. This feedback loop allows organizations to continuously
improve their recruitment and selection processes based on real-time insights.

LEGAL COMPLIANCE TOOLS:

Essentials: Tools that help ensure compliance with labour laws and regulations are vital.
This includes tools for monitoring and reporting on legal aspects of recruitment, such as
equal opportunity employment and non-discrimination.