GAGAN COLLEGE

OF
MANAGEMENT & TECHNOLOGY
AGRA ROAD, ALIGARH
(Affiliated to Dr.B.R Ambedkar University)
Batch - 2017-2020

INDUSTRIAL VISIT
BASED ON
“TATA Sky d2h”

SUBMITTED TO SUBMITTED BY
Ms. Astha Gupta Amandeep
Assistant Professor BBA III Sem.
Dept. of Business Administration Rollno.- 1701955071004
 ACKNOWLEDGEMENT
I am thankful to Mrs.ShashiBala Sharma (President), Dr.Anshu Saxena (Principal)
Gagan College of Management & Technology, Aligarh. This industrial visit would
never have seen the right way without the help guidance that I have received.

I would like to express my unfeigned appreciation to Mr.Girish Sharma (Dean of

GCMT), Mohd.Asif khan (Registrar of GCMT), Mr.Hitendra Gaur (H.O.D)
department of Business administration and the teacher for their great cooperation to
complete my industrial visit. I also common with the holy name of God benevolent
and beneficial, who enables me to complete work.

Finally, I am thanks for my parents and Friends for their encouragement.

AMANDEEP

Student Name
A complete report based on an industrial visit organized by Gagan College of
Management And Technology, Aligarh specially for the students of BBA in order
to enhance their practical stimulation and to let them having an overview of all the
activity related to documentation (HRM).
 Index
 Detail of Journey
 Company Profile
 Introduction of Tata sky
 History of Tata sky
 Tata Brand
 Objective of Visit
 Introduction of HRM
 Tata Sky Registration Process
 Tata Sky Trainee Program
 Tata Sky Job Description
 Employee Benefits
 Formulation of HRP
 Recruitment & Selection Process
 Interview Round & Questions in Tata Sky
 Group Observation & Learning
 Conclusion
 Reference
 About Group
 Findings
 Appendix
 Objective of Visit

Industrial visit to Tata Sky was organized by Gagan College of Management and
Technology for students. The guiding staff on site was supportive to all students. We
are sure that this visit will help us in our future practical life and bring a positive
change on our thinking and practical behavior regarding education and specializing
our skills. We got to know:
 Detail of Journey
1. We started travelling from the college campus at 9:00 am by our college
transport on 20/05/18 along with our coordinator faculties.
2. We reached to the company Tata sky industries within few hours.
3. At the very beginning of our visit we meet Mr. Ramesh Singh at the entrance
of the main gate who is working for Tata sky.
 Overview of the trip
Gagan College of Management And Technology had organized an industrial visit on
20/05/18 to Tata Sky d2h located in industrial sector of Tata Pvt. Ltd. 49 sector
Yesufpur Nai Basti Dundahera Noida for the students of B.B.A .

The visit was organized with permission and guidance of Mr. Ramesh Singh(HR
dept.) , Mohd. Asif Khan (Registrar) was the coordinator for this whole industrial
visit.
 Introduction

Tata Sky Limited ('Tata Sky') is a joint venture between the Tata Sons and 21st
Century Fox. Incorporated in 2001 and launched services in 2006, Tata Sky is India's
leading content distribution platform providing Pay TV and OTT services. With the
objective of connecting to the best content in the world on any budget, any screen,
anytime and anywhere. Tata Sky was the first to launch multiple products and
services that redefined the subscribers viewing experience in the country. Tata Sky
was the first to bring customized package and ala-carte channels options and
Interactive services on the platform, Hindi programming guide, VOD and DIY video
library and many more.

Tata Sky brought about a complete paradigm shift in the market with the launch of
Tata Sky+, offering the breakthrough 'Personal Video Recorder' (PVR) technology
for the first time in the Indian subcontinent, with unique features such as Pause,
Record & Rewind Live TV. It was also the first to launch a 4k enabled and Transfer
enabled STB in India. Tata Sky was the first to launch platform and interactive
services customized for the Indian market. The services today include Tata Sky Fun
Learn, Tata Sky Smart Games, Tata Sky Vedic Math, Tata Sky English, Tata Sky
Cooking, Tata Sky Smart Manager, Classroom, Tata Sky Javed Akhtar, Music+,
Tata Sky Devotion, Tata Sky Darshan , Comedy, Tata Sky Music, Tata Sky Fitness
and Dance Studio. Tata Sky is the only Pay TV player in the world, to have a
successful business model on its offering of pioneering interactive services today.
Tata Sky provides the most comprehensive channels and platform services line-up
ranging from movies, news, entertainment and sports channels.
 History of Tata Sky

Tata group has begun discussions to sell an additional stake in Tata Sky, its direct-
to-home (DTH) television arm, to joint venture partner Twenty-First Century Fox
Inc., said two people aware of the development. The media and entertainment
company controlled by billionaire Rupert Murdoch owns a close to 30% stake in
Tata Sky through its investment arm Network Digital Distribution Services FZ Llc
(NDDS) and is keen to increase it, the people cited above said on condition of
anonymity.

“Fox is looking to consolidate its position and control in several markets and has
made repeated attempts to take over BSkyB, a television and broadband services
provider in the UK,” one of the two said.

India is already the largest DTH market in the world by number of subscribers, this
person said. India has 94.61 million DTH subscribers and Tata Sky had a 21.52%
market share as of December 2015, according to Telecom Regulatory Authority of
India data. The Economic Times reported earlier this month that the Tata group and
Bharti Enterprises had held exploratory talks to evaluate a mega alliance involving
their telecom, overseas cable and enterprise services, and direct-to-home TV
businesses. The inclusion of Tata Sky is just to sweeten the deal for Airtel, which
has its own DTH unit, Mint reported on 12 July.

Significantly, while government regulations allow 100% foreign direct investment

in DTH, there continues to be a 20% cap on foreign investments in media cross-
holdings, which could be a potential deal breaker as News Corp., another Murdoch
company, owns the Star TV network in India.

But the people cited above said a precedent exists for such a deal, given that NDDS
already has a stake of around 30% in Tata Sky, and the two sides will approach the
government for approval if the ongoing discussions are successful.

An email sent to Fox remained unanswered as of press time. A Tata

Sonsspokesperson said: “We do not comment on speculation.”

Tata Sky started operations in 2004 as an 80:20 joint venture between Tata Sons and
NDDS. In 2008, Singapore’s Temasek Holdings Pte. Ltd acquired 10% of Tata Sky.
In 2010, NDDS was indirectly allowed to increase its stake in Tata Sky by 10%
although foreign investment in the sector was capped at 20% at that time.

NDDS, according to news reports at the time, approached the Foreign Investment
Promotion Board for approval to invest Rs324 crore to take a 49% equity exposure
to the Tata’s investment arm, TS Investments, which in turn acquired a 20% stake
in Tata Sky.

TATA Brand

The Tata brand remained India’s most valuable brand this year as per the latest
findings by Brand Finance, a U.K.- based independent brand valuation and strategy
consultancy.

“The $1 billion increase is the result of much tactical streamlining, refocusing and
re-engineering of Tata’s key business – TCS, Tata Motors, Tata Steel and Tata
Chemicals,” Brand Finance said in a statement. The Tata Group is one of India’s
largest and most respected business conglomerates. It comprises 93 operating
companies in seven business sectors: 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 their 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 a measure few
business houses anywhere in the world can match.

Introduction of Human Resource Management

Human Resource Management is the process of recruiting, selecting, inducting

employees, providing orientation, imparting training and development, appraising
the performance of employees, deciding compensation and providing benefits,
motivating employees, maintaining proper relations with employees and their trade
unions, ensuring employees safety, welfare and healthy measures in compliance with
labour laws of the land. Human resource management as a department in an
organization handles all aspects of employees and has various functions like human
resource planning, Conducting Job analysis, recruitment and conducting job
interviews, selection of human resources, Orienting , training, compensating,
Providing and incentives, appraising, retaining, Career planning, Quality of Work

Life, Employee Discipline, black out Sexual Harassments, human resource

auditing, maintenance of industrial relationship, looking after welfare of employees
and safety issues , communicating with all employees at all levels and maintaining
awareness of and compliance with local, state and federal labor laws.
The historical rule of thumb for Human Resource staffing requirements is one full-
time professional Human Resource person should be hired for every 100 employees.
The actual ratio for a business can vary depending upon factors such as the degree
of HR centralization, the geographic distribution of the employees served, the
sophistication level of the employees, and the relative complexity of the
organization.
Human: refers to the skilled workforce in an organization.

Resource: refers to limited availability or scarce.

Management: refers how to optimize and make best use of such limited or scarce
resource so as to meet the organization goals and objectives.

Therefore, human resource management is meant for proper utilization of available

skilled workforce and also to make efficient use of existing human resource in the
organisation. The best example in present situation is, construction industry has been
facing serious shortage of skilled workforce. It is expected to triple in the next decade
from the present 30 per cent, will negatively impact the overall productivity of the
sector, warn industry experts.
Today many experts claim that machines and technology are replacing human
resource and minimizing their role or effort. However, machines and technology are
built by the humans only and they need to be operated or at least monitored by
humans and this is the reason why companies are always in hunt for talented, skilled
and qualified professionals for continuous development of the organization.
Therefore humans are crucial assets for any organisation, although today many tasks
have been handing over to the artificial intelligence but they lack judgement skills
which cannot be matched with human mind.
Human resource management is evolved form the Personnel management which was
erstwhile management system which used to manage employees. To know evolution
of personnel management one needs to see the history of centuries of research by
great psychologists on human human behaviour and their response at particular
situations. One among them was Elton Mayo who was a psychologists from the
Australia, did many experiments on human behaviour at different situations in 1924.
He strongly believed in work life balance for improving productivity of workers and
did emphasis on human relations influence the productivity of workers and finally
he has been regarded as father of Human resources management.
According to Decenzo and Robbins, “Human Resource Management is concerned
with the people dimension” in management. Since every organization is made up of
people, acquiring their services, developing their skills, motivating them to higher
levels of performance and ensuring that they continue to maintain their commitment
to the organization is essential to achieve organsational objectives. This is true,
regardless of the type of organization – government, business, education, health or
social action”.
 Tata Sky Registration Process

 To Apply for Tata Sky job openings or vacancies, candidates need to open the
official company website www.tatasky.com

 Click on careers page to see the available jobs.

 Click on the suitable job opening which suits your profile (based on your
qualification, experience).

 Read the job description and job role carefully.

 Click on the apply link to apply for the job opening.

 You need to login to apply for the vacancy. If you haven’t signed up yet, need
to sign up first and then login.

 Fill all the required details and submit the application for further process.
 Tata Sky Trainee Program
At Tata Sky, we believe in grooming leaders from within. As a part of our leadership
building initiatives, we have in place a Management Trainee Program that aims to
turn post graduates into world class managers. We believe in developing leaders of
tomorrow, today. We hire from the top B schools of the country, engage our MTs in
a year long program providing them with cross functional exposure across functions
of Sales, Communications, Finance, Content, Service and HR before confirming
them as Managers in a specific field.
The People we need:
We are not looking for any specific skills but rather for the right attitude. Are you
someone who:
o Believes in simple thinking and smiles a lot is inquisitive by nature.
o Thrives in a collaborative environment and teamwork.
o Dares to experiment and challenge the status.
o Takes ownership and accountability for achieving results.
o Is a problem solver (If yes, then hop abroad – Tata Sky is the limit! This is
what you will experience if you fly with us).
o An opportunity to learn from mentors, not through classrooms or lectures, but
by becoming a part of the action.
o Get a cross functional and on-ground experience of the lives of our sales and
services people, work with the best young minds from the best institutes in
the country, and learn from top leaders in the industry.

Tata Sky Job Description

 To enhance capability & productivity of Sales Team.

 Execution excellence on ground.
 To build training & development culture in the organization.
 Drive the strategic national training agenda.
 Audience for Training.
 On roll employees.
 Off roll resources.
 Channel partner team.
 Role would have extensive traveling especially to rural locations.
 Employee Benefits
Insurance, Health and Wellness
 Health care and Insurance.
 Life Insurance.
 Disability Insurance.
 Dental Insurance.
 Vision Insurance.
Financial and Retirement
 Pension Plan.
 Stock Options or Equity.
 Retirement Plan.
 Performance Bonus.
Family and Parenting
 Work from Home.
 Maternity and Paternity Leave (15 days paternity leaves and also get money
back which submitted during the child birth).
 Childcare.
  Reduced or Flexible Hours.
 Unpaid Extended Leave.
Vacation and Time Off
 Vacation and Paid Time Off (When company calls you for urgent work or
night activity then they provide you leave as per hours which you depend on
that work and every year arrange faction for employees for refreshment).
 Sick Leave (Need based sick leaves).
 Bereavement Leave.

Perks and Benefits

 Employee Discount (You will get employee discount in almost every Tata
product. In festive season you will get good discount on Tata Cars. And our
marketing department will inform you accordingly).
 Free lunch and snacks.
 Employee Assistance Program.
 Gym Membership.
 Company Car.
Professional Support
 Diversity Program.
 Job Training and Tuition.
 Apprenticeship Program.

Formulation of Human Resource Policy

Identify Need
 Develop Strategies

Prepare Policy Document

Implement

Monitor and Evaluate

Identifying the need:-

The process of identifying the need for a particular Human Resource Policy(HRP)
should emanate from the review of the organisational vision, mission, goals,
strategies, objectives and activities on the one hand, and human resource strategies
(if available) on the other. These sources may explicitly or implicitly provide the
necessary starting point for building arguments for a particular HRP. For example,
if one of the statements observed says that ‘the organisation strives to excel in error
free products’, it means that there should be particular policy guidelines for human
resource recruitment, rewards, retention and development in order to ensure the
availability of staff of the quality and the size capable of producing error free
products.

Developing appropriate strategies :-

Effective human resource polices will also depend on the ability to identify and use
appropriate strategies to establish the foundation for generating relevant human
resource policy documents. Such strategies include:

 Seeking top management opinion and support.

 Seeking middle level management opinion.
 Assessing awareness and the level of policy desirability.
 Assessing other factors.

Drafting policy document :-

The above strategies will provide the necessary data and information for drafting the
policy document. Usually, the policy document will have a number of sections that
point to specific aspects of the policy.

 Policy title.
 Relevant sections of the policy.
 Definition of key terms.
 Relevant sections of the policy.
 Purpose.

Therefore, to ensure that a policy meets the criteria described above, the draft policy
document has to be discussed by all key stakeholders including general workers,
trade unions, employers’ associations, and all levels of management. Stakeholder
involvement at this stage is a critical factor for not only improving the quality of the
policy itself but also, and more importantly, for its smooth implementation as it will
create a sense of ownership for all the parties involved.
 Policy implementation :-

The modality and pace of the implementation of the policy will depend upon many
factors including the extent to which the need for the policy is established, strategies
used to involve different stakeholders during preparations and the technical quality
of the policy document. The most successful organisations implement policies after
a series of sensitisation seminars and workshops covering top, middle and lower
level management as well as employees and employees’ associations. This helps to
create a common understanding and a sense of ownership for all key stakeholders.
While policy implementation will mainly be the responsibility of line managers, the
human resource department will provide support and technical services.

Monitoring and evaluation :-

Policies are there to assist organisations and not vice versa. Continuous monitoring
and evaluation is necessary in order to remove rigidity that may match the emerging
situation and needs. For example, a change in organisational vision, mission and
objectives, or a change of government policies and laws related to employment
relationships or the labour market may make it necessary to look back at human
resource policies and see how they may better assist both the organisation and the
employees.

Recruitment and Selection Process

Managers responsible for recruitment and selection should be clear on the type of
employees they are looking for. Lack of clarity may lead to poor selection criteria
and may result in the wrong person being recruited for the job.

The quality of the job are motivation and attitude of the work followed by technical
skills. The argument is that a demotivated employee may produce poorer quality
work when compared to motivated staff with a positive attitude towards work.
Indeed, the level of qualifications and experience rank lower than expected.
However, searching for a combination of various attributes from job applicants is
what should be the focus of employers.

Attracting Candidates

Sources of Applicants

Sorting of Applicants

1. Attracting candidates
 Attracting candidates is primarily a matter of identifying, evaluating and using
the most appropriate sources for getting applicants. However, in cases where
there are difficulties in getting the right applicants, there might be a need to
conduct organisational analysis. It is important to know the strengths and
weaknesses of your organisation including reputation, pay, and employee
benefits and working conditions, attractiveness of the job, location, security
of employment, career prospects, etc.
2. Sources of applicants
As a matter of principle, applicants within the organisation should be given
an equal opportunity to compete with external applicants for any post that
becomes vacant. The methods that are used for recruitment include
advertisements, the use of recruitment agencies and consultants, executive
search consultants, internet and educational establishments. The method used
will depend on experience, time available, resources, nature of the
organisation and the job.
3. Sorting out applications
The normal procedure to sort out applications is as follows:
 All applicants are listed in a standard control sheet.
 Each component of the application criteria is awarded a point.
 There should be weighting and ranking of the applicants according to
points scored.
 Short listing those qualifying for an interview.
 Preparing an interview programme.
 Inviting interviewees using a standard letter.
 Inform those who did not qualify.

Interview Round and Questions in Tata Sky

The selection process in Tata Sky Interview is based on the contender’s performance
shown in respective interview rounds which are officially conducted by the Tata Sky
authority. So, all the aspirants who are going to participate in Tata Sky Interview
should aware of all the basic interview rounds which are clearly given in below to
gain enough confidence for better performing in Interview.

 Online Test or Written Test.

 Group Discussion/ JAM Session etc (Need Based).
 Technical Interview.
 HR Interview.
 Final Interview (Telephonic/ Personal Interview).

The aspirants who are qualified in the online test will get a call to attend next
interview rounds successfully without any rejection. The applied and eligible
candidate will get selected in Tata Sky Interview if they had completed all the
conducted interview rounds fortunately with a qualifying mark.
Technical Interview Questions for Fresher’s
 Explain Weather satellite?
 What is Communications satellite?
 What is Space station?
 What is Earth observation satellite?
 How do you handle workplace problems?
 What kind of battery used by older satellites?
 Where can I find the time on satellite pictures? What time zone is this?
 What are the Types of Satellite?
 What do you do when someone criticizes you?
 What is the maximum operating rate of a wireless LAN using infrared
communication?
 Earth station uses what type of antenna?

Technical Questions for Experienced

 What are feature vectors?

 Explain the steps in making a decision tree?
 How to work towards a random forest?
 What is Collaborative filtering?
 What are the drawbacks of linear model?
 What is the Law of Large Numbers?
 Explain the difference between Name Node, Checkpoint Name Node, and
Backup Node?

HR Interview Questions for Fresher’s

 Tell me about yourself?

 What is the difference between confidence and over confidence?
 Would it be a problem for you if you are asked to work overtime or at evenings
or on weekends?
 Explain how you would be an asset to this organization
 Why do you want to work with us/in our company?
 How long do you expect to stay/work with us?
 Your interest lies in which other activities?
 Which is the toughest decision that you have ever made?
 Have you considered the option of starting your own business?
 What is the difference between hard work and smart work?
  Which is your favorite book/Have you read any book recently?
 Tell something about your dream job?
 What are your co-worker pet peeves?

HR Interview Question for Experienced

 How long can you commit to working with us?

 What is your expected salary?
 Tell us something about yourself.
 Why do you want to leave your present job or company?
 What do you know about us?
 What weaknesses do you have?
 Why should I consider hiring you?
 Where do you see yourself five years from now?
 Why do you want to work here?
 What is your salary expectation?
 What motivates you?
 What makes a good team player?
 Is there anything that you would like to ask me?
 Why do you want to work in this industry?

Group Observation and learning

The following is a list along with photograph and specification of various types of
containers which we had observed during our industrial visit.
 1. There are a number of activities conduct by Tata Sky d2h industry which is a
dry port like loading and uploading of goods and containers.
2. All the loading and uploading activities are done by machines and labor.
3. There is a proper management and utilization of man power and machines.
4. In the mean while of our visit we have observed different types of Tata Sky
d2h mentioned below in details :-
a. Hygiene was properly maintained.
b. Each and every product was passed th

Conclusion
We are thankful to our faculty for organizing such an informative event for us in
crucial to develop our practical skills regarding logistics and documentation or other
managerial activity. We have learnt the proper management criteria of the company
and have an opportunity to research on the company.

We hope we get more chances further to have such wonderful and

informative experience of visiting different industry.
 Reference
Following channel play an important role in the data gathering of our report:

 www.tatasky.com
 Tata Sky d2h – WIKIPEDIA
 Tata Sky d2h – PDF Documents
 www.scribd.com
 About Group
This group consist of two members: -

1. Amandeep (HRM).
2. Lucky Tomar (Marketing).
 Findings
1. News Paper and TV advertisements are the main source of awareness to the
customer.
2. Basically people purchased Tata Sky because of good quality picture and
sound quality than cable connection.
3. People want to add internet services as add on service.
4. 80% of the customer are satisfied by the DTH services (Tata sky).
5. Benefits given to the employees working in the company like life insurance,
pension plan, retirement plan, free lunch and snacks provided and many other
benefits were provided to the employees
APENDIX