FINAL ASSIGNMENT

Talent Management and Career Management

Group 8

Bhargavi Deshmukh (3215636)

Keerthi Charan (3216514)
Mehak Sachdeva (3212885)
Prachi Chandak (3216640)
Sanya Mahajan (3217695)
Saurabh Bosu (3212883)
Shloak Miten Shah (3219821)
Yash Rajendra Mundhra (3183785)
Introduction

Outlook India is a prominent media company based in India, known for its diverse range of
journalism, publishing, and digital media offerings. Founded in 1995, Outlook India has established
itself as a leading source of news, analysis, and commentary on Indian and global affairs. Outlook
Group is owned by the Rajan Raheja Group, a prominent Indian conglomerate involved in various
sectors like real estate, hospitality, and media.

Outlook India is a group of publications, not just one company. Their publications include the
following magazines:-
1. Outlook Magazine: This is a weekly general interest English and Hindi news magazine
published in India since 1995. It's known for its in-depth reporting and critical analysis of current
affairs, often taking a bold and questioning stance.
2. Outlook Business: This insightful and thought-provoking business magazine focuses on the
Indian market. It provides in-depth analysis, commentary, and forecasts on various economic
sectors and companies.
3. Outlook Money: This magazine focuses on personal finance, offering expert advice on
investing, borrowing, and managing money wisely.
4. Outlook Traveller: This travel magazine is a valuable resource for globetrotters, providing
information on destinations, trends, and practical tips for planning your trips.
5. Outlook Planet: This online platform focuses on sustainability and environmental issues,
offering news, reports, and insights on various initiatives and challenges related to climate
change, renewable energy, and social development.

Outlook India operates across multiple platforms, including print, digital, and events, catering to a
broad audience within India and internationally. Its flagship publication, Outlook magazine, is
renowned for its in-depth reporting, investigative journalism, and insightful editorial content
covering politics, current affairs, business, culture, and more. With a focus on providing
comprehensive coverage and diverse viewpoints, Outlook India has earned a reputation for
journalistic integrity and credibility.

In addition to its print magazine, Outlook India has expanded its digital presence with an online
platform offering news articles, opinion pieces, features, and multimedia content. The company
leverages social media channels to engage with its audience and disseminate real-time
information. Outlook India also organises events, conferences, and summits on various topics,
bringing together thought leaders, policymakers, and experts to discuss critical issues facing India
and the world.

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Business Model

Print advertising: Primary revenue source, though facing decline.

Subscription model: Growing in importance, offered online and in print.
Event sponsorships: Generates additional income through conferences and workshops.
Branded content partnerships: Collaborations with companies for targeted content.

Outlook group has various publications launched over two decades, the group has a strong
presence in the Indian media landscape. Their main challenge is the Need to adapt to changing
media consumption habits and diversify revenue streams.

Company Analysis
Strengths:
Strong Brand Reputation: Outlook India is recognized for its journalistic excellence and
integrity, which has helped build trust among its audience over the years.
Diverse Content Offering: The company covers various topics, catering to different interests
and demographics attracting a diverse readership.
Digital Expansion: By investing in its digital platform, Outlook India has reached a larger
audience and adapted to changing consumer preferences for online news consumption.
Weaknesses:
Competition: The media landscape in India is highly competitive, with numerous players vying
for audience attention. Outlook India faces competition from both traditional and digital media
outlets.
Revenue Challenges: Like many media companies, Outlook India may face revenue
challenges due to changes in advertising trends, declining print circulation, and the need to
monetize digital content effectively.
Opportunities:
Growth in Digital Media: With the increasing penetration of the internet and smartphones in
India, Outlook India has significant potential to expand its digital audience and revenue
streams.
Niche Targeting: The company can explore niche markets or specialised content verticals to
cater to specific audience segments and advertisers.
Threats:
Regulatory Environment: Changes in government regulations or policies related to media
ownership, content censorship, or digital rights could threaten Outlook India's operations.
Disinformation and Fake News: The proliferation of disinformation and fake news online
presents challenges for reputable news organisations like Outlook India, as it can undermine
trust in mainstream media sources.
Overall, Outlook India occupies a prominent position in India's media landscape, driven by its
commitment to quality journalism and adaptability in the face of evolving industry trends. By
leveraging its strengths and addressing potential challenges, the company can continue to thrive
and remain a trusted source of news and information for its audience.

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Issues and Solutions Proposed
Onboarding
1. Discrepancy Between Offered Roles and Actual Responsibilities Upon Joining: One of the
leading HR problems at Outlook Group is the inconsistent clarity of profiles, where there is a
significant discrepancy between the positions promised during recruitment and the duties assigned
once joining. This disparity makes new hires confused, frustrated, and depressed. A mismatch in
talents, interests, and job satisfaction usually occurs when people enter the organisation expecting
particular things based on the job descriptions given throughout the hiring process, only to discover
that their real tasks and responsibilities differ perilously. Outlook majorly asks for B2C sales with a
specified target to all its interns and employees, irrespective of their domain upon joining. These
discrepancies impair employee engagement and productivity and impede the integration process.

In order to resolve the issue of this discrepancy, the Outlook group should focus on the following:

• Standardised Job Descriptions: Create and implement uniform job descriptions across
departments, guaranteeing that duties and expectations are accurately stated and transparently
understood.

• Skill-Based Hiring: Rather than making everyone perform B2C sales, match candidates'
interests and talents to particular tasks.

• Realistic Expectations: Don't overpromise or sugarcoat the role; give candidates honest
glimpses of the day-to-day responsibilities and obstacles during the hiring process.

• Onboarding Clarification: Roles, duties, and expectations should be made clear during
onboarding through thorough presentations, mentorship, and buddy programmes.

• Frequent Feedback Loop: Establish a way for new personnel to regularly provide feedback on
their performance and voice any issues they may have.

• Role Adjustment Mechanism: Provide a straightforward procedure for changing responsibilities

by employee input and skill advancement to guarantee that they align with passions and strong
points.

• Mentorship Programmes: Establish mentorship programmes that help new hires feel integrated
and at home by providing guidance and assistance from seasoned staff members.
• Employee Engagement Initiatives: Plan gatherings, exercises, and educational courses that
foster cooperation, open communication, and a happy workplace.

• Career Development Opportunities: Offer training courses and professional development

opportunities pertinent to various positions and interests inside the company.

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Issues and Solutions Proposed
Onboarding
2. Absence of Onboarding Training: The lack of onboarding training at Outlook Group is a
serious HR problem since it leaves new hires without formalised training programs. Due to this
shortcoming, the integration of new employees, work output, and general satisfaction needs to
improve. In the event of receiving inadequate onboarding training, new hires find it difficult to
comprehend their obligations, tasks, and the organisation's culture, which eventually leaves them
feeling lost and confused. Furthermore, the mentors need to be more supportive, and the lack of
thorough training impedes acquiring the critical abilities and expertise required to succeed in the
respective roles. Consequently, the newly hired staff members feel more stressed and
apprehensive.

To improve the onboarding and training, the company must focus on the following:

• Standardised Onboarding Curriculum: Develop a thorough onboarding programme that

addresses the tools, policies, procedures, company culture, and role-specific requirements.

• Phased Approach: Break up the onboarding program into minor phases, emphasising first
impressions, necessary abilities and expertise, and a smooth transition into the team.

• Role-Specific Modules: Create modules tailored explicitly to specific roles, guaranteeing

pertinent training material and real-world application.

• Mentorship and Buddy Programmes: Provide recruits with mentors and pals for support,
direction, and casual learning experiences.

• Peer-to-peer Learning: Learning between peers can be fostered using cooperative problem-
solving exercises, knowledge-sharing sessions, and group projects.

• Mentor Training: Provide mentors with the abilities and information to advise and assist recent
hires properly.

• Frequent Check-ins: Arrange for frequent check-ins with recently hired staff members to discuss
issues, respond to inquiries, and offer feedback.

• Resources: Throughout their onboarding process, give new hires simple access to training
materials, resources, and support networks.

• Feedback Surveys: To gauge the success of the onboarding program, periodically ask mentors
and new staff for their opinions.

• Track Performance Metrics: To gauge the success of onboarding initiatives, keep an eye on
essential performance indicators, including worker productivity, retention, and engagement.

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Issues and Solutions Proposed
Onboarding
3. Unresponsive and Unclear HR Practices: In the Outlook Group, there needs to be clearer
and more responsive HR practices for new and existing employees. This problem shows up as
unclear HR policies and processes and ineffective and delayed communication from HR
departments. Workers face issues in getting support or information on various topics, from benefits
questions to dispute settlement procedures to salary issues. This uncertainty results in annoyance
and undermines confidence in HR's capacity to handle employee demands effectively. Moreover,
inconsistent policy enforcement and decision-making also arise from confusing and unclear HR
processes, giving employees the impression that they must be treated fairly.

To bring clarity to the HR policies and improve communication, the team should focus on the
following:

• Clear and Accessible Policies: Make HR policies comprehensible by organising and

streamlining them for online and internal communication.

• HR Knowledge Base: Establish a thorough knowledge base with resources, FAQs, and guides
that answer frequently asked questions about HR.

• Frequent Communication: Establish lines of communication like newsletters, town halls, or

forums specifically for employee input and HR updates frequently.

• Encourage an open-door policy so staff members can conveniently contact HR agents with any
queries or issues.

• Designated HR Support Channels: Provide hotlines, email addresses, web portals, and explicit
response times for HR queries.

• Trained HR Staff: Give HR employees the tools to handle employee problems properly, including
knowledge, active listening skills, and communication abilities.

• Escalation Protocols: Establish explicit protocols for circumstances requiring further

investigation or managerial intervention.

• Policy Review and Standardisation: Review and update HR policies regularly to maintain
uniformity and alignment with corporate principles.

• Documented Procedures: Provide transparent and equitable application of all HR processes by

developing documented procedures.

• Grievance Procedure: Provide a transparent and readily available grievance procedure so that
workers can report perceived injustices or policy infractions.

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Issues and Solutions Proposed
Talent Development
1. Absence of Employee Training: After analysing the experience at Outlook Group, the need for
more employee training surfaced quickly. The company should have provided initial training during
the onboarding process (that would help new employees assimilate to their job roles and
organisational culture quickly); it also was unable to provide adequate training and development
initiatives for existing long-term employees. Hence, designing a straightforward Learning and
Development program that begins with a needs assessment is essential. This needs assessment
should be done in collaboration with department heads and senior editors so that we can identify
the individual and department-level skill gaps and keep them involved in the process. Based on the
assessment report, we can use the Human Capital Development model to create a comprehensive
and customised training program that focuses on technical skills (digital media tools, design
software), soft skills (communication, critical thinking) and industry trends (social media
engagement, content marketing). These could be delivered through a blended learning approach
incorporating online modules, workshops led by industry experts and internal trainers, and on-the-
job training opportunities. Outlook could also consider partnering up with training institutes
specialising in journalism to enhance the program's effectiveness further and tailor it to Outlook's
specific needs. This focus on employee training and development, as discussed during class, will
also help the company portray their commitment to helping its employees grow and build trust.
2. Lack of Mentorship: Building on this idea of employee training and development, it is essential
to acknowledge the weight of mentoring on employees and overall organisational growth and how
the lack thereof could be detrimental to the organisation. Unfortunately, interns and entry-level
employees often lack mentorship support at Outlook. To address the lack of mentorship for interns,
Outlook should implement a formal Protégé-Mentor Program in which they partner with journalism
schools and universities to pair interns with experienced journalists within the company. They could
also utilise peer mentoring within departments to foster knowledge sharing and collaboration
among junior and senior staff. This would need to be done by first having the mentors receive
training on effective communication, feedback, and career guidance specific to the publishing
industry. Post-which regular check-ins and 360-degree feedback sessions would be crucial to
measure program effectiveness and make adaptations when needed. During this time, it is vital to
keep track of the mentoring relationships, as seen in the paper by Ragins (2016), as we would
want to help develop a Relational relationship between the mentor and mentee that is based on
close, communal mentoring bonds that focus on mutual learning and growth. These career
development behaviours, psychological support for protégés, and relational behaviours can be
established by developing a straightforward program design that incorporates the strategies for
developing high-quality mentoring relationships coined by Ragins (2016).
These include:
Clarify Expectations and Create Positive Visions
Know Yourself
Build Trust
Create a Safe Space Relationship
Establish Positive Norms
Develop Effective Communication and Relationship Skills

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Issues and Solutions Proposed
Talent Development
These strategies can be implemented by having the mentor and mentee make note of their
strengths, weaknesses, and communication style, followed by sharing it with their partner for
mutual understanding. Outlook should then have them hold an initial meeting to discuss and align
expectations and create a shared vision document outlining goals, desired outcomes, and
expectations from both sides. During this meeting, they should also agree on ground rules for
communication and interaction. Post this; the mentor-mentee should establish regular check-ins
wherein the mentor practices active listening without judgement, encourages open dialogue and
vulnerability to foster trust, and leads by example in demonstrating effective communication and
relationship-building skills. Both partners must follow through on commitments throughout the
program and maintain confidentiality.
These talent management programs fit the OCM-OCS framework (fig.1) as it consider the
‘Individual and organisational contingency factors’ regarding organisational characteristics. The
OCM training practice aligns with the informational mechanism that connects with signalling theory
and the developmental mechanism that connects with the human capital theory. Lastly, the OCM
mentoring practice aligns with the developmental and relational mechanisms linked with social
learning, developmental career, and social capital theories. As a result, this can help Outlook target
their employees' information, competence and relationships while maintaining high motivation and
objective career success.

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Issues and Solutions Proposed
Talent Development
3. Lack of Recognition: Absence of appreciation for outstanding performance. The effect on
employees was worse when their contribution was not acknowledged or appreciated. It decreased
their motivation to keep working, impacting their consistency. As a result, there was a decline in the
productivity of many employees, which was reflected in the latter few weeks. Job dissatisfaction
increased, which led to a negative impact on the well-being of the employees. Feeling undervalued
made them feel stressed and also caused burnout. At the company’s end, the organisation's
culture was impacted heavily. Other influences because of lack of recognition in the workplace are
disengaged employees, difficulty recruiting new talent in the future, etc. It also leads to a
disorganised workflow, hindering people's creativity and innovation.

Following are the suggested steps Outlook group should consider, starting with setting and
notifying clear goals and objectives of the company to the employees. This way, the values can be
aligned. A customized reward system based on personal achievements will help boost employee
morale. Another point is that reward or recognition should be timely; otherwise, it loses its impact.
Incentives can either be monetary or non-monetary. Performance-based pay can be a motivating
factor. Sometimes, due to budgetary restrictions, non-monetary rewards like flexible work hours,
vacation days, etc., prove to be motivating as the employees get some time off to cool off the
burnout. An everyday activity opted for years is Employee of the Month/quarter; it develops a
healthy competitive spirit, and this public recognition positively impacts the employee. Other ways
of public recognition are shout-outs during meetings. If such simple steps are followed, it will
improve the workplace, and employees will feel valued.

4. Disregard for Feedback: Management does not heed employee feedback for
improvement. Feedback refers to the guidance or information the management provides to the
employees about their performance or deliverables. At Outlook Group, feedback was not provided
at all. This lack of follow-up left the employees needing clarification often. Relationships were
impacted because of this, and a feeling of underconfidence was felt among the employees.

A feedback system for continuous training should be implemented. Regular performance reviews
can be introduced for better employee clarity and information. Other kinds of feedback include 360-
degree feedback, which involves a holistic view of the employee’s work as the supervisors and
peers assess it. Outlook Group can adopt real-time feedback tools to provide instant feedback or
follow-ups to help employees complete tasks on time without delays caused by waiting for minute
approvals. This will ensure continuous checks. Another proven method is taking surveys and
keeping them anonymous to keep them confidential. Employees feel much more comfortable when
they can discuss specific topics honestly. All this can be effectively achieved if training is provided
to managers on how to give and receive feedback efficiently. One crucial skill required for feedback
is good communication skills. If Outlook Group adopts these practices of Feedback, it can develop
and foster a feedback culture in the organisation, which helps employees feel encouraged and
impact engagement positively.

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Issues and Solutions Proposed
Untimely Payments: Problems
1. Financial Hardship and Stress:
Basic Needs at Stake: Delays in salaries and dues at Outlook directly employees' ability to
afford food, housing, healthcare, and other essential expenses. This creates immense pressure
and anxiety, affecting their physical and mental well-being.
Debt and Interest Burdens: Late payments can exacerbate existing debt or force employees to
take on high-interest loans, further deepening their financial struggles.
Disrupted Savings and Future Planning: Unpredictable income makes saving for emergencies
or long-term goals difficult, contributing to a constant state of financial insecurity.

2. Psychological Impact and Demotivation:

Feeling Devalued and Disrespected: Outlook’s inability to pay on time it sends clear message
that employees are not valued. This leads to disrespect, resentment, and a drop in overall
morale.
Loss of Trust and Broken Confidence: Unfulfilled promises and delayed payments break down
trust between employees and the organisation. It fosters a sense of uncertainty and a lack of
confidence in the company's stability.
Decreased Engagement and Productivity: Feeling undervalued and stressed impacts their
motivation and engagement. Employees at Outlook become less invested in their work, leading
to lower productivity and quality.

3. Career Impact and Reputation Damage:

Seeking Alternative Opportunities: To secure financial stability and regain respect, employees
are more likely to actively seek new jobs with reliable employers. This leads to increased
turnover and loss of valuable talent.
Impact on Reputation: News of payment issues spreads quickly, negatively impacting Outlook’s
reputation in the job market. It discourages potential candidates and raises doubts about the
company's financial health.
Loss of Trust in Leadership: Late payments reflect poorly on leadership, causing employees to
question their competence and commitment to employee well-being. This creates an
atmosphere of distrust and disengagement.

4. Legal Ramifications and Additional Stress:

Lawsuits and Legal Actions: Depending on the severity and duration of the issue, employees
may pursue legal action to recover unpaid wages and dues. This adds further stress and
potential financial burdens for the organisation.
Damaged Relationships with Vendors and Partners: Delayed payments to vendors and
partners can harm critical business relationships, impacting operations and reputation.
Potential Regulatory Fines: Depending on the location and type of employees, violating labour
laws regarding timely payments can lead to hefty fines and legal repercussions

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Issues and Solutions Proposed
Untimely Payments: Solutions
1. Prioritising Timely Payments:
Robust Financial Planning: Implement systems for accurate financial forecasting and budgeting
to ensure sufficient funds for payroll and dues on time.
Streamlined Payroll Processes: Invest in efficient payroll software and procedures to minimise
errors and expedite processing.
Open Communication: Communicate any unforeseen delays transparently and proactively to
employees, explaining the reasons and timeline for resolution.

2. Offering Alternative Solutions:

Advance Payments: Consider offering advance payments for essential expenses during
challenging periods, subject to established guidelines.
Salary Loans or Short-Term Financing: Partner with financial institutions to offer low-interest
loan options to bridge temporary gaps.
Payment Plans: Allow for staggered payments or instalments for larger dues, with clear
agreements and communication.

3. Improving Communication and Transparency:

Regular Financial Updates: Organise meetings to share financial information and answer
employee questions openly and honestly.
Feedback Channels: Establish accessible channels for employees to voice concerns and ask
questions without fear of retribution.
Employee Recognition and Appreciation: Show appreciation for employee contributions
through non-monetary means like awards, recognition programs, or flexible work arrangements

4. Fostering Trust and Confidence:

Demonstrate Commitment to Improvement: Implement action plans to address the root causes
of payment delays and communicate progress regularly.
Invest in Employee Well-being: Offer financial wellness programs, stress management
resources, and employee assistance programs.
Uphold Ethical Practices: Prioritise fair treatment and adherence to labour laws and
regulations, building employee trust and respect.

5. Strengthening Partnerships and Legal Compliance:

Secure Credit Lines: Build relationships with financial institutions to obtain emergency credit
lines, ensuring readiness for unforeseen circumstances.
Maintain Clear Contracts and Agreements: Draft clear and mutually agreed upon contracts with
vendors and partners, outlining payment terms and consequences for delays.
Seek Legal Counsel: If facing complex legal issues or potential violations, consult with legal
professionals to ensure compliance and minimise risks.

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Issues and Solutions Proposed
High Turnover for Employees : Problems
High employee turnover, as seen in Outlook and indicated by recurrent cycles of hiring and firing,
can have a negative knock-on effect that may persuade more staff members to think about leaving
the organisation.
Uncertainty and Fear
Work Insecurity at Outlook: Seeing coworkers let go at Outlook fosters a culture of continuous
dread and anxiety about one's job security. This ambiguity may make people less engaged and
motivated.
Loss of trust: When loyalty at Outlook seems underappreciated, it breeds mistrust toward the
company's future and leadership. Workers could grow reluctant to put in extra time and effort.
Impact on Morale: At Outlook, team spirit and morale suffer when people leave. The remaining
staff members could feel unsupported, overworked, and underappreciated.

Disruption and Productivity Loss

Continuous Onboarding at Outlook: Always training new hires at Outlook takes time and
resources away from important work and reduces output.
Loss of Expertise and Knowledge: When seasoned workers leave Outlook, necessary
knowledge and skills are lost, which leads to gaps in output and efficiency.
Disrupted Team Dynamics: New hires require time to adjust and establish trust, so frequent
turnover at Outlook undermines team cohesiveness and collaboration.

Negative Culture and Environment

Burnout and Stress: Burnout and stress at Outlook can lower overall involvement because of
the pressure to make up for departing colleagues and the uncertainty about the future.
Toxic Competition: Outlook's limited career possibilities may create a toxic work environment,
which could harm teamwork and relationships.
Communication breakdown: Outlook's frequent turnover makes it difficult to keep open lines of
communication, which causes confusion and annoyance.

Personal Development and Growth

Limited Growth Opportunities: A high employee turnover rate at Outlook frequently indicates a
disregard for professional development and advancement, which leads aspirational workers to
look for possibilities elsewhere.
Negative Impact on Learning: Employees' ability to learn and acquire new skills is hampered by
Outlook's inconsistent teams and frequent changes, which impedes their ability to advance
professionally.
Feeling Undervalued: Employees may experience a lack of enthusiasm and a desire to
contribute when Outlook places a higher priority on hiring than on retention.

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Issues and Solutions Proposed
High Turnover for Employees : Solutions
Addressing Uncertainty and Fear:
Go beyond "why": While explaining the "why" behind staffing adjustments is important, delve
deeper into the "what happens next." Explain how the changes will benefit the company and its
employees in the long run.
Transparency is key: Don't shy away from difficult conversations. Be upfront about challenges
and emphasize the company's commitment to navigating them together.
Paint a clear picture: Share your vision for the future. Talk about upcoming projects, growth
plans, and how individual contributions will play a role in achieving them.
Job security beyond words: Actions speak louder. Offer concrete initiatives like upskilling
programs, internal job postings, and career development plans to demonstrate commitment to
employee growth.
Psychological safety: Build a culture where open communication and feedback are valued.
Encourage concerns to be raised without fear of retribution. Address them promptly and
transparently.
Mitigation Disruption and Productivity Loss:
Onboarding beyond paperwork: Invest in a comprehensive onboarding process that goes
beyond logistics. Introduce new hires to the team, culture, and their role's impact on the bigger
picture.
Knowledge retention: Create a structured knowledge-sharing process. Encourage departing
employees to document their work and expertise, and facilitate knowledge transfer to remaining
staff.
Team building beyond icebreakers: Invest in activities that foster genuine connection,
collaboration, and problem-solving skills within teams. Regular team lunches, volunteering
events, or even small brainstorming sessions can go a long way.
Creating a Positive Culture and Environment:
Recognition beyond platitudes: Implement a recognition program beyond generic praise.
Acknowledge specific achievements, contributions, and milestones publicly and privately.
Healthy competition: Foster a culture of collaboration and mutual support. Encourage teams to
work together towards shared goals rather than individual glory.
Communication beyond announcements: Create open communication channels where
employees feel comfortable sharing ideas, concerns, and feedback. Encourage regular
discussions and feedback loops with managers and leadership.
Enhancing Personal Development and Growth:
Career development beyond promotions: Offer training programs, workshops, and mentorships
that help individuals grow in their current roles and explore new career paths within the
company.
Learning beyond compliance: Go beyond mandatory training. Offer opportunities for employees
to learn new skills relevant to their interests and career aspirations. Provide access to online
learning platforms, conferences, or certifications.
Mobility beyond luck: Create a clear internal mobility program that outlines opportunities for
advancement and career transitions within different departments or teams. Allow employees to
express their career goals and provide support in achieving them.

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Remember

Tailor your approach: Companies require specialized approach based on their internal
structures
Seek employee input: Conduct surveys, focus groups, and regular feedback sessions to
understand employee concerns and tailor solutions accordingly.
Measure and iterate: Track the impact of your initiatives and make adjustments based on data
and employee feedback.
Commitment is key: Reducing high turnover requires sustained effort and commitment from
leadership and all employees.

Additional Solutions:
Conduct Exit Interviews: Conduct exit interviews regularly to learn the causes behind staff
departures and utilise the information gained to enhance procedures.
Emphasis on Benefits and Remuneration: To draw and keep the best employees provide
flexible work schedules, competitive pay, and benefit packages.
Establish a Good Work-Life Balance: Encourage employee well-being programs, provide
flexible work hours, and foster an excellent work-life balance.

Conclusion:
Outlook India, a beacon of journalistic excellence in the Indian media landscape, stands at a
crossroads. The winds of change are sweeping through the industry, demanding adaptation and
innovation. To navigate these turbulent waters and emerge stronger, Outlook must address its
internal challenges while embracing the opportunities presented by the digital age. This journey
necessitates a multi-pronged approach, focusing on strengthening its talent base, enhancing
employee engagement, adopting digital transformation, and fostering a culture of innovation and
agility.
Investing in the Backbone: Building a Stronger Talent Pool
Outlook's greatest asset is its people. However, shortcomings of current onboarding, training, and
talent development hinder their full potential. Standardized and well-defined onboarding
procedures across departments will ensure smooth integration and equip new hires with the
necessary skills. In partnership with training institutes, mentorship programs can bridge skill gaps
and foster a culture of continuous learning. By actively soliciting feedback through surveys and
regular check-ins, the company can refine its programs and create a learning environment
conducive to growth.
Building a Culture of Appreciation and Engagement
Building trust and engagement is crucial for retaining talent and fostering a productive work
environment. Open and transparent communication about company goals, challenges, and
decisions is paramount. Addressing concerns promptly and creating a culture of psychological
safety where employees feel comfortable sharing feedback is essential. Implementing a structured
system for recognizing and appreciating employee contributions through monetary and non-
monetary rewards will boost morale and demonstrate the company's value for its people.

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Addressing the Thorns: Tackling Untimely Payments and High Turnover
Untimely payments create financial hardship and erode trust, leading to high employee turnover.
Robust financial planning and budgeting are crucial to ensure timely salaries and dues. Open
communication about delays and exploring alternative solutions like advance payments or
payment plans can mitigate stress. However, addressing the root causes of turnover is equally
essential. This requires creating a work environment that values its employees. Job insecurity,
limited growth opportunities, and a hostile work culture must be addressed. Conducting regular
exit interviews and implementing their insights will provide valuable data to inform retention
strategies.
Embracing the Digital Wave: Riding the Tide of Change
The media landscape is undergoing a digital revolution, and Outlook must adapt to stay relevant.
Diversifying content beyond traditional formats is crucial. Exploring new avenues like podcasts,
video journalism, and interactive features will cater to contemporary audience preferences.
Leveraging data analytics to understand audience engagement and optimize content strategy is
critical to reaching a wider audience. Investing in modern content management systems, social
media management tools, and data analysis platforms will enhance efficiency and reach.
Innovation and Agility: The Keys to Unlocking Potential
The media landscape is dynamic, and Outlook must embrace a culture of innovation and agility.
Encouraging experimentation with new ideas and formats will allow the company to stay ahead of
the curve. Fostering a culture of collaboration and open feedback exchange across departments
will unlock the collective creativity of its workforce. Remaining adaptable to changing audience
preferences, market trends, and technological advancements is vital for long-term success.
A Brighter Horizon Awaits: Taking the First Step
By implementing these recommendations, Outlook India can build a more engaged and productive
workforce, create a positive and supportive work environment, and ultimately thrive in the
competitive media landscape. The company's rich legacy and journalistic excellence provide a
strong foundation for navigating the challenges and opportunities of the future. By embracing
change, investing in its talent, and fostering a culture of innovation, Outlook India can secure its
position as a leading voice in the Indian media landscape for years to come.

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Bibliography

Outlook Publishing (India) Pvt. Ltd. (n.d.).

About Outlook Group : https://www.linkedin.com/company/outlook

Outlook India
Website : https://www.outlookindia.com/

Forbes : Tackling Talent Management Problems

Compensation Issues : HRM Success

Ways to tackle Turnover Issues : Oracle Suit

Best Mentorships help people grow

Human Resource Models

The Mentor and the Protege

Ordinary to Extra Ordinary : Relationships at work

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