Essel Group is among Indias most prominent business houses with a diverse portfolio of assets in media, packaging, entertainment, technology enabled services, infrastructure development and education. The Group started business in 1976 with a commodity trading and export firm, Rama Associates Limited, and has since then metamorphosed into a conglomerate that is a symbol of the ingenuity and power of Indian entrepreneurship, with worldwide operations and a workforce of nearly 8,000 dedicated employees.
Zee Entertainment Enterprise Ltd - India's largest media and general television entertainment network with a range of businesses encompassing the content-to-consumer value chain.
Zee News Ltd - a cluster of news and regional entertainment channels touching the lives of millions of Indians.
DNA - an English language newspaper in a joint venture with the Dainik Bhaskar Group.
Dish TV - India's first direct-to-home (DTH) entertainment service, brings the latest in digital technology to television viewers, broadcasting high quality programmes straight from the satellite to the consumer's home.
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Wire & Wireless India Ltd Â - the largest cable distribution system in India, Â present in 45 cities.
Digital Media Convergence Limited - personalized, entertaining and informative multimedia and textual content.
Essel Propack - the world's largest specialty packaging company manufacturing laminated tubes for personal care, pharmaceutical, food and industrial businesses.
ETC Networks - among leading television networks in India with two channels - ETC Hindi and ETC Punjabi.
Essel Sports - pioneering sports initiatives with Indian Cricket League and Mumbai Football Club to promote India in the global sports arena through an all inclusive spirit of free and fair competition.
Suncity Projects - a pioneer in conceiving and executing a profusion of urbane real estate projects arraying from townships to group housing to luxury apartments to shopping malls and office complexes.
Fun Multiplex Pvt Ltd - With a leading position in the Indian multiplex market, Fun Multiplex Pvt Ltd operates 70 cinema screens in 19 cities and twenty three locations - Ahmadabad, Mumbai, Chandigarh, Hyderabad, Guwahati, Gwalior, Delhi, Ghaziabad, Lucknow, Agra, Jaipur, Bangalore, Panipat, Ambala, Karnal, Hyderabad, Gulbarga, Panjim and Margao.
Zee Interactive Learning Systems - the education arm of the group runs India's largest chain of preschool and high schools. Zee Institute of Media Arts provides training in media arts and technology while Zee Institute of Creative Arts is an animation training academy.
ESSEL GROUP MEDIA BRANDS
Mission & Values
To be the leading round the clock airtime properties provider and delight the viewers not only through our general entertainment and infotainment channels, but also through quality cinema from our movie banners. As a Corporation, we will be profitable, productive, creative, financially sound with care and concern for all our viewers and stakeholders namely advertisers, cable operators, producers and production houses.
Our Company's strategies are driven by the needs of the customer. Our success can be measured by the satisfaction achieved by our customer.
We accord a high premium to maintaining superlative standards throughout our Company. We encourage our employees to come up with smarter ideas within the fastest possible time.
Key to our value system is innovation and originality. We recognize and have a high regard for individual expression and creative freedom in our quest to provide customer satisfaction.
We observe strict ethical standards through editorial independence and creative expression, in order to earn the trust of our viewers and subscribers.
We are committed to delivering consistent revenue and cash flow growth in order to provide our shareholders a good return. Our objective is to grow our people, market and businesses around the world.
But We Are Focusing On The Media Sector i.e In Essel Group which include : Zee Entertainment Enterprise Ltd , Zee News Ltd , DNA. We Will Be Focusing On The Training Program Of Zee Entertainment Enterprise Ltd which is discussed as follows:
MEDIA OF ZEE ENTERATAINMENT LTD.
MEDIA TRAINING PROGRAM
The induction of the new recruits is so detailed and methodical; it almost imbibes the values of being a thorough professional even with finding feet in the vastness of the organization. Right from settling an employee to providing on-the-job-training.
Always on Time
Marked to Standard
Zee is all about its people. At Zee, human capital is considered the ultimate asset that yields the growth of the organization. Zee conducts training programmes of different kinds. Training, as believed at Zee, isn't a function of time. Zee believes consolidating on strengths. Associates are trained on the basis are the strength profile they have. Depending on the strength profile associates' training needs are identified and they are sent for training programmes or these programmes are arranged in-house. This is followed by monitoring the performance of these employees on the job to test the efficacy of the training module. Zee also believes in the power of internal leadership. This trait of the employees often arms them with taking initiatives and risk-taking ability.
Zee has a strong vertically and horizontally aligned KRA based performance Management System. Zee facilitates the hierarchical progression of people based on their performance and strengths profile. The rate of growth at Zee can be as rapid as a management trainee graduating to the level of Executive Vice President in a span of 12 - 15 years.
Optimization of available skill and ability is a preferred course of action at Zee. Hence all available vacancies are first advertised to Strategic Business Units (SBUs) within the Zee umbrella. All SBUs follow a similar pattern of hierarchy and remuneration so that no business is preferred for the wrong reasons and so that retention of employees in their own departments is higher. Speed and transparency are the hallmarks of employee care post recruitment at Zee.
Zee matches all industry standards with regards to benchmarking compensation packages for all employees. The grades, designations and salaries are rationalized commensurate to employees' qualification and relevant experience.
MANAGEMENT STRUCTURE OF TRAINING PROGRAM
Board of Directors
Television Networks And Film Entertainment : Subhash Chandra, is the Non-Executive Chairman of the Board and promoter of Essel Group of Companies. His industry leading businesses include television networks and film entertainment, cable systems, satellite communications, theme parks, flexible packaging, family entertainment centers and online gaming.
Trading Agro Commodities : Laxmi N. Goel, is a Non-Executive Director and one of the promoters of the Company. He is one of the key architects of the Essel Group of Companies. He started his career in trading agro commodities and established Rama Associates Limited along with his brothers.
Publicis Advertising : Ashok Kurien, is a well known personality in the Advertising world. Mr. Kurien is the Managing Director of Ambience Publicis Advertising Private Limited, which is rated amongst the best Advertising Agencies of India.
Internet, Broadband And Technology Solutions Businesses : B. K. Syngal, is a Non-Executive Independent member of Board of the Company. He was the Vice-Chairman of BPL Communications Limited and Chairman of Internet, broadband and technology solutions businesses at the BPL Innovision Business Group at Bangalore.
Accounts and Law : N. C. Jain, a post graduate in Accounts and Law, experience in the Civil Service (as member of Indian Revenue Service).
Marketing Controller : Rajan Jetley, is a Cambridge Graduate from Bishop School and MBA from Delhi University. He started his career with ITC Ltd., rising to the position of Marketing Controller in its Hotels division.
Advisor : Dr. M. Y. Khan, is a Science graduate from University of Kashmir and Doctorate of Philosophy in Business Management (PHD) from Burkes University in UK. Mr. Khan has been the Chairman of J&K Bank in the past, he was also a Director on the Board of Bharat Hotels, as well as Advisor for Berenson & Company, New York.
Area Of Capital Markets : R. Vaidyanathan, a graduate from Loyola College, Madras, holds a Masters from the Indian Statistical Institute, Calcutta and also a Fellow Member in Management (Doctorate) from the Indian Institute of Management, Calcutta, is the Professor of Finance and Control at the Indian Institute of Management, Bangalore and UTI Chair Professor in the area of Capital Markets.
True Visionary : It takes a true visionary to stretch the horizons of the India's largest media enterprise. It takes immense courage and self belief to paint a larger than life canvas of success. But for Mr. Punit Goenka that's a way of life.
LEVELS OF MANAGEMENT IN ZEE ENTERTAINMENT LTD( MEDIA)
MARKETING LEVEL (600 employees)
This Essay is
a Student's Work
Punit Goenka is currently the Chief Executive Officer (CEO) of Zee Entertainment Enterprises Ltd. (ZEEL). As a part of his journey, Punit has been the catalyst in taking the ZEEL Empire to greater heights. handling about 200 employees
Atul Das heads Corporate Strategy & Business Development. He has been with Zee since September 1998 and handles corporate strategy including activities such as alliances, mergers and acquisitions, business planning and investor relations. handling about 200 employees
Atul Pande is CEO of Sports Business supervising Zee Sports, Ten Sports, Mumbai Football Cup and All Sports Magazine. handling about 100 employees.
Joy Chakraborthy is the Chief Revenue Officer at ZEEL. His job responsibility involves maximization of the company's value share through ensuring quality service to business constituents, strategizing and initiating value innovations. handling about 50 employees
Roland Landers heads Corporate Brand Development at ZEEL. handling about 50 employees
FINANCE LEVEL ( 200 employees)
Hitesh Vakil, a qualified chartered Accountant with 24 years of experience, is the Chief Financial Officer of Zee Entertainment Enterprises Limited (ZEEL). handling about 250 employees handling about 200 employees
OPERATION LEVEL (300 employees)
Amitabh Kumar heads Technology at ZEEL and is responsible for broadcasting operations of the Company. handling about 150 employees
Dinesh Jain heads Zee Turner (a 74% subsidiary of ZEEL) and looks after the entire distribution for Zee Network and Turner channels. handling about 150 employees
4. IT LEVEL ( 300 employees)
M. Venkataraman is President-Corporate at ZEEL and heads the functions of Commercial, Information Technology, Operations & Infrastructure and Broadcasting Operations. handling about 150 employees
Nitin Vaidya is the Chief Operating Officer (COO) of ZEEL & Business Head-Zee TV. Nitin has over 25 years of experience in print and electronic media businesses. handling about 150 employees
5. LEGAL ( 100 employees)
M. Lakshminarayanan, Executive Vice-President & Company Secretary is an associate member of ICSI and heads secretarial and legal functions of the Company. handling about 100 employees
6. HR LEVEL( 400 employees)
Rajesh Save is Executive Vice-President-Corporate Human Resources. handling about 400 employees.
the total numbers of employees working in organization are 1900.
DURING TRAINING PROVIDED BY ZEE ENTERTAINMENT LTD TO THE EMPLOYEES THE FOLLOWING WOULD INCLUDE IN TRAINING PROGRAM:
Q1. WHAT IS NEED OF TRAINING?
Media Relations training involves learning how to effectively communicate with the press and news organizations. It involves gaining an understanding of a news organizations needs in addition to methods to meeting them, being able to communicate in a time of a news crisis, and respond to the media in a way that is effective and succinct. The purpose of media relations training is to improve communication skills and define and improve strategic communications. Additionally, it is aimed at improving a company's or an individual's relationship with the media and helping that company of individual to feel comfortable speaking with the media. It is important to know how to work with the media because they are your free advertising source, and they can also be the worst informant of your company. Among the training following points can be covered:
what is news? How journalists think and what they are looking for
how to make journalists more interested in what you have to say
'bridging' to the points you want to get across
on and off the record
dealing with difficult questions
what makes a good broadcast interviewee
the questions you MUST ask before you do any radio or TV interview
how to prepare effectively
more effective use of language and examples
what to expect in the studio and beyond
Q2. WHO WILL GIVE TRAINING?
Training will be given by the top management and middle level management. The Training includes the practical knowledge imparted to students/employees hired. The training include the on the job training and off the job training. Thus, the trainer would include the senior management and top level executive. Who are experienced so, that they can give practical orientation to the trainees. The management is therefore; include the board of directors and executives managers etc.
Q3. Who Will Get Training?
Training will be given to the people who are hired for the right job. The training will be given to those who have being selected. There are various candidates which are entry level and experienced etc. the training will be given to those who are new to this field only having theoretical knowledge so, the training provided can be for entry level i.e full training and for experienced only the overview of training. Training can be given to those also who are working in the organization so, that they can be motivated with the new candidates.
Q4. How To Evaluate Training Results?
Training and development activities can be evaluated before, during and after the activities. Consider the following very basic suggestions:
Before the Implementation Phase
Will the selected training and development methods really result in the employee's learning the knowledge and skills needed to perform the task or carry out the role
Consider applying the methods to a highly skilled employee.
Do the methods conform to the employee's preferences and learning styles? e.g., documentation, overheads, etc. Does the employee experience any difficulties understanding the methods?
During Implementation of Training
Ask the employee how they're doing. Do they understand what's being said?
Periodically conduct a short test, e.g., have the employee explain the main points of what was just described to him, e.g., in the lecture.
Is the employee enthusiastically taking part in the activities? Is he or she coming late and leaving early. It's surprising how often learners will leave a course or workshop and immediately complain that it was a complete waste of their time. Ask the employee to rate the activities from 1 to 5, with 5 being the highest rating.
After Completion of the Training
Give him or her a test before and after the training and development, and compare the results?
Interview him or her before and after, and compare results?
Watch him or her perform the task or conduct the role?
Assign an expert evaluator from inside or outside the organization to evaluate the learner's knowledge and skills?
Focus Of Data
Reaction Or Satisfaction And Planned Action
Focus Is On The Training Program, The Facilitators And How Application Occurs.
Focus Is On Participants And Various Support Mechanism For Learning
Job Application Or Implemenatation
Focus Is On The Participants , The Work Setting and Support Mechanism For Applying Learning
Focus Is On Impact Of Training Process On Specific Organizational Outcome
Return On Investment
Focus In O Monetary Benefit As A Result Of Training
Q5. How Many Employees Will Get Training?
As there are 6 departments in organization so, the training will be provided to only those who are new to organization and are already working. these training will be provided on basis of the performance criteria. the training will provided Amoung different departments of organization.
Organization has Marketing Level (600 Employees), Finance Level ( 200 Employees), Operation Level (300 Employees), It Level ( 300 Employees), Legal ( 100 Employees), Hr Level( 400 Employees). the trainee will be selected on performance based i.e whose performance is less the training will provided to only those candidates.
In marketing department the Maximum limit of trainee members will be 200 out of 600 employees include entry level employees. In finance department the Maximum limit of trainee members will be 30 out of 200 employees include entry level employees. In operation department the Maximum limit of trainee members will be 50 out of 300 employees include entry level employees. in IT department the Maximum limit of trainee members will be 100 out of 300 employees Include entry level employees. In Legal department the Maximum limit of trainee members will be 20 out of 100 employees include entry level employees. and In HR department the Maximum limit of trainee members will be 100 out of 400 employees include entry level employees.
The total number of employees of training is 500 employees these are selected from the various departments of organization.
Q6. Where To Give Training?
The training will be provided in the hall or in the conference room of the organization. The training should be provided where there is no problem of ventilation, there should be proper furnishing of room. the training hall/room should include:
Air conditioners that people can stay comfortably.
Proper facilities of computer and projector so that training can be done through proper presentation.
Speaker to deliver the training program.
Proper seating arrangement.
Refreshment facilities like water etc.
Stationary and equipments
audio visual facilities
seating arrangement should be proper
Q7.Expenses To Be Incurred? (Keeping In View The Maximum Limits)
The training program scheduled for one week ( 7 days ) .The Budget limitation is upto 6 lakh for conduct the training progam . the umber of employees working in organization are 1900 out of which 500 employees are selected for training so, that they can be given practical knowledge about the work to be done . but some of these they are just required to be motivational training so that they can work effectively. the following is the budget structure of conducting a training program in organization.
The training sechuled will be as follows:
Day 1 :- Marketing- 200 employees , the training will be given by 2 marketing head of Organisation.
Day 2 :- Finance - 30 employees , the training will be given by 1 Financial head of Organisation.
Day 3 :- Operation- 50 employees, the training will be given by 1 Operations head of Organisation.
Day 4 :- IT -100 employees, the training will be given by 1 IT head of Organisation.
Day 5 :- Legal - 20 employees, the training will be given by 1 Legal head of Organisation.
Day 6 :- HR - 100 Employees, the training will be given by 1 HR head of Organisation.
After that Test will be conducted for performance of employee after training. can final candidates will be selected for international seminar.
Day 7 :- combined training lecture will be held by 2 members of broad of director and a 2 international trainer will be called for taking a seminar on media
The training will provided by 7+2 members.
Expenses for training program would be:
1.Taking a conference room on rent having capacity of 550 members - cost incurred is Rs. 10000 per day including chairs and table. for 7 days = 10000x7-70000
2.Refreshement for trainer and trainees Rs. 10000/ day. including services.10000x7-70000
3.computer equipment and stationery costing Rs. 5000/day 5000x7-35000
total cost is : - Rs. 175000.
Trainer's cost are as follows:
Training Program employees
Trainers Expenses Incurred
10000/ person .( 2 person)
So, the total cost of whole training program comes to Rs. 425000.