MANAGEMENT & ORGANIZATIONAL DYNAMICS
REPORT ON HUM TV NETWORK
center850009088120April 1, 2018
SUBMITTED TO: MISS mAIRA aKHTERSUBMITTED BY: AYESHA ARFI(22960) & MUSTAFA SIDDIQUI1000000April 1, 2018
SUBMITTED TO: MISS mAIRA aKHTERSUBMITTED BY: AYESHA ARFI(22960) & MUSTAFA SIDDIQUI
TBLE OF CONTENT
TOC o “1-3” h z u ACKNOWLEDGMENTS PAGEREF _Toc509987497 h 2SUMMARY PAGEREF _Toc509987498 h 2INTRODUCTION PAGEREF _Toc509987499 h 2VISION PAGEREF _Toc509987500 h 3MISSION PAGEREF _Toc509987501 h 3CORPORATE OBJECTIVE PAGEREF _Toc509987502 h 4STRUCTURE/ORGANOGRAM OF HUM TV PAGEREF _Toc509987503 h 4HIERARCHY LEVEL PAGEREF _Toc509987504 h 4TALL ORGANOGRAM PAGEREF _Toc509987505 h 5ORGANIZATIONAL CHARACTERISTICS PAGEREF _Toc509987506 h 7HUMAN RESOURCE MANAGEMENT PAGEREF _Toc509987507 h 8HRM FUNCTIONS PAGEREF _Toc509987508 h 8RECRUITMENT OF EMPLOYEE PAGEREF _Toc509987509 h 9INTERNAL RELATIONSHIP OF EMPLOYEES PAGEREF _Toc509987510 h 9RETENTION OF EMPLOYEE PAGEREF _Toc509987511 h 10COMPENSATION & BENEFITS PAGEREF _Toc509987512 h 10BUDGETING PAGEREF _Toc509987513 h 11ORGANIZATION STRATEGIES PAGEREF _Toc509987514 h 11STRATEGIC HUMAN RESOURCE PLANNING PAGEREF _Toc509987515 h 11STRATEGIC RECRUITMENT AND SELECTION PAGEREF _Toc509987516 h 12STRATEGIC TRAINING AND DEVELOPMENT PAGEREF _Toc509987517 h 13STRATEGIC COMPENSATION AND REWARD MANAGEMENT PAGEREF _Toc509987518 h 13ORGANIZATIONAL CULTURE PAGEREF _Toc509987519 h 13DIVERSITY PROBLEM PAGEREF _Toc509987520 h 14JOB SATISFACTION & DISSATISFACTION PAGEREF _Toc509987521 h 14MOTIVATION PAGEREF _Toc509987522 h 16PLANNING & DECISION MAKING PAGEREF _Toc509987523 h 17APPRAISAL PAGEREF _Toc509987524 h 18REINFORCEMENTS PAGEREF _Toc509987525 h 18DISCIPLINE PAGEREF _Toc509987526 h 19ETHICS PAGEREF _Toc509987527 h 20
HUM TV NETWORK
ACKNOWLEDGMENTStart with the name of Allah who is the most Beneficent and Merciful. We are thankful to our Teacher, Ma’am Maira Akhter who enabled to understand Management and Organizational Dynamics course so well that we have completed our Project. She comprehensively briefed about the report contents and guided the whole class. Also we are indebted to ____________________________for his precious time and managed from the busy schedule.
SUMMARYThis report contains our survey to HUM TV Network where we studied and observed their organizational culture, their motive and goals, the HR and its Functions. Also the motivational ways imparted to an employee and ethics were a part of This survey. HUM TV network is indeed a big organization who deal with different people and managing the team members well enough to attain the goal BY ENTERTAINING ITS AUDIENCE not only in Pakistan but also in the abroad.
INTRODUCTIONHUM Network Ltd. was launched on January 17,2005, with its flagship channel, HUM TV. In a short span of 11 years, HUM TV has become the numero uno general entertainment channel of Pakistan, bagging awards for best TV plays consecutively since its inception. Not only that its plays are so popular that they are now being viewed all over the world with its extensive international foot print. A recent addition is HUM Europe, ; HUM Mena. Similarly, HUM World is another international beam catering to the entire North American region. The same beam is also catering Australia and New Zealand region. The network has won international acclaim with HUM Europe winning the best Urdu Entertainment Channel Award at Asian Viewers Television Awards in 2015, along with a nomination in the Best Asian Channel category at the Asian Media Awards also in 2015.
Also, HUM Network Limited amended its Memorandum of Association to expand the business into different industries and markets amongst other amendments and obtained the right to enter into any business outside the media industry, expanding into new markets and growing continuously. HNL is a journey towards being the best entertainment Network with brands within the television medium
VISIONInspired by the finest cultural, corporate and creative values to present content which entertains and enriches audiences.
MISSIONTo enable the organization of outstanding content on subjects of interest and relevance to a range of audiences while using the best professional practices and ensuring long term continuity.
The company originates the outstanding content on subjects of interest and relevance to a range of audiences while using the best professional practices and ensuring long-term continuity and becomes the pioneer in the entertainment by redefining the drama content and to become market leader.
Throughout their journey company plans to emphasize on being stronger from within to deliver their growth aspirations and to provide their audience with an ultimate media consumption experience through our creative and distinct content, which in turn gives them sustainable competitive advantage,. We delivered another year of continued growth in our network’s business.
In addition, for future goals they have clear vision on strategic priorities that helped in boosting their existing strengths and allow them to prosper in an era of expanding consumer choice. In the previous they targeted investments in the content, brands and markets that provide significant growth opportunities for the future.
STRUCTURE/ORGANOGRAM OF HUM TVHIERARCHY LEVELHum Network level of hierarchy is as well defined as every single department has their separate managers and supervisors to look after their lower level staff. They are armed with professionals at every level down under whether it’s a technician or creative team.
TALL ORGANOGRAMHum Network has a tall organogram with numerous positions under Directors and Head of the departments apart from that in the top hierarchy level MD TV and COO looks after separate company operations relates to their respective job which is a healthy sign for the company.
Figure SEQ Figure * ARABIC 1COMPANY ORGANOGRAM
The company practices focus business strategy with following organizational characteristics
Hum TV is a structured organization with explicit job description and detail work planning for every individual working in their respective department
Their Skilled workers are hired on technical qualification or work experience and are supervised for efficient production of Set Designing of entertainment live shows and Dramas.
The company has sturdy marketing capabilities and therefore they are one of the major market share holder of entertainment industry by emphasizing on innovation and flexibility
The company has the reputation of technological leadership in entertainment industry as they are the trend changers of Pakistan TV shows by providing top quality production.
HUMAN RESOURCE MANAGEMENTHuman resource management involves all management decsions and practices that directly affect or influence the people or human resources who work for the organization. HR Department keeps the staff aligned with organizational goals.
HRM FUNCTIONSFollowing are the functions of HR:
Planning for organization, jobs and people
Human resource planning
Acquiring human resource
Compensation and benefits
Maintain human resource
Safety and health
RECRUITMENT OF EMPLOYEEIn order to maintain the productivity of the company, HR department needs to hire or replace the staff already resigned from the company. They have to go through the whole process of recruitment by selecting and interviewing candidates with the right set of skills and personality as they received hundreds of applications in the recruitment process. If they didn’t hire the required staff on time the company operation performance get stuck in between and the workload shifted to the other on board staff damages the productivity of the EMPLOYEE and the company as well.
INTERNAL RELATIONSHIP OF EMPLOYEESHR managers are hearing boards for employee concerns. Once seen as a place where employees go when they’re in trouble, the HR department is a forum for employees to air their concerns with management, the organization or co-workers without fear of discrimination or retaliation. A major challenge faced by HR managers is maintaining neutral relationships with employees. HR managers need to hear the concerns of employees and investigate problems they raise. If the HR managers or head of the department is not neutral and make biased decisions then it creates a negative image of a company and apart from that employees didn’t eager to work in that negative environment.
RETENTION OF EMPLOYEEEmployees may see HR as responsible for hiring new talent. But one of the primary challenges in people management is retaining current employees. It’s simply more efficient and cost-effective to retain talent as when employees leave; the company suffers a loss of productivity. It takes a long recruitment and training process before that productivity is restored. One of HR’s primary roles is to keep quality employees engaged with the company and their jobs. Retaining talent often requires a complex plan involving company culture, incentives, opportunity, benefits and pay rates. It’s important that employees are satisfied with all these factors so they don’t look for other opportunities but in order to retain the quality staff the employer or HR Department has to offer something extra to that employee and by making extra effort they might go overboard the company policies to retain the employee.
COMPENSATION & BENEFITSOne important challenge in people management is ensuring every employee is content with their compensation. A common misconception is that employees always expect a raise, and that the greater the raise, the happier they’ll be. However, it’s more often a matter of employees feeling they’re fairly paid. This requires HR to investigate and track current salaries within their industry and geographic region for various job roles to establish a basis of what’s fair and what is not. Employees who perceive themselves as underpaid will typically reduce their efforts to what they see as fair balance of pay and labor.
Benefits are an extension of compensation. Employees might be willing to accept a lower salary for better medical insurance plans, for instance. Other benefits like vacation time, stock options and so forth can cause an employee to leave or stay.
BUDGETINGThe human resources department is interested in saving cost for the company, just as most other parts of the business are as HR is generally considered a costly department to run because it’s not revenue producing. Instead, it spends money by hiring new staff, managing expensive benefits programs and consuming valuable employee work hours to deal with complaints and concerns. The challenge for HR managers is to convince the employees on a certain salary and benefits along with hiring the “right” people who can earn your business more money in the long run.
ORGANIZATION STRATEGIESStrategic human resource management (SHRM) is, indeed, one of the most momentous concepts in the field of business and management today. The idea of SHRM is to promote high performance workplaces and human capital management.
STRATEGIC HUMAN RESOURCE PLANNING
The company needs to plan their human resources when and who to hire. In order to hire, Hum Television forecast their hiring needs of contractual staff as per their project requirement as every project is not similar apart from that they plan to hire permanent staff as per the need. They analyze the issues which might occur during the project so external factors are also considered before hiring the staff, whether to hire male or female staff for the particular project, though they forecast the need way before time after analyzing the available staff at that point of time.
As far as the action plan is concerned, when they hire the staff they make sure that the employee should go through job specific training and development program. The work environment is such that female staff feels secure in working late hours as it is a creative field with no time specific work hours, apart from that company also make sure that after grueling hiring process staff should be satisfied with the work place so they give the best compensation and benefit plan to the employee along with promotions are based on performance supervised by their top management.
STRATEGIC RECRUITMENT AND SELECTION
The company recruitment a selection of a candidate is huge process from which a company goes through, for that the main part of planning is to identify the need of the employees and the number of employees need to be hired for e.g. whether to hire permanent staff or contractual staff, project base hiring etc. Hum TV major hiring is done on project base of different kinds.
STRATEGIC TRAINING AND DEVELOPMENT
Hum Television training and development program is highly organized as it’s a media industry and as the technology advances they provide training to specific employees related to their job apart from that it’s a competitive industry so employees need to be aware of their competitors as what they are doing and how skilled and trained so they make sure that their employees are at par with competitors.
STRATEGIC COMPENSATION AND REWARD MANAGEMENT
The company provides compensation and reward to the employees on regular basis to retain the employees so that they avoid the grueling process of hiring time and again. They provide year increments and competitive pay structure to the employees so that quality staff be retained.
ORGANIZATIONAL CULTUREThe organization includes people from different religion,faith and background. However, the organization respect their sacred beliefs and other people around are also obliged to respect them.
The organization does not obey discrimination between males or females. All are trated equally. Also, the tasks are assigned to the employees without an unequality.but in the night shifts usually males are preffered because for females it becomes uncomfortable fo late night shifts.
All the policies, rules and regulations are equally implemented to every one.
Moreover, at the time of hiring all mandatory obligations and responsibilities are communicated to the concerned employee.
All the occasions are celebrated by HUM Tv with enthusiasm.
DIVERSITY PROBLEMAs stated by the HR manager of HUM network, they are usually faced by deep-level diversity in their employees, where they have differences in values, personality, and work preferences. How do they overcome it? Well at first, they have training-in-house programs that usually deals with diversity issues such as work preferences, norms ; values of the firm. Secondly, to get to know the employee characteristics, they have one to one sessions with them so that they could be more open towards their concerns. It was also stated by the HR manager that the best possible way they’ve found in overcoming this problem was to engage employees in the routinely decisions of the firm, so that they start to get a feel of trustworthiness and belongingness.
JOB SATISFACTION & DISSATISFACTIONMainly the fringe benefits according to HR manager. HUM Network is and has been continuously engaged in providing appropriate benefits to its employees so that it gives sustainability in their performances, and this is probably one of the main reasons why HUM is being able to prosper in this tough media based competition.
The major factors as stated by the HR manager were; Vehicles on installments, Paid vacations, life and health insurance, Employee Old age benefits Institution (EOBI) and saving concepts.
She also emphasized separately on student loan being given to the employees who are still engaged in their educational duties, so that they can be tension-free regarding their financial issues and hence creating positive affect on their studies.
The HR manager then was questioned on whether if an employee is dissatisfied, how do they usually react?
“Uncalled leaves”, she promptly replied. She also said that there are other reactions as well such as low performances, less commitment towards the firm goals and bad attitude, but uncalled leaves is the most prevalent factor among the employees. Usually there’s a pre-informed/pre-approved leave given to the employee if he/she is in need of but the employees tend to ignore it when they are dissatisfied.
Lying about absentee from work?
There is a proper channel created for this situation as the HR Manager stated, where the channel has three phases.
The first phase of the channel consists of several questions being asked from the superior and the subordinates of the employees regarding the personal or work related issues if that’s the reason behind the employee absentee. Then the second phase of the channel is where a letter/email is sent to the employee consisting of a warning of being terminated if the employee doesn’t report back to the firm in two days. The third phase is where the employee family members are contacted to ensure about the state of the employee and his/her whereabouts.MOTIVATIONMotivation is characterized as an inward drive that actuates conduct and gives it direction. Motivation theory is concerned with the procedures that depict why and how human conduct is actuated and coordinated.
Maslow’s Hierarchy of Need:
Figure SEQ Figure * ARABIC 2MASLOW HIERARCHY OF NEEDS
Abraham H. Maslow, a prominent American psychologist, created general hypothesis of motivation, additionally called “Need hierarchy theory “. Salient elements are: The desire to satisfy needs is a prime factor in motivation. Human needs frame a specific structure or chain of importance. A higher level need does not become an active motivating force until the former lower- necessities are fulfilled. When one need is fulfilled, another need rises. A fulfilled need is not a motivator. Different need levels are related and overlap
The HR manager explained that the company has no such structure where need for power is dominated so employees mostly run after achievement. The greater they acquire or accomplish the greater the reward so the employees feel motivated when they have to accomplish a task properly.
PLANNING & DECISION MAKINGPerformance Evaluation technique is used for decision making by the organization to influence its employees. Each employee is influenced according to however they perform in the organization. It mainly depends upon how they reach the specific goal and then towards how they react to each individual/social problem in the organization. Each characteristic is noted and then the employee is accordingly pushed towards a significant decision.
APPRAISALAppraisal is a framework for giving feedback, setting goals, recognizing individual development needs and distinguishing training needs. Performance Appraisal is the methodical assessment of the performance of a representative by his supervisor or subordinates. It helps the manager to take decision about the pay increment of a worker, minimizes communication gap and improves employee performance. Training necessities can be recognized. Decision for detaining a representative from employment can likewise be taken. Disappointments of a representative are wiped out. Work Satisfaction is accomplished through performance evaluation. Likewise, enhances boss and employee relationship.
REINFORCEMENTSThe HR manager said they use bonuses as rein forcers. Every employee is given a yearly or task completion bonus which strives them to work hard for another. This way a personal competition is built within the organization where they don’t get jealous of their fellow colleagues but try to achieve the best competing with their self-abilities.
Groups In Organization- Discouraged.
The groups which mostly form in the organization are informal groups. Employees when given a task form informal groups to work more efficiently and effectively and complete the task easily. The informal groups are mostly beneficial to the organization as the work is done quickly and perfectly. The manager gave example of a recent group formed when they were given the task for sales of tickets. The group included eight people who worked together giving a smooth, productive result due to stronger connections when working as a group.
Then it was stated that informal grouping is discouraged by the firm because there’s increment or appraisal dissatisfaction. The workers in the group feel they are being treated less than the other or that one has worked more than the other.
DISCIPLINEDiscipline is one of the most difficult issues HR is forced to deal with. Failure to adhere to schedules, unsatisfactory performance, drug or alcohol use, a history of personal conflicts and other poor behaviors require HR to step in. Negligent behavior can lead to accidents, lower production or work quality, and cause internal conflicts in the workplace.
HR must retain documentation of unacceptable behavior, poor performance reviews, insubordination or other incidents that affect an employee’s value to the company. This can be time consuming but it would be unfair not to apply the same set of rules to every employee. It’s also important that employee behavior be recorded and dealt with consistently to avoid potentially damaging lawsuits.
ETHICSHum TV looks for people qualified for the job and the person at the time of interview is not judged on ethical basis but this is done when the person is on probation period or on the job.
Hum Tv have develop recently certain norms as their core values and employees are informed after being hired and they arrange certain mini activities like seminars to educate them about these values.
Hum tv have warnings and after 3rd warning he or she is fired by the company and good ethical behavior is not backed or praised by monetary reward but he or she is concerned when company is giving appraisal.
If an employee does something against corporate culture then Hum does not tolerate any misconduct whether from top or middle management. Any person doing anything wrong gets show cause notice.
This organization is involved with NGOs and work with SIUT and LRBT .Every year certain fund is donated to them for public welfare
Hum TV cares about health of emloyees and they have health care program associated with “Asia care” and more than 450 employees all are registered with it. theye have ointment dept for the first aid in an emergency at the office, and certain employees are taught to deal such cases.