Tag: Human Resource

  • Social Beat appoints Pavan Ramchand as chief human resource officer

    Social Beat appoints Pavan Ramchand as chief human resource officer

    Mumbai: On Monday, Pavan Ramchand was announced as next chief human resource officer for digital marketing company Social Beat. 

    With an experience of over two decades in talent acquisition, talent management, HR shared services and compensation, Ramchand will strengthen Social Beat’s HR practices and talent acquisition initiatives. His experience and global exposure leading large multi-functional teams across APAC and EMEA will greatly strengthen Social Beat’s executive team.

    Ramchand has led a multitude of successful HR initiatives by working closely with executive teams, and moves from Syngene, a Biocon Group company. He will lead Social Beat’s initiatives to build and grow a futuristic, intellectual team of highly motivated, talented professional’s to realise its vision of ‘enabling brands rise to the impossible.’

    Known for his deep insights, flexible approach and positive attitude, Ramchand brings diverse experience of having worked in oil & gas, mining, pharma, manufacturing and IT with multinational corporations like Royal Dutch Shell, Gartner.

    Speaking on Ramchand’s appointment, Social Beat co-founder Suneil Chawla said, “We have set our sights on a progressive, people led future with significant growth driven by a highly capable, motivated team as the primary goal for our company. The immense exposure and experiential knowledge that Pavan brings to the table, will definitely play a key role in realising this goal.”

    Commenting on his new role, Ramchand said, “I am excited to join Social Beat to lead the human resources functions. Our strong, people-centric culture and value system remains at the heart of everything we do. Strengthening this culture further through progressive and forward-looking people initiatives will be the priority to drive the growth of the company to achieve our goals.”

  • How ABP News Network helps employees cope with Covid2019 paranoia

    How ABP News Network helps employees cope with Covid2019 paranoia

    MUMBAI: Working in an office during a pandemic is not only stressful for employees but also for leaders. They are continuously committed towards emergency preparedness and at the same time looking at business continuity. Especially in a news organisation, when people are on their toes throughout the day, it is challenging to keep the workforce as healthy as possible. To create a better environment and more consistent systems in which employees can flourish are the topmost priorities of HR officials. In this interaction with indiantelevision.com, ABP News Network (ANN) spokesperson highlighted different initiatives taken by the management to safeguard the lives of its employees.

    Excerpts:

    What measures have you been taking so far to relieve your employees from mental stress?

    At ANN, we are trying to meet the challenges of this situation with compassion, heart, and kindness. We extend ceaseless support to all our employees via routine one-on-one communication to address their grievances and uplift their spirits during these challenging times. In terms of ensuring physical health and well-being, doctor-on-call service has been made available to all and in case of an employee testing positive for Covid2019, company mediclaim will cover the expenses.

    With an effort to help navigate their experiences in the new normal, all employees have been provided with a ‘Path Forward’ handbook. Additionally, the HR department will soon be launching a few special ‘Remote Employee Engagement Initiatives’ to cultivate a positive culture and help everyone unwind from the monotony.

    How are you planning to take care of employees’ psychological state as psychological safety will be more important than ever as they get back to work?

    Active measures to build psychological safety at the workplace will be taken up by establishing an ‘EAP Programme’.

    In order to build healthy coping skills, we will also be promoting practices of mindfulness and yoga among all our employees through dedicated efforts. Other programmes to reduce stigma around mental wellness will be initiated as often the fear of stigma prevents some people from getting the help they need.

    What will the world of HR look like after the lockdown is lifted?

    Much like other operating procedures that have witnessed disruptions, various HR practices will also remain fundamentally altered post-lockdown. The new normal will be defined by remote engagement mechanisms, revamping of existing skill sets, employing digital capabilities across all roles and identifying efficient automation practices. All of this would play a decisive role in long-term survival. Innovation and agility, coupled with compassion and empathy, will be instilled as essential organisational values.

    In fact, this new era will not only redefine our practices with regard to remote work but various additional roles such as ‘Crisis Management’ will have to be addressed.

    How are you preparing to bring back your workforce once the lockdown is lifted?

    The current situation is still volatile with no signs of when it plans to dissipate. So, better clarity will be established only as we proceed and as the government announces further regulations. Nonetheless, in any case, we will ensure a phased increase of manpower in our organisation.

    Any new practices being taken up for the betterment of employees by the HR?

    During a time of upheaval and isolation, it is pertinent to cultivate a positive culture. In this light, we have initiated a unique ‘RnR drive’ (Rewards and Recognitions Drive) to acknowledge special efforts of our employees in order to keep them motivated and engaged.

    What sanitization measures are in place in your company?

    We are taking an abundance of caution to ensure workplace safety including contactless hand washing mechanisms at the premise gate, thermal screening, and mandatory hand sanitization at office entry.

    Video conferencing in lieu of in-person gatherings are being carried out to ensure work goes on seamlessly. Reimbursements are also in place with regard to official travel.

    Are there changes to the timings/work structure to ease people’s psychological fear? Will there be any changes in the workspace considering the social distancing factor?

    ‘Flexi Working Hours’ have been already constituted in the organisation, which we will continue to follow as we proceed.

    Mechanisms of shift-working are also in place. However, space management will be a new area for us to explore. Moving forward, it is going to be essential to adhere to social distancing norms even as things get better, so our focus shall remain on reviewing existing office layout for reconfiguration.

    What segment of your workforce consists of elderly people? Will there be any extra measures to ensure their health and safety is well taken care of?

    Elderly staff (55-60 years) constitutes less than five per cent of our organisation. However, we extend our heartfelt support to all our employees with elderly parents, at all times.

    When in the future do you expect this fear receding and the entire workforce will be back?

    As we find ourselves muddled in the uncertainty of this health threat, change is going to be more of a process, which occurs gradually and takes its own course. Unanticipated twists and turns continue to emerge and we shall only have a complete outlook in retrospect. Having said that, this is undeniably an unprecedented setback and we do not foresee a complete reinstitution before the next financial year.

  • ZenithOptimedia gets on board Saswati Sinha as HR head

    ZenithOptimedia gets on board Saswati Sinha as HR head

    MUMBAI: ZenithOptimedia Group has appointed Saswati Sinha as head of talent and human resources, India. Based out of Gurgaon, she will be taking charge of ZenithOptimedia Group’s pan India operations including ZenithOptimedia, Performics, Resultirx, Newcast and Ninah.

    ZenithOptimedia India group CEO Anupriya Acharya said “Given our growth journey, diverse offerings that need both specialists and integrators and the fast evolving media market with shortage of skilled talent, we needed to accelerate our talent and training agenda. Saswati’s experience in different industries and geographies spanning Media, Advertising and ITeS and a strong understanding of managing growth and training requirements in the new world made her the perfect choice for this role. Am glad she has chosen to join us.”

    Sinha on her appointment commented, “I am very excited to join ZenithOptimedia as I believe talent intensive industries are places where Human Resource function has a critical role to play. ZenithOptimedia believes in people and building a strong culture of values, performance and realize the importance of nurturing talent. I am looking forward to a positive journey.”

    Sinha joins ZenithOptimedia Group with more than 16 years of experience in the field of human resource development and has worked with companies like JWT, Evalueserve and Cyber Media. Her last assignment was at Cheil Worldwide SW Asia where she was the HR head for the region and as part of the major growth journey she on-boarded teams of diverse skills spanning from retail, digital, media, activation, mainline and developed talent programs across the region.

     

  • Pitroda Committee: Prasar Bharati should be free of govt hold

    Pitroda Committee: Prasar Bharati should be free of govt hold

    NEW DELHI:  A high-level committee under veteran technocrat Sam Pitroda set up to review the working of Prasar Bharati has stressed the need for constituting a Parliamentary Committee, as originally envisaged in the Prasar Bharati Act 1990 to ensure that the pubcaster discharges its duties in accordance with the provisions of the Act and Government defined duties.

     

    In the report submitted today to the Information and Broadcasting (I&B) Minister Manish Tewari, it has recommended reorganisation of the pubcaster Board to make it a professionally managed body and make it more effective in guiding the organisation.

     

    Noting that Prasar Bharati’s vision must be to become a genuine ‘public broadcaster’ as against a ‘government broadcaster’, Pitroda told a press meet after submission of the report that he would be meeting both Tewari and I&B Secretary Bimal Julka next week to finalise those steps in the report which can be put into effect immediately.

     

    The report said there is need to bring in complete transfer of ownership and management of assets and Human Resource to Prasar Bharati ‘to make the organisation administratively and financially autonomous of Government’.

     

    A Regulatory Body has to be set up to ensure public accountability of Prasar Bharati with respect to all content broadcast on its television and radio networks. The Regulatory Body should be a sub-committee of the Prasar Bharati Board.

     

    Interestingly, the Committee has suggested setting up of Prasar Bharati Connect (PBC) as the third arm of the public service broadcaster, independent of Doordarshan and All India Radio, to expand the social media. PBC should be mandated to manage the various Social Media initiatives of all the wings of Prasar Bharati. It also wants a Social Media Strategy of Prasar Bharati.

     

    The Committee was set up on 28 January last year and had decided to put in place eleven working groups on different issues and has come out with a report on eight main areas: governance and organisation, funding, human resource, content, technology, archiving, social media and global outreach.

     

    It has said that in addition to the public broadcasting function, there is a distinct requirement for the State to broadcast messages and accomplishments of public interest which can be met by using existing Public and Private broadcaster infrastructure.

     

    The Committee suggests amending the 1990 Act where necessary so as to impart genuine and effective autonomy to the organisation.

     

    Apart from Pitroda, who is Advisor to the Prime Minister of India on Public Information Infrastructure & Innovation and Chairman of the National Innovation Council, the other members of the committee included additional secretary and nominated Prasar Bharati Board member J S Mathur, National Innovation Council member Shekhar Kapur, former I&B Secretary Asha Swarup, Vikram Kaushik who is a business strategist and brand advisor and part-time member on the Prasar Bharati Board; Prof M P Gupta from the Indian Institute of Technology in Delhi, Dr B K Gairola who is Mission Director (e-Governance), and Prasar Bharati CEO Jawhar Sircar who was the Convenor.

     

    Pitroda said that about 110 persons gave time to the working groups on various issues. There are 26 main recommendations in the two–volume report.

     

    Referring to Funding, the report says there is need to undertake a professional study to develop a funding mechanism for Prasar Bharati that addresses the need for autonomy with financial accountability. Such a funding model should include government funding, internal resource mobilisation and private investment. There is need to monetise all available archival and other assets of Prasar Bharati as soon as possible to enhance funding, and augment funding of social messaging through cross-subsidising such content through entertainment-led programming and by co-opting industry through their CSR budgets.

     

    However, Pitroda said in reply to a question that the time of licensing TV or radio sets as was being done around five decades earlier could not be revived as it was an old concept.

     

    Referring to Human Resource, he said the pubcaster should be enabled with the power to frame rules and regulations for its employees without seeking prior approval of the Government.

     

    When it was pointed out that a similar announcement has been made several times since 1997 when the Act was operationalised, Sircar said the pubcaster cannot frame its own rules.

     

    There was need to undertake a comprehensive manpower audit and HR planning exercise to map workforce requirements for the future in line with Prasar Bharati’s mandate.

     

    It was necessary to supplement manpower audit with a re-deployment plan that addresses training, re-skilling and promotion of existing manpower through an institutionalised modern appraisal system.

     

    The committee said there was need to create an effective recruitment system to attract the best talent and allow the hiring of skilled professionals, and encourage and initiate steps for absorption of Government employees as fulltime employees of Prasar Bharati, after an appropriate screening process. The ones who remain in Government may be considered for absorption in other departments within the government as is done in other cases.

     

    Referring to content, he stressed the need to scale up allocation of funds for content generation to 50 per cent of the total expenditure within a period of 5 to 7 years. The Committee wants a review of all existing channels and content of DD and AIR, based on their relevance, output and viability and phase out those where there is sub-optimal utilisation of resources.

     

    There should be encouragement of outsourcing of content creation to external producers to attract high quality and diverse programming and creation of distinct brand identities for different TV and Radio channels, and define the content strategy for each.

     

    Referring to technology, the Committee wants expansion of the satellite and digital cable TV operations to meet the obligation of public service broadcasting. There is need to digitalise the present AM radio system to a new digital radio transmission after due evaluation subject to cost and availability of DRM receivers. In the transition period, FM may be expanded according to demand.

     

    It stressed the need to selectively digitalise terrestrial TV operations based on commercial viability.

     

    Any further expansion of and investment in digital terrestrial telecast should be suitably evaluated after field reviews and assessment of developments in the telecom sector, it said.

     

    Interestingly, the Committee wanted involvement of the private sector to expand the broadcasting market with a view to effectively utilise the infrastructure being built by Prasar Bharati to enable faster growth in the receiver ecosystem.

     

    On archives, it recommended state-of-the-art digital archives for consolidating and preserving DD and AIR’s content: both existing as well as that being currently generated. There is expansion of scope to make it the National Audio-Visual Archives so as to consolidate and support all other government initiatives.

     

    The Committee wants the creation of dedicated, multi-platform channels for dissemination of Prasar Bharati’s archival products: for both open access and monetisation.

     

    Referring to global outreach, it wanted the creation of a world-class broadcasting service benchmarked with the best in the world using next-generation opportunities, technologies, business models and strategies.

     

    When pointed out that DD India was already working as an international channel, Pitroda said the platform should be designed for new media first and then extended to conventional TV.

     

    There was need to outline an effective content strategy for Prasar Bharati’s global platforms (TV and Radio) focused on projecting the national view rather than the narrow official viewpoint.

     

    In a covering note to the Minister, the Committee said: “Today, we have a unique window of opportunity to transform our broadcasting service (both All India Radio and Doordarshan) into a cutting-edge platform capable of delivering its commitment to public service in the best possible manner, while keeping pace with the competitive needs of the 21st Century.  However, as our report suggests, this transformation will require a bold, clear vision, a focus on generational change, and new models and approaches in every aspect of the public service broadcaster’s activities.