ITV

Tag: Training

  • Havas Group India concludes the Havas Spark 2.0 internship programme with Gen Z Report 2022

    Havas Group India concludes the Havas Spark 2.0 internship programme with Gen Z Report 2022

    Mumbai: Havas Group India has recently concluded the second edition of its flagship internship programme, Havas Spark, and launched the intern-led Havas Spark 2.0 Gen Z Report 2022.

    One of the advertising industry’s biggest internship programmes, Havas Spark 2.0, which kicked off in April 2022, saw 21 bright, young interns transform into integral members of the Havas Group India network. Launched in 2021, Havas Spark is a one-of-a-kind, six-month intensive training programme that gives aspiring industry entrants an opportunity to explore various career paths in a structured yet flexible manner.

    In a graduation ceremony conducted on 11 October, which marked the completion of Havas Spark 2.0, a report called Gen Z Report 2022 was launched. The study presented in the report was conceptualised and executed by the interns as part of their curriculum. The purpose of the study was to provide insights about the newest generation of Indian consumers by exploring how they perceive brands, what drives their purchase decisions, their media consumption patterns, and more.

    To get a more defined and representative view of gen-z within the Indian context, individuals aged 16–24 years across nine metro and tier-1+ cities formed the sample. An additional layer of insight was added by virtue of the researchers, i.e., the Havas Spark interns, belonging to generation-z themselves. The final report, which included both quantitative as well as qualitative analysis approaches, shed light on several interesting outcomes that help us better understand gen-z and bust commonly held misconceptions about them.

    One of the top insights of the study was that 70 per cent of gen-zs are more willing to consider buying from a brand that stands up for environmental and social causes that they believe in. The revelation that gen-z prefers brands whose values align with their own raises questions about the presumption that they are careless and voracious consumers. Furthermore, sustainability, for gen-z, transcends the label of “environmental cause” to encompass a more conscious, mindful mindset that is manifested in small actions as well as larger, more institutional-level ones; for example, not littering, carrying one’s own bag to the market, or even reusing plastic containers, all inform the concept of sustainability.

    Another interesting insight is that when it comes to attracting gen-Z’s attention, the humour factor (27 per cent) works best, followed by luxurious (26 per cent), emotional (17 per cent), and with satire and serious tones each taking 15 per cent. This may be indicative of why instant and meme marketing are so popular.

    From the perspective of brands, sustained brand loyalty from consumers is prized. Inability to adapt to changing times emerges as one of the key reasons gen-z (according to the study, 60 per cent) lose interest in a brand. Other reasons include poor user experience (54 per cent), poor customer service (49 per cent), a limited product range (42 per cent), false celebrity endorsements (32 per cent), and, finally, unjustified product prices (21 per cent).

    Brands that are digitally savvy, adopt the latest tech to make the consumer journey more seamless, and effectively leverage social media platforms are the go-to choice for gen-z. When it comes to digital consumption, social media is where gen-z expresses themselves the most (18 per cent), with Instagram and YouTube being the most popular platforms.

    On average, 29 per cent of gen-z spend one-two hours per day on these two platforms. When it comes to influencers, gen-z feels that influencers represent their own values and beliefs and reflect what they aspire to be.

    In addition to generating insights, the study served the dual purpose of busting some preconceived notions about gen-z. One of the most misunderstood aspects about them is their relationship with money. Contrary to the belief that they do not handle their finances responsibly, results reveal that gen-z is an extremely money-savvy generation. They actively discuss and educate themselves on wealth growth and management, redefining money as a means of elevating quality of life.

    As per the report, some other observations about gen-z are:

        Gen Z is a stressed and anxious generation, but at the same time, they are proud advocates of mental health and wellbeing.

        Gen Z prefers smart work that stimulates growth as opposed to hard work. Additionally, gen-z believes organisational structure is important, but hierarchical boundaries should be porous, allowing them the ability to impact final decision-making.

        Gen Z continues to demand transparency and authenticity from brands over big claims and celebrity endorsements.

    Havas Group India chief human resource officer Vandana Tilwani said, “The programme is meticulously designed so that the newcomers are actively involved in the day-to-day operations of their respective disciplines as well as challenged to go the extra mile by engaging with clients via live projects. This experience not only gives the interns a taste of how the industry operates but is also a conscious effort on the part of Havas Group India to pump fresh voices and perspectives back into the industry.”

    She added, “The experience of working on the gen-z 2022 report has been a key element in the overall learning journey of the Spark. Our effort is to provide as much real experience as possible in these six months, which is why the whole programme has been designed to ensure that the transition into a full-time role is seamless and natural.”

    Commenting on the findings of the Gen-Z 2022 Report, Havas Media Group India head of strategy Sanchita Roy said, “Gen-Z is perhaps one of most misunderstood generations of our times and probably the most enigmatic at the same time. In keeping with our philosophy of finding meaningfulness in everything we do, we launched the second edition of our gen-z study with the Havas Spark interns this year. The study, divided into two parts, not only explores gen-z’s relationship with brands and the media but also busts some of the myths surrounding them. The report will help brands not only make a meaningful difference but also plan more effectively as they try to forge stronger and better connections with this digitally native audience with a natural penchant for quick changes.”

  • UK’s films and HETV production to hit £7.07 bn – £7.66 bn by 2025: Study

    UK’s films and HETV production to hit £7.07 bn – £7.66 bn by 2025: Study

    Mumbai: The United Kingdom’s film and high-end TV (HETV) production is expected to touch £7.07 – £7.66 billion by 2025, found a new study by pan-industry skills body ScreenSkills.

    The same study also predicts that an additional crew of 15,130 – 20,770 will be needed in the next three years to meet the demand. By 2025, training existing and new workforce will need an annual investment of £95.1 million to £104.3 million. The estimated economic return is more than 15 times the cost of the training investment

    Film and high-end television production in the UK could be worth £7.66 billion – up from £5.64 billion – by 2025 and require nearly 21,000 more crews as per the analysis.

    The research was commissioned by ScreenSkills and is supported by the British Film Institute (BFI).

    The forecast of labour market shortages and training investment needs in film and HETV production was carried out by the consultancy Nordicity with the accountancy firm Saffery Champness LLP. They estimate that between £95.1 million and £104.3 million will be needed annually by 2025, to train the film and HETV workforce – both existing and the new recruits.

    The indirect and induced impact of training investment in the order of £104.3 million would go a long way to creating a further 23,270 full-time jobs across the UK economy on top of the additional 20,770 crew. Latest figures show film and high-end television currently generate the equivalent of 1,22,000 full-time jobs.

    Spending approximately £289.3 million on training during the three-year period 2023 to 2025 would enable film and high-end TV production to generate an additional £4.56 billion in GVA (gross value added) including direct, indirect and induced impact.

    The authors of the study described this return on investment as “compelling” and acknowledged that the personnel needed to meet demand “may be understated”.

    The authors conducted interviews with film and HETV production companies alongside an analysis of existing published and unpublished research to conclude that there is still room for growth on top of the rapid expansion fuelled by the introduction of the HETV tax relief in 2013 and a strong bounce back after the Covid lockdown.

    Film and HETV production in the UK are likely to grow at an annual average rate of 7.3 per cent between 2022 and 2025. It is projected that spending will reach between £7.07 billion and £7.66 billion by 2025 – an additional £1.43 billion to £2.02 billion spending from the 2021 figure of £5.64 billion.

    Just under 2.7 million square feet of additional stage space is due to come online by 2025 in response to physical constraints of the under-supply of stage space suited to film and HETV production.

    The cost of training the workforce – with both light-touch and more intensive interventions – was based on figures for existing ScreenSkills training programmes.

    In a high-growth scenario, annual spending of £104.3 million on training would represent 1.4 per cent of the forecast level of production spend of £7.66 billion in 2025. This would be higher than sectors such as manufacturing and construction but lower than the business services and hotels and restaurants sectors where training investment rates were 3.5 per cent and 2.5 per cent respectively in 2019.

    Many parts of the sector, including public service broadcasters, subscription video-on-demand and independent production companies, already run their own training programmes with proven track records, although it has not been possible to quantify that investment.

    In addition, financial support from the sector to ScreenSkills totalled £12.91 million last year. This was amplified by £4.3 million National Lottery funding awarded by the BFI as part of its Future Film Skills strategy.

    ScreenSkills CEO Seetha Kumar said, “The data in this report will help us all plan sensibly to ensure the UK has the skilled and inclusive workforce needed to capitalise on the potential for further growth. The film and television industry are one of the UK’s great success stories and we need to work together to keep it that way. Growing the workforce will help ensure the country fully benefits from the projected growth in production expenditure.”

    ScreenSkills Film Skills Council producer and chairperson Anita Overland said: “It is important that films of every scale and budget have the right people for those productions, so it is useful to understand what is likely to happen in the next few years. I am very proud of what the Film Skills Council does to support training, but this is a reminder of how much further work is needed – financially but also in terms of creating opportunities for people to learn on the job.”

    Watford, Essex COO, ScreenSkills High-end TV Skills Council chairperson Christine Healy said, “High-end TV is already deeply committed to investing in training and retention and as a sector, we work really closely with ScreenSkills through the council and our working groups to make sure we are addressing skills priorities, both at entry and mid-career level. It is valuable to have further intelligence on the likely scale of the challenges ahead so that we can keep ahead of the game.”

  • Havas Group India announces second edition of internship programme ‘Havas SPARK’

    Havas Group India announces second edition of internship programme ‘Havas SPARK’

    Mumbai: After successful completion of its maiden internship programme ‘Havas SPARK’ in 2021, Havas Group India has announced chapter two this year.

    The Group had recruited 13 interns through its flagship programme last year and aims to scale it up further in the second edition. The intensive six-month internship programme led by Havas Group India leadership, and other industry experts trains young minds with practical skills and career development and advancement opportunities.

    “Havas SPARK represents our ethos of playing a critical role not just in the industry but also within the community. Evaluating, inspiring, and ensuring that these young minds are armed with the best on-the-job skills gives us an immense sense of pride and purpose as a network,” the Group said in a statement.

    The upcoming six-month programme will involve formal and on-the-job learning opportunities, working on challenging live projects, and a chance to gain full-time employment with Havas Group India, after completion of the programme. The candidates are shortlisted through a rigorous selection process, following which the shortlisted interns go through personal interviews for the final round. The network then trains these final candidates for six months. As part of their final evaluation, the interns prepare a whitepaper. After the successful completion of the programme, these interns are recruited by the 10 companies (under creative, media and healthcare) of the Havas Group India network, across various functions.

    “What began as a means to introduce fresh talent in our industry has now become a programme that sets an example across the country on identifying, mentoring and nurturing talent,” said Havas Group India CEO Rana Barua. “An inherent part of our sustainable growth, Havas SPARK is an embodiment of our progressiveness and proactiveness. That we played our part in introducing these fresh, talented minds to our industry is something that all of us at Havas Group India will be proud of, forever.”

    Havas Group India CHRO Vandana Tilwani said, “Armed with training through the Havas SPARK programme, these young millennials get the best exposure to the industry and become well-versed with its way of working. By the time they graduate, we already have a team ready to display their best skills. Our practical and structured approach ensures that the interns become much-sought-after in the industry once they successfully complete the programme. The interns of our first batch are now firmly entrenched in the Havas Group India family as management executives.”