PRELIMINARY ASSIGNMENT

ON
HR PLAN FOR ZEE ENTERTAINMENT
LTD

Submitted BY,

K. Sandeep shetty

Varsha Bhandarkar

Justice K S Hegde Institute of Management Nitte

 ZEE ENTERTAINMENT LTD
Introduction:

Zee Entertainment Enterprises Ltd. is the largest media and entertainment company in
India and is a subsidiary of Essel Group. The company's Chairman, Managing Director and
Founder is Subhash Chandra and its Chief Executive Officer is Puneet Goenka. Zee
Entertainment Enterprises (popularly known as Zee) was formed as a result of the de-merger of
Zee Telefilms Limited (ZTL) in 2006. ZTL was established in October 1992 as a content
supplier for Zee TV. It was India's first Hindi satellite channel. Zee channels have a viewer base
of over 250 million across the globe. It has expanded operations abroad, with several of its
channels available in the UK and U.S. as well as Africa and Asia. It operates in 5 continents
across 120 countries. Zee currently operates over 15 different television channels, a cable
company SitiCable, a record label Zee Records, a production company and other businesses as
well. It launched in October 1992 and has since grown into a dominant player in Indian
television. Zee is one of the most popular brands in Indian Media and Entertainment industry. It
has also become very popular with the viewers in the global market. Zee also has various Hindi
movie channels, apart from regional and musical channels.

EMPLOYMENT AT ZEE

Zee has the reputation of being an equal opportunity employer. It believes in turning the diversity
in the employee base as the strength of the organization by utilizing its knowledge, ideas and
experience. Formal training and job rotation are a part of its employment practices. It outsources
HR services like organizational structure and preparing role profiles etc. Zee provides ample
opportunities for vertical as well as cross-functional growth to its performers.

A vacancy in the organization is first advertised internally within the Zee group of companies
and is opened to external sources only in the absence of adequate internal response. According to
the company's growth policy, a Management Trainee can reach the level of Executive Vice
President within a time span of about 12-15 years. The recruitment policies and procedures are
quick and transparent. Zee has a flat organizational structure.
Zee follows an integrated performance management system. The Performance Appraisal System
comprises of the following steps:

* Setting objectives / targets for the current year

* Mid-year self assessment

* Annual review

* Setting objectives for next year

Career Avenues:

Zee's abundant work functions provide the platform for the organization to offer challenging yet
fulfilling profiles for aspirants in the following domains:

1. Programming

2. Operations

3. Creative, Production and Promos

4. Marketing

5. Human Resources and Administration

6. Sales

7. Finance

Recruitment:

The recruitment policy at Zee does not just aim at placing the right mind at the right place for the
right job. It takes a lot of care to see that the employees are happy and satisfied so that the
organization can have a long and enduring relationship with them and thus make them feel like a
part of the family. This in turn, brings out the best in them. The flatness of the hierarchical
structure of Zee forms a base for cross-functional teams to work together regularly thus
developing coherence and communication. A panel of senior colleagues oversees recruitments so
that rational decisions can be taken and so that all biases are obviated.
1. Campus Hiring

Every industry has its own aspirational brands that every youngster wants to work with. An ideal
culmination of his dreams happens with landing a job with these companies. The Zee network
has been one such sought after organization for years. In sync with being the best in the industry,
Zee prioritizes its selection of students by virtue of going to the best campuses in the country and
picking up only the brightest minds. The very fact that these young recruits bring in fresh
perspective, constructive criticism and novel ideas, is something that Zee stands to gain from.
Zee employs MBA graduates from premier B-Schools in the country as management trainees
across various functions and work areas. These students are expected to perform under these
various domains sometimes even cross-function across streams and departments for a year as an
integral part of their training. This on-the-job training is expected to give them a feeler of real
time work functions and pressures and also impart valuable experiential learnings. On the
assessment of their contribution at the end of a successful management training programme,
these trainees are confirmed as executives in their respective fields of work.

2. Experienced Professionals

Zee's richness of human resource stems from the body of work and the sincerity in portraying the
same. Zee hand picks professionals from the media industry for junior, middle and senior
management positions. Some absolutely critical criteria for these candidates Mass
communication / any management background (CA/LLB, etc) Considerable exposure in their
areas of expertise like programming, direction, promo direction, operations along with a proven
track record of excellence

3. Internal Job Professionals:

An external recruitment happens only if there is no internal response to the advertised vacancy.

Induction:

The induction of these 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 organisation. Right
from settling an employee to providing on-the-job-training.
Training:

Zee is all about its people. At Zee, human capital is considered the ultimate asset that yields the
growth of the organisation. In order to imbibe and reinforce values that drive the business, 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. As this sense of security can only come from a
sound idea of the entire business model of Zee across sectors, Zee often encourages long-term
general management education for its employees. Employees holding eminent positions and high
responsibility portfolios are often sent abroad to institutes like Harvard and Wharton for
Managerial Development Programmes. Entertainment and Media Management Institute in
University of California at Los Angeles.

ZEE has culture of Ideation. Series of Ideation workshops are conducted on regular basis to
design, develop and produce the best possible content to entertain and delight viewers.

Performance Management:

Zee has a strong vertically and horizontally aligned KRA based performance Management
System. Zee facilitates the cross-functional and/or hierarchical progression of people based on
their performance and strengths profile. In the event of an incumbency created across the various
lines of businesses, Zee advertises the vacancy internally. 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.

Retention:

Optimisation 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. Every employee at Zee knows his/ her role thoroughly. Speed and transparency are the
hallmarks of employee care post recruitment at Zee.

Compensation:

Zee matches all industry standards with regards to benchmarking compensation packages for all
employees. The grades, designations and salaries are rationalised commensurate to employees'
qualification and relevant experience.

Conclusion:

At Zee, passion is what drives excellence. It is the passion of the employees that strengthens the
structure of work and delivers results unfailingly each single time. The above HR plan is in
according to the existing HR policies of the Essel group and any new venture under it is implied
to be covered by similar policy.
Bibliography:

http://www.naukrihub.com/india/media/top-companies/zee-telefilms-24feb 2010

http://www.corporateinformation.com/Company-Snapshot.aspx?cusip=C35682550-24feb 2010

http://www.zeetelevision.com/about-us/about-zee.html--24feb 2010

http://en.wikipedia.org/wiki/Zee_Entertainment_Enterprises-24feb 2010