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Essel Group is among Indias most outstanding concern houses with a diverse portfolio of assets in media, packaging, amusement, engineering enabled services, substructure development and instruction. The Group started concern in 1976 with a trade good trading and export house, Rama Associates Limited, and has since so metamorphosed into a pudding stone that is a symbol of the inventiveness and power of Indian entrepreneurship, with world-wide operations and a work force of about 8,000 dedicated employees.

Zee Entertainment Enterprise Ltd – India ‘s largest media and general telecasting amusement web with a scope of concerns embracing the content-to-consumer value concatenation.

Zee News Ltd – a bunch of intelligence and regional amusement channels touching the lives of 1000000s of Indians.

DNA – an English linguistic communication newspaper in a joint venture with the Dainik Bhaskar Group.

Technology:

Dish Television – India ‘s first direct-to-home ( DTH ) amusement service, brings the latest in digital engineering to telecasting viewing audiences, airing high quality programmes directly from the orbiter to the consumer ‘s place.

Wire & A ; Wireless India Ltd A – the largest overseas telegram distribution system in India, A nowadays in 45 metropoliss.

Digital Media Convergence Limited – personalized, entertaining and enlightening multimedia and textual content.

Packaging:

Essel Propack – the universe ‘s largest forte packaging company fabrication laminated tubings for personal attention, pharmaceutical, nutrient and industrial concerns.

Entertainments:

ETC Networks – among taking telecasting webs in India with two channels – ETC Hindi and ETC Punjabi.

Essel Sports – pioneering athleticss enterprises with Indian Cricket League and Mumbai Football Club to advance India in the planetary athleticss arena through an all inclusive spirit of free and just competition.

Suncity Projects – a innovator in gestating and put to deathing a profuseness of polished existent estate undertakings ranging from townships to group lodging to luxury flats to shopping promenades and office composites.

Fun Multiplex Pvt Ltd – With a taking place in the Indian multiplex market, Fun Multiplex Pvt Ltd operates 70 film screens in 19 metropoliss and 20 three locations – Ahmadabad, Mumbai, Chandigarh, Hyderabad, Guwahati, Gwalior, Delhi, Ghaziabad, Lucknow, Agra, Jaipur, Bangalore, Panipat, Ambala, Karnal, Hyderabad, Gulbarga, Panjim and Margao.

Education:

Zee Interactive Learning Systems – the instruction arm of the group runs India ‘s largest concatenation of preschool and high schools. Zee Institute of Media Arts provides preparation in media humanistic disciplines and engineering while Zee Institute of Creative Arts is an life preparation academy.

ESSEL GROUP MEDIA BRANDS

Mission & A ; Valuess

To be the taking unit of ammunition the clock airtime belongingss supplier and delight the viewing audiences non merely through our general amusement and documentary channels, but besides through quality film from our film streamers. As a Corporation, we will be profitable, productive, originative, financially sound with attention and concern for all our viewing audiences and stakeholders viz. advertizers, overseas telegram operators, manufacturers and production houses.

Our Valuess

Customer Focus:

Our Company ‘s schemes are driven by the demands of the client. Our success can be measured by the satisfaction achieved by our client.

Excellence:

We accord a high premium to keeping greatest criterions throughout our Company. We promote our employees to come up with smarter thoughts within the fastest possible clip.

Creativity:

Key to our value system is invention and originality. We recognize and have a high respect for single look and originative freedom in our pursuit to supply client satisfaction.

Integrity:

We observe rigorous ethical criterions through editorial independency and originative look, in order to gain the trust of our viewing audiences and endorsers.

Growth Driven:

We are committed to presenting consistent gross and hard currency flow growing in order to supply our stockholders a good return. Our aim is to turn our people, market and concerns around the universe.

But We Are Concentrating On The Media Sector i.e In Essel Group which include: Zee Entertainment Enterprise Ltd, Zee News Ltd, DNA. We Will Be Concentrating On The Training Program Of Zee Entertainment Enterprise Ltd which is discussed as follows:

MEDIA OF ZEE ENTERATAINMENT LTD.

MEDIA Training Plan

Initiation:

The initiation of the new recruits is so elaborate and methodical ; it about imbibes the values of being a thorough professional even with happening pess in the enormousness of the organisation. Right from settling an employee to supplying on-the-job-training.

Training:

Zee is all about its people. At Zee, human capital is considered the ultimate plus that yields the growing of the organisation. Zee conducts developing programmes of different sorts. Training, as believed at Zee, is n’t a map of clip. Zee believes consolidating on strengths. Associates are trained on the footing are the strength profile they have. Depending on the strength profile associates ‘ preparation demands are identified and they are sent for developing programmes or these programmes are arranged in-house. This is followed by supervising the public presentation of these employees on the occupation to prove the efficaciousness of the preparation faculty. Zee besides believes in the power of internal leading. This trait of the employees frequently arms them with taking enterprises and risk-taking ability.

Performance Management:

Zee has a strong vertically and horizontally aligned KRA based public presentation Management System. Zee facilitates the hierarchal patterned advance of people based on their public presentation and strengths profile. The rate of growing at Zee can be every bit rapid as a direction trainee graduating to the degree of Executive Vice President in a span of 12 – 15 old ages.

Retention:

Optimization of available accomplishment and ability is a preferable class of action at Zee. Hence all available vacancies are foremost advertised to Strategic Business Units ( SBUs ) within the Zee umbrella. All SBUs follow a similar form of hierarchy and wage so that no concern is preferred for the incorrect grounds and so that keeping of employees in their ain sections is higher. Speed and transparence are the trademarks of employee attention station enlisting at Zee.

Compensation:

Zee matches all industry criterions with respects to benchmarking compensation bundles for all employees. The classs, appellations and wages are rationalized commensurate to employees ‘ making 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 booster of Essel Group of Companies. His industry taking concerns include telecasting webs and movie amusement, overseas telegram systems, satellite communications, subject Parkss, flexible packaging, household amusement centres and on-line gambling.

Trading Agro Commodities: Laxmi N. Goel, is a Non-Executive Director and one of the boosters of the Company. He is one of the cardinal designers of the Essel Group of Companies. He started his calling in trading agro trade goods and established Rama Associates Limited along with his brothers.

Publicis Ad: Ashok Kurien, is a good known personality in the Advertising universe. Mr. Kurien is the Pull offing Director of Ambience Publicis Advertising Private Limited, which is rated amongst the best Ad Agencies of India.

Internet, Broadband And Technology Solutions Businesss: 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 engineering solutions concerns at the BPL Innovision Business Group at Bangalore.

Histories and Law: N. C. Jain, a station alumnus in Accounts and Law, experience in the Civil Service ( as member of Indian Revenue Service ) .

Marketing Accountant: Rajan Jetley, is a Cambridge Graduate from Bishop School and MBA from Delhi University. He started his calling with ITC Ltd. , lifting to the place of Marketing Controller in its Hotels division.

Adviser: Dr. M. Y. Khan, is a Science alumnus 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 & A ; K Bank in the yesteryear, he was besides a Director on the Board of Bharat Hotels, every bit good as Advisor for Berenson & A ; Company, New York.

Area Of Capital Markets: R. Vaidyanathan, a alumnus from Loyola College, Madras, holds a Masters from the Indian Statistical Institute, Calcutta and besides 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 country of Capital Markets.

True Visionary: It takes a true visionary to stretch the skylines of the India ‘s largest media endeavor. It takes huge bravery and ego belief to paint a larger than life canvas of success. But for Mr. Punit Goenka that ‘s a manner of life.

LEVELS OF MANAGEMENT IN ZEE ENTERTAINMENT LTD ( MEDIA )

SENIOR MANAGEMENT

Selling LEVEL ( 600 employees )

Punit Goenka is presently the Chief Executive Officer ( CEO ) of Zee Entertainment Enterprises Ltd. ( ZEEL ) . As a portion of his journey, Punit has been the accelerator in taking the ZEEL Empire to greater highs. managing approximately 200 employees

Atul Das caputs Corporate Strategy & A ; Business Development. He has been with Zee since September 1998 and grips corporate scheme including activities such as confederations, amalgamations and acquisitions, concern planning and investor dealingss. managing approximately 200 employees

Atul Pande is CEO of Sports Business oversing Zee Sports, Ten Sports, Mumbai Football Cup and All Sports Magazine. managing approximately 100 employees.

Joy Chakraborthy is the Chief Revenue Officer at ZEEL. His occupation duty involves maximization of the company ‘s value portion through guaranting quality service to concern components, strategizing and originating value inventions. managing approximately 50 employees

Roland Landers caputs Corporate Brand Development at ZEEL. managing approximately 50 employees

FINANCE LEVEL ( 200 employees )

Hitesh Vakil, a qualified hired Accountant with 24 old ages of experience, is the Chief Financial Officer of Zee Entertainment Enterprises Limited ( ZEEL ) . managing approximately 250 employees managing approximately 200 employees

OPERATION LEVEL ( 300 employees )

Amitabh Kumar heads Technology at ZEEL and is responsible for airing operations of the Company. managing approximately 150 employees

Dinesh Jain caputs Zee Turner ( a 74 % subordinate of ZEEL ) and looks after the full distribution for Zee Network and Turner channels. managing approximately 150 employees

4. IT LEVEL ( 300 employees )

M. Venkataraman is President-Corporate at ZEEL and heads the maps of Commercial, Information Technology, Operations & A ; Infrastructure and Broadcasting Operations. managing approximately 150 employees

Nitin Vaidya is the Chief Operating Officer ( COO ) of ZEEL & A ; Business Head-Zee Television. Nitin has over 25 old ages of experience in print and electronic media concerns. managing approximately 150 employees

5. LEGAL ( 100 employees )

M. Lakshminarayanan, Executive Vice-President & A ; Company Secretary is an associate member of ICSI and caputs secretarial and legal maps of the Company. managing approximately 100 employees

6. HR LEVEL ( 400 employees )

Rajesh Save is Executive Vice-President-Corporate Human Resources. managing approximately 400 employees.

the entire Numberss of employees working in organisation are 1900.

DURING Training PROVIDED BY ZEE ENTERTAINMENT LTD TO THE EMPLOYEES THE FOLLOWING WOULD INCLUDE IN TRAINING Plan:

Q1. WHAT IS NEED OF TRAINING?

Media Relations preparation involves larning how to efficaciously pass on with the imperativeness and intelligence organisations. It involves deriving an apprehension of a intelligence organisations demands in add-on to methods to run intoing them, being able to pass on in a clip of a intelligence crisis, and respond to the media in a manner that is effectual and compendious. The intent of media dealingss preparation is to better communicating accomplishments and define and better strategic communications. Additionally, it is aimed at bettering a company ‘s or an person ‘s relationship with the media and assisting that company of single to experience comfy talking with the media. It is of import to cognize how to work with the media because they are your free advertisement beginning, and they can besides be the worst source of your company. Among the preparation following points can be covered:

Print faculty:

what is intelligence? How journalists think and what they are looking for

how to do journalists more interested in what you have to state

‘bridging ‘ to the points you want to acquire across

on and off the record

covering with hard inquiries

TV/radio faculty:

what makes a good broadcast interviewee

the inquiries you MUST inquire before you do any wireless or Television interview

how to fix efficaciously

more effectual usage of linguistic communication and illustrations

what to anticipate in the studio and beyond

Q2. WHO WILL Give Training?

Training will be given by the top direction and middle flat direction. The Training includes the practical cognition imparted to students/employees hired. The preparation include the on the occupation preparation and off the occupation preparation. Therefore, the trainer would include the senior direction and top degree executive. Who are experienced so, that they can give practical orientation to the trainees. The direction is hence ; include the board of managers and executives directors etc.

Q3. Who Will Get Training?

Training will be given to the people who are hired for the right occupation. The preparation will be given to those who have being selected. There are assorted campaigners which are entry degree and experient etc. the preparation will be given to those who are new to this field merely holding theoretical cognition so, the preparation provided can be for entry degree i.e full preparation and for experienced merely the overview of preparation. Training can be given to those besides who are working in the organisation so, that they can be motivated with the new campaigners.

Q4. How To Measure Training Results?

Training and development activities can be evaluated before, during and after the activities. See the undermentioned really basic suggestions:

Before the Implementation Phase

Will the selected preparation and development methods truly ensue in the employee ‘s larning the cognition and accomplishments needed to execute the undertaking or transport out the function

See using the methods to a extremely skilled employee.

Make the methods conform to the employee ‘s penchants and larning manners? e.g. , certification, operating expenses, etc. Does the employee experience any troubles understanding the methods?

During Implementation of Training

Ask the employee how they ‘re making. Make they understand what ‘s being said?

Sporadically carry on a short trial, e.g. , have the employee explain the chief points of what was merely described to him, e.g. , in the talk.

Is the employee enthusiastically taking portion in the activities? Is he or she coming tardily and go forthing early. It ‘s surprising how frequently learners will go forth a class or workshop and instantly kick that it was a complete waste of their clip. Ask the employee to rate the activities from 1 to 5, with 5 being the highest evaluation.

After Completion of the Training

Give him or her a trial before and after the preparation and development, and compare the consequences?

Interview him or her before and after, and comparison consequences?

Watch him or her perform the undertaking or carry on the function?

Assign an adept judge from inside or outside the organisation to measure the scholar ‘s cognition and accomplishments?

Degree

Focus Of Datas

Chemical reaction Or Satisfaction And Planned Action

Focus Is On The Training Program, The Facilitators And How Application Occurs.

Learning

Focus Is On Participants And Assorted Support Mechanism For Learning

Job Application Or Implemenatation

Focus Is On The Participants, The Work Setting and Support Mechanism For Applying Learning

Business Impact

Focus Is On Impact Of Training Process On Specific Organizational Outcome

Tax return On Investing

Focus In O Monetary Benefit As A Result Of Training

Q5. How Many Employees Will Get Training?

As there are 6 sections in organisation so, the preparation will be provided to merely those who are new to organisation and are already working. these preparation will be provided on footing of the public presentation standard. the preparation will supply Amoung different sections of organisation.

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 public presentation based i.e whose public presentation is less the preparation will supply to merely those campaigners.

In selling section the Maximum bound of trainee members will be 200 out of 600 employees include entry degree employees. In finance section the Maximum bound of trainee members will be 30 out of 200 employees include entry degree employees. In operation section the Maximum bound of trainee members will be 50 out of 300 employees include entry degree employees. in IT section the Maximum bound of trainee members will be 100 out of 300 employees Include entry degree employees. In Legal section the Maximum bound of trainee members will be 20 out of 100 employees include entry degree employees. and In HR section the Maximum bound of trainee members will be 100 out of 400 employees include entry degree employees.

The entire figure of employees of preparation is 500 employees these are selected from the assorted sections of organisation.

Q6. Where To Give Training?

The preparation will be provided in the hall or in the conference room of the organisation. The preparation should be provided where there is no job of airing, there should be proper trappings of room. the preparation hall/room should include:

Air conditioners that people can remain comfortably.

Ventilated.

Proper installations of computing machine and projector so that preparation can be done through proper presentation.

Speaker to present the preparation plan.

Proper seating agreement.

Refreshment installations like H2O etc.

Stationary and equipments

audio ocular installations

noise free

visibleness

siting agreement should be proper

Q7.Expenses To Be Incurred? ( Keeping In View The Maximum Limits )

The preparation plan scheduled for one hebdomad ( 7 yearss ) .The Budget restriction is upto 6 hundred thousand for behavior the preparation progam. the umber of employees working in organisation are 1900 out of which 500 employees are selected for developing so, that they can be given practical cognition about the work to be done. but some of these they are merely required to be motivational preparation so that they can work efficaciously. the followers is the budget construction of carry oning a preparation plan in organisation.

The preparation sechuled will be as follows:

Day 1: – Marketing- 200 employees, the preparation will be given by 2 marketing caput of Organisation.

Day 2: – Finance – 30 employees, the preparation will be given by 1 Financial caput of Organisation.

Day 3: – Operation- 50 employees, the preparation will be given by 1 Operationss caput of Organisation.

Day 4: – Information technology -100 employees, the preparation will be given by 1 IT caput of Organisation.

Day 5: – Legal – 20 employees, the preparation will be given by 1 Legal caput of Organisation.

Day 6: – HR – 100 Employees, the preparation will be given by 1 HR caput of Organisation.

After that Test will be conducted for public presentation of employee after developing. can concluding campaigners will be selected for international seminar.

Day 7: – combined training talk will be held by 2 members of wide of manager and a 2 international trainer will be called for taking a seminar on media

The preparation will provided by 7+2 members.

Expenses for developing plan would be:

1.Taking a conference room on rent holding capacity of 550 members – cost incurred is Rs. 10000 per twenty-four hours including chairs and tabular array. for 7 yearss = 10000×7-70000

2.Refreshement for trainer and trainees Rs. 10000/ twenty-four hours. including services.10000×7-70000

3.computer equipment and letter paper costing Rs. 5000/day 5000×7-35000

entire cost is: – Roentgen. 175000.

Trainer ‘s cost are as follows:

Departments

Training Program employees

Trainers Expenses Incurred

Entire

( Rs )

Selling

200

10000/ individual. ( 2 individual )

20000

Finance

30

5000/ individual

5000

Operation

50

10000/ individual

10000

Information technology

100

5000/ individual

5000

Legal

20

5000/ individual

5000

Hour

100

5000/ individual

5000

International delegates

2

100000/person

200000

500+2

250000

So, the entire cost of whole preparation plan comes to Rs. 425000.

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