Better scope for Gen next
By Sneha Ullal As part of the inaugural IMPACT M-School Rankings this year to celebrate the best M Schools in India, the exchange4media Group will host a conference on the future of talent in the media and communications industry on Friday, June 28 at The Leela Kempinski, Gurgaon. Well known industry leaders as well as heads of renowned educational institutes will participate in a series of panel discussions highlighting the need for talent in the TV, digital media and entertainment spaces, and improving media education, among many other issues. One hot topic of debate in the industry right now is the lack of new talent in the industry across domains. Four eminent leaders, who will also be speaking at the conference, highlight key issues in their respective domains and also suggest solutions to help funnel in better talent. ASHOK VENKATRAMANI, CEO, MCCS Lack of talent in broadcast journalism: Firstly, the industry is barely 10 to 15 years old; and a lot of people who moved to broadcast journalism are actually from the first generation of Print. Second, we barely have the time and investment for grooming and training, as the talent that comes in is under-developed. Thirdly, there are private and public universities and in-house schools in organizations. While most of the former aren’t integrated and tuned into the real world scenario, the latter tend to prepare their students only for their internal requirement. Solutions: Mass Comm institutes need to track what the industry is seeking, and accordingly think about how they can alter their curriculum. We need to start improving the industry-institution interface and start sharing information. Also, at ABP News, we prefer to bring in fresh editorial trainees, rather than poaching from other organizations. This might elongate our gestation period, but gives joinees the time to figure out their role and work. We put them in a six-month training programme which involves putting them on the job, rather than being tied to the desk, so they also tend to be absorbed better in the organization. RISHI KHIANI, FOUNDER, ANT FARM Lack of talent in digital media advertising: In the industry we’re in, we try to be lean, leading to people wearing multiple hats. Plus, what’s on the resume doesn’t always get translated to real-life applications. Solutions: HR innovations need to be taken seriously, to help target the right talent which will in turn help the organization grow. Guidance and grievance counseling and incentive schemes based on rewards and sales targets are big motivators. Organizations should also think about continuing education. At Ant Farm, we have an education Thursday and Friday programme for new employees, and a buddy system, wherein an older employee guides the newbies with their work at a certain time of the week. BRIAN TELLIS, FOUNDER, FOUNTAINHEAD PROMOTIONS & EVENTS Lack of talent in experiential marketing: There’s no talent bank. There are no adequate mainstream educational institutes for experential marketing. It could also be because the level of aspirations is not that high, which is unfortunate because the sector is growing exponentially. There’s also a disconnect with aspired skills of potential talent and the real picture. Solutions: It would be great if there was a constant dialogue between institutes and a body like the Entertainment and Event Management Association(EEMA). At the institute level, course content should be closely looked at. At the HR level, formalized external training programmes are crucial, so is matching job requirements with the right candidates. RAJENDRA MEHTA, EVP AND HEAD, HR, ZEE ENTERTAINMENT ENTERPRISE Lack of talent in TV and broadcastjournalism: There are so many positions, but we struggle to get the right set of people to fill them. For one position, the pool size is smaller than our expectations. Then, there are also those who are settled in their own vocations and aren’t willing to move, because of the economy; and those looking for exceptional jumps or salary increase. Solutions: Organizations having their own finishing schools is a good idea. At Zee, we have management trainee programmes where we take employees through the workings of the organization and their work. For students looking to make it in this field, it’s important to be conscious of the evolution of media, and be sensitive about underlining changes. You have to roll with the times. [For more details about the M-School Rankings 2013 and the conference on the future of talent, visit http://www.exchange4media.com/ impactmschoolrankings2013/index.html] Feedback: sneha.ullal@exchange4media.com
Tags : Spotlight