Summer training project report

On

Job analysis,description and specification of employees

at

CIRCLE INTERNET PRIVATE TECH LIMITED

FOR PARTIAL FULFILLMENT OF

MASTER OF BUSINESS ADMINISTRATION 2018-20

SUBMITTED BY UNDER THE GUIDANCE OF

SAPNA PANKAJ AGARWAL

ROLL NO.- FACULTY,RBMI

 Acknowledgement

I would like to take this opportunity to express my deep gratitude to all those who,directly or
indirectly made this project possible. I have got considerable help and support in making this
project report a reality from many people.I would like to thank Mr. Anupam Kumar Saxena ,
Head of MBA Departmnet,Rakshpal Bahadur Management Institute , Bareilly whose endeavor
for perfection,under fatigable zeal, innovation and dynamism contributed in a big way in
completing this project. This work is the reflection of his thought, ideas, concept and above all
his modest effort.

SAPNA SINGH
 Certificate

TO WHOM IT MAY CONCERN

This is to certify that Miss Sapna Singh student of MBA III Semester in our institute has
successfully completed her project work entitled “Job analysis,description and specification of
employees at CIRCLE INTERNET PRIVATE TECH LIMITED” for the partial fulfillment of
the degree of Masters of Business Administration (MBA) for the session 2018-19.

Mr. Anupam Kumar Saxena

(HOD, MBA)
 ABSTRACT

A Job is a collection of tasks and responsibilities that an employee is responsible to conduct.

Jobs have titles. A task is typically defined as a unit of work, that is, a set of activities needed to
produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex
positions in the organization may include a large number of tasks, which are sometimes referred
to as functions. Job descriptions are lists of the general tasks, or functions, and responsibilities of
a position. Typically, they also include to whom the position reports, specifications such as the
qualifications needed by the person in the job, salary range for the position, etc. Job descriptions
are usually developed by conducting a job analysis, which includes examining the tasks and
sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge
and skills needed by the job.Job Description is the method to analyze the designations in the
Departments. It indicates what the employees of a particular designation has to do. The purpose
of Job Description is create and maintain an standard job description template to all the
employees of the particular designation in the department and to make them prior aware what
skills they need to do the particular job and what are their roles and responsibilities .
 DECLARATION

I hereby declare that this project report titled “Job Analysis, Description and Specification
Of Employees at Circle News” submitted by me to the department of Business Management of
RBMI is a bonafide work undertaken by me and is not submitted to any other university or
Institute for the award of any degree diploma/certificate or published any time before

Name:

Date: (Signature)
TABLE OF CONTENTS

Sr. no. Topic

1 CHAPTER 1- INTRODUCTION
PART A- ABOUT THE COMPANY
PARTB- RESEARCH TOPIC

2 CHAPTER 2- LITERATURE REVIEW

3 CHAPTER 3- RESEARCH OBJECTIVES

4 CHAPTER 4- RESEARCH METHODOLOGY

5 CHAPTER 5- DATA INTERPRETATION & DATA ANALYSIS

6 CHAPTER-6 RESEARCH FINDINGS & RECOMMENDATION

7 CHAPTER 7- LIMITATIONS &SUGGESTIONS

8 CHAPTER 8- CONCLUSION

9 BIBLIOGRAPHY

10 APPENDICES

TABLE OF CONTENTS

1. Abstract 1

2. Objectives 2

3. Scope of the Study 3

4. Methodology of Study 4
5. Limitations of the Study 5

6. Company Profile 6

7. Introduction to Job Description

7-11 7.1 Meaning of Job Description

7 7.2 Purpose of Job Description 7 7.2.1

Recruitment 7 7.2.2 Compensation
7 7.2.3 New Employee Orientation 7 7.2.4
Employee Performance Management & Development
8 7.2.5 Employee Relations 8 7.2.6 Safety
8 7.2.7 Training 8 7.3
Components of Job Description 9

8. Departments at MAA TV 10

9. Job descriptions Template 11

10. Findings 12

11. ANNEXURE I. Distribution Department 14 - 16 II. IT Department

17 III. Production Department 18 - 26 IV.
Scheduling Department 27- 34 V. Corporate &
Marketing Communications 35 VI. News Department
36 - 50 12. Bibliography 51
 ABSTRACT

A Job is a collection of tasks and responsibilities that an employee is responsible to conduct.

Jobs have titles. A task is a typically defined as a unit of work, that is, a set of activities needed
to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex
positions in the organization may include a large number of tasks, which are sometimes referred
to as functions. Job descriptions are lists of the general tasks, or functions, and responsibilities of
a position. Typically, they also include to whom the position reports, specifications such as the
qualifications needed by the person in the job, salary range for the position, etc. Job descriptions
are usually developed by conducting a job analysis, which includes examining the tasks and
sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge
and skills needed by the job. Job Description is the method to analyze the designations in the
Departments. It indicates what the employees of a particular designation has to do. The purpose
of Job Description is create and maintain an standard job description template to all the
employees of the particular designation in the department and to make them prior aware what
skills they need to do the particular job and what are their roles and responsibilities .
 CHAPTER 1- INTRODUCTION

PART A- ABOUT THE COMPANY

With the blend of advanced technology and journalistic approach, our effort is to create a fair,
reliable, transparent, independent and democratic platform. We aim to become a plattform where
even the last person of the country could present himself to the world and create an identity of
his own.

This is the new platform of New India. Come, let's create a New India together.

Three IITians, whose modern and progressive vision reached places in India that were unfamiliar
with themselves only. An audience whose silent voice had not yet been heard by anyone.
Perhaps the soul of the Incredible India resides here.This is the rural India. In this rural India,
from 2015 to 2018,the number of internet users has increased by 36 percent.

We are trying to reach the roots of India with the help of internet.With the aim to provide vocal
to the rural audience,Circle app was launched in August 2014.This journey, which started from
zero, has now reached more than 5 million users.

Through technology,our aim is to create a platform for Indians,where they can fearlessly raise
their voice with full honesty and freedom.We are moving towards giving 'freedom of expression'
a new dimension.

We have reached those citizens of the country who did not get opportunities to speak their
words. By joining this cent-percent 'Made in India' product,along with us, you too will be one of
the first few to reach this untouched part of the country. By connecting with such an
audience,you can play an important role in giving a new direction to India.

We are fully conscious of the quality, reliability and originality of the content. Every content on
our platform goes through four stages of verification. In addition to all these, to make this
democratic platform even more appealing and inclusive, we would love to make you a part of it
and bless our users with your creativity and wit.

Each person here works not as an employee, but as part of the CIRCLE Family...Little wonder
then, that with the least material resources , CIRCLE has made a mark in the satellite arena so
soon...

They have the most Valuable of all Resources - the HUMAN FACTOR...

absolutely committed to making the impossible happen...and with such Sheer One-pointed focus
and teamwork, THERE IS NO STOPPING US NOW.
Getting better and better each day ...and more popular...

A matter of time now, before we are the NUMERO UNO in the industry.

Watch out ...for the CIRCLE Team

THE MAGIC OF A TEAM ...

..Yeah that is what CIRCLE is all about...

Enjoy the Difference!!

PART B- RESEARCH TOPIC

“Job Analysis, Description and Specification Of Employees at Circle News”

OBJECTIVES

1. To study the designations of the employees in the organization

2. To know the various departments within the organization.
3. Interacting with various employees within each department.
4. To understand and redefine the existing roles & responsibilities of the existing job’s.
5. To clearly identify and spell out the responsibilities of a specific job.
6. Discuss the nature of job analysis, including what it is and how it’s used.
7. Use at least three methods of collecting job analysis information, including interviews,
questionnaires, and observation.
8. Write job descriptions, including summaries and job functions, using the Internet and
traditional methods.
9. Write a job specification.
10. Explain job analysis in a “jobless” world, including what it means and how it’s done in
practice.
 SCOPE OF STUDY

The scope of the study covers employees of various departments in order to understand their
designations

As CIRCLE, is an organization with potential of huge presence in service sector, it is

important for each employee to know their exact roles & responsibilities.

To analyze the roles & responsibilities of each employee and redefine them.

METHODOLOGY OF THE STUDY

The study has been covered on the following steps

DATA COLLECTION:

The data has been collected from two main sources

Primary Source

Secondary Source

PRIMARY SOURCE

Through the employees of the organization by collecting directly by face to face

Interaction

SECONDARY SOURCE

Through various records and published data of CIRCLE

 Limitations Of The Study

1) Some of the employees had a problem communicating their exact roles and responsibilities

2) Study was limited to only few employees in a particular department.

INTRODUCTION TO JOB DESCRIPTION

7.1 Job description: Job description lists the general tasks, or functions, and responsibilities
of a position. Typically, they also include to whom the position reports, specifications such as the
qualifications needed by the person in the job, salary range for the position, etc.

7.2 PURPOSE OF JOB DESCRIPTION : A written job description is a multi-purpose

document that provides a descriptive summary of the accountabilities and deliverables of a
position. This summary of job information has utility across the whole range of human resource
management functions including:

7.2.1 Recruitment – A job description provides the supervisor/manager with job information for
posting or advertising a job, provides the basis for determining selection criteria and employee
competencies, and for selecting the right person for the job.

7.2.2 Compensation – The job description assists in determining the appropriate classification
and compensation for a particular job.

7.2.3 New Employee Orientation – A job description is a good tool for a supervisor/manager to
explain and clarify reporting relationships, accountabilities and expected deliverables of a job to
a new employee.

7.2.4 Employee Performance Management and Development – is a basis of understanding

between the supervisor/manager and the employee about the work goals and objectives of a
position. It serves as a means of communication for improving work planning and feedback. In
addition, the job description provides the necessary information for managing performance,
including appraisals, discipline and counselling.
 7.2.5 Employee Relations – formal and up-to-date job descriptions for positions reduce
employee/supervisor misunderstandings regarding job duties and responsibilities.

7.2.6 Safety – Job descriptions raise awareness of and recognize risks and hazards with a
position’s responsibilities. It also helps to identify the necessary safety training and precautions
that need to be in place.

7.2.7 Training – A job description is one way a supervisor/manager and employee can assess
the training requirement for a job. A change in responsibilities may result in the need for skills
upgrading.

Other uses – Supervisors/managers may also use job descriptions for organizational planning,
wage and salary surveys and reviews, human resource planning and development, and
occupational studies for statistical purposes.

COMPONENTS OF JOB DESCRIPTION

The components or sections of the job description include:

Basic header information: Position title and number, Supervisor’s position title and number,
work unit, location, etc.

1. Program in which the position resides

2. Purpose of Position, or the reason for the existence of the position.

3. Nature of Work and Position Links

4. Specific Accountabilities/Deliverables

5. Financial responsibility and authority

6. Responsibility for management and direct supervision of others

7. Special requirements of the job

8. Tools and equipment used

9. Working Conditions and/or Physical Demands Work examples

10. Comments

11. Excluded Manager Authorization

12. Organization Chart

While not part of a formal job description, a statement of qualifications/competencies should be

included if staffing of the job is planned.

DEPARTMENTS AT MAA TELEVISION NETWORK

Distribution Department

IT Department

Music Department

Production Department

Scheduling Department

Corporate & Marketing Communications

Programming Department

Administration Department

Finance Department

News Department

Technical Department

Template For Job Descriptions

Department - (Name of the department)

Designation - (Employee Designation) - (Sample Size)

Skills Set: 1) 2) 3)

Job Roles: 1) 2) 3)

Job Responsibilities:1) 2) 3)

FINDINGS

1) Defining the job description of the employees which was not existing previously

2) Stimulating some of the hidden skills and talents of the employees

3) Making the employees realize their actual job responsibilities

CONCLUSION

The job description clarifies what the role of the job is and what the incumbent is expected to
accomplish while performing the job. This is particularly important for an effective performance
evaluation process. It forms the groundwork for an agreement between the supervisor and the
incumbent as to the expected job performance results. This is particularly important for an
effective performance evaluation process and monetary decisions that relate to performance.
Working at CIRCLE and being part of their outstanding team was an amazing experience. It is
very important for an organization to have clear cut descriptions of their roles and
responsibilities. The skills and experience I gained while working there is irreplaceable. During
the period of my work term, I have learnt what Team work actually means and also the
responsibilities of each and every employee within a department. I have outmost respect for
every employee who have co-operated with me and helped me in completing my project work
successfully. I would be privileged to work with them again.
DISTRIBUTION DEPARTMENT

A) Designation - Asst Manager- Distribution accounts - (1)

Skills Set

1. Possess knowledge on accounting

2. Computer knowledge

3. Managerial skill

Job Roles

1. Preparing Cash flow , MIS reports, balance sheets, business plans, depreciation &
consumption statement, monthly commission statements etc
2. Total reconciliation ( bank accounts & subscription debtors etc)
3. Age wise analysis and MIS report of subscription debtors
4. Active involvement in monthly program expenditure
5. Preparation of program & event profitability
6. Attending auditors & accounts dept
Job Responsibilities

1. Prepare monthly cash flow (5th of every month) & MIS report (10th of every month)
2. Reconciliation of all banks (3rd of every month)
3. Age wise analysis & prog wise expenditure
4. Comparing statement of sale every month
5. Perform total reconciliation every month ( by 20th of every month)

B) Designation - Area Manager - (1)

Skills Set

1. Good Communication skill

2. 2. Spontaneous behavior
3. 3. Possess good analytical skills

Job Roles

1. Handling channel distribution (Area wise)

2. Preparing sales and migration reports (daily basis)

3. Discussing with MSO’s and operators for enhancement of channel

Job Responsibilities

1. Coordinating with the team (executives & CSE)

2. Grievance handling
3. Responsible for channel activation/deactivation

4. Customer Interaction( on policies, promotions & loyalty schemes)

C) Designation - Customer support Executive - (4)

Skills Set

1. Good Communication skills

2. Basic Computer knowledge

3. Patience and self confidence

Job Roles

1. Taking care of collection and dispatch (out standing statements, tour bills)

2. Motivating executives to achieve their targets

3. Maintaining data of all operators through SMS

4. Effective interaction with accounts and distribution departments

5. Stock maintenance
Job Responsibilities

1. Preparation of subscription (Monthly collection targets)

2. Activations and deactivations

3. Maintaining stock data (Telangana, Rayalaseema)

4. Status reports to general manger

5. Coordinating with operators and distributors (All areas and overseas)

6. Answering queries ((To new subscribers through mail)

IT DEPARTMENT

A)Designation - Asst System Administrator - (2)

Skills Set

1. Computer Knowledge (Networking, hardware, MS outlook)

2. Posses knowledge about Internet & troubleshooting
3. Knowledge on various servers & domains.

Job Roles

1. Installing and trouble shooting of computers and Printers

2. Periodical maintenance ( LAN, Domain Servers, documentation)
3. Installation of Anti Virus
4. Assisting System administrator
5. Preserving the database
Job Responsibilities

1. Responsible for maintaining LAN for different floors (1st,4th & 5th)
2. Data Backup and up gradation of systems
3. Interaction ( with vendors regarding purchase of system peripherals)
4. Providing Virus free Internet
5. Server maintenance ( Tally, champ) and updating them regularly.

PRODUCTION DEPARTMENT

A)Designation - Camera Assistant - (4)

Skills Set

1. Beta and D.V operating

Job Roles

1. Taking care of camera (Camera safety)

2. Flexibility in going to shoot spot whenever required
3. Acting as per the superiors instructions (Camera men )

Job Responsibilities

1. Ensuring camera safety (keeping mics, cables in good working condition)

2. 2 .Audio check up
 3. 3 .Timely battery check up and charging whenever required

B) Designation - Cameraman - (2)

Skills Set

1. Experience in lighting & Camera operating(all types of cameras)

2. Creative (composing frames and lighting arrangement as per the concept)
3. Leadership qualities( ability to command the crew for timely completion)

Job Roles

1. Grasping instructions of the program director

2. Coordinating with technical crew

Job Responsibilities

1. Shots planning (as per the budget) and concept discussion with director
2. Developing friendly relations among the crew
3. Updating the concerned department in case of equipment failure
4. Delivering quality output
5. Taking care of aspects like anchors, participants etc

C) Designation - Light man - (3)

Skills Set

1. Knowledge about wiring

 2. Possess knowledge about the different types of lights used in the studio

Job Roles

1. Arranging lighting for indoor and outdoor shooting

2. Making proper arrangement & diffusion( as per cameraman’s instructions)
3. Making alternative arrangement in case of equipment failure
4. Maintaining light evenness

Job Responsibilities

1. Ensuring Light safety

2. Arranging equipment on time
3. Coordinating with program director in order to maintain good technical quality
4. Making alternative arrangement in case of equipment failure

D)Designation - Production Organizer - (3)

Skills Set

1. Creative (spontaneous and timely decisions)

2. Leadership skills (commanding his crew)

Job Roles

1. Coordinating (cameramen, camera asst, light man, set asst etc)

 2. Preparing duty charts and assigning them( to the team members)
3. Organizing Live and special shows
4. Taking care of repairs and maintenance of equipment

Job Responsibilities

1. Preparing budget proposals for Live and special shows

2. Responsible of the entire shoot process ( from show start to end)
3. Payments to the crew
4. Management of transport
5. Time management

E)Designation - Set Assistant - (1)

Skills Set

1. Coordinating (with team and superiors)

2. Alertness

Job Roles

1. Arranging the shoot set

Job Responsibilities

1. Maintaining safety on the set

2. Flexible to the timings ( willing to work at anytime)

F)Designation - Associate Art director - (1)

Skills Set

1. Creative (designing and set making)

Job Roles

1. Preparing scheduling within the given budget

Job Responsibilities

1. Making shooting set on time

2. Making oneself available to any time

G)Designation - Carpenter - (1)

Skills Set

1. Hardworking
2. Possess knowledge materials used on shoot set
3. Good experience in carpentry

Job Roles

1. Carpentry work on the shooting set (both indoor and outdoor)

2. Following the superiors instructions
Job Responsibilities

1. Time management (delivering the shoot set on time)

2. Producing quality output

H)Designation - Chief Cameraman - (1)

Skills Set

1. Concept designing
2. Possess knowledge in lighting
3. Knowledge of various camera views( cinemascope, 35MM, 16 MM)

Job Roles

1. Shooting the programs as per the instruction

Job Responsibilities

1. Responsible for coordinating with the team

2. Time management

I)Designation - Fashion Consultant - (1)

Skills Set

1. Knowledge about graphics & styles

2. Creative (selecting the costumes)
3. Smart worker (while shooting)

Job Roles

1. Picking up the costumes for the anchors

2. Coordinating with the superiors ( costumes of anchors)
3. Designing the backgrounds of shows

Job Responsibilities

1. Working on anchors looks and giving suggestions

2. Bringing the costumes ( rent basis) and returning them
3. Choosing costumes from present trendy wear
4. Sale and purchase of costumes ( selling old one’s and purchasing new one’s )
5. Selecting & procuring the right kind of cosmetics

SCHEDULING DEPARTMENT

A)Designation - Scheduling Assistant - (4)

Skills Set

1. Computer skills ( running champ software)

2. Ability to analyze release order, processing and observing the material status

Job Roles

1. Entry of release orders

2. Arrange spots in the given schedules and sending confirmation to various departments
3. Coordinating with various departments and making dates for missed spots

Job Responsibilities

1. Day to day monitoring of all spots (report regarding missed spots, confirmation of spots
aired doe final billing)
2. Feedback regarding spots aired too client servicing executive
3. Responsible for release order processing
4. Capsuling and preparing sponsorship for news section

B)Designation - Monitoring Assistant - (1)

Skills Set

1. Computer Knowledge
2. Sharp view (knowing commercials and their titles well)

Job Roles

1. Day to day monitoring (machine and reports)

2. News capsuling and assistance in champ related works
Job Responsibilities

1. Day to day monitoring of machines to avoid and disturbances

2. Careful monitoring of every spot in billing the correct aired spots (arranging aired status
data in CD’s wherever there is billing disturbance)
3. Comparing the actual spot aired with the caption matching to that of TAM data

C)Designation - Data entry operator - (1)

Skills Set

1. Possess software and technical skills

Job Roles

1. Generate day to day reports(regarding the status of spots)

2. Commercial logging
3. Preparing FPC in champ software
4. Preparing the slots to be sold by marketing team

Job Responsibilities

1. Timely preparation of commercial logging for final airing

2. Arranging data for preparing reports required for marketing analysis
3. Adhering to timings as per the changes in the programs and updating them onto the
system.
 D)Designation - Scheduling assistant (traffic) - (1)

Skills Set

1. Possess computer skills

2. Ability to transfer BETA,DUC into systems for advertisements

Job Roles

1. Material receiving and dispatching to clients by courier

2. Entering material records, promos & trailers in champ software

Job Responsibilities

1. Monitoring commercials and coordinating with news department

2. Editors for capsuling commercials
3. Material checking before handling to the capsuling department
(duration,tilte,language,brand etc)

E)Designation - Executive Traffic - (1)

Skills Set

1. Should possess good communication skills

Job Roles
 1. Processing of release orders
2. Coordination with various departments
3. Receiving of release orders day to day

Job Responsibilities

1. Processing and timely confirmation release orders without discrepancy to all branches
2. Coordinating with branch needs regarding the spots

F)Designation - Executive - (1)

Skills Set

1. Computer Knowledge (champ software,MS office etc)

2. Analyzing the releases received from the agencies and disbursing the spots in various
spots

Job Roles

1. Entry of a release into the system and sending conformation to the branches
2. Coordinating with branches regarding discrepancies with release orders

Job Responsibilities

1. Entry of release into the system and send confirmation to branches

2. Analyzing releases received from agencies
3. timely release order punching for error free airing of spots
 G)Designation - Client Servicing Coordinator - (1)

Skills Set

1. Good communication skills and decision making ability

2. Patience in taking sound decisions
3. Ability to prioritize work

Job Roles

1. Timely information dissemination to concerned department to ensure right action

2. Taking care of all contingencies (billing disputes,spot confirmations etc)
3. Providing necessary info to accounts dept for getting issued bills cleared

Job Responsibilities

1. Quickly resolving problems

2. Coordinating with various publics to ensure smooth work
flow(scheduling,monitoring,billing etc)
3. Ensure smooth functioning of ad sales operations (as facilitator, information interface
among channel branches etc)

H)Designation - DY Manager - (1)

Skills Set

1. Knowledge(market, processing the releases)

2. Communication skills
3. Sales
 4. Troubleshooting

Job Roles

1. Coordinating with branches and agencies(day to day process of release)

2. Playing role as a troubleshooter
3. Helping Vice president (marketing) in achieving targets
4. Free processing of the release, so as to earn high revenues

Job Responsibilities

1. Heading & Training the traffic dept to achieve the common goal to increase the revenue
2. Taking care of business received flows into the system (discrepancy free)

CORPORATE & MARKETING COMMNICATIONS

A)Designation - Senior manager corporate & Marketing Communications -(1)

Skills Set

1. Exposure in Corporate & Marketing Communications

Job Roles

1. Managing the image of the company

2. Marketing communications
3. Internal and External communications
4. Event Launches
Job Responsibilities

1. External-Communication (Press & media, corporate brand identity, pubic relation,

strategic planning…etc)
2. Internal-Communication (Administrative, in house magazines, Internal branding, CEO`S
Desk )
3. Marketing Communications-Branding & promotions, corporate details/ identity for
external & internal audience
4. Events – Branding & Promotion for external, organizing internal events

NEWS DEPARTMENT

A)Designation - Video Editor - (9)

Skills Set

1. Good Journalism skills

2. Keep oneself updated with recent technologies
3. Creativity (ability to analyze news and reproduce the same with effective music &
montages)

Job Roles

1. News Editing (editing the news videos)

2. Post production work (editing & composing)

Job Responsibilities
 1. Using suitable file shots, voice over corrections ( news)
2. Give/take advices while making the script
3. Editing videos of News and delivering them on time

B)Designation - Assistant Producer - (5)

Skills Set

1. Knowledge on journalism
2. General awareness of happenings around the world(political, regional, sports etc)
3. Good copy writing skills

Job Roles

1. Copy editing (English to telugu)

2. Good command on language (English, telugu etc)
3. Handling Bulletins (News Highlights)
4. Giving/taking suggestions (to sub-editors)
5. Quick decision making on the spot

Job Responsibilities
 1. Coordinating with the reporters (to get the news as early as possible)
2. Listing out the news in order of priority
3. Making Bulletin’s interesting (blend of all news flavors)
4. Time management (delivering the news to be telecasted before time)

C)Designation - Copy editor/ Sub Editor - (3)

Skills Set

1. Possess Good computer knowledge

2. Good typewriting skills (English, Telugu)
3. Possess good communication skills
4. Creativity (script writing)

Job Roles

1. Editing News (political, sports, agricultural etc)

2. Translation (English to Telugu)
3. Script writing (related to news)
4. Coordination (video editors and district reporters)
5. Spontaneous decision making 6. Translate to PTI and Reuters

Job Responsibilities

1. Responsible for news writing (time to time)

2. Meaningful & Efficient script writing
3. Quality output
4. Time management
 D)Designation - Sub – editor/staff reporter - (2)

Skills Set

1. Posses good communication skills

2. Creative thinking (creative decision making)

Job Roles

1. Translations
2. Spot Decision (News rewriting)
3. Special stories and features

Job Responsibilities

1. Hard working
2. Time management
3. Coordination (All departments)

E)Designation - Editor - (3)

Skills Set

1. Creativity (In order to determine length and order of shoot)

2. Spontaneous (Making decisions on spot)
3. Familiar (State, National and International )
4. Soft skills (montages)

Job Roles

1. Handling live bulletin’s (As panel producer)

2. News editing (Packages for bulletin’s)
3. coordination (All departments for smoother work)
4. Learning new soft wares

Job Responsibilities

1. Decision making (Without any interruption to live bulletin’s )

2. Maintaining friendly atmosphere
3. Update knowledge (Political leaders, major incidents & issues )
4. Coordinating (PCR persons file library & desk people)

F)Designation - Desk Trainee - (2)

Skills Set

1. Creative script writing

2. Computer knowledge (Basic)
3. Type writing (Telugu)
Job Roles

1. News editing
2. Copy editing
3. Translation (English to Telugu)
4. Script writing (All types)
5. Keeping oneself updated (Day to day news)
6. Coordination (With video editor)

Job Responsibilities

1. Quality output
2. Writing news (In brief)
3. Flexible to work
4. Time management

G)Designation - Camera men - (8)

Skills Set

1. Technical knowledge (About operation of camera)

2. Lighting sense
3. Creative (observe the situation and grab it quickly)

Job Roles

1. Friendly nature (Good rapport with reporter)

2. Specialized at capturing risky shorts
3. Act as a trouble shooter (During camera failure)
Job Responsibilities

1. Coverage (Field)
2. Protection (responsible for protection of camera)
3. Maintain Punctuality (Reaching shot location on time)

H)Designation - Librarian - RRG - (1)

Skills Set

1. Good typing speed (Data entry)

2. Patience

Job Roles

1. Storage of news bulletin’s tapes

2. Recording and tape out the Reuters feed along with scripts
3. Data entry and storage of news
4. Tape out the “My Guru” feed along with the Hyderabad feed
5. Preparation of special tapes on special issues

Job Responsibilities

1. News storage and retrieval

2. Selective dissemination Information Service of news to desk people
3. Current awareness service to the desk people
4. Regular updates oneself / library (By watching news channels)
 I)Designation - News Head - (3)

Skills Set

1. Leadership (Ability to control the team)

2. Journalism knowledge
3. Technical (Electronic media)
4. Decision making ability

Job Roles

1. Coordinating with the entire news team

2. Giving suggestions to the sub ordinates

Job Responsibilities

1. Creating unity among the team members

2. Performance of the NEWS team
3. Responsible for the quality of news
4. Monthly MIS reports
5. MIS on budget flow

J)Designation - Reporter- (3)

Skills Set

1. Good communication skill

2. Sharp mind (awareness of current affairs)
3. ability to operate DV Camera (Under emergency conditions)
4. Humane nature
Job Roles

1. Spot news coverage (sports, politics, film…etc)

2. giving suggestions to camera men for good quality output
3. news composing
4. Making special stories which adds to urban flavor

Job Responsibilities

1. Sending news items to Newsroom on time

2. Reaching assignments on time
3. Following the policies of organization

K)Designation - System Administrator /Technical Assistant - (5)

Skills Set

1. Possess computer knowledge(Network security)

2. Good communication skill required

Job Roles

1. Adding and configuring new work stations

2. Setting up user accounts
3. Installing system wide software
4. Prevent spread of viruses
5. Allocating mass storage space
Job Responsibilities

1. Develop and implement technical operations, policies and procedures that ensure
computer system reliability and stability
2. Install programs and operating system updates, include changes in hard ware and
software configuration
3. Maintain security and integrity of the network, servers and staff PCs including anti virus
protection
4. Operate email system
5. Configuring, installation and maintenance of systems in all news department sections

L)Designation - Online Editor - (1)

Skills Set

1. Ability to take quick decisions (Live shows)

2. Knowledge about the consoles (audio/video) and editing applications
3. Knowledge about installation of PCR set up

Job Roles

1. Online Video switching

2. Chroma keying for anchor back drops
3. Luma Keying for scrolling and breaking news
4. In jesting the feed coming from various districts
5. Recording the live bulletins and voice over
6. Online audio adjustments & editing the stories and ad capsuling

Job Responsibilities

1. Giving good quality video output

2. Maintaining perfect audio levels according to the input audio levels
3. Taking voice over with good quality
4. coordinating with reporters for taking the feed with good quality
5. Injecting the feed within the bulletin timings
6. Editing the news stories with good quality
 M) Designation - Audio Recordist - (1)

Skills Set

1. Possess good technical knowledge (online/audio)

2. Software knowledge (audio/video editing)
3. Quick decision making (Live shows)
4. Editing & Injecting skills (stories, promos, feeds from local etc)

Job Roles

1. Recording and playing the audio/video as per the context, situation of what happens next
2. Add the music track to promos and montages
3. Paneling (handling live bulletins as and when required)

Job Responsibilities

1. Maintaining proper audio level according to the inputs

2. Record proper audio level during voice over
3. Online video switching, chroma keying for anchor backdrop and luma keying for scrolls
4. Injecting the feeds from various sources on time
5. Editing stories according to script on time for bulletin
6. Capsuling & making Ads for bulletins on time
 7. Giving a good quality output

N)Designation - T P / C G Operator - (2)

Skills Set

1. Command on Telugu language

2. Typing skills (Telugu)
3. Software knowledge (win multi prompter etc)

Job Roles

1. Typing and composing the scripts

2. Operating the tele prompter and giving the scripts to the anchors for the quality output
3. Composing the stringer’s details from various districts

Job Responsibilities

1. Tele prompter is the main role in giving quality output for entire bulletin
2. Responsible to check entire process 15 mins prior to the beginning of news
3. Giving scrolling to anchors and panel producers
4. Problem rectification (failures during live programs)
5. Must alert for composing flash news during live

O)Designation - Audio Engineer - (1)

Skills Set

1. Editing (Video)
2. Skill in operating audio consoles
Job Roles

1. Live audio operating and editing for news

2. Voice over recording for news
3. Capturing video from DVC (Capsuling ads)
4. Headlines editing

Job Responsibilities

1. To maintain proper audio levels for news

2. To give quality and effective output
3. Taking necessary decisions for live shows
4. Coordinating (Panel producer, online editor and CG operator ) in news bulletin
 LITEARATURE REVIEW

Managers are asked to write job descriptions every day, but receive little or no guidance on how
to do it or what to include. Done correctly, job descriptions will help managers hire, evaluate
performance, discipline, and plan for future growth.

Job descriptions are a diverse tool for Human Resources. Whether used for hiring or conducting
a performance review, at some time one or many job descriptions cross your desk as an HR
professional.

The importance of having a job description has been highlighted by several professionals as well
as various management trainees and writers.

Every job has a description -- and if you craft it carefully, you can use a job description for
effective hiring, new employee orientation, evaluating performances, discipline and plan for
future growth. But if it's poorly written (or not written at all), your company can face all sorts of
problems, from low employee morale to legal troubles.

Marjorie Mader-Clark ‘s “The Job Description Handbook” gives easy-to-use tools and step-by-
step instructions for creating job descriptions that will work in the real world.
Every job has a description--but if it's poorly written (or not written at all), a company can face
all sorts of problems, from low employee morale to legal troubles.
The Job Description Handbook is an all-in-one resource anyone can use to create HR documents
that provide details on every job's duties, requirements, qualifications--and much more. The book
covers the advantages of creating job descriptions,how job descriptions fit into the broader
employment picture,how to write a great job description,legal traps to avoid,how to
"troubleshoot" a description.

Judith Lindenberger, in his article “How to Write a Job Description” highlights the importance
of having a job description “Job descriptions are important for attracting the right job candidates,
helping employees understand their responsibilities, evaluating employees' performance, and
much more.Think of a job description as a “snapshot” of a job. The job description needs to
communicate clearly and concisely what responsibilities and tasks the job entails and to indicate,
as well, the key qualifications of the job – the basic requirements (specific credentials or skills) –
and, if possible, the attributes that underlie superior performance.

Susan M. Heathfield highlights in the article “Positives and Negatives About Job Descriptions”
that effectively developed, employee job descriptions are communication tools that are
significant to your organization's success. Poorly-written employee job descriptions, on the other
hand, add to workplace confusion, miscommunication, and make people feel they don't know
what is expected from them.

“The First-Time Manager” by Loren B Belker &Gary S Topchik is a true management classic!
It has helped many thousands of rookie managers handle their new responsibilities. Complete but
concise, this book covers essential management topics, from managing time and stress, to
motivating and counseling employees. The fifth edition, completely updated and expanded, gives
readers the crucial information they need on all the fundamentals of the job, plus new material on
topics including: building trust and confidence; and, being an active listener, motivating others,
managing a diverse group of individuals, conducting performance appraisals, dealing with
resistance to change building a team environment and more. Written in an engaging,
conversational style, this classic skill-building book is more than ever an indispensable tool for
anyone starting a career in management.

Carter McNamara, in the article “How to Design a New Job -- a New Position or Role (Job
Descriptions)” advises that when you are ultimately aiming to develop a job description for the
new role, rather than looking at a variety of sample job descriptions, it's much more useful to
carefully think about what you want in the role, rather than what others suggest in their job
descriptions.

Rebecca Brumley, in the highly-praised “Public Library Manager's Forms, Policies, and
Procedures Handbook”, features more than 150 job titles addressing the full scope of public
library functions, this resource includes more than 250 proven and effective job descriptions.
Culled from libraries across North America, each is reproduced in its entirety - general summary;
functions and responsibilities; knowledge, skills, and abilities; education, experience, and
training; licensing requirements; and more. Each section includes an overview of the job title,
important considerations, and essential elements for inclusion.

Brumley covers the basics of composing-job descriptions - including EEOC considerations; fact
gathering; defining supervision; drafting job summaries; re-evaluating descriptions; and more.
Comprehensive and authoritative, this is an important, time-saving tool for libraries seeking to
build successful staffs for the future.
 BIBLIOGRAPHY

1) The Job Description Handbook - By Marjorie Mader-Clark

2) http://www.businessknowhow.com/manage/jobdesc.htm

3) http://humanresources.about.com/od/glossaryj/a/jobdescriptions.htm

4) The First-Time Manager – By Loren B Belker &Gary S Topchik

5) http://www.managementhelp.org/staffing/specify/job_desc/job_desc.htm

6) Neal-Schuman Directory of Public Library Job Descriptions

7) Public Library Manager's Forms, Policies, and Procedures Handbook- By Rebecca Brumley

The human resource management process begins with deciding what the job entails. The main
purpose of this chapter is to show you how to analyze a job and write job descriptions.Analyzing
jobs involves determining in detail what the job entails and what kind of people the firm should
hire for the job. I tried to find out several techniques for analyzing jobs, and explain how to draft
job descriptions and job specifications.
Organizations consist of jobs that have to be staffed. Job analysis is the procedure through which
you determine the duties of these positions and the characteristics of the people to hire for them.
Job analysis produces information for writing job descriptions (a list of what the job entails) and
job specifications (what kind of people to hire for the job). Every manager should understand the
mechanics of analyzing jobs. Virtually every personnel-related action you take—interviewing
applicants, and training and appraising employees, for instance—depends on knowing what the
job entails and what human traits one needs to do the job well.The supervisor or human
resources specialist normally collects one or more of the following types of information via the
job analysis.

Actual work activities of the job—how, why, and when the worker performs each
activity.Human behaviors the job requires: communicating, deciding, and writing, lifting weights
or walking long distances.Machines, tools, equipment, and work aids used on the job: tools used,
materials processed, knowledge dealt with or applied, and services rendered.Standards of
expected employee job performance: quantity and\or quality output levels that can be used to
appraise employees.The organizational and social context in which the job exists: physical
working conditions, work schedules, and incentivesThe job’s human requirements: job-related
knowledge or skills (education, training, work experience) and required personal attributes
(aptitudes, physical characteristics, personality, interests).

Job analysis provides the information required for other organizational activities that depend on
and also support the job.Job analysis provides required duties and desired human characteristics
information needed to effectively Recruit and Select individuals for jobs. Compensation factors
such as skill and education level, safety hazards, degree of responsibility, and so on are assessed
by job analysis.Knowledge of specific duties and requisite skills of a job is required for proper
Training of employees.Correctly conducting a Performance Appraisal requires knowledge of the
job’s duties and standard.Job analysis is a method for Discovering Unassigned Duties that should
become a formal part of a job.Job analysis is required to validate essential job functions and
other HRM for EEO Compliance under the Uniform Guidelines on Employee Selection.

job analysis is important because managers use it to supportjust about all their human resource
management activities.

Steps in Job Analysis

A process chart provides a detailed picture of a job’s work flow. In its simplest form, a process
chart shows the flow of inputs to and outputs from the job you’re analyzing. In this figure, a
quality control clerk is expected to review components from suppliers, check components going
to the plant managers, and give information regarding components’ quality to these managers.
An existing job description, if there is one, usually provides a starting point for building the
revised job description.

There are various ways to collect information on a job’s duties, responsibilities, and activities. In
practice, you could use any one of them, or combine several. The basic rule is to use those that
best fit your purpose. Interviews, questionnaires, observations, and diaries/logs are the most
popular methods for gathering realistic information about what job incumbents actually do.
Managers use these methods for developing job descriptions and job specifications.

Job Analysis: Interviewing Guidelines

Job analysis interviews range from completely unstructured interviews to highly structured ones
containing hundreds of specific items to check off.Managers may conduct individual interviews
with each employee, group interviews with groups of employees who have the same job, and/or
supervisor interviews with one or more supervisors who know the job. Distortion of information
is interviewing’s main problem—whether due to outright falsification, honest misunderstanding,
or statements inflating the importance of their jobs by interviewees.

Questionnaires can be structured or opened-ended. A questionnaire is a quick, efficient, and cost-

effective way to obtain information from a large number of employees. However, developing the
questionnaire and testing it to make sure the workers understand the questions can be time
consuming. And as with interviews, employees may distort their answers, consciously or
unconsciously.
Direct observation is especially useful when jobs consist mainly of observable physical
activities. Observation is usually not appropriate when the job entails a lot of mental activity or if
the employee only occasionally engages in important activities. Reactivity—the worker’s
changing what he or she normally does because you are watching—can also be a problem.

Workers are asked to keep a record of what they do during the day by writing a diary/log.
Employees record each of their activities (along with the time) in a log. This can produce a very
complete picture of the job, especially when supplemented with subsequent interviews with the
worker and the supervisor.

The employee, of course, might try to exaggerate some activities and underplay others. However,
the detailed, chronological nature of the log tends to mediate against this.

Diaries/logs have gone high-tech. Some firms give employees pocket dictating machines and
pagers. Then at random times during the day, they page the workers, who dictate what they are
doing at that time. This approach can avoid one pitfall of the traditional diary/log method:
relying on workers to remember what they did hours earlier when they complete their logs at the
end of the day.

Qualitative methods like interviews and questionnaires are not always suitable. For example, if
your aim is to compare jobs for pay purposes, a mere listing of duties may not suffice.

You may need to say that, in effect, “Job A is twice as challenging as Job B, and so is worth
twice the pay.” To do this, it helps to have quantitative ratings for each job. The position analysis
questionnaire and the Department of Labor approach are quantitative methods for doing this.

The position analysis questionnaire (PAQ) is probably the most popular quantitative job analysis
tool, and consists of a detailed questionnaire containing 194 items. The 194 items (such as
“written materials”) each represent a basic element that may or may not play a role in the job.
The Department of Labor method uses a set of standard basic activities called worker functions
to describe what a worker must do with respect to data, people, and things.

Another technique, functional job analysis, is similar to the DOL method. However, it rates the
job not just on data, people, and things, but also on the extent to which performing the task also
requires four other things—specific instructions, reasoning and judgment, mathematical ability,
and verbal and language facilities.
Methods such as questionnaires and interviews present some drawbacks. For example, face-to-
face interviews and observations can be time consuming. And collecting the information from
geographically dispersed employees can be challenging.

There is no standard format for writing a job description. However, most descriptions contain
sections that cover:

1. Job identification

2. Job summary

3. Responsibilities and duties

4. Authority of incumbent

5. Standards of performance

6. Working conditions

7. Job specifications

A job description is a written statement of what the worker actually does, how he or she does it,
and what the job’s working conditions are. You use this information to write a job specification;
this lists the knowledge, abilities, and skills required to perform the job satisfactorily.
The job specification focuses on the person in answering the question, “What human traits and
experience are required to do this job effectively?”

It shows what kind of person to recruit and for what qualities you should test that person. The job
specification may be a section of the job description, or a separate document.

Job specifications for trained employees focus on traits like length of previous service, quality of
relevant training, and previous job performance.

Job specifications can be based on the best judgments of the common-sense experiences of
supervisors and human resource managers. The basic procedure here is to ask, “What does it take
in terms of education, intelligence, training, and the like to do this job well?”

Basing job specifications on statistical analysis is more defensible than the judgmental approach
because equal rights legislation forbids using traits that can’t be proved to distinguish between
high and low job performers.

The aim of the statistical approach is to determine the statistical relationship between (1) some
predictor (human trait, such as height, intelligence, or finger dexterity), and (2) some indicator or
criterion of job effectiveness, such as performance as rated by the supervisor.

Job enlargement attempts to make work more motivating by assigning workers additional same-
level activities.

Job rotation involves systematically moving workers from one job to another.

Job enrichment involves redesigning jobs in a way that increases the opportunities for the worker
to experience feelings of responsibility, achievement, growth, and recognition.

Changes in how work is organized is evidenced by flattening of the organization, the rise of self-
managed teams, and the constant focus on improving productivity through reengineering.