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Competency Framework
For
PRIME FOCUS LIMITED
Introduction
 Founder of PFL is Namit Malhotra
 PFL is world’s largest independent integrated media
services powerhouse
 End-to-end creative services
 Technology products and services
 Production services and
 Post-production services
Mr. Namit Malhotra
(Founder, Executive Chairman &
Global CEO)
2
Introduction(continued…)
 Listed on BSE and NSE of India
 Prime Focus has operations Bangalore, Cape Town, Chandigarh,
Delhi, Goa, Hyderabad, Johannesburg, Kolkata, London, Los
Angeles, Mumbai, New York, Toronto and Vancouver.
3
Business Model
PFL
Creative
Services
Post
Production
Services
Technology
Product &
Services
Production
Services
4
Business Model (continued…)
 Creative Services
Independent and Integrated
 Visual Effects
 Animation
 Spectacular 3D
5
Business Model (continued…)
 Technology Product and Services
Technology products and services in use are –
 CLEAR™ Media ERP
 Cloud Media Services
 Post Production Services
 Digital Intermediate/Colour Grading and Picture Post
6
Business Model (continued…)
 Production Service
 PFL India’s largest camera equipment rental services provider
 Prime Focus was the first to introduce cameras like Alexa, Sony F65, Red
Epic and Red Scarlet to the Indian market.
7
Knowledge and Skills required :
 Creativity
 Oral Communication Skill
 Team Spirit
8
Knowledge and Skills required : (continued….)
 Emotional Intelligence
 Application and use of Technology
9
• Levels in Prime Focus Limited :
Competency Framework for PRIME FOCUS
Editors
HOD
CEO
10
Competency Framework (continued…)
• Definition: Creativity means use of imagination to create something original and
worthwhile. It is the ability to generate fresh unique and appropriate ideas that can
be used as solution to communication problem.
CREATIVITY
Level 1 Level 2 Level 3
•Initiates creative ideas •Identifies and acts upon the
underlying connection of
potential conflicts between new
ideas and pieces of data or
aspects of a situation
•Inspires to develop and
implement new ideas and ways
to approach work that benefits
the organization
•Takes smart risks to get the
work done
•Integrates inputs and ideas
from different sources to share
information and/or explore
opportunities
•Encourages new ideas and
motivates others to be
proactive, resourceful and know
the clients
•Effectively applies existing
practices or process to new
work situations to benefits its
clients
•Implements new
approaches/programs that prove
to be effective
•Fosters an environment that
supports he smooth
implementation of new
approaches/programs
11
Competency Framework (continued…)
CLIENT HANDLING
• Definition: Understands the techniques required to develop, maintain and manage
business relationships with clients in order to implement and manage projects and to
identify new business opportunities for the organization.
Level 1 Level 2 Level 3
•Understands the needs and
expectations of the clients
•Identifies and assess the needs
for the improvement in the
client services
•Identifies and assess the
organizational needs
•Demonstrates a service
oriented mindset and desire to
work with the client
•Understands the principles and
make use of best practises to
develop solution
•To identify business
opportunities
•Understands the situation and
responds accordingly
•Integrates the input from other
departments
•Monitors the process with keen
interest and suggests if any
alteration or changes
12
Competency Framework (continued…)
ACCOUNTABILITY
• Definition: Accepts full responsibility and contributes as a team member; fosters honesty and
truthfulness; confronts problems quickly; fosters a strong commitment to organizational success
and inspires others to be committed to the goals.
Level 1 Level 2 Level 3
•Accepts the responsibility of
the given task
•Demonstrates good control
over resources (i.e., people
time, money) by using an
acceptable amount of resources
to accomplish the task
•Ensures work delegated is
aligned to the organizational
goals and objectives
•Completes all assigned tasks
on time and with minimal
supervision
•Consistently inspires others to
be committed to the goals
•Portrays the core values of the
organization
Admits mistakes,
misjudgements, or errors;
immediately informs others
when unable to meet a
commitment
•Ensures work delegation to the
right person at right time
•Enhances mergers and
acquisitions with other
companies for expansion of the
business
13
Competency Framework (continued…)
INTEGRITY
• Definition: Behaves in an honest, fair and ethical manner. Shows consistency in words and
actions. Models high standards of ethics.
Level 1 Level 2 Level 3
•Remains fair and objective
when determining skills set
required for projects to select
effective team members
•Discusses potential ethical
problems and wrong-doing with
staff and responds appropriately
•Promotes a climate of
openness and honesty
•Maintains confidentiality of
sensitive information
•Communicates honestly with
employees regarding potential
changes affecting the
organization to ensure staff is
treated properly
•Does not tolerate any
inappropriate personal requests
of favours, political pressure, or
promise of gain
•Establishes open and honest
communication with the peers
and top management
•Investigates issues and takes
corrective actions
•Displays the courage to
support ethical actions that may
negatively impact self or
stakeholders
14
Competency Framework (continued…)
TEAM WORK
Definition: Works collaboratively with a group of people to achieve a common goal.
Level 1 Level 2 Level 3
•Encourages co-operation and
collaboration
•Fosters co-operation and
collaboration in others through
trust-building and better
relationships
•Builds effective teams inside
and outside own organization
•Shares accountability •Enhances team motivation •Facilitates teamwork in an
organization
•Works in group with others •Respects the diversity and
opinions of others
•Monitors team outcomes and
facilitates continuous quality
improvement
15
Human Resources process that are competency based
HR
Process
Recruitm
ent &
Selection
Training
&
Develop
ment
Performa
nce
Manage
ment
Career
Path
16
Outcome of Competency Framework
OUTPUT
Development
of Employees
Identify
Requirements
Retain Staff
when linked to
career progress
Target scarce
T&D resources
17
18

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Competency framework

  • 2. Introduction  Founder of PFL is Namit Malhotra  PFL is world’s largest independent integrated media services powerhouse  End-to-end creative services  Technology products and services  Production services and  Post-production services Mr. Namit Malhotra (Founder, Executive Chairman & Global CEO) 2
  • 3. Introduction(continued…)  Listed on BSE and NSE of India  Prime Focus has operations Bangalore, Cape Town, Chandigarh, Delhi, Goa, Hyderabad, Johannesburg, Kolkata, London, Los Angeles, Mumbai, New York, Toronto and Vancouver. 3
  • 5. Business Model (continued…)  Creative Services Independent and Integrated  Visual Effects  Animation  Spectacular 3D 5
  • 6. Business Model (continued…)  Technology Product and Services Technology products and services in use are –  CLEAR™ Media ERP  Cloud Media Services  Post Production Services  Digital Intermediate/Colour Grading and Picture Post 6
  • 7. Business Model (continued…)  Production Service  PFL India’s largest camera equipment rental services provider  Prime Focus was the first to introduce cameras like Alexa, Sony F65, Red Epic and Red Scarlet to the Indian market. 7
  • 8. Knowledge and Skills required :  Creativity  Oral Communication Skill  Team Spirit 8
  • 9. Knowledge and Skills required : (continued….)  Emotional Intelligence  Application and use of Technology 9
  • 10. • Levels in Prime Focus Limited : Competency Framework for PRIME FOCUS Editors HOD CEO 10
  • 11. Competency Framework (continued…) • Definition: Creativity means use of imagination to create something original and worthwhile. It is the ability to generate fresh unique and appropriate ideas that can be used as solution to communication problem. CREATIVITY Level 1 Level 2 Level 3 •Initiates creative ideas •Identifies and acts upon the underlying connection of potential conflicts between new ideas and pieces of data or aspects of a situation •Inspires to develop and implement new ideas and ways to approach work that benefits the organization •Takes smart risks to get the work done •Integrates inputs and ideas from different sources to share information and/or explore opportunities •Encourages new ideas and motivates others to be proactive, resourceful and know the clients •Effectively applies existing practices or process to new work situations to benefits its clients •Implements new approaches/programs that prove to be effective •Fosters an environment that supports he smooth implementation of new approaches/programs 11
  • 12. Competency Framework (continued…) CLIENT HANDLING • Definition: Understands the techniques required to develop, maintain and manage business relationships with clients in order to implement and manage projects and to identify new business opportunities for the organization. Level 1 Level 2 Level 3 •Understands the needs and expectations of the clients •Identifies and assess the needs for the improvement in the client services •Identifies and assess the organizational needs •Demonstrates a service oriented mindset and desire to work with the client •Understands the principles and make use of best practises to develop solution •To identify business opportunities •Understands the situation and responds accordingly •Integrates the input from other departments •Monitors the process with keen interest and suggests if any alteration or changes 12
  • 13. Competency Framework (continued…) ACCOUNTABILITY • Definition: Accepts full responsibility and contributes as a team member; fosters honesty and truthfulness; confronts problems quickly; fosters a strong commitment to organizational success and inspires others to be committed to the goals. Level 1 Level 2 Level 3 •Accepts the responsibility of the given task •Demonstrates good control over resources (i.e., people time, money) by using an acceptable amount of resources to accomplish the task •Ensures work delegated is aligned to the organizational goals and objectives •Completes all assigned tasks on time and with minimal supervision •Consistently inspires others to be committed to the goals •Portrays the core values of the organization Admits mistakes, misjudgements, or errors; immediately informs others when unable to meet a commitment •Ensures work delegation to the right person at right time •Enhances mergers and acquisitions with other companies for expansion of the business 13
  • 14. Competency Framework (continued…) INTEGRITY • Definition: Behaves in an honest, fair and ethical manner. Shows consistency in words and actions. Models high standards of ethics. Level 1 Level 2 Level 3 •Remains fair and objective when determining skills set required for projects to select effective team members •Discusses potential ethical problems and wrong-doing with staff and responds appropriately •Promotes a climate of openness and honesty •Maintains confidentiality of sensitive information •Communicates honestly with employees regarding potential changes affecting the organization to ensure staff is treated properly •Does not tolerate any inappropriate personal requests of favours, political pressure, or promise of gain •Establishes open and honest communication with the peers and top management •Investigates issues and takes corrective actions •Displays the courage to support ethical actions that may negatively impact self or stakeholders 14
  • 15. Competency Framework (continued…) TEAM WORK Definition: Works collaboratively with a group of people to achieve a common goal. Level 1 Level 2 Level 3 •Encourages co-operation and collaboration •Fosters co-operation and collaboration in others through trust-building and better relationships •Builds effective teams inside and outside own organization •Shares accountability •Enhances team motivation •Facilitates teamwork in an organization •Works in group with others •Respects the diversity and opinions of others •Monitors team outcomes and facilitates continuous quality improvement 15
  • 16. Human Resources process that are competency based HR Process Recruitm ent & Selection Training & Develop ment Performa nce Manage ment Career Path 16
  • 17. Outcome of Competency Framework OUTPUT Development of Employees Identify Requirements Retain Staff when linked to career progress Target scarce T&D resources 17
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