This document discusses the roles and challenges of HR in media organizations, using ABC Television in Nepal as a case study. It outlines ABC's recruitment, selection, training, performance evaluation, and rewards processes. It notes that ABC believes non-monetary rewards motivate employees and that there is better coordination between levels. The summary also states that while absenteeism is low, some employees have left without notifying, indicating potential issues with satisfaction.

1. HR Roles and
Challenges in Media
Presented By:
Prakash Dhakal

2. Background of the study
At present, in this competitive business world, the HR management
has become business managers hot topic in various enterprise.
Especially for the Media, who are seeking for the high level human
resources management to improve their performance really need
qualified and technically sound employees.
ABC Television as a forth news channel in Nepal, gaining the
popularity within the short period is itself a challenging work. It is
only possible if HRD is more concerned about their employees.

3. HR Functions
Acquisition Development Motivation Maintenance
 HR Planning (planning on the job specification)
 Recruitment ( is the process of employee hiring form internal or
from the external sources )
 Selection (selection of the skilled employee after recruitment )
 Placement ( placement of the selected people in required dept.)

4. HR Functions
Acquisition Development Motivation Maintenance
 Need (analyzing the need of the trainings and devt. packages.)
 Assessment ( evaluation of job performance of the employees)
 Trainings (Training is provided to the lower level of employees)
 Development ( Development packages is provided to the higher
level of the employees)

5. HR Functions
Acquisition Development Motivation Maintenance
 Job Design (Right people for right place)
 Rewards ( Rewards are the basic elements for the employee
motivation. Appraisal, awards, promotion are the examples )
 Performance (Motivation helps to raise employees performance)
 Appraisal ( Giving emphasis on the success of employees)

6. HR Functions
Acquisition Development Motivation Maintenance
 Compensation (salaries and benefits)
 Welfare( making employees happy)
 Safety (employees health, insurance, protect employees)
 Grievance and
 Handeling

7. Objectives of the Study
To find out the roles, recruitment polices, selection
procedures, structure of the organization.
To identify the compensation and reward packages of the
organization for the employees
To identify the challenges and opportunities of the HR
department

8. Introduction of ABC TV
Established: 2008 (to grab the opportunity of growing
market of electronic media in Nepal)
Location: Sundhara Kathmandu, Nepal.
Web: www.abctvnepal.com
No of Employees : 250 (Total employees within Nepal)
: 130 (within the Head Office)
Information Flow : Down to up (pyramid)
They stick with the abbreviation on “Accuracy Balance Credibility”

9. Introduction of ABC TV
Features
: 24 hr. News Channel
: Advance Technology
: Fast Access Live Telecast
: Quality Maintained (for the accurate information)
: Initiate society for the Social awareness programs
: Voluntary support rather than economic support

10. Profile of DGM
Deputy General Manager
Name: Kailash R. Pradhan
Education: Masters in Media Management
Experience: 20 yrs in Media (Started with journalism)
Past Activities
Editor: Nepal Jagaran and Sapthaik
Board of Director: Gorkhapatra Sansthan
Associated with foreign journalism federation
DGM: Nepal Samachar Patra for 4 years.

11. Recruitment and Selection
Employee are hired according to rules and regulation enforced by
the Federation of Nepalese Journalist
Recruitment Internal Recruitment: (if criteria meet)
Procedure External Recruitment:
Vacancy announce through scrolling ads,
from Nagarik Dainik, Republica, Rajdhani
Selection
and Nayapatrika (preferable)
Procedure

12. Recruitment and Selection
Employee are hired according to rules and regulation enforced by
the Federation of Nepalese Journalist
CV Analysis: first screening process
Recruitment Short listing: if criteria meet for the given role
Procedure Interview: direct interview for the short listed
Selection : candidates are selected by the board
Placement: after selection procedure
Selection
Procedure (Note: ABC Television’s HR do not favor
Nepotism and Favoritism)

13. Training and Development
For Goal Oriented Activities
Trainings are provided to those
employees, who really need to improve
their performance, and development
activities to sharp their skills.
Main aim of these activities is to
coordinate, cooperate and support
their employees to achieve the
organizational goal.

14. Performance Evaluation
Employees performance are evaluated yearly, on the basis of:
 Breaking news collection
 Mileage gain and the popularity of the news
 Completion of their given activities
 Regularities (no absenteeism and punctuality on work)
 Time deliver (work deliver in time)
 Innovative ideas and productivity

15. Rewards and Punishment
“We don’t consider only money as a motivational tool for our
employees” - Kailash R. Pradhan
 Employee Felicitation
 Award ceremony
 Employee Appreciation
 Employee Promotion (upgrading)
Punishment: They give initial warning, stop promotion, upgrading junior
rather than concern personnel, even they do not fire and
humiliate employee.

16. Methodology
Data collection Primary data collection
Method (Direct Interview with concern
person)
Limitation of
the study Secondary source:
Internet (www.abctvnepal.com)
Reliability
and Validity

17. Methodology
Data collection
Method
 Only one source of information
Limitation of  Information collected from DGM
the study
 No information gathered from
other employees
Reliability
and Validity

18. Methodology
Data collection
Method All the information here are accurate
according to the information provided by
the DGM
Limitation of
the study Accuracy and reliability of the
information is depend upon the
Reliability information provided by the DGM
and Validity

19. Findings and Analysis
 ABC believes on other motivational rewards factors
rather than money.
 Better Coordination between lower and higher level
employees. (using upward communication channel)
 No conflict within the organization.
 Absenteeism rate is low, it shows all employees are
satisfied on their work.
 The employees are the generators of the organization.

20. Hidden Problems
There is still a confusion on employee satisfaction
(because it is said that employee leave organization without
notifying)

21. Conclusion
We are able to analyze the importance and proper
functioning of HR department in particular
electronic media sector.

22. Any Questions ??