Human Resource Planning of Desh TV
BACKGROUND OF THE STUDY
TV channels are the key Cultural institutions that play a vital role in the country’s economy. Globalization in the Media sector has thrown up opportunities as well as challenges. Competition is getting edge day by day. It paces with the continuous development occurring in the tremendous competitive environment.
To keep pace with this situation, we need Media related knowledge for future career. If we want to build our career in this area, only theoretical knowledge would not help us. As internship program is established to gather practical knowledge regarding various sectors of media, I chose to get practical knowledge regarding media sector and I select Desh TV as my organization to work.
The duration of my program was ten weeks and during this period, I have learned many things. I observed that there is a great difference between theoretical knowledge and practical knowledge. I learned many terms, functions and nature of media activities. I also get practical knowledge regarding organizational environment.
OBJECTIVES OF THE REPORT
I. To provide a brief profile of Desh TV Limited.
II. To indicate the services provided by the channel.
III. To highlight the management of the Channel throughout the country.
IV. To analyze the overall performance of the channel.
V. To know the competitive strengths and weaknesses of the channel.
VI. To identify the reasons behind the good performances and the bad performances of the channel.
VII. To recommend on bad performances of the channel.
VIII. To fulfill the academic requirements of the BBA program.
SCOPE OF THE REPORT
At Desh TV, I have firstly tried to acquire knowledge and experience about the overall performances and their evaluation. The report is mainly focused on “Human Resource Planning” of Desh TV, A study on Desh TV hole Management control and human resource control process.
Here I have discussed about the services and functions rendered by Desh TV and SWOT analysis about the company. Which have been observed during the months of Internship program.
The report also finds out some possible recommendations, which might be taken or accepted by the management of the Channel.
LIMITATIONS OF THE STUDY
Despite my sincerest endeavor in preparing a perfect report, some of the limitations are inescapable. These are as follows:
· Within such a short period of time (Ten weeks), it was not possible for me to study everything about Desh TV.
· The employers are so much busy that they cannot properly co-operate with me, which was a problem.
· Channel’s policy of not disclosing some data and information for obvious reason, which could be very much useful.
· To analysis SWOT of emerging market is a wide spread survey material. However, time constraint restricted the report to specific feature.
· The report requires experience to be fruitful but it was completely absent to me.
· Sometimes the officials were reluctant to give proper information regarding their activities because they felt hesitation and ambiguity to give data and information.
A sample survey was conducted to collect primary data using two pre-designed survey instruments from concerned groups following an appropriate sample design. In view of the complexities involved in generating quantitative data for assessing the real impact. In the context of the unique features of the area an attempt was made to identify the strengths, weaknesses, opportunities and threats of media sector.
DATA COLLECTION AND SOURCES
This study is mainly based on secondary data available from the various departments of Desh TV Ltd, in addition to these other necessary information have been collected from the relevant reports of Desh TV Ltd, Web site and publications of other relevant institutions have also been taken into consideration.
Primary sources of data:
Face to face conversation with the officers & staffs of Desh TV.
Conversation with the clients.
Different’ manuals of Desh TV Ltd.
Different circulars of Desh TV Ltd.
Secondary sources of data:
Procedure manual published by Desh TV Ltd.
Files and documents of the channel.
Annual report of Desh TV Limited, 2009
Different papers of Desh TV Ltd.
Different note books of Desh TV.
DATA COLLECTION METHODS
The report is a descriptive event. So there is no option to use statistical Tools, paradigm and formula. For this reason the data collection method are used by the following way.
Practical work at Desh TV Office
Practical experience is the most useful for collecting data. I have worked two and half months in Desh TV Ltd. So the practical experience is used as the fundamental source of preparing this report.
Questionnaire offers the most data accuracy, reliability and collection of data from right person. Some questions are multiple choice and some are open ended that are used to collect data from the office.
Face to face interview
Probably the best technique for collecting data is the completion of a questionnaire during a face-to-face interview. A well-trained interviewer who knows every aspect of the survey intimately and is especially conversant with the functions of the report included in the study is invaluable for collecting valid and reliable data. I have taken face-to-face interview of all the concerned employees of Desh TV Ltd.
Internet is highly sophisticated invention of science. All the possible information about the organization is given on Internet. The details information about the organization has got by searching Internet. After analyzing, interpreting the information has used to prepare this report.
INTRODUCTION ABOUT BANGLADESI TV CHANNELS
Bangladesh Television is known by the acronym BTV, is the state-owned Television network in Bangladesh. It started broadcasting as Pakistan Television in what was then East Pakistan on 25 December 1964. It was renamed Bangladesh Television after the independence in 1971. Broadcasts in full color started in 1980. About 2 million televisions receive transmissions from the network’s 17 relay stations.
BTV has a national channel which is broadcast from Dhaka. This transmission is relayed to the whole country via local relay stations in major cities of the country. There is also a regional station located in Chittagong which broadcasts local programmes in the evening. In 2004, BTV started worldwide broadcasts through its satellite based branch, BTV World.
BTV is primarily financed through the television licence fees. Although it has produced many award-winning programmes, it has often been criticized for being the mouth-piece of the ruling government.
Channel I -is a privately owned Television network in Bangladesh and the country’s first digital channel. It is owned by the Impress Group, among the largest conglomerates in Bangladesh with interests in textiles, pharmaceuticals and media.
The Impress Group first moved beyond textile production and into television in the early 1980s under the tutelage of Faridur Reza Sagor, who had heretofore worked at state-run Bangladesh Television (BTV) on a freelance basis. The initial steps into television involved setting up Impress Telefilm, which produced small mini-series and one-off shows for BTV.
In the 1987, Impress Group looked into starting up its own satellite channel. Channel I was launched in the June 1, 1987, broadcasting pre-recorded programs 12 hours day. Within two years of its official launch, Channel I began broadcasting 24 hours a day and became the first digital channel in Bangladesh.
Currently, Channel I competes with several other domestic satellite channels, including ATN Bangla, Ekushey TV and NTV. For the past decade, the channel has held the highest market share among non-terrestrial channels in Bangladesh.
It currently broadcasts satellite transmissions using PanAm Sat, which covers most of Asia and parts of Australia and Europe where it has started broadcasting in October, 2007 on Sky EPG channel 826. Channel i started transmissions on October 1, 1999.
N tv is a Bengali language satellite television channel based in Bangladesh. It started operation in 2003. It is one of the most popular Bengali TV channels in the country. In the anniversary of the channel, the founder expressed interest in creating NTV2 to satisfy the watchers further, however he is now in jail and all of his properties have been seized by the government. The channel broadcasts coverage of news, soap operas, educational, religious and politics related programs.
Channel One is a Bengali language satellite television channel from Bangladesh. It started broadcasting from Dhaka on 24 January 1993.
It is owned by the One Entertainment Limited, a sister concern of One Group.
This third generation television channel is the last private television in Bangladesh. This is an infotainment channel by nature. Its office is in Gulshan of Dhaka city. News times are 8 am, 12 pm, 2.30 pm, 6.30 pm, 7.30 pm, 10.00 pm, 12.30 am and 3.00 am in Bangladesh Time.
The channel’s journalists include Saiful Hasan, Saiful A Chowdhury, Shujon Mehedi, Shamim Al Amin and K U Biplob. Its producers include AKM Nazim, MAK Tuhin, Rana Islam and Iqbal Khokon. It uses final cut pro machines for video editing, and is the only channel that uses ENPS for news networking.
Channel Owner’s include: Business Tycoon Giasuddin Mamun, Tareq Rahman, etc.
The channel went off air on 27th April, 2010 at 6:41 PM while it was broadcasting it’s news bulletin as the Awami League govt. decided to stop it’s operation on some licensing issues. But, the channel one authority claims that they have not done anything illegal. Journalists say that the Awami League govt. has stopped it as this channel is broadcasting news that goes against the ruling govt.
Ekushey Television (ETV)
Ekushey Television (ETV) was the first private terrestrial channel in Bangladesh. Official transmission began on April 14, 2000, after a very short time of transmission it became the voice of the nation and the most popular TV channel in Bangladesh through its news and other innovative programs. However, it was closed down on August 29, 2002, when Managing Director Simon Dring and three other executives were charged with fraud. Dring, a British journalist, had his visa and work permit cancelled.
However, permission for the station to continue transmission once more was granted on April 14, 2005, and transmission was resumed, on December 1, 2006. Its official transmission started 29 March 2007 and, started 24 hour transmission on June 1.
Diganta Television is a private satellite TV channel in Bangladesh, founded in 2007. This is a project of Diganta Media Corporation, which is a very renowned one in Bangladesh for its
most favourite daily newspaper “‘The Daily Naiya Diganta”‘. Diganta TV started formally broadcasting on the 27th August, 2008 with 16 hours of news and 8 hours of entertaining programs. Now, it is one of the most reputed News-Broadcasting Channel here in Bangladesh.
BanglaVision is a satellite TV channel broadcasted from Bangladesh. It began its formal transmission on 24 August 1990 through satellite Telstar 10.
Islamic Tv is the first Islamic television station in Bangladesh. The owner of the channel is the Said Iskandar, the younger brother of the Ex-Prime Minister Khaleda Zia.
Total cost-effective transmission system is designed by Two Bangladeshi Rashed and Sajjad . And also assembled by Bangladeshi engineers. It currently broadcasts satellite transmissions using Telstar 10.
R tv is a satellite television channel broadcasted from Bangladesh. It started operation on 26 December 2005. It mainly broadcasts programs in Bangla
About Desh TV
Mission… Goals… Values
Desh TV’S Mission
“TO BE THE UNDISPUTED LEADER IN BANGLADESH MEDIA”
“WE ARE PASSIONATELY COMMITED TO EXCELLENCE &TO
THE HIGHEST LEVELS OF PERFORMANCE FOR OUR VIEWERS AND CUSTOMERS”
Desh TV’S Goals
Desh TV aims to stand out with the motto of bringing a change, creating new paths, new thoughts and help seeing the world with a new eye. With the objective of serving desh, which means the country, and the people, it has the spirit of Bangladesh’s Liberation War along its journey.
Desh TV’S Values
Intelligent & Available
Honest & Responsible
Innovative & Team-spirited
Caring & A Good Neighbor
CHAIRMAN AND DIRECTORS OF DESH TV LTD.
|Saber Hossain Choudhuri||Chairman|
|Asaduzaman Noor||Managing Director|
|Arif hasan||Deputy Managing Director|
|Aminur rashid||Head of News|
|Sukanto Gupto Alok||Executive Editor|
|Jahidul Ahsan Pintu||Co-Ordinetor News|
|Fahim Uddin Ahmed||News Editor|
|Shibobroto Bormon||Senior Joint News Editor|
|Khandokar Asab mahmud||Joint News Editor|
|Kazi Tapos||Executive Producer|
|Parvez Choudhuri||Deputy Chief, Program|
|Robiul Karim||Co-Ordinetor, Program|
Hierarchy of the Executive Body of Desh TV
Divisional Correspondents of Desh TV
Mostafa Jaman Poplu
Desh TV is one of the most disciplined channels with a distinctive corporate culture based on our own coulture. Here they believe in perfection of work, understanding each other and sense making. The people in this channel can see and understand events, activities, objects and situation in a distinctive way. They mould their manners and etiquette, character individually to suit the purpose of the channel and the needs of the viewers who are of paramount importance to the channels. The people in the channel see themselves as a tight knit team/family that believes in working together for growth. The corporate culture has developed has not been imposed; it has rather been achieved through their Corporate conduct.
Information Technology of Desh TV
Desh TV has already started providing on-line advertisement booking services to the clients from 2009 through a network in the country using satellite based Communication links. All of the Authorized Dealer Branches has that connectivity. The channel will introduce a few more events for the client, such as, Birotihin natok, Total Sports, Durer janala, Binodon Dunia etc in near. To present the overall picture of the channel to the Depositors, Shareholders, and Investment Clients and Well wishers in home and abroad transparently channel has designed a web site as email@example.com
Welfare Projects of Desh TV
Staff Welfare Project
The channel always kept a careful eye on the economic security and benefit of its staffs & officers. The channel operates a contributory provident fund, a social security & benevolent fund and a gratuity fund for its employees.
The total number of human resources in 2009 was 350 and in 2010 it is around 450.So number of employees in Desh TV has increased by 100 employees from the year 2009 to 2010, which is shown below graphically:
Recruiting is the set of activities of an organization uses to attract job candidates who have the abilities and attitudes needed to help the organization achieve its objectives. The position of recruiting in the HRM activities:
Man power category:
There are 400 permanent employees working in Desh TV Ltd. There are also 50 semi-permanent employees working here.
Human Resource Planning
The Human Resources concept promising an alternative to the bureaucratic world of personnel management. Human resource managers would not merely hire and fire or negotiate slow advances with union shop stewards. They would be at the forefront of business planning, persuading employees to change their ways of working.
One example of a Channel applying HRM theory is Desh TV. With Desh TV every manager is a Human Resources manager. Their job is to manage people, and they do not negotiate with them through the medium of a personnel manager.
This Desh TV system of HRM is very different from the situation found in many other channels, where managers feel that they are “almost castrated” by working agreements. This loss of line management power and control happens because there is often a collective relationship between company and unions, meaning the line manager have got cut out of the process of managing individuals. Agreements on working practices, bonus structures, and even the tasks involved in a job could be made at national level. The manager can not negotiate, and therefore effectively manage his workers.
TV industry is competitive and susceptible to change which is why Desh TV have a constant evolving range of issues to address. They are putting a framework in place to assess and develop skills consistently right across the business. They are developing relationships with Trade Unions, aiming for maximum co-operation and openness. And like many organizations, they are evolving to meet the needs of the new business marketplace that viewers now expect.
Desh TV’S HRM planning activities
· Goal Setting
Long term planning problems can arise for a number of reasons;
· These include changes in the population structure,
· Government policy or the changing nature of industry.
Businesses must decide whether they are able to set in place long-term plans to resolve these problems. The key to solving problems is to recruit and train the right sort of employees and to make sure that the business does not lose employees it may need in the future.
Recruiting the right sort employees and training them in the right way depends upon having the correct assessments of future labor needs.
Human Resource Planning involves looking to the future and judging the levels of demand for skills within the business. That means ensuring that there will be the right number of workers, with the right skills, doing the right jobs, at the right time.
Achievement of these objectives depends upon an understanding of the marketplace that the firm operates within, an understanding of the needs of departments within a firm and the actions of those competing in the same labor market.
Human Resource planning does not always mean recruitment, it may mean shedding workers, this can be done through redundancy, both voluntary and compulsory, early retirement schemes, and allowing natural wastage to occur, (workers who leave for other employment or who retire and are not replaced).
One recent criticism of mass redundancy schemes is that workers that choose to leave are often those who find it relatively easy to find a new job, and those that stay have less marketable (and useful) skills.
· Early Retirement Programs
Early retirement schemes often remove the most experienced managers, whose skills will be lost to the Company forever. Desh TV is doing this practice in order to downsize their employees.
It is a failure of many Companies that they concentrate on recruitment without examining how to retain existing employees who have had a great deal of time and money invested in them by the business. Perhaps the reason for this is that recruitment is often easier than designing jobs that satisfy key workers.
The Theory Desh TV Applied
Once again we are firmly in the area of the specifications marked costs. Desh TV is desperate to gain advertise costs, so allowing them to charge smaller proportions to each profit centre within the business. The senior management wants to expand margins, return to profitability and pay attractive dividends. The letter will keep and encourage new investors. In particular a company such as Desh TV needs to maintain and build its capital sums received from the big institutional investors such as TV advertisement and Investing in Programs. They will also want to retain higher internally generated capital flows, as this will allow them to expand without incurring debt charges.
Shedding staff and hope that these will be spread over one year. They have already stepped they need to get their payload (break-even levels) up as soon as possible.
Assets are being shuttled around in an attempt to build income streams and changes in technology have made Desh TV accept that many firms now expect online advertisement booking.
It’s going to be tough to turn around this once mighty organization. Staff will need some morale boosting news soon, otherwise motivation will fall even further and labor turnover rates will soar. If the plan is to succeed the next two years will need to see very positive advertising elasticity, asset marketing of the most successful variety and some spectacular returns on management decisions. The corporate culture of Desh TV will be tested by all the bad news days it is bound to pass through. Watch this space for further developments.
Hitting cultural diversity by redesigning the logo.
To encourage seeing TV, they are targeting cultural diversity. Their logo is to paint by looking at different choice of people. Programs have to decide by peoples choice, not only that Desh TV has to make some different type of TV programs to create public satisfaction. In other hand Desh TV Family are working more or less commonly in all there place.
- Concentration on product and on current services
Their aim is not to procure any new channel. Now rather they more emphasize on quality TV program. They have redefined business by creating new line in TV channel history. They are launching their biggest ever programme of innovations for TV advertisement, both on the Programs and in the News. Every single minute has a new look and feel and viewers will be delighted with Their TV Show.
Desh TV doesn’t outsource any kind of administrative work from anywhere in order to take advantage of lower labor costs for routine task completion. Given this tendency, and given the inability of this group of employees to significantly effect profitability one way or the other, it is unlikely that top managers in this scenario will see a HRM function as a high priority.
From this analysis of capital intensive firms operating in a competitive market place, there is some evidence that a HRM function, which can aid the development of high
Levels of commitment and dedication among relevant workers would be seen as adding major value to the business. However as most other employees are concerned, then the HRM function will be marginalized or simply not have the opportunity to play a key role. This is because line managers prefer to attend directly themselves to the minority of workers who truly add value and the care of those that do not add value can be more cheaply covered by outside agencies.
Strategic Developments done by Desh TV
Desh TV lunch there service by looking at the cost of there advertisement policy. They make a low rate for the advertisement. And for this reason as a new TV Channel Desh TV gets enough number of advertisements. Desh TV also made a policy for their employees, and that cost them well. But after everything Desh TV gain the satisfaction from there employees. In other side employees get the proper satisfaction about there salary and bonus. Desh TV made a plan for there program style, they select a different view for the viewers. They start to play
the recent hot news for viewers. They also start to play good TV series which are demanded by the viewers. In other hand, they Take a different type of strategy about there requirement process. They start to train there every employee, they made a training process for their employees, and in that training program they list some special ability which they want to give their employees. After there planning they start to find their trainer, after finding them they start to hire them. These trainers starting to made the employees as a perfect employee like the computer. The skill starts to develop day by day.
For employee satisfaction they made a pay scale for different department. They also made different bonus structure. By this structure Desh TV is running smoothly. In every 6 months this techniques will made a change by the higher authority.
Not surprisingly, in the competitive arena of marketing era SWOT analysis is a must based on Product, Price, Place and Promotion of an institute like TV channels. From the SWOT analysis we can figure out ongoing scenario of the channel. So to have a better view of the present channels practices of Desh TV Ltd.
In SWOT analysis two factors act as prime movers
Ø Internal factors which are prevailing inside the concern which include Strength and weakness.
Ø On the other hand another factor is external factors which act as opportunity and threat.
v Usage of faster PC software.
v Good relationship with viewers.
v Online advertisement booking system.
v Regular practice of collecting news.
v Energetic as well as smart work force.
v Competitive Profit provider comparing with other channels.
v Strong Financial Position.
v Efficient administration.
v Reluctance to ad campaign.
v Manpower is not sufficient.
v Marketing policy is not well setup.
v Limited number of add place.
v Many inexpert and laggard assistant officers.
v Huge business area.
v Growth of sales volume.
v Introducing advertise booking through online.
v Develop relations and correspondence with foreign companies.
v More concentrated news collection method.
v Competitors have more popularity in market.
v Different classic services of other TV channels.
v Entrance of many new private commercial TV channels
v Young, energetic, dynamic, talent and smart work force of competitors.
v Govt. imposes high rate of taxes and VAT.
v Political unrest and Economic recession.
v Illegal business operation by the some clients.
• Desh TV’s profit earning capacity is not satisfactory.
• Its marketing strategy is not well designed.
• Existing Human Resources are not sufficient for Desh TV. They have to recruit more skilled employees.
• Desh TV have to give more emphasize on increasing number of Employees.
• Recruitment and selection process is a time consuming and lengthy process and irregular.
• The whole activities of Desh TV is not computerized, still there exist manual record keeping system.
• Sometimes rules and regulations are not properly followed.
• Job security is lower in Desh TV.
• Slower in modernization comparing with its competitors.
• The modern technology is not used in the recruitment and selection process.
• Salary structure of Desh TV is satisfactory comparing with other TV channels; the pension policy and the payment of pension to the employees are very fair and transparent.
• The transfer and promotion process is fair but the promotion is not faster.
• Loan facilities are very attractive to the employees for Desh TV.
• There is no policy to build up harmonious relationship among the employees. The employees cannot protest the injustice of the authority because the pure trade union is absent there.
• The record keeping system is also backdated, not followed computerized system properly
• Security system is more or less not sufficient.
Objective of the project
To create a Human Resource Planning for Desh TV
For the making of my report I relied heavily on employee interviews and Internet. Based on the interviews of the managers in charge and data from Internet, I found out the positive and negative aspects of human resource planning policies of Desh TV.
Limitations of the Study
It was very difficult for me to get an interview with the Desh TV HR Manager
MD. SADIQUR RAHMAN CHOWDHURY. Whatever he has told me were within his knowledge, and most of the information are confidential.
In conducting report I have tried to represent data obtained from respondents through some graphical presentations. In this case I have used Excel program and present the data on the basis of percentage and value. By doing this I would like to analyze the data and try to find out the position of customer service that may create client satisfaction.
Figure: Reasons for buying Advertise Space.
In conducting the survey asked people why do they prefer to see this channel, I have asked randomly 50 people and 30 of them have told me they like the quality of service. Rest of them is in favour of others thing. So, most of the viewers are satisfied with service offered by Desh TV. Customer satisfaction level is high.
Figure: Efficiency of Employees
Efficiency of employees in a real estate sector is very much important in the aspect of client satisfaction. Because if employees are very much efficient service offered by the company will be good. In conducting survey I have asked a question regarding the efficiency of employee toward client. 51% respondent said employees of Desh TV are very efficient, 33% said employees are efficient. 10% of respondent were indifferent in this matter. From this data it can be smoothly realized that clients are pretty satisfied with the efficiency of employees.
Figure: Attitude of Management
Attitude of employee and management toward the client is crucial issue in case of measuring satisfaction and how it can reflect in building positive perception. 58% of respondents said they are very satisfied with the attitude of employees toward them, it includes behaviour of employee, time consciousness, effective service etc. 33% of respondents said, they are satisfied with the attitude of management. A total of 91% clients are satisfied with the attitude of management that reflects good service.
DATA INTERPRETATION AND FINDINGS
In case of reaching findings, I have interpreted data with a graphical presentation. I have tried to find out the client perception to identify their satisfaction level about service.
v I have found that client perception has a strong relationship with client satisfaction. And satisfaction related to service. If the company provides better service then the clients are satisfied.
v From the data interpretation I have found most of the clients are satisfied with service making by Desh TV. So it has become clear that the customer satisfaction level is high of Desh TV Ltd. I have also found that the all employees are efficient. That means efficiency of employee means a lot to provide better service & bring client satisfaction.
v Attitude of management toward client is positive.
v Friendly environment as a result client feel comfortable. Customer can easily get and out of management office.
After getting all these findings I have reached a conclusion. Attitude of employee, Attitude of management, Feelings of clients all are interrelated for getting satisfaction by providing effective service. By retaining clients through effective service and high level of satisfaction, Desh TV Ltd. creates strong perception in client mind. That helps Desh TV to position itself strongly in the competitive market.
Desh TV should focus on their employees rather than building more interesting programs. They need to reduce their costs and other expenditures for there advertisement process, changing their policies and even forecasting the future changes both political and environmental. Moreover they can reduce their cost by controlling or having more power over their subsidiaries all over the world. They can achieve this by having a relatively small offices and selected proper trained and limited employees who are just right enough to do the job all over the world. They should focus on their main or core products and this may help them to enjoy good profit in the market. They should anticipate on their competitor’s next move so they can cope up and manage to enjoy viewer’s loyalty and profit.
Today the media service is very competitive. From the practical materialization of customer dealing procedure during the whole period of my practical orientation in Desh TV Ltd I have reached a firm and concrete conclusion in a very confident way. I believe that my realization will be in harmony with most of the media thinkers. It is quite evident that to build up an effective and efficient broadcasting system to the highest desire level.
Desh TV Ltd. is a new generation Channel. It is committed to provide high quality broadcast services to contribute to the growth of G.D.P of the country through stimulating trade and commerce, accelerating the pace of broadcast, boosting up programs, creating employment opportunity for the educated youth, poverty alleviation, raising standard of broadcast system. The is not so far when it will be in a position to overcome the existing constraints and it may be expected that by establishing a good relation to the sponsors increasing resources this channel will be able to play a considerable role in the portfolio of development of developing the country.
Success in the media business largely depends on effective broadcast system. Less the amount of advertisement cast, the more the income will be from sponsors. The more the income from sponsored operations the more will be the profit of the Desh TV Ltd. It can be argued that though the results achieved so far are not satisfactory, showing programs is a modern scientific technique for enhancing Desh TV’s strength and there lies the opportunities to make it more effective in the future for our own benefit.
From the learning and experience point of view I can say that I really enjoyed my internship at Desh TV Ltd. from the very first day. I am confident that this two and half month’s internship program at Desh TV Ltd. will definitely help me to realize my further carrier in the job market.
v Customer Survey Report of Desh TV.
v TV Channels Web Site.
v Web Library and Text Book.
v Text Book-
(i) Human Resource Management (10th Edition), By: John M. Ivancevich.
(ii) Human Resource Management (9th Edition), By: Gary dessler.
(iii) Strategic Human Resource Planning (4th Edition), By: Monica Deleourt.