PRODUCTIONS AND OPERATIONS MANAGEMENT TERM REPORT

GROUP MEMBERS:
ANAM MAQSOOD ANUM RINCH HAISAM RAZZAK MARIA ABDUL RAZZAK REHAB NAVEED

Table of Contents
INTRODUCTION: ...................................................................................................................................................................... 3 EXECUTIVE SUMMARY: ......................................................................................... Error! Bookmark not defined. METHODOLOGY: ...................................................................................................................................................................... 7 HUMAN RESOURCE MANAGEMENT: .............................................................................................................................. 9 PRODUCTIVITY: ................................................................................................................................................................ 10 TYPES OF EMPLOYEES AT ARY ZAUQ: .................................................................................................................... 11 EMPLOYEE MOTIVATION: ............................................................................................................................................ 12 EMPLOYEE PERFORMANCE: ....................................................................................................................................... 14 RATINGS: ......................................................................................................................................................................... 15 ORGANISATIONAL STRUCTURE: ............................................................................................................................... 16 LEADERSHIP STYLE AT ZAUQ: ................................................................................................................................... 19 COMMUNICATION AT ZAUQ:....................................................................................................................................... 20 OPERATIONS DEPARTMENT: .......................................................................................................................................... 21 CONCLUSION:.......................................................................................................................................................................... 22 REFERENCES:.......................................................................................................................................................................... 26 STATEMENT OF CONTRIBUTION:.................................................................................................................................. 27

INTRODUCTION:
ARY Digital Network is a subsidiary of the ARY Group. The ARY Group of companies is a Dubai-based holding company founded by a Pakistani businessman, Haji Abdul Razzak Yaqoob (ARY). ARY Digital Network is composed of the following channels: ARY Digital - Infotainment and Sports ARY Musik - 24 hour music ARY News - 24 hour independent news ARY Qtv - Quran TV, religious content ARY Zauq - Food channel Nickelodeon Pakistan Fashion TV Pakistan HBO Pakistan VH1 Pakistan

We have chosen to focus only on ARY zauq. Zauq is a primarily a food channel. It focuses on everything related to food, from cooking programs to health and nutritional programs. ARY Zauq was launched in 2009 and is currently available on Paksat 1 satellite at 38.0E, free to air. The senior Vice president of ARY Zauq is Mr. Danish Khwaja. We have further narrowed our focus to the human resources and operations of ARY zauq. We want to see how a services business in the dynamic media world manages its workforce, how the unit is structured and how the daily operations are carried out. It is very easy to identify a product in a normal product business but it is difficult to locate the product of a service media firm. The product that ARY Zauq presents to its customers is its programs/shows. Every program is a different brand under the name of ARY Zauq. This variation from a normal product business encouraged us to base our term paper on ARY Zauq. we wanted to know and to tell people how a service business works and its different implications.

EXECUTIVE SUMMARY:
ARY Network understands that the performance of a service business largely depends upon its employees and therefore has an HR department that effectively manages the employees. The HR department of ARY network consists of 20 to 25 workers who take care of various HR functions like employee ID cards, leave applications, time management system, etc. this HR department is considered with all the employees of ARY group of companies and not just ARY Zauq. The HR department does not believe in strictly defining the jobs of the people and binding them by those jobs. The chefs for the programs are handpicked, people working behind the scenes are creative thinkers and eager to learn and grow. For this reason there is no need felt to push the employees to get into training programs every year or so. Their on job training is intense enough. There are occasional seminars or workshops attended by the employees to keep themselves updated. ARY Zauq comprises of 35-40 permanent employees who have the freedom to explore and learn in their own area of expertise and also in other areas as long as it benefits the organization. The environment is friendly which allows a strong flow of communication between the authorities and the subordinates and also between the departments. This helps the channels to grow as a whole and improve the quality of content they make available for their viewers. The different kinds of departments at ARY Zauq (operations, product development, production, HR, marketing, sales, engineering, set) have different kinds of employees working in them but all understand that they have to make the content quality better for their viewers and strive to do that. The HR department of an organization not only manages the employees but also helps motivate them by assessing their performances on the biannual and annual basis and assigns performance based increments. Increments are also annual based so that the

employees do not feel trapped in the job. Promotions are also executed through HR but the supervisor has an important role to play. Employees are not given monotonous jobs which make their work all the more exciting and prevent them from occupational burnout. The sense of responsibility that the employees feel along with the freedom given to them helps them build a sense of association which makes them loyal to ARY Zauq and do their work more efficiently. The different programs that are produced are results of the execution and of several big ideas. How successful or unsuccessful the idea executed was, is told by the ratings generated by the peoples meter. Consumer feedback via phone calls, SMS and emails is also a big indicator of what is wanted and what is to be subtracted from transmissions. The ideas are generally discussed with the senior vice president, they go through excessive questioning and after some additions and subtractions, the ideas are ready to be executed. The learning organization format of the channel never lets it fall short of new ideas. The HR department is only a support department of employees that loosely set policies binding the employees. The employees in the whole organization would be dysfunctional if not for the assistance of the operations department that makes sure everything needed at the shoot or at important events is available in a timely fashion. Their work is not recognized much as it is mostly behind the camera but they sure keep the image of the channel and do not let the performance of other employees go down. The Operations department is responsible for carrying out crucial activities essential for the running of the organization. From getting the ingredients to picking and dropping and dropping celebrities, all come under operations department. The ingredients procured are of a high quality and obtained from a few known and trusted suppliers on a daily basis due to perishability. Operations department also deals with sponsored ingredients and their management. Technology is used to a great extent to communicate with the viewers and record recipes and feedback. All shows are treated as separate projects.

METHODOLOGY:
Firstly, we had a 23 minute phone call with Mr. Mohammad Naveed, manager of product development department at ARY Zauq. Then after a couple of weeks, we visited ARYs office at the S.I.T.E area where we talked to Mr. Naveed again for more in depth information. This report consists of very little secondary data about ARY Zauq and has almost complete first hand information.

HUMAN RESOURCE MANAGEMENT:

Firstly, ARY Zauq does not have a separate HR department from the ARY network. The HR department of the whole ARY digital network comprises of 20 to 25 hardworking people contributing and completing the functions to be performed by the HR department. Every department has its own importance. Similarly, what HR department does is very important to the operations of the organization. The HR department is very important to Zauq as it must wisely recruit the best chefs or chefs with high ratings and those people want to see; technicians so that their idea is well put in front of the end consumers i.e. the audience and hire in a manner that benefits are maximized and costs minimized. The time management system of the employees, ID cards, allowances, benefits, all of that is handled by the HR department of ARY. The leave applications also go to the HR department. The HR department however does not have a direct influence on the daily work of the different departments of different channels that come under the name of ARY but the employee performances are sure evaluated by the HR department on the bi annual or annual basis. The HR directly does not set the requirements for training of the employees for the working of the ARY network are such that the employees received on the job training and are able to expand in their own area of expertise and also have the know-how of other operations of a channel in the network. The ARY network picks creative people for the job who are serious and passionate about what they do and want to grow and do more than just being ordered around performing repetitive tasks for the company that has hired them. The environment in the offices is the one that encourages learning and creativity. The SVPs office is always open to the employees. The questions that the eager to learn new comers and subordinates have are well entertained by the managers. The environment provided to the employees eliminate the need for HR department to set any hard and fast policies regarding training the employees. There is mainly on the job training according to the interviewee one learns from the experiences one has and there is no requirement for special training programs. The environment also facilitates the flow of ideas from subordinates to the approving authorities which helps not only the employees but the also the organization to grow as a whole.

For the technical and production side where the training is essential to develop the employees technically, the network hires people who are highly qualified and who can help the lower level employees with that. The ARY Zauq office has an AVP named Faisal who has a lot of experience making music videos and shooting different kinds of show. Subordinates having difficulty in the technical aspect of operations, they can always consult the AVP to get that problem solved. Once in a blue moon the employees to go attend seminars and workshops but that is not a strict requirement by the HR department as the on the job training already is intense and is happening all the time.

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PRODUCTIVITY:
Increasing productivity of the products is really important for any business. But, productivity in a service business is quite different from productivity in a goods business. For example, unilever has various brands like Lipton tea, Lux soap and Surf excel. All of these are tangible products. In a service business like ARY Zauq, measuring productivity is different because firstly, the product is intangible and secondly, because the user does not pay for the service rendered directly. Hence, for Zauq it is very important that the services generate good ratings so that more advertisers sponsor the programs and that Zauq earns from that. Ratings of a program are based on the number of people who watch the program. The greater the numbers, the better or higher would be the ratings. Productivity of Zauq programs is measured by comparing the cost, i.e., the amount of money invested on creating a program and its marketing, to the revenue it generates, i.e., the sponsors, advertisements and the value of live calls the program gets. If the investment is paying off well in terms of sponsors attached to a show and its popularity, then that program is sought to be productive. Productivity of a program can also be increased by trying to make the show more popular or by reducing the investment expenditure on that show. A show can be made popular by promoting it really well. Cooking channels such as ARY Zauq are generally given more preference for advertising compared to other types of channels such as sports channels or entertainment channels

because the exposure received by products promoted on cooking channels is greater than products promoted on other types of channels. This is because cooking shows use the products and display them throughout the interval of the program while other channels would only show a 30 second advertisement during break.

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TYPES OF EMPLOYEES AT ARY ZAUQ:

Zauq divides its employees according to the different departments that exist there. There are roughly 35-40 permanent full time employees at Zauq. Others are shared between different channels in the ARY network. Chefs and hosts at Zauq are not the employees of the company, instead, they are known as the talent of the company. Employees of Zauq are mainly those people who are behind the scenes. Employees are divided under these departments: Product Development Department: People hired are responsible for branding, coming up with new products (shows), evolution, channel strategies and product strategies. Production Department: It consists of producers of the shows and directors who approve the ideas and products developed by the product development department. People in this department are responsible to execute new ideas that get approved. Operations Department: People in this department are responsible for looking after basic operations of the business. For example, they have to arrange ingredients and cameras are required for the shows. They have to make sure that everything is running smoothly in the organization. Human Resource Department: It has people who manage workforce needs by recruitments and caters to staff problems and queries. Marketing Department: It promotes programs on various media like billboards, television, social platforms, newspapers and magazines.

Sales Department: People involved in this department have to make sure that the programs are generating revenue in terms of advertisements, sponsorships and endorsements.

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Engineering Department: It consists of cameramen, light men, sound engineers audio engineers, transmission engineers and other technicians needed by the business. ARY Zauqs engineering department is shared with another channel of the ARY network, ARY Muzik.

Set Department: It consists of people who make kitchens and other sets required for programs.

EMPLOYEE MOTIVATION:
When the employees are not binding by strict policies by the HR department and the performance of tedious, boring and redundant tasks, the freedom in the environment helps them explore their area of interest and to come up with creative ideas benefitting the organization. The HR department of ARY Zauq executes the system of increments on the salaries of employees. The increments are performance based as well as annual. The decision for the increment depends on the supervisor but the HR department is the channel through which this system is executed. Promotions are also a major factor in increasing the motivational level of employees and save them from occupational burnout. The promotions are also executed through the HR department. The power and position makes the employees want to work for it. Where the employees get so much freedom to grow and excel in their fields and perform a variety of tasks to get a better understanding of the work of a channel, they also are responsible for their activities and their actions. If they put forward a beneficial idea, they would receive the appreciation as they excelled in fulfilling their responsibility. If an idea fails, the consequences would be borne by the employee who was responsible.

ARY Zauq carries out extensive on-the-job training. Since media is a new industry in Pakistan so its lacks people with specialized degrees in this field so they required a lot of polishing to become good at their job. Zauq even emphasizes greatly on quality of job done and therefore, assistance is provided to employees to achieve that and there is also a checking system that makes sure every employee is on the right track. It carries out performance evaluations of employees to measure how successful they have been in doing what they do. For example, people are evaluated on the basis of the success of the ideas that they gave in the product development department. The success is in terms of the ratings a program generates and whether the ideas given were worth wile or not. Similarly, if the production department fails to execute an idea the way it was supposed to, then this may reflect adversely on their performance evaluation. Hence, this system motivates people to do things carefully and in the right manner so that they could get good performance rewards. At ARY Zauq, the employees have their jobs widely defined as anything and everything related to media. Nobody is supposed to sit at their desks and do what is strictly their work to do. There is an environment of team spirit that encourages the employees to contribute to each others work, pool in ideas no matter whose department benefits from it. The environment helps reduce the conflicts between employees. The employee conflicts and the departmental conflicts are nonexistent at ARY Zauq. Everyone works in a friendly hospitable environment, working together to produce the best content to be sent on air, providing the best quality shows to make their viewers happy. As most of the employees of ARY Zauq would agree, the best part of their job is that there are no barriers that stop them from entering and exploring other areas. Nobody is going to stop them, saying that is my job and that is my territory. Everyone is encouraged to contribute all they have got to the network.

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A can contribution can also be to observe what usually goes wrong around the shoots, after what made the ratings go down, watch television the whole day and observe what are the other channels like Masala TV showing and how to combat them and gather more viewers for the programs running on ARY Zauq. The contribution need not necessarily be in the form of doing only the tasks that you were originally hired to do. ARY Zauq is all about helping others grow and growing with them.

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EMPLOYEE PERFORMANCE:
The performance of the employees is evaluated through what their subordinates and managers have to say about them, the consumer also has a big part in evaluating the employee performance too. There are no strict criterions or scales for measuring employee productivity and performance level. The success on a particular show is assessed by the ratings. ARY Zauq is a television channel so whatever an employee working in this channel does, contributes to the programs that come on air on this channel. An employee, who works all day long in his cabin, has zilch performance unless his work is shown on air. The ratings then show how successful ones contribution has been. The consumer feedback via SMS and emails immediately tell the people concerned whether what they contributed is being appreciated or not. The consumers complaints and requests should be immediately catered to or the ratings would go down which means bad performance on the part of employees. ARY Zauq, being a cooking channel, targets the women of Pakistan. The people making programs to be run on this channel have to take into account the psyche of the women in this nation. A program that caters best to the traditional and moral values of women will be the one to produce best ratings. The ratings tell what new idea was appreciated and what it is that went wrong. Watching people appreciate what the employee helped make, is one of the major motivational factors for the employee. The association that they build with the work they do makes them proud of what they have done.

An employee of ARY Zauq, if works for a program that produces the best ratings for the channel, can proudly point out his name from amongst the credits running at the end of the show and be motivated to produce more of such work. So employees strive to make plans and deliver in a way that the results are visible and beneficial for both employee and the consumer. The kind of work that the employees have at ARY Zauq, does not bore them. Anyone is allowed to pitch in ideas by talking to the relevant authorities. The limitation only arises when the channel launches a big program for a quarter. That program has to be running on the channel for three months. If all the slots are filled up then new ideas for other big quarters have to wait. The ideas can be about anything from small 2 minute segments, which can be used as fillers in between the two programs, to changing things a little in a program to improve its ratings and increase its viewership. At ARY Zauq, the viewers pitch in so many ideas that there is never a shortage of ideas for the channel. Neither is there a lack of enthusiasm for new ideas. There is always someone eager to grab the newly proposed idea and execute it.

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RATINGS:
How does the channel receive the ratings? Peoples meter A meter is placed in a households television and that household is thought to a representative of a certain population. A special remote is given and every time a person switches on the television a button is pressed and the company knows what the child, mother and father watch at various times. It basically tells ARY Zauq what people are watching at what time. They have gone to different households and installed their devices there. The device has different buttons for different members of the household. If a 15 year old girl would start watching television at a particular time, she would first press the button assigned to her. The number of households is a sample that is generalized to a larger

number of viewers. The households are classified on different basis for example residential area, income level, socioeconomic class, etc. The device then tells about the cotent that was viewed about a person belonging to certain household and in a certain age category. Through that information, the Gross rating points of a certain program are calculated. When a new idea is executed, the jump in the rating points or a decline in the rating points tells the concerned people whether the change was liked or not. The ratings are however not treated as a strict method to decide whether a certain idea was good or bad. That is where the direct feedback from consumers come in. the emails and comments that are received through emails, phone calls and SMS cannot be put on a back burner. Ratings are just what the household sample is watching. The actual viewership is the whole nation. Both these sources are instant sources of feedback. In a day or two the producers and directors know whether the new idea was successful or not. If the idea was successful they can continue with that idea otherwise they may modify it. Also, they conduct focus groups and the focus groups are a major part of research and are also taken into account. Ratings are just one part of all those things that form a conclusion that a particular idea was good or bad.

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ORGANISATIONAL STRUCTURE:
An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. It can also be considered as the viewing glass or perspective through which individuals see their organization and its environment. Many organizations have hierarchical structures, but not all. Organizational structure affects organizational action in two big ways. First, it provides the foundation on which standard operating procedures and routines rest. Second, it

determines which individuals get to participate in which decision-making processes, and thus to what extent their views shape the organizations actions.
ARY Zauq has an organization structure where a single president handles a particular channel or at times there are separate Assistant Vice Presidents (AVPs) and Senior Vice Presidents (SVPs). The CEO of the company is Mr. Salman; under the CEO are two presidents: Mr. Jarjees and Mr. Shahid. The President who overlooks all the operations in Pakistan is Mr.Jerjees Seja. On the other hand, Mr. Shahid Masood focused on news and certain other side of the network. There are Senior Vice Presidents, Vice Presidents and AVPs (assistant vice president). The AVPs report to the VP. The office we visited had an AVP (Mr. Faisal). If there is no AVP at an office, then the SVP overlooks all that is happening at a channel.

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ORGANISATIONAL STRUCTURE

CEO (Mr. Salman Iqbal)

President (Mr. Jarjees Seja) looks over all the operations of the organization going on in Pakistan

President (Mr. Shahid Masood): Focus on certain areas of network

VP SVP (Mr. Danish Khwaja)

AVP (Mr. Faisal)

ARY network has many channels including Zauq, Musik and Digital

A particular channel has an operations manager, transmission managers, programs manager, accounts manager, producers, directors, cameramen, etc. The producers and managers communicate and work together. They report to the AVP or SVP who are supposed to help them. A parallel reporting system is followed by the managers. They report to SVPs and the AVPs simultaneously. If a procedure involves decision making, then it is the area of SVP. If assistance in relation with operations is needed then AVPs are reported to. Once all the programming is done, then the strategies are pushed to the president. Strategies take into account the activities of the competitors and the companys own resources. The strategy is effectively presented in front of the president telling him how the contributors to the programming would like to execute a particular program. The president then gets the strategies approved. When the strategies are pushed from the bottom to the upper levels, they are first reported to the SVP, in this case, Danish Khwaja who then reports them to the President, Jarjees Seja. It is better if the strategy being pushed forward is supported by majority of the departments in the channel as a lot of questions arise when a new idea is put forward. The SVP is not aware of every little detail in the workings of a channel, as he has to look at a broader picture which is beyond the workings of one particular department. If a person from a particular department goes to the SVP to talk about a particular strategy, he would just talk to him about how his area of expertise can contribute to the strategy being considered. The AVP accompanies the presenters from different departments when it comes to discussing strategies with the SVP. When the departments discuss the strategy with the SVP certain questions arise that are answered. The questioning may lead to certain additions to the strategy to make it fool proof and there are certain subtractions in the strategy too to lose the loop holes in the new idea suggested. After the suggested strategy goes through this grueling process, it is form into the final picture and goes for approval to the president.

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The process mentioned above is just for some major events. On a regular level where small ideas are suggested to be applied to one particular department, the ideas are just discussed with the SVP and the approval or rejection is up to him.

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LEADERSHIP STYLE AT ZAUQ:

Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. Authoritarian or autocratic: This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Participative or democratic: This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect. This is normally used when you have part of the information, and your employees have other parts.

The leadership style at Zauq is democratic. Leaders at ARY Zauq are very appreciative and promote an open culture where everyone working in the organization is allowed to make a point. Leaders at Zauq do not believe in micro managing any subordinate. They want to incorporate their vision in their employees so that all the team members in the organization are working towards one common goal and as a result, the organization will be more focused. If an employee is not satisfied with any activity in the organization, he/she is welcome to discuss that with the heads and if he is correct he may be heard, otherwise, the heads would explain him the reason for the situation and the issue may get resolved through mutual understanding. ARY network itself is decentralized since all the different channels get treated as completely different entities and all of them are under different heads.

COMMUNICATION AT ZAUQ:
People at ARY Zauq communicate with each other through various media. Such as: Weekly Meetings E-mails One to one talks Phone calls

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Zauq is not a very large organization. Their operational structure is not very complex because there is only one office in which all the people working for Zauq are situated. That is why they do not need any intricate and extensive media for communication such as management information systems and video conferencing. The organizational structure of ARY Zauq is not very traditional. Every department is successfully linked to each other and to the top management. Their organization communicates in both concentric and diagonal fashion. Since media is very fast paced and constantly evolving industry, it is really important that the flow of information is very smooth and is without hindrances so that the work is executed effectively and on time.

Another department which is very important to help the employees execute their precious ideas and contribute to the organization to produce quality content is the operations department.

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OPERATIONS DEPARTMENT:
This department receives a lot of recipes on a daily basis which means a lot of information and that information has to be well managed and transmitted in a way that consumers are delighted and the company benefits from it. There are many options for the company and the material to be put on air is then chosen. Zauq has 9 live shows that go on air on and on regular basis make 8 hours. ARY Zauq is a cooking show which has different requirements than the other channels. For all the shows, there is a huge requirement for quality cooking ingredients that comprise of fresh vegetables, staple food like daal, etc. The operations department makes sure that the required items are delivered to the shooting location in a timely fashion. Timing becomes especially important where live shows are concerned as the show has to start at its fixed time. Besides that, the operations managers also overlook the operations part of some value added services and SMS campaigns that the channel is running. They also manage the lighting of the shoot. Nothing technical (lighting, etc) is operations responsibility. They are just responsible for moving an object from point A to point B, where it is needed. The pick and drop of many artists is also the responsibility of the operations department. If a problem arises on one of the sets where the shooting is taking place because of a certain item not being available, the operations department is called upon to solve that problem. When it comes to execution of a particular idea or a particular strategy the operations manager makes the execution possible by delivering what is needed on time. The operations department manages the flow of ideas and innovations in the department. All day to day needs of the channel to keep it functional is handled by the operations department. If there is an outdoor shoot scheduled, the producers would look at the

requirements for an outdoor shoot for example the cameras required, etc. To bring the required items from the channels work base to the shoot area is to be done by the operations department. When that is done, other departments take over. The office we visited had two operations managers. One was of ARY Zauq and the other handled the operations of ARY music. Both have their different tasks at hand as they are looking over the operations of two different channels.

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PROCUREMENT:
At ARY Zauq a system similar to JIT is being used to acquire ingredients for the shows. The procurement process is the responsibility of the operations department which has to ensure that the ingredients are of high quality. Furthermore since majority of the ingredients are perishable goods requiring cold storage facilities, it has to be ensured that exactly those ingredients, which are required for a specific recipe during a specific show are delivered. The channel has limited suppliers and has an understanding with them as the channel itself does not have enough cold storage facilities to store these ingredients. Hence the suppliers are aware of the type of recipes that are shown during a specific show since most of the shows have a certain theme to them. Furthermore, in some instances, some shows are sponsored by other companies including cooking oil companies, milk companies, frozen goods companies etc. Here the operations management has to ensure that all ingredients being used are related to the specific company and this is necessary to communicate to the supplier as well. Other resources such as utensils, kitchen layouts etc are not acquired on a regular basis as these are durable goods changed only as and when required. In most cases, the same utensils are used for a specific show for a long period of time.

TECHNOLOGY:
With the popularity of cooking shows nowadays, ARY Zauq has tried to keep up to date with technology. Although it has not done extraordinary to achieve a competitive edge in the market, at the same time it feel that it is extremely necessary to be at least at par with the competing cooking channels. For this purpose, ARY Zauq has kept live shows where the

viewers are allowed to call up the host of the show and ask for suggestions, clarifications and request for recipes. The channel also has allowed viewers to do the same through SMS. This is a convenient way of communication as it is hard to get through because of busy lines and also because calling can be expensive. On the other hand, SMS tend to be cheap and this mode of communication has become extremely popular in Pakistan. ARY Zauq has also established its own website where viewers are allowed to carry out various activites. The website allows the viewers to find out timings of different shows, find out information regarding the chefs, get information regarding some health aspects and most importantly the option to find out recipes by being able to choose a specific show and the specific recipe to ensure that it is exactly the same as the one required. The presence of the company is even felt on popular social media networks like Facebook where there is a group formed with latest updates from and regarding the shows on ARY Zauq. The organization is effectively using technology but feels that there is potential to come up with creative ideas to further gain a competitive edge in the industry.

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PROJECTS AT ARY ZAUQ:

ARY zauq is a cooking channel and all the different shows that it entails are all interconnected through the similar goal of providing healthy and tasty appetite solutions for the people of Pakistan. All the shows are different projects because they have different inputs and identifiably different final products. Zauq treats all its shows as separate projects because they believe that all of their shows are different and are targeted at different segments of the demographics, thus resulting in a different target audience for different shows. They believe that each show offers a unique experience which is reflective in their operations. They pointed out that although all the shows have different sets, cooks, utensils, project teams but some of the inputs are fairly identical. These identical inputs are the ingredients and are the technical staff and its equipment. Zauq uses the same inventory management and technical team for its various shows. So although it treats all its shows as a different project offering different product it still uses some of the same resources.

An example provided to us for this approach was basically a comparison between two of their shows; "WEEKENDS WITH NEED ANSARI" and "ZAUQ ZINDAGI." Weekends with Need Ansari only comes on weekends and is for a younger demographic but ZAUQ ZINDAGI is targeted at housewives and is a weekday show. So they are both separate projects but use some common resources such as food ingredients and the technical staff.

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CONCLUSION:
Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources. Consequently, HRM encompasses efforts to promote personal development, employee satisfaction, and compliance with employment-related laws. In an organization like Zauq where recruiting the best chefs and technicians is important and Zauq encourages creativity to flow and people to work in an open environment. In ARY Zauq they map each area and review people (skills and application, competencies, performance) and HR solutions (processes, alignment with needs, implementation and communication) and rate each element against a benchmark model and target and provide recommendations for an increase in hr functional effectiveness. The HR related competitive environment, external trends, internal parameters and stakeholder needs, strengths, challenges and all that is needed to define the optimum hr strategy for the business is done by Zauq which makes it so successful. The HR department helps identify the knowledge, skills and competencies required by the team in order to deliver the HR imperatives for the business. From the interviews that we conducted, we learnt a lot. We learnt about the organizations structure and how such a structure with limited restrictions helps the organization progress.

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REFERENCES:
http://www.aryzauq.tv/zauqshows.aspx http://managementhelp.org/emp_perf/emp_perf.htm http://en.wikipedia.org/wiki/Operations_management http://en.wikipedia.org/wiki/Organizational_structure http://spot.pcc.edu/~rjacobs/career/types_of_employees.htm http://en.wikipedia.org/wiki/Organizational_communication http://www.nwlink.com/~donclark/leader/leadstl.html

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http://en.wikipedia.org/wiki/ARY_Digital_Network

STATEMENT OF CONTRIBUTION:
Anam Maqsood: Went for the interview at ARYs office. Drafted the sub topics that needed to be covered during the report and formed the questionnaire that was to be used during the telephone and face to face interviews. Proofread the report.

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Anum Rinch: Did the 23 minute phone call with Mr. Naveed and drafted the first module of the term report. Went for the interview at ARYs office and wrote introduction, methodology, and parts of the main body. Formatted and compiled the document.

Maria Razzak: Went for the interview at ARYs office. Translated the recordings and formulated them into the main body. Wrote the executive summary.

Muhammad Haisam: Went for the interview at ARYs office. Did the secondary research regarding the company and compiled it. Determined the new topics to be worked upon as the person concerned with information management could not give time.

Rehab Naveed: Went for the interview at ARYs office. Helped writing the main body, edited it and drafted the conclusion.