Introduction

Geo TV or Geo Television is a Pakistani television channel established in May 2002 and

owned by the Independent Media Corporation which also owns the Jang Group of
Newspapers. The channel began test transmission on 14 August 2002, with regular
transmission beginning 1 October 2002.Geo is an Urdu word meaning Live. It Is
founded by Mir Shakil-ur-Rehman in May 2002.

In Showbiz ground, Geo Network has released many films under the banner of Geo
Films including Khuda Kay Liye, and Ramchand Pakistani. These Films have
remarkable reviews from the audiences of Pakistan and from international viewers too.

As GEO TV was established in May 2002 Test transmission started on 14th August
2002 on the PAS 10 digital satellite Regular transmission started on 1st October 2002. It
is the first South Asian Urdu language channel to provide content comparable with
world-class television broadcasters Geo is the fastest growing TV Channel in Pakistan
with ratings exceeding all satellite delivered TV channels in the market Geo has the
widest distribution on cable systems in Pakistan with 100% carriage within 90 days of
launch.

Geo brings content that informs and entertains, celebrating cultures and prompting
dialogue in the spirit of live and let live. Geo has broken new ground in innovative
programming and overall coverage by going into areas of discourse that were once
considered taboo. Over the last eight years, Geo has won accolades from the
international media that has noted its impact on the Pakistani Society. During the course
of its journey it has won the prestigious National Association of Broadcasters (USA)
Awards for international excellence, Pakistan Advertising Associations Mass Media of
the year Award (2004) and a host of other awards.

The New York Times put in aptly, “Geo has changed the media landscape of Pakistan”.

Geo is available across the Middle East, in the USA, UK and Europe. Presently the
network comprises four channels: Geo Entertainment, Geo News, Geo Super and Aag.

GEO has witnessed unprecedented success and has indisputably dominated Pakistani
media for the last 9 years. GEO takes pride in providing the information, news,
entertainment through its 4 different channels – Geo News, Geo Entertainment, Geo
Super, Aag and 5 international beams to its local and international audiences In its
successful journey of 9 years Geo has won number of awards on its programming,
creative work, quality of work, gender sensitivity and many more from local and
international bodies. And this is only possible with the support and efforts of around
2000 TeamGEO members. Representatives of Geo TV Network are located in 6
countries which includes 41 cities. Different channels of Geo can be watched all over
the world.
Background

The channel was the concept of giving news after every hour to keep people updated
and aware of everything happening in the country and outside. The National association
of Broadcasters (USA). World’s largest association of broadcasters honored the GEO
with the “Award for Quality” declaring it an international standard television channel.
Geo is the fastest growing TV Channel in Pakistan with ratings exceeding all satellite
delivered TV channels in the market. Geo has the widest distribution on cable systems
in Pakistan with 100% carriage within 90 days of launch. Geo is known for its unique
entertainment, hot talk shows, truth revealing news and informative programs

Since its launch, Geo TV has tested the bounds of freedom of expression in Pakistan to
unprecedented levels in the country’s history. Geo Television Network started out with
its flagship channel Geo TV, but has since launched several other channels which
include the GEO Entertainment, GEO News, GEO Super and AAG TV.

The particular satellite which enables to watch Geo News Live streaming on TV sets,
desktops, laptops, mobiles and many other advance electronic devices is named as
PAS-10. Our TV sets and other devices capture these electronic signals and convert
them into video and audio signal so that we can watch and here them. Its is just
because of this satellite that we can watch the live transmission of Geo TV at the same
time in different areas of the world at the same time with the same intensity. Minute by
minute Live Geo News in different areas of a city and different cities of a country and
different countries in a continent and different continents in a world this is the blessing of
the PAS-10 satellite system. According to longitude and latitude measurements of the
world this satellite is situated 68.5-Degree east and download Link Band of it is C-Band.
Geo News as well as other programs are digitally transmitted at the frequency of about
4114 Mega Hertz with horizontal polarity. While symbol rate of Geo News Live is 3300
Mega bytes/second having FEC 2/3 and QPSK(auto) modulation

Corporate Social Media

Geo always fulfill its social responsibilities through campaigns like Aman Ki Aasha
(effort to ensure friendship and peace between Pakistan & India), Zara Sochiyae (focus
on topics like women rights, child labour and different issues of society), different
telethons for fund raising to help earth quake, flood and cancer victims, Geo Insaaf kaye
Sath (for Free Judiciary) and others. Geo also played a vital role in elaborating the soft
image of Pakistan. Geo gave people sense of political awareness and right to speak.

Geo knows the importance of youth in development of Pakistan therefore concentrate

on youth empowerment and promotes healthy activities like sports, entertainment and
different social events. Geo always preaches the policy of ‘live and let live’. Geo TV
Network strongly believes in “learn and pass it on” (Seekho Sikhao aur GEO), to
endorse this value a collaboration with many renowned international institutions has
been made to develop and train the talent of TeamGEO. In this connection 900 learning
hours have been spent in the learning and development activities in 2010. Also, GEO
Television Network’s investment in Human Capital training is 800% of the industry,
which is again a benchmark in this category of media industry.

The Vision and Mission statement defined the core objective of the company
prominently.

GEO Television Vision Statement

“GEO will be the voice of freedom from the Asian subcontinent. It will highlight the
issues of concern and the cultural richness of its people through information, discussion
and entertainment. GEO will propagate transparency of responsibility that will ensure its
position as the most credible and meaningful source of information, through quality
programming based on issues. GEO will provide entertainment audiences can relate to,
thereby creating viewer loyalty and response. GEO will forge an alliance amongst its
three stakeholders - viewers, advertisers and shareholders to maximize viewer
ownership. GEO will invest in human resources as it recognizes it to be the foundation
upon which the GEO future will be built. It is this very foundation that will allow GEO to
attain and sustain a leadership position, thus fulfilling the promise associated with its
creation.”

GEO TV NETWORK Mission Statement

GEO informs and entertains while celebrating cultures and prompting dialogue in the
spirit of "live and let live".
About Media Industry

Pakistan is always known to have an obsession with history as well as current

affairs and one of the earliest news channels to have helped feed this has
been Geo News. Geo News Urdu has been one of the most viewed as well as most
dependent channels in Pakistan’s television history.

News is regarded as one of the most banked on news channels by the majority
population of Pakistan. The news channel runs articles and bulletins on regular
intervals

Media in Pakistan provides information on television, radio, cinema, newspapers,

and magazines in Pakistan. Pakistan has a vibrant media landscape; among the most
dynamic in South Asia. To a large extent the media enjoys freedom of expression in
spite of political pressure and direct bans sometimes administered by political stake
holders. Political pressure on media is mostly done indirectly. One tool widely used by
the government is to cut off ‘unfriendly’ media from governmental advertising. Using
draconian laws the government has also banned or officially silenced popular television
channels. The Pakistan Electronic Media Regulatory Authority (PEMRA) has been used
to silence the broadcast media by either suspending licenses or by simply threatening to
do so. In addition, media is also exposed to propaganda from state agencies, pressured
by powerful political elements and non-state actors involved in the current conflict.
Media freedom in Pakistan is complicated; journalists are free to report on most things.
However any articles critical of the Government or the Military and related security
agencies are automatically censored. Anything perceived as blasphemous by the
country's Blasphemy laws are also automatically subject to censorship. The blasphemy
laws are also used to block website based free media such as YouTube and others.
The security situation for journalists in general has deteriorated in decade. At least 61
journalists have been killed since 2010 with at least 14 journalists killed in 2014 alone. [A
climate of fear impedes coverage of both state security forces and the militant
groups.Threats and intimidation against journalists and media workers by state and
non-state actors is widespread.
In its 2014 Press Freedom Index, Reporters without borders ranked Pakistan number
158 out of 180 countries based on freedom of the press.[7] While Freedom House in its
latest report listed the media in Pakistan as "Not Free".
The first television station began broadcasting from Lahore on 26 November 1964.
Television in Pakistan remained the government's exclusive control until 1990 when
Shalimar Television Network (STN) and Network Television Marketing (NTM) launched
Pakistan’s first private TV channel. Which was shut down very soon by PTV
bureaucratic conspiracies. But it was of no use as til then cable TV network was already
introduced in urbanized cities, like Rawalpindi, Islamabad, Lahore and Karachi. Foreign
satellite TV channels were added during the 1990s.
Traditionally, the government-owned Pakistan Television Corporation (PTV) has been
the dominant media player in Pakistan. The PTV channels are controlled by the
government and opposition views are not given much time. The past decade has seen
the emergence of several private TV channels showing news and entertainment, such
as GEO TV, AAJ TV, ARY Digital, HUM, MTV Pakistan, and others such as KTN, Sindh
TV, Awaz TV, Kashish TV. Traditionally the bulk of TV shows have been plays or soap
operas, some of them critically acclaimed. Various American, European, Asian TV
channels, and movies are available to a majority of the population via Cable TV.
Television accounted for almost half of the advertising expenditure in Pakistan in 2002.
Using oppressive laws the government has also banned or officially silenced popular
television channels. The Pakistan Electronic Media Regulatory Authority (PEMRA) has
been used to silence the broadcast media by either suspending licenses or by simply
threatening to do so. In many cases these channels were shifted to obscure numbers in
channel line-up. In addition, media is also exposed to propaganda from state agencies,
pressured by powerful political elements and non-state actors involved in the current
conflict. A number of channels have been shut down in the past with the latest such
incident involving Geo TV and other channels in the Geo TV network after a Fatwa was
issued against it.[28] The shutdown came after the network attempted to air allegations
on the involvement of Inter-Services Intelligence in the attempted assassination of its
leading anchor Hamid Mir.
Furthermore, Media Industries is a peer-reviewed, multi-media, open-access online
journal that supports critical studies of media industries and institutions worldwide.
We invite contributions that range across the full spectrum of media industries,
including film, television, internet, radio, music, publishing, gaming, advertising,
and mobile communications. Authors are encouraged to explore a range of
industry-related processes, such as production, distribution, infrastructure, policy,
exhibition, and retailing. Contemporary or historical studies may explore industries
individually or examine inter-media relations between industrial sectors employing
qualitative, quantitative, or mixed methodologies; of primary importance is that
submissions adopt a critical perspective.

PRODUCTS OF GEO Television Network

Geo Television Network began with Geo TV and has since launched several other
Pakistan-based channels, including:
 Geo Entertainment

Geo TV Entertainment is part of Geo TV or Geo Television which is the biggest

Pakistani television network. It is more famous for its dramas and reality shows.
Ramada Transmission of Geo News is always rated very high.

 Adhoori Aurat
 Aik Nayee Cinderella
 Annie Ki Ayegi Baraat
 Azar Ki Ayegi Baraat
 Bashar Momin
 Bikhra Mera Naseeb
 Dolly ki Ayegi Baraat
 Ishq Ibadat
 Ishq Ki Inteha
 Jalebiyan
 Khuda Aur Muhabbat
 Makan
 Malika-e-Aliya
 Maryam
 Meri Maa
 Meri Zaat Zarra-e-Benishan
 Mor Mahal
 Mujhe Kucch Kehna Hai
 Nadaniyaan
 Nadia Khan Show
 Pakistan Idol
 The Shareef Show Mubarak Ho
 Takkay Ki Ayegi Baraat
 Uff Yeh Mohabbat
 Virasat
 Yariyan
 Yeh Zindagi Hai
 GEO News -

 An Urdu news channel. Geo News is a private Pakistani TV news channel,

owned and operated by 'Independent Media Corporation', the parent company
which also owns the Jang Group of Newspapers.

 Meray Mutabiq
 Aapas ki Baat
 Capital Talk
 Jugnu
 Report Card (talk show)
 Hum Sub Umeed Se Hain
 Naya Pakistan
 Aaj Shahzeb Khanzada Kay Sath
 Jirga
 Burka Avenger
 Geo Cartoon
 Khabarnaak
 SCORE
 Geo Pakistan Morning Sho

GEO Tez .

It is a first headlines news channel of Pakistan officially launched earlier in 2013

by GEO network, broadcasting in Urdu language. It broadcast headlines after every
fifteen minutes with a mix of entertainment programs.
Geo Tez launched first Urdu-language animated series ever Burka Avenger for kids in
Pakistan, which would later become viral both on the Internet and on television. [1] The
channel broadcasts short stories, breaking news, headlines and documentaries. It
broadcasts news headlines every fifteen minutes.

Programmes

 Burka Avenger
 Doodh Patti Aur Khabar
 Tezabi Totay

 GEO Super  -

A 24-hour sports channel devoted mainly to cricket, with a secondary focus on

boxing, football, tennis and field hockey. It is the first 24-hour Dubai based Pakistani
channel dedicated to the world of sports.

 Bolain Kya Baat Hai

 Yeh Hai Cricket Pakistan
 Score
 Thanda Garam Show
 Super Classics

GEO Kahani 

GEO Kahani is an entertainment channel of GEO network, broadcasting

in Urdu Language.[1] Title song of channel is sung by Rahat Fateh Ali Khan.

Programs

 Meri Maa
  Bari Bahu
 Sheharzaad
 Tanveer Fatima (B.A)
 Sandal (Geo TV)
 Jo Chale To Jaan Se Guzar Gaye
 Saas Bahu
 Dil Fareb
 Judai (Geo Tv)
 Mirat-ul-Uroos (TV series)
 Naagin (Geo Kahani)
 Champa Aur Chambeli
 Sitam
 Charagar
 Kiran (Geo Kahani)
 Adhoori Maa
. 1.1 Policy Statement

The GEO TV Network Policy & Procedures in relation to recruitment is to provide equal
access to employment for all and to ensure that the best person, in terms of knowledge,
skills, experience and aptitude, is chosen for each position that arises in the
organization.

1.2 Purpose

1.2.1. This policy sets out Recruitment guidelines including information relating to:
 Job descriptions
 Person Specifications
 Advertising Job Vacancies
 Application Procedures
 Screening Procedures
 Interview Coordination
 Unsuccessful Candidates.

1.2.2. To provide guidelines regarding attraction of capable resource, to screen in order

to reduce turnaround time.

1.2.3. This policy should be applied whenever there is a position available within the
organization.

1.3 Scope

1.3.1. This document applies to all Chairpersons, Directors, Senior Managers,

employees, contracted individuals providing services on behalf of Production related
task, contractual third parties, and agents of GEO TV Network who have access to the
information of individuals seeking to work or who are involved in the recruitment
process.

1.3.2. All users must understand and adopt this policy and are responsible for ensuring
that this policy is adhered to.

1.3.3. All users have a role to play and a contribution to make sure that the most
suitable candidate is chosen for each position that arises.

1.3.4. The Policy shall be applicable to all the departments irrespective of their physical
location.

1.3.5. The Policy shall be applicable from the date of Approval and its review could be
carried out on yearly basis.

PART 2: POLICY: OVERVIEW

Step 1: Review of Vacancy

When a post becomes vacant it will be reviewed by the Supervisor and or Departmental
Head and they will analyze the workload and covey this request to HR Department.

Step 2: Recruitment Request Form

When the decision to recruit to the post has been made, a Recruitment Staff Requisition
Form is made which must be signed by the Immediate Supervisor, Departmental Head,
and Head of HR & COO. It must clarify the requirements understated and it comprises
of JD, JS & workload.

Step 3: The Job Description and Person Specification

The Job Description and Person Specification will be reviewed and prepared for each
post to ensure that they accurately and adequately reflect the skills, qualities,
experience and attributes required for the post.

As roles, duties and responsibilities change over time, where an advertisement, job
description and/or person specification are already in existence they must be checked
and updated to ensure they reflect clearly the current requirements of the job.
Job Descriptions and Person Specifications and advertisements must be approved by
the Immediate Supervisor or Departmental Head. One must include JD along with the
Recruitment Requisition Form.

Step 4: Advertisement

HR Department will arrange the CVs through CV Builder, Walk-in Candidates Data,
Consultants and Job Fairs. Vacancies will be advertised as openly and as widely as
possible. The Advertisement will state the overall purpose of the job and give clear
guidance on the required method of application. Frequently channel of Advertisement
varies from Position to position. Some relevant sources are Newspapers, Social Media
Websites, etc. Recruitment may be considered both as internally or externally based on
the requirement of the position. Job openings can be advertised by Job Posting.

Step 5: Screening

CVs received on Email IDs, CV Builder Accounts should be screened out by

Recruitment officer. This screening process may include identifying candidates who do
not meet the selection criteria or who are ineligible to apply Some screening questions
are related to his Current job, Package, areas of interest, availability of candidates for
interview. Further screening should be carried out by Relevant Department in order to
have a right person for the right job. Screening will be undertaken by a minimum of two
people and referenced against the Person Specification.

Step 6: Interview Coordination

One of the core responsibilities of the Recruitment unit is to coordinate the interviews
on timely basis. The interviews are usually conducted by Departmental
Representatives.

Step 7: Unsuccessful candidates

If any of the candidates are not successful or we don’t have any other option for further
process, the whole recruitment process will start again.

PART 3: POLICY: DETAIL

3.1 Job Description

A Job Description must be drawn up for each post to be filled, detailing the core
responsibilities and tasks relating to the job. A Job Description should provide such
details as the authority, responsibilities and the role of the job holder within the
organization.

3.2 Person Specification

3.2.1. A Person Specification must be drawn up for each post to be filled, describing the
essential and desirable experience, skills, qualifications, knowledge and personal
qualities required to carry out the job satisfactorily. This ensures that before the
recruitment process begins clear criteria are agreed against which all applicants are
assessed.

3.2.2. Criteria for personal qualities and circumstances will be directly related to the job
and applied equally to all groups regardless of gender, age, creed, race, ethnic origin,
disability, marital status, and sexual orientation, a member of a minority group or trade
union membership.

3.2.3. It must be mentioned on each job description the nature of employment that
either the job is permanent, contractual or outsource.

3.2.4. It is also mentioned in the policy that Hiring must be based on merit and disabled
employees are also encouraged to apply.

3.2.5. An up to date Job Description and Person Specification will be available to all
candidates along with Recruitment Staff Requisition form.

3.3 Advertising

3.3.1. After receiving Requisition Form from Concerned Department, Job

Advertisements should be advertised on Notice Boards, website & Social Media
Networks of Requisition after 03 days of receiving. Job Vacancies When advertising
positions either for Internal Recruitment or For External Recruitment, it is important to
consider the following:

3.3.2. All positions in GEO TV Network are open to all suitably qualified men and
women applicants. No position or job vacancy will be classified by reference to Genders
except where there is an ‘Occupational Requirement’.

3.3.3. All Advertisements will state that GTN is an Equal Opportunities Employer;
3.3.4. All other recruitment, promotion and or publicity documentation will also state that
GEO TV Network is an Equal Opportunities Employer and believe strongly on
Affirmative Action Plan.

3.3.5. Advertisements will state the deadline for receipt application if applicable.

3.3.6. Job Posting ad may represent the following:

a. Name of Organization
b. Title of Position
c. Job Description
d. Person Specification
e. No. of Experience
f. Academic Qualification
g. Job Specification
h. Equal Opportunity Employer
i. Affirmative Action Plan
j. Email Address for job application

3.3.7. If a recruiter has received Resume from Internal source of relatives and friends,
check the Profile with respect to the JS & make a background check of the

Employee as well who has recommended the resume and arrange is Interview if he/
she will get shortlisted.

3.4 Recruitment & Selection

3.4.1. Both internal and external applicants will be considered on individual ability
regardless of factors such as gender, age, creed, race, ethnic origin, disability, marital
status, a member of a minority group or trade union membership; Recruitment and
selection of suitably qualified staff will be made from the widest possible field.

3.4.2. Positions will be advertised externally, including the national and provincial
newspapers, as appropriate. All job advertising will be carried out in such a way as to
encourage applications from suitable candidates regardless of the above
considerations. Where a post is upgraded or newly created, which does not involve an
increase in the overall number of staff, the competition may be confined to internal
recruitment from suitably qualified staff.

3.4.3. A particular Recruitment ratio 1: 5 should be maintained for each position. It

depicts that for each position we have to share 05 CVs against the requisition in a
batch. If no one is found suitable then next batch will be shared after 03 Days on receipt
of application

3.5 Application Procedure

3.5.1. On receipt of an expression of interest through advertised position, a CV will be

received by a candidate though email, Walk-in Data. After 03 Days of Job Posting Ad,
Recruitment receives CVs for a particular position,assign the codes to CVs and Archive
them and also send the confirmation email to the candidates on same day receiving of
the CVs. Candidates will be screened out through an interview call to ask about his
area of interest and availability. Candidate will also inform about the Job Description
related to the available position.

3.5.2. All Screening and short listing of CVs should be based on merit instead of
nepotism and any other external force. Both Internal and external recruitment process
must be carried out so that a right candidate must be chosen for a right job.

3.5.3. Candidate will be called for an interview after 03 days of confirmation and short
listing.

3.5.4. An applicant data form will be served to him to know the profile of the candidate.
Applicants will also be required to submit the names and contact details of three
referees, one of whom is preferred to be their current or most recent employer.

3.6 Interviewer Recommendation & Remarks

Interviews of candidates must be carried out where possible by three people, but in any
case not less than two people. Decisions will be based upon the agreed criteria in the
person specification and job description. The interview assessment form will be given to
the interviewer in order to know the remarks regarding the candidate. It comprises of
both personal & professional attributes of the candidates. A structured interview
technique will be used by the member of management conducting the interviews. The
assessment methods used for any competition will be designed to assess applicants
objectively in relation to the agreed criteria for the post. Interviewers will be
appropriately qualified to conduct interviews and will be familiar with the organization.
The sequence of the interviewer includes immediate supervisor, Departmental Head,
Client Interview and HR Interview respectively. If the interviewer assessments finds
positive for a candidate, he must be called out further after acquiring management’s
approvals for a vacant position.

3.7 Unsuccessful Candidates

All unsuccessful candidates who attend for interview will be informed in writing after 03
working days or they can be assessed for future job openings if their qualification,
academic credentials, job history match the requirements of available vacancies within
a reasonable time after the selection decision has been made that they have been
unsuccessful in their application for the desired position.

Any candidate who feels that s/he has been unlawfully discriminated against has a right
to make a complaint, which can be exercised in writing to the management.

3.8 Record Keeping

A full set of records for each successful candidate will be kept. This will form the basis
of their Personnel Record during their time with GEO TV Network

A set of records will be kept for each unsuccessful candidate for future job openings. All
records will be kept in line with requirements in our Maintained Database or
Management Information system.

PART 4: ENFORCEMENT, DEFINITIONS, REFERENCES & REVIEW

4.1 Policy Enforcement

Breaches of this policy will be subject to disciplinary policy and procedures, contractual
terms and conditions and civil and criminal law as appropriate. If you do not understand
the implications of this policy or how it may apply to you, please seek advice by
contacting your line managers at your earliest convenience.

While every effort has been made by GEO TV Network to ensure that the information
contained in this policy is accurate and up-to-date the contents of these pages should
not be relied upon as a substitute for independent Human Resources or other legal
advice. No responsibility or liability is accepted by GEO TV Network for any errors or
omissions in this policy or for any use the information may be put to.

4.2 Policy Governance

This policy is developed by Top Management and Board of Directors of GEO TV

Network respectively. It is disseminated to all individual. GEO TV Network has adapted
this for its’ own use and understands that GTN accepts no responsibility for alterations
to the policy content after its final publication.

4.3 Definitions

The following definitions may apply throughout this policy:

4.3.1. Recruitment: It is the process of locating & attracting capable candidates.

4.3.2. Job posting: A listing that describes a job opening in a certain organization.

4.3.3. Short listing: Short listing is the process whereby candidates are assessed
against the agreed criteria, on the basis of information provided in the application
documentation, in order to eliminate unsuitable candidates and identify those
candidates who meet the criteria for further assessment.

4.3.3 GTN: The umbrella group under GEO TV Network throughout Pakistan.

4.4. References

4.4.1. Employment of Children Act 1991

4.4.2. Factories Act 1934

4.4.3. Industrial and Commercial Employment (Standing Orders) Ordinance 1968

4.4.4. Control of Employment Ordinance 1965

4.5. Review

This policy, and all related appendices, will be reviewed as it is deemed appropriate, but
no less frequently than every 12 months. Policy reviews will be undertaken by the
Manager or their delegate.

HR Problem

HR problems and their Impact On Company.

Main HR Problems observed in HR department of GEO TV Network.

HR faces many problems in terms of retaining employees and also recruiting. HR is the
backbone of a Company if it faces problems it means there is not a proper integration of
HR functions with the other functions.

The major problems the Human resource management is facing:

1. Attracting and retaining key employees

2. Planning for replacement of “baby boomers” when they retire

3. Using talent management to train and develop capabilities of employees for future job
needs
4. Dealing with the expanded personal and organizational use of HR technology through
blogs, wikis, twitters, text-messaging, and other formats

5. Complying with revised and changing federal, state, and local legal requirements
affecting discrimination, treatment errors, unionization, and other issues
6. Adjusting benefits programs due to increasing costs
Increased demand for talent and getting efficient talent with internal company salary
range :is one of the main issues in hr in geo tv network for this one of the important
functions of hr needs to be active all the time. it has been also observed that some
candidates who are usually fresh or less experience employees when assigned task for
live transmission, coverage and updates usually not able to perform as required so
major challenges hr and particular department start facing. Which includes extension in
probationary period, shuffling of employees, shuffling in shift timings and go for the
replacement. in this regard, recruitment database must be strong and efficient enough
to provide the efficient resources on a timely basis to meet the urgency.

Moreover, Geo TV Network is working in fast running industry where everything is

changing with a couple of minutes it is very important to remain updated all the time to
the latest news and happenings. all it could be possible with the help of efficient
workforce. it is important to take care the employees in a best possible way so they
could remain loyal with the company. Getting efficient talent with the internal salary
range is one of the major issues has been observed in Geo TV Network it is important
to meet the challenges and demands of media industry on timely basis. recruitment
remain active for so many reasons one of the reasons is the high turnover rate the other
include getting good compensation from competitors, employees interest get changes
from print to electronic media and electronic to print media. This is important to have a
skilled full workforce in database all the time, if the company database is strong enough
so it could meet the challenges effectively. new unplanned projects could be coming
anytime and recruitment could be asked to share the no of cvs within a short span time.
these projects include ramadan transmission, election hiring, etc. moreover with the
changing preferences of viewing the content, audience preferences are changing to
keep in mind the preferences of audience new units are being initiated that requires the
hiring at massive level.

ROOT CAUSE ANALYSIS

It is very important to dig out the causes that why HR faces increased demand for talent
and getting the talent within internal market range to further know how the overall
Recruitment and Selection process. As root cause analysis (RCA) is a method of
problem solving used for identifying the root causes of faults or problems. These
approaches are geared more toward identifying true root causes than others; some are
more general problem-solving techniques, while others simply offer support for the core
activity of root cause analysis.
Moreover, RCA assumes that systems and events are interrelated. An action in one
area triggers an action in another, and another, and so on. By tracing back these
actions, you can discover where the problem started and how it grew into the symptom
you're now facing.

Hiring
Approval

REASONS FOR INCREASED DEMAND FOR TALENT AND GETTING EFFICIENT

TALENT WITH INTERNAL COMPANY SALARY RANGE:
There are many factors and reasons lie for increasing demand of talent on urgent basis.
Mentioned below are the reasons.
1: PROJECT BASED HIRING
Different projects are being run in GEO TV Network some of those projects were not
preplanned but due to the changing preferences and unforeseen situation firms need to
peruse the various campaign and projects which require huge no of workforce to fulfill
the requirement. These workforce requirements need to be met on immediate basis
otherwise the tasks would not be performed efficiently and operation would be stop
working. To meet the deadline of the projects it is important to get the efficient
employees on time. These projects include,
2: ELECTION HIRING PROJECT:
Whenever Election gets started, mass audience is keeping eye on TV screen to get the
result accurately and on time. This creates a great responsibility on Media channel to
inform the audience accurate ad precise result on time. Election pools are located in
different areas of cities that require efficient and young energetic talent to deliver the
result on time. For this no of employees are required to deliver the result immediately as
it announces, Another challenge GEO faces is the competition from other channels as
everyone is getting result and delivering it to the audience the challenge they face on
delivery time. These challenges have the huge impact on the News task and the
concerned authorities to announce the result as soon as possible. For this Recruitment
is done on mass level. Associate Trainee Reporter and Election Trainee Reporter are
required to perform the tasks on immediate basis. Under one ETR 5 ATR are assigned
this team is assigned one particular area where they need to give the result to the
Beurcheif Karachi immediately In a total 100 ATRs are required and 20 ETRs are
required.
To fulfill the requirement of urgent resources Recruitment Unit needs to have no of
Resumes in database. The recruitment could be done from University level, Students of
Media Sciences, Political Science, Mass communication, International Relation are the
best resources for this Position. As they have news and journalism sense they could
deliver the accurate data better than the students who are belonging to Business
Administration, Computer Science, and Enginerring faculty. With the short span of time
Recruitment is asked to provide the no of resumes as election involves unforeseen
situations to deal with the urgency and unforeseen situation it is important to have a
proper resource available everywhere.
3: WHEN NEW UNIT INITIATED

With the increased market demand and changing audience preferences recently one
new unit is initiated in GEO TV Network and different positions are included in organ
gram that was not planned earlier past in 5 years back. This department is initiated with
the name of New Media which is mainly responsible to provide the latest updates to the
audiences any time anywhere this department requires highly efficient talent with a
strong news base sense. This department is subdivided into Urdu and English. English
 employees will be required to work for English GEO News websites while the Urdu
Websites will be managed by other employees who have strong Urdu Knowledge and
research skills. These employees are hired from different print media as well as from
Electronic media. Print media includes Dawn Newspaper, Express Tribune etc while the
social media pages are also being run in other Channels like Samma, Aab tak, aaj etc.
Skills set and capabilities of these employees are totally different from the employees
who are working in Marketing or Social media pages, as their content is entirely different
from News based content. So having data of these candidates is important to have,
databased must have resumes from competitive channels and firms because
employees who have news sense can work best for this medium. Recruitment activities
need to be much vigilant and active in this regard so the efficient resumes could be
received.

4: HIGH TURNOVER RATE

Employee turnover is expensive. While some turnover can be expected, poor

management can cause the normal turnover to climb to an excessive level. Employee
turnover is an element of change that directly affects bottom line. Employee turnover is
not a good thing for any company as it directly hits the cost aspect. If an organization's
culture produces a high turnover rate, the result is excessive recruitment and training
costs. High turnover also puts extra strain and responsibilities on others and creates an
atmosphere of insecurity and negativity. This could lead to even a higher number of
turnovers in an organization which risks damaging its public reputation. It occurs when
employees voluntarily leave their jobs and must be replaced. Turnover is expressed as
an annual percentage of the total workforce. he prospect of getting higher pay
elsewhere is one of the most obvious contributors to turnover. This practice can be
regularly observed at all levels of the economic ladder, from executives and generously
paid professionals in highstress positions to entry-level workers in relatively
undemanding jobs. However, there is considerable evidence that money is often not the
root cause of turnover, even when it is a factor in an employee's decision to quit.
Rather, some experts believe that high turnover persists in certain jobs and companies
because they have an atmosphere in which employees look for reasons to leave, and
money is a convenient and sometimes compelling justification

 Rude behavior.
 Work-life imbalance.
 The job did not meet expectations
 Employee misalignment.
 Feeling undervalued.
 Coaching and feedback are lacking.
 Decision-making ability is lacking.
 People skills are inadequate.
 Lack of Opportunities for Professional Development
 Inadequate Compensation 
 Boredom/Lack of Challenge
 Poor Work/Life Balance 
 Job Stress and Unfair Treatment 

There is a high rate of turnover is being observed in GEO TV Network above mentioned
reasons play important role in high turnover rate. For this purpose, Recruitment needs
to remain active all the time. Offering from competitive channels attract employees to
switch for this purpose excessive workload is observed on the employees. Resumes of
efficient candidates are important to have in data base to meet the urgency and
turnover gap.

For any organization, employees are considered to be its life blood. Success and
profitability of the organization relies on how the employees accomplish their job.
Therefore, it is crucial to choose the right person for the right place. An appropriate job
selection process boosts up the profitability of the organization because a good
experience which is gathered in the selection process carried by the individual and thus
it is a healthy starting for an amiable work experience (Kanungo, 1982). Recruitment
and selection as well has a notable function in case of ensuring employees’
sustainability in the organization. Most of the time, it is asserted that selection of
personnel occurs not just adding up a workforce or replacing employees but rather aims
at putting employees in proper sectors who can carry out their job at a high level and
are bound with commitment. These committed employees are at less likely to turnover
their job and become attached with the organization and when needed would sacrifice
their own benefits for the betterment of the organization. Turnover has a dreadfully
pessimistic impact on the organization.

Rejecting Job Offer.

When employees reject the job offer the burden comes up the recruitment unit as agin
the recruitment and selection process gets started. It takes ample time and efforts to
make recruitment done from the new point of starting. It would be very difficult for the
hiring managers to work again on the recruitment and selection process, as again
Recruitment and selection process starts which means recruiting screening applicants,
taking interviews and test and then after completing a proper cycle again offering the
job.

Below mentioned are the reasons of high turnover in a company.

The Terms Of The Offer Are Unsatisfactory

Usually in GEO TV Network applicant rejects the job offer due to having bond clause,
there are different bond clause one of the important and common clauses is the 2 years
3 laces clause where employee can not resign within 2 years if he does so he has to
pay 300,000. This clause makes employees worried to accept the offer. Due to this offer
candidates reject the job offer and exercises start again.

The Work Itself Is Too Difficult Or Too Easy

Some of the screen tasks require high capabilities and skills it would be difficult for the
employees to perform the task when working live these tensions make employees step
out from accepting the job. Sometimes employee feels frustrated and tensed so they
don’t go for signing the offer letter easily. At the same time when they find that the job is
too easy for them that their skills could be fit somewhere else so they don’t Sign the
letter.

The Corporate Culture Doesn’t Feel Right

Media Industry has different corporate culture and environment; candidates come from
banking industry and corporate culture find difficult to adjust in the Media industry where
most of the tasks are unorganized due to urgency and uncertainty. It makes difficult for
the employee to adjust their mind with the media culture they don’t accept the offer due
to this reason too.

The Commute Is Too Difficult

It is one another issue that employee rejects the offer this would make hurdles for them
to perform the task on time. They find it difficult and reject the job offer due to this. Long
distance disturbed the routine badly and no work life balance could be maintained.

There’s Too Much Travel Required in the Job

Some jobs require too much travel like from one city to another for reporting and other
broadcasting things it makes difficult for the employees to manage the tasks according
to it so they don’t find suitable to sign the letter.

HIRING APPROVAL PRACTICE

CANDIDATE ACCEPTS ANOTHER JOB OFFER

One of the reasons for remaining active recruitment is approval on the case takes
ample time like 2-3 months in this period employee gets another job offer and step back
from the procedure. There is a line of authority exists in giving approval. First case is
approved by DH then Immediate supervisor afterwards it is approved by Business Unit
Head and then Business unit HR Manager, Manager Recruitment and Selection Senior
Manager HR Head of HR and then CEO. After this case is further forwarded to the
higher Management this practice takes sufficient time and between this processes
employee gets another job offer.

COMPETITION:

Another factors of having employees readily available is the pressure of competitors,

Competitors offer benefits and perks which attract employees and they get better
opportunities. This is one of also the reasons of turnover but it does not restrict here
employees are required because to meet the competition to adopt their projects that
give high return so to run those projects employees are required. There are many
projects that being run by competitors like social media desk reporting desk etc to
initiate those projects in a Company employees are required and needed.

DETAILED SOLUTION
Solution could be following to meet the challenges of recruitment on timely basis.
Urgency of Applicant is all the time highlighted in GEO TV Network. There must be
proper Recruitment Strategy should be followed to meet the urgent requirement.

THE IDEAL RECRUITMENT AND SELECTION PROCESS

BACK UP CASES:

If one candidate has rejected the offer so management must have additional case
present in hand to offer that candidate otherwise if management has only one positive
case is in hand so it would be difficult for the company to recruit the other one.
Recruitment process will be starting again and it will take time. There should be two
positive cases must unit have in case of rejection from one candidate.

CHANGING APPROVAL PRACTICE:

As defined earlier that it takes almost 2 months in a regular hiring case to offer the
candidate in this time the selected candidate gets exhausted and frustrated and start
looking for the other opportunity as soon as he gets the other opportunity he step back
and did not appear for the job offer. Cases should not be taken less than a week to be
signed. In this way time could be saved and the firm won’t lose the potential candidate.

 UTILIZING All Channels Of Recruitment:

Only few Recruitment channels are being utilized in GEO TV Network like Rozee.pk,
Linkedin Management should focus on other recruitment channels to get the efficient no
of profiles and meet the uncertain hiring demand. Facebook and Twitter are one of
those social media platforms where profiles for new media desk could be get. so it is
important to have all recruitment channels available in a unit.

 REDEFINING STRATEGY. The foundation of any recruiting effort is a

clearly defined and communicated strategy that illustrates the brand message,
target candidates, primary sources, and most-effective closing approaches (who,
what, when, and how). Poorly defined or communicated strategy elements results in
wasted resources and weak hires. In addition, the best strategies have the capability
of “shifting” as the economy and the demand for candidates change.

 USING PIPELINE APPROACH. The most effective recruiting approach is to

build a steady stream of applicants (a pipeline). In order to build a continuous “talent
pipeline,” use a “pre-need” approach that includes workforce planning, branding,
continuous sourcing, and on boarding.
 BE COMPETITIVE. The most effective recruiting approaches are compared
against and are clearly superior to those of a firm’s talent competitors. Because
competitors will quickly copy your most effective approaches, a continuous side-by-
side assessment of “yours versus theirs” is necessary. A sub-principle applies to
candidates: because the very best are always in high demand, if you don’t have to
literally “fight” for a candidate, in most cases, you do not have the best candidate in
the field.

 FOCUSING ON EMPLOYMENT BRANDING. The approach with the

highest impact and the only long-term recruiting strategy is employment branding,
the process of building your external image as an excellent place to work. By
proactively making it easy for potential applicants to read, hear, or see the factors
that make working at your firm exciting, you can dramatically increase the number
and quality of your applicants over a long period.

 TAKING STEP GLOBAL. For jobs that require top talent, the process must
have a global recruiting capability. This is because the very best talent is unlikely to
live within commuting distance of your job.
 TARGETING EMPLOYED “NON-LOOKERS.” The best recruiting processes are
designed to identify and successfully hire currently employed top performers. This
means that the process needs the capability of identifying and convincing employed
individuals who work at your competitors and may not be actively looking for a
position. Unfortunately, most corporate recruiting approaches are designed to attract
“active” candidates.

 SPEEDING UP. Making fast hiring decisions is essential whenever a

candidate in high demand decides to make a job switch. Top candidates must be
hired using “their” decision timetable.

 SOURCING WISELY. If firms don’t utilize sources that attract a high

percentage of top performers, it is unlikely firm will make a quality hire. After
employment branding, effective sourcing is the most critical element of the recruiting
process. Generally, the most effective source is employee referrals. Other effective
but under-used sources include recruiting at professional events and contests.
Using ineffective sources means that firm must spend inordinate amounts of time
and money on candidate screening in order to avoid a weak hire.

 TAKING DATA-BASED DECISIONS. Base decisions on sources,

screening tools, and which individual to hire on facts and data, not emotion or even
common practices. Making decisions based on objective data helps eliminate biases
and causes the recruiting process to produce more consistent, reliable, and high-
quality results. It’s also true that in a fast-changing world, “what works” changes
quickly so recruiting practices become obsolete quickly.

 BUILDING A RECRUITING CULTURE. The most effective approaches

build a corporate-wide “cultural of recruiting” where every manager and employee is
a recruiter. Because of their continuous contact and interaction with outside talent,
 everyone must play an important supplemental role in identifying talent and in
spreading the employment brand.

 APPLYING CANDIDATE-CENTRIC APPROACH. Focus the process on

the candidate’s needs, their job selection criteria, and the candidate experience. A
significant part of recruiting is “selling” the candidate on applying for and accepting
the job. At least in part, recruiting must follow the customer relationship
management (CRM) and the sales and marketing models. Often, the number-one
reason why candidates reject job offers is the way that they were treated during the
hiring process. It’s also important to note that candidates may be current or future
customers, so treating them poorly can directly impact future revenue.

PRIORITIZING JOBS AND TARGETS. Effective recruiting processes

maximize resource utilization by identifying and focusing on the positions with the
highest business impact. That generally means revenue-producing and revenue-
impact jobs, as well as jobs in high margin and rapid growth business units. The
process should also target high-impact individuals known as top performers,
innovators, and game changers.

SELLING APPLICANTS. The very best recruiting processes builds

“relationships” with potential applicants over time in order to increase their level of
trust and interest. Unfortunately, no amount of benefits or job features will be
convincing to high-demand applicants without this level of trust. Because all
candidate-screening processes have flaws, stretching out the assessment process
over time allows you to learn more about the candidate and decrease the chances
of making a bad hire. The best approaches are designed to take advantage of the
fact that a target candidate’s willingness to consider a new job changes quite
rapidly, as a result of changes in their own job and organization.

 USING TECHNOLOGY. The best processes rely heavily on technology and

the Web in all aspects of the recruiting process. Technology can improve screening,
increased hiring speed, cut costs, and provide the firm with the capability of hiring
globally.

 INTEGRATING WITH OTHER HR FUNCTIONS . Recruiting processes

must be integrated with other HR processes. Those recruiting processes that
operate independently rather than in unison with other HR functions like relocation
and compensation will produce diminished results.

 HAVING SURPLUS CANDIDATES. Although industries often face talent

shortages, individual firms can actually have a surplus of candidates if they have a
strong employment brand, a great referral program, and a candidate-friendly hiring
approach. 

 REMOTE WORKING OPTIONS. Offering candidates remote work options

dramatically increases the candidate pool. Firms that have the capability of
managing candidates who work from remote locations have a distinct competitive
 advantage. They can attract the top performer who doesn’t live in the area, who
desires working at home, or who isn’t willing to make a long commute .

 METRICS AND REWARDS IMPACT RECRUITING. Every aspect of

recruiting improves dramatically when managers and employees are measured,
recognized, and rewarded for their contribution to recruiting. 

ACTION PLAN

An action plan is a documented strategy for solving a problem. An action plan can also
be known as a statement of work or study plan. At the very basic, the action plan is the
documentation of what tasks will be done, by whom, and when. The action plan helps
you to manage the project and maintain focus on the goal.

According to F. John Reh in Project Management 101[1], project management has four
main concerns:

 Resources (people, equipment, material);

 Time (task durations, dependencies, critical path);
 Money (costs, contingencies, profit); and
 Scope (project size, goals, and requirements).

Following steps could be taken to impement the Recruitment strateg in a proper and
efficient way.

ACTION REASONS

Redesigning Applicant Data Form To taking onboard the Candidate soon

Getting Premium Linkedin Account To target the Managerial level Profiles
Job Posting on Rozee To get the relevant profiles
Screening Interviews To have the backup cases available
Market Salary Survey To redesign the compensation Package
Performance Appraisals To Retain the talent
Redesigning the Hiring Approval forms

The one thing could be done is to redesign the hiring approval form. No of authorities
are not required always to get approved the one particular case. It means letting
empower the Managers to take decision with the line management. If approval takes
more time so employees loose interest and it would be difficult for the firm make the
candidate ready for the job offer.

Redesigning approval form for all 3 nature of employement is important like Permenent
employees, outsource employees and contractual employees to get the case approved
on time. It can also be floted electronic where case could be approved electronically. It
saves time and efforts and candidate would be easily get onboard.

Geeting Premium Account of Linkedin.

Linkedin is superior for many additional reasons, including that its profiles are accurate
and consistent, it allows your employees to find quality potential referrals, and it enables
a firm to conduct phenomenal talent management research. It has a high passive to
active member ratio Its database quality can be verified, Its profiles are easily
comparable and searchable. Its profiles are accurate LinkedIn can help you identify
when someone is about to begin looking. It provides recommendations and facilitates
introductions It includes executive search capability.

GEO Should get the premium account for executive search as it enables recruiters to
search the highly potential profiles. Linkedin offers good searches and efficient
searches.

Posting Job on Rozee

There is another account is available in rooze wher form can ppost jons as well.Geo has
acoount where it can search relevant profile with bone click but,it ineeds to be upgratde
if it post’s jobs their to than it would be geeting potential profile immediately to meet the
unforeseen situations and pending hirings IT iass important to get the job announced on
social media pages too.This way efficient number of profiles will be available in the
active database all it requires the proper job adds with writing proper specification so
the effect profiles could be available on the time
SCREENING INTERVIEWs:

Number of walking CVs a form could get If a new is started that involve taking ten
exploratory

interviews in this way company cloud pre evaluate the potential candidate to meet a
urgent hiring Exploratory interviews take times but it gives efficient and effect res that
cloud save the time and efforts of the recruitment .The best way to conduct the
exploratory interview in which the relevant position is to be communicated the once
who seem potential enough could be put in active database while the other once cloud
be put in screamed data. screen data helps the recruiter to fit the candidate where there
low skills are required ton perform a job.

MARKET SLARY SURVAY:

Competitor targets the potential candidate from a firm to beat the competition it is
important to meet the competition .Taking market survey would be helpful for the hiring
managers to get know what the competitor firm is offering for particular ob.GTN
generally offer less compensations than the recruiter so, it is important to redesign the
compensation package in order to retain the employee for the long term .Competition
are offering verity of benefits to attract the employees from the other firm these benefit
include health benefit ,education benefits ,fitness plan ,earned leaves provident fund
and gratuity .These benefits need to be plan in GEO tv network too.

PERFORMANCE APPRAISALS:

Media industry has a major drawback specially where appraisal is due since three to
four years .Employees get frustrated when they don’t get reward against their offer
services. It is important to plan the proper appraisal system to get a things done on time
when employee get appraisal against their performance they will feel motivated and
enthusiatice and motivated .this is the important action to be taken in order to retain the
employee .When employee are retained they will contribute positively for the
development of the firm .In this way their personal and professional growth could be
maintained