How to develop a career in Multimedia and animation??
Apparently, one of the most frequently asked question in this decade.
In last couple of decades, India witnessed an unprecedented growth in fields of animation, vfx or multimedia as a whole. With staggering percentage of youth joining workforce and growing popularity of animation and vfx in almost all industries across the globe is creating a humongous demand for animation, vfx or multimedia as alluring career options. As per Mr. Subrata Roy, Director of a leading animation production house; “every year the percentage of students applying for animation courses in Kolkata is vastly increasing. Both awareness and acceptability of animation as a credible career options is growing with release of Hollywood and Bollywood blockbusters every year. Besides that, a significant share of present student force feels most comfortable with modern technology and varied OS platforms.” This however is helping making animation and multimedia emerge itself as one of the most appealing career options for youngsters.
According to industry experts, animation straddles three robust and rapidly developing sectors like:
- Electronic Entertainment (Computer Gaming)
- Broadcast/Film Industry
- Professional Visualization and Simulation
According to Mr. Manoj Bose, Production Head of Hi-Tech Film & Broadcast Academy; “there is a colossal demand for professional animators in all aforementioned categories. During recruitment we mostly prefer candidates with either creative or technical expertise”. According to Mr. Bose some people specialize in the art of animation while other chose to become technical directors. He also added, “This is why we exclusively impart production relevant training to students enrolled at our institutional segments.”
Below is a brief glance at some of the job descriptions you might encounter in a typical production house/ animation studio:
- 2D Animators: use drawing, composition and perspective to create illustrations, line of action, structure and basic anatomy. 2D animators may work in areas as varied as animation, character design, background/ prop designing, clean up, doping, modeling, slugging and story boarding (Preproduction).
- 3D Animators: Professionals specialized in 3D Animation use software tools and rigs to accomplish things like that of 2D animators. 3D animators create a live and animated acting performance to bring a character to life through movements and expressions and that too regardless of medium.
- Character FX (Hair/ cloth/ fur) artists: They are mostly responsible for the simulation of character effects like cloth, hair and fur. An expertise in character FX helps to augment the realistic value of the actual character. They develop tools to enhance the pipeline. A knowledge of Maya, rigging tools and surface modeling techniques is essential for this.
- Lighting artists: Animators specialized in lighting plays a crucial part in real time production pipeline. Imagine our planet without sun for a day and you can realize the importance of 3D lighting in animation. When animators animate the characters/ object, lighting artists lend the spice to the final output. For a career as animator, especially as lighting artists; one needs to have basic concept of lights and shadows, midtones, composition and psychological influence of light in human psychology.
- Matte Painters: design environments based on the story and script. They are painters and artists who can conceptualize and visualize ideas including complex backgrounds, landscapes and environments. They use tools like Photoshop, Maya and Renderman.
- 3D Modelers: Create 3D models of characters and settings based on preliminary graphics or animatics.
- Roto artists: This job vastly comprised of three work to embed an animated character into a live-action scene and/or enhance the sense of depth (such as putting a character behind a tree).
- Storyboard artists: are practically 2D animators who interpret scripts into images that best convey the story. They plan and coordinate images from thumbnails for planning shots to final storyboards that visually demonstrate how the story will develop.
Other job titles include:
- Animation Director
- Art Director
- CG Supervisor
- Character Designer
- Cloth Simulation Artist
- Concept Artist
- Creative Director
- Effects Designer
- Environment Designer
- Fur/Feathers FX Artist
- Layout Artists
- Layout Technical Director (TD)
- Modeling Supervisor
- Modeling TD
- Pre-Vis Artist
- Production Assistant
- Rigging Supervisor
- Rigging TD
- Roto Artist
- Shading TD
- Shading/Texture Supervisor
- Texture Artist
- Video Game Animator
- Video Game Artist
- Video Game Designer
- Video Game Engineer
- Video Game Producer
- Video Game Programmer
- Video Game Technical Director
- Visual Effects Supervisor
- Water FX Artist
The best way to get information about specific skills and requirements for various types of animation jobs is to keep an eye on job listings. Most spell out the requirements in great detail along with specialized training or experience that might be necessary.
You can also find jobs on several job portals dealing with animation/ multimedia production houses. Last, but not the least, all studios and game development companies post job listings on their websites.
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Debate is all about intellectual exhibition of your knowledge and beliefs. In ancient times debate used to be treated as an effective faculty at King’s court. Debate is a sheer manifestation of sanity and rationality. Nothing seems more appealing than a man/ woman driven by logic and sanity of mind. Since long people with debatable attribute are much in demand in every spheres of life. Be it Socrates, Chanakya, Birbal or even Elizabethan Portia (as described by The Bard himself).
Technically,debate involves more of politics than logic. Dialectic has always been the key for any solemn debate sessions.
This article is intended to suggest some key factors essential to win over any debate sessions.
- Eye for knowledge: the most essential attribute needed to win over a debate is your inquisitiveness. In a world full of followers, it’s our inquisitiveness that gives us an added advantage over others. Our inquisitiveness helps us to explore spaces of life and our individual minds. Debatable characteristic emerges from the ambit of our individual knowledge and wisdom. Remember, all human brains are hardwired to act or judge as per precincts of their knowledge. So always keep replenishing your mind with more and effective knowledge.
- Listen: Ears to see, eyes to hear- yes, our ears can do wonders if we could apprehend the virtue of listening. A good speaker is the one who listens. How can you win a debate without being a good listener?
- Note: Have you ever heard the term “dream incubators”? They are people who love to incubate their dreams for varied reasons. Writing or taking note is the only way how we can incubate our dreams. Most successful entrepreneurs, leaders, bureaucrats have confessed about their habit of taking notes. It’s as good a habit as washing hands before eating. Notes help us to recapitulate, analyze, apprehend, secure and use information for imperative use.
- Frame: is the dish on which we serve the food, named logic. This is the way how we want to position or place our logic. One of the most crucial aspect of debate is to direct your opposition towards your desired conclusion. Framing helps in channelizing the interaction or monitoring the course of debate. Better the framing better is your chances to nail your opponent.
- Synthesize: Synthesis is a key attribute which will propel you ahead of your league. During any debate session, we synthesize our knowledge and experience to exploit the thought process of our opponents. It is said that human brain is the only organ in our body which manifests the layers of human evolution. The oldest part of our brain is called reptilian brain which caters our instincts, followed by limbic brain guides our feelings and emotions. While the outer most layers is called neo cortex, it is responsible for rational thinking and actions. While debating we synthesize our knowledge and experience in a way that will affect these aforementioned brain layers of our opponents.
- Deliver: This is the most crucial factor of any debate sessions. As no matter how logical you are or how good research had been- unless you deliverance is appealing, you can never win a debate sessions. Every interaction or debate sessions is a one is to one bargaining game, where the dominant player is most likely to win the game. Hence, domination of your opponent can augur you further towards your triumphant glory. You may do this by proper voice, intonation, body language, pronunciation and eye movement. People listen to what you say, but to make a people think give a pause amidst your sentences. These pauses make your listeners analyze and apprehend your sentences. Even there are techniques like palm down gesture and sudden glance at the top hairline of your opponent often plays a significant role in rob your opponent off his/ her confidence.
- Show Gratitude: ‘Thank you’ when combined with a smile is said to have a tremendous psychological impact on the person saying it or the person for whom the gratitude is meant to be. Gratitude is said to be the primeval virtue possessed by all leaders. So in order to prove your worth.
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Is your business facing high attrition? Does performance of your best employee drooping suddenly? Are your employees seeking leave with illegit excuses? Are you getting compelled to atrite any of your old employees on disciplinarian grounds? Then there must be some serious problem lurking high on your business and it’s prospect.
Even though the problems are seemingly diverse but if remain ignored, these problems certainly culminates in irrevocable loss of business and revenue prospect. Hence, no matter what excuses do they give but high attrition, drooping performance of employees are issues awaiting your priority and interference.
I believe that when a good employee leaves a company, he/ she loses a job but the company loses a fortune. My sheer experience in HR and critical analysis of behavioral science vastly substantiate the popular belief- employees don’t leave the organization, they leave their manager/s. Managerial incompetence is the bedrock of high attrition and dearth of employee engagement.
Job role of managers in start up generation is more than that of mere accountants, supervisors or ring masters wielding whip at his employees. They should play the role of a visionary and act as doting guardians to their employees. They should learn to discern good from evil. Hence most effective managers are the ones with deeper understanding of subjects and human psyche. Managers, being the leader should be exemplary performers, motivators and honest influencers.
So what are the managerial flaws which compel good employees leave his/her job or decline employee engagement in any organization? All that I could figure out are as follows:
1) When quality of employees surpass qualities of the manager.
A good employee is not born overnight. Qualities that make an employee good are his/her long nurtured honesty, experience, family values, education, upbringing, insights, hard work, commitment and his past struggles. A credible manager sans ego should never leave a chance to admire those atttributes in others and take lessons from that person, eeven if he/ she is a junior employee. This how effecient managers learn to upgrade his business acumen and governing skills. We should remember that every dignified employee hates to get governed by incompetent managers.
2) Filthy politics in the guise of healthy competition.
The difference between the two are droll. Competitive attitude within an organization is the only attribute desired by both employees and employers. In mindless pursuit of impressing his seniors, managers tend to induce superficially concocted rivalry within organization. The manager gets elated when any of his employees bags incentives, he starts believing his connived rivalry to be the key factor. Whereas its not the rivalry but the alluring incentive scheme which might have driven the employee to excel. Thus making the existence of managers as useless and virulent to the organization.
3) Exemplifying wrong employees
- a) By misrepresentation: Exemplifying wrong employees by manipulation of performance reports. Misrepresentations can be of two ways. Either concocted reports are being escalated to higher authorities or suppressing requisite information from the concerned employee with the objective of deliberate misguidance.
- b) By attitude: Attitude of the manager towards all employees should be equal. Mentoring a team does not mean that the manager should be disgraceful to employees who doesn’t feed his/ her ego. Often its the manager who instigate and drives the behavior of other employees towards the subversive employee. Even sexual advancements by managers at workplaces are crucial factors leading to enormous attrition.
- c) Payment deferrals at random: This problem is mostly common in unorganized industries or mid level private companies. Egoist managers tend to exercise their authority to feed their own ego. Instead of regarding their designation as responsibility they start considering it as an opportunity to execute their obnoxious intentions. Deferred salary is an integral part of any organization which may cause mainly due to paucity in operational revenue. But handling such situation demands honest and competent leadership. Forwarding salary to selective employees at random; irrespective of designation, performance or intent will stoop organizational performance irrevocably.
- d) Ignoring their contributions: A good employee tends to justify himself to the company on basis of his salary but the best employee not only justifies his salary but also justifies the trust adhered to it. Passionate employees always try to look out for ways to improve their productivity and contributions to the company. The additional service which an employee renders to the company should always be recognized and appreciated. They try new avenues to increase prospects of his company as well as his own self. Managers failing to recognize and admire these resources drive the organization to HR bankruptcy.
4) Unproductive, irksome rules and regulations:
During Soviet regime, Maxim Gorky once during a conversation with his friend, V.I.Lenin did express his desire to become an official member of Bolshevik Party. Lenin negated his proposition and explained how stringent rules and disciplines of a communist party might rob Gorky off his free flowing creativity and spontaneity. Till his last days, Gorky never became a member of Bolsheviks.Yes, too much of rules and disciplines can worsen creativity and organizational performance. This is why Google has been voted 150th times for being the best company to work with. Irrelevant rules and regulations worsen organizational productivity more than anything else. Rules are imperative but leaders should know that if needed, how to tamper it for organizational benefits.
5) Myopic management
“Remember, that in 70s and 80s, there were people who negated all possibilities of computer in the process of advocating typewriters.”
Myopic management at present is the greatest threat for global business fraternity. For some myopia is a result of unprecedented accidents while for some its a significant excuse to maintain status quo. Reforms in educational system since 90s has noted a remarkable upsurge in employee workforce. However ascent of leaders with entrepreneurial potential has taken a deep plunge. Most business houses prefer to nurture and exemplify status quoists instead of risk taking leaders. Remember, that in 70s and 80s, there were people who negated all possibilities of computer while advocating for typewriters. In today’s dynamic market scenario, being non- chalant is utterly suicidal. Overtly obsequious employee tends to shirk responsibilities and decisions which may affect status quo of the organization. Businesses fail mostly in lieu of myopic perspectives of their managers. Though these status quoists can also be indispensable part of an organization- only if their job role demands them to be replicators instead of initiators (read managers/ C suite).
It’s clear that managing for the short term comes at the expense of firms’ long-term value. But what can be done to limit this type of behavior? One reason that managers engage in myopic management is that they are evaluated on current financial performance. Often, managers are rewarded for the gains but not penalized for the losses, or they are able to move on before negative consequences transpire. Companies can reduce incentives for myopic behavior by increasing vesting periods and delaying payoffs to departing executives. Firms should also look beyond their current earnings and share prices when setting performance evaluation standards. Consideration should be given to a variety of factors, both financial and non-financial. The non-financial ones need to reflect strategies with long-term value implications. For example, many of the key aspects of a brand’s strength, such as differentiation from the competition or the degree to which customers perceive the brand as relevant to their needs, can be measured through surveys and then linked to compensation. Long-term performance measures will motivate executives to manage with an eye to the future.
Every organization should have effective HR policies to distinguish leaders from bosses. Myopic management are most likely to nurture and bequeath the same stigma to their next line of professionals.
Also Read: Animation, gateway to media industry
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From April, the premium processing of H1B visas, the permits that enable skilled foreigners to be employed in the United States, will be suspended for six months. This move is most likely to affect thousands of Indian nationals, predominantly in the $150 billion Indian information technology industry.
Shares of prominent tech firms like Wipro and Infosys faced the expected plunge. This appalling bill was introduced in the US House of Representatives with the objective to increase the minimum annual salary to qualify for an H1B viSA FROM $60,000 (Rs. 40 Lakhs) to at least $130,000 (Rs. 87 Lakh). Indian tech firms have long been accused of misutilizing H1B visas to hire Indian workers for less than it would cost to hire an American.
85,000 H1B visas are made available each year which includes 20,000 reserved for workers with advanced degrees. Since the number of applicants for H1B is way more than visas available, both employees and companies take their chances in a lottery. Other than unprecedented downturns like that of in the year 2008, there is no exception to this gambling. The suspension of the premium process, which permits firms to pay a $1225 (Rs.82,000) fee to expedite applications, is ostensibly to clear a backlog. Last year, Indian workers accounted for 70% of the 85, 000 available H1B visas, with Indian firms receiving 17000 visas, or 20% of the total.
Not only working professionals but also students planning to pursue engineering in and after 2017 are going to be the worst sufferers. According to data from the Washington-based Pew Research Center shows that India is the largest contributor of migrants in the world. Most favorite destination for most migrants is the US or the UAE. India is also the largest immigrant population of the world.
15.6 million people born in India who make their homes in other countries. Compared with 12.3 million Mexicans and 9.5 million Chinese.
3.5 million Indian-born people living in the UAE, about 33% of the population. 940,444 migrants to the UAE come from Egypt, the second highest contributor.
$69 billion money sent by NRIs back to India, the highest of any country.
3% average proportion that migrates. Despite the largest numbers, India falls below this average less than 2% leave the country.
Indian tech students and professionals are about to suffer the most because of this bill. Consequentially, students appearing for higher secondary 2017 are at the hamletsque juncture of “to be or not to be an engineer”.
My brother- in- law works in Silicon valley. The bill however have jeopardized his professional career. I’m likely to rethink my career goals after my Higher Secondary exams this year. – Abhik Choudhury, 17, Kolkata*.
Engineering jobs mostly depend on outsourcing. Subtle changes in International relations can affect engineers adversely. I have witnessed the downturn of 2008. I don’t want my son to face the same wrath. – Mr. Sukamal Debnath, 48, Kolkata*.
My daughter is appearing for higher secondary this year. We do not want entrust her with burden of our expectations. We want her to take her own decision. Gone are the days when parents used to decide career choices on behalf of their children. – Kamalika Chatterjee, 39, Kolkata*.
Yes, I have heard about this deplorable bill. Though it got tough for students aspiring to be tech grads but I hope they should rethink and choose a career which better suits the need of the hour. – Asmita Sinharoy, 26, Kolkata*.
*As interviewed by #asksubho.
Though Indian IT companies have created 155,000 jobs directly and 411,000 jobs in ancillay services; with a consistent annual growth rate of 10%.
According to Nasscom report, Indian IT companies provide services to 75% of the Fortune 500 companies, ensuring global competitiveness to American companies.
US government did admit to a shortage of talent in STEM (Science, Technology, Engineering & Mathematics) areas.In US the shortfall in talent for STEM jobs is estimated at 2.4 million. While unemployment among STEM graduates is under 2%.
With declining number of Indian manufacturing industries and growing tension over immigration issues, thousands of students and professionals are switching their career trajectories to other promising industries like media, pharmaceuticals & marketing.
Let the suspension get over soon. Infosys chairman, Mr. Narayan Murthy said, US must now prepare for the life without imported, low cost know-how that gave them their competitive advantage in the first place.
Source: Google, India Today
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“Call him “Buddha”, he who can refrain himself from this eternal cycle of necessity.”
We all are obliged to this perpetual cycle of necessity. Be it the CEO/ CFO/ CIOs of multinationals or daily wage earners working at construction sites, we all succumb to this eternal cycle. This is what that drives most of the daily consumptions across the globe.
With the exception of those who make their living as purchasing agents or secret shoppers, no one is a professional customer. Rather they are professional engineers, accountants, HR managers, customer service representatives, CEOs or whatever. They are as normal as you and me. They laugh, they cry, they frown, they fart- hence we all are equally vulnerable while buying.
Who buys an Inuit costume in scorching Indian summer?
No, one buys anything but solution to their problems. I need to look good and confident, hence I bought a formal shirt made of imported cotton fabric and a pair of stone embellished cuff links. I’m planning to go for a trek- I need a pair of shoes to withstand the climate and rough terrains, so I should buy one. Likewise, hunger makes us buy food; thirst makes us buy drinks. We do not buy anything that doesn’t align with our own necessities.
So what if we tamper the ambit of these necessity cycle? No brownie for guessing. Results will be outrageous.
So what do we actually buy/ consume?
We consume food, we consume clothing, we consume shelter, we consume internet, we consume entertainment, we consume information, we consume education, even we consume the habit of consumption itself (read window shopping). In countries like India we consume politics and political leaders as well. Personally I believe elections are more like weekly haats (Mandis), where in every five years, people from myriad backgrounds and political communities display their products (candidates) through every possible media to seek our support. Inarguably, for us voters- this is also a form of consumption, guided by our inherent buying behaviour. We trust the candidature as much as we trust the actors (with stethoscope) in a toothpaste commercial.
Who buy, who sells?
“Although we each have different titles and responsibilities in this company, we are really all in sales, we need to think like salesman” – extract from Think like your customers by Bill Stinnet.
Irrespective of our individual designation or industry we work for, we all are both consumers as well as selling agents at the same time. We sell ourselves to buy products and services sold by others. I sold myself at job interviews so that after getting the job I can buy products or services sold by someone else.
Now take a deep breathe and try to recall the last time you came out of a supermarket/ hyperretail without exceeding your predetermined shopping budget.
Yes, the additional expense that you incurred at the supermarket is due to impulsive buying. Lions share of your daily consumption is guided by your subconscious mind. As an advertising professional, I always preferred to appease my customers’ subconscious mind instead of his rational thought process. I bet, knowingly or unknowingly every successful marketing professional does the same. Rational mind restraints us from superficial enlargement of this necessity cycle. It seeks logic over our urge to consume, while subconscious mind negates all logic before buying anything which is beyond our necessity cycle.
So how does advertisements or marketing professionals instigate our subconscious? What are the other influencers that compel us to buy? To know more about consumer behaviour and buying patterns, follow the blog series named Buy-O-Logical.
Image Source: Google, Pinterest
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“Storytelling is as old as the campfire, and as young as a tweet”- Richard Branson
Last night I went to watch movie at a nearby theatre. To my amazement, the man sitting next to me was watching the trailer of the same movie in his mobile phone (thanks to Jio)! In this process he missed the climax of the movie he paid for.
In most cases HR professionals do the same thing while hiring new recruits. I have seen employers recruiting people based on their assumptions derived from applicant’s CV. Given the authority to recruit people, I went in contrary to this popular ritual. And now I can boast of a talented pool of young professionals who can make every impossible possible. In last 3 months they have been setting remarkable examples in terms of proficiency and deliverance. Adversities are no longer excuses rather they consider them as integral attributes in their daily schedule.
Certainly, creating such a pool of resource is no big deal unless you are hailing from a non-MBA background, suddenly entrusted with the daunting task of HR.
Ignorance is bliss. With no formal knowlwdge of HR, I’d to rely on my gut feelings. As an advertising professional, I always relied on stories rather than facts and figures. We conducted almost 100 interviews to select a pool of 6 professionals who can steer the course of business and profitability for my clients.
CVs to me are always over ornated depiction of the applicants. I have never seen a CV elucidating vices of the applicant. Every CV warrants the applicant as Dalai Lama seeking Nirvana through a mortal sales job.
https://videopress.com/embed/OFN3hVbR?hd=0&autoPlay=0&permalink=0&loop=0Hence we started searching for people with stories, persuasive stories of achievements and humane failures.This is because stories have an emotional power to persuade that gives them an edge over pure logic.
Leadership stories are designed to change our conventional thought process. Stories are carefully chosen to achieve objectives. This can be done only when our audience (be it an employer or customer) can connect and resonate with our story.
To achieve a purpose, we have to think about what people will take from the story. A purposeful story should have substance, sincerity and a great truth at its core. It should also have a strong call to action. We need to know what the listener/s want to believe and understand at the end of the story. The key principle, as always, must be to change behaviours and achieve results.
In those hundred interviews, we never asked applicants about their achievements and aspirations. Rather some of the applicants broke into tears when asked a simple question: “what has been your worst failure, mention of which makes you feel disconcerted?” A single question breaks through their ultra attentive persona while exposing their long suppressed vulnerability. We are, how we deal with our vulnerabilities.
To err is human, especially when you are into sales and marketing. This is the reason why we never desired for a perfect professional, impeccably dressed, sans slightest traits to err. They are superficial with attitude like that of a machinery. Marketing is nothing but communication, and we only love to communicate with human beings.
In last 100 interviews I met two kinds of applicants. One, stuffed with corporate jargons, freshly rolled out of business schools (or even experienced) and others though hailing from diverse backgrounds but stuffed with stories of myriad hues.
While the former failed to convince me for buying a brand new Parker pen; the latter bagged a nod with a joining letter.
I suggest all aspiring job applicants to pause and start searching for stories in their own lives. You are not a CV but your unique insights derived from stories within.