Sekolah Kebangsaan Sena

Multimedia Production: Media Workflow 1 - Juggling Skills and Chances

TechNewsAs promised, we will now begin to dissect the working processes involved in a multimedia production engagement within MEDIASENA. The first part of this series will feature two of the top processes in the workflow, namely Job Offer and Crew Manifest. As we move down the ladder, readers will see that the tasks get more challenging, requiring more practical skills on the part of the personnel, and more responsibilities transferred from the teacher to the student.

A job offer can arise from several sources, each presenting its own set of challenges and rewards. It can be an internal program requiring media coverage and/or event management, or it can be an external event in which the school hasWith the advent of Free and Open Source technologies making multimedia production more accessible and less expensive, children today have an opportunity to produce at a seemingly professional level received an invitation from the organizers to provide a crew. It can also be a competition the group is interested to take part in, or an outreach program which needs the crew members' expertise as facilitators. In any case, the first thing that has to be sorted out after a job offer is received is to gauge the level of difficulty such a job will entail. High profile jobs normally mean high difficulty level, thus requiring the services of the more senior (and therefore more skillful) members of the crew, and vice versa. The determination is usually done by the teachers, as they are free from the personal biases of students vying for a position in high profile jobs. Of course, the teacher doing the profiling will have to understand the technical aspects of the job so as not to confuse oneself of the differences between, say, an MCP and an SCP requiring more than one cameras. Furthermore, it has been known that people with no real technical background have been mistaking readiness for simplicity. What is perceived as an easy job in preparing for a media production setup is normally a high-stress job well done, the nitty-gritty details of which will be explained in a later article.

Once a job offer is received, the next item on the list to be checked out is to form the crew manifest of that particular job. Although (partial) democracy is sometimes practiced here, it is not always the case, particularly if the requirements are tough. This is where the teacher, or the producer needs to know each and everyone in the crew, as well as their aptitudes in various skill sets. A good writer doesn't have to be a good cameraman, and a good editor doesn't have to be a good news reporter. To everyone his/her own cup of tea. In MEDIASENA, we try to enhance the good qualities of each member, rather than force them to be someone they're not, unless the situation demands for something more drastic. The second challenge in building a crew manifest comes from the fact that even those from the same skill set have different levels of knowledge end experience. For instance, some of the cameramen are so capable that they can be left to work on their own without much supervising at all, while some require round-the-clock attention. This is mostly because their training durations can differ by years from one person to another, and that is a challenge all by itself. Frankly, it's a safe bet to assume that it's much easier to train monkeys to jump through a spinning hoop than to train a bunch of 9-year-olds The most skillful of MEDIASENA personnel can not only work at the highest levels, but also train new crew members and teach new technologies to friends from all over the worldto understand shot types, image composition, and when to apply them, let alone when to deviate from them once in a while. While the former is insubstantial, the intellectualism and intelligence involved in the latter are monumental.

Apart from that, media work is also highly practical. In this, the students experience an education concept that is considerably different than what they are used to in the classroom. It doesn't matter how many questions they answer correctly regarding headroom, rule-of-thirds, production formats and what nots if they aren't capable of applying the knowledge physically in the real world. This is the very reason that MEDIASENA rarely utilizes a written exam to rate the capabilities of each member. Not to say that exams and quizzes are non-existent, but their purpose is more toward enticing the students to freshen-up on their knowledge rather than putting a grade on their report cards. Their real mettle can only be tested on the field.

The juggling comes in when we begin to consider that MEDIASENA isn't built of professional media personnel working on payroll. They are students trying their best to learn unfamiliarly new materials and polishing their skills to obtain a recognition for a high profile job, all the while competing against one another for such a recognition, and in the process contributing more than they could ever have imagined to the school. It's a dilemma that plagues many corporate organizations today. The best workers produce the best outputs, therefore they are the first choice for any given assignments. However, the inexperienced workers need practice to gain more experience, and therefore need to be included in assignments as well, or they will never get a feel for it. MEDIASENA is currently in the process of coming up with the perfect recipe to balance these conflicting elements, and will produce such a recipe if and when it is proven to be successful.

After the crew manifest is finally established, with each crew member holding a particular task such as a producer, a director, a cameraman, a scriptwriter, an editor, an audio mixer, a video switcher, a boom operator, an assisting crew and many more positions available depending on the job, the next duty is to start conducting research, both regarding the job at hand, and the necessities of the job themselves. --> Next release: Research and Training

UPSR 2018

24.09.2018 08:00


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