HUMAN RESOURCE MANAGEMENT IN THE MEDIA INDUSTRY

Saurav Mittal (43) Saurabh Srivastava (44) Shamma Dhanawat (45) Sharique Anwar (46)

HR MANAGEMENT CHALLENGES IN THE MEDIA INDUSTRY

HR person would need to understand the psyche of the
industry professional. HR to retain their people despite attractions all around.

HR department would have to be nimble enough to find,

interview and take the good candidates. HR person will have to network.

With companies growing so fast, they need good people.

HR MANAGEMENT CHALLENGES IN THE MEDIA INDUSTRY

Find Right people, real worth of the candidates being
hired. Background check of most candidates independently.
HR MANAGEMENT CHALLENGES IN cannot expect them toINDUSTRY THE MEDIA keep people in

One

boundaries

of dress codes, time and desk. Employee retention is at risk.

Between need to poach and the need to retain, without

salary inflation. Finding a good leader is an issue.

The Media Industry

New Media/Online/Interactive/Multimedia

Online

Outdoor Media/Out of Home/Ambient

Print Media/Magazines/Newspapers/ Books/Journals/Newsletters

Cinema

Media Agencies

Television/Radio

Key job profiles in Media Industry

Marketing Executive Business Alliances Manager Tele-Marketing Executive

Product / Brand Executive

Site Marketing Advertising Executive

Visual Copywriter

Account Director

Graphic Designer

Key Account Manager

Marketing Researcher

Client Servicing Executive

MR Field Supervisor

Creative Director

PR Executive

Product Executive

Media Buying

PR & Media Relation Manager

Corporate Communication

Media planning

Marketing Head Creative Art Director

Characteristics sought in Potential Employees

Smart Ability to handle stress Flexibility and Adaptability Dynamic

Extrovert
Politically Correct Agile

The Recruitment Process

Specify the job requirements Identify the pool of potential job applicants

Select methods of recruitment

Common Methods of Recruitment

Applicant initiated Internal recruitment Employee referrals External recruitment Employee networks Flexible resources Executive search firms SMS Professional associations and meetings Colleges and placement offices Social service agencies Employment agencies

Advertisements

Employment websites

Social Media

Outplacement services

Job fairs

Co-ops and internships

Commonly Used Media/Channel for Recruitment

Campus Recruitment

Network and Word-ofMouth

Recruitment agencies

Most Preferred

Own Career Website/ Portal

Using Social Media for Recruitment

Increasing Use of Social Media

A small Survey
A small survey was conducted with some 24 media houses and following responses were received

Some Facts: During Conversation with Media Personnel

22% Internal Recruitment and Referrals 19% Executive Search Firms 77% of the CVs non selected become database and 86% keep the CVs for more than 6 months for future vacancies Preference for Internal Recruitment. Open Internal Recruitment In-house recruitment and for strategic position executive search firms Recruitment is centralized in the HR department Always seeking talents. Job fairs, internships, referrals and executive search agency. Social medias such as LinkedIn, Facebook and Twitter gaining popularity for recruitment

Selection
It is the process of discovering the qualification & characteristics of the job applicant in order to establish their likely suitability for job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job
In Media Industry, selection is generally done through CV Analysis, Interview, Psychometric Tests and Panel

The commonly used methods of selection are as follows: Interviews CV analysis Assessment Centre Practical Tests Psychometrics Test Group Dynamic Portfolio and Work Sample Panel

Few Cases of Media Recruitment through Agencies

Based in Sydney, Searchforce provides comprehensive recruitment and executive search services to the media industry. They recruit for all positions in media, and provide industry specific advice to both clients and candidates, from entry level through to senior management. They specialise in permanent, temporary and contract staff in:
Print Media / Magazines /Newspapers/ Books /Journals/Newsletters New Media/ Online / Interactive/Multimedia Outdoor Media/Out of Home/Ambient Cinema Television Radio Media Agency

 Having their main offices in the media and entertainment capital of India i.e. Mumbai, Perfman HR has been recruiting senior executives in the media & entertainment industry for years.

Their global practice teams work with our function experts and include the following specialist areas:
Broadcast Electronic media Entertainment Publishing Sports Marketing

Their team is comprised of seasoned recruiters who also have solid years of industry experience in some of the Indias leading media and entertainment corporations such as NDTV, Viacom 18, Star TV, Sony Entertainment Television, Walt Disney, Sahara India, Times Group, People Group, WPP group among others

 PFJ are a media recruitment agency specialising in media jobs in London & Manchester.
They provide targeted media recruitment services for employers seeking help with media sales, new media, digital & online jobs, media agency, digital agency, publishing, editorial, content, creative and design jobs, web design and web production, events, exhibitions and conference jobs, business information, IP jobs, market research & insight, & graduate trainee media jobs.

PFJ is part of the Aspire Global Network. They cover the whole spectrum of media jobs including business information and intellectual property right across the UK including media jobs in London and Manchester and also Australia.

Their clients include BBC, Channel 4, ITV, Disney, Nickleodeon, MTV, IPC, Hachette Fillipachi, Bauer, Telegraph Media, Hello, Virgin, News International, Trinity Mirror, Associated Newspapers, Omnicom, Group M, Aegis, Vivaki, Reed Business Information, United Business Media, Emap, Incisive Media, Clear Channel, JC Decaux, Viacom, Expedia, Yahoo, O2 Media, Gumtree and many others

Training and Development

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.
Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance.

Training cycle

The Future of Training & Development

New Social Learning, or the use of social networks and tools to encourage knowledge transfer and connect people in a way consistent with how we naturally interact, is a product of three converging workforce trends. These trends, happening right now, include the expanding opportunities for personal connection through new social media tools, emerging expectations from shifting workforce demographics, and increasing reach of customized technology. Tweet deck Tweet deck is a platform that allows users of Twitter to look at multiple streams of information at one time.

Performance Reviews Instead of waiting months for formal review from their manager, people have begun to ask their peers for continual feedback. Using social software, peers now ask other peers to help them learn how to improve right away. Think of it as a virtual (and selfprescribed) 360 performance evaluation

 Mentoring (even after the mentors leave) Many companies have started private YouTube-like channels on their internal intranet to help mentor and reverse-mentor employees. With in-house videos, employees planning to retire create videos about their areas of expertise. A senior executive creates mentoring videos and gives advice to newcomers. A technical employee creates a step-by-step video to explain a procedure (great for all those Train-the-Trainer programs out there). Employee Orientation Many companies have gone the route of creating their own, in-house social network specifically for their employees to get to know one another. New hires can easily find five people who went to the same college they did, three who worked for the same company, and two who grew up in their small town. Whenever someone with a similar history joins the organization, he or she gets an alert of all the other people with that similar history. With the ability to make these kinds of connections, cold and impersonal first days quickly turn warm and welcoming.

 Project Management Companies have started to use the free tool of wiki to create both private and public wikipages that employees can constantly update. Wiki (Hawaiian for quick) allows a group to make changes to a shared web page. Wikipedia is the largest wiki in the world; however many companies use smaller wikis to keep conversation and projects constantly discussed. On-the-Job Training or Field Training (Also known as Train-the-Trainer programs) By equipping technicians and potential trainers within the organization with a media mindset and a culture of collaboration, everyone can begin to share responsibility for educating one another and giving each person an opportunity to seek focused help. The workforce becomes the organizations lifeline to whats happening in the field right now. Yes, you will still need classes to teach people how to properly instruct (or how to use the media), but field training will begin to happen organically and minute-by-minute

TALENT MANAGEMENT IN THE MEDIA INDUSTRY

For entertainment and media companies, it truly is all about talent. The biggest talent concern for entertainment and media leaders is the quality, loyalty and mobility of their workforce. Talent strategies must also pivot to face faster-growing markets, reflect the developing digital value chain, and

recognize the markedly different priorities of a new generation

of workers.

CONCLUSION
The role of HR management becomes extremely important in an industry as dynamic as the media industry.

From devising a smart compensation scheme to looking

beyond conventional practices of talent management, the HR has a very crucial role to play in order to increase employee satisfaction and motivation in this highly creative and demanding industry.