HR POLICY HIGHLIGHTS - MEDIASTAR

MediaStar is the world’s largest advertising media company in terms of billings. It is headquartered in London with over 21,000 employees and 400 global offices in 81 countries.

Vision:

“The best company in delivering advanced technology project solutions in media and advertising space.” Mission: “Creating value for our customers through a unique combination of lean and sustainable, high-technology project management solutions.”

HR PRACTICES WE FOLLOW∎ Structured governance and business case

development ∎ Developing advanced workforce planning

capabilities∎ Implementing the “right” HR philosophies ∎ Reducing administrative work for HR business

partners ∎ Implementing flexible HR organization design ∎ Improving employee-facing HR systems ∎ Measuring both HR operational and business

metrics ∎ Developing internal HR skills ∎ Improving line manager capabilities ∎ Outsourcing HR services strategically

PLANNING FOR HUMAN RESOURCES∎ Determine Business Objectives∎ Survey Available Human Resources∎ Use Gap Analysis to Identify Areas of

Need∎ Design and Launch Programs∎ Measure, Monitor and Evaluate

Programs

PROCESS FOR HIRING A NEW EMPLOYEE

Identify Vacancy

and Evaluate

Need

Develop Position

Description

Develop Recruitment

Plan

Select Search

Committee

Post Position and Implement

Recruitment Plan

Review Applicants

and Develop

Short List

Conduct Interviews

Select Hire

Finalize Recruitment

COST-BENEFIT OF HIRING NEW EMPLOYEES∎ Employee sense of ownership of the

organization∎ Job-fit employee pool∎ Most suitable talent for the Job Profile∎ Low attrition rate in long termHR CHALLENGES FACED∎ Change Management∎ Leadership Development∎ HR Effectiveness Measurement

INDUCTION AND ONBOARDING∎ Human side is the most important part of

orientation. Therefore first of all the new employee is introduced to the people with whom he will work – his colleagues, superiors and subordinates

∎ The new employee is made aware of the general company

∎ Questions and clarifications employee has about job and orientation are answered

∎ On the job instructions and counselling are provided∎ Close touch with the employee is maintained to

check back how he is doing and help is offered if required

∎ Reasonable time is given to the employee to adapt to the new work environment and job demands

TRANSFER POLICY∎ The types of transfers and the conditions under

which these will be made is specifically clarified∎ Locate the authority in some officer who may initiate

and implement transfers;∎  Indicate whether transfers can be made only within

a sub-unit or also between departments, divisions/plants;

∎ The basis for transfer is indicated, i.e., whether it will be based on seniority or on skill and competence or any other factor;

∎  The rate of pay to be given to the transferee is decided

∎ Intimate the fact of transfer to the person concerned well in advance;

∎ Be in writing and duly communicated to all concerned;

∎ Not be made frequently and not for the sake of transfer only.

TRAINING AND DEVELOPMENTTraining is provided in two different levels

Individual level∎ Diagnosis of present problems and future challenges∎ Improve individual performance or fix up performance

deficiency∎ Improve skills or knowledge or any other problem∎ To anticipate future skill-needs and prepare employee to

handle more challenging tasks∎ To prepare for possible job transfers

Group level∎ To face any change in organization strategy at group levels∎ When new products and services are launched

TRAINING METHODS EMPLOYEDOn-Job∎ Job Rotation∎ Job Coaching∎ Job Instruction∎ Apprenticeship∎ Internships

Off-Job∎ Classroom Lectures∎ Audio visuals∎ Simulation∎ Case Studies

BARRIERS TO EFFECTIVE TRAINING FACED∎ Lack of Management commitment∎ Inadequate Training budget∎ Education degrees lack skills∎ Large scale poaching of trained staff∎ Non-coordination from workers due to

downsizing trends∎ Employers and B Schools operating distantly

KEY HIGHLIGHTS ON BENEFITS∎ The VP - Compensation must always approve any new

individual bonus or incentive arrangements

∎ Loans to employees are not permitted without prior approval, other than subsistence advances. Loans will only be approved in exceptional circumstances.

∎ Prior approval to establish, increase or change benefits in the form of deferred compensation, retirement programmes, profit sharing plans, life assurance, long term disability or health care plans.

∎ Residential property must not be purchased, or leased, on behalf of, or from an employee, unless it is a short-term temporary residence as part of an approved relocation.

EMPLOYEE SAFETY POLICY AND CODE AGAINST SEXUAL HARASSMENT∎ The organization is an Equal Employment Opportunity

company and is committed to create a healthy working environment that enables employees to work without fear of prejudice, gender bias and sexual harassment.

∎ The organization also believes that all employees have the right to be treated with dignity. Sexual harassment at the work place or other than work place if involving employees is a grave offence and is, therefore, punishable.

∎ Any employee who feels and is being sexually harassed

directly or indirectly may submit a complaint of the alleged incident to any member of the Sexual Harassment Committee in writing with her/his signature within 10 days of occurrence of incident.

THANKS!

Any questions?Akshaya || Chiranjib || Pallavi || Sampad