Saurav Mittal (43) Saurabh Srivastava

(44) Shamma Dhanawat

(45) Sharique Anwar (46)

HUMAN RESOURCE MANAGEMENT IN THE MEDIA INDUSTRYHUMAN RESOURCE MANAGEMENT IN THE MEDIA INDUSTRY

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

HR MANAGEMENT CHALLENGES IN THE MEDIA INDUSTRY

Find Right people, real worth of the candidates being

hired. 

Background check of most candidates independently. 

One cannot expect them to keep people in 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

Key job profiles in Media Industry

Characteristics sought in Potential Employees

The Recruitment Process

Common Methods of Recruitment

Commonly Used Media/Channel for Recruitment

Most Preferred

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 CV’s non selected become database and 86% keep the

CV’s 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

The commonly used methods of selection are as follows:

InterviewsCV analysisAssessment CentrePractical TestsPsychometrics TestGroup DynamicPortfolio and Work SamplePanel

In Media Industry, selection is generally done through CV Analysis, Interview, Psychometric Tests and 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 CinemaTelevision 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 team is comprised of seasoned recruiters who also have solid years of industry experience in some of the India’s 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

Their global practice teams work with our function experts and include the following specialist areas:

· Broadcast· Electronic media· Entertainment· Publishing· Sports Marketing

• 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 self-prescribed) 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 organization’s lifeline to what’s 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

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.

TALENT MANAGEMENT IN THE MEDIA INDUSTRYTALENT MANAGEMENT IN THE MEDIA INDUSTRY

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.