The Special Human Resource Environment of Media Industry
The media and entertainment industry are enormous. This industry encompasses all forms of media, including cinema, print, radio, social media, television, movies, TV shows, radio shows, news, music, newspapers, magazines, books, and the list goes on and on. The media and entertainment sector is unique in that it is one field of employment that requires all sorts of people with all types of specializations and certifications. On the surface, it appears that the media business is managed by performers, producers, directors, and the people who work behind the camera, such as writers, vocalists, and camerapersons. Yes, these personalities are unquestionably at the vanguard of the business. They are the ones who can operate the industry on their own if necessary. But if we peel the surface, we find a slew of functions performed by a slew of individuals.
One film production company, for example, will require a physicist to enhance the realism of the action scenes. They may also require the services of a doctor to treat any injuries sustained by stunt performers. In addition, an electrician is responsible for all of the lighting and wiring on a set. The list goes on and on. If there is an end to this enormous list of workers who work for a media and entertainment company, it must be the HR department. After all, you need someone to manage such a broad group of personnel. So, what is the function of human resources in the media industry?
Explore Media Industry Experience
Working at a media business is fun, challenging, and exciting for employees. Being part of entertainment production provides you with a wealth of experience and the opportunity to share it with the audience. Many careers in the media and entertainment industry allow employees to meet and work with renowned celebrities and newsmakers. Even receptionists and office staff may contact stars on the job. HR professionals in the media business have an easy time keeping employee morale up and acquiring talent. There are two primary causes behind this. One, workers are content because they have so much fun at work. Second, because the media profession is full of glitter and attention, many individuals desire to work there. Thus, there are plenty of applications. Human Resources can handpick the most competent and appropriate workers.
Use of Technology in the Media Industry The media business is unique in that its main course of work and mode of operation has remained nearly unchanged for an extended period. Although there have been significant technological improvements, the media sector appears to have altered the least compared to all other industries. To demonstrate this argument, filmmaking, film distribution, production, direction, the creation of art, music, writing, journalism, and most other activities continue to operate mainly in the same manner as before. As a result, it is simpler for media and entertainment firms to keep their workers who have a wealth of knowledge and a long history with their organizations, making life easier for HR because they have to worry about redundancies and outplacements a lot less.
HR departments are constantly confronted with new difficulties. Some occupations in this field, notably TV and radio broadcasting, entail late-night, middle-of-the-night, and early-morning shifts. Workers must be prepared to change their sleep cycles and lives to accommodate work. Their HR management teams should be assisting them with these complexes working schedules and ensuring the proper time slot is assigned to the right individual.
When one person excels in the media sector, they are highly likely to grab the attention of another employer. It’s typical practice in the media sector to go from job to job and climb the corporate ladder. Regardless of any incentives, an HR manager must retain exceptional and productive personnel. That particular individual will prioritize their well-being and income over the success of their company. When offered a better job in a better office with more significant compensation, they will quit their current post. The HR manager’s goal is to do what is best for the organization, and they will keep that person by giving better benefits if they stay to work there.
While HR may play the hero’s role for their organization, they may also play the villain’s part for another. While HR tries to retain its top workers, they also try to obtain the best individuals from other organizations. This is accomplished, of course, by providing more compensation and more benefits. However, the major challenge here is that HR requires effective networking. They need beneficial relationships and a bird’s-eye view of what’s going on in the sector.
Talent Acquisition and social media
People with a creative mindset are needed in the media sector. They must analyze information and determine whether or not the audience would like the new stuff. Using effective talent acquisition techniques is essential to acquiring such folks. HR departments of media conglomerates are leveraging social media to identify the employees they need. It is a simple approach to reach out to prospective applicants worldwide. Today, many recruiters are taking advantage of this.
Gregory B. Maffei
Greg Maffei – oversees the Liberty family of companies as they compete in the digital mobile era. Liberty’s stocks have consistently outperformed the indexes and peers. Liberty Media ranked #8 in Fortune’s 2021 World’s Most Admired Companies in the Media & Entertainment Industry. Maffei, an MBA from Harvard Business School currently serves as President and CEO of Liberty Media Corporation, which owns media and entertainment businesses, including subsidiaries Formula 1, SiriusXM and the Atlanta Braves, and an interest in Live Nation Entertainment. He is President and CEO of Liberty Broadband Corporation, which consists primarily of a 25% voting stake in Charter Communications and subsidiary GCI, and is President and CEO of Liberty Media Acquisition Corporation, a newly incorporated blank check company formed for the purpose of effecting a merger, capital stock exchange, asset acquisition, stock purchase, reorganization or similar business combination with one or more businesses. Maffei also serves as Chairman of the Liberty-related companies Live Nation Entertainment, SiriusXM and TripAdvisor, and as a Director of Charter Communications and Zillow. Prior to joining Liberty in 2005, Maffei served as Co-President of Oracle, Chairman and CEO of 360networks, and CFO of Microsoft. He has also served as a Director of Barnes & Noble, Citrix, DIRECTV, Dorling Kindersley, Electronic Arts and Starbucks and was Chairman of Expedia and Starz.
Recording and Analyzing Data in HR HR Data Collection is needed to meet legislative and regulatory requirements such as minimum wage hours, taxation, insurance and to maintain learning, development record. Organizational records to monitor absence levels and recruit, to control staff productivity and Statutory regulation to monitor and standardize performance systems are two major types of data collected. RDBMS and HRIMS are two methods of storing records. Relational database management systems records data in the form of rows and columns. It can store large data at high speed in a single operation. Human resource information management systems aim to integrate the human resource management and IT. Along with benefits of RDBMS, HRIMS can be customized to suit the needs and parameters of managers.
Humain-I, HR Club
Indian Institute of Management Indore