PHASE ONE

Subject: Strategic Human Resource Management Job Analysis

Name: Matt Ilczuk

Title: CEO

Time in office: 10-8

Level of Education: MBA

Organization: Entertainment Company

Name: Entertainment Lab

Size: Medium

Role of the organization: Represent unique talent and bring to life exceptional projects

Job Description:

Interview Questions:

1. What does it take to make it big in HR? What skills and expertise do you need?

The number one thing is to understand the mission statement of the organization and attract people that have the same values share similar vision. We welcome diversity in our workplace, everyone is expected to bring his or her point of view and everyone is valued. In return, we demand respect and best possible performance from all our employee

1. How HR can add more value to an organization?

As a co-founder of the company, I am also responsible for interviewing people and other tasks associated with HR. I would not want anybody else to do this job because I feel like I have developed good sense of what type of people we need.

1. How HR drives organizational performance?

By setting the right mindset and atmosphere into our workplace.

1. What are your top 7 core competencies that your company embodies in maintaining high-performing HR professionalism towards work-force?   

Caring about our clients as well as employees.

1. Can you tell us a difficult ER ( do you mean HR here?) issue that you have experienced recently and what was the outcome?

Questions for HR  

1. What is the company culture like? We represent artists and try to give them the opportunity to fulfill their potential by sending them to castings and deliver their work to well established directors. We also produce unique movies that we believe should be given a great exposure. We believe in our employees and they are given a great amount of responsibility. They are involved in key decision making such as script coverage, what talents we represent and what project we work on.

2. How do you go about finding employees? What resources do you use? The most effective ways of finding employees was through employee referral. The most valued employees are usually the ones who believe in what we do and are fully committed into our mission statement.

3. Can you tell me more about your HR policies? We value every single that enters our workplace. Everyone is treated with respect and we expect respect in return. Every employee is encouraged practise his or her critical thinking on every aspect Entrainment Lab is working on.

4. What is something that the strategic HRM is struggling with in the

    Organization? I think we should provide even more caring for our employees; however, entertainment business is a tough business, therefore, sometimes when certain employee show that they are not capable of critical thinking or simply do not learn from their mistakes, we simply fire them. This has brought a certain tension into the workplace.

5.    What is the company's overall business strategy?

We try to collaborate only on projects that make sense. We try to eliminate all the work that only requires time but does not provide any benefits or results. This is an ongoing process.

Questions for HR

1. What kind of skills does the company look for while hiring a deserving candidate? Critical thinking and thinking outside the box. If we feel like you are here to simply earn an income, you will not be hired.

2. Is there any particular training program that all employees will have to go through? All of our employees have to go through their one-on-ones with the managers. Those meetings occur bi weekly and all the employees need to improve whatever it is that they have been lacking

3. What type of system does the company use to determine level of abilities of a candidate? We have a list of special characteristics that we look for in every candidate. Such characteristics include: growth mindset, ability to think critically, clear vision, clear goals, and where do they see the company in 10 years.

4. Is there a specific strategy to manage shortage/surplus? All our employees are close to managers so that if an employee decides to leave the company, he or she let the managers know in advance, therefore, we have always enough time to look for new candidates.

5. If the turnover rate was high, what can the company do to turn in their favor? Our turnover rate is very low. We only fired 10 people since the establishment of our compan. No one has been fired for the last 2 years. All the interns usually finish their term as well

The list of duties and responsibilities under which the HR manager’s job needs to be done:

A brief description (a short paragraph the overall interview)

Job specification:

Describe Company Culture: (David fill in here)

How does the culture affect employees?: (David fill in here)

Make a list of Knowledge, Skills, Abilities, and other characteristics to perform the required job: (Muhammad fill in here..) David, what are the KSAO?(List them and i will elaborate on them) KASO is from the lecture, and the article I sent in the text is explaining what it is a little bit. Ok! Look at chapter 4 lecture for competencies and KSAO

Overall General purpose of the company: (David fill in here)

The necessary functions:  (Muhammad fill in here) David, what are the necessary functions of your company? Please read the answers.

Competencies: (Muhammad fill in here)

Qualifications and special skills required:  (Muhammad fill in here)

Physical requirements:  (Muhammad fill in here)

Supervisor responsibilities:

History:  

Entertainment lab is based in Los Angeles and works within the talent management and production industry. The company helps the upcoming talents such as actors, directors, writers, comedians to find their way out in the entertainment industry. Moreover, the company has been collaborating with other various production houses to bring out the best both in developing both the television and film projects.

The company was invented by Matt IIczuk and Sean Dubravac in the year of 2008 in Hollywood, CA. In 2011 they had a joint venture with TMA (Talent Managers Association). Last but not the least Entertainment Lab in 2014 became the first (Screen Actors Guild-American Federation of Television and Radio Artists) SAG-AFTRA approved Talent Management company in Los Angeles.

The Entertainment Lab team consists of six top members. On top of the list are both the founders of the company. IIczuk in early 2004 to 2008 looked after the sales, marketing and bookkeeping portion at MGE, Inc. - International film distribution company in Santa Cruz, California. He attended the Cabrillo college and San Jose State University. As he was born in Poland he is fluent in both Polish and English. On the other hand Dubravac from 2007-2008 was working in the Finance department of the Comerica Bank in the Century City. He was born in Serbia, and he speaks Serbian, German, Russian, and English.

The other four managers of the company are Alex Brenner, Jack Flanagan, Taylor Bright, and Angie Lucania. Alex Brenner works as a Literary Manager in the company since 2014. He went to the Trinity University in Dublin and later UCLA. He was born in San Juan Capistrano and he is proficient in Spanish. Whereas Flanagan was born in California and joined the Entertainment Lab recently back in 2016. On the other hand Taylor was born in Chicago, Illinois and also joined the company in 2016. Lastly, Lucania works as an Executive Assistant at Entertainment Lab and she joined in 2016 as well along with the other three managers. Surprisingly, she was born in San Francisco and graduated from CSUN’s cinema and Television Arts- Screenwriting program.

Mission: Just like every company has their mission statement set, Entertainment Lab mission statement is to get the best of talents into the entertainment industry and set their career in a way where they will become a super successful artist in the long run. Moreover, every employee in the company should be treated with utmost respect and everyone’s idea will be taken into consideration and valued. This mutual aspect will set the company apart and will eventually make it more successful in the future.

As Entertainment Lab positions itself as “Strategic Content Business Partner”, they also handle a content creation and production, TV format creating and production, strategic branded content creation and production, strategic branded entertainment and production, and light entertainment TV program and content distribution and franchising. (https://www.facebook.com/pg/entertainmentlabthailand/about/)

(I tried writing it keeping in mind the usual mission statement aspect that every company follows. DAVID, feel free to change as needed)

(Source APA)

Culture:

The culture of Entertainment Lab is based on respect and dignity. Every employee that comes through the door of the company is sincerely respected and valued. These characteristics bring a healthy atmosphere into the company where everyone respects each other. Since everyone is treated with respect, Matt expects to receive respect in return. This mutual admiration help to the significant growth of the company since its establishment.

Important aspect in the culture of Entertainment Lab is the amount of caring of the managers to their employees. Matt mentioned that the turnover rate at the beginning of the company was quite high and that many workers did not perform well. This observation helped Matt to establish certain changes in the HR aspects of the company. Matt said that he decided to put much more emphasis on the well being of all employees. He started by having one-on-one with all the employees bi-weekly. This help Matt to understand what are some of the reasons for dissatisfaction among employees. Engaging in these conversations, Matt and other managers have also developed much stronger and deeper relationship with the employees, which according to Matt, was the main reason for significant decrease in turnover rate. It is no surprise that with the significant reduction of turnover rate, Entertainment Lab started to grow much more quickly.

Another element of the culture at Entertainment Lab is the amount of responsibilities that every employee is assigned. At the interview, Matt asks potential employees about their goals and vision. This helps to attain cohesive picture about the employee's mindset. Once the employee is hired, he or she is expected to beyond a typical job description. All the employees are given a large amount of responsibility for their work. First, the workers in Entertainment Lab are involved in the key decision making such as script coverage and what type of scripts will be presented to well established agencies and movie directors. Employees also evaluate each talent that the company represents. If the talent has not been successful or seems to miss out on significant castings, he or she is evaluated by all of the employees who decide whether the talent should stay with the company or whether his or her contract should be terminated.

Involving all employees in a key decision making is a major part of success of Entertainment Lab. According to Matt, employees feel empowered and important, which motivates them during their daily work. Matt makes sure that everyone who works for the company is happy to be part of the culture. Once this connection is established, everything goes faster and more efficiently.

(employee benefits)

Reference

AlZalabani, A., & Modi, R. S. (2014). Impact of Human Resources Management Practice and Perceived Organizational Support on Job Satisfaction: Evidence from Yanbu Industrial City,

KSA. IUP Journal Of Organizational Behavior, 13(3), 33-52

Straz, M. (2015). Growing Without Breaking: HR's Role in Keeping Company Culture Intact. Workforce Solutions Review, 6(5), 7-9.

Solution: Qualifications and special skills required:  (Muhammad fill in here)

Entertainment Lab engages themselves with candidates who can possess strong critical thinking which is the ability to reflect evidently and logically about what to do or what to believe. It includes the skill to engage in philosophical and self-governing thinking. Someone with critical thinking skills would be able to understand the logical connections between ideas.

Thinking outside the box thinking differently, unconviently, or from a new prespective

Innovation is the backbone of any small business. Without the benefits of economies of scale, small business owners must constantly challenge themselves and their employees to be creative. Simply going by the book and sticking to traditional business models is not likely to lead to tremendous growth and success for small businesses. Instead, these owners should be encouraging their employees – and their own brains – to think outside the box in all facets of the company, from day-to-day operations to coming up with innovative marketing strategies for small business. Here are some tips on how to encourage workers to challenge themselves beyond the norm.