Strategic Human Resource Management Job Analysis

Below is the list that needs to be competed. No more than 3 to 4 pages double space. It has to be cohesive, do not just copy and paste the answers from the questions and from what other people wrote. Also, add an academic source that is not the same as others. I have also attached the HR interview questions which we asked the firm for this project.

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

1. A brief description (a short paragraph the overall interview)

1. Job specification:

1. Make a list of Knowledge, Skills, Abilities, and other characteristics needed in order to perform the required job: (fill in here..)

1. The necessary functions:  (fill in here)

1. Competencies: (fill in here)

1. Qualifications and special skills required:  (fill in here)

1. Physical requirements:  (fill in here)

Core competencies (Read below text for further guidance)

http://www.investopedia.com/terms/c/core_competencies.asp

http://smallbusiness.chron.com/core-competencies-give-organization-competitive-advantage-34568.html

Look at these articles

This is a part of one academic article I found, it talks about how having clear competencies will give you competitive advantage. We can definitely use that :)

In competitive markets, some firms are able to achieve superior results on an ongoing basis compared to their peers. A leading explanation for this outcome is that the firm possesses some kind of sustainable competitive advantage that in turn is likely due to organizational capabilities embodied in the culture, operational management, functional skills, talents and motivation of its workforce. Capabilities that provide sustainable competitive advantage are an organization’s core competencies. The strategic planning process involves making decisions about the role of core competencies in the firm’s strategy and, as appropriate, how to obtain, manage and protect those competencies. While the mission of any human resource development function in an organization is to develop competencies, the specific role for HRD in core competency management has not been addressed adequately. Here, three major roles for the HRD function in core competency management – informing the strategic planning process, identifying and then protecting core competencies – have been proposed along with various specific tasks for each.

KSAO’s

Knowledge: Mastery of facts, range of information in subject matter area.

Example: Federal regulations and directives

• Operational systems and procedures

• Budget and accounting principals

• Engineering practices

• Environmental compliance law

• Administrative practices

Skills: Proficiency, expertise, or competence in given area;  entertainment business

Example: Keyboard data entry

• Motor vehicle operation

• Computer software proficiency

• Electronic or computer repair

• Carpentry, plumbing and/or HVAC repair

• Second language proficiency

Abilities: Demonstrated performance to use knowledge and skills when needed.

Example:Organize and plan work (observed at work)

• Analyze situations, programs and problems

• Communicate orally and in writing

• Coach and mentor others

Other characteristics: Mental or physical attributes or characteristics that don’t fall under the other areas.

Examples: Proactive — takes initiative to get things done without prompting

• Copes well in stressful environments — handles complex tasks

• Reliability — assigned work is completed ahead of schedule and the quality of work is exceptional

• Multiple work assignments — capable of successfully handling various and sundry tasks

Company 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.

Every company has their mission statement set and Entertainment Lab’s 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.

Company 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.

An 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 a one-on-one with all the employees bi-weekly. This helps 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 a 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.

Communication between employees and managers is important in order to make employees understand the company goals and what is expected of them, and for managers to understand the employee needs. Lack of communication in the workforce is a big factor in employee dissatisfaction. If employees are not satisfied at their job they will not work as hard as someone who is satisfied with their job. There is a strong positive correlation between human resource management practices (HRMP) and job satisfaction among employees. Among the HRMP is communication. Higher Job satisfaction among employees increase their productivity, and increased productivity will result in better end results (AlZalabani and Modi, 2014).

Another element of the culture at Entertainment Lab is a number 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 then 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 the 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, all work gets done faster and more efficiently. Empowered employees improve their performance by finding innovative ways of correcting errors and learning from their mistakes. Employees who are encouraged to do important task tend to increase their overall effectiveness in the workplace. On the other hand, failure to encourage innovation can seriously undermine the employee long-term performance (Fernandez and Moldogaziev, 2012). Delegating reasonable power to employees can have profound benefits on the overall performance of the company; however, Matt explained that not all the decisions are automatically viewed as correct. Every decision is thoroughly evaluated by management and is put into effect only if the management agrees with the proposed decision.