netrashetty
Netra Shetty
Human Resource Management of Sony Pictures Entertainment : Sony Pictures Entertainment, Inc. (SPE) is the television and film production/distribution unit of Japanese multinational technology and media conglomerate Sony. Its group sales in 2010 has been reported to be of $7.2 billion.
The importance of human resource
management (HRM)
Necessary part of the organising function of
management
Selecting, training, and evaluating the work force
As an important strategic tool
HRM helps establish an organisation’s sustainable
competitive advantage.
Adds value to the firm
High performance work practices lead to both high
individual and high organisational performance.
Self-directed work teams
Job rotation
High levels of skills
training
Problem-solving groups
Total quality management
procedures and processes
Encouragement of
innovative and creative
behavior
Extensive employee
involvement and training
Implementation of
employee suggestions
Contingent pay based on
performance
Coaching and mentoring
Significant amounts of
information sharing
Use of employee attitude
surveys
Cross-functional
integration
Comprehensive employee
Environmental factors affecting HRM
Labour union
An organisation that represents workers and seeks to
protect their interests through collective bargaining.
Collective bargaining agreement
A contractual agreement between a firm and a union
elected to represent a bargaining unit of employees of
the firm in bargaining for:
Wage, hours, and working conditions.
(cont’d)
Affirmative action
The requirement that organisations take proactive steps
to ensure the full participation of protected groups in its
workforce.
Laws and regulations
Limit managerial discretion in hiring, promoting, and
discharging employees.
Robbins, Bergman, Stagg, Coulter: Management 4e © 2006 Pearson Education Australia
5
Robbins, Bergman, Stagg, Coulter: Management 4e © 2006 Pearson Education Australia
Managing human resources
Human resource (HR) planning
The process by which managers ensure that they have
the right number and kinds of people in the right places,
and at the right times, who are capable of effectively and
efficiently performing their tasks.
Helps avoid sudden talent shortages and surpluses.
Steps in HR planning:
Assessing current human resources
Assessing future needs for human resources
Developing a program to meet those future needs
Current assessment
Human resource inventory
A review of the current make-up of the organisation’s
current resource status
Job Analysis
An assessment that defines a job and the behaviors
necessary to perform the job
Requires conducting interviews, engaging in direct
observation, and collecting the self-reports of employees
and their managers.
Knowledge, skills, and abilities (KSAs)
Need Assessment
Being the multinational company they are very much interested about the performance of their employee. For its purpose they keep on assessing the needs of training of the employee. if they are not achieving their targets or their performances not upto the standards. If only one employee is lacking regarding his performance or any particular skill is required in order to improve his interpersonal skills. Even then management try out the way to improve his skill by retraining efforts.
The management rates the following factor which are necessary for training.
1. Attitude
2. skill
3. motivation
4. experience
Method Of Gathering Needs Analysis Data
In order to provide valuable services and improvement in the business, the organization keep on updating the training material. Job description and specification are designed according to the skill, knowledge and ability. The company also conduct a survey, phone calls which is normally known as service calls in order to ask the perception of general public regarding their employee.
As company ISO 9000 certified so they keep all the documents regarding the performance of the employee. They also maintain a questionnaire and get it fill by the employee in order to get feed back about their performance twice a year. Company keep on improving the skill of employee to various skill improving test
The importance of human resource
management (HRM)
Necessary part of the organising function of
management
Selecting, training, and evaluating the work force
As an important strategic tool
HRM helps establish an organisation’s sustainable
competitive advantage.
Adds value to the firm
High performance work practices lead to both high
individual and high organisational performance.
Self-directed work teams
Job rotation
High levels of skills
training
Problem-solving groups
Total quality management
procedures and processes
Encouragement of
innovative and creative
behavior
Extensive employee
involvement and training
Implementation of
employee suggestions
Contingent pay based on
performance
Coaching and mentoring
Significant amounts of
information sharing
Use of employee attitude
surveys
Cross-functional
integration
Comprehensive employee
Environmental factors affecting HRM
Labour union
An organisation that represents workers and seeks to
protect their interests through collective bargaining.
Collective bargaining agreement
A contractual agreement between a firm and a union
elected to represent a bargaining unit of employees of
the firm in bargaining for:
Wage, hours, and working conditions.
(cont’d)
Affirmative action
The requirement that organisations take proactive steps
to ensure the full participation of protected groups in its
workforce.
Laws and regulations
Limit managerial discretion in hiring, promoting, and
discharging employees.
Robbins, Bergman, Stagg, Coulter: Management 4e © 2006 Pearson Education Australia
5
Robbins, Bergman, Stagg, Coulter: Management 4e © 2006 Pearson Education Australia
Managing human resources
Human resource (HR) planning
The process by which managers ensure that they have
the right number and kinds of people in the right places,
and at the right times, who are capable of effectively and
efficiently performing their tasks.
Helps avoid sudden talent shortages and surpluses.
Steps in HR planning:
Assessing current human resources
Assessing future needs for human resources
Developing a program to meet those future needs
Current assessment
Human resource inventory
A review of the current make-up of the organisation’s
current resource status
Job Analysis
An assessment that defines a job and the behaviors
necessary to perform the job
Requires conducting interviews, engaging in direct
observation, and collecting the self-reports of employees
and their managers.
Knowledge, skills, and abilities (KSAs)
Need Assessment
Being the multinational company they are very much interested about the performance of their employee. For its purpose they keep on assessing the needs of training of the employee. if they are not achieving their targets or their performances not upto the standards. If only one employee is lacking regarding his performance or any particular skill is required in order to improve his interpersonal skills. Even then management try out the way to improve his skill by retraining efforts.
The management rates the following factor which are necessary for training.
1. Attitude
2. skill
3. motivation
4. experience
Method Of Gathering Needs Analysis Data
In order to provide valuable services and improvement in the business, the organization keep on updating the training material. Job description and specification are designed according to the skill, knowledge and ability. The company also conduct a survey, phone calls which is normally known as service calls in order to ask the perception of general public regarding their employee.
As company ISO 9000 certified so they keep all the documents regarding the performance of the employee. They also maintain a questionnaire and get it fill by the employee in order to get feed back about their performance twice a year. Company keep on improving the skill of employee to various skill improving test
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