netrashetty
Netra Shetty
Human Resource Management of Cartoon Network Studios : Cartoon Network Studios is an American animation studio. A subsidiary of the Turner Broadcasting System (an arm of the Time Warner media conglomerate), Cartoon Network Studios focuses on producing and developing animated programs for and related to Cartoon Network. Some programming produced by Cartoon Network Studios has also been broadcast on the now-defunct Kids' WB, Cartoon Network's sister network.
The studio began in 1994 as a division of Hanna-Barbera Cartoons which was dedicated to producing original programming for Cartoon Network, including latter-day Hanna-Barbera creations such as Dexter's Laboratory, Johnny Bravo, Cow and Chicken, I Am Weasel and The Powerpuff Girls. In 1997, the division's productions credited them as their parent studio Hanna-Barbera.
HR Managers today are focusing attention on the following-
a) Policies- HR policies based on trust, openness, equity and consensus.
b) Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners.
c) Relations- Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations.
d) Change agent- Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness- Commitment to quality in all aspects of personnel administration will ensure success.
CHANGES IN HRM :
Some of the significant changes that are likely to take place in the human resource management are as follows:
1. Increase in education levels: Due to technological progress and the spread of educational institutions workers will increasingly become aware of their higher level needs, managers will have to evolve appropriate policies and techniques to motivate the knowledge of workers. Better educated and organized workforce will demand greater discretion and autonomy at the work place.
2. Technological developments: This will require retraining and mid-career training of both workers and managers. Rise of the international corporation is proving new challenges for personnel function.
3. Changing composition of work force: In future, women and minority groups, SCs and STs would become an important source of man power in future on account of easy access to better educational and employment opportunities. Therefore manpower planning of every organization will have to take into consideration the potential availability of talent in these groups. Changing mix of the workforce will lead to new values in organizations.
4. Increasing government role: In India, personnel management has become very legalized. In future private organizations will have to co-ordinate their labour welfare programmes with those of the government private sector will be required increasingly to support government efforts for improving public health, education training and development and infrastructure.
5. occupational health and safety: Due to legislative presence and trade union movement, personnel management will have to be more healthy and safety conscious in future.
6. Organizational development: in future, change will have to be initiated and managed to improve organizational effectiveness. Top management will become more actively involved in the development of human resources.
7. New work ethic: greater forces will be on project and team forms of organization. As changing work ethic requires increasing emphasis on individual. Jobs will have to redesigned to provide challenge.
8. Development planning: personnel management will be involved increasingly in organizational planning, structure, composition etc. Greater cost-consciousness and profit-orientations will be required on the part of the personnel department.
9. Better appraisal and reward systems: organizations will be required to share gains of higher periodicity with workers more objective and result oriented systems of performance, appraisal and performance linked compensation will have to be developed.
10. New personnel policies: new and better polices will be required for the work force of the future. Traditional family management will give way to professional management with greater forces on human dignity.
11.
Core HR systems and strategies . The notion of a single source of truth
for who works for the company today is still an elusive goal. Based on pioneering work done
with customer data hubs, strategies evolved for master data management are
related to the employee life cycle. This will enable the employee data to be kept in sync across
multiple HR, payroll, benefits, and talent management systems, as well as third-party business
partners and operational applications that use employee data.
• The definition of the workforce continue to evolve. Whereas the workforce has
traditionally meant employees who are actually on the payroll, business needs encompass
tracking and provisioning a variety of “nonemployees” as well. “Nonemployees include
contractors, consultants, temporary workers, volunteers, and others who represent part of the
productive workforce. Nonemployees will be managed within the human resource management
system (HRMS) to allow for headcount and productivity analysis, project staffing, security
provisioning, training programs, and other HR-related processes
• HR outsourcing initiatives will become more focused and selective. The notion of
outsourcing a broad set of HR processes and systems has less and less support. Many of these
attempted initiatives have failed to deliver the expected cost savings and service-level goals,
and vendors aren’t making any money. Outsourcing selective HR processes of a compliance intensive
or repetitive nature, like payroll, will remain viable. Cost savings is becoming less of a
driver of HR outsourcing, with expertise and reliability being higher priorities
The Rise of Technology
No Human Resources trend list would be complete without an explicit mention of the impact of technology on all aspects of the field. As mentioned the power of technology all through these trends, but still cite technology as a major trend. Technology has transformed the way in which Human Resources offices manage and communicate employee information and communicate with employees, in general.
In a world in which identity theft is prevalent and can cost an employee countless working hours over several years to correct, safeguarding employee records is critical. Identity theft is so serious and rising that every employer needs a plan to prevent.
Did words like Intranets, wikis, webinars, and blogs exist in common language ten years ago? Now, employees use them internally to stockpile information, work collaboratively, and share opinions and project progress. They can even work virtually and with distant teams simultaneously. They hold meetings and share visuals with teams from all over the world.
The studio began in 1994 as a division of Hanna-Barbera Cartoons which was dedicated to producing original programming for Cartoon Network, including latter-day Hanna-Barbera creations such as Dexter's Laboratory, Johnny Bravo, Cow and Chicken, I Am Weasel and The Powerpuff Girls. In 1997, the division's productions credited them as their parent studio Hanna-Barbera.
HR Managers today are focusing attention on the following-
a) Policies- HR policies based on trust, openness, equity and consensus.
b) Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners.
c) Relations- Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations.
d) Change agent- Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness- Commitment to quality in all aspects of personnel administration will ensure success.
CHANGES IN HRM :
Some of the significant changes that are likely to take place in the human resource management are as follows:
1. Increase in education levels: Due to technological progress and the spread of educational institutions workers will increasingly become aware of their higher level needs, managers will have to evolve appropriate policies and techniques to motivate the knowledge of workers. Better educated and organized workforce will demand greater discretion and autonomy at the work place.
2. Technological developments: This will require retraining and mid-career training of both workers and managers. Rise of the international corporation is proving new challenges for personnel function.
3. Changing composition of work force: In future, women and minority groups, SCs and STs would become an important source of man power in future on account of easy access to better educational and employment opportunities. Therefore manpower planning of every organization will have to take into consideration the potential availability of talent in these groups. Changing mix of the workforce will lead to new values in organizations.
4. Increasing government role: In India, personnel management has become very legalized. In future private organizations will have to co-ordinate their labour welfare programmes with those of the government private sector will be required increasingly to support government efforts for improving public health, education training and development and infrastructure.
5. occupational health and safety: Due to legislative presence and trade union movement, personnel management will have to be more healthy and safety conscious in future.
6. Organizational development: in future, change will have to be initiated and managed to improve organizational effectiveness. Top management will become more actively involved in the development of human resources.
7. New work ethic: greater forces will be on project and team forms of organization. As changing work ethic requires increasing emphasis on individual. Jobs will have to redesigned to provide challenge.
8. Development planning: personnel management will be involved increasingly in organizational planning, structure, composition etc. Greater cost-consciousness and profit-orientations will be required on the part of the personnel department.
9. Better appraisal and reward systems: organizations will be required to share gains of higher periodicity with workers more objective and result oriented systems of performance, appraisal and performance linked compensation will have to be developed.
10. New personnel policies: new and better polices will be required for the work force of the future. Traditional family management will give way to professional management with greater forces on human dignity.
11.
Core HR systems and strategies . The notion of a single source of truth
for who works for the company today is still an elusive goal. Based on pioneering work done
with customer data hubs, strategies evolved for master data management are
related to the employee life cycle. This will enable the employee data to be kept in sync across
multiple HR, payroll, benefits, and talent management systems, as well as third-party business
partners and operational applications that use employee data.
• The definition of the workforce continue to evolve. Whereas the workforce has
traditionally meant employees who are actually on the payroll, business needs encompass
tracking and provisioning a variety of “nonemployees” as well. “Nonemployees include
contractors, consultants, temporary workers, volunteers, and others who represent part of the
productive workforce. Nonemployees will be managed within the human resource management
system (HRMS) to allow for headcount and productivity analysis, project staffing, security
provisioning, training programs, and other HR-related processes
• HR outsourcing initiatives will become more focused and selective. The notion of
outsourcing a broad set of HR processes and systems has less and less support. Many of these
attempted initiatives have failed to deliver the expected cost savings and service-level goals,
and vendors aren’t making any money. Outsourcing selective HR processes of a compliance intensive
or repetitive nature, like payroll, will remain viable. Cost savings is becoming less of a
driver of HR outsourcing, with expertise and reliability being higher priorities
The Rise of Technology
No Human Resources trend list would be complete without an explicit mention of the impact of technology on all aspects of the field. As mentioned the power of technology all through these trends, but still cite technology as a major trend. Technology has transformed the way in which Human Resources offices manage and communicate employee information and communicate with employees, in general.
In a world in which identity theft is prevalent and can cost an employee countless working hours over several years to correct, safeguarding employee records is critical. Identity theft is so serious and rising that every employer needs a plan to prevent.
Did words like Intranets, wikis, webinars, and blogs exist in common language ten years ago? Now, employees use them internally to stockpile information, work collaboratively, and share opinions and project progress. They can even work virtually and with distant teams simultaneously. They hold meetings and share visuals with teams from all over the world.
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