People Mix
Technologies, no doubt, play an important role in improving the quality of goods or services produced and generated by an organisation but ultimately it is the quality of human resources that plays a decisive role. It is right to mention that with the help of sophisticated communication technologies the entertainment organisations have been successful in improving the quality of their services but failing the world class personnel working as characters or serving as distributors they would hardly be successful in accomplishing the organizational goals. It is against this background that we need to assign due weightage to the people mix of an organisation.
They need to manage different categories of personnel because some of them work as artists whereas some others work as distributors. While managing the marketing activities, the professionals are supposed to make it sure that quality artists are recruited, imparted an ongoing training facility, motivated sufficiently and controlled professionally. In addition to the core personnel, they also need to make it sure that the supporting personnel are of quality. They need to know how to behave, how to influence, how to convince and how to win.
Since we find them working at almost all the stages, it is pertinent that they are efficient, sincere, dedicated, committed to the profession, value-based and prove themselves to be high performers. We can't negate that even they need an ongoing training to perform efficiently and decently. The marketing professionals bear the responsibility of improving their efficiency and enriching their faculties, specially related to the behavioural profile.
In both the categories of personnel, they need performance-orientation which would hardly be possible, if they don't think about employee-orientation. It is in this context that the professionals need to link their incentive plans to the efficiency index. The personnel proving their excellence as high performancers and helping the entertainment organisations in promoting the quality and sale ability need to be rewarded suitably.
If the efficients, either acting as core personnel or serving as supporting personnel, get suitable incentives, even the inefficients would evince their interests in improving the credentials. Contrary to it, if the professionals start rewarding uniformly to both the efficients and inefficients even the efficients would start degenerating.
In view of the above, it is right to mention that the entertainment organisations also need to manage the people mix where both the categories of personnel, viz. core and supporting need due attention of the professionals- We are not supposed to forget that ultimately it is the quality of human resources that plays a decisive role in shaping a new perception of quality.
Technologies, no doubt, play an important role in improving the quality of goods or services produced and generated by an organisation but ultimately it is the quality of human resources that plays a decisive role. It is right to mention that with the help of sophisticated communication technologies the entertainment organisations have been successful in improving the quality of their services but failing the world class personnel working as characters or serving as distributors they would hardly be successful in accomplishing the organizational goals. It is against this background that we need to assign due weightage to the people mix of an organisation.
They need to manage different categories of personnel because some of them work as artists whereas some others work as distributors. While managing the marketing activities, the professionals are supposed to make it sure that quality artists are recruited, imparted an ongoing training facility, motivated sufficiently and controlled professionally. In addition to the core personnel, they also need to make it sure that the supporting personnel are of quality. They need to know how to behave, how to influence, how to convince and how to win.
Since we find them working at almost all the stages, it is pertinent that they are efficient, sincere, dedicated, committed to the profession, value-based and prove themselves to be high performers. We can't negate that even they need an ongoing training to perform efficiently and decently. The marketing professionals bear the responsibility of improving their efficiency and enriching their faculties, specially related to the behavioural profile.
In both the categories of personnel, they need performance-orientation which would hardly be possible, if they don't think about employee-orientation. It is in this context that the professionals need to link their incentive plans to the efficiency index. The personnel proving their excellence as high performancers and helping the entertainment organisations in promoting the quality and sale ability need to be rewarded suitably.
If the efficients, either acting as core personnel or serving as supporting personnel, get suitable incentives, even the inefficients would evince their interests in improving the credentials. Contrary to it, if the professionals start rewarding uniformly to both the efficients and inefficients even the efficients would start degenerating.
In view of the above, it is right to mention that the entertainment organisations also need to manage the people mix where both the categories of personnel, viz. core and supporting need due attention of the professionals- We are not supposed to forget that ultimately it is the quality of human resources that plays a decisive role in shaping a new perception of quality.