Employee Resourcing: News Editor - Assignment Example

Employee Resourcing The job considered here belongs to print media. The designation is senior sub editor/News Editor. Job the candi has to look after the news that is coming from network of the organisation and from the agencies with which the organisation has the tie up. He must select important news from them and present it in an interesting format. If any news article is interesting and allows us to analyse it, he can analyse and write an analytical article on it. He should take care about the captions for the news articles, so that by seeing those captions people must get interest to read news or article. He must plan the design of the pages according to the priority of the news and the articles with him and can ask reporters and sub editors to give and edit the items accordingly. For this purpose he must take dummy pages from the advertisement department so that he can know how much space was available for the news. It is the duty of the advertisement department to supply the dummy pages and if they are not given in time, he must contact them and ensure the space available for the news. The candidate will be given the designation of news editor if he is having enough knowledge and skills regarding the management of the pages. He must monitor the uploading and Home page of Online edition of the news paper. He can allot work regarding features to subeditors in online edition which are not part of print edition. This is due to increase the popularity of online edition in the ever increasing internet viewer ship. Problem Solving: The candidate must have reasonable problem solving skills as he is responsible for the news and articles published for the reading of thousand and lacs of readers. When a controversial news or article comes to him he must be in a position to decide as early as possible whether to publish it or not. In general this type of problem must be solved at the desk level itself and if it is serious it can be taken to the concern of editor or management. There will be problem regarding the attendance of staff as the print media work in night shifts. He must see that reasonable number of staff must be available for night shift as the density of work will be more at night. He should be responsible for the linguistic skills of his subeditors as they plan the presentation of the news and articles in a page. When they get any doubt regarding editing and meaning he must be in a position to clarify it and ensure that the work will be done. There will be a problem if the pages are not submitted for processing before timeline. This problem of delay in submitting pages occur when the staff is not sufficient and if there is any scoop news or a special edition in process. If that is the case he must ensure that there will be more staff present for the occasion. His problem solving capabilities lie in the fact that how many number of articles and news he is allotting for a particular page depending on the space available on that page. The number of articles he allots to that particular page must depend on the space available after the advertisements. This type of skill in him will avoid the situation of some sub editors getting more number of articles than required and some other getting less than the necessary number. Technical and professional expertise: The technical and professional regarding this job is about fundamental knowledge about the tool used in page making. He must have an understanding about the software package that was used in placing the articles on the page. This expertise makes him understand the problems of the sub editors and enables him to think about the solutions for the problem. If it needs he can recommend for an up gradation of the software to the technical department. The professional expertise in this job is regarding the publication of news and articles according to their importance. The placement of news or an article will decide the readership of it. So he must be able to decide the placement of news and articles and in necessary conditions must be able to write an article or make sub editors and reporters write articles which can create sensation regarding the current affairs. The articles he intends to write must be innovative in narration and polished in language. His analytical skills must be reflected in any article he writes and asks his subordinates to write. Working conditions: one of the working conditions for him is working in odd times. He must work in night shifts and must be ready to go home late night. He must develop coordination with two or more departments. His department will be editorial and he must work in tandem with processing (in order to submit the work in time), internet (to upload the print edition and receiving important inputs from that department if necessary), technical (can ask for DTP operators in need of composing articles written or dictated by sub editors and reporters. Apart from all these things he must be in contact with editor and the management to receive inputs regarding work and give them outputs about the work done. He must show managerial qualities along with editorial skills to manage in the above mentioned working conditions. The work nature of the above job will be according to the ethos of equal opportunities policy. The problem of working in night shifts is solved by providing conveyance from home to the office and from office to home. This entitles even female candidates to apply for the job. The other responsibilities, technical and professional expertise and working conditions were suitable for any candidate irrespective of sex, creed, race, nationality and religion. The only thing needed is to develop the required skills. The development of required skills for the job will pose equal difficulties and opportunities for both the sexes and the candidates belonging to different categories mentioned above. The job description represents a commitment for a common set of values and objectives. This offers a consistent approach for communication. It helps in implementing and monitoring the policy of equality regarding sex, religion, race and nationality. The contents in the job description were appropriate to reflect specialist ethos which enable us to link to other policies and procedures. Each organisation will develop equal opportunities code of practice setting out the action for implementation of equality policy. The job description and the organisation must be committed to promote and achieve equality of opportunity for all candidates for all posts available. If any obstacles are there the management should try to remove them by providing additional facilities to remove the hassles in providing equality. Even the social status and appearance must be considered for equality when organisations plan a policy for it. Equality of opportunity must be a fundamental to good practice in employment, in which fairness in giving opportunity for all will be a basic right. The following values can be followed for nice implementation of the policy. 1 The implementation must ensure equality and social justice, recognising the values in diversity, respecting others irrespective of status and other qualities, implementation of equal opportunities legislation, eradication of all types of prejudice that causes discrimination, the attitudes that cause discriminatory behaviour must be removed, commitment to inclusive recruitment that is capable of supporting all candidates to develop to their full potential, assurance for a positive development of all staff at different levels, responsibility for complying with this policy by all members of the organisation and committees in the organisation, By adhering to above values the following objectives can be achieved: Development of ethos that respect and value all the people Promotion of equality in offering opportunities Preparation of staff and candidates for future in a diverse society and environment Promotion of benevolent relations among the staff and the clients of the organisation and development of wider communication Eradication of unfair discrimination, unfair harassment and all the attitudes that result in oppressive behaviour2 Delivery of equality in offering opportunities in policies, procedures and in their practice Doing maximum from the available sources, removing the barriers that limit or discourage access for growth Monitoring the implementation of equal opportunities within the organisation Setting targets for improvement and analyse the development of equal opportunities and action in reaching the targets. The organisation requires taking of steps for equal opportunities policy for all staff and candidates, stakeholders, clients and partners .Responsibilities and accountabilities for the managerial staff The managerial staff must make sure that the organisation follows all of its equality and diversity policies. It develops codes and be capable to meet its legal responsibilities regarding the equality legislations, The head of a department will be responsible for Giving a consent and high profile lead for equality and diversity Promotion of equal opportunities internally and externally of the organisation Assuring that the policies and procedures of organisation will comply with the legislation regarding equality They must ensure that the organisation complies with the codes of practice regarding the equality and diversity policies. The Management will be responsible for Making equality and diversity policies as codes of practice By being responsible they have to make all staff responsible by offering support and training, which is necessary to carry forward the policies prescribed above When any unfair discrimination or harassment happens relevant action should be taken Along with the management which implements all the above policies and measures, the staff who receives that treatment must Promote equality and diversity in order to remove discrimination which is unfair They have to challenge and must be able to avoid any unfair discrimination which was caused by racial, sexual basis. All the other acts which encourage the unfair discrimination must be strictly avoided. It is the responsibility of the staff to keep up to date with the legal compulsions regarding the equality law. This is possible by participating in diversity training that concentrates on equal opportunities. This must be offered by the management Staff must respect their colleagues, subordinates, clients, customers and other people though the company have monopoly in the field it operates They have to obey the organisation's policies and codes regarding equality and diversity. There must be a working group in the company to monitor the equal opportunities policy in every department. The working group must report to the management and board of directors about the compliance and violations of equality law in the organisation. If the company have any branches, the working group must review the policies adopted and measures taken to implement them. This must ensure the compliance with equality legislation a reality at every place of the company. The management must behave in such a manner that all the individuals including the board of directors must ensure the implementation of equality policies and assure the compliance with equality legislation. Part B After the implementation of equality legislation 2006 the equality and human rights will expand the vision of modern, fairer and more prosperous Britain. 1 The inequalities in Britain will be minimised and slowly disappear. By offering and extending opportunities to all type and categories of people by all means their skills will be honed and if they were honed they will be harnessed. The potentiality of the every member of the society will be unveiled and it will be spent for the well being and prosperity of the nation. The equality act has certain responsibilities prescribed regarding trade and industry, work and pensions. The implementation of this act ensures equality in trade and the employment in industry. It will distribute the work equally and ensure that the pensions will be given on a basis of equality for the persons who deserve them. The act will result in establishing the commission for equality and human rights and specifies its functions and duties. The unfair discrimination will be termed unlawful from now. Any type of discrimination on the grounds of religion, sex, belief and education will be termed unreasonable and liable for prosecution. 2 The provisions in the act will ensure that the discrimination on the grounds of sex in providing goods, facilities, services and education will be avoided. This is capable of creating an atmosphere in the public authorities to establish equality of opportunity between women and men. This prohibits sex discrimination and harassment on the basis of sex in public places and functions. The CEHR formed by the act will take over the work of equal opportunities commission, the commission for racial equality and the disability rights commission. Till now all the above entities used to work on separate fields to ensure the equal opportunities atmosphere. Till now all the above entities were working to ensure equality regarding sex, race and disability separately. But now all the above categories were unified and the implementation of the act will beyond the above mentioned equality categories. This will make the authorities to get additional responsibility of promoting equality by combating unfair discrimination by terming and making it unlawful. The EOC, CRE and DRC were created by the 1975, 1976 and 1999 acts regarding sex discrimination, race relations and disability rights commission. But the present legislation combats any inequality in opportunities and payments. The equality in payment and avoiding the disability discrimination will come under the new act. This ensures the victims to get justice under one roof and every one will not have any confusion regarding the agency to be approached in case of any discrimination cited. The equality that should be provided to both the sexes in employment opportunities was made possible by 2003 act regarding employment equality (sexual orientation). Similarly the employment opportunities that should be provided equally to people of all religions and beliefs was implemented by enacting SI 2003/1660. These regulations made the inequality and discrimination due to sex and religion unlawful. The legislations regarding the equality also treat the discrimination due to age as unfair and consider it unlawful provided the age is within the limits prescribed by the law as eligible for the job and education. This current legislation will take the provisions of the human rights act 1998 by making human rights as part of equality act. Discrimination due to any type of cause can be termed as human right violation according to present law. By establishing equality regarding all the categories the human rights of each and every individual will be protected. Till now there is no statute that is capable to take responsibility for promoting equality and fighting unfair discrimination. But after enacting the equality law the statute has overcome the 1998 act that was enacted to deal with the human right violations separately. The present law was a consequence of the consultant paper issued by the Government in 2002. That consultant paper talked about the future structures of equality institutions. That paper was even comprised of reviewing the present support for equality legislation institutionally. The options for the future were discussed and the present legislation was a resultant of the provisions in that consultant paper. The majority of the people, and legislators responded to that paper supported the view of establishing a single equality body. That single equality body formation was materialised in the form of CEHR after the equality legislation in 2006. After that in 2003 the government declared that it intends to bring the work of existing commissions under a new body. The proposed new body have to take responsibility of new laws that are to be enacted to promote equality regarding age, religion, belief and sexual orientation. This paved the way for the provision of human rights in the equality frame. The present legislation brought that human right frame work into the equality category and mad CEHR responsible for its implementation. In 2004 the government published Cm 6185 fairness for all: A new commission for equality and human rights; a white paper that discussed the duties of present CEHR. This white paper was responsible in making provisions in the equality legislation 2006 which enabled it to form CEHR that is responsible for implementation of the legislation. The provisions in the legislation made CEHR a single body that is responsible for the implementation of equality law and makes possible the equality in education, career, and jobs and in social functions. After inviting different views they prepared a consultation paper in 2004 and the suggestions of the supporters of that paper was responsible for the present legislation. CEHR was delegated with investigating power and taking decisions on the matter of violating the equality legislation. The regulations that are to be proposed, framed and implemented regarding the equality legislation will be the part of the duties of CEHR along with monitoring the situation, regulating it and investigations of the violations. According to section 3 of the legislation CEHR must combine the work in equality, human rights and good relations between different categories in the country. The functions which are mentioned in section 1 will be exercised by CEHR and this thing was accepted by the act in section 3. This over writes all the previous statutes and regulatory bodies formed to implement equality in different sections and sectors. The section 4 talks about the strategic plans of the CEHR for exercising its authority as the monitor, regulator and framer of the equality procedures and policies in each and every sector like education, jobs, human rights, sex, religion, belief, group etc. The priorities of the CEHR in implementing were determined by this section. The subsections in section 4 make compulsory the review of the strategic plan once in three years of publication. It was made mandatory for CEHR to publish the plan and strategy and send the first copy to secretary of state for laying before the parliament, so that parliament will be ultimate authority to review the implementation and situation. After the making of strategic plans in section 4, section 5 talks about the consultations on strategies for the implementation. As it is reasonable to take consultation of the experts on every issue, the CEHR will take advise and suggestions from the persons who are experts and have knowledge and experience regarding equality issues. They may be from legal fraternity, social service or political community. But the duty of the CEHR is to take consultations from as bigger group as possible. In this course it must take the representations into consideration and act accordingly. If the representations were not in the jurisdiction of the law or CEHR it must report to the parliament. The next section talks about the most important thing transparency, which is critical to bring equality in the society. That is disclosure issue. The things regarding rights and responsibilities must be disclosed for the common good. But at the same time the details of the investigation must be kept undisclosed till for time of completing the investigation. The disclosure of the investigation details pre maturely may affect the investigation. So CEHR must decide judiciously on the matters of disclosure. According to subsection 3 of this section it will not permit the disclosure of the information provided by or regarding the intelligence service. That type of material must be released to public only according to provisions in section 4. This needs the consent of intelligence. In the last subsection 6 the penalty for the violation of the law was at a statutory maximum of 5,000 pounds. But this can be termed as a lapse in CEHR authority. By having a statutory maximum and none other than it, the regulatory cannot control the violations of the corporate entities which feel that the above amount is not a consideration when the benefits of violation are more than it. As it was mentioned above that the human rights part also was considered as a part of implementation of equality act. But in the case of Scotland matters the CEHR is not supposed to act on or implement the human rights as part of equality law. This needs the Scottish parliament consent for the implementation. Scottish parliament must establish a person with a designation at the level of at least commissioner to act and monitor upon the human rights issues which come under the equality legislation. After the above restrictions and authorities of the CEHR, now comes the equality and diversity which is a core part of the law and the content of it. The coming sections will set out clear duties and responsibilities for the commission. The powers and responsibilities were clearly outlined and distinguished. The provisions from section 8 will make CEHR to promote understanding and encouraging of good practice regarding equality and diversity. They include promoting equality and awareness in understanding of the rights from the concept of equality. The subsections in this section enable to carry out activities to implement equality rights regarding disability. Any special requirements and facilities for the disabled persons to make them almost equal with others can be implemented by the commission. After that the new issue which was inducted in the act will come into fore. That is Human rights issue. This makes CEHR to conduct programs which promote the importance of human rights. They must encourage good practice in implementing human rights for all categories of the society. The commission is attached with a responsibility for implementing the human rights act of 1998 and the conventional rights defined in section 1 of the human rights act. After this the CEHR was given responsibility to deal with public authorities in implementation of the act. Along with this the commission must deal with voluntary and private organisations to see that the act will be implemented. The public authorities can be used as a tool in encouraging and promoting the equality activities. Conclusion: The enacting of equality legislation 2006 all the equality measures including the human rights activities were brought under a same regulatory umbrella which makes the implementation and monitoring easy and reliable. But the funding of the commission and the decisions that are to be taken by the administration in the matters of contention and non implementation must be quick enough to add vigour and reliability to the actions of the commission. More importantly the maximum fine of 5000 pounds must be taken into consideration as it is not enough to control the bigger corporate entities when they deal with bigger business deals and the clients. So it can be matter of contention and a thing that needs review. The maximum fine amount can be increased and the levying of the fine must depend upon the financial state, standard and level of the organisation or the individual which or who violated the provisions of the act. References: 1. Not mentioned, 2006, job description writing guide, HR, ,electronic, 11-11-06, http://www.absolutehrsolutions.com/jobdescriptions.html 2. Equal opportunities working group of Macclesfield College Corporation committee, 2006, Equal opportunities policy, Macclesfield learning zone, , electronic, 11-11-06, http://www.learningzone.ac.uk/Policies/eqoppolicy.aspx 3. Commission for equality and human rights, 2006, Equality act, CEHR, ,electronic, 11-11-06, http://www.womenandequalityunit.gov.uk/cehr/index.htm 4. Commission for equality and human rights, 2006, explanatory notes on equality act, UK government, ,electronic, 11-11-06, http://www.opsi.gov.uk/acts/en2006/2006en03.htm Read More