HR Manager of a Large Cinema Chain Based in London - Coursework Example

HR Manager of a Large Cinema Chain Based In London Table of Contents (i)Introduction 3 (ii) Role of HR Planning In the Resourcing Process 4 (iii) Importance of the Job Analysis Stage 6 (iv) Recruitment Tools and Selection Techniques Appropriate For Hiring the Cinema Manager 8 (v) Importance of an Effective Induction and Appropriate Retention Strategies 9 (vi) Current State of the UK Employment Market and Its Effect on the Resourcing Strategy for the Cinema Manager 11 (vii) Conclusion 14 References 15 (i) Introduction Management of the human resources effectively is one of the important aspects in an organisation. It is important for the human resources manager to take into consideration all the designed policies along with procedures when recruiting any employee. The facet of human resource planning is the procedure of identification and quantification of the present personal resources and the needs of the future. The internal as well as the external environment of the organisation have an influence on the human resource manager and the selection process adopted. The job market of the country and the rate of unemployment also play a major role in the human resource recruitment process. The recruitment manager requires few qualities in order to select the right person at the ‘right place and time’. There are several policies for the process of recruitment. In accordance with the provided scenario stetting, the HR manager desires to recruit a cinema manager for a large cinema chain business in London so that the individual can perform according to the policies and principles of the business. The recruitment along with the selection process forms a part of the HR strategy. The main objective of the HR manager for the purpose of recruitment is to employ an individual who can work hard to achieve the desired goals of the business. The analysis of the skills required, judging the ability of the individual along with making an evolution of the performance capability of the individual are the key determinants for the HR manager (Sims, 2005). The process of recruitment is one of the critical tasks of the HR manger as it is the method of attracting new individuals in the organisation to achieve its set out goals. The aim of the essay is to evaluate the importance of the recruitment process for the new cinema manager as well as to evaluate the process of selection along with induction. (ii) Role of HR Planning In the Resourcing Process HR planning (HRP) is important for an organisation to achieve its strategic goals. HR planning is done with the concept that people are amid the most important resources for any organisation. They are the core component of the business as they work in accordance with the requirement of the business development. It is the decision making procedure which helps in identifying the right person for the job. Motivating the employed person facilitates to attain greater performance and create a bridge between the management along with the people planning activities. HRP is of two forms i.e. the “Hard” and “Soft” HRP. Hard HRP focuses on the allocation of the right person with the quality needed for the business to flourish. On the other hand, soft HRP endeavours to build the culture of the organisation by achieving the goals, principles and beliefs of the people. The role of HR planning is to merge resourcing need of the future with the HR plans of future. The aim of HRP is to attract and retain the talent pool for a long-term that has the competency and the skill to maintain the job and follow the norms of the business. Also, the role of the HRP is to train the employees in keeping with the business principles so that they can adopt themselves based upon the situation and withstand the uncertainties along with the altering environments. Furthermore, the role is to create a flexible environment for the people by providing flexible system for the process of work (Taylor, 2005). HRP has various processes as evaluated in the figure 1. Figure 1 Source: (Prashanthi, 2013) HRP depends on the business type and the demand that the activities performed in the business have in the market. The resource planning strategy endeavours to obtain employees who would have a competitive edge because of their knowledge and critical thinking ability. The internal as well as the external environment of the business also have an effect on HRP. The objective of the HRP is to recruit the right person for the business who has the capability of managing the different scenarios and taking decisions that are beneficial for the success of the business (Prashanthi, 2013). In addition, one of the key roles of HRP in the process of recruitment and selection is assess if any employee within the establishment would like to apply for the vacant position. In keeping with the concerned scenario, advertisement of the vacancy for the position of cinema manager through the mediums such as television would be effective for attracting candidates. In this scenario, advertisement would help in stating the criteria required for the purpose of recruitment of a cinema manager who has the capability to perform and address the diversified scenarios. Correspondingly, HRP process acts as a prudent dimension to the committee of selection for the purpose of screening, selecting and also shortlisting the candidate as per the policies of the business i.e. the large cinema chain. Providing the shortlisted candidate with the information about the venue of the interview, the policies, and the issues they might face while working with the organisation would frame a major part of the HRP. It is the responsibility of the HR planner to inform the candidates about the salary and the generic policies of the company. Location is another key aspect for the process of recruitment. With regard to the cinema chain business, the manager must be capable to connect with the audience in the local language to attract the customers and be useful in resolving issues if any (Anyim & et. al., 2012). For the purpose of the large cinema chain business based in London, the HR must seek for the candidates who have the willingness to work in this sector and is contented with the policies of the business. This would facilitate to sustain the manager for the long-term, thereby avoiding any issues in the future. (iii) Importance of the Job Analysis Stage The procedure to gather information regarding the duties, responsibilities, outcomes and the work environment with regard to a particular job is known as job analysis. It is the process by which the job responsibility, the tasks to be performed and the skills required are analysed. In case of the large cinema chain, the manager must be well acquainted with the timings of the show, the demand analysis of the movies and should possess the skill to deal with the customers efficiently (American University of Beirut, n.d.). Job analysis is of importance as it helps to evaluate the job position, description and job worth. It is important for the selection of the right candidate and is useful in measuring the performance standard. Job analysis is closely associated with job description. Job analysis is vital to frame the adequate need for job description which is an important component of HR. Without the analysis of the job, the skills required and the duty to be performed by the candidate cannot be explained (American University of Beirut, n.d.). The prevailing roles and responsibilities of the cinema manager have been briefly explained. In this regard, customer service is one of the major job responsibilities of the manager. Thus, the manager recruited must be interactive and friendly when dealing with the customers. Moreover, the manager must have the capacity to respond to the queries and to resolve the problems regarding the customers in the cinema premises. The manager must have the attitude to make decisions regarding the providence of movie pass to the regular customers to increase repeat business. Customer service would be the core job responsibility for the manager to ensure greater sustainability of the business. For this purpose, job analysis is of great importance. Additionally, the manager of the cinema business have to perform the operational activities such as banking activities, taking care of the premises, monitoring the cleaning of the equipment and other repair related jobs. For this purpose, the manager needs to be attentive and be responsible. Thus, the dimension of job analysis is of greater relevance. The analysis also requires recruiting the manager who has the capability of conducting marketing activities such as assembling banner of the upcoming movies to attract customers for the advance booking (Suttle, 2013). Consequently, all these activities are only possible if the analysis of the job is carefully done by the HR before recruiting or selecting manager for the cinema business. (iv) Recruitment Tools and Selection Techniques Appropriate For Hiring the Cinema Manager The method of recruitment is an art wherein the HR manager is required to recruit the best candidate for the vacant position in the organisation. It is a challenging role as the manager needs to appoint the right person for the business with the required skills and knowledge. The recruiter needs to have a proper knowledge about the job responsibility before selecting the candidate. Recruitment is the process of attracting candidates with the potential and knowledge. The selection and the process of recruitment are significant for the business such as a large cinema chain. There are various tools of recruitment which would enable the manager to select the best of the candidates. The recruitment methods include direct method, indirect and third party method. The recruitment tool implemented for the recruitment of the manager would be directed through the indirect method. This involves the creation of advertisement in the media, radio and television to reach a wider area. The large cinema chain needs to recruit the manager urgently and hence the indirect tool of recruitment would be beneficial to attract more candidates at a short span. It is normally observed to fill the vacancy for a sophisticated job owing to the fact that if the advertisement is widely dispersed, the response is more with suitable candidates. Thus, the indirect tool of recruitment is an effective tool for the purpose of recruitment for the cinema manager (Slide Share, 2014; Roberts, 1997). Selection is another vital part of HR planning. It is the method of picking the best candidate from the pool of candidates who has the required knowledge and competence regarding the job advertised. Recruitment along with selection is one of the vital steps in the HR planning process. The recruitment and the selection techniques incorporate interview as the best method for the selection process of cinema manager (Slide Share., 2014). Interview is the one of the major tools of recruitment. Interview can be of various forms such as telephonic interview and ‘face-to-face’ interview. The process of interview would be successful when the questions asked in the interview are appropriate on the basis of the job analysis. The process of face-to-face interview would be appropriate in this context as the HR manager would be able to judge the candidate face-to-face. The process would be quick as panel interview would be conducted wherein the dynamism and the knowledge of the candidate would be judged, as per the requirement for the post of the cinema manager. Structured form of interview would be prudent which would facilitate in analysing the behaviour of the candidates along with their responses to the questions. Structured interview is useful to analyse the candidate in the best manner. The responses of the candidate, their attitude and gesture can be observed through the process of interview. Thus, interview would be the effective form of recruitment and selection (Roberts, 1997). (v) Importance of an Effective Induction and Appropriate Retention Strategies Induction is one of the major job responsibilities within the vicinity of activities performed by an HR. Induction is the method by which the new employee in an organisation is welcomed by others and is made familiar with the working procedures of the organisation. It is an important process to make the newly recruited individual acquainted with the job. Induction is important to explain the norms of the business, goals of the organisation and the expectation of the management from the newly recruited person. In this context, it can be affirmed that the new cinema manager of the large cinema chain needs an effective induction to understand the job responsibility, the environment of the business and other details of the operations. Induction would make the manager feel enthusiastic and motivated towards the job. Proper induction and acceptance of the environment would assist the manager to have a long-term vision and association with the organisation. Induction is important as it would help in creating a sense of belongingness for the manager. The manager through the induction process will be able to acquaint himself/herself with the fellow members and subordinates in the workplace setting. Induction is a vital constituent as it is observed that the attrition rate of the employees will be less as they become well acquainted with the process. The manager will too have long-term sustainability with the process of induction. Effective induction would make the person feel valued and would create a positive impression upon the individual about the business along with the work procedure. Moreover, the dimension of induction would enable to precisely set the expectation from the new recruit and hence the person from the beginning would know what is expected from him/her (Randhawa, 2007). It can be ascertained that induction would assist the cinema manager to become integrated, with high morale and thus improve the level of performance of the business. Retention strategy is the procedure wherein it is affirmed that the employees of the organisation are highly motivated to stay connected with the organisation for a long-term basis. Retention of the employees is beneficial for the organisation as this will reduce the costs of training, advertisement and recruitment. This would increase the cost of the organisation. Retaining talent is one of the primary focuses of an organisation due to the present increase of competition in the market. There are various strategies by which an employee can be retained in an organisation for the long-term. Offering compensation which is lucrative for the employees is one of the key strategies. In this regard, the HR of the cinema business can determine to offer incentives along with compensation in the form of bonuses or appraisal to keep the manager motivated. Besides, the benefits offered to the manager must be above the present trend of offering in the market and be differentiated such as medical insurance as well as discount vouchers which would be of greater use for the manager. This will keep the manager motivated and help him in performing better for maintaining a satisfied base of audience. The benefits provided to the manager will encourage him to have a long-term association with the large cinema chain (Randhawa, 2007). Another retention strategy that can be implemented to ensure retention of the cinema manager is by creating opportunity for progression, advancement and also enhancement. This kind of retention strategies is applicable if the manager has the urge to grow in his career by ensuring dynamism in their behaviour. Retention is also possible if the communication method from the high level is transparent and the managers are given equal opportunity to put their views forward regarding the improvement of the business organisation as a whole. If the views of the manager are valued and their feedbacks are taken into consideration by the higher authority then it will make him/her feel important along with aiding in retaining the person for the long-term. Respecting the employee is another retention strategy (Ojha, n.d.). Thus, for ensuring that the prospective cinema manager has a long-term association with business entity the management must provide lucrative growth opportunities, bonuses along with valuing their opinion which in turn would facilitate in the retention of the manager. (vi) Current State of the UK Employment Market and Its Effect on the Resourcing Strategy for the Cinema Manager The United Kingdom as per the determined statistics has 12 million graduates in the year 2013 within the labour market. Nearly 40 per cent of the graduates are employed in the public sector as well as the health sector. This implies that the scope of employment in the service sector is more as compared to other sectors in the UK. Besides, the unemployment rate in the UK has shown a decreasing trend. Correspondingly, in the month of October 2013, the rate of unemployment was 7.40% which decreased to 7.10% in November 2013. Figure 2 depicts the rate of unemployment in the year 2013. Figure 2 Source: (Trading Economics, 2013) The present status of rate of unemployment in the UK implies that the country has enormous opportunities in the market creating more scope. Moreover, it is observed that the economy of the United Kingdom is majorly dominated due to the service sector. The rate of employment is more in the service sector which states that the scope for the HR manager while recruiting for the cinema manager would be more. Thus, the HR needs to strategize the interned policies to create a better recruitment process to select from a pool of prospective candidates. The lower rate of unemployment and the availability of knowledgeable graduates in the country have created higher scope for the recruiters. The HR manager will possess an enhanced pool of skilled candidates applying for the post of cinema manager with dynamic features. Through the practise of the interview technique, the HR manager will get an additional benefit of selecting the best individual from the pool of qualified graduates. It is further affirmed that the availability of skilled personnel in London is more in keeping with the present employment market scenario. Consequently, it is anticipated that there will be a positive response to the advertisements given by the organisation for suitable candidate. The HR needs to structure the recruitment questions before the interview which in turn will enable to seek different dimensions of the ensuring candidates. In order to leverage the employment market prospects, the HR manager needs to strategize the policies by providing better work environment, flexibility and adequate compensation to retain the best talent in the organisation. The HR strategies are of importance to meet the “degrees of freedom” in an organisation (SAGE Publications, n.d.). (vii) Conclusion Human resource planning is required in every field to imbibe the right candidates for the given position. HR planning is important for strategizing the policies and meeting the needs of the future uncertain business environment. A proper planning would help the management of the large cinema chain business to deal with the forthcoming crisis of losing a cinema manager in one of the branches owing to retirement in the best possible manner. The most important consideration in this regard is that this approach would help in the process of recruitment as well as selection. A sustained focus on comprehensive planning would help in the reduction of the future uncertainties. The HR manager of the large cinema chain business needs to strategize prudent recruitment and selection tools in keeping with the requirements to select the best candidate for the long-term sustainability of the cinema manager with the organisation. A precise focus on retention strategies along with effective induction would facilitate the HR in reducing the attrition rate and increasing the rate of retention. This in turn would also motivate the new cinema manager to feel a valued part of the organisation within a short period of time. References Anyim, F. C. & et. al., 2012. The Role of Human Resource Planning In Recruitment And Selection Process. British Journal of Humanities and Social Sciences, Vol. 6, No.2, pp. 68-78. American University of Beirut, No Date. Job Analysis And Description. Documents, pp. 1-7. Ojha, P.K., No Date. Human Resource Retention Strategy And A Case Study. University Of Allahabad, pp. 2-30. Prashanthi, K., 2013. Human Resource Planning - An Analytical Study. International Journal Of Business And Management Invention, Vol. 2, Issue 1, pp. 63-68. Roberts, G., 1997. Recruitment and Selection: A Competency Approach. CIPD Publishing. Randhawa, G., 2007. Human Resource Management. Atlantic Publishers & Dist. Sims, H., 2005. Human Resource Planning. Select Knowledge Limited. Slide Share, 2014. Recruitment and Selection. Project Study. [Online] Available at: http://www.slideshare.net/harshalsk/recruitment-and-selection [Accessed February 15, 2014]. SAGE Publications, No Date. The Labour Market Context of HRM. Chapter 4, pp. 90-118. Suttle, R., 2013. Primary Duties Of A Movie Theatre Manager. Global Post. [Online] Available at: http://everydaylife.globalpost.com/primary-duties-movie-theatre-manager-11579.html [Accessed February 15, 2014]. Taylor, S., 2005. People Resourcing. CIPD Publishing. Trading Economics, 2013. United Kingdom Unemployment Rate. United Kingdom. [Online] Available at: http://www.tradingeconomics.com/united-kingdom/unemployment-rate [Accessed February 15, 2014]. Read More