Cinema Manager Induction - Essay Example

Running Head: CINEMA MANAGER INDUCTION Cinema Manager Induction [The [The of the Cinema Manager Induction (for an HRM course) Introduction The cinema business carries on to be conquered by a minute number of 'franchise' titles, particularly the Lord of the Rings, Harry Potter, Star Wars and the James Bond series. In 2002 the top 20 liberate in the UK and the Republic of Ireland accounted for 60% of box office proceeds but just 5.4% of all titles. Equally, 269 releases (73%) accounted for only 5.6% of box office proceeds. A total of 369 films were at large - an average of one each day - a 5% augment on 2001 (Casio, W.F., 2001). Human resource management comprise a reality of activities, some of these can be seen as staffing needs; whether to use self-governing contractors or hire new employees to convene their wants, recruiting and training the best employees, make sure they are high-performers, commerce by performance issues. Also ensuring the workers and management practices conform to a variety of regulations. Other behavior comprises managing the approach to employee benefits and recompense, employee records and personnel policies. These policies are frequently in the form employee manuals, which all employees ought to have (Clark, 2002). HRM can also be helpful because managing people well may pressure so lots of outcomes in an organisation, such as productivity, output, employee participation and investor return, these are all significant to the stakeholders, organisation itself, employees, stockholders, customers and society. Report to Star Cinema on recruitment, selection and induction processes in Entertainment Media Ltd. Introduction Star Cinema Ltd has over 16 theater sites in the U.K. and has more than 1500 employees. The company is looking to expand its business from January 2005 when it acquires more building sites. This will mean employing additional labour in the region of 120 to 130 people. Induction An induction suggestion has been shaped for Entertainment Media Ltd. An induction is an tremendously significant part of the process as it assist to raise issues on health and safety. Statistically additional accidents occur with new employees and this joint with the dangers inside the building industry means it is areas which have to be completely addressed (Fitz-enz, J., 2004). Each novel staff member has dissimilar, and occasionally unique, induction needs. This may be due to individual factors or preceding experience factors. It is so significant that every new staff member's induction programmed be tailored to get together their person needs. It also means that it is not possible to expect or lodge each require, so individuals have to recognise that they have liability for their own induction programmes (Fitz-enz, J., 2000). Study of Cinema The reading of cinema at the university level has turn out to be ever more central in the United States, the United Kingdom, and Australasia, located in a number of disciplines such as the history of art, languages and literatures, communications, and up-and-coming work on the histories of accumulation technologies (film among them). At the same time, approaches to film studies which have taken their cue from fictional analyses (formalism, semiotics, auteur, and type theory) have lately seen the challenge of latest intellectual work in the form of "cultural studies," an umbrella word for a crowd of imbricate dangerous projects such as feminism, surprising theory, race studies, post structuralisms, and materialist analyses. This come across, of film studies and cultural studies, is the theme of this collection of essays concerning cinema, by the questions of cultural studies at the forefront (Robbins, S.P.; 2004). This impression demonstrates the wide variety of optimistic impacts local cinemas have on their communities. The sites foster a sense of place and give a center for the local community, whilst ornamental local educational life from side to side the provision of mainstream and/or particular film. The cinemas play a significant social addition role, reaching out to or else underserved elements of the restricted population. They develop learning opportunities during links by local schools and colleges, humanizing the skills and knowledge bottom of the community (Schuler, R.S.; 2002). Cinemas also give to the energy and vitality of town centres, hopeful the evening economy and rising footfall. This frequently has a positive shock on safety and security. Cinemas donate to the local economy during audience and visitor use, the use of local suppliers, and their (albeit limited) collision on the local labour market. b. Increasing Outsourcing Of Work In order to save costs, Star Cinema Ltd has decided to make movies, audio mobile by providing them with a company car. This will ensure that they are able to travel from site to site which will maximise the use of existing staff. This will reduce the need to recruit in this area. There will however, be a deficit of middle managers but this can be overcome by acquiring them through internal promotions. Necessary training will have to be given to support and raise them to the standards required (Ulrich, D., 2001 pp.169-184). c. Discouraging Job Sharing As has been done in the past, using the Job Centre to acquire additional labour will incur large costs. The control of the recruitment procedure will also be limited. There are benefits attached to the company running its own recruitment and selection process rather than outsourcing the work. It is for these reasons that this report outlines and suggests ways in which the company can improve the recruitment process and save on extra costs (Ulrich, Wiley, 2000). d. Making Staff Redundant As Quickly As Possible To Minimise Stress There are several techniques that can be used during the recruitment and selection process. The first step is to identify what positions need to be filled, detail the job functions and advertise to the public. This can be done via the press, media and internet. As Entertainment Media Ltd is a construction company, the majority of staff required are builders. This is a highly skilled trade and so the need for using theaters, which are extremely expensive, would be an inefficient method. The reason for this is that the centres would concentrate on testing Audio and Video abilities which are not the most important skills within the building trade (Ulrich, D., 2001). As Entertainment Media Ltd have never dealt with the selection process before, there is no set procedure. The two most popular methods are a. CV b. Application Forms The benefit of using C.V.'s is that the company does not need to prepare any documents. The disadvantages though are that it is more difficult and time consuming to shortlist the applicants as there is generally a lot of irrelevant information contained within them. Application forms on the other hand, will contain information required to make the short listing process easier and quicker. It is also more difficult for the applicants to over sell themselves. The important questions of health and convictions can also be addressed using this method which is rarely included in C.V's. The disadvantages include the cost of producing the forms and posting them out to potential applicants. a. Take Up As Little Time As Possible In Order To Get The New Employee On The Job As the HR Manager I would advise that the application form is the most suitable method for Star cinema Ltd to use as it would make the short listing process easier. To give an indication of how the proposed Theater House Ltd application form would look and the types of questions it would contain, Short listing process The short listing process must be structured. A way to do this is to use a point scoring system. For example, peoples experience can be measured by using a scale, for example, 1-5. For each year of experience an applicant can gain a point with up to a maximum of 5 points. This gives the interviewers a uniformed way of assessing applicants. Interviewing process After the short listing procedure, applicants will be invited to be present at an interview. Interviews can be conducted in different ways and can range from a board interview, which usually contains 3 interviewers, to one on one interviews. The interview must be planned well in advance so that questions can be prepared. It is important that all applicants are given the same questions when in interviews as this keeps it consistent and gives less room for bias by the interviewers (Walker, J.W., 2000). Decision Making Process After the interview process a collective decision must be reached by the interviewer(s) as to who the best and most suitable applicant is. If there is difficulty in reaching this decision then a second interview is always a possibility. EU & UK Legislation During the recruitment and selection process it is necessary to address and be compliant with all the UK and EU legislation to remain within the law. The legislation ensures that companies adopt techniques which are free from discrimination. The main parts which govern the process are as follows Work Permits Employment of Young Persons Trade Union Membership Criminal Convictions Race, Sex & Disability Discrimination Work Permits Certain nationalities are not allowable to work for companies except they get a work permit. There is dissimilarity among EC and Non EC nationals. EC members are permitted to work and stay in the UK and can be joined by their instant family. On the other hand, Non EC members must get work permits in order to labor and stay in the UK. Employers who wish to utilize Non- EC members have a responsibility to be relevant to the home office for a work permit (Walker, J.W., 2002). Employment of Young Persons There is a difference among a "Young Person" and a "Child". A young person is an important person who is over the school leaving age of 16 but fewer than 18. Usually there is no dissimilarity in employment legislation among young people and adults. A youngster though, is an important person under 16, cannot be employed throughout school hours and for no further than 2 hours on a school day. Trade Union Membership It is illegal to refuse employment to someone on grounds related to trade union membership. It is also illegal to refuse employment to someone who does not wish to become a member of a Trade Union. Criminal Convictions Certain criminal offences can be erased from a persons record after a set period of time. Legislation sets these time periods after which a criminal offence should be suspended. However, a sentence of more than 30 months can never be suspended (Walker, J.W., 2002). Sex, Race & Disability Discrimination It is unlawful to distinguish job applicants on the foundation or their sexual category, colour of skin, or disability. Induction An induction proposal has been created for Entertainment Media Ltd. An induction is an extremely important part of the process as it helps to raise issues on health and safety. Statistically more accidents happen with new employees and this combined with the dangers within the building industry means it is an area which must be fully addressed. b. Be Conducted By Members Of The Hr Department Only As They Have The Necessary Expertise Induction to Star Cinema Ltd The significance of site induction training cannot be over highlight. It is a legal compulsion on employers to offer formal Health and Safety Training beneath the Management of Health & Safety at Work Regulations. It has also been establish that latest influx are statistically the majority probable to be injured, and usually soon after starting work. Characteristically, site induction training takes about one hour and ought to be carried out by the Contracts Manager/Site Manager/Lightman, depending upon the management arrangement of the organisation. It ought to be correctly planned and organised by the use of checklists. Induction Training ought to be evidence in a register. All should go through a Health and Safety Induction process before they are allowed to commence work on site during theater show. This induction training, which will focus on theater exact Health & Safety issues, will be agreed by site management and will comprise as a smallest amount the points below (Ulrich, D., 2001 pp.169-184). Key members of the Cinema Management Team Theater layout - boundaries, security, notice boards, parking etc Major Risks and Project Standards Conditions & matter affecting Health Major Causes of Accidents During Movie Shows Health & Safety Targets Employers & Individuals responsibilities Personal protective media equipment Fire and Emergency Procedures Fire Extinguishers Safety procedures and layout for the theater building The risks at the entertainment place Accident causes and reporting procedures Health and Safety duties Minimum Personal Protective Equipment Security checks Theater Site Layout Parking Access Entry - security, booking and pass systems Hours of work Pay Keeping theater equipent separate from people Parts of the site which are prohibited or sensitive Cinema Manager Duties To Manage Discipline Conditions and substances that can affect audience or employee: Manual handling Dust Asbestos Visual Colors Noise and vibration Wearing the right PPE and personal hygiene are necessary to steer clear of health troubles Major Causes Of Accidents 1. The major cause of fatal and main injuries is falling: of people, or of substance onto people 2. Manual treatment injuries still account for additional days' sickness than any other single cause PERSONAL PROTECTIVE EQUIPMENT (PPE) Essential protection during theater show is: Safety dress Safety footwear High visibility vests (if appropriate) All people Must Be Worn By Law ordinary items to be worn, as the method declaration requires: Accident Reporting And First Aid If any employee is taking any medicine or drugs, or have a medical situation you have to report this currently and to cinema supervisor If employee have an accident or near miss something then must report it to Cinema Manager. Make sure a record is kept in the mishap book to prove any maintain they make The names and locations of first aiders are listed on the information board Conclusion Employing an additional 120-130 people will have a large effect on this business. By adopting a new recruitment and selection strategy the company can have tighter control over the selection process as well as saving on costs. It will also give greater emphasis to internal promotions and ensure that a full and in depth induction programme can be offered. All of this will help to raise the standards within Entertainment Media Ltd (Ulrich, Wiley, 2000). Reference Casio, W.F. Costing Human Resources.: The Financial Impact of Behaviour in Organisations 3rd ed.; (Boston; PWS/Cent, 2001). Clark, R. Human Resource Management - Framework and Practice (Sydney, McGraw Hill Book Company Australia Pty Ltd, 2002). Fitz-enz, J. How to Measure Human Resources Management. (San Francisco; McGraw Hill Book Company, 2004). Fitz-enz, J. Human Value Management: The Value-Adding Human Resource Management Strategy for the 1990s. (San Francisco; Jossey-Bass Inc., 2000). Robbins, S.P.; Low, P.S. and Mourell, M.P. Managing Human Resources (Sydney, Prentice-Hall of Australia Pty Ltd, 2004). Schuler, R.S.; Dowling, P.J.; Smart, J.P. and Huber, V.L. Human Resource Management in Australia, 2nd Edition. (NSW, West Publishing Company and Harper Educational (Australia) Pty Ltd., 2002). Ulrich, D. "Organizational Capability as a Competitive Advantage: Human Resourc Professionals as Strategic Partners". "Human Resource Planning," Volume 10, Number 4, 2001 pp.169-184. Ulrich, D. Organisational Capability. (New York; Wiley, 2000). Ulrich, D. "The Changing Expectations of Human Resources: Anticipating Human Resources in the Future." Proceedings of Human Resource Planning Society 2001 Corporate Sponsor Forum Walker, J.W. Human Resource Planning. (New York; McGraw Hill Book Company, 2000). Walker, J.W. Human Resource Strategy. (New York; McGraw Hill Book Company, 2002). Read More