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foreign
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[Music]
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Welcome to our third Topic in the course
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placement of people that is p starts
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with how do we onboard our new hiries
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placement is placing the new employee in
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the department and the division which he
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or she was assigned it's a matching of
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what the supervisor has a reason to
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think the new employee can do with your
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Maps it includes those activities that
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may lead to empowerment or individuals
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that is consistent with their unique
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strengths resources priorities concerns
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abilities capabilities addresses and
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informed choice so I miss to place the
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people in the right
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area but furrowing that we have to
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understand that we're in a life cycle
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yes the people is coming and we want to
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place it but they have to understand the
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employee life that's the first stage of
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the employer life cycle model that is
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help us to visualize
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how's our relation with the new employee
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will look
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forward in organization that help us to
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ensure
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that uh we're going to include include
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everything that we need to set up the
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basis for to have a very happy
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successful relations in the future to
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re-engage and productive how do
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employees feel about what they encounter
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on Saturday experience in our their jobs
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so there is employee of life cycle and
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now we're talking about attraction
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Recruitment and Border those are the
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three stages that we are talking later
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on where I want to be back in for topics
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in our course onboarding thoughts refers
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to the different processing which new
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hiries are integrated in the
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organization it includes activities that
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allow new employees to complete an
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initial new idea implementation process
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as well as learn about the organization
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and structure culture vision mission and
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values for some organizations the
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embarking process consists of one or two
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days of activities for others
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organizations this process may involve a
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series of activities spanning one to
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three or five many months business case
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speaks about
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we found that recent Studies have shown
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that the only 12 percent of employees
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have found that the company did a great
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job when they did the onboarding stage
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I fear of those employees where any
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dreams too likely to say that they have
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the best possible job over and only 39
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39 of of new Harris felt that they were
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prepared and support to excel in their
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new role other studies constantly show a
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positive correlation between engaged
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employees and Company profitability
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repeatedly and related to this and
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employee value proposition then must be
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developed employee value proposition
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defines the value employees will get
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from working in a particular
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organization it will be the basis for
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your communication for the new highways
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yeah both is the Prem promos the
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premises and promises made during
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Recruitment and it's living throughout
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every day from day one to whatever time
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in the employee status in the company he
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speaks about company culture and he
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gives the employees their first look at
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how an organization
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employee value proposition May or not be
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realized
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start looking at this like somewhere
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related like the marketing consumer
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engaging proposition
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that is made for the your audience sure
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Target here the employee value
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proposition is my faulture high risk for
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your own employees
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is there a confusion orientation
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sometimes is a process of introducing
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new staff to their jobs co-workers and
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responsibilities it's a one-to-one Time
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Event when one or more new employees are
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giving forms to complete handbook a
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chance to ask questions in taking a
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coffee on the other side we have a
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boarding strategic process to ensure
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that each new hire is successfully
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immersing companies for children
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operations
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it focuses on the individual and
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provides perspective on how they will
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fit in the big picture in the company so
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we must understand that orientation is
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part of onboarding onboarding has
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different stages in the prep boarding
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after the people individual starts
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accepting our offering it starts by
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inviting the new employee and perhaps
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the family to tour the facility that's
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very typical
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include the house hunting trip maybe if
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you are relocating him or her mailing
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emailing information to the employee
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regarding the organization benefits
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information to organizational chart
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Company New Territory sending a care
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package to the recruit
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clarified may include cookies coffee
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something we show that we care for them
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matching the new employee with a body
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would connect with a new employee prior
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to the first day you answer basic basic
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questions for instance what is the
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weather is called what I can expect
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where do employees tend to eat at what
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time do we finish our meetings how long
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it takes the meetings and so on
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orientation
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introduces the new employee to the
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incision structure vision mission and
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values review the handbook policies the
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paperwork review permanent
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administrative procedures
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and the foundation building new hairs
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will not only sort of the unique pillars
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in the first week of this month it will
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take many months to learn and to apply
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identify the enduring values and
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aspirational goals of the company
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it will help continuously to guide the
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development of the people in this
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important program they are also
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responsibilities
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and in this onboarding process is
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responsibility of everyone not only
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human resources
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the accountable here is everyone that is
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related in the hiring in the placement
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in the total onboarding process the HR
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department that collects and completes
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the paperwork the history background the
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training department if it's necessary to
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deliver them on boarding program
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elements guiding lectures and
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discussions the supervisor direct of
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Court discussing duties and what is
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expected in World behavioral standards
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co-workers peers who share how the works
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as a team how is to get things done how
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to find requisition tools and equipment
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and well return for support the
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executive team helping the employee to
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understand team's Mission Vision Values
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sometimes also it's important to have a
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mentor and body intuition team members
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to others within the organization review
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and informal rules and policies as
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answering day-to-day questions those are
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the results that everyone in their
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incision has to perform in order to
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ensure that the onboarding process is
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very clear and
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effectively done onboarding has to be
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tailored in two different audiences
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different types of employment it's an
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opportunity to tailor one to specialize
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our rewarding program to meet the
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employee value proposition during the
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recruitment it has to be done by
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Executives managers remote workers and
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different able workers
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different audiences all the time
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and it means that they have to take an
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account a very important concept they
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will live through in every state stages
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of our life in a realization the culture
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of the organization according to Gallup
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2017 state of American workplace only 12
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percent of destroy employees report I
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strongly agree that the organization did
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and those a great job of awarding Staff
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most employers are wasting a critical
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team building opportunity here we see
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the people strategy pillars that
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leadership culture talent and skills and
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HR organization take a look and watch
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the following video bombarding then the
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process as a whole it has to be seen as
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a way to strengthen the company culture
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this will involve and to include new
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employees in various exercise and
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discussions will explain the way the
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team members work and they interact to
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reach the goals this is the final
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behaviors are what they bring company
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values into life and form the culture
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they're on board in an integration
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program should support and deepen the
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company who ensure by managing clearly
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early Impressions and setting people
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into success designer direct practical
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quote from David Freeman and culture
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wise so you have to introduce in the
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boarding how to introduce a culture how
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to explain the context and how to
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provide support the organizational
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culture implies all the company beliefs
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values and attitudes and how they
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influence the behavior of the employees
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culture affects how people experience
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our organization that is what it's like
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for a customer to buy from a company or
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a supply to work with
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shows up in company policies such as
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address code and Offices hours results
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such as World Pace space design and
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employee perks culture is usually set by
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company leaders is the sum of values
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release practice and behaviors that
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contribute to Social and physical
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psychological environmental organization
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there are four types of organizational
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culture a clan autocracy market and
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hierarchy they work differently
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hierarchical companies are
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each time lesser and lesser seen in the
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market most of us work in a
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collaborative Clan way how to build our
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organizational culture it's a good
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question
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all organizations must have shared
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values in places those values help
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emphasize a common culture throughout
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the organization and help recruiters to
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find their culture into the organization
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along with shared values and
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organizational
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should have a shared Mission or vision
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and a strong cultural brand
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attracts the right Talent analyze your
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company by doing a control audit that is
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critical to know you run a strong basing
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company values having based on values is
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important and this is key
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to this scene that the star starts from
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the top to bottom
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the values
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may share values
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The Branding strength
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the criteria everything the Mission
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Vision comes from the top I see you
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operative executive teams at the top and
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it is important for us in entertainment
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to have a very good culture in Opera
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production teams the fact is that Film
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Production are probably basic sometimes
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remember we have a lot of Mobility
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we have to develop a culture in this
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kind of environment
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let's say that we work in a project in a
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t-based project-based Enterprise
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for a company that is based for a
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project only sometimes we refer to film
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scripts as a some of the work that we
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have to do blueprint from the project
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they have sequence and building similar
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and their cultural conditions for an
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industry
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filmmaking is a knowledge intensive
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process to create all to worker members
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and they share in the different projects
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where they participate yes of course
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each one the managers the leaders will
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address the same cultural condition in
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different manners depending on how the
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style how is the profile they they have
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to understand what is the culture of the
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team there is a boundaries career that's
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our job in entertainment we move to one
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side to another
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the job Mobility across multiple
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employers personal responsibility we are
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creatives we Face different
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environments everything will shape and
00:12:05
sustain our career and most of the time
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we will return to confirm the same team
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similar teams that we participate in our
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early Productions that's fine
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we have to understand that bulldariously
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less career
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the majority of course screws are
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combination of professionals who have
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never worked together
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sometimes they we have to integrate them
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okay they are given a task and we have
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to keep an instructor in a cohesive way
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everyone sometimes each director each
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coach head coach in the sports field
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they come with their team so we have to
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introduce to the culture of the producer
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company
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to the culture of the political
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conditions of the government where they
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are working
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have to have to understand the
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importance of culture in the
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entertainment there is an academic
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challenge to understand
00:13:02
as we have an unstable nature of teams
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and the boundary less career it's
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important to keep in mind we're
00:13:09
analyzing the motivations for us how to
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attract people in the business
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how is being done the way the how do we
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think don't do here's things here
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the way that we do here is a traditional
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those are assumptions that are held by
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the group in the same one that one
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person that works in the in a bank
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against their competition hurts a
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production in Paramount it's different
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than the one is made by this state
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those assumptions serves as a guide to
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acceptable perception though feeling and
00:13:47
behavior we have to recognize the power
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of perceptions Define it at the
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collective program of the mind which
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distinguish about the members of one
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group and the category of one or others
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each organizational culture has holistic
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soccer
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historically determined values related
00:14:06
and anthropological Concepts socially
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constructed soft and difficult to change
00:14:13
then his son another router due to some
00:14:15
other that cites four traits of
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Dimension that provide starting place
00:14:19
and how to identify how films can work
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involvement consistency adaptability and
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Mission we can see those four elements
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help us to work in a change in
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environment such as the one that works
00:14:33
in entertainment
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host give us six dimensions of practice
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process against results results-based
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group in a crew film the members are
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comfortable and unfamiliar situations
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which every day bring in unexpected
00:14:47
challenges second one employee against
00:14:50
job oriented group concern from people
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and concerns from getting the job done
00:14:54
point one in this job oriented group
00:14:57
that has at hand is a priority the
00:15:00
organization is interestingly solely in
00:15:02
what the employee can do
00:15:04
the third one is a parochial
00:15:06
professional in the world of
00:15:08
entertainment promotion and career
00:15:10
Batman is arrival from crew members
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successful job performance and not
00:15:14
because of the Renaissance concern of
00:15:16
their crew
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in other words if we're successful
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the assumption is that the perception is
00:15:22
that we want to have
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a better
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next step in our career it will impact
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our personal life
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the fourth one is the open exclusive
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system the film Pro is also an open
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system that anyone can attempt to become
00:15:38
part of the organization
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it implies to have connections
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if you have less to have relations the
00:15:44
access is difficult but democratic an
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egalitarian
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in one it has time to develop the
00:15:51
contracts they will have a chance to
00:15:53
work in the crew
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it's available who understands the
00:15:56
process and parts in the time
00:15:58
the federal is against loose against
00:16:00
tight control it's about control and the
00:16:03
last one is normative against pragmatic
00:16:05
the crew is pragmatic in all the
00:16:07
approaches That's Entertainment and
00:16:09
relin is pragmatic they stay in your
00:16:11
target achieving the goals established
00:16:13
during careful prep is what drives a
00:16:15
group this is important
00:16:17
while entertainment is pragmatic we need
00:16:20
to understand all these theoretical
00:16:22
foundations that helps to perform
00:16:24
empirically pragmatically well
00:16:27
so that basis for Theory will help to
00:16:31
develop a work modeling let's take for
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instance the example in our Mexican TV
00:16:37
environment television
00:16:39
maybe competitors in open TV but
00:16:42
consider that they can defer vastly in
00:16:43
terms of their work culture perhaps you
00:16:47
have an affinity towards one of them I
00:16:48
want to emulate the words of working
00:16:50
what makes this favorite company will be
00:16:52
more desirable will that way of doing
00:16:55
things guarantee your success there are
00:16:57
a lot of factors that can impact and
00:16:59
Rich from transparency or to diversity
00:17:01
you may have an itch to unearth this
00:17:04
Factor so you can to create a great work
00:17:07
culture for your team that's where HR
00:17:09
models come in
00:17:10
and that's the need for create an HR
00:17:14
model to take on the from your vision
00:17:17
long term
00:17:19
somewhat theoretically to be a model
00:17:22
that it can be worked in the pragmatic
00:17:25
World our natur model should be
00:17:28
perceived as an abstract model
00:17:29
representation on how do we work this is
00:17:32
a roadmap about how HR Management
00:17:34
Department is in reality and a strategic
00:17:37
scheme designed to help the business
00:17:39
function around that it's an essential
00:17:42
document that splits roles and
00:17:43
responsibilities defines key processes
00:17:45
ownership and very important
00:17:47
accountability a very important way that
00:17:50
we need to understand a good HDR model
00:17:53
must have roles and responsibilities CHR
00:17:56
function key processes job roles
00:18:00
principle profiles and driving
00:18:02
principles for under management in
00:18:04
entertainment whether you work films
00:18:06
seni cards or music should recruit
00:18:08
employees conduct onboarding manage
00:18:11
payroll or benefits ensure employment
00:18:13
laws and compliance provide employees
00:18:15
relations provided entertainment Etc
00:18:17
entertainment is made by integrated war
00:18:20
of several Specialists they come
00:18:22
together to produce great appealing
00:18:24
content in filmmaking they are producers
00:18:27
executive and producer
00:18:30
Junior director screenwriters actresses
00:18:33
and actors and all the stage people like
00:18:36
line producers associate products PA
00:18:39
director of photography camera assistant
00:18:42
electricians digital technicians and so
00:18:45
on our studio operations are made by
00:18:49
units such as sound Vision Video filming
00:18:53
Graphics
00:18:54
decoration post-production
00:18:57
Etc so we work in groups
00:19:00
but wouldn't you need a basic model that
00:19:03
clearly specifies career also
00:19:05
responsibilities how about a model where
00:19:08
you have clearly your ownership and
00:19:10
accountability
00:19:11
think about what is the case required in
00:19:14
the case of theatrical the scenic Arts
00:19:16
ballet
00:19:18
classical music a plant performance it's
00:19:21
a continuous process of planning
00:19:23
implementing measuring and I seeing
00:19:25
employee performance it looks towards
00:19:27
the achievement of holistic Performance
00:19:29
Management aligning employee success to
00:19:31
the one of the organization planning
00:19:35
the management must first strategies in
00:19:38
the goals of the company monitoring
00:19:40
managers and supervisors and to monitor
00:19:42
the goals continuously reviewing how
00:19:45
well the employee of the team did in
00:19:47
achieving the goals how to gauge how
00:19:50
well they are developed and writing
00:19:52
sends a message the company values over
00:19:54
those who put on the work and gets
00:19:56
results
00:19:57
these four stages of planning monitoring
00:20:00
reviewing and rating they are part of
00:20:02
our Performance Management remember we
00:20:05
have to set smart goals we have
00:20:07
monitoring to three check-ins and
00:20:09
feedback review blog completion at the
00:20:12
end of the cycle and rate employees and
00:20:13
rewarding them
00:20:15
that layers that our employees need to
00:20:18
understand that even in an entertainment
00:20:20
they will have a performance evaluation
00:20:24
let's take a look in the following video
00:20:26
on how Netflix performance
00:20:29
those their performance review identify
00:20:32
where it makes it unique and explain the
00:20:34
reason why
00:20:36
remember when Netflix see was launched
00:20:39
it has standard paid time policy people
00:20:41
got 10 package on days 10 holidays and a
00:20:44
few sick days
00:20:46
they use a honor System employees keep
00:20:48
track of the days they took and they let
00:20:50
their managers know when they be out
00:20:52
after Netflix when Publix Auditors
00:20:55
Cricket they said the cervan is also law
00:20:58
mandated that we account for time off we
00:21:00
consider instituting a formal tracking
00:21:03
system
00:21:05
the company
00:21:06
spends policy is in five loans words
00:21:09
only
00:21:10
act in Netflix best interest so instead
00:21:13
of Shifting to a formal system Netflix
00:21:16
went in the opposite decision salary
00:21:18
employees were told to take whatever
00:21:19
time they felt was appropriate all the
00:21:22
applications that they need bosses and
00:21:24
employees were asked to work it out with
00:21:26
one another hourly workers in call
00:21:28
centers and warehouses were given a more
00:21:30
structured policies yes
00:21:32
they were provided some guidance for
00:21:34
accounting finance and Logistics but not
00:21:36
to interfere with company closing stages
00:21:38
so you can see it was a relaxing
00:21:40
environment
00:21:43
take a look now also in the following
00:21:47
video on employee performance reviews
00:21:50
performance evaluation is a formal and
00:21:52
productive procedure to measure employee
00:21:54
work yes we need to catch the amount of
00:21:57
value added by people in terms of the
00:22:00
increased business Revenue we need to
00:22:02
measure and evaluate employee
00:22:04
performance regularly really annually as
00:22:06
a base of promotion and salary reviews
00:22:08
feedback to employees so you can be in
00:22:10
self-aware in terms of the metrics they
00:22:12
will allowed to improve and they have
00:22:14
more better results in the future the
00:22:17
benefits of how a performance evaluation
00:22:19
implies to have improved communication
00:22:20
Bill a career path checklist episode
00:22:22
engagement get feedback to Boston
00:22:25
supervisor and a source of plan better
00:22:28
our resources the methods are
00:22:31
self-evolution 360 with all the team
00:22:34
various departments and supervisors and
00:22:36
graph graphic step writing scale scales
00:22:39
developmental checklist and demanding
00:22:41
events as a cases of these performance
00:22:45
Evolution we'll see how first of all
00:22:48
having seen the video on Netflix the
00:22:50
Netflix culture how it is Netflix
00:22:52
introduces undefined synchronization
00:22:54
cultures neutral especially regard to
00:22:57
behavioral employees in the workplace
00:22:59
the aim to develop resilience about
00:23:01
their workers to support growth and
00:23:03
increasingly competitive on-demand
00:23:05
digital media streaming industry culture
00:23:08
is used to strain the core values and
00:23:10
benefits into the workforce motivating
00:23:12
them to produce and share new ideas that
00:23:14
made Netflix more stronger than
00:23:16
competition you have a more open
00:23:19
management process their main
00:23:21
characteristics are independent decision
00:23:23
making open broaden the deliberate
00:23:25
information sharing communication
00:23:28
extraordinary attitude and candidates
00:23:30
candidates of the employees and
00:23:33
employers focusing High Effectiveness
00:23:36
productivity and Effectiveness there is
00:23:39
a role avoidance there are no rules an
00:23:41
organizational reality as long as in the
00:23:43
best interest of Netflix the culture of
00:23:46
name Netflix enhances their management
00:23:48
resources the strength
00:23:50
the high Effectiveness optimizes
00:23:52
customer satisfaction and reinforces the
00:23:55
equity of the brand
00:23:56
Netflix cultural support for information
00:23:58
shares making the online content
00:24:00
platform flexible responsible that's
00:24:02
reflected in the way that people work
00:24:04
there
00:24:05
Netflix strategies are emphasizing not
00:24:07
just for the sake of talent management
00:24:09
but also for operations management and
00:24:11
technological information
00:24:14
you have both the autonomy decision
00:24:16
making in communication attitude
00:24:17
productivity and organizational reality
00:24:20
what is fully avoidance
00:24:22
that in turn reflects in the competitive
00:24:24
advantage of Netflix having a strong
00:24:26
brand a large Global platform keeps
00:24:29
growing
00:24:30
and capacity for Content creation this
00:24:34
approach helped Netflix to rebound from
00:24:37
last year in 2002 22 where they had
00:24:41
problems in the early months of the year
00:24:44
they were able to recover and to
00:24:46
identify in the town teams what it was
00:24:49
needed in terms of production where it
00:24:51
was needed to get better
00:24:53
proposals for their audiences Netflix
00:24:58
corporate Concepts helps keeping his
00:25:00
initiation flexible Innovative and
00:25:03
responsible to market demand and
00:25:05
consumer programs that's the reason why
00:25:07
Netflix has recovered the lead and now
00:25:10
is going through to reach in the way to
00:25:12
reach 300 million subscribers by the
00:25:15
year end some other examples are the
00:25:17
ones that are used by Disney and that's
00:25:19
I recommend you to take all the
00:25:21
activities here such as the ones that we
00:25:24
are going to follow in the sky and there
00:25:27
is a Hollywood
00:25:28
working model to produce films take a
00:25:30
look on those activities answer the
00:25:33
questions in there hope you will find a
00:25:36
and learning experiences to reinforce
00:25:38
all the concepts that we have spoken
00:25:40
through and so another testimonial video
00:25:42
about the environment new warning group
00:25:45
now how culture is a framework what
00:25:47
people relate and remember how it's
00:25:49
important also to refer to the employee
00:25:52
experience the following article also
00:25:54
shows how many times and Specialists
00:25:56
fall in different situations
00:25:59
the first four F's of employee
00:26:01
experience be clear keep it moving make
00:26:04
it pleasing and don't neglect the
00:26:06
foundations finally let's do this
00:26:09
exercise what could be the way to do the
00:26:11
Western conducting performance reviewer
00:26:13
production assistant
00:26:14
will work in this repairs perhaps
00:26:17
in the section and second stage of
00:26:18
monitoring and reviewing will a list of
00:26:21
smart objectives for this function
00:26:23
assume you are in the theater industry
00:26:25
which factors will have to be considered
00:26:27
Beyond those minuses below think and
00:26:30
recommend a method to appraising hope do
00:26:32
you have enjoyed this
00:26:34
third part of our course
00:26:37
have a good one thank you
