Board member assignment - Book Report/Review Example

Advice on this will be sought from a specialized HR consultant and/or Legal Adviser before a final process can be decided on. 2. The formation of the Hiring Committee and the guidelines decided by the Board can be given to the committee as yardsticks to execute the actual recruitment and selection of a new Artistic Director. 3. Employment contract and important labour agreements with the new Artistic Director, to be handled by the HR department 4. Training and Development of the new Artistic Director under the supervision of the HR department Parties involved in the R&S Process The following parties will be involved in the process: 1.

The Board of Directors to monitor and sanction the strategic plan for the R&S process 2. The HR component of the organization (if there is none [as the Studio 275 website suggests], an external HR consultant will be hired) 3. A Hiring committee should be made up of 5 members. It is to be made up of a representative from the Board of Directors, at least two representative from the five full-time staff and at least one technical staff member with a longstanding link to the Studio and possesses immense experience in theatre or the performing arts and one expert in human resource management (either in-house or an external consultant).

Advertisement Due to the sensitivity of the position of Artistic Director, there is the need for the attraction of the best candidate in terms of educational qualification, personality, experience and ethical compliance. This therefore means that the recruitment process (which seeks to attract a pool of the most appropriate people for the job) must have a wide scope throughout Canada. It is therefore recommended that the position is advertised in the national newspaper, technical websites, and national media houses.

A national newspaper that has an international reach and a serious focus on the arts is preferred because that is what most top-level professionals read. Also, due to the time available, it will not be appropriate to advertise in art journals and other international outlets as this will not appear in time to get the a candidate to fill the slot before the time runs out. Additionally, the use of technical websites that advertise top-level jobs and placing random adverts on important art websites could get very positive responses.

The use of national media houses like TV and Radio can also be good for the advertisement of the vacancy. The advert should include information about the job specification, job requirements and person specifications. This will ensure that the most suitable candidates will apply for the job. Timeline The total time available for the recruitment and selection of a new Artistic director is realistically about 8 weeks. This therefore means that there is the need for a quick campaign to replace the outgoing Artistic Director.

The following timeline will be suitable Week 1: Complete board meeting to brainstorm and acquire resolutions on the recruitment and selection plan to be used for the replacement. And the formation of the hiring committee Week 2: Hiring Committee's first meeting to set up the practical recruitment process like the job specification, job requirements and person specification. Week 3-4: Advertisement of the position in the media. Receipt of application letters and CVs Week 5: Shortlisting of potential candidates by Hiring Committee and invitation for interviews through telephone calls and emails.

Week 6: Interviews of