Maintain the Profitability of the Cinema - Term Paper Example

? Human Resources Human Resources Recruitment of Cinema Manager Human Resource Department designs a recruitment process to hire a candidate suitable for the position of cinema manager containing important features required to do the job efficiently. In order to design a recruitment process, it is necessary to carry out groundwork to determine the characteristics required for the position. The recruitment process needs to be cost effective approach towards hiring a candidate capable to carry out their job, responsibilities effectively. The human resource management need to develop a plan to attract individuals with the available talent by advertisements, manage the applications by screening and short listing the candidates, interviewing and making the required offers after conducting their back ground checks and induction after training need analysis required for the position (Edenborough, 2007). The recruitment design for hiring a cinema manager would consist of the following steps. Functional Analysis Functional Analysis refer to a process through which recruitment teams develop the functions required for recruiting the cinema manager, these functions enable the team to analyze the steps of the recruitment process. Through this analysis, the recruitment agency needs to specify the job, which here is the post of the cinema manager, creating a requisition for this post while highlighting the important characteristics required in the job (Roberts, 1997), which are; 1. Technical and operational know-how 2. Team building of employees through motivation 3. Problem solving skills to handle the complains of the customers 4. To be able to apply current technological advancements in the field like the introduction of 3D and 5D cinema etc. 5. Marketing and promoting the cinema to make it a profitable business entity 6. Ensuring high quality print of the film and valuing the audience feedback on screening them Sourcing The next step is giving this requirement while advertising in the newspaper or other medium to attract individuals. The hiring can be through internal sourcing, external sourcing or by a third party. Through internal sourcing, the candidate is sought from within the organization (Edenborough, 2007). The sourcing can be external, through advertisement in newspapers and other medium like job web links etc. and third, by agencies who select the required candidates for the company. Interviewing and Pre-selection of candidates The selection of the right candidate is conducted by reviewing their applications and short listing them on the basis of their talent, experience and education in this field. Then the interviews are conducted. During the interview it is necessary to see these attributes in the candidates who applied as the cinema manager (Roberts, 1997); 1. Friendly outlook and appearance of the candidate. 2. Sound knowledge of operations and education related to cinema. 3. Experience of minimum 6-10 years working in the same field. 4. Familiarity of accounting and budgeting concepts. 5. Leadership skills to value employees and promote motivation to carry out operational structure of the cinema effectively. 6. Ability to encourage people to visit cinema. Selection of the candidate After the selection, the contract is made which can be subject to negotiation by both parties. The Human Resources need to prepare compensation and benefits package and also training need analysis. Training programs can also be conducted in the induction and probationary period so that if there are any drawbacks in the candidate, they are met through these programs. Through this recruitment process, the right candidate is inducted (Roberts, 1997). Job Description of Cinema Manager A cinema manager requires a much-diversified personality to handle the programs of the cinema, customers and employees of the company. Along with his set of responsibilities, the cinema manager requires to conduct marketing so that more people visit the place. He also requires handling budget affairs to ensure that highest quality of the film is depicted along with its availability and the response it is getting from the audience. (Kleynhans, 2006)The role and responsibility of the passionate candidate will be as follows; Operations of the Cinema The manager requires, being able to lead all the operations of the cinema. He is required to plan, develop and initiate such programs through which the cinema can advertise movies. He should also be required to recruit and train the staff which is under his control and also manage shifts and payment of the staff. The budget of the cinema is also in his control. The manager also needs to ensure that all the staff pertaining in the company are met with health and safety regulations in the venue, and there are facilities provided to the staff if they are inhibiting any issues (Kleynhans, 2006). Collaborating with the Community The cinema manager requires being able to have collaboration with the different representatives in the community to promote films in the local society. He should be aware of the upcoming movies, the demand of the audience people in general. Through these collaborations with the audience and community, the cinema manager can ensure that people get the opportunity to view the movies which are in demand and a target can also be set by these people to watch a particular movie every month or year (Cooper, Ivan, & Tinline, 2003). Promoting films The cinema manager requires promoting films through events at the cinema. This can be done by hosting the films at the cinema, specially introducing film premiers and other film festivals that will be able to promote films (Edenborough, 2007). Dealing with Inquiries It is the responsibility of the cinema manager to deal with the inquiries of the audience or the press relating cinema. The manager should be able to solve any issues or complaints regarding any attribute of the screening. The manager needs to be friendly and have a positive approach towards a difficult situation (Cooper, Ivan, & Tinline, 2003). Maintain the profitability of the Cinema In order to have a successful business, the responsibility of the cinema manager lies to implement such a plan through which there is an increase in their profit margin through selling tickets through discounted price, retail and also by minimizing stock loss. The cinema manager is responsible for overall financial success of the cinema (Kleynhans, 2006). Three Types of Psychometric Testing Psychometric testing is an essential part of the interview process through which a candidate undergoes screening for a particular job. Through these tests, the human resources can determine if the candidate is suitable for the job and if he is able to deal with a different kind of situations which may occur as a part of their working environment or job. By conducting these psychometric tests, the recruiter can analyze how the respond towards a particular situation, under stress or under the influence of other factors of the organization (Edenborough, 2007). There are three types of Psychometric tests with their ability to judge a candidate suitable for the position of a cinema manager is analyzed below; Skill and Attainment Testing Through skills and attainment tests, the assessment of the individual is carried out by the test of their field of interest where they have applied, to assess the skills required in the job. It could be any technical or functional area in which the candidate needs to have expertise. In case of the cinema manager, there is a need to conduct a test on their operations, to find out how the candidate will be able to carry out their duties within the organization with the association with the staff effectively (Edenborough, 2007). Personality Testing Through personality testing, the personal traits required in the job can be tested. This type of test focuses on how a candidate will behave in a complex situation. By this personality test, the recruiter can find out if the candidate will be able to work under pressure or if he will be able to cope up in a difficult situation. This test will also give this idea if the candidate is able to work in isolation or teamwork and also how the candidate reaction towards their clients or customers. In my opinion, such a test is suitable for the position of cinema manager as there are many personal attributes needed in the position which the company requires like communication skills with the customers, problem solving attributes in the case when any complain arises by the customer regarding screening of movies, the venue, quality etc (Kleynhans, 2006). Even though, through these tests, the judgment of the personality can be carried out but they will not provide any assessment of the performance and skills required to do the job. Besides these, there are other drawbacks also as most of these tests are invalid and unfair and can be biased as well in terms of a race, gender, and age etc. (Edenborough, 2007). Aptitude and ability tests This test is conducted to assess a candidate a candidate’s ability to make logical reasons when they are performing their jobs and responsibilities. Through this test, the aptitude towards the work to carry out their task efficiently is being assessed. Most of these tests include, Verbal Reasoning, Abstract Reasoning, and Spatial Reasoning. These tests consist of multiple question and answers session like 30 questions with a time frame of about 30 minutes. Through this assessment program, the comparison is done among different control groups and is given results. This test can be made applicable to hire a cinema manager because the managerial position requires a proactive approach towards carrying out their operations as well as, dealing with customers, and staff as well as other community members and promoting agencies (Edenborough, 2007). The aptitude test will strive to give an outcome of the candidate to find out the ability of the candidate to work under different circumstances with also assess their capability to think rationally, with facts and logically under different conditions. If any movie is not meeting its profitability, then the manager needs to apply logic and be able to find out the audience demand and take measures to know reasons of its failure on screen. It could be due to venue, bad print, audio and visual issues or any other external issue that could lead in such a behavior hence, through the aptitude test the recruiter will be able to judge how the candidate is able to judge a situation and provide solutions to the internal and external issues affecting cinema (Edenborough, 2007). Interview –Predictor of future job performance An interview assesses a candidate to respond to different questions by the interviewer which have a very important aspect to analyze the job performance of the candidate if he is shortlisted. An unstructured interview may not give a good outcome of the performance, the reliability of the candidate to give good performances is just about 15-30%, where as if the interview is structured and groundwork is done prior to the interview then it the candidate, which is hired, may be more reliable and its reliability can be up to 87% in achieving their jobs, responsibility efficiently. In order to a conduct an effective interview which can predict better performances of individuals, there is a need to be prepared with a structured interview which can assess all the attributes of the candidate. (Cooper, Ivan, & Tinline, 2003) One of the important things to analyze during the interview is how the particular candidate is able to carry him; if he is confident enough to carry out their duties effectively. In order to judge how the candidate to perform better in the organization, a difficult case scenario or situation can be given to the candidates, and they can be asked how they would be able to solve the issues in it, by giving recommendations. The response given by the candidates will show us how they will behave in the similar situation if any difficult situation arises in organization. Through this approach, the interviewer can predict if the candidate is suitable for the position or not. The performance of the candidate can be forecasted by their attributes they refer to in the interview process (Cooper, Ivan, & Tinline, 2003). In the same way, the candidate can be asked about their previous work experience, and they can be inquired of the difficult situations they had been in their previous employer. They will be asked to provide answers to how they dealt in the situation. The behavior of individuals in the similar capacity will predict their performance if they are hired in the company (Cooper, Ivan, & Tinline, 2003). Besides, these questions during the interview, it is necessary to control bias behavior to ensure uniformity and equality when a candidate is hired. In order to predict good performances by the candidate, it is necessary they are not judged in the interview in terms of their gender, age or ethnic background. These may result in induction of poor working candidates. Moreover, the first impressions may not be real, so the interviewer needs to evaluate all aspects of individuals, cognitive, emotional and behavioral skills required in the job to predict if the individual is reliable to give better performances in the future (Cooper, Ivan, & Tinline, 2003). Reference List Cooper, D, Ivan, R T, & Tinline, G 2003, Recruitment and Selection: A Framework for Success, Cengage Learning EMEA, London. Edenborough, R 2007, Assessment Methods in Recruitment, Selection & Performance, Kogan Page Publishers, Glasgow. Kleynhans, R 2006, Fresh Perspectives: Human Resource Management, Pearson South Africa, Cape town. Roberts, G 1997, Recruitment and Selection, CIPD Publishing, London. Read More