Is HR Thriving in Media and Advertising? Exploring Its Evolving Role and Scope

Hi, I would like to know how good HR is in the field of media and advertising. Is there a good scope in this line for HR? Also, regarding the changing role of HR, is it that HR is becoming more of a line function?

Rashmeet

Hi,

Why the surprise that no one has replied?

It may indicate that perhaps no one has direct experience in handling HR in media/advertising.

Whenever there is a need to bring out the best in people, individually or collectively, HR should be present as a thought and an orientation of the organization, if not as a department or an organized function. It is not a line function within the organization. There are bound to be line structures within it.

The philosophies, concepts, policies, and procedures of HR should vary from organization to organization based on the technology the organization uses for its survival and growth and the culture it adopts.

Within technology constraints and realities, the HR approach will generally remain the same across the industry (with a few exceptions). However, within the industry, the HR approach may change in line with the dictates of the culture.

Now, could you share your motivation/need to know about this subject precisely, so that you can receive more focused answers?

Regards,

Samvedan

October 8, 2006

Hi,

First, I would like to apologize for the late reply as I was busy with my exams. I am a student of HR in my first semester. The question that came to my mind is about the changing role of HR from staff to line roles. I understand that as students, we tend to think a lot from a theoretical point of view.

Another question I have is regarding advertising, out of curiosity to learn more, as we have discussed HR in IT and retail, but not in hospitality or media.

As far as my interests go, I am particularly interested in learning more about the retail sector.

Thank you for replying.

Hi,

Your reason for the delayed response is fine and entirely acceptable. No apologies were needed or expected.

Whenever there is required collaboration between "capital" and "labour," HR is inescapably present. Its role will be determined by the needs of work accomplishment, the culture of the organization, the economic environment in which the organization operates, and of course the extent of competition that exists.

More specifically, "retail" is a very disorganized industry in the sense that there are no industry standards as such, especially since the activity is product-specific. It's the mall culture and the big guns wanting to enter the retail segment that have suddenly opened our eyes to the industry perception for retail.

Whatever the industry, what are the prime concerns of HR?

1) Employment of the right candidates for the right jobs.

2) Training the employees suitably for the highest efficiencies in the performance of the assigned tasks.

3) Fair and objective performance appraisals coupled with equally fair and objective rewards and punishment systems.

4) Employee retention.

5) Keep employment costs as low as possible in comparison to the level of operations, and

6) Create and maintain an atmosphere conducive to positive performance, credibility, and excellence.

HR has to create appropriate operational strategies through the philosophies, policies, and procedures in tune with the mission, vision, and core values of the organization.

HR for retail, therefore, must understand how the work is expected to be accomplished in the industry, what will be the performance indicators, the skills required, continual training that must be administered, and the compensation package that will induce people to stay with the organization for a longer time.

If you desire to agitate the point further, revert happily!

Regards,

Samvedan

October 23, 2006

Hi,

Can you shed some light on what projects (topics) a student should look for in HR? Do companies offer specific projects for students?

Thanks