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Abstract
This research contributes to the concept of Human Resource (HR) practices for small entertainment organizations. Entertainment industry is one of the most rapidly growing sectors of the present media-driven culture. HR practices are not only confined to large organization, but now it has become the part of medium and small organizations too. The effective HR Practices plays an important role in developing the vision and direction of any organization. Authors have presented the HR model implemented at an entertainment organization named as CINEPAX Rawalpindi, Pakistan, a project for providing entertainment and leisure through projecting movies on the big screen. This paper presents the case study of CINEPAX, a small entertainment organization having less than 100 personals. It outlines the basic functions and experimented roles of HR department at CINEPAX including the procedure of recruitment, orientation, trainings, salary, Job description, facilities, recreational activities, meetings, counseling, record keeping, evaluation, incentives, communication flow, pay roll and salary and anti-discrimination laws. This paper also expounds the Pros and cons of HR practices in small entertainment projects and presents the HR model for a small entertainment industry.
Key Words
Human Resource management, entertainment, small organization, cinema.
1. Introduction
In this era of globalization and industrialization, the roles and functions of Human Resource (HR) department are changing all over the world. HR department has become the most essential part of all organizations irrespective of their size and annual turnover. Competitive advantage is the primary objective of any organization and it cannot be achieved without the effective HR contribution. HR department plays a liaison role between organization and its employees. The primary objective of the HR department is to improve the stature of an organization by aligning the employees' performance with the organizational goals and objectives.
The prevailing socio-economic upheavals, the market uncertainties, business decline and downsizing of large organizations have caused the transition of employees from large organizations to small medium enterprises (SMEs) [1]. The latest trend in the small organizations has caused the HR department to be separated from administration and declared as an independent department as like in medium and large organization. SMEs rely heavily on their employees and on their human resource management (HRM) practices for their success [2]. It is difficult to hire full...