Essay On Job Analysis Of Commercial Production Director

 

Job analysis in its simplest sense, can be defined as gathering and reviewing information about the competencies and resources any individual has and is required for a job (Anyakova, 2019). Additionally, job role or job analysis implicates the position of a person in a team. The following discussion focuses on the job role selected as a Commercial Production director. A commercial production director is a job description wherein its sole responsibility is creating creative commercials for entertainment purposes. In the given context, the commercial producer will emphasise category programming like scripting, directing, and even producing the commercials.

 

Furthermore, the job responsibilities of a commercial production director envisage a wide variety of expertise in displaying creative skills and knowledge. Finally, among the expertise and competencies, the retail producer is affluent with the tasks and jobs related to project management and film production. The following case study sheds light on the company and the size of Infinity company. The company selected for the discussion is infinity INC and has three stations. It is America's most prominent broadcasting group and has 170 million customers each month. The company each month brings many people together, promotes equality, and gives equal opportunity to all. It is situated in the Minneapolis St Paul Market and has production hubs across the company. This is important to mention that the job profile demands leadership qualities in the director, who should be able to work without much supervision. Furthermore, the director has to fulfil the requirements of being analytical and tenacious and should have the capabilities to solve problems in the workplace.

 

In its simplest sense, job analysis is considered a systematic and detailed job description. Secondly, job analysis focuses on the procedures, requirements, and duties for qualifying selection procedures. According to Nausitian et al. (2021), job analysis is a procedure that helps in making the recruiter realise the potential of the person former is hiring. In the given context, the job analysis of a commercial producer-director is required. The requirement of the production director involves a written format of the job specifications based on which expertise and candidates who have worked earlier may apply. However, it is essential to mention that the job analysis lays emphasis on compensation, performance, and training of the newly hired candidate. Finally, the method for job selection is the interview method (please refer to appendices).

 

 

Interview information is an essential part of the job analysis of the selection procedure. First, as per Miller, Redlich, and Kelly (2018) opinion, interview information is certain inferences or feedback answers that enquire about duties, quantifications, background, and career goals. Secondly, interview information helps the job recruiter analyse the candidate's potential. These qualifications include plans and past and future orientations. Finally, the candidate applying for the job can ask questions to verify that this opportunity is adequate for the applicant. This is important to mention that the method selected for the job analytics is that an interview helps in the professional conversation with the candidate (Goldestine et al, 2017). The psychometric test is noticing the behaviour in the discussion, a vivid description of the employee's background, the person's references, and the candidate's experience and aptitude. Observing the candidates' behaviour and potential is also visible during the interview process. According to Rajabarman and Kalpana (2021), psychometric procedures are essential to analyse the possibilities of the candidate applying for the job. In this regard, while interviewing the candidate, some technical questions can be asked the employee. These questions must be addressed, so problem-solving skills, working under pressure, and features like contributing to the team are disclosed. Hence, in a nutshell, it can be said that the aptitude of the candidate and the potential of the candidate can be understood during the interview. Thus, an interview is an adequate way in which the potential of the people the candidate.

 

There is a clear distinction between the job requirements necessary for hiring a commercial producer for Infinity. The first requirement for the job selection is overseeing the commercial production and looking into business operation management. According to Affrandi et al. (2021), operations production revolves around business development using reasonable strategies, and it further implies how a company operates its day-to-day business activities. Furthermore, the operations overseeing production implicate that all the company's departments are well aligned and share adequate details for properly facilitating information.

 

 
The second responsibility required is the ability to delegate the orders for production. According to Ianino et al. (2022), the ability to charge production orders revolves around the status of production orders production of demand of a particular order. An example, for a commercial director, it is essential that one should have an idea about public demand as to which shows they like and promulgate scripts accordingly. Then again, the responsibility involves keeping track of the start date of the commercial and then keeping in mind the final deadline of the consignment. Hence the job analysis method and while interviewing the candidate, these things should be kept in mind.

 

Job analysis is a method that enables people to describe the requirements that include skills like creativity and innovation. In this regard, the person who is going to get hired must be creative, give voiceovers and professional imaging, and have enough knowledge in working with several departments. According to Li et al. (2022), the professional practice of a commercial director involves a form of audio-visual media and recording cover voices for short videos. This production technique involves an off-camera actor recording dialogues of the documentary or a film. Finally, it can be said that the voice-over has a creative aspect wherein additional context is added to the visuals.

 

The selection process is followed to select candidates for specific job orientations. The process followed for choosing the creative production director for Infinity is an interview process. An interview is a job selection method that involves analysing and reviewing the qualifications and specifications of the job (Harison, 2019). In addition, in the interview, many forms come before the interview process and have many stages. Finally, the recruiter talks about and explains various responsibilities that are essential for the candidate to entail.

 

The first process of the selection process revolves around screening and application procedures for the candidate. In other words, the recruiter or the human resources department looks to seek out a vacancy, and the candidates apply. Secondly, when the candidate appears for the interview, the recruiter asks the person about the job experience and qualifications required for the job (Seaton et al. 2019). An example, in the given context, the candidate that has appeared for the commercial director-producer in Infinity has to have an understanding of 5 years in the creative field. Furthermore, job analysis, content validity, and reliability are essential, and tasks, knowledge, and behaviours are important.

 

Apart from the job requirements, to get selected, there are specific job qualifications that are essential. The first qualification required is a minimum qualification of five years in creative production. According to Coleman et al. (2018), creative audio production implicates anything that revolves around editing, recording, and mixing in producing and recording music. Hence the creative director-producer to be a part of Infinity INC should be able to record, edit and mix music. Moreover, it was explained vividly in the job analysis role that the candidate has to work in correspondence with other teams like audit, brand managers, and other departments. Hence there has to be effective communication inbuilt. According to Stacho et al. (2019), effective communication involves the smooth flow of communication and removes any hindrances that can impact the overall productivity. In other words, effective communication revolves around the clarity of purpose and exchanging ideas, thoughts, and opinions with clarity, meaning, and purpose. Thus, the new creative producer at Infinity must communicate effectively. The job requirement for a commercial production director in Infinity INC can be understood in written and verbal communication. In addition to effective oral communication, the producer has to have well-written communication (Prabavathi & Nagasubramani, 2018). It is usually written in the form of messages, and should be written in a way that is precise, concise, entails clarity, and fulfils the purpose of comprehension.

 

The director-producer has to qualify as self-motivated, and the candidate should also be working without much intervention from the supervisor. According to Jin, Zhangand  MacIntyre (2020), it can be said that the candidate should have a clear picture of having a positive mindset, tactics of working in teams and different departments, and be emotionally stable. In other words, the candidate should have to be optimistic and not get carried away by any undervaluing comment. Apart from this, the candidate should be able to adjust to the team and in a collaborative environment. In other words, the candidate should be able to work collaboratively and collectively with all the other team members (Salas, Reyes & MacDaniel, 2018). Helping the people around and carrying out a smooth inflow of ideas is an essential qualification for this position.

 

Furthermore, the candidate has to be assured that he can adapt and should be able to work in the given environment. Therefore, the candidate should comply with all kinds of people as all the members of the team may not have similar attributions (Gange et al. 2019). Here, it is to be noted that being and having to work in an adaptive environment, the hired person has to be self-motivated as many would be pessimistic. Therefore, it can be said that effective teamwork is one of the top qualifications for the candidate.

 

The job responsibility of a commercial production director should entail the qualification of having customer service and ways in which the customer can be retained. According to Juanamasta et al. (2019), customer service can be explained in terms of customers included and the identified patterns to keep the customers attached to the company. This involves catering to the customers' needs and requirements and solving the customers' issues. Hence, in this regard, the commercial director-producer has to look into the fact -significant provisions of the customer and the kind of commercials they want to see. Hence the candidate should be able to fulfil the requirements of the customer.

 

The job of a customer production director is one of the organisation's technical jobs. Technical skills can be explained by the technical skills and specialised knowledge required to perform specific tasks. In the given context, the hired candidate must have intensive expertise in adobe scanning (Zilberova, Mailyan & Novoselova, 2021). In addition, the candidate must have immense proficiency in digitally scanning pdf and transformation scripts.

 

Furthermore, adobe-related proficiency is required because this job involves a lot of editing, effects, and graphics. Hence having expertise in adobe can be an advantage for the same. Apart from the adobe related skills, there is other software that the candidate must be aware of. Orbit automation is software that enables a commercial producer to look into and control the radio station from a distant location. In this regard, proficiency is vital because it deems fit for the everchanging scenario of the programming category that the candidate is expected (Liu et al. 2021). In addition to having technical skills, the candidate must be a point person between the people and ensure that they follow and abide by the contract they have signed. This enables facilitating the utilisation of the space.

 

 

The reason that the method was chosen is that this method enables the candidate and the recruiter to come to a mutual agreement and ensure transparency communication. Furthermore, according to Goldestine et al. (2017), it can be said that the importance of the interview and interview information is helpful because it analyses the opportunities, experience, and skills and lay emphasis on the professional background. Therefore, when hiring the commercial director and producer for Infinity Inc, the selection manager would get a vivid idea of the producer's qualifications, like 5 years of experience and two or more years of leadership training programs. This is to say when the hirer is convinced that the requirements of the job profile and the candidates' profile match, the next step would be hiring.

 

Initially, in the job description, there was an explicit mention that the person who would be hired requires leadership qualities. In other words, it can be said that the candidate has to have leadership experience of 2 years. According to Berger, Kanape, and Rybnicek (2019), leadership experience can be explained by having leadership qualities, managing people, and infusing positivity in the team members. In other words, the candidate has to have qualities that make them a good leader, supervise other team members, and do not require supervision on his work. Hence, it can be said that the candidate must be a leader and have the capabilities to manage the team.

 

Practical considerations or ethical issues in Infinity are diverse. In this regard, it is essential to mention that the organisation follows the policy of equal opportunity. According to (Daniel et al. 2018), giving equal opportunity is giving fair and equitable opportunities to people and employees of the organisation. Therefore, in the given context, Infinity, following the employee rights of the US, provides equal opportunity to all the employees working in the organisation. In addition, it does not discriminate against any individual based on race or ethnicity (Daniel et al., 2018).

 

Furthermore, it envisages and regulates the relationship between employee and employer. Therefore, the rights of employees are considered, and the organisation does not discriminate against any of their employees based on their colour, creed, and sex. Finally, it can be said that the organisation does not allow discrimination, and employees can report discrimination for not being given equal rights and opportunities (eco.gov, 2018). Furthermore, the organisation provides equal wages for all employees irrespective of gender, age, sex, and marriage orientation.

 

It is essential to mention that as an organisation, Infinity gives adequate Maternity leaves to their employees. In other words, it can be said that Infinity follows the maternity leave act seriously and provides a full 52-week maternity leave (ilo.org, 2017). This is to say that the rest is granted for twelve months, and the organisation follows the Family and Leave Medical act. Secondly, Infinity gives this to an organisation with 50 or more workers.

 

A reasonable accommodation is an essential feature that Infinity entitles to its employees. In this regard, the company provides adequate housing to its employees when they drop acceptable requests per the laws and regulations of undue hardships (dol.gov, 2017). In these cases, the company offers accommodation when the performance of the employees is adequate, and the organisation provides those employees special accommodations. This can also be said that Infinity can render housing opportunities to the employees when it views that the employee is unable to perform because of accommodation issues. Hence, it can be noted that accommodation can be given to those people whose accommodation and travelling a far is hampering overall production.

 

One of the most crucial ethical and practical considerations that Infinity caters to is that it keeps the workplace free from religious sentiments and controversial statements. In other words, Infinity Inc does not want its employees to join in any controversies that can harm their work environment. According to Pourmala et al. (2019), religious sentiments are raised and discussed in an organisation where many ethnicities reside and work. However, when there are debates and discussions regarding various religious scripts, some people may get offended, and others may support the controversy. This may hamper the workplace environment and also impact the overall productivity of the employees. Hence, discussing religious sentiments in a workplace is not very welcoming in Infinity organisation.

 
Secondly, this is an ethical and practical consideration that the company looks into because it is not asking people to practice their religion. However, the company is refraining from the candidate describing or mentioning anything regarding any medical issue. This practice of not disclosing the medical condition is unethical as it may also impact the overall productivity of other employees. It can happen that the candidate has recovered from covid, and the former is having covid long hauls. These long hauls can further impact other employees, and later employees can get positive for the virus or fall sick. The case may be so that the candidate may have mental disabilities, and it is often unbaling to keep sanity. These things should be verified appropriately; otherwise, the health of many employees would be at risk. Practical considerations regarding vaccination are of prime importance because the organisation is accommodating and is accepting applicants who are partially and fully vaccinated. Hence in this regard, it can be said that the people are not susceptible to covid 19 and take adequate precautions for their safety.

 

The above discussion vividly describes Infinity INC, America's most significant news-creating platform. In the above case study, there is a precise job role analysis and a job analysis for a vacancy for a commercial director-producer. The best-selected way to hire a suitable candidate is using a psychometric tool, and the psychometric tool is a method which identifies the potentials that are inbuilt in the candidate. This assessment makes it easier for the recruiter to identify the weaknesses and strengths of the person. In the given context, the interview method was selected. This is important to mention that the psychometric interview was taken as an interview because the job validity and reliability of the candidate were easy to access. In the due process of hiring the individual, it mentioned the requirements and qualifications required for the job profile. It is here that the interviewer can observe the candidate. The expertise and knowledge necessary for the completion of the job can also be analysed and viewed by the interviewer. Apart from this, there were other important considerations, like some were ethical practices. This has been evidenced in the case study that the organisation was non-discriminatory and favoured equal pay and wages. However, one unethical consideration was that it forbade the candidate to reveal their disabilities. This can impact the other employees due to any complication that is worth knowing. Hence it can be deduced that to be hired as the commercial production director, and the interview has to be cracked using one's analytical skills.

 

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