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COMPANY BACKGROUND
Baltimore Broadcasting was founded on
September 1, 2013 by Vaun Baltimore who serves as
the chairman of the board of directors for Sprung TV.
Vaun Baltimore assembled an all-star team to run the
three new networks. Justus Cook who formerly
served as an executive at the CMC Broadcasting
System is the CEO of Sprung TV. The company was
announced simultaneously with the announcement of its first three networks, Hide, Grind, and
Giggle, which were all launched that September with BlindSpot Communications serving as its
charter station group.
On September 8, 2014, Baltimore Broadcasting announced the launch of its fourth
specialty network, Fun!, a family-based network that debuted in conjunction with 17 CBA
owned television stations. The J.W. Bogwell Company served as the core charter affiliate group.
On September 21, 2015, Baltimore Broadcasting signed an agreement with the Farris
Corporation that would broadcast all four of the networks in North American affiliate stations,
boosting the coverage overall to 77% of the continent and continues to grow.
Baltimore Broadcasting currently has about 200 full-time employees, and continues to
grow every day. By strategically staffing Baltimore Broadcasting, we will be able to have the
best candidates for each position which will allow Baltimore Broadcasting to keep growing. This
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handbook will help you through the staffing process. If you have questions, please contact the
Human Resource department.
OUR DEFINITION OF STRATEGIC STAFFING
An organization’s ability to identify, secure, and recruit the best candidates for any job
positon is critical to help achieve the organization’s goals. Strategic staffing is an approach
where a department analyzes its staffing needs. This is done by understanding long-term
objectives of the department and Baltimore Broadcasting. By understanding the goals of
Baltimore Broadcasting, each department will have a better understanding to hire temporary or
permanent employees who have the best skills to accomplish those goals. Since 2014, the
Human Resource department has partnered with Glaco Staffing Agency to help with effective
staffing practices. With the collaboration between the Human Resource Department of
Baltimore Broadcasting and Galco Staffing Agency, they have developed this handbook to focus
on the following topics:
Effective Interviewing and Selection Practices
Strategic Staffing Planning
Effective Retention of Employees
Marketing
Each of these topics are important to strategically staff Baltimore Broadcasting. Always keep
in mind that costs are important when deciding what candidate to hire. Another key point is:
What knowledge, skills, abilities, and behavioral competencies are needed to reach the goals of
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the department and Baltimore Broadcasting? To have a better understanding of this key point,
a job analysis is required.
JOB ANALYSIS
How do we identify what jobs are needed for each department? A job analysis can help
determine if there is a need for new employees at Baltimore Broadcasting. A job analysis can
be defined as the understanding of what work requirements are needed, and what is the
suitable pay levels of certain jobs. This is also a good thing for the newly hired employees. They
will have a better understanding of the task, and what is expected of them on daily basis. The
job analysis process is done in eight steps. Each step is important to effectively conduct a job
analysis.
1. Identification of Job Analysis Purpose: The first step in the job analysis process is to
understand if a job analysis is needed.
2. Who will Conduct Job Analysis: The second step is to decide who will be the one
conducting the job analysis.
3. How to Conduct the Process: Have a planned approach on how to conduct the job
analysis process.
4. Strategic Decision Making: Make a decision of what employees will be involved, data
sources, level of details, and data collection methods.
5. Preparation of Job Analysis Process: Be sure to communicate with the HR Department
during the job analysis to ensure that the interviews and preparation of documents is
done properly.
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6. Data Collection: Collect job-related data that includes skills and abilities required to
complete the task, education qualifications, job activities, working conditions, required
human traits, and duties and responsibilities.
7. Documentation: Verify the proper documentation of the collected data for authenticity,
and review it.
8. Develop a Job Description: Separate the data into useful information. The job
description will describe the activities, responsibilities, activities, and roles of the job.
The Job specification will state the experience, education qualification, skills, and
personal traits that are required.
LEGAL ASPECTS OF STAFFING
Baltimore Broadcasting is an equal opportunity employer. We value and understand the
right of all candidates to be considered based on their ability to meet the job requirements.
Company policy prohibits discrimination towards any member of a Protected Class. Baltimore
Broadcasting will make sure that all persons will have opportunities to hold, obtain, advance
and seek employment within the organization without discrimination. The Human Resource
Department provides resources to ensure that all hiring processes are equitable. Baltimore
Broadcasting upholds all civil right laws that are in affect. A few of them are:
Title VII of Civil Rights Act of 1964 – Prohibits all discrimination of race, religion,
pregnancy, national origin, sex, or color.
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Age Discrimination in Employment Act – Prohibits all employers from discriminating
against individuals who are 40+ years of age in any aspect of employment.
Americans with Disabilities Act – Prohibits all employers from discriminating against any
qualified individuals with a disability in any aspect of employment. Employers must also
make reasonable accommodations for individuals to perform their job responsibilities.
To see a full list of the laws enforced by the U.S. Equal Employment Opportunity
Commission, please speak to the Human Resource department, or visit
http://www.eeoc.gov/laws/statutes/.
Your handbook must be completed to this point for the draft due in Week 4 and should be
approximately 3 to 4 full pages.
RECRUITING
Recruiting provides opportunities for departments to align KSAs (Knowledge, Skills, and
Abilities) to goals and initiatives, and for individual and departmental growth. The department
will need to evaluate and properly plan what KSAs are needed. By doing this, the department
will be able to find the candidate for the role. Baltimore Broadcasting uses two methods of
recruiting: Internal and Third-Party Sourcing. Internal recruitment is advertising recent or new
positions within Baltimore Broadcasting to existing employees. The benefits to internally
recruiting are: Little or no training is needed, expenses which include advertising and
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background checks are not needed, and it encourages loyalty among employees. The other
method that Baltimore Broadcasting uses is third-party sourcing. The third-party that Baltimore
Broadcasting works with is Glaco. Glaco uses various techniques to find qualified external
candidates to meet department needs.
After conducting an effective job analysis, the position will need to be posted externally
and internally. The job posting will need key elements to be truly affective which are:
1. General Information – Basic information such as job title and location.
2. Essential Functions – Describes the essential responsibilities and duties of the position.
3. Minimum Requirements – Basic qualifications that are advertised to potential
candidates. The Basic qualifications must relate to the responsibilities and duties of the
job. This includes soft skills such as communicates and works well with others.
4. Preferred Qualifications – Experience and skills that are preferred with basic
qualifications. These hard skills may include prior experience, certificates, or degrees.
Galco has provided a sample posting below to help with job postings.
Sample Posting
Administrative Assistant
Baltimore Broadcasting - Irvine, CA
Job description
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- Provide administrative support
- Manage outgoing and incoming email and phone communications.
- Maintain departmental database lists and systems
- File, fax, distribute mail and order supplies.
- Prepare memos, letters and other correspondence.
- Interface with management and customers at various levels.
- Coordinate travel and meeting arrangements.
- Maintain department calendar.
- Process expense reports, purchase cards and invoices.
- Create presentations.
Requirements
- High school diploma or GED required.
- Some college preferred.
- 2 years experience in automated office environment.
- Working knowledge of Microsoft Office applications.
- Effective computer skills required
- Excellent phone etiquette.
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- Knowledge of multi-line phone systems.
- Bilingual skills a plus.
SELECTION
Employee selection is the procedure of finding candidates with the necessary
qualifications and skills to fulfill the goals of the department and Baltimore Broadcasting.
Employee selection is different from recruitment. However, they are both apart of the
employment process. Recruiting candidates will get them to apply for the position. While the
selection process will narrow down the qualified candidates. If the best candidate is selected
for the position, the department will complete their goals. To have the candidate with the best
knowledge, skills, and abilities selection will be involved. There are four parts to our selection
process.
1. Screening Interviews- The interviews are used to narrow down any candidates that do
not fulfill the minimum requirements. These interviews are done by the Human
Resource department and Glaco usually by phone.
2. Pre-employment Tests and Assessments – These tests may include logic test, personality
test, intelligence test, and aptitude test as long as it pertains to the job position.
3. Employment Interviews – These interviews are done with face to face interactions
between the candidates and the supervisors. These interviews do consume money and
time which is why there is a screening process. All interviews should be conducted in a
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professional manner. There should always be honest communication between the
interviewer and the candidates.
4. Letter of Employment – The last step is to offer the candidate a proposal to be
employed.
Interview Process
During the selection process is the interview process. By properly being prepared for the
interview, the interviewer will be able to evaluate the KSAs of the candidate. The Human
Resource department will oversee all interviews. However, supervisors may be the ones
conducting the interviews. The supervisors will need to review the candidate’s resume, and
make notes of any issues to ask the candidate. Have job specific questions ready to ask the
candidate. Be sure to have a mixture of hard skill and soft skill questions for the interview. Hard
skill questions ask about a candidate’s skill sets or abilities such as degrees, certificates, and
foreign languages. Soft skill questions ask about a candidate’s interpersonal skills such as
teamwork and communication. Below are eight examples of legal interview questions to ask a
candidate.
Interview questions (at least 8) which are legal, non-generic, and specific tothe position
1. Describe for me a time in previous experience how you have used Microsoft Office
Applicaitons.
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2. You have made travel arrangements for a few supervisors. You notice that no one has
picked up the tickets from your desk. The flight leaves in one hour. What do you do?
3. Describe for me a time when you used a multi-line phone system.
4. You have a deadline at the end of the day, a co-worker that needs help, and an irate
client on the phone. What do you do?
5. You have a client visits your desk quite frequently. You have a lot of work to do, but they
seem like they want to keep socializing. What do you do?
6. Describe for me a time when you have had to communicate with internal and external
clients.
7. Describe for me a time that you have used analytical and problem solving skills.
8. You have a meeting at 10:30AM with the supervisors to go over schedules, lunch with a
friend at 12:00PM, a presentation at 3:00PM. You get to work, and find out that one of
your supervisor needs you to not only make a presentation, but also spreadsheets and
Access reports to go with it. What do you do?
Pre-employment Tests and Assessments
Pre-employment Tests and Assessments are tools used to help better understand
candidates. All pre-employment tests and assessments must comply with the all EEOC
guidelines (http://www.eeoc.gov/policy/docs/factemployment_procedures.html). There are
four different test that are conducted at Baltimore Broadcasting. Supervisors may request any
of these test to be administered, but the Human Resource department will be conducting them.
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1. Job Knowledge Test – These tests are designed to asses a candidate’s knowledge that
pertains to the job position.
2. Personality Test – These test help employers have a better insight of the candidate’s
personality. The Human Resource department uses this test to understand if a
candidate will work well with others, or work better alone. This test may be key if the
job potion is for a group setting.
3. Drug Testing – Baltimore Broadcasting promotes a drug free workplace. The drug test
will be conducted at a local lab after the employment interviews are over, but before
the letter of employment has been presented.
4. Background Check – After the drug testing, the candidate will be notified that a
background check will be conducted by a third party to check any history that may
affect the decision for employment.
PERFORMANCE MANAGEMENT
Performance management is a systematic process in which the performance of
Baltimore Broadcasting can only be improved by improving individual employees. The first
evaluation of an employee will be after 90 days from the date hired by the supervisor of the
employee, but overseen by the Human Resource department. After the 90-day evaluation, the
evaluation system that will be used is the 360-degree evaluation that will be conducted
annually. The 360-degree evaluation is a method that provides employees performance
feedback from their supervisors, coworkers, and clients. The 360 evaluation helps give
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employees a new perspective on their performance. It will also help them better understand
what is expected of them. After the evaluation, the supervisors will conduct coaching that will
diagnose the problems, and help improve the performance of the employees. The forms and
materials for the evaluations and coaching are located in the Human Resource department.
RETENTION
Employee retention is a various practices and policies that get employees to stay with
an organization for longer periods of time. This starts the day that the employee is hired. There
are many different methods of employee retention. Baltimore Broadcasting uses the following
methods.
A competitive benefits package that include but not limited to life insurance,
retirement-savings plan, and health insurance. Offer a competitive benefits
package that fits your employees’ needs. Providing health insurance, life
insurance and a retirement-savings plan is essential in retaining employees.
Providing small perks will brighten up anyone’s day. Free food, dry-cleaning, car
washes, etc. If it makes the employees life easier, they are more likely to
appreciate it by staying.
Conducting stay interviews will help better understand why employees continue
to stay with Baltimore Broadcasting.
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Promoting from will encourage employees to work harder to achieve personally
life goals.
Conduct employee development by training and furthering employees’
education.
Supervisors need to have open communication with the employees. Create open
communication between employees and management. Holding regular meetings
where employees may ask questions will help with this.
Supervisors will be conducting most of the coaching. This will help the supervisor
and employee bond.
Baltimore Broadcasting has company meetings every Friday to communicate
with the employees of the organization’s goals and how we will achieve them.
