MediaStar is the world's largest advertising media company with over 21,000 employees in 400 offices across 81 countries. Its vision is to be the best company delivering advanced technology project solutions in media and advertising, and its mission is to create value for customers through lean, sustainable high-technology project management solutions. The document outlines MediaStar's HR policies and processes, including structured governance, workforce planning, flexible organization design, and measuring both operational and business metrics. It describes the hiring process, onboarding, transfers, training methods, and barriers to effective training. Key highlights include requirements for approving bonuses, loans, and benefits. The employee safety policy prohibits gender bias and sexual harassment.

1. HR POLICY
HIGHLIGHTS -
MEDIASTAR

2. MediaStar is the world’s largest advertising media company
in terms of billings. It is headquartered in London with over
21,000 employees and 400 global offices in 81 countries.
Vision:
“The best company in delivering advanced technology project
solutions in media and advertising space.”
Mission:
“Creating value for our customers through a unique
combination of lean and sustainable, high-technology project
management solutions.”

3. HR PRACTICES WE
FOLLOW
∎ Structured governance and business case development
∎ Developing advanced workforce planning capabilities
∎ Implementing the “right” HR philosophies
∎ Reducing administrative work for HR business partners
∎ Implementing flexible HR organization design
∎ Improving employee-facing HR systems
∎ Measuring both HR operational and business metrics
∎ Developing internal HR skills
∎ Improving line manager capabilities
∎ Outsourcing HR services strategically

4. PLANNING FOR HUMAN
RESOURCES
∎ Determine Business Objectives
∎ Survey Available Human Resources
∎ Use Gap Analysis to Identify Areas of Need
∎ Design and Launch Programs
∎ Measure, Monitor and Evaluate Programs

5. PROCESS FOR HIRING A
NEW EMPLOYEE
Identify
Vacancy
and
Evaluate
Need
Develop
Position
Description
Develop
Recruitment
Plan
Select
Search
Committee
Post
Position and
Implement
Recruitment
Plan
Review
Applicants
and
Develop
Short List
Conduct
Interviews
Select Hire
Finalize
Recruitment

6. COST-BENEFIT OF
HIRING NEW EMPLOYEES
∎ Employee sense of ownership of the organization
∎ Job-fit employee pool
∎ Most suitable talent for the Job Profile
∎ Low attrition rate in long term
HR CHALLENGES FACED
∎ Change Management
∎ Leadership Development
∎ HR Effectiveness Measurement

7. INDUCTION AND
ONBOARDING
∎ Human side is the most important part of orientation.
Therefore first of all the new employee is introduced to the
people with whom he will work – his colleagues, superiors and
subordinates
∎The new employee is made aware of the general company
∎Questions and clarifications employee has about job and
orientation are answered
∎On the job instructions and counselling are provided
∎Close touch with the employee is maintained to check back
how he is doing and help is offered if required
∎Reasonable time is given to the employee to adapt to the new
work environment and job demands

8. TRANSFER POLICY
∎ The types of transfers and the conditions under which these
will be made is specifically clarified
∎ Locate the authority in some officer who may initiate and
implement transfers;
∎ Indicate whether transfers can be made only within a sub-
unit or also between departments, divisions/plants;
∎ The basis for transfer is indicated, i.e., whether it will be
based on seniority or on skill and competence or any other
factor;
∎ The rate of pay to be given to the transferee is decided
∎ Intimate the fact of transfer to the person concerned well in
advance;
∎ Be in writing and duly communicated to all concerned;
∎ Not be made frequently and not for the sake of transfer only.

9. TRAINING AND
DEVELOPMENT
Training is provided in two different levels
Individual level
∎Diagnosis of present problems and future challenges
∎Improve individual performance or fix up performance deficiency
∎Improve skills or knowledge or any other problem
∎To anticipate future skill-needs and prepare employee to handle more
challenging tasks
∎To prepare for possible job transfers
Group level
∎To face any change in organization strategy at group levels
∎When new products and services are launched

10. TRAINING METHODS
EMPLOYED
On-Job
∎Job Rotation
∎ Job Coaching
∎ Job Instruction
∎ Apprenticeship
∎ Internships
Off-Job
∎Classroom Lectures
∎Audio visuals
∎Simulation
∎Case Studies

11. BARRIERS TO EFFECTIVE
TRAINING FACED
∎Lack of Management commitment
∎Inadequate Training budget
∎Education degrees lack skills
∎Large scale poaching of trained staff
∎Non-coordination from workers due to downsizing
trends
∎Employers and B Schools operating distantly

12. KEY HIGHLIGHTS ON
BENEFITS
∎ The VP - Compensation must always approve any new individual
bonus or incentive arrangements
∎ Loans to employees are not permitted without prior approval, other
than subsistence advances. Loans will only be approved in exceptional
circumstances.
∎ Prior approval to establish, increase or change benefits in the form of
deferred compensation, retirement programmes, profit sharing plans,
life assurance, long term disability or health care plans.
∎ Residential property must not be purchased, or leased, on behalf of,
or from an employee, unless it is a short-term temporary residence as
part of an approved relocation.

13. EMPLOYEE SAFETY POLICY AND
CODE AGAINST SEXUAL
HARASSMENT
∎ The organization is an Equal Employment Opportunity company and is
committed to create a healthy working environment that enables
employees to work without fear of prejudice, gender bias and sexual
harassment.
∎ The organization also believes that all employees have the right to be
treated with dignity. Sexual harassment at the work place or other than
work place if involving employees is a grave offence and is, therefore,
punishable.
∎ Any employee who feels and is being sexually harassed directly or
indirectly may submit a complaint of the alleged incident to any
member of the Sexual Harassment Committee in writing with her/his
signature within 10 days of occurrence of incident.

14. THANKS!Any questions?
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