Viacom (NYSE: VIA) (NYSE: VIAB)(NYSE: VNV), short for "Video & Audio Communications", is a United States-based media conglomerate with interests primarily in, but not limited to, cinema and cable television. As of 2010, it is the world's fourth-largest media conglomerate, behind The Walt Disney Company, Time Warner and News Corporation.[1][2][3][4]

The current Viacom was created on December 31, 2005 as a spinoff from CBS Corporation, which changed its name from Viacom at the same time. CBS, not Viacom, retains control of the over-the-air broadcasting, TV production, outdoor advertising, subscription pay television (Showtime) and publishing assets (Simon & Schuster) formerly owned by the larger company. However, National Amusements, through Redstone, retains majority control of Viacom. Predecessor firms of CBS Corporation include Gulf + Western, which later became Paramount Communications Inc., and Westinghouse Electric Corporation.

Benefits:

Philip Morris USA is known for the extensive benefits it provides to its workers.

Money magazine rates Philip Morris as #1 in benefits for the second consecutive year.

• Annual bonus opportunity

• Company vehicle

• Highly competitive benefits package including: medical, dental, vision and life insurance, retirement plan, educational refund assistance, paid vacation days, family and work life balance benefits and profit sharing plan.

The Philip Morris USA work/life initiatives are focused on dependent (child/elder) care support and employee services. While no set of company-wide programs could address the full range of individual situations existing throughout the organization, the following portfolio of work/life related programs is available:

Consultation and referral information is provided for:

* Everyday residence issues (remodeling, repairs, house-sitting, etc.).
* Legal matters.
* Financial issues.
* Education and schooling.
* Parent and child care.
* Resources for seniors and elder-care issues.
* Disability and accessibility.
* Emergency dependent-care reimbursement.
* Adoption assistance.



Additional employee benefits may include:

* Flextime around core hours.
* Paid time off for dependent care.
* Educational refund plan.
* Scholarship program.
* Medical, dental and vision benefits plans.
* Group life insurance.
* Student and parent loan program.
* Fitness center.
* Group discounts on: car, home, long-term care, pet insurance, home security, auto services and purchasing, mortgage and home equity loans, and legal services.
* Health services.
* Lunch n' Learn educational seminars.
* Accommodations for nursing mothers.
* Company store.
* Credit union.
* Employee Assistance Program (EAP)
* Cultural program discounts.
* Multiple services customized to needs at each location (on-site package shipping, film developing, prescription delivery, dry cleaning, take-home meals, ATM machines, hair salon, shoeshine facilities, and more services, depending on location).

Union Management Relations:

The relation between management and union is very conducive. The company is managed under a unique union management partnership agreement, which gives workers a voice in all planning and operating decisions. The President of union participates in all decisions.

PM USA was known for its low employee turnover. However, they had a large number of layoffs in the early 90s. As a result of increased layoffs the number of lawsuits on the company greatly increased. To minimize the cost of expensive litigation, Alternative Dispute Resolution was introduced. As part of corporate policy Philip Morris provides aggrieved employees with up to $3500 in financial assistance to help them prepare their case. This was done to assure the employees that their rights were respected and that they got fair hearings in the process.

has worked to diminish the boundaries between union and management.

Information Provided by Job Analysis.

-why the job exists and, in essence, what the job holder is expected to contribute.
- the nature and scope of the job in terms of the tasks and operations.
- Performance criteria.
- Responsibilities.
- Motivating factors.
- Development Factors (promotion and career prospective.)
- Environmental factors (working conditions, unsocial hours, mental and emotional demands)



What does Job analysis helps us understand….
1) Selection Procedures
2) Compensation
3) Training
4) Performance Review,etc.



Nature of Job Analysis

The most basic building block of HR management, job analysis, is a systematic way to gather and analyze information about the content and human requirement of jobs, and the context in which jobs are performed.

Job analysis usually involves collecting information on the characteristics of a job that differentiate it from other jobs. Information that can be helpful in making the distinction includes the following:
l Work activities and behaviors l Machines and equipment used
l Interactions with others l Working conditions
l Performance standards l Supervision given and received
l Financial and budgeting impact l Knowledge, skills, and abilities needed


What Is a Job?

Although the terms job and position are often used interchangeably, there is a slight difference in emphasis. A job is a grouping of common tasks, duties, and responsibilities. A position is a job performed by one person. Thus, if there are two persons operating word processing equipment, there are two positions (one for each person) but just one job (word processing operator).


Job Descriptions and Job Specifications
In most cases, the job description and job specifications are combined into one
document that contains several different sections. An overview of each section
follows next.
JOB DESCRIPTIONS : A job description indicates the tasks, duties, and responsibilities of a job. It identifies what is done, why it is done, where it is done, and briefly, how it is done.
Performance standards should flow directly from a job description, telling
what the job accomplishes and how performance is measured in key areas of the job description. The reason for including the performance standards is clear. If employees know what is expected and how performance is to be measured, they have a much better chance of performing satisfactorily.


JOB SPECIFICATIONS While the job description describes activities to be done, it is job specifications that list the knowledge, skills, and abilities an individual needs to perform a job satisfactorily. Knowledge, skills, and abilities include education, experience, work skill requirements, personal abilities, mental and physical requirements.
 
Last edited:

jamescord

MP Guru
Viacom (NYSE: VIA) (NYSE: VIAB)(NYSE: VNV), short for "Video & Audio Communications", is a United States-based media conglomerate with interests primarily in, but not limited to, cinema and cable television. As of 2010, it is the world's fourth-largest media conglomerate, behind The Walt Disney Company, Time Warner and News Corporation.[1][2][3][4]

The current Viacom was created on December 31, 2005 as a spinoff from CBS Corporation, which changed its name from Viacom at the same time. CBS, not Viacom, retains control of the over-the-air broadcasting, TV production, outdoor advertising, subscription pay television (Showtime) and publishing assets (Simon & Schuster) formerly owned by the larger company. However, National Amusements, through Redstone, retains majority control of Viacom. Predecessor firms of CBS Corporation include Gulf + Western, which later became Paramount Communications Inc., and Westinghouse Electric Corporation.

Benefits:

Philip Morris USA is known for the extensive benefits it provides to its workers.

Money magazine rates Philip Morris as #1 in benefits for the second consecutive year.

• Annual bonus opportunity

• Company vehicle

• Highly competitive benefits package including: medical, dental, vision and life insurance, retirement plan, educational refund assistance, paid vacation days, family and work life balance benefits and profit sharing plan.

The Philip Morris USA work/life initiatives are focused on dependent (child/elder) care support and employee services. While no set of company-wide programs could address the full range of individual situations existing throughout the organization, the following portfolio of work/life related programs is available:

Consultation and referral information is provided for:

* Everyday residence issues (remodeling, repairs, house-sitting, etc.).
* Legal matters.
* Financial issues.
* Education and schooling.
* Parent and child care.
* Resources for seniors and elder-care issues.
* Disability and accessibility.
* Emergency dependent-care reimbursement.
* Adoption assistance.



Additional employee benefits may include:

* Flextime around core hours.
* Paid time off for dependent care.
* Educational refund plan.
* Scholarship program.
* Medical, dental and vision benefits plans.
* Group life insurance.
* Student and parent loan program.
* Fitness center.
* Group discounts on: car, home, long-term care, pet insurance, home security, auto services and purchasing, mortgage and home equity loans, and legal services.
* Health services.
* Lunch n' Learn educational seminars.
* Accommodations for nursing mothers.
* Company store.
* Credit union.
* Employee Assistance Program (EAP)
* Cultural program discounts.
* Multiple services customized to needs at each location (on-site package shipping, film developing, prescription delivery, dry cleaning, take-home meals, ATM machines, hair salon, shoeshine facilities, and more services, depending on location).

Union Management Relations:

The relation between management and union is very conducive. The company is managed under a unique union management partnership agreement, which gives workers a voice in all planning and operating decisions. The President of union participates in all decisions.

PM USA was known for its low employee turnover. However, they had a large number of layoffs in the early 90s. As a result of increased layoffs the number of lawsuits on the company greatly increased. To minimize the cost of expensive litigation, Alternative Dispute Resolution was introduced. As part of corporate policy Philip Morris provides aggrieved employees with up to $3500 in financial assistance to help them prepare their case. This was done to assure the employees that their rights were respected and that they got fair hearings in the process.

has worked to diminish the boundaries between union and management.

Information Provided by Job Analysis.

-why the job exists and, in essence, what the job holder is expected to contribute.
- the nature and scope of the job in terms of the tasks and operations.
- Performance criteria.
- Responsibilities.
- Motivating factors.
- Development Factors (promotion and career prospective.)
- Environmental factors (working conditions, unsocial hours, mental and emotional demands)



What does Job analysis helps us understand….
1) Selection Procedures
2) Compensation
3) Training
4) Performance Review,etc.



Nature of Job Analysis

The most basic building block of HR management, job analysis, is a systematic way to gather and analyze information about the content and human requirement of jobs, and the context in which jobs are performed.

Job analysis usually involves collecting information on the characteristics of a job that differentiate it from other jobs. Information that can be helpful in making the distinction includes the following:
l Work activities and behaviors l Machines and equipment used
l Interactions with others l Working conditions
l Performance standards l Supervision given and received
l Financial and budgeting impact l Knowledge, skills, and abilities needed


What Is a Job?

Although the terms job and position are often used interchangeably, there is a slight difference in emphasis. A job is a grouping of common tasks, duties, and responsibilities. A position is a job performed by one person. Thus, if there are two persons operating word processing equipment, there are two positions (one for each person) but just one job (word processing operator).


Job Descriptions and Job Specifications
In most cases, the job description and job specifications are combined into one
document that contains several different sections. An overview of each section
follows next.
JOB DESCRIPTIONS : A job description indicates the tasks, duties, and responsibilities of a job. It identifies what is done, why it is done, where it is done, and briefly, how it is done.
Performance standards should flow directly from a job description, telling
what the job accomplishes and how performance is measured in key areas of the job description. The reason for including the performance standards is clear. If employees know what is expected and how performance is to be measured, they have a much better chance of performing satisfactorily.


JOB SPECIFICATIONS While the job description describes activities to be done, it is job specifications that list the knowledge, skills, and abilities an individual needs to perform a job satisfactorily. Knowledge, skills, and abilities include education, experience, work skill requirements, personal abilities, mental and physical requirements.

hey netra,

Here i am sharing Internship Application Process at Viacom Media Networks, so please download and check it.
 

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