Studio Performance vis-a-vis Human Resources


An Organization cannot build a good team of working professionals without a good Human Resources Head or Department. Upgrading this department is vital, as it is the most significant and indispensable tool for organizational growth and job satisfaction. This paper aims to provide highly useful information in making decisions regarding various personnel aspects such as promotion and merit increases which is ultimately geared towards enhancing the organization: Artec Practice Ltd.’s Studio Performance. In other words, upgrading the Human Resources Department to enhance Studio performance. 

Key Words: Human Resources, Studio Performance



‘The highest reward for a person’s toil is not what they get for it, but what they become by it’- John Ruskin. This is largely shaped and determined by the Human Resources department.


By definition, Human Resources are the set of individuals who make up the workforce of an organization, business sector or economy. Streamlining, this is the department or support system responsible for personnel sourcing and hiring, applicant and skills development and tracking, benefits administration and compliance with associated government regulations.

The Studio, on the other hand, is an artist or worker’s workroom, or, the catchall term for an artist and his/her employees who work within that studio.


A typical Human Resources Department is expected to uphold the following functions:


I.  Manpower Planning

 It involves proactive planning, anticipating how many employees the business will need in the future, and the types of skills they should possess. It is dependent upon the following factors:

  • The number of people leaving the job
  • The projected growth in Clientele
  • Technological changes
  • Productivity level of the workers


II. Job Analysis and Job Description

The HR department takes the lead in designing the Job Analysis and Description for prospective vacancies. By definition, a Job Analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment necessitated for a particular job. On the other hand, a Job Description is a written statement describing the;

  • Duties
  • Responsibilities
  • Most important contributions and outcomes needed from a position
  • Required qualifications of candidates
  • Chain of Command and co-workers of a particular job


 III. Determining Wages and Salaries

 The department is involved in conducting market surveys and determining the wages and salaries of different positions in an organization. This decision may be taken in consultation with Top Management and the Finance Department.


 IV. Recruitment and Selection

 One of the most important jobs of the HR Department is to recruit the best people for the organization. This is of crucial importance as the success of any organization is dependent upon the quality of its workforce.


V.  Performance Appraisal

After successful employee recruitment, the HR Department has to review their performance on a regular basis through appropriate performance appraisals. Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of this exercise is not just to measure and improve the actual performance of an employee, but also the future performance. On this basis, the HR Department will set up an action plan for each employee. If training is needed, this will be provided also.


VI. Training and Development

Employees are constantly being monitored by the HR Department. In order to improve their efficiency level, all employees have to undergo regular training and development programs. The HR Department oversees all aspects of this. Training may be done ‘on’ or ‘off the job’.


VII. Employee Welfare And Motivation

Happy employees translate to a happy organization. The HR department conducts various employee welfare activities which might include employee hangouts, annual staff parties etc. They also review organizational policies and their impact on the motivation of its employees.


VIII. Addressing Employee’ Grievances

The HR Department is the link between staff and management. All staff related grievances in the work environment are usually entertained and resolved by HR.


IX.   Implementing Organisational Policies

It is crucial that the HR Department liaises with line managers to see that organizational policies are being implemented in a proper manner. Disciplinary action conceived and implemented by the HR Department can be levelled against employees who are not following organizational rules and regulations.



Success may be subjective, but there are common keys: momentum, determination, discipline, effort and practice.

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