Human Resource Management: Dreamworks Animations Essay

2737 Words Oct 4th, 2013 11 Pages
Content Page
Analysing and Design of Jobs
Performance Management
Reference List

With Jeffrey Katzenberg as their CEO, DreamWorks Animation’s business encompasses animated content creation for theatres and television as well as merchandising and licensing of their associated characters (Fixmer, 2013). DreamWorks Animation has been an exemplary example when it comes to keeping its employees happy at work, being voted 12th on Fortune’s 2013 top 100 best companies to work for (CNN, 2013).
DreamWorks Animation goes through great measures in order to maximize the potential of their employees by ensuring that they are always
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For DreamWorks Animation, a company which requires knowledge workers who possess specific skillsets and talents in order to fulfil roles within the production process, the emphasis on job specifications is important. By evaluating the job function and understanding the inputs which they invest in such as the equipment and technology, DreamWorks Animation would have to indicate clearly the knowledge, skills, abilities, and other characteristics required for the job (Noe, R.A. et al., 2014, pg.103). By indicating the need of certain software skills or technical certification important in content creation of an animation, DreamWorks Animation will be able to attract the right people for specific jobs.
Using job design and redesign, DreamWorks Animation could enhance job performance by fully utilizing the strengths of their employees (Rehman, 2011). One of the ways is by designing efficient jobs, for DreamWorks Animation, could be the passing down of operating procedures from senior employees to speed up certain work processes. Being assigned to specific jobs for extended periods could demotivate employees due to the monotony of the job. By introducing self-managing work teams giving autonomy with regards to schedules and duties to achieve project based objectives, employees feel more empowered and the job becomes less rigid (Noe, R.A. et al., 2014,