...Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview, as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? I have interviewed a Manager of a wellness center. The job responsibilities and duties associated with the position held by this individual are handling the overall strategic planning and direction of the company, making final decisions on items brought by the direct reports, handling customer grievances at the escalated level, ensuring that sales goals are reached. 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? Regarding the types of knowledge, skills, and abilities that are needed, The Manager must have the proven experience of sales, and understand how to motivate his/her staff. The Manager may have a degree in business management, but many times experience in the field of wellness is more important. The candidate must have general integrity and be of good character. The candidate also needs to understand and have the ability...
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...of Phoenix Material Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview, as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? Senior Accountant MAJOR RESPONSIBILITIES: • Primary responsibility is to prepare financial statements and supporting schedules according to monthly close schedule • Facilitate and complete monthly close procedures • Analyze revenues, commissions and expenses to ensure they are recorded appropriately on a monthly basis • Prepare monthly account reconciliations • Assist with analyzing financial statements on a monthly basis and report on variances • Assist with financial and tax audits • Assist with preparing tax returns and corporate reporting requirements • Assist with quarterly producer commission reports; analyzing and correcting discrepancies • Assist in documentation and monitoring of internal controls • Other projects as assigned 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? REQUIRED SKILLS &...
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...Job Description and Recruiting Strategies Worksheet HRM/300 Fundamentals of Human Resource Management Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? Synonymous to the titles of lawyers are esquire, public prosecutor, attorney, or counselor. The esquire is licensed by the state to practice law for legal matters. Lawyers are advisors on behalf of his or her client(s). As advocates, the esquire represents the complainant or a defendant progressing his or her client’s litigation via oral or written arguments; briefs or motions. 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? Prior to becoming an attorney, the individual will realize at least seven years of post-secondary instruction; four years of undergraduate and attend a law school for three years. Receiving a bachelor's degree in any branch of learning qualifies an individual to attend law school;...
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...University of Phoenix Material Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview, as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. WHAT ARE THE DUTIES AND JOB RESPONSIBILITIES ASSOCIATED WITH THE POSITION HELD BY THE INDIVIDUAL YOU INTERVIEWED? Police Officer for the City of San Mateo. - Provide public safety by maintaining order, responding to calls for service, protecting people and property, enforcing motor vehicle and criminal laws, and promoting good community relations. - Identify, pursue, and arrest suspects and perpetrators of criminal acts. - Record facts to prepare reports that document incidents and activities. - Review facts of incidents to determine if a crime occurred. - Render medical attention when needed. - Testify in court for criminal and vehicle violations. - Evaluate situation and determine the appropriate action. - Patrol designated areas and investigate suspicious activities, safety hazards, and unusual occurrences. - Investigate traffic accidents to determine if a crime has been committed. - Photograph or draw diagrams of crime or accident scenes and interview principals and eyewitnesses. ...
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...University of Phoenix Material –Karelys N. Rodríguez Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview, as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. WHAT ARE THE DUTIES AND JOB RESPONSIBILITIES ASSOCIATED WITH THE POSITION HELD BY THE INDIVIDUAL YOU INTERVIEWED? Entre las tareas asignadas en relación a la posición del individuo que entrevisté, se encuentran las siguientes responsabilidades: • Realizar monitoreos regulatorios con frecuencia trimestral a las diferentes unidades de negocio. • Encargado de reportar la data de “Community Reinvestment Act” CRA a los reguladores del FDIC. • Recolectar la data trimestralmente correspondiente a los préstamos de los diferentes sistemas utilizados en el banco. • Desarrollar y proveer adiestramientos a todo el personal de las unidades de negocio del banco. • Asistir a los reguladores en su visita al banco para propósitos de examinación. • Crear y desarrollar diferentes reportes con el propósito de ayudar a las diferentes unidades de negocio a mejorar sus procesos y operaciones. • Reunirse con las diferentes áreas de negocio...
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...Europass CV Before you start: Five basic principles for a good CV 1. Concentrate on the essentials • Employers generally spend less than one minute reading a CV before deciding to reject it, or to shortlist it for detailed consideration. If you fail to make the right impact, you missed your chance. • If applying for an advertised vacancy, always ensure that you comply with any application process entirely. The vacancy notice might specify: how to apply (CV, application form, online application), the length and/or format of the CV, whether a covering letter is required, etc. • Be brief: two A4 pages are usually more than enough, irrespective of your education or experience. Do not exceed three pages. If you hold a degree, include your secondary school qualifications only if relevant to the job in question. • Is your work experience limited? Describe your education and training first; highlight volunteering activities and placements or traineeships. 2. Be clear and concise • Use short sentences. Avoid clichés. Concentrate on the relevant aspects of your training and work experience. • Give specific examples. Quantify your achievements. • Update your CV as your experience develops. Don’t hesitate to remove old information if it does not add value for the position. 3. Always adapt your CV to suit the post you are applying for • Highlight your strengths according to the needs of the employer and focus on the skills that match the job. • Do not include work...
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...4/5 Rule – 80% rule – used to calculate how many of a minority class will need to be hired. Example: If 100 men were interviewed for a job and 20 were hired, according to the 4/5ths rule how many women must be hired if 75 were interviewed? 20/100 men were hired for a selection rate of 20%. You can't have a selection rate for the women less than 80% of the male selection rate. 80% of 20% = 16% selection rate minimum. 16% of 75 interviewed = 12 Railway Act – 1st federal law that dealt with labor relations – designed to ensure timely railway operations with minimum dispute between union and railway board. Mediators vs. Arbitrators - both are 3rd parties – Arbitrator – has the power to make a binding decision, Mediator – does not have that authority Evaluation methods: Manager or Supervisor Appraisal -- conducted by employees superior and is then reviewed by a more senior manager Subordinate appraisal – occurs when an employee carries out an appraisal on a manager (conducted for developmental reasons) Peer Appraisal – conducted by manager with input from peers. It is not common – there are concerns of stereotyping and fear the peer will find out Team Appraisal – based on Total Quality Management – stresses team achievements rather than individual performance. TQM sets performance standards derived from customer needs. Customer Appraisal – based on feedback from both internal and external customers with many managers setting Customer Service Measures as a performance...
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...Table of Contents Unit 1 Unit 2 Unit 3 Unit 4 Unit 5 Unit 6 Unit 7 Unit 8 Unit 9 Unit 10 Unit 11 Unit 12 Unit 13 Unit 14 Unit 15 Unit 16 Unit 17 Unit 18 Unit 19 Human Resource Management: Present & Future Information Technology for Human Resources Equal Employment Opportunity Job Analysis and Job Design Human Resource Planning Recruiting Employees Selecting Employees Orientation and Employee Training Management and Organizational Development Career Development Job Satisfaction and Employee Motivation Conflict management Performance Appraisal Systems Organizational Reward System Base Wage and Salary Systems Incentive Pay Systems Employee Benefits Labor Unions & Employee Relations Employee Safety and Health Syllabus Activities Glossary of Terms 1 6 7 9 12 14 16 19 22 25 28 32 35 39 42 47 49 52 55 57 62 79 Unit 1 HUMAN RESOURCE MANAGEMENT: PRESENT & FUTURE Human resource management Activities designed to provide for and coordinate the human resources of an organization. Human resource functions. Tasks and managers perform (e.g., determining the organization’s human resource needs, recruiting, selecting, developing, counseling, rewarding employees, acting as liaison with unions and government organizations, and handing other matters of employee well – being). • Most managers are periodically involved to some extend in each of the major human resource functions. At one time or another, most of managers are involved in some aspect of employee recruiting, selecting, training...
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...SECTION A 1. Define and differentiate between Job Analysis, Job Description and Job Evaluation. Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. JOB ANALYSIS INFORMATION HAS THREE APPLICATIONS VIZ., JOB DESCRIPTION, JOB SPECIFICATION, JOB EVALUATION. JOB DESCRIPTION: It is a statement of duties, tasks, activities of a position. It elucidates the primary and secondary activities of a position. It also presents the reporting relationship and also the conditions under which the position holder should work. (For ex, desk job, lot of travelling involved, always on the field, etc) JOB SPECIFICATION: It is a statement of the eligibility criteria. It describes the qualifications, skills required for the position. JOB EVALUATION: It is a process of estimating the worth of a job in order to fix the salary/wage. There are many methods used to evaluate a job viz., point method, factor comparison method, etc. Job analysis is one of the preliminary activity necessary for preparing a proper job description. However job analysis may be used for other purposes also. A job description is defined by BS 32207 as a written outline of the main tasks of a job. It is a written statement covering the essential features of a job, including its purpose, duties, skill requirements and a set of duties and responsibilities that indicate the content of the job in detail. One obvious use of job description...
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...setting. They expect their employees to reach sales goals in set periods of time which causes stress amongst the ranks. Each department in a store is accountable to one or more managers, those managers have a floor manager and so on. Although it is tough to work for Macy’s, the goals they set have allowed them to thrive in the competitive department store world. There are three levels to the makeup of a company. Each level has many independent variables; we will be focusing on one for each level. The first level is the individuals with their skills and abilities. By using a questionnaire and sales results, we found how employees use their skills and abilities to meet their day-to-day goals. The next level is group processes. At Macy’s, departments are expected to meet goals from all their employees together. The independent variable that we chose to analyze is group characteristics. This also uses the questionnaire and sales results used for the individuals. The last independent variable that will be discussed is the organizational goals. When employees meet their goals, this allows the group to perform well and the whole store is better off. Each store competes to help Macy’s be a great organization. In our analyses we found that workers at Macy’s are stressed to meet their goals. This stress factor causes the employees to push themselves to reach their goals, but is also a large factor for why some quit. We also found that there needs to be more training in the workplace...
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...SATAKUNNAN AMMATTIKORKEAKOULU SATAKUNTA UNIVERSITY OF APPLIED SCIENCES Anna Tulinen FACING THE CHALLENGES IN EXPORTING TO RUSSIA SCHOOL OF BUSINESS RAUMA Degree Programme in International Business and Marketing Logistics 2007 TIIVISTELMÄ VENÄJÄN VIENNIN HAASTEIDEN KOHTAAMINEN Tulinen, Anna Satakunnan ammattikorkeakoulu International Business and Marketing Logistics Liiketalouden Rauman yksikkö Tammikuu 2007 Tanhua, Daniela Sivumäärä: 85 Avainsanat: kansainvälinen kauppa, vienti, Venäjä Opinnäytetyön aiheena on Venäjän viennin ongelmien tutkiminen. Työ pitää sisällään teoreettisen osuuden, jonka pohjalta empiirinen tutkimus on tehty. Tarkoituksena oli selvittää minkälaisia ongelmia pienet ja keskisuuret suomalaiset yritykset kohtaavat viedessään tuotteitaan Venäjälle. Venäjän WTO-jäsenyysneuvottelut ovat loppuvaiheessaan ja työn tarkoituksena on myös eritellä niitä etuja, joita tuo jäsenyys saattaa tuoda mukanaan Venäjän kauppaa käyville yrityksille. Teoreettinen osuus kuvailee kansainvälistä kauppaa ja vientiä. Osassa, joka käsittelee kansainvälistä kauppaa, kuvaillaan lyhyesti kansainvälistä markkinointi ympäristöä sekä luetellaan kansainvälisen kaupan esteet ja ne syyt, joiden mukaan valtiot pyrkivät estämään kansainvälistä kauppaa. Kappaleen loppu keskittyy käsittelemään logistiikan tärkeyttä ja ongelmia kansainvälisessä kaupassa. Viennin osuudessa käsitellään viennin peruskäsitteitä sekä kansainvälisen kaupan dokumentaatiota ja tullin roolia. Viitekehys yhdistää...
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...MGMT6 Chapter 1: Management Pedagogy Map This chapter begins with the learning outcome summaries and terms covered in the chapter, followed by a set of lesson plans for you to use to deliver the content in Chapter 1. Lesson Plan for Lecture (for large sections) Lesson Plan for Group Work (for smaller classes) Assignments with Teaching Tips and Solutions What Would You Do? Case Assignment––Netflix Self-Assessment––Is Management for You? Management Decision––Should We Try to Make More Money Management Team Decision––Negotiating with Investors Practice Being a Manager––Finding a Management Job Develop Your Career Potential––Interview Two Managers Reel to Real Video Assignment: Management Workplace ––Camp Bow Wow Review Questions Additional Activities and Assignments |Highlighted Assignments |Key Points | |What Would You Do? Case Assignment |After a period of phenomenal growth, Netflix faces several challenges as it looks | | |to develop new ways to deliver movies. | |Self-Assessment |Students get a first glimpse to determine if their...
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...expenditures based on the direct impact of turnover costs on and the overall profitability of an organization (nobscot). Further analysis of these ratios will allow identification of the industries being affected by turnover, the reasons behind this, overall costs of the turnover, and detailed recommendations to reduce these activities by developing creative staffing models that will induce and promote retention. Problem Every organization is built on a foundation of the jobs within the organization and the people that perform those jobs. The jobs are a constant within each company; while the employees are performing specific duties we must realize that when they leave, the jobs remain the same and the people must be replaced. Different rates of turnover may exist depending on the type of job being performed and because of this it is important that HR professionals have a good understanding of potential turnover based on this as well as other factors. It is also vital that an understanding of the costs associated with turnover is also well known. Topical Area Turnover rates and...
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...Contents Page: Section Title Page: 1 Contents Page Page: 2 1: Executive Summary Page: 3 2: Introduction 2a: Business organisation Page: 9 3: Assessment of existing culture 3a: Report of Indicators 3b: Report of methodology and conduct of survey 3c: Report of findings with interpretation 3d: Conclusion Page: 35 4: Strategy for Improving the Health and Safety Culture 4a: Aims and objectives 4b: Priorities for action 4c: Resources and constraints 4d: Implementation plan 4e: Methodology for monitoring success Page: 61 5: Business Case 5a: Requirements for resources 5b: Cost benefit analysis 5c: Reference to legislation 5d: Case Page: 72 6: Bibliography Page: 73 7: Appendices Section 1 Executive Summary Following an assessment of the current Health and Safety culture and climate within the business, areas of weakness have been identified that are holding back the progression towards the ultimate aim and objective in Health and Safety – Employee participation creating “Total Ownership". The assessment of the Health and Safety Culture covered such areas as an analysis of the 2009 employee Health and Safety questionnaire, a review of audits carried out, a check on the progress against 2009 objectives and targets and the underlying indicators of our Health and Safety management status, it is concluded that there are areas of concern namely. 1. Line managers and their front line...
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...Chapter 1: Strategic Role of HRM Strategic Role of Human Resources Management Human Resources Management (HRM): management of people in organizations to drive successful organizational performance and achievement of organization's strategic goals - Attract, retain, engage diverse talent - Hire best, develop talent, create productive work environment ** HR Strategy align with Company Strategy Better HR practices = Better Organizational performance Which practices? ○ Profit Sharing Result? Positive Relationship with turnover, productivity, corporate performance ○ Results Oriented Performance Appraisal ○ Employment Security Human Resource Management Responsibilities 1) Traditional: Operational (Administrative) Category - Hire/maintain employees - Offer advice - Plan future workforce requirements - Appraising performance - Disciplining/counselling - Health and safety - Complaints Handling Outsourcing: using outside vendors to handle specified functions on permanent basis Employee counselling, recruitment, payroll, training, benefits administration 2) Strategic Category - Strategic partner ○ Help achieve strategic objectives Strategy: company's plan on how it will balance internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage • HR Challenge: building leadership pipeline (manage talent shortage) Role in Formulating Strategy - HR professionals + line managers do environmental scanning: identify and analyze...
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