...spend 6 weeks supporting the human resources department. Currently the most experienced member of the human resources department, is away on long term sick leave. The school is looking to make sure I can help maintain its ability to recruit the right staff and control their financial and non-financial resources. Task 1 Describe the recruitment documentation used in your selected organisation. Specific Job- Teaching Job Job Description Once it has been decided that a vacancy exists the first document that would be needed is the job description. The job description would be needed just in case it need to be changed. The description is the document that gives you a detailed description of the job, what the job entails and any other information that you would need to know about the job. The job description is an important document because tells you specifically what you will be doing, for instance the first thing you would see on the job description would be the job title so you know exactly what you are going to be doing if you get the job, so for the teaching vacancy it would say Science Teacher. The document also tells you who you will be accountable to and who you will be accountable for so applying for a job such as a teacher you would be accountable to the head teacher but you would be accountable for the students because you would be teaching them and they would be underneath your supervision during the lesson. There are also a few other details that are on the job description...
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...spend 6 weeks supporting the human resources department. Currently the most experienced member of the human resources department, is away on long term sick leave. The school is looking to make sure I can help maintain its ability to recruit the right staff and control their financial and non-financial resources. Task 1 Describe the recruitment documentation used in your selected organisation. Specific Job- Teaching Job Job Description Once it has been decided that a vacancy exists the first document that would be needed is the job description. The job description would be needed just in case it need to be changed. The description is the document that gives you a detailed description of the job, what the job entails and any other information that you would need to know about the job. The job description is an important document because tells you specifically what you will be doing, for instance the first thing you would see on the job description would be the job title so you know exactly what you are going to be doing if you get the job, so for the teaching vacancy it would say Science Teacher. The document also tells you who you will be accountable to and who you will be accountable for so applying for a job such as a teacher you would be accountable to the head teacher but you would be accountable for the students because you would be teaching them and they would be underneath your supervision during the lesson. There are also a few other details that are on the job description...
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...spend 6 weeks supporting the human resources department. Currently the most experienced member of the human resources department, is away on long term sick leave. The school is looking to make sure I can help maintain its ability to recruit the right staff and control their financial and non-financial resources. Task 1 Describe the recruitment documentation used in your selected organisation. Specific Job- Teaching Job Job Description Once it has been decided that a vacancy exists the first document that would be needed is the job description. The job description would be needed just in case it need to be changed. The description is the document that gives you a detailed description of the job, what the job entails and any other information that you would need to know about the job. The job description is an important document because tells you specifically what you will be doing, for instance the first thing you would see on the job description would be the job title so you know exactly what you are going to be doing if you get the job, so for the teaching vacancy it would say Science Teacher. The document also tells you who you will be accountable to and who you will be accountable for so applying for a job such as a teacher you would be accountable to the head teacher but you would be accountable for the students because you would be teaching them and they would be underneath your supervision during the lesson. There are also a few other details that are on the job description...
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... | | | | | | | |Job |4 | | |Analysis | | | |Lecture Outline | | | |Strategic Overview |In Brief: In this chapter, Dessler explains the uses of | | |The Nature of Job Analysis |job analysis information and carefully describes the | | |Uses of Job Analysis Information |methods of conducting a job analysis. The tasks of | | |Steps in Job Analysis |writing job descriptions and job specifications are also | | |Methods of Collecting Job Analysis Information |outlined. Finally, he discusses the trends of enlarging | | |The Interview |and...
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... This document is a resource for you to use as you plan and carry out your team’s Field Application Project for this class. As described in detail below, you and your team will gather data within an organizational unit, diagnose the challenges the unit is facing, and prescribe action steps the unit can take to overcome these challenges and realize new opportunities. The process of carrying out the FAP is both challenging and rewarding. You will gain valuable knowledge and experience as you work with your team, gather and analyze data to gain an understanding of the roots of the unit’s management dynamics and tensions, and propose a course of action to enhance the unit’s effectiveness. Each year, the FAP reports and presentations are incisive, constructive, and fascinating. I look forward to talking with you about your FAP over the course of the semester and to reading about and hearing your team’s FAP findings and recommendations. CONTENTS 1. Introduction to the Field Application Project 2. Timetable / Project Requirements 3. Choosing a Site 4. Gaining Access 5. Working in Your Study Group 6. General Principles and Guidelines for Data Collection 7. Strengths and Weaknesses of Different Data-Gathering Approaches a. Archival Data b. Interviews c. “Shadowing” Job Incumbents d. Focus Group Interviews e. Surveys 8. Analyzing the Data You Collect For Your FAP 9. Writing...
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...Task Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event. Action you took Describe the action you took and be sure to keep the focus on you. Even if you are discussing a group project or effort, describe what you did -- not the efforts of the team. Don't tell what you might do, tell what you did. Results you achieved What happened? How did the event end? What did you accomplish? What did you learn? Use examples from internships, classes and school projects, activities, team participation, community service, hobbies and work experience -- anything really -- as examples of your past behavior. In addition, you may use examples of special accomplishments, whether personal or professional, such as scoring the winning touchdown, being elected president of your Greek organization, winning a prize for your artwork, surfing a big wave, or raising money for charity. Wherever possible, quantify your results. Numbers always impress employers. Remember that many behavioral questions try to get at how you responded to negative situations; you'll need to have examples of negative experiences ready, but try to choose negative experiences that you made the best of or -- better yet...
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...download=devry-socs-350-entire-course For Further Information And For A+ Work Contact US At SPINWOOP@GMAIL.COM SOCS 350N all discussions all you decide and full course projct but no quiz and final Discussion 1 Ethnocentrism is generally defined as viewing one’s own culture as superior to all others. However, quite often, it is not quite that obvious. Whenever we encounter something that seems strange or different, we will feel some degree of discomfort. How we respond to that feeling is a gauge of how ethnocentric we are about it. Let’s suppose that you are entertaining a business client from France. You take him to a very fine french restaurant where he looks over the menu very carefully, then asks the waiter if he or she, by chance, has cheval available. The waiter shakes his head and explains that it is not served in America. Your client becomes somewhat upset and tells you that a truly fine restaurant would serve “proper” cuisine, and that he was very disappointed with American hospitality so far. He eventually settles for the prime rib, but is ill-tempered for the rest of the evening. The next morning, he leaves for France without consummating the expected business deal. Your boss asks you what happened, and you explain that the client was upset because the restaurant didn’t serve something called cheval. Your boss nearly chokes on his morning coffee and asks, “You mean he actually ordered horse meat?” How much ethnocentrism is at work? Discuss what and how a better understanding of cultural...
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...INTRODUCTORY MATERIAL Getting Started About This Guide The Program In Perspective Program Preparation Training At A Glance iii iii vi vii ix MODULES Self-Assessment Giving Feedback Receiving Feedback Reviewing Your Assessments Feedback Reviewing Feedback? What is Feedback? How Do We Give Feedback? Redirection and Reinforcement Communication Styles What are Communication Styles? Understanding Styles Planning Feedback Why Are You Providing Feedback? Setting the Environment BridgeSpan, Inc. © 2003 Rev. Date 9/23/2003 1 2 4 5 6 7 11 12 14 17 18 21 25 26 28 Page i Table of Contents Identify Behavior and Performance Issues Providing Examples Identify Desired Results Understanding Expectations Controlling the Situation Accepting Feedback Delaying Feedback Taking Time for Feedback Useful Feedback Detailed Feedback Reinforcement Redirection Receiving Feedback Two-way Process Listening Developing Your Feedback Skills Leader Guide 30 32 33 34 35 36 37 38 39 40 45 47 52 53 55 62 Page ii Giving and Receiving Feedback Leader Guide Getting Started Getting Started About This Guide What’s the purpose of this guide? This leader guide provides a master reference document to help you prepare for and deliver the Giving and Receiving Feedback program. What will I find in the guide? This leader guide is a comprehensive package that contains the workshop delivery sequence checklists of necessary materials and equipment presentation scripts and key points to cover, and...
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...developments with the preparation of scenarios of how to react to them. An important, albeit often ignored aspect of planning, is the relationship it holds with forecasting. Forecasting can be described as predicting what the future will look like, whereas planning predicts what the future should look like.[1] The term is also used for describing the formal procedures used in such an endeavor, such as the creation of documents, diagrams, or meetings to discuss the important issues to be addressed, the objectives to be met, and the strategy to be followed. Beyond this, planning has a different meaning depending on the political or economic context in which it is used. Two attitudes to planning need to be held in tension: on the one hand we need to be prepared for what may lie ahead, which may mean contingencies and flexible processes. On the other hand, our future is shaped by consequences of our own planning and actions. Planning is a process for accomplishing purposes. It is a blue print of business growth and a road map of development. It helps in deciding objectives both in quantitative and qualitative terms. It is setting of goals on the basis of objectives and keeping in the resources. What should a plan be? A plan should be a realistic view of the expectations. Depending upon the activities, a plan can be long range, intermediate range or short range. It is the framework within which it must operate. For management seeking...
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...Employee and labor relations. All HRM functions work together to build a strong company where key among them is responsibility for human resources -- for deciding what staffing needs fits the company’s future. According to Youssef (2012) “The HR department is here to support you and ensure that the company's human assets are selected, deployed, and managed efficiently, effectively, and fairly. But you are ultimately their direct manager.” (P. 12) We will look at the some different aspects of the HRM department and why they are so important. Companies and organizations are much like the human body where all parts work together to make a cohesive person. And, if the HRM department is operating properly then there are certain functions that they must operate in to help balance all the different aspects of a successful company. One cannot say that one of these functions are more important than the next. If a company did not offer Compensation and Benefits they would experience low employee morale which would affect profits. And, if they did not have planning and recruitment it would have high turnover and could face all sorts of fines and other losses. At the end of the day the company would be unsuccessful and many people would be out of work if these very important functions of HRM were overlooked. EEOC and Affirmative Action While the HRM team have many responsibilities to the company and employee they must further adhere to rules and regulations as it pertains to...
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...Blaney Interior Layout Tech: Bill Hartman Cover Designer: Luke Fletcher Indexer: Larry Sweazy Proofreader: Kate Shoup Course Technology, a part of Cengage Learning 20 Channel Center Street Boston, MA 02210 USA © 2009 Course Technology, a part of Cengage Learning. ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored, or used in any form or by any means graphic, electronic, or mechanical, including but not limited to photocopying, recording, scanning, digitizing, taping, Web distribution, information networks, or information storage and retrieval systems, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without the prior written permission of the publisher. For product information and technology assistance, contact us at Cengage Learning Customer & Sales Support, 1-800-354-9706 For permission to use material from this...
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...of the objectives of the business. ... Why is HR Management Important to all Managers? 1. To run the organization effectively and efficiently. 2. The HRM is an important to all the managers because during the daily operation everybody might come across different difficulties, conflicts and arguments or such circumstances. It is the nature of working with human being. There for the HRM is very important to overcome such circumstances to all the managers, shift leaders or any. 3. Moreover, HRM is Important to all Managers. Don’t Let These Happen to You! The wrong person High turnover Poor results Useless interviews Court actions Safety citations Salaries appear unfair Poor training Human Resource Management Process Line and Staff Aspects of HRM Authority Making decisions Directing work Giving orders Line Managers Accomplishing and goals Staff Managers Assisting and advising line managers Line Manager’s HRM Jobs The right person Orientation Training Performance Creativity Working relationships Policies and procedures Labor costs Development Morale Protecting Management Functions: Human Resource Management HRM Function Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. HRM People Functions Include: Job analysis Labor needs Recruit Select...
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...University of appllied sciences | Company “Delta OTS” inside out | Research assignment | | Authors: Charles Carrain 63011, Thibaud Ciaravino 65047, Ieva Rituma 62138 | Date of submission 17.12.2012 | This is a research assignment written according to the advices and under the guidance of study course “Organization Inside out”, CU03859, lectured by professor C. J. du Pon, written during autumn semester 2012/2013. | Contents 1 Introduction 3 2 Description of the company 4 2.1 Delta NV 4 2.2 Delta OTS 4 3 Strategy of the company 5 3.1 Theory 5 3.2. Expectation 6 3.3 strategy in practice 6 4 Culture of the company 6 4.1 Theory 6 4.2 Expectation 7 4.3 Practice 7 5 Structure and teams 7 5.1 Theory Structure 7 5.2 Expectations Structure 8 5.3 Theory Teams 8 5.4 Expectations Teams 10 5.5 Practice 10 6 Leadership & power 10 6.1 Theory Leadership 10 6.2 Expectation Leadership 11 6.3 theory of power 11 6.4 expectation of power 12 6.5 Practice 12 7 Organizational Change 12 7.1 Theory 12 7.2 Expectation 13 7.3 Practice 13 8 Motivation 13 8.1 Theory 13 8.1.1 Herzberg’s “Hygiene/Motivation theory” 14 8.1.2 Alderfer’s “erg” theory 14 8.2 Expectation 15 9 Decision making 16 9.1 Theory 16 9.2 Expectation 17 9.3 Practice 17 10 Outcome 17 10.1 Conclusion 17 10.2 Recommendations 17 Appendix 1 17 Interview A 18 Interview B 18 1 Introduction Delta NV is a local company in Zeeland, which provides full...
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...PART THREE TRAINING AND DEVELOPMENT | | | | | | |CHAPTER | |T Eight | | | | | | | | | |Training and Developing |8 | | |Employees | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are...
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...PART THREE TRAINING AND DEVELOPMENT | | | | | | |CHAPTER | |T Eight | | | | | | | | | |Training and Developing |8 | | |Employees | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are...
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