...Administrative Assistant The Administrative Assistant job description method offers a list of fundamental job responsibilities, qualifications, varieties of descriptions, and salary parameters. On the hand, administrative assistants’ responsibilities rotate around supervision and allocating info in the workplace. An administrative assistant is estimated to handle the day-to-day tasks in the workplace or small organization. As an administrative assistant your responsibilities can embrace by answering phone, scheduling meeting and organizing office material, and accomplishment several other responsibilities. In this paper your foundation compensation strategy on administrative assistant job description, performance evaluation, external, and internal analysis. Administrative assistants obligate the responsibilities of functioning and retaining communications and report, secretarial and administrative tasks, business, planning, bureau business, research, gen management and guest services. These responsibilities are characteristic of an administrative assistant position; however the employment characteristically brings these tasks and other. The typical job duty of an administrative assistant is that you are need to have experience with computer, database, effect as well as general material on the internet and functioning with numerous styles of office knowledge. You should have the potency use different kinds of software, presentations to organize official documents, mail...
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...Administrative Assistant Job Description Job Summary The administrative assistant maintains responsibility for all of e-sonic’s clerical functions. Administrative assistants should possess strong multi-tasking abilities, exemplary inter-personal skills, and the ability to work in a dynamic environment which thrives on change. E-sonic requires their administrative assistants to possess at least a high-school diploma, with some college experience preferred. Experience working in the recording or technology industry is highly desired. (Appendix 2 pg.57) Job Duties An administrative assistant basically: • Answer, screen and transfer inbound phone calls • Receive and direct visitors and clients • General clerical duties including photocopying, fax and mailing • Schedule and coordinate meetings, appointments and travel arrangements for managers or supervisors • Resolve administrative problems and inquiries • Open, sort and distribute incoming correspondence Workers Specifications 1. Any one or any combination of the following types of preparation: (a) credit for college training leading to a major or concentration in Business Administration or other fields closely related to executive support functions. (b) two years of work experience as a professional staff member supporting top-level executives in a technology environment. 2. Two years of professional work experience supporting top level executives in addition to the training and experience and experience...
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...1. The recruitment and selection process Vacancy arise Job analysis Job description Person specification Job advertisement Application form, scanning and shortlisting Interviews, testing and selecting Vacancy filled 1.1. Vacancy arises Firstly, the company needs to be aware of what position is lacking employee and how many people do they need. They also need to know what kind of skills and tasks that the future employee(s) need to do. This leads to the next stage: Job analysis. 1.2. Job analysis Job analysis is a “detailed examination of the tasks (performance elements) that make up a job (employee role)” (BusinessDictionary.com, n.d.) It shows what the employees are expected to do. The job analysis itself has the following: job description, person specification. Below is an example of a job analysis: Job Analysis Information Sheet Job title: Assistant Administration Manager Date: 23/10/14 Job Code: 002WN1 Dept.: Administration Superior’s Title: Administration Manager Hours worked: 7:30 AM to 5 PM Job Analyst’s Name: Shelly 1. Job purpose Assist the manager provide support for the performance of administrative functions and duties. Maintain and organize records (e.g. department records, budget data…) 2. Job duties Provide secretarial services to the administration manager and the administrators as requested; maintain calendars; arrange the room for events and meetings; carry out research; collect data and prepare the necessary...
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...secretaries will perform clerical duties and tasks relevant to the functioning of a company. More secretaries will be needed as the years progress. The minimum education required for a job as a secretary is a high school diploma. At the maximum, a degree of secretarial training would be required (“Secretary Job Description, Career as a Secretary” 2). To obtain secretarial training, a degree in office administration would have to be obtained. This degree can be acquired through a community college or a vocational school (“Secretaries and Administrative Assistants” 2). Two years of study are required for the office administration degree. The degree will demand a total of sixty-eight hours, which can be taken at seventeen hours per semester (“Office Administration”). It can be obtained at Faulkner State, a community college, for $1,904 per semester. $7,616 is the total cost for the degree (“Tuition”). There are no entrance requirements to attend Faulkner State for an office administration degree. The school has an “open door” admissions policy, which means that anyone can attend (“Admissions”). Special skills that are needed to have a career as a secretary include being able to manage time, being able to pay attention to details, and being able to plan and organize. Traits needed for this job would be the abilities of confidentially, reliability, and interpersonal communication skills. Being...
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...The most popular definition of a job analysis is that it is the process used to collect pertinent information about the duties, responsibilities, required skills, outcomes, and work environment of a particular job. A job analysis will require as much information as possible to craft a job description which is the typical byproduct of the job analysis. (Board, 2011) The following rhetoric will provide a brief but comprehensive definition of a job analysis process for an administrative assistant position. Describe the various methods for performing a job analysis for an administrative assistant position There are essentially five methods used to perform a successful job analysis and they are as follows: observation, interview, questionnaire, participant’s diary or log and a combination of methods. The observation method is an activity involving observing the tasks that are performed on a particular job from commencement to conclusion. This data is recorded and used as data for the job analysis. The interview method involves interviewing the employee to determine the processes and procedures (tasks) required to meet the expectations of the job. The questionnaire is a method which involves providing the employee with a series of pertinent questions regarding the tasks that need to be performed to meet the expectations of the job. The answers to the questions on the questionnaire is evaluated and incorporated into data to be used in the job analysis. The participant’s dairy...
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...From: Gwendolen Sawchuk Executive Assistant Date: February 9, 2015 Subject: Job Analysis – Administrative Assistants For Management and Out-Of-Scope (MOOS) employees, Alberta Health Services has decided there will be a management review of our current management structure from the front-line manager up to ensure we have the right structure, the right number and the right distribution of direct reports. With this review, administrative support positions will also be looked at, particularly positions within the MOOS stream. This will directly affect 320 MOOS Administrative Assistants within the Addiction and Mental Health portfolio. As you know, Administrative Assistants job requirements cover a large variety of responsibilities, from calendar scheduling, communicating with staff, patients and families, accounting, drafting correspondence, ad hoc items, and meeting scheduling. Any new employee will not have the proper knowledge to complete the more complex tasks are may complex items are learned internally and on the job i.e. procurement and internal project management. Prior to AHS’s review of MOOS positions, Administrative Assistants were tied to the level of supervisor they supported i.e. Administrative Assistants supporting Director’s were at the same grade level. With the management review underway, it can be assumed that new employees should be able to assume all day-to-day responsibilities while seasoned Administrative Assistants can concentrate on more complex...
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...computer-generated writing and grammar suggestions inviting the consideration and analysis of the writer; they are not infallible statements of right/wrong, and they should not be used as grading elements. Also, at present, WritePoint cannot detect quotations or block-quotes, so comments in those areas should be ignored. Please see the other helpful writing resources in the Tutorials and Guides section of the Center for Writing Excellence. Thank you for using WritePoint. Week 2 Functional Areas of Success Nikitta Echols Nikitta Echols MKT/521 March 18, 2012 Jerry Davis WEEK 2 Functional Areas of Success Over the course of the last two weeks, I learned several new things about myself that will permit me to become an executive administrative assistant. I, of course, plan to reach to my highest peak of success by opening a software company that uses the functional corporate strategy. Becoming an entrepreneur apparently is starting a new career; therefore, I think it is correct to define an entrepreneur. An entrepreneur is somebody who starts or finances new companies. The entrepreneur spirit can begin at a young age but cannot start legally very young. I am naming the business Success because it is my goal in life; failure is not an option. The name Success is easy to remember and simple. Most...
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...FASTCAT PHASE II MNGT 433-Compensation & Benefits 4/22/2014 Logical Thinkers Consulting Company Damian Malagari Kerry Ahearn Melissa Hekl NgoanPhan Chau Tran Table of Contents EXECUTIVE SUMMARY 3 RECOMMENDED STRATEGY FOR EXTERNAL COMPETITIVENESS 4 Best Alternatives for FastCat 4 Pay Level and Mix of Forms 4 Integrating the External and Internal Structure 5 Preliminary Ideas 5 SURVEY DESIGN OF TOTAL COMPENSATION OF FASTCAT’S COMPETITORS 6 Selecting Benchmarks and Matching With FastCat Jobs 6 Selecting Competitors in FastCat’s External Market 6 Analyzing the Data: Deciding What Forms to Compare 7 Analyzing the Data: Adjusting for Aging 11 Evaluating the Regression Line and the Fit Between FastCat and the Market 15 FASTCAT’S PAY POLICY LINE 19 INTEGRATING INTERNAL AND EXTERNAL STRUCTURES 20 Bands and Zones 20 Overlapping 21 EVALUATING THE RESULTS 21 Description of Analysis 24 FastCats’ Strategy and Rationale to Lag Pay Levels 25 EXECUTIVE SUMMARY Our Proposal for FastCat’s compensation system in Phase II focuses on the base pay as well as providing incentives. In order to maintain its competitiveness in the industry, FastCat should lag the market. They must ensure their pay structure is strategically differentiated within the marketplace. The appropriate pay structure and compensation plan will help FastCat strengthen employee retention and increase productivity through incentives, rewarding performance, and employee engagement...
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...As there are many different types of Administrative positions in the medical field the Administrative assistant provides assistance to the top administrators in the organization and is a position that gives a person the much needed experience in learning the day to day task and responsibilities of the facility. The assistant is higher in the chain of command than an employee such as a secretary or receptionist. There are several titles that this job can be called such as Medical Service Manager Assistant, Healthcare Office Manager Assistant and Practice Manager Assistant. This paper will discuss some of the task, tools and technology, knowledge, skills and abilities and the educational requirements of an assistant that is slowly taking over the head administrative position in an office. The task of the Administrative assistant would start off as: o Supervise the work of office, administrative, or customer service employees to ensure adherence to quality standards, deadlines, and proper procedures, correcting errors or problems. o Discuss job performance problems with employees to identify causes and issues and to work on resolving problems. o Train or instruct employees in job duties or company policies or arrange for training to be provided. Once the assistant has a deep knowledge and understanding of those tasks, they will be given more tasks to handle, such as recruit, interview, and select employees, review records or reports pertaining to activities such as production...
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...for jobs. I also found that you can select a long description or a short description for the job you are researching. You have the option once you have found jobs to sort them again if needed. The second website that I used was usajobs.com. I search this site often. This site gives you so many options and so much information about the job that you are seeking. There a huge differences between the two sites. This website gives you the salary range, how long the job will be open, the name of the person you can speak with concerning the job, benefits, and if they will pay a relocation fee if the job is not in your area. There is also a dock station that gives you a drop down that shows all sections that you can search about the job. Usa.gov is a more professional website and it has more information about the job. This is the best website that I have seen by far. I have found several jobs that are interesting in my desired field of study. I have narrowed it down to four possible careers. The three career choices that I have chosen to discuss are: HR Director, HR Manager and Administrative Assistant. An HR Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. An HR Manager guides and manages the overall provision of Human Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the Human Resources function within a large company. An Administrative Assistant...
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...THE OFFICE MANAGEMENT DEFINITION In the development of understanding between the Management office (office management) with adminidtrasi office (office administration) often interprete interprete commensurate and both he turns used in the same sense, although in the history of its development is more widely used term administration of state affairs, while the term Management used more in the affairs of the company's preformance, but recent developments in the broader management use in the affairs of State. By following the norm that, in a further description will not perbedakan term in office administration with a management office, which is more important in understanding the two terms are explained clearly. Regarding the definition office management, there are some definitions that can convey, among others: (1) Geogre R. Terry in his book "Office management and control" state office management cans be defined as the planning, controlling, and organizing of ofiice work. And actualing those performing it so as to Achieve the predertemined objectives. It deals with the life cycle of business information and data from Their creation througt Their maintenance, distribution, and retention, it of permanent value, or destruction if obsolete. This means that the management office can be define as planning, controlling and organizing the work of offices, as well as the mobilization of those who carry it out in order to achieve goals - goals that have been determined in advance...
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...Medical assistants perform administrative and clinical tasks to keep the offices of physicians, podiatrists, chiropractors, and other health practitioners running smoothly. The duties of medical assistants vary from office to office, depending on the location and size of the practice and the practitioner's specialty. In small practices, medical assistants usually do many different kinds of tasks, handling both administrative and clinical duties and reporting directly to an office manager, physician, or other health practitioner. Those in large practices tend to specialize in a particular area, under the supervision of department administrators. Medical assistants should not be confused with physician assistants, who examine, diagnose, and treat patients under the direct supervision of a physician (www.bls.gov). Some medical assistants may help doctors examine and treat patients. They may check the height, weight, temperature, and blood pressure of each patient. Assistants write down patients' medical histories and run simple laboratory tests. Sometimes they answer patients' questions about medicines and treatment at home. Assistants may also give injections, apply bandages, and take X-rays. Many assistants take electrocardiograms, which measure the electrical impulses of the heart. Medical assistants are sometimes in charge of buying and maintaining medical equipment and furniture for the doctor's office. They may also act as office managers. They plan the doctor's schedule...
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...MGMT 3311 Staffing Assignment Part I Ali, Khaled Escarcega, Thomas Lather, Cenaida Ortiz, Monica Interview Protocol 1. What are the job responsibilities? My responsibilities include many things: answering phone calls, directing visitors, filing, ordering supplies, organizing and scheduling meetings and appointments, word processing including distributing correspondence memos, letters, faxes and forms, using software, budgeting and tracking many of the department’s accounts, booking travel arrangements for the department as needed, performing course waivers and grade change forms and obtaining signatures from department chairman. 2. What are the major duties of your position? My major duties are typing, making copies, scheduling appointments and budgeting the department’s finances. 3. What are the education, experience, and skills required for your position? High School Diploma or equivalent. Skills needed are: • Friendly and motivated individual • Must be able to...
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... Assessor Name: | | Result | Individual Assessments result | Assessment 1 | S NS | Final Result | C | | | Assessment 2 | S NS | | | | | Assessment 3 | S NS | | NC | Assessor Signature | | Date | | Feedback to Student | | I have received the Assessment Feedback on _________________________(Date) | Students Signature | | Assessor Signature | | Date | | Result to Wisenet by: | | Date | | Assessment Task 1: Human resources lifecycle test Submission details Student’s Name | | Assessor’s Name | | Performance objective Students will be able to identify the key phases of the ‘human resources lifecycle’, and the place of recruitment and selection in that process. Assessment description For this Assessment Task, you are required to complete the questions below that have been provided by the assessor. Procedure 1. Complete the written test. Specifications Assessors will be looking for a minimum of three HR activities for each of the five stages of the lifecycle. You are required to complete a written questionnaire, demonstrating your understanding of the HR lifecycle. Lifecycle test Part A – Complete the diagram Complete the following diagram of the HR lifecycle. Identify the human resource activities (three at a minimum) for each stage. Highlight the functions for the recruit, select and induct stages. Stage 1: (three activities at a minimum) | 1 | 2 | 3 | Stage 2: (three activities at a...
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...uninteresting job descriptions in the hopes that they will land them a candidate who is the ideal fit for the position and the company as a whole. Having a full recruitment strategy in place eliminates any potential risk when deciding who to employ and bring into your professional life (Caan, 2015). Companies want to hire top performing employees, but most are not aware of strategic and effective ways to help avoid violating any anti-discrimination and other employment law. As (Caan, 2015) states “After shortlisting the final candidates, I like them to carry out a practical task, such as doing a presentation or preparing a report. This is a great way to show whether their bark is bigger than their bite, or if they really do have the goods to deliver on their interviews.” These are some significant tasks that need to be understood and used in a strategic manner to help ensure that the hiring process will attract the best candidate to fill the position. In this paper, I will be preparing an advertisement for the position that my hiring manager is hiring for. In this advertisement, I will be providing the job description, description of duties, and a description of minimum qualifications. I will then be developing 10 legal questions to potential candidates including 10 illegal questions to ask them as well including justification on the questions. Texas Health Resources Advertisement Job Title: Administrative Assistant to Director of Patient Navigation Department Job Purpose:...
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