...Working with and TASK ONE 1.1 Write the Recruitment Procedure, job description and person specification to select and recruit a new Business tutor. AC 1.1. Job description In simple terms, this describes the job. Organisations usually have their own standardised formats for job descriptions and although they vary enormously, they generally include the following sections: ● identification data: job title, department, pay grade, main location ● organisational data: responsible to and for, other working relationships (this could be visually presented as an extract from the organisation chart) ● job summary: a brief statement of why the job exists ● job content: an explanation of the principal duties or key result areas with brief summarised descriptions ● miscellaneous: unusual arrangements such as shift-working, a need to be mobile, casual car-user allowance plus a reference to any other documents – eg collective agreements – which provide further details Person specification Qualifications Graduate calibre (ie at least Graduate in relevant Application form two good A-levels). subject. MCIPD. and certificate check. CIPD-qualified Experience Minimum of three years’ significant relevant Application form, experience in generalist experience in interview, and HR work at HR officer a unionised references. level. environment. Knowledge Up-to-date knowledge of Knowledge and skills Application form, and skills employment legislation. in employee relations...
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...market, HR planning and labour turnover in the current UK economic climate 3 Staff turnover 4 II. Stages of the recruitment and selection process 4 Step 1: Determine if there is a vacancy (Taylor 2005) 5 Step 2: Job analysis (Taylor 2005) 5 Step 3: Job description and person specification (Taylor 2005); 6 Step 4: Application form (Taylor 2005) 7 Step 5: Recruitment methods and media (Taylor 2005) 8 Step 6: Advertising (Taylor 2005) 9 Step 7: Selection methods (Taylor 2005) 9 Step 8: Appointment & induction (Taylor 2005) 11 III. Conclusion 12 IV. List of references 13 Annex 1: Sample of Call Center employee Job Description 14 Annex 2: Sample of Person Specification for Customer Contact Centre Agent 16 Annex 3: Online job advert sample 17 I. Introduction The purpose of this essay is to outline and explain the process of recruitment and selection for hiring 10 call centre employees in a newly formed customer services department in an IT medium-sized company. Specific recruitment and selection theory from different authors will be approached and linked to the relevant environment including call centres, medium-sized IT company and the UK recession context. The essay will take a look at the HR planning, labour turnover by different authors and will be linked to call centres as well as the current economic context. Then recruitment and selection stages to hire 10 employees in a call centre will be outlined and explained, detailing the job analysis, job description...
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...Introduction: Dessler(2008) claimed that, developing an organizational structure results in jobs that have to be staffed. Job analysis is a procedure through which we find out what the job entails and what kind of qualities a person should have to be hired by an organization. Human resource is a very important asset for any organization and jab analysis and position description is the crown jewel of all. We have analyzed what type of information is included in job description and person specification in order to create job analysis and position description of an HRM lecturer in North South University, a medicine doctor of Square Hospitals and a financial officer of BRAC Bank ltd. We tried to show how that is done through this project report. Over view of the organizations: It was a privilege for us to conduct a research and prepare a term paper on these three reputed organization in Bangladesh. Here is a brief overview of all the three institutions. i. North South University (North South University, n.d.) North South University (NSU), the first private university in Bangladesh, was established in 1992 with the goals of providing high quality higher education, developing human resources, and providing well paying jobs to highly qualified faculty members with foreign degrees. Another key objective was to provide the training and opportunity to students and graduates for higher study abroad, either with a recognized degree or with transfer credits from NSU. This institution...
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...Job Description Paper Catina Cole BUS 303 John Beeson December 15, 2014 Job Description Paper Job descriptions are an important part of the job analysis process in Human Resources. A job description “identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (Youseff, 2012). Job descriptions usually serve as a point of reference for many of the things that HR has to consider for a job, such as what the pay will be, evaluations, and training needs. In order for a person that is newly hired into any organization to be successful, they will need a tool to help identify what their expectations are. This tool is known as a job description. An effective job description is broken up into parts and includes relevant and reliable information that truly reflect the nature of the job. Let’s explore the job description and find out why it’s such an important part of the job analysis process. An accurate job description generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note...
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...abbreviated Strategy Map for the Hotel Paris. Utilize the hierarchy of links that includes the following areas: (a) Hotel’s HR policies and practices; (b) Necessary employee competencies, behaviors, and skills; and (c) Three (3) required strategic goals or outcomes. See Figure 3-6 in your text for guidance. 2. HR Metrics. Based on Figure 3-9 and Table 3-1, identify the four (4) most appropriate metrics the Hotel Paris should use to measure its HR practices. Be sure to provide support for your selected metrics. 3. Recruitment Sources. Based on the hotel’s required employee competencies behaviors, and skills, stipulate the three (3) most effective recruiting sources (internal and/or outside sources) the Hotel Paris should utilize. Be sure to provide support for your selection of recruiting sources. 4. Measurement of Recruiting Effectiveness. What approach would you suggest the hotel use to measure the effectiveness of its recruiting efforts? Support is expected. 5. Employee Tests: Personality. The Hotel Paris has employees in several job categories: front-desk clerk, valet, door greeter, security guard, service positions (housekeeping and food service), and assistant manager. Select two (2) of the above jobs and provide examples of two (2) personality test items you would suggest the hotel use to select employees for these jobs. Provide specific support for your suggestions. 6. Employee Testing. Based on your analysis of the Hotel Paris’ situation...
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...Pitts BUS ADM 440 4/11/14 Job Analysis, job descriptions, resumes, cover letters, and applications are all part of an important process in business—Recruitment. Hiring/recruitment is an essential key to every successful business. Without the recruitment process, small companies would not have developed into the large corporations they are today. But in order for this to happen there are other important factors that make it possible. Businesses need to have specific components to make the job structure process easier including job analysis, job description, and job evaluation. Throughout this paper, I will be defining and discussing about job analysis, job description, and job evaluation, the importance of the three, the steps of the job analysis process, and how they all apply in the business world. To get a better understanding of the internally consistencies I will go in depth of what they are and how they work. This helps you understand the value of each job and how HR professionals determine who will be getting paid more due to the responsibility aspect being higher. There are two processes that make it easier are Job Analysis and Job Evaluation. Job Analysis is a Systematic process for gathering, documenting, and analyzing information in order to describe jobs. While job evaluation systematically recognizes differences in the relative worth among a set of jobs and establishes pay differentials accordingly. Generally speaking job analysis is to help managers understand...
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...Front Desk Job Description Front desk job description involves greeting and welcoming guests or clients, answering their queries, providing them with necessary information and maintaining records, receiving payments, etc. They are also responsible for promoting various offers and services of the organization they are working with. Front desk agents are the face of the company, hotel or hospital. They are the first ones to greet business associates, guests, patients, etc. Front desk job is an important job, because the impression one has about a particular place will depend on interaction one had with the front desk official. A rude, haughty front desk official will spoil one's impression about the place entirely. Thus, the primary role of a front desk official is to present the organization in the best possible manner. Front desk job description or receptionist job description will vary from one industry to another. An operations supervisor has many different functions in many different career fields. The main responsibility of an operations supervisor is to ensure that the processes and employees working under him are working smoothly and efficiently. An operations clerk handles office duties for a company’s top executive. Sounds simple, but the responsibilities of an operations clerk are vital in helping a company run smoothly. Operations clerks answer phones, greet clients, schedule appointments, type reports and letters written by chief officers, and handle an array...
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...Memo Attn: Director of Human Resources Current Job Title: HR Intern Classification: Hourly Department: Human Resources Pay Grade: $25 per hour Method used to analyze the job A functional job analysis method was used to determine the appropriate combination of three essential elements: “(1) People (important interpersonal relationships on the job); (2) Data (obtaining, using, and transforming data in aid of job performance); (3) Things (physical machinery, resources and the environment)” (Belcourt, M., & McBey, K. J. (n.d.). Strategic Human Resources Planning (Fourth ed., 2010). “The Functional Job Analysis employs a series of written task statements each containing four essential elements: (1) a verb related to the task action being performed by the worker; (2) an object that refers to what is being acted on; (3) a description of equipment, tools, aids, and processes required for successful completion of the task; and (4) the outputs or results of task completion” (Belcourt, M., & McBey, K. J. (n.d.). Strategic Human Resources Planning (Fourth ed., 2010). Reason for Method Used The reason I chose the Functional Job Analysis as my method was due to its close ties with the USA government run DOT and Canada’s NOC. These close ties allowed for a secondary review of job descriptions already done in order to evaluate the job level that best suited my role. The main quality that attracted me to the Functional Job analysis was the simplicity of the implementation...
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...1.0. Job Analysis As like any other organization, Citycell also exist to accomplish its organizational goal and objective. Achievement of organizational goal requires collective efforts (work) of a number of employees rather than individual effort. The point at which work and worker come together is called job-it is the role played by worker. To staff the worker for accomplishing the goal, an organization needs to know a lot of information about the job. These are: * Information about duties and responsibilities of that job * The characteristics of people required to perform that job Information about jobs is obtained through a process called job analysis. Job analysis as a management technique and it was developed around 1900. It became one of the tools by which managers understood and directed organizations. Job analysis is the procedure for determining the duties and skills requirements of the job and the kind of person should be hired for it. This is the process of collecting and analyzing information. An important concept of Job Analysis is that the analysis is conducted of the Job, not on the person. Telecommunication industry is a dynamic industry. To stay in this industry and become competitive, Citycell also conduct job analysis on daily, quarterly and even yearly basis. As they are the only CDMA (Code Division Multiple Access) operator in Bangladesh, based on their sales growth, future focus etc. they frequently do job analysis. 1.1. Sample of a standard...
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...been trained properly.A huge problem in the bank’s home office is the lack of a proper Training program. It can be an in-house training program especially designed for the new employees at the bank or a practical on-the-job training program. This will give new employees the change to practice, observe others, ask questions, learn from mistakes and familiarize themselveswith the equipment that they are using. It is very important for the bank to utilize itsavailable resources. In this case the supervisor could have given her proper, on-the-jobtraining and informed and familiarized her with the name and function of the machinethat she operates. 2. Do you think setting up an HR unit in the main office would help? Of course I think itwould! Since there are HR-related problems both in the home office and in the branches, it isclear that if a personnel office were set up, it would need to help to coordinate the HRactivities in the branches. 3. What specific functions should it carry out? What HR functions would then be carriedout by supervisors and other line managers? What role should the Internet play in thenew HR organization? There is room for quite a bit of variation in the answers to thisquestion. Our suggested organization would include: HR Unit: job analyses, planning labor...
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...INTERNSHIP REPORT ON HR PRACTICES IN RENATA LIMITED HR PRACTICES IN RENATA LIMITED 23/05/2012 BRAC University PREPARED FOR, Ms. KOHINUR AKTER SENIOR LECTURER, BRAC BUSINESS SCHOOL COURSE ID: BUS-400 PREPARED BY, NAZMUS SAKIB STUDENT ID: 07304004 BRAC BUSINESS SCHOOL BRAC UNIVERSITY Letter of Transmittal May 23, 2012 Kohinur Akter Senior Lecturer BRAC Business School BRAC University Subject: Submission of Internship Report Dear Ms. Kohinur Akter, With due respect and immense pleasure I am submitting my internship report on “HR Practices in Renata Limited” that you have assigned me as an essential requirement of Internship program. It is really an enormous prospect for me to gather together vast information and grasp the subject matter in an appropriate way. I have found the study is quite attention-grabbing, beneficial & insightful. I tried my level best to prepare an effective & creditable report. The report will provide clear concept about the overall functions of “HR Practices in Renata Limited”, I welcome your entire query & criticism on the report is beneficial for me as it will give me the opportunity to learn more and enrich my knowledge. I hope you will consider the mistakes that may take place in the report in the spite of my best effort Yours Sincerely ______________________ Nazmus Sakib I Acknowledgement Preparation of this Report, I would like to acknowledge the encouragement, guidance and assistance given from a number of responsible...
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...Discuss how you would carry out your various responsibilities as a coding manager by doing the following: A1. Analyze the job description for an inpatient coding position Managers should be aware of skill sets needed for an HIIM workforce, and recruit qualified staff to fulfill new job roles. Manager should review the job description each time they have a recruitment opportunity. They need to ensure the description outlines the work to be performed. It should be specific to the role of Inpatient Coder. The job description needs to include the position requirements, purpose, and all functions. It should also list the qualifications needed to be hired and successful. Sections of the description should also include education level, years of experience, specific knowledge needed, and any specific proficiency needed for the job. Be specific, before posting a job. Specification helps to minimize the wasted time and effort of the interviewer and interviewee. One of the Inpatient coder’s responsibilities would be reviewing all patient files for accuracy and recording into the computer; therefore a couple of key qualifications that should be listed would be, attention to detail and has medical terminology background. (Wilson, Jacqueline) Job descriptions are used by the manager to clearly set employee expectations for job performance. A2. Develop goals for a clinical documentation improvement (CDI) program CDI, Clinical documentation improvement...
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...activities - seen as a new term for ‘personnel management’ * Distinctive approach to the management of people: distinct from personnel management - a distinct philosophy * Organizational Assets: Physical, Financial, Intangible, Human * Old Myths about HRM Old Myths | New Realities | People go into HR because they like people. | HR departments are not designed to provide corporate therapy or as social health-and -happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable. | Anyone can do HR. | HR activities are based on theory and research. HR professionals must master both theory and practice. | HR deals with the soft side of a business and is therefore not accountable. | The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance. | HR focuses on costs, which must be controlled. | HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value, not reduce costs. | HR’s job is to be the policy police and the health-and-happiness patrol. | The HR function does not own compliance...
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...HR plan- Aastha Healthcare – “bringing healthcare of international standards to you’’ HR management in a hospital is of utmost importance as all operations in a hospital revolve around people and patients. Before we begin with the HR plan we need to know the size and holding capacity of the hospital. We assume that ‘Aastha Healthcare, has 100 beds , including 10 ICU beds . This is a small private hospital and expansion is at foresight. ------------------------------------------------- Doctors to Bed Ratio ------------------------------------------------- ------------------------------------------------- 1: 5 (Indian Medical Council) ------------------------------------------------- Nurses to Bed Ratio ------------------------------------------------- ------------------------------------------------- 1:3 Bed Recruitment and Selection Procedure Manpower planning calls for the integration of information, formulation of policies and forecasting of future requirements of human resources so that the right personnel are available for the right job at the right time. Planning job requirements and job description Manpower planning consists of studying job requirements and preparing job description. The requirements of each and every job must be thoroughly studied through job analysis. Job Analysis Job analysis is the process of examine a job to identify its component parts and the circumstances in which it is performed. It is necessary to be...
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...manager is someone who assists in daily business or personal tasks of general manager. 1.1 Job analysis 1.1.1 Personal Assistant Job Description • Arranging travel and accommodation • Calendar management, monitor and deal with telephone calls or e-mails, relay messages or refer callers as appropriate or as directed • Handle all aspects of meeting arrangements and supporting documentation, conference calls, including administrative support as required • Keeping and maintaining an accurate record of papers and electronic correspondence on behalf of the GM • Minute general meetings as required • Dealing with incoming e-mail, faxes and post 1.1.2 Personal Assistant Job Requirements • University degree • PA experience in supporting a senior manager and their team is essential • Excellent knowledge of Azerbaijani and English, Russian is a plus • Excellent knowledge of MS Office • Strong interpersonal skills • Excellent organizational skills • Excellent written and oral communication skills • Proven ability to work under pressure and to tight deadlines 1.2 Recruitment planning Use external recruitment. External recruitment is the process of searching outside of the current employee pool to fill open position in an organization. It makes the organization can approach to a larger pool of applications, which increases the organization’s chance of finding the right person to fit the job even the organizational strategies. And it provides opportunities for a fresh outlook on the industry...
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