...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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...Job description & job analysis * Prepared by : Noha Reda Hassaan Fatma Mohammed * Outlines 1. Introduction 2. Definition & operational terms 3. Purpose of job analysis 4. Process of job analysis 5. Job description purpose 6. Components of job description 7. References * Objectives At the end of this session you will able to : 1. Define job description 2. Distinguish between job description , job specification & job analysis 3. Compare between job description & analysis 4. Analyze disadvantages of job description 5. Identify limitation of job description 6. List component of job description * Introduction -a job consists of a group of activities and duties that entail natural units of work that are similar and related. Jobs should be clear and distinct from other jobs to minimize misunderstandings and conflict among employees and to enable employees to recognize what is expected of them. -some jobs are required to be performed by several employees, each of whom occupies a separate position. -a position consists of different duties and responsibilities that are performed by only one employee * Operational terms * job analysis the procedure for determining the duties and skill requirements of a job and the process of obtaining information about jobs &kind of person who should be...
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...Analyzing a Job - Rewriting a Job Description Marc Kahue HRM531 March 12, 2012 A. Muse Analyzing a Job - Rewriting a Job Description With a variety of age cohorts seeking employment, some would prefer to traditionally walk through a business’ front door and personally inquire of any job openings. Others would prefer to frequent different job search engines on the Internet in the comfort of their own home. Websites such as www.monster.com, www.careerbuilder.com, and www.simplyhired.com are great tools for job seekers and job postings are listed by date. For this analysis, the popular website used to search for a job posting is www.indeed.com and the selected job position is for a Target Team Leader in San Diego, California. The analysis will include the identified need, strategy, performance requirements, and the knowledge, skills, and abilities (KSA) required to satisfy the operational gap within the organization. The need identifies the open position to fill and why it is necessary for an organization to create a job position, while the strategy covers the approach used to outline the position’s details. The duties of the position will be included in the performance requirements and its distinction from KSAs will be explained as well. For most, job postings are a potential employee’s initial point of contact with a given organization and the posting itself can identify the need of the organization. Looking at Target’s job posting on www.indeed.com, and after careful...
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... | |TYPE OF JOB | | | |CLERICAL _____ AMINISTRATIVE______ UPERVISORY_____ FORMAN__X___ | |Senior technician ________________________________________________________ | | | |A. 1. Interviewer: - _Nadia_____________________2. Date ________________________ | |3. Person Interviewed __Ibrahim Abd El Aziz ________________________________ | |__________________________________________________________________ | | | |B: 1. Present job title __________________________________________________...
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...Comparing Job Descriptions 8/18/2012 In writing a job description, it is important for the job description to be clear and specific. In comparing different job descriptions, you will notice the differences. If a clear meaning is not shown, the employee will not have a clear understanding what is expected of them. I compared two job descriptions, and this is what I came up with. In Managing Human Resources (Snell, Bohlander 2013 pg.153) job descriptions should have the job title and location section, a jobs identification section, and a job duties section. Both, job descriptions did include this information, but the title headings were labeled differently. In the identification section, the job of retail manager, listed online, lacked the information of who the employee reports to and the date the information was last revised. There is no way of knowing if the information is up to date, as job duties tend to change in the ever changing business industry. In the Employment Assistant job description there is two sections, one titled “job statement” and the other titled “essential functions” (Snell, Bohlander 2013 pg. 154) that list the job duties, functions, and responsibilities. There is much more of a description listed of what is to be expected of the employee on this job description. On the retail store manager description it is titled “your role” (Lifetouch Portrait Studios, Inc.), and it contains much less information...
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...Job Description Paper BUS 303: Human Resource Management Professor Anwar Chowdhury 20 October 2014 Job Description Paper The society we have entered into requires job descriptions to provide a base for the applicant to become interested and understand they are qualified for the position in which the organization is seeking to fill. The key for human resources (HR), conduct, reflect, and analysis the needs of the organization, designing the right job description and applying the correct assessment, eventually hiring the best candidate. In an effort to find the best candidate, first we must attract them through the job announcement, next, screen the candidates, and finally select the best candidate.(Youssef, 2012) In this paper, I will discuss the tasks, tools and technology, knowledge, skills and abilities, educational requirements, and finish with two assessment methods and why they appropriate to recruiting qualified candidates. A recent position opened in my company for a Surface Maintenance Mechanic, this will be the position I use to describe the different areas of concern for this paper. The tasks provide a clear understanding of where the position will work along with specific and direct points of interest without going into great detail. In this particular case, This position will be located at the Combined Surface Maintenance Shop and the purpose of the position will be “to perform maintenance, repair, troubleshooting, inspection, and/or overhaul...
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...CHAPTER 15 Job Design LEARNING OBJECTIVES When you have finished studying this chapter, you should be able to: 1. Describe and contrast the common approaches to job design. 2. Discuss the linkages between job design and technology. 3. Explain the job characteristics enrichment model and its relationship to work motivation. 4. Describe the sociotechnical systems model and its relationship to organizational effectiveness. Preview Case: Texas Nameplate Company COMMON JOB DESIGN APPROACHES Comparative Framework Job Rotation Job Engineering Job Enlargement Competency: Managing Change—Westinghouse Air Brake Job Enrichment Sociotechnical Systems Ergonomics Competency: Managing Diversity—Benteler Automotive Corporation JOB DESIGN AND TECHNOLOGY Role of Workflow Uncertainty Role of Task Uncertainty Combined Effects of Workflow and Task Uncertainty Role of Task Interdependence Competency: Managing Communication— David Berdish Fosters Dialogue Interrelationships among Job Design and Technology Concepts JOB CHARACTERISTICS ENRICHMENT MODEL Framework Job Characteristics Individual Differences Job Diagnosis Implementation Approaches Job Characteristics and Technology Social Information Processing SOCIOTECHNICAL SYSTEMS MODEL Competency: Managing Across Cultures—Job Design in the Malaysian Nursing Context Social Systems Technological Systems Moderators Core Concepts Implementation Issues Competency: Managing Teams—Consolidated Diesel’s Engine Plant CHAPTER SUMMARY Key Terms and...
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...6. Do you think companies can really do without detailed job descriptions? Why or why not? In one firm – British petroleum’s exploration division- the need for more efficient, flexible, flatter organizations and empowered employees prompted management to replace job descriptions with matrices listing skills and skill levels. Senior managers wanted to shift employees attention from a job description “that’s not my job” mentality to one that would motivate them to obtain the new skills and competencies they needed to accomplish their broader responsibilities. They created skills matrix which listed basic skills needed for that job, minimum level of each skill required for that job or job family. Emphasis is no longer on specific job duties, but on specifying and developing new skills and gave employees constant reminder of what skills they must improve. 1. What is the difference between reliability and validity? In what respects are they similar? Reliability describes the consistency of scores obtained by the same person when retested with the identical or alternate forms of the same test. If a person scores 90 on an intelligence test when retested the result should be the same. Validity indicates whether a test is measuring what it is supposed to be measuring. With employee selection tests, validity often refers to evidence that the test is job related. Reliability and validity are used in statistics and research design. At best, we have a measure that has both...
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...Management Job descriptions are the definition of an employees or future employee’s position and responsibilities. It is basically a written informative of the position at hand and allows for job seekers to know whether or not they are qualified for the company’s opening. A company can effectively use descriptions by placing them in their hiring ads on-line and in the newspaper. When a job seeker sees a description of a job they are more apt to call because they will know if they are right for the job or not. Management of a company can use job descriptions as a powerful tool within their company. Job descriptions give managers the analysis and specifications of a job within the company. These specifications are how managers know what each employee is responsible for completely, their job performance or productivity. Job descriptions can even help when it comes time for an employee’s review. Management can take the employee’s performance over the period of time and compare it to what the job requires to determine the employee’s compensation. Thus, all of this information making this task for management easier. When company’s use job descriptions they are making it easier to find an employee, make it known what is expected and have a set of guidelines to be followed for the job. All of these are sound reasons for a company to want job descriptions. However, there are some limitations that come along with descriptions. When a company uses job descriptions they are limiting...
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...JOB DESCRIPTION ASSESSMENT MANAGING PEOPLE CLASS : WEEKEND BATCH : 63 Oleh: Rendy Anggadiputra (00000006984) MAGISTER MANAGEMENT UNIVERSITAS PELITA HARAPAN JAKARTA 2014 GS0 & CORPORATE DEPT MANAGER Nama Jabatan Bertanggungjawab Pada Unit Kerja Bertanggungjawab atas GS0 & CORPORATE DEPT GSO & CORPORATE SUPERVISOR DEPARTMENT CORPORATE INSTANCY SENIOR STAFF INTERNAL/YAMAHA GROUP PRIVATE COMPANY/BUMN SALES STAFF SALES STAFF YAMAHA VENDOR/SUPPLIER STAFF DEALER DEVELOPMENT MAINTAIN STAFF DDS AREA ADMIN M/D AREA ADMIN DEVELOPING AREA : : : : GOVERNMENT AFFAIR SENIOR STAFF REGISTER BBN,CUSTOM, LKPP AFFAIR STAFF E -CATALOG, ADMIN E -PURCHASE STAFF DDS AREA MARKETING SUPPORT ADMIN M/D AREA ADMIN •TNI GOVERNMENT SALES •POLRI STAFF •DISHUB •MINISTRY Governtment & Corporate Marketing SPV GSR & Corporate Manager Marketing 1. Area Marketing...
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...Acme Company Job Title: Receptionist | Department: Customer Service | Job Code: SMAA/25 | Revision Date: 01/2015 | Job Grade: CG 5 | Job Summary Performs administrative and office support activities for the HR office. Duties include maintaining personnel files, performing administrative functions for the office personnel, assisting the public and employees with personnel questions, following company policy when dispensing information, reviewing and processing forms for personnel changes, monitoring staff time and payroll items, handling the HR director’s calendar, handling office mail, filing, typing as requested, answering phones, and other duties as assigned. Key Responsibilities Schedule appointments for employees, director, and customers Distribute incoming and outgoing mail File personal files and incoming or outgoing correspondence Answer incoming phone calls and direct to the appropriate channel Support employees and clients to dispense correct information Collect timecards and payroll to input time and attendance Demonstrate knowledge of company policies and correct information Welcomes all clients and employees to ensure comfort upon entering the office. * . Qualifiers Knowledge of general filing system and document filing protocol Knowledge of managing calendar Typing (50 wpm, 100% accuracy) Excellent English writing skills (structure, grammar, punctuation) Computer skills Microsoft Office skills/experience Ability to file...
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...Job Description Job summary Apple Inc. requires a permanent, full time employee for the role of a Market leader; your job will involve leading a group of Apple employees in advertising our company and products. You will construct strategies and tactical teams to contain a constant influence in many locations. You will have to be good with customers and understand there buying habits. Requirements: • Business and management or Psychology Degree • You have at least five years of experience managing a complex business across multiple locations. • At least a degree in IT and Computer Reasonability’s • You will have to lead and manage a team • Maintain a constant influence in every location • Operate in many segments such as sales, training, technical support and business. • Be able to maintain peak performance • Provide guidance for each store to achieve market goals • You’ll need to be flexible with your schedule Description As a Market Leader, you inspire teams to provide skills that form customer loyalty and monitor the development of your managing ability. You lead your staff to sustain maximum performance and work with them when required. You will have numerous tasks which can involve the controls of sales, training, technical support and business-focused segments. As each store experiences rapid development and continuous transformation, you continually have to redeploy your teams on providing a quality experience for each customer at the Apple Store. You...
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...Cleaning Center (The Job Description) Institute Of Management Sciences, Lahore Human Resource Management Questions 1. What should be the format and final form of the store manager’s job description? There is no standard format as to what should be included in the job description of store manager but most job descriptions cover the following sections • Job identification • Job summary • Responsibilities and Duties • Authority of incumbent • Standards of performance • Working conditions • Job specification 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Not all the standards and procedures are important to mention in the body of job description except the ones that are relevant and important for the applicants to know i.e. Performance and Competency standards. Note: It depends upon the type of job under discussion as to what sort of standards to include. 3. How should Jennifer go about collecting the information required for the standards, procedures and job description? First of all Jennifer should conduct a complete job analysis for the job of store manager and she should also check out existing policies and procedures of the company in place, then she should use one or more of the following methods for collecting information about Standards, Procedures and Job description for the job of Store Manager. • The Interview ...
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...Working within the Job Description Name BUS 303: Human Resources Management Instructor Date Job Description Introduction A job description circles out the drive of a job, where the job turns into the association structure, the chief responsibilities and tasks of the job and the important tasks to be done. A job description is a series that an individual might practice for overall tasks, or purposes, and accountabilities of a selected position. It might often involve the location reports, stipulations such as the educations or trainings wanted by the individual in the job, or an income range. Job Description of Selected Position The selected position for this paper is HR Manager. The Human Resource Manager indicates and guides the HR team to allow them to transport a complete HR service to the occupation. The HR Manager proactively recommends on greatest practice HR and where essential proceeds a hands-on task in allocating with case effort. The HR Manager chains the employees about management purposes that reinforce the business philosophy. The comprehensive areas contain employee problems, reward and welfares, remuneration, occupational growth, infrastructures and performance management. Tasks The main tasks of the HR Manager is to lead and direct the Human Resource department to bring a complete HR facility to the business, employee relationship management, clearing any disputes and utilizing conflict handling approaches in the...
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...Principal’s Job Description JOB TITLE: Principal REPORTS TO:Board of Directors SUPERVISES:Students and all teachers of the school NATURE AND SCOPE OF JOB: The school Principal serves as the educational leader, responsible for managing the policies, regulations, and procedures to ensure that all students are supervised in a safe traditional Catholic learning environment that meets the approved curricula and mission of the school. Achieving academic excellence requires that the school Principal work collaboratively to direct and nurture all members of the school staff hired by the Board of Directors and to communicate effectively with parents. Inherent in the position are the responsibilities for scheduling, curriculum development, extracurricular activities, personnel management, emergency procedures, and facility operations. JOB FUNCTIONS AND RESPONSIBILITIES: The school Principal shall: 1.Establish and promote high standards and expectations for all students and staff for academic performance and responsibility for behavior. 2.Manage, evaluate and supervise effective and clear procedures for the operation and functioning of the school consistent with the philosophy, mission, values and goals of the school including instructional programs, extracurricular activities, discipline systems to ensure a safe and orderly climate, building maintenance, program evaluation, personnel management, office operations, and emergency procedures. Ensure compliance with all laws, board...
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