...staff turnover. The finance director also spending too much time on staff related issues such as maternity leave and salary increases. The word “reward” covers all financial provisions including pay and benefits (bonuses, pensions and so on) made to employees. On the other hand, the term “Pay system” is a practice of rewarding people for their contribution to the company. To help the company to succeed it is important that General HR Admin has a proper training in Administration involves in payroll and performance management (valuing people). Through reward strategy, it helps to motivate staffs to perform their job properly and staffs might feel that the company is valuing them. These systems have a big impact on the efficiency and productivity of the workplace. Also, helps for a greater job satisfaction in order for staffs to work at a higher level and each individual can share their knowledge and skills to the company. * The managers is also concern to the inconsistencies in job descriptions, recruitment and selection. The purpose of job description is to make sure that the management is hiring the right people to fill the...
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...damaging the organization’s reputation and without making some serious improvements in training and development the organization will not have a future. Hiring a HR advisor to progress from their current state is the first step in the right direction. The HR advisor is responsible for providing the customer service call center with valuable practices to establish a well organized training program. In addition the HR advisor has to implement guidelines on how to educate and develop current and new employees. This paper will provide the necessary analysis to ensure that the customer service call center can increase employee satisfaction and therefore increase profits. Components of job analysis and design The first step in analyzing the situation in the customer service call center is to gather information on the organization’s business plans, the job descriptions, job specifications, and job contexts. Then continue with studying the essential functions for each job. “The analyst lists the tasks that comprise the job and determines the skills, personality characteristics, educational background, and training necessary for successfully performing the job” (Byars & Rue, 2008, p. 66). Analyzing the situation of the customer service call center takes time and requires input from employees, managers, and leadership. The HR advisor can pursue the analysis through observation, conducting interviews with employees, and creating structured questionnaires to evaluate the situation. With all...
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...|FOUNDATION CHRP CL&D ASSESSMENT | | | |[pic] | |Resourcing Talent (3RTO) | | | | | |3RTO F204A_June – Optional Unit Assessment – Version 3 June 2012 | | | | | |Student name: | | | | | | |CRITERIA |PASS/REFER |COMMENTS | |LO1: ...
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...HR Assessment – Task 2 Outcomes 2 & 3 Escape to the Wild Report To ensure Escape to the Wild’s continued successful and profitable expansion, the Managing Director has expressed his wish for the company to take on a more Strategic approach to the way it recruits trains and promotes its employees. To implement this new strategic approach a human resource function should be introduced. The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: Recruitment & Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success and selection techniques such as psychological tests, practical tests and numeracy tests can be used to determine the best candidate for the job. Recruitment and selection activities include: employment law, job descriptions, personal specifications, advertising, applications, interviews, tests, references and acceptance/rejection letters. The implementation of a recruitment and selection process within the human resource function for Escape to the Wild would reduce the amount of work for the Finance Director and the finance section. The Finance Director would no longer have to issue all employment contracts...
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...ACTIVITY 1 (CIPD Profession Map, 2015) The professional Map CIPD( 2009) is a universal platform for HR professionals which describes what you need to do, what you need to know and how to do it. It is designed by HR professionals and sets out standards for all HR professionals to have the knowledge, activities, and behaviours needed to be successful. The 10 Professional areas describe what you need to do and what you need to know for each area of the HR profession at four bands of professional competence. The Professional Areas Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are Insights, strategy and solutions followed by Leading HR. Insights, Strategy and Solutions-This helps to develop an understanding of an organisation and its background in order to style its strategy and solutions and to meet its needs for now and in the future. The other core professional area is Leading HR, This is to act as a role model to expand the influence HR makes to the organisation both through own efforts and through supporting , developing and measuring others across the organisation. The remaining eight professional areas are: * Organisation Design - ensures that the organisation is appropriately designed to deliver organisation objectives in the short and long-term and that structural change is effectively managed * Organisation Development - is...
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...| MIDTERM IN ADMINISTRATIVE AND OFFICE MANAGEMENT | | | | | | | | ADMINISTRATIVE AND OFFICE MANAGEMENT (MANA 3023) Name: Date: (Family Name) (First Name) This examination is designed to measure your creativity and ability to apply newly-learned concepts. Answers should be in double space, font type is Arial, font size is 12. Let us assume you have just been appointed as a manager of an overseas recruitment office for skilled workers in Southeast Asian countries and that you has two (2) major deliverables: 1. A proposed manual on the recruitment system and procedures for approval of your foreign investor (financier). Please prepare a 5-page concept paper with an indicative outline of your proposal. Take into account, as inputs to your proposal, the characteristics of a well-designed system and work flow process chart cited in the reading materials distributed in class. 2. A proposed office accommodation and layout for with 25 personnel of which you are the manager. Prepare a 5-page concept paper with the proposed office layout. Attach as annex the table of organization (personnel structure) of your office. Assume that budget is not a problem, but remember that your foreign investor will subject your proposal to his review and approval. Please take into consideration the checklist for accommodation requirements and principles of layout enumerated in the reading materials distributed in class...
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...Guidance on writing Job Descriptions & Person Specifications These notes are designed to assist you when completing the Job Description & Person Specification templates. Before you start The job description and person specification should be completed by someone who has a good knowledge and understanding of the role and is able to identify the appropriate criteria to select the best candidate. If it‟s helpful, your HR Advisor can work with you to ensure all the key areas are captured. Tips to help you create a good Job Description & Person Specification o Create a Business Case This is essential when creating a new role or changing an existing role as it is needed as part of the Vacancy Control Procedure, and allows you to focus on what you want the role to actually achieve. o Don‟t focus on grade at this stage This is likely to detract from thorough consideration of the actual job. o Create a Structure Chart This shows where the job sits in the team and how it relates to other roles, clearly showing reporting relationships etc. Again try not to focus on grades. This is also an essential part of the Vacancy Control Procedure. o Write in plain English Use clear and plain English and think carefully about how you describe the job. Formatting & Layout (See Example Later) The design and layout of the Job Description & Person Specification template has been specifically set and agreed. Therefore sections, boxes and key headings should not be removed or added. The font...
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...Job Analysis MGMT335 Unit 2 Assignment Abstract This paper will provide employees a proper understanding of what their job tasks and requirements are the manager and company as a whole needs to fully understand the specifics of what is required of the position. This leads to a better job description. It will research a company's job or position wanted posting and provide the following: list at least 3 elements of the job which would provide areas within the job description. Define at least 1 of the job specifications or qualifications required to apply and fill the position. Based on your identification of the elements and qualifications provide an opinion as to whether the company has conducted a proper analysis of the particular job they are seeking to fill and whether they would be able to gather a pool of qualified applicants. Job Analysis A company has an open position; the Human Resource (HR) personnel must draft an appropriate and qualified job description which starts with a job analysis. This type of work helps the HR personnel to hire the right candidate for the job. A job analysis begins with several steps. Step one covers job analysis which begins with questions like what will the employee produce, who will receive the product or service, and what is the outcome of the day. It requires a description of the product or service of the position. Step two covers function which is to make a serious list of specific task or functions depending on the responsibility...
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...LU 3: JOB ANALYSIS & HUMAN RESOURCE PLANNING The Basics of Job Analysis Job analysis – The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for the job by collecting the following types of information: work activities; human behaviors; machines, tools, equipment, and work aids; performance standards; job context; and human requirements. Job description – A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities – one product of a job analysis. Job specification – A list of a job’s “human requirements”: the requisite education, skills, knowledge, and so on – another product of a job analysis. A. Uses of Job Analysis Information 1. Recruitment and Selection – Job descriptions and job specifications are formed from the information gathered from a job analysis, and help management decide what sort of people to recruit and hire. 2. EEO Compliance – The U.S. Federal Agencies’ Uniform Guidelines on Employee Selection stipulate that job analysis is a crucial step in validating all major personnel activities. 3. Performance Appraisal – Managers use job analysis to determine a job’s specific activities and performance standards. ...
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...responsibility is to provide well-being and sincerity into the workplace. So, what is the secret to succeeding and achieving our objectives and goals? Today it is about investing and training new talent to met expectations of the organisation. It will also consist of good practice, experimenting different work cultures and motivating employees which will sustain good working relationships between HR and employees. How THREE WAYS HR Activities support the Organizations STRATEGIES? Recruitment Activities: Human Resources practioners main priority is to make sure the business and the organization are fully staffed and attracting the right talent. Most managers tend to expect employee to attract talent, however, they do depend on the HR personnel to assist them in finding the right candidate. Without the continuous support from HR, managers would have the responsibility to perform all staff activities and staff performance for reaching goals. Here are some of technical responsibilities that HR supports us in the recruitment process * Job descriptions (nature of the job, company values, salary range) * Assigning a fair rate of pay for present and new employees * Interview screenings- They can recommend the qualifying candidate for the next stage. * Classifying staff members into departments. Administration Activities: The heart of the organization. The true responsibilities are this sector which is to ensure a smooth running of company...
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...phones (Course Syllabus). As the new HR advisor for the Global Travel Agency, the following recommendation report to the organizational development and training program has been prepared. Components of Your Job Analysis and Design To create an effective job description, a job analysis was done to determine the tasks involved as a customer service representative for Global Travel and determine the appropriate skills, knowledge, responsibilities, and abilities required to successfully perform the job (Byers & Rue, 2008). The purpose of this job analysis is to assist in the preparation of the job description and specification, ensure recruitment exercises are effective, and aid in the development of an effective performance management system (Job Analysis). Components of the job analysis include: • Job contents comprised of the responsibilities and duties related to the job description. • Job requirements identifying the qualifications, skills knowledge, and characteristics such as personality requirements the employee must possess to perform the job successfully relating to job specifications. • Job context including reporting relationships, level of autonomy employees are given, and physical requirements. • Work processes and procedures to identify the duties and responsibilities critical to the successful performance of the job and achieving the objectives of the organization. (Job Analysis) Job analysis results were used in the job design developed to structure work...
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...departments of the organization who need new employees send a draft with position description and a document that describe the required skill and education for the post. After approving the draft the authority of city link send it to human resource department of GT group. The recruitment and selection process of city link will not be started until the authority of GT group give the approval of recruitment request of concern department to human resource department. The approval must include the electronic copy of the draft description and advertisement. Recruitment Procedure Analyze the job Job analysis If an employee leaves the College, it is likely that you will want to replace them. However, before getting approval to appoint and advertising the same post, you should take time to consider the role and decide if there are any changes required. Job analysis is the term given to this assessment of a role. Job analysis is a systematic procedure for obtaining detailed and objective information about the post, before it is advertised and filled, giving the opportunity to tailor it to what is currently required. Questions to ask about the role: * What tasks did the previous post holder carry out * What level were these tasks * Did they have supervisory responsibility or budgetary control * Are the reporting lines still appropriate * Are there any other tasks that would need to be added to this role (or taken away if the role is...
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...Summary The following report is a comparison and analysis of Foy and Pirelli’s old and new management. The case talks about an employee Ashley who was dissatisfied with her job as she was not even enough responsibility and thus, couldn’t work to her full potential. But after her new boss Mike took over there was a cultural revolution in the company. The issues related to the case are further analyzed using the concepts of Human Resource Management such as Job Design, Human Resource Planning, Job Characteristic Model, Job Analysis etc. The Job Design played a major role in Ashley’s new perception of the job. Jobs under the new management went through the process of Job Enrichment and a further comparison on how the jobs were affected under the new management. The comparison was made against the decision making. Responsibility and task related to the jobs in Foy and Pirelli. The second concept analyzed in the case was the job charactertics model to understand the motivators and demotivators of the old and new management. After a thorough analysis of the five core job dimensions, critical psychological stage and personal and work outcomes it can be said that in Ashleys new job, she was motivated to work to her full potential as compared to her old job. The third concept basically addressed the issue of weak HR planning in the old management which has major setbacks to the organization. The issue of concern was also the fact that employees under the old management were not properly...
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...Board of Director *Job description A board of directors legally represents the interests of a corporation's stakeholders. Those stakeholders include stockholders of a publicly held corporation, donors to a nonprofit corporation and/or the communities served by either. As their representatives, the board members have the responsibility of establishing, guiding and assessing the overall direction of the corporation. * Job Specification a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc. Purpose of Job Specification Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not. It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more. It helps in selecting...
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...Preface Introduction to Human Resource Management and the Environment Human Resource Management A Brief History of Human Resource Management Strategic Importance of HRM HRM and Organizational Effectiveness Objectives of the HRM Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35...
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