...Task Statements: Human Resource Receptionist Student Name | Sheila Humphrey | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Disseminate mail | Incoming mail | Recieve delivery from Mail room | Disburse mail to the appropriate employees | Schedule appointments | Schedule appointments for employees and new hires | Schedule appointments in outlook | Schedule meeting for staff and new hires. | Corresponding | Incoming inquires | Use of word and excel | Initiate responses to incoming inquiries | Answer Phones | Incoming calls | Switchboard | Forward to appropriate employee | Greeting | Incoming clients/employees | Front desk | To ensure hospitality at the front desk | Filing | Employee files and incoming correspondence | Files/filing system | The ability to file and retrieve files as needed in current filing system. | | | | | | | | | | | | | | | | | Task Statements 1 | Receive and disburse incoming mail to the appropriate employees. | 2 | Schedule appointments for employees and new hires | 3 | Correspond with the income inquires | 4 | Answering the phones and directing calls to the appropriate employee. | 5 | Receive incoming person with hospitality | 6 | File personal files and incoming correspondence | 7 | | 8 | | KSA Statements: Human Resource Receptionist Student...
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...Job analysis What value does creating Task and KSA statements bring to job analysis? In a task statement, the necessary questions asked in regards to the job analysis. The who, what, how and why’s are answered regarding the job description. In the KSA statement, the task is repeatedly detailed here, as well. Also, the knowledge, skill and ability are assessed in the KSA statement. Job analysis refers to getting detailed information about the job, in which the KSA and task statements further detail the job information, and are therefore valuable to the job analysis itself. Organization is helpful in determining if the job requirements and the individual’s aptitude are a good match. The statements are rather organized. Find another job analysis model and thoroughly describe the model. A commonly seen job analysis model is the PAQ model. The PAQ model stands for Position Analysis Questionnaire. These questionnaires are designed by trained job analysts to help determine worker behaviors. The reading requirement is at a college-graduate level, and is therefore given to managerial and other white-collar professionals. We must create an HRM plan that aligns with the company’s business plan. Share all the information you would need to begin creating your strategic HRM plan. In order to begin creating a strategic HRM plan, I would need to integrate the organization’s goals, policies and action sequences into one idea. The generic strategy of the organization, which...
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...------------------------------------------------- Whatsapp 00923012906259 [Document subtitle] [Date] [Company name] [Company address] [Date] [Company name] [Company address] Part A In Saudi Arabia all of the companies listed on the Tadawul are required by the Capital Market Authority to provide certain voluntary and mandatory disclosures in their financial statements and to the relevant board. These disclosures will be useful for the analysis of the efficiency of the capital market and in providing satisfactory information to the stakeholders of the companies about the financial position and the performance of the business activities. Credibility of the business can be increased in the capital market if it provides all the relevant disclosures required by the CMA. Investors and other stakeholders of the companies keenly observe the areas of the financial statements in which voluntary and mandatory disclosures are mentioned. Some of the important voluntary disclosures required by the CMA are information about the size of the corporation and capital invested in it, leverage of the company, size of the auditor appointed, profitability state of the company, and aging analysis of the debtors. Other mandatory disclosures required by CMA from the company are changes in the holdings of the share capital and debentures, change in the capital of the company, declaration of dividend and any other decision if dividend is not declared, changes in the rights of the shareholders...
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...From Job Analysis to Compensation: The Role of your Human Resource Department Class: HR590 Human Resource Management Due Date: 06/19/2011 Instructor: Danielle Camacho Prepared by: Jason Campbell ON265 Leonard Street Winfield, IL 60190 Jason_campbell13@sbcglobal.net 630-742-1191 Introduction The role of a Human Resource department in today’s world is ever changing. Many years ago your Human Resource department was there to file your pre-employment paperwork and assist with benefits and process payroll. This may have been handled by a department that consisted of one or two company accountants that took on this role in conjunction with watching the company books. Oh how this world has changed. According to Edward L. Gubin, observed in the “Journal of Business Strategy”, the role of a Human Resource department today includes many functions which include “to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business.” The HR department now works directly with management teams throughout the company in an effort to help with strategy and the growth of the company. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations...
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...------------------------------------------------- [Document title] [Document subtitle] [Date] [Company name] [Company address] [Date] [Company name] [Company address] Part A In Saudi Arabia all of the companies listed on the Tadawul are required by the Capital Market Authority to provide certain voluntary and mandatory disclosures in their financial statements and to the relevant board. These disclosures will be useful for the analysis of the efficiency of the capital market and in providing satisfactory information to the stakeholders of the companies about the financial position and the performance of the business activities. Credibility of the business can be increased in the capital market if it provides all the relevant disclosures required by the CMA. Investors and other stakeholders of the companies keenly observe the areas of the financial statements in which voluntary and mandatory disclosures are mentioned. Some of the important voluntary disclosures required by the CMA are information about the size of the corporation and capital invested in it, leverage of the company, size of the auditor appointed, profitability state of the company, and aging analysis of the debtors. Other mandatory disclosures required by CMA from the company are changes in the holdings of the share capital and debentures, change in the capital of the company, declaration of dividend and any other decision if dividend is not declared, changes in the rights of the shareholders and debt...
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...Literature Review While completing the task statements and the KSA statements I realized that this type of job analysis could be very effective when creating a new position. There are many different strategies that have been used to determine what type of analysis should be used for what each individual company may need. I came across an article that did a study and review on what KSA’s would be required to do a job analysis that was based on groups, in order to determine what KSA’s are needed for teamwork. The study concentrated on three areas based on groups. The first one was KSA’s instead of personality traits. Second, team KSA’s as opposed to technical KSA’s and last team versus individual analysis. The article stated that focusing on KSA’ s characterize traits such as trust, helpfulness and supportiveness which are all excellent traits to have when working with a team. The study focused more on team instead of technical KSA’s because team was directed more towards social and interpersonal skills that are needed for teamwork. The team versus individual part of the study focused on each individual within the team specifically because each team member is an individual hired separately from the other team members and when they are evaluated that is also on an individual basis. So to focus on the team itself would not be fair to each individual. I read another article that talked about strategic job analysis and hoe the KSA’s are used to measure the effective performance...
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...Task Statements: Credit Union Sales Manager Student Name | Veronica Morgan | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Managing | Sales Team | Meetings, Coaching sessions | In order to ensure each employee of the sales team is preforming up to standards set with their role | Writing Sales Proposals | Executive Team | By computer using Microsoft Word | In order to get approval from executive team on sales incentives | Tracking Sales Goals | Executive Team | By computer using Microsoft Excel | In order to track goals set forth with each individual of the sales team | Taking Dictation from Executive Team | Executive Team | Meetings | In order to ensure Sales Manger is in line with Credit Union goals and objective from Executive Team | Training | Sales Team | Coaching sessions, training workshops, online courses | In order to ensure managers and employee have proper adequate training to succeed in their respective roles | Tracking Performance | Sales Team | By computer using Microsoft Excel | in order coach and develop each employee of sales team based on performance | | | | | | | | | | | | | | | | | Task Statements 1 | Managing Sales Team through meetings and coaching session, assigning projects, creating objectives, writing performance appraisals, monitoring performance in order to ensure...
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...business. For example, not knowing what credentials are needed to perform certain tasks could lead to a negative outcome like negligence depending upon the actual position. One of the main reasons for conducting a job analysis is to be able to defend and validate the selection process in a court of law. No organization wants to be sued and performing a job analysis properly can assist in minimizing legal obstacles. Tasks, knowledge, skills, and abilities should be fully explored when conducting a job analysis. Conducting a job analysis at first glance seems to be an easy process; however HR Professionals have to be careful not to rush through the process. Taking time to go through the job analysis process is vital because in identifying the responsibilities for the job it is also the framework for the selection of the right talent for the organization. Each of the articles discusses how important conducting a job analysis is and the importance of truly defining the skills required to do the job. In considering the skills, the articles also points out how being forward looking about the skills needed in the future should also be considered. Castellano (2014) argues to “think about how you might define it in a way that attracts talented workers who will expand the role’s value” (p14). The articles details that a job analysis is about gathering information by taking a systematic approach by looking at tasks, knowledge, skills, and abilities....
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...descriptions of key job analysis techniques. Job analysis is defined as the process used to collect information about the task, responsibilities of a given job, duties (which can include frequency, duration, skill, effort etc.) and outcomes and work environment (can include unpleasant conditions and extreme temperatures. These can include definite risk) of a particular job. It usually answers questions like who does the work, where does the work come from and what equipment is used. The job analysis is completed by the HR and a line manager or an incumbent. A job analysis is an analysis of the job and not the person so you stick to the jobs description and not the personal effects of an employee. There are several tools that can be used to conduct a job analysis. I will briefly discuss observations, interviews, questionnaires and surveys and checklist. The first, observations is watching employees do their jobs and writing down notes. The observer can do some of the job task themselves and ask questions to the employees while they work. The second, interviews is a face-to-face tool. The interview is best when there is a specific set of questions based on the observations. The third, questionnaires and surveys are usually responded to by expert incumbents or upper management. Questionnaires include task statement in the form of workers behavior. These surveys and questionnaires are nowadays being done online. For example, my Marva Young SID# 64726...
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...KSA Statements: Customer Service Associate Student Name | Joseph Williams | | Task Statement(copy/paste all task statements here) | Knowledge(cognitive skill) | Skill(learned) | Ability(competence) | 1 | Customer Service Associates are expected to give great customer service. By giving great customer service, it ensures that customers are more likely to return. | Prior retail experience preferred but not a requirement. First-time job applicants encouraged to apply. | Bilingual employees preferred but not a requirement. High school diploma minimum required. | Quick thinking and must be able to handle any situation that may occur to rectify the situation. Have to stand for long periods of time. | 2 | Associates are expected to handle cash register operations such as making sure the customers receive the correct change | Prior cash handling experience preferred but not a requirement. | High school diploma minimum required. Should be able to have basic arithmetic skills | Must be able to count effectively when handling money around the registers and verifying money count with managers. | 3 | Associates are to assist in store inventory. If the counts are off entirely, it can result in the store having too little or too much in stock. | Prior stockroom experience is preferred but not a requirement. | High school diploma minimum is required. Should be able to have basic arithmetic skills. | Must be able to follow directions and procedures when transporting...
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...Competency (93). My profile displays an above average level of Knowledge, Skills & Abilities (KSAs). I identify my strengths and utilize the effects to my advantage during daily operations on the job. I focus on improving areas needing improvement and adapt to new changes in life and work. II. Communication (89). Based on the student sample, I possess strong skills in the area of communication. My areas of improvement are my abilities to present information effectively to an audience. This ability is very important to effectively present information, especially considering my future plans of employment (management). My lack of ability to recognize nonverbal gestures could lead to a misunderstanding. This could cause friction on the job during the process of accomplishing daily duties and responsibilities. III. Diversity (92). Focusing on areas of diversity and understanding individual’s uniqueness during my daily life experience with others. I display the strong competencies for recognizing individual characteristics and using the unique strength as a mean to develop a competitive advantage throughout life and on the job. My lowest score was (7), based on the results, which means that I’m less likely to include ideas and values of those different from my characteristics. IV. Ethics (97). The results from the assessment displays that I possess strong KSAs incorporating values and principles to distinguish the difference between right and wrong when making...
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...LaToya Jordan Literature Review October 19, 2014 DeVry University/Keller Graduate School of Management Abstract This paper will explore the ways human resource management has evolved throughout the years and the importance of human resources in an organization. This paper will show a correlation of the components associated with the process of recruiting, hiring, evaluating, and compensation of employees. These steps are vital in selecting the right person that will benefit the organization and its objectives. It will also inform the reader of the types of compensations and how organizations make those compensation decisions. Human Resource Management The role of Human Resource Management (HRM) has evolved throughout the years, shifting from personnel department to human resources. The move was part of the effort to recognize the significance of employees as a structural resource. This change was accompanied by a call that allowed human resources to become a strategic partner with leaders of businesses to make critical and significant decisions. The role of the human resource professional has evolved in a way that they are doing more than just routine employment duties. These professionals are skilled with the ability to handle any and all areas of human resources. Human resource management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human resource...
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...KSA Statements: Human Resource Receptionist Student Name | Mary-Claire Jennings | | Task Statement(copy/paste all task statements here) | Knowledge(cognitive skill) | Skill(learned) | Ability(competence) | 1 | Answer the telephone using a multi-line switchboard to transfer calls to intended recipient | * Knowledge of operating a multi-line switch board | * Communicate effectively and clearly * Phone etiquette | * Competent * Route calls * professional | 2 | Greet and Welcome employees and visitors to demonstrate good customer service | * in a friendly manner | * Customer service relations | * Listen * communicate | 3 | Maintain personnel files in alphabetical order to maintain file organization. | * Knowledge of using the organization alphabetical filing system * Filing procedure | * File alphabetically | * 100% accuracy * Retrieve documents and reports easily | 4 | Prepare letters and related documents using Microsoft Word to communicate with employees and stakeholders of the organization | * Knowledge of MS office software | * Typing * Writing * Computer * MS office | * 100% accuracy * Format * Prioritize | | * Using computer * Using faxes * Using copiers | * Type * Write * computer | * 45 wpm 100 % accuracy * Format * Prioritize jobs | 5 | Assist Public and employees with personnel questions Using the company policy and procedure to ensure the correct information is given ...
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...The process of job analysis helps in identifying the worth of specific job, utilizing the human talent in the best possible manner, eliminating unneeded jobs and setting realistic performance measurement standards. Where to place the employees in order to best utilize their skills and talent? How to determine the need of new employees in the organization? How to eliminate unneeded jobs? How to set realistic performance measurement standards? How to identify the jobs and prepare a plan to fill them? One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization (analysis process, 2012). An effective analysis of a particular job helps human resources maintain the right quality of employees, measure their performance on realistic standards, assess their training and development needs and increase their productivity. The first step in the job analysis process is to determine its need and desired and output (personal manager, 11/10). Second step is who will conduct the job analysis: The second most important step in the process of job analysis is to decide who will conduct it and for most companies they prefer having it performed by their own human resource department while other companies tend to hire job analysis consultants. The next step is to decide the way in which job analysis process needs to be conducted and having a planned approach of how to carry the...
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...ANNAPURNA SUNKARA WEEK 3 ASSIGNMENT Task Statements: Human Resource Receptionist Student Name | Annapurna Sunkara | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Operate telephone switchboard to answer, screen and forward calls, providing information, taking messages and scheduling appointments | Customers, Clients | Telephone, e-mail | To provide information to clients and schedule appointments | Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations | Clients, Customers | - | To assist clients and customers and to make them satisfied about the establishment | Transmit information or documents to customers, using computer, mail, or facsimile machine | Customers, Clients | Telephone, email, mail, facsimile machine | To co-ordinate the process. | Collect, sort, distribute and prepare mail, messages and courier deliveries | Customers, Clients | Mail, telephone, computer | To co-ordinate the process | Provide information about establishment such as location of departments or offices, employees within the organization, or services provided | Customers, Clients | - | To help clients in getting familiar with the establishment and clarify their queries | File and maintain records | HR manager | Data entry | For future...
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