job context for a particular job. FALSE 4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description. TRUE 5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs. TRUE 6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most
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Questions: 1. Strategic Management/Strategic HRM. Draw a more simplified, 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
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the good practice guidelines should be followed. Members of staff normally retire at the end of the July after their 65th birthday. Members of staff seeking to continue their employment with us may apply to do so. DETAILS OF THE ROLE As a job description is vital to the recruitment process, it is necessary for the contents to be agreed prior to taking other steps. The duties and responsibilities of the job should be clearly outlined. The use of jargon should be avoided. Inclusive language should
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Introduction: in this task I will writing about the purpose of advert, application form, job description, person specification and how it helps in recruiting staff and also the skill required and how it will help me to do the selected job. Arsenal is popularly known as a football club but apart from that they offer other roles in the community. Arsenal in the community is dedicated to improving the lives of our local community through the delivery of various programmes across sports, education
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Recruitment and selection in business P1 – Identify how two organisations plan recruitment using internal and external sources. In this assignment I will be investigating recruitment planning in two big organisation. House of Fraser (HOF) House of Fraser is a British, national organisation within the competitive retail industry. The company sells a variety of products under 5 main departments from Men’s shoes to Furniture to Beauty and electrical
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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
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Stephen Ogabi 09:09:14 REGENT COLLEGE HIGHER EDUCATION BTEC LEVEL 3 CERTIFICATE IN BUSINESS BUSINESS RESOURCES 1. INTRODUCTION A business organisation can be defined as a commercial or industrial enterprise which involves a group of people that are managed and structured to meet a need or aiming towards actualising the business purpose. The main purpose of this assignment is to determine the essential documentations needed to carry out all employment related activities
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up the job The job’s purpose The outputs required by the job holder How it fits into the organisation’s structure The skills and personal attributes needed to perform the role effectively. This analysis can form the basis of a job description and person specification. Step 2 - Prepare a job and person profile A person specification or job profile states the necessary and desirable criteria for selection. Increasingly such specifications are based on a set of competencies identified
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HRM-590 Professor Brett Gordon Job Analysis Literature Reviews March 19, 2015 Job Analysis and Job Description are closely interrelated. The information gathered on each job through job analysis is subsequently organized and compiled in a Job Description. The adequacy of the Job Description therefore depends heavily upon the extent of information obtained through Job Analysis. For the remainder of this paper I will focus on the process of job
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Selection Process 10 2.4 The effectiveness of the recruitment and selection techniques used within organisations 11 3.1 Motivational theories and reward 15 3.2 Job Evaluation – Evaluation of the Process 18 1. Compensable factors 18 2. Job description and person specification 18 3. Evaluation of the jobs 18 Advantages of Job Evaluation 19 Disadvantages of Job Evaluation 19 Determining Pay 20 3.3 The effectiveness of reward systems 21 Wage 21 Salaries 21 Team Based Pay 22 Non-Cash
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