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
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worth of a job as compared to other jobs” Now, who is going to explain the objectives of job evaluation? The following objectives are derived from the analysis of the above-mentioned definitions: 1) To gather data and information relating to job description, job specification and employee specifications for various jobs in an organization. 2) To compare the duties, responsibilities and demands of a job with that of other jobs. 3) To determine the hierarchy and place of various jobs in an organization
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required to do the jobs in the short-run. Job analysis is consisted of two parts, job description and specification. Job description is a written summary of task requirements, and job specification is a written summary of work requirements. In the past, job description and specification definitions used to be very narrow in terms of scope. Currently, some organizations begin to develop behavioral job descriptions, which are more consistent and stable as customer needs and technologies change. For
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A PROJECT REPORT ON RECRUITMENT AND SELECTION PROCESS AT HCL SUBMITTED IN THE PARTIAL FULFILLMENT OF MASTER IN BUSINESS ADMINISTRATION SUBMITTED BY AVINASH KUMAR MASTER IN BUSINESS ADMINISTRATION- IVTH SEM ROLL NO- 1208007298 (2012-2014) UNDER THE GUIDANCE OF: External Guide: Mr. Akshat Kapoor (HR Manager) Submitted To: Internal Guide: Mr. Shakti Tiwari (MBABR0017) Sikkim Manipal University, Sasaram ACKNOWLEDGEMENT Knowledge must be confined to ivory power but must step out and
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objectives, mission and goals. Understanding the needs of each department will work to ensure that long term goals are successful. Job analysis is also important, while also providing collected information, in reference to the open position and description used for recruitment. This provides a solid foundation, concerning what is required from the employees. Three phases of job analysis should be
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resultant repeat recruitment costs. There are several issues or points which have to be considered when recruiting sales people, to avoid a costly and painful process. These are listed and explained below: 1. Selection matters 2. Need for job description and person specifications 3. Potential sources of recruitment 4. Interview
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(1A) Donnellan makes a distinction between two uses of definite descriptions. He argues that definite descriptions can be used referentially or attributively. Donnellan states: “A speaker who uses a definite description referentially in an assertion […] uses the description to enable his audience to pick out whom or what he is talking about and states something about that person or thing” (Donnellan, 285). When definite descriptions are used referentially, they are used as a tool to pinpoint a
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the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection
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Managing Recruitment 4419-609 Alan Fahey 1.1 Within any organisation recruitment is one of the most important factors to make a organisation work, basically if you haven’t got the right person the job won’t get done, to stop this from happening you need planning and a structure within your organisation. Within our organisation we have a business plan “Strategy” with aims and objectives to get the job done and in some cases a goal to achieve, so human resource planning need to make sure they
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select the most appropriate people to fill job vacancies against defined position descriptions and specifications. Retention Retention is the ability to keep your employees or workers within your company from leaving to avoid any effect on the business progression or its reputation. Example is promoting staffs from lower positions to a higher positions. Job description Job description is a general written statement of a specific job, based on the finding of job analysis
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