involves typing correspondence, reports and other items as requested by the Manager, providing administrative support to HR team members, completing employment and payroll verifications, maintaining personnel files, providing assistance to personnel and answers personnel and public questions, answering calls and handling office mail, managing calendars and developing presentation material for meetings or events, and performing other duties as assigned or required. Training will be provided to get the
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University of Phoenix Material ATTACHMENT A InterClean Sales Staff HR Summary Sales Force HR Summary Number of Employees 45 Years of Experience at InterClean 20 or more = 9 11 – 19 = 9 5 – 10 = 3 1 – 4 = 18 Less than 1 = 6 Years of Experience in the Industry 20 or more = 9 11 – 19 = 12 5 – 10 = 9 1 – 4 = 15 Less than 1 = 0 Educational Level Graduate Degree = 3 Baccalaureate + = 3 Baccalaureate = 3 Associate Degree = 12 Some College = 15 High School Diploma =
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|InterClean Sales Staff HR Summary | | | | | |Sales Force HR Summary
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Recruitment Plan and Selection Method | Course Project – Assignment 2 | Qiana C. Weaver – HR 590 | HR Receptionist Job Ad Job Title: | Human Resource Receptionist | Department: | Human Resource | Location: | Orland Park, IL | Description: This position is responsible for performing human resource related duties at the administrative level, answering incoming calls and directing calls to appropriate associates.A teammate in this position must have the ability to: * Perform data
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of the information/findings To be able to manage online information DGT have invited ‘Three’s Company’ to help them develop their information management skills by guiding them through the process of retrieving electronic information. Our presentation and associated papers will assist DGT with the above by; Advising DGT of an appropriate online training site from a selection available. Demonstrating best practice of an appropriate search strategy for Online Recruitment, including a flow
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The guest speaker Tracee Crockett is an Assistant Director of Parks and an Arizona Native. Ms. Crockett is a third generation that attended Arizona State University and received a bachelors in Sociology, then received her master's in Public Administration. Ms. Crockett mentioned that throughout her undergrad she has the opportunity to work in the Parks and Recreation that focused on the at-risk youth, which was really innovated because it supported the at-risk youth group. Left the city, became a
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ineffectively. They spend much of their time promoting the idea that their people are the organisation’s most valuable resource when the perception held by the employees beneath them is in contradiction to this. Senior management’s superficial presentation of their leadership only inflames the degeneration of the culture and morale within the organisation where trust and loyalty is quickly evaporating. Rather than function with more focus on the decisional category where information is sourced and
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School of Business Human Resource Management Managing Performance Module Introduction: This Human Resource Management Pathway Module seeks to explore the Performance Management aspect of the HR Managers role – detail, depth and complexity: 1. Holistically – as a strategy which relates to every activity of the organisation set in the context of its human resources policies, culture, style and communications systems, 2. As a process that contributes
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12 months internship training program for Hospitality Industry Introduction Proposed Research Topic: This proposal seeks to investigate the effectiveness of the 12 months internship training program of ABC Hospitality Group. Organizational Outcomes: Intern’s higher satisfaction as well as supervisor’s satisfaction according to trainees’ performance and high retention rate of interns. In this project, I will explore intern’s satisfaction with company’s internship training system as well
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Assignment 4: HR Training Class Assignment John is a member of the Human Resources Department of Snazzy’s, a small retail company. Upper management has asked him to create a new employee customer service training class for all new employees. As he develops this class John will need to justify the use of a needs assessment of Snazzy’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies, develop
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