...Job Description Paper BUS 303: Human Resource Management Professor Anwar Chowdhury 20 October 2014 Job Description Paper The society we have entered into requires job descriptions to provide a base for the applicant to become interested and understand they are qualified for the position in which the organization is seeking to fill. The key for human resources (HR), conduct, reflect, and analysis the needs of the organization, designing the right job description and applying the correct assessment, eventually hiring the best candidate. In an effort to find the best candidate, first we must attract them through the job announcement, next, screen the candidates, and finally select the best candidate.(Youssef, 2012) In this paper, I will discuss the tasks, tools and technology, knowledge, skills and abilities, educational requirements, and finish with two assessment methods and why they appropriate to recruiting qualified candidates. A recent position opened in my company for a Surface Maintenance Mechanic, this will be the position I use to describe the different areas of concern for this paper. The tasks provide a clear understanding of where the position will work along with specific and direct points of interest without going into great detail. In this particular case, This position will be located at the Combined Surface Maintenance Shop and the purpose of the position will be “to perform maintenance, repair, troubleshooting, inspection, and/or overhaul...
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...Job descriptions are an important part of preparing for the selection process. “A job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled. Job descriptionsserve as a standard or a benchmark for many HR matters such as compensation, performance evaluations, training needs assessments, and promotions.”(Youssef 2009) It includes the skills or knowledge needed to perform a particular job. It may also include the person to whom the position reports. For the human resource manager position in organizations, there are different duties, skills and (related to school and learning) qualifications which the person holding that office should possess. This paper is going to discuss the major duties and skills of the human resource manager position in the organization (Buhler, 2010). There are many tasks, duties, and responsibilities that are required of a human resource manager. The office is responsible for guiding and managing the provisions of the human resources policies and services in the organization. The office is given the job of recruiting and staffing new employees. It is upon the office to come up with structures aimed at enabling them to recruit qualified staff. After the recruitment process, the office further goes on to set apart and distribute duties to the new staff. The other job spent time with/related to this position is employee development and training. It is the duty of this office...
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...Satyam scam- Accounting Fraud (MBA III B) Submitted to:- Submitted by:- Dr. Urvashi Ghai Varun Sachdeva(124) Khyati Mathur(123) INDEX S.No. | Topics | Page No. | 1 | Satyam Scam- Introduction | 3 | 2 | Factors responsible for Fraud | 6 | 3 | Lessons learnt from Scam | 8 | 4 | Guide to Predetermine Manipulations | 9 | 5 | References | 12 | Introduction to the Scandal Mr. Ramalinga Raju and the Satyam Scandal On January 7, 2009, Mr. Raju disclosed in a letter to Satyam Computers Limited Board of Di- rectors that “he had been manipulating the company’s accounting numbers for years”. Mr. Raju claimed that he overstated assets on Satyam’s balance sheet by $1.47 billion. Nearly $1.04 billion in bank loans and cash that the company claimed to own was non-existent. Satyam also underreported liabilities on its balance sheet. Satyam overstated income nearly every quarter over the course of several years in order to meet analyst expectations. For example, the results announced on October 17, 2009 overstated quarterly revenues by 75 percent and profits by 97 percent. Mr. Raju and the company’s global head of internal audit used a number of different techniques to perpetrate the fraud. “Using his personal computer, Mr. Raju created numerous bank statements to advance the fraud. Mr. Raju falsified the bank accounts to inflate the balance sheet with balances that did not exist. He inflated the income statement by claiming interest income from the fake bank accounts...
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...Job Description Paper Nirvani McKinney BUS 303 Human Resources Management Instructor: Rhonda Bunce September 9th 2013 Executive Secretaries and Executive Administrative Assistants In today’s job market there are lots of demands and requirement from employers. The business environment is constantly changing, so it’s up to us to change with it. Our knowledge’s, skills and abilities have to be able to meet the demands of the job market. This is why Job descriptions are necessary because it define the required knowledge, skills, responsibilities, training, experience, certification or licensure, and outline of reporting for a specific job within an organization. Carolyn Youssef stated in out text that “a job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled. Job descriptions serve as a standard or a benchmark for many HR matters such as compensation, performance evaluations, training needs assessments, and promotions” (Youssef, C. 2012, p.17). “A well-developed job description is useful and purposeful and is a part of good management”. The job description that I will be using in my paper will pertain to that of an Executive Secretaries and Executive Administrative Assistants. I will include Tasks, Tools and Technology, Knowledge, Skills and Abilities and Educational Requirements. Lastly my paper will include a description of at least two selection methods used...
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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 training needs. In order for a person that is newly hired into any organization to be successful, they will need a tool to help identify what their expectations are. This tool is known as a job description. An effective job description is broken up into parts and includes relevant and reliable information that truly reflect the nature of the job. Let’s explore the job description and find out why it’s such an important part of the job analysis process. An accurate job description generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note...
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...employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset...
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...Introduction: Dessler(2008) claimed that, developing an organizational structure results in jobs that have to be staffed. Job analysis is a procedure through which we find out what the job entails and what kind of qualities a person should have to be hired by an organization. Human resource is a very important asset for any organization and jab analysis and position description is the crown jewel of all. We have analyzed what type of information is included in job description and person specification in order to create job analysis and position description of an HRM lecturer in North South University, a medicine doctor of Square Hospitals and a financial officer of BRAC Bank ltd. We tried to show how that is done through this project report. Over view of the organizations: It was a privilege for us to conduct a research and prepare a term paper on these three reputed organization in Bangladesh. Here is a brief overview of all the three institutions. i. North South University (North South University, n.d.) North South University (NSU), the first private university in Bangladesh, was established in 1992 with the goals of providing high quality higher education, developing human resources, and providing well paying jobs to highly qualified faculty members with foreign degrees. Another key objective was to provide the training and opportunity to students and graduates for higher study abroad, either with a recognized degree or with transfer credits from NSU. This institution...
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...wide that specializes in specialty coffee drinks along with a menu of select food products with an in facility dining area and a drive through. This paper will create a job description and job specification for a Starbucks employee to include different job requirements of employees and apply job specification concepts from the textbook to this case. This paper will also suggest a form of departmentalization that Starbucks should use and whether the form should be changed in stores offering food products and lunch with reasons for why or why not. Additionally this paper will address when the company began to experience financial problems whether the leadership should have tried to centralize power and decision-making or decentralize the operation. Finally this paper will discuss what form of organizational configuration best fits Starbucks. Starbucks Job Description In an effort to build a successful job description and increase the awareness of the requirements of the positions being filled, there must be an understanding of how to create effective job descriptions in order to get quality personnel. "A job description is a formal list of tasks and duties that is used…(as)…part of the recruiting process…" (textbook author's last name, date of publication, pg. 61). Following this is an example of a possible job description for an employee of Starbucks: Objectives: • Provide a warm atmosphere for customers, that is both inviting and capable of encouraging frequent return...
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...Discuss how you would carry out your various responsibilities as a coding manager by doing the following: A1. Analyze the job description for an inpatient coding position Managers should be aware of skill sets needed for an HIIM workforce, and recruit qualified staff to fulfill new job roles. Manager should review the job description each time they have a recruitment opportunity. They need to ensure the description outlines the work to be performed. It should be specific to the role of Inpatient Coder. The job description needs to include the position requirements, purpose, and all functions. It should also list the qualifications needed to be hired and successful. Sections of the description should also include education level, years of experience, specific knowledge needed, and any specific proficiency needed for the job. Be specific, before posting a job. Specification helps to minimize the wasted time and effort of the interviewer and interviewee. One of the Inpatient coder’s responsibilities would be reviewing all patient files for accuracy and recording into the computer; therefore a couple of key qualifications that should be listed would be, attention to detail and has medical terminology background. (Wilson, Jacqueline) Job descriptions are used by the manager to clearly set employee expectations for job performance. A2. Develop goals for a clinical documentation improvement (CDI) program CDI, Clinical documentation improvement...
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...documentation I will be reviewing the recruitment documentation. The definitions of applications form; is when you fill in information about yourself on a piece paper or online, for a certain job. The company McDonald’s uses this because, it is easier to apply online rather than use a paper application form. This is because it doesn’t harm the environment and also it is an easier process as the computer categorised each application form to groups of skills. The definitions of Person specification; is a list of attributes needed by the person to perform a job, such as personality type or experience. On the McDonalds website this can be found under ‘the requirements’ this show what the company wants in a potential employees to start working for McDonalds. The definition of a Job description; is a written statement that states what the job requires from potential employees. The crew members have three main responsibilities and they are; Customer Service, Food Preparation and Hygiene. This means that crew members have each responsibility. For example for cleanliness and hygiene, the crew member will have to have learn what chemical products they have to use and what should they wear while cleaning e.g. rubber gloves. For the crew member descriptions, it is under and called ‘Key Responsibilities’ and not job description. This done by short four paragraphs....
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...Personnel Selection The basic idea of personnel selection is to choose the best applicant for a job. There are several steps involved in a successful selection process. First, a job analysis is undertaken to determine exactly what the new employee will be doing. It usually consists of a job description and personnel specifications. The job description is a detailed description of what the worker does and the conditions under which he or she works. It is obtained by examining published analyses of similar jobs, interviewing people already doing the job, or observing people as they work on the job. Personnel specifications describe the characteristics of the person required for the position and might include such things as personality, physical ability, mental ability, experience, and motivation. There are numerous indicators involved in the process of employee selection, but the most common include application blanks, references, tests, and interviews. The application blank is virtually universal and is usually the initial step in the selection process. Customarily, the application requests routine biographical information, work experience, qualifications, and sometimes personal information (from finances to hobbies). Care is taken to meet guidelines of fair employment legislation. A common selection technique is to require that the applicant submit the names of several references who can testify to the applicant's abilities, or to provide several letters of recommendation...
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...HRM 531 Week 5 Determining Who and Why Paper https://hwguiders.com/downloads/hrm-531-week-5-determining-paper-2 HRM 531 Week 5 Determining Who and Why Paper Determining Who and Why When recruiting for a position Google uses several areas to for posting the job description. One is their company website; another is using social media sites like LinkedIn selections (Global Communications and Public Affairs Manager, Google.org – Mountain View, 2011). Google wants to put their job descriptions in places where professional, creative people will be looking. Google’s recruiting and selection method are important and quite a process as their many steps takes time from beginning to end. To make sure Google takes full advantage of many areas there are to find qualified candidates they can use a concept map, to develop the best approach from creating the job description all the way down to rating the employee’s performance. Recruitment and Selection Google has developed innovative recruiting and selection methods. Over the years, Google has grown from a small entity to a massive recruiting organization in the modern technology industry. Google attracts millions of candidates through the following methods. First, employment branding has given Google the ability to develop a culture of employee experiences offering desirability. Second, retention through Google has become a valid selection method. “Because Google can create such a unique experience for every employee...
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...Lakesha Eaton 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 analysis by discussing the definition and literature reviews on this topic. "Job analysis is the process of defining the specific job duties, educational requirements, work experience, and skills to fulfill a vacant position." Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. The first article I found on job analysis is by Chelan David, titled “ How Conducting a Job Analysis Improves Your Business Efficiency, Growth, and Innovation.” According to this author, “ conducting a job analysis is important because organizations are being asked to work leaner and more efficiently while developing growth and innovation.” It’s essential to be conscious of the significant responsibilities for each position...
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...Pitts BUS ADM 440 4/11/14 Job Analysis, job descriptions, resumes, cover letters, and applications are all part of an important process in business—Recruitment. Hiring/recruitment is an essential key to every successful business. Without the recruitment process, small companies would not have developed into the large corporations they are today. But in order for this to happen there are other important factors that make it possible. Businesses need to have specific components to make the job structure process easier including job analysis, job description, and job evaluation. Throughout this paper, I will be defining and discussing about job analysis, job description, and job evaluation, the importance of the three, the steps of the job analysis process, and how they all apply in the business world. To get a better understanding of the internally consistencies I will go in depth of what they are and how they work. This helps you understand the value of each job and how HR professionals determine who will be getting paid more due to the responsibility aspect being higher. There are two processes that make it easier are Job Analysis and Job Evaluation. Job Analysis is a Systematic process for gathering, documenting, and analyzing information in order to describe jobs. While job evaluation systematically recognizes differences in the relative worth among a set of jobs and establishes pay differentials accordingly. Generally speaking job analysis is to help managers understand...
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... |involve candidates within the organization |a practical and appropriate strategy for | |Referrals from current employees help with |or outside. Hiring employees referred from|healthcare because human resources can use | |the recruitment process in positive ways. |a current employee outside the organization|the current employee as a reference check. | |Current employee referral programs provide |can have a positive impact for an |Current employees who recruit a candidate | |an incentive for current employees to bring|organization. One of the positive impacts |may have worked with the individual in a | |in reliable candidates (Gomez-Mejia et al.,|includes retaining a long-term employee who|previous job or may be someone they are | |Chapter 5, 2010). The current employee |has a positive outlook about the company |involved with on a professional level. The| |could be eligible for a recruitment bonus, |from the current employee (Gomez-Mejia et |current employee may be familiar with the | |pending the employee remains with the |al., Chapter 5, 2010). (Recruiting by |candidate’s work history and can provide | |company for a specified time frame. |current employees can occur internally |additional information for the human | |Recruitment by means of using a current |within the organization by a...
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