...Job Description and Recruiting Strategies Tabitha Davenport HRM/300 September 10, 2013 Charles Bocage, MBA, MSIS, TQM Job Description and Recruiting Strategies When employers create job descriptions it increases the chances of hiring the right person for a specific job. Job descriptions provide employees with a clear definition of job duties along with the expectations for both the employer and the employee. Well-written job descriptions direct employees for success. The job description also provides a good starting point for staff performance reviews. By wording a job description correctly the business can ensure it is within legal compliance. A job description contains a list of the tasks, duties, responsibilities, reporting relationships associated with the job (“Job Descriptions to Job Fluidity: Treading the Dejobbing Path,” 2007). Job descriptions are drafted statements indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their jobs (DeCenzo & Robbins, 2007). Job Description of Receptionist The receptionist’s essential duties and responsibilities consist of greeting and directing vendors, customers, job applicants, and other visitors via the phone or in person. The receptionist must answer, screen, and route incoming calls; taking messages when the caller does not want voice mail. He or she notifies employees when customers and visitors arrive. Another duty is to...
Words: 868 - Pages: 4
...University of Phoenix Material Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview, as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? Senior Accountant MAJOR RESPONSIBILITIES: • Primary responsibility is to prepare financial statements and supporting schedules according to monthly close schedule • Facilitate and complete monthly close procedures • Analyze revenues, commissions and expenses to ensure they are recorded appropriately on a monthly basis • Prepare monthly account reconciliations • Assist with analyzing financial statements on a monthly basis and report on variances • Assist with financial and tax audits • Assist with preparing tax returns and corporate reporting requirements • Assist with quarterly producer commission reports; analyzing and correcting discrepancies • Assist in documentation and monitoring of internal controls • Other projects as assigned 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? REQUIRED SKILLS...
Words: 992 - Pages: 4
...Job Description and Recruiting Strategies Worksheet 1. ¿Cuáles son los deberes y responsabilidades de trabajo relacionados con la posición mantenida por la persona que lo entrevistó? La persona entrevistada ocupa el cargo de gerente general de un restaurante de comida rápida. El gerente general tiene la plena responsabilidad y autoridad para llevar a cabo las operaciones del restaurante, asegurando que los miembros del equipo sigan todas las políticas y procedimientos. El propósito de esta posición es apoyar al gerente de distrito en el funcionamiento del restaurante, que ofrece excelentes servicios, y ofrecer productos de calidad. Él o ella deben hacerlo respetando las normas y los controles en el restaurante. 2. ¿Cuáles son los tipos de conocimientos, destrezas y habilidades que se necesitan para llevar a cabo con éxito las responsabilidades de su trabajo? Las siguientes competencias son fundamentales para un desempeño exitoso como gerente general de un restaurante de comida rápida. Establecimiento de metas: poner en práctica una visión que se define por el plan de negocio del área de mercado y establecer puntos de referencia específicos de desempeño en cada área de trabajo. Liderazgo: motivar a los que te rodean para lograr objetivos específicos mediante la realización de un modelo a seguir. Demostrarse positivo, actitud de poder hacer en todas las situaciones encontradas durante el desempeño de su trabajo. Comunicación: La habilidad de escuchar, leer y entender...
Words: 1168 - Pages: 5
...HR Management Chapter 1: Changing Nature of HR Management HR Management: policies, practices and systems that influence an employee’s behavior, attitude, and performance in the attainment of organizational goals HR Activities Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities...
Words: 3215 - Pages: 13
...RECRUITMENT MATRIX HCS 341 September 12, 2011 RECRUITMENT MATRIX |Recruitment Strategy or Method |External or Internal |Appropriateness for Health Care | |Referrals from current | | | |employees |Referrals from current employees can |Recruiting by means of current employees is| | |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...
Words: 2306 - Pages: 10
...accomplishing challenging goals. This is not a comprehensive guide to hiring, but these steps are key when you hire an employee Define the Job before Hiring an Employee Hiring the right employee starts with a job analysis. The job analysis enables you to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The information from the job analysis is fundamental to developing the job description for the new employee. The job description assists you to plan your recruiting strategy for hiring the right employee Plan Your Employee Recruiting Strategy With the job description in hand, set up a recruiting planning meeting that involves the key employees who are hiring the new employee. The hiring manager is crucial to the planning. At this meeting, your recruiting strategy is planned and the execution begins. Teams that have worked together frequently in hiring an employee can often complete this step via email. Use a Checklist for Hiring an Employee This checklist for hiring an employee will help you systematize your process for hiring an employee. Whether it's your first employee or one of many employees you are hiring, this checklist for hiring an employee helps you keep track of your recruiting efforts. The checklist for hiring an employee keeps your recruiting efforts on track...
Words: 310 - Pages: 2
...Kammeyer-Mueller, (2012, p. 6) is “arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone”. Thus, the primary purpose of this paper is to discuss (a) what comprises a job description, the planning that goes into defining a job, (b) advantages of external recruiting, and (c) discuss which recruiting methods organization’s with low turnover rates prefer. Keywords: Job description, recruiting methods and external recruiting advantages Assignment Week 4: Recruitment and Staffing Define what comprises a job description, and what planning must go into defining a job? Heneman, Judge, & John D. Kammeyer-Mueller, (2012, p. 164) state that while there is not an industry standard format for job descriptions, it should include the following: “job family, job title, job summary, task statements and dimensions, importance indicators, job context indicators, and the date that the job analysis was conducted”. The job family is the function or series that a job may fall into such, as information technology, finance, or human resource...
Words: 1729 - Pages: 7
...Determining Who and Why Learning Team B (LTB) had the responsibility of locating a job description online for a well-known organization. The following is a brief synopsis that will identify the chosen organization and present a job description from the organization’s website. The job description will include position details, job duties, performance standards, and job factors. The information provided will identify recruitment and selection methods consistent with the organization chosen. As a final point, the synopsis will include a concept map that summarizes the steps of recruiting and the selection criteria for an employee using the job description selected. In 1975 William “Bill” Gates, a Harvard University drop out, founded Microsoft. Today the company is a leader in office products, wireless phones, and other entertainment devices. Microsoft has operational centers in Puerto Rico, Ireland, Singapore, and the United States of America. Approximately 10,000 employees globally work for Microsoft in areas ranging from entry-level positions extending to upper-level management (Facts about Microsoft, 2013). Microsoft is seeking an individual for a Business Services & Administration position in the Communication and Native Devices Team in the Office Client & Services (OCS) organization (Microsoft, 2013) in the Office Client Division. Develop a Concept Map That Summarizes the Steps of Recruiting The purpose of Microsoft making a concept map is to remember information, and to...
Words: 1306 - Pages: 6
...Job Description and Recruiting Strategies Worksheet HRM/300 Fundamentals of Human Resource Management Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? Synonymous to the titles of lawyers are esquire, public prosecutor, attorney, or counselor. The esquire is licensed by the state to practice law for legal matters. Lawyers are advisors on behalf of his or her client(s). As advocates, the esquire represents the complainant or a defendant progressing his or her client’s litigation via oral or written arguments; briefs or motions. 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? Prior to becoming an attorney, the individual will realize at least seven years of post-secondary instruction; four years of undergraduate and attend a law school for three years. Receiving a bachelor's degree in any branch of learning qualifies an individual to attend law school;...
Words: 902 - Pages: 4
...Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview, as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? I have interviewed a Manager of a wellness center. The job responsibilities and duties associated with the position held by this individual are handling the overall strategic planning and direction of the company, making final decisions on items brought by the direct reports, handling customer grievances at the escalated level, ensuring that sales goals are reached. 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? Regarding the types of knowledge, skills, and abilities that are needed, The Manager must have the proven experience of sales, and understand how to motivate his/her staff. The Manager may have a degree in business management, but many times experience in the field of wellness is more important. The candidate must have general integrity and be of good character. The candidate also needs to understand and have the ability...
Words: 995 - Pages: 4
...particular division is responsible for motivating, recognizing, and training the right people for the job. All companies have some sort of strategy that must be formed in order to reach these short term and long term goals and it involves managers at all organizational levels. When it comes to Hotel Paris, a human resources management system was created to help Hotel Paris achieve its strategic goals. Hotel Paris (International) started in 1990 in the suburbs of Paris. It now consists of nine hotels located in France, London, Rome, New York, Miami, Washington, Chicago, and Los Angeles. One of the main strategies is to expand geographically, provide excellent service, and improve their reputation which would lead to satisfied guests and the ability to expand. So, with approval from the top management team and board of directors, they decide: “The Hotel Paris International will use superior guest services to differentiate the Hotel Paris properties, and do thereby increase the length of stays and the return rate of guests, and thus boost revenues and profitability.” Now with the strategy put in place, Lisa Cruz, HR manager, must now figure out a way to implement this strategy in order to achieve their goal by eliciting the required employee behaviors and competencies through job description, new recruitment process, and testing. Staffing and Job Description Lisa Cruz is aware that in order to influence...
Words: 1182 - Pages: 5
...Future-oriented and goal-directed ways, support business strategy and enhance organizational effectiveness. Into, thru, out. - Traditional staffing: reactive, no improvement; Strategic – aligned - Seven components of strategic staffing: workforce planning, sourcing, recruiting, selecting, acquiring, deploying, retaining - Primary staffing goal is to match the competencies, styles, values, and traits of job candidates with the requirements of the organization and its jobs. Chapter 2 - Resource-based view of the company - Focuses attention on the quality of the skills (more intelligent and flexible than their competitors; exhibit superior levels of cooperation and operation) of a company’s workforce at various levels, and on the quality of the motivational climate created by management. - Five Requirements of a Competitive Advantage: Resource must be valuable, rare, not easily imitated or replaced, company must be organized to exploit resource. - Competitive advantage – edge over rivals; no competition, no rivals. Give customers superior value for their money (quality, service, price) - Business strategy – how to compete? Cost leadership (operational excellence), differentiation (product innovation), specialization (customer intimacy). - Growth strategy – organic or M&A - human resource strategy – linking all human resource with business strategy to improve execution - Human resource strategy –derives staffing strategy - growth stage: product innovation; maturity: cost...
Words: 841 - Pages: 4
...HR Strategy Evaluation: Case Study of Nucor Corporation Executive Summary: Human resource management in the alignment of business strategy is essential to achieve firm’s goals and objectives. Nucor is a US based steel manufacturer and known to its innovation with low cost and high productivity. Nucor’s success is explained through its effective HR strategies of lean management structure, teamwork, less formalization, recruiting and reward. All sixteen operating facilities of Nucor work independently with only four management levels that help to achieve its business strategy of low cost and innovation. Rewards are paid based on employee productivity. However, at Nucor productivity targets are achievable and less than industry averages. Moreover, rewards are also awarded onto team performances that ranges from 8 members to 20 members. This stimulate team member to assist each other to achieve such goals. There is no job description and no performance appraisal as Coblin HR manager thinks that it is wastage of time. He also attributed absence of job description to the changing nature of work at Nucor. At Nucor employees are selected primarily on the basis of ability to work with coworkers with less supervision. In short Nucor HR strategies of lean management, decentralization, rewards and less formalization assist to achieve its business strategies of low cost, innovation, productivity and high performances. However, criticisms are also made to some of Coblin’s strategies. It...
Words: 3011 - Pages: 13
...What are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use? The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements and expand their customer base, so I would also include strong customer service skills as a job specification. To validate the specifications that have been given I would look towards the job description initially and I would perform some job analysis on the store manager’s position (Bernardin, J.H., 2013. A job description would be able to tell me the most important job duties and specifications (Bernardin, J.H., 2013. In performing the job analysis I would use several different approaches. I could observe someone performing the store manager’s position or I could actually perform the store manager’s positions for a set period of time. I would also go through a position analysis questionnaire and a management position description questionnaire to see what specific job duties would fit this position best (Bernardin, J.H., 2013. What hypotheses or proposal do you have so far regarding CompTech's strategic position? What do you regard as the critical strengths and weaknesses...
Words: 1276 - Pages: 6
...Chapter One: Introduction This chapter consists of background of the study, statement of the problem, general and specific objectives of the study, significance of the study, scope of the study, limitation of the study and organization of the paper. 1.1 Background of the Study The government of Ethiopia has launched economic reforms, financial liberalization measures and restructuring of financial institutions with the aim of promoting a competitive environment and efficient banking services to the public. The financial sector, with implementation of flexible interest and exchange rates that are market-lead, shows sign of improvement. In addition, the coming in to effect of the Licensing and Supervising Banking and Business Proclamation No. 84/1994 propels the emergence of many private banks in the market since 1994 (Kiyota et.al, 2007). This joined by rapid technological advancement and improved communication systems, has contributed to the increasing integration and resemblance amongst banks in the financial sector. As a result, banks are now faced with very high and intense competition amongst them (Harvey, 2010). Hence, in order to win this intense competition and maintain their market share of the bank industry; Human resources management is critical to the success of organization because human capital qualities that make it valuable, in sense high quality employees provide that a needed services as they perform capital function and resource of the employer (Donnelly...
Words: 4308 - Pages: 18
