...and Human Development units 1, 2 • PE • Maths Methods • Religious Education • English General • D&T Wood work • Italian Completed year 11, Box Hill Senior Secondary College Subjects: • Maths General units 1, 2 • English General units 1, 2 • Biology units 1, 2 • Psychology units 1, 2 • PE units 1, 2 • Health and Human development units 3, 4 Completed year 12, Box Hill Senior Secondary College, Mont Albert Subjects: • Maths Further units 3, 4 • English Further units 3, 4 • Biology units 3, 4 • P.E units 3, 4 • Psychology units 3, 4 Qualifications: • Level 1 First Aid certificate • First year certificate in Hospitality • RSA • Food Handling Certificate Availability: Full time, as well as any overtime offered. Previous Job Employment: St James East Bentleigh Primary School (Work Experience Year 9) Occupation: Teachers Hand Description: Helping primary school students with class work and homework, correcting class work. Shanikas Italian Trattoria, 317 Stephensons rd Mount Waverley (March 07-January 08) Occupation: Waiter/Chef Job description: Serving Customers food, helping head chef prepare meals for customers, preparing a variety of dishes for customers, (deserts salads) (cold larder). Dealing with customers and handling money. Setting tables up for service. Tender Trap Tapas Wine Bar, Chadstone Shopping centre (July 09-January 10) Occupation: Bar/Floor Staff (Waitering) Job Description: Making coffee, serving...
Words: 440 - Pages: 2
...CIPD Unit of Assessment – 09005 Unit title | Resourcing and talent planning | Level | 3 | Credit value | 6 | Unit code | 09005 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To develop the learners’ understanding of the principles and practice of resourcing and talent planning | Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to 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. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable...
Words: 1003 - Pages: 5
...Job description & job analysis * Prepared by : Noha Reda Hassaan Fatma Mohammed * Outlines 1. Introduction 2. Definition & operational terms 3. Purpose of job analysis 4. Process of job analysis 5. Job description purpose 6. Components of job description 7. References * Objectives At the end of this session you will able to : 1. Define job description 2. Distinguish between job description , job specification & job analysis 3. Compare between job description & analysis 4. Analyze disadvantages of job description 5. Identify limitation of job description 6. List component of job description * Introduction -a job consists of a group of activities and duties that entail natural units of work that are similar and related. Jobs should be clear and distinct from other jobs to minimize misunderstandings and conflict among employees and to enable employees to recognize what is expected of them. -some jobs are required to be performed by several employees, each of whom occupies a separate position. -a position consists of different duties and responsibilities that are performed by only one employee * Operational terms * job analysis the procedure for determining the duties and skill requirements of a job and the process of obtaining information about jobs &kind of person who should be...
Words: 923 - Pages: 4
...Ordinance An Illustration on Developing an Analytical Job Evaluation System Free of Sex Bias A Systematic Approach to Pay Determination Free of Sex Bias Supplementary Book 1 Supplementary Book 2 Supplementary Book 3 Equal Pay Self-Audit Kit: A Proactive Approach for Employers to Achieve Equal Pay An Easy Read Guide is also available as a quick reference for all users including employers of small business and employees in general. The publications are available at the EOC website. Should you require clarifications on these publications or obtain the hard copies, please contact the Equal Opportunities Commission. Enquiries Fax Email Website : 2511-8211 : 2511-8142 : eoc@eoc.org.hk : www.eoc.org.hk AN ILLUSTRATION ON DEVELOPING AN ANALYTICAL JOB EVALUATION SYSTEM FREE OF SEX BIAS TABLE OF CONTENTS Page Introduction Part 1 Part 2 Part 3 Part 4 Analytical Job Evaluation Selection of Factors for Job Comparison Defining Factor Levels Developing a Scoring System Job Evaluation Template Part 5 Appendix 1 Appendix 2 Introducing a Gender-neutral Job Evaluation System Job Description Template Sample Factor Level Definitions 1 2 7 12 15 19 20 24 25 INTRODUCTION This is a supplementary book to the “Guide to Employers on Equal Pay between Men & Women”. The purpose is to illustrate the mechanism of an analytical job evaluation system that is free of sex bias. The tool presented is not intended to be a prescribed job evaluation methodology for compliance with...
Words: 9230 - Pages: 37
...CIPD Unit of Assessment – 09005 Unit title Resourcing and talent planning Level 3 Credit value 6 Unit code 09005 Unit review date Sep-11 Qualifications link Certificate in Human Resource Practice Aim To develop the learners’ understanding of the principles and practice of resourcing and talent planning Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to 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. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are working in...
Words: 883 - Pages: 4
...1/ ORGANIZATIONAL STRUCTURE• Job Descriptions • MEMBERSHIP AND VOLUNTEERS • Series 1 Relationships • ORGANIZATIONAL AUTHORITY • Structure • DEVELOPMENT Module 2 Organizational Structure MODULE Organizational Structure Introduction Types of organizational structures Organizational growth stages and their structural impact So you still want to change your organization’s structure Preparing a memorandum for structural change Remember ……. An organogram illustrates Jobs descriptions Organizational relationships Organizational types and functions Managing members and volunteers 1-2 3 6 8 9-10 1 1 12-16 17-19 20 21-22 Table, Figures and Exercises Figure 1: Figure 2: Figure 3: Figure 4: Figure 5: Figure 6: Exercise Figure 8: Structure of a traditional, hierarchial organization Team structure A network structure Characteristics of organizations at different stages of growth Growth structure Model organogram (consolidation or mature structure) Reviewing job descriptions … Formal and informal organizational relationships 3 4 5 7 1 1 12-18 1 7 18 v Introduction Every program manager should be concerned about organizational structure, but it is often the last thing on his or her mind. An effective structure facilitates management and clarifies relationships, roles and responsibilities, levels of authority, and supervisory or reporting lines. By reviewing an organization’s structure, a manager will be able to determine which human, financial, and technical resources are available...
Words: 6346 - Pages: 26
...Study of Job Analysis and Design in Mobile Network Operators of the Telecommunications Industry in Bangladesh Objectives of the Report Objectives of the Repot To determine the job analysis and design techniques used by the mobile phone operators in Bangladesh. To evaluate the effectiveness of each firm’s job analysis and design techniques and cross-examining them to make a comparison To provide possible recommendations on ways to improve each firm’s job analysis and design techniques Research Methodology Research Methodology Primary Sources Questionnaire Secondary Sources Journals Research Papers Internet Limitations Limitations Only one official from each company was interviewed Difficult to contact HR managers due to their work schedules Hesitant to provide information due to their confidential nature Difficult to assess reliability as based mainly on interviews Job Analysis and Design Job Analysis: Importance & Purpose Primary task for setting a baseline for each job Enables HR professionals to effectively manage job-related activities Systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. Legal validation of employment decisions Defines duties & tasks Identifies reporting relationships Basis for determining relative worth of jobs Identifies redundancy Job Design Refers to the way that a set of tasks, or an entire job, is organized...
Words: 1114 - Pages: 5
...Unit 2: Business Resources Unit code: D/502/5409 Credit Value 10 Assignment Brief 2014/15 Edexcel BTEC Extended Diploma in Business and Management Level 3 Learner Name: Assessor Name: J. Atkins & C.Asmah Internally Verified by: Date: ------------------------------------------------- Date assignment issued: w/c 26 January 2015 ------------------------------------------------- Task submission closed: w/c 17 April 2015 IMPORTANT! All work must: * Be Word Processed (font size 12 only) * Be Page Numbered * Include an Acknowledgement * Include a Contents Page (with title page and page numbers) * Include your name on the footer * Include a Bibliography * Be submitted on or before the stated deadline dates * Be uploaded to Turnitin Key Words ------------------------------------------------- Identify: Give a list of the main features ------------------------------------------------- Describe: Provide a detailed picture or image of something. Show all characteristics and all relevant features to give the reader a visual impression or account. ------------------------------------------------- Explain: Set out in detail the meaning of something with reasons. This is more than just describing so can often help by giving an example to show what you mean. ------------------------------------------------- Evaluate: Review all of the information and then bring it all together to form a conclusion...
Words: 2313 - Pages: 10
...home maker, previously a private banker) 2. Children—2 (ages from pre-school to elementary school) 3. Pet—an Old English sheepdog (large breed, requires big space for exercise) Living Condition: 1. Fairly wealthy 2. Less than 1 hour away from the workplace 3. Good relationships in the local community (Implied) Personality/Values: 1. Achievement-orientated 2. Challenge-driven 3. Family-focused 4. High interest of different cultures 5. Great analytical & communicative skills Religion: Christianity Personal Hobby: Cars (currently own 2 cars—a Jaguar & a Triumph) Parents: the mother-in-law in Singapore needs to be taken care of Career: Year - 6 – Year 0 (Prior to Energem) Employer: A Japanese consulting company at the Singapore branch Countries traveled: Japan, Thailand, Indonesia, Vietnam & Malaysia Job description: 1. Helped foreign companies scout/evaluate M&A opportunity in Asia. 2. Negotiated and closed various M&A deals. Year 1 (in Energem, Singapore branch) Job Title: Marketing Manager in Specialty Chemical Division (Level 4) Region Covered: South-East Asian Year 2 – Year 3 Job Title: M&A Manager & Analyst (Group Mergers & Acquisitions Unit, Level 3) Region Covered: Asia-Pacific Job Description: 1. Reported to the global M&A Vice-President at the Headquarter (UK). 2. Scouted M&A opportunities. 3. Played as...
Words: 395 - Pages: 2
...Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills Australia BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 Elements and Performance Criteria Pre-Content Element Performance Criteria Elements describe the essential outcomes of a unit of competency. Performance criteria describe the performance needed to demonstrate achievement of the...
Words: 1524 - Pages: 7
...|Unit title |Resourcing Talent | |Level |3[1] | |Credit value |6 | |Unit code |3RTO | |Unit review date |Sept. 2011 | Purpose and aim of unit Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to 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, shortlisting, conducting...
Words: 1241 - Pages: 5
...Position Description Division One, Grade 2 Year 1 Registered Nurse MISSION The mission of St Vincent’s is to provide high quality and efficient health services to the people of Victoria in accordance with the philosophy of St Vincent’s Health Australia. The mission is based on the values of compassion, justice, human dignity, excellence and unity. The health service embraces the policies and principles of equal employment opportunity, occupational health and safety and quality improvement. JOB TITLE Title Division 1, Grade 2 Year 1 Registered Nurse Program Graduate Nurse Program Award Hours od Duty Nurses (Victorian Health Services) Award 2000 38 plus ADO entitlement Performance appraisal 6 weeks, At 6 weeks, 3 months, 6 months (end of probationary period), 9 months and 12 months and/or as required by the Nurse Unit Manger and/or Practice Development Nurse - Graduate Date October, 2010 BASIC JOB PURPOSE The Grade 2 Year 1 Registered Nurse, under the guidance of the Nurse Unit Manager or Associate Nurse Unit Manager, will be responsible for the delivery of high quality patient care within the healthcare team. The Grade 2 Year 1 Registered Nurse will Page 1 October 2010 Position Description Division One, Grade 2 Year 1 Registered Nurse be responsible for ensuring his / her own professional development in order to maintain clinical skills and knowledge. KEY RESPONSIBILITIES RESPONSIBILITY AREA 1: Continuum of Care ...
Words: 1330 - Pages: 6
...QUALIFICATIONS PACK - OCCUPATIONAL STANDARDS FOR UNARMED SECURITY GUARD [PRIVATE SECURITY SECTOR] Font: Callibri(Body),Font size 16 Contents 1. Introduction and Contacts..…Page no. 1 2. Qualifications Pack……….……...Page no. 2 3. OS Units……………………..…….….Page no.2 4. Glossary of Key Terms …………Page no.3 OS describe what individuals need to do, know and understand in order to carry out a particular job role or function OS are performance standards that individuals must achieve when carrying out functions in the workplace, together with specifications of the underpinning knowledge and understanding Insert your SSC picture here Introduction Qualifications Pack – Unarmed Security Guard SECTOR: PRIVATE SECURITY SUB-SECTOR: 1. COMMERCIAL 2. INDUSTRIAL OCCUPATION: GUARDING REFERENCE ID: SKS/Q0101 ALIGNED TO: NCO-2004/9152.30 An Unarmed Security Guard in the Private Security Sector form the first level of defence and notice and encounter threats and risks that are detrimental to life, property and premises. Security Guard is responsible for monitoring premises and property through physical presence and by using security and protection systems. Brief Job Description: The primary role of the individual entails guarding designated premises and people by manning the first tier of protection aided by appropriate security devices/equipment. The core responsibility includes guarding against theft, criminal acts, emergencies, fire and other contingencies. Personal Attributes: An...
Words: 8254 - Pages: 34
...What is the manufacturing overhead application rate (predetermined overhead rate)? Show calculations. (½ mark) b. Using the data provided, post the transactions that took place for the last week of the year to the ledgers and to the appropriate job cost sheets. show the activity in the job cost sheets and the following accounts (before any adjusting entries for over- or underapplied overhead): Raw materials Work in progress Finished goods Cost of goods sold Manufacturing overhead Selling and administrative expenses Sales International Beans, Inc. ACCOUNT: Raw Materials Description Debit Credit Balance Beginning 63,000 DR Jan-Dec Raw materials purchased 7,245,000 7,308,000 DR Jan-Dec Indirect material issued to production 110,200 7,197,800 DR Jan-Dec Direct materials issued to production 7,092,700 105,100 DR Dec 23 Direct materials issued to production 37,000 68,100 DR Dec 28 Indirect material issued to production 1,800 66,300 DR Dec 28 Direct materials issued to production 4,000 62,300 DR ACCOUNT: Work in Process Description Debit Credit Balance Beginning 63,870 DR Jan-Dec Direct labour 525,300 589,170 DR Jan-Dec Overhead applied 2,592,000 3,181,170 DR Jan-Dec Direct materials...
Words: 2589 - Pages: 11
...and service reports I have gathered, the total costs we paid were summarized as follows: Direct Materials: Quantity | Unit cost | Description | Amount | 1 unit | 22,000.00 | 16 Channel DVR (2016) | P22,000.00 | 1 piece | 3,300.00 | 1TB Western Digital (SATA) hardisk | 3,300.00 | 6 units | 3,800.00 | Dome Camera DIR 100H (4MM) | 22,800.00 | 8 units | 4,600.00 | IR Camera IR69HQ (4MM) | 36,800.00 | 28 pieces | 25.00 | RG-59 Connector | 700.00 | 2 pieces | 1,250.00 | Power Supply (10A) | 2,500.00 | 1 piece | 1,750.00 | Power Supply (15A) | 1,750.00 | 14 pieces | 35.00 | DC Crown Plug (Male) | 490.00 | 1 piece | 20.00 | F-Plug Connector | 20.00 | 2 pieces | 15.00 | F-Plug Socket | 30.00 | 13 pieces | 300.00 | Power Supply Casing (Small/Cream) | 3,900.00 | 333 meters | 8.00 | TCT RG-6 Coaxial Cable | 2,664.00 | 189 meters | 15.00 | #18 Flatcord Cable | 2,835.00 | 1 piece | 600.00 | VGA Cable | 600.00 | 19 meters | 30.00 | CAT5 Network Cable | 570.00 | 1 lot | 5,000 | Materials | 5,000.00 | | | | | | | | P105,959.00 | Direct Labor: Quantity | Unit cost | Description | Amount | 1 Lot* | 17,500 | Labor and mobilization | P17,500 | | | | | * Per delivery receipt, this consists of 9 persons for 7 days. Thus the rate per person is P277.78 per day. Overhead: Quantity | Unit cost | Description | Amount | 1 Lot* | | Overhead and other related expenses | P6,700.00 | | | | | * Per delivery receipt, this consists...
Words: 412 - Pages: 2
