Subject: Human Resource Management Task: You are chosen as one of the members of the human resource committee in the company and tasked to craft a hiring policy for IT staff. You are also tasked to create a flowchart of the hiring procedure.
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- You are chosen as one of the members of the human resource committee in the company and tasked to Craft a hiring policy for IT staff and also create a flowchart of the hiring procedure.As part of your new staffing-recruiting plan for Pinxteryou decide to hire a Staffing ManagerConduct a job analysis to determine the scope of the new position and then write a job description for the Staffing Manager. In your assignment, you should address all of the following elements for this job, including a description for each: Position Description Title -Grade Exempt or non-exempt status Who the position reports to Responsibilities of the position Essential functions of the job Attributes requiredBefore Human Resources is able to draft an appropriate and qualified job description, the job itself must be analyzed to that the proper qualifications are matched to the proper job requirements and you do not hire someone under-qualified for the position.Continue with your previous research of the company used in the individual project.Discuss how you would begin the job analysis of the position.Identify at least 2 areas where the employer would want to make sure that the person used to fill the position has the qualifications to provide the best services to the company’s clients.
- You have been asked to be part of the strategic team looking at the Managed by Q expansion into the Boston Market. You are the Director of HR have been asked to create an analysis of labor costs and the potential of supporting this new market. In particular, you have been asked to: Compute the number of client hours needed to break even Design a recruitment strategy for these employees Given the current market, determine the projected time to fill the number of roles you have identified You can assumptions listed in the case where they indicate the average change per hour is $25, Then, looking at the assumption costs, how many hours does someone have to work to break even? Pull in the data you found earlier on the Boston market and additional, such as unemployment, to determine a recruitment strategy and time line. And remember, this is a compensation & benefits class, so the strategy for recruitment should focus on, “Is Q offering the right wages and benefits to attract…Design of Human Resource Process design one HRM process from the following as assigned.o Planning for HR needso Recruiting and selecting employeeso Training and developing employeeso Selecting and developing managers (this is specifically in business plan)o Protecting employee's health and safetyo Appraising and evaluating employee's performanceo Terminating employeesOutline of HRM ProcessPrepare a brief report out to class.1-The systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization is referred to as human resource planning. job descriptions. job analysis. job specifications. 2- When is job analysis normally performed? When an organization begins operations When a new job is created When a job is significantly changed On all of these occasions 3-In a work group consisting of a supervisor, two clerks, and four stenographers, how many jobs and positions are involved? 3: 7 6: 1 7: 3 1: 6 4-A comprehensive job analysis approach that concentrates on the interactions among the work, the worker, and the work organization is referred to as position analysis questionnaire management position description questionnaire. guidelines oriented job analysis. functional job analysis. 5- A structured job analysis questionnaire that uses a checklist approach to identify job elements is referred to as position analysis questionnaire. management position…
- What are the main objectives of job analysis? Design the competency-based job descriptions and job specifications for the recruitment and selection manager for an advertising agency Course: HRM1. Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives. You are HR manager in Telecommunication Company and how do you conduct selection process for your company and how to train your new employees to be familiar with your organization. 2. Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. Suddenly, secretary of your CEO turnover and now your CEO needs new secretary. Your task is to create job description and job specification for this position explicitly because you take the responsibility of HR manager of Amara Hotel which is 5star level and locate in Yangon. After two weeks when you advertise vacant position, few people apply for this position. In this…1. Highlight any five objectives of human resources management. 2. Show how job analysis data can be used in job selection procedures.
- Select a job that is familiar to you e.g., secretary, server, cashier,HR manager etc and conduct a task analysis for this job. , which method or methods make the most sense for analyzing this job Why? What are the major tasks or responsibilities that you identified for this job What knowledge, skill, ability, or other characteristics are needed to perform each of these major tasks? Write out your findings in the form of a job description including a job specification.Which of the following terms is NOT associated with job analysis? Select one: a. Duty O b. competitor c. Position O d. TaskSuppose that you are performing your duties as Manager HR. After conducting several interviews for your organization, you have selected the candidates for the announced positions. However, you have to intimate the other candidates that they did not meet the qualification criteria in the form of a bad news letter. You may begin the letter with thanking the applicant for showing interest to join your organization. Then, highlight the rigorous criteria on the basis of which you faced a tough time selecting the most competitive candidate from a pool of diligent applicants. Lastly, end with a positive note motivating the applicant to reconsider your organization in the upcoming vacancies.
