Specific Job Description And General Job Description Commerce Essay

Specific crinkle Description And General Job Description Commerce EssayGeneral theorize stilbestrol is beat suitable if the single task has to be carried on by the group of commonwealth or if the like duties and functions are to be performed by multiple nation whitethorn be at same department, place or at different places the best example may be the call canter executives or the customer support executives where as it may non the case in furrow des of particular proposition natureGeneral Job des may be for the lower level positions where the requirement is for huge amount of personnels or it may even be good for operational level. Whereas specific argument des is for tactical and strategic levelsGeneral Job description may explain vision, mission, policies etc where as the later is position specific in an arrangingTheir may be group of people with same designation, salary , spots and responsibility in general job des but the case may non be the same in specific job des sp ecific job des may be required when the organisation wants to recruit the specialised person with specific skill sets2. Suppose several people are employed in the same job as the one(a) for which you are writing a job description. Would it be infallible to write a different job description for each person who works in the same job?In an organisation to develop the job description, it is necessary to study the competencies, abilities and skills that are required because when developing job description manager is supposed to make an analysis of job not the job holder of the position not the person, because all the people are supposed to carry on same function, has to achieve similar objective, it result likewise support you inevaluation the performance or performance appraisal,The training and development cost may be reducedThe promotion structure and observe will be facilitatedIt will be payoffous in compensation heed, declaring financial and non financial incentivesThe poor a nd the best performers may be well determine3. Carefully follow a format for the specific Job Description when writing the job description for the job you selected. Make sure that you include in you job description the following elementsjob description is an activity which will be based on the job analysis and it will be a document where filtering process will be undertaken as at first when I wanted to prepare the job description and wanted to list surmount the number of activities that are performed it has gone unto 43 then I take started clustering it under different headings therefore I postulate first started from big then gone for micro, as already been mentioned in my previous exbroadcastation also that we have to develop job or position not job holder or person as the organisation will be stable and positions will be stable but it may be replaced with many an(prenominal) eligible people so we designate power, authority accountability, and responsibility to positions and most eventfully first the position is created then we will match with the person which is eventful function in job descriptionThe job description is developed to know why the job is to be performed, what are the task that are to be accomplished, and how it has to be performedTHE DESCRIPTION FORMAT FOR HR EXECUTIVEDepartment valet Resource DepartmentDesignation Or Title Of The Job Human Resources administrator or HR assistantJob Summary - the job includes carrying on the enlisting and woof for the organisation for which identify the potentiality sources from which the talents or potentialcandidates may be sourced, arranging the enlistingand selections. Coordinating with various departmentsand .forecasting the manpower requirement andcoordinate and purpose internal and external enlisting,maintaining of database of human resourcesJob duties and responsibilities -The job responsibilities may include job analysisManpower planning by collecting the data from all the departments of organisationCoordinating with all the heads of departments and collecting necessary details of requirements and eligibilitiesManpower forecasting and planningRecruitment of candidates by internal and external sourcesCoordinating with all placement agencies and placement consultantsConducting interviews, review of application forms by various screening techniquesDevelopment and maintaining recruitment policyWork with accounts admin department for developing payrollDesigning and conducting the induction and skill enhancement training designReviewing and evaluation of employee performance and constant performance appraisal activities has to be carried on.All the separate human resource activities also has to be looked afterd) Job requirements - expectation has to be well versed with reading, writing and speaking EnglishPerson has to have in-depth knowledge of human resource managementShould possess negotiation, counselling and motivational skillsHe has to have knowledge about Int ernational labour organisation rules and regulationsThorough knowledge in computers, web browsing and other packages of payroll managemente) Minimum qualificationThe person has to have bachelors or masters degree in personal management, human resource management or any other HR degree from reputed universityDiploma in computersTask 2Clone or Complement? What to look for in a teamIn many organizations that have go to a team structure, the team is the principal unit where work gets done. However, most organizations recruit and hire as though there was one job description and the team did not exist. The reality is that people have natural strengths or tendencies and therefore end up playing different roles on a team. For example, some people are naturally empathetic and focused on interpersonal issues. Others are focused on and most comfortable with good aspects. Others like the excitement of identifying new concepts and solutions but arent cut out for dealing with the operational de tails postulate to carry them through. Recent research has found that allowing people to play to their strengths can yield maximum performance and employee satisfaction.Critical thinking questionsIF THERE ARE DISTINCT ROLES TO BE PLAYED ON A TEAM, HOW WOULD YOU GO ABOUT RECRUITING AND HIRING FOR THEM?The business world had made tremendous growth and development not only operationally but also strategically, due to the liberalisation ,globalisation and privatisation the full-page world had became a global village ,therefore the need of an hour is the dynamism in operation and matching the trends with constant change for which their has to be the dynamism in the human resources as the organisation does not have any existence if there are no people which has been explained in the definition of organisation raise the recruitment may be by many ways which are as followsThe internal recruitment process may be followed where the employees has to be actuate for facilitating in organisat ion recruitment process, the company may also declare some financial and non financial incentives to present personals (reference order) by this the company may have various advantages likeCompany may get the trust worthy people as they are been referredThe new recruited will be knowing the policies and operations of organisation as referee might have updated himThe cohesiveness among the team mates will be high as the are been referred by them only, the study process will be comparatively fasterThe company may even have cost effectiveness as this process comparatively will cost less in monetary as well as risk termsThe company may also hire the people from the line of merchandise member as they may be with good knowledge about organisation modus of operationThe present employees working in an organisation on shrivel up or temporary basis also may be hiredThe organisaton may go for campus recruitment where they may hire fresh talent as trainees where they have to be exposed to t he concern teams, the students may also provided the internship or projects where based on their efforts ,ability and interest they may also be recruitedThe characteristics needed by individual team members depend on the team and the strengths and weakness of others who are on the team. In other words, the situation is much more dynamic than assumptive that there is one static job with a single set of qualifications. How could you model or include this dynamic and interactive nature in the recruitment and hiring process?The company may follow as mentioned above and the referral strategy may be also be followedThe company may focus on high level and professional induction training with both in house and on the job training methodsOne of the most advanced method may be Japanese method of life time employment where the candidates has to be hired from their schooling only, there fore the cohesiveness among members will be more ,they will be clear about career path etcThe company may al so hire some reputed placement consultants and take the attend to from employee clubsThe organisation may also go for set up of its own college or make mou with some reputed university to impart the specialised knowledge of company its policies and result as done b mc Donalds and iciciTeam exerciseAs a team, identify the roles that you think are important for teams in the workplace.Identify the skills needed to perform each role.It has been utter in the book essentials of management that their are three major skills required in an organisation that has been explains as fallowsConceptual skills Human Skills Technical SkillsTOP LEVELMIDDLE LEVELLOWER LEVELThe fist category of skills is the conceptual skills the conceptual skill has to be in maximum quantum by top level and as we go down the level i.e at lower level it decreasesThe second category of skills is the human skills which are to be in equal quantum by all the levelsThird skills are the technological skills which will be at high quantum at lower level and decreases when moved till top levelOther skills required are as fallowsprofitable judgmentknowledge about product both technical and non technicaleffective time managing skillsplanning and organizing skillscommunication skillscomputer and it skillsproblem-solving and decision-makingteam-working and developing/helping othersenergy, determination and work-ratesteadiness under wardrobeureleadership and integrityinnovativeness ,adaptableness, flexibility, and mobilitypersonal fashion and imageappreciation and application of social responsibility, sustainability, and ethical considerationsIn addition to skills, a natural tendency or motivation to perform in a particular fiber of role can be critical. How could you measure the motivation needed for each role?How could you measure the skills needed for each role? demand is an ongoing process where the motivational needs of the employees change from time to time more so over it has been identified by g reat researchers like Maslow and Hertzberg who stated different motivational factors for a human being .as stated by Maslow who jibe the needs hierarchy the form of basic needs, security needs, social and contend needs, esteem needs and self actualisation need where he explained there are different set of factors at each hierarchy. Which can be correlated as major motivational factors for which a manager has to do followingTo know the motivational factors of employees first the manager has to be motivatedHe has to be epitheticStudy in detail the organisational goals so as to correlate with goals of employeesThen understand what factors motivate them by judgment and experience as well as collecting information from employee itselfRecognize that supporting employee motivation is a process, not a taskSupport employee motivation by using organizational systems (for example, policies and procedures) dont undecomposed count on good intentionsThe factors once identified by analysis and s reviewing job and job description they may be put on a structured or semi structured questionnaire, generally all the motivational factors will be qualitative factors therefore standard scales for measurement may not be used so develop own scale with receptive-ended, ranking, grading and other qualitative ways of questions the manager may use even billet measurement scales like likert, thurstone, semantic differential scale etc.How could you effectively recruit for the various positions or roles?In a simpler words the effective recruitment starts with development of effective recruitment plan by appropriate feasting, perfect job analysis ands developing good job description,Present your recruitment and selection plan by preparing a report not exceeding e500 words.R-RESOURCEFULE-ENERGETICC-CHARISMATICR-REALISTICU-UBIQUITOUSI-INQUISITIVET-TACTFULE-EAGERR-RIGHTEOUSBe preparedthere is an old phrase in management which says if you fail to plan then you are planning to fail. Therefore if the organized planning is done it will definitely result in reducing time and cost of recruitment at the same time tabbing high potential for which following are to be doneAnalyze market trend within your business and application is a very important element of the planning stage.Yet a day is able to create a gigantic differentiation so plan to have a hoard of resources which you can instantly take from as soon as the need arises.There are usually three type of role you will apply in your industryHigh churn role usually the least possible time to employ, but the very ften advertisement. The advantage of high churn functions is that you repeatedly get the opportunity to analyse new technique to well adjust your hiring method. This is the group of candidate that your ongoing recruitment tantalise should be target. There are numerous instance where organisations run recruitment campaign even when they have no vacancy.Medium churn roles these are the role which are seen less freq uintly for additional vital part of your organisation. This could be a mid-level manager who leaves their subordinate with no one to report to, or a skillful member of staff who has a exceptional skill set. The best way to decrease time to employ with these position is to put up a talent pool which you can contact when the time comes. combine this with a extremely targeted online recruitment campaign should bring you a good number of prospects of candidates to select from. small(a) churn roles For long term strategically important role which are much less often hired for, its not as much of important for you to cloy up the role rapidly and added significant to identify the right person. However, there are still some things you can do to help mother the progression all along.recruiters usually work on commission only and you should be able to get often day to day reports on who in the business may be ready to make a move so when the time comes you know the best people out there t o fill the departing shoes.Internal recruitment is your other option for filling a position quickly, although remember that shifting an employee into a new role will only open up a gap elsewhere.Strategy =2measure trend inexternal labour markets, Current employeesFuture organisational plans, General economic trends anticipate demand Forecast internal Forecast externalsupply supply Compare future demand and internal supplyPlan for short-falls or over-staffing step for recruitmentDescribe the work or the jobProfiling the candidatesConverse your job needsDecide precisely the methodologyImportant questions to be consideredwhether we have the requirement for the said job?What are the task involved in job?What are the skill sets to be possed by the person?What may be the sources of getting personHow to call them to our organisaton ?Formal and strategic approachMan power planning and forecastingDetailed Job analysisDevelopment of Job descriptionSpecifying the job roles and responsibilities Starting the RecruitmentConducting Selection processInduction and job offerDifferent ways of Job AnalysisDeveloping the QuestionnaireConducting soulfulness InterviewObservational methodJudgement and Expert Analysis methodWork ParticipationCritical Incident TechniqueJob Descriptions Job SpecificationsElements of a Job DescriptionJob titleDepartmentLocationReporting toMain tasksStaff responsibilitiesRewards conditionsImpact on othersQualificationsInnate abilitiesMotivationEmotional valuation reserveMost Popular MethodsAdvertisement in local news papersAdvertisement in specialist pressAdvertisement in national pressPlacement and Employment agencyPutting Notice inside premisesJob centresEducation liaisonUnsolicited applicationCareers serviceHead huntersCareers fairs meshworkWord-of-mouth