Human Resource Management Plan and Job Aids

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The following documentation will help all Human Resource (HR) professionals in their search to hire and put together the perfect Data Entry team for their company. In any business, one of the most important things to consider is the staff that is hired. There is always the trickle-down effect and each person on that “umbrella” is just as important in the day to day operation as the person above or below them.

Anyone in HR will agree that each member of their team has a vital role in how the company is run and without them, it would not be complete.
Review the following information:
Executive Summary
The materials included in the documentation enclosed are a vital part of the hiring process when considering a Data Entry department. In it there are steps in how to search for the right Data Entry team, training, job responsibilities, salary and benefits, expectations, job description, how to find the right team and even the interviewing process. Because developing a new department or adding to an existing department can be so time consuming and possibly very expensive, following the guidelines below will be a huge help to the involved HR staff and will keep the hiring process organized. This will help HR keep track of what areas need to be covered and how much has already been done. Presentation on job analysis

*Please see attached Power point Slide Show*

Recruiting Methods
There are two different ways for employers to hire new help for their companies; internal and external. Within these two methods are other methods, but among these the following are most popular: (Recruitment Methods)

Internal Recruiting is when people that already work for the company are hired for another position, such as the position of Data Entry Clerk. There are benefits to hiring internally and also disadvantages. Advantages are:

Cheaper and quicker recruit
People already familiar with the business and how it operates •Provides opportunities for promotion with in the business – can be motivating •Business already knows the strengths and weaknesses of candidates Disadvantages include:

Limits the number of potential applicants
No new ideas can be introduced from outside the business •May cause resentment amongst candidates not appointed
Creates another vacancy which needs to be filled
External Recruiting comes from hiring outside the company, either by using an employment agency, newspaper ad or advertisement on the internet. There are also advantages and disadvantages to these hiring methods. Advantages are:

Outside people bring in new ideas
Larger pool of workers from which to find the best candidate •People have a wider range of experience

Disadvantages are:
Longer process
More expensive process due to advertisements and interviews required •Selection process may not be effective enough to reveal the best candidate Interview Questions
When searching for the right employees, it is normal to conduct an interview. Some companies will conduct a phone interview first and then depending on the answers, a face to face interview may be requested. Knowing the right questions to ask the candidates is important, as well as remembering not to ask any questions that are considered illegal. The following questions are considered good interview questions and are general to most companies. (Workforce Central Florida, 2007) •Tell me about your recent work experience(s).

Why did you leave your previous place of employment?
Why are there gaps in your employment history?
What strengths and weaknesses would you bring to this position? •What is your understanding of this position and what skills do you bring to the position? •What types of job responsibilities do you find to be most rewarding? Why? •What types of job responsibilities do you find to be most frustrating? Why? •Tell me about your computer skills and what type of software you are experienced with. •What type of management...
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