ensure the right person is selected: ● ● ● ● ● ● ● Indentify vacancy Draw up job description and specification Advertise vacancy Shortlist possible candidates Interview candidates Inform successful candidate Notify unsuccessful candidates There are usually four main types of documentation that is included in the recruitment process; job description‚ person specification‚ application form and legal contract. The job description is a document stating the initial role of the job that is being advertised and
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A job description is usually developed by conducting a job analysis‚ which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms Of Reference. The person/job specification can be presented as a stand alone document though in practice‚ it is usually included within
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Job Advert | Description | Company name/logo | This the name of the company you are applying for | Job title | The specific name of the job you are applying for | Date of issue | The date that the job has become available | Job reference | | Location | The location of the branch you are applying at | Salary | the amount of money you will get paid at the end of the month | Hours‚ Days‚ Times | The times you will be working. | Job role | The role you will be doing when
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nature of jobs. Job analysis information is used to prepare both job descriptions and job specifications. Example: In 1990 congress passed the Americans with Disabilities Act (ADA 1990). This act was designed to aid employees with disabilities in the working world. Job analysis has played a key role in companies compliance with this Act‚ as well as aiding thousands of disabled Americans. Job description The job description is a document that provides information regarding the essential tasks
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PORTFOLIO ASSIGNMENT Due date: Complete assignment due Week 9 PART 1: HUMAN RESOURCE FORECASTING Reference: Adapted from Human Resource Forecasting Assignment‚ pp 108 – 110 in Nkomo‚ S. M.‚ Fottler‚ M. D.‚ McAfee‚ R. B. (2008) Human Resource Management Applications: Cases‚ Exercises‚ Incidents‚ and Skill Builders‚ 6th Edition Due date: Week 9 LEARNING OBJECTIVES • Practice in forecasting an organisation’s people needs • To familiarize you with some of the factors that affect an
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There are many factors that can contribute to building a successful organisation‚ however‚ by having the right person‚ at the right time‚ at the right place (Taylor 2002c‚ P73) will enable organisations to achieve their overall objectives and sustain competitive advantage. This essay will outline and explain the steps required to successfully hire and retain a new customer services manager‚ whilst reviewing the current UK employment market and how this may affect the resourcing approach. Firstly
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the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. a. Job description b. Job specification c. Job analysis d. Job context e. None of the above (c; easy; p. 112) 2. The information resulting from job analysis is used for writing _____. a. job descriptions b. work activities c. work aids d. job context e. performance standards (a; easy; p. 112) 3. Which of the following types of information can be collected
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4. The fifth step in conducting a job analysis is _____. a. deciding how to use the information b. reviewing relevant background information c. verifying the job analysis information d. collecting data on job activities e. developing a job description and job specification (c; moderate; p. 114) 5. Which of the following is not an advantage of using interviews to collect job analysis data? a. it is simple to use b. some information may be exaggerated or minimized c
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Deployment Guide 3 Executive Summary The WorkSpace sample application demonstrates many of the new features of xCP 2.1 in the context of an HR on boarding application. Users of the system can manage job opening information along with the related job description documents‚ as well as the candidates that are applying for those jobs. A business process is then used to manage the interview process‚ gathering feedback from one or more interviewers before allowing the candidate to
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and experience to competently fulfil the defined job descriptions and specifications. Note: Brief overview of the function Objective: “Recruitment is the process of attracting‚ screening‚ and selecting employees for an organization.” Stages of recruitment: job analysis‚ sourcing‚ screening and selection‚ and on-boarding Job analysis: involves determining the different aspect of a job through job description and job specification Job description: job role within an organisation and lists the main
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