Receptionist Job Discription

Task statements: Human Resources Receptionist

| |To whom/what/action directed |How is action the action |Why is action performed |
|What Action is being performed | |performed | |
|Assist |Public/employees |Greet direct |Give information |
|Process |Forms |Type |Process |
|Review |Forms |Read |Correctness |
|Maintain |Staff time |Log sheet |Pay Information |
|Maintain |Staff schedule |Calendar/Computer |Meetings /Conferences |
|Handle |Mail |Sort |Distribution |
|File |Documents |Place in alpha order |Organization |
|Type |Employee |Typewriter |Transfers/termination |
|Answering |Incoming calls |Telephone |Direct to appropriate employee |

A Statements: Human Resource Receptionist

| |Task Statement |Knowledge |Skill |Ability |
|1 |Assist Public/employees Greet and direct give |Good language |Ability to work with a diverse |Good customer service |
| |appropriate information |

References: Friedman. Lee Harvey, Robert, (1986) Can Raters with Reduce Job Descriptive Information Provide Accurate Position Analysis Questionnaire (PAQ) Ratings, Personnel Psychology Retrieved from Ephods 1/25/13 Jain, Harish Murray, Victor (1984) Why the Human Resource Management Function Fails, California Management review, Retrieved from, Ephost 1/25/13 McQuerrey, Lisa (Jan 2012) Advantages of Employee Focus Group Discussions Retrieved 2/2/13 from Smallbusiness.chron.com> https://www.prometric.com/.../Assembling-Specifications-for Webpage retrieved/122/13 Shippmann, “et al” J.S. (2000), The Practice of Competency Modeling. Personnel Psychology Retrieve from ebcohost1/23/13