Each task would be explained on the job description by my manager, so we are both clear on what is expected of me. This would out line what my position is, who I report to, what my day to today tasks are, what reports are expected from me, the companies grooming standards are for my position. It will out line any current qualifications and future training I may need or would like to and who I report to and who my directs are as well. The knowledge would impact me in managing my time it takes to ensure that I prioritise my tasks from important to less important. The less important tasks can be done when it’s quiet or at a later date.
Complete the quiz on the assigned readings for the week. Internal Competencies. In planning, one component to explore is how an entrepreneurial organization’s internal competencies help to achieve a strategic advantage in the marketplace. In a 250-300 word response, answer the following: What steps/actions would an entrepreneur take to determine whether the entrepreneurial venture has the appropriate internal competencies to achieve competitive advantage? Respond to at least two of your classmates’ postings.
An outline of what is meant by ‘agreed ways of working’. The term ‘agreed ways of working’ relates to the way an employee must work and the rules that they must adhere to. As an employee you should work in a way that is clearly set out in the job description – this will then mean that you know what areas of care you would be responsible for and those that should be reported to a higher member of staff etc. Bi) What is it? An outline of what is meant by ‘agreed ways of working’.
First, employers need to ensure that all jobs are classified properly as either exempt or non-exempt. Once this is accomplished, the employer needs to have their HR department periodically review the job descriptions by performing a job analysis. This will help to determine if the job classification changed. Keeping up with job classifications will reduce the potential FLSA claims. Second, employers need to ensure non-exempt employees keep timesheets of all work performed.
"Staffing Strategy" Please review the following recommendations for the staffing needs of you organizations. For the Tanglewood organization I think acquiring talent is best suited for your organization. While employees can be trained to suit the organizations needs hiring talent is important for you organization. The vision to involve employees in the decision making process and let them take control of how their own areas requires employees that possess talent to insure the success of the department and organization. It is my recommendation that the hiring activities be an outsourced function.
Nevertheless, this may be best, because you don’t have any personal relationships and you can be objective and operate in the best interests of the company. Please provide me with a memo that identifies the employees you believe should be discharged. Include an explanation of what principles of employment law are relevant in the case of each of the three employees: State what the employee would have to prove to win a case of discrimination against us and whether you believe an employee would win the case, based on the facts presented below. Also, indicate what actions management should initiate to put ourselves in the best possible position with regard to each employee’s possible claim of discrimination. Our region encompasses several states, so don’t consider any state laws—just the relevant federal law relating to employment and discrimination.
Different organisations will have their own particular information that they will include however there are set keys facts that must be included. | Strength | It allows potential candidates to compare themselves with the job description and see if they are suitable for the job. They are well written and accurate to help attract individuals who are qualified and prepared
Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies (U.S. Office of Personnel Management, n.d.). Our recommendation at this time would be that this company has a clear job description stating what the job entails and qualifications for the job. This will attract talent that meets and could possibly exceed the company’s
The development and conduct phase is specifically designed by the needs of the company. The evaluation phase determines whether or not the training program is
They must be able to “perform the essential functions of the job, with or without reasonable accommodations” (ADA, 2009). The essential functions are the duties that are required in the position. This means that if a person who is capable of performing a job task, he or she should be allowed an interview and hired for the position as it would for any other qualified individual, and to give them the same opportunity and treat them fairly. If the disability does not interfere with the ability to perform essential tasks, then it should not affect employment (Equal Employment Opportunity Commission,