The first step will be to create a job analysis of the knowledge, skills and abilities needed for the new sales positions. Next we will create a workforce planning system and finally, we will select the members for our team. In performing the job analysis we chose to utilize two methods, a structured
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
After the human resource department is aware of the new hire or trainee accepting the job offer, the human resources department will be able to start the background check, and verify the candidate is knowledgeable making sure the applicant is qualified for the position desired. The Human Resources department with coordination of the department manager should be able to set up the date and time for a new hire orientation to relieve the campus recruiter of these duties so he can focus on the various processes of recruiting new
Most successful organisation know how to mobilise the right people and move them around to meet the needs of the organisation the organisation. Moving people around should be based on matching individual skills with organisational needs. Once an organisation knows the areas in which shortages and excesses exist, they can proceed with their workforce plans and devise strategist ensure that they have the right number of staff in every area of the organisation or to ensure that staff numbers are correctly allocated to the right tasks. The organisation you work for has asked you to analyse their existing workforce to determine areas where there are excesses or shortages or requirements for mobilisation. How would you do this?
A potential new employee must have the skills and qualities which match the job requirements. It is in Tesco’s interests to recruit employees who will portray a professional image and communicate effectively with colleagues and customers in order to reflect a positive image of the company. The skills and qualities a potential candidate possesses, has an effect on their capability of gaining and maintaining employment. A CV is a document in which a jobseeker uses to advertise their skills and qualities which may appeal to a potential employer. In addition to skills and qualities employers take into consideration a person appearance and image.
Project 1 Write a personal reflection that explains how you would go about managing your work priorities and professional development. In the personal reflection you should ask and answer these questions: What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? What are the traits of an effective leader? Do I have these traits? How would I develop these traits?
A) Human resource management B) Career planning C) Behavioral management D) Job evaluation Answer: A Explanation: A) Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. Career planning is the process of assessing personal skills and establishing a plan to achieve specific goals. Diff: 1 Page Ref: 2 Chapter: 1 LO: 1 Skill: Concept 20) Human resource management is best defined as the process of ________. A) controlling and orienting new employees B) organizing and scheduling work activities for teams C) outsourcing and offshoring clerical jobs to foreign countries D) acquiring, training, appraising, and compensating employees Answer: D Explanation: D) Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. Orienting new employees and outsourcing jobs may be required of HR managers at times, but hiring, training, and paying workers are the main tasks of HR
Question 1: Recruitment Guide for Sales Associate Question 2 Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted”, who do you think they target? The best “targets” for the position of sales associate would be high school students, college students, high school graduates that have not continued their education, people looking for supplemental income by working a second job, and retired individuals that are re-entering the work force. These types of employees are willing to “start at the bottom” and accept the starting wages of the sales associate position.
c.) I used the Job Specification and Person Specification when recruiting and selecting my new employees because I can see what skills the employee would need and I can make sure the employee has the skills they need the job. I could also see what kind of person they would be and how they would deal with customers and if they would work well with other employees. 5.a.) b.) The benefits of the Interview Checklist during the interview process is that you could see what they needed or any quality’s that they could have and if they did you were able to tick of
InterCleans provides the best tools and training to their new employees. Sales training will cover the general topics associated with the sales position. Followed by training on contracts, this course will instruct the new associates on how to create a contract for new services, or on how to make an adjustment on their current service contracts. Next would be training on the computer software to input the orders and account information obtained during the appointment. Followed by Leadership skills and customer service training, which is important because of the face to face contact with the clients.