Job Analysis & Design in the Organization - Essay Example

 Job Analysis & Design in the Organization 1. JOB DESCRIPTION FOR THE POSITION OF THE HUMAN RESOURCES MANAGER Duties: 1. Supervision of the working of all HR Department staff in the organization. 2. Reviewing and updating the present policies, procedures and practices for recruitment, placement, transfer, retirement, resignation or other exit circumstances. 3. Creating programs for the induction, training and development of staff at all levels in the organization. 4. Liaising and assisting in the performance appraisal process, performance reviews and promotion or demotion of staff. 5. Filling in the available positions or newly created ones by promotion, transfer and induction of new employees if there are no internal candidates with required competencies (Werther & Davis, 1995). 6. Promoting the organization as an employer of choice. Employee Interaction: 1. Supervision of the activities of all staff members in the Human Resources Area. 2. Determining the number and type of positions that need to be created and filled in the HR Department, as well as judging the competencies of the staff and placing them accordingly. 3. Creating and setting up the overall structure of the HR Department with its divisions into Recruitment, Compensation and Benefits, Payroll & Accounting, Training and Development and Legal Counsel. 4. Having knowledge of what each HR staff member is doing, his or her responsibility areas and assigning duties and goals to each area and each employee through his or her reporting authority. Management Responsibilities: 1. To see that the HR Department is working as a cohesive unit and meeting its generally accepted responsibilities. 2. To look after the Administrative functions that invariably form a part of HR duties and responsibilities. 3. To act in compliance with company guidelines on good corporate governance and ethical behavior. 4. To guarantee and ensure employee confidentiality of events reported, as and when required. 5. To act as the custodian of HR policies and procedures, preparation and updating of the HR Manual and communicating all revised policies throughout the organization with the approval of the CEO/CFO or other relevant Head of Departments. 6. To liaise with Payroll, Accounting and Administration staff to see that salaries, bonuses, increments and deductions are made on a timely basis and in accordance with legal and tax guidelines. 7. To take disciplinary action where and when required, in conformity with organizational policy and management directives, involving legal counsel as needed. 8. To participate in salary surveys within the industry, incorporating these into increment and bonus packages for employees. 9. To take employee satisfaction surveys and monitor employee morale. 10. To create a succession plan for key management staff and keep senior management informed of staff turnover at all levels. Qualifications: Bachelors or Masters in Psychology, Human Relations or Organizational Development. Experience of at least 10 years in handling Human Resources or Administration related functions- with at least 5 years in a middle to senior management position. Must have completed requirements of the CIPD and SHRM and be a member of these organizations. Working Conditions: 1. Must be a confident and competent individual, a self starter willing and able to work without supervision, both individually and as part of a team. 2. Must be able to create, organize and manage a team of competent HR professionals that hold value for the organization. 3. Must be able to work long hours when required, with considerable human interaction at all levels within the organization. Work Schedules: The position is normally a 9 to 5 job; however being a management position, the working hours can be extended from time to time as necessary in order to perform the requirements of the job. Management positions do not attract overtime. As head of the HR Department, the HR Manager will report to the CEO, CFO or Chairman of the Board in specific matters as and when deemed necessary or asked to do so. The CEO is the direct reporting authority. 2. RATIONALE BEHIND MY ORGANIZATION OF THE JOB DESCRIPTION I think that the job description has been organized and laid out most efficiently and effectively. It clearly spells out the primary as well as secondary responsibilities of the position of HR Manager and has been made out as if the HR Manager were heading the HR Department. That is why the job responsibilities were rather comprehensive and detailed (Werther & Davis, 1995). The job description starts out with the duties of the HR Manager, then goes on to show the requirements of employee interaction. This is followed by the management responsibilities commonly associated with this position. Then comes the qualifications required for this position, as commonly noticed and held by HR professionals in any organization of repute. Last but not least are the working conditions and working schedules, also indicating the reporting authority for this position within the organization. 3. THE MOST IMPORTANT ELEMENTS OF A JOB DESCRIPTION AND WHY I CONSIDER THEM TO BE SO The most important elements of a job description would be the duties associated with the position, the management responsibilities and the qualifications required for the incumbent. If the person who is hired is properly qualified, has the right work attitude and a good idea of the responsibilities of the position, he or she would be a good fit for the role of HR Manager. Experience, self confidence and employee interactions are soft skills needed for nearly every job nowadays- so this would be a given (Bolles, 2009). What remains to be seen is the value of the education, the qualifications and the experience the candidate has had, how well he or she can fit into the role and the sense of duty and responsibility they have. The most important thing is to meet management expectations and have a vision and purpose for the Human Resources Department (Ulrich & Brockbank, 2005). References Bolles, R.N. (2009). What Color is My Parachute? : A Practical Manual for Job-Hunters and Career-Changers. Ten Speed Press. Ulrich, D. & Brockbank, W. (2005). The HR Value Proposition. Harvard Business Press. Werther, W.B. & Davis, K. (1995). Human Resources & Personnel Management, 5th Edition. McGraw Hill. Read More