Extract of sample "HR Strategic Planning: Mod3 DISCUSSION"
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The first one will give an organization description to list the products and services it provides. In addition, the description will categorize candidate in terms of job relevance to determine their qualifications. The second one will provide a descriptive job title. It will be outlined as a ‘Local Area Network Administrator’ to specify that it is only the candidates in the field of WAN/LAN networking will be needed. The third one will describe the position’s responsibilities and requirements (Mathis et al, 2014). This part is important for the recruitment strategy because it addresses the main object of the organization in offering the job post.
A local Area Network Administrator will be required to possess knowledge, skills, and ability in dealing with local and wide area networking of computers. There are specific skills that will be required (Mathis et al, 2014). They include: monitoring network performance, monitoring and configuring email applications, implementing network security measures for protecting data; conferring with network users to solve existing system problems; performing data backups; administering and maintaining computer networks.
There are other skills that a local Area Network Administrator should possess beyond basic networking skills. They will be appropriate in enabling him or her relate professionally with other departments in the organization. As a HR professional there are questions that I can ask other departments to determine the needs of the LAN administrator position that are beyond networking skills (Mathis et al, 2014). These questions may include: what are the physical abilities that other departments require the LAN administrator to posses? In addition, what are the cognitive abilities possessed by the applicants in general problem solving?
Gathering information from other departments on the skills that computer specialist should possess beyond basic networking skills, should be done through
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