Key Characteristics of Human Resources - Coursework Example

Business Table of Contents Assessment Activity Task 4 Assessment Activity Task 2 5 Assessment Activity Task 3 6 Assessment Activity Task 4 7 Assessment Activity Task 5 8 Assessment Activity Task 6 9 Assessment Activity Task 7 10 Assessment Activity Task 8 11 Assessment Activity Task 9 12 Assessment Activity Task 11 13 Assessment Activity Task 12 15 Assessment Activity Task 13 16 Part 2 17 Assessment Activity 1: 17 Assessment Activity 2: 18 Reference 19 Assessment Activity Task 1 One of the key HR issues at McDonald’s is that the work activities and processes of members of the organization are not completely aligned with the organizational goals and objectives. It is important that individual and team efforts are properly directed towards organizational goals and objectives. It is recommended that team efforts can be directly linked organisational goals and objectives. Competitiveness among teams can then be enhanced by incorporating a reward system in which team works are recognised. In this individuals’ efforts and contributions will also be rewarded and recognised. The communication system needs to be enhanced and the management needs to be constantly in communication with subordinates in order to be aware of causes of conflicts and provide suitable strategies to avoid and eliminate them from the workplace. Members not performing up to the desired standards needs to be given proper training as per individual training needs analysis which must be supported by coaching and support service activities. Assessment Activity Task 2 The Australian labour law differs between States. For example, in the state of Queensland, a full time job including 40 hours a week fetched $528.40, irrespective of who the worker is or whether he is a resident, international student. The member must have a file number for the ATO, i.e. the Australian Taxation Office. Any individual can have ABN or the business number and can be self employed or an autonomous even after being an international student or a temporary resident. In cases of violation of the equal opportunity laws, complaints must be launched in writing to the equal opportunity commissioner. It then goes for assessment and in case it falls within the jurisdiction, conciliation is attempted. Assessment Activity Task 3 The task such as making a pot of tea must begin with counting the head counts to assess the amount of tea to be made. This is followed by counting the number of cups of water that must be taken. This is to be boiled for a few minutes after which the tea leaves must be added according to the amount of water taken. The tea leaves added must be allowed to wet for five minutes to completely release the flavour from the leaves. When the water turns golden brown and all the flavour from the tea leaves are released, sugar must be added according to the quantity of water taken. This is followed by adding milk. The tea is then filtered and poured into cups before serving. Assessment Activity Task 4 Job description for a customer care executive: 1. Maintaining a customer focus and responding to the requests of customers through phone calls, e-mails and fax. 2. Working with adequate speed and tenacity and striving to meet expectations of customers in all activities. 3. Following up with customers after services have been delivered. 4. Assist and the management and the team members with special project assignments and assist them with the requisite information and material. 5. Maintaining documents and records of work activities and processes. 6. Maintain quality assurance of the work processes. Assessment Activity Task 5 The advantage of internal recruitment is that people within the organization are already acquainted with work processes and rules and norms of the organization. The need for induction training is greatly reduced in this case. Moreover their performances are also evaluated within the organization and are known to all. The disadvantage with internal recruitments is that it tends to place people in positions in which they are not suited. This affects their performance and productivity. The advantage with external recruitments is that candidates can be recruited without any biasness, which is completely based on their merit and skills. Also a large pool of candidates can be explored and screened and put to test in order to find the person most suitable for the position. The disadvantage is that external recruitments is an extensive process and requires a lot of time. It is a costly process and involves huge investments on the part of the company. Assessment Activity Task 6 Role: Office Assistant in NGO 13-15 hours a week – Flexible Working Hours Duties and Responsibilities: 1. processing of members and process donations. 2. Acknowledgement process for every donation. 3. Maintaining office environment by taking phone calls, maintaining files, conducting mail campaigns, proofreading, editing and other related works. 4. Event management, planning and preparation. Qualification: Graduation in any discipline, males and females, people with disabilities and belonging to any cultural background. Both freshers and experienced personnel are welcome. Salary: 15-20k per month The advertisement would be mainly placed in the local newspapers as it can be accessed by all. This includes people of all age groups and racial backgrounds and also people with physical disabilities. It can be envisaged for one month as it is a cost effective way of advertising. Assessment Activity Task 7 The induction training in the organization could include an extensive elaboration of the company’s goals and objectives and how my work activities would be aligned with those goals. The purpose, vision and mission of the organization would guide me better to follow my own roles and responsibilities. Due to inadequacy of the above, my performance was greatly misdirected and misled which consequently ended up into poor performance and productivity. Assessment Activity Task 8 HR planning forms an important association with performance management as it lays down the performance standards and the required manpower required to meet those standards. Job analysis is required for specifying the exact performance requirements from the job which is to be managed through the performance management system. The performance management evaluates and measures the exact performance levels of candidates or workforce of the organization. Performances below the required standards are eliminated through effective training and development activities. Based on the output of the performance management system, proper remuneration system needs to be developed such as compensation, benefits, incentives, bonuses etc. Assessment Activity Task 9 Situations when employees feel de-motivated in the organization and are frustrated due to certain reasons can be resolved adequately by employee counselling. This helps to bring out the cause of their frustrations and address the causes rightly which helps solve the employees’ problems in the organization. Assessment Activity Task 11 Job description of sales executive Listening to the customer requirements and offering presentation appropriately for making a sale. Maintaining and developing relationships with customers through phone calls, emails and in person. Cold-calling and arranging meetings with potential customers Reviewing own sales performance and seeking to meet and exceed targets. Application Letter Dear Sir, This is a job application for the position of Sales Executive in your organization. I am an MBA (Marketing), having 2 years of relevant experience in sales and marketing in a leading MNC. I have proper communication skills and can influence and convince people. I am sincere at the workplace which has fetched me true value and rewards at the workplace. My resume seems to be fit for the position you have advertised for. I would look forward to your reply. Resume Objective: A challenging position in sales and marketing in the organization. Summary of present job responsibilities: Cold calling with new customers and potential customers. Convincing them with required product attributes and explaining the advantages. Reviewing sales performances and targets and finding loopholes for removing them. Employment History: GHK International: Senior Sales Executive from January 2012 till date Sales Executive since July 2010 till January 2012 Education: MBA (Mktg), class of 2008-2010. BBA (Mktg): class of 2005-2008 Assessment Activity Task 12 Training and development in a company like Qantas is extremely crucial as it is a technology driven organization and technology is highly emerging and changing across the globe constantly. It is important to upgrade the skills and expertise of the workforce along with the changing business requirements and ever changing technology. Starting from induction training, organizations must invest in adequate training needs analysis for providing the proper training programs for candidates and making it effective in the long run. Assessment Activity Task 13 The advantage of training programs in organizations is that they seem to improve and enhance the skills and expertise of employees which gets reflected through organizational productivity and performance. For example two companies can be considered, such as Apple Computers and Gannon Dunkerley. Training provided in Apple Computers is off-the-job training, in which candidates are first provided the training in an environment outside the organization and then absorbed within. Gannon Dunkerley, on the other hand trains its employees within the organizational setting itself which is known as on-the-job training. They learn as well as contribute to the work activities together. Part 2 Assessment Activity 1: The position of HR Executive is considered for the organization McDonalds. The different criterion for the position includes an educational qualification of MBA in human resource management; at least 3 years of experience in the HR generalist profile; proficiency in HR matters, favourable written and oral communication skills; and decision making skills. Advertisement: Role: HR Company: McDonalds Skills: Interpersonal and Communication skills Qualification: MBA (HRM) Experience: 2 years in HR generalist profile. Job Type: Permanent Salary: 4L per annum. Assessment Activity 2: Figure 1: Flow Chart in selection process (Source: Bytheway, 2007, p.70) Some of the common types of interviews include face to face interview, behavioural interviews, case interviews and committee interviews. My organization commonly uses face to face interviews in order to identify the skills and competencies of candidates and also read their behaviours and attitudes at the workplace. In order to find the tenacity, perseverance and adjustability of candidates in different work situations case interviews are conducted, in which candidates are evaluated by the strategies they take in the different cases. Reference Bytheway, C. W. (2007). Fast Creativity & Innovation: Rapidly Improving Processes, Product Development and Solving Complex Problems. J. Ross Publishing. Read More