Human Resource Management Table of Contents Table of Contents 2 Exercise 1 3 Formulating Job Description 3 Advertisement for Job Position 3 Selection Process 5 Screening of Application Forms 5 Testing 6 Interview 6 Selection Decision 7 Exercise 2 7 References 9 Bibliography 10 Exercise 1 The paper will describe the recruitment plan model and detailed steps involved in the process for hiring two employees for the position of a nursing practitioner and a medical records clerk respectively…
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In the job position the following things will be considered as vital: The title for particular job position Job responsibilities Critical success factors Official reporting link Supports, authority and assets needed along with accessibility for the job (Commonwealth of Massachusetts, 2009) Advertisement for Job Position After formulating the job description, there is a need to advertise for the job vacancy so as to inform the potential candidates regarding the job openings. Advertisement has emerged as a very significant and common basis for generating manpower in Human Resource Management practices. The advertisement for the post of nurse practitioner and medical records clerk will be given through online websites so as to reach a larger population or young candidates stating the specific position duties. It will be beneficial for appealing appropriate candidates for the positions. In the internet advertisements, the following information will be provided: A summary of job positions which includes fields of works and language requirements An explanation of obligations and accountabilities which classifies the major jobs to be performed by the employee The minimum qualification requirement for fulfilling the position such as educational certificates, special skills, etc The advertisement will be exhibited on one of the popular job websites named ‘careerbuilder.com’. The cost of advertising on ‘careerbuilder.com’ will amount to be around 390 USD/job. Thus, to advertise two posts for job advertisement the cost will be around (390?2=) 780 USD (Careerbuilder, n.d.). Selection Process The selection process will conducted in four phases, which are: Screening of Application Forms Before selecting employees, it is essential to lessen the candidates to a manageable amount. With this concern, the initial screening will be conducted with the application forms and resumes of the candidates. The accurate information will be assessed against the least adequate requirements with respect to job specifications. The statistical technique will be used for screening of application forms. After checking the measurable aspects of candidates, the reliability of candidates will be evaluated. Any gap during education years or any kind of indefinite information will be identified and followed up in the interview stage (Pattanayak, 2005). Testing After initial screening of candidates, tests will be conducted for evaluating the intelligence, aptitude and skills of the selected candidates. For the post of medical records clerk, aptitude test of candidates will be conducted with the aim of measuring their ability or underlying skills to absorb the given job responsibilities if adequate training is provided. For the post of nurse practitioner, achievement test will be conducted for assessing candidates’ pertinent capabilities. The achievement test will be applied to varied series of nursing tasks ranging from patient care to clinical activities. The candidates will be selected on the basis of performance on those tests (Bernardin, 2008). Interview Interview will be conducted for measuring the profile of candidates and associating it with job appropriateness. Interview is widely
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(HUMAN RESOURCE MANAGEMENT Assignment Example | Topics and Well Written Essays - 750 Words)
“HUMAN RESOURCE MANAGEMENT Assignment Example | Topics and Well Written Essays - 750 Words”, n.d. https://studentshare.org/management/1391938-human-resource-management.
This paper is primarily based on critically assessing the crucially important role played by HRM in achieving employee engagement with the help of research reports and valid facts identified by learned business scholars. Inappropriate management of various resources forms an important and potential obstacle in the path of any business’s success and the job of HRM is to sensitively scrutinize the size of the resources in order to manage them in a manner which would be suitable for the business.
The best talent of the world is attracted by Google due to its prestigious brand image, but it is also necessary to retain that talent. Google does that by ensuring big compensation. The primary business of Google is to attract finest technical geeks who assist Google for the creating an innovative and creative culture, develop and train them to work for longer period of time and retain them in order to make an impact on the bottom line of the business.
The purpose of this is to create a competitive advantage (Storey, 2007). For example, working in a retail firm, I noticed that teams always contained at least one male and one female, and never contained only people of a single ethnicity. In a workplace that was predominantly white, this must have taken considerable planning.
This function deals with issues of staff management, particularly – over hiring, compensation and performance supervision (Goeldner & Ritchie, 2009 p. 89). Other roles of the function include safety wellness, development of the organization, employee motivation, communication, benefits, training and the administration of the functions of the human resources capital available at the organization.
In-spite of being located in Abu Dhabi, it operates successfully in about 56 other locations in the entire Arab Emirates. This is very praiseworthy news that amplified its brand image in the market. Apart from this, Union National Bank is that bank owned by the government of Abu Dhabi as well as Dubai.
With these revolutions the focus shifted from how "get things done through people" to "getting people do things" for the company's utmost benefit. This signals an alteration of the management perception of the human resource. Nowadays, there is a global recognition of the crucial role played by employees in attaining the goals of an organization as well as responsibility of management to harness the full potential of its workforce.
the customers. For any commercial organization it is then a people versus people equation for its survival. Unlike other resources which an organization deploys people or its staff are live resources that think, have feelings, aspirations, motives and emotions which get nurtured, developed ,frustrated or stunted every now and then.
This would be just as important for internal employees, although they would likely score higher on any cultural tests simply because they would have already adapted to the local culture. Any of these measures could be
Multinational corporations have spread their tentacles across diverse global locations and the continuously broadening global playing field has dire implications for the future of these multinational corporations’ competitiveness (Hannon 1997,
Businesses need to satisfy internal and external stakeholders equally. In ever-changing and turbulent business environment, delivery on time with quicker services, without impacting ultimate quality, has become extremely important for business survival. That is why the importance of HRM has increased manifold.
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