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The importance of effective communication in the workplace
The importance of effective communication in the workplace
Why is communication important in the work setting
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Introduction Having been just promoted it is now one of my new responsibilities to devise a plan to hire my replacement. It is important that I take the steps necessary to conduct a thorough job analysis so that a job description can be constructed as a guide prior to hiring anyone. Having a job description will also “clarify expectations for the prospective employee as well as providing reference points for training and development to take place once an individual is hired for the position” (Chapman,1995-2009,P.1). Even though job analysis may take more time and money, in the long run it is a necessary step to take in the hiring process. When filling positions within a company or organization conducting a job analysis is necessary, because without it, an accurate job description cannot be constructed and management would have difficulty making an informed decision on who is best able to fill this job opening. Job Analysis While having the privilege and reward of a promotion is exciting there is a great deal of extra work that I must put forth to fill the Senior Advocate position that I have recently left when I accepted the position of Program Coordinator. It is vital this position be filled since a great deal of a Program Coordinator’s time is spent outside the assisted living home. A Senior Advocate is a key position and is not only the eyes and ears of the Program Coordinator, but also functions as a close personal assistant to the Program Coordinator helping in making sure that duties within the house are being completed and everything runs smoothly. To organize an accurate job description I will have to first conduct a job analysis. I already have an upper hand in conducting the job analysis since I have previous ex... ... middle of paper ... ...s may have to include tests, evaluations, and surveys to determine whether someone has the personality, skills, and or abilities to fulfill the position that is being applied for. While job analysis, job descriptions, testing, and job interviews help choose the best candidate for open positions within a company or organization, training and evaluations help promote improvement. There is always going to be room for improvement within any job position. Keeping open communication and a positive work environment that provides support and guidance can help turn good employees into even greater ones. References Chapman, A. (1995-2009). Job Descriptions. Retrieved 03/28/2011 from http://www.businessballs.com/jobdescription.htm Dessler, G. (2011). A framework for human resource management (6th ed.). New Jersey: Pearson Prentice Hall.
They should provide all the necessary information and detailed answers needed in their application form to show if they fit the position. This includes behavioral and personality questions that require essay answers.
The two positions that I am responsible for hiring for are a Director of Food and Beverage and a Receptionist for an upscale lobby restaurant. The basic process of hiring can be applied to both of these job openings. Frist, I would analyze the positions,
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
A test to see exactly what type of job people qualify for, or their MOS, Military Occupation Specialty, gets a better job.
To conclude, my organizational, attentiveness to details and effective communication skills is what makes me a great fit for the Human Resources Manager vacancy. My experience in the healthcare, criminal justice and information technology fields have allowed me to provide respect, dignity and compassion to all persons I have encountered through the delivery of consistent quality service. In order to evaluate my experience I have included a cover letter and resume as
Employers have the right to know many things about their employees. Job skills and training can even be investigated by the employer. The employee is to perform services and these services must be done in a certain manner. Someone who is incoherent because of drug abuse cannot be a pilot, for example. This is why employers can test to see if characteristics or tendencies would affect performance.
Recruitment: The aim of such a policy is to ensure that a transparent and unbiased selection process is followed. Consistency is required in the recruitment processes by using a pre-determined process helps reduce the risk of discrimination and builds credibility. Unfortunately there are still too many employers who run unstructured interviews. I prefer recruitment interviews for key leadership positions to be behavioral based interviewing, competency based interviewing, and techniques assessments that focused on results. I encourage the best candidate based on merit and fits the organization values and goals.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Ulrich, D. & Brocklebank, W. (2005) Role Call. People Management, Vol. 16, June, pp.24 – 28
Finally, you develop an online survey to gather the predictive information from applicants. Then each candidate's biodata survey and resumes are screened electronically and given a score between zero and 100 based on how many of the top performance indicators each candidate possesses.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
As an employer, it’s important to hire the best person for the job to ensure their organization receives the best quality of work at suitable efficiency. To make the decision of who to hire, employers look for certain attributes in potential employees. These attributes may be general to any job, specific to a skill requiring job or personal attitudes/qualities.