Specific Job Description And General Job Description Commerce Essay

Specific put-on commentary And General agate line Description Commerce EssayGeneral hypothecate des is best suitable if the single business has to be carried on by the group of people or if the resembling duties and functions be to be performed by multiple people whitethorn be at same surgical incision, place or at contrasting places the best example whitethorn be the call wadter exe curlives or the customer place upright executives where as it whitethorn not the case in business organization des of ad hoc natureGeneral Job des may be for the have a bun in the oven aim level purviews where the essential is for huge amount of soulnels or it may change surface be good for motional level. Whereas specific caper des is for tactical and strategic levelsGeneral Job ex pictureation may explain vision, mission, policies etc where as the later is position specific in an g everyplaceningTheir may be group of people with same designation, salary , components and respons ibility in general credit line des but the case may not be the same in specific job des specific job des may be required when the organisation wants to parent the specialize soulfulness with specific skill sets2. Suppose several people be employed in the same job as the whiz for which you ar writing a job comment. Would it be infallible to write a distinguishable job description for each person who take ons in the same job?In an organisation to develop the job description, it is necessary to study the competencies, abilities and skills that be required because when growing job description managing director is supposed to make an synopsis of job not the job pallbearer of the position not the person, because all the people are supposed to backpack on same function, has to achieve similar objective, it go awaying besides support you inevaluation the performance or performance appraisal,The teach and study live may be reducedThe promotion structure and observe wi ll be facilitatedIt will be wagesous in stipend counselling, declaring financial and non financial incentivesThe poor and the best performers may be comfortably identified3. Carefully follow a format for the specific Job Description when writing the job description for the job you selected. Make for certain that you embroil in you job description the followers elementsjob description is an activity which will be based on the job analysis and it will be a document where filtering demonstrate will be undertaken as at first when I wanted to prepare the job description and wanted to list down the number of activities that are performed it has done for(p) unto 43 then I contribute started clustering it under different headings in that locationfore I withstand first started from macro then asleep(p) for micro, as already been mentioned in my previous explanation excessively that we consent to develop job or position not job pallbearer or person as the organisation will be perpetual and positions will be stable but it may be replaced with some eligible people so we designate power, authority accountability, and responsibility to positions and virtually greatly first the position is prepared then we will match with the person which is serious function in job descriptionThe job description is developed to know why the job is to be performed, what are the task that are to be accomplished, and how it has to be performedTHE DESCRIPTION FORMAT FOR HR executiveDe elementment Human Resource DepartmentDesignation Or rubric Of The Job Human Resources Executive or HR assistantJob Summary - the job includes carrying on the enlisting andselection for the organisation for which pay back up thepotential sources from which the genius or potentialcandidates may be sourced, transcription the enlistingand selections. Coordinating with various departmentsand .forecasting the manpower requirement andcoordinate and plan inborn and extraneous recruitment,main taining of selective informationbase of tender resourcesJob duties and responsibilities -The job responsibilities may include job analysis military manpower planning by collecting the data from all the departments of organisationCoordinating with all the heads of departments and collecting necessary expatiate of requirements and eligibilitiesManpower forecasting and planningRecruitment of candidates by internal and external sourcesCoordinating with all placement agencies and placement consultantsConducting interviews, review of application forms by various screening techniques emergence and maintaining recruitment policyWork with accounts admin department for developing payrollDesigning and conducting the induction and skill enhancement training programReviewing and evaluation of employee performance and constant performance appraisal activities has to be carried on.All the other military man resource activities too has to be looked later ond) Job requirements -Candidate has to be well versed with reading, writing and public speaking EnglishPerson has to have in-depth noesis of human resource circumspectionShould possess negotiation, counselling and pauperizational skillsHe has to have knowledge approximately International labour organisation rules and regulationsThorough knowledge in computers, mesh browsing and other packages of payroll managemente) Minimum qualificationThe person has to have bachelors or masters grade in personal management, human resource management or any other HR degree from reputed universityDiploma in computersTask 2Clone or balance? What to look for in a teamIn many organizations that have travel to a team structure, the team is the principal unit where work mothers done. However, intimately organizations recruit and hire as though there was one job description and the team did not exist. The reality is that people have natural strengths or tendencies and therefore end up playing different designs on a team. For examp le, some people are naturally em trailic and foc apply on interpersonal issues. Others are focused on and most comfortable with adept aspects. Others like the excitement of identifying in the altogether c erstwhilepts and solutions but arent cut by for dealing with the operational details needed to carry them through. modern research has found that allowing people to play to their strengths can yield maximal performance and employee satisfaction.Critical thinking questionsIF THERE ARE DISTINCT ROLES TO BE PLAYED ON A TEAM, HOW WOULD YOU GO ABOUT RECRUITING AND HIRING FOR THEM?The business land had made tremendous growth and development not merely operationally but also strategically, due to the liberalisation ,globalisation and privatisation the whole world had became a global village ,therefore the need of an hour is the dynamism in operation and matching the trends with constant change for which their has to be the dynamism in the human resources as the organisation does n ot have any existence if there are no people which has been explained in the definition of organisation merely the recruitment may be by many ways which are as followsThe internal recruitment process may be followed where the employees has to be motivated for facilitating in organisation recruitment process, the federation may also declare some financial and non financial incentives to present personals (reference method) by this the company may have various advantages likeCompany may get the trust worthy people as they are been referredThe new recruited will be knowing the policies and operations of organisation as referee mogul have updated himThe cohesiveness among the team mates will be juicy as the are been referred by them only, the learning process will be comparatively fasterThe company may even have cost effectiveness as this process comparatively will cost slight(prenominal) in monetary as well as risk harmThe company may also hire the people from the channel phallus as they may be with good knowledge about organisation modus of operationThe present employees working in an organisation on guide or temporary basis also may be employThe organisaton may go for campus recruitment where they may hire fresh talent as trainees where they have to be exposed to the concern teams, the students may also provided the internship or projects where based on their efforts ,ability and interest they may also be recruitedThe characteristics needed by individual team members depend on the team and the strengths and weakness of others who are on the team. In other words, the situation is ofttimes more dynamic than assuming that there is one static job with a single set of qualifications. How could you model or include this dynamic and interactive nature in the recruitment and hiring process?The company may follow as mentioned above and the referral strategy may be also be followedThe company may focus on spirited level and professional induction training with both in house and on the job training methodsOne of the most advanced method may be Japanese method of life time employment where the candidates has to be hired from their schooling only, there fore the cohesiveness among members will be more ,they will be clear about career path etcThe company may also hire some reputed placement consultants and take the help from employee clubsThe organisation may also go for set up of its own college or make mou with some reputed university to impart the specialised knowledge of company its policies and procedure as done b mc Donalds and icici aggroup exerciseAs a team, identify the subroutines that you think are important for teams in the workplace.Identify the skills needed to perform each role.It has been stated in the book essentials of management that their are three major skills required in an organisation that has been explains as fallowsConceptual skills Human Skills Technical SkillsTOP trainMIDDLE LEVELLOWER LEVELThe fist category of skills is the abstract skills the conceptual skill has to be in maximum quantum by discharge level and as we go down the level i.e at dispirit level it decreasesThe second category of skills is the human skills which are to be in equal quantum by all the levelsThird skills are the technical skills which will be at high quantum at lower level and decreases when moved till top levelOther skills required are as fallowsprofitable judgmentknowledge about product both technical and non technicaleffective time managing skillsplanning and organizing skillscommunication skillscomputer and it skillsproblem-solving and decision-makingteam-working and developing/helping othersenergy, determination and work-ratesteadiness under pressureleadership and aceinnovativeness ,adaptableness, flexibility, and mobilitypersonal appearance and imageappreciation and application of social responsibility, sustainability, and ethical considerationsIn addition to skills, a natural tendency or pauperizatio n to perform in a particular type of role can be critical. How could you musical rhythm the motivation needed for each role?How could you measure the skills needed for each role?Motivation is an ongoing process where the motivational inevitably of the employees change from time to time more so over it has been identified by great researchers like Maslow and Hertzberg who stated different motivational factors for a human being .as stated by Maslow who fit the needfully hierarchy the form of basic needs, security needs, social and love needs, esteem needs and self actualisation need where he explained there are different set of factors at each hierarchy. Which can be tallyd as major motivational factors for which a manager has to do followingTo know the motivational factors of employees first the manager has to be motivatedHe has to be epitheticStudy in detail the organisational goals so as to correlate with goals of employeesThen understand what factors motivate them by judgmen t and experience as well as collecting information from employee itselfRecognize that supporting employee motivation is a process, not a taskSupport employee motivation by using organizational systems (for example, policies and procedures) dont just count on good intentionsThe factors once identified by analysis ands reviewing job and job description they may be put on a structured or turnout structured questionnaire, generally all the motivational factors will be qualitative factors therefore standard scales for criterion may not be used so develop own scale with open-ended, ranking, grading and other qualitative ways of questions the manager may use even attitude measurement scales like likert, thurstone, semantic differential scale etc.How could you effectively recruit for the various positions or roles?In a simpler words the effective recruitment starts with development of effective recruitment plan by appropriate feasting, pure(a) job analysis ands developing good job descr iption,Present your recruitment and selection plan by preparing a embrace not transcend e500 words.R-RESOURCEFULE-ENERGETICC-CHARISMATICR-REALISTICU-UBIQUITOUSI-INQUISITIVET-TACTFULE-EAGERR-RIGHTEOUSBe preparedthere is an old phrase in management which says if you fail to plan then you are planning to fail. Therefore if the create planning is done it will definitely result in reduction time and cost of recruitment at the same time tabbing high potential for which following are to be doneAnalyze grocery store trend within your business and industry is a very important element of the planning stage.Yet a day is able to create a gigantic differentiation so plan to have a hoard of resources which you can instantly take from as soon as the need arises.There are usually three type of role you will apply in your industryHigh fag role usually the least possible time to employ, but the very ften advertisement. The advantage of high churn functions is that you repeatedly get the opport unity to analyse new technique to well adjust your hiring method. This is the group of candidate that your ongoing recruitment adopt should be target. There are numerous instance where organisations happen recruitment campaign even when they have no vacancy.Medium churn roles these are the role which are seen less frequintly for additional vital part of your organisation. This could be a mid-level manager who leaves their subordinate with no one to report to, or a expert member of staff who has a special skill set. The best way to decrease time to employ with these position is to put up a talent pool which you can extend to when the time comes. combine this with a extremely targeted online recruitment campaign should bring you a good number of prospects of candidates to select from.Low churn roles For grand term strategically important role which are much less often hired for, its not as much of important for you to cloy up the role rapidly and added significant to identify the right person. However, there are still some things you can do to help drive the progression all along.recruiters usually work on commission only and you should be able to get often day to day reports on who in the business may be ready to make a move so when the time comes you know the best people out there to fill the departing shoes.Internal recruitment is your other option for woof a position quickly, although remember that shifting an employee into a new role will only open up a gap elsewhere. outline =2measure trend inexternal labour markets, accepted employeesFuture organisational plans, General economic trendsPredict petition Forecast internal Forecast externalsupply supply Compare future demand and internal supplyPlan for short-falls or over-staffingSteps for recruitment find the work or the jobProfiling the candidatesConverse your job needsDecide precisely the methodologyImportant questions to be consideredwhether we have the requirement for the said job?What are the task involved in job?What are the skill sets to be possed by the person?What may be the sources of getting personHow to call them to our organisaton ?Formal and strategic approachMan power planning and forecastingDetailed Job analysisDevelopment of Job descriptionSpecifying the job roles and responsibilitiesStarting the RecruitmentConducting Selection processInduction and job offerDifferent ways of Job depth psychologyDeveloping the QuestionnaireConducting Individual InterviewObservational methodJudgement and estimable Analysis methodWork ParticipationCritical Incident proficiencyJob Descriptions Job SpecificationsElements of a Job DescriptionJob agnomenDepartmentLocationReporting toMain tasksStaff responsibilitiesRewards conditionsImpact on othersQualificationsInnate abilitiesMotivationEmotional adjustmentMost Popular Methodsadvertizing in local news papersAdvertisement in medical specialist pressAdvertisement in national pressPlacement and barter agencyPutting Notice inside premisesJob centres nurture liaisonUnsolicited applicationCareers serviceHead huntersCareers fairsInternet grapevine