ABC Page Digital-Melbourne Branch

For each of the job positions at the enterprise, the human resources division prepares a comprehensive job description outlining the typical responsibilities and duties that the successful candidate would perform, as a way of identifying the minimum personnel specifications that the successful candidate should possess. “Hiring an employee who fits in well at the workplace, performs the position’s duties competently, and adds value to the organization is a sign of a successful recruitment and selection process” (Foster, 2015, Lesson 13, Notes).

Job analysis is essential as successful recruitment process relies on the effectiveness of this analysis in human resource management process (Caruth et al 2009:96-9). Job analysis collects relevant information pertaining the vacant customer services manager position, and is normally prepared by the HR manager. Job analysis can be structured into two, which is job description and job/person specification. Job description is then designed from the information gathered from Job analysis. Job description highlights the overall details and duties of the customer services manager position whilst job specification on the other hand assesses the qualities and skills required based on the criteria of the customer services manager position. Job description’s main focuses include the job title, responsibilities, remuneration and working hours, while job specification’s main focuses include qualifications, experiences, skills, and other accomplishments gained such as from trainings. The whole purpose of job analysis is to implement changes in the position structure to match certain requirements of the vacant customer services position. Job descriptions should be examined from time to time, as reflecting on an existing job description may be misleading as the customer services manager position may have changed over the years since the current customer services manager is nearing retirement, hence the necessary changes needs to

The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the

“Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most

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,

In this is competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organisations for a competitive, motivated and flexible human resource that can help achieve its objectives.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

To start the staffing process, we must first have a job analysis. The job analysis helps evaluate how to enhance and become effectiveness and efficiency. A comparison of each position contributes to ensuring the accuracy of assigned duties. The result will produce two human qualities documents that are needed to perform a job. A job description provides the job title, a purpose of the job, authority reporting levels, detail of primary duties of the position, and the conditions of

- Employers aren’t legally obliged to create a job description, yet producing one enables them to focus on their thinking and decide how the role must contribute to the business and who is likely to fulfill that role.This document provides an understanding of the position’s major responsibilities, details how the responsibilities are accomplished, and identifies the knowledge, skills and abilities necessary to perform the job. A well written job description not only describes the position’s responsibilities, it supports effective human resources management in a variety of ways. It sets the foundation for recruiting, developing and retaining

Knowledge of job descriptions is an effective process in hiring new employees. Significant traits are calculated through the employment process and important for successful hiring procedure. Organization with a clear understanding of what is needed can set a standard about

Recruitment is simply means that the process of sourcing and planning the quality profiles for the companies which includes finding profiles that exactly matches the position. Effective recruiting are needed because it provide company to having better human resources, company can identify the best way to recruit employee talent through recruiting pyramid. Recruitment can be divided into two types, which are Internal Recruitment and External Recruitment.

Recruitment can be defined as the process whereby a business attracts capable applicants to fill in a job vacancy. (Human Resource Management. 2016)

In analysis and design of Job examines specific functions of job in defining the skills, knowledge and duties that are required for each position and also getting complete jobs information. With this information, organization carries out the employees recruiting and hiring function. In Recruitment organizations try to find candidates for potential employment. And then in the process of Selection HR attempts to categorize candidates with the required abilities, knowledge, skills, and other capabilities that will help the organization reach their goal. Next important function is training and development that gives employees the knowledge and skills to effectively perform their work and providing training for inexperienced and new workers. For example organization decisions regarding training and other HR practices are designed for providing special customer service.

Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an 'employee offering'.

Job descriptions and job analysis help to provide accurate information to incumbents about the daily functions of the position available and its expectations.  "A job analysis is completed to determine activities, skills, and knowledge required of an employee for a specific job" (Jahn, 2014).  Questionnaires, observations, interviews, and employee recordings all play a role in determining a job analysis.  "Job analysis provides a method to understand a job by examining the tasks performed on the job, the competence to perform those tasks, and the connection between the task and the competencies" (Bortz & Steisel, 2014).  The final analysis provides essential tools, such as the job description and job specifications.  Job specifications identify critical attributes of a person suited to the job, which includes the minimum education and experience needed to perform the job (Jahn, 2014).