Human Resource Department And Its Position At The Organization Chart

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I certify that: • the attached assignment is my own work and no part of this work has been written for me by any other person except where such collaboration has been authorised by the lecturer/s concerned; • material drawn from other sources has been fully acknowledged as to author/creator, source and other bibliographic details according to unit-specific requirements for referencing; and no part of this work has been submitted for assessment in any other unit in this or another Faculty except where authorised by the lecturer/s concerned. TABLE OF CONTENTS Contents OBJECTIVE STATEMENT: 4 PART I.: Job description 5 PART II: Organization chart. 10 PART III.: Report 11 I. Reasons for the establishment of human resource department and its…show more content…
PART I. GRAND CITY HOTEL JOB DESCRIPTION Job title: Human Resource Manager Department: Human Resource Department Reporting to: General Manager Date effective: 15th March 2016 JOB PURPOSE 1. Responsible for handling and managing every issue related to staffing and employment. 2. Cooperating with other departments to improve personnel development. SUMMARY OF RESPONSIBILITIES Key outcomes Key performance indicators 1. Work with other head departments to figure out vacancies in each outlet, then design recruitment advertising, jobs descriptions and broadcast them to employees and job seekers. 2. Interview, select applicants, provide information about policies, wage payments, employee benefits, welfare, discipline, job duties, working conditions and chances of promotion. 3. Perform essential employment issues include firing, punishment, solving conflicts, and handling disciplinary procedures. 4. Hold orientation events for all staff to popularize the aim and target of the organization, as well as to help them acknowledge about salaries, promotion activities and labour laws. 5. Expert in legislative employment procedures and policies. 6. Adjust wages and salaries payment based on current labour policies of consultative committees. 7. Be able to understand and resolve conflicts between staff and head departments to maintain good cooperation. 8. Occupational Safety and Health, anti-discrimination,
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