Job Requirements For A Database Administrator

Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

Administrative assistants must be able to handle challenging situations and many details at once. The assistants are what keeps an office running while supporting the efforts of a business owner executive, manager, or professional group. Their main responsibility is to keep their place of employment running smoothly, thus all of their duties relate back to the operational proceedings of an office. These duties may include scheduling meetings, answering phones, managing databases, disseminating information (through email and internal memos), creating spreadsheets, generating reports, ordering equipment, and working with clients or customers. People who demonstrate these skills in this field can advance to higher

Once the analysis and job description for a job is complete, the next step would be to identify recruiting method to use in selecting candidates. Since recruiting is the first stage in the hiring process, it is important to attract qualified people who have the skills and experience the job demands. To do this, I will suggest that recruitment be done through job fairs and advertising.

Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.

1.1 Produce a job description using the template below to describe your duties and responsibilities

Q1. List six major steps that you would take in setting up a database for a particular enterprise.

5. Enter a summary of your search results in the following table. You may note anything of interest to you. Consider adding additional jobs if you are interested in several careers.

It is structured to give the reader the most important information for successful job-hunting in a very concise manner. In fact, the entire book is less than 100 pages!

Step 1: Conduct a thorough job analysis, which will obtain the proper KSAOs or competencies required for various position levels.

Proper analysis of the Job description should be done that matches the Job in the company. Also look what are the specifications that would attract more applicants. Take the opinion of other employees what are their requirements in their departments. Further what are the

The candidate that NDAS will look for is a person with sufficient knowledge in the current level of information systems. This candidate needs to be able to recommend the type of systems that need to be updated or installed, and needs to make decisions on changes from within the organization.

Few companies today can exist without an IT department. The IT department contains many of the company’s technology experts. Almost all companies rely on computers to some degree whether it is an international conglomerate or a small startup company. Some companies are very dependent on computer systems while others use them only for accounting for payrolls and everyday computer tasks. Most organization, even the smallest company have people whose job is to make sure that the computer system is up and running or an emergency contact to call when the computer systems goes down. In the future, I want to take the head of a database administrator of an IT department whether the size of the company is small or enormous.

* Planning the workforce: it is very important to analyze how many individuals are required in an organization; what will the pay scale be (depending on the nature of the work); what will the reporting line be; what are the job requirements; on what basis will each individual be judged etc. All this needs to be planned before the hiring process begins.

Once you have outlined the positions you will need to fill then you will need a targeted recruiting plan which includes identifying responsibilities, knowledge, skills, core competencies and cultural fit for your ideal employee. Use creative recruiting sources to target that individual including social media as an outlet to find top talent. An interview process that allows you the company and the candidate to learn as much about each other is important to making sure it is a good fit.