Task statements: Human Resources Receptionist | |To whom/what/action directed |How is action the action |Why is action performed | |What Action is being performed | |performed | | |Assist |Public/employees |Greet direct |Give information | |Process |Forms |Type |Process | |Review |Forms |Read |Correctness | …show more content…
Supply information regarding the organization, general public and employees, Key Responsibilities Answer telephone, screen and direct calls Take and relay messages Provide information to callers Greet persons entering organization Direct persons to correct destination Deal with queries from the public and customers Maintain Department Calendar electronically Type HR forms Filing HR Forms* Supervision Given/Received This position requires little to no supervision. This position is not union represented. Qualifiers Knowledge of general filing system and document filing Excellent English communication Computer skills Microsoft Office skills/experience Ability to file and retrieve files with 100% accuracy Ability to understand correspondence formatting instructions Excellent customer service skills Work Environment Traditional office environment. May be required to lift up to 20 pounds. May be sitting for long periods of time at
The Objective of this document is to outline a hiring procedures manual that a Human Resource Department for a school district might use to hiring an employee. Hiring is arguably the most important function of the HR Department and a set of procedures should be in place to make the steps move in an efficient manner.
JOB DESCRIPTION AND STATEMENT OF WHAT EMPLOYER’S EXPECT ON THEIR STAFF. MUST BE READ BY THE STAFF AND FOLLOW THE POLICY AND PROCEDURE OF THE HOME. TO ATTEND ALL THE TRAININGS NECCESSARY FOR THE JOB
‘provide clear information, supervision and training for employees and ensure that suitably competent people are
1.1 Produce a job description using the template below to describe your duties and responsibilities
• Prepare itineraries for meetings and schedule and coordinate meetings, appointments and travel arrangements for office executives
My current position requires a daily assigned tasks and answering incoming calls from HR personnel. The incoming calls require first priority with scheduling candidates for interviews that must be completed. I prioritize completion of the calls based upon their hire dates. The assigned task of background checks is completed based upon the candidates hire dates.
This will require each department manager to provide a detailed description of duties for each position in the department to the Human Resources Department.
necessary skills and experience you are seeking and would make a valuable addition to your staff.
I am writing to apply as a Cashier Receptionist (Temporary) (646819) at the Kaiser Permanente Medical Office located in Union City. I recently graduated high school, and am continuing my education at California State University, East Bay. I will be pursuing a degree in biology, for I aspire to become an optometrist. I am applying for this position with the intent to both gain experience and knowledge within the medical field and to provide assistance to others.
This job description meets our needs but could do with some minor changes. If I had the responsibility of updating it I would:
This description is intended to describe the general nature and level of work being performed by people assigned to this classification. This is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. Further, this description is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of employees under his/her supervision. The position must demonstrate competencies for the following use group:
Cathy Brannen was obviously very enthusiastic about the job as outlined in the morning. She asked all the right questions, responded quickly and articulately to every query posed to her, and seemed ready to accept the position even before the offer was extended. When Harvey finally got around to mentioning the salary, there was a slight change in Cathy’s eager expression. She stiffened. Since Harvey realized that salary might be a problem, he decided to offer Cathy an incentive of sorts in addition
Using the information from the case and similar job postings I would suggest to the hiring committee that the education level needed would at minimum would be a bachelor’s degree with the field of study being human resources, business administration, or industrial psychology. Another component to the education would be classes specializing in labour relations, benefits and compensation, training and development, and health and safety. These courses may be taken within their program or as extension courses. The certified human resources professional (CHRP) designation will be preferred since within that certification, the candidates would have had to completed Notional Knowledge exam. This is an exam where it “assesses your understanding of HR knowledge and skills. After you have passed the exam, you are considered a candidate for certification.” (CHRP Qualfactions, n.d.) Also to receive the CHRP certification you will have to “assess your understanding of HR knowledge and skills. After you have passed the exam, you are considered a candidate for certification.” (CHRP Qualfactions, n.d.). Experience is also an asset that many candidates will hold. To achieve the CHRP the candidate will have to do a “minimum of three years working in an HR role within the last ten years.” (CHRP Qualfactions, n.d.). Secondly, the experience that is required for this position would be between 3-5 years of relevant upper management human resources experience. Also experience with negations
The HR Manager should design job descriptions with employee and supervisory input, listing job responsibilities in descending order of time involved. These can be used in the hiring process as well, in particular for the manufacturing jobs that have physical requirements such as “the ability to lift 25 lbs”. (The Case) Since job descriptions cannot possibly list every single task an employee may be expected to perform in their work day, “other duties as assigned” or another descriptor for possible additional duties should be included.
They screen job applicants to obtain information such as their education and work experience. Schedules new employees for drug screening tests, personality, and interest tests; explain the organization’s employment policies and refer qualified applicants to the employing official; and request references from present or past employers. Also, human resources assistants inform job applicants, by telephone, letter, or e-mail, of their acceptance for or denial of employment.