Travel Agency Hr

A high level view of the HR Department’s job includes: identifying the open position, develop (or already have a developed job description) that includes the duties of that position, collecting applications, screening applications, interviewing applicants, making the decisions on who will get an offer, that actual hiring of that individual, and the training process. This process is outlined in the attached HR procedures document.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

The HR department ensures there is a sustained quality to relationships. They establish and communicate policies, practices and rules the organization expects both management and employees to follow. After establishing a job description, manager will work closely with HR team to review and learn of the recruiting process. Having the manager work closely with HR ensures that legal obligations and policies are followed throughout the hiring process. HR will also help assist with matching the job description to the salary required for the position.

The Human Resources Department is committed to recruiting, developing, and retaining a high performing workforce for every department within the company. We desire to promote an environment that is productive and efficient for our employees and establish Atha Corporation as an employer of choice. In hiring of new employees for the Human Resource department, candidates were asked questions specifically related to the job functions of this specific department. It allowed the managers to gather a general understanding of the individual’s knowledge, job experience, and goals for the company.

Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.

How positions are filled: Although there is no perfect formula for hiring, the best advice is to start well in advance of a hiring need. The HR professional needs to assess the role/need in terms of knowledge, skills, abilities (KSAs) before writing a job description and posting a vacancy. They are also critically involved in writing interview questions and establishing valid and reliable rating criteria for selection. When interviewing and selecting candidates, the HR practitioner must also ensure that all involved employees are knowledgeable of legal and ethical standards.

Human resource management demonstrated over time to be more than just the paperwork side of an organization, but a difficult position that needed a specific set of skills to provide success for both the organization and its employees. One of the most important roles and first task of the human resource department is handling the recruitment of employees. An organization will not be able to function without employees, but it is key for the HR department to find the person with the particular

This study shows the career paths within human resources. It gives an overview of each human resource specialty by explaining in detail of possible duties conducted. It also discusses the strategic human resource planning conducted by a recruiting and selection specialist, training and development specialist, and compensation and benefit manager. Each specialist may conduct his or her duties separately or may cover all areas depending on the size of the organization.

Recruitment is the process where an organisation searches for applicants to potentially employ. A Human Resource (HR) manager or assistant will have the job of analysing the organisations current employers and see whether there is a need to recruit new people. If there is a need, then recruitment and selection will take place.

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

of HR. Or, the company could simply create a new HR department by hiring a skilled

The Figure 2 described the recruitment model and the recruitment model with the various other associated activities. Also the figure 2 clearly indicates the presence of the dynamic environment and the other organizational strategic business plan and the human resource strategy, the human resource plans and the policies . The recruitment model presented above indicates that the HR policies and the HR strategies are directly related with the vision and the strategic plan of the business. The recruitment model includes the number of activities like job design, recruitment and the selection processes, the creation of the human resource development plans, diversity management

Developing a recruitment strategy is important to ensure the company can find the best candidates for the positions available. Sangeetha (2010) suggests that when companies have a strong recruitment policy it is easier

The HR manager first posts openings on bulletin board. They provide information about the job for example they provide positions, locations, pay rates, qualifications etc. Thus they encourage employees to apply for the posts. Then the employees nominate themselves if they are interested in being considered for an opening.

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: