What is HRM practise?
HRM practise refers to term recruit, select, train, develop, motivate and retain staff and also help the organization survive and develop. Main HRM practices are recruitment and selection, motivation, training and development, reward, skill, employee relation etc.
Application of HRM practices in a work-related context Walliscoate Primary school
Walliscoate Primary school has the atmosphere of a village school, but with the benefits of being near the centre of town. The staff are extremely committed and work very hard to make sure that each child feels happy and safe. School want their time at Walliscoate School to be a positive, rewarding and fulfilling experience. Education is a three-way partnership between the parents, child and School. School is committed to achieving the highest standards in teaching and learning for all children and strongly believe that is our role to ensure that all children have the opportunity to reach their greatest potential whilst they are a member of this school community. This school has a truly inclusion environment. Due to a special educational need, an exciting job opportunity has
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HRM department of Walliscoate Primary school, takes following step to perform job analysis:
Job description: a job description is a broad, general, and written statement of the vacant post which describes the duties, responsibility, purposes of the job along with the job title.
Person specification: Person specification is a summary of the desirable person for vacant post.it is the list of the skill and duties that the job consist.
Following was the Job description, person specification for the Walliscoate school vacant post. Learning Support Assistant: Walliscoate Primary
A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).
Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). Job specification can be defined as the profile of an ideal candidate. Job specification dictates the specifics of what is needed from the employee such as required amounts of experience, education, physical and technical abilities, as well as desired social skills. Job specification is used to screen the applications sent in by candidates, and job
This allows the candidate to fully understand what the job role involves before apply for the job. It allows candidates to figure out if they’re suitable for the requirements which the organisation is looking for, this can normally save time if the candidate believes the job role is not suitable for them.
Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).
P1 - DESCRIBE THE RECRUITMENT DOCUMENTATION USE IN A SELECTED ORGANISATION JOB DESCRIPTION A job description is an official document detailing an employee’s responsibilities in their job, how the job fits into the organisation, the purpose of the job, and key tasks to be performed as part of the role. A job description is most commonly used as the document a potential employee reads before they apply for the post. The main contents of such a description are: • The job title – this is the name of the job. For the job at Leeds city college, the title is Principalship Administrative Assistant •
Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks including a specific job or function. Job specification is derived from job analysis. Job specifications that employee needs are the knowledge, skills, and abilities an individual need to perform a job satisfactorily. This is including education, experience, work skill requirements, personal abilities, and mental and physical requirements.
| The job description essentially concentrates on providing information about the job. The person specification is a direct contrast; it provides information about the type of person that the organisation is looking for to do the job. The person specification gives a list of requirements, but these relate to the person doing the job.
* A list of criteria that you would use to short list a person for this role (these must be derived from the job description and person specification.
It’s a statement that states the responsibilities and activities that one must perform under a specific position. It’s important to be detailed as hired candidates may not possess certain abilities needed which in return would result in increased expenditure on training and development, therefore it is important to have a good job description ready for the selection process (Chron, 2015). Tesco believes that it gives both the candidate and current employees all the necessary knowledge about the position so that they know what is expected of them. Tesco also uses the job description along with the person specification which provides the basic information used to create advertisements and promotion (Tesco Case Study,
The person specification describes skills that are required for the position being recruited. It is a profile of the candidate required for the work. It might contain the educational qualifications, previous experience, specialised skills, interests, personality and physical requirements. The person
7. Job descriptions typically include the skills, education, past experience, and other requirements needed for employees to perform a job. (T)
Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). In other words, job specification is a sort of sketch of an ideal candidate. Job specification highlights required levels of education, experience, physical and technical abilities, as well as desired social skills. Job specification is used to screen job application of candidates, and job description will be of help during interviews. Candidates should be educated about the job description, it is also
HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.
According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their
Their various HRM practices allow them to attract and retain the best staff and deliver on their service mandate. At a functional level they have implemented HRM practices to align the leadership, skills, induction and socialisation, training, development, rewards and recognition, remuneration, career progression as well as transformation with the strategy of the company.