Hr handbook

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Staffing Process and Employee Relations

Amy Allred
Gabriela Arrevillaga
Tony Collette
Carol Haigood
Gail Stewart
Wingshan Yau

Bellevue College
Human Resources Management
Business 221
Professor Miranda Kato
December 7th, 2010

PART 1. Employee Staffing Process
Job Analysis
When a manager first sees the potential need to create a new position in theirorganization, the tasks, duties and responsibilities must be identified. Contrary to this task-based technique is the competency-based job analysis which is based upon individual capabilities linked to performance (Mathis, 2010). In either case, the needs of the organization are specified through close communication between the hiring Manager and the Human Resource Manager, so that a positiondescription can be crafted.
In addition to creating new position descriptions, job analysis is also frequently used to redistribute employee workloads and streamline processes. There are several ways that an organization may go about analyzing an existing position, but common methods include observing and interviewing current employees. By this means, managers can gather information about duties andpercentage of time spent on each, physical demands, and the knowledge, skills and abilities required to perform the designated responsibilities.
Position Descriptions
When creating a new position description, it is critical to be mindful of the legal issues that may be involved. For example, the American with Disabilities Act (ADA) requires that an organization identify the essential job functionsfundamental to the job when writing a position description (Mathis, 2010). This is so Americans with disabilities capable of performing the essential job requirements of the job will not be automatically excluded from the hiring process.
A job description is often composed of several factions intended to describe in detail the requirements of a position, along with the tasks duties andresponsibilities involved (Mathis, 2010).
* Identification – This section states the title of the open position, the department that it is designated to, location, and background information on the company.
* General Summary – A statement of essential job responsibilities.
* Essential Job Functions and Duties – A more detailed explanation of job requirements, duties and responsibilities.
*Job Specifications – Knowledge, skills and abilities to perform the job. Education, training background and physical requirements.
* Disclaimers and Approvals – Manager’s signature, instructions on how to apply and statement of Equal Opportunity Employment (EEO) compliance.
In order to recruit quality candidates that fit the needs of the organization, it is essential that an HRrecruiter be knowledgeable of their industry. For example, if a recruiter needed to hire for a factory worker position requiring hard labor, it may be unlikely to find a good fit for this role on a networking website such as LinkedIn. A better choice to fill this role might be to advertise in a local newspaper or work with a contracting agency like Manpower whose regular line of business isfilling this sort of role.
Remember, it is not only the goal of a recruiter to attract job applicants, but to attract applicants of quality that are likely to remain with the organization long-term. In order to do this successfully, it is important to take into consideration the current labor market, both internal and external. In order to offer a compensation package that is both attractive andcompetitive, a recruiter must consider worker supply verses worker demand and what similar industries are paying employees for performing similar duties.

Equal Employment Opportunity and Diversity Policy
It is the policy of the Company to provide equal opportunity for all qualified persons and not discriminate against any employee or applicant for employment because of race, color, religion,...
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