As Human Resources (HR) Director you must have a clear understanding of your organization’s business objectives and be able to devise and implement policies which will select, develop and retain the right staff needed to meet these objectives.
Duties and Responsibilities:
The exact nature of the work activities will vary according to the organisation, but they are likely to include:
• working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;
• promoting equality and diversity as part of the culture of the organisation;
• liaising with a wide range of organizations ...view middle of the document...
Experience: Requires at least 10 years progressive human resources generalist experience with more than five years at senior management level in a high-volume environment. Experience must include hands-on responsibility for the full scope of human resources activities, both operations and analysis.
Skills & Abilities: Communication skills Analyzing skills Emotionally intelligent
Salary: A handsome amount will be provided. An attractive compensation and benefit package will be awarded.
First of all he has to decide the job for which he is to collect information. After that he should go for proper planning. To gather data he can use several methods. He can go for direct interviews and questionnaire. He can go for group discussion and brain storming sessions. He can have general discussion among the employees. He can carry out the Job analysis and different methods of Job analysis; he can go for any one of these methods.
He can conduct job analysis through variety of ways. These are,
Observation methods: he can directly observe the employees while they are performing their jobs. Through direct observation he will get a much better idea of the basic job duties and responsibilities.
Individual Interview method: in this method he can interview the relevant employee directly. He should go for individual interviews. Ask them how they are performing their jobs.
Group interview method: he can call a group of employee of the same job or rank. And ask them questions related to the job duties and responsibilities.
Structured Questionnaires: he can develop a questionnaire relating to the job. Asking each and every element of the job duties and responsibilities. Float this questionnaire among the employees and get the relevant information.
Technical conference: In this method he can get the information by directly contacting the supervisors. Asking them about the job duties and responsibilities.
He can convince Kenny and Norton by telling them that providing the employee a safe and healthy working environment should be top priority of the organization. So we should go for this project of Smart Cards. He can also convince them that they should have JD for every job because it will provide much better understanding of the duties and responsibilities of the job. How they are actually required to perform their job. To whom they should report? What skills are required to carry out day to day activities?
The purpose of a job description is to allow you, as an employer, to account for all aspects of the job you are offering. A job description clearly defines what the job is about and what can be expected from the job, and so it benefits both you and your employee to be clear as to what the job will entail. Additionally, by sending a copy of a job description to potential employees can help to reduce the amount of feedback from people unsuitable for the job. As your company grows, you can build a...