Explanation Of Job Responsibilities And The Duties - Samples

Question: Discuss about the Explanation Of Job Responsibilities And The Duties. Answer: Job description: It is the explanation of job responsibilities and the duties that the person needs to fulfil on the job position. It also includes the skills that are required to perform the duties. Designation: HR executive Reporting to: HR manager Duties: Recruitment: Reviewing resumes and applications of the candidates Conducting interviews and all over recruitment process Working with third party recruitment agencies Cold calling to the candidates Training and development: Identification of training needs of the employees Contacting the trainers and developing the training programs Induction of the new employees and joining related issues Operations: Developing salary statement Communicating and describing HR policies to the employees Making records of the employees presence Performance records and maintenance of the employees Handling employee leaves Keeping records of staff insurance Employee engagement: Conducting various welfare activities Ensuring a safe workplace to the employees Engaging the employees in various activities (Brandl, Madsen Madsen, 2009). Qualifications: Diploma degree course in HR and HR analytics course is the added advantage Skills requirement: Some of the skills that are required for performing the HR Executive duties are: Communication skills Attractive personality Knowledge of the field Legal compliance knowledge Negotiation skills Understanding of SAP Observation skills Conflict resolution skills Goals: Goals at team level: Achieving the hiring targets collectively Improving the workplace environment and inter department communication Personal level goals: Achieving monthly hiring targets Improving the negotiation skills Collaborating with more third party for recruitments Work plan: Activities Description Goals KPIs Timeframe Personal Responsibilities Team goals: Identification of potential vacancies in the company Training to the employees to use communication portal more often Allocating the work to different HR executives Contacting the college campus drives for mass hiring In order to achieve the team goals, it is required to perform some of the activities that help the HR tea to achieve the team goals (Pilbeam Corbridge, 2010). Achieving the hiring targets collectively Improving the workplace environment and inter department communication Number of hiring in a month Effective communication between the employee Number of campus drives conducted 2 months HR manager and topmanagement Personal goals: Making cold calls to the potential candidates Updating and posting the ads on online portals Visiting more and more third parties Training of negotiation skills for whole HR department Some of the goals are for personal development. These goals are also required to be completed in order to complete the target of the team. Achieving monthly hiring targets Improving the negotiation skills Collaborating with more third party for recruitments Number of hiring Improvement in negotiation skills Number of third party collaborated in a month 1 month Self and whole HR team Journal: Policies and procedures of the organisation: Following are some of the policies that the organisation follow in order to support the employees to achieve their personal goals and team goals. Training policies: the company focuses on providing trainings to the employees and also identifying the training needs in order to provide relevant trainings to the employee for their personal and professional development. Communication policy: the company also believes in effective communication between the departments and thus developed a portal for communication that helps the HR team to interact with each and every employee (Franklin Melville, 2015). Employee welfare policy: the HR department of the company focuses in providing better environment to the employees to work for. Incentive policies: this is the policy of the company through which the incentives are given to the employees who achieve their target. Even the team gets the incentives for their target achievement as the team. Every organisation believes in developing goals and setting the targets for the individuals that are associated with the company as its employees and the teams that works in the organisations. The reason behind setting the targets for individuals is that it helps in evaluating their performance in the company and also helps the employees to have the clear idea of their roles in the organisation. As far as the team goals are concerned, they are made to dissociate the major goals of the company (Gist, 1987). In order to evaluate the goals and its completion rate, it is required to set some of the KPIs that is Key performance indictors that helps in measurement of the goals achieved. These KPIs are the measures to analyse the performance rate of the employees and the teams. When the goals are decided or set for the company, it needs a plan to achieve the goal. This plan includes some activities and resources for the same. This plan is made with some of the activities and the resource allocated to the same. There can be situations and contingencies that can affect the working of the plan and it may be possible that the things do not happen the way they thought to be (Korschun, Bhattacharya Swain, 2014). Thus, it is required to make the plans in such way so that the alternative action can be taken place at times. One of the major examples that the company generally face is lack of employees or human resources. To face this challenge, it is required to keep the hiring process up to date so that hiring can be done immediately when required. As far as my strengths are considered, I am the one who have good communication skills and thus I can easily convince the candidates and present the job offers very creatively in front of them. In terms of weakness, I am the person who is very bad at negotiating things. I can attract people but cannot negotiate properly with the salary and thus many of the candidates resist coming for the interviews. Thus, I always try to negotiate in mails rather than in speech. Prioritizing deals with arranging things as per their importance. It has been analysed that the activities that needs to be performed should be arranged as per their importance. This helps in making the things sorted. As far as the process is considered, I first jot down the activities I need to perform and then rank them accordingly. I sometimes eliminate the activities that are of less importance when I have time constraint. Developing the work plan can be effectively done if the standard process is followed for the same. The process of work plan initiated with identification of goals and related activities that needs to be performed in order to complete the goals. After that, the time and the resources need to be allocated to each and every activity that needs to be performed (Lynton Pareek, 1990). In terms of managing the time and the work plan activities, it is required by themanagement of the company to engage the employees in the overall process. Engaging the employees makes it easy for themanagement to implement the overall process. This also motivates employees to perform effectively within the given timeline. As per my strength, I think that I can be the role model for the other employees as I can provide them positive environment to work. The work plan that I have made in the above section also justifies that I have tries to balance the efforts requirements by the employees to complete the tasks and the time of achieving the goals of the organisation as early as possible. It is required to maintain the work life balance of the employees. Allocation of the work according to their capabilities helps the employees to complete the targets easily. As far as the above work plan is considered, it has been analysed that it can be easily followed by the employees without any work pressure. References: Brandl, J., Madsen, M. T., Madsen, H. (2009). The perceived importance of HR duties to Danish line managers.Human Resource Management Journal,19(2), 194-210. Pilbeam, S., Corbridge, M. (2010).People resourcing and talent planning: HRM in practice. Prentice Hall. Franklin, N., Melville, P. (2015). Competency assessment tools: An exploration of the pedagogical issues facing competency assessment for nurses in the clinical environment.Collegian,22(1), 25-31. Gist, M. E. (1987). Self-efficacy: Implications for organizational behavior and human resource management.Academy of management review,12(3), 472-485. Korschun, D., Bhattacharya, C. B., Swain, S. D. (2014). Corporate social responsibility, customer orientation, and the job performance of frontline employees.Journal of Marketing,78(3), 20-37. Lynton, R. P., Pareek, U. (1990).Training for development(No. Ed. 2). Kumarian Press.