To prevent future problems, what content should be in a job description for the HR assistant?
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Case: The Reluctant Receptionist
Superior Products Company has recently hired a new HR assistant, Virginia Fisher, who just received a college degree. Frederick Mills, the HR Director, was extremely pleased to find someone who had some familiarity with basic management concepts because he was the entire HR department except for a clerk-typist. During the interview Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records. Because Superior has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope.
Everything went fine for the first week for Virginia. On Monday of the second week, Frederick called Virginia into his office and explained that there was another minor duty that he had not mentioned to her. Frederick said, “In order to get approval to hire you from the president. I had to agree that whoever was hired would be the relief receptionist from 11:30 to 12:30 every day. The switchboard is usually quite busy and we wanted to be sure someone who is capable would be the backup.” Virginia was not very happy about this assignment being sprung on her, but she agreed to try it for a while.
Within two weeks she was beginning to dread having to work the switchboard an hour everyday. Also, she discovered that she was expected to be the relief if the receptionist was sick or unable to work. On Wednesday and Thursday of the third week the regular receptionist was sick and Virginia filled in for her. On Friday, Virginia told Frederick she was quitting in two weeks. When asked why, Virginia replied, “You misrepresented the job to me. You never said anything about my receptionist duties. If you had, I probably would not have taken the job.”
- To prevent future problems, what content should be in a job description for the HR assistant?
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- Case: The Reluctant Receptionist Superior Products Company has recently hired a new HR assistant, Virginia Fisher, who just received a college degree. Frederick Mills, the HR Director, was extremely pleased to find someone who had some familiarity with basic management concepts because he was the entire HR department except for a clerk-typist. During the interview Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records. Because Superior has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope. Everything went fine for the first week for Virginia. On Monday of the second week, Frederick called Virginia into his office and explained that there was another minor duty that he had not mentioned to her. Frederick said, “In order to get approval to hire you…Employee benefits Adham, an accountant at XYZ Company, has just received the following dedication email from the HR department: "Dear Adham, because of your and hard work, we are pleased to inform you that as of Monday, April 22, you will not only be responsible for conducting regular accounting transactions but also supervising the work of the two new junior accountants who have just joined the firm". This illustrates a form of Onshoring Job enrichment Poaching O Job enlargement PagWhat Is a Human Resources Consultant to Do? Anthony LePage is the owner of a local recruitment agency that has an established presence in the northern Ontario market. He is looking to expand its service offerings to include consulting services to small businesses. A recent marketing blitz advertising this new service has led to a new partnership with a large local manufacturing business. After the meeting with the owner of the manufacturing business, the mandate is clear that the owner is seeking the agencies assistance in creating and writing job descriptions for all of the positions within the company. Some of these positions include administrative assistants, sales, engineering, and skilled trades, along with many others. There are more than 100 descriptions to write. The owner would like to see a sample job description within one week before he signs the contract to complete the remainder of the job descriptions. Anthony LePage has just hired you as the human resources consultant…
- Like virtually all the other HR-related activities at Charles Cleaning Centers, the company currently has no organized approach to interviewing job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But in the absence of any guidance from management, they all admit their interview performance leaves something to be desired. Similarly, Jim Charles himself is admittedly most comfortable dealing with what he calls the "nuts and bolts" machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants. Jennifer is sure that this lack of formal interviewing practices, procedures, and training accounts for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company's performance in this important area. Q1. In general, what can Jennifer do to improve her employee interviewing practices? Should she develop…Ms. Nazia works in the HR department of a national company. Her responsibility is to welcome newly hired staff, provide them information about company history, values, and ownership. She also arranges a physical tour of the facility and arranges interaction between newly hired staff and existing staff.Which of the following functions is performed by Ms. Nazia? A)Placement B)Induction and orientation C)Recruitment D)Performance appraisalSuperior Products Company has recently hired a new HR assistant, Virginia Fisher, who just received a college degree. Frederick Mills, the HR Director, was extremely pleased to find someone who had some familiarity with basic management concepts because he was the entire HR department except for a clerk-typist. During the interview Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records. Because Superior has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope. Everything went fine for the first week for Virginia. On Monday of the second week, Frederick called Virginia into his office and explained that there was another minor duty that he had not mentioned to her. Frederick said, “In order to get approval to hire you from the president. I had to agree…
- Flex Co. is a large retail organisation that prides itself on its progressive approach to HRM. As a retailer, it recognises that its success depends on delivery of a ‘fantastic’ customer experience and invests heavily in the training and development of its store staff. Alongside this, it has a range of other progressive HR policies, including WLB options. The WLB policy allows for part-time working, term-time-only working, a compressed working week and shift swapping. For store employees, flexitime and working from home are not permissible, although these are offered to employees in head office and regional offices. A trial of self-rostering, where store workers pick their own shifts (within specified parameters), is also taking place within a small number of stores. Flex Co. operates a decentralised structure in which each store is a profit centre and each store manager is responsible for the delivery of a certain level of sales and profits and for managing staff and other costs…Mangement question Strategic human resource management (SHRM) is a comprehensive approach to managing human capital in alignment with an organization's strategic goals and objectives. It involves integrating HR practices such as recruitment, training, performance management, and compensation with the overall strategic direction of the organization. SHRM aims to optimize the contribution of employees towards achieving organizational success by ensuring that HR policies and practices are aligned with the organization's strategic priorities. Key elements of SHRM include talent acquisition and retention, workforce planning, succession planning, and employee development. By strategically managing their human resources, organizations can gain a competitive advantage, enhance employee engagement and productivity, and drive sustainable growth Question: How can organizations effectively align their HR practices with their strategic objectives to maximize the value of their human capital?Which of the following are true about Human Resource Management in Sports Organizations: I. Attracts and Retains the best athletes only for the Sport Organization. II. Human Resource Management is responsible for guiding and setting salary ranges with the sporting organization. III. Attracts and Retains the best human resources. IV. Puts in place practices that would ensure continuity of the sports organization and sports team. V. Acts a leader and supervisor for sporting athletes. VI. It defines a set of procedures and best practices that are used to influence and manage the performance, attitude and behavior of all people within the Sporting Organization. a. II, III, IV and VI b. All of the above c. None of the above d. I, II and V
- HRM Incident 2: The Announcement Dave Johnson, HR manager for Eagle Aircraft, had just returned from a brief vacatiom in Cozumel, Mexico. Eagle is a Wichita, Kansas, maker of small commercial aircraft. Eagle's workforce in 1998 totaled 236. Dave's friend Carl Edwards, vice president for marketing stopped by to ask Dave to lunch, as he often did, In the coursse of their conversation Carl asked Dave's opinion on the president's announcement concerning expansion. "What announcement?" was Dave's response. Carl explained that there had been a special meeting of the executive council to announce a major expansion involving a new plant to be built near St. Louis, Missouri. He continued, "Everyone at the meeting seemed to be completely behind the president. Joe Davis, the controller, stressed our independent financial position. The production manager had written a complete report on the equipment we are going to need, including availability and cost information. And I have been pushing for…DISCUSSION OF CHAPTER 5 INCIDENTS. HRM Incident 1: A Problem Ad? Dorothy Bryant was the new recruiting supervisor for International Manufacturing Company in Salt Lake City, Utah. One of Dorothy’s first assignments was to recruit two software design engineers for International. Design engineers are hard to recruit because of the difficulty of their training and the high demand for them. After considering various recruitment alternatives, Dorothy placed the following ad in a local newspaper with a circulation in excess of 1,000,000: EMPLOYMENT OPPORTUNITY FOR SOFTWARE DESIGN ENGINEERS 2 positions available for engineers desiring career in growth industry. Prefer recent college graduates with good appearance. Good credit rating Apply Today! Send your résumé, in confidence, to: D. A. Bryant International Manufacturing Co., P.O. Box 1515 Salt Lake City, UT 84115 More than 300 applications arrived in the first week, and Dorothy was elated. When she reviewed the applicants, however, it…The Case reflects the basic drive to excellence in the field of HR, Which refers how to overcome the challenge and generate enthusiasm and healthy competition within the organization, how the companies are identified across the country, which performed brilliantly against a defined set of measures. Where they have to be careful to pick those stores that had young and relatively new teams with high energy, who could be ambassadors of the best service how organization can work in the system and gave them great visibility detailing aspects of metrics where they were scoring exceptionally high. How the company pumped the employees of these stores with classroom, on the job, technical and behavioral training programmers, knowledge and recognition. What are the responsibilities of COEs to drives service enhancement and focus on continuous improvement. Which other factors like stores started questioning this attention, prioritization and special treatment with an eye to attaining the…