STUDENT NAME: HILDA SAMDEN

MODULE NAME: HUMAN RESOURCE

TASK: FIRST ASSIGNMENT

SUBMISSION DATE: 16/09/2022

QUESTION 1.

According to Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016), the term
“Strategic Human Resource Management (SHRM)” is defined as “a process of managing human
resources that links the workforce with the core strategies, objectives, and goals of an
organization". It is a modern method of human resource management that differs from traditional HR
practices used by businesses. It places particular emphasis on the following areas of HR operations:
making sure practices encourage flexibility and provide the organization a competitive
advantage, creating a culture that fits the enterprise, and assuring superior business performance.
Consider your company like a racecar, with the various parts representing the various
departments. Being the first to reach the finish line is the racecar's objective. The race is
considerably simpler if every component is operating at peak efficiency. However, if the
racecar's tires are a bit underinflated, its brakes are unevenly worn, and its engine timing is off, it
could lose ground. SHRM is comparable to the mechanic and pit crew who put in a lot of effort
to keep the racecar in top condition so it can cross the finish line first. A human resources
department that adheres to SHRM evaluates each department's performance as well as how well
they collaborate with other business units. They then determine how departments can improve
and employ personnel with the ideal combination of knowledge and skills to make it happen.
Stewart, G. L., & Brown, K. G. (2019) stressed that once created, “strategic human resource
management may assist your company in a number of ways, including preventing talent
shortages, ensuring compliance with laws and regulations, anticipating workforce requirements
in a changing market, and facilitating staffing changes, plan for both short-term and long-term
growth, and be flexible as the market changes”.

QUESTION 2.

The hiring process is, in my opinion, the most crucial aspect of a human resource manager's job.
This is because you must review resumes to identify candidates who have the necessary abilities,
education, ability, and mindset to fill a position inside the organization. The decision-making
process is entirely in the hands of human resources, so make sure you're selecting wisely.
Because hiring a bunch of subpar personnel will result in terrible customer service, which then
breeds bad management, which is bad for any business. A written criterion document that they
believe would fit positions in the organization must also be created in addition to the entire hiring
procedure. After that, assist with training and encourage staff to perform at their highest level.
Finally, I think hiring is most crucial since they need to prepare the necessary paperwork. also
explain the new hires' duties. The human resource managers must exercise good judgment
because it is a lot of labor. Since, as already established, it's up to them, I'm confident their
supervisor would be satisfied with their wonderful work if they discover great employees. Let me
be clear: Other crucial responsibilities of human resource management include managing
employee relations, providing benefits and remuneration, developing strategies, and identifying
rivals. I simply believe that building a strong team and improving a company depend on
recruitment.

QUESTION 3.

Unquestionably, one of the most challenging problems a firm encounters is hiring. When there is
a significant skills shortage and a competitive labor market, hiring mistakes can be costly and
detrimental. This suggests that it is more important than ever for you to make wise recruiting
decisions. Fortunately, by paying attention to a few crucial warning flags, you may spot the right
talent as soon as resumes start to come in your email. Firstly, they communicate their learnings
and achievements. It takes more than just matching experience and qualifications to find the
ideal individual. A candidate's appearance and communication style will give you a very good
idea of how suitable they are. They will immediately think of examples to offer and demonstrate
situations where they have truly succeeded. Secondly, such a person has a glowing reviews.
Reference checks must provide more than just the twelfth checkbox on the application form. A
compelling reference could be the difference between hiring someone, helping you decide
between two outstanding applicants, or showcasing high-potential talent who may not have
performed exceptionally well in the interview. On the other hand, they might aid in weeding out
applicants who have exaggerated their accomplishments. It is also important to consider
endorsements from other sources, especially the websites' suggestion sections for professional
networking. These written responses might offer insightful information about a candidate's skills,
potential, and compatibility. Another indication is the good attitude they present from the start. A
strong applicant demonstrate why they are qualified for the position as soon as the application
process begins. Their passion come out in their cover letter, and their aptitude and compatibility
be highlighted on their resume. In other words, if they don't already check all the boxes, they are
not qualified for the position.

QUESTION 4.

• Are you looking for a fantastic job with a fantastic team? The hils Monetary bank is
seeking a full-time Teller. We want to hear from you whether you want to begin a career
in banking or are just looking for a fun job with flexible hours.

Job Description:

• Our Teller serve as the public face of our company, advancing our goal and offering
exceptional customer service by carrying out banking operations, creating new accounts,
and cultivating long-lasting client relationships.

Essential Purposes:

• Greeting clients and fostering a friendly atmosphere.

• Handling a large volume of transactions accurately and effectively.
• Keeping cash drawers balanced and in good repair.
• Determining the appropriate banking products depending on the client's requirements.
• Assisting clients in opening new checking, savings, and business accounts, among other
types.
• directing clients to Hils' monetary bank partners.
• Conducting necessary account investigation and problem-solving.
• Cross-training in additional financial center departments, such as wire transfers, safe
deposit boxes, savings bonds, ATMs, and vaults.
• Maintains customer satisfaction by assisting both internal and external clients and
promptly responding to inquiries and requests.
• Upholds customer trust and safeguards business operations by abiding by the Privacy
Policy and maintaining information privacy.
 • Complies with bank policies and adheres to operational, security, and regulatory
requirements.

Competencies:

• Client/Customer Focus
• Balancing Drawers and Accuracy in Cash Management
• Individual Efficacy, Credibility, and Confidentiality
• Analysis and Problem-Solving
• Collaborator
• Acts with initiative
• Technical Prowess
• Organizational skills
• superior verbal, written, and interpersonal communication skills

Qualifications:

• A Diploma in accounting
• Experience with customer service
• Knowledge of Microsoft Office applications
• While prior banking experience is preferred, we are eager to train the ideal candidate.

Environment of Work:

• A formal office atmosphere is used for the performance of this job. This role frequently
makes use of common office equipment such computers, phones, photocopiers, filing
cabinets, and fax machines.

Physical requirements:

• The physical demands described below are a true reflection of what a worker must be
able to do to perform the essential functions of this employment. The individual is
frequently expected to talk, hear, and stand or sit for extended periods of time while
carrying out the duties of this profession.
Job Type:

• At our premise, city center location, this is a Full-Time position. 34 to 40 hours a week
are full-time.

Operational hourly:

• 8:00 am to 5:30 pm, Monday through Friday

• Sat., 9 a.m. to noon

Benefits:

• Dental coverage
• Health coverage
• Paid holidays
• Vision coverage Timetable
REFERENCES

Bratton, J., Gold, J., Bratton, A., & Steele, L. (2021). Human resource management. Bloomsbury
Publishing.

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016). Human resource management.
Cengage Learning.

Mathis, R. L., & Jackson, J. H. (2008). Human resource management. Thomson/South-western.