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Assignment: Hiring A Staffing Manager Directions

Yamilet Cruz De La Torre.

National Louis University

HRM-400-0-31387.202330

Claudia Coulter M.S., PHR, SHRM-CP

Jun.4.2023
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Job analysis

Refers to the aspects that must be taken into account when carrying out a job.
Therefore, for a comprehensive analysis, it is necessary to answer how the task is
performed, what skills and abilities are required to perform the task, what is the
physical, intellectual or physical strength, if it is an individual. work or teamwork, as
well as at the level of environment and responsibility. job analysis method There
are different ways to perform a job analysis, among which we will mention: to
observe It involves direct observation of the activities that take place in a particular
place.

Typically, this type of method is used to evaluate highly operational positions that
can be provided from an escort, that is, the analyst remains with the employee for
a certain period of time during the job. or until you get the information you need. an
interview .This involves directly requesting information from employees about the
tasks they perform during the working day. Interviewees can be current employees,
non-employees, or even employees employed by other companies. questionnaire
They are part of one of the most common methods.

They are a series of questions that are answered in detail by the manager or
supervisor of each area, who is responsible for describing the functions to be
performed by the subordinates. a major incident, these accidents should not occur
in a company, but when a situation occurs that threatens the integrity of workers,
managers and employees are advised to analyze the incident to find out in detail
what the risk is labor and what are the security measures. We all know that a
company is made up of its resources and assets, but without human capital.

This section must specify the purpose of the position, the department to which it
belongs, its place in the organizational, and the external entities:

• Purpose: plan, direct and coordinate the human resources management

organization's activities to strengthen the relationship between employees and
employers.

• Departments under: Human Resources.

• Position requested: General Manager

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• The positions report to the human resources department. HH.: Recruitment

Manager, Training Manager, Recruitment and Selection Manager

Perfil del candidato describes the field of study and qualifications, required
technical knowledge, work experience, and other specific requirements such as
courses, languages, and certifications. In the case of the person in charge of
human resources, the profile of the candidate will be the following:

• Bachelor's, Master's or Master's Degree in Human Resources.

• Excellent active listening skills

• Proven experience as Human Resources Manager or Senior Human Resources

Manager

Because it is a management position comes with many responsibilities, candidates

should have experience in a similar role or at least have worked in the HR field to
understand their responsibilities. There is some flexibility in the job profile
requirements as some roles are learned through training and apprenticeships.

There are things that can be tested during the selection process, such as
knowledge of applicable laws and good HR practices, which employers can ask
specific questions, in addition to passing the exam.

Functions and responsibilities

• Develop and implement strategies to improve human resources in line with the
values of the company.
• Develop motivation strategies
• Coordinate training plans and business development
• Comply with the law when hiring, paying and retaining employees.

Performance metrics are the evaluation mechanisms that a company needs to

determine if an employee who assumes a position meets the expectations and
purposes of the position. There are scores that can be quantified to measure the
performance of a human resources manager:
• Reduce employee turnover
• Increase job satisfaction
• Reduced training time
• Increase your productivity
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Employee turnover is caused by a superficial selection process that fails to select

the most suitable candidate for the position. Sometimes a candidate's resume may
reflect a certain level of work experience.
, but this should be tested in the interview by asking increasingly specific questions
about the type of qualities to be expected.
An erroneous selection process often leads to job dissatisfaction because
employees may feel that the company does not value their skills or, on the
contrary, demands too much of them.

References:

Chapter 3: Workforce, Jobs, and Retention and Chapter 4: Staffing: Recruiting and Selection in the
textbook.

VentureKit. (2018, July 10). How to Write a Great Job Description in Seven Steps [Video file].
Retrieved from https://youtu.be/8AVOu9jUduA