Report | Job Analysis and Selection of Personnel

Added on - 16 Sep 2019

  • Dissertation

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  • 8

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  • 1901

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Achievement of the following learning outcomes must be demonstrated withinthereport:1.Carry out a job analysis, develop a person specification, identify suitable toolsfor selection of personnelFormat of theReport:Thereportmust be structured to demonstrate the keypoints within the task. Reference must be made to published literature in order todescribe and evaluate the rationale for developing job descriptions and personspecifications and to justify the criteria and measurement tools selected.Students will be provided with a job description. From this thereportmust identifykey components of the job and draw up a person specification, detailing essentialand desirable criteria. The main bulk of thereportmust then use published literatureto justify the use of job descriptions, person specifications and, where appropriate,the use of different sources of evidence that applicants possess the attributesincluded in the person specification.Your reasons for choosing the criteria on theperson specification must also be justified in brief and the way in which eachcomponent of the person specification will be measured and what tools will be usedfor that purpose must be explained. A summary can be used to explain the choicesof criteria and the way they will be measured so that not too many words are usedon this part of thereport. At least one psychometric test must be included as anassessment tool.Assessment Criteria:Apasswill:1.address the specified stages of the assignment2.produce a clear person specification3.use test catalogues and manuals to support arguments for specificassessment tools4.be organized in a clear and logical wayFurther markswill be awarded for:1.demonstration of deeper understanding and consideration of the issuesinvolved2.links to relevant sources of information that have not been directly mentionedduring the module3.well argued suggestions and comments4.clear and logical development of person specification and measurementtechniques from job description
1.The word limit of1500 wordsonly includes thereport, not the wordsincluded on the table of essential and desirable criteria2.There is no set number of either essential or desirable criteria, the number islargely up to you. The number of rows on the table does not mean you have tohave that number of criteria3.There is also no set number of tests or other sources of evidence to use –although I do want you toinclude at least one psychometric test in youressential criteria. But do think about the real world implications of what youare suggesting. Tests are both expensive and time-consuming, so should only beused in a way that is really going to add value to the process. Also, as far asapplicants are concerned, they may be rather overwhelmed if expected tocomplete huge numbers of tests and exercises.4.Analysing the job description (job analysis) to arrive at key components of thejob basically involves looking critically at the job description you have beenprovided with, so that you can decide what skills, qualifications, competenciesand experience would be required to carry out the job successfully and thencombining these in the person specification, either as essential or desirablecriteria.5.Thereportmust justify the criteria selected by explaining why they are on thelist, and why they are either essential or desirable. Most of this will involve avalue judgement, on your part, because it is your opinion, based on the contentof the job description.6.Identifying how each component of the person specification will be measuredand what tools will be used for that purpose involves specifying whether the c.v.,interview, a psychometric test (and if so, which one) etc. or a combination ofmethods and tools are used to demonstrate that each criterion has been met.7.You can’t really know what an acceptable score is likely to be on any test, butyou could argue that anyone who is below the normative score for their group(information that is often available in test manuals) would not be suitable for therole. For example, would you want someone who scores below the average forthe general population on verbal skills to be employed in a role that involvescommunicating with the public? Even if you don’t have specific scores for the testnorms, you could simply specify that you want them to be in the top 75% ofscores for that test (if it is an ability or aptitude test), or above the mean etc. fortheir population (e.g. graduates, managers, general population etc.). If it is apersonality test, then you might be better stipulating that the successful
candidate's score will be between the 50th and the 75th percentile on themeasure, as too much of any personality characteristic can be damaging.8.If you prefer to organize yourreportunder subheadings, that is fine. Bear inmind that in the business world people often don’t have time to read wordyreports, so anything that enables them to find the aspects of thereportthat arerelevant to them and read just that part, will be beneficial. But do not write innote form.9.A professionalreportshould be written in the third person.10.Job Title:Human Resources Assistant11.Team:Human Resources12.Responsible to:Human Resources Manager13.Number of people directly managed:014.Main purpose of the job:15.To provide efficient administrative support for the HR Manager and HRAdvisors,16.ensuring service users are provided with key information on HR processes and17.procedures.18.To assist in the processing of employee data by utilising the Human19.Resources Information System.20.Main Duties and Responsibilities:21.Undertake duties supporting the recruitment and selection function including22.placing adverts; processing invoices; CRB and pre-employment checks;chasing23.references; arranging short-listing and interview packs; contacting candidatesand24.managers; and any other associated duties.25.Attend recruitment interviews as a panel member and fully contribute towardsthe26.selection of successful candidates.27.Undertake duties supporting the use of HR.net Enterprise (HR InformationSystem)28.including inputting changes onto system; sending out relevant contractual29.information; chasing queries with managers; liaising with payroll to resolvequeries;30.processing honorarium and other payments.31.Undertake administrative duties supporting various HR processes including32.maternity and paternity leave and other forms of special leave; job evaluation33.panels; probation procedure; other terms and conditions of employment.34.Undertake duties supporting the organisation’s learning and developmentculture35.including the collation of learning needs from individuals’ appraisals and the36.collation of information relating to the evaluation of training.37.Undertake administrative duties to support the HR Manager in the delivery ofa38.health and safety culture within the organisation including the provision ofstatistical39.information; maintaining records on health and safety training undertaken.40.Provide administrative support to the HR team including word processing;41.distribution of information; organising and taking minutes at meetings for theHR
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