HRM Functions and Practices

Running Head: HRM FUNCTIONS AND PRACTICES
HRM FUNCTIONS AND PRACTICES
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1HRM FUNCTIONS AND PRACTICES
Table of Contents
Task 1: Essay on job description.....................................................................................................3
Task 2: Preparing job description....................................................................................................5
Task 3: Key selection criteria........................................................................................................10
Task 4: Online recruitment advertisement.....................................................................................12
Task 5: Outline of the assessment.................................................................................................12
Task 6: Behavioural interview questions.......................................................................................13
Task 7: Interview panel members..................................................................................................14
Task 8: Induction and orientation..................................................................................................14
Task 9: HR audit process...............................................................................................................15
Reference.......................................................................................................................................17

2HRM FUNCTIONS AND PRACTICES
Task 1: Essay on job description
Job description is considered to be one of the major factor that make the job looks
attractive and professional. Therefore, it is important for the HRM to set some principles and
follows some basic understanding related to the job description. In response to this, the purpose
of this essay is to highlight the key features of a good quality job description and different ways
to use the job description.
As far as the job description is concerned, it can be argued that there are some basic
principles that a good quality job description must follow. Such as,
 According to Shakir, Lodhiand Zafar (2017) a good job description must underlines all
the possible job related functions and responsibilities regarding the employee duties. It is
associated with the technical aspects of position, supervisory or managerial
responsibilities. Besides this, indicating the performance standards very clearly is also
identified as a key role of a quality job description.
 Furthermore, the job related skills have to be mentioned specifically so that the relevant
aspirants can come and participate in the interview and recruitment process (Verboncu
and Zeininger, 2015).
 As per the research of Mondal et al. (2018) it can be argued that the role of a good job
description is to mention all the possible level of authority that the person will enjoy over
others and his specific functions.
 As a matter of fact, the management expectations should also be ventilated through the
job description so that the aspirant will get a glimpse of the intensions and desire of the
executives.

3HRM FUNCTIONS AND PRACTICES
 Corkill et al. (2015) ascribed that it is essential for a good quality job description to highlight
the relationship between the existing employees and the newly recruited ones
It can be stated that job description can be used in different ways and purposes. For an
example,
 Performance management
It is resembled with the perception that the desired qualification and performance of the
organisation will be mentioned in the job description (Berg, Dutton & Wrzesniewski, 2013). The
performance management will be brief and detailed enough so that the aspirants will understand
the required qualifications and skills for the job.
 Training and employee development
Moreover, job description is also known to have a development measure that is different
from the external training and induction process. It can be argued that sometimes the training
specification is not mentioned in the job description though organisations conduct training for
the new recruited because of preparing him or her with the operational environment existed
within the company (Atefi et al., 2014).
 Compensation
Compensation policy is also an important aspect for the job description. It is not entirely
about the financial compensation rather the organisation compensate its work force with new
employees as well (Kang & Ritzhaupt, 2015). In this context, the job description plays a
significant role to attract the aspirants to apply for the job and the organisation can select the best
people according to requirement.