Human Resource Management Essentials

This assignment explores the fundamentals of human resource management. It delves into the components of job descriptions and person specifications, highlighting their purposes and differences. The document further analyzes selection processes employed across various service industries, such as hotels and restaurants, showcasing the unique approaches and considerations involved.

HUMAN RESOURCE

Table of Contents
HUMAN RESOURCE....................................................................................................................1
Job Description and person specification.....................................................................................1
Differences in selection process in different service industries...................................................1
Factors needs to be consider in job description & person specification......................................1
REFERENCES................................................................................................................................3

HUMAN RESOURCE
Job Description and person specification
Job description provides job related details that is useful for placing a job advertisement
to attract talented member to fulfil the vacant place. It includes information regarding job title,
job summary, objectives, duties, job location, working conditions and tasks that will be
performed by the employee (Arulrajah, Opatha and Nawaratne, 2016). However, on the contrary
side, person/employee specification is also called as job specification comprises specific
requirement about prospective worker i.e. educational qualifications, work experience, skills
requirement i.e. communication, personality, technical skills, leadership and others required to
perform different task. Job description targeted at collecting data for advertisement however,
employee specification targeted at analyzing whether an applicant is suitable or not for a
particular vacant job (Indartono, Chiou and Chen, 2016).
Differences in selection process in different service industries
Recruitment is the process of collecting number of applicants however selection targeted
at hiring the suitable and eligible candidate at vacant position. In hotel industry, maximum
numbers of workers are employed through external recruitments i.e. publishing newspaper ads.
Thereafter, suitable applicants are called for face to face interview to test their communication
skills whereas aptitude test helps to analyze their decision-making skills. Sometimes, initial
trainings are also organized for little duration and suitable candidate is provided with permanent
joining letter. However, on the other hand, online hiring preferred in restaurant sector in which
applicants qualification are checked (Cook, 2016). Afterwards, in interview, they are asked with
various questions to determine their knowledge level and working experience. They are also
provided with the practical questions and asked that how they will solve a particular situation.
Thereafter, aptitude test is conducted that inform about employee attitude for selecting the most
suitable candidate.
Factors needs to be consider in job description & person specification
Job Description
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 Job title means designation for which HR professionals are looking after hiring the best
candidate among all the applicants like store manager, operational manager, marketing
manager etc.
 Location means physical place where employee have to work.
 Job summary provides detailed of particular job’s function, roles and responsibilities as
well.
 Working conditions means atmospheric conditions where personnel have to carry out jo
duties such as office, factory and others.
 Reporting authority means hierarchy: Every employee has to report their progress to their
senior. Hirearchical structure clearly provides details that which person will be
responsible towards whom; for instance, store manager may have to report their area
manager.
 Hazards: It indicates possible risks that can take place in the actual working, so that,
proper strategies and planning can be made earlier.
Job specification
 Minimum qualification: It provides details about necessary academic qualifications that
an applicant must have.
 Working experience: It clearly indicates the minimum experience requirement for
instance, 1-2 year.
 Training: It provides details regarding necessary training sessions that job applicant must
had attended in earlier period.
 Skills i.e. technical, leadership, communication, managerial, decision-making and other
 Responsibilities: It explain accountability, for instance, an operational manager is liable
to look after the daily activities whilst a marketing managers owes main accountability to
create excellent marketing plans for boosting sales performance.
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REFERENCES
Books and Journals
Arulrajah, A. A., Opatha, H. H. D. N. P. and Nawaratne, N. N. J., 2016. Green human resource
management practices: a review. Sri Lankan Journal of Human Resource Management.
5(1). pp.16-39.
Cook, M., 2016. Personnel Selection: Adding Value Through People-a Changing Picture. John
Wiley & Sons.
Indartono, S., Chiou, H. and Chen, C. H. V., 2016. The Knowledge Characteristics Work
Design; Analysis of Job Fit Influence on Role Performance. Journal of Human Capital.
1(01). pp.81-104.
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