Job Descriptions and Essential Requirements

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Human resource
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purposes and various functions of Human resource management....................................1
P2 Strengths & weaknesses of several approaches to recruitment & selection.....................3
TASK 2............................................................................................................................................4
P3 Advantages of HRM practices in the establishment for both the employer & employee 4
P4 Evaluation of Human resource management practice effectiveness in increasing the
revenue of the business...........................................................................................................7
TASK 3............................................................................................................................................7
P5 Need of employee relations in influencing decision making in HRM..............................7
P6 Key factors of employment laws and its influence on Human resource management
decision making......................................................................................................................9
TASK 4............................................................................................................................................9
P7 Application of HRM practices in work affiliated context.................................................9
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................14
Appendix........................................................................................................................................16

INTRODUCTION
Human resource management practices are important in an organisation to make effective
HR planning so as to ensure availability of best individual and avoid the shortages of workforce
(Aust, Brandl and Keegan, 2015). There are various practices in HRM like recruitment,
selection, managing work life balance, training, learning, development, compensation and
rewards. These are beneficial in resourcing the relevant talent and retaining them for meeting the
operational requirement of the company. Recruitment is basically the process which involves
searching and hiring best, well qualified, appropriate candidate for the vacant place or job in the
firm. This study is based on Sainsbury company which is located in UK and is engaged in
grocery products. This report consists of need and different roles of HRM, advantages and
disadvantages of some approaches in recruitment 7 selection, merits of its practices, significance
of employee relation in decision-making and few examples of human resource management
practices in working context in a company.
TASK 1
P1 Purposes and various functions of Human resource management
Overview of the company-
Sainsbury is one of the leading retailer in food and groceries in United Kingdom. It is a
public ltd firm and is oldest in the food chain retailers. There are various supermarkets and retail
stores of the company around the world. It has its main office at Holborn city, London.
Sainsbury was founded in 1869 in partnership by John James Sainsbury and Drury Lane
respectively. It became second largest chain in United Kingdom market area and competed with
the companies like Tesco and Asda in supermarkets.
Purposes and functions of HRM -
Human resource department performs a range of roles within an establishment. It is the
role and responsibility of the HR unit to hire and fire workers, provide training, managing work
relations and complying the operation with employment legislations (Edwards and et. al., 2016).
Important functions and their purposes are given as follows-
Recruitment & selection:- Recruitment is a process of searching applicants and
encourage them to apply for job on the other hand selection is a procedure for selecting best
individuals and providing them job. It oversees role of hiring and recruiting to accomplish the
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need of human resource in the establishment. This is one of the most important function of
Human resource department in Sainsbury as it recruits, screens, take interviews and selects
qualified individuals for the job positions. This function helps in bringing skilled and competent
candidates within firm and make them understand the policies and procedures of company.
Training and development:- Training refers to process which offers opportunity to
employees to develop their competencies for the job whereas development consists of
educational process that is taken up for overall growth of workforce. The purpose of this
function is to update the individuals working in the company with new technologies, new studies
and information (de Almeida-Gomes and et. al., 2016). It is used to remove specific weaknesses
within the working of the employees. HR function in Sainsbury handles the program of training
& development and conducts it when needed for new and existing employees. HRM supervises
this function to obtain successful results from it. It helps in developing skills and knowledge of
employees which enables them to perform their work in more effective manner and attain
organisational goals.
Employee relation:- It refers to establishment's efforts to develop and maintain postive
relation with the employees. This function is required in the organisation to strengthen the
relationship of employee and employer in the establishment. In Sainsbury, Human resource team
executes this role by discovering the problems among workforce, solving them in the workplace,
measuring the level of satisfaction in individuals, providing assistance and necessary information
to performance management system of company.
Performance Appraisal:- It is an organized and periodic process that rates the workforce
excellence in context of current job. The purpose of performance appraisal in an organisation is
to measure the effectiveness of employee and their productivity so as to make decision regarding
employment actions to be taken, training & development and personnel planning. Sainsbury's
HR manager designs and implements performance appraisals for encouraging employees
performance and assuring smooth enforcement of activities.
Workforce planning:- It is continuous activity which is utilised to link the needs of
organisation with its employees to attain regulatory, product and service requirements and
objectives. It is needed to determine demand and supply of employees in company and plans
workforce accordingly. In Sainsbury, workforce planning approach is used to assure the
placement of right individual in right position.
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Performance management:- It consists of setting expectations for performance of
employees, monitoring it, providing authenticate feedback and supportive supervision to
encourage productivity in the organisation. Purpose of performance management is to boosts the
employee productivity in operations. In Sainsbury, this assessment of this approach concentrates
on identifying the issues, providing guidance, analysing specific HRM processes in order to take
necessary actions to address problems.
Reward systems:- It refers to set of programs executed by organisations to reward unique
performance if individuals and motivate them to enhance their level of performance. The purpose
of reward systems is to influence decision of employees to carry out operations and visit the
organisation regularly. In Sainsbury, Human resource department uses reward systems to
encourage employee commitment and good performance.
P2 Strengths & weaknesses of several approaches to recruitment & selection
Recruitment and selection is an vital operation in Human resource management designed
to identify the need of maximising workforce strength to obtain effective results and attain
employer's targets and objectives (Farouk and et. al., 2016). This function is performed by
human resource department in an organisation.
Recruitment- It is the procedure that is used to bring together all the qualified job seekers from
the population to apply for the job position in the company. Sainsbury make use of both the
following methods to search for desired candidate for specific job profile-
Recruitment methods-
Internal recruitment- It is the method of recruiting the individual from within the
organisation. The examples of internal ways of recruitment are promotion, transfers, demotion,
retirement, etc.
Merits Demerits
 It assists in making better assessment of
employees abilities.
 It motivates the individual for
providing better performances.
 It leads to morale problem among the
employees who are not promoted.
 Leads to politics in the work culture
and disturb the working environment.
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External recruitment- It is the method of hiring individual from the outside environment
of the company (Wilsens and et. al., 2016). Examples of this method includes advertisements,
campus recruitment, placement agents, labour contracts, consultancies, etc.
Strengths Weaknesses
 Brings new talent in the company.
 It is faster method as compared with
training and development.
 May cause employee morale issues in
the internal environment of the firm.
 It is a time consuming & costly method.
Selection- It is the process utilised by HR manager to make use of particular instruments to
select appropriate candidate from the pool of job seekers (Williams and Lee, 2016).
Selection methods- Sainsbury mostly uses the selection techniques such as Group exercises and
interviews for choosing the relevant individual for the vacant jobs profile. Other kinds of
selection methods alludes presentations, aptitude tests, application forms, psychometric tests, etc.
Group exercises- It is an assessment technique which allows the recruiters to examine the
applicants for job application in the establishment.
Advantages Disadvantages
It assists in gaining valuable insights of the
candidates.
Helps in evaluating the behaviour of individual
in teams.
It favours the extroverts and demotivate
introverts.
It is beneficial for certain positions only.
Interviews- It is face to face, personal appraisal and observance technique which
evaluates the job seeker for the role of an employee in the organisation.
Strengths Weaknesses
It removes communication barriers and aids in
selecting suitable candidate.
It is possible to rectify any speech mistake
easily.
Less availability of time can affect the quality
of interview process.
Interview process may be affected by the biases
of interviewer.
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TASK 2
P3 Advantages of HRM practices in the establishment for both the employer & employee
In an organisation, HR manager make use of human resource practices to strengthen
business functions and provide a better platform for the individuals to showcase their talents by
developing their skills and knowledge (Chandler, and et. al., 2016). There are various benefits of
these practices in context of Sainsbury and its employee and they are provided as follows:-
Practices Employer Employee
Recruitment & selection  Recruitment and
selection improves
employee performance
and this assists in
accomplishing
organisational goals.
 It assists employer in
retaining the valuable
workers in the
company who
contributes largely in
earning financial
profits.
 Effective recruitment
and selection ensures
lower employee
turnover which aids the
company in achieving
the targets on time.
 Internal recruitment
provides the employee
an opportunity to grow,
learn and make
progress in the career.
 It increases employee
loyalty and encourages
them to perform
effectively.
 It enhances workforce
morale and strengthens
employee relationship
with the Sainsbury.
Training & development  It allows Sainsbury to
strengthen the skills of
employees by
eliminating their
 It renders an
opportunity to the
employees to work on
their shortcomings and
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weaknesses and rising
their performances.
 It makes workforce
aware of goals and
expectations of the
company and therefore,
their increased
efficiencies cater
financial gains to the
company.
raise their knowledge
level.
 It encourages creativity
among the workforce
and assists them in
managing risks in the
workplace.
Performance management  It helps Sainsbury in
devising proper
alignment of
employees, firm's
systems, resources and
attain strategic
objective
 Employees are
motivated to work in
the organisation with
accountability.
 It provides financial
support to the
employee by enabling
merit based system of
compensation.
Reward systems  Reward systems boost
the productivity of
employees and
henceforth, it leads to
overall growth of
company.
 It improves workforce
wellness and thus
reduces the costs of
 Employees feel
satisfied in working
due to fairness in the
work culture of
company.
 Employees internal
strengths get
recognised which
further helps in career
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company in hiring
more employees.
development.
P4 Evaluation of Human resource management practice effectiveness in increasing the revenue
of the business
The implementation of HRM practices like training & development and recruitment &
selection in Sainsbury contributes in increasing the productivity of its workers and enhances the
overall performance of the functions. These practices assists the organisations in recruiting,
managing human resource, make optimum use of manpower in appropriate areas and directing
the flow of operational work. Effective use of these practices contribute greatly in
accomplishment of goals and targets of the company (Rezaei and Hosseini, 2017).
Training & development- In Sainsbury, this practice provided essential trainings to the
workforce that improved performances, made the employees understand their roles clearly and
successfully attain their objectives. Training and development affected the turnover of
employees, enhanced job satisfaction, increased their commitment in achieving target in
establishment. Proper direction of operations in company through training assisted in attaining
the financial needs by successful performance of operations on specified time and it also
increased bottom line organisational outcomes like productivity and financial performance.
Investment in training & development practices by company provided enormous results such as
increment in growth of sales through involvement of employees in rendering better customer
services.
Recruitment & selection- This practice helped Sainsbury in attracting qualified and
appropriate applicants for job vacancies and selecting appropriate human resource for enhancing
the productivity and growth . Selection of talented individuals ensured effective performance of
works that aligned it with the achievement of expected productivity and increment in financial
income (Shen, Dumont and Deng, 2018). Better strategies applied in hiring processes resulted in
improvement in the outcomes of the company. It installed efficient manpower in the company
that helped in accomplishing profit margins and efficiently operating the business with financial
growth.
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TASK 3
P5 Need of employee relations in influencing decision making in HRM
Employee relation is concerned with interaction between management or employer, trade
unions and the employees who works for organisation. The role and responsibility of employee
relation is to maintain productivity and efficiency within its workers. It analyses and maintains
relationship of workforce with the employees (Reiche, Lee, and Quintanilla,2018). Employee
relation supervisor and team of human resource professionals conducts programs so as to enforce
corporate culture as well as rules in the workplace.
Importance of employee relations -
Assists in performing HR functions- Employee relations assists Human resource
department in the company to implement workplace safety, benefits & compensation,
recruitment & selection, training & development, etc. It assists Sainsbury in managing the human
capital and assign tasks to the staff according to their knowledge and work skills.
Deals with Workplace issues- Better employee relationship with employer helps in
dealing with issues like employee complaints and grievances about working conditions and
discriminatory practices in the workplace. In Sainsbury, HR manager concentrates on opinions
of employees to take decisions regarding labour management and deal with problems arising in
the workplace.
Employee satisfaction:- Employee satisfaction, engagement and psychological state are
intangible resources and are attained through employee relations. It aids in maintaining high
morale among employees in the workplace. In the firm Sainsbury, Management formulate
action plan by taking feedbacks from workforce to improve their efficiencies and bring about
necessary change in work area.
Performance management:- Better Employee-employer relationship enhances the
performance of workforce (Kim and Bae, 2017). Employee relations assists the organisation in
developing and applying performance management systems such as performance appraisal
programs to fulfil the requirements of employees, training and development. In context of
Sainsbury, top management make appropriate decisions of boosting productivity by considering
the current performance of the workforce.
Adoption of flexible establishment, flexible working practice and employer of choice-
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The application of flexible working practice in Sainsbury will increase the ability of the
company to attract employees with higher level of skills. It will assist the firm in retaining its
valuable and diverse workers and reduce the costs of recruitment. On the other hand, it will
benefit the relationship of company and its employees. It will install higher level of satisfaction
for job among the individuals and boost their productivity and morale.
P6 Key factors of employment laws and its influence on Human resource management decision
making
Employment laws made by state, local or federal government for welfare of both
employee and employer and applies to almost organisations (Noe and et. al., 2017). HRM
follows employment legislations in Sainsbury to assure that they preserve and sustain productive
environment supported by mutual understanding, trust, equal opportunity as well as mutual
respect. Common HR employment acts addresses the problems like minimum wage, employee
discrimination, workplace safety, employee rights, etc.
Important employment laws are provided as follows:-
Employment and labour law 2019:-This law provides various rights to employees and
employers in the company. Along with this it also covers terms as well as conditions of
employment, industrial relations, workers representation, discrimination, rights of maternity and
family leave. Sainsbury regards this law in making decisions regarding recruiting, selecting,
promoting, relocating, opportunities of training & development and discipline.
Equality law- This law enforces fair and equal treatment to every employee working in
the organisation. It regulates unfair discrimination practices regarding culture, race, disabilities,
sex, etc. It also looks after providing fair and equal wages to each and every worker in the
working environment. In Sainsbury, Human resource team considers the decisions regarding
compensation system and employee benefits by complying with this law.
Health-and-safety-at-work legislation:- It has designed certain compulsory duties for the
employers to obey in the working environment for the safety of employees (Health and safety at
Work Act 1974, 2019). This regulation enforced by the government has to be followed by every
company employing workers for its operations. This act influences Sainsbury's management
decisions to take into account factors like regular training for safety of employees in order to
handle the machines and avoid incidents and injuries to the workers in workplace.
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TASK 4
P7 Application of HRM practices in work affiliated context
a)Job specification for the position of Human Resource Assistant
Job specification
Job title- HR Assistant.
Address- Sainsbury, Cooper Square, London, United Kingdom.
Job Overview- HR assistant will operate and will be the significant resource for expanding the
staffing needs. This position will help in recruiting and supporting staff, interviewing job
applicants and managing performance of existing members.
Qualification-
 Graduation in business administration.
 Post graduation in HR.
 Certification in advanced Human Resource management practices.
Experience & Knowledge
 Experience in utilising HR payrolls.
 Knowledge of Job evaluation and training & development.
 Knowledge of employment legislations in human resources.
Skills-
 Planning & organising skills
 Problem solving skills.
 Effective communication skills. Interpersonal skills.
 Effective skills in using Microsoft office packages.
b)Curriculum vitae-1
Gomery G. Torver
Address : 650, Dover street, London
Phone no.: 153749852
Email id: [e-mail]
Objectives
To work in a highly organised and motivated environment where I can use my skill and
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experience to serve in the field of Human resource. Searching for an appropriate position as HR
assistant in your reputed firm.
Work Experience
 2 years experience as Human resource assistant in Atlantics and Trans center, London,
2016-2018.
 Internship in Human resource in Innovative concepts, London.
Qualifications
 Bachelor degree in Human resource from Delaware university, 2013
 Master's degree in Human resource from Rodney university,2015
 High school in Dover high school,2010
 Certification in MS office from Microsoft training centre.
 Leadership certificate from Right Academy.
Certificates -
 Certificate in MS office software.
 Certificate in behavioural leadership.
Personal information
Status- Single
Date of birth- 25 April 1994
Hobbies- Badminton, painting, soccer.
Curriculum Vitae-2
Lisa Anderson
Address- 32, North road,London,United Kingdom.
Phone no.-4563521
Email- [e-mail]
Professional Summary
A reliable, experienced and enlightened HR professional with a positive and confident
approach. Offering a wide knowledge of employee regulatory laws and requirements. Currently
searching for a job to work as a Human resource assistant in a reputed company.
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Professional qualifications
CIPD level 6 advanced certificate, HR- Herefordshire college, 2013
Authorized instructor in workplace for Health & safety and training courses.
Key skills
 Able to handle complex situations.
 Excellent communication skills.
Experience
HR assistant, Telford company, London.
 Assistant officer in Human resource department.
 Monitored sickness and absenteeism.
 Maintained administration records of company.
HR co-ordinator, Shopshire firm, Liverpool.
 Participated in selection process.
 Delivered training presentations and conducted development programs.
Academic Qualifications
 Manchester university- Business and management 2011-2013.
 Moreton college- Bsc. (Hons) 2008-2011.
 Oswestry high school 2006-2008.
Personal Information
Date of birth- 5 July 1992
Hobbies- Dance, Polo
Status- Single.
c)Preparation notes for interview
An effective Interview preparatory notes involves the following points-
1)Applicant name: Panel member:
2)Essential criteria for selection:-
Criteria Notes
Degree level
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Strong interpersonal skills
Ability to use IT software
Effective in communication and interpersonal
skills
3)Desirable criteria:-
Criteria Notes
Experience in larger organisation
Knowledge of recent researches in Human
resource
Experience in personnel management.
Interview questions:-
1.Why do you want to join Sainsbury company?
2. What are your expectations for this job position?
3. How would you stay motivated in performing repetitive tasks?
4. Which management style you prefer most in the organisation?
5. How do you manage stress?
d)Job offer Letter
Mr. Abrar Abraham
Sainsbury, Cooper Square, London.
Dear Gomery G. Torver
We are pleased to inform that you are selected for the job role of HR assistant in Human
resource department in our organisation.
Job responsibilities-
 Determine whether the essential requirements are met by employees or not.
 Generate employee performance reports quarterly.
 Providing necessary information to workforce.
Reporting- HR supervisor.
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Basic salary- $ 30000 per month.
Working hours- 10 A.M To 7 A.M.
Compensation and other benefits- Benefits will include Health care facilities, Insurance,
conveyance and compensation will be provided as per the performance.
Sincerely,
Abrar Abraham.
e)Evaluation of this process and principle for implementing HRM practices
Recruitment & selection practice is implemented by Human resource department in
Sainsbury. In recruitment both the methods were used and advertisements of job specifications
were posted in the internal and external environment of the company. The selection process
followed by firm included preliminary interview, few selection tests, interview, reference check
and final appointment.
CONCLUSION
From the above study it can be concluded that HR department is an important unit in an
organisation which fulfils the demand of effective human capital. It performs the function of
short listing individuals through recruitment procedure and placing them at appropriate vacant
position in the company. There is a need for every firm to obey certain employee legislations
applicable in the industry to ascertain smooth flow of operation in the workplace. Recruitment
process consists of internal and external methods through which unemployed population can be
find out and approached for the job. Application of reward system practice benefits both the
employer as well as employee as it fulfils their specific needs in the establishment.
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REFERENCES
Books & Journals
Aust, I., Brandl, J. and Keegan, A., 2015. State-of-the-art and future directions for HRM from a
paradox perspective: Introduction to the Special Issue. German Journal of Human
Resource Management. 29(3-4). pp.194-213.
Buller, P. F. and McEvoy, G. M., 2016. A model for implementing a sustainability strategy
through HRM practices. Business and society review. 121(4). pp.465-495.
Chandler, J. D., and et. al., 2016. Metabolic pathways of lung inflammation revealed by high-
resolution metabolomics (HRM) of H1N1 influenza virus infection in mice. American
Journal of Physiology-Regulatory, Integrative and Comparative Physiology. 311(5).
pp.R906-R916.
de Almeida-Gomes, F., and et. al., 2016. Cyclic fatigue resistance of different continuous
rotation and reciprocating endodontic systems. Indian Journal of Dental Research.
27(3). p.278.
Edwards, T., and et. al., 2016. Global standardization or national differentiation of HRM
practices in multinational companies? A comparison of multinationals in five countries.
Journal of International Business Studies. 47(8). pp.997-1021.
Farouk, S., and et. al., 2016. HRM practices and organizational performance in the UAE banking
sector: The mediating role of organizational innovation. International Journal of
Productivity and Performance Management. 65(6). pp.773-791.
Kianto, A., Gang, L. and Lee, R., 2015, September. Knowledge management practices,
intellectual capital and firm performance: empirical evidence from Chinese companies.
In European Conference on Knowledge Management (p. 424). Academic Conferences
International Limited.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Routledge.
Milfelner, B., Potočnik, A. and Žižek, S. Š., 2015. Social responsibility, human resource
management and organizational performance. Systems research and behavioral science.
32(2). pp.221-229.
Noe, R.A., and et. al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Reiche, B. S., Lee, Y. T. and Quintanilla, J., 2018. Cultural perspectives on comparative HRM.
In Handbook of research on comparative human resource management. Edward Elgar
Publishing.
Rezaei, A. and Hosseini, H.R.M., 2017. Evolution of microstructure and mechanical properties
of Al-5 wt% Ti composite fabricated by P/M and hot extrusion: Effect of heat treatment.
Materials Science and Engineering: A. 689. pp.166-175.
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Shen, J., Dumont, J. and Deng, X., 2018. Employees’ perceptions of green HRM and non-green
employee work outcomes: The social identity and stakeholder perspectives. Group &
Organization Management. 43(4). pp.594-622.
Williams, C. and Lee, S. H., 2016. Knowledge flows in the emerging market MNC: The role of
subsidiary HRM practices in Korean MNCs. International Business Review. 25(1).
pp.233-243.
Wilsens, C.H., and et. al., 2016. Improving stiffness, strength, and toughness of poly (ω-
pentadecalactone) fibers through in situ reinforcement with a vanillic acid-based
thermotropic liquid crystalline polyester. Macromolecules. 49(6). pp.2228-2237.
Online
Health and safety at Work Act 1974, 2019. [Online]. Available
Through:<https://www.shponline.co.uk/legislation-and-guidance/health-and-safety-at-
work-1974/>./
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Appendix
JOB DESCRIPTION
Job Title: Security
Location: London
Department: Administration Department
Reports to: Security Officer
Security guard is responsible for keeping close eyes on every customer coming in stores of
Sainsbury. Monitor and checks items receipts and match them with customers shopping bags of
every customer leaving stores.
Expectation:
 monitor designated entrance
 maintain safe environment for consumers and other employees present in store
 contribute to team efforts by attain related goals
 secure premises and personnel
 patrol amongst store to prevent theft
 stay attentive and alert
 answer telephones to take messages, answer questions and provide asked information
 answer alarming situation
 respond to emergency situations they happen
Essential Requirements:
 high school diploma
 knows how to drive in case of any emergency
 techno friendly to use updated system present in store
 must know local language
 effective oral communication skills
 ability to work in cooperative manner
 dependable emotionally
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 manages safety
 deals with uncertain situations
JOB DESCRIPTION
Job Title: Cashier
Job Location: London
Department: Accounts
Reports to: Finance Head
Looking for cashier who possesses bets customer skills, strong work ethics and has high level of
accuracy. Must be very attentive to customers needs and provide excellent services.
Expectation:
 balancing cash registers, managing credit and debit sales
 knows operating electronics
 welcoming customers and answering all their doubts
 follow all store procedures
 resolving complaints
 accepting payments and ensuring billing is done correctly
 rapping goods for safe transport

Essential Requirements:
 high school diploma
 holds experience as an cashier and in customer services
 easy with technology
 expert with computers and maths
 ability to handle transaction accurately
 attentive to small details
 high energy in case of long shifts
 resolves complaints
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 effective team manager or member
JOB DESCRIPTION
Job Title: Cleaner
Job Location: London
Department: Maintenance
Reports to: Head Supervisor
Cleaner needed to take care of the premises and carry cleaning and maintenance work to keep
stores clean and presentable. Needs to clean all sort of things including bathrooms for healthy
environment in stores. Must be present on time for job and punctual.
Expectations:
 perform regular maintenance and cleaning the store
 stock up required supplies in bathrooms
 cooperative in nature and with other staff members
 follow all healthy and safety regulations
 make any little repairs if needed
 notify to higher staff about any deficiency
Essential Requirements:
 experience as a cleaner
 punctual and responsible about time
 be the first one to come to store
 high school degree
 cooperative and well behaved
 good in oral communication
 familiar with material safety data sheet
 know about different cleaning chemicals and their application
 ability to handle advanced cleaning equipments
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CV (Security Position)
Leo Jewis
Address- 130, Kyse street, London, UK.
Phone- 0131 5265855
Email- [e-mail]
Personal Summary
An efficient and effective person who is eager to apply strong observations to increase safety
and protection of organisations through open security guard position.
Duties:
 Monitor and check security services
 Detect and prevent signs of threat
 Train security officers
Experience
2 years experience as in corporate facility security.
Competencies-
 Monitor 500+room premises for detecting and preventing signs of potential threats
 Able to train all new security personnel on security standard operating procedures Accurate in handling computer systems.
Personal-
 Good communication skills.
 Physically Adept
 Capable team player and prioritise important functions.
Qualifications
 B.S. in Criminal Justice
 A.A. in Criminal Justice
Personal information
Date of birth- 19 January 1993
Hobbies- Cricket, badminton.
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