Job analysis, Person Specification and Selection Methods Assignment

Added on - 16 Sep 2019

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Job analysis, person specification and selection methods ofHuman Resource AssistantOccupational PsychologyNabila Dayani20110742Cardiff Metropolitan University
IntroductionThis report aims to identify the key components for the job of‘Human ResourcesAssistant’ and draw up the person specifications in the detail with the essential and the desirablecriteria for a person in this job. It will be beneficial to match the employees with the suitableskills desired for the suited position of the job. Every position has different necessities and needsin order to fulfill its uniqueness in the organization. Every job required skills, educationalqualifications and past experiences. The job analysis helps the organization to understand therequirements of the job in order to fix the responsibilities, duties and authority for the proposedpositions. The analysis is usually performed by the Human Resource Department for each jobprofile present in the organization and suitable employees are appointed using various tools andevaluation measures.This report presents the job analysis of Human Resources Assistant’ and the attributesthat the person in this position should have will be included in the report. The attributespresented in the study also provide the desirable and essential attributes required in the personspecifications. Also, the reasons for choosing the criteria and the way in which the measurementfor the same will happen will be explained in this report.
Job descriptionJob DescriptionTeam:Human ResourcesPost Title:Human Resources AssistantPosts Responsible to (andLevel):Human Resource ManagerPosts Responsible for (andLevel):NoneJob Purpose:The primary purpose of the job is to provide administrative support in a most effectivemanner for the position of HR advisors and HR manager through ensuring high quality of service inproviding the information of process and procedures of human resource and to examine the processingof data through using the Human resource information system.
Recruitment ProcessSTAGEDESCRIPTION1. Staffing PlanWhen the vacancy arises, the impact of that position will beconsidered with respect to the Workforce Plan and the HumanResource Department. The re-designing of the job and theopportunity for reshuffling the staff or replacing/recruiting the staffmember will be performed.2. Job AnalysisThe whole process will be clearly understood by outlining the tasks,duties, responsibilities and the competencies, qualification andaptitude of the candidate. The company will therefore derive a clearPerson specification and job description.3. Sourcing CandidatesThe organization will try to source the candidates using variousadvertisement and related platforms in the allowed time scale alongwith the job type and the nature of the business so as to find a suitablecandidate.4. Selection ProgrammeThe applicants will first be short-listed using the CV, followed by apersonal interview. The applicants will also go through the aptitudetest and the MBTI test. The organization will ensure that all theselection processes are performed with utmost fairness.5. Evaluation of thewhole processAfter a considerable time, the selection process and its faults will beassessed and considerations on what could have been done forimproving the effectiveness of the whole selection and recruitmentprocess will be performed.
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