used in the selection and recruitment process for a given organisation Job Specification What the job involves This allows the candidate to fully understand what the job role involves before apply for the job. It allows candidates to figure out if they’re suitable for the requirements which the organisation is looking for‚ this can normally save time if the candidate believes the job role is not suitable for them. Job title This shows the candidate what title they will be under if they are
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National University of Ireland‚ Maynooth Recruitment and Selection Procedures Revised July 2006 1 CONTENTS Page No. Introduction 1 1. Overview of the Recruitment and Selection Procedures 2 2. Job Description 3 3. Person Specification 4 4. Advertising the Post 5 5. Further Particulars 5 6. Confidentiality 6 7. The Role and Responsibility of the Chair 7 8. The Selection Board 8 9. Shortlisting 9 10. References 11 11. Conflict of Interest 11 12. Preparation
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2 Effective recruitment and selection 3 3 Person–job fit or person–organisation fit? 5 3.1 A two-way process 5 3.2 Person–job fit 5 3.3 Person–organisation fit 6 4 Specifying job and person requirements 6 4.1 Initial assessment 6 Description 7 4.2 Job analysis 7 Box 1: Checklist – undertaking a job analysis 7 4.3 Organisational analysis 9 4.4 Job description 9 Example 1: Job description for a Buying Manager 9 4.5 Person specification 11
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qualified to get the job done. Now I will lay out my plan to structure‚ staff and begin operations for the business. Job Design “Job design occurs when managers determine the tasks needed to be done‚ who will do them‚ and the selection criteria to be used to choose employees and place them on the job” ( Reilly‚ Minnick & Baack‚ 2011). With job design‚ I will identify the knowledge‚ skills and abilities of a job to the person that can complete the job right. I will start by doing a job analysis. This
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catch the attention of the employees of the main responsibility at this center. Along with the video‚ there is also a description line up of the responsibilities. While the video creates its own message‚ even though it is not really broke down simple‚ it is obvious‚ but to go along with the video is the line up as well. This line up will also help explain in full description of the training and responsibilities that is expected in the work place. The choice of this video is made simply by the
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http://www.mysorepalace.tv/360_Eng/index.html http://athp.hp.com/portal/site/mig/menuitem.29787276dd974a551a43921089806e01/ http://hrcms01.atl.hp.com:6341/public/pages/home/en_US/index.htm http://intranet.hp.com/eds/ww/wg/ito-do/Pages/India.aspx http://hrcms01.atl.hp.com:6017/public/pages/Workforce_Management/en_US/hr_policy_page_30010.htm http://hrcms01.atl.hp.com:6065/public/pages/home/en_US/index.htm http://www.dbrmfg.co.nz/Production%20Batch%20Issues.htm http://www.citehr.
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information about yourself on a piece paper or online‚ for a certain job. The company McDonald’s uses this because‚ it is easier to apply online rather than use a paper application form. This is because it doesn’t harm the environment and also it is an easier process as the computer categorised each application form to groups of skills. The definitions of Person specification; is a list of attributes needed by the person to perform a job‚ such as personality type or experience. On the McDonalds website
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1.0 Introduction: Internship in B.B.A Program is a scope of gathering practical knowledge on corporate environment by engaging in an organization for a certain period. In today’s world Human Recourses Management is too much important for every organization. In early days when HR is not fully defined peoples face many problems to manage the employee. As a BBA student with major in Human Resource Management corporate level companies are the most appropriate field to gather the experience about their
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should also ensure that appointments are made on merit and that the candidate has the skills‚ qualities‚ and abilities and experience necessary to do the job successfully. The recruitment and selection process consists of: Job requisition‚ Analysis‚ Attracting Candidates‚ and selection. Stage one in the recruitment and selection process is the job requisition. During this stage‚ Human Resources should consider if the post is actually needed as in some cases a new employee is not always the answer
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restructuring‚ or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one. Ask questions such as: has the function changed? have work patterns‚ new technology or new products altered the job? are there any changes anticipated which will require different‚ more flexible skills from the jobholder? Answers to these questions should help to clarify the actual requirements of the job and how it fits into the rest of the organisation
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