Hrm 590 Course Project Part a

serviceman Resource Receptionist Job Summary The HR Receptionist go out be responsible for Greets the public provides general administrative support including answer phones, typing, scheduling appointments complaint treatment/tracking employee applications. Providing assistance and directions to the organizations, on where to go to address their HR questions.Essential Job FunctionsExcellent phone etiquette with at least one year experience operating a anticipate switchboard to answer, screen and forward calls, providing information, taking messages and scheduling appointments. Greet and take in employees and visitors to demonstrate good customer serviceMaintain personnel files in alphabetical entrap to maintain file organization.Excellent writing accomplishments in order to prep be earn and related documents using Microsoft Word as closely as (Excel, PowerPoint and Access) to spend with employees and stakeholders of the organization.Assist Public and employees with personn el questions using the company policy and procedure to project the correct information is given. Sort and distribute incoming mails and faxes by departments to larn to the intended recipient in a timely manner.Coordinate Directors calendar Using MS Outlook Calendar to keep appointments, meetings and win the directors daily schedule.Previous friendship of administrative and pre-employment assessments is a plus.Required Knowledge, skills and abilitiesKnowledge of a multi-line phone placement with at least 2-3 years of receptionist and/or administrative experience.Previous knowledge of administration and pre-employment assessments. Two years of proven customer service experience (i. e. friendly attitude, listening, proactive and willingness to help).Three years or much experience using MS office softw be applications (MS word, Excel, PowerPoint, Access) as well as MS OutlookKnowledge of using organizational alphabetical filing system and filing procedureAbility to seduce indepen dently Self-starter who takes initiativeAbility to multi- assign and quickly change direction ground on changing needs and priorities.Ability to exercise discretion while handling confidential information. ExperienceJob related experience is required Education Associates or bachelor-at-armss Degree in note or Human Resources Certifications & Licenses none Required Environmental Factors and Conditions/Physical Requirements The HR Receptionist position requires the following sensual demands prolonged sitting or standing, just about lifting, carrying, pushing, and/or pulling some stooping, kneeling, and reaching and signifi back endt fine finger dexterity. Equipment and tools utilized Computer, Multi-line phone system, Copier, and autotype Machine Pre -employment background check and drug screening requiredLiterature Review Organizations are growing in size each and e very(prenominal) day, which in maneuver creates a high demand for employees. This outcome, however, needs a syst ematic improvement to curb the right employee for the right position. The process has become so volumed that organizations need specialized help from Human Resource Management (HRM) departments to correspond that the requirements of the position are met. Therefore, the HRM department provides the function of moving in analysis in order to select the right individual for the position. Job analysis is a complex and vital part of every HRM program, as well as an important systematic process utilize within an organization to determine future members of the workforce. Job analysis contributes too many important Human Resource Management functions as it identifies and analyzes the relation between the put-on and what is required. match to the Job Analysis Overview, Job analysis is a process used to give away and determine in detail the exceptional proposition job duties, requirements, and the relational importance of these duties for a given position or a particular job.A job analysis defines the work, activities, tasks, objectives, products, services, or processes required to answer a particular job. It collects details about work activities, homo behaviors, machine, tools, equipment and work aids, performance standards, job context, and human requirements. These in turn help to station the knowledge, skills and abilities required to perform a job. An important factor to note is that in this process, analysis is conducted on the job, not the person, which also results in a translation of the job and not the person.There are many different methods/ways to conduct a job analysis. It is dependent on organizational needs and what elections are available. Questionnaires, observations and interviews are very common methods. Although individual methods are used exclusively, some(prenominal) brook be used in combination, besides the 3 resources listed above there are also the use of surveys as well. In fact, it is recommended that utilizing more than on e method is more sensible (How, 1998), (Dessler, 2005).In human resources, job analysis plays an important post of it. It provides information regarding positions in the organization. It is an important topic as well as a vital employment tool which can assist with HR activities and potential and current employees, Job analysis is the systematic study of positions to identify their observable duties and responsibilities, as well as the knowledge, skills and abilities required to perform a particular task or group of tasks (Kovac, 2006, p. ). Job analysis can be used in determining training needs by identifying training content, the assessment tests which need to be used to measure the military capability of training, the equipment to be used in the training process, and the methods of training. Job Analysis can also be used in compensation to identify the skill levels, the compensable job factors, the work environment, the responsibilities, and the required level of education and stipend level.In selection procedures, job analysis can be used to identify job duties that need to be included in ads of vacant position, the suppress salary levels for a position, the minimum requirements, the interview questions, the selection tests, the evaluation forms, and so forth For performance reviews, job analysis can be used to opine out goals and objectives, performance standards, the evaluation criteria, the length of probationary period. (www. ssa. gov Review and paygrade of Job Analysis Practices) I based my job analysis on these same characteristics stated above, I used the interview, and observation for my job analysis.By see my previous employer human resource department and talking with the human resources tutor in order to get a better in-site on how they do their job analysis, as well as doing some online research as well as getting information on human resources books. My task and KSA statements are based on the job descriptions of other human resource r eceptionist positions in my area. Through my research on this particular position I have found that every business or company has several different descriptions of what their human resource receptionist does based on the type of business that it is.Even though a lot of the descriptions were the same for corporations and large-mouthedr business for the some part, smaller businesses that did have this position seemed to lack in the job description of their human resource receptions and had other job descriptions for them like working large equipment. This project has definitely taught me more than I ever knew about human resources and what they really do I didnt realize how much work went into the Human Resources Department of a business.