Assessment 1 HR

Assessment 1 task 1

5 Stages of the Life Cycle

Recruitment

Education

Motivation

Evaluation

Celebration

1. Recruitment Growing your business starts with hiring the right people. Hiring decisions play a critical role in turnover, productivity, and growth. In order to succeed in the recruitment phase of the HR life cycle, your human resources department needs to:

Create a strategic staffing plan that includes understanding positions that need to be filled, what will be expected of an employee, a strategy for attracting the best of the best, and other hiring concerns

Analyze compensation and benefits packages to see if they’re competitive enough to attract the top talent

Develop an interviewing protocol, which may include written tests and multiple interview requirements, as well as a focus on active listening

2. Education Begin the education process from the moment employees start in their new position. They should know their role in the company, your expectations, and their responsibilities. During this phase of the human resources life cycle, it’s important for HR to:

Communicate your company’s culture and values

Train new hires until they fully understand their job’s duties and responsibilities

Assign a coworker to new employees to support their transition and help them feel more connected with your company

Introduce new employees to the rest of your staff, and make sure they have everything they need to get started (including passwords, voice mail, parking passes, etc.)

3. Motivation Turnover is highest in the first ninety days, which is often due to a lack of motivation. Leaders who focus on building bonds with employees in the first ninety days retain employees longer than those who do not make this effort. HR can effectively motivate new hires by:

Keeping them engaged, performing at a higher level, and showing commitment to your company

Offering reasons to stay motivated, such as better compensation, benefits, and opportunities for growth

Providing recognition to employees who perform at a high level

Appreciating their contribution to help make your business more successful

4. Evaluation In this stage of the human resources life cycle, a supervisor evaluates and measures an employee’s performance. It gives leaders and the employee specific metrics and helps determine if he or she is the right fit for the job. Focus on the following:

Challenge, support, and evaluate employees while offering constructive feedback on a regular basis (not just at evaluation time)

Conduct performance reviews based on facts, not on feelings

Spend more of your time discovering employees doing a good job rather than constantly criticizing

Offer training and professional development to help employees reach their goals and move further ahead in your company

5. Celebration

The fifth stage of the HR life cycle gives you the opportunity to reenergize your staff, thank employees for their hard work, and recognize important milestones. Show your appreciation by offering unique benefits (such as flexible work schedules, gift cards, and extra paid time off). Great businesses find a way to motivate in such a way that employees want to follow them to achieve company goals. A smart leader makes employees feel empowered by giving them a sense of ownership.

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The fifth stage of the HR life cycle gives you the opportunity to reenergize your staff, thank employees for their hard work, and recognize important milestones. Show your appreciation by offering unique benefits (such as flexible work schedules, gift cards, and extra paid time off). Great businesses find a way to motivate in such a way that employees want to follow them to achieve company goals. A smart leader makes employees feel empowered by giving them a sense of ownership.

Questions

1.

When the company is growing and need more staff

The business requires a new area such as a IT specialist or Marketing manager

When the company opens a new part of the business

2.

The recruitment process is not effective and the staff chosen does not meet the organisational needs.

3.

As a small to medium business owner or manager you may think that you have a million other things that are more important and useful to do rather than spending time developing job descriptions. You probably think your resources would be much better spent on tasks other than developing a document that has limited uses. However you could not be further from the truth. Developing job descriptions is essential to the success and efficiency of your business. They create clarity. Clarity is one of the biggest reasons every role within your business should be defined via a job description.

4.

It is important that all new employees receive induction training at the beginning of their employment and that they are provided with all the equipment and information necessary to carry out their jobs effectively. Induction programs can vary from training or mentoring, can be conducted by HR and/or the department manager, and may last weeks or even months. Regardless of the length, these programs allow the employee to gain valuable information regarding the organization and how they will be expected to integrate in it.

5.

The human resource life cycle is portrayed as a circle because it is continuous and begins from start to finish like a cycle or circle. There is no end or beginning as end will lead to a new beginning.

Task 2

Job Description

Job Title: Administrative AssistantDate: 19/7/2015

Reports to: ManagerDept: Office

Approved by: ManagerSupervises: 0

Job Summary:

Administrative Assistants ensure the efficient day-to-day operation of the office, and support the work of management and other staff.

Reporting…

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