BSBHRM405 revised.docx - Activity 1 1 In order for an...

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Activity 1 1. In order for an organization to identify the requirements to make an appointment is to do the easiest method, like most other organizations do, is to use the staffing table, which will show the services provided by an specific organization. Staffing table will provide the information of the tasks that is staffed or that needs to be staffed. The details will be included, such as; hour range, primary person to perform the task, importance to the business mission including the estimated cost per year, etc. To know the areas where a staff is needed, whether because that position is vacant or a new process is open and even when a man power is lacking and needs additional support and a new staff is needed , staffing tables detail all relevant requirements of the staffing need. Details needs to include, hours required, supervisor, cost to implement and support, advantages gained and priority of staffing need. Staffing table provides at a glance knowledge of staffing levels; staff requirement; staffing levels by task and project; types of staff dispersed or needed; staffing requirements across all categories; future staffing needs by priority and cost. 2. It is imperative to have an endorsement to fill a particular position, since certain labourers are slacking with their occupations that came about to low profitability. Without legitimate investigation, most will believe that they need labor and wound up contracting another staff. With legitimate technique, the administration will most likely distinguish if a specific procedure actually needs to include or enlist another staff. That is the place the endorsement for an extra staff will be affirmed or declined.
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3. I would ask them to process a recruitment staff that is willing to work for that position temporarily, it should be done as soon as possible for he / she can start even before the pregnant employee started her maternity leave. I would ask the pregnant staff to kindly provide a proper turn over of tasks and give an overview to the temporary staff before taking her maternity leave. This will enable and help the temporary staff to have a quick learning process on the things he / she may need to know. After that provide an assessment whether he / she would be fit to continue the job until the regular staff finishes her maternity leave. Activity 2 1. Job Description: Manager Manager: HR Competencies: 1. Knowledgeable and expert in Human Resource 2. Presentation skills 3. Multi tasking ability 4. Strong sense of ethics 5. Strong communication skills 6. Leadership skills 7. Ability to motivate 8. Strong conflict management skills 9. Courageous 10. Interpersonal skills Skills: 1. Presentation 2. Organizational 3. Decision-making 4. Training and development
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5. Budgeting 6. Empathetic Knowledge: 1. Strategic Management 2. Workforce Planning 3. Compensation Benefits 4. Man power Allocation 5. Employee and Labour Relations Performance Standards: 1. HR management Policy Framework 2. Getting the right people 3. Training 4. HR Planning 5. Employment Legislation 6.
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  • Winter '17
  • supervisor, Gender-specific job title

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