207662_Yuliana_Yuliana_BSBHRM405_Task1.docx - Knowledge...

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Knowledge Assessment (Written Tasks 1) Assessment: 1 Submission details The Assessment Task is due on the date specified by your trainer. Any variations to this arrangement must be approved in writing by your trainer. Instruction: To be prepared on an individual basis. Assessment answer needs to be typed You must provide detailed answer for every question along with relevant examples Word limit 150-200 but answer for every question should be reasonable and addressed all required parts. Please answer all questions: Question 1 In the case of a vacant position, the first Question for an organisation is to determine whether the vacant position really needs to be filled. If the organisation is large, such a process will usually be carried out by a human resources manager in consultation with the managing director. If small, the Question will usually be done by the managing director or their nominee. a. Describe how a human resources manager will assess and determine whether a vacant position needs to be filled. b. Why is it important to clarify recruitment timelines? a. The first thing that the manager should consider is to discuss with the department that the position need to be filled and then evaluate the need both with that department manager and HR manager. After reach the agreement, the HR department will do the recruitment process and selection process in order to hire a person to fulfill the position. Identify workforce need Has an established position become vacant, Analyse and discuss the recruitment requirements. with Human Resources, considering: budget ◦ workforce establishment ◦ workforce plan Get approval from the delegated authority to start recruitment process. b. Because if the process of recruitment is not scheduled thus the department will not know how long they will get a person to fulfill the vacant position causing the workload for other employees. In addition, the company will lose the opportunity to increase the production because they do not have enough employees to handle tasks
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Question 2: a. Explain what a job analysis is. b. Describe five key factors that need to be considered when conducting a job analysis. a. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person b 1. Task identity: If the employees have the clear vision about the beginning and ending of the task then it will give more satisfaction to them by the completion of whole piece of work. It is also very obvious that employees want to know the result of the work whatever they have done or produced.
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