Approval may need to be sought from your senior manager or the Human Resources Manager. You will need to complete an appropriate form such as a "Request to recruit" form. JOB DESCRIPTION You will need to refer to the Job Description for the position that you are recruiting for and assess whether it accurately describes the role, responsibility and authority of the position. You will need to liaise with the Human Resources Manager if changes need to be made to the job description. A well-written job description should include the following information: • Duties and tasks expected to be performed. • Standard of performance expected. Here you would specify measurable key performance indicators. • Reporting arrangements for the position WAGE OR SALARY The Human Resources team will usually have responsibility for placing an advertisement to attract candidates. It is essential that the advertisement is designed to attract suitable candidates and is free from any discriminatory language. The advertisement will typically require candidates to forward a job application which describes their: • Work background and experience • Personal qualities and skills • Special skills and or knowledge • Formal educational qualifications or work certifications You may be asked for your ideas regarding where to place the advertisement. Increasingly, job advertisements are posted online. If the position is a specialist or technical position, it may be effective to advertise in therelated professional journal. Vacancies may also be advertised in national or local newspapers or through one of the many internet career websites. ANALYSIS OF REQUIREMENTS
26 SLR: BSBMGT517 - Manage operational plan Version 2 Implemented: September 2017 Course: SIT60316 Advanced Diploma of Hospitality Management Human resource requirements need to be analysed to determine what is required in the way of quality, quantity, time when needed and cost. Analysis of human resource requirements, for example, would need to consider: • Levels of work activity/output required • Skill required • Staff availability • Outsourcing plans • Cost of employing staff • Locations • Planned growth • New products • Changes in legislation RESEARCHING SOURCES Each resource also needs to be researched to find the best source. Human resource sources may include: • Consultants • Head-hunters • Universities/colleges • Professional bodies • Competitors • Media advertising • Overseas ACQUISITION AND IMPLEMENTATION This aspect of managing operational plans is concerned with processes to acquire resources, e.g. recruitment of staff, negotiating loans and purchase of materials.
27 SLR: BSBMGT517 - Manage operational plan Version 2 Implemented: September 2017 Course: SIT60316 Advanced Diploma of Hospitality Management Operational staff often have the responsibility for appointing staff. This may entail determining the work to be performed, the wage rate and other conditions. Aspects include: • Determining sources • Advertising •
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