Essential functions without these tasks the job

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Essential functions: Without these tasks, the job cannot exist. Non-essential functions: These are the extras; the job can exist without them. Knowledge, skills and abilities: These are specific, minimal competencies needed to perform the duties of the job. Supervisory responsibilities: This is the scope of authority and direct reports, if applicable. Working conditions: This describes the work environment; for example, "standing for long periods of time." Success factors: These are personal characteristics that will contribute to a person's success. Job descriptions are effective tools because they help clarify the supervisor's expectations and provide a tool for Human Resources to use in the recruitment and interviewing process. Reference Henderson, R. I. (1994). Compensation management . New York: Simon & Schuster. The SHRM Learning System. (2005). [Computer Software]. Alexandria, VA: The Society for Human Resource Management.
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® Registered Trademark CEC 2013. All Rights Reserved. Assess Human Capital Needs -Explore It
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-Read It Directions: For this activity, you are going to take on the role of an HR Generalist hired by a small corporate training company. You will be given two scenarios with questions. After each question, the answer will be presented. Scenario 1. For your first assignment, you will initiate the creation of a new position a representative of the company who will serve as an on-site liaison to the client's employees. Before the job can be advertised, you must develop a precise job description. The first step is to conduct a needs analysis. Question 1: What is the goal of conducting an analysis of demand for this position? The answer to question 1 is an analysis of demand for this position identifies the position's effect on revenues and creates an informed prediction of the needs in the near future. Question 2. What is the goal of conducting an analysis of the supply of potential candidates?
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The answer to question 2 is an analysis of the supply of potential candidates enables efficient recruiting. Question 3. What is the goal of conducting an analysis of the budget for this position? The answer to question 3 is the analysis of the budget determines whether the position will be permanent, temporary, or contract, part-time, or full-time. Question 4: What is the goal of conducting an analysis of the strategic need for positions in the future? The answer to question 4 is an analysis of the strategic need for positions in the future allows the company to anticipate changes in candidate demand and supply within the company and in the job market generally. Scenario 2. You have conducted your needs analysis for the new on-site liaison to the company’s employees. This position’s primary function, you have determined, is to ensure that the client has a permanent representative of Hypercube on site.
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