F11-019 - Le Thi Thuy Ha.v.1.1.docx

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Additionally, applicants also proactively create online profiles, which helps employers to reach the appropriate candidates more effectively (Tyagi, 2016). 6.3 Job analysis, Job descriptions, Personal Specifications and Competency Frameworks selection - Job analysis is the process of evaluating and describing all aspects of a job in detail, including the tasks and requirements of the job. The purpose is to develop appropriate recruitment criteria(Fisher, Houghton and Jain, 2014). According to Mondy and Martocchio (2016), the common job analysis methods consist of survey, observation, and meeting. However, each method has some different weaknesses. For example, with questionnaires method, if staffs have the poor speaking skill, this method would be less effective. To reduce the weaknesses of the above methods, the combination of these methods is a possible solution to consider. Another effective solution is outsourcing HR function. It helps companies reduce expense, increase HR delivery and supply better candidates (Price, 2011). - Job description (JD): Based on the results of job analysis, employees doing the work or the employees’ direct manager fulfil JD (hr.berkeley.edu, 2018). The JD provides a detailed summary of the duties and responsibilities of the person performing the job. It helps the manager to evaluate the performance of the employees so that he can determine the right salary and measures to improve employee performance (Clark, 2013). It also provides information with employees about what they need to do, which necessary skills for their job and so on (DeCenzo, Robbins and Verhulst, 2016). -Competency framework is the set of basic criteria, including performance, attitude and
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behaviour of employees for each type of work. Based on this competency framework, manager can develop training strategies, which meets the company needs in the future (Gupta, 2011). 6.4 On-boarding and induction On-boarding is the process which helps new staffs integrate into the company culture and their new colleagues through meetings, field trip, video and so on. And induction is a fundamental activity of on-boarding (Leatherbarrow and Fletcher, 2018). On-boarding helps the new employees reduce the feeling of embarrassment, confusion and quickly into the work. It also reduces the turnover rate (Leatherbarrow and Fletcher, 2018). Otherwise, if induction training is not skillful, negative effects may arise. For example, an HR employee gives a new staff too much the hard copy of the company, such as books, regulations and so on. Then the HR employee does not guide him whole-heartedly. It can put pressure on the new staff and make them want to out of the company (Clark, 2013). Recommendation To: Head of Retail Banking From: Le Thi Thuy Ha Date: November 6, 2018 Ref: Opening New Branch Workforce plan will include six positions: manager, assistant manager, customer service staff, sales manager, transaction processing supervisor and cashier.
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