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Diesel2018
jobdescriptionppt.pptxJob Description of Thirst Company
The job critical for the success of the Thirst Company is the management. The top management makes the strategic objectives and missions. The managers down the line make the market strategies.
The functional chiefs stipulate the strategies starting from R& D to raw materials sourcing and distributor relationships.
The competency analysis of the management position is based on the meaning competency which is to effectively identify the purpose of the company and act to the desired future in relation with the values of the company.
Prompt 4
The relation competency is to establish connection with the stakeholders with their basic tasks. The change competency is to enable the person act in new manners to promote the purpose of the company for the future benefit life of the company while the learning competency is to create situations which enables possible finding of solutions for work to be completed.
The job description of the manager:
The manager is responsible for delivering our mission to create value and growth by establishing a tactical path for the company.
The manager is accountable for establishing end to end sales and operations team and should have strategic leadership to enhance growth margin.
The manager should also drive partnership in all functions ad drive change among the involved team. The key responsibilities is to be accountable for the business outcome on the local, manage the functional interdependence for value creation process, build the culture of the company, check the Thirst face on the community, leads the employee engagement and to identify resources for plan delivery.
The skills and other requirement:
5 years of leadership experience, including accountability for people leadership. The sales and supply chain experience is a must, the prefer candidate with experience to both the sales operations and distribution organization. Bachelor degree in the related field but masters is an added advantage.
In order to develop a sourcing and recruiting strategy to locate and attract high potential applicants, the goals are identified and the overall business plan.
It is the initial step in identifying the future employment in a business and an important component of a sustainable recruitment sourcing strategy.
Designate particular sourcing and recruitment needs by showing clearly what needs to be done exactly without struggling to attain internal approval and commitment from the management and other stakeholders.
The talent to be targeted is identified for the sourcing recruit (Goazempis, 2017). This can be grounded on the specific skill sets and academic background.
Prompt 5
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There is need to set checkpoints and conduct analysis by enhancing review ability and improving the checkpoints based on dates. The core metrics are determined since they will be measured to know how the strategy was executed.
The first recruiting sources which would be effective for the job posting is the job board in which the job is posted in numerous job boards.
Second is the web search like through the Google resume search which enables the qualified candidates to be searched.
Third is the social media like the LinkedIn in which the job opportunity is posted and a user provide information on their skills and job history to interest high potential recruits for the position (DeWitt, 2017).
In developing the selection plan and job offer strategy for the chosen job, various steps are followed.
Step 1 involves identifying vacancy and evaluating the needs of having the right person for the job. The level of performing the role is looked at, the work hours among others.
Step 2 is develop position description which will aid in developing interview questions. It should show duties and responsibilities, position purpose, job functions, minimum requirement and preferred qualifications.
Step 3 is to develop recruitment plan which shows the strategy for attracting and hiring the best qualified candidate. Its elements would entail posting period placement goals, extra advertising resources, and diversity agencies and resume bank.
Prompt 6
Step 4 is to select search committee for interview and it should entail more than one individual to minimize personal bias.
Step 5 is to post position and implement recruitment plan once the position description is completed. A requisition is done by the Departmental HR Coordinator to Organizational HR Coordinator. The post of position is then pushed to HR Recruitment Analyst.
Step 6 involves making a short list then interview is conducted either by panel interviews or the virtual interview. After the interview, an evaluation tool based on the skills and competency is filled by the committee member. The testing is done and selection method starts. The selection method should be related to the position and purpose.
The step 7 involves select hire of the final applicant. The reference check is done to check the behavior of the candidate, however, social network tools should not be used as a way of doing reference background.
The step 8 involves finalizing recruitment prior to giving job offer, the offer is negotiated in which the total package is discussed.
If the candidate do not counter the offer then the Department of HR coordinator sends a written acceptance of offer then documents related to the recruit are uploaded on the ATS requisition and upon notification, the recruitment gets closed.
Assessment Methods and Scoring System
It involves the various Assessment Decision Tool which helps the HR professional and hiring managers to have the hiring decision.
The assessment methods are the test of general cognitive ability, work sample test, structured interviews, job knowledge test, accomplishment record, years of job experience and interest.
Each of the given assessment method is given scores based on the validity of method used alone and the incremental validity.
The scoring system to be used is the interview scorecard which list down the ratings. The ratings of the candidate can be assessed by others so to improve its accuracy.
The criterion used are the technical ability, leadership skill, interpersonal skill, presentation skills and organizational skill.
The overall strength and concern is then given and comment is made on what exactly which will can be used to assist the candidate to effectively improve on the role.
Job Offer Letter:
Mr. Morselli
234, New York City, NY 4554, [email protected]
March 27, 2019
Dear Applicant,
The Thirst Company offers you a position of Area Manager. Your academic, skills and background fits the preferred position in our company.
As determined, 1st April 2019 will be your starting date for the job. Your salary will be $ 8000 per month direct to your current account.
Our benefits include travel allowance, medical coverage and employee benefit plans. Thirst Company offers flexible time work, sick leave and vacation. The retirement benefits plan are offered 3 months after starting the job. Kindly let me know if you have any question.
Respectfully
John
Director, HR
Thirst Company
Signature ------------------
I hereby accept the job offer
Signature --------------- Date -------------------
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Indeed Org., (n.d). Search Jobs. Retrieved on 27 March 2019 from https://www.indeed.com/jobs?q=Business+Operations+%26+Management+Occupations&l=&from=hpbrowse
Kaylee DeWitt (2017). Sources of Recruitment to Find More Candidates. Retrieved on 27 March 2019 from https://www.topechelon.com/blog/recruiter-training/sources-recruitment-types/
Marion Goazempis (2017). Key Steps in Creating a Sourcing Strategy. Retrieved on 27 March 2019 from https://www.hellotalent.com/blog/5-key-steps-sourcing-strategy/
Stephen P. Kaufman and Steven Walleck (2018). Strategic Management for Competitive Advantage. Retrieved on 27 March 2019 from https://hbr.org/1980/07/strategic-management-for-competitive-advantage
University of California (2018). Recruitment & Selection Hiring Process. Retrieved on 27 March 2019 from https://hr.ucr.edu/recruitment/guidelines/process.html
References
Thank You
Job description
