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Cottrell_Beetta_staffing_handbook_rough_draft_beetta_cottrell_.docx By Anonymous

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Student Name: Beetta Cottrell STAFFING HANDBOOK PIONEER MANAGEMENT CONSULTANT Handbook Date: 11/2012 PMC DEFINITION OF STRATEGIC STAFFING Strategic staffing is the process where the management develops a company through employee recruitment, selection process, and analysis of individuals as capable employees. It involves the filling of vacant positions in Pioneer Management Consultant (PMC) by identifying the requirements of the position, undertaking an inventory of the available individuals, recruiting them, selecting the successful candidate(s), placement, organizing staff training, promotions, and compensating hard working staff (Bechet, 2002). JOB ANALYSIS Job analysis refers to the process of identifying and determining the duties and requirements that a position entails. Job analysis in PMC involves the relative significance of the job’s duties and requirement. A significant concept about job analysis at PMC is that job analysis is done on the job and not a person. Job analysis data is acquired from various data collection methods like interviews, questionnaires, or observation, but the product of this analysis is the description and requirements specifications of the job, which are not a description of a person (Oswald, 2003). PMC APPROACH TO THE JOB ANALYSIS PROCESS Pioneer Management Consultant uses two approaches in conducting job analysis. These two approaches include major job requirement (MJRs) and Knowledge, skill, and abilities job analysis approach. The source of the major job requirements are the current, official job position description by the company’s human resource department. KSAs identify the requirements necessary to accomplish the MJR. The goal of KSAs in PMC is to identify the successful candidate(s) who possess the potential to perform the duties in the position to be filled. EXAMPLE OF JOB ANALYSIS FORM JOB ANALYSIS FORM Job Title Job Code Date Department Name Name of Supervisor Compiled by 1. What is the purpose of your job? 2. What was the position of your last job? 3. What job would you expect to be promoted? 4. If you are a supervisor please check the activities that you personally supervise. Promoting Orientation Recruiting Compensating Counseling Budgeting Training Training Performance measuring Planning Directing Developing Other 4. Education. Check the blank space that correctly shows the educational requirements for the job. a. No formal education required. B. college certificate or equivalent c. Lower than high school diploma d. College degree e. High school diploma f. Education beyond undergraduate List degrees, professional license or any other required certificate. Indicate the education you had when you were selected for the job. 5. Job Duties: Please describe the duties that you perform. List down the duties you consider most significant or very difficult. a. Daily duties b. Duties performed after some period (please indicate if the duty is weekly, monthly etc.) c. How long have you been positioned in the job? e. Are you currently performing any other duties? If yes, Please describe if the answer is YES. f. Can you perform any other duty not included in the duties list in your job? Please describe preferred job. 6. Experience. Check the level of years experience required to perform the job. a. None e. Between 1 to 3 years b. Below 1 month f. Between 3 to 5 years c. Between 1 to less 6 months g. Between 5 to 10 years d. Between 6 months to one year h. Above ten years 7. Skill. List the skills required to performance the job. List skills you had when you were placed on this job. 8. Equipment. Does your job require the using any machinery or equipment? Yes No Please list the machine or equipment and how often you use it. Machine or Equipment Frequently Occasionally Rarely a. b. c. d. 9. Any other comment? JOB POSTINGS OUR APPROACH TO POSTING POSITIONS PMC job posting approach adheres to planning of job posts to achieve the recipient of a great number of job applicants. The approach follows the process of a ground up approach, which involves selecting the medium. Some of these mediums include online advertisements, online recruiting, and newspaper job posting. BRIEF SAMPLE OF AN INTERNAL JOB POSTING PMC SAMPLE JOB POSTING TEMPLATE JOB SUMMARY POSITION DUTIES AND RESPONSIBILITIES COMPETENCIES QUALIFICATIONS (Educational Qualification and Work Experience) COMMUNICATION SKILLS COMPUTER KNOWLEDGE SKILLS WORK ENVIRONMENT APPLICATION PROCESS PMC job application process requires that all applicants regardless of the job vacancy that they are applying for, to provide all required information by completing the company’s job application form. Job application in PMC is done online and NOT by sending application papers in hard copy. Prospective applicants are required to access the job application form from the company’s official website and fill all the required sections. PMC APPLICATION FORM JOB APPLICATION FORM Position: ________________________________________________ APPLICANT INFORMATION Name: _________________________________________ (Surname First name Last name) Physical address: ___________________________________________________________ _______________________________________ Postal address: ___________________________________________________________ _______________________________________ Telephone No.: __________________ Email address: _________________________ ACADEMIC QUALIFICATIONS Start Period To Institutions A Qualifications Grades WORK HISTORY Start Period To Organization Position Responsibilities Achievement CURRENT EMPLOYMENT INFORMATION Employer: ______________________ Position: __________________ Current monthly compensation: ____________________ Responsibilities: __________________________________________________ ___________________________________________________________________ REFEREES 1. Name: ____________________ Position: _______________________ Organisation or company: ____________________________________________ Telephone No.: _________________ Email : ____________________ 2. Name: ____________________ Position: _______________________ Organisation or company: ____________________________________________ Telephone No.: _________________ Email : ____________________ 3. Name: ____________________ Position: _______________________ Organisation or company: ____________________________________________ Telephone No.: _________________ Email : ____________________ Why are you interested in this job? HOW THE APPLICATION FORM IS UTILIZED (THE PROCESS) AND RATIONALE By completing this form, it enables the human resource department have complete data on all job applicants to enable a quick job recruitment process. INTERVIEWING PROCESS OUR INTERVIEWING PHILOSOPHY PMC believes that managers and leaders are not are not different class of individuals in a company. Any individual can be either an effective manager or a skilled leader. PMC interviewing philosophy embodies the goal of tapping the work force that will direct the company to its goal while functioning as a unit. Some of the elements in the philosophy include effectiveness, functioning, developing commitment, effective leadership, and appropriate skills. EXAMPLES OF LEGALLY ACCEPTABLE, NON-GENERIC INTERVIEWING QUESTIONS 1. "What do you know about this organization?" 2. "What do you know about the position you've applied for” PRE-EMPLOYMENT ASSESSMENT Using these pre-employment assessments is an effective method for PMC to identify an applicant that has the potential to fill a vacant position. Some of the pre-employment assessments include personality tests, criminal background assessments, cognitive tests, and medical examination (Wienclaw, 2010) . ORGANIZATIONAL PHILOSPHY TO PRE-EMPLOYMENT TESTING AND ASSESSMENT By utilizing valid pre-employment tests and employee assessment tools, Pioneer Management Consultant adds a significant and crucial objectivity element regarding employee evaluation and assessment. PIONEER MANAGEMENT CONSULTANT (PMC) STAFFING HANDBOOK The PMC staffing handbook follows the guidelines of critical elements of staffing process. These elements range from advertising of job opportunities, analysis and selection, and developing of a succession plan. In following these elements, PMC follows structured staffing systems, which comprise recruitment, selection, compensation, management of performance, development of skills or performance, and promotion. References Bechet, T. P. (2002). Strategic staffing: A practical toolkit for workforce planning. New York: AMACOM. Oswald, F. L. (2003). Job Analysis: Methods, Research, and Applications for Human Resource Management in the New Millennium (Book). Personnel Psychology, 56(3), 800-802. Wienclaw, R. A. (2010). Employee Selection. Employee Selection - Research Starters Business, 1-7. PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT PIONEER MANAGEMENT CONSULTANT STAFFING HANDBOOK STAFFING HANDBOOK 1 STAFFING HANDBOOK 2 STAFFING HANDBOOK 3 STAFFING HANDBOOK 4 STAFFING HANDBOOK 5 STAFFING HANDBOOK 6 STAFFING HANDBOOK 7 STAFFING HANDBOOK 8 STAFFING HANDBOOK 9 STAFFING HANDBOOK 10 STAFFING HANDBOOK 11 STAFFING HANDBOOK 12 STAFFING HANDBOOK 13 STAFFING HANDBOOK 14 STAFFING HANDBOOK 15 STAFFING HANDBOOK 16 STAFFING HANDBOOK 17