Hrm 590 Course Project Part a

Human preference Receptionist contemplate Summary The HR Receptionist pass on be responsible for Greets the public provides ecumenic administrative support including answering call backs, typing, schedule appointments complaint discussion/tracking employee applications. Providing economic aid and circumspections to the organizations, on where to go to address their HR questions.Essential problem FunctionsExcellent phone etiquette with at least(prenominal) one division experience operating a retrieve switchboard to answer, screen and forward calls, providing information, victorious messages and scheduling appointments. Greet and Welcome employees and visitors to record good customer serviceMaintain personnel wedges in alphabetic order to maintain file organization.Excellent writing skills in order to bring up letters and related documents using Microsoft war cry as tumesce as (Excel, PowerPoint and Access) to go by with employees and stakeholders of the organizatio n.Assist Public and employees with personnel questions using the confederacy policy and procedure to ensure the fabricate information is given. Sort and distribute designate(postnominal) mails and faxes by departments to get to the intended recipient in a timely manner.Coordinate music directors calendar Using MS Outlook Calendar to keep appointments, meetings and make out the directors daily schedule.Previous association of administrative and pre- business assessments is a plus.Required Knowledge, skills and abilitiesKnowledge of a multi-line phone system with at least 2-3 years of receptionist and/or administrative experience.Previous knowledge of administration and pre-employment assessments. Two years of proven customer service experience (i. e. couthy attitude, listening, proactive and willingness to help).Three years or much experience using MS accountability softw ar applications (MS word, Excel, PowerPoint, Access) as well as MS OutlookKnowledge of using organizat ional alphabetical filing system and filing procedureAbility to perish in interdependently Self-starter who takes initiativeAbility to multi- head for the hillsing class and quickly change direction based on changing require and priorities.Ability to exercise discretion while handling confidential information. Experience stock related experience is holded Education Associates or Bachelors Degree in business or Human visions Certifications & Licenses None Required environmental Factors and Conditions/Physical Requirements The HR Receptionist position requires the hobby physical indigences prolonged sitting or standing, many lifting, carrying, pushing, and/or pulling any(prenominal) stooping, kneeling, and reaching and signifi coffin nailt fine fingerbreadth dexterity. Equipment and tools utilized Computer, Multi-line phone system, Copier, and Fax apparatus Pre -employment background check and drug back call forLiterature Review Organizations ar growing in size each an d each day, which in turn creates a high demand for employees. This outcome, however, needs a systematic onslaught to determine the amend employee for the right position. The wait on has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of affair summary in order to select the right person for the position. Job abbreviation is a complex and vital part of every HRM program, as well as an grand systematic process used inside an organization to determine future members of the figureforce. Job digest contributes too many all- in-chief(postnominal)(prenominal) Human Resource Management functions as it identifies and analyzes the relation between the hypothesise and what is required. agree to the Job Analysis Overview, Job digest is a process used to observe and determine in detail the peculiar(prenominal) p lay duties, requirements, and the relative importance of these duties for a given position or a finicky byplay.A job abstract defines the work, activities, tasks, objectives, products, services, or processes required to perform a particular job. It collects details closely work activities, gentle race behaviors, machine, tools, equipment and work aids, performance standards, job context, and gentle requirements. These in turn help to fall upon the knowledge, skills and abilities required to perform a job. An important factor to note is that in this process, abridgment is conducted on the job, not the person, which also results in a description of the job and not the person.There are many different methods/ship stubal to conduct a job abbreviation. It is dependent on organizational needs and what options are available. Questionnaires, observations and interviews are very common methods. Although individual methods are used exclusively, several can be used in combination, at any rate the 3 visions listed above there are also the use of surveys as well. In fact, it is recommended that utilizing more than one method is more sensible (How, 1998), (Dessler, 2005).In clement resources, job analysis plays an important role of it. It provides information regarding positions in the organization. It is an important topic as well as a vital employment tool which can assist with HR activities and potential and current employees, Job analysis is the systematic study of positions to report their unmistakable duties and responsibilities, as well as the knowledge, skills and abilities required to perform a particular task or group of tasks (Kovac, 2006, p. ). Job analysis can be used in determining training needs by identifying training content, the assessment tests which need to be used to measure the effectiveness of training, the equipment to be used in the training process, and the methods of training. Job Analysis can also be used in compensation to ide ntify the skill levels, the compensable job factors, the work environment, the responsibilities, and the required level of education and payment level.In selection procedures, job analysis can be used to identify job duties that need to be included in ads of vacant position, the appropriate salary levels for a position, the minimum requirements, the interview questions, the selection tests, the valuation forms, etc. For performance reviews, job analysis can be used to meet out goals and objectives, performance standards, the evaluation criteria, the continuance of probationary period. (www. ssa. gov Review and Evaluation of Job Analysis Practices) I based my job analysis on these same characteristics verbalise above, I used the interview, and observation for my job analysis.By visiting my previous employer human resource department and talking with the human resources passenger vehicle in order to get a better in-site on how they do their job analysis, as well as doing some on line research as well as getting information on human resources books. My task and KSA statements are based on the job descriptions of other human resource receptionist positions in my area. Through my research on this particular position I deem found that every business or company has several different descriptions of what their human resource receptionist does based on the vitrine of business that it is.Even though a green goddess of the descriptions were the same for corporations and larger business for the roughly part, smaller businesses that did have this position seemed to lose in the job description of their human resource receptions and had other job descriptions for them manage working large equipment. This project has in spades taught me more than I ever knew about human resources and what they really do I didnt realize how much work went into the Human Resources Department of a business.