Никова Тхе Басиц Иссуес оф Манагемент ин Усе 2016

Appendix 1

Blank Job Description

Position title

Department

Reports to

Overall responsibility

Key tasks and responsibilities

Skills and attributes

Experience requirement

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Sample Job Descriptions

Human Resources assistant

The Human Resources assistant assists with the administration of the day-to-day operations of the human resources functions and duties. The HR assistant carries out responsibilities in some or all of the following functional areas: departmental development, employee relations, training and development, benefits, compensation, organization development, executive administration, and employment.

The HR assistant has partial responsibility for these areas:

•recruiting and staffing logistics;

•performance management and improvement tracking systems;

•employee orientation, development, and training logistics and record keeping;

•assisting with employee relations;

•company-wide committee facilitation and participation;

•company employee communication;

•compensation and benefits administration and record keeping;

•employee safety, welfare, wellness, and health reporting; and

•employee services;

•maintaining employee files and the HR filing system;

•assisting with the day-to-day efficient operation of the HR office. The Human Resources assistant contributes to the accomplishment of

Human Resources practices and objectives that will provide an employ- ee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources assistant helps with the implementation of services, policies, and programs through HR staff; reports to the HR director, and assists company managers with HR issues.

Primary Objectives:

•Safety of the workforce.

•Development of a superior workforce.

•Development of the Human Resources department.

•Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

•Personal ongoing development.

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The Human Resources Director

Position Description:

The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are:

•recruiting and staffing;

•organizational and space planning;

•performance management and improvement systems;

•organization development;

•employment and compliance to regulatory concerns;

•employee orientation, development, and training;

•policy development and documentation;

•employee relations;

•company-wide committee facilitation;

•company employee and community communication;

•compensation and benefits administration;

•employee safety, welfare, wellness and health;

•charitable giving;

•employee services and counseling.

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.

Primary Objectives:

•Safety of the workforce.

•Development of a superior workforce.

•Development of the Human Resources department.

•Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

•Personal ongoing development.

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An exciting opportunity has arisen for a Business Analyst within a multi national media giant working with some of the most well known brands in their market! You will be an integral part of the team providing financial support on trading and business decisions. Additionally, assist in identifying and appraising new opportunities, challenging the direction of the business, be an active part of the decision making process, and provide in depth analysis of the performance of the existing business. Furthermore, you will ensure the timely and accurate provision of management information to all relevant business users and provide financial support with an appreciation of the wider business issues. The successful candidate will be professionally qualified (ACA, CIMA or equivalent) for 1–3 years or have experience of operating at this level for the same length of time.

Apply by sending a resume through the Web-site.

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Sample job ad – PR Marketing Associate

Employer: StopgapPosted:13 Jul 2009 Reference:SBW-067990 Contact:Sibylle Harrison Location:England - Greater London Contract:Permanent

Hours:Full Time

PR Marketing Associate, PR, London, £37 - £43k + package

Our client is a prestigious premium consultancy in financial services, with an impressive client list. Based in the very heart of London, this esteemed organization is currently looking to recruit a passionate and highly experienced PR Marketing Associate.

Joining the organization's Financial Services Product Team, you’ll assist this business unit with all aspects of public relations and marketing, managing both proactive and reactive PR. As PR Marketing Associate, you’ll be required to:

♦Oversee proactive and reactive PR activities in conjunction with junior staff.

♦Oversee speaker participation at conferences.

♦Manage the execution of client events – speakers, invitation lists, program development etc.

♦Compose, proof and edit effective and engaging copy for the intranet, media, publications and documents.

This hybrid PR / marketing role as PR Marketing Associate presents a unique opportunity to work for a reputable financial consultancy and take your PR career to the next level. In order to apply for this Londonbased role, you’ll require:

♦A significant track record in financial services PR.

♦Experience of marketing processes.

♦Excellent financial services media contacts.

♦A strong background in both agency and in-house PR.

♦Excellent strategic skills.

If you’re a natural communicator, a solid team player and have a great sense of humor, don’t miss this excellent opportunity as PR Marketing Associate – apply today for further details and to register your interest.

Apply by sending the resume to +44-171-4567890.

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Appendix 3

Blank Candidate Interview Evaluation Form

Use this form to record your general impressions of a job candidate. Candidate Interview Evaluation Form

Date of interview:

Location of interview:

Candidate’s name:

Position:

Interviewer’s name:

Please select the recommended action:

•Consider hiring for this position.

•Interview further.

•Consider for another position.

•Not qualified.

Criteria rating: High (5, 4), Medium (3, 2), Low (1, 0)

Professional demeanor and conduct

Relevance of previous work experience

Relevance of educational background

Supervisory experience (if applicable)

Oral and written communication skills

Test scores (if applicable)

Organizational fit

Motivation

Thoroughness of answers

Other comments

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Appendix 4

Behavioral interviewing: THE «STAR» APPROACH

The acronym STAR stands for

•Situation

•Task

•Action

•Result

It is a universally recognized communication technique designed to enable you to provide a meaningful and complete answer to questions asking for examples. At the same time, it has the advantage of being simple enough to be applied easily.

Many interviewers will have been trained in using the STAR structure. Even if they have not, they will recognize its value when they see it. The information will be given to them in a structured manner and, as a result, they will become more receptive to the messages you are trying to communicate.

Step 1 – Situation or Task

Describe the situation that you were confronted with or the task that needed to be accomplished. With the STAR approach you need to set the context. Make it concise and informative, concentrating solely on what is useful to the story. For example, if the question is asking you to describe a situation where you had to deal with a difficult person, explain how you came to meet that person and why they were being difficult. If the question is asking for an example of teamwork, explain the task that you had to undertake as a team.

Step 2 – Action

This is the most important section of the STAR approach as it is where you will need to demonstrate and highlight the skills and personal attributes that the question is testing. Now that you have set the context of your story, you need to explain what you did. In doing so, you will need to remember the following:

•Be personal, i.e. talk about you, not the rest of the team.

•Go into some detail. Do not assume that they will guess what you

mean.

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•Steer clear of technical information, unless it is crucial to your story.

•Explain what you did, how you did it, and why you did it.

What you did and how you did it

The interviewers will want to know how you reacted to the situation. This is where you can start selling some important skills. For example, you may want to describe how you used the team to achieve a particular objective and how you used your communication skills to keep everyone updated on progress etc.

Why you did it

For example; when discussing a situation where you had to deal with conflict, many candidates would simply say: «I told my colleague to calm down and explained to him what the problem was». However, it would not provide a good idea of what drove you to act in this manner. How did you ask him to calm down? How did you explain the nature of the problem? By highlighting the reasons behind your action, you would make a greater impact. For example:

«I could sense that my colleague was irritated and I asked him nicely to tell me what he felt the problem was. By allowing him to vent his feelings and his anger, I gave him the opportunity to calm down. I then explained to him my own point of view on the matter, emphasizing how important it was that we found a solution that suited us both.»

This revised answer helps the interviewers understand what drove your actions and reinforces the feeling that you are calculating the consequences of your actions, thus retaining full control of the situation. It provides much more information about you as an individual and is another reason why the STAR approach is so useful.

Step 3 – Result

Explain what happened eventually – how it all ended. Also, use the opportunity to describe what you accomplished and what you learnt in that situation. This helps you make the answer personal and enables you to highlight further skills.

This is probably the most crucial part of your answer. Interviewers want to know that you are using a variety of generic skills in order to achieve your objectives. Therefore you must be able to demonstrate in your answer that you are taking specific actions because you are trying to achieve a specific objective and not simply by chance.

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Appendix 5

Essay Appraisal Form

This employee appraisal form requires evaluators to write out statements that describe the employee's work performance.

Employee Appraisal Form

Date: ___________________________

Name of Employee: Completed By:

A. Most successful job accomplishments since last performance period:

1._____________________________________________________

2._____________________________________________________

3._____________________________________________________

4._____________________________________________________

B. Key strengths of employee:

1._____________________________________________________

2._____________________________________________________

3._____________________________________________________

4._____________________________________________________

C. Problems since last performance appraisal:

1._____________________________________________________

2._____________________________________________________

3._____________________________________________________

4._____________________________________________________

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D. Key areas for improvement:

1._____________________________________________________

2._____________________________________________________

3._____________________________________________________

4._____________________________________________________

E. How would you rate the employee on the following:

Attitude

Initiative

Dependability

Work quality

Work quantity

Knowledge of job

Team work

Organizational ability

Judgment

Responsibility

F. Any other observations? _________________________________

__________________________________________________________

__________________________________________________________

__________________________________________________________

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