Identifying and documenting the specific job functions, needs, and relevance of each position is the goal of job analysis. Human resource measures like training, selection, remuneration, and performance evaluation may all be improved with the use of this kind of study. Recruitment, succession planning, mentoring, and training are just some of the internal-oriented procedures that are built on job descriptions (Fernandes et al., 2020). Job descriptions are very important for someone who wants to work for a company to know what the job entails. For this assignment we have analyses HR executive job for XYZ company. Firstly, we analyze this job posting from a candidate’s perspective. Then we provide recommendations from the recruitment perspective for selection process for this position.
Job performance is dependent on a person’s level of knowledge, skills, abilities, and other qualities (KSAOs). When we talk about knowledge, we’re referring to a body of scientific or operational information that can be put to use. Skills are the talents needed to do tasks correctly, such as sensorimotor activities such as typing speed or cornering speeds (Uwizeyemungu, Bertrand & Poba-Nzaou, 2020). Ability is a more stable attribute that includes cognitive, sensory, and physical qualities such as empathy. Values, work style, personality, and degrees and certifications are only few of the additional attributes that don’t fall into the other categories.
Core Competencies: Human resource executive needs to be able to communicate clearly and concisely. Human resources professionals must have excellent interpersonal communication skills if they want to be successful in their roles. Over the phone or by email, they constantly engage with individuals and write corporate policy.
Groups Competencies: When it comes to bringing a company together, the HR department is an essential element of that process. By doing so, you’re helping the company reach its full potential and achieve its goals. Workplace relationships can need a lot of attention and communication. Some informal interactions also need your attention. As a result, HR professionals must place an emphasis on fostering collaboration across all departments.
Task Competencies: HR workers place a high priority on interpersonal skills. It’s important to have the capacity to actively listen and communicate with others via speech and nonverbal cues. Intuitive communicators and effective managers have high levels of interpersonal skills. When they communicate, they do it with the correct demeanor and skill set (Wilson et al., 2020). The ability to interact effectively with people in the workplace and in the wider society is facilitated by interpersonal skills.
The behaviours list for HR executive job for XYZ company-
Accountability: Acknowledges and takes ownership of one’s own actions and choices, and shows a dedication to completing tasks in a way that is ethical, effective, and economical.
Adaptability: Gathers relevant information and uses critical thinking to deal with many demands and conflicting priorities in a constantly changing environment (Hirudayaraj & Baker, 2018).
Interaction: One of the best ways to get your point across. Listening skills and an openness to other people’s views and opinions are shown.
Customer/Quality Focus: Responds to consumers in a timely and suitable way by anticipating and meeting their requirements. An individual who is dedicated to providing the best service and product possible to all clients shows a personal commitment.
Inclusiveness: Interacts properly with all corporate and community partners, as well as with members of and visiting to the community, regardless of individual traits and backgrounds. Exhibits an unwavering dedication to the goal of fostering a warm and inviting atmosphere (Brooks, Greer & Morris, 2018). Promotes tolerance and acceptance of diverse viewpoints and persons.
How could the desired performance be measured?
Performance assessment isn’t always simple to explain, but it’s essential for long-term performance development. This helps firms discover their advantages and disadvantages, highest performing, areas for development, and historical data helps build benchmarks using historical information.
The ability to quickly adjust to a new work environment is a strong suit of this person.
Iteratively improves performance by making adjustments in response to feedback.
Adapts well to a variety of situations.
When faced with unknown or stressful circumstances, this trait comes in handy.
Demonstrates and fosters flexibility in an ever-changing environment by maintaining and balancing and prioritizing conflicting requirements.
Prepares for and responds to changes in the environment and unexpected occurrences.
What criteria could be used?
Productivity, return on capital, scope, and expense are just a few examples of performance indicators that may be used to see whether a company’s targets and goals are being fulfilled. A firm is divided into numerous sections, each with its own set of key performance indicators.
Flexible resources are developed to satisfy current and future demands.
Acts as the university’s change agent by encouraging and supporting responsible change.
It offers a framework for balancing university-wide aims with those of individual units.
Encourages employees to react to change in a positive way.
What is the company’s name and what does the company do?
The company name is XYZ technology, the company is a software company. Operational efficiency is the responsibility of information technology (IT) firms. The IT department is also responsible for installing new software, hardware, and providing technical assistance.
Why are you interested in working for this company?
Human resources are concerned with providing assistance to workers and enterprises inside an organisation. Being at the center of the company is something I like doing. When I consider the many corporate roles that exist inside an organisation, I believe that an HR position is the greatest location for me to begin my learning.
Who are the customers or clients of this company?
Everyone who has a need for technology installation for company or personal usage in order to reduce burden and save time is a client of information technology. Those who are in need of the services that an IT firm offers. And if this organisation is cautious enough, the customers who will benefit from its services will be those who can genuinely afford them.
What kind of reputation does the company have?
Executives are well aware of the value of their company’ public image. Firms with a strong favourable reputation tend to recruit more qualified employees. They are believed to be offering greater value, which enables them to determine how much money for their services. Their clients are now more loyal and purchase a greater variety of goods and services than their competitors.
Recruiter Perspective
Recruiting new staff is an important aspect of being a recruiter, and it involves more than just looking at applications and conducting interviews. Qualified job seekers may not consider your company for employment because of recruitment blunders such as a poorly written job description or insufficient communication regarding application status (Verma, Frank & Lamsal, 2021). The top candidates will be easy to find and employ if we have the correct recruiting and onboarding procedures in place.
Recruitment approach: Candidates will have a positive first impression if the application procedure is simple and easy to understand. Shortlisting will be considerably simpler if the application form is well structured to collect essential information. Candidates’ CVs should be supplemented by the application form rather than being asked to fill out the same material over and over again.
Consider individuals that share our organization’s beliefs and work ethics when recruiting new employees, and strive to diversity the workplace in terms of gender, ethnicity, and skill sets as we grow company. We must not only establish a unified workplace, but we must also determine what each individual employee can offer to the table on an individual level (Wu et al., 2019).
Recommendation: Provide valuable and precise information about available positions. Specify any projects or teams that new recruit will be a part of when describing their job responsibilities in detail. Make a distinction between “should indeed” and “awesome” standards in order to avoid discouraging applicants who may be able to pick up additional skills on the job. Choose job titles that are easy to understand. Make it very clear what positions looking to fill. Prevent the use of obscene or clickbait names and language (for example, “Great opportunity for fresh grads!”). Promote company’s products or services. Describe what distinguishes organisation from the competition to provide prospects with compelling reasons to apply. Make statements specific: “Hiring for HR executives!” is more explicit than “We are expanding quickly.” In addition, describe the rewards and perks that organisation provides.
Conclusion
Job analysis is a critical step in the development of effective company processes. HR managers and job analysts are both capable of carrying out this procedure. Once the job analysis process is complete, the HR manager or job analyst will write a job description to be used in the recruitment process. This description is crucial since it focuses on the work responsibilities rather than the employee’s qualifications. Job descriptions are official documents that prospective employees use to assess whether or not they should apply for a post.
References
Benabderrahmane, S., Mellouli, N., & Lamolle, M. (2018). On the predictive analysis of behavioral massive job data using embedded clustering and deep recurrent neural networks. Knowledge-Based Systems, 151, 95-113.
Brooks, N. G., Greer, T. H., & Morris, S. A. (2018). Information systems security job advertisement analysis: Skills review and implications for information systems curriculum. Journal of Education for Business, 93(5), 213-221.
Fernandes, J. D., Sarabipour, S., Smith, C. T., Niemi, N. M., Jadavji, N. M., Kozik, A. J., … & Haage, A. (2020). Research Culture: A survey-based analysis of the academic job market. Elife, 9, e54097.
Hirudayaraj, M., & Baker, R. (2018). HRD competencies: analysis of employer expectations from online job postings. European Journal of Training and Development.
Uwizeyemungu, S., Bertrand, J., & Poba-Nzaou, P. (2020). Patterns underlying required competencies for CPA professionals: a content and cluster analysis of job ads. Accounting Education, 29(2), 109-136.
Verma, A., Frank, P., & Lamsal, K. (2021). An exploratory study of skill requirements for social media positions: A content analysis of job advertisements. arXiv preprint arXiv:2106.11040.
Wilson, A. B., Notebaert, A. J., Schaefer, A. F., Moxham, B. J., Stephens, S., Mueller, C., … & Brooks, W. S. (2020). A look at the anatomy educator job market: Anatomists remain in short supply. Anatomical Sciences Education, 13(1), 91-101.
Wu, X., Xu, T., Zhu, H., Zhang, L., Chen, E., & Xiong, H. (2019, August). Trend-Aware Tensor Factorization for Job Skill Demand Analysis. In IJCAI (pp. 3891-3897).
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