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    Human Resource Management

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    MGT410 Unit 5 IP 2-3 Pages
    Use any of the following:
    ? The position you choose for developing a selection process in Units 1 and 2
    ? Your own job description at your current position
    ? A job description you locate on the internet
    Using the job description as a base, develop performance standards for this particular position. Specifically you are to create the following:
    1. A list of 5-10 performance standards
    2. The type of performance assessment technique(s) you will employ and why
    3. The controls you have employed to eliminate or reduce errors or bias in assessment
    4. Who will perform the assessment and why
    5. How the organization should use the assessment results

    There are numerous discipline issues that can arise in any organization. Listed below are different situations that could indicate the need for disciplinary action. For each situation, indicate what type of disciplinary action would be appropriate and why. In your answer explain how your suggested approach to this situation would avoid any potential legal or ethical issues.
    1. An employee has been missing staff meetings on a consistent basis. The supervisor has already issued an oral warning.
    2. An employee has a 30% error rate in data entry for a high tech company.
    3. An employee is absent from work, on a yearly average, 15% of the time.
    4. An employee is arrested for drunk driving off duty.

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    Individual Project

    The response address the queries posted in 1138 words with references.

    // In this paper, we will begin with discussing the 'Job Description' for a chosen post, which in our case, is that of a HR generalist, then, study the details related to it. We will continue with developing the performance standards for this position, assessment techniques, how to use them effectively for the benefit of the organization: //

    Job description

    Job description is a given set of aspects related to a job, prepared by doing the job analysis and used for different purposes such as training and development, performance assessment. It finds its utility in making the employee clear about his work roles and responsibilities (Cushway, 2003). We are considering here one significant facet of job description, that is, the ease of basing assessment decisions on them. We have the job description of a Human Resource Generalist wherein; all the knowledge, skills and abilities required to perform the job, have been listed and we can derive the required information after closely examining them.

    Title: Human Resource Generalist

    Division/ Department:

    Reports to:

    Pay Scale:

    Summary: Responsible for managing all the human resource activities in an organization, for providing assistance on company policy and procedures.

    Primary responsibilities:

    The HR Generalist is responsible for these areas:

    Conducting new employee orientations, training and development
    Preparing company payroll, salary survey questionnaire; also job evaluation and performance management.
    Organization development
    Compensation and benefits administration
    Managing the information needs of the department and other functions
    Employee relations and labor issues
    Employee safety and welfare. Employee counseling
    Downward and Upward Communication.
    HR Generalist sets HR objectives and provides guidelines to all the employees to promote a harmonious work culture, emphasizing empowerment, productivity and resolves any kind of HR issue that arises in the organization.

    Knowledge, skill and experience requirements:

    Knowledge of employee laws and other Human Resource disciplines.
    Excellent computer skills, oral and written skills, ability to analyze data and make useful inferences out of it.
    Excellent interpersonal skills, ability to connect with people easily, mentoring and coaching skills.
    A University Degree with a major in 'Human Resource Management' or 'Personnel Management/ Industrial Relations'.

    Specialized training in any HR discipline preferred, not mandatory.

    Working conditions:

    Maintaining and working in normal official milieu. Needs to interact with people all the time and manage activities within the organizational premises.

    // We have discussed the job description of a 'Human Resource Generalist' and have the key skills and knowledge required for the post. We will now, list the performance standards, and assessment techniques to be used, after discussing their meaning and significance: //

    The performance standards of the HR generalist, as drawn from the job description given above, are those observable traits that help the employee understand his duties and responsibilities and clarify what is expected of him (Wigdor & Green, 1991). So here, performance standards would be:

    Interpersonal communication: Listening effectively, adjusting to others' way of communicating, open to others' ideas and ...

    Solution Summary

    The response address the queries posted in 1138 words with references.