At our college, there are several varieties of administrative assistants and they do a variety of tasks. There are regular administrative assistants and there are senior executive administrators. Assistants have some others in-between, all with basically the same job description. The reason for the job description of HR was on a whim last year to reduce the number of job descriptions in the organization by combining similar jobs.
My question is, after looking at their job descriptions and interviewing them, suppose you discover that their job is so varied that it is almost impossible to put together a program that addresses everyone's needs. How would you handle that?
This is related to human resources management, thanks© BrainMass Inc. brainmass.com October 17, 2018, 11:54 am ad1c9bdddf
If I was the HR manager that was looking at the Administrative Assistants jobs, and after interviews I found that their responsibilities are so varied that being under one job description is not applicable I would consider other ways to combine them. Maybe what would be best is to create a category, for instance Admin Assistants. In order to reduce the number of job descriptions and keep things simple while still including everything I would have a general job description of what all Admin Assistants did no matter their level. Then under that I would have the additional responsibilities of the different Admin levels. ...
Writing a job description is a difficult task. It should be done with great detail to ensure the applicants know what will be expected of them. Below is an outline for how to write a job description for an HR position.
MGT410 UNIT 5
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
MGT410 UNIT 5 DB 4-5 PARAGRAPHS DB
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.