Course Project.. I attached previous paper for guidance along with evaluaiton that is needed for this week

Written Assignment #2: Recruiting/Selection – Due Week 5

Purpose: To outline a recruitment plan to fill the new job. Now that you have a job created, you need to find someone to fill that job. Once you’ve create your pool of candidates, you then need to determine how you will select the best candidate. Then, after your candidate has been on the job for a year, a performance evaluation is required.

25

25

25

40

10

Category	Criteria	Points
Recruitment Plan	Write a job ad for your job opening. Provide a recruitment plan that includes where you plan to recruit and why, along with how long you plan to recruit. You must thoroughly explain your decisions for this recruitment plan.
Selection Method	Describe the selection method(s) you would use to hire the best candidate. You must thoroughly explain your decisions for this selection method.
Performance Evaluation	Now you’ve hired a candidate, Cathy. She has been working for you for a year now. Based on the information provided (Performance Evaluation document found in Doc Sharing), write her performance evaluation. You must be sure to substantiate your ratings and feedback.
Literature Review	Find one scholarly article each for recruitment, selection, and performance evaluations that validate your process (three total sources). Provide a summary of your sources in a 2–3 page paper.
Readability	Follow Guidelines and Best Practices sections.
Deliverables	Submit the following: Recruitment plan (25 points)Selection method plan (25 points)Completed performance evaluation (25 points)Literature review (40 points)

Annual Performance Review

Employee Name	Cathy Smith
Title	HR Receptionist
Date of Review Period	2010
Supervisor Name
Department	Human Resource

Exceeds Expectations = 5 [employee has exceeded objective, time and quality]

More Than Satisfactory = 4 [employee has slightly exceeded either time and/or quality]

Satisfactory = 3 [employee has met objective, may be just under objective on time and quality]

Less Than Satisfactory = 2 [employee has not met objective on either time or quality]

Needs Improvement = 1 [employee far below on both time and quality]

	Task		Objective/Measurement		Results		Comments		Ranking
Typing	96% accuracy	90%
Complete within 48 hours of submission	Within 24 hours
Filing		98% accuracy	82%, unable to find files for labor issues
Complete by end of the day	By end of each week
Answer phones	Answer within 3 rings	Within 2 rings
Screens calls	Forwards all calls where she could have provided information
Provide messages upon return or availability of staff	Feedback that messages not always given to staff
Provide information	Provide prompt and accurate information	Customers often request to speak to someone else

Task

Objective/Measurement

Results

Comments

Ranking

100% accuracy

100% accuracy

100% accuracy

98% accuracy

Input applications				100% accuracy	70%
Complete by job ad deadline	Completed by deadline
Mail job flyers	No returns of flyers	20% of flyers returned due to address changes
Mailed day jobs open	Mailed on time
Distribute staff mail	Unable to track, staff states not receiving mail
By end of day	Mail sometimes not received by staff
Overnights within 10 minutes	Overnights not timely, resulting in staff missed deadlines
Log checks
Provide log/checks to payroll by end of each day	Payroll often calling for logs and delivered by end of day
Recruitment folders	Created before job ad opens	Files always ready
Applications properly filed	Applications often misfiled, discovered when applicant calls.
Job hotline	Recorded evening before job opens	Recorded timely
Information accurate and clear	Information accurate, difficult to understand due to accent
Personnel forms	Completes by weekly deadline	Always behind, missing deadlines resulting in employee changes not processed timely
77% accuracy
OVERALL PERFORMANCE EVALUATION RANKING
Development Plan

KSA Statements

: Human Resource Receptionist

Student Name

Beetta Cottrell

One year experience

One year experience

Task Statement (copy/paste all task statements here)	Knowledge (cognitive skill)	Skill (learned)	Ability (competence)
	1	Disseminate mail to appropriate employee	Knowledge of personal and departments			One year experience	Ability to read proficiency
	2	Schedule appointments	Knowledge of calendar and outlook	Ability schedule appointments
	3	Corresponding	Proficient in word and excel	1 – 5 years’ experience in word and excel	Ability to correspond with income inquiries.
	4	Answer incoming calls and route to the appropriate employee	Knowledge of phone systems	Ability to use proper telephone ethic |
	5	Greeting	Hospitality	One year experience in public greeting	Ability to meet, greet and manage front desk |
	6	Filing of all employee files and incoming correspondence	Filing system	1 – 5 years’ experience in filing	Ability to file and retrieve files in currently filing system
	7
	8

KSA Statements

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4

5

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7

8

One year experience in mail distribution

Minimum one year experience in scheduling.

1 – 5 years’ experience in word and excel

One year experience in answering phone systems

One year experience in front desk management

1 – 5 years’ general experience

Task Statements

: Human Resource Receptionist

Student Name

What action is being performed (verb)

To whom/what is the action directed (receiver of the verb)

How is the action performed (procedure, tools, equipment)

Why is action performed (purpose)

Disseminate mail

Incoming mail

Receive delivery from Mail room

Disburse mail to the appropriate employees |

Schedule appointments

Schedule appointments for employees and new hires

Schedule appointments in outlook

Schedule meeting for staff and new hires

Corresponding

Incoming inquires

Use of word and excel

Initiate responses to incoming inquiries |

Answer Phones

Incoming calls

Switchboard

Forward to appropriate employee

Filing

Employee files and incoming correspondence

Files/filing system

The ability to file and retrieve files as needed in current filing system

Task Statements

1

Receive and disburse incoming mail to the appropriate employees. |

2

Schedule appointments for employees and new hires

3

Correspond with the income inquires

4

Answering the phones and directing calls to the appropriate employee

5

Receive incoming person with hospitality

6

File personal files and incoming correspondence

7

8

Running head: RECRUITING A RECEPTIONIST

RECRUITING A RECEPTIONIST 2

In wanting to perform the perfect job analysis certain steps should be followed and corresponding information should be determined. In researching for the position of Human Resource Administrator/receptionist position, I found that O-net online has content modeled that was very useful. It shows that every occupation requires a combination of abilities, skills, and knowledge. No matter what the position there are task that are to be completed. In doing a complete and accurate job analysis these task and abilities can be matched up for a successful candidate.

A Receptionist is needed to ensure that highest standards of hospitality are welcome and demonstrated at all times on front desk in the office. The key responsibilities will include check in and checkout of guests, messaging, billing and guest associations. Receptionist needs to have a good knowledge of the office’s facilities and services and pass this information on to the guest whenever the opportunity occurs, in order to capitalize on company sales (Gatewood et al, 2008).

Catano (2009) affirms that HR job descriptions differ by size, structure and location of the organization. In large businesses, in big cities, HR support might have detailed duties, but tend to have administrative responsibilities in minor organizations. Recruitment of and training of candidates to the expectation of the organization are the duties of the HR assistant (Catano 2009).

To do a full spectrum of any position there should be research of the job itself. There are various ways to attain this information. Surveys, questionnaire, and interviews are an excellent resource to assess the responsibilities, time used on occupation related assignment. Job observation and or shadowing ought to be fulfilled. If there are extra related position within the company, these should be looked at to determine if similar duties. The person or persons currently performing these jobs should be interviewed a long with their supervisors to give different perspectives of the duties and responsibilities in the position. This is where firsthand knowledge of the work conditions and environment can be determined also. The analysis itself is the process of determining what is done on a particular job along with the skills and qualification required to do the job. This same information is necessary in searching for the most qualified candidate for this position (Aamodt 2013).

According to Schmitt (1998), a successful Receptionist candidate must be able to demonstrate that they can multi-task efficiently, be constructive and enthusiastic in his/her personality and have an excellent telephone conduct. A successful receptionist will also preferably have previous experience of working in a receptionist role ideally within an office environment. Earlier understanding on use of Opera Fidelio or another office PMS system is advantageous (Schmitt et al, 1998).

In doing my analysis for Human Resources Receptionist/administrator I had to first determine what is the actual job or need of the department. There are three essential questions that should be asked. 1. What need to be done? In other words what are the actual job duties? 2. What are the conditions of the job? 3. What are the skills necessary and qualification needed to perform the job.

Once this information is collected a proper and accurate job description can be completed. The full spectrum of this position can be listed in the job description ensuring that the right candidate can be hire/placed in the position.

Reference

Aamodt, M. G. (2013). Industrial/organizational psychology: An applied approach. Belmont, CA: Wadsworth, Cengage Learning.

Catano, V. M. (2009). Recruitment and selection in Canada. Toronto: Nelson Education.

Gatewood, R. D., Feild, H. S., & Barrick, M. R. (2008). Human resource selection. Mason, Ohio: Thomson/South-Western.

Schmitt, N., & Chan, D. (1998). Personnel selection: A theoretical approach. Thousand Oaks, Calif: Sage Publ.