Job Analysis & Design in the Organization Essay

Job Analysis & Design in the Organization - Essay Example 6. Promoting the organization as an employer of choice. Employee Interaction: 1. Supervision of the activities of all staff members in the Human Resources Area. 2. Determining the number and type of positions that need to be created and filled in the HR Department, as well as judging the competencies of the staff and placing them accordingly. 3. Creating and setting up the overall structure of the HR Department with its divisions into Recruitment, Compensation and Benefits, Payroll & Accounting, Training and Development and Legal Counsel. 4. Having knowledge of what each HR staff member is doing, his or her responsibility areas and assigning duties and goals to each area and each employee through his or her reporting authority. Management Responsibilities: 1. To see that the HR Department is working as a cohesive unit and meeting its generally accepted responsibilities. 2. To look after the Administrative functions that invariably form a part of HR duties and responsibilities. 3. To act in compliance with company guidelines on good corporate governance and ethical behavior. 4. To guarantee and ensure employee confidentiality of events reported, as and when required. 5. To act as the custodian of HR policies and procedures, preparation and updating of the HR Manual and communicating all revised policies throughout the organization with the approval of the CEO/CFO or other relevant Head of Departments. 6. To liaise with Payroll, Accounting, and Administration staff to see that salaries, bonuses, increments and deductions are made on a timely basis and in accordance with legal and tax guidelines. 7. To take disciplinary action where and when required, in conformity with organizational policy and management directives, involving legal counsel as needed. 8. To participate in salary surveys within the industry, incorporating these into increment and bonus packages for employees. 9. To take employee satisfaction surveys and monitor employee morale. 10. To create a suc cession plan for key management staff and keep senior management informed of staff turnover at all levels. Qualifications: Bachelors or Masters in Psychology, Human Relations or Organizational Development. Experience of at least 10 years in handling Human Resources or Administration related functions- with at least 5 years in a middle to a senior management position. Must have completed the requirements of the CIPD and SHRM and be a member of these organizations. Working Conditions: 1. Must be a confident and competent individual, a self-starter willing and able to work without supervision, both individually and as part of a team. 2. Must be able to create, organize and manage a team of competent HR professionals that hold value for the organization. 3. Must be able to work long hours when required, with considerable human interaction at all levels within the organization. Work Schedules: The position is normally a 9 to 5 job; however being a management position, the working hours c an be extended from time to time as necessary in order to perform the requirements of the job. Management positions do not attract overtime.