HUMAN RESOURCE MANAGEMENT Assignment Example | Topics and Well Written Essays - 750 words

HUMAN RESOURCE MANAGEMENT - Assignment Example In the job position the following things will be considered as vital: The title for particular job position Job responsibilities Critical success factors Official reporting link Supports, authority and assets needed along with accessibility for the job (Commonwealth of Massachusetts, 2009) Advertisement for Job Position After formulating the job description, there is a need to advertise for the job vacancy so as to inform the potential candidates regarding the job openings. Advertisement has emerged as a very significant and common basis for generating manpower in Human Resource Management practices. The advertisement for the post of nurse practitioner and medical records clerk will be given through online websites so as to reach a larger population or young candidates stating the specific position duties. It will be beneficial for appealing appropriate candidates for the positions. In the internet advertisements, the following information will be provided: A summary of job positions which includes fields of works and language requirements An explanation of obligations and accountabilities which classifies the major jobs to be performed by the employee The minimum qualification requirement for fulfilling the position such as educational certificates, special skills, etc The advertisement will be exhibited on one of the popular job websites named ‘careerbuilder.com’. The cost of advertising on ‘careerbuilder.com’ will amount to be around 390 USD/job. Thus, to advertise two posts for job advertisement the cost will be around (390?2=) 780 USD (Careerbuilder, n.d.). Selection Process The selection process will conducted in four phases, which are: Screening of Application Forms Before selecting employees, it is essential to lessen the candidates to a manageable amount. With this concern, the initial screening will be conducted with the application forms and resumes of the candidates. The accurate information will be assessed against the lea st adequate requirements with respect to job specifications. The statistical technique will be used for screening of application forms. After checking the measurable aspects of candidates, the reliability of candidates will be evaluated. Any gap during education years or any kind of indefinite information will be identified and followed up in the interview stage (Pattanayak, 2005). Testing After initial screening of candidates, tests will be conducted for evaluating the intelligence, aptitude and skills of the selected candidates. For the post of medical records clerk, aptitude test of candidates will be conducted with the aim of measuring their ability or underlying skills to absorb the given job responsibilities if adequate training is provided. For the post of nurse practitioner, achievement test will be conducted for assessing candidates’ pertinent capabilities. The achievement test will be applied to varied series of nursing tasks ranging from patient care to clinical ac tivities. The candidates will be selected on the basis of performance on those tests (Bernardin, 2008). Interview Interview will be conducted for measuring the profile of candidates and associating it with job appropriateness. Interview is widely