Job descriptions
The job description are:
List of 3 important questions:
- What is to be done?
- When is it done?
- Where is it done?
A job description typically has three parts:
1. A heading that states the job title and the department in which the job is located.
2. A summary of the duties of the job, typically written in paragraph
3. A list of specific duties assigned to the job.
Personnel recruitment and personnel selection
Selective recruitment remains the most difficult areas, A few practical ways that can help to achieve a greater success rate,
1. Review recruitment practice
2. Ensure candidates go through both their current skills and future potential.
3. Give candidates chance to tell you what they know about your organization.
4. Have a well thought out job description
Employee orientation and employee training
The induction of the newly employed worker to the job is a most important phase of staffing. Smith (1984) outlines ten steps to be included in an orientation program:
1. Introduction to the company
2. Review of important policies and practices
3. Review of benefits and services
4. Benefit plan enrollment
- Completion of employment documents
1. Review of employer expectations
2. Setting of employee expectations
3. Introduction to fellow workers
4. Introduction to facilities
5. Introduction to the job
Employee orientation and employee training
- Training - after the individual worker has been properly introduced to the job, the employee still needs to be thoroughly trained, especially the initial period of employment.
- On the job training
- To reduce time spent in perfecting skills for production and service of attraction
- To avoid accidents and damage to equipment
- To promote good understanding and close working relationship among workers and supervisors
- Off the job training
- Management may enroll the worker in one of the culinary
- Programs offered by community colleges.
Employee supervision and employee appraisal
- For maximum effectiveness from workforce, every employee should know what is expected and how he or she is performing on the job.
- Direct monitoring
- Indirect monitoring
Employee supervision and employee appraisal
- Once evaluation reveals a discrepancy between actual performance and that anticipated by standards and standards procedures, there is a generally accepted five-step approach that can be use as solution:
- Meet with appropriate staff to point out the problem and to determine its cause.
- Identify all appropriate corrective measures that may be adopted.
- Select the best corrective measure from among the alternatives.
- Institute the selected measure.
- Monitor performance to be sure that the corrective measure has the desired effect.
there you go! it is sad that this entry has come to an end. but i i hope you guys can use all the entry i made to enhance your knowledge regarding cost control. this is because, it is quite an important subject to learn if you want to open up business whether its big or not. so, i hope you guys best of luck for your future endeavor and thank you for visiting my blog!
