Develop documentation for human resources professionals to manage aspecific employment position. The materials you create would assist human resources professionals to choose, train, and develop successful employees toward helping the company meet its goals.


Reference at least one human resources journal and at least one reputable Web site for human resources professionals, in addition to the text. Format references according to APA guidelines.

The five project deliverables will all focus on a single employment position. The deliverables are as follows:

Executive summary
Presentation on job analysis
Tips for the selection process
Script for orienting new employees
Training proposal

This is what I have written

This documentation will assist human resources professional to choose, train, and develop successful employees toward helping the comapny meet its goal. Human resources are a tem in which many organizations decribe the combunation of traditional administrative personnel functions with performance management, employee relations and resource planning.

A job analysis is designed to obtain descriptive information about the tasks performed in a hob and the knowledge needed to adequately perform those taks. Job analysis is aldo the process of obtaining information about jobs by determining the duties, taks, or activities of those jobs. The procedures involves systematically investigating jobs by following a number of predetermined steps speified in advance of the study. When completed, job analysis of twenty or thirty individual jobs taks or activities. Human Resource managers will use this data to develop hob descriptions and job speifications. These documents, in turn, are used to perform and enhance the different Human Resource functions such as the development of performance appraisal criteria or the content of training classes. The ultimate purpose of job analysis is to improve organizational perfomance and productivity.

Selection tools give you the process of reducing the number candidates and choosing from among those individuals who hav the relevant qualifications. It is important to choose the right method of selection tools for the job, because if you do not choose the right method of selection tools it could lead to direct and infirect expense of hiring an employee who turns out to be unsuccessful. Another method of not choosing the right method of selection tools could be the cost of an opportunity of someone who could have been successful, but did not get a chance.

Some tip on the selection process for hiring a candidate and making a fair decision can be stucture the interview to be as consistent as possible for all candidates. Use the same questions. setting time allotment and interviewers. Utilize patterned interviews with each candidate is treated fairlly and to minimize inconscious biases

After the selection of successful employees the first step in their introduction to company policies, practivces and benefits is an orientation program. Effectively orienting new employees is to establish a successful, productive working relationship. This is usually conducted by the staff personnel unit. The subjects covered in the orientation process include products of the company employee benefirs salary schedules safety probationary period timed recording and absence, holiday's, equal employment opportunity programs packing and the grievance procedure.

Most organized induction program is performed by the immediate supervisor. The inductee is introduced to fellow employees given a tour of the department and informed about such details as locker and rest rooms, supply procedures hours of work overtime call in procedure rest and luchh periods and lunching facilities. After a couple of weeks on the job the supervisor might want to follow up with the employee to make sure everything is going smoothly wiith the employee.

Training is giving employees specific knowledge and skills in order for them to effectively and efficiently perform their jobs. Apart from increasing workers skills and knowledge the right training may increase an employee's motivation, chances for advance,ent morale and lead to more productivity and better quality.

Once the training needs have been determined, the nest step is to design the type of learning enviroment necessary to enhance learning. The success of training programs epends on more than the orgaization's ability to identify training needs. One training proposal would be on the job training.

One the job training gives the employees hands on experience. The advantage of providing hands on experiene gives the new wmployee a chance to buiuld a good relationship with other employees. As time becomes a critical resource and is needed most on the job training is viewed by some to be potentially the most effective means of facilitating learning in the workplace.

This documentation will assist human resources professional to choose, train, and develop successful employees toward helping the comapny meet its goalS. Human resources are a tem SP in which many organizations decribe the combunation SP of traditional administrative personnel functions with performance management, employee relations and resource planning.

A job analysis is designed to obtain descriptive information about the tasks performed in a hob SP and the knowledge needed to adequately perform those taks SP. Job analysis is aldo SP the process of obtaining information about jobs by determining the duties, taks, or activities of those jobs. The procedures involves SP systematically investigating jobs by following a number of predetermined steps speified SP in advance of the study. When completed, job analysis of twenty or thirty individual jobs taks SP or activities. Human Resource managers will use this data to develop hob SP descriptions and job speifications. These documents, in turn, are used to perform and enhance the different Human Resource functions such as the development of performance appraisal criteria or the content of training classes. The ultimate purpose of job analysis is to improve organizational perfomance and productivity.

YOUR WORK IS LOADED WITH TYPOS OR MISSPELLINGS (INDICATED BY "SP"). YOU NEED TO DO SOME PROOFREADING OF THE ARTICLE YOURSELF BEFORE ASKING US TO HELP YOU. USING A SPELL CHECKER APPLICATION CAN HELP YOU TO FIND MOST OF YOUR ERRORS.

THERE ARE NO JOURNAL OR WEB SITE REFERENCES, WHICH WERE PART OF THE ASSIGNMENT.

If nobody is available to proofread your work, you can do this yourself. After writing your material, put it aside for a day — at least several hours. (This breaks mental sets you might have that keep you from noticing problems.) Then read it aloud as if you were reading someone else's work. (Reading aloud slows down your reading, so you are less likely to skip over problems.)

If your reading goes smoothly, that is fine. However, wherever you "stumble" in your reading, other persons are likely to have a problem in reading your material. Those "stumbles" indicate areas that need revising.

Once you have made your revisions, repeat the process above. Good papers often require many drafts.

Once you have put a little more effort into your paper, please repost it for our feedback.

I hope this helps. Thanks for asking.

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To develop documentation for human resources professionals to manage a specific employment position, you can follow these steps:

1. Research Human Resources Journals: Start by referencing at least one human resources journal to gather information on best practices, HR strategies, and industry trends related to the specific employment position you are focusing on. Some reputable HR journals include the Journal of Applied Psychology, Human Resource Management Journal, and Personnel Psychology. Make sure to format your reference according to APA guidelines.

2. Explore Reputable HR Websites: In addition to HR journals, also reference at least one reputable website for human resources professionals. Websites such as the Society for Human Resource Management (SHRM) and the HR Certification Institute (HRCI) offer valuable resources, articles, and tools to support HR professionals in various areas. Again, format your reference according to APA guidelines.

3. Executive Summary: Start with an executive summary that provides an overview of the employment position's role, importance, and how it contributes to the company's goals. Include key highlights and the main objectives of your documentation.

4. Presentation on Job Analysis: Create a presentation that focuses on job analysis for the specific employment position. Explain the importance of job analysis, the process involved, and its benefits. Provide examples of how job analysis data can be used to develop job descriptions, job specifications, performance appraisal criteria, and training programs.

5. Tips for the Selection Process: Develop a comprehensive guide or set of tips to help HR professionals during the selection process for this particular employment position. Include best practices for reviewing resumes, conducting interviews, using selection tools (e.g., assessment tests, skills evaluations), and making fair and unbiased decisions. Incorporate information from HR journals and websites to support your recommendations.

6. Script for Orienting New Employees: Create a script or guideline for HR professionals to use when orienting new employees to the company, its policies, and practices. Include important topics such as company culture, employee benefits, salary schedules, safety procedures, equal employment opportunities, and grievance procedures. Incorporate information from HR journals and websites to ensure your script is comprehensive and up-to-date.

7. Training Proposal: Develop a training proposal specifically tailored to the needs of the employment position. Identify the specific skills and knowledge required for success in this position and design a training program to address those needs. Consider different training methods such as on-the-job training, workshops, e-learning, mentorship programs, or external training resources. Justify the need for training and explain how it will contribute to achieving the company's goals. Reference relevant HR journals and websites to support your proposal.

Remember to format all references according to APA guidelines. By following these steps and incorporating information from reputable HR journals and websites, you can create thorough documentation that will assist HR professionals in choosing, training, and developing successful employees to help the company meet its goals.