Recruitment officer job description

Job description of recruitment officer include key duties/responsibilities as follows: 1. Develop recruitment materials Assist the HR Manager in developing job descriptions. Update organization structure as and when required. Develop testing tools for recruitment. 2. Workforce planning Control, maintains and updates manpower plan and prepares related monthly and weekly reports. 3. Workforce market Search workforce market. Identify suitable recruitment channel for company. 4. Recruitment agencies Coordinate local and overseas recruitment campaigns under the supervision of the HR Manager. Coordinate with local and overseas recruitment agencies to fill vacancies. Liaises with approved recruitment agencies for supply of manpower. 5. Issue recruitment notices Designs recruitment advertisements. Draft employment offer letter and contracts for selected candidates. 6. Selection process Screens applicants for basic compliance with position qualifications, summarizes CVs for easier evaluation by the departmental heads. Meets walk-in applicants, collects and assesses CVs. Obtains and assess all certificates and testimonials of the candidates. Ensure all vacancies are filled with the suitable candidates within the targeted time. Interview candidates up to supervisors level and provide feedback to both HR Manager and Line Manager. Ensure all recruitment policies, procedures and techniques are adhered to and recommend improvements. Forwards collected CVs to the concerned departmental heads for evaluation and interviews.

 Conducts new employee orientation and apprises employee of benefit options. Types employment contracts, and issues engagement advice. 7. Recruitment record Coordinate manpower planning process and maintain manpower records. Establishes and maintains files and records on an ongoing basis. 8. Inventory candidates Maintains an active and organized data bank of applicants for various positions. 9. Reports Generates recruitment related reports

PAY ROLL OFFICER JOB DESCRIPTION: To assist in the provision of a high quality comprehensive payroll service ensuring that salaries & expenses are paid within the regulatory framework. Assist the Payroll Manager & Assistant Payroll Manager in delivering an effective Payroll Service that meets the objectives set out in the Annual Service Plan and Service Level Agreement. Processing pensions information in accordance with procedures, through completion of own work and co-ordination of the work of others, to enable the pensions provider to discharge their duties. Investigating payroll & pensions enquiries, providing assistance & advice as required. Assisting in the preparation of payroll/pensions returns in line with set timescales, legal requirements & agreed standards. Maintaining standards of professional practice. Processing payroll information in accordance with procedures, through completion of own work and through the co-ordination of the work of others.

Payroll Officer Job Description Attend and contribute Payroll related information to service unit monthly team meetings, to enable effective delivery of Payroll related performance targets. Liaise with the line managers, third party associations and other stakeholders to ensure effective external and internal relations are maintained. To undertake personal development and training commensurate with the responsibilities of the job. Contribute to the development and implementation of a range of corporate and Payroll projects to enable delivery of a quality service. Knowledge, skills and responsibilities: Partnerships Excellent customer service skills Dealing effectively with all levels of staff and staff associations within the organisation Dealing effectively with external agencies and established partnerships People Good attendance record in line with the Force sickness criteria (not including absences resulting from disability or pregnancy related) Treat all people with dignity and respect Able to work successfully as part of a team Professionalism Payroll Officer Job Description Minimum of one year experience in a payroll related position. Committed to Continuous Professional Development Good written and verbal communication skills Competent in the use of Microsoft Office applications Problem Solving Ability to make effective decisions Actively seeks to find solutions to problems

Ability to work independently Ability to investigate enquiries and respond in timely manner

EMPLOYEE WELFARE
INTRODUCTION Employee welfare defines as efforts to make life worth living for workmen. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employers own initiative.

To To To To To To

give expression to philanthropic and paternalistic feelings. win over employees loyalty and increase their morale. combat trade unionism and socialist ideas. build up stable labour force, to reduce labour turnover and absenteeism. develop efficiency and productivity among workers. save oneself from heavy taxes on surplus profits.

Employee Welfare Officer Section 49 of the factories act provides that in every factory wherein 500 or more workers are ordinarily employed the employer shall appoint at least one welfare officer. The welfare officer should possess; (i) a university degree; (ii) degree or diploma in social service or social work or social welfare from a recognized institution; and (iii) adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated. Supervision Counseling workers Advising management Establishing liaison with workers Working with management and workers to improve productivity. Working with outside public to secure proper enforcement of various acts.

About Employee Morale

Employee morale is the relationship that a particular employee or a group of employees have with their work and the organization they work for. High employee morale means that employees are happy, and this is reflective in the kind of work they produce. On the other hand, low employee morale results in less productivity and pessimism among employees. It is important for every organization to continually keep employee morale high.

Significance

Employee morale is part of workplace culture and it is important in the company. When workers are happy, they tend to be more efficient because they enjoy their work. It is important that employees don't feel overworked and burdened by their job. Employee morale gauges organizational culture and how employers' treatment of their employees impact how the employee thinks about the organization as a whole.

Develop

First and foremost, better communication improves employee morale. Encouraging employees to reason better and communicate their ideas effectively will result in better understanding of each ohter. This also develops leadership in employees and teaches them how to be assertive. Regular evaluation also helps keep things in check. Top management should make it a point to talk sincerely to their employees and staff and build a solution to resolve any issues present. Managers should make any expectations known.

Effects

High employee morale results in a highly effective team. A nurturing and supportive environment helps employees do their best work and share ideas without fear of being ostracized and ridiculed. High morale is also an indication of job satisfaction, which helps organizations keep employees. Employees are also more aware of their environment and will be more forward in asking for help and support, thus resolving issues because they get worse.

Considerations

The human resources department of a company gauges employee morale and participates in activities and events that would help boost employee morale. Teambuilding exercises are particularly important, because when employees are working in harmony, they tend to help each other, thus collectively relieving the amount of work that needs to be done for the company.

Expert Insight

One of the best ways to boost employee morale is to reward hard work. An employee may sometimes feel burdened by the amount of work that needs to get done and could start thinking about the value of the work versus the amount of pay he receives. By recognizing the hard work of an individual, employees are more likely to want to show their skills and contribute more because they know they are appreciated. Recognition, not just monetary compensation, is an incentive that will keep an employee setting higher standards and doing more in his job

Industrial Relations Officer

Industrial relations officers manage employment conditions and related issues. Industrial relations officers aim to encourage employees and employers to work towards the development of effective organisational practices. They may represent industrial, commercial, union, employer or other organisations in industrial negotiations. Industrial relations officers may perform the following tasks:

advise on the operation of industrial awards and agreements undertake negotiations on rates of pay and conditions of employment for employees and employers develop and administer policies on different employee classifications, wage structures and related matters maintain good relationships between employers and employees examine and attempt to resolve industrial disputes and grievances in the workplace, e.g. an industrial relations officer may act as the management representative when discussions are being held with trade unions about the effects of technological change on the duties of employees in a manufacturing workshop study and interpret relevant industrial legislation (the laws which are formulated by parliament to control industrial practices in the workplace) advise others on the proper procedures for carrying out negotiations and on the special regulations relating to employment and salary agreements conduct research into particular industrial relations issues (e.g. the effects of changes in work practices on productivity) represent an industrial group as a representative before industrial tribunals advise, develop and negotiate enterprise-based agreements.

The work of industrial relations officers varies according to where they are employed. Those working for organisations with a large workforce seek to minimise industrial disputes by acting as a communications link between management and employees. Those working for employer associations or trade unions aim to protect the interests and maximise the benefits of the group they are representing.

Required Skills - Industrial Relations Officer

good communication skills good conflict resolution skills willing to work within rules (legislative and legal)

TRAINING: MEANING; Training is a process of learning a sequence of programme behavior. it is an application of knowledge .It gives people an awareness of rules and procedures to guide personal behavior. Development is a relational and rational process. It covers not only those activities, which improve its performance, but also those, which about the growth of the productivity, helps individual in the progress towards maturity and actualization of capabilities. 1.1 Training and Development Process Determining training needs Decide the purpose of training Choosing appropriate/Suitable training Evaluating training effectiveness this potential

on the job training methods are used for the employees welfare. Reasons behind Training Increase the use of technology

Arising labours turnover Promotion within the organization Needs of additional hands with increased production of product and services New employees need of training because of inexperience. Old employees need of training for refreshing Reduce working time ,Supervison,spoil Wastage, Produce and improve production and reduce learning time Reduce grieveness, accident rates and raising morale. 1.2 PLANNED TRAINING Identify training needs Define learning requirements Planned Training programme Techniques Facilities Implement Training Evaluate training Location Trainers

Essentials of Good Training Programme 1. clear purpose 2. Training needs 3. Relevance 4. Individual differences 5. Appropriate incentives 6. Management support 7. Balance between theory practice Methods and Techniques of Training

Some of the methods and techniques of training as follows: ON-THE-JOB TRAINING Under this method, the workers is given training at his workplace by his immediate supervisor.They include learning by doing. 1. Coaching The supervisor gives direct instruction and guidance to the training. He demonstrates how to do the job. The advantage here is greater for minimum adjustment after training. 2. Job Rotation In this method the trainee is periodically rotated from job to job. The purpose is to broaden his outlook and give a general background view of the organization. 3. External Agency: The trainee is periodically gets the training form the same type of external agency. Supervisors Development Supervisor development or management development is a systematic and continuous of learning and growth, it is designed to create behavioral change in executives by cultivating their mental abilities and latent potential. Main features Executive development is a planned and organization process rather then haphazard/automatic techniques. Management development is mainly self-development it depends more on effort of individual executives themselves than on efforts organization. 1.3 Management development Mum ford (1993) Business strategy Business environment

Critical Success factors Organization capability Business performance Management capability

Skills and Knowledge Technical Skill Human Skill Conceptual Skill A large variety of techniques are employed for the training and development of executives. These techniques may be classified into the following categories. 1.On-the-job Methods Position rotation Special projects and task forces Committee assignments Case study Role playing A special project is a highly flexible training device. Under it, a trainee is assigned a project closely related to his job. For instance trainee will study the problem and make recommendations. By performing the special assignment he learns work procedure and organizational relationships. Some times a task force is created consisting of several executives from different functional areas. The trainee not only acquires knowledge about the assigned tasks but also learn how to work with others. committee Assignments In this technique committee is constituted to study solve specific problems. Trainees with different viewpoints are included in the committee. By participating in committee meetings and discussion, every member gets an opportunity to learn from others. Committee assignments help executives in acquiring general background and a wider perspective. Case study

Methods of executive development

2.Off-the job Methods

Special Projects

Under this method the trainees are given a problem to discuss and analysis study is a written account of a real life business event or an imaginary one. Case studies are extensively used in training personal management, law, marketing, business policy and human relations. Case discussion increases the trainees power of observation and analysis. They learn that is not single answer to a particular problem. Role Playing Under it is a conflict which is artificially created and the trainees are assigned different roles to play. No dialogue is given beforehand. The role players then act out their parts spontaneously. For example, a trainee may play the role of a salesman and make a presentation to a purchasing agent. Role playing is used in human relations and leadership training. It helps to develop insight into ones own behavior and its effect upon others.However; it is a time consuming and expensive process requiring experience trainers. TYPES OF TRAINING 1. INPLANT TRAINING 2. REFRESHER TRAINING 3. COMPANYS TRAINING NEW TECHONOLOGIES 4. STRESS MANAGEMANT TRAINING 5. SKILL IMPLEMENT KEMP(K.M.per litter)