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Human Resource Receptionist Job Overview: The HUMAN RESOURCES Receptionist will probably be responsible for Greets the public, gives general administrative support which includes answering telephones, typing, scheduling appointments, issue handling/tracking, worker applications. Featuring assistance and directions for the organizations, about where to go to address their HUMAN RESOURCES questions.

Necessary Job Functions:

1. Exceptional phone etiquette with in least 12 months experience operating a cell phone switchboard to reply to, screen and forward telephone calls, providing info, taking messages and scheduling appointments.

   Welcome and Welcome employees and visitors to show good customer service

2. Maintain staff files in alphabetical order to maintain document organization.
3. Good writing expertise in order to prepare letters and related paperwork using Ms Word as well as (Excel, PowerPoint and Access) to speak with employees and stakeholders with the organization.
4. Help Public and employees with personnel inquiries using the firm policy and procedure to ensure the correct details is given. Sort and deliver incoming mails and téléfax by departments to get to the intended receiver in a timely manner.
5. Organize Director’s work schedule Using MS Outlook Diary to keep sessions, meetings and manage the director’s daily schedule.
6. Past Knowledge of administrative and pre-employment assessments is known as a plus.

Required Knowledge, skills and abilities:

• Knowledge of a multi-line phone system with at least 2-3 numerous years of receptionist and/or administrative experience.
• Previous familiarity with administration and pre-employment checks. Two years of proven customer satisfaction experience (i. e. friendly attitude, being attentive, proactive and willingness to help).
• Three years or more experience using MS office software applications (MS word, Excel, PowerPoint, Access) as well as MS Prospect
• Knowledge of employing organizational logogrammatic filing program and submitting procedure
• Ability to work separately, Self-starter who takes initiative
• Ability to multi-task and quickly change course based on changing needs and priorities.
• Capability to exercise discernment while controlling confidential information. Experience

Job related experience is needed Education Co-workers or Bachelor’s Degree in operation or Recruiting Certifications & Licenses non-e Required Environmental Factors and Conditions/Physical Requirements The HUMAN RESOURCES Receptionist situation requires the subsequent physical needs: prolonged resting or standing up, some training, carrying, pushing, and/or pulling, some stooping, kneeling, and reaching and significant excellent finger dexterity. Equipment and tools applied Computer, Multi-line phone system, Copier, and Fax Machine Pre -employment background check and drug screening required

Books Review Businesses are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however , requires a systematic method of determine the proper employee for the right position. The process has become and so large that organizations will need specialized help from Human Resource Management (HRM) departments to ensure that the needs of the placement are fulfilled. Therefore , the HRM office provides the function of job analysis in order to select the right person for the position. Job analysis is a complicated and vital part of every single HRM plan, as well as an important systematic process used within an organization to ascertain future people of the labor force. ” Work analysis adds too many essential Human Resource Management functions as it pinpoints and evaluates the relation between the task and precisely what is required. According to the “Job Evaluation: Overview, ” Job analysis is a process used to discover and identify in detail this job duties, requirements, as well as the relative significance of these obligations for a provided position or possibly a particular work.

A job evaluation defines the task, activities, tasks, objectives, products, services, or perhaps processes needed to perform a particular job. That collects details about work actions, human behaviors, machine, tools, equipment and work helps, performance specifications, job framework, and individual requirements. These in turn help to identify the knowledge, skills and abilities required to perform a job. An important factor to note is that from this process, evaluation is executed on the job, not really the person, which also results in a description of the job but not the person.

There are numerous methods/ways to conduct a job analysis. It really is dependent on company needs and what solutions are available. Questionnaires, observations and interviews are very common strategies. Although person methods are used exclusively, a lot of can be used in combination, besides the a few resources as listed above there are also the utilization of surveys as well. In fact , we recommend that utilizing several method is even more sensible (How, 1998), (Dessler, 2005).

In human resources, task analysis plays an important part of it. It gives you information concerning positions inside the organization. It is an important topic as well as a vital employment tool which can assist with HR activities and potential and current employees, ‘Job analysis is definitely the systematic examine of positions to identify all their observable duties and obligations, as well as the expertise, skills and abilities needed to perform a particular task or perhaps group of tasks’ (Kovac, 06\, p. ). Job evaluation can be used in determining schooling needs simply by identifying teaching content, the assessment tests which have to be used to measure the effectiveness to train, the equipment being used in the training process, plus the methods of training. Job Research can also be used in compensation to spot the abilities, the rempla?able job elements, the work environment, the tasks, and the necessary level of education and salary level.

In collection procedures, job analysis can be used to identify work duties that must be included in advertisements of vacant position, the proper salary levels for a placement, the lowest requirements, the interview queries, the selection testing, the analysis forms, etc . For functionality reviews, work analysis can be used to figure out goals and objectives, performance criteria, the evaluation criteria, the size of probationary period. (www. ssa. gov Review and Evaluation of Task Analysis Practices) I structured my work analysis about these same features stated above, I used the interview, and declaration for my personal job analysis.

By visiting my personal previous workplace human resource department and chatting with the human resources manager in order to get a better in-site on how they do their task analysis, along with doing some on-line research along with getting information concerning human resources literature. My task and KSA statements depend on the job descriptions of additional human resource receptionist positions within my area. Through my study on this particular position I have found that every business or company has many different descriptions of what their human resource receptionist does based upon the type of organization that it is.

Even though a lot of the information were similar for companies and larger business for the most part, small enterprises that do have this location seemed to lack in the job description with their human resource receptions and had additional job points for them just like working huge equipment. This project offers definitely taught me a lot more than I ever before knew regarding human resources and what they do I don’t realize simply how much work went into the Human Assets Department of a business.

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