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澳洲商科论文代写:分析招聘

第三个问题分析招聘的家庭成员被证明是完全无益的业务发展没有适当的资格或家庭成员的业务处理功能使现有的业务更复杂的处理和实时操作中使用的学生组织中被证明是一个事故。例如辛克莱(招聘)。老板的女婿德里克·辛克莱被任命,尽管他没有资格担任这个特殊的职位。他的工作范围是组织和部署景观设计师到工作地点,处理客户和回应客户的关注,开发票完成景观美化和旅行到客户的家报价工作。这整个工作从来都不是他的专长,因为他来自一个以客户为导向的背景。辛克莱对这些任务的了解不足,导致他在客户打电话时难以与他们沟通,从而避免接听电话。除此之外,辛克莱在申请一份工作时还面临着报价问题,因为他对所使用的材料不确定。他也没有对完成的景观美化工作收费。第四个因素是没有职位描述和在招聘员工之前采取的需求标准。在这个组织中,工作职责根本没有被定义。这使得员工对谁来做什么以及什么时候执行这个任务感到困惑。总的来说,这种日常运作中的混乱将导致组织绩效的下降。职位描述的主要目的是明确职责大纲,使筛选过程尽可能直接和集中,这当然是一个滞后因素,因为没有合适的固定员工来分配工作。在休赛期,学生是最具控制力的,因此,要想找到一份与公司全年相匹配的工作描述和规范,学生无疑是一个巨大的挑战。在分配了工作描述后,花园仓库可以完成以下工作,这是目前缺少的因素。在组织中,学生和员工对现有的职责/角色缺乏合作。在组织内没有有利的职业变动,最关键的是没有确定每个职能的薪酬数额。所有这些结合起来就形成了一个适当的职位描述,而这个职位描述目前在组织中是滞后的。

澳洲商科论文代写:分析招聘

The third problem analysis was the recruitment of the family member which proved to be totally unhelpful for the business development as there was no proper qualification or business handling capabilities for the family member making the existing business more complex to handle and the fact the students were used in the real-time operation was proved to be a mishap in the organization. i.e. (Sinclair recruitment). Derek Sinclair, son-in-law of the owner, was appointed although he was not qualified for that particular position. His job scope was to organize and deploy landscapers to job sites, dealing with customers and responding to customer concern, invoicing completed landscaping and travelling to client’s homes to quote jobs. This entire job was never his specialty or expertise as he was from a customer’s orientated background. Low knowledge on this tasks caused Sinclair facing difficulty to communicate with customers when they called, which led him to avoid answering calls. Besides that, Sinclair also faced problem quoting for a job as he was uncertain with the materials to be used. He was also not billing the finished landscaping jobs.The fourth factor is that there is no job description and a requirement criterion that was taken before the employees was recruited. Job responsibilities are not being defined at all in this organization. This causes the employees to be confused as to who is to do what and when to execute this task. Overall this confusion in the daily operation will lead to the downfall of the organization’s performance. The main objective of a job description is to have a clear outline of duties and responsibilities to make the screening process as direct and focused as possible, which was certainly a lagging factor as there were no proper fixed employees to assign the job. student being the most control during the off season it certainly possess a great challenge in terms of curtaining a job description and specification that can match the organization all the year around. With job description being assigned the following could be achieved by garden depots, which are the factors it is missing currently. There is no cooperation of students and employees in the organization insight in existing responsibilities/roles. There is no enabling career moves within the organization, and the most critical is that there is no determination of amount of pay per function. The combination of all these creates a proper job description that is lagging in the organization currently.