HRM

Assignment no.2

Yusra Amin, 1711237 BBA 6C

Submitted to: Dr. Noman Soomro
 Section A

Based on your understanding and in line with the sections of Job Description and Job Specification
available on Page 118, Gary Dessler, 13th Edition Book. Prepare and write the Job Description and Job
Specification of the following Jobs. The job description and job specification must be in line with the
sample of the job description and job specification available in Figures 4-7 on Page Number 119.

1. Security Guard
2. HR Data Analyst
3. Driver
4. Chief Executive Officer
5. Human Resource Director

1
JOB TITLE: Security guard JOB CODE: 1000
RECOMMENDED SALARY GRADE: D EXEMPT/NONEXEMPT STATUS: Non- exempt
JOB FAMILY: Security EEOC: watchman/Security guards
DIVISION: Primary Education REPORTS TO: Security Head Supervisor
DEPARTMENT: Security Department LOCATION: Karachi
DATE: 01/01/2015

Job Summary:
Periodically guards buildings and grounds. Requires a Primary Education or its equivalent and 0-2 years of
experience in the field or in a related area. Familiar with standard concepts, practices and procedures within a
particular field. Perform a variety of tasks. Work under general supervision; typically reports to a supervisor or
manager. A certain degree of creativity and latitude is expected.

Responsibilities:
 Secure premises and personnel by patrolling property; monitoring surveillance equipment; inspecting
buildings, equipment and access points; permitting entry
 Obtain help by sounding alarms
 Prevent losses and damage by reporting irregularities, informing violators of policy and procedures;
restraining trespassers
 Control traffic by directing drivers
 Complete reports by recording observations, information, occurrences and surveillance activities;
interviewing witnesses; obtaining signatures
 Maintain environment by monitoring and setting building and equipment controls
 Maintain organization's stability and reputation by complying with legal requirements
 Ensure operation of equipment by completing preventive maintenance requirements; following
manufacturer's instructions; troubleshooting malfunctions; calling for repairs; evaluating new equipment and
techniques
 Contribute to team effort by accomplishing related results as needed
 Ensure the security, safety and well-being of all personnel, visitors and the premises
 Provide excellent customer service
 Adhere to all company service and operating standards
 Remain in compliance with local, state and federal regulations
 Respond to emergencies to provide necessary assistance to employees and customers
 Protect the company's assets relative to theft, assault, fire and other safety issues
 Follow procedures for various initiatives, including fire prevention, property patrol, traffic control and
accident investigations

Requirements:
 Efficient Written and Verbal Communication Required
 An Individual must be to Follow Complex Instructions
 Interpersonal Skills
 An individual must have Knowledge of Security Operations and Procedure
 An individual should be able to Manage Multiple Tasks
 An individual must have knowledge of Basic Security and Fire Inspection Procedures
 An individual must be able to do Lifting
 An individual must possess necessary Surveillance Skills
 Safety Management
 An individual must be able to practice Professionalism
 Necessary Reporting Skills Required
 Basic Primary education and 0-2 years of experience
 Gender preference: Male
2
JOB TITLE: HR Data Analyst JOB CODE: 1012
RECOMMENDED SALARY GRADE: B EXEMPT/NONEXEMPT STATUS: Non- exempt
JOB FAMILY: Data Analysts EEOC: Analyst
DIVISION: Bachelors/masters REPORTS TO: Head of HR
DEPARTMENT: HR department LOCATION: Isamabad
DATE: 01/02/2016

Job Summary:
An individual is responsible for identifying and assisting in solving HR related issues, ensuring these
adhere to the organizations policies and objectives. Analyzing and evaluating data and reports, feeding
back the findings to relevant managers and advising on changes and improvements are all part of the
role.

This role involves creating and delivering presentations and training across the business when required.
Having strong communication skills is key as you will build relationships with employees at all levels and
liaise with partners or clients in some instances.

Responsibilities:
1. Identifying and working with the HR team to resolve various HR related issues
2. Communicating with customers where necessary and helping with trouble shooting and any
client business needs
3. Helping with job audits and HR investigations and following up with relevant parties
4. Creating and delivering specialized presentations and training on HR related topics across the
business
5. Analyzing and presenting data and reports to the appropriate area of expertise, identifying
errors and advising on solutions
6. Assisting the HR team in the progression and moderation of operating policies, guidelines, and
systems to encourage best practice within the company
7. Reviewing employee and candidate data and inputting this into relevant HR databases
8. Potentially supervising with training and providing coverage and feedback of staff performance

Requirements:
 Bachelor's degree.
 5+ years’ experience in an analyst role. Human resources (HR) analytics preferred.
 Advanced skills in Microsoft Excel and Microsoft Word.
 Experience with Power BI and / or data visualization techniques preferred.
 Experience with human capital management (HCM) systems preferred.
 Ability to draw conclusions and communicate results from large and/or disjointed data
sources.
3
JOB TITLE: Driver JOB CODE: 1104
RECOMMENDED SALARY GRADE: E+ EXEMPT/NONEXEMPT STATUS: Exempt
JOB FAMILY: Transportation EEOC: Driver
DIVISION: Primary Education REPORTS TO: Line manager of Transport
DEPARTMENT: Transport LOCATION: Islamabad
DATE: 01/08/2018

Job Summary:
We are looking for a reliable Company Driver to assist the company with all transport-related duties. The
Company Driver’s responsibilities include dropping and picking up staff, collecting various packages, and
maintaining a travel log to record work hours, travel-time and locations traveled to. You should also be
able to perform routine checks on the company vehicle.

You should ensure that all transportation duties are carried out in a timely manner. Ultimately, a top-
performing Company Driver should be able to ensure that addresses and other transportation details
are correct before undertaking any pick-up or drop-off duties.

Responsibilities:
 Safely transporting company staff as well as various products and materials to and from
specified locations in a timely manner.
 Assisting with the loading and offloading of staff luggage, products, and materials.
 Adjusting travel routes to avoid traffic congestion or road construction.
 Promptly informing the company of any tickets issued against the company vehicle during work
hours.
 Ensuring that the company vehicle is always parked in areas that permit parking in order to
avoid towing.
 Keeping the company vehicle clean and properly maintained by performing regular washing,
cleaning and vehicle maintenance.
 Providing accurate time records of the company vehicle’s coming and goings.
 Reporting any accidents, injuries, and vehicle damage to management.

Requirements:
 Primary or GED is preferred.
 Valid driver’s license.
 Clean driving record.
 Sound knowledge of road safety regulations.
 Working knowledge of local roads and routes.
 The ability to utilize maps, GPS systems, and car manuals.
 Effective communication skills.
 Punctual and reliable.
4
JOB TITLE: Chief Executive Officer JOB CODE: 1100
RECOMMENDED SALARY GRADE: A+ EXEMPT/NONEXEMPT STATUS: non-exempt
JOB FAMILY: Supervise EEOC: Head of Management
DIVISION: MSc, MA REPORTS TO: Board of Directors
DEPARTMENT: Senior Management LOCATION: Islamabad
DATE: 01/01/2019

Job Summary:
The CEO is responsible for providing strategic, financial and operational leadership for the company and
will closely coordinate and work with the Board of Directors and senior leadership team. 

Responsibilities:
1. Plan, develop, implement and direct the organization’s operational and fiscal function and
performance.
2. Act as a strategic partner by developing and implementing the company’s plans and programs.
3. Analyze and make recommendation on the impact of long range growth initiatives, planning,
and introduction of new strategies and regulatory actions.
4. Develop credibility and authority for the finance leadership team by providing accurate analysis
of budgets, reports and financial trends and operational procedures in order to assist the BOD and
senior executive team.
5. Create, improve, implement and enforce policies and procedures of the organization that will
improve operational and financial effectiveness of the company.
6. Communicate effectively and establish credibility throughout the organization and with the
Board of Directors as an effective developer of solutions to business challenges.
7. Provide strategic input and leadership on decision making issues affecting the organization;
specifically relating to the evaluation of potential mergers, acquisitions or partnerships.
8. Act as a strategic advisor and consultant offering expert advice on contracts, negotiations or
business deals that the corporation may enter into.
9. Evaluate company’s financial, operational, and sales and marketing structures to plan for
continual improvements and a continual increase of operating efficiencies.
10. Mentor and interact with members of staff at all levels to foster growth and encourage
development among senior executive team and all members of staff.  

Qualifications:
1. Proven experience as CEO or in other managerial position
2. Experience in developing profitable strategies and implementing vision
3. Strong understanding of corporate finance and performance management principles
4. Familiarity with diverse business functions such as marketing, PR, finance etc.
5. In-depth knowledge of corporate governance and general management best practices
6. An entrepreneurial mindset with outstanding organizational and leadership skills
7. Analytical abilities and problem-solving skills
8. Excellent communication and public speaking skills
9. MSc/MA in business administration or relevant field
 JOB TITLE: Human Resource Director JOB CODE: 1020
RECOMMENDED SALARY GRADE: A EXEMPT/NONEXEMPT STATUS: non-exempt
JOB FAMILY: Senior Management EEOC: Senior management
DIVISION: Bachelors graduate REPORTS TO: CEO
DEPARTMENT: Senior Management LOCATION: Karachi
DATE: 01/08/2019

5
Job Summary:
The primary purpose of the Director of HR is to be a Business partner to Processing and Live Operations'
departments, working directly with the Senior Director, and Director peers, to drive strategy. This
includes direct responsibility for the overall administration of HR activities, to include: Workforce
Planning, Talent Management, EEO, Employee Relations, Labor Relations, Staffing, Health and Wellness
and Medical. The Director of HR guides, promotes and implements HR Strategies, as well as ensures all
HR support is in place, meets, and is proactively aligned with business objectives.

RESPONSIBILITIES:
 Continuously improve the Employee Value Proposition with the corporate team to attract high
quality talent, source candidates, coordinate/conduct interviews, offer and onboard new hires.
 Support management team in finishing performance management procedures, including the
annual and half year review process, goals setting, and implementation of performance
improvement plans.
 Ensure all Federal, state, and local laws, and corporate HR-related compliance matters are
proactively addressed.
 Create and/or update local HR policies, procedures, and guidelines as needed.
 Coach and counsel employees and managers about employee relations to enhance employee
satisfaction.
 Development and participate in staff training and development programs.
 Management and work with third-party service providers to ensure compliant administration of
payroll and benefits.
 Participate in special initiatives and projects as needed.
 
EXPERIENCES:
 Minimum 5 years of experience in HR positions, preferably in technology, start-ups, or skills-
based industries.
 Ability to communicate professionally in English.
 Broad HR experience in recruitment, benefits administration, compensation and talent
development.
 Understanding of Local HR legal requirement, High reliability on compliance as well as risk
assessment.
 Strategic thinker with proven ability to develop and implement HR programs.
 Ability to prioritize and handle multiple tasks in fast paced environment, excellent interpersonal
skills and solid listening and problem solving skills.
Section B
Case Studies
1
1. In line with your course, define the significance of the case?
The Significance of the case can be defined by the fact that case talks about the innovative
recruiting methods used by the enterprise Rent A Car and their effectiveness. Such as online
games which gives message of Virtual Marketing of enterprise and its fun culture. Another
creative approach used was the sponsorship of Personal Enterprise show on MTV, in which
candidates for a job at Enterprise were viewed during two rounds of behavioral interviews. The
candidates were asked questions, and they were “judged” on their answers. But unlike other TV
reality shows where only one person wins, three of the four candidates were offered jobs. The
online games and the TV show were attention-getters, but the greatest source of Enterprise
recruits comes from employee referrals. Enterprise employees who refer candidates are hired
and remain with the firm can receive incentives of $500 to $1,500 each. Enterprise is somewhat
unusual as an employer because it uses both traditional and creative recruiting means. The wide
range of activities has helped Enterprise recruit more effectively, which aids its strategic goal of
establishing its “employment brand”. Hence, Identified the significance of the case is the
effective recruitment methods stated in the case.

2. How does having multiple recruiting means help Enterprise establish its brand?
Enterprise is using multiple recruiting means such as online games, sponsorship of personal tv
show on MTV and employee referrals. The wide range of activities has helped Enterprise recruit
more effectively, which aids its strategic goal of establishing its “employment brand.” At the
heart of its branding efforts has been a program called My Personal Enterprise. This program
combines all of Enterprise’s recruiting materials and advertisements, its Website, and its other
recruiting efforts. As a result, brand is established effectively.

3. Go to the Enterprise Website (www.erac.com/recruit) and then click on the tab “About
Enterprise.” Check out the online game, career opportunities, and other components. Then
evaluate how effective you feel the Website is as an employment branding and recruiting
resource.

The website is designed creatively and informative. It is user friendly. It provides both products
and employment opportunities under different sections. There is vast pool of career
opportunities and covers vast areas of interest. The websites also cover the culture ad
environment. Hence, all the above menitioned factors make the website as an employment
brand.
2
1. In line with your course, define the significance of the case?
Significance of the case can be identified by the fact that case reflects the importance of
not having job description when there were 30 new inexperienced employees hired who
were really confused of what to do and what an what not to. This incident forced them
to draw up the job description with the help of their old employees. Hence, identified
the importance of case is the importance of job description stated in the case.

2. Should Phil and Linda ignore the old-timer's protests and write the job descriptions as
they see fit? Why? Why not? How would you go about resolving the differences?
Ignoring old timers might result in demotivation and therefore low productivity. Old
timers are an asset as they are only few employees who know their job well and without
job description. It might result in employee turnover. Secondly, drawing up a job
description as they see might result in undermining of duties of employees and again it
would result in low productivity. Best solution in thi case would be to carefully watch
the duties of old timers and see if these duties are on the job description.

3. How would you have conducted the job analysis? What should Phil do now?
Other options may have been to conduct personal interviews instead of using the
questionnaires. However, it is unlikely that the resulting disagreement would have been
avoided by using another method. The method they used was a good one. Phil has
several courses of action available to him. The best may be to allow the process to go
on with the old timers’ job descriptions.
3
1. In line with your course, define the significance of the case?
The significance of the case can be identified by the fact that case talks about an
unorthodox culture of Triology inc. Also, Case mention the recruitment
techniques which helps in recruitment of best people. Case can help
organization learn what techniques should be used to employee best staff. Also,
what environment is suitable to their employees

2. Identify some of the established recruiting techniques that underlie the

Trilogy’s unconventional approach to attracting talent?
Trilogy actively recruits potential employees early in the hiring cycle. Their
techniques include reviewing resumes (over 15,000 in one year), attending job
and career fairs, conducting on-campus interviews (over 4,000), flying in
prospects for interviews, and having more personalized procedures for handling
top recruits.

3. What particular elements of Trilogy’s culture most likely appeal to the kind of
employees it seeks? How does it convey those elements to job prospects?
A number of company characteristics may appeal to programmers, including: no
dress code, no regular work schedule, self-directed scheduling, co-workers with
similar interests, and technically challenging work.
4. Would Trilogy be an appealing employer for you? Why or why not? If not,
what would it take for you to accept a job offer from Trilogy?
I would like to know about career paths, mentoring, and measures of success
before answering this question. If company is in align with my career path that
of course it’s an ideal employer for me. Also, if company is providing me great
opportunities to grow then it’s an ideal employer.
5. What suggestions would you make to Trilogy for improving its recruiting
processes?
The present recruiting processes of Trilogy Software, Inc. is quite different from
the other existing software companies, but it seems so effective in its working
environment. In general, we can appreciate the overall recruitment techniques,
but it may be even more standardized. Some suggestions about improving these
techniques may be like the followings:
a) To generate more experience in the workplace, it can recruit more
professional persons compared to the fresher’s candidate.
b) It can appoint proper personnel to work at proper work position, or division
of work may be more standardized to ensure increasing work efficiency.
4

1. In line with your course, define the significance of the case?

The case talk about insider trading where information about companies in illegally
passed on to people who can benefit from it. This is an important problem to address. In
order to address this problem, it advised to to take right recruitment steps to employee
right people. It is very necessary to do a backgrund check on employees. Since case
address all these problems it is important.
2. We want you to design an employee selection program for hiring stock traders. We
already know what to look for as far as technical skills are concerned accounting
courses, economics, and so on. What we want is a program for screening out potential
bad apples. To that end, please let us know the following: What screening test(s)
would you suggest, and why? What questions should we add to our application form?
Specifically, how should we check candidates' backgrounds, and what questions
should we ask previous employers and references?

Intelligence tests- They are tests that are use intellectual abilities. They measure a
number of traits like verbal frequency, memory, and numerical abilities. This helps to
identify those individuals who are intelligent more to know the shares and stocks that
have returns both in the short and long run and thus makes it easy to keep away those
who are less intelligent.
Situational tests – Here employees deal with real life situations. They respond to deals
that are representative to the job. The employer can for example give shares and stocks
those that are valuable or not and then asks the individual candidates to choose and
manage. The candidates who qualify are the ones who come with the best portfolio in
terms of profit.

Following are the questions that should be added in application form:

 What working experience, training and qualification do you have in stock trading
company
 From your past working experience what is the most notable actions you have
taken
 Can you provide the example of portfolio that you provided that was highly
effective
 Where do you see the shared portfolio in the future
 How will you know the various problems and opportunities in the job.
The following tests can be conducted to check candidate’s background
 Credit check
 Integrity test
  Criminal background check
 Drug test
 Aptitude test
 Skills test

Several questions can be asked from previous employers and references such as
employee’s name, position, salary (optional), reason for leaving and type of job. There
can be other questions such as:
 How would you describe the applicant’s relationships with coworkers,,
subordinates and with supervisors?
 Did the candidate have a positive or negative work attitude?
 What were his/her strengths and weaknesses on the job?
 What is your overall assessment of the candidate?

3. What else (if anything) would you suggest?

Employers can conduct online test such as online games which will test individual on
behavioral and intellectual basis. A small phone interview can be conducted in order to
know candidate beforehand. Also, they can conduct online interviews to save time.

5
1. In line with your course, define the significance of the case?
The significance if the case can identified with fact that case honesty testing which is
about the Carter Cleaning Centers shows how important it is to keep a check on its
employees. The honesty testing is important for the companies in order to avoid any
illegal activities such as stealing as it can ruin company’s reputation. If it is done before
hiring, like Carter Cleaning Center does, so it will help HR mangers in selecting suitable
people for the job and it will also reduce cost of hiring again and again. These kind of
issues can occur in any company so it’s important that HR mangers should keep this into
consideration.

2. What would be the advantages and disadvantages to Jennifer’s company of routinely

administering honesty tests to all its employees?
Advantages of Routinely Honesty Administering Honesty test: Increase Applicant & New
Hire quality: The first benefit of honesty checks that most clients see is an increase in
applicant quality. They often hear from new customers that they saw an almost
immediate improvement in the quality of applicants. Reduce Workplace Violence:
Employers have a moral and legal obligation to provide a safe work environment.
Therefore, knowing whether a potential in criminal activity allows the employer to
determine if the applicant is appropriate for the job & the environment of work. Reduce
 Employee Turn-over: Verifying applicant claims helps the employer make the right hire
the first time and is clearly worth the investment in a thorough honesty check..
Disadvantages of Routinely Administering Honesty Test: Offensive: Some people find
the use of honesty checks a violation of their personal liberties, and companies run the
risk of offending highly qualified candidates by undertaking them. Unfair Bias: Honesty
checks can disqualify criminal offenders whose transgressions occurred many years but
who have since developed to be responsible, experienced and highly qualified
candidates for the position being offered Timing Issue: honesty checks can take
anywhere from 24 hours to a week or more depending on the details being sought, and
this can delay the hiring process, which may affect production.
3. Specifically, what other screening techniques could the company use to screen out
theft prone and turnover-prone employees, and how exactly could these be used?
With or without testing, there’s a lot a manager or employer can do to screen out
dishonest employers like theft prone & turn over employees. Specifically: Ask blunt
questions: Says one expert, there is nothing wrong with asking the applicant direct
questions, such as, “Have you ever stolen anything from an employer?” Listen, rather
than talk: Allow the applicants to do the talking so you can learn as much about the
person as possible. Do a credit check: Include a clause in your application giving you the
right to conduct background checks, including credit checks & motor vehicle reports.
Test for drugs: Devise a drug testing program & give each applicant a copy of the policy.
Establish a search-&-seizure policy & conduct searches: Give each applicant a copy of
the policy & require each to return a signed copy. The policy should state,”All lockers.
Desks, & similar property remain the property of the company & may be inspected
routinely.”
4. How should her company terminate employees caught stealing, and what kind of
procedure should be set up for handling reference calls about these employees when
they go to other companies looking for jobs?

The company should take following steps to terminate employees caught stealing:
Review Include another manager or a human resources expert in reviewing the
allegations. Investigation Obtain any documentation that substantiates employee theft,
stealing or embezzlement, such as forged bank checks, or computer network logs.
Workplace Policy Her company should have a workplace policy to ensure it covers
egregious acts and behavior such as employee theft, stealing. The company should take
following steps to terminate employees caught stealing: Review Include another
manager or a human resources expert in reviewing the allegations. Investigation Obtain
any documentation that substantiates employee theft, stealing or embezzlement, such
as forged bank checks, or computer network logs. Workplace Policy Her company
should have a workplace policy to ensure it covers egregious acts and behavior such as
employee theft, stealing.

Following procedures can be set up to handle reference calls:

1. Determine the relationship between the candidate and the reference.
2. Ascertain the length of time that a candidate and the reference have known each other.
3. Describe, for the benefit of the reference the duties of the position being searched. 4.
Ask the reference to describe specific strengths and weaknesses that the candidate
possesses
4. Summarize the information provided by the reference to confirm that what you have
recorded is accurate and complete.