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A Human Resources Management Plan and Job Aids I am John Ward , and I am the CEO the chief executive officer senior executive for the Department of Labor Resources other division, in the company within the Offices of John and Jay Human Resource and Management solution Over the next few moments I will explain the benefits we provide; also I will discuss the assets we can provide for the company. The offices of J&J management had preformed work for many years and service major retail firms such as Macys, Gucci, Dior, and some police department; we have been in business for 15 years and providing the best services possible. We are currently tiring to expand our company overseas for international services. The division, in which I am affiliated; the Department of Labor Resources, goals are to provide available resources and training for small and large firms such as yours, with aspirations of providing companies with competitive advantages and profitability. Our department is highly recommended by various firms (both small and large) in which, we have provided tremendous services. We provide similar resource such as job analysis, tip on hiring scripting and new employee hiring and proposal for training.. Our services will benefit both the company and the employees with available resources, tools and practices in employee training and development. Within this summary, our goal will be to provide your company; in particular your human resources department, with adequate, resourceful, and reliable information to aid to the decision of considering our company's resources in effectiveness within human resources management. Below, you will find a table of available aids, which will be, presented throughout this summary. The available aids will describe how they would be, implemented into your company's strategic plan for effectiveness and development. Please be advised that the PowerPoint presentation will be, presented separately; however, it will be listed together within the table. ...read more.


This question is to; verbally confirm the consent of the required pre-hire documents. 1. "Are you willing to consent to a drug test, in which, is required for the position of a human resource manager?" This question is to; verbally confirm the consent of the required pre-hire documents. 2. "Are you willing to consent to employment verification and reference check, in which are required for the position of a human resource manager?" This question is to; verbally confirm the consent of the required pre-hire documents. 3. "Are you, currently employed?" This question is allowing the interviewer, a time-period for when the interviewee can, or will be able to start work within his or her new position. 4. "How soon can you start if hired, once you have completed all requirements for this position?" This question also test the interviewees' integrity, by determining whether the interviewee will allow the interviewer to know that, if he or she is currently working, the appropriate time-period wherein that he or she can begin working, taking into consideration that he or she will need to put in at least a two-week notice with the other employer. Selection Tools The selection tools, which will be, used for the employment position of a human resources manager, are as followed (see table three below). However, to determine which tools are the most effective in the selection process, depends on the individual job itself. The same methods that can be, used for selecting employees for a managerial position would not necessarily be appropriate for selecting employees for an hourly position. Moreover, the same methods used for selecting hourly employees would not be, considered for selecting employees for an employee in management; their qualifications differ. Investigating Employees Selection Tools For The Position Of A Human Resources Manager Criminal Background Checks V Employment Verifications V Drug Screening V Education Verifications V Verification of Professional Licenses / Certificates V Reference Checks V Integrity Evaluation V Compensation, Incentive & Benefit Plans The importance of compensation, incentive and benefit plans introduce during the interview process is very requisite for both the company's representative (human resources managers) ...read more.


The employee position of an administrative assistance, after one year, should posses the same skills as the customer service specialist; however, much more intensively. In addition, the administrative assistant should also possess excellent speaking skills, along with additional education, hands on training and an employee evaluation. The employee position of a human resources manager must possess skills and knowledge within the following areas: administrative and management, customer and personal services, and personnel and human resources. In addition, a human resources manager must also have additional education, hands on training, along with an upper management recommendation. Training A Employee The best methods to conduct this type of training would be the four basic criteria available for evaluating training; they are reactions, learning, behavior, and results, along with on the job training. The reason that on the job training would be the best fit for this particular position is that it is primarily, a managerial position. A certification exam is not required; however, their degree, or known experience; especially if the position sought is from a current employee advancing because of their now, new skills learned or developed from within their current position, can replace it self from ant cert training required. The training should and will help by in class room trainer , as well as, at the employee work pace . Even though there will be a combination of both, there will also be an assigned coach or instructor in the back-end of the employee-training period, for any needed assistance. The front-end of the training period, would be, self-paced; allowing the individual to become familiar with the procedures, adaptation and adjustment of their new environment and workload(s). This will allow the individual room to ask for clarity if needed without hesitation from the back-end - their individual coach or instructor. Being that a human resources manager already has higher requirements, the same methods would not, be used because of this. A higher position would require more skills, knowledge, and experience to carry out the job performances of a position higher than a human resources manager would. ...read more.

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