Hrm Job Description

Recruitment:

The company sets down an organization chart and job description. The job description should specify:

• The job title and level.

• 2.Organizational relations with the other jobs.

• Duties and responsibilities.

• Required qualifications, experience, skills and other requirements

Any job candidate for employment by the company should:

1) Possess the required qualifications and experience defined by the job description.

2) Be medically fit vide a certificate from a company-authorized medical facility

3) Pass any tests or interviews decided by the company.

4) Be of good conduct; not have been convicted for a dishonorable act; not dismissed from government or a public corporation for disciplinary measures, less three years have elapsed

• An employee is not entitled to overtime or leave if attending training outside work hours.

• The COO may pay incentives to employees who attain high training grades and as appropriate to the grade

• Upon his return from a training assignment, every employee should submit to his supervisor a report about the training sessions, training benefits, his remarks and proposal

• An employee who refuses training, a scholarship, or does not continue training or a scholarship without a legitimate excuse is a violator of the company’s regulations and is subject to the disciplinary measures

• The company reserves the right to terminate the employee’s training and to hold him accountable for training expenses if:

1) 7.1 reports from the training organization reveal that he is not enthusiastic about training,

2) 7-2 the employee terminates his training or study before the due date for an illegitimate excuse.

3) 7-3. The employee commits a dishonorable act or a breach of trust.

4) 7-4 the employee changes the workshop, its subject matter, or the organizer without the written consent of the concerned

Objectives Of Performance Evaluation is recognition by organization units the progress of employees, and their experience and capabilities for their jobs and defining the required training for skills and capabilities development.

So, The evaluator should be aware of the possible errors during the evaluation process in order to avoid such errors. These errors include the following: Glory: The supervisor’s tendency to form a positive, or negative, or neutral impression about a quality of the employee, Pre- Impressions: The tendency of the supervisor to evaluate the employee positively, negatively or neutrally influenced by his pre-impressions of evaluating others of the employee’s category (age, sex, race, nationality, etc), Tendency Towards the Middle: Evaluating all or most employees as fair. In this case, the evaluator is either in doubt of his evaluation, or he is in short of the required information and data, or he does not have enough