human resource.doc

ContentIntroduction.21.The characteristics of required and the methods of inform applicants31.1 the characteristics of required .31.2 the methods of inform applicants.42.The selection process and methods.63. Most important points in selection process.83.1 the resume screening.8 3.2 the employment interviews84. The factors that have to be considered like legal and ethical etc8 4.1 the legal requirement.84.2 the ethical considerations in employment testing.95. How to mix the experience and skills etc in team.106. Making dynamics and excellent leadership to motivate members.11 6.1 the dynamics making.11 6.2 the fantastic leadership.137. Effective or good relationship in team should be.148. How to encourage members to develop roles in team179. The importance of empowerment and how.18 9.1 the definition and importance of empowerment.18 9.2 how.19Conclusion.21 Reference.21IntroductionThis essay form a view of manager will indicate the process and approach in selection and present some factors which effect effective performance of team like leadership, motivation theory etc. Through the paper to consolidate the knowledge learned and make better use with these knowledge in practical work and study.1. The characteristics of required and the methods of inform applicants1.1 The characteristics of required:Every job has its own characteristics and duty, the three occupation in Nokia required are also in the same way.For SW error manager, the specialty about it will include the position as below: Configuring and integrating software features into products. Insuring required features work properly on mobile phone. The capability for software architecture to analyze and correctly assign errors. Competent in working with Lotus notes and on the other hand able to pro-actively manage and drive error fixes. Excellent manager will hold the abilities of good problem solve and analytical and conceptual thinking.For Accounting manager, the specialty about it will include the position as below: Ensuring best practices, develop, implement and maintain processes for accurate and timely analysis of financial data. Develop and maintain internal control structure and procedures for financial reporting. Hold steady contact with Beijing tax authority and business partner. Accountable for quality, accuracy and efficiency. Some experienced and excellent managers can keep good presentation skills and use functional knowledge.For Embedded software engineer，the specialty about it will include the position as below: Completion of software-related specifications, including requirements, design and test specifications. Participate in test and field test assignment. Test mobile phone camera and debug, maintenance, integration support with UK based camera software team. The ability of problem solving and ravel outside of China for extended periods. Excellent manager should hold the experience of hardware integration issues, JTAG emulators and Synergy software version control system. Always finding some way or solution to solve problem and improve quality of product. Nice oral or communication for the main point of excellent manager.1.2 The methods of inform applicants:An excellent Nokia manager can recruit in two different ways:Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business.Advantages Disadvantages Internal Recruitment Cheaper and quicker to recruit Limits the number of potential applicants People already familiar with the business and how it operates No new ideas can be introduced from outside the businessProvides opportunities for promotion with in the business can be motivating May cause resentment amongst candidates not appointed Business already knows the strengths and weaknesses of candidates Creates another vacancy which needs to be filled External Recruitment Outside people bring in new ideas Longer process Larger pool of workers from which to find the best candidate More expensive process due to advertisements and interviews required People have a wider range of experience Selection process may not be effective enough to reveal the best candidate The four most popular ways of recruiting externally are: Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use.Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away people will consider applying for the jobRecruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as head-hunters. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitmentPersonal recommendation - Often referred to as word of mouth and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost.2. The selection process and methods.Staffing is one point of the five basic functions of manager like recruitment ,selection and so on.To employee Selection, it is a process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.But selection must be differentiated from recruitment ,though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.The Employee selection Process takes place in following order：online applicationReferralsApplication blanksResume ScreeningWritten Testsskills evaluationEmployment InterviewsMedical examinationAppointment LetterThe plan of HRJob descriptionAdviseIntroduction of work(Nokia employee selection process: Diagram 1.1)3. Most important points in selection process.The most important points in the selection are employment interview and resume screening.3.1 For resume Screening : In this period, the difficult thing is how select the appropriate employee for company. For example: there are two employees in the process, the first employee is excellently super, the second employee isnt so good like him. But the company found the second employee is more suited for the position in the end. Actually in this level, it is used to eliminate those candidates who do not meet the minimum criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company.3.2 For employment Interviews: Online may already been decorated, Written tests maybe exist a kind of limit. It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.4. The factors that have to be considered like legal and ethical etc.4.1 The legal requirements:Recruitment Policy is designed to cover our general approach to recruitment and selection. This Recruitment Policy also follows guidelines suggested by the relevant Codes of Practice from the Equal Opportunities Commission (EOC), Commission for Racial Equality (CRE) and the Advisory, Conciliation and Arbitration Service (ACAS). The codes do not impose any legal obligations themselves, nor are they authoritative statements of law. However, the provisions of the codes are admissible in evidence and can be taken into account in court or in Employment Tribunal proceedings. The legal issues concerned with aspects of a recruitment/selection process are numerous and include the following:Unfair discrimination: Like the Sex Discrimination Act ; The Race Relations Act , The Disability Discrimination; The Employment Equality (Religion or Belief) Regulations , and The Employment Equality Regulations.4.2 The ethical considerations in employment testing:Employers can use a variety of tests to screen job applicants. Tests vary from aptitude, personality and medical tests to credit and criminal background checks. According to the U.S. Equal Employment Opportunity Commission, employers should make a good faith effort to consider ethical issues involved in creating, administering and interpreting employment tests. ValidityMembers of the Society for Industrial and Organizational Psychology say validity is an important factor in creating employment tests. A test is valid if its content directly relates to the ability to perform the job in question. AdministrationAccording to best practices of the Equal Employment Opportunity Commission, the procedures and conditions when a test is given should be consistent. For example, test administrators should make sure the room lighting and noise levels are the same for all job candidates. InterpretationErica Klein(2000), says employers compare results of employment tests to those of a good employee in the same job. For example, Klein says, if a customer service job requires communication skills and attention to detail, the candidates who have scores closest to those of a good customer service staff member will most likely get hired.5. How to mix the experience and skills etc in team.Part of a teams performance depends on the knowledge, skills, and abilities of its individual members. A teams performance is not merely the summation of its individual members abilities, the crucial point is whether there abilities of members can do or how effectively they will perform on a team.First, as a manager must need to understand the individual strengths that each person can bring to a team, select members with their strengths on a suit position and allocate work assignments that fit with members preferred styles. By matching individual preference with team role demands, managers increase the likelihood that the team members will work well together (Belbin, 1993).Second , many methods should be built for work well together.1. Manager must allocate task objectively before every job coming. Such as, although excellent member holding high ability for job, but cant be all time, members should be allocate effectively each other. 2. Because of the different experience or skills of members in working, it must exist many conflicts in team. So the leadership or ability of lead become more important than before, Excellent ability of lead can increase advantage for team, noneffective ability of lead will beat the team performance. Example, managers should build a conflict solving room and when the conflict happened in team, the manager should making a final decision and explore the reason or why for the losed one(placate their emotion and insure a kind of true attitude to next work.3. Organize a kind of communication meeting regularly for experience or feeling in work. On the one hand, it can enhance the emotion level of each other , and on the other hand it can also be benefit for effective performance.6. Making dynamics and excellent leadership to motivate members.6.1 The dynamics making:Motivation and Team DynamicsCreativity and positivity are especially crucial in research and development department of mobile phone company like Nokia. In teams, almost all teams have members who are changing or transitioning in and out of the team; and requirements and tasks within the team are constantly modified and becoming more focused on the goal. In fact, teams that never change can become stagnant; this leads to decreased motivation within the team. Therefore, monitoring the motivating factors within the team is vital to team success and increased motivation for the future. The keys to successfully managing these motivating factors in an environment of constant team dynamics require understanding the team members, understanding the team goals, and providing consistent leadership throughout the project or life of the team.Understand Team MembersWhen the team is first formed, the team leader needs to pay careful attention to the type of person that is selected in the team. Selecting two individuals, who may be similar in many aspects yet are motivated by two contradictory methods, may make it impossible to motivate one while not offending the other. Then trying to determine the individual that is less likely to be either unmotivated or un-offended by the motivation techniques employed may cause additional problems, such as perceived favoritism or dislike towards certain team members.Even if the initial team members are perfectly chosen, taking all motivation requirements into account, new members will probably be added later to either provide additional support or to take the place of a departing team member. Understanding the current team members motivation requirements and those of potential team members may be even more important at this time because the current team is already progressing and the motivation techniques required to motivate new team members may be detrimental to the current team members efforts and goals.Understanding the team members motivation needs both at inception of the team and also throughout the ever-changing environment of the team will result in proper motivation techniques and greater success for the team.Understand Team GoalsTeam goals can be short-term task-specific goals, long-term organizational goals or any combination thereof. In addition, these goals may be constantly updated or changed, especially short-term task-specific goals, as the business environment changes or as tasks and goals are accomplished.Different types of goals may require different types of motivation. For example, a team might be motivated to work hard on a project for an extra couple of weeks if they are rewarded with a three or four-day weekend once it is completed; or maybe if the company has no work-related accidents for the year everyone receives an extra percentage bonus during the holiday season.An understanding of the team goals, in all varieties, is neither more nor less important as understanding the team members who are trying to accomplish these goals. These two factors are interdependent in determining the motivation tactics that should be employed to maximize success within the team.6.2 A fantastic leadershipAnd more, a kind of fantastic leadership is also necessary for support members. Such as leaders, when building effective teams, should point out that FUN is what happens when the team has worked very hard, worked effectively as a team, and by working together has realized the results that were needed in order to achieve the stated goal. Building effective team spirit requires leaders to be excited, and even passionate, about what they do on a daily basis. If the leader is energetic and enthusiastic then the team will also want to be a part of that excitement. Successful leaders recognize the immense value of energy and enthusiasm. When building effective team spirit, take a quick look at each employee and rate them on a scale of 1-5 for their level of energy and enthusiasm. Conduct the same rating for each employees level of experience. If you have two people you are considering for the same role; one highly experienced but lacking in energy and enthusiasm; the other less experienced but uniquely drive