IS MISC Assessment task 3

IS MISC Assessment task 3 Preparing a Description Position Checklist.  Have you read the HR60 – Guide in preparing a checklist position description?  In the situation of filling a currently empty position.  Has ...

IS MISC Assessment task 3 Preparing a Description Position Checklist.  Have you read the HR60 – Guide in preparing a checklist position description?  In the situation of filling a currently empty position.  Has the job changed? Example, new duties, new skills, new work area.  Is the position description still relevant for the position assigned and salary level, and if necessary, has it been refreshed?  Can the position be broadband? If creating a new position  Has the position description been designed to accurately meet the tasks and responsibilities in position?  Could the work be advertised in a flexible manner? Job Purpose  Have the job objectives been included in the overview description of the job?  Position duties.  Have the duties been indicated?  Have the EEO/OHS duties been listed as required for the type of position under consideration? Skills/abilities  Are all skills and abilities that are required for the job been listed? Qualifications  Are there any necessary qualifications listed in the job position?  Is the demonstrated experience considered to be suitable for the job qualification? Relevant experience  Have you put across the various types of relevant experience required for the position? Essential criteria  Have you identified skills and knowledge that are indispensable to the duties needed to do the job which is the essential criteria?  Have you listed and cross match the essential criteria?  Have you identified any priorities within, or relative weighting of, the essential criteria? Approval  Have you completed the HR10staff appointment request form?  Has the vacancy been discussed with and approved by any of the Faculty specific approval processes? A copy of a letter terminating their employment or confirming the end of probation Sample Termination Letter During Probationary Period Name of Human Resource Person The position of Human Resource Person ASDA Company Address City State Zip Code DATE Name of Employee Address of Employee City, State, Zip Code RE: Probation termination Dear Name of Employee: This letter is formal notice that your probation period with Name of Company is being terminated effective on DATE. We have decided that you have not fulfilled the conditions of employment because of your lack of enthusiasm for the job, not fulfilling the tasks given you and not showing the skills in computer programming that you claimed on your resume. According to the terms and conditions of the probation letter that you signed, the company may terminate you with 48-hours notice within the six-month probation period. I request that you return your mobile phone and laptop to your immediate supervisor, and attend an exit interview at 3 pm on DATE at my office. You will get your final paycheck at that time and sign some termination documents. You may speak freely during this meeting. I am sorry you did not take advantage of the support and help we gave you to make your employment a success. However, I wish you success in your future endeavors. Thank you for the time you have given to the Name of Company. Sincerely, Signature of Human Resource Person Printed Name of Human Resource Person Printed Name of Company Staff induction for ASDA regional store report Before your new hire’s first day Job description • Used as the basis for an advertisement • Gives HR the opportunity to assess exactly what skills and experience will be required • Must describe the job, not the person in it The following elements generally feature in most job descriptions: • The position title • The position’s reference number • The position’s employment status (temporary or permanent) • The relevant award or workplace agreement • The salary range • An overview of the organization. • Where the job is physically located • Where the position is located within the organization • Purpose/objectives of the role • Key responsibilities, duties, and tasks • Selection criteria – profile of the skills essential and desirable for the job role The importance of a position and person specification is to bring out a clear picture of the position on offer and it serves several important purposes. A job description: • Attracts qualified applicants to fill a vacancy. • Describes where the post is in a company. • Creates part of the legally binding contract between the employer and the employee. • Can be used for performance management purposes with individual objectives being based on the duties and responsibilities in the job description. Guidelines for Writing Job Descriptions Some important guidelines for the preparation of the job descriptions are as follows: Be Clear – the description of the objective, responsibilities, and duties must be clear and concise. Be Specific – do not write lengthy and elaborate sentences that tend to confuse more than clarity. Use action words such as analyze, plan, supervise, communicate and organize to get the points across. Indicate scope – define the exact nature of the tasks to be performed and the extent of each one. Clearly define each role and the extent of supervision and intended authority or chain of command. Be brief – brief accurate statements tend to go directly to the point. Do not exaggerate. Review – make sure that the content of the job description fulfills the requirements of the job. If not sure, check and compare with job analysis. Update when necessary – do not throw the job description in a drawer when completed but create a computer template and update whenever conditions or situations change. The job description should be part of the supporting documentation in the Skills Inventory or Personnel databases. Person specification The person specification identifies precise personal attributes required to perform tasks satisfactorily. The person specification should contain important elements including: • Personal attributes, for example ambitious, bright and confident • Presentation, for example, sharp dresser and well-groomed • Essential skills including supervisory and managerial • Essential academic qualifications including degrees, diplomas or certificates • Essential professional or industrial experience – past and present • Ability to work with people and team player When preparing a job specification to ask the following questions: • Has the purpose of the job changed in any way? • Has the structure of the department/ organization changed? • Will the job holder be responsible for more or fewer people? • Have the budgetary responsibilities been altered? • Does the person now require any additional skills? • Is the job holder responsible for any duties not covered by the job description? • Has any new legislation been passed? • Has new technology or new products altered the job? • What skills, knowledge, and experience do you believe the job holder should have? On your new employee’s first day Company overview training The company's requirements for each employee's appearance are: 1. Wear a standard full-length uniform, brand name, hat, leather shoes (black flat-heeled leather shoes), and flat and clean. 2. Do not apply nail polish without leaving long nails. 3. Keep your hair clean and clean. Do not fall on your face and shoulders. 4. The hat should be clean and tidy at work. 5. Men's beard is trimmed and trimmed, and no beard can be left. 6. Do not make noise or laugh. 7. Words and deeds should be pleasant, courteous and courteous. 8. Men wear black socks and female employees wear meat socks. Two, we need to know what cannot be done in the store. 1. Employees are not allowed to answer the phone privately. 2. Do not enter the manager's office and dry goods without authorization. 3. Don't smoke outside your shop in your work clothes. You need a full set of uniforms in the shop. 4. Do not wear slippers into the shop, no casual clothes can enter any workstation. 5. Do not take the items in the store (such as dish pads, beer cups, etc.). 6. Do not speak dialects in workstations. Three, several points need to be known in the shop 1. 6-2-1 principle: all products need 6 inches from the ground, 2 inches from the wall, and 1 inch apart. 2. Any food in the restaurant must be 15 cm away from the ground. 3. FIFO: First-in-class products must be used and sold first to ensure that they are used within the shelf life. 4. TLC: it should be careful, loving and careful for all equipment. 5. In addition, we should close the door and turn off the lights, conserve resources and keep clean, separate raw and ripe, and locate the cleaning tools and not mix them. 6. Hand-cleaning: the entire workstation cleaning, any equipment, tool use principles: who uses, who cleans, including the restroom desks and chairs. Brief introduction Harlan Sanders, founder (1890-1980) Kentucky Fried Chicken was invented in 1930. In 1939, he was awarded the Colonel medal by ASDA. The first restaurant was founded in 1953. Entered the Chinese market in 1987, the first one in Beijing (Qianmen store) Hangzhou ASDA Co., Ltd. was founded in 1993. Fricon Yum was founded on October 7, 1997. Global Yum restaurant group and Yum International Group The first one in Hangzhou: Renhe shop Two, ASDA - Restaurant The three major restaurants: service area, total distribution area, and kitchen area. 1. Service area: Hall and collection. 2. Total distribution area: a good workstation for storing good products, making them correctly and reasonably distributing them. 3. Kitchen area: the area where raw materials (chicken products) are processed for sale. Champion program 1. There are six important areas in the Championship:  Beautiful and clean environment.  Sincere and friendly reception.  Accurate meal.  Excellent maintenance facilities.  High quality and stable products.  Fast and speedy service. 2. The main factors that affect customers deciding whether to come to our restaurant are: Product quality, dining experience, and product value 3. Purpose: Motivate employees, prevent employees from complacency, and encourage employees to maintain the highest ethical consideration. Health article 1. The temperature of bacterial growth 40-140 degrees F or 4 to 60 degrees C. 2. Wet and non-acid is the best environment for growth. 3. Common bacteria are Salmonella, Shigella, Staphylococcus, Botox and Escherichia coli. 4. Spreads through cross-contamination where transmission occurs from one person to another. 5. The four main step of cleaning is scraping, flushing, disinfection, and disinfection 6. Three step cleaning is disinfectant water, soapy water, and clean water. 7. Symptoms like vomiting, diarrhea, stomachache, fever, cramps, and dizziness occur a few hours after eating food contaminated with bacteria. Health section: life and safety article 1. When lifting heavy objects use leg strength. 2. Use a cloth when taking hot objects. 3. Wet things must be towed dry on the ground. 4. Wear black leather shoes with skate when going to work. 5. Do not put sharp objects in a foaming pool. 6. A fire extinguisher should be put in a specific place, pull out the safety bolt when it is used, and press the handle away from the flame at 6 inches. 7. In case of any burn use cold water immediately. 8. In case of a robber lower your head, do not look at his face, and obey unconditionally. 9. Falls, cuts, burns and sprains are common injuries in restaurants. Three understand. 1. Know and understand the unsafe factors in the production 2. Fire and control measures should be understood. 3. Know how to use a fire extinguisher. Three meeting: 1. Will call the police 2. Will use a variety of fire equipment 3. Will fight the fire first. *ASDA's team spirit 1. There is a spirit of mutual assistance in completing our duties. 2. ASDA will take into consideration every employee's growth with good training. 3. ASDA will value every employee's work. Hall chapter (S2) The hall includes the customer dining area, the Xian hand room, the road outside the shop. Duties of the hall attendant 1. Greet customers and help the guests as much as possible. 2. Customer’s questions are based on the company's interests 3. Ensure the dining area is clean and ensure the safety of the restaurant. Two; Priorities for work First deal with things that directly inconvenience the customer, and then deal with things that indirectly inconvenience the customer. Three; The spirit of cooperation and service spirit of the staff in the hall 1. Cooperative spirit includes: Active assistance, mutual support, the implementation of the second workstation at the peak of operation, good communication, good communication with the receptionist and maintain good communication and work with the full cooperation 2. Service Spirit includes: Actively help customers in need, greet customers with a friendly and pleasant attitude, and greet or apologize to customers. Four; Handling customer complaints Listen attentively to the customers show concern, satisfy and thank the customers. Five; The specific work of the hall staff 1. Stock: A. Material preparation: straw, toothpick, garbage bags, toilet paper, hand liquid, incense box, food ingredients, package materials. B. Tool preparation: dishcloth, broom, dustpan, mop, water truck, tamping rod, glass scraper, spade, cleaning cloth, brush, bucket, ground moisture and suspension plate, detoxifying water, detergent 2. Cleaning work: a. Operation of the dishes to clean up (should not exceed two seats did not receive, do not affect customers). b. Tables and chairs are arranged horizontally, clean and clean. c. Ground maintenance is clean if there is a beverage upside down to remind customers to pay attention, timely sweep and dry. d. Clean the inside and outside of the litter box. After the garbage is full up to ¾ the bag is replaced. e. Clean the outside of the restaurant for 30 minutes. f. Clean and tidy workshop instruments. The opening and closing process of the hall 1. Hall opening: stock, cleaning tables and chairs with disinfection water mop, toilet opening, cleaning hall glass, sweeping the road outside the shop, wiping display cabinet portrait of the elderly, ashtray box, display cabinet portrait of the elderly before opening, ashtray box placed in the doorway, air curtain machine open 2. Hall closing: desk and chair, train chair, three-step cleaning, ground cleaning, garbage cans three-step cleaning and collection, toilet closing, detail cleaning wall panels, kickline and so on. Induction Program for New Staff The induction program lists suggested activities to be covered from day one through to the end of probation. Session Suggested Content of Session Person Responsible Introduction to work area • Mission, Vision, Objectives of work area • How the work area fits in to the wider University • All key operational and social areas to be visited. (e.g. Offices, Labs, Catering Facilities, Bank, Library) Line Manager Introduction to other members of staff • Go through organization chart • Discuss roles and responsibilities of staff in general terms. • May also want to extend time to allow visits to key contacts out with work area. Line Manager Introduction to the other teams within the Work area (if appropriate) • Purpose/Activities of the other teams/work areas • How the team fits in to the work area • How the work area fits into the University Line Manager Terms and Conditions • Ensure new start has viewed and understood information contained in the Information for New Employees this contains important information on terms and conditions. Line Manager Performance Standards • Outline specifics of job role – (job description) • Define goals, objectives, and expectations • Review probation and performance and development review/ ADR/ appraisal process. Line Manager Culture of the Work area • Make new start aware of local arrangements regarding hours of work, holiday requests, sickness procedure, after hours working, dress code, lunch arrangements, etc. • Other University procedures e.g. internet and e-mail usage, transportation and parking, etc. Line Manager/Nominee Office S • Review processes for using office equipment such as: computer, telephone, voicemail, fax, printer, photocopier, etc. • Review processes for using other university equipment/systems such as: libraries, laboratories, open access computers, etc. • Review computer security, and software usage. • Consider environmental efficiencies (waste, recycling, energy) Line Manager/Nominee Job Specific Training and Development • Role specific development needs should be reviewed and a suitable programme of training should be planned that aligns the individual’s skills to their core duties. • Staff with line management responsibilities should be clear as to their duties and attend any relevant training. • Outline the use of annual performance and development reviews/ ADR as one method for determining ongoing role specific development needs. • Introduce University wide training and development opportunities available to staff. • Review use of personal development planning tools (i.e. PDP) Line Manager/Nominee Health and Safety • Physical – fire exits, fire alarms, fire evacuation procedure, fire-training arrangements, manual handling, first-aid arrangements, VDU usage, and other arrangements as required. Health & Safety Co-ordinator/ Line Manager Monitoring and Evaluation • It is important that the Induction programme is monitored and reviewed. • Throughout the period regular review meetings should be held and any adjustments made. • See sample templates to support this process: Checklists, Evaluations. Line Manager Probation • For new staff the Probation Policy will apply Line Manager