1. ANALYTICAL REPORT ON HUMAN RESOURCES IN ORGANIZATION
Write an analytical report on human resources in organisation………………..Table of
Contents1.0 Introduction. 3Question One Answer. 32.1 Job analysis. 42.2 Job Description.
42.3 Job Specification. 52.4 Recruitment 52.5 Screening and Hiring. 52.6 Orienting new
employees into the Dutiful Daughters firm. 62.7 Compensation terms. 6Question Two
Answer. 63.1 The Job Summary. 73.2 Qualifications. 7Question Three Answer. 84.0 Potential
employees of Dutiful Daughters. 84.1 University Students. 84.2 Retired Nurses. 94.3 Vigilant
Job Seekers Graduates. 9Question Four Answer. 105.1 Application Forms. 105.2
Employment Interviews. 115.3 Aptitude test 11Question Five Answer. 116.0 Making the
website attractive to potential Clients. 117.0 Conclusion. 128.0 Reference list
13 ANALYTICAL REPORT ON HUMAN RESOURCES IN ORGANIZATION1.0 IntroductionIn
any business setting, human resource management begins with recruiting and hiring of
competent persons and proceeds, with directing and motivating their development as they
experience challenges and tensions that come up in toiling towards organizational
objectives. In this context, analysis of the selection process of employees in a case study of
Dutiful Daughters will be done. Furthermore, the process of job analysis, job design and job
description will be analyzed and conclusions made in relation to the case study provided.
Besides, the potential employees for this type of Helen’ s business will be analyzed and the
selection criteria recommended for the business. Efficient human resource management
aligns and improves the capabilities of job contenders and employees with the objectives of
the organization. A personnel system that is responsive helps this process and is a prime
ingredient for development (Schultz & Schultz, 2010, p. 50).Question One Answer2.0
Expansion of Helen’ s BusinessHelen can expand her business through effective Human
resource management, which entails proper classification of jobs and preparation of wages
and salary scales for the benefit of both the organization and employees. She must be able to
counsel the employees and deal with problems of discipline among employees and to
develop security principles and practices. She must be in a position to plan and supervise
training programs for development in personnel management. In developing effective
personnel system she must assess the needs of the personnel, recruit them, screen the
personnel, select and hire the personnel, orient the new employees and make a decision in
regard to compensation subject. This should be based on the organization’ s personnel
policies on precise, well- proven doctrines. If these doctrines are followed strictly, then

2. Dutiful Daughters home care will not lose personal touch. She should maintain her personal
association in assessing the needs of the potential employees. This will entail systematic
description of the pre-requisites for each job, inclusive of the skills, knowledge and other
traits that employees must have to carry out each task (Stone 2008, p. 287). To have an
assurance that the needs are effectively precise; a job analysis must be conducted, written
job description made and job specification prepared (Perrett 2006, p. 23). This will ensure
that she hires proficient personnel to expand her business.2.1 Job analysis Through
the job analysis she will have an organized probing to gather all facts significant to every
task that will be carried out by the employees. From this analysis, Helen will find the skills,
Knowledge and the abilities needed of that employee. She will then be able to establish the
duties, obligations and pre-requisites of every job to effectively assign the tasks.2.2 Job
DescriptionHelen should conduct an analysis to produce a job description which will clarify
the obligation of each task and other obligations of the position. The description should
cover up the different job requisites like; the physical activities involved in providing care
for old people, working conditions and job perils. Moreover, the percentage time that
should be spent by the employee on each task should be specified. This focuses on the what,
why, where and how of the job at hand. She may ask the employees to explain their tasks, as
a good employee may have knowledge about the tasks at hand than anyone else.2.3 Job
Specification In specification of the job, Helen will be expected to describe the person
anticipated for the job. She will put down both educational and experience, qualities, skills
and capabilities required in carrying out the job effectively. Through job specification she
will give a standard against which to gauge how well a candidate matches a job opening and
should be applied as a foundation for recruiting.2.4 RecruitmentHelen must first of all be
familiar of the law requirements from which she will be operating. She should aware of the
legislation that will affect her efficient recruitment. It is required of her to obtain qualified
applicants. She can obtain qualified employees from; the current employees, spontaneous
applicants, Universities, private employment agencies, employee referrals and
advertisements.2.5 Screening and Hiring From this she will find facts about the
employee’ s skills, knowledge and attitudes, assisting a possible employer to establish if the
person is appropriate or eligible for the spot. Experience has indicated that hiring an
overqualified person is as detrimental as hiring an under qualified person. The application
form is used to screen applicants for a job. It gives information on the individuals’
background and level of education and it is applied to compare the candidates with the job
description. This guarantees no time is wasted on candidates who are short of the minimum
qualifications. When Helen is through with screening, selecting the best candidates is very
easy. However, she should ascertain the reference given for the candidates to make sure
that she is picking the right people.2.6 Orienting new employees into the Dutiful Daughters
firm. Helen should make an employee handbook to pass vital information about the
firm to the employee. It should cover the objectives of the firm, pay policies, working
conditions, periphery benefits and the firm beliefs towards clients. Once she hires the
individuals, she should give them elaborate orientation on the universal principles of the
firm and particular environment of the job. She should explain the rules in details; the job
requirements agreed upon and answer any doubts before the employee begins the task. The

3. new employees must be introduced to other workers to feel at home (Meyer & Smith, 2009,
p. 321).2.7 Compensation terms There are two forms of compensation; direct and
indirect. Helen can choose to offer direct compensation through salaries and wages on
hourly, weekly or monthly basis. Depending on the growth of the firm she can also choose to
give indirect benefits through insurance covers or other periphery benefits (Neumark et al.,
2004, p. 430).Question Two Answer3.0 Job description for new employee in personal
careDutiful Daughters is a home care firm that is in need of qualified person to provide
personal care code number Hr/0002/2C both on part-time and permanent basis to provide
specialized services, comradeship and home support to individuals in need of a variety of
assistance to enable them maintain their autonomy. The person will be reporting to Chief
Nurse on daily basis who will be assigning duties.3.1 The Job SummaryThis job will entail
providing and fulfilling duties and obligations of:v Relief carev All night carev Private
carev Meal preparationv Companyv Help in social tasksv Household choresv Taking
clients for a drivev Shopping.On some occasions, the candidate for this job will be required
to attend personal appointments, go to theatre, pick a client from or take them to any
transport depots, take clients out for lunch and make clients feel settled after treatment.3.2
QualificationsThe candidate must meet the following criteria:v Must be over 18 male or
female, registered and enrolled nursesv Must be ready to work on flexible hoursv Must
have at least one year experience in nursingv Must be able to work unsupervised in
meeting firms’ valuesv Must be charismatic and creativev Nursing students and retired
nurses are encouraged to applyQualified candidate are required to download application
forms from the website www.dutifuldaughters.com.au or pick the application forms from
the office located by the aIDress:Dutiful Daughters AgencyP.O Box 002154-5246Sydney-
AustraliaVictorian Street off Sydney Road 13th FloorThe filled application forms should
reach the office by 20th September, 2011. Please attach at least three reliable referees and
testimonials from previous employees or school administration. The company will provide
in-service training, skills development, flexible working hours, Health insurance cover,
competitive weekly rates of pay and a variety of work. Successful applicants will be notified
by 25th September through mail. Eligible candidate should quote the reference number
when applying.Question Three Answer4.0 Potential employees of Dutiful Daughters4.1
University StudentsThis job will attract individuals from different arenas; they include
university students who are over 18 years based in health care management with the
intentions of acquiring experience and doing their research in relation to Homecare
nursing. These students should have passion for interacting with the physically challenged
people, the old and the mentally disturbed. The students have no passion for high pay but
rather the experience or fringe benefits they get from their work. Moreover, they are
charismatic and self independent. Moreover, they are creative and ready to apply the class
knowledge into the field. The students are enthusiastic about their lines of specialization
and geared up to acquire more experience in building their future career.4.2 Retired
NursesThe job will also attract retired nurses like Helen who after retire would like to
participate in activities that can enable them aID value to the society. These are males and
females who upon retire, do not want to go home and sit around but rather, they still have a
passion for providing care to old people, disabled people and less disadvantaged people.

4. They are charismatic people and they do not wish to lose contact with some of their
patients whom they have grown attached to over time. Some of their previous patients
might be potential clients and hence would like to reconnect with them overtime. This
group commands a great deal of extensive experience in the field of Healthcare
management and it is in their interest and passion that they pass on their knowledge to
other upcoming young graduates.4.3 Vigilant Job Seekers GraduatesSimilarly, this kind of
job will attract young vigilant graduates from school of Healthcare Management and are in
need of an employment to aID value to their lives. This group of candidates has passion for
private care and other related duties. They are social, have concern for the community and
task oriented. They are very industrious, development conscious and people minded. They
are also people who are energetic and ready to adapt to flexible working hours. They
understand the nature and the obligations of their duties and the entire community
requirements. These potential candidates are familiar with the entire Australian states and
suburbs and therefore they need something in their lives that can enable them pursue their
career to the fullest. Besides, this category of job applicants is able to adapt to the
commitment and fulfillment of organizational goals and objectives (Aslam & Mohammad,
2009, p.89). In aIDition, this group has respect for human dignity in carrying out their
duties.Question Four Answer5.0 Criteria for selection of new employeesSuitable selection
methodology comprise of more than placing an advert in a news paper or with an online
hunt service, getting people to come the office to have blank application forms filled and
conducting a consultation. A triumphant selection program comprise of various aIDitional
procedures in order to make the best choice of employees (Schultz & Schultz, 2010, p. 54).
Dutiful Daughters’ criteria for selection of new employees will depend on the job
descriptions of the firm. The selection methods will include filling blank application forms,
employment interviews and Aptitude test.5.1 Application Forms From the application
forms Helen will gather written facts about the candidates’ education background, work
and non-work experience which maybe past or present experience. The application forms
will typically demand facts on the contenders’ home aIDress, previous employer, work
experience, edification, military service and other information applicable to service for
instance names and referees aIDresses. The application form will also provide Helen with a
direction for the employment interview.5.2 Employment Interviews Successful
applicants to be summoned for the interview on 25th September, 2011, must be critically
evaluated to determine the applicants’ suitability and interest in the job at hand. Through
the interview Helen will be able to look into the applicant’ s ability to do the tasks and find
any missing pieces of information about the candidate not gathered in the application
form.5.3 Aptitude test Helen will apply this to screen the candidates on the foundation
of skillfulness, abilities and capacities. This maybe grouped as paper and pencil tests or job
sample tests. She will then score and determine minimum score for the screened
candidates. Depending on the number of employees needed, the cut- off mark will be
determined in order to obtain most qualified candidates. With careful job analysis a
successful job selection will be able to be done. For example in obtaining suitable
candidates, the possible applicants might be required to explain the procedures they will
undertake in attending to an injured client who is handicapped. Through the various

5. descriptions the interviewers will be in a place to determine which candidate is good in
dealing with emergencies. This is commonly known as job samples which can be effectively
composed by the organization (Longenecker et al., 2006b). Question Five Answer6.0
Making the website attractive to potential Clients Corporate website is a very efficacy
marketing tool. It will link the firms’ clients to the organization itself through interactive
relations. Dutiful Daughters must develop their website using customer relationship
management solutions. The website www.dutifuldaughters.com.au must be made in such a
way that there should client databases, feedback and satisfaction sections. For instance, to
make the website user friendly Helen should create the website in such away that search
engines must be created to avail messages on weather, services provided, companionship,
background information of the Firm and the main vision and strength of the firm. The web
site should be created in such away that the clients can be able to chat directly with the
employees and access some of the services described online. The website should be made to
avail avenues for customers’ complain online and instant reply. Continuous update of the
website on monthly basis must be maintained to inform clients of the change in services or
aIDition of new services and the cost information commensurate to the services provided.
There should be avenues for online payment for the services provided to clients. The
location and attractive pictures must be included to capture the clients’ attention. Besides,
personalization of services may be conducted by Helen with the aim of checking on some
clients even when they do not need the services. This will involve sending well wishing
messages via their emails and asking them how they are fairing on. They will feel at home
and hence recommend the firm to other people who may need their services. The clients are
normally ready to pay for improved services and therefore the company’ s revenue may be
on the rise which might be a boost to the human resource department in motivating clients
(Longenecker 2006).7.0 Conclusion In this case study it is evident that human
resource management is the epicenter of an organization’ s development and growth.
Successful recruitment will require the interview panel to focus on job sample tests where
the candidate will be evaluated based on how he or she can handle different states of
emergencies as prescribed by the firm. This will ensure growth of the firm.8.0 Reference
listJustin G. Longenecker, Carlos W. Moore, J. William Petty, Leslie E. Palich, (2006),
SmallBusiness Management-An Entrepreneurial Emphasis 13th edition ISBN:0-324-22612-
8Longenecker, Moore, Petty, and Palich, (2006b), Small Business Management, 13th
Edition,South- Western Educational Publishing Company, Cincinnati, OH, ISBN: 0-324-
32342-5Khadim, J. Aslam, Z. M. & Muhammad, A., (2009), Impact of Human Resource
onOrganizational Commitment, Inter-disciplinary Journal of Contemporary Research in
Business, vol 1 (issue 8), pp 78-101Meyer, P. J. & Smith, A. C. (2009), HRM Practices and
Organizational Commitment:Test of a Mediation Model, Canadian Journal of Administrative
Science, Vol 17 (issue 4), pg 319-331Neumark, D., Schweitzer, M. & Wascher, W., (2004),
Minimum Wage Effects Throughout theWage Distribution. Journal of Human Resources, Vol
39, pp 425-450.Perrett, J (2006) ‘ Sense of duty blossoms later in life‘ , Sydney Morning
Herald, 10 February,P 23Raymond J. Stone, (2008), Managing Human Resource; in Ken
Dundas Case Study Dutiful Daughters, Southern Cross University, John Wiley and sons

6. Australia, p.286-288Schultz, D. and Schultz, S.E. (2010), Psychology and Work Today,
Boston: Pearson, p.54-136 Order now