My name is Thiesha Jones, and I am the senior executive for the Department of Labor Resources a division within, “Bisopz Human Resources & Office Management Suite’s”. I will like to take this time to, briefly discuss the benefits that we provide, along with the assets that we can provide for your company. The Bisopz Human Resources & Office Management Suite’s has been in business for over six years, and we are currently expanding our company by providing services internationally. 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. Some of the resources that we provide are job analysis, tips for the selection process, and scripts for orienting new employees, as well as training proposals.

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. Please view the table below.

Table One

Presentation of Job Analysis	Tips for the Selection Process	Scripts for Orienting New Employees	Training Proposal
The presentation of job analysis fits strategically into a company’s overall plan by visually allowing and assisting human resources in observing the expectations, analysis, job descriptions and functions along with other related methods for suitable teamwork within the position of a Human Resources Manager.	The tips for the selection process fits strategically into a company’s overall plan by knowing, analyzing, and examining the process of employment for a human resources manager. For within this process human resources will be able to know and understand the internal and external recruiting methods, organization of the interview process, and the descriptions of compensation, along with the incentive and benefit plans, for the position of a human resources manager.	The scripts for orienting and training new employees will allow human resources the understanding and the benefits of adequately opening, and dispersing important issues which needs to be discussed, or address during the orientation period for human resources managers. In addition, these scripts will allow human resources managers the opportunity to provide and produce firm employee relations.	The training proposals of human resources managers will provide human resources with a map outlining the ongoing employee development process, along with a vision of opportunities for advancement for within the position of a human resources manager. Within this particular aid, I will also be providing training narratives for the assistance of human resources managers, along with the best methods to conduct the different training stages, in which, will be provided within the training narratives.

Tips for the Selection Process

As described above in table one, the tips for the selection process fits strategically into a company’s overall plan by knowing, analyzing, and examining the process of employment for the position of a human resources manager. Within this process, human resources will be able to know and understand the internal and external recruiting methods, organization of the interview process, and the descriptions of compensation, along with the incentive and benefit plans, for the position of a human resources manager. The selection process described within this summary will be, labeled within sections for clarity and profession. Section One-A describes the recommendations of both external and internal recruiting methods. Please view the section below.

Section One-A: Recommended Recruiting Methods

The advantages of recruiting, is that a company can use both internal and external recruiting resources for acquiring effective employment positions for potential employees. In this case, we will be analyzing both methods for the position of a human resources manager for within your company. Depending on your company’s budget, we will be able to provide cost-effective solutions for recruiting in-house and out-house employees. In addition, each method or resource described is, designed to reach hundreds, if not thousands of potential employees for this position. Please review the methods below.

Table Two

Recruiting Methods
Recruiting Methods	Descriptions	Effectiveness
Internal Sources	Gives employees first opportunities for an open position within the company	Demonstrates the company’s commitment for job advancements
Post bulletins in employees lounge, at employee meetings, include job openings within newsletters handed out with paychecks, perform employee checks or evaluations		One of the benefits would be to see what employees have learned, the skills that they know possess, their leadership abilities, and whether they are interesting in increasing their pay, by offering them a higher position.
External Sources	Provides potential employees with opportunities for employment within the company; postings will be listed on major career sites such as the Department of Labor (DOL), monster.com, careerbuildser.com	Demonstrates the company’s interest in hiring diverse employees
Online job listings or posting, host on and off-site job fairs or seminars, media advancements in radio, television, and the newspapers		The benefits would be to let the public know, or become aware of the company’s employment opportunities, and to be able to answer questions hands-on for within on and off-site job fairs or seminars. The benefits of media advancements would be that the business would reach thousands of potential employees daily.

Section One-B: Sample Interview Questions | The Interview Process

To begin the interview process for a potential candidate for the position of a human resource manager, it is always good to begin the interview process by breaking the ice with salutations for both the interviewee, as well as the interviewer. Salutations are the most important and effective way for breaking the ice for the interviewer, as well as for the interviewee. In addition, salutations are the process of clarifying the pronunciation of the interviewee’s name. Below you will find a list of appropriate interview question within the selection process of hiring employees for the position of a human resources manager for your company. Please view the section below.

Table Three

“Hi, my name is Mrs. Frazier; I am your interviewer for today, what is your name?” This opens the door for the applicant to become more comfortable, and to be able to answer the questions with ease. In addition, this will also allow the interviewee, to be able maintain consistency with his or her answers so that nothing is missed, or left out. “What makes you interested in the position of a human resource manager?” By asking this question, this will give the interviewer a chance to see how the interviewee elaborates on the chosen position of interest. This will also give the interviewer insight on how the interviewee feels about working as a human resource manager along with his or her knowledge of the given position. “What experiences or education obtained, which qualifies you for the position of a human resource manager?” This question will give the interviewer knowledge of the requisite skills needed for the position of a human resource manager. “What is the largest group of employees you have managed?” This question will give the interviewer insight of managerial experiences of the interviewee. “Are you seeking this position to advance within your career, increase you income, work in a better work environment, or start a new career?” This question will allow the interviewee a more focus approach of the decision, in which he or she is making towards the employment within the company. In addition, this will also give the interviewer insight of the interviewee’s dedication for the position sought, as well as the dedication within the company. “What are your income expectancies?” This question will allow the interviewer the interviewee’s income expectancies vs. the actual income. This decision will be, based on experiences, knowledge and skills of he interviewee, along with the company’s budget for hiring a new employee. “Describe in brief, how you, if hired, would be an asset as a human resource manager, and how you would be an asset to this company.” This question will allow the interviewer insight of the interviewee abilities. In addition, this will also allow the interviewer insight of the benefits that he or she can bring to the company. “Are you willing to consent to a criminal background check, 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. “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. “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. “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. “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.

Table Four

Selection Tools For The Position Of A Human Resources Manager
Criminal Background Checks	√
Employment Verifications	√
Drug Screening	√
Education Verifications	√
Verification of Professional Licenses / Certificates	√
Reference Checks	√
Integrity Evaluation	√

Section One-C: 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) and the potential employee for the position of a human resources manager. The compensation, incentive and benefit plans, in which will be useful are bonuses, team incentives, and the Rucker plan to name a few. Below, is a list of the pros and cons of each compensation, incentive and benefit plan listed individually (see table five). As needs, change because of the growth or expansion of the company, our employee’s needs, changes as well; therefore new and improved benefits must reflect our employee’s positions within the company. In addition to the compensation, incentive and benefit plans listed in table five, the improved employee benefits must also include health care benefits, paid vacation time, as well as the 401(k) savings plan and employee assistance programs such as various counseling services for our employees.

Table Five

Compensation, Incentive & Benefit Plans
	Bonuses	Team Incentives	The Rucker Plan
Pros	Employees will know that they will be getting a company bonus had the initial requirements or objectives have been, met.	Support, build, and contribute to team or group cooperation; in other words team incentives motivates employees to work together as a team towards productivity of operations, or the company.	The Rucker plan is that whenever the employee’s percentage of production rises, so does the employee pay.
Cons	Employees will have to wait until the end of the year to receive their bonus.	Some employees may feel that their work contributed more to the payouts than the other members of the group did.	If there is a fall in production, employees do not receive any type of incentive pay. In addition to this, the employee must also have a history with the company as well, in order to receive this type of incentive.

Of all of the above pros and cons of employee compensations, incentives and benefits plans, health care benefits would appear to be the most cost containment; however, our goal would be to seek relief from such expenses through alternative health care benefits plans. The advantages of providing health care benefits to our employees is that we can offer these health care benefits to our employees through various organizations, in which are designed to cut health care cost, or to provide other forms of incentives to employers. The Preferred Provider Organization (PPO), in particular, guarantees lower health care cost to employers for their employees. This organization does not only guarantee lower health care cost for employers, they also provide employers with a list of various physicians, or doctors vs. a single physician or doctor offered from other agencies or facilities. In addition, our employees will be able to get the medical attention needed, at a selected discounted rate; this means that we can offer our employees health care benefits and save while doing so.

The other improved employee incentives (paid vacation time and the 401(k) savings plan) would be, designed for our employees whom had continuous employment within our company for at least a year. These incentives serve as awards to our employees to show appreciation for their determination within their job performances, as well as for the overall growth they have provided within the company. The last improved employee incentive, the employee assistance programs, will be, designed for every employee within the building, both the management staff and the regular employee staff. The employee assistance programs will serve in one form, as a form of a crisis prevention and readiness progression for managers and employees, as well as counseling services.

The available employee benefits, are, designed to further, target our employee’s needs while promoting strategic organizational objectives. Needs of such, are to improve employee work satisfactions, meet employee health and security requirements, attract and motivate employees, retain top-performing employees, and to allow our employees to maintain a favorable competitive position, or advance within the company.

Scripts for Orienting New Employees

The script for orienting new employees, are as followed. We, in HR, feel that it is important to address some sensitive issues during your early employment with our company. As a new employee of “Bisopz Human Resources & Office Management Suite’s” one of our responsibilities are to inform you of policies in which, you will be responsibly for complying to. Our policies include the privacy policy, the sexual harassment policy, and the immigration policy. The benefits of discussing these policies while in the new hire, or orientation state is because, the setting of organizational rules is the foundation for an effective disciplinary system. These rules govern the type of behavior expected of employees, Axia 2009.

If the above issues are not address, there is a possibility that you will not have any knowledge of your employee rights within this company. Therefore, it is vital for our HR staff to inform all new employees of their employee rights according to the Equal Employment Opportunity Act of 1972. In addition to our policies, we will also be discussing employee health and safety practices. According to the Occupational Safety and Health Administration (OSHA), we are required to inform all employees of important health and safety issues.

Training Proposal

This training proposal is, designed for your employees beginning as a customer service specialist through the advancement of a human resources manager. This proposal is, designed to provide your company with an outline of the ongoing employee development process as well as opportunities for advancement. Also included are narratives of, training and advancements for each position obtained within this proposal. In order to advance within your career as well as within our company, everyone must apply, qualify, and exceed the necessary skills and abilities of each sought position.

Meeting Advancement Expectations

Meeting the advancement expectations of our company, as a customer service specialist, there are opportunities to advance to the next level of your career as an administrative assistant, to a human resources manager. The expectations of our first available position of a customer service specialist, requirements are to possess time management, critical thinking and writing skills. The second level, an administrative assistant, are also required to possess time management, critical thinking, along with speaking skills. Our third available position, a human resource manager, requirements are to possess skills and knowledge within the following areas: administrative and management, customer and personal services, and personnel and human resources, in order to advance.

Table Six

Training And Advancements
	Customer Service Specialist	Administrative Assistance	Human Resources Manager
One Month	time management, critical thinking and writing skills
	Hands on training, employee evaluation
One Year		required to possess time management, critical thinking, along with speaking skills
		Additional education, hands on training, employee evaluation
Desired Position			are to possess skills and knowledge within the following areas: administrative and management, customer and personal services, and personnel and human resources
			Additional education, hands on training, employee evaluations, upper management recommendations

As shown in table six, the employee position of a customer service specialist, after one month, should possess time management, critical thinking, and writing skills in addition to hands on training along with an employee evaluation. 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.

Recommended Delivery Method: Training An 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, should take the place of any certification exam required. The training will be instructor-led, as well as self-paced. 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.

Reference

http://www.hr.com/SITEFORUM?t=/contentManager/selectCatalog&e=UTF-8&i=1116423256281&l=0&ParentID=0&active=homeLink

http://www.shrm.org/Pages/default.aspx

http://www.associatedcontent.com/article/64450/how_to_write_an_executive_summary.html

Gurhan Uysal.  (2009). Human Resource Management in the US, Europe and Asia: Differences and Characteristics. Journal of American Academy of Business, Cambridge, 14(2), 112-117.  Retrieved April 2, 2009, from Alumni – ABI/INFORM Complete database. (Document ID: 1614428661).

http://online.onetcenter.org/

http://www.eeoc.gov/index.html