The intended purpose of the task assignment is the provision of services of a clerical nature to the human resource department that helps guarantee proficiency and efficiency. The services are provided in accordance with expected standards in clerical and administrative work. Job obligations and functions that are highlighted are to be effected by the employees.
Some of the main tasks and obligations that should be realized by the receptionist are inclusive of preservation of personnel files and the completion of tasks that affect the functioning of personnel. Individuals who perform the duties are expected to meet certain obligations inclusive of assistance of the general public in meeting their needs. The policies and procedures of the company are expected to be implemented in accordance to the guidelines that have been laid out. Other mandates that the individual is expected to complete include scheduling of the directors calendar to ensure that activities are completed in the required timelines.
Handling mail and providing information on the phone are among the duties that are expected to be implemented by the individual. Typing and keying of data as well as ensuring that the payroll is up to date are some of the activities that are to be executed by the person. All other tasks that are assigned and can be implemented are to be done as provided.
Some of the required knowledge and abilities that the individual should possess include an impeccable ability to speak and write in fluent English. The individual should also be conversant with the provision of customer services while they should communicate effectively. Writing skills are also a top requirement as well as mastery in cataloguing of files. Computer literacy is paramount as this forms the bane of activities that are to be done in the office. Additionally, he/she is expected to have knowledge in the use of multiple computer software that include Microsoft word, excel and outlook. Such software’s are used in the execution of daily tasks therefore proficiency in their use will make work easier.
Some of the education requirements that individuals are expected to meet include a bachelors of arts or an equivalent bachelors of science from a reputable college in clerical and administrative work. Any other short courses that the individual may have undertaken in the aforementioned field are acceptable and an added advantage. The supervision requirements for the course undertaken include minimal level of supervision. The working area will have a serene environment that is friendly to the worker. Individuals are expected to be within the work environs for a considerable period of time.
Literature review.
In the conduct of tasks to be assigned it is important to note that there is a definite mode through which all individuals are expected to complete tasks and be in accordance with the required information and expectations. Human resource planning has been earmarked as an important tool that improves competitiveness of the workforce. Staffing requirements require a detailed study of policies and programs that are expected to be implemented (Trevor et. al, 2008). There is a required skillset that is necessary for the occupation. Management of the required individuals is necessary to ensure that they operate efficiently according to their skills (Iles et. al 2010).
It is important to ensure that skills used fit those that are required by the firm and a complete job evaluation must be undertaken. It is important to hold interviews to get first- hand information and understand the individual who is being interviewed. The job description should match what is expected of individuals. These skills have a huge role on the performance of the company and the changing roles of such individuals should be put into consideration (Hope-Hailey et. al. 1997).
References.
Trevor, C. O., & Nyberg, A. J. (2008). Keeping your headcount when all about you are losing theirs: Downsizing, voluntary turnover rates, and the moderating role of HR practices. Academy of Management Journal, 51(2), 259-276.
Iles, P., Chuai, X., & Preece, D. (2010). Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business, 45(2), 179-189.
Hope‐Hailey, V., Gratton, L., McGovern, P., Stiles, P., & Truss, C. (1997). A chameleon function? HRM in the ‘90s. Human Resource Management Journal, 7(3), 5-18.
