Title: Developing a Selection Plan for the HR Generalist Vacancy
Design a systematic method for identifying those applicants with the best potential for success in your HR generalist job. Read through the HR Generalist job description (See below). Identify which KSAOs on the job description are related to which tasks and duties. Which are the most important tasks and duties for successful performance on this job? Given these two pieces of information, which KSAOs do you intend to measure during the selection process? How will you test applicants’ levels of proficiency for each KSAO that you have decided to measure? While deciding how to measure these KSAOs keep in mind that (a) some tests may measure more than one KSAO and (b) high quality selection tests may exist already for some of your KSAOs. Research and identify already existing selection tests. If a test doesn’t already exist, then describe how this test would work. In addition to the tests you have already identified, you will be doing an interview as part of your selection process. Create a structured interview document for the HR Generalist job. This interview document should be a finalized, polished form. Assume that you will be giving this document to a hiring manager for his/her use in the selection process.
JOB DESCRIPTION
Summary/Objective
The human resource generalist is responsible for performing HR-related duties on a professional level and works closely with senior HR management in supporting designated geographic regions. This position carries out responsibilities in the following functional areas: benefits administration, employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, affirmative action and employment law compliance.
Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Administers various human resource plans and procedures for all organization personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual.
Participates in developing department goals, objectives and systems.
Administers the compensation program; monitors the performance evaluation program and revises as necessary.
Performs benefits administration, including claims resolution, change reporting, approving invoices for payment and communicating benefits information to employees.
Develops and maintains affirmative action program; files EEO-1 report annually; and maintains other records, reports and logs to conform to EEO regulations.
Conducts recruitment effort for all exempt and nonexempt personnel, students and temporary employees; conducts new-employee orientations; monitors career-pathing program; and writes and places advertisements.
Handles employee relations counseling, outplacement counseling and exit interviewing.
Participates in administrative staff meetings and attends other meetings and seminars.
Maintains company organization charts and the employee directory.
Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to continually improve efficiency of the department and services performed.
Maintains human resource information system records and compiles reports from the database.
Maintains compliance with federal, state and local employment and benefits laws and regulations.