Group 4.docx

15 February 2015PSY 113-I/O PSYCHOLOGY

JOB DESCRIPTIONGroup 4: Rank and File

By:

AMAKIRI, Edward

CRUZAT, Queene

DELGADO, Jodelyn

HIPOLITO, Roselyne

NAMUJHE, Jess

NICOLAS, Anne

AMAKIRI EDWARD IClerical Officer

Brief Summary A clerical officer, you will be responsible for undertaking a range of clerical duties and providing excellent customer service including general office duties, as well as working with a team to provide a high standard of admin duties. With good telephone skills and the ability to deal with the general public on a daily basis, have a positive approach to customer care and be confident in communicating clients.

Duties

Performing data entry dutiesProducing and providing invoices to clientsAnswering customer enquiriesUndertaking filing duties Maintaining databases and office suppliesCarrying out general admin duties

Tools and Equipment

ComputersFax MachineCopierMulti-Lined Telephones

Authority

You shall only perform duties/ functions stated in the job and as relates to clerical officers, any such function that is outside the duties of clerical officers shall not be performed by you, unless so requested by management.

Supervision

You will be answerable to the senior clerical officer, who in turn will be answerable administrative officer of the organization and will be overseen by the manager of the organization.

Qualifications/ Educational attainment

Minimum of 3 GCSEs at Grade C or above, or equivalent, including English and MathsGood general standard of literacy Knowledge and ExperiencePrevious clerical work including data inputPrevious typing experienceExperience in customer service organization

Skills and Abilities Good communication and interpersonal skillsBasic IT skillsFlexible able to multi task and prioritizeUnderstanding of the need for confidentialityGood team player

Experience and skills required:

Must have experience in administrationMust have experience in data entryMust have experience in invoicing and customer serviceComputer literacy skills and experienceGood communication skills

Salary/ Benefits

P14, 629 per month with flexible benefits

CRUZAT, Queene Lorraine Compensation and Benefits Analysts

A. JOB DESCRIPTIONCompensation and Benefits Analysts support the Compensation and Benefits Manager to ensure employee packages are in alignment with company policies and guidelines, are competitive, and are compliant with legal and fiscal regulations.Successful Compensation and Benefits Analysts are strong guardians of company values and principles. They have strong interpersonal skills and are approachable, responsive, results oriented, proactive, and trustworthy. B. Responsibilities and Duties Ensure compensation and benefits standards comply with company policies and/or other regulations or legislation. Analyze, review, recommend, and obtain approval for changes to compensation and benefits at the country level. Assist in development of home country policies and procedures to support the compensation and benefits function. Participate in market and salary surveys. Monitor reviews of compensation and benefits packages to maintain market positioning. Answer employee queries on compensation and benefit matters. Coach and assist in development of new team members. Participate in due diligence during mergers and acquisitions. Coordinate communication of compensation and benefits information to employees and other HR groups. Assist in job evaluations and the annual merit process as required. Help prepare government filings, plan audits, or other tax-reporting requirements. Ensure compliance with Data Privacy and Protection Guidelines.C. Tools and equipment usedDesktop calculator 10-key calculators

Hard disk drives Electronic storage devices

Laser fax machine Laser facsimile machines

Personal computers

Photocopiers Photocopying equipment

D.Technology used in this occupation:Data base user interface and query software Clayton Wallis CompGeo Online Professional Forecast Library; Microsoft Access; O*NET OnLine *; Salary.com

Document management software Actuarial Systems Corporation Document Generation and Management System; Document management system software

Enterprise resource planning ERP software Lawson software; PeopleSoft Enterprise Human Capital Management; SAP ERP Human Capital Management; SAP software

Human resources software Actuarial Systems Corporation AIM; Ultimate Software UltiPro Workplace; Workscape Outsourced Employee Benefits Administration; Xactly Compel

Time accounting software ADP Enterprise eTime; Kronos Workforce Timekeeper; Sage Abra

f.*candidate must possess at least a bachelors/college Degree, any field.*required skills: 2 years background in compensation and benefits, good communication skills, salary survey participation, job level/salary review and analysis, health insurance and benefits administration, MS Excel*required language: English*at least 2 years of working experience in the related field is required for this position.*applicants must be willing to work in 6676 ayala Ave. the enterprise center Makati city*preferably 1-4 years experienced employees specializing in human resources or equivalent.g. salarySalary RangeAccording to the U.S. Bureau of Labor Statistics, 94,710 people worked nationwide as benefits and compensation analysts as of May 2011. They earned an average annual wage of $61,030, or $29.34 an hour. The best-paid 25 percent earned $73,170 annually or more, with the best-paid 10 percent earning $91,220 and up per year. The lowest-paid 25 percent, on the other hand, earned $44,990 or less per year, with the bottom 10 percent making $36,830 or less per year.

DELGADO , Jodelyn Recruitment Consultants

a. Brief SummaryRecruitment consultants are responsible for attracting candidates and matching them to temporary or permanent positions with client companies. They work with client companies, building relationships in order to gain a better understanding of their recruitment needs and requirements.Recruitment consultants attract candidates by drafting advertising copy for use in a wide range of media, as well as by networking, headhunting and through referrals. They screen candidates, interview them, do background checks and finally match them to their clients. Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities.b. Specific Duties using sales, business development, marketing techniques and networking in order to attract business from client companies; visiting clients to build and develop relationships; developing a good understanding of client companies, their industry, what they do and their work culture and environment; advertising vacancies by drafting and placing adverts in a wide range of media, for example newspapers, websites, magazines; using social media to advertise positions, attract candidates and build relationships with candidates and employers; headhunting - identifying and approaching suitable candidates who may already be in work; using candidate databases to match the right person to the client's vacancy; receiving and reviewing applications, managing interviews and tests and creating a shortlist of candidates for the client; requesting references and checking the suitability of applicants before submitting their details to the client; briefing the candidate about the responsibilities, salary and benefits of the job in question; preparing CVs and correspondence to forward to clients in respect of suitable applicants; organizing interviews for candidates as requested by the client; informing candidates about the results of their interviews; negotiating pay and salary rates and finalizing arrangements between client and candidates; offering advice to both clients and candidates on pay rates, training and career progression; working towards and exceeding targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated; Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programs.

c. Tools and Equipment Used Fax machine Computer/Phone

d. Authorities interview people looking for work, and record relevant personal and work details to match them with appropriate jobs receive and record job vacancy information from employerse. Degree of Supervision Senior Consultantf. Qualification Requirements - Educational Attainment A degree in any discipline is acceptable for entry into the profession, although a qualification in some subjects such as psychology, business studies or management can be advantageous. There is strong competition for vacancies at graduate level, so relevant administrative, commercial, sales or personnel work experience is normally beneficial. Experience appropriate to the recruitment area may be necessary in some fields such as law and accountancy.

- Knowledge Entry without a degree is possible for those with relevant experience, skills and abilities. Postgraduate study is not essential. You may find that relevant experience and skills are more useful. Work experience in sales, marketing or any customer-oriented role is useful for starting a career in the recruitment industry. Active membership of student societies may also help you provide evidence that you have the necessary skills.

- Skills and Ability Good intuition and understanding of people's qualities Good analytical and decision-making skills Good oral and written communication skills Tactful and discrete when dealing with people. Creativity and Tenacity. Sales and Negotiation Skills Problem-solving ability Time management and Organizational Skills

- Experience Some new recruitment consultants are graduates. Previous experience in sales, marketing or customer services could help you get into this type of work without a degree. You could also get into recruitment through an Apprenticeship. Getting experience in a recruitment agency will give you the opportunity to meet and network with people who already work in the industry. Your contacts could help you understand the industry better and may help you find longer term paid work in recruitment.

g. SalaryRecruitment consultants with one to five years experience usually earn $55K-$90K (NZD) or 1,815,349.18 2,970,571.39 PHP.h. Benefits Gain access to a wide range of employers and employees Reduce the amount of time taken up by in-house recruitment Get advice and information about the current market Get advice on employment law Extensive training program and ongoing support Regular incentives: lunch clubs, holidays, Phone Excellent social able working atmosphere with Fun day Fridays Potential for international travel to meet clients and candidates

HIPOLITO, Roselyne Gomez Human Resources Assistant a. Brief SummaryThe Human Resources assistant helps the administration with their daily human resources function and duties They contribute assists with the implementation of services, policies, and programs amongst the employees. The Human Resources Assistant reports to the HR director and helps company managers with HR issues. b. Specific Duties Operate on customer service functions by replying to employee requests and questions Updates HR spreadsheet with employee Assists with recruitment and the interview process Assists with employee relations and preparation of the performance revew forms Helps the HR Director with research or special projects Makes photocopies, faxes documents and perform other clerical functions Files papers and documents and performs other clerical functionsc. Tools and Equipment Used Fax Machine Scanners Photocopier Printer Desktop Calculators Paper Punching or Binding machined. Authorities The Human Resource Assistant is responsible for assisting the administration on day to day human resources duties and responsibilities. The Human Resource Assistant helps the director with work-related projects and perform basic clerical functions

e. Degree of Supervision Human Resources Assistant is under supervision by the HR Director and Sr. Human Resources Manager f. Qualification Requirements - Educational Attainment Obtained a High School Diploma (GED) Recommended but not required, an Associates degree or Bachelors degree in human resource management, business or any related field - Knowledge Personnel and Human Resources: Knowledge of the procedures and moral codes for personnel recruitment, selection, training, compensation and benefits, and personnel information systems Customer and Personal Service: Knowledge of principles and processes for serving customer and personal services, meaning customer needs assessment, meeting quality standards for services and evaluation of customer satisfaction. Administration and Management: Knowledge of business and management principles including strategic planning, human resources modeling, leadership technique, protection methods and coordination of people and resources - Skills and Ability Computer software and data entry skills Interpersonal skills Oral Comprehension Deductive Reasoning Oral Expression Written Comprehension

- Experience Human Resource Assistant must have previous work-related experience. They need one or two years of training consisting of on-the-job experience and informal training with experienced workers. g. Salary Entry Level: 152, 421 Php annually h. Benefits Compensation Vacation, holiday and Sick pay Tuition reimbursement Retirement Plan Group Medical, dental, life, disability and EAP insurances

NAMUJHE, Jessica Payroll Specialist

Brief SummaryMaintains and processes payroll records and reports for accounting of salary/wages due, accruals, deductions and other payroll functions. Acts as a resource and provides leadership to subordinates. Incumbents perform duties similar to the Payroll Assistant classification, but are distinguished in that specialists typically are assigned more technical responsibilities, have expertise in most areas of the payroll function to enable them to be a resource to payroll assistants, make independent judgements within established limits and have some lead responsibilities.Duties: Reviews, analyzes and checks payroll reports for accuracy and makes necessary adjustments or corrections through journal entries or other established procedure. Completes appropriate forms to adjust wage/salary account funds or to correct or balance a special situation. Researches, analyzes and resolves difficult or technical problems or questions presented by other workers, faculty, staff, students or outside agency representatives using knowledge of common problems and of entire payroll function. Recommends or participates in the development of new procedures and policies related to payroll operations utilizing knowledge of university, state and federal policies and regulations. Compiles financial, tax and payroll reports for both internal and external purpose; submits to supervisor for review. Acts as liaison with staff, faculty, administrators and students in answering questions, providing alternatives and facilitating decision-making. Coordinates schedules and conducts training sessions for departmental payroll representatives to explain payroll policies and procedures, state and federal regulations and laws. Prepares correspondence of a technical nature pertaining to payroll issues. Coordinates and interacts with federal and state agencies on issues pertaining to employee compensation and deductions. Compiles and analyzes payroll data, makes recommendations and determinations and prepares related reports. Tools and equipment used:Positions in this class may require prolonged sitting and CRT viewing. Some positions may require a Class D Driver's License. This class specification is intended to indicate the basic nature of positions allocated to the class and examples of typical duties that may be assigned. It does not imply that all positions within the class perform all of the duties listed, nor does it necessarily list all possible duties that may be assigned.Authorities:Provides work direction to other District departments, assigned payroll staff, temporaries and students.Degree of Supervision:This position reports to the Payroll Coordinator and/or Payroll Supervisor; receives general direction regarding routine and standard matters and specific instructions regarding non-routine and sensitive matters.Qualification Requirements: Knowledge of payroll principles, practices, regulations and procedures. Skill in evaluating and analyzing technical payroll activities. Skill in both verbal and written communication. Knowledge of accounting practices and procedures. Skill in preparing detailed reports. Skill in performing detailed computations. Accurate and rapid data entry skills Knowledge of current payroll related laws and regulations Highly organized and detail oriented Excellent communication skills oral and written; able to communicate effectively with all levels within the organization. Advanced HRIS and Microsoft Office skills Demonstrated ability to analyze problems and develop creative solutions Demonstrated ability to work in a fast-paced office environment with specific deadlines. Excellent customer service skills. Ultipro experience is a plus Educational attainment/ experience:Four years of related experience which includes two years of clerical accounting experience; OR, Any equivalent combination of experience and/or education from which comparable knowledge, skills and abilities have been achieved. Salary:P 31,000 per month Benefits:Medical benefits are awarded to a fair number, and a strong majority earn dental coverage

NICOLAS, Anne Rafayelle L

Recruitment Specialist

a. Brief SummaryThe recruitment specialist is responsible for the monitoring and improvement of the recruitment process in the organization. The specialist evaluates different recruitment channels and sources and their performance for particular job positions. The specialist recommends best performing recruitment agencies and channels to be used. The optimization of the recruitment budget is another focus.

b. Specific Duties Analyzes the recruitment process performance, prepares the recruitment dashboards, presents dashboards, recommends changes to the recruitment process and implements changes Analyzes the performance of recruitment agencies, the cost per hire, time to hire and recommends changes and improvements Tracks the list of the recruitment agencies and their terms and conditions; introduces standardized terms and conditions for the recruitment vendors if possible Analyzes the recruitment software and recommends and implements changes to it Measures the performance of HR Recruiters and provides feedback to them Identifies difficult job vacancies and investigates the best recruitment approach for them Analyzes the recruitment software and implements changes and improvements Keeps the documentation of the recruitment process up to dateTrains new HR Recruiters (induction program)

c. Tools and Equipment UsedTools used in this occupation: Inkjet Printers - Office inkjet printers Notebook computers - Laptop computers Photocopiers - photocopying equipment Scanners - Computer scanners Video Cameras - Web conferencing cameras

Technology used in this occupation: Customer relationship management CRM software - Applicant tracking software; Vendor management Data base user interface and query software - Database software; Google; LinkedIn; Microsoft Electronic mail software - Email software; Microsoft Outlook Human resources software - Ad Cast; Human resource information system HRIS software; VCT Time accounting software - Kronos Workforce Payroll; MPAY Millennium

d. AuthoritiesThe Enrollment and Recruitment Manager, COB is supervised by the Dean of the College of Business and may supervise full-time, part-time and student employees.

e. Degree of SupervisionTypically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

f. Qualification Requirements

- Educational Attainment Bachelors degree in Human Resources or related field or equivalent combination of education and work experience (Required)

- Knowledge Knowledge and understanding of the guiding principles for employment diversity in higher education. Knowledge and understanding of higher education and/or public sector recruitment and employment processes. Knowledge of organization structure, staffing patterns, and job design. Knowledge of on-line, electronic job application systems and processes. Knowledge of recruitment advertising and marketing techniques and best practices. Effective speaking and writing skills and the ability to address small and large groups.

- Skills and Ability Strong interpersonal skills and the ability to effectively communicate with a wide range of individuals and constituencies in a diverse community. Ability to provide clear technical guidance and instruction to non-technical personnel. Ability to compose and edit written materials. Strong interpersonal skills and the ability to work effectively with a wide range of constituencies in a diverse community. Ability to use independent judgment and to manage and impart information to a range of clientele.

- Experience Minimum of 5 years recruiting experience required Experience with recruiting in the utility industry preferred Experience with developing and administering effective employee recognition and service programs preferred

g. Salary Entry Basic Salary - Php 13,000.00

h. Benefits SSS PAG-IBIG PHILHEALTH 13th Month Pay Paid Leaves