Week3 Task Statements: Human Resource Receptionist Student Name Rocio Franz What action is being performed (verb) To whom/what is the action directed (receiver of the verb) How is the action performed (procedure, tools, equipment) Why is action performed (purpose) Distribute mail Incoming mail Receive delivery from Mail room | Distribute mail to the appropriate employees | Schedule appointments Schedule appointments for HR director | Schedule appointments in outlook Schedule meeting for HR Director with employees or other contacts. Corresponding Incoming inquires | Use of word and excel Initiate responses to incoming inquiries Answer Phones Incoming calls Switchboard Forward to appropriate employee Greeting| Incoming clients/employees Front desk To insure hospitality at the front desk. Filing Employee files and incoming correspondence Files/filing system The ability to file and retrieve files as needed in current filing system Task Statements 1 Receive and distribute incoming mail to the appropriate employees 2 Schedule appointments for employees and new hires 3 Correspond with the income inquires 4 Answering the phones and directing calls to the appropriate employee 5 Receive incoming person with hospitality | 6 File personal files and incoming correspondence 7 8 KSA Statements: Human Resource Receptionist Student Name Rocio Franz Task Statement (copy/paste all task statements here) Knowledge (cognitive skill) Skill (learned) Ability (competence) 1 Distribute mail to appropriate employee Knowledge of personal and departments One year experience typing Ability to read proficiency 2 Schedule appointments Knowledge of calendar and outlook One year experience Ability schedule appointments 3 Corresponding 1 – 3years Proficient in word and excel Minimum 1 to 3 year experience Ability to handle mail and send it to the right department or employee. Good writing skills. 4 5 6 7 8 KSA Statements 1 Good reading, typing skills. 2 Organization and ability to schedule appointments 3 Good writing skill, ability to handle mail, knowledge and proficient in word and excel. 4 5 6 7 8 Position: Administrative executive Receptionist Description In the department of Human resources The administrative Receptionist provides office and clerical support to assist with the efficient operation of the department of human resources. To accomplish these tasks, the administrative executive receptionist works closely with the staff and duties of human resources. Responsible To: Business Manager, Assistant the HR director calendar and other duties assigned. Qualifications 1. High School diploma or equivalent. 2. Experience as a secretary and receptionist. 3. Demonstrated typing and filing skills. 4. Experience in using various computers and computer programs. Excel, outlook, word, etc. Essential Functions: 1. Provide office and clerical support to assist with the efficient operation of HR department .

1. Week3
Task Statements: Human Resource Receptionist
Student Name
Rocio Franz
What action is being performed (verb)
To whom/what is the action directed (receiver of the verb)
How is the action performed (procedure, tools, equipment)
Why is action performed (purpose)
Distribute mail
Incoming mail
Receive delivery from Mail room |
Distribute mail to the appropriate employees |
Schedule appointments
Schedule appointments for HR director
| Schedule appointments in outlook
Schedule meeting for HR Director with employees or other
contacts.
Corresponding
Incoming inquires
| Use of word and excel
Initiate responses to incoming inquiries
Answer Phones
Incoming calls
Switchboard
Forward to appropriate employee
Greeting|
Incoming clients/employees
Front desk
To insure hospitality at the front desk.
Filing
Employee files and incoming correspondence
Files/filing system
The ability to file and retrieve files as needed in current filing

2. system
Task Statements
1
Receive and distribute incoming mail to the appropriate
employees
2
Schedule appointments for employees and new hires
3
Correspond with the income inquires
4
Answering the phones and directing calls to the appropriate
employee
5
Receive incoming person with hospitality |
6
File personal files and incoming correspondence
7
8

3. KSA Statements: Human Resource Receptionist
Student Name
Rocio Franz
Task Statement
(copy/paste all task statements here)
Knowledge
(cognitive skill)
Skill
(learned)
Ability
(competence)
1
Distribute mail to appropriate employee
Knowledge of personal and departments
One year experience typing
Ability to read proficiency
2
Schedule appointments
Knowledge of calendar and outlook
One year experience
Ability schedule appointments
3
Corresponding 1 – 3years
Proficient in word and excel
Minimum 1 to 3 year experience

4. Ability to handle mail and send it to the right department or
employee. Good writing skills.
4
5
6
7
8
KSA Statements
1
Good reading, typing skills.
2
Organization and ability to schedule appointments
3
Good writing skill, ability to handle mail, knowledge and
proficient in word and excel.

5. 4
5
6
7
8
Position: Administrative executive Receptionist
Description
In the department of Human resources The administrative
Receptionist provides office and clerical support to assist with
the efficient operation of the department of human resources.
To accomplish these tasks, the administrative executive
receptionist works closely with the staff and duties of human
resources.
Responsible To:
Business Manager, Assistant the HR director calendar and
other duties assigned.
Qualifications
1. High School diploma or equivalent.
2. Experience as a secretary and receptionist.
3. Demonstrated typing and filing skills.
4. Experience in using various computers and computer
programs. Excel, outlook, word, etc.
Essential Functions:
1. Provide office and clerical support to assist with the efficient
operation of HR department
2. Ensure that all activities conform to HR.
3. Communicate effectively with all members of the

6. organization .
4. React to change productively and handle other tasks as
assigned.
5. Appropriately operate all equipment as required.
6. Support the philosophy and vision of human resources
Physical Requirements/Environmental Conditions:
1. Requires prolonged sitting or standing.
2. Requires physical exertion to manually move, lift, carry, pull,
or push heavy objects or materials.
3. requires stooping, bending, and reaching.
4. Must work in noisy and crowded environments.
5. Must be able to climb stairs and use a small step ladder.
General Responsibilities
1. Welcome visitors and arrange for their comfort.
2. Screen telephone calls, directing them to the appropriate
person/department.
3. Screen and route incoming mail.
4. Compose, type, and copy correspondence, reports, bulletins,
records, and other materials.
5. Obtain, gather, and organize pertinent data as needed.
6. Perform all secretarial and bookkeeping duties as needed by
HR director
7. Perform any bookkeeping and data processing task as needed.
8. Maintain an orderly filing system.
9. Schedule appointments, make travel arrangements, and
assemble material for Meetings for HR director.
10. Assist in planning meeting agendas, and assist in preparing
meeting summaries.
11. assisting the public and employees with personnel
questions, following company policy when dispensing
information, reviewing and processing forms for personnel
changes, monitoring staff time and payroll items, handling the
HR director’s calendar.

7. Reference
-Functional Job Analysis: A Foundation for Human Resources
Management (Applied Psychology Series).
Sidney A. Fine (Author), Steven F. Cronshaw (Author).
1. Human resource management ,8 th Edition
Raymond A.Noe, John Hollenbeck, Barry Gerhard, Patrick M
Wright.
-
https://www.jobsetc.gc.ca/eng/pieces1.jsp?category_id=2802&r
oot_id=2801
The Community Tool Box is a service of the Work Group for
Community Health and Development at the University of
Kansas.
Copyright © 2013 by the University of Kansas for all
materials provided via the World Wide Web in the ctb.ku.edu
domain.
Good work on these sections...the tasks and the statements are
specific and measurable; and the KSA’s are identifiable and
helps determine the level and required job skills, but needed
three more based on your task statements.. The job description
contains all the necessary information/sections.
Literature review to support the job analysis process was not
completed/submitted - points were not awarded for this section.
At the heart of almost every human resources management
program or activity is the need for accurate and thorough job
information. Job analysis is thus a prerequisite activity for the
effective management of human resources.

8. Human Resource Management Recruiting, Hiring, Evaluating,
and Compensating
Professor Carlos JonRocio Franz
HRM590 Written Assignment #2
1. A – Job Ad:
Job Title: Human Resource Receptionist
Description:
Position requirements: Experience with Microsoft Office.
Must be able to stand for a long time and lift heavy amounts
repeatedly. Duties include handling incoming calls, emails,
inquiries, regular office functions, and scheduling meetings for
HR department. Minimum typing speed of 60/wpm. Salary DOE.
Apply at http://www.mycompany.com/hr/job132.html
B - Recruitment Plan:
Goal:
To recruit 1 Human Resource Receptionist to fill

9. open entry level position.
Strategies:
1. Place ads on appropriate websites for maximum exposure. Ad
will be placed on the following sites.
0. ksl.com – this is a popular website for local hiring.
0. The company HR website – will allow for a more detailed
description of position and requirements.
Structure:
1. The official recruiting cycle for the Human Resource
Receptionist will commence on Monday and will end in
approximately 35 working days.
1. All recruiting efforts will be coordinated through the human
resources department coordinator or his or her designee.
1. Provide Annual review of new hire.
Graphic Summary of Recruiting process:
2. Selection Methods:
1. Application – Gather all necessary information to begin the
selection and review process.
1. Typing Test – Will allow us to narrow down the possible
applicants by testing if they first meet our set standard.
1. Skills Tests – Will narrow down possible applicants even
more by testing them to see if they can pass the necessary skills
tests need to complete their job correctly.
1. Structured Interviews – Which should include behavioral
questions and dealing with common situations that will occur in
position they are applying for. This will give us a better
understanding of the type of person the applicant is and if they
can handle the day to day operations of the position.
3. Performance Evaluation
Annual Performance Review
Employee Name

10. Cathy Smith
Title
HR Receptionist
Date of Review Period
2010
Supervisor Name
Rocio Franz
Department
Human Resource
Exceeds Expectations = 5
[employee has exceeded objective, time and quality]
More Than Satisfactory = 4
[employee has slightly exceeded either time and/or quality]
Satisfactory = 3
[employee has met objective, may be just under objective on
time and quality]
Less Than Satisfactory = 2
[employee has not met objective on either time or quality]
Needs Improvement = 1
[employee far below on both time and quality]
Task
Objective/Measurement
Results
Comments
Ranking
Typing
96% accuracy
90%
She was under the objective of 96%, but not by far.
3
Complete within 48 hours of submission
Within 24 hours

11. Exceeded the time objective
5
Filing
98% accuracy
82%, unable to find files for labor issues
Need to be able to find the files when needed. Files should be
clearly marked and she should know the alphabet
2
Complete by end of the day
By end of each week
When the files are not filed, it can make it harder to find them
when you have to look in more than one location for them. Also
takes more time than it should.
2
Answer phones
Answer within 3 rings
Within 2 rings
Exceeded objective.
4
Screens calls
Forwards all calls where she could have provided information
Her job is to screen calls and answer the phone within 3 rings.
Can’t always do that if having to provide long answers.
4
Provide messages upon return or availability of staff
Feedback that messages not always given to staff
Late or missing messages could be result in lost business and
poor customer service.
2
Provide information
Provide prompt and accurate information

12. Customers often request to speak to someone else
Her accent could make it hard for people to understand her, but
she needs to give proper information.
2
Task
Objective/Measurement
Results
Comments
Ranking
Input applications
100% accuracy
70%
Incorrect information on applications could result in
unnecessary rejections.
2
Complete by job ad deadline
Completed by deadline
Mail job flyers
No returns of flyers
20% of flyers returned due to address changes
Flyers were mailed on time. Address changes should be
expected because people move all the time.
4
Mailed day jobs open
Mailed on time
Distribute staff mail
100% accuracy
Unable to track, staff states not receiving mail
Missed deadlines results in lost business and poor service.

13. 1
By end of day
Mail sometimes not received by staff
Overnights within 10 minutes
Overnights not timely, resulting in staff missed deadlines
Log checks
100% accuracy
100% accuracy
Finished on-time but could use a little work on delivering
before payroll calls.
3
Provide log/checks to payroll by end of each day
Payroll often calling for logs and delivered by end of day
Recruitment folders
Created before job ad opens
Files always ready
Needs improvement on her filing skills as for the same reasons
mentioned before.
3
Applications properly filed
Applications often misfiled, discovered when applicant calls.
Job hotline
Recorded evening before job opens
Recorded timely

14. Give the job to someone else because of her accent being hard
to understand.
4
Information accurate and clear
Information accurate, difficult to understand due to accent
Personnel forms
Completes by weekly deadline
Always behind, missing deadlines resulting in employee
changes not processed timely
Not acceptable to always be behind causing others changes to be
not processed timely.
1
98% accuracy
77% accuracy
OVERALL PERFORMANCE EVALUATION RANKING
Development Plan
Scored 42 out of 75. (56%) Needs some work on her filing
skills. Also needs more training in areas where she can’t answer
questions. A little more practice on typing would also improve
her accuracy.
4. Literature Review
1. Recruitment
HR Management Guide. (n.d.) Recruitment and Selection.

15. simplehrguide.com. Retrieved October 12, 2013. from
http://www.simplehrguide.com/recruitment-and-selection.html
The website gives lots of useful information on recruiting
and the HR process in general. It also
has many links and additional information. It appears to be
updated on a regular basis and
contains updated news for HR individuals.
1. Selection
Thomas H. Stone. (n.d.). Understanding Personnel
Management, Dryden Press. Explorehr.org. Retrieved October
12, 2013. from
http://www.explorehr.org/articles/Selection_+_Recruitment/Typ
es_of_Selection_Methods.html
The website gives useful and current information on
different selection methods. The website provides additional
information on the different parts of HR management. It also
has several different tools for HR management.
1. Performance Evaluations
Tyler Lacoma. (n.d.) Employee Performance Evaluation.
eHow.com. Retrieved October 12, 2013. from
http://www.ehow.com/info_7938098_employee-performance-
evaluation.html
The website gave interesting information on the value and
usefulness of employee evaluations.
Good work on the performance appraisal form and providing
constructive comments/feedback and ratings corresponds to the
results - although typing should be a rating of "2" since the
objectives were not met. I would also add a specific objective
like take a course in time management and time line (complete
course in 90 days and review progress).
The job ad is a good start...needed more job
duties/responsibilities for the applicant to have an
understanding on what the job entails - see attachment for a
sample...
The recruiting plan is good with the company website...how

16. about local colleges/job fairs and internal job posting; and
selection process - per your structured interview approach is
good and the skills testing...need to add background and
reference checks.
The literature review sources are good...but missing the 2 - 3
page summary of those articles/sources...points were not
awarded.
ActivityBeginThroughBeginThrough
Initial ConsultationDay 1HR & Hiring Manager
Position Description DevelopmentDay 2Day 3HR & Hiring
Manager
Marketing/Ad Campaign DevelopmentDay 5Day 10 HR
Applicant ScreeningDay 5Day 12Determines ViabililityHR
Candidate AssessmentDay 6InterviewsFormalHR
Interview Question DevelopmentDay 5Pre-InterviewHR &
Hiring Manager
Pre-interview Client Consultation Day 13Candidate ReviewHR
& Hiring Manager
Interview Question SelectionPre-InterviewHR & Hiring
Manager
Schedule/Coordinate InterviewsDay 14HR
First Round Interviews Day 15HR & Hiring Manager
Background/Reference Checks on FinalistsDay 19Day
21Requires 2 daysHR
Submit Finalists for ReviewDay 23HR
Final InterviewsDay 24HR & Hiring Manager
Offer PositionDay 25Allows for notice Hiring Manager
Send Regrets to Remaining ApplicantsDay 26HR
New Employee StartsDay 35Candidate
ProjectedActual
NotesWho