Assessment on human resources and job description

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Over the past three decades, the size of the typical human resource (HR) department has increased considerably. This increase reflects both the growth and complexity of government regulations and a greater awareness that HR issues are important to the achievement of business objectives

However, many still believe that top managers care little about HR compared to marketing, finance, production and engineering. What might account for this perception, and what would you do to change it?

Students are required to work in a group of FIVE (5). Students are required to obtain copies of job descriptions for any positions at the college or the firm where you work. What types of information do they contain? Do they provide you with sufficient information to explain what that particular job involves and how to do it? How would you improve on the description?

1.1 Introduction

Human resources are a part of very important of a business sector. But still got a lot of the top managers are less emphasis on the human resources. I believe, many top managers are still believed the HR department is waste their cost but actually they are misunderstood of the human resources. Now a days, human resources personnel don't only handle small administrative tasks but responsible for staffing major corporations. Those who works in human resources also have to able to handle crises in a smooth and discreet manners. Human resources is also related to the health care or regarding sexual harassment or employee disputes.

In this perception, I would like to discuss the important of the human resources to an organization and do some to change the wrong perception the top managers hope to change their wrong perception on the human resources. We will also try to understand the important of human resources, and the clearly describe of the department of the human resources.

1.2 What are Human resources (HR)?

Human resources is function within an organization or a corporate focuses on management, recruitment, appraisal, selecting and providing direction for the people who work in the organization or corporate. HR are responsibility to aims at developing people through work, they are also administrative the employee motivation, remuneration, training, hiring, safety, orientation, etc on the organization or corporate. In an organization, human resources department are very important. Human resources management is to effectively make use the talent and abilities of employees to achieve the operation objectives of an organization or corporate. It is also seeks and ensure the individual employees are satisfied to the working environment and the compensation and also benefits the employee receives.

1.3 Why managers less emphasis on HR?

Now a days, some organization are already exists and focuses HR department because they knows that the HR is necessary and it will be effectively. But still got a lot of organization or corporate are less emphasis on HR compared to marketing, productive, financial and engineering, because they think that HR department is less productive compared to other department to their organization or corporate.

Most managers are less emphasis on HR department may cause by they didn't take part on the bottom line. They will always think about the HR department is not always in charge on the decision making. Managers of company will neglect HR department may also cause by their department are not direct affect the profit of the company but other department will direct affected the profit.

1.4 Important of HR

Human resources are an important part of businesses today. Human resources takes care of hiring and firing people and maintaining benefits like health insurance, they are also take care about a company's all important asset. Human resources department will be able to hire a competent workforce, means a right person on the right job. After that, this will decide other tangible and intangible resources. The human resource may recognize as a holder of an organization because the other resources will become worthless if they would be no human then no people will be plan, organize, or monitor the other resources.

HR is typically as a cost center of an organization. Even a HR does not contribute to the bottom line but they are also responsible for hiring and protecting the company's most important asset-people. HR can treat as a team of paper pushers who take cares the benefits and policies, or are a necessary group to protect the company and limit issue like insolence, lawsuit and push to obey in terms of treatment and policies. A business won't success if the organization didn't have any strong, satisfied and motivated people. HR as a compliance issue, it is a discipline that should not spend the time with benefits, payroll and benefits but rather with strategic opportunities.

Human resources has grown-up as industry to include expert in the aspect of organization development, continuous process improvement, change management, as well as those who gain impressive training and enjoy significant tenure in benefits administration, policy analysis, recruiting, and training. HR department are help to match employers with qualified jobseekers. This will help the organization to hire correct employees and given the right people to the right job. HR department is important to the organization because it helps in selection and recruitment of individual that are right for a given position in the company. They are also exists in creating a job description and recruit people according to these job description. HR also organizes training development programs for individuals and thus takes part in their professional grooming.

Human resources also create, procure, and conduct training and development programs for employee. A training offer for employee is a way of developing skills, enhancing productivity and quality for work, and building worker loyalty. Enhancing employee skills can increase individual and organizational performance and help to achieve business results. HR provides the training and development for suitable employee can give them a competitive edge in recruiting and retaining high quality employees and can lead to business growth.

HR department is also able to know all the wages or salaries of all the staff of the company. They are also need to keep secret of their wages or salaries, bonus or else because rise and selfishness pursuit by public sector employees is jealousy toward unusually high wage rates.

1.5 How to change the perception of managers

Human resources is a part of important of an organization, I would like to talk with the managers the advantages, necessary and abilities of the Human resources department. Even the HR department is not a bottom line, they can't get any income for the company directly but this department can avoid the loss in the company. They care about the company's asset to ensure the company didn't waste anything else. Human resources may didn't take part on the income of company but they are the most important part to get much more profit to the companies. Usually the employer will think about the HR department is use to spend money and didn't have any contribute to the company. To describe to the manager the HR department is specialize on cost reducing. They help to match the right people on right position to increase the effectiveness and achieve the goals easily.

1.6 Conclusion

In conclusion, I understand more about the human resources is and how is related to which part of a company. As my business is growing and I may evaluate the competencies needed to ensure my business can succeed think twice about whom can I assign the measurement of employee productivity. Regardless what I decided those tasks should land be assured that the competition is putting the financial resources towards getting the right person with the right experience in the doors to the company.

Human resources can be less misunderstood by top managers if they can listens to how human resource can indirectly benefit the company also how it can comfort a customer when they have a complaint about the product, communicated actively, and inform the top managers why a decision is made or an action not taken. This can be avoiding the problem of less emphasis human resources from the top managers.

2.1 Introduction

Job description are written statement which describe the duties and responsibilities of the job, this is the first stage that filter out the unqualified contestant which do not meet the job requirement of the job description in the company. Job descriptions which can be defined as a broad, general, and a written statement to a specific job, there is similar with job analyze to make the applicant easier to understand that what job that they applied to. There is also avoiding the confusion of the job and make sure the job are suitable for us. It generally conduct duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually is the forms that the basis of job specification.

We will be looking at the job description of the company of OSIM(M)Sdn.Bhd and see if they have the sufficient amount of information required for a potential employee to fill comfortable by providing him with sufficient information. Then we will need to find a way to improve on the job description of our company if it is not found to be sufficient. Furthermore, our team researches all the competitors of OSIM under the position that is related to sales.

2.2 OSIM(M) Sdn Bhd

We have chosen OSIM(M)Sdn.Bhd company, and what we had found that their job description is very vague, because it only contains the attractive remuneration package, comprehensive training and fantastic working hours with shift. Besides, there are just providing the working area and the requirement to the candidates who try to apply the job. We have come to the conclusion that the job descriptions in very misleading to the potential employees that want to apply for the job so then we have to refer the job description of the competitors which are Gintell and Ogawa to improve the job description in OSIM. On the other hand, OSIM only provide highly vague and subjective information to the potential employees and they just require to minimum education level which is SPM, the job description therefore does not fulfill its purpose of filtering out the unnecessary people from the public therefore everyone will just go and apply for the job because of the misleading in the job description.


At the same time, I have refer to the job description which provided by Ogawa and Gintell. I noticed that Ogawa and Gintell do provided much more job description to the interviewees who apply for the job compare to Osim. I had compare the position which offered by Ogawa and Gintell which is sales executive. I noticed that Osim offer the same position but there are lack of the job description and information. Instead, Gintell and Ogawa much more focus on the job description rather than requirement. Gintell states that applicants have to be responsible to assist the Marketing and Business Development Manager in sourcing and identifying corporate business partner and development of new business concepts. Other than that, the applicants who applied Gintell also have the responsibility to all aspects of the sales project from the initial contact till the effective executive of the operational processes. Applicants need to conduct effective business presentation to the potential corporate business partner when they provide information to the clients. In Gintell, a sales executive need to play a leader role in maintaining and managing a strategic relationship and alliance with existing and new business partner. They have to corporate with the business partner instead of self performance because Gintell are more focus on team sales rather than work alone in the company. This also prevents the conflicts among the sales executives in the company. Be a sales executor in Gintell, they have to track the progress of sales and operational development through weekly reporting to the management. In the job description in Gintell, there are much more details to the applicant which compared with Osim's job description.

2.4 Ogawa Sdn. Bhd

Besides, ogawa has alot of job description as well but most of them are different with Gintell, therefore we are taking both references for osim to improve their job description. In facts, Ogawa's job description that to hired corporate sales executive have lesser which compare to Gintell. Ogawa job descriptions require the applicants who have the ability to analyze and liaise closely with corporate clients for maximizing company revenue. Ogawa are much more expect the applicant could earn more profits to increase their sales to expand their company goal. Ogawa require the applicants could develop new and current company corporate accounts business and coverage. Ogawa wants the sales executor can be work independent when they start develop a new company business could expand their company.

On the other hand, Ogawa wish to have an employee who willing to coordinate closely with Marketing Department to develop and Implement promotional activities for corporate account. Sales executor has the close relation with the Marketing department, therefore the applicant must have the ability to work in team work and this requirement is similar with responsibility who require by Gintell. Other than that, Ogawa also required the applicants have the basic knowledge of the different models of massage chairs because when you work as a sales consultant, you have to consult the customers to purchase your company's products. If you know nothing about massage chairs, it would affect the image of the brand, even the own sales consultant don't know anything about the massage chairs to promote to customers. Therefore a product knowledge are very important to the sales executor if compare with other position because they work closely with customers.

Any applicants that apply for Ogawa's sales consultant must have at least 1year experience in sales department, when a sales consultant lack of experience, they are unable to contribute a good amount of sales to the company, because massage chairs are not a cheap product that you simply say something and people will purchase of it, as a sales consultant you have to keep promoting about the advantages of using the massage chair and the customers will have the higher chances to purchase it from your company, otherwise they will purchase from the other competitors which their sales consultants are more experience than your company does.

Osim compared to ogawa and gintell provides too little information about the job because ogawa and gintell provide information's such as track your own progress in terms of profit and how many goals were met in the time frame given, display teamwork and able to attitude towards work and the increase of sales. With such information someone looking for a job will be better prepared and ready to meet the job requirement, because he or she will have had the description well written in their heads when they apply for the job. Osim was unable to provide such information about job description but there is just only provide some requirement that which is communication skill, bio data and education level. It is just hard to filter all the unwanted or unqualified applicants that not achieve their expectation.

If I was the Human Resource executor, I would like to reference to Ogawa and Gintell job description when hire a sales executor. There could make the interview session easier and make sure that can hire a sales executor that the company really need.

2.5 Conclusion

As a conclusion, job description is a guide for the applicant so that they could get the information and the guide for the particular job. As the world nowadays are moving and improving days by days, there is very important that a particular company to be ready for the new applicant to be coming in. A good job description is important as it could be delivering to good information to the applicant so that they could know well about the company and the type of the particular job that to be offered to the applicant. It's important for the applicant understand and get to know more about the particular company and qualification that to be needed so that the applicant could ready well and head accordingly so that the applicant will not be misunderstanding about the type of job that they require to. Those job descriptions are important to the new applicant so that they could absorb well the flow of the sales and movement of the company in order to increase the profits and sales efficiently. It also leads the applicants towards the role of being a sales executive in the particular company.