Designing HR System- Part 1 (10%):
Introduction
The task that is expected for the organization to perform is high, and thus high skill professionalism is required within the employees of the organization. For the organization to successfully implement its primary objective, cleaning of the environment, and limiting the pollutions, it would have to employ workers who are ready and devoted to accomplishing the mission and vision of the organization. For instance, the company is expected to collect all the waste materials in the country, process these waste products into non-harmful substances to the environment, and recycle these waste products. In order to accomplish this aspect, a high level of expertise is expected from the organization. The human resource would include job descriptions such as the CEO, the waste manager, and the recycling chief personnel. Most importantly, knowing the recruitment plan for the employees and the development of the training of the employees would be essential in meeting the goals of the company.

Job Description
There are import job descriptions in the organization, such as the MANAGING DIRECTOR office, the waste manager, and the recycling chief personnel. The MANAGING DIRECTOR plays an essential role in the management of the organization. The MANAGING DIRECTOR is responsible for overseeing that the company receives all the resources and capital to achieve its objective. More significantly, he ensures the implementation of strategies that would benefit the organization both in the long run and short-run (Ahmad, 2015). The waste manager also plays a vital role in the organization. For instance, the waste manager is responsible for coordinating and overseeing the disposal of waste materials, refuse collection and recycling activities in a more efficient and friendly manner to the environment. Most importantly, they ensure that the budget and legislation are created and followed to the latter and comprehensively (Vadenbo, Guillén-Gosálbez, Saner, & Hellweg, 2014). The recycling chief personnel has the role of ensuring that the recycling techniques used by the organization are friendly to the environment.

Deliverable 2: Designing HR System- Part 1 (10%):

1. Develop Job Analysis for any two key HR positions mentioned in the HRM department structure of the company.

I. Prepare list of 10 to 15 tasks under each position
II. Prepare list of 10 to 12 KSAOs under each position
III. Prepare list of 5 to 6 competencies under each position
IV. Prepare minimum qualification requirement in terms of degree and work experience of each position

1. Develop Job Analysis for any two key HR positions mentioned in the HRM department structure of the company.
   Job Analysis
2. Managing Director
   The job analysis of the managing director entails job descriptions and specifications. Job description comprises of (Suthar, Chakravarthi, & Pradhan, 2014):
   • Job title – Managing director
   • Job family – this includes the various departments in coordination with the managing director. These are the managing departments.
   • Whom to report to –to the Chief Executive Officer.
   • Working environment and schedule.
   • Roles and responsibilities.
   Work specifications include (Suthar, Chakravarthi, & Pradhan, 2014):
   • Skills and qualifications
   • Experience level
   • Character and personality
   • Training level
3. Manager
   The job analysis for the manager comprises of description and specifications. Work description for the manager entails (Suthar, Chakravarthi, & Pradhan, 2014):
   • Work title – Manager
   • Job family – the manager, works with all departments, overseeing everything.
   • The manager reports to the managing director.
   • Work environment and schedule.
   • Duties.
   Job specifications are such as (Suthar, Chakravarthi, & Pradhan, 2014):
   • Job qualifications
   • Required skills
   • Desired character
   • Required experience
   • Level of training
4. Prepare list of 10 to 15 tasks under each position
5. MANAGING DIRECTOR
   a. Inform about the objectives, management and achievements of the company.
   b. Make decisions about business strategy.
   c. Carry out leadership functions, such as: motivating and advising the employees in charge.
   d. Make organizational decisions for a certain time of the company.
   e. Constitute and communicate the mission and vision of the company
   f. Build corporate culture
   g. Grow confidence and generate communication
   h. Provide the necessary resources
   i. Detection, attraction and loyalty of talent
   j. Leadership and mentoring
6. Manager
   a. Planning, organization and general supervision of the activities carried out by the company.
   b. Administration of the entity’s resources and coordination between its component parts.
   c. Strategic leadership of the organization and serve as both a leader within the company and a spokesperson for the outside of the company.
   d. Make critical decisions, especially when it comes to central or vital issues for the organization.
   e. Motivate, supervise and mediate among the work team
   f. Business vision and strategic planning capacity in the medium and long term.
   g. Leadership ability, charisma, motivation and a high commitment to work.
   h. Very high command of oral and written expression, allowing you to be a spokesperson for the organization when necessary.
   i. Business instincts, decision-making skills and a lot of courage.
7. Prepare list of 10 to 12 KSAOs under each position
   Manager
   1) Critical thinking
   2) Communication
   3) Creativity
   4) Self-control
   5) Initiative
   6) Intuition
   7) Ability to plan
   8) Negotiation capacity
   9) Teamwork
   10) Leadership
   MANAGING DIRECTOR
   1) Adaptation to change
   2) Innovation and creativity
   3) Ability to take risks
   4) Trust in others
   5) Technological wisdom
   6) Power and develop your teams.
   7) Inclusive and humble
   8) Align and respect
8. Prepare list of 5 to 6 competencies under each position
   1) Personal involvement to develop talent
   2) Create better teams for the future
   3) Clear vision and goals
   4) Flexibility
   5) Focus on people
   6) Generation of operational efficiency
   Manager
   1) Critical thinking
   2) Communication
   3) Creativity
   4) Self-control
   5) Initiative
   6) Intuition
   I. Prepare list of 5 to 6 competencies under each position
9. Prepare minimum qualification requirement in terms of degree and work experience of each position
   Managing Director
10. Commitment to public service that consists of performing in accordance with the framework of values, mission and objectives of the organization and its work group.
11. Orientation to Results consisting of fulfilling organizational commitments with efficiency and quality
12. Management of Interpersonal Relationships consisting of establishing and maintaining cordial, harmonious, and respectful professional relationships that facilitate good institutional performance and favor the organizational climate.
    Manager
13. Planning that consists of the ability to strategically reflect, generate ideas about how the organization can create maximum value, and determine the organization’s goals and priorities.
14. Effective and efficient management of resources that consist of the ability to administer goods and material resources with criteria of effectiveness and efficiency.

Sample JD: Training and development officer
Tasks KSAO Competencies Qualification
Planning, organization and general supervision of the activities carried out by the company.
Critical thinking:
Communication:
Creativity:
Self-control:
Initiative:
Intuition:
Ability to plan:
Negotiation capacity:
Teamwork:
Leadership Adaptation to change
Innovation and creativity
Ability to take risks
Trust in others
Technological wisdom
Power and develop your teams.
Inclusive and humble
Align and respect Degree in Waste Management and experience in commitment to public service that consists of performing in accordance with the framework of values, mission and objectives of the organization and its work group.

Orientation to Results consisting of fulfilling organizational commitments with efficiency and quality
Experience in the Management of Interpersonal Relationships consisting of establishing and maintaining cordial, harmonious, and respectful professional relationships that facilitate good institutional performance and favor the organizational climate.
Inform about the objectives, management and achievements of the company.
Make critical decisions, especially when it comes to central or vital issues for the organization.
Grow confidence and generate communication
Motivate, supervise and mediate among the work team

2. Design Recruitment plan based on the output of item 1 (deliverable 2). This is for same two key HR positions of the company chosen in item 1.
   Recruitment Plan
3. Managing Director
   A series of steps are involved in the recruitment plan for the managing director. They include (Kumari, 2012):
   I. Identifying sources. Preferably internal sources because they better understand the company.
   II. Advertisement – inviting prospective candidates to apply by advertising the position by memos or posters on work notice boards.
   III. Screening – this is the first selection, whereby the recruitment team goes through all applications.
   IV. Selection – the recruitment team chooses the candidates that meet the set qualifications.
   V. Interviews – the team conducts interviews and sample tasks to establish the best suit candidates.
   VI. Placement of hired individuals
4. Manager
   The steps involved in recruiting the manager are as follows (Kumari, 2012):
   I. Identification of sources – both internal and external sources are valid because the managing director supervises the manager.
   II. Identify recruitment methods – whether everything, including applications and interviews, will be online or offline.
   III. Advertisement – Job advertisements should meet the appropriate people for a broad scope of applicants.
   IV. Screening – The hiring team screens all applications, validating the candidates.
   V. Selection – the team selects the qualified candidates and calls them in for interviews.
   VI. Interviews – The recruitment team interviews the selected candidates and provides them with tasks to observe their performance.
   VII. Placement – The team places a successful candidate in the rightful position.
    

Key deliverables:
I. Create Recruitment guide (two positions),
II. Create Recruitment advertisement (two positions)
III. List down recruitment sources (two positions)
Internal sources: Recruitment can also be done for the employees already within the payroll of the organization. Internal sources include transfer and promotion.

External sources: Considered when the current employees do not meet the position demands. More recruits can also be needed when new positions need to be filled as a result of expansion
IV. Create Recruitment timeline (two positions).

Key deliverables:
V. Create Recruitment guide (two positions),
The recruitment of the two candidates will require information about the candidate, then the evaluation arguments, always based on measurable and tangible criteria carried out in the selection interview. These measures are;
1) Excellent: Demonstrates an exceptional aptitude and possesses the ideal knowledge for the position that we intend to fill.
2) Good: Demonstrates sufficient capacity regarding the position to be filled. The candidate would be able to perform the job to an acceptable level.
3) With doubts: Here it would be necessary to question the aptitude of the candidate with respect to either the position, or the aptitude that he demonstrates, and assess whether the problem can be overcome with special training.
4) Unacceptable: The interviewee does not possess sufficient level with respect to the position that we seek to fill.
5) Sample Recruitment Guide
VI. Create Recruitment advertisement (two positions)

Waster Manager Position
1) Previous commercial experience in industry will be valued
2) Immediate incorporation into the commercial department of the company.
3) 2-Years’ experience as a waste manager or equivalent position
4) Knowledge in the demonstrable sector, with a type B driving license, Schedules tomorrow.
5) Responsible for supervising the management of waste generated in the Shopping Center and complying with the ISO 14001 Environmental Standard.
MANAGING DIRECTOR

1. Training in the marketing, sales and commercial area.
2. Commercial visits to clients and report reports of the same.
3. Collaboration in the preparation of commercial consulting offers.
4. If you are a young consultant with knowledge of renewable technology and valuation of …
5. Computer skills and use of tools to control and monitor commercial (CRM).
6. Share experiences and criteria with the commercial and technical team …
7. Perform management duties on the commercialized equipment, as well as basic training for users, commercials and technicians.
8. Sample Recruitment advertisement
   VII. List down recruitment sources (two positions)
   Internal sources: Recruitment notifications disseminated within the organization. It may take the form of an internal memo.
   External sources: This may include web advertisements and newspaper publications. Such adverts are made when there is a quest for more experts outside the company.

Sample Solution