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Human Resources
Completion requirements
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The role of the Human Resource Department will indicate the kind of information that needs to be collected, processed and so forth.
The following example will be illustrated according to “Conducting New Employee Orientations” for a Cashier at the local supermarket.
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Input |
Collect all information with regards to the workstation. This includes the Point of Sale System (till), the utilizing of the Bar Code, entering the amount received from the customer, determining the change that must be given and whether the customer requests to purchase a plastic bag or not. It also includes information on how to operate the credit card machine, how to authorize returned goods and so forth. |
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Processing |
This information is analyzed according to the job description. It reflects the people skills (friendly, warm contact), computer skills (using the Point of Sale and Credit card machine) and practical skills (putting all the shopping into a bag) required. It also outlines the procedures to be followed when a customer buys products, returns products or wants to exchange some products. |
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Storage |
A policy and procedure are formulated, titled “Orientation of New Cashier”. The information is stored in the organisation manual. |
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Output |
The said policy and procedure will be discussed with the new employee. Conversations with other employees who have the same job description will ensure that the collected data are relevant, applicable and user friendly. |
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Feedback |
Verbal feedback from the employee will determine whether the policy and procedure were written in an effective and practical manner. The number of (or lack of) complaints will also provide an indication of whether the orientation was successful and detailed. |
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Control |
The feedback that can add value to the policy should now be added. Performance evaluations and constant feedback from customers will ensure control with regard to a cashier. |