Human Resources Management

Task 1

Group 2:
Kamila Walenciuk
Jacek Matysiuk
Błażej
żej Jendrzejewski

2010 November
Job description:

You will be joining Portugal bank who employs over 100 employees
throughout the whole country and a turnover of 1.9 million Euros per year. This is a
permanent position with a professional work environment, stability and an immediate
start is available.
We are looking for an experienced HR Manager for new branch in Porto.
She/he will work in our company as a senior independent manager. The future
manager must be well familiar with all general systems which exist in modern banks.

Recruitments:

Writing and obtaining approval of the Human Resources Policy & Standard
Practices Manual.

Establishing organizational hierarchy for management approval and using it in
Bank and staff cost tracking.

Developing new plans and programs for Bank wide implementation and
working with HR Departments to apply.

Working with Corporate Planning and Finance Division to develop Bank wide
objectives and annual budget cycle. Working with individual divisions /
departments in developing staff expense budgets for the Bank.

Guiding and assisting with development of annual HR Goals and objectives
and HR Budget.

Helping and assisting with the development of the Annual Salary Review
concept.

Working with Compensation & Benefits on the development of incentive
compensation plan.

Assisting with the Bank wide recommendation and change of corporate titles.

We offer your own office, business laptop and mobile phone. Working full time
from Monday to Friday from 9 to 17. The basic salary is 30,000 euro per year. In
addition we propose different types of bonuses.
Profile of candidate:

• university degree in economics,

• several years of adequate professional experience in finance company
• working knowledge of HR tools and processes
• very good knowledge of Portuguese labour law and payroll
• fluent Portuguese and English written and spoken, Spanish would be
advantage
• knowledge of issues related to the management of human resource
• Ability to work both individual and team
• strong interpersonal skills
• highly developed negotiating skills

Process of recruitment:

A. Create o job description

Before the recruitment process begins, a job description it has been
created indicating various aspects which are important to the HR Manager
position.
B. Advertise the job description
Advertisements will be open for 2 weeks allowing candidates a
reasonable time period to respond. Advertising will be done externally
as follows:
- notices in newspapers
- notice on the Internet
- direct mails to the people of the financial branch
C. The appropriate selection process
- preliminary interview
Initial screening is done to weed out totally unqualificated
candidates. It is essentially a sorting process in which candidates
are given the necessary information.
- application blank
 It will provide all the information relevant to selection. In addition to
basic data, in blank will be place where the candidate will give
their reasons for applying for this job. Ready form will be a much
better solution than CV because of the purity of data and being
more easily to compare all the applications received.
- employment interview
Interview is an essential element of selection and no selection
procedure is complete without one or more personal interviews,
where the information collected through application letter or
application forms and tests will be cross- checked in the interview,
where candidates demonstrates their capabilities and strengh in
relevant to their academic credentials. For this recruitment
process, first step will be semi-structured individual interviews.
Only the major questions will prepare in advance. The interviewer
can also probe into areas that seem to merit further investigation.
This approach combines enough structure to faciltate the
exchange of factual information with adequate freedom to develop
insights. This way is more efficient than structured interviews and
allows know the candidates more.
- reference checks
The applicant is asked to mention in his application form, the
names of two or more persons who know him well. These may be
his previous employers, heads of education institutions or public
figures. These people are requested to provide their frank opinion
about the candidate without incurring any liability. This is desirable
tool when we searching for candidates for senior positions.
- final approval

Selection process is carried out by the human resources department which

exists already in head office. The candidates shortlisted by the department are finally
approved by the executive of concerned departments. Just 20 the best candidates
will take part in last part of recruitment.
Selection process in detail:

The selection process will consist of several steps in which we want to know
good the future HR Manager. After each stage, the number of potential employees
will decrease. For the last step will be invited only 5 of the best candidates.

1. Personality test
Based on this test, we want to get the answer to the question that the
candidate has appropriate personality skills, how he can behave in stressful
situations or under pressure of time and if he has problem with making decisions
within a specified time. After this stage, we will be able to reject candidates who are
nor relevant in this work.
2. Job knowledge test
This test will examine knowledge of finance and banking. The future HR
Manager will be responsible for new recruiting staff, so this knowledge will be
necessary for him.
3. Leaderless group discuss
Discuss combined with situational cases. Its aim is to observe the candidates,
their behavior and ways of solving problems, including personal problems.
4. Individual presentation
Candidates will have to prepare a presentation with answers to the question:
How do I imagine the functioning of the Human Resources Department in our Bank?
In the rating will be taken into account the adaptation to the legal and the functioning
aspects of the financial unit, also brevity, style of presentation, creativity and
innovation.
5. Employment
Employment is offered in the form of an appointment letter mentioning the
post, the salary grade, the date by which the candidate will join and other terms and
conditions in brief. A contract service is signed by both the candidate and the
representative of the organization.