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Human Resource Management of Brookdale Senior Living

Discuss Human Resource Management of Brookdale Senior Living within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; Brookdale Senior Living (NYSE: BKD) is a company that operates senior's residences, established in 1978. It is a New York ...



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Human Resource Management of Brookdale Senior Living
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Netra Shetty
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Human Resource Management of Brookdale Senior Living - January 24th, 2011

Brookdale Senior Living (NYSE: BKD) is a company that operates senior's residences, established in 1978. It is a New York Stock Exchange listed company. Brookdale is the largest owner and operator of senior living communities throughout the United States", operating over 570 senior or retirement communities in the US. They have 35,000 staff and 55,000 residents.[1]

The company also offers Independent living, Personalized Assisted living, Alzheimer’s and dementia care, rehabilitation and skilled nursing. One whole-owned subsidiary company, Innovative Senior Care (ISC), offers rehabilitation, fitness and educational programming, and health services.

The Origins of Brookdale started in the late 1970s with the focus of Large Upscale Urban Retirement communities located in large cities Like Chicago, New York, and Miami. These early models replicated large full service Five Star hotels like the Hyatt, Marriott's and Hilton of the modern era. As the industry evolved into the late nineties and early 2000s, Brookdales major shareholder became Fortress Investments with approximately 51% holdings. Throughout the late nineties and early to mid 2000s Brookdale developed several more communities that resembled earlier models but also reflected the ever changing climate including Large Continuous Care Retirement Communities (CCRC) which house all brands of the aging process including Skilled Nursing, Assisted Living, Independent Living, and Memory Care facilities.

Jon analysis:
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is called Job analysis. Job analysis is very important as job analysis information is used in Selecting and recruiting, compensation, performance evaluation, training and in resolving other issues which NIB Bank faces. The methods which are used in collecting current job analysis information are
 The interview
 Questionnaires
a) The Interview for job analysis:
Interview is a big source in collecting information in the job analysis. Individual employees, group of employees and supervisors with vast knowledge about jobs are interviewed. The format of interview is Structured and unstructured. In structured interview a set of sequence of questions are followed by interviewers and in unstructured type of interview the interviewer pursues points of interest as they come up in response to questions.
b) Questionnaires:
In questionnaire the employees solve the fill out questionnaires to describe their job-related duties and responsibilities. The formats of questionnaires are either structured or open ended. The following common data the HR department get after job analysis:
i) Education Requirements for Banking operations Jobs
 B.Com (Bachelor’s degree in Commerce): It is one of the most basic requirements of any Banking firm.
 M.Com (Master’s degree in Commerce): From any reputed and recognized college or university would be an added benefit.
 CPA (Certified Public Accountant) : A CPA degree is optional but it will surely give you an edge over the other Banking operations job seekers.
 Knowledge of book keeping, auditing, Banking, finance and analysis, taxation can prove to be of great help while looking for getting a Banking operations job in a reputed firm
ii) Skills needed for getting a Banking operations job:
 Public Speaking: A good Banking operations professional should have strong communication as well as public speaking skills.
 Mathematical aptitude: A Banking operations job seeker should also have an aptitude in Mathematics and should be able to work with figures quickly and accurately.
 Risk identification skills: He or she should have extremely good analytical as well as Risk identification skills.
 Knowledge of Finance: Good knowledge of Finance and the current market scenario is also a must to get a good Banking operations job.
 Organizational skills: As a Banking operations job includes organizing work it is necessary to have good skills in this department.
 Managerial skills: Being able to do the work is another thing but being able to get the work done from others is a skill that a Banking operations professionals should have.
3.1 Job description:
After getting job analysis information the next step is to describe job description which contains the points of job identification, job summary, chain of command relationships), responsibilities and duties, standard occupational classifications and standard of performance and working conditions.
3.2 Job specifications:
After formulating job description the next step taken is job specification in which the traits of employees are defined who are assumed suitable for the job. Two job descriptions are following:
Job description

Job title: Accountant location: Gujrat
Report to: Accountant manager Job type: Permanent
Job status: full time Job code: N34M
• Collections of payments from creditors within 60 days
• Payment within due dates either 30/60 days
• Input of sales and purchases invoices, cross checking on billing
• Prepare report
• Monthly reconciliation
• Issue cheque and official receipts
• General Admin works
• Degree / Diploma / in Accounting
• Min 3-5 yrs accounts experience
• Speak fluent English and good communications skills
• Able to start immediately
• Working Hours: Mon – Fri 9.30am – 6.30pm
• Sat: 9.30am – 2.00pm (Alternate)
• Sun: Off
• Salary: 18000 to 30000 Rs

Job description

Job title: cashier location: Gujrat
Report to: branch manager Job type: temporary
Job status: full time Job code: N34M
• Resolve customer complaints.
• Answer customers' questions, and provide information on procedures or policies.
• Cash checks for customers
• Compute and record totals of transactions.
• Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change.
• Issue receipts, refunds, credits, or change due to custom
• Process merchandise returns and exchanges.
• Receive payment by cash, check, credit cards, vouchers, or automatic debits.
• or degree
• Ability to operate all equipment necessary to perform the job
• Ability to process information/merchandise through register system
• Ability to communicate with associates and customers
• Ability to read, count, and write to accurately complete all documentation
• Form 9.00 a.m. to 6.00 p.m from Monday to Thursday whilst lunch break is of one hour i.e. 1.00pm to 2.00 p.m.
• Friday timings include break fro lunch and prayers from 1.00 pm. To 3.00 p.m
• Timing for Saturday are from 9.300 am to 2.00 pm without break
• Sunday is designated as your official day off work
• Salary :5000 to 8000 Rs.

4. Selection process:
Selection process is also the part of staffing. Bank have four step selection process
1. CV screening
2. written entry test
3. interview
4. selection and offer
1) CV screening:
In this step HR department discourage those candidate who do not meet the criteria of job and encourage those who meet with job criteria. HR department also take screening interview with the help of which
Positive points:
 CV screening easily skipped the candidate who do not fit so the less time consumed for selecting desired employee
 CV screening can reduce the overall selection process cost
 CV shows qualifaction , experience, achievement etc of the candidate have which predict the future performance of candidate
 CV have referances with the help of which bank investigate the information mentioned so bank trun away from the candidate who’s information is wrong
Negative points:
 NIB bank collect paper CV’s the reason is that it does not advertise vacant job on net and also not collect mail CV so screening step become prolonged. As software timely recognize fitted the candidate but in other case candidate waite number of days for the call of interview and test.
 Second negative point of paper CV screening of NIB bank is that its not fair because HR manager can perfer those candidate who have good interpersonal realations. So later on when employment tests and interview are taken, the candidate do not show satisfactory result, the time and selection process cost will be highly effected. Suppose, if by chance the candidate become employee of the bank through unfair selection process, the bank will not achive its goals.
 Paper CV can lost or missplace easily.
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