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The paper “ Accountant in Jolly Woods Enterprise - Job Specifics, Workforce Analysis, Recruitment and Selection, and Performance Appraisal”   is an intriguing example of a case study on human resources. Human resource planning is an important tool which entails proper employee recruitment and selection, proper training of employees, proper placement of employees as well as proper performance appraisal (Joseph, 2009). This paper will consider a job for a friend McJohn working as an accountant and analyze it. The paper will analyze job description, workforce analysis, recruitment and selection, and performance appraisal among other aspects. AnalysisI am undertaking an analysis of McJohn, an accountant in Jolly woods enterprise, a family business based in the UK.

McJohn has worked in the organization for a period of 7yrs since 2008. His duties include helping the Controller with every day, month to month, and year-end operations of the Accounting/ Finance Department including preparation of the budget and undertaking variance analysis, Posting transactions into the system using a quick book system of accounting and managing the petty cash float using the imp-rest system. Furthermore, he does Maintain and updating the cash book, updating the debtors and creditors ledgers, undertaking bank reconciliations, advising the management on matters relating to variances in the budget, preparation of financial statements including the balance sheet and the statement of financial position, Examining and recording both the purchase and the sales invoices and Filling accounting records to mention but a few.

He is a competent accountant and works under minimal description (Armstrong, 2006). He works in a cool and environmentally conducive environment. On a regular basis, the employees of the organization are apprised by an external evaluator that the organization hires to specifically undertake the performance appraisal (Armstrong, 2006).

The organization does the appraisal of performance to ensure that employees act towards the objectives set for the organization and that they don’ t lose focus in order to remain relevant in the competitive environment. This is also in line with organizational policies.        

Reference

Anyim, F. C., Anthony, D. & Ekwoaba, J. (2012). The role of human resource planning in recruitment and selection process. British Journal of Humanities and Social Sciences, 6(2), 68-78.

Armstrong, M. (2006). A handbook of human resource management practice, 10th edition. New York: Kogan Page Limited.

Joseph, M. (2009). People & strategy: Building Agility, Resilience and Performance in Turbulent Environments. The Journal of human resource planning society. 32(3), 45-50.

Lunenburg, F. C. (2012). Performance appraisal: Methods and rating errors. International journal of scholarly academic intellectual diversity, 14(1), 1-9.

Owais, S. (2012). Recruitment in the 21st Century. Interdisciplinary journal of contemporary research in business. 4(2), 887-899.

Peichl, A. & Siegloch, S. (2010). Accounting for labor demand effects in structural labor supply models. Discussion Paper No. 5350. Retrieved 22nd April 2016 from http://ftp.iza.org/dp5350.pdf

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