Name: Jason Boyd B.

Aldanese Course: MBA-1

Mobile No.: 2011-0334-2 Due date: 11/17/2018

I. Executive Summary

The Fil-Am museum is planning to hire an administrative assistant to

handle logistics and assist in organizing the museum’s events which are

mostly held outside the museum premises. The HR manager is choosing

between three candidates who have already undergone the pre-

employment tests (intelligence and personality test), and a series of

interviews with the HR supervisor, events manager, and the museum

curator.

The key areas considered to arrive into a strategic hiring is to look at the

core functions of an Administrative Assistant, taking into consideration

the expected output at a given salary rate. Given the function is for

logistics and assistance on events outside the premises, the personnel to

be hired should be scanned on educational background, experience,

familiarity with the job and his/her holistic personality. In this case the HR

manager should choose Candidate Number 2: Jenny over other

candidates.
II. Statement of the Problem

The Fil-Am museum is planning to hire an administrative assistant to

handle logistics and assist in organizing the museum’s events which are

mostly held outside the museum premises. The dilemma of selecting

among three candidates is that each and every candidate has their

own negative and positive traits, one candidate excels in job

experience but fails on character behaviour. Another possesses just the

right classification but demands a rate far from an administrative

assistant’s salary range. And the last possess just the right classification

but has a character issue (tardiness) which can hamper day to day

operations.

In selecting the most qualified applicant, HR manager must not only

think of the current classification but also as to whom has the potential

to grow in the long run.

The HR manager must choose the one that fits within the criteria

mentioned, compromising experience, the HR manager should hire

Jenny as Administrative Assistant for the FIl-Am Museum.

III. Causes of the Problem

Recruitment can be defined as searching for and obtaining a pool of

potential candidates with the desired knowledge, skills and experience

to allow an organisation to select the most appropriate people to fill job

vacancies against defined position descriptions and specifications. The

problem exists because there is no one-size-fits-all candidate on the

selection table, a candidate that must possess a potential growth must

be selected.

Here is the matrix for choosing an Administrative Assistant

High school diploma required; college preferred. Relevant

administrative experience required. Candidate must be detail-oriented

and have excellent organizational and administrative skills, including a

high level of proficiency with computers, including Microsoft Office. Must

have experience in planning domestic and international travel, and be

able to manage budgets. Candidate must have the ability to interact

graciously and effectively with members of the Museum staff, patrons,

and the public. S/he must also have the ability to handle multiple duties

at one time, be adaptable to consistently changing priorities, and meet

challenging deadlines.
JOB PURPOSE: To provide administrative and clerical support to multiple

curatorial departments.

DUTIES, WORK PERFORMED:

 Manage calendars, email and telephones for multiple curatorial

departments

 Travel planning and detailed travel expense reporting

 Manage multiple departmental budgets

 Draft and edit correspondence, reports, and other documents as

requested

 Maintains materials and files for multiple curatorial departments

 Answers inquiries from the public, other Museum departments,

and Museum patrons

The above statements of this job description describe the general duties

and level of work performed by employees assigned to this position.

They do not claim to describe all of the functions of this position.

Employees may be assigned other duties and the essential functions

may change or be changed from time to time.

IV. Decision Criteria and Alternative Solutions

Based on the criteria shown and the method of selecting the most

strategic hiring, the candidate that should be hired is Candidate

Number 2 or Jenny. As for experience, there is always a room for growth

as she is young and the experiences of this job will enable her to achieve

the growth she needs.

V. Recommended Solution, Implementation and Justification

Hiring Jenny is the most strategic way to solve this dilemma, Jenny’s

educational background on Humanities perfectly fits her function on a

Museum and her internship her advantage as she is familiar with the

museum’s day-to-day transactions. Her high intelligence scores proves

the fact that she has a lot of potential to be an asset of the museum.

Her young age and lack of experience will not be a major cause of

problem since her intelligence could mean she could overcome them

over time.

VI. External Sourcing

 https://www.ahri.com.au/assist/recruitment-and-selection

 https://www.indeed.com/viewjob?jk=c5543b668ae591d1&q=Ad

ministrative+Assistant+Museum+Curator&tk=1csfqig45b9m2803&f

rom=web&vjs=3