Purpose of Job Analysis Purpose of Job Analysis As discussed already, job analysis involves collecting and recording job-related data such as knowledge and skills required to perform a job, duties and responsibilities involved, education qualifications and experience required and physical and emotional characteristics required to perform a job in a desired manner. The main purposes of conducting a job analysis process is to use this particular information to create a right fit between job and employee, to assess the performance of an employee, to determine the worth of a particular task and to analyze training and development needs of an employee delivering that specific job. If the job of an executive sales manager is to be analyzed, the first and foremost thing would be to determine the worth of this job.
Functional Job Analysis The selection method for probation officials utilizing the functional job evaluation is very important.
The functional job evaluation consists of observation and selection interviews; it assists to set recommendations for Career Development Plan Part 1 words - 5 pages strategy, a four part development plan will be created. Part one will consist of a job analysis, workforce planning system and a selection process for a new sales team.
A job analysis will be conducted to establish the job duties and skill set requirements for the new sales team. The workforce planning system will determine the size of the sales force needed to meet current and future sales needs.
Michele Smith Sales Manager Date: April 13, Re: It is imperative to ensure that the selection measure used by an organization has all this three measures.
This research paper provides an analysis of a situation whereby my organization uses a selection measure that has high criterion validity with low face validity and no content validity.
Ethical Concerns Ethical concerns associated with selection measures include fabrication which is considered as one of the primary forms of Outline the criteria which may be used to evaluate different selection methods? How might companies improve their selection procedures? Staff Selection And Appraisal words - 13 pages to acquire skilled workers.
One reason for this may be attributed to a failure in integrating a dynamic job analysis and recruitment procedure into the organisation's strategy source. Recruiting is affected when management make fundamental strategic changes to the organisations structure or design and this will impact upon job requirements and may result in poor job performance if incorrect selection has occurred Stone,pp.
It also brings awareness of any improvements that need to be made. Positive Elements of New System The establishment of the biographical information blank BIB is a great way for Google to personalize their selection process. By using data from employee surveys and comparing that data to multiple measures of job performance patterns of responses are created.
This will enable Google to create a biodata form that identifies which Study Guide Chapeter Staffing Models and Strategy words - 16 pagesrecruitment, employment B. Further, they cannot give preference to disabled candidates in the selection process.
This process helps the organization to evaluate the employees on the basis of their ability to perform the essential function of the job and helps in preventing any bias or favoritism in the selection process. Introduction to Human Rescource Management 1 ed. Bratton and Gold pg Recruitment is the phase that is followed by selection.
The recruitment purpose is to create a path for the selection process by picking out the best possible candidates for the job advertised.
Tyson and York Case: Lucy Sweet Delights Essay words - 13 pages consultant to write a formal report advising her how to proceed create the jobs that she have identified, how to find suitable candidates for the job and how to select the best candidate.The first stage that will be discussed at this time will be to conduct a job analysis, create a workforce planning system on sales development, and selection of the new members of the sales team.
Since the sales team is going to be restructured, a new job analysis will be done for all the new salesperson positions in InterClean, Inc. Job analysis is an imperative method for human resource managers to gather, study information in depth, analyze, and develop job duties and requirements in order to accomplish the job.
Career Development Plan Part I – Job Analysis and Selection (Draft version) InterClean has just merged with EnviroTech and, as a result, has taken on a new strategic direction.
InterClean, Inc. Job Analysis Career Development Plan Part I-Job Analysis and Selection InterClean has just merged with EnviroTech and, as a result, has taken on a new. Individual Assignment: Career Development Plan Part I - Job Analysis and Selection.
InterClean has just merged with EnviroTech and, as a result, has taken on a new strategic direction. The company will no longer sell only cleaning products, but will also provide full- service cleaning solutions for organizations in the health care industry.
Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection.