Job Analysis and Selection Plan

According to the text Job Analysis is “To make intelligent decisions about the people-related needs of a business, two types of information are essential: (1) a description of the work to be done, the skills needed, and the training and experience required for various jobs, and (2) a description of the future direction of a business. (Cascio, 2006, p. 157) These two very essential forms of information are called job analysis and workforce planning which help to put into perspective and helps to anticipate “the numbers and skills mix of people” (Cascio, 2006, p. 57) that will be needed in future time periods. Job Analysis Information The staffing needs should be one of the first considerations before one considers looking to fill jobs for ones company because if this is not done a company can risk loosing money on hiring “deadwood” (How to Write a Job Analysis and Description, 2010).

Remember, as stated previously one has to know the necessities for the positions in ones company and also, consideration on the “personality, experience and education” (How to Write a Job Analysis and Description, 2010, para. ) need for the job. While one is doing this they are making a job analysis and the developing it with considerations in theses topics; 1) The mental/physical tasks that range from judging, planning and managing to cleaning, lifting and welding, 2) Decide the methods and equipment to be used, 3) Explain job goals and how they relate to other positions in the company, 4) The qualifications needed such as training, knowledge, skills and personality traits (How to Write a Job Analysis and Description, 2010).The merging of personnel with both companies, InterClean and EnviroTech, where reps will be grouped into multi-functional teams prepared to support InterClean‘s high-quality products with high-quality service. They’ll be instructed in development of full-range service packages tailored to individual accounts.

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They’ll be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers’ organizations Teams will use solutions-based selling that will require our sales force to be more knowledgeable about emerging issues in anitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. The selection method for creating teams is the Personal History Data. This method shows the successes of past projects. The advantage of using this method is that it is hard to fake successful work history and that history can be used to base future projects in the organization. The disadvantage of using Personal History Data is that not all information that is given can be proved. One way to challenge this is to ask pertinent questions about certain project a person has described in their resumes.

MY Team Jim Martin, Vice President of Sales is an experienced and knowledgeable sales manager in the industrial cleaning and sanitation industry and he has a reputation for taking great care of the customer. He prides himself on meeting and exceeding his sales plan each year and is not afraid to try new ideas to achieve sales’ Terry Garcia, Outside Sales Representative has the ability to communicate, educate, and she uses critical thinking skills in problem resolution. Terry understands the value in working as a team in order to get the final outcome.Ving Hsu, Outside Sales Representative enjoys working with customers and performs training seminars on a regular basis in order to help train the employees of his customers. Eric Borden, Outside Sales Representative has a solid reputation for servicing the customer and helping the customer get the best products for the best prices.

During his 14 years with EnviroTech, while simultaneously performing his duties as a sales rep, Eric has performed the role of team leader on several special projects which contributed to the financial growth of EnviroTech.Eric prides himself on keeping current with the latest industrial cleaning and sanitation industry developments, as well as on the changes to regulations and compliance issues affecting the industry. Tom Gonzalez, Sales Manager is known for his ability to lead a team and for his expertise in developing solutions-based products for the customer. Tom has been in the industrial cleaning industry for over 25 years. Tom enjoys establishing long-term relationships with customers and being the point person for customers to come to if there are problems.

Workforce Planning System The workforce planning system is where an outline of what jobs the company needs and defining the jobs goals, responsibilities, and duties (How to Write a Job Analysis and Description, 2010). The steps to making a workforce planning system is by first stating the job and the title that it is given and then state to whom that person reports to. Then after that work out a job statement that gives a description of main and secondary contractual obligations (How to Write a Job Analysis and Description, 2010).Once these things are determined the subordinates and others who are of equal status and responsibilities in the realms of authority in the company (How to Write a Job Analysis and Description, 2010). “Having identified the behavioral requirements of jobs, the organization is in a position to identify the numbers of employees and the skills required to do those jobs, at least in the short term” (Cascio, 2006). Recruiting Recruiting employees for a company consist of the employee recruitment/selection process, recruitment – A two way process, recruitment planning, and internal recruitment.

The Selection process is not the same as it once was where a manager just looked at a person’s physical attributes to be considered for a job. The process is much more complex than just hiring a person based on their characteristics “today managers rely more on application forms, reference checks, and interviews at this stage” (Cascio, 2006, p. 217). The selection process for sending people to international jobs now are done by training people in cross cultural training where they are taught teamwork, communication, and adaptability (Cascio, 2006).The advantage of making potential assignees go through the training is that it reduces the cost of sending someone oversees to find that they can not adapt to the different culture and returns back to their homeland. This cross cultural training predisposes an assignee to the cultural differences and if they fail in the training process they are not sent and another person who did pass the cross cultural training is sent instead (Cascio, 2006).

Recruiting using the two- way process is very much like mating where both parties play a part in getting together. In application “prospective employees and managers seek out organizations just as organizations seek them out” (Cascio, 2006, p. 206) In most companies the best place for finding a new job with-in a company is in their own website (Cascio, 2006). Some of the avenues that are offered for internal recruitment are succession plans, job postings, employee referrals, and temporary worker pools (Cascio, 2006).Internal recruitment is considered as an “intuitive and unsystematic” process. Also in oversees assignment “technical competence per se has nothing to do with one’s ability to adapt to a new environment, to deal effectively with foreign coworkers, or to perceive, and if necessary, imitate foreign behavioral norms” (Cascio, 2006, p.

641) Staffing When a company is working out the job analysis staffing is an important consideration.Staffing consist of organizational considerations in staffing decisions, screening and selection methods, and the use of tests and inventories in selection. Organizations should work towards fitting their intended business strategy and the characteristics of those that hold positions in the organization that are expected to put in practice those strategies (Cascio, 2006). It is best to hire people who hold the same standards of the organization because those individuals are happier and more content in their job (Cascio, 2006).In the screening and selecting process of hiring people for possible employment can be surmountable and it a good practice for a company to hire a management system that use software that is highly technologically advanced that is aides in the screening process in choosing job applicant on information in their background and job experiences (Cascio, 2006).

Drug test screening began with military personnel is now being used to test applicants with a pre-employment drug test. This procedure has become part of some organization’s pre-hire procedures (Cascio, 2006).Results on absentees on the job and involuntary turnovers results have been linked to be consecutive to the days of employee drug testing (Cascio, 2006). Closing Jobs today are getting more and more technical and so is the hiring process. Understanding how to do a job analysis can make the selection process easier.

Managers use these processes to choose the best possible candidate for jobs with specific skill levels. InterClean and EnviroTech merged together and they found that using the different methods of choosing new sales representatives were helpful. The method used for choosing the team for this paper was Personal Data History.The thought of using ones past successes to project if they were a good choice for the new company was acceptable because it is a proven method and others who have used it found it to be a good reliable method.Reference Cascio, W.

F. (2006). Managing human resources: Productivity, quality of work life profits (7th ed. ). New York: McGraw-Hill. How to Write a Job Analysis and Description, (2010).

Entrepreneur Media, Inc, How to Write a Job Analysis and Description. Retrieved on 8/16/10, from http://www.

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