Comptech Job Analysis

The experimentation process will help continuously to answer the questions: what is the amount of value that a position will bring to the organization and how can the job be done more efficiently and effectively? Job Analysis further helps in making “Job Description” and “Job Specification” as it is used as point of reference.

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

* Job analysis the examination of specific task that are assigned to each position independent of who might be holding the job at any specific time.

Chern’s needs to complete an internal assessment of the organizations current employees for training, reassignment, promotion and dismissal purposes. The internal assessment can help Chern’s determine if their employees fit the requirements for the managerial positions within the organization. By assessing their current employees’ abilities, willingness to learn and ability to adapt to new situations along with

The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements and expand their customer base, so I would also include strong customer service skills as a job specification. To validate the specifications that have been given I would look towards the job description initially and I would perform some

What method(s) of analysis do you recommend in order to evaluate the job specifications for the store manager job?

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data

The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements and expand their customer base, so I would also include strong customer service skills as a job specification. To validate the specifications that have been given I would look towards the job description initially and

While there are various ways to recruit prospective employees, research suggests that the nature of information used in recruiting strategies has a direct effect on who will apply and accepts a job position (Fathi, Wilson & Cheokas, 2011). In the past CompTech’s only strategy has been to focus on candidates with past store management experience outside of the company. While experienced is a very crucial factor, if the company continues with this single dimensional approach to hiring it will continue to experience a high turnover rate and sunken costs invested into staffing agencies and advertisement. CompTech must revamp its hiring strategy in order become a significant competitor in the labor market.

Susan Burnt has been selected for one of the outside sales representative position. She is familiar with the work ethics of Interclean. She has worked under the supervision of David Spencer. She has been very successful with all sales accounts she has worked. She has

Job analysis simplifies recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification or reclassification of positions and their job functions. By comparing the skills possessed by employees with the results of a job analysis it will further assist in workforce planning strategies, and the restructuring or redesigning jobs. An important concept of job analysis is that the analysis is done to determine the description or characteristics of a job not of the person. Job analysis can be used in determining an organizations training needs, compensation, selection procedures, and performance reviews. Job analysis can be used in training methods or assessments by developing training content, assessments tests used to measure the effectiveness of training, methods of training, and finally the types of equipment utilized to assist in training of employees. Through the use of job analysis levels of compensation could developed through the identification of skill levels, the work environment, responsibilities, job factors, and the required minimum level of education (Milkovich, Newman, & Gerhart, 2014). Selection procedures are a major component of job analysis because this function is a major determinant of the correct fit for

training needs assessment, performance appraisal, program evaluation, and organizational effectiveness. The primary product is a set of tasks (organized into job dimensions) for the occupation of personnel assessment specialist, and the specification of requisite knowledge, skills, and abilities (KSA’s) for journey level performance of the tasks in each respective job dimension.

This paper provides an in depth examination of various positions within logistics and purchasing careers. It looks into the required qualifications, challenges and opportunities within these fields. The paper also provides an overview of the kind of salaries for different positions and more so the academic qualifications.

The last method of conducting a job analysis is keeping a diary or log. To determine the validity of this method, employees must keep a comprehensive record of their activities. This method sometimes generates useful information, but can be burdensome for employees. No matter what method is used to conduct a job analysis, its primary purpose is to capture a clear understanding of what is done on a job and what capabilities are needed to do it as designed (Mathis & Jackson, 2008).

That is just one simple example, you can set your own set of criteria when doing any job research. After doing some evaluation, I finally decided the following list of criteria for my job evaluation: