Exercise 4.3 Job Analysis At Comptech

Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.

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

1. Develop a detailed selection plan for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting the selection measures into the plan format as shown in Exhibit 8.2 in the book. The current selection methods are the experience check, education check, Marshfield Applicant Exam, and the Retail Knowledge Test. Do not include the current interview as part of the selection plan.

Develop a preliminary statement of the action plan for hiring for Washington next year. This should be an overview of the number of individuals needed to meet projected staffing levels for various positions that can be given to store managers. Make sure that your recommendations take the strategic staffing levels issues from the introductory case into account.

4. Based on your analysis in (1) – (3) above, what is your overall conclusion regarding the

* A list of criteria that you would use to short list a person for this role (these must be derived from the job description and person specification.

This model could be used to ask simple questions of these standards, such as " How can we improve upon this task so that job satisfaction is achieved, producing higher rewards?" Job analysis is used as a point of reference for Job Description and Job Specification.

Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).

Indicate what you feel are the employees best attributes and skills and what you feel are the kinds of roles that they would excel in.

Eastern Washington used Media to recruit. It produced 4,629 applicants, they hired 676 within 446 remained, by year 1 only 307 were retained. The total cost was $2,277,535.00. Employee referrals were 3936, hired 1016, by six months 894 were still there, by year 1 only 732 are retained. Kiosk was also used as a method. It produced 2673 applicants. They hired 435, within six months 342 were still employed, year 1 732 were retained. The total cost was $2,421,468.00.

The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).

What are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use?

Firstly we must identify what are the qualities and skills needed to fill the specific role, keeping in mind the

Below is an analysis of the potential new selection methods for hiring the Store Associate position. The study of 10 Seattle-based stores resulted in an adequate sample size of 832 applicants. New selectors being evaluated are the retail market knowledge exam, Marshfield customer service biodata questionnaire and essay, Marshfield applicant exam, and personality exam. All stores, including those employing the traditional selection method, collected on education, work experience and interview score correlation to the four indicators of success: citizenship, absence,

Aside from determining the minimum qualifications required of the applicants, it will also be necessary for the company to develop an attractive benefit and compensation package along with the desired position.