Job Descriptions and Analyses: Stars Hollow Hat Company Case Study

A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).

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

The customer service personnel should be in a position to acknowledge their clients and pay attention well to whatever they say and put into practice active listening. They should also give a chance to the customers to respond to the services the company offers perhaps through the enterprise’s website. For any company to prosper, good customer relation is paramount in building a loyal

Hanson is outlining the position of a Customer Service Representative. As an employer, making a good hire depends on of having a positive interview experience with a preferred candidate. Employers must not underestimate the impact of a well-planned interview or interview process. When hiring for a particular position

Job descriptions are a vital part of recruiting and managing employees. These written summaries of jobs ensure that applicants and current employees have clear understanding of their roles and what is expected of them in order to be held accountable. Despite the various job descriptions and posts for new hire, it is imperative that job descriptions be thoroughly written because it will help employees understand the major areas of their job or position and also help attract the right candidates for the job. In this essay, I will be writing on the components of job description with emphasis on the role of Operations Manager with careful analysis of the important facts about the job with respect to the tasks, tools and technology, knowledge,

3. In relation to your current organisation (or one that you are familiar with), outline the role that customer service plays in this organisation and its industry as a whole.

Customer service roles suit me as I thrive on the opportunity to work with people and represent my organisation to the public and its stakeholders. I am avid customer service professional that can communicate well with consumers in accordance with a company’s policies and procedures. In addition to providing

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).

This position provides me an opportunity to connect with my employees and customers. I would make it my duty to ensure that all the customers are satisfied by adhering to the alluring mission statement of ‘five star service for everyone at all times’. I would also make certain that all the daily goals I set for myself and my employees are met and exceeded. I will come every day with a sense

Create a job description for a retail sales associate, which includes the most significant components necessary to describe the job both internally and externally.

For a company, recruitment is a critical process. A company has to list out a job description and requirement for applicants to get ready about their resume. What should contain in a job description? Name and address of employer, the job title, work location, which department should the employee reports to, the overall purpose of the job, key areas of work, and terms and conditions. About the overall purpose of job, employer needs to briefly explain about the job and the expectations of the employer to the job. About the key areas of work, employer needs to list out the responsibilities of the employee in each area. For example, staff should be aware about the classroom settings to make sure it is safe for children, staff should update parents

It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.

Within these stores, there are many different departments and groups of job roles including sales floor customer assistants, store operations, section managers and store managers (Careers.marksandspencer.com, 2016). Marks and Spencer are devoted to providing great value and services to their shareholders and customers within their business, which suggests customer service is a key part within their organisation (Corporate.marksandspencer.com, 2016). The strategic direction of Marks and Spencer is to prioritise profitability as well as growing the business, alongside improving performance in all areas of the organisation (Corporate.marksandspencer.com, 2014). This essay will focus on sales floor customer assistant departments within Marks and Spencer.

Organizations struggle to understand their complex existing and potential workforce and how to use each effectively. Which applicants should they recruit? Which of their hires do they wish to retain for their performance and productivity? Who amongst their internal talent do they wish to groom for career advancement? What are the most effective compensation, benefits and development options that will optimize the organization’s competitiveness in the marketplace? As we navigate today’s dynamic economy, do we need to retrench again or pursue growth? We want answers to these questions almost on a daily basis, in addition to the most obvious one: what is our headcount?