Company Bio
The company I selected for this project was Stockman Bank. “Stockman Bank is a complete financial center providing personal, business, agricultural and real estate banking services across Montana, northern Wyoming and western North Dakota.”(Stockman Bio page) The reason I choose this financial institute because it is Montana based and holds Montana values. Stockman currently has 34 locations state wide which makes it the third largest bank in Montana and the 20th largest agricultural lender in the United States. Stockman Bank has around 700 plus employees company wide with about 200 employees in the billings area.
The individuals I interviewed for this Project was Ashley Glants and Lisa Donovan. Ashley is a HR Recruiting Specialist while Lisa is a HR Generalist and the duties of these two positions is to provide administrative support to the HR department which consist of the day to day activities associate with Stockman Bank. THe type of jobs that I will be reviewing are mostly entry level positions like bank tellers, customer service representative, and loan assistant. The reason I am focusing on entry positions is because of their sheer numbers, because of this factor it allows the employee selection to become very refined, and almost automated.
…show more content…
Job analysis is the process of obtaining detailed information about the desired position. The reason it is so important is because it makes the foundation for what questions will be asked on the application and interview. My first question in regard to job analysis is whether or not Stockman Bank produced their own job analysis or used standardized ones like Onet produces. Ashley said that all of Stockman Bank’s job descriptions are developed from the HR and the respective departments. This ensures that a well developed, and accurate job description can be produced for all positions. Below is a job description listed for a teller
What were the responsibilities of the position the candidate had while working at your company?
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
Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.
5. In conclusion, this started out being a confusing but interesting assignment; however, after completing the assignment I found that the test became easier to read and understand. Also, after researching and reviewing the various types of test it brought more incite to which test a Human Resource Manager might need to use according to the jobs and the hiring needs. I also realized that many of the tests are not given necessarily to weed out a candidate, or a certain type of candidate, but instead the test makes it easier to help fit the right person for the right job.
How do the candidate's performance, potential, or personal qualities compare to those of other well-qualified individuals in similar roles? Please provide specific examples. (300 words)
3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more
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).
For my Human Resources perspective I interviewed Judie Crudo the Human Resource Director for St. Anthony Foundation (St. Anthony’s). She has been with the organization in that capacity for 25 years. Being a native San Franciscan being offered a position with St. Anthony’s was a calling to her, “working for the best” is what she wanted to do and felt St. Anthony’s really offered that opportunity. Prior to working at St. Anthony’s, she was worked in Human Resources for Macy’s and a small startup company.
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
What are you looking for in a candidate? What kinds of personalities mesh/match best with the organization?
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.
For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.
Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug
HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: