Job Analysis - Job Description and Job Specification Job analysis is the systematic study of jobs to determine what activities and responsibilities they include, their relative importance in comparison with other jobs, the personal qualifications necessary for performance of the jobs and the conditions under which the work is performed. An important concept in job analysis is that an evaluation is conducted of the job, not the person doing the job (even though some job analysis data may be collected from incumbents). The success of every organization is dependent upon the performance of its employees. Ideally, all of the jobs in an organization should interrelate to optimize the achievement of the organization’s mission, goals and objectives. …show more content…
However, it seems one of the easiest methods to analyze a specific job but truth is that it is the most difficult one. Why? Let’s Discover. It is due to the fact that every person has his own way of observing things. Different people think different and interpret the findings in different ways. Therefore, the process may involve personal biasness or likes and dislikes and may not produce genuine results. This error can be avoided by proper training of job analyst or whoever will be conducting the job analysis process. This particular method includes three techniques: direct observation, Work Methods Analysis and Critical Incident Technique. The first method includes direct observation and recording of behaviour of an employee in different situations. The second involves the study of time and motion and is specially used for assembly-line or factory workers. The third one is about identifying the work behaviours that result in …show more content…
Some sales representatives work out of an office contacting prospective customers. Employers usually look for candidates who are enthusiastic and passionate about the products they are to sell. Duties and Tasks: Duties of agricultural sales professionals typically involve all that is related to selling and promoting a line of products offered by a company. Depending on the organization, a you might have to be familiar with a type of equipment and how it operates or have knowledge in such areas as fertilizers and how they affect crops. You are tasked with expanding the customer base and providing product training to retail clients. You might also be required to attend regional meetings and conferences to keep up with changes in the field and expand their product knowledge. Good communication and public speaking skills are required to sell products to individuals or groups of potential
As the salespeople’s immediate supervisor, it is the primary responsibility of the manager to provide proper training to enhance the salespersons’ effectiveness and improve their skills. Given the importance of having a productive and enthusiastic sales team, the manager needs to develop and manage effective reward and compensation packages to ensure a highly motivated and satisfied sales force. Sales managers also ensure that the company 's standards of professionalism, image, and branding are consistent with the sales team’s interaction with company customers. The manager 's presence also makes customers feel valued as well as provide credibility on behalf of the company (Pilling, Donthu, & Henson,
Once qualified sales representatives have been hired, proper training should be enforced. The Valley Winery new recruits are not given a true portrayal of everything their new sales job entails. During the hiring process, a sales hopeful is sent into the field for ...
As stated by Dessler (2011) selection of the right employees is imperative for numerous reasons. These reasons can include the knowledge that organizations performance is contingent on its subordinate’s ability. Moreover, it should be common knowledge that employees with the reliable skills and characteristics will perform better for the company. On the other hand, employees who lack those skills or who are slacker will not perform efficiently, and the organization’s performance will suffer (Dessler, 2011).
In most organizations today, job responsibilities and duties continually evolve to meet both internal and external challenges. Recessionary economic times have forced organizations to restructure, downsize, and re-engineer causing change in the way jobs are performed. In these types of situations, work processes are affected which could lead to performance issues. Fewer people available to do more work impacts what work gets completed and how it gets completed. Consequently, these performance gaps may lead to work redesign. A work analysis needs to be conducted to determine the main duties and responsibilities indicating - what work is done, how it is done, and why it is done. It should provide a thorough investigation and breakdown of a job, task, or content that can assist us in deciding whether training is warranted and what kind of training is required.
The use of the job analysis will enable the business enables the
Procedural task analysis: observing and studying the visible details of current and optimal job performance by watching the interaction between the performer and the objective of the performance and also understanding thoroughly the future
Family Guardian knows that having the right people in the right areas of the company is important. Quality in the customer service provided by its staff is key to keeping customers happy and has an influence on their overall perception of the company. Each employee at the company is required to complete a customer service course each year, administered by the company. Moreover, a training manager, a position that the company previously did not have, was hired in February of 2014 to oversee and implement ongoing training for employees in all areas of the organization. This move confirms the company’s commitment to its employees and customers.
It is important to take knot account that job analysis a process that allow people to know and establish every single aspect about job duties and requirements of any position or job. In other words, it means to analyze in detail what a person has to do in a job given and the importance of that particular job. In addition, this means to focus on what employees’ performance, potential, behavior, and skills for doing a certain job. Job analysis also focuses on how to do to the job, seeing if it is good or not for the worker, looking for ways of doing better, and linking the job-specifications with the candidate-specifications when she or he was in the selection process (Business dictionary, 2016). However,
1. Analyse and describe jobs, bringing out those aspects which are to be used for purpose of job comparison.
A job evaluation scheme is “a method to determine the value of each job in relation to all jobs within the organization.” A job evaluation process is useful because sometimes job titles can be misleading- either unclear or unspecific- and in large organizations it’s impossible for those in HR to know each job in detail. The use of job evaluation techniques depends on individual circumstances.
The basics of job analysis start with the Model of Performance where you evaluate the actions and behaviors of effective productivity. Within Campbell’s Model of Job Performance you will find three ways to judge job effectiveness Declarative knowledge, Procedural knowledge & skill, and Motivation. Also complementing these three ways to judge job effectiveness by Campbell are eight basic performance components that have a required three qualities such as Core task proficiency, Demonstrated effort, and Maintenance of personal discipline. Campbell shows how effectiveness meets the relevance in the job and ends the first part of job analysis. Task performance and Contextual performance pick up on Campbell’s idea of motivation do you just work to get said task done or do you go above and beyond.
Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
Customer contact is very important for any company, in order to get feedback on its products, to know about new trends and new customers requests, and to know about new products that customers would like to see. Selling through sales representatives cuts the direct link between a company and its customers. A good sales representative must relay customers concerns and requests to the company it represents. Sales representatives must be opened to discussion and must listen to their clients.
Customers First is a company that provides customer service for other companies. Small-to-medium-sized companies outsource their customer service function to Customers Firsts, which manages all customer service for their clients through a call center and also via an online customer service center. Customers First has grown quickly in the 5 years since the company president, started the company and now employs more than 150 customer service representatives and other support staff (Martocchio, 2016, p. 144). The Director of Human Resources identified significant HR issues in the areas of job analysis, job evaluation and current compensation structures. Job Analysis and Job Evaluation are the two important functions of Human Resource Management to know the characteristics of a particular position. Both the tasks are performed by an expert, to provide pertinent information about the two. Job Analysis is a process which determines job requirements while Job Evaluation ascertains the value of a job in relation to other jobs. Job Analysis is performed with an objective of obtaining relevant facts and details related to the job. Job Evaluation aims at systematically assessing the various job, in order to identify their respective worth in the organization (Surbhi, 2017).