...Analyzing a Job Misty Diaz HRM/531 Human Capital Management July 18, 2011 Carol Jackett Analyzing a Job This paper will discuss changes made to a job description that was acquired from jobseekers.com for a Sales Representatives/Service at Catholic Healthcare West. A job description is used to describe in writing the overall summary of a task or job requirements ( Wayne F. Cascio, 2010). Many organizations use job descriptions to ensure that the employees are aware of what he or she will be entering into as far as position requirements. When many people look for employment, a job description can verify if he or she has the qualifications for the position prior to applying for the job. Organizations use job descriptions when recruiting for positions within or outside of the organization. Determining a Need to Create Job Position When reviewing the job description posted on jobseekers.com for the Sales Representatives/Service, their need for this job position was urgent. The reasoning behind this was because the start date actually was for someone to start as soon as possible. I would have changed that for a start date to be tentative pending a review. The former makes the description of the job sound too desperate. This description could cause a multitude of unqualified people to apply for the position. As the mentality could be that the organization would take anyone for this position, thus possibly sounding unprofessional and undignified. Strategy...
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...Analyzing a job Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis that will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. One of the tools is called- Job Description. A job description is an internal document that lays out in detail the exact roles and responsibilities of a particular position. A job description can be used as a tool for new employee orientation by helping to set expectations, supervision and performance reviews. As it was discussed in the class, the primary purpose of a job description is to identify the essential functions of the position. According to the Equal Employment Opportunity Commission (EEOC), essential functions are those tasks or functions of a particular position that are fundamental to the position. Knowing...
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...Analyzing a Job Melina Boggs January 30, 2012 HRM531 Christine Healy Analyzing a Jobs Determining how to create a new position within the business is commonly on the basis of overload for employee’s job functions or duties. Managers must recognize as times change the job functions change to meet new demands of job functions and duties. Recognizing the overload of duties and functions a manager may decide to split the one job into two thus, creating a new job position. Also managers must meet productivity measures. If the company is in need of meeting demands or increasing sales a new position may be needed to meet these demands. When a company such as Aflac needs associates to represent its company one would assume that either the company is in need of increasing its sales force in the community because of an increase in demand for insurance or the company must hire new faces to help promote on account of a decline in sales. When companies desire to hire during times of economic recession one may believe this company is expecting an increase of demand as a result of economic growth. “Fortune 500 companies had a $2 trillion hoard of cash as end-2010” (Bayer, 2010, p. 62). “Consumer demand growth is slack, unemployment remains high, and the housing market is flat” (Bayer, 2010, p. 62). Bayer states, “No corporate executive is going to invest into new capacity...
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...Analyzing a Job MGT 531 August 27,2012 Analyzing a Job TO: ExpressJet Hiring Managers FROM: G. Redd Department of Flight Operations Third Floor DATE: August 27, 2012 SUBJECT: Identifying the requirements needed to fulfill crew scheduling gap Understanding responsibilities of a position is the sole responsibility of the human resources department to obtain and have a basic understanding of what the functions of the position is. This memo identifies responsibility for the crew scheduling position. Defining certain attributes for the position such as position details, duties, performance requirements of the position, and knowledge and skills required. The memo will conclude with determining the organizational positioning of the opportunity and how the opportunity is consistent with ExpressJet’s strategic goals. Problem Scheduling has become increasingly dependent upon skilled multi-taskers, team players, effective listeners, analytical persons, and good problem solvers (thinking outside the box). This requirement has been the focus of a substantial effort over the past year. Unfortunately, with minimum pay, none friendly family schedules, and lack of communication this department is not functioning to its full capacity and is wearing on the few good employees, which in turn is causing an alarming high turnover rate (ExpressJet Airlines Inc., 2012). Responsibilities for the position ➢ Ensuring flights operated by ExpressJet have proper crew compliment ...
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...As companies observe a need for a position to be filled, there are several areas that are considered prior to posting a job for potential job candidates. In this paper, we will discuss those aspects and select a job description to analyze. After analyzing the job description, we will rewrite the description based on the results of the analysis. Most jobs that are posted for individuals whom are seeking jobs are the result of a company trying to fill an opening that was developed by the company, or the company is seeking to replace human capital that may no longer be employed with the company. For a new position that is created, a company may begin planning a year ahead of the time the position needs to be filled. This strategy allows the company to observe staffing needs before the job opening is released. This type of strategic planning also provides an opportunity for the requirements of the job to be laid out as well. The requirements for a job are based on several aspects including the mental/physical tasks involved, how the job will be done, and the qualifications needed. These important factors are usually resolved by HR meeting with managers and employees to gain understanding of the potential job opening. In instances where an organization does not have employees, HR may choose to rely on descriptions utilized by other companies that have similar positions. In all cases, there is generally a timeframe that is guiding the process. This is because the longer...
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...Analyzing a Job Option 2-Event Planning Decorator Ilisa Patterson HRM/531 November 21, 2011 Carol Willett Analyzing a Job Option 2-Event planning decorator Dreams Come True Event Planning is small business located in Fort Worth, Texas. This business is run by Latisha Ware, a young entrepreneur with a talent for creating memorable occasions. She has been in business since 2005 and has found that business has been on an uprising slope over the past few years. At this time Latisha has one silent financial partner and three employees. Latisha is responsible for the consulting aspect and general operations of the company. Her three employees have a wide range of duties including shopping, building relationships with potential partners, marketing, and decorating. Although the final products are the results of each individual they are finding it is harder to produce quality events if everyone is overextended. Upon interviewing Latisha the need for a decorator was discussed. Latisha is ultimately the one that decides what décor will get used for certain occasions, but she feels the job would be much easier if someone else was able to take on that task so she can focus on her clients. During the initial interview with Latisha she discussed her duties as well as the other employee’s duties (Personal communication, November 18, 2011). The main issue seemed to be that more time was going into the decorating aspect instead of the other portions of the events. Latisha and...
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...Analyzing a Job assignment University of Phoenix Human Capital Management HRM/531 October 28, 2012 Analyzing a Job assignment Telemarketing advertising technique is known in every household across America ("Tips," n.d., para. 1). This is because although not always appreciated, telemarketers are effective at getting product names and information to the customer. The owner of a small business may gain several benefits by enlisting the talents of a reputable telemarketing agency to provide service for incoming and outgoing calls ("Tips," n.d., para. 1). Two kinds of services comprise telemarketing, inbound, and outbound. They have many differences, but achieve the same goal: to garner sales and provide service to customers. Telemarketing is the fastest growing industry today and companies are using this in an effort to effect sales. Inbound telemarketing refers to the manner in which a company accepts calls from consumers. These calls are answered with the customer sales order, or any other information, saved. Telemarketers find inbound telemarketing is simpler to do than outbound telemarketing because they already know the questions they will be asked about the products they are selling ("Telemarketing," n.d., p. 1). Telemarketers are responsible for prospecting using automated phone dialer and uncovering sales leads for clients, placing outbound calls to businesses, evaluating, and understanding the prospect's needs, and fulfilling clients orders for sales leads...
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...Analyzing a Job in Preparation for a Job Posting HRM/531 February 3, 2013 Analyzing a Job in Preparation for a Job Posting According to Cascio [ (Cascio, 2010) ], the most common methods of analyzing a job are observation, interviews, job performance, critical incidents, and structured questionnaires. In most cases, it is necessary to use a mixture of methods because they may not be as effective un-aided. The use of an analysis helps to identify the competencies and pertinent skills required to meet the needs of a job position, and the ultimate goals of the organization or department within the organization. Job analysis aids in skill set determination, selection practices, provides appropriate classification or reclassification of positions, and sets standards for performance appraisals. In this paper I will describe the interview process using a job analysis. My job analysis is very close to the job descriptions posted on various websites that host open jobs for the hair industry. The duties that I perform as a salon owner are similar to those for jobs in my field. For example, a duty that is listed to perform the job that I do is the ability to provide exceptional customer service. If I were interviewing a candidate for the job as a stylist I would ask for examples of what the applicant thinks exceptional customer service is. I researched three hair salons; Super Cuts, Hair Cuttery, and Great Clips. Duty Details The ability to provide exceptional customer service...
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...Analyzing a Job for Gee Comfort Every company comes to a point where it has to define what jobs are needed. Figuring out the details of the job requires serious analysis. This paper will expand on an interview given to Gloria Speaks owner of a handmade clothing and accessories online store as to a job position she believes needs to be filled. First, A description of the company will be given as well as an explanation of how she came to the realization she needed help, Next, what duties and job performance are required for the job as well as what knowledge and skills should the employee have to be considered for the job. Finally, a full job description will be given in which Gloria can use to describe and advertise the job. The Analysis Gloria Speaks owns her own clothing company called Gee Comfort she mainly sales her products online through Epsy.com. Gee Comfort has plenty of handmade knit wear such as scarves, blankets, purses, and pillows. As stated by Speaks, G. (2013) “At Gee Comfort, my mission is to create beautiful, handmade items by stitch of love at a time.” She noticed that she was having a hard time keeping up with orders being made and shipments needing to get out because not only does she run this website and knit/crochet everything by hand, but she also works outside of her small business as a chef. Using the information given to me from the interview as well as knowing how she runs her business from observation. A comprehensive job description has...
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...Job Description – Office Manager Job Purpose: Supports company operations by maintaining office systems. Duties: • Maintain office services by organizing day to day operations and its procedures; preparing payroll; controlling correspondence incoming and outgoing faxes; designing filing systems; document control, managing supply requisitions with the approved budget for MPAM, managing clerical functions. • Provides historical reference by defining procedures for retention, protection, retrieval, transfer, and disposal of records after its expiration period. • Maintains office efficiency by planning and implementing office systems, layouts, and procurement of equipments. • Designs and implements office policies by establishing standards and procedures; measuring results against standards; making necessary adjustments. • Completes various tasks based on the requirements and follow up on work results. • Keep management informed by reviewing and analyzing special reports; summarizing information; identifying trends. • Maintains professional and technical knowledge by attending educational workshops on the web; reviewing professional publications; establishing networks; participating in professional societies. • Achieves financial objectives by preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions. • Contribute effort to accomplish related results as needed. • Renewal...
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...Analyzing a Job – HR Generalist Job Description Tamisa Barrow HRM 531 February 18, 2013 Professor Terri Trent Analyzing a Job Part of analyzing a job is understanding what the job may entail and understanding the industry of the organization. Job analyzing is a good component to use while creating a job description. Aiken Staffing is a locally owned staffing agency that was founded in 1979. They service the staffing needs of local employers by offering highly skilled personnel for contract, permanent, or temporary jobs. Natalie Carlisle (personal communication, February 15, 2013) The Aiken Staffing corporate office will begin recruiting for an internal position of an HR Generalist. The perspective would be required to perform a number of human resources duties. The business is growing and the corporate needs to expand their office personnel as new locations will be opening soon. An interview was conducted with Human Resource Manager Natalie Carlisle, to compile information about the job to help create a job description. References History of Corporate Excellence. (2013). Retrieved from http://www.jobshopstaffing.com ...
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...Inferential Statistics Data Analysis: Analyzing Data - Inferential Statistics Inferential statistics deal with drawing conclusions and, in some cases, making predictions about the properties of a population based on information obtained from a sample. While descriptive statistics provide information about the central tendency, dispersion, skew, and kurtosis of data, inferential statistics allow making broader statements about the relationships between data. Inferential statistics are frequently used to answer cause-and-effect questions and make predictions. They are also used to investigate differences between and among groups. However, one must understand that inferential statistics by themselves do not prove causality. Such proof is always a function of a given theory, and it is vital that such theory be clearly stated prior to using inferential statistics. Otherwise, their use is little more than a fishing expedition. For example, suppose that statistical methods suggest that on average, men are paid significantly more than women for full-time work. Several competing explanations may exist for this discrepancy. Inferential statistics can provide evidence to prove one theory more accurate than the other. However, any ultimate conclusions about actual causality must come from a theory supported by both the data and sound logic. WHEN TO USE IT HOW TO PREPARE IT The following briefly introduces some common techniques of inferential statistics and is intended as a guide...
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...Reflection Summary Team D: Priscilla Valladares, Adam Bennett, Areg Hoshiar, Gregor Tashkaplyan, Laura Luna MGT/230 January 5, 2014 Christopher Pahl During week two our class objectives were to learn about planning function of management, analyzing various factors that influence strategic, tactical, operational, and contingency planning. As well as analyzing the effect that legal issues, ethics, and corporate social responsibility have on management planning. As discussed by Team D, we most certainly agree that we learned the stated, not only as a team, but as individuals. We all come from different walks of life and backgrounds; this diversity is what makes working together as a team so great. We all agree that we can apply what we learned to our professional or personal lives. Analyzing week two, we agreed that we had an inside look on what the six steps are during the planning process. These steps are situational analysis, alternative goals and plans, goals and evaluation, goals and plan selection, implementation, and finally monitor and control. We agree these steps are most important in the planning process and play an important role in setting up alternative goals and plans. We also concur it is a good idea to have an alternative plans, in case the original plan falls through the cracks. Having a backup plan is a great way to run a business and minimize risk. Areg from our team shared an example of how he has applied this to his life, when he was coaching basketball...
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...Unit 1 - Fundamentals of Statistics ReneeCarina Benavente American InterContinental University BUSN311-12005B-11 Abstract In many organizations surveys are done to determine the job satisfaction of their employees. Job satisfaction is important for theses organizations large or small because it makes the aspects of the job easy for employees. Analyzing the data within these surveys is to find the overall job satisfaction using qualitative and quantitative variables. Introduction A word wide study of job satisfaction has been assembled by a large organization called American Intellectual Union (AIU). I have been chosen to be a part of this massive global undertaking. I will be analyzing the data from this study and results survey using AIU’s data set. Chosen Variables In examining the data set and results of AIU’s employees I chose to analyze the positions of the employees as my qualitative variables and the intrinsic job satisfaction as my quantitative variables. I chose to analyze these two specific variables because as an hourly or salary paid employee their internal job satisfaction is very important to know. It is best to understand the job satisfaction of employee position within the organization to better the work environment. Qualitative and Quantitative Variables Using qualitative and quantitative variables you have to know and understand the difference between the two variable or the results would not add up. Quantitative data is data that...
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...Conduct a job analysis for the selected job using one of the job analysis methods- Director of Human Resources A human resource director’s job description usually entails recruiting and hiring staff along with a number of other things. A few of those things are space planning, performance management, organization development, compliance to regulatory concerns, employee orientation, development, training, policy development, employee relations, company employee, community communication, employee safety, welfare, wellness, health and employee services and counseling. While analyzing any position the main concerns would be the requirements and description of the position and are they being fulfilled by the employee. The first step that would need to be taken would be to review the positions responsibilities of the human resource director as we did above. In order to complete this the person analyzing the job would need a guideline of the job description such as the one above or they would need to do research on the position description. Another step would be to analyze the human resource director’s duties, tasks, and responsibilities that need to be completed by the current human resource director. Another great step that could or could not be taken is to compare job duties and responsibilities along with companies end outcome of the human resource director with similar companies. This might give the person in charge of analyzing the positions another outlook at things along with...
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