...6. Do you think companies can really do without detailed job descriptions? Why or why not? In one firm – British petroleum’s exploration division- the need for more efficient, flexible, flatter organizations and empowered employees prompted management to replace job descriptions with matrices listing skills and skill levels. Senior managers wanted to shift employees attention from a job description “that’s not my job” mentality to one that would motivate them to obtain the new skills and competencies they needed to accomplish their broader responsibilities. They created skills matrix which listed basic skills needed for that job, minimum level of each skill required for that job or job family. Emphasis is no longer on specific job duties, but on specifying and developing new skills and gave employees constant reminder of what skills they must improve. 1. What is the difference between reliability and validity? In what respects are they similar? Reliability describes the consistency of scores obtained by the same person when retested with the identical or alternate forms of the same test. If a person scores 90 on an intelligence test when retested the result should be the same. Validity indicates whether a test is measuring what it is supposed to be measuring. With employee selection tests, validity often refers to evidence that the test is job related. Reliability and validity are used in statistics and research design. At best, we have a measure that has both...
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...Recruitment, Selection and Induction Assessment task 1 Section 1 – Analysing job requirements 1. There a number of ways to define job analysis, however, to sum it up: it is the process of exploring and gathering information relating to a specific job. The analysis highlights the duties, responsibilities and the accountabilities of a job. The process of the analysis results in two sets of data: a job description and a job specification. The sole purpose for the job analysis - in relation to recruitment and selection - is to assist human resources in their search for potential future employees; it also helps in better continuity and planning in staffing for the organisation. Additionally, selecting a good candidate also requires a detailed job description as the objective of recruiting employees is to match the right candidate to the right job. There a number of ways for collecting job analysis data and two methods that Asda are most likely to use are: a questionnaire method and an observation method. The most commonly used job analysis method for any work place is to get their existing employees, superiors and managers to fill in questionnaires. This method must be framed differently for different grades of employees in order to gain reliable information. It should also be communicated to staff that all data collected will benefit them in the long run by providing the questionnaire with ‘true’ job-related data. If it is not completed properly, it will suffer from personal biasness...
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...1.0. Job Analysis As like any other organization, Citycell also exist to accomplish its organizational goal and objective. Achievement of organizational goal requires collective efforts (work) of a number of employees rather than individual effort. The point at which work and worker come together is called job-it is the role played by worker. To staff the worker for accomplishing the goal, an organization needs to know a lot of information about the job. These are: * Information about duties and responsibilities of that job * The characteristics of people required to perform that job Information about jobs is obtained through a process called job analysis. Job analysis as a management technique and it was developed around 1900. It became one of the tools by which managers understood and directed organizations. Job analysis is the procedure for determining the duties and skills requirements of the job and the kind of person should be hired for it. This is the process of collecting and analyzing information. An important concept of Job Analysis is that the analysis is conducted of the Job, not on the person. Telecommunication industry is a dynamic industry. To stay in this industry and become competitive, Citycell also conduct job analysis on daily, quarterly and even yearly basis. As they are the only CDMA (Code Division Multiple Access) operator in Bangladesh, based on their sales growth, future focus etc. they frequently do job analysis. 1.1. Sample of a standard...
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...Recruitment and selection at Tesco Introduction Tesco is the biggest private sector employer in the UK. The company has more than 360,000 employees worldwide. In the UK, Tesco stores range from small local Tesco Express sites to large Tesco Extras and superstores. Around 86% of all sales are from the UK. CURRICULUM TOPICS • Workforce planning • Recruitment • Skills • Selection GLOSSARY Strategy: long-term business plan of an organisation. Market leader: the business that has the largest share of the market, measured by sales (value or volume). Logistics: the orderly movement and storage of goods throughout the supply chain i.e. from raw materials to finished goods. Infrastructure: the structure of an organisation – its people, systems, organisation and processes. Human resources: the function within business responsible for an organisation's people. This function deals with workforce planning, recruitment, training and pay issues. Business objectives: the ends which an organisation seeks to achieve by means such as budgeting tools and strategies. Workforce planning: estimating future human resource requirements and ensuring the firm has right number of people, in the right place, with the right skills at the right time. Tesco also operates in 12 countries outside the UK, including China, Japan and Turkey. The company has recently opened stores in the United States. This international expansion is part of Tesco’s strategy to diversify and grow the business. In its non-UK...
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...picture of what kind of persons are needed which can be accomplished by designing a job description along with a person specification. A job and person’s description is an organized process of assembly and interpreting information about the essential duties, tasks, and responsibilities of the job to be performed. An individual specification or job specification is important to any business as it allows the business to find the perfect “person- to-job-fit”. Furthermore, it is also vital that the skills, aptitudes, and information outlined in the person specification are directly related to the needs of the job: if this is not so expectations will not be met, and both employers and staffs will be disappointed. Recruitment may be internal or external as per the needs and necessities. The benefits of internal recruitment considered that saving can be made, as they know the company and the job very well and hence they need a shorter period of training. It is like extra money to all staff to work harder within a business which is basically called Incentives, Perks and Bonus etc. External recruitment helps to pull a wider range of talent and provides the chance to bring new experience and ideas to the company. It is very costly and expensive way of recruitment as full training needs to provide to the new recruits. There are numbers of stages, which can be defined and set out the nature of particular jobs for recruitment purpose. Selection then consists of the processes involved in choosing...
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...need to hire new employees. Selecting the wrong person could be a costly mistake when considering the amount of money involved in recruiting and training new employees. According to (Wienclaw, 2010), “the tools used to select new employees need to be demonstrably related to the job and must help the organization select those employees with the appropriate knowledge, skills, abilities, and other characteristics necessary for job success” (p. 1). To identify the recruitment and selection methods at Wal-Mart, a job description for a Senior Manager in Marketing-Promotions was selected from their website. This particular job description was selected because it includes position details, job duties, performance standards and job factors. In this paper, a concept map and associated discussion summarize the steps of the recruiting and selection process using the chosen job description. Dialogue surrounding performance standards and rationale for included components are offered as well. The recruitment process begins when Wal-Mart recognizes a human resource need within the company that is not being met by current employees. Once the position is determined to be necessary, upper management is able to conduct a job analysis...
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...making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else. External recruitment External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with...
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...Job Analysis The Samsung in Macau is not a big company with a few positions, so job analysis doesn’t take important part in their human resource department daily affair. The supervisor told us actually they seldom do job analysis because of no need if the company doesn’t make a big change. However, this Samsung company makes some changes last year. Before last year, their company salespersons didn’t have a satisfying performance because the sales manager is almost in charge of this part. Although the company ran well at most of times, sometimes they may meet problems especially when the sales manager was busy dealing with other affairs. Therefore the company decide to adjust and planned to define the salespersons’ duties and the evaluation criterion clearly for compensation. To conduct the job analysis, Samsung reviewed relevant background and select a sample of 5 to analyze the job. And after the analyzing, they confirmed those information with the sales manager, their direct supervisor to ensure it was correct. Similarity 1. Types of information The types of information they are trying to collect are all mentioned in textbook, for example, work activities, performance standards and human requirements 2. Uses The reason they conduct job analysis is also approximately same as what we learned as those following uses, recruitment and selection, performance appraisal, compensation and training. Differences We found two main differences through this...
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...Comparing Job Descriptions 8/18/2012 In writing a job description, it is important for the job description to be clear and specific. In comparing different job descriptions, you will notice the differences. If a clear meaning is not shown, the employee will not have a clear understanding what is expected of them. I compared two job descriptions, and this is what I came up with. In Managing Human Resources (Snell, Bohlander 2013 pg.153) job descriptions should have the job title and location section, a jobs identification section, and a job duties section. Both, job descriptions did include this information, but the title headings were labeled differently. In the identification section, the job of retail manager, listed online, lacked the information of who the employee reports to and the date the information was last revised. There is no way of knowing if the information is up to date, as job duties tend to change in the ever changing business industry. In the Employment Assistant job description there is two sections, one titled “job statement” and the other titled “essential functions” (Snell, Bohlander 2013 pg. 154) that list the job duties, functions, and responsibilities. There is much more of a description listed of what is to be expected of the employee on this job description. On the retail store manager description it is titled “your role” (Lifetouch Portrait Studios, Inc.), and it contains much less information...
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...Job Description Paper Nirvani McKinney BUS 303 Human Resources Management Instructor: Rhonda Bunce September 9th 2013 Executive Secretaries and Executive Administrative Assistants In today’s job market there are lots of demands and requirement from employers. The business environment is constantly changing, so it’s up to us to change with it. Our knowledge’s, skills and abilities have to be able to meet the demands of the job market. This is why Job descriptions are necessary because it define the required knowledge, skills, responsibilities, training, experience, certification or licensure, and outline of reporting for a specific job within an organization. Carolyn Youssef stated in out text that “a job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled. Job descriptions serve as a standard or a benchmark for many HR matters such as compensation, performance evaluations, training needs assessments, and promotions” (Youssef, C. 2012, p.17). “A well-developed job description is useful and purposeful and is a part of good management”. The job description that I will be using in my paper will pertain to that of an Executive Secretaries and Executive Administrative Assistants. I will include Tasks, Tools and Technology, Knowledge, Skills and Abilities and Educational Requirements. Lastly my paper will include a description of at least two selection methods used...
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...work hard and don’t get a raise then my effort level will decrease. Porter & Lawler’s extension expectancy model identified people’s valences and expectancies and how effort connected to performance. “Valence refers to the positive or negative value people place on outcomes’ (Kreitner & Kinicki, 2004, p. 300). This theory showed that job satisfaction was directly linked with how employees perceived their reward. Employees will alter their mind-sets only if they see the point of the change and agree with it – at least enough to give it a try (Lawson & Price, 2003). The second theory is equity theory. “Equity theory is a model that explains how people strive for fairness and justice in social exchanges or give-and-take relationships” (Kreitner & Kinicki, 2004, p. 290). Adam’s equity theory of motivation looks at inputs and outcomes of employee-employer exchange. Employees expect a return action for their input effort. This return could be rewards and training. Riordan Manufacturing is a global plastics manufacturer with annual earnings of $46 million (UoP, 2008). However, the company has been faced with declining profits. In response to this the company has made changes to its sales, manufacturing and...
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...Contents Introduction 4 Fly 540 4 Aldi 4 Internal and external recruitment 5 Benefits to Aldi for Internal Recruitment 5 How Aldi Plc Company will recruit their candidates 6 Benefits to Fly 540 for External Recruitment 6 How Fly 540 Will Recruit Their Candidates 7 Conclusion 7 Introduction 8 Legal and Regulatory Framework in Recruitment and Selection 8 Conclusion 10 Introduction 11 Person specification and purpose 11 Job description and purpose 12 Reasons for Job Application Requirements 13 References 15 Introduction According to Bratton and Gold (2007, p 239) ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ Here Bratton and Gold state that recruitment and selection go hand in hand, but they are two separate activities require a separate range of skills and expertise. Here Fly 540 Fly540 is East Africa’s premier low cost airline offering low fares on scheduled flights all year round to destinations within Kenya, South Sudan and Zanzibar. Headquartered in Nairobi and operating from Jomo Kenyatta International and Wilson Airports, Fly540 Kenya flies to Eldoret, Kisumu, Lamu, Lodwar, Malindi, and Mombasa and across the border to Juba and Zanzibar. Aldi Aldi...
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...America GB 540: Macroeconomics Randy Worthy Graduate Student February 8, 2011 “….companies were increasingly dependent on the knowledge worker..the new worker who worked not primarily physically with his body doing physical labor, but with his mind…all workers were of significant actual and potential value to the firm…labor was not an expense; labor was added value, a resource, potentially the greatest resource that an organization possessed” William A. Cohen, Ph.D. One of the most difficult challenges that employers are currently facing is finding excellent and talented employees to work for their companies. For one, resume falsifications has become notoriously rampant in the employment world. Moreover, it is now hard to find people with integrity, people whom you can have absolute trust in. An equally difficult task is to keep the bad kinds of employees out of your company. You may be very cautious with your hiring process but you will still sometimes end up with employees that give you nothing but bouts of headaches which creates employee discontent and morale issues. To help you attract and retain good employees and repel bad ones, the organization should have in place the following characteristics: a. solid reputation; b. provide clear job objectives; c. present challenges and learning opportunities; d. create a culture of accountability; e. offer attractive...
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...The market appears to be, culturally diverse, which can open new doors, of growth and enhancement, concerning the vision of the product. A strategic plan of operation is in order, concerning a fresh approach, with in the hiring process. The legal team has been contacted, in reference to Virginia law requirements and concerns. Analysis (Job): Key roles must be filled, along with choosing top of the line employees to fill these positions. New staff cannot be appointed, without organization, along with planning the recruitment process. A chief human resource officer must be aware, of the first steps within this process. They include; understanding the needs of the department, number of employees needed, skills required and the type of people to accomplish these objectives, mission and goals. Understanding the needs of each department will work to ensure that long term goals are successful. Job analysis is also important, while also providing collected information, in reference to the open position and description used for recruitment. This provides a solid foundation, concerning what is required from the employees. Three phases of job analysis should be...
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...organisation Job Advertisement – It is a notice that jobs put out for the public to see to inform them of a job vacancy they have open. It includes the job title, requirements, what makes a suitable candidate and responsibilities. The purpose of this is to promote the job vacancy they have open and to inform people of what they need to have to be a suitable candidate and make sure people who apply do actually fill the needs for the jobs. Job Description – A job description explains what skills employees need to have to get a certain job. It explains limitations and skills which are needed for the job and the duties and responsibilities that the employee will have if they get the job. The purpose of this is to inform the candidate of what they will be doing if they get the job and what they need to do the job. Person Specification – This is an expansion of the job description. This outlines the training requirements, grades and personal qualifications of the individual to actually be considered for the job. This is all about skills and the purpose of this is to outline clearly to candidates what they must have to get the job. This makes it clearer for candidates to see what they need and want in a person to do this job. Application Form – An application form is a form which companies give a candidate to fill in. They do this so they can get the information they want and the candidate is able to expand more after the CV they have given. The purpose of this is so the company can ask...
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