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Job Analysis and Selection

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Job Analysis and Selection
Since InterClean, Inc., has acquired EnviroTech I would like to make sure everyone is heading toward the company’s mission and goals. To do that I will need to do a job analysis, workforce planning, and then I will be selecting a group of employees who will embrace our company’s new strategy, and they will become the new sales team.

Job Analysis
“The term job analysis describes the process of obtaining information about jobs” (Cascio, 2006, p. 158). The job analysis to determine the essential characteristics of a job in order to produce job specification. A job specification is a written statement of the essential characteristics of a job including necessary qualifications, duties, responsibilities, and degree of authority of the job holder. Another part needed is a summary of the task requirements that is called a job description. According to Cascio, “it usually includes information about the tasks, to be done on the job as-well-as the personal characteristics (education, experience, specialized training, and personality) necessary to do the tasks” (p. 158).
Three key elements that are included in a job analysis are:

1. Knowledge - body of information necessary for task performance 2. Skills - level of proficiency needed for task performance 3. Abilities - capabilities necessary to perform the job
I will be doing the job analysis with some help and guidance from human resources. By me doing this, it will give me a better understanding of the job a sale represented and to make sure I put the right people in place as we move forward.
Selection Methods

I will be using observation and interviews as my methods. The observation method is to observe the employee at work recording behaviors, tasks being done, and duties. This is also known as direct observation. The advantages of this method are you

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