Career Development Plan- Job Analysis Selection Explain

Career Development Plan- Job Analysis Selection Explain your Job analysis info Job analysis is fundamental for creating a better work atmosphere. Job analysis information is important for creating a human resource for any organization. Properly defined, 'Job analysis' is a purposeful and systematic description of the jobs, and its related information in such a way that the job and roles are distinguished and unique roles and requirements can be found.

The job is thus broken down to components such that each work activity can be understood and measured and it can point to the necessary qualities and the attributes of the personnel required for performing that work. (Condrey, 2010) The components of a job analysis are job description, evaluation, system organization and responsibilities. It also includes the cost and payment schedules. Describe Workforce Planning System The workforce planning system can also be called the staffing strategy.

This is a long-term directional plan to ensure that at all times the properly qualified staffs are always available. This continuous process requires that the human resource development programs are continuous and the second part is the staffing plan which follows the analysis. This can also be focused on the short-term requirements. Thus the workforce planning occurs for both the short and long periods with special emphasis on short-term analysis which then get carried over to the long-term.

The long-term process is a directional action which determines the routes and functions that the workforce ought to take in future to determine the nature and the sustainability of the work. Long-term planning involves prioritizing the work patterns and the staff models, and then creates a model for staffing the assigned work and then calculates the short-term shortages that can be encountered. These are then analyzed to get at a bigger working model which if implemented supplies the workforce of the company. (Bechet, 2008) Especially in the merger between InterClean, Inc.

that is into cleaning chemicals and contract janitorial services business and its counter part EnviroTech requires a reprogramming of the workforce and it is true that the satisfactory relations between both the sets of employees is a must for the merger and future progress. (Lifewavebr, 2010) The alienation of employees has to be avoided and for this some of the concerns are job security, loss or gain of benefits and the amalgamation of cultures and changed procedures.

There has to be training and orientation to make the employees attuned to the new changed processes. Where the concerns have merged giving equal status to both then the issues can be simple and sorted out. Where there are hostile issues of take over or where there are issues that are yet to be solved, the individual employee may face difficulties and may become unhappy at work.

(Gendron, 2004) It is therefore necessary to create a new workforce planning system that can incorporate the staffing issues that could arise from the merger. 3. Identify selection method, include advantage and disadvantages The classic selection methods are application forms, unstructured interviews and references and many firms still adhere to these methods. The advantages of this method are that the application form can be structured in such a way that it eliminates the unwanted candidates.

Thus personnel required with six years selling experience can be found by making the minimum enterable experience as six. The disadvantage is that there is no scope of finding if the potential applicant has skills that can be better used in the job even without the basic six-year experience. References also have their own features. References to previous employers can help understand the history of the candidate but also may be prejudiced depending on the reason why the person left the employment.

(Koster, 2007) The companies InterClean and Enviro Tech after merger need to evaluate the employees in this old fashioned method because the modern methods of testing and evaluation may not be appropriate.