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Job Analysis; Discuss Legal Implications Job Analysis (including Citing Court Case uled Selection Practices)
Job analysis: A legal overview
A job analysis lists the competencies required to perform a job; identifies "the job-relatedness of the tasks and competencies needed to successfully perform the job"; and defends the assessment and selection criteria of the job from a legal standpoint (Job analysis, 2013, opm.gov). When constructing a job analysis, "a good place to start is by reviewing materials" that describes the work that is performed, including descriptions of the position; the subject matter on which the employee is supposed to be an expert; performance standards for the job; and occupational studies defining the job's characteristics (Six steps to conducting a job analysis, 2013, opm.gov). Then a list of the required tasks can be created, followed by the identification of the most critical tasks for the position and a list of the most…
References
Griggs v. Duke Power Company. (1971). Cornell University Law School. Retrieved:
http://www.law.cornell.edu/supct/html/historics/USSC_CR_0401_0424_ZS.html
Job analysis: Law/legal issues: Court case. (1998). HR Guide to the Internet.
Retrieved: http://www.job-analysis.net/G001.htm
job analysis on key jobs within the organization in order to make sure the positions are being handled correctly. The people in those positions should be the right ones for the jobs, and should be working at their maximum capacity. If that is not the case, it is important to determine why -- which can be done through a job analysis that can be matched up to the skills the workers are strongest at.
Job analysis helps with recruiting and selection, as well as training and career development. The more a person knows about a job, the more he or she can determine if that job is a good fit. While employees can and should do that with jobs they apply for, employers need to do that before they extend employment offers. That ensures that they have the highest chance of getting the best people for the job, and potentially…
For higher-level occupations that have a series of components and facets, a competency-based analysis is more useful. For example, to ensure that the individual had rapport with patients served by the facility, one of the competencies might be defined as working in a hospital environment in a major urban location. hile "competencies include knowledge, skills, and abilities, they "are more than that. There is a component of behavior, performance outcomes, motivation, and attitude included in the concept" (Senior Professional in Human Resources Exam Prep: orkforce Planning and Employment, 2007, Pearson Education).
If either competency or task-based analysis must be selected for the entire organization, given the critical nature of the health providing personnel, the former should be selected over the latter. Furthermore, it could be argued that even the most basic administrative tasks will be successfully executed, if the 'right' people are found, who possess the certain core administrative competencies…
Works Cited
Senior Professional in Human Resources Exam Prep: Workforce Planning and Employment." (2007). Pearson Education. Retrieved 16 Sept 2007. http://www.examcram2.com/articles/article.asp?p=438037&seqNum=6&rl=1
What is Competency Mapping and How Can it Help?" (2001).Institute for Job and Occupational Analysis: What is JA Website. Retrieved 16 Sept 2007. http://www.ijoa.org/WhatIsCM.html
Org Structure
Job Analysis
There are a number of different approaches to job analysis that can be taken. Three main ones are the observational method, the interview method and the questionnaire method. Interviews and questionnaires are basically the same thing using different methods, so a better third will be task inventory (MSG, 2016). The observational method involves sitting in on the people working at the call center and observing what they do in their daily work. Ideally, this information would be compared with other call center jobs. Further, it is possible that this information would be compared with other data regarding the local workforce. The downside of the observational method is that there might be things that are difficult to observe that are actually quite important to the job. It takes a certain amount of training in that type of work to truly understand what is necessary to succeed.
The…
References
Chand, S. (2016). Top 6 approaches to job design. Motivation. Retrieved May 11, 2016 from http://www.yourarticlelibrary.com/motivation/top-6-approaches-to-job-design-motivation-tools/35361/
Dwyer, D. (2008). Job analysis-based performance appraisal. Society for Human Resource Management. Retrieved May 11, 2016 from https://www.shrm.org/Education/hreducation/Documents/Instructor's%20Manual_JA-Based%20Perf%20Appraisal_Final.pdf
MSG (2016). Job analysis methods. Management Study Guide. Retrieved May 11, 2016 from http://www.managementstudyguide.com/job-analysis-methods.htm
Wright, T. (2016). Advantages and disadvantages of task inventories. Houston Chronicle. Retrieved May 11, 2016 from http://smallbusiness.chron.com/advantages-disadvantages-task-inventories-73508.html
candidate, as well as better facilitate that person's performance, and reward the person more effectively when a job is done well. This paper will analyze the position of Front Desk eceptionist. It will describe the job, based on five elements, conduct a job analysis, describe testing that may be appropriate for this position, overview methods of employee performance evaluations, and detail an employee training program for this position, giving an accurate picture of this position and what it entails.
Front Desk eceptionist Job Analysis
Job Description:
The position being analyzed has the title of Front Desk eceptionist. Their tasks involve greeting organization visitors, answering the telephone, taking messages when appropriate, sorting mail, and a variety of other secretarial tasks, such as copying, typing, and faxing, as needed by other organizational members. The machinery involved is standard office equipment, including: computer and peripheral hardware, fax machine and copy machine. This position…
References
Employee drug screens. (2003). Retrieved October 15, 2004, from http://www.resultresources.com/Assessments/Employee-Drug-Screening.asp.
Personality profile. (2002). Retrieved October 15, 2004, from http://www.employeeselect.com/personality.htm .
Pinnacle employee testing. (No Date). Retrieved October 15, 2004, from http://www.pinnacledrugtesting.com/.
Plus-32 employment testing system. (No date). Retrieved October 15, 2004, from http://216.219.197.57/tests.html.
Human Resources
Extrinsic:
Clear expectations - 8:00 AM to 5:00 PM
Rewards - $62, 131.00 - $107,190.00 Annually
Intrinsic:
Show why content or skill is important - Manages complex research
Set goals for learning - Management
This position requires a self-motivated individual who does not want or expect to be overly managed themselves. They want autonomy and that would be what I would use to sell this job as more rewarding. I would inform all potential candidates that the job requires a manger with the inner strength to lead his team and more importantly to lead him or herself.
Because this position manages the implementation and administration of policies and procedures which govern recruitment, employment, placement, reassignment and promotion of non-bargaining unit employees, I would offer the candidates a partnership in the development of overall corporate and governmental policy development. This individual would have valuable input into the overall direction…
Job Analysis and Work / Life Balance
Job Analysis and Work-Life Balance
Two (2) methods of job analysis described in the video.
Different job analysis methods are described in the video. The two main ones are the review of the job classification systems and structured questionnaires method. Job classification is customary to the production processes of any organization. Classification of the job can be done on many other attributes like skills, knowledge, experiences, innovativeness, perception, and mission of the organization. Job classification can be done to expand on the possible amenities and hence reflect and yield better returns from the job. In contrast, structured questionnaires have always been critical tools used to collect information from the field (Brannick & Levine, 2002). The process of analysis of a job using structured questionnaires involves the issuance of structured materials containing questions and statements of intent, design to initiate certain responses from the…
References
Brannick, M. T., & Levine, E. L. (2002). Job Analysis: Methods, Research, and Applications for Human Resource Management in the New Millennium. Thousand Oaks, Calif. [U.A.: Sage Publ.
Forey, G., & Lockwood-Lee, J. (2010). Globalization, Communication, and the Workplace: Talking Across the World. London: Continuum.
Prien, E. P. (2009). A Practical Guide to Job Analysis. San Francisco, CA: Pfeiffer.
ole of Job Analysis in Hiring
The H function of an organization is not only credited with the success of pooling right candidates and hiring the best possible individuals and keeping them, but the same department is also liable for problems faced in hiring and keeping the right talent. It is not a coincidence that helps retain good people. When a talented human resource joins an organization, he or she has associated expectations with job and responsibilities. When the person finds that she is not asked to do what actually her role demands, the person is likely to quit the organization, leaving behind a vacant spot once again. This indicates that the job responsibilities must match the person's skills as well as the job title. The job description should not be ambiguous rather clear. When an organization like Johnson Enterprise works in too many states and cities, the job candidates…
References
Singh, P., (2008), "Job analysis for a changing workplace," Retrieved from:
http://yorkspace.library.yorku.ca/xmlui/bitstream/handle/10315/6300/HRM0021.pdf;jsessionid=83F30A6573E48507C0CE287D5F7B54C4?sequence=1
Summary of the uniform guidelines on employee selection procedures, (2003), retrieved from:
http://spb.ca.gov/content/laws/selection_manual_appendixd.pdf
Employee Training and Development
Job Analysis and Competency Models
Undoubtedly, job analysis has been the most widely used tool for hiring, developing, training, and compensating employees. The role of job analysis has been very instrumental in any organization. Nevertheless, this dynamic world also demands constant changes in the hiring process too. That is where, competency assessment has emerged as alternative to job analysis (Bodner, 2011).
Competency was once used as a backup tool for job analysis, but has now emerged as a tool itself in the field of business. Job competency has been defined as those characteristics in an individual that helps in achieving higher performance. Skills and knowledge are also required apart from those characteristics for achieving higher performance. She elaborates attitudes, knowledge, and skills as the inferences of knowledgeable people regarding those strategic requirements and behavior needed to achieve higher performance. Competency supports job analysis as it defines…
References
Bodner, S.L. (2011). The Evolution of Job Analysis: Competency Assessment Comes of Age, Accessed on February 1, 2012 from www.pyramidodi.com/papers/competency.pdf
Each of these three components of human resource management has various strategies which enables an organization to accomplish it goals. For strategic job analysis, the most important human resource strategy is designing a job analysis program that helps in accomplishing the reasons and purpose for data collection. Designing such a program that achieves both of these goals is critical in strategic job analysis since different purposes necessitate the different information and designs. The most important human resource strategy for recruitment is the development of a policy on recruitment and retention as well as procedures that improves this policy (ichardson, n.d.). These systems that help in improving the recruitment and retention policy incorporate evaluation procedures that are essential in identifying the existing and future human resource needs of the organization.
For performance management, there are various strategies that have been employed by various organizations including conventional appraisals and employee self-evaluations. However,…
References:
Pynes, J.E. (2009). Human resources management for public and nonprofit organizations: A
strategic approach (3rd ed.). San Francisco, California: Jossey-Bass.
Richardson, M.A. (n.d.). Recruitment Strategies: Managing/Effecting the Recruitment Process.
Retrieved June 24, 2011, from http://unpan1.un.org/intradoc/groups/public/documents/un/unpan021814.pdf
The last step is rating the elements on the constructs based on a 5, 7 or 10 point rating system Smith, 1980()
Another method is work sampling whereby the proportion of time a worker spends on a particular activity such as fixing a machine or designing a new system is measured. Hierarchical task analysis is another method and it involves giving a description of the performance of the employee based on the organization's hierarchy. This method involves describing the interactions between the employee, their supervisor and other managers in the hierarchy Shepherd, 1985()
Problems with job analysis
The job analysis process involves a variety of methods, detailed plans, tools and human effort which makes it prone to problems and challenges. One major problem that comes with job analyses is the lack of support by the management team. This is a huge problem that arises when the job analyst is unable…
References
Carter, R.C., & Biersner, R.J. (1987). Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores*. Journal of Occupational Psychology, 60(4), 311-321. doi: 10.1111/j.2044-8325.1987.tb00263.x
Dessler, G., Griffilhs, J., & Lloyd-Walker, B. (2007). Human resource management: Theory, skills & application (3rd ed.). Australia: Pearson.
Muchinsky, P.M. (2011). Psychology Applied to Work. Summerfield, NC: Hypergraphic Press.
Nel, P., Plessis, A. d., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., . . . Millet, B. (2012). Human Resource Management in Australia and New Zealand. Victoria, Australia: OUP Australia & New Zealand
Job Analysis and Performance Appraisal Methods: Practical Applications
My current circumstances could be grooming me for a totally different profession but deep inside, I have always admired the work journalists do. I particularly like how news reporters go out to the field, gather real time information, and interact with newsmakers. In addition to enjoying themselves, these ladies and gentlemen play a very significant role in the creation of a more open and just society. For this assignment, I will address a number of issues with regard to the job I would be interested in pursuing, i.e. news reporting.
Job Analysis
Job analysis according to Werner, Schuler, and Jackson (2010) is essentially "a systematic process of describing and recording information about job behaviors, activities, and worker specifications" (p. 122). In that regard therefore, a job analysis seeks to generate information regarding both those performing the job and the job itself. It…
References
Mathis, R.M. & Jackson, J.H. (2010). Human Resource Management (13th ed.). Mason, OH: Cengage Learning.
Snell, S.A. & Bohlander, G.W. (2011). Managing Human Resources (16th ed.). Mason, OH: Cengage Learning.
Werner, S., Schuler, R.S. & Jackson, S.E. (2012). Human Resource Management (11th ed.). Mason, OH: Cengage Learning.
In this way, all three methods of job analysis can integrate in order to provide an objective as well as global overview of the job being analyzed.
When analyzing the Packagers job, all three methods will then be used in an integrated way. Because of the size of the company, interviews and questionnaires have been considered as unviable. It would simply take too much time and effort to administer and analyze questionnaires. Interviews in turn would impose upon the work time of workers, and would not be sufficiently accurate to be of value to the analysis.
In order to assemble the information and complete the analysis in a timely manner, it was decided to delegate the self-reporting tasks to team managers. Each team manager will provide a self-report of his or her own, together with gathering self-reports from subordinates. These will then be consolidated and provided to the HR Manager.…
Sources
ChangingMinds.org. Job Analysis. 2010. http://changingminds.org/disciplines/hr/job_analysis/job_analysis.htm
HR-Guide.com. Job Analysis: Overview. 2010. http://www.job-analysis.net/G000.htm
McNamara, Carter. Employee Task and Job Analysis. Free Management Library, 2008. http://managementhelp.org/staffing/specify/job_nlyz/job_nlyz.htm
U.S. Office of Personnel Management. Job Analysis Tools. 2010. http://www.opm.gov/HiringToolkit/docs/jobanalysis.pdf
Job Analysis Selection • Conduct a job analysis. • Outline a workforce planning system. • Create a selection process staffing. Course Assignments 1. eadings • ead Chapter 5 -- 7 Managing Human esources.
Job Analysis Selection
As InterClean and EnviroTech completed their merger, the operational complexities of the resulting companies significantly increased. At the primary level, one could observe the fact that the organization would no longer simply offer cleaning products, but also cleaning services to the local health care institutions. As a specification, these institutions require the highest possible quality cleaning products and services. Nevertheless, the ability to kill as many germs as possible does no longer represent the main competitive advantage.
The modern day society is extremely dynamic and continually challenges the economic agents to rise up to amounting expectations. While a high quality of the manufactured products and delivered services is imperative, it is no longer sufficient…
References:
Jobber, D., Lancaster, G., 2009, Selling and sales management, Pearson Education
2010, Sample job analysis, Staffing and Recruiting Essentials, http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html last accessed on December 21, 2010
Business open learning archive, The BOLA Project, http://www.bola.biz/jobs/salesjob/salesrep.html last accessed on December 21, 2010
Job Analysis Selection InterClean merged EnviroTech, a result, a strategic direction. The company longer sell cleaning products, provide full-service cleaning solutions organizations health care industry.
Job analysis and selection
As InterClean merged with EnviroTech, the resulting company is one with an increased operational complexity. Specifically, instead of simply selling cleaning products, the new firm would also be offering cleaning services to customers in the health care industry. This specifically means that the quality of the products and services delivered has to be of the utmost highest standards, in order to serve the extreme hygiene needs of the medical field.
In order for the company to succeed in its endeavors, it is necessary for it to adequately staff, train or otherwise manage the human resources. This necessity is pegged to the fact that the employees are the ones who create and sell the products, and also the ones who deliver the…
References:
Gross, J., 2009, What is workforce planning system? PayScale, http://blogs.payscale.com/compensation/2009/10/what-is-a-workforce-planning-system.html last accessed on December 20, 2010
Heathfield, S.M., Hiring employees: a checklist for success in hiring employees, About, http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm last accessed on December 20, 2010
Employee selection process, Management Study Guide, http://www.managementstudyguide.com/employee-selection-process.htm last accessed on December 20, 2010
Practical steps to employee selection, University of California, http://cnr.berkeley.edu/ucce50/ag-labor/7labor/02.htm last accessed on December 20, 2010
Job analysis is the process of gathering, analyzing, and synthesizing information about jobs (Busi, 2012). It is a critical part of human resources management. It functions to provide answers to questions such as: How much time does it take to complete important tasks?, Which tasks comprise a particular job?, How can a job be structured to enhance employee performance?, and What capabilities and behaviors are needed to perform the job?. A job description is often considered the most important result of job analysis. It lists the duties associated with a role, representing a written summary of the job as an identifiable organizational unit.
The importance of job analysis goes beyond a mere review of a specific role. It actually informs every other aspect of work in human resources (Busi, 2012). For example, recruitment requires an adequate job description to advertise the duties of a position. Similarly, selection and training rely…
References
Busi, D. (2012). Creating value through simple structured job analysis. Supervision, 73(7), 8-13.
Job Analysis Report
Sales Representatives At Circuit
Job summary:
Sales representatives play an important role in most organizations. We visited Circuit, the largest computer dealers in our area and spoke to some of the sales representatives there. It must be borne in mind that sales representatives are not salespeople. They have an absolutely different job to perform even though it is connected with sales too. Sales representatives are required to promote company's business and to attract new customers, keeping in view the core objectives and values of the firm. Sales Representatives at Circuit are responsible for attracting new business without losing the sight of company policies.
Benefits:
Sales Representatives earn around $17,000 P/A with commission. They earn $10% on every sale generated by them and are given transport facility. Company also covers 15% of medical expenses and paid leave of 2 days a month is granted to sales representatives with…
Job Analysis from 'Undercover Boss'
From the 9th episode, "Subway" of Undercover Boss -- Season 2, two jobs have been identified: Store Manager and Chief Development Officer.
In the episode, Subway's Chief Development Officer (CDO), Dan Fretman goes undercover in order to assist with the development of Subway stores. The position of Store Manager in the episode involves 4 persons who work alongside Dan.
Job Analysis
For Chief Development Officer Position
The central part played by development in the area of strategic business decision-making has given rise to a need for managers who understand the concepts of development as well as gainful applications to processes, products, and services. A number of firms have dealt with the above need by creating the post of CDO or Chief Technology Officer (CTO), in charge of: Monitoring novel technologies and evaluating their capacity to develop into novel services or products; Supervising research venture selection…
References
Barwa, T. M. (n.d.). The Effectiveness of Position Analysis Questionnaires (PAQ) in Performance Appraisal Systems . Institute of Management Specialists.
DHMRI. (n.d.). Chief Business Development Position . Retrieved from DHMRI: http://dhmri.org/assets/DHMRIJobDescrip-CBDO.pdf
Mishra, D. (2013). Subway Customer Loyalty and Evaluating Marketing Strategies. Journal of Business Management & Social Sciences Research, 17-30.
Smith, R. D. (2002). The Role of the Chief Technology Officer in Strategic Innovation, Project Execution, and Mentoring.
job analysis is the process of identifying the best person for a job based on examining the tasks performed, the competencies required to perform those tasks, and the connection between the task and the competencies ("Assessment & Selection," 2013). Performing such an analysis allows the company to better understand the requirements of a given job in the hopes of finding the person best suited to fill the role. There are four main elements involved in performing a thorough job analysis. The first is a description of the work activity that is gathered through a vigorous review of the job and the all the tasks related to adequately performing the work. Second, the knowledge, skills, and abilities or competencies required to perform the job are assessed and catalogued. A large amount of data is compiled to study the range of allowable job performance and the characteristics of the workplace (Prien, Goodstein,…
References
Assessment & selection: Job analysis. (2013). U.S. Office of Personnel Management. Retrieved February 28, 2013 from:
https://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/
Biddle, D.A. (2008). Are the Uniform Guidelines outdated? Federal guidelines, professional standards, and validity generalization. The Industrial-Organizational Psychologist, 45(4),
17-23.
Jobs
Job Analysis
Discuss the extent it would be worthwhile performing job analysis on complex and senior job roles.
Assessment of executive leadership capacity and aptitude is not a straightforward practice. An enormous array of assessment instrumentation has been developed over the past several decades. It is big business and a strong pantheon of supporters -- consisting primarily of human resources managers -- fends off attacks on the practice of assessing executives and quantifying complex and senior jobs. The Leadership Practice Inventory, for just one example, has mixed reviews. Zagorsek, et al. (2006) describe the LPI as being a moderately reliable instrument, which is more precise for individuals with low to moderate leadership ability, but not as reliable for high performers, and "better suited for leader development than for leader identification, selection or promotion purposes" (p. 190). Assuming other assessment tools will not fare much better, it is worth exploring…
This information should then by synthesized by a human resources professional.
Interviews are flexible, and can result in a large body of information that is difficult to synthesize. However, for more complex jobs, nuances can arise from the interview process that cannot be captured in a survey. Interviews are also appropriate for jobs with few employees. Questionnaires are appropriate for positions that are relatively simple, and with many employees. This is because the information is less robust, but becomes significant if it can be analyzed in the context of trends. Observation is generally appropriate only in situations where management is able to observe constantly throughout the work day.
orks Cited
Heathfield, Susan. (2008). Job Analysis. About.com. Retrieved October 25, 2008 at http://humanresources.about.com/od/jobdescriptions/g/job_analysis.htm
McNamara, Carter. (2008). Employee Task and Job Analysis. Authenticity Consulting. Retrieved October 25, 2008 at http://www.managementhelp.org/staffing/specify/job_nlyz/job_nlyz.htm
Works Cited
Heathfield, Susan. (2008). Job Analysis. About.com. Retrieved October 25, 2008 at http://humanresources.about.com/od/jobdescriptions/g/job_analysis.htm
McNamara, Carter. (2008). Employee Task and Job Analysis. Authenticity Consulting. Retrieved October 25, 2008 at http://www.managementhelp.org/staffing/specify/job_nlyz/job_nlyz.htm
Corrections/Law Enforcement H Website
When I searched for the occupation correctional officer (CO), after using the 'visit' button next to the "My Next Move" tab, a list of matching and similar occupations appeared rapidly ("I want to be a & #8230;," n.d.). At the top of the list was a link for job information about COs and jailers. Some preliminary information was presented to the right in a columnar format, which is apparently intended to give an extremely short overview of job outlook, the environmental soundness of the career, and whether training is required. When I clicked on the link for COs and jailers, I was immediately taken to a new webpage providing more detailed information about these three criteria and other job-specific information. Navigating my way through these three webpages took less than two minutes. My experience of navigating to job information about COs using the O-Net esource Center…
References
"I want to be a & #8230;" MyNextMove.org. Retrieved 17 Nov. 2012 from http://www.mynextmove.org/ .
NCOD (National Center for O*Net Development). (n.d.). O*Net Interest Profiler. MyNextMove.org. Retrieved 17 Nov. 2012 from
competency modeling and job analysis to select suitable candidates for different positions in the organization has increased the effectiveness of the recruitment and hiring process. The two processes make it easier for human resource practitioners to determine the best competencies for a particular position and make use of assessment strategies and instruments that will choose a candidate that is fit for the position. However, to be effective, assessment strategies have to match the competencies with the goals and objectives of the organization. Assessment instruments should also monitor and measure the knowledge, skills, and abilities of potential candidates adequately. This text presents a competency modeling and assessment strategy for the Weston Family Practice Clinic. The owners intend to hire an Office Manager to oversee all the non-medical aspects of the clinic.
A Competency Modeling and Assessment Strategy for the Weston Family Practice Clinic
The dynamic nature of the current business environment…
References
McCloy, R.A., & Whetzel, D.L. (2010). Assessment for Administrative and Professional Jobs. Handbook of workplace assessment. San Francisco, CA: Jossey-Bass.
Morgeson, F.P., Mumford, T.V., & Campion, M.A. (2005). Coming Full Circle: Using Research and Practice to Address 27 Questions about 360-Degree Feedback Programs. Consulting Psychology Journal, Vol. (57)3, 196-209
O*Net (2015) Medical and Health Service Managers. O*Net Online. Retrieved from http://www.onetonline.org/link/summary/11-9111.00
Schmit, M.J., & Strange, J. M (2010). Assessment for Supervisory and Early Leadership Roles. Handbook of workplace assessment. San Francisco, CA: Jossey-Bass.
Undercover Boss: Hooters
Two job positions from the "Hooters" episode of Undercover Boss are the Hooters Girl waitress position and the kitchen staff member position. The method used for collecting information about these positions is the observation method. The observation method is both helpful (Trask, Mathiassen, ostami, 2015) and susceptible to human subjectivity, as persons who are aware that they are being observed tend to act differently (Morgeson, Spitmuller, Garza, Campion, 2014). Nonetheless, it is an acceptable method of job analysis in that it provides first-hand, direct experience/contact with the position, allowing the analyst to collect information on the spot; though it should be remembered that what is being monitored is the job duties and not the person.
The job description of the kitchen staff member: the job is a high energy, fast-paced opportunity to work behind the scenes and maintain the high standards of the food that Hooters customers…
References
Morgeson, F., Spitzmuller, M., Garza, A., Campion, M. (2014). Pay attention!
Liabilities of respondent experience and carelessness when making job analysis judgments. Journal of Management, DOI: 10.1177/0149206314522298
Trask, C., Mathiassen, S., Rostami, M. (2015). Partly visible periods in posture
observation from video: prevalence and effect on summary estimates of posture in the job. Applied Ergonomics, 49: 63-69.
Job
The work of a chef is multifaceted and requires a wide range of skills and competencies. This interview with a head chef highlights the primary tasks and critical competencies for being a chef. Obviously, a chef's job is to prepare food tasty enough to continue attracting and retaining customers. To achieve this goal, the chef needs to be aligned with the core values of the restaurant owner. With a shared vision, the chef can help create a team of qualified kitchen personnel that collaborate to create menu items. The chef is the commander of the kitchen on multiple levels: as leader of a team of employees, as chief technician, and as creative visionary whose expertise informs a menu that offers competitive advantage.
Therefore, a lot of different types of skills comprise the actual work of being a professional chef. The head chef is the manager of the kitchen and…
References
Association of College Unions International (2014). Executive chef. Retrieved online: http://www.acui.org/content.aspx?menu_id=188&id=2682
Career Planner (2013). Chef and head cook. Retrieved online: http://job-descriptions.careerplanner.com/chefs-and-head-cooks.cfm
"Chef or Cook," (n.d.). Retrieved online: http://www.snagajob.com/job-descriptions/chef-or-cook/
"How to Write a Job Analysis and Description," (n.d.). Entrepreneur. Retrieved online: http://www.entrepreneur.com/article/56490
Job Task Analysis -- Customer Service
Job Task Analysis Customer Service
Position
Customer Service
Location: Corporate Office
shifts, 8-5, 4-12
Sat/Sun -- 9am-6pm
Full Time
Hourly (Entry 10.00/hour, range to $14.80/hour)
Position Objective
Call Center Agent
Preparation / Prerequisites
High School Diploma or Equivalent
Excellent Interpersonal Skills
Working Knowledge of Basic Computer Operations and MS Word and Excel
Must pass a background and drug screen
Organizational Skills
Ability to Multi-Task effectively
Clear speaking voice and good command of English
Flexible Schedule
Negotiating Skills
Typing skills of 25-30 wpm or greater
One year experience in Customer Service or Sales
Ability to problem solve and find win-win solutions
Pleasant "can-do" attitude
Excellent listening and empathy skills
Responsibilities
Work in a call center environment
Maintain customer service targets
Sales and Sales support
Consistently meets established guidelines
Effectively communicates with customers, coworkers and managers
Demonstrates accuracy and thoroughness to Quality Programs
Ability to service…
Job Worth
The following section addresses the relation between certain work context factors and particular jobs of occupations. For each work context factor, one job has been identified that would be influenced by that factor.
Job requires you to assume an adversarial role:
The job of a prosecuting attorney requires the individual to continually assume an adversarial role. In order to conduct a thorough investigation of the facts and determine the part people have played in situations that could entail breaking the law, a prosecuting attorney must strive to evoke responses from defendants. In the a court of law, a prosecuting attorney will take an adversarial position when questioning a defendant. Generating a certain level of stress for defendants is one way of exposing certain habits of mind or uncovering important information or evidence.
Job includes great responsibility for the safety of others:
The job of a fire fighter requires…
References
Landy, F.J., & Conte, J.M. (2013). Work in the 21st century: An introduction to industrial and organizational psychology (4th ed.). Hoboken, N.J.: John Wiley & Chapter 4: Job Analysis and Performance
Bureau of Labor Statistics -- http://www.bls.gov
Dictionary of Occupational Titles (DOT) - http://www.oalj.dol.gov/libdot.htm
O*NET OnLine -- http://online.onetcenter.org / [Type text]
job descriptions that apply to the position you have selected from the list.
I will choose an entry-level job in a customer service call center. This entree level job will be a bank call center customer service representative. I will talk about Bank A and Bank B. call center customer service representative. According to task analysis information, I will create Bank C. call center customer center representative.
Compare the common tasks and behavioral objectives contained within the job descriptions or lists of duties.
Customer service is an organization's relationship with its customers. Call center customer service representative communicates with customers by telephone to provide information about products or services, open and cancel accounts, or obtain details of complaints. Call center customer service job duties involves meeting the customer's expectations, listening to their statements, and solving their problems.
As shown in Appendix the common list of duties of Bank A and…
References
Call Center Performance: How HR Practices Lead To Higher Service Quality and Net Revenues
(2005, May) HR Spectrum Center for Advanced Human Resource Studies, p. 10
Steward, G.L., Brown, K.G.( 2011) Human resource management (2nd ed.). Hoboken, NJ: John
Wiley & Sons.
jobs were chosen from an episode of 'Under Cover Boss' where the Chief Development Officer of Subway goes undercover to work at one of his own Subway outlets. The two job positions that have been chosen for this paper are Sandwich artist and Store Manager. The job analysis was carried out using an amalgamation of both surveys and interviews. A job analysis questionnaire was handed out to relevant employees to extract information about what kind of work do the do on a regular basis. Besides that a one to one interview was also carried out to gain an elaborate feedback on the response of the questionnaire in order to ensure if any amendments are required to be made in the Job descriptions (Iamratanakul, Sorakraikitikul, Siengthai, & Dimmitt, 2010). The job analysis procedures were carried out at multiple outlets of Subway in order to ensure accuracy of Job description. The job…
References
Iamratanakul, S., Sorakraikitikul, M., Siengthai, S., & Dimmitt, N.J. (2010). The Relationship of Perceived Human Resource Management Practices on Employees' Performance. International Journal of Business Strategy, 10(2), 44+. Retrieved from http://www.questia.com
Nimalathasan, B. (2012). Human Resource Management and Industrial Relations. South Asian Journal of Management, 19(4), 140+. Retrieved from
Business Management
Job Study & Its Impact
Due to the fact that Dirt Finder has undergone such a tremendous loss and is now in a position to hire a mass amount of people, there is no better time than the present to undertake a job study to find out what they really need. Because the company was founded on the experience of their employees there have never been any formal job descriptions in place. Employees have always just done what is needed. Doing a job study will help the company to better identify what positions they need to hire for and what kind of person they are looking for that will be the best fit with those who already work there.
Job Analysis
Tasks are the building blocks of jobs and jobs are the building blocks of a company. In order to comprehend the requirements to attract, develop and retain…
References
Dwyer, D.J. (n.d.). Job Analysis: How to Figure out What the Job Actually Entails Despite What
the 30-Year-old Job Description Says. Retrieved from www.shrm.org/Education/hreducation/.../Job%20Analysis_Final.ppt
Dwyer, D.J. (n.d.). Job Analysis-Based Performance Appraisals. Retrieved from www.shrm.org/Education/hreducation/.../Performance%20Appraisal_Final...
HR Guide to the Internet: Job Analysis: Overview. (2010). Retrieved from http://jobfunctions.bnet.com/abstract.aspx?docid=48480
Business- Management
Job Study & Its Impact
eference Organization
The reference organization that I have chosen is that of Humana Inc. Humana is a fortune 500 health insurance company. They offer a range of products and services in addition to group health insurance. Their lines of business serve the military, individuals, seniors, and many others. They also offer specialty products, and other innovative consumer initiative products, services, and partnerships that are focused on consumers. Humana is headquartered in Louisville, KY and employees almost 35,000 people across the country (Corporate Press Kit, 2011). This is a lot of jobs and employees that their human resource department has to manage.
H Department
Each site within the company has a human resource representative that is stationed at that site. This person reports to the corporate human resource department in Louisville. Each site has their own positions and most are site specific. This means…
References
Corporate Press Kit. (2011). Retrieved from http://www.humana.com/resources/about/news/press_kit/corporate_press_kit.aspx
Dwyer, D.J. (n.d.). Job Analysis: How to Figure out What the Job Actually Entails Despite What
the 30-Year-old Job Description Says. Retrieved from www.shrm.org/Education/hreducation/.../Job%20Analysis_Final.ppt
Dwyer, D.J. (n.d.). Job Analysis-Based Performance Appraisals. Retrieved from www.shrm.org/Education/hreducation/.../Performance%20Appraisal_Final...
job design and identify the 5 considerations in job design, providing a brief explanation of each consideration.
Job design is defined as the analysis of workflow and processes that represents someone's position within an organization. It deals not only with the actual tasks but also the impact that the completion of these tasks will have on the employees physical and mental health. The five considerations are:
Job Simplification -- this reduces the complexity of a position and simplifies the requirements.
Job Enlargement -- this increases the requirements placed on an individual and the tasks involved.
Job Enrichment -- this empowers the employee to have a more comprehensive role by improving the planning, organizing, controlling, and evaluation functions.
Job Rotation -- this allows individuals to work in multiple positions by cross-training them with new skills.
Teams -- this concept distributes responsibilities to a team of employees as opposed to a single…
Job/Task Analysis
Develop a job / task analysis
An entry-level job in a customer service call center
It is important for any organization that is set up especially with the aim of offering services to the people to have a care center for the customer. This central point serves as the point of contact between the clients and the service provider (Freese, 2010). The company or organization needs to have a customer care center since; communication is a vital process and tool for business. Questions and issues that need clarification are always bound to arise within the process of doing business. This significant department is thus very useful in delivering this important service to customers.
Customer service for the company is an identifying factor. A company or an organization whose customer care is spectacularly unique, especially if the competitors of the organization are offering the same quality products and at…
References
Drucker, P.F. (2007). Management: Tasks, responsibilities, practices. New Brunswick, N.J:
Transaction Publishers.
Ukens, L.L. (2007). 101 ways to improve customer service: Training, tools, tips, and techniques.
San Francisco, CA: Pfeiffer.
XML is used not only to represent the data but also as a messaging protocol called SOAP; and (6) Portal Integration is another popular integration methodology in use today. It doesn't involve expensive and time consuming technologies and processes that EAI and data warehousing require. Also, it is the most customer-facing of all the methods described in this section. This means that it can be highly personalized and customized to the customer's requirements. In future, portals will present their functionality as web services so that multiple portals from different vendors can be integrated.
Architecture of Portals
The portal, when speaking technically, is "a framework that enables developers to plug various software components called portlets, and then deliver the aggregated content to multi-devices." (Mohan, 2003) Integration may be accomplished through using HRML, JSP, Java eans, Java servlets, XSL that transforms XML through XSL transformation or even CGI. Sun Microsystems' Java Community…
Bibliography
Mohan, Sajeev (2003) Mechanics of Oracle Portal and Identity Management. Online available at http://download.oracle.com/owsf_2003/36786_Mohan.doc
Reducing the Costs of it Security Management (2006) Sumner Blount eTrust Solutions Online available at http://i.cmpnet.com/ittransformationcenter.techweb.com/pdfs/reducing_costs_security_mgt.pdf
Building a Portal? Vive La Difference (2001) Information Week. 5 November 2001 Online available at http://www.informationweek.com/news/showArticle.jhtml?articleID=6508083
Oracle Solutions for Workforce Excellence - HR Transformation: Transform HR from an Administrative Function to a Strategic Partner. http://www.oracle.com/global/uk/hcm/9575%20Transformation-2-9-4.pdf
Jobs Act
American Jobs Act
The American Jobs Act of 2011
The American Jobs Act
This paper advocates passage of the American Jobs Act of 2011. Two years after the Great Recession of 2007-2009 ended, unemployment continues at near record highs. As of September 2011, according to the Bureau of Labor Statistics, the unemployment rate held at 9.1%, with the number of unemployed persons at 14.0 million. The unemployment rates for adult men (8.8%), adult women (8.1%), teenagers (24.6%), whites (8.0%), blacks (16.0%), and Hispanics (11.3%) were essentially unchanged for September. The number of long-term unemployed, those who were jobless for 27 weeks or longer, was 6.2 million individuals, accounting for 44.4% of the unemployed. The number of individuals employed part-time for economic reasons, also referred to as involuntary part-time workers, rose to 9.3 million in September. These persons worked part-time because their hours had been cut back, or because…
Works Cited
Boushey, Heather and Gadi Dechter. "The American Jobs Act." Center for American Progress. 14 Sept. 2011. Web. 18 Oct. 2011.
Bureau of Labor Statistics. "The Employment Situation -- September 2011." BLS.gov. 7 Oct. 2011. Web. 18 Oct. 2011.
Calmes, Jackie and Binyamin Appelbaum. "Bigger Economic Role for Washington." New York Times. 13 Sept. 2011. Web. 18 Oct. 2011.
Costa, Kristina and Adam Hersh. "Infrastructure Spending Builds American jobs." Center for American Progress. 8 Sept. 2011. Web. 18 Oct. 2011.
Job Application
Why are you applying for a role in your chosen area? (Demonstrate your suitability for the position(s) sought.)
In September of 2002, I graduated with honors with a degree in Civil Electronic Engineering from the Free University of Brussels (V.U.B). Although I enjoyed studying this discipline and pursuing my degree, I have come to realize that my naturally extroverted personality is far more suited and more fulfilled in the fast-paced world of business and finance. This is why I have decided to apply for an entry-level position for the Financial Management Program (FMP) at General Electric.
I do not only seek an education for myself in my new, chosen field. I also believe that my background has given me, as a person, a good deal that I can offer to GE as a company. A civil electronic engineer, such as myself, is often confronted with highly complex mathematical…
"
Congress allocates approximately $220 million annually for TAA training (Labor, 2006). Each year, the U.S. Department of Labor's Employment and Training Administration allocates 75% of available TAA funds, or $165 million (Labor, 2006). The remaining 25% of funds are reserved for states experiencing large, unexpected layoffs during the year. States may request additional money from the reserve account after they have spent at least 50% of the allocated TAA funds (Labor, 2006). "
As this allotment and others like it illustrate the job programs in place are designed to help those who have educations or trade backgrounds and experience.
They provide additional benefits and perks to those in that position but for those who are unskilled and have been laid off of minimum wage positions the job programs do very little to assist them.
A case in point was when Kmart opted to close down more than 300 of…
References
FISCAL 2007 BUDGET: UNEMPLOYMENT PROGRAMS at LABOR:WAYNE BROUGH DEPARTMENT From: Congressional Testimony | Date: May 4, 2006
U.S. Department of Labor Teams up with Kmart to Connect Kmart Employees with Job Opportunities. From: U.S. Newswire
U.S. Department of Labor Releases $154,962 to Assist Trade- Affected Workers in New Mexico.
From: U.S. Newswire | Date: August 21, 2006
Job fair brochure: Half Time Sports Bar & Grill
Looking for a fun place to work? Love sports? Love to eat? The Half Time Sports Bar & Grill is a rapidly-expanding local franchise that offers traditional American food in a relaxed and homey setting. Customers can watch their favorite sports while they are served by a dynamic and engaging wait staff. Behind the counter, equally enthusiastic line cooks prepare the perfect burgers, fries, wings, and seafood to go with the football, basketball, and baseball games on-screen. The beer is cold, and the atmosphere is filled with a sense of friendly rivalry. Half Time Sports Bar & Grill needs new wait staff and cooks: do you have what it takes to serve on our team?
Servers must be motivated, and used to working in a fast-paced environment. Earning potential is high, given that customers often order multiple appetizers, drinks, and entrees…
Job Advertisement for a Security Manager
Cincom Systems is a leading provider of Enterprise esource Planning (EP), Manufacturing Execution Systems (MES), Supply Chain Management (SCM) and Enterprise Quality Management and Compliance (ECQM) systems and platforms for aerospace and defense manufacturers globally. The continued investment in advanced surveillance technologies by the U.S. And foreign governments has led to continued rapid growth for Cincom, as more aerospace and defense manufacturers rely on their software than any other software provider globally. More Unmanned Aerial Vehicles (UAV)s are manufactured using Cincom's software than any other enterprise software company serving the aerospace and defense industry today.
Cincom's profitable growth is leading to expansion of manufacturing facilities globally and the need for an Enterprise Security Manager to ensure secure, safe operation of its development center in San Diego, California. A DOD-complaint facility, the San Diego esearch and Development Center is world-known for its advanced research into…
References
Atkinson, W. 2005, "Integrating Risk Management & Security," Risk Management, vol. 52, no. 10, pp. 32-34, 36-37.
Baxter, H.C. 2012, "Don't Be Left Behind: Improving Knowledge Transfer," Public Manager, vol. 41, no. 3, pp. 39-43.
Booker, R. 2006, "Re-engineering enterprise security," Computers & Security, vol. 25, no. 1, pp. 13-17.
Fay, J. 2005, Security's Role in Enterprise Risk Management, Cygnus Business Media, Inc., Park Ridge.
Job Evaluation
There are three major job evaluation methods. These are the time span of discretion, the decision band method and the problem-solving method. The time span of discretion method requires the inputs of whether it is a single- or multiple-task job, the standards used, and the normal length of time between when a subordinate starts a task and when the supervisor checks his or her performance. The decision band method uses the principle that decision-making is important in all jobs. So the types of decisions are used to analyze each job, then the jobs are graded on that basis and the pay structure is then determined. Finally, there is the problem-solving compensable method, which uses problem-solving as a single universal factor in evaluating all of the jobs in the organization. A fourth method is the benchmark guide chart method, which requires the identification of relevant compensable factors and building…
References
Henderson, R. (no date). Compensation Management in a Knowledge-Based World, Tenth Edition.
Ryerson University. (2008). Decision band method overview. Ryerson University. Retrieved December 19, 2013 from http://www.ryerson.ca/content/dam/hr/management/job_eval/docs/je_dbm_handbook_and_paq_guide_2009.pdf
To begin with, I regard myself a 'fashionista' of sorts. In short, I love fashion. I particularly like following popular trends, particularly in dress styles. This is a role that will actively immerse me into something I enjoy doing. I could follow and observe popular modes in footwear, clothing, or even accessories as a pastime. It would feel even better to engage in the same at a more professional level -- as a contributor intern in Respoke -- Kire Media LLC Company.
This is a role that would also help me gain better understanding of trends and the factors that drive fashion. In the long-run, I also hope the role will be of great relevance as I seek to master fashion marketing, particularly with regard to brand positioning and consumer behavior. This is more so the case given that later on, I plan to pursue a career in marketing, in…
Job edesign and Workplace ewards Assessment:
Advertising art director at an advertising agency
Job components, tasks, or responsibilities
Employees whose work focuses on designing the content of advertising often have a greater deal of leeway in terms of governing their day than other types of employees. Advertising professionals are 'creatives,' meaning that their output is more subjective in its value than, say, a factory employee that must produce so much of a particular product per diem or even an accounting professional that must perform an audit. An advertising art director's role is serving the customer. "An art director usually works alongside a copywriter to form a 'creative team'. Traditionally, the copywriter produces the words to go with the visuals created by the art director" (Advertising art director, 2014, AGCAS). Working with the client closely from the beginning to gain a sense of what the client needs from a particular project;…
References
Advertising art director. (2014). AGCAS. Retrieved from:
http://www.prospects.ac.uk/advertising_art_director_job_description.htm
Cutler, Z. (2014). The best ways to reward employees. Entrepreneur. Retrieved from:
http://www.entrepreneur.com/article/75340
Analysis of an Organizational Vision
Describe the company and its vision statement.
Toyota Motor Corporation, established in 1937, is an automotive company that has grown to become one of the biggest organizations in the world. Toyota designs, manufactures, assembles and retails vehicles in approximately 190 nations and regions across the globe. Toyota Motor Corporation is a multinational corporation with its main center of operations situated in Aichi, Japan. Since its establishment, the corporation had significantly grown and developed to become the largest car manufacturer in the world.
The vision statement of Toyota is:
“Toyota will lead the way to the future of mobility, enriching lives around the world with the safest and most responsible ways of moving people. Through our commitment to quality, constant innovation and respect for the planet, we aim to exceed expectations and be rewarded with a smile. We will meet our challenging goals by engaging the…
EP related job?
Analysis of responses received for
How does your level of job difficulty compare after EP to before EP?
Analysis of responses received for
How many hours of training did you receive on EP?
Analysis of responses received for
Which of the following processes does your job include?
Analysis of responses received
How valuable was your EP training?
Analysis of responses received
Were you performing your current job prior to EP?
Analysis of responses received for
How long were you in this job role prior to implementation of EP?
Analysis of responses received for
Did the responsibilities of your job increase or decrease after EP?
Analysis of responses received for
Question 9. Has EP helped or hurt your ability to perform your job?
Analysis of responses received for
Question 10. How does the number of steps required to perform your job compare after EP to before EP?
Analysis…
References
Bradley, P., Thomas, J., Gooley, T., and Cooke, J.A., (1999). Average ERP Installation Said to be a Two-year Ordeal, Logistics Management & Distribution Report, Vol. 38, no. 5, pp.23
Burrus, D. (1993). Technotrends: How to use technology to go beyond your competition.New York: Harper Business
Davenport, T.H. (1998). Putting the enterprise into the enterprise system. Harvard Business Review Jul/Aug 98 Vol. 76: 222-228
Devaraj, S., D. Hollingworth, and R. Schroeder. 2004. Generic manufacturing strategies and plant performance. Journal of Operations Management 22 (3): 313-333.
In a nutshell, the most common training program for plastic surgeons takes up about seven years following medical school and can be done throughout individual studying and medical exams as well as throughout attending medical conventions and symposiums.
ibliography
Human Resource Guide to the Internet, 1998-2001, Job Analysis: Overview, http://www.hr-guide.com/data/G000.htm, last accessed on February 22, 2007
The official web site of the Institute for Plastic Surgery of the Southern Illinois University School of Medicine, 2004, Resident responsibilities when assigned to the plastic surgery service, http://www.siumed.edu/surgery/plastics/response.htm, last accessed on February 22, 2007
Lance Gray, Judy McGregor, Human Resource Development and Older Workers, 2003, Asia Pacific Journal of Human Resources, Vol. 41, No. 3, http://apj.sagepub.com/cgi/content/abstract/41/3/338,last accessed on February 22, 2007
Susan M. Heathfield, January 2007, Orientation vs. Integration, About: Human Resources, http://humanresources.about.com/od/orientation/a/orientation.htm, last accessed on February 22, 2007
Robert acal, 2007, a Quick Guide to Employee Orientation - Help for Managers &…
Bibliography
Human Resource Guide to the Internet, 1998-2001, Job Analysis: Overview, http://www.hr-guide.com/data/G000.htm , last accessed on February 22, 2007
The official web site of the Institute for Plastic Surgery of the Southern Illinois University School of Medicine, 2004, Resident responsibilities when assigned to the plastic surgery service, http://www.siumed.edu/surgery/plastics/response.htm , last accessed on February 22, 2007
Lance Gray, Judy McGregor, Human Resource Development and Older Workers, 2003, Asia Pacific Journal of Human Resources, Vol. 41, No. 3, http://apj.sagepub.com/cgi/content/abstract/41/3/338,last accessed on February 22, 2007
Susan M. Heathfield, January 2007, Orientation vs. Integration, About: Human Resources, http://humanresources.about.com/od/orientation/a/orientation.htm , last accessed on February 22, 2007
1. Why are reliability and validity important for assessment? How are content validity and criterion-related validity used to establish construct validity? Support your position.
Assessment instructions, whether for measuring cognitive ability or intelligence, or for psychometrics like personality, need to be both reliable and valid; otherwise, their results would be meaningless. In fact, using unreliable or invalid assessment instruments could lead to distorted judgments and biased beliefs. The decisions made based on reliable assessments can be sound and productive, whereas decisions made based on invalid or unreliable assessments may be unethical. Assessment reliability refers to how consistent the results are, and validity refers to how well the instrument measures what it intends to measure (“Reliabiity and Validity,” n.d.). The same test administered to the same population at a different point in time should yield similar results—the “test/retest” effect (Sullivan, 2011, p. 119). Likewise, assessment reliability takes into account how the…
Human Resources: Job Analysis/Job Description
The jobs of Retail Sales Associate and Inbound Stocking and Receiving Associate at True Value were compared and analyzed. They are somewhat similar in job skills and educational requirements, though the requirements and duties diverge at different points. Using information from YouTube, the U.S. Department of Labor and journal articles, job descriptions were written and are believed to be compliant with state and federal requirements.
Compare two job positions and perform job analysis of each
The "Undercover Boss" episode chosen was "Undercover Boss -- True Value" (Lenyu, 2014). The President/CEO went undercover as a new sales associate to work with an experienced sales associate and as a new inbound stocking and receiving associate to work with an experienced inbound stocking and receiving associate. The True Value web site was no help in comparing and analyzing the two jobs because there are no positions open for…
Works Cited
Lenyu, S. (2014, December 16). Undercover Boss - True Value. Retrieved April 27, 2015 from wwwyoutube.com Web site: https://www.youtube.com/watch?v=lGOrGlTNz6A
Reice, R. (February 6, 2006). Guard against lawsuits with diligence, documents. Nation's Restaurant News, 40(6), 20, 32.
Smith, G. (Spring 2004). Does the 'Deli Lama' work here? The power of a job title that can build pride and improve retention. The Journal for Quality and Participation, 27(1), 24-5.
United States Department of Labor. (n.d.). Retail sales worker. Retrieved April 27, 2015 from www.bls.gov Web site: http://www.bls.gov /ooh/sales/retail-sales-workers.htm#tab-4
Training Needs Analysis Practices for Managers: A Study of Saudi Arabia Private Firms
Training needs analysis (TNA) is defined by Mabey and Salman (1995:158) as a "process of collecting data which allows an organization to identify and compare its actual level with its desired level of performance." The authors also indicate that this performance could be interpreted as meaning the competencies and attitude necessary for the staff to do the job effectively. Moreover, Armstrong (1996:536) states that "training needs assessment is partly concerned with finding the gap between what is happening and what should happen.. This is what has to be filled by training ." Figure (1.1) depicts this gap.
Figure
The training Gap
WHAT SHOULD BE
TRAINING GAP
WHAT IS
CORPORATE OR FUNCTIONAL ATANDARDS
KNOWLEDGE AND SKILL REQUIRED
TARGETS OR STANDARDS OF
PERFORMANCE
CORPORATE FOR FUNCTIONAL RESULTS
KNOWLEDGE AND SKILL POSSESSED
ACTUAL PERFORMANCE OF INDIVIDUALS
Source: Armstrong (1996)
Gibson…
Screws Up it Is Too Late
In the case "When he screws up its too late," the term 'he' refers not to someone from the organization as we might assume but actually points to the applicant who responds to a job advertisement. This applicant may not have all the skills required for the job but when he makes a mistake, it's usually due to negligence on the part of human resource personnel since they are responsible for screening a candidate, asking questions, and describing the job and the skills it requires.
In this case, it is obvious that the applicant Phyllis Quinlin appeared to be the right candidate for a job that required her to have computer-related skills and familiarity with a word processor. However it was when she started working that the person who hired her noticed that her computer skills were inadequate and the word processor she was…
References
1) Clifford, James P. Job analysis: why do it, and how should it be done? Public Personnel Management; 6/22/1994;
2) Job Analysis: Methods, Research, and Applications for Human Resource Management in the New Millennium. HR Magazine; 7/1/2004
3) Scoville, James G. Compensation: The American way. Journal of Comparative International Management; 12/1/2001; '
FAMILY DOLLA & MODELLS ANALYSIS
Family Dollar & Modell's Sporting Goods Analysis
Academic Institution
Family Dollar & Modell's Sporting Goods Analysis
The award winning series Undercover Boss is a CBS reality show series that is about a senior management boss of a corporation who works as an undercover in a bid to discover, along with understanding the operation of the whole business. This likewise helps them to be able to recognize if there are any gaps in the corporation so that they can come up with the best way of speaking to them as a result. However, As CEO of Family Dollar, I am going to compare 2 positions from Undercover- Boss season 5 episodes 7. I would compare distribution center "warehouse" and Sales associate.
My name is Xavier Lewis, CEO of Family Dollar. Since 1959, when Family Dollar first swung its doors open to the public their doors (Leonard,…
References
Lambert, S. (Director). (2014). Undercover Boss Modell's Sporting Goods [Motion Picture].
Lambert, S. (Director). (2014). Undercover Boss S05E07 Family Dollar [Motion Picture].
Leonard, J. (2009). Family dollar stores.
Thompson Jr., A. S. (2008). Crafting and executing strategy. . New York, NY: McGraw-Hill Irwin.
Job
There are a number of really wonderful employers in the United States; companies that are consistently known for their excellent treatment of their employees. Fortune Magazine identifies the top 100 companies to work for each year and gives various details about each company. The company I would like to work for is Methodist Hospital System, Houston. It has consistently been identified as one of the best employers in the country, with a reputation for treating its employees fairly and establishing a great atmosphere. Moreover, this career would be in the healthcare industry, which is projected to be a growth area for the foreseeable future, so it is an excellent field.
Create a brief job description for a position within the company you research that you would like to fill.
The job that I would like is Senior Marketing Specialist. Marketing specialists with the Methodist Hospital System have a unique…
References
Amalraj, S., Starkweather, C., Nguyen, C. & Naeim, A. (2009). Health literacy, communication, and treatment decision-making in older cancer patients. Oncology 23(4).
Retrieved February 6, 2012 from Psychiatric Times website: http://www.psychiatrictimes.com/depression/content/article/10165/1401317?pageNumber=1
Beehr, T.A., Bowling, N.A., Bennett, M.M. (2010). Occupational stress and failures of social support: When helping hurts. Journal of Occupational Health Psychology, 15(1), 45-59. doi: 10.1037/a0018234
Meyer, J.P., Becker, T.E., Vandenberghe, C. (2004). Employee commitment and motivation: A
Meta-Analysis Stages and Practices
(based on Figure 1, p. 307, Kirca & Yaprak, 2010)
The Causal Relation Between Job Attitudes and Performance:
A Meta-Analysis of Panel Studies
How Important Are Job Attitudes? Meta-Analytic Comparisons Of Integrative Behavioral Outcomes And Time Sequences
Formulate problem
Identify and read relevant theoretical and empirical articles
studies were utilized.
Contextual performance and focal performance were the two main factors on which the studies were based
Identify important, common variables, study, and measurement characteristics to assess
The two variables being studied were job attitudes and job performance
Job attitudes were linked to different factors that came under the category of contextual and focal performance
Identify contradictory findings
Decide on meta-analysis objectives
To fill the gap between the relationship of these two factors.
To fill the gap between the relationships of these two factors.
Develop preliminary theoretical framework
Job attitudes were defined as a person's affective and…
In order to address the issues, efforts would be made towards the creation of stress free interviews and the preservation of objectivity.
c) the psychological interview
The psychological interview is characterized by assessment of the mental state of the individual. It is usually constructed based on standards of psychological testing and the results are interpreted by a specialist.
d) the interview with the top management
Finally, the interview with the top management would be the final stage of the selection process and it would be structured around an informal interaction between candidate and the top managers. Throughout the conversation, the managers would once again test the communication skills, the commitment to the firm as well as the candidates' perceptions over which features made them suitable for the managerial position within the firm.
At this level, more emphasis would be placed on the individual's commitment to the firm and sensitive questions…
References:
Armstrong, M., Baron, a., 2002, Strategic HRM: the key to improved business performance, CIPD Publishing
Barrett, R., Mayson, S., 2008, International handbook of entrepreneurship and HRM, Edward Elgar Publishing
Bohlander, G., Snell, S., 2009, Managing human resources, 15th edition, Cengage Learning
DeAngelis, T., 2010, Master the corrections officer exam, 16th edition, Peterson's
Job Outing
This research was done to identify any relationship to job satisfaction and a recent company outing to Camp Feel Good. Essentially, the manager is doing this experiment to determine how effective Camp Feel Good attendance is on employee's attitudes.
u1= mean of employees who attended meeting and did not increase job satisfaction u0 = mean of employees who attended meeting and increased job satisfaction
u1 > u0
Null: H0: u1 / u0
Meeting attendance: This variable is discrete since it can either be yes or no, with no in between. This is a quantitative measurement and is the independent variable.
Job Satisfaction Score: This variable is continuous and is nominal. It is a qualitative variable that needs to be converted to understand its meaning. It is the dependent variable in this analysis.
Descriptive Statistics
The descriptive statistics infer some important points about the research question posed.
The first…
References
Week 3 SPSS Output. Provided by student.
National Atlas.GOV. (nd). Understanding Descriptive Statistics. Viewed 22 July 2013. Retrieved from http://nationalatlas.gov/articles/mapping/a_statistics.html
job aid that reduces human error and lack of attention to detail by providing a list of policies, procedures, or items that are needed to produce a consistent job or product. There are checklists used in transportation to ensure the vehicles are ready, in clinical medical practice to organize charting and patient history, in software engineering to check process compliance and code, in litigation to deal with the complexity of discovery, in biology/science to list standardized practices and names, and even in everyday hobbies and life to organize materials, shopping, or contents. This tool of organization and operation may seem simple, but it provides a template and framework for innumerable tasks in almost endless ways (Gawande, 2007). It is interesting to note that this simple tool -- so logical and valuable, has saved so many lives in medical care (e.g. surgery, medication, etc.) by simply trying to understand a multistage…
REFERENCES
Felder, K. (1996). One of these things is not like the other. NCSU.edu. Retrieved from:
http://www4.ncsu.edu/unity/lockers/users/f/felder/public/kenny/papers/units.html
Gawande, A. (December 10, 2007). The Checklist. The New Yorker. Retrieved from: http://www.newyorker.com/reporting/2007/12/10/071210fa_fact_gawande
Gopalan, P. (April 29, 2011). Avoiding the checklist monkey. On Product Management. Retrieved from: http://onproductmanagement.net/2011/04/29/avoiding-the-checklist-monkey/
Job Stress Levels and its Effect on Production
Mitsuka Technologies Inc.
Mitsuka Technologies Inc. is involved in the manufacture of auto parts and components for one of the major automobile manufacturers in the world. As part of a quality and efficiency audit, a team has been assembled to assess the areas that need improvement to increase production, and ultimately profitability. Job stress is a concern for all levels of an organization, individual, group team, and the organization as a whole. This study will assess the level, sources of job stress and the effects that it has on Mitsuka Technologies Inc. In terms of quality, efficiency and productivity.
Studies have shown that stress effects an organization in many very real and measurable ways and that identifying the sources of stress and developing a plan to eliminate or reduce these stressors can have an impact on productivity and profitability. On an individual…
Works Cited
Carey, Allen D. (1997). Ways to Deal with Stress. ESU Online Management Journal. http://www.emporia.edu/ibed/jour/jour13ob/allencob.htm Accessed October 2002.
Douglas, Max E. (1996) Creating Employee Stress in the Workplace: A Supervisor's Role. Supervision. Oct 1996 p. 6-9.
Shellenbarger, Sue. (2001). Savvy Professionals Cope With Good and Bad Stress. Wall Street Journal Online. July 26, 2001. http://www.careerjournal.com/columnists/workfamily/20010726-workfamily.html Accessed October 2002.
Spiers, Carole. (2002) Stress Management. Training Journal. April 2002. www.csa-stress.co.ukOrganisationalstress:a management perspectiveSpiers / Accessed October 2002.
jobs are paid more or less? Is this what you would expect? Why or why not? What factors could explain the difference in salaries?
As would be suspected, the Director of Human Resources job paid the most with a median salary level of $140,750. All comparisons in this analysis are based on the U.S. national averages. The lowest-paid position was Financial Analyst I, which has a salary of $49, 350. This is to be expected as any director-level role will have the highest salary, as these are senior management positions with a correspondingly higher level of authority and responsibility as well. Director- and Vice President-level roles often require 10 years of experience at a minimum, followed by advanced degrees including MBAs or MA degrees in Human Resources as well. The higher the pay the exponentially greater the experience, training and expertise required, in addition to more insight and intellect un…
Honolulu International Airport (HNL) is one of the world's largest, oldest, and most beautiful airports.
As the principal aviation gateway of the city and county of Honolulu on Oahu in the State of Hawaii, HNL is also identified as one of the busiest airports in the United States. Total traffic now exceeds 21 million passengers a year and is rising (Honolulu International Airport, 2016).
Owned and operated by the State of Hawaii Department of Transportation, HNL covers 4,520 acres of fast and submerged land. The airport itself is larger than the major resort destination of Waikiki, which is located 10 miles to the south (Honolulu International Airport, 2016).
HNL has four active runways, including the 12,000-foot Reef Runway. When it was built, the Reef Runway was the world's first major runway built entirely offshore (Honolulu International Airport, 2016). The airport is served by 27 international and domestic carriers, two interisland…
Criminology
Offenders: Alex and Derek King (12 and 13 when they killed their father)
Theory: Sampson and Laub's Age-Graded Theory of Informal Social Control
One basic premise of the Age-Graded criminology and informal social control theory was that, whilst experiences of childhood and personality traits are vital to comprehending behavioral stability, teenage and adulthood experiences can readdress criminal paths either more negatively or positively. Laub and Sampson discovered, particularly, that marital relationships and employment stability were a key factor in adult criminal change. With increased strength of familial and workplace bonds, deviancy and criminality in the non-delinquent control group as well as in criminals decreased. Further, Laub and Sampson looked keenly into qualitative narratives' ability to facilitate a more individual-centered life course examination. According to them, narratives of life history, together with quantitative techniques may be utilized for creating a more complete and richer image of why certain adult males…
he gist of their argument seems to be that large financial institutions and hugely wealthy -- and therefore economically powerful -- individuals have largely created the problems we find ourselves faced with, and that sending money to them will not fix the problem. Rather, the populous at large in this country needs to be financially and politically re-endowed if we are to have any hoe of pulling out of this economic mess.
he authors also point out the trade practices that American citizens are now paying for though they were not responsible for the decisions and made no profit from them. It is the unfairness of it all that the authors find so depressing, and the fact that the currently proposed fixes to the economy will not live up to their stated purposes. he authors advocate reevaluation and stricter adherence to fair trade policies and to a more fair and…
This article in the Financial Times reflects on the current economic situation and the possible responses to it. The article starts with a cursory review of the various bail-outs by the United States Treasury, as well as an analysis of Obama's stimulus package, determining that not only are these packages largely unfair to the American people, they will also be ineffective in changing our falling status in the global economy.
The main focus of the article, however, is on the current state of employment and the average American worker. The author's claim that we are currently experiencing the greatest wage differential since 1928, and that much of the past several decades has been devoted quite explicitly to making the rich richer. They also suggest that the only real fix for the current economic crisis is the creation of jobs and the institution of policies that create and ensure fairness in tax law and wages. The gist of their argument seems to be that large financial institutions and hugely wealthy -- and therefore economically powerful -- individuals have largely created the problems we find ourselves faced with, and that sending money to them will not fix the problem. Rather, the populous at large in this country needs to be financially and politically re-endowed if we are to have any hoe of pulling out of this economic mess.
The authors also point out the trade practices that American citizens are now paying for though they were not responsible for the decisions and made no profit from them. It is the unfairness of it all that the authors find so depressing, and the fact that the currently proposed fixes to the economy will not live up to their stated purposes. The authors advocate reevaluation and stricter adherence to fair trade policies and to a more fair and progressive income tax.