HRM321-Case #4, Assign #3

Strategic Staffing (2nd Edition)

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Fatima Iqbal 02/14/2012 HRM321 Case #4: HW #3 Dear Ann and Ryan, Last week I went over the legal context of your firm and where it stands in providing equal employment opportunity and other relevant employment laws. This week, however, I intend to illustrate how a job analysis for the sales associate’s position can be a strategic and beneficial opportunity for your company. Job Analysis: Basic Overview A job analysis can be used for multiple purposes including, but not limited to, determining job entry requirements, developing a company’s strategic recruiting plan, selecting individuals for employment, designing compensation systems and developing performance evaluation measures. A job analysis helps to distinguish superior from average and unacceptable workers. It identifies worker characteristics that aren’t easily learned on the job and that exist to at least a moderate extent in the applicant pool. They also help in analyzing new jobs or analyzing how jobs will look in the future. The legal requirements for conducting a job analysis are: it should be valid and identify the worker or sales associate’s knowledge, skills, abilities and other characteristics necessary to perform at Chern’s; differentiate superior associates from barely acceptable associates; it must be in writing and relevant to the sales associate’s job; and it should be derived from multiple sources. The methods of a job analysis must be reliable or replicable by producing the same results when it is applied to the sales associate’s job alone by a different job specialist, when a different group of job experts is used and when it is done at a different time. A job analysis must also be valid and accurately measure what it was intended to measure.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
The Eleven Steps in Performing a Typical Job Analysis There are eleven steps to consider when conducting a job analysis. 1. Get the support of top managers and ensure that all managers support the job analysis effort 2. Thoroughly communicate the purpose of the job analysis to all participants and ensure they are diligent about completing the tasks objectively 3. Collect background information and analyze how the job contributes to the execution of the firm’s business strategy 4. Generate the task statements 5. Generate the KSAOs (Knowledge, Skills, Abilities, and Other characteristics) 6. Form the job duty and task groupings 7. Link the KSAOs back to the job duties 8. Collect critical incidents 9. Weight the job duties 10. Construct a job requirements matrix
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

Page1 / 7

HRM321-Case #4, Assign #3 - Fatima Iqbal HRM321 Case#4 HW#3...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online