6 Job analysis Job analysis in general terms is a means of collecting

6 job analysis job analysis in general terms is a

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Job analysis Job analysis, in general terms, is a means of collecting information about a job which involves two set of informations: Job description – is a document containing organisational and functional information. It is self explanatory giving a clear picture about the position. Job specification – is the qualification required for performing a job possessed by an employee to perform his duties (Pierre, 2016) . Job design It is the next step after job analysis involving work arrangement for reduction of dissatisfaction among employees. JOB DESCRIPTION BA CITYFLYER Job title: Cabin Crew Reports to: Manager Job overview: An opportunity to join the London City team of Cabin Crew and an opportunity to develop new skills, take control of your career path and be recognised for you commendable contribution. Responsibilities and Duties: To ensure operational security, health and safety responsibility Deliver world class service Ensure compliance of corporate policies Qualifications: Aged above 18 or over Fluent in English – both – written and spoken Willing to work in shifts Methods of recruitment advertising 7
Recruitment techniques have evolved after the the advent of internet. Now the companies are using new means for recruitment advertising, such as: Internal Recruitment: The British airway could internally recruit by posting an ad on the company network or message board (Sarkis, Gonzalez-Torre and Adenso-Diaz, 2010) . External Advertising: British airway could advertise externally using other methods. Print Advertising: British airway could go for traditional recruitment advertising. Web Advertising: Since the approach of internet is growing by day British airway can post a ad online for recruitment. Social Media: British airway can advertise through social media by creating and managing accounts. 3.2 Compare the selection process of different service industries businesses Selection process is a means of selecting suitable candidate to be employed for the vacant position in an organization. It is done by selecting the applicants having qualifications required for the job position. Selection methods and practices The selection process and techniques vary depending on an organisation. The HR of the British airway could use these methods for hiring competent and qualified employees – preliminary screening, telephonic interview, personal interview etc. Barriers of effective selection There are certain barriers obstructing the selection of competent candidates, which are: Perception Fairness Validity Reliability Pressure Short-listing This is a process in which potential employees are identified from the pool of applicants best suitable for the job position (Song and et. al., 2010) . Short listed applicants are sent forward for the next step of the recruitment process.

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