Job Analysis and Selection Plan
Job Analysis and Selection Plan According to the text Job Analysis is “To make intelligent decisions about the people-related needs of a business, two types of information are essential: (1) a description of the work to be done, the skills needed, and the training and experience required for various jobs, and (2) a description of the future direction of a business. (Cascio, 2006, p.157) These two very essential forms of information are called job analysis and workforce planning which help to put into perspective and helps to anticipate “the numbers and skills mix of people” (Cascio, 2006, p. 157) that will be needed in future time periods.
Job Analysis Information The staffing needs should be one of the first considerations before one considers looking to fill jobs for ones company because if this is not done a company can risk loosing money on hiring “deadwood” (How to Write a Job Analysis and Description, 2010). Remember, as stated previously one has to know the necessities for the positions in ones company and also, consideration on the “personality, experience and education” (How to Write a Job Analysis and Description, 2010, para. 2) need for the job. While one is doing this they are making a job analysis and the developing it with considerations in theses topics; 1) The mental/physical tasks that range from judging, planning and managing to cleaning, lifting and welding, 2) Decide the methods and equipment to be used, 3) Explain job goals and how they relate to other positions in the company, 4) The qualifications needed such as training, knowledge, skills and personality traits (How to Write a Job Analysis and Description, 2010). The merging of personnel with both companies, InterClean and EnviroTech, where reps will be grouped into multi-functional teams prepared to support InterClean‘s high-quality products with high-quality service. They’ll be instructed in development of full-range service packages tailored to individual accounts. They’ll be
Job Analysis Information The staffing needs should be one of the first considerations before one considers looking to fill jobs for ones company because if this is not done a company can risk loosing money on hiring “deadwood” (How to Write a Job Analysis and Description, 2010). Remember, as stated previously one has to know the necessities for the positions in ones company and also, consideration on the “personality, experience and education” (How to Write a Job Analysis and Description, 2010, para. 2) need for the job. While one is doing this they are making a job analysis and the developing it with considerations in theses topics; 1) The mental/physical tasks that range from judging, planning and managing to cleaning, lifting and welding, 2) Decide the methods and equipment to be used, 3) Explain job goals and how they relate to other positions in the company, 4) The qualifications needed such as training, knowledge, skills and personality traits (How to Write a Job Analysis and Description, 2010). The merging of personnel with both companies, InterClean and EnviroTech, where reps will be grouped into multi-functional teams prepared to support InterClean‘s high-quality products with high-quality service. They’ll be instructed in development of full-range service packages tailored to individual accounts. They’ll be