Job Analysis At Comptech
Job Analysis at Comptech
What are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use?
The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements and expand their customer base, so I would also include strong customer service skills as a job specification. To validate the specifications that have been given I would look towards the job description initially and I would perform some job analysis on the store manager’s position (Bernardin, J.H., 2013. A job description would be able to tell me the most important job duties and specifications (Bernardin, J.H., 2013. In performing the job analysis I would use several different approaches. I could observe someone performing the store manager’s position or I could actually perform the store manager’s positions for a set period of time. I would also go through a position analysis questionnaire and a management position description questionnaire to see what specific job duties would fit this position best (Bernardin, J.H., 2013).
What hypotheses or proposal do you have so far regarding CompTech's strategic position? What do you regard as the critical strengths and weaknesses based on the data you have?
CompTech’s strategic position is to “meet customer requirements and expand the customer base into small-business workstations in order to build a long-term relationship”. My proposal to CompTech would be to review their current requirements for a store manager position. One of their strategic goals is to build a long-term relationship with their customers. One way that CompTech would be able to help facilitate that goal would be to encourage
What are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use?
The current job specifications for the store manager position that is required, by most district managers, at CompTech is that the candidate being considered should have a MBA or at minimum three years’ experience as store manager. CompTech’s strategic objective is to meet customer requirements and expand their customer base, so I would also include strong customer service skills as a job specification. To validate the specifications that have been given I would look towards the job description initially and I would perform some job analysis on the store manager’s position (Bernardin, J.H., 2013. A job description would be able to tell me the most important job duties and specifications (Bernardin, J.H., 2013. In performing the job analysis I would use several different approaches. I could observe someone performing the store manager’s position or I could actually perform the store manager’s positions for a set period of time. I would also go through a position analysis questionnaire and a management position description questionnaire to see what specific job duties would fit this position best (Bernardin, J.H., 2013).
What hypotheses or proposal do you have so far regarding CompTech's strategic position? What do you regard as the critical strengths and weaknesses based on the data you have?
CompTech’s strategic position is to “meet customer requirements and expand the customer base into small-business workstations in order to build a long-term relationship”. My proposal to CompTech would be to review their current requirements for a store manager position. One of their strategic goals is to build a long-term relationship with their customers. One way that CompTech would be able to help facilitate that goal would be to encourage
References: Bernardin, J.H., J. H. (2013). Human resource management. (6th ed.). McGraw Hill. Tyler , K. (2007, 05 03). Leveraging long tenure. HR Magazine, 52(5), Retrieved from http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0507tyler.aspx 10 reasons to hire vets. (n.d.). Retrieved from http://www.military.com/veteran-jobs/career- advice/job-hunting/10-reasons-to-hire-vets.html 10 reasons to hire vets. (n.d.). Retrieved from http://www.military.com/veteran-jobs/career- advice/job-hunting/10-reasons-to-hire-vets.html