Job Analysis Workforce Planning and Selection of New Salesperson at Interclean
Job Analysis, Workforce Planning
System and Selection of New
Salesperson positions
In InterClean
Homer Bautista
HRM/531
May 18, 2010
Dr. K. L. Ranasinghe Ph.D., D.B.A.
Job Analysis
The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).
Job analysis also can be defined as the systematic study of jobs to identify the observable work activities, tasks, and responsibilities associated with a particular job or group of jobs (University of Minnesota, 2008).
I believe that structured questionnaires are appropriate analysis method in this case because it is generally cheaper and quicker to administer than other methods. Questionnaires can be completed off the job, thus avoiding lost productive time. Web-based questionnaires allow analysts to survey large numbers of geographically dispersed job incumbents. On the other hand, the disadvantage of structured questionnaire is that rapport between analyst and respondent is not possible (Cascio, 2005).
Main Job Duties of the New Sales Department
- Responsible for locating and establishing new leads. - Convince new leads that InterClean can outperform their current full cleaning services by providing efficient, timely, quality, and expeditious services. - Obtain a minimum of two new contracts per personnel per year. - Establish and maintain outstanding customer services, which is geared for long lasting relationships with clients.
Workforce Planning System
Job analysis, strategic and operational planning provides input to the workforce planning process. Strategic business planning is the long-range process of setting organizational objectives and deciding on action programs to achieve those objectives.
System and Selection of New
Salesperson positions
In InterClean
Homer Bautista
HRM/531
May 18, 2010
Dr. K. L. Ranasinghe Ph.D., D.B.A.
Job Analysis
The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).
Job analysis also can be defined as the systematic study of jobs to identify the observable work activities, tasks, and responsibilities associated with a particular job or group of jobs (University of Minnesota, 2008).
I believe that structured questionnaires are appropriate analysis method in this case because it is generally cheaper and quicker to administer than other methods. Questionnaires can be completed off the job, thus avoiding lost productive time. Web-based questionnaires allow analysts to survey large numbers of geographically dispersed job incumbents. On the other hand, the disadvantage of structured questionnaire is that rapport between analyst and respondent is not possible (Cascio, 2005).
Main Job Duties of the New Sales Department
- Responsible for locating and establishing new leads. - Convince new leads that InterClean can outperform their current full cleaning services by providing efficient, timely, quality, and expeditious services. - Obtain a minimum of two new contracts per personnel per year. - Establish and maintain outstanding customer services, which is geared for long lasting relationships with clients.
Workforce Planning System
Job analysis, strategic and operational planning provides input to the workforce planning process. Strategic business planning is the long-range process of setting organizational objectives and deciding on action programs to achieve those objectives.
References: Cascio, W. F. (2005). Managing Human Resources. University of Phoenix. Retrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx University of Phoenix. (2006). Job Analysis and Selection. Retrieved from https://ecampus.phoenix.edu/classroom/ic/classroom.aspx University of Minnesota. (2008). Introduction to Job Analysis. Retrieved from http://www1.umn.edu/ohr/compensation/classification/jobanalysis/index.html