Career Development Plan Part I Job Analysis Hrm 531 Essay Example

Career Development Plan Part I Job Analysis Hrm 531 Essay Career Development Plan Part I – Job Analysis and Selection HRM/531 – Human Capital Management Week Two Assignment Interclean has just merged with EnviroTech and as a result has taken on a new strategic direction. The company will no longer sell only cleaning products, but provide full service cleaning solutions for organization in the health care industry. As mid-level sales manager, I will be facing the challenge creating a job analysis in selecting five to seven new hires for the sale team and explaining why they were chosen, and their knowledge, skills, abilities and their roles which is the combined employees from Interclean and EnviroTech in creating a development workforce plan, selection method including it’s advantage and disadvantages. Although there are many ways to define workforce planning, the following definition addresses key aspects of planning for HR professional, workforce planning is the strategic alignment of an organization’s human capital with its business direction. It is a methodical process of analyzing the current workforce, determining future workforce needs, identifying the gap between the present and future, and implementing solutions so the organization can accomplish its mission, goals, and objectives. We will write a custom essay sample on Career Development Plan Part I Job Analysis Hrm 531 specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Career Development Plan Part I Job Analysis Hrm 531 specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Career Development Plan Part I Job Analysis Hrm 531 specifically for you FOR ONLY $16.38 $13.9/page Hire Writer As a process, workforce planning includes elements such as strategic planning (by both the organization and its partners), workload projections, legislative forecasts, turnover analyses, and budget projections. Workforce planning forecasts the numbers of people and types of skills needed to achieve success by comparing the available workforce with future needs to determine needs that may be unmet (gaps). Workforce planning is a management tool that affects the full life cycle and range of human resources activities including recruitment/selection, classification and compensation, training and development, performance management, and retention. Strategic is not about how to position products and businesses within an industry. Rather, it’s about changing industry rules or creating tomorrow’s industries. Workforce planning process as following: †¢ What is the target amount to achieved through lower cost to the company But accomplish an increase in profit sales each year? What sale is necessary to accomplish the mission of company? †¢ What do the sale team need to do no matter what? †¢ What work can be consolidated or restructed in some way? †¢ It may be helpful to consider the following to determine which workforce planning actions to take: Is a particular course of action within the timeline of the sale team Does the sale team alignment with the team short-term and long-term planning priorities What is the difficult with implement the action or problem resolution In job analysis is the study of jobs to identity the observable work activities, focus on work behaviors, tasks, method for gathering information, identifies the personal qualifications necessary to perform the job, the conditions under which is performed and responsibilities associated with a particular job or group of jobs. Job analysis is not of thought processes, attitudes, traits or aptitudes and not an analysis of an individual position. Job analysis does obtain job data, which serves a variety of organizational purposes and provides a basis for decision-making. Job analysis servers as a legal compliance tool for EEOC and ADA. Also, OHR Compensation study is using job analysis to meet goals in develop broader, more flexible job classifications, describe the work of the job family, and identify and differentiate functions within the job family. The job description for the new sales team main job tasks and responsibilities: 1) Develop and maintain a customer database 2) Generate and qualify leads 3) Source and develop client referrals 4) Prepare sales action plans and schedules ) Develop and maintain sales and promotional materials 6) Plan and conduct direct marketing activities 7) Make sales calls to new and existing clients 8) Participate in sales events 9) Monitor competitors, market conditions and product development 10) Able to communicate with the sales team and our customers Education and Experience 1) Knowledge of relevant computer applications 2) Knowledge of principles and practices of sales 3) Knowledge of customer service principle s 4) Knowledge of basic business principles 5) Experience in sales ) Proven ability to achieve sales targets 7) Goal driven The selection of methods was perform to new sale team is based on several methods: †¢ Observation- a trained observer observes a worker, recording what the worker does, how long it takes. Advantages are firsthand information, simple to use, verifies data from other sources and disadvantages are time consuming, may bias worker performance, small sample size, requires skilled observer †¢ Interview – a trained job analyst interviews a job incumbent, usually utilizing a standardized format. Sometimes more than one worker is interviewed, and the results are aggregated. Advantages are incumbent describes work, can yield data about cognitive and works well for jobs with long job cycles †¢ Critical incident – behaviorally based critical incidents are used to describe work, and a job analyst determines the degree of each behavior that is present or absent in the job. Advantages are analysis based on concrete behavior. Disadvantages are scales require some expertise to develop †¢ Questionnaire- there are two types of questionnaires: the structured questionnaire uses a standardized list of work activities, called a task inventory, that job incumbents or supervisors may identify as related to the job. In addition, the respondent may also identify additional information such as how much time is spent on the task, and the amount of supervision required. The open-ended questionnaire asks the job incumbent to describe the work in his or her own words. Advantages are does not require trained interviewer, relatively less expensive, and can reach more workers. Disadvantages are may be difficult to construct, may have low response rate, responses may be incomplete, and responses may be difficult to interpret (open-end) Here the list of employees I have selected for the new sale team after interviewing and reviewing profile as following: 1. Jim Martin, Vice President of Sales: He is an experienced and knowledge sales manager in the industrial cleaning and sanitation industry. He is customer-oriented. He shows aggressive in taking initial concept in achieving new sales ideas. 2. Tom Gonzalez, Sales Manager: He will become the assistant to Jim Martin. He has the ability to lead the team with his expertise in developing solutions-based products for the customer. Also, he has experience with the cleaning industry for over twenty-five years. He is a people-person that enjoys establishing long-term relationships with customers and shows concerns. 3. Susan Burnt – Sale Representative: She will be an excellent candidate to the team. She is very valuable; she was the founder of Interclean. She has performed numerous jobs during her twenty-four years at the company. She is an over achiever in each position. Also, she transferred to sales six years ago and met her sales goals each year. She is aggressive and enthusiastic 4. Dennis White – Sale Representative: He has four years of experience in sales. He is an aggressive sales representative who likes to hunt for new customers and close the deal. 5. Eric Borden – Sale Representative: He has a solid reputation for serving the customer and helping the customer get the best products for the best prices. During fourteen years with the company, in addition to performing the role of team leader on several special projects which contributed to the financial growth of EnviroTech. He takes pride in keeping current with the latest industrial cleaning and sanitation industry developments as well as on the changes to regulations and compliance issues affecting industry. Reference: 1. Casio, W. , 2006, Managing Human Resources, Ch. 5 2. University of Phoenix, 2008. Web Link: InterClean – EnviroTech Merger Scenario 3. Job Analysis methods and disadvantages and advantages , University of Minnesota 2006-2010 4. Job Description – http:www. best-job-interview. com