Our employees are a vital part of an organization that is continuously growing. For our company to continue to grow it is important that a job analysis be conducted to have the opportunity to make sure employees are in the jobs that fit them best, and if not to be directed where they are best suited. Job performance and the interview method develop the job analysis. These two approaches are used to determine the primary functions of the job description for the sales force. The interview process is a very important part of the analysis due to the information that is provided by the employee.
Information that is given in the interview by the potential applicant shows how productive the employee is, what type of rationality they have, and how they will be in a team environment. The job performance is essential in the job analysis because it helps to provide insight to the training that is needed and the development for each employee. Park Hotel Sales is moving in a direction to get ahead of other competitors. In doing this our sales team will be selected by finding the appropriate applicants with the right skills and qualifications.
The goal for our company is to provide our employees with the tools to succeed and grow. Our Sales team will be driven individuals with strong sales skills. What is a Job Analysis? He-man, Judge, and Gammier-Mueller (2015) define a Job Analysis, as ” the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements and rewards. ” (P. 153) The importance of job analysis to managers and organizations cannot be understated. Job analysis provides information to organizations which helps them to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. (He-man, H. G. , Judge, T. A. , & Icemaker-Mueller, J. D. (2015)). Job Analysis is a process to identify job duties and requirements for a given job. Job Analysis is used to describe and record aspects of jobs and specifying the skills and other requirements that are necessary to perform the job.
The process of job analysis involves the analyst describing the duties of the nature and conditions of work, and some basic qualifications. (He-man, H. G. , Judge, T. A, & Icemaker-Mueller, J. D. (2015)). Job Requirements Analysis “Job requirements job analysis identifies the tasks, Soaks, and context for a job. (He-man, Judge, and Icemaker-Mueller, P. 156, (2015)) I will utilize a Job Requirements Analysis to collect information to conduct a Job Analysis. A Sales Manager that works for Park Sales will require several qualifications and skills in order to function effectively.
For Park Sales Company certain experiences will need to consist of the following skills, and qualifications: Demonstrate familiarity with Sales programs and operations of Hotel Sales Must have solid selling and interpersonal skills and demonstrate the energy and commitment to meet and exceed personal goals. Possess excellent written and oral communication skills. Ability to multicast and work under pressure. Strong computer skills and knowledge of MS Office Suite Programs, Delphi knowledge preferred.
Responsible for taking independent action, developing strategies, and making quick decisions in a proactive and competent manner. Strong management, organizational, and presentation skills required. Strong verbal and communication skills. Work in high volume sales office By conducting a complete Job Requirements Analysis, organizations take on the risk of having to hire someone that may not be exactly the right fit for their company or position. Job analysis starts with tasks, which are identifiable work activities that are logical and necessary steps in the performance of the job.
One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. (Hatfield, 2014) As it takes time to find the right employee who will benefit the company it is important to use Job requirements to approach the job analysis. In order to find the right employee for the company task statements can be of that resource to help and assist the kills needed to perform the job.
Task Statements After identifying the requirements for the job analysis it begins with Task Statements. ‘Task statements are objectively written descriptions of the major tasks an employee performs in a job. ” (He-man, Judge, Icemaker-Mueller, P. 159, 201 5)) The reason why task statements are used is because they serve as the building blocks for the remainder of the job requirements job analysis. (He-man, Judge, Icemaker-Mueller, 2015)) show below the statements that should show several things: 1 . What the employee does, using specific action verb at the start of the task statement. To whom or what the employee does what he or she does, stating the object of the verb. 3. What is produced, indicating the expected output of the verb. 4. What equipment, materials, tools or procedures are used. It is important when writing task statements that the list includes using action verbs describing what the task result will be. Below is a task statements table including the following: Classification Pay Specific Tasks Benefits Employee Performance/Easies Management 1 . Arrange meetings for potential clients to create Sales 2.
Assign tasks to assistant to ensure coordinating of meetings 3. Compose Sales or Hotel meeting rooms and bookings Productivity creates leads which result in Sale/Revenue SOAKS Knowledge, Skills, Abilities and Other Characteristics or known as Soaks are inferred or derived fro knowledge of the tasks and tasks dimensions themselves. The next step in the process is to identify the attributes or Soaks that an “incumbent” needs for either performing the tasks at hand or executing the human behaviors described in the job analysis.
Knowledge: “A collection of discrete but related facts and information about a particular domain… Acquired through formal education or training, or accumulated through specific experiences. ” Skill: “A practiced act’ Ability: “The stable capacity to engage in a specific behavior” Other characteristics: ‘Personality variables, interests, training, and experiences” The job requirements approach to job analysis focuses on job specific tasks , Soaks that apply across jobs and roles. It requires information about the Soaks required for the task, plus indications about the importance of those Soaks.
Job Requirements Information Collection The next step in the analysis will be to collect the job requirements information. This will be accomplished by looking at information through observation, inducting interviews, and using task questionnaires. To decide which methods should be used it will depend what is best for the organization. Prior information is used as a starting point for a job analysis. The availability of prior information needs to be balanced with its limitations. Observation is also used to observe job incumbents performing the job is an excellent way to learn about tasks and its context.
Finally I will also use the interview method. This will allow me to have the potential advantages of allowing the interviewer to explain the purpose of the job analysis and how the results will be used. Job Rewards Jobs are composed of requirements and rewards. Their is major focus on job requirements but also the importance job rewards can be crucial. Providing and using rewards is a key strategy for motivating HER outcomes such as employee performance, and employee retention. Job rewards can be of such importance for a successful organization.
It is important that employees are motivated and that the rewards system has both intrinsic and extrinsic rewards. Extrinsic rewards are tangible factor such as pay, benefits, work schedule, advancement, and job security. Intrinsic rewards are more internal such as recognition, or espouse. Learning about job rewards involves looking both within an outside the organization. It is important to note that a meaningful job rewards analysis must be specific to each job category overall preferences and rewards in the organization as a whole will tend to be too vague and will not e useful for assessing the person or job fit.
Legal Issues Job analysis plays a crucial role in establishing the foundations for staffing activities, and that role continues from a legal perspective. In equal opportunity and affirmative action court cases, the organization is confronted with the need o justify its challenged staffing practices as being job related. The civil rights act of 1964 addresses and specifically prohibits making any employment-related decisions based on an employee’s race, color, religion, sex or national origin.
The Act further prohibits the use of selection procedure unless the employer can demonstrate the job-relatedness. (Bennett-Alexander, D. , & Hartman, L. (n. D. )). Conclusion In conclusion, there are various types of jobs that change and evolve. Job analysis is described as the process to used to gather, analyze, synthesize, and report information about job content. The job requirements approach to job analysis focuses on job-specific tasks, Soaks, and job context. Competency- based analysis seeks to identify general competencies necessary for all jobs because it supports the organization’s goal.
In addition from a legal perspective, job analysis is very important in creating staffing systems and practices that comply with Equal Opportunity laws and regulations. There are also important things to consider such as importance and frequency At Park Hotel Sales, our employees will continue to grow sales for hotel rooms and meeting spaces. Computer skills and annual training will be completed to maintain and have a successful sale’s team. There will need to be adequate training in how to communicate, contract related skills, and compliance.
If all team employees succeed in every aspect than our company will have a competitive edge. ‘The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, the knowledge, skills, and abilities in order to perform the job, and the conditions under which the work is completed. ” (Society for Human Resource Management, 2012) This is the beginning of a job portfolio that will focus on the process to develop recruitment plan for a Sales Manager position at Park Hotel Sales. References Bennett-Alexander, D. , & Hartman, L. N. D. ). Employment Law for Business (7th Hatfield, Susan. Lully 2014)”Why Is Job Analysis So Important? ” He-man, H. G. , Judge, T. A. , & Icemaker-Mueller,J. D. (2015). Staffing Organizations (8th deed. ). Mistake, IN: Pompanos Industries, Inc. Lloyd L. Bears and Leslie w. Rue. (2011). Human Resource Management 10th deed. McGraw-Hill Society for Human Resource Management (2012) Job Analysis: How do I conduct a job analysis to ensure the job description actually matches the duties performed by the employee in the job? Http://www. Shirr. Org/tempestuously/hair/pages/conductibility’s. Asps Appendix I.
Job Description II. To Be Determined Ill. To Be Determined I. Job Description: Sales Manager (Park Hotel Sales) Purpose: Sells Hotel Rooms and Meeting Rooms by implementing plans, for Sales. Major Job Duties: Network with other similar hotels to maximize business opportunities. Develop and maintain leisure travel and travel agency database. Establishes sales objectives by forecasting and developing annual sales quotas for regions and territories; projecting expected sales volume and profit for existing and ewe products. Implements national sales programs by developing field sales action plans.
Maintains sales volume, product mix, and selling price by keeping current with supply and demand, changing trends, economic indicators, and competitors. Establishes and adjusts selling prices by monitoring costs, competition, and supply and demand. Completes national sales operational requirements by scheduling and assigning employees; following up on work results. Maintains national sales staff by recruiting, selecting, orienting, and training employees. Maintains national sales staff job results by counseling ND disciplining employees; planning, monitoring, and appraising job results.