Career Development Plan Part I- Job Analysis and Selection
InterClean, Inc.
Memo
To: Sales Supervisory Team and human resources department
From: KC Sales Manager
Date: August 24, 2009
Re: Career Development Plan Part I- Job Analysis and Selection
Now that InterClean, Inc. has merged with EnviroTech some changes in the structure of the company are going to be made. The company will no longer sell only cleaning products but will also provide full-service cleaning solutions for organizations in the healthcare industry. A new sales team that will be using a specialized development plan to help the team succeed with the company’s new strategy. The specialized development plan will be known as the Career Development Plan. The plan will be in four stages. The first stage that will be discussed at this time will be to conduct a job analysis, create a workforce planning system on sales development, and selection of the new members of the sales team.
Since the sales team is going to be restructured, a new job analysis will be done for all the new salesperson positions in InterClean, Inc. In order for the right candidates to be chosen, KC who is the Sales Manager will be using specific job analysis methods to help her understand what the position entitles. The methods she will be using are but not limited to the following: observations, structured questionnaires, job performance, and training (Cascio, 2006). KC would be able to observe the current sales representatives to see the daily activities for the position and get a better understanding of the position. Another analysis method that should be used is structured questionnaires. Cascio (2006) stated, “These questionnaires list tasks, behaviors (e.g., negotiating, coordinating, using both hands), or both. Tasks focus on what gets done. This is a job-oriented approach. Behaviors, on the other hand, focus on how a job is done. This is a worker-oriented, or ability-requirements, approach. The ratings provide a basis for scoring the questionnaires and for
Memo
To: Sales Supervisory Team and human resources department
From: KC Sales Manager
Date: August 24, 2009
Re: Career Development Plan Part I- Job Analysis and Selection
Now that InterClean, Inc. has merged with EnviroTech some changes in the structure of the company are going to be made. The company will no longer sell only cleaning products but will also provide full-service cleaning solutions for organizations in the healthcare industry. A new sales team that will be using a specialized development plan to help the team succeed with the company’s new strategy. The specialized development plan will be known as the Career Development Plan. The plan will be in four stages. The first stage that will be discussed at this time will be to conduct a job analysis, create a workforce planning system on sales development, and selection of the new members of the sales team.
Since the sales team is going to be restructured, a new job analysis will be done for all the new salesperson positions in InterClean, Inc. In order for the right candidates to be chosen, KC who is the Sales Manager will be using specific job analysis methods to help her understand what the position entitles. The methods she will be using are but not limited to the following: observations, structured questionnaires, job performance, and training (Cascio, 2006). KC would be able to observe the current sales representatives to see the daily activities for the position and get a better understanding of the position. Another analysis method that should be used is structured questionnaires. Cascio (2006) stated, “These questionnaires list tasks, behaviors (e.g., negotiating, coordinating, using both hands), or both. Tasks focus on what gets done. This is a job-oriented approach. Behaviors, on the other hand, focus on how a job is done. This is a worker-oriented, or ability-requirements, approach. The ratings provide a basis for scoring the questionnaires and for
References: Cascio, Wayne F. (2006). Managing human resources: productivity, quality of work life, profits (7th ed.). [University of Phoenix Custom Edition e-Text]. New York: McGraw- Hill. Retrieved May 3, 2009, from University of Phoenix, HRM531 - Human Capital Management. HR-Guide.com. (1999). Job analysis: overview. Retrieved May 3, 2009, from http://www.job-analysis.net/G000.htm PAQ Services, Inc. (2009). PAQ job analysis questionnaire. Retrieved May 3, 2009, from http://www.paq.com/index.cfm?FuseAction=bulletins.job-analysis-questionnaire University of Phoenix. (n.d.). Employee Profiles. Retrieved May 1, 2009, from University of Phoenix, Week Two, HRM/531 Human Capital Management. University of Phoenix. (n.d.). Scenario: InterClean, Inc. Retrieved May 1, 2009, from University of Phoenix, Week One, HRM/531 Human Capital Management.