CONDUCTING A JOB ANALYSIS

RESOURCES

• Conducting a Job Analysis Scoring Guide.
• APA Style and Format.
• Writing Feedback Tool.
• O*Net Online.

OVERVIEW

CapraTek has a long history as a leader in the design and manufacture of computer server components and continues to provide innovative solutions to industry needs. CapraTek is now leveraging this culture of innovation to expand into emerging wireless technologies and is developing advanced smart-home technology. Last month, CapraTek announced development of an integrated wireless system that will provide seamless integration of virtually all home electronics and appliances. The simple web-based interface called Alfred! will be produced in a new manufacturing facility in central Illinois. While most of the new hires associated with this product line will be at the Illinois manufacturing facility, four regional sales representatives will be hired to support the new product line.

As part of the HR team, you are to conduct a job analysis and complete a job description for the regional sales representatives. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Explore technology tools that support recruiting and staffing management.
  • Identify the knowledge, skills, and abilities required for this position.
  • Articulate the components of a job description for this position. Include job duties and qualifications, education, work experience, and job competencies.
  • Identify wage information and employment trends for this position in a selected state.
• Communicate in a manner that is scholarly and professional.
  • Communicate in a manner that is scholarly and professional.

ASSIGNMENT DESCRIPTION

To develop the initial information for this assignment, use O*Net Online. Hint: Begin your search using Find Occupations and select “Career Cluster” to search “Marketing, Sales and Service.” You can then research sales representative in any of the technical fields. Select a location (state) for hiring one of the regional sales representatives.

Using what you know about CapraTek and what you find on O*Net, prepare a job description based on your analysis for the regional sales representatives with the following:

• Identify the knowledge, skills, and abilities required for this position.
• Articulate the components of a job description for this position. Include job duties and qualifications, education, work experience, and job competencies.
• Identify wage information and employment trends for this position in a selected state.
• Communicate in a manner that is scholarly and professional.

SUBMISSION REQUIREMENTS

Your report should meet the following requirements:

• Written communication: Written communication is thoughtful and free of errors that detract from the overall message.
• APA formatting: Resources and citations are formatted according to current APA style and formatting.
• Length of assignment: Four typed, double-spaced pages.
• Font and font size: Times New Roman, 12 point.
• Communication: Understand the audience and communicate professionally.

Refer to the Conducting a Job Analysis Scoring Guide to ensure that you meet the grading criteria for this assignment.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.

READINGS

Use your Staffing Organizations book to read Chapter 5, “External Recruitment,” pages 207–268. This chapter describes recruitment strategies and applicant reactions to the recruitment process, and how both the communication message and the way it is presented is an important part of this process. It also describes a variety of recruiting sources and presents the legal issues in recruiting.

Use the Capella library to read Baur, Buckley, Bagdasarov, and Dharmasiri’s 2014 article, “A Historical Approach to Realistic Job Previews: An Exploration Into Their Origins, Evolution, and Recommendations for the Future,” from Journal of Management History, volume 20, issue 2, pages 200–223. A popular recruitment procedure known as a realistic job preview (RJP) has been shown to reduce voluntary turnover and to improve job satisfaction. This information includes the expected work hours, travel requirements, and training provided.

Use the Internet to complete the following:

• Read “Recruitment” from Recruiter.com for an introduction to the concept, including types of agencies, steps in the process, strategies, and trends.
• Read Heathfield’s 2015 article, “Recruiting Stars: Top 10 Ideas for Recruiting Great Candidates,” from About Money to find a wish list for the perfect recruiting situation.
• Read Larsen’s 2013 article, “The Perfect Recruiting Email,” from Recruiter. A common problem in communications today (text and e-mail in particular) is that they are often not well planned and thought out before being sent. As recruiters, it is important to remember that you are the first contact with an applicant and therefore, any communication must meet high standards.
• Read Black’s 2010 article, “How to Use Social Media As a Recruiting Tool.” There are millions of people on social media sites such as LinkedIn, Facebook, and Twitter. More companies are using social media to target candidates. This article reports how to use social media as a way to find your next hire.
• Review Compare Recruiting Management Software from Software Advice to look at ratings and descriptions for recruiting software tools. These tools include applicant and vendor tracking and resume harvesting.
• Read “Resume Harvesting” from JobDiva for more information on this recruitment tool.

Review the document Technology Notes for more information on how technology plays a greater role today in recruiting employees.

OPTIONAL – READINGS

You may read the following from your Recruiting, Interviewing, Selecting & Orienting New Employees e-book.

• Part I, “Recruiting Qualified People.”
  • Chapter 1, “Recruitment Challenges,” pages 3–16. This chapter discusses the challenges, including economic fluctuations, as well as the SMART model (specific, measurable, attainable, realistic, and time-sensitive) for identifying performance standards.
  • Chapter 2, “Applicant and Employer Perspectives,” pages 17–30. This chapter presents the recruitment process from both the applicant and employer perspectives.
  • Chapter 3, “Recruitment Sources,” 31–54. This chapter summarizes some traditional recruitment sources in order to develop a large and diverse pool of qualified applicants.
  • Chapter 4, “Electronic Recruiting,” pages 55–68. This chapter discusses important issues surrounding electronic recruiting methods.

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Read the article “What is the right supply chain for your product?” and provide your response based on the article.

Scenario – You are a management consultant and you have 2 clients.

Client 1 is a computer manufacturer.

Client 2 is a manufacturer of oral hygiene products such as toothpaste, mouthwash etc. 

Your clients are asking you “What kind of supply chain should I have for my products?”

What advice would you give to your clients?

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INSTRUCTIONS: Please RESPOND to this answer from the Point of view as a student. Use credible sources and respond as if you are a manager of a marketing agency. Tell this student what your marketing agency would think of each of these answers from a Management perspective in about 4-5 paragraphs:

“CAGE Framework (culture, administrative, geographic, and economic) provides you with another way of thinking about location and the opportunities and concomitant risks associated with global arbitrage,” (Carpenter and Sanders, 2008, p. 210). This type of analysis is particularly useful for managers, as they can see where international are particularly ripe or sour. Simply because a CAGE framework shows greater distance in a particular country does not mean that an organization should not pursue business there, but there must be steps made in order to mitigate those distances. “Application of the CAGE framework requires managers to identify attractive locations based on raw material costs, access to markets or consumers, or other key decision criteria,” (Carpenter and Sanders, 2008, p. 211).

Currently, Northrop Grumman (NG) has had a business relationship with Australia that spans 20 years that also has a physical presence in Australia as well.

·Cultural: NG and Australia both share common languages and somewhat similar social norms. The ethnicities of Australians vs. Americans (headquarters of NG) is not too different and they can easily connect through social networks. There is little cultural distance.

·Administrative: The aerospace industry is affected by distance between Australia and NG, as there is the presence of national champions and they are also vital to national security. However, there are no links of colonial ties between Australia and the US and there is no political hostility. There is little administrative distance.

·Geographic: The US is approximately 9,000 miles away from Australia, which is relatively far away. There are no common borders and the primary access from US to Australia would be by plane and/or ship. There are strong communication and transportation links between the two counties. There is a relatively medium distance between US and Australia, although it is bordering a high distance due to its remoteness from the rest of the world.

·Economic: Australia has an abundant amount of natural resources, strong infrastructure, high amount of human resources, and a large amount of information or knowledge. There is little to medium economic distance.

CAGE Framework does help identify attractive locations, however, simply because a location is unattractive according to the framework does not mean that a company should not pursue conducting business there. It means that a company should adequately prepare and strategize to mitigate that unattractiveness, or large distance.

Reference

Carpenter, M., & Sanders, W. (2008). Strategic management: A dynamic perspective–integrated StratSim simulation experience. Upper Saddle River, NJ: Pearson/Prentice Hall.

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Conflict Resolution and Project Performance

Zungoo Electronics is the largest manufacturer of flat screen displays in the United States. Zungoo is known as an innovator and risk taker when it comes to implementing new technologies. Zungoo’s South America division is experiencing issues resulting from a combination of geographically dispersed project team members, faulty technologies, frequent conflicts, and other concerns that are hampering progress on key projects. An additional circumstance affecting performance is that distributed project teams do not allow for standard team development stages to occur, because team members can only interact in formal channels. Zungoo’s difficulties here are by no means abnormal, but a documented managerial plan for handling these communications will go a long way toward helping the project performance of geographically dispersed project teams.
 
As a senior project manager in the South American division PMO, you’ve been asked to provide an initial analysis to help guide the development of the managerial plan. Use the following to structure your analysis:

• Define conflict and identify the major methods for resolving conflict. Give an example of how each might be applied in a hypothetical project team conflict episode at Zungoo.
• Explain how issues of organizational structure play a role in how project management has declined in effectiveness at Zungoo.
• Explain the impact of informal communication on project performance, and provide recommendations for developing avenues and support for informal communication.

Your responses should be integrated in a well-written paper that meets the following requirements:

• Be 2 to 3 pages in length.
• Be formatted according to the CSU-Global Guide to Writing and APA Requirements.
• Include and reference two credible sources; the CSU-Global Library is a good place to find these sources.

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Please note that I do not need a complete full-sentence report here. I am only asking for a point form, DETAILED outline that still contains roughly 1000 words (perhaps a touch less would do just fine, as it will eventually be put in complete sentences). Please include in-text citations and a reference page as you normally would. Here are more detailed instructions:

I have attached 3 PDF articles that have to do with compensation, job satisfaction and employee turnover. The following are (Articles for 672) 3 websites that each have an article that has to do with compensation, job satisfaction and employee turnover:

https://www.shrm.org/resourcesandtools/hr-topics/c…

http://www.nytimes.com/2010/09/12/jobs/12search.ht…

https://www.shrm.org/resourcesandtools/hr-topics/c…

Next I have attached a model for our paper (OB Model), the introduction and another members section on Perceived Organizational Support, Perceived Supervisor Support, Job Satisfaction, and Turnover Intention (POS and PSS). My paper should have close to the same structure as the Perceived Organizational Support, Perceived Supervisor Support, Job Satisfaction, and Turnover Intention.

For my paper I would like you to use the articles that I sent you to summarize the affect that compensation has on job satisfaction and employee turnover. The paper needs in text citations and sources need cited at the end of the paper. Using atttached (POS and PSS) as a guide may be beneficial.

To summarize this group project we are making an hypothesis from research of how Perceived supervisory support, Perceived Organization support, Work place environment and Compensation affect job satisfaction and employee turnover as shown in the OB Model attachment. Then our professor will be giving us numbers from a local company of how these things affect job satisfaction. We will then compare our hypothesis we created from our findings to the actual numbers.

Finally, one last requirement: main points of what was discussed in the paper – a brief summary of what was discussed. Something short, with the main points discussed. This can be a quick separate thing and REALLY short.

Quite simple, minimal extra work required, as I have given you loads of tools.

Cheers

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