Job_Analysis_and_Selection

HRM/531 April 12, 2010 Job Analysis and Selection Interclean Inc. created a new vision to provide a large variety of full-service cleaning solutions. To achieve this goal, the sales team will have to become accustomed to implementing the new future vision. The following content will provide detailed information on: job analysis, workforce planning system, and workforce planning selection method, the selected employees to represent the new sales team to support the corporation new strategy to succeed. Job Analysis Information Job analysis is a procedure to classify the proficiency and work experiences required in an employee to be accountable for the specific job position. The goal of a job analysis is to pick the perfect candidate for the sales team to support the new vision of the corporation. A job analysis process is the method in the selection process of hiring a new sales team. Analysis of job performance is the first stage toward job analysis information. Job analysis involves the following data collected: job descriptions, skillsets, past training classes, past job experiences, and job description classification will lead into the future success for the sales team (Cascio, 2005). The next step is to create an employee survey (Cascio, 2005). Personal characteristic data collection is also necessary to guarantee that this person is perfectly fit for the job role required by the company (Cascio, 2005). Past job performance is another method to use job analysis information. Observation is another method of job analysis that occurs to observe the process and productivity during a specific period to collect job analysis information. Finally, a creating a questionnaire to gather data for job analysis information called the (PAQ) Position Analysis Questionnaire (Cascio, 2005). The PAQ is a standardized list of work activities that consists of collected data by every employee on the amount of time spent on that work activity in which it relates to job performance. Workforce Planning System According to BusinessDictionary.com (2010), Begin Match to source 1 in source list: http://www.businessdictionary.com/definition/workforce-planning.html“Systematic identification and analysis of what an organization is going to need in terms of the size, type, and quality of workforce to achieve its objectives. It determines what mix of experience, knowledge, and skills is required and sequences steps to get the right number of right people in the right place at the right time”End Match (Workforce Planning, para. 1). Six core proficiencies that participants of the team are complete the data to obtain the following aspects: communication skills, priority to customer, and specific processes to dealing with the new business strategy, business insight, excellent listening skills, and time efficient solving issue procedures (Cascio, 2005). Interclean is customer service oriented corporation so the new sales needs to provide excellent customer skills and soft skills to communicate the much larger quantity of products and services the corporation will provide to the customer. Currently, EnviroTech - Interclean employs 95 in the sales department (University of Phoenix, 2010, p. 1). The job analysis information provides factual data that more than 50% of the employees have been residing at this corporation for more than five years to 19 years of experience within these two corporations (University of Phoenix, 2010, p. 1). In regard to skillsets of the EnviroTech and InterClean, the data provided by human resources states that more than 50% of achievement with job performance (University of Phoenix, 2010, p. 1). Human resources job analysis data confirmed that the job performance skills in need for improvement for EnviroTech and InterClean are compliance and regulatory skills (University of Phoenix, 2010, p. 1). Workforce Selection Method When selecting sales managers, two of most effective selection methods are communication ability tests and personality tests. Sales require excellent skills in communication so the relationship with the customer is clear and concise so that the customer understands what this corporation has to offer the customer. If there is poor communication between sales and customers, misunderstanding and more issues may occur in the future. The personality test is also another important factor because an excellent soft skills and simply able to be personable to the customer is an important factor for the customer to feel comfortable with that employee. Sales Members Team Selection Finally, the colleagues of the corporation’s new sales team symbolize the essence of new beginnings and success in the future. The new sales team will be guaranteed to succeed if a strong sales team can provide excellent customer soft skills and excellent knowledge of the company’s products. Tom Gonzalez will be sales manager of the company’s first full service cleaning solution team. With more than 25 years of sales experience, Tom Gonzalez portrays a perfect candidate as a sales executive and manager, Tom obtains vast knowledge and experience in the cleaning and sanitation industry (University of Phoenix, 2010, p. 1). His expertise and personality to develop solutions-based products and maintain long -term relationships with customers is a strong asset for the corporation (University of Phoenix, 2010, p. 1). Four employees have been critically to join Tom Gonzalez as sales representatives. The following sales representatives will be: Mark Pierce, Susan Burnt, Ving Hsu, and Eric Borden. Eric Borden will be sales representatives for the new sales team (University of Phoenix, 2010, p. 1). Eric’s 14 years employment with EnviroTech as a sales representative and team leader on special projects provides sufficient proof for selection for the new sales team (University of Phoenix, 2010, p. 1). Eric’s consistent behavior of keeping informed on current regulations and compliance issues that affect the industry will be an essential asset to the team (University of Phoenix, 2010, p. 1). Eric will work as an assistant to Tom and update the other team members on changes to regulations in the industry (University of Phoenix, 2010, p. 1). Mark Pierce is a strong suit to the group because of his aggressive ambition as a sales representative. Mark’s vigorous high-performance in job application outweighs job expectations by consistent high sales quota (University of Phoenix, 2010, p. 1). Mark’s high ambition in success of sales will be an excellent tool to motivate the team while maintaining the company’s new vision (University of Phoenix, 2010, p. 1). Susan Burnt’s 24 years of employment with Interclean is an obvious perfect example of not only success but also loyalty to the corporation (University of Phoenix, 2010, p. 1). Susan’s aggressive personality guarantees sales and in return customers services are also implemented voluntarily in her job role ensure customer satisfaction (University of Phoenix, 2010, p. 1). Her excellent customer service skills and successful sales records will help are excellent sales traits for a customer with his or her product needs (University of Phoenix, 2010, p. 1). As a member of the team, Susan will bring her adaption skills to the other team members to help them with the changes the company is undergoing. Finally, Ving Hsu is the last member selected for the new sales team. Ving Hsu has worked at EnviroTech for more than six years (University of Phoenix, 2010, p. 1). Ving’s excellent soft skills provide strong relationships with customers and can confront any issue that needs to handles in a very effective resolution style (University of Phoenix, 2010, p. 1). InterClean – EnviroTech new strategic direction by providing full- service cleaning solutions in the health care industry is only first step toward creating a more innovative company. Revenue is the next important stage to ensure that the company is a success that is why careful strategic job analysis and selection of the new sales team will be the key to transforming on the next of development. References Begin Match to source 2 in source list: http://gbr.pepperdine.edu/084/workforce.htmlBusinessDictionary.com.End MatchBegin Match to source 2 in source list: http://gbr.pepperdine.edu/084/workforce.htmlWorkforce Planning.End MatchBegin Match to source 2 in source list: http://gbr.pepperdine.edu/084/workforce.htmlhttp://www.businessdictionary.com/definition/workforce-planning.htmlEnd Match Cascio, W. F. (2005). Managing Human Resources. Begin Match to source 3 in source list: http://www.associatedcontent.com/article/2758829/cooperative_competitive_and_individualistic_pg2.htmlRetrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx.End Match University of Phoenix. (2010). Employee Profiles. Retrieved from University of Phoenix, HRM/531 website. University of Phoenix. (2010). InterClean EnviroTech Sales Staff HR Summary. Retrieved from University of Phoenix, HRM/531 website.