HN2130 Job Analysis Assignment, Part One, Fall 2019

-

Job Analysis Assignment 2
HR2130 Recruitment & Selection
Submitted by: Linda Brown
Student ID: 20100317
Submitted to: Lynda Burt
College of the North Atlantic
September 30th, 2019

Part 1: Job Analysis Information

Owners: Linda & Fred Campbell
Location: 317 Main Street, Clarenville, Newfoundland
Type of Business: Woodworking
 Products/Services: Fine Custom Woodworking
Cabinets
Furniture
Fixtures
Floors
Installation
Restoration
Organizational Structure: Start-up Company; Small Business; Partnership
Linda Campbell: Operations                          Fred Campbell: Quality & Production

Organizational Goals:

–  Provide fine woodworking products and services at a reasonable price.
–  Expand into St. John’s and other Newfoundland retail hubs.
–  Create a website where customers can customize, create and order from home.
–  Be Newfoundland’s #1 choice for woodworking experts.
–  Build our team of artisan woodworkers and employ diverse skilled tradespeople while offering competitive incentives and benefits.

Job Description/General Requirements:

The job of Human Resource Manager will entail all human resource-related duties of the company, including but not limited to the many components of recruitment and selection, training and development, performance evaluation and data-reporting. Applicant should have completed a post secondary degree as well as have a minimum of 7 years relevant experience.

Job Information

-        Plan, organize, direct, control and evaluate operations of human resource in alignment with the organization’s immediate and future needs.
-        Hire and train staff.
-        Research, develop and implement policies, programs and procedures regarding HR planning, recruitment, collective bargaining, training and development, occupation classification and pay/benefit administration.
-        Administer employee development, language training, and health and safety programs.
-        Research and prepare occupational classifications, job descriptions, salary scales and competency appraisal measures and systems.
-        Co-ordinate and maintain employee performance appraisal systems.
-        Develop and analyze statistical HR information, create reports and charts, and explain elements and how they impact the business.
-        Be proficient in business-related computer applications, and some familiarity with social media.
-        Direct organization’s quality management program.
-        Ensure compliance with legal legislation, regulations, bylaws and ethical standards.
-        University degree or college diploma in human resources management or related field.
-        Holding or working toward a Certified Human Resources Professional (CHRP) designation.

Six Stages of Job Analysis

1.      Planning a job analysis: Choose data sources; define organizational objectives; perform organizational analysis.
Objectives are to grow and expand with the growing demands of their new venture. Initially owned and operated as a two-person endeavour, the business grew faster than anticipated. The owners must start hiring production employees. However, in order to hire employees in an effective manner that abides by legislation and human rights, they need the professional expertise of a human resource practitioner. Through their own research, the owners have decided that hiring a full-time Human Resource Manager will provide them with the administrative and managerial support they need to keep their business thriving.
2.      Preparing the job analysis: Collect information about the job.
a.     Pre-existing job descriptions and job specifications: Linda and Fred are hiring for this position for the first time in their new company, so it would be advisable for them to review sample job descriptions and job specification in other similar business structures.
b.     NOC and O*NET data
c.      Subject-Matter Expert (SME) Input
3.      Conducting the job analysis: Gather job analysis data through various job analysis methods.
a.     Collect many types of data: tasks, work environments, responsibilities, standards, knowledge, skills, abilities and other characteristics.
b.     SMEs rate importance of each task
c.      Employ the job analysis method(s) most appropriate for the organization: In this case, that would include reviewing other similar job descriptions, researching the NOC data available, and compiling a list of related duties and tasks and their accompanying competencies that Fred and Linda need an HR manager to perform a seeking SME advice.
d.     Consult with a professional job analyst (SME) to rate importance of each KSAO and indicate whether they are needed at entry.
e.     Identify which competencies are critical. Determine scale cut-offs.
4.      Develop job descriptions.
a.      The tasks, duties and responsibilities of the human resource manager position will be listed.
5.      Develop job specifications:
a.     The KSAOs that the candidate filling this position must posses in order to effectively complete the job.
b.     It also includes the physical demands and work environment that the HR manager will be working in. In this case, it will be an office setting and the person must be comfortable at a computer for long periods of time.
6.      Utilize job analysis findings in human resource functions:
a.     Recruitment, selection, training, development, performance appraisal, health and safety, and compensation information will result from a thorough, well-structured job analysis.  






Comments

Post a Comment

Popular posts from this blog

Honesty and Humanness

-
Orientation:  You are about to give an orientation session to new employees and you plan to stress ethical behaviour as outlined in a company brochure. You know that company executives have recently been convicted in a foreign country of bribing government officials. Will you mention this? Training : During a training program, which requires taking tests to measure progress, you notice that one of the participants, who struggled in some early tests, suddenly submits tests without mistakes. She is a probationary employee. You notice too that she is dating a staff member in your department, who has access to the test solutions. What do you plan to do? Orientation As outlined in the Canadian Code of Conduct for professional behaviour, “ if you are a supervisor you are expected to: set an example by your own behaviour, be open and available to discuss concerns, and ensure that all employees under your supervision are familiar with the Codes. By creating the proper environme...
Read more

Case Study, HRM

-
Co-authored by Linda Brown and Lesley Brake.  Introduction The purpose of this report is to investigate the claims of sexual harassment made by Veronica Scarlett and to provide agreeable solutions to this issue for both Ms. Scarlett and Oakmont & Associates. We will state Devlin Brighton’s behaviours and explore how his actions meet the criteria for sexual harassment. This report will also show how the organizational culture, policies, and practices of Oakmont & Associates have contributed to the behaviour that has allowed the sexual harassment to occur. Most importantly, we will provide a list of solutions that will satisfy both Veronica Scarlett and Oakmont & Associates. This report is from the view point of a human resource management company, Elle Bee HR Consultants, who have been contracted to investigate and resolve this issue. Although the details provided are from an American firm in 2015 we will analyze this issue by current day Canadian standards to bet...
Read more

Section from my Organizational Behaviour textbook

-
Basic Principles of Effective Communication Let’s consider some basic principles of effective face-to-face communication. 68 Take the Time Good communication takes time. Managers in particular have to devote extra effort to developing good rapport with employees. Not taking adequate time often leads to the selection of the wrong communication medium. One of your authors has seen a “don’t do this” memo sent to 130 employees because two of them committed some offence. Of course, the memo irritated 128 people, and the two offenders really did not grasp the problem. The boss should have taken the time to meet face to face with the two people in question. Be Accepting of the Other Person Try to be accepting of the other person as an individual who has the right to have feelings and perceptions that may differ from your own. You can accept the person even if you are unhappy with something that he or she has done. Having empathy with others (trying to put yourself in their place an...
Read more