Group 5: Chapter 4: Job Analysis and The Talent Management Process

Group 5
Chapter 4: Job Analysis and the Talent Management Process

--------------------------
4-16. Should Phil and Linda ignore the old-timers’ protests and
write the job descriptions as they see fit? Why? Why not?
How would you go about resolving the differences?
Phil and Linda should be working the old-timer’s and not ignoring the
protests from them. They have been an important part of the company for
several years and I feel as thought ignoring them would be a bad decision on
Phil and Linda’s part in terms of the company. They should be involving the
old-timers’ in the job descriptions. The old-timers’ would be Phil and
Linda’s inside help regarding the job description. They are the one who have
completed the job for several years and they know “best” what the job
entails and the skills required for the job. Involving the old-timers’ will
allow them to feel important like they have in the past, by completing a job
description for those who will need it in the future.
4-17. How would you have conducted the job analysis? What should
Phil do now?
We have 3 ways to conduct the job analysis:
- Interview
- Questionnaire
- Observation
But Phil should conduct personal interview instead of questionnaire.

Because this can be a quick and inexpensive way to gather information. In
interview method, after collecting information, Phil should carry out to get
the information that is reviewed and verified by the immediate supervisor of
the interviewee. The information include tasks, duties, responsibilities,
experiences, skill required. And then, Phil should use the information which
is collected by the supervisors and the interviewee both, for training the
potential employees. When there have new employees will be trained
accordingly, they will know what to do and how to do, resulting in less
confusion and Optima Air Filter Company works as usual.
4.18. What should be the format and final form of the store manager’s
job description?
STORE MANAGER RESPONSIBILITIES (List in order of importance
task)
- Main activities:
+ Directing all store activities in such a way that quality work is produced,
customer relations and sales are maximized, and profitability is maintained
through e ffective control of labor, supply, and energy costs.
- Specific activities:
+ Quality control.
+ Store appearance and cleanliness
+ Customer relations, bookkeeping and cash management.
+ Cost control and productivity.
+ Damage control.
+ Pricing, inventory control.
+ Spotting and cleaning.
+ Machine maintenance.
+ Purchasing.
+ Employee safety.
+ Hazardous waste removal.
+ Human resource administration.
+ Pest control.
4.19. Is it practical to specify standards and procedures in the body of

the job description, or should these be kept separate?
Yes, It should be included. That will help the managers and supervisors to
remember and focus on standards more frequently as it is a part of job
description.
In fact, they do not need to be kept separately. Both Jennifer and the
employees would be better served by incorporating standards and procedures
into the body of the description. However, in case if the standards and
procedures are so complex, it would be better if they maintain a separate
procedure manual to keep it simple.
4.20. How should Jennifer go about collecting the information required
for the standards, procedures and job description?
Answer: First, Jennifer should conduct a complete job analysis for the job
of store manager and she should also check out existing policies and
procedures of the company in place, then she should use one or more of the
following methods for collecting information about Standards, Procedures
and Job description of Store Manager:
· The Interview
· Questionnaire
· Observation
· Participant Diary
In addition to these basic methods Jennifer Carter can aloso use these
Quantitative technoques as well for measuring job description of store
manager:
· Position analysis questionnaire
· Department of labor procedures
· Functional job analysis
4.21. What, in your opinion, should the store manager’s job description
look like and contain?
Answer: In my opinion, the store manager’s job description should look like
and contain the following things
JOB DESCRIPTION
Title: 2025 Store Manager
Department: Cleaning
Reports to : Jennifer Carter
JOB SUMMARY
The store manager is responsible for directing all store activities in such a
way that quality work is produced, customer relations and sales are
maximized and profitability is maintained through effective control of labor
supply and energy costs.
SUMMARY OF ESSENTIAL JOB FUNCTIONS
In accomplishing the general aim the store manager’s duties and

responsibilities are : quality control. Store appearance and cleanliness,
customer relations, inventory control, employee safety, human resource
administration,…
KNOWLEDGE
The candidate must have proficient knowledge in the following areas:

customer service, accounts payable accounts receivables, store and motel
management and administration
SKILLS
The candidate must demonstrate the following skills:
· Effective write communications skills
· Decision making skills
· Time management skills
· Analytical and problem solving skills
· Excellent customer service and interpersonal skills
· Effective verbal and listening communications skills
PERSONAL ATTRIBITES
The candidate must also demonstrate the following personal attributes:
· Be honest and trustworthy
· Possess cultural awarenes and senstivity

The store manager would normally attain the required knowledge, skills and
attitudes through related in experience in a retail setting. Equivalencies will
be considered.
DISCLAIMER
The above statements are intended to describe the general nature and level of
work being performed by people assigned to this classification. They are not
to be construed as an exhaustive list of all responsibilities, duties anf skills
required of personnel so classified. All personnel may be required to
perform duties outside of their normal responsibilities from time to time, as
needed.

Group 5: Chapter 4: Job Analysis and The Talent Management Process

Uploaded by

Copyright:

Available Formats

Group 5: Chapter 4: Job Analysis and The Talent Management Process

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Group 5: Chapter 4: Job Analysis and The Talent Management Process

Uploaded by

Copyright:

Available Formats

Group 5

Chapter 4: Job Analysis and the Talent Management Process

How would you go about resolving the differences?

We have 3 ways to conduct the job analysis:

But Phil should conduct personal interview instead of questionnaire.

4.19. Is it practical to specify standards and procedures in the body of

· Position analysis questionnaire

· Department of labor procedures

· Functional job analysis

Title: 2025 Store Manager

Reports to : Jennifer Carter

SUMMARY OF ESSENTIAL JOB FUNCTIONS

In accomplishing the general aim the store manager’s duties and

The candidate must have proficient knowledge in the following areas:

The candidate must demonstrate the following skills:

· Effective write communications skills

· Decision making skills

· Time management skills

· Analytical and problem solving skills

· Excellent customer service and interpersonal skills

· Effective verbal and listening communications skills

The candidate must also demonstrate the following personal attributes:

· Be honest and trustworthy

· Possess cultural awarenes and senstivity

You might also like