Hrm/531 Job Analysis

InterClean, Inc Job Analysis

With the merger of InterClean and EnviroTech, the company needs to evaluate key positions to fill that will lead to a profitable, organized and effective sales division. Under the newly proposed solutions model, multifunctional teams will be assigned to support the company’s high quality products with appropriate services. Leaders will be chosen to help this sales team successfully develop a full-range service package tailored to individual client needs. This paper will lay out the strategies initiated to determine the individuals that will lead InteClean, Inc. to success.

Job Analysis

A job analysis of the sales division creates a foundation for forecasting the need for human resource as well as for training, transfers and promotion (Cascio, 2005). The job analysis methods we have chosen to use are observation, job performance, critical incidents, and interviews. These methods helped us to determine job descriptions, develop tests and interview questions, structure training design, and determine the structure for our performance appraisal model. When possible we will take the time to observe, without interfering, how teams or individuals do their job to get a deeper knowledge of tasks needed to complete assignments. Job performance exposes us to the actual job tasks, in addition to the physical, environmental and social demand of the job (Cascio, 2005). When time and positions allowed us, we used critical incidents to comprise brief actual reports that illustrate particularly effective or ineffective worker behaviors. Finally, we have used interviews when it was not possible for an analyst to actually perform the job or observation was impractical. The interviews allowed us the opportunity to gather information on what people do, why and how. One of the advantages of our interview process was that it allowed us to compare what different people had to share about the positions in question.

The new...