Hr Evaluation

Jennifer Diggs

MMHRM 592

April 2, 2012

Professor Karri Perez

Organizations must have a job description for each employee to determine how pay is to be distributed among workers. In fact, job analysis has two functions in terms of compensation: it establishes similarities and differences in the work content of the jobs and it helps to establish an internally fair and aligned job structure (Milkovich & Newman, 2004, p. 87). Kudler Fine Foods is a local upscale specialty food store located in the San Diego metropolitan area. The store has three locations looking to expand. Each store has approximately 16,000 square feet of retail space inside fashionable shopping centers. In order to fulfill the owner’s dream of expansion and growth Kudler Fine Foods is in the process of developing an organized structure of cashier, stock person, store director, and other various departments. The company must devise a new strategy that will enable employees of the grocery store to be considered front line customer service agents. Hence, Kudler Fine Foods must hire a human resources consultant to help them create a human resources plan that will include six job performance profiles and a new strategy statement, also a description of the approach used in coming up with the job analysis for each job task, and discuss how the compensation of each job aligns with the new strategy and how it will enhance performance. Furthermore, the human resources plan must include how human resources employ job analysis to implement organizational strategy.

Job Performance Profiles

Kudler Fine Foods’ new consultant will need to perform a job analysis on various positions throughout the company. The first being the store manager in which the store manager is responsible for managing the retail store and is also engaged in selling gourmet foods. In addition, the store manager supervises employees, operates within guidelines and budgets, plans and prepares work schedules for...