Conducting a Job Analysis for an Organization

Write a 3 page memo outlining O*Net findings used to prepare a CapraTek regional sales representative job description.

Introduction

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

The hiring process starts with a job analysis. Individuals tasked with writing job descriptions must include qualifications and requirements that are specific and measurable. They must also identify the unique characteristics and relationships associated with a position.

Job analysis can be seen as the foundation on which the entire staffing process is built. An effective job analysis informs which knowledge, skills, and abilities (KSAs) are needed to effectively perform the job.

Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1.

Preparation

To prepare for this assessment, complete the following:

• Arthur, D. (2012). Recruiting, interviewing, selecting, and orienting new employees (5th ed.). AMACOM.
  • Read Chapters 5–7.
  • Review Chapter 6.
• Read the scenario below.

Scenario

Alfred! will be produced in a new manufacturing facility. Groundbreaking on the new facility will begin this summer with full operations to be accomplished in three phases over the next two years. Distribution of the Alfred! device and components will be through existing distributors and retail outlets. While most of the new hires associated with this product line will be at the new manufacturing facility, four regional sales representatives will be hired to support the new product line.

Requirements

You have been asked to develop a job analysis, job specifications, and a job description for the four regional sales representative positions. To develop the initial information for this assessment, use the following U.S. Department of Labor-sponsored website of occupational information containing a database of both standardized and occupation-specific descriptors.

• U.S. Department of Labor, Employment & Training Administration. (n.d.). O*NET online. http://www.onetonline.org/Hint: Begin your search by clicking Find Occupations. Then, under the Career Cluster heading, go to Marketing, Sales, and Service. From there, you can search for a sales representative in any of the technical fields.

Write a memo to your supervisor outlining your findings, and explain why a job analysis is required for any recruiting and selection process. In addition, address the following:

• Identify the knowledge, skills, and abilities required for this position.
• Identify wage information and employment trends for this position in a selected state.
• Articulate the components of a job description for a position.
• Explain why a job analysis is a requirement for any recruiting and selecting process; refer to specific uniform guidelines and court rulings.

Note: The requirements listed here generally describe proficient performance for each of the required criteria. To earn full points for each criterion, be sure to review the assessment scoring guide for details on what constitutes distinguished performance.

Additional Requirements

• Required length is 3–4 pages.
• Use Times New Roman font, 12 point.
• Double-space your memo.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Describe how hiring practices support an organization\’s strategy.
  • Articulate the components of a job description for a position.
• Competency 2: Assess approaches for recruiting, selecting, and retaining talent.
  • Identify the knowledge, skills, and abilities required for this position.
• Competency 3: Explore technology tools that support recruiting and staffing management.
  • Identify wage information and employment trends for this position in a selected state.
• Competency 4: Analyze the impact of legal and regulatory issues on staffing management.
  • Explain why a job analysis is a requirement for any recruiting and selecting process.
• Competency 5: Communicate in a manner that is scholarly and professional.
  • Communicate in a professional manner that is appropriate for the intended audience