CONDUCTING A JOB ANALYSIS
RESOURCES
OVERVIEW
CapraTek has a long history as a leader in the design and manufacture of computer server components and continues to provide innovative solutions to industry needs. CapraTek is now leveraging this culture of innovation to expand into emerging wireless technologies and is developing advanced smart-home technology. Last month, CapraTek announced development of an integrated wireless system that will provide seamless integration of virtually all home electronics and appliances. The simple web-based interface called Alfred! will be produced in a new manufacturing facility in central Illinois. While most of the new hires associated with this product line will be at the Illinois manufacturing facility, four regional sales representatives will be hired to support the new product line.
As part of the HR team, you are to conduct a job analysis and complete a job description for the regional sales representatives. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
- Explore technology tools that support recruiting and staffing management.
- Identify the knowledge, skills, and abilities required for this position.
- Articulate the components of a job description for this position. Include job duties and qualifications, education, work experience, and job competencies.
- Identify wage information and employment trends for this position in a selected state.
- Communicate in a manner that is scholarly and professional.
- Communicate in a manner that is scholarly and professional.
ASSIGNMENT DESCRIPTION
To develop the initial information for this assignment, use O*Net Online. Hint: Begin your search using Find Occupations and select “Career Cluster” to search “Marketing, Sales and Service.” You can then research sales representative in any of the technical fields. Select a location (state) for hiring one of the regional sales representatives.
Using what you know about CapraTek and what you find on O*Net, prepare a job description based on your analysis for the regional sales representatives with the following:
- Identify the knowledge, skills, and abilities required for this position.
- Articulate the components of a job description for this position. Include job duties and qualifications, education, work experience, and job competencies.
- Identify wage information and employment trends for this position in a selected state.
- Communicate in a manner that is scholarly and professional.
SUBMISSION REQUIREMENTS
Your report should meet the following requirements:
- Written communication: Written communication is thoughtful and free of errors that detract from the overall message.
- APA formatting: Resources and citations are formatted according to current APA style and formatting.
- Length of assignment: Four typed, double-spaced pages.
- Font and font size: Times New Roman, 12 point.
- Communication: Understand the audience and communicate professionally.
Refer to the Conducting a Job Analysis Scoring Guide to ensure that you meet the grading criteria for this assignment.
Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.
READINGS
Use your Staffing Organizations book to read Chapter 5, “External Recruitment,” pages 207–268. This chapter describes recruitment strategies and applicant reactions to the recruitment process, and how both the communication message and the way it is presented is an important part of this process. It also describes a variety of recruiting sources and presents the legal issues in recruiting.
Use the Capella library to read Baur, Buckley, Bagdasarov, and Dharmasiri’s 2014 article, “A Historical Approach to Realistic Job Previews: An Exploration Into Their Origins, Evolution, and Recommendations for the Future,” from Journal of Management History, volume 20, issue 2, pages 200–223. A popular recruitment procedure known as a realistic job preview (RJP) has been shown to reduce voluntary turnover and to improve job satisfaction. This information includes the expected work hours, travel requirements, and training provided.
Use the Internet to complete the following:
- Read “Recruitment” from Recruiter.com for an introduction to the concept, including types of agencies, steps in the process, strategies, and trends.
- Read Heathfield’s 2015 article, “Recruiting Stars: Top 10 Ideas for Recruiting Great Candidates,” from About Money to find a wish list for the perfect recruiting situation.
- Read Larsen’s 2013 article, “The Perfect Recruiting Email,” from Recruiter. A common problem in communications today (text and e-mail in particular) is that they are often not well planned and thought out before being sent. As recruiters, it is important to remember that you are the first contact with an applicant and therefore, any communication must meet high standards.
- Read Black’s 2010 article, “How to Use Social Media As a Recruiting Tool.” There are millions of people on social media sites such as LinkedIn, Facebook, and Twitter. More companies are using social media to target candidates. This article reports how to use social media as a way to find your next hire.
- Review Compare Recruiting Management Software from Software Advice to look at ratings and descriptions for recruiting software tools. These tools include applicant and vendor tracking and resume harvesting.
- Read “Resume Harvesting” from JobDiva for more information on this recruitment tool.
Review the document Technology Notes for more information on how technology plays a greater role today in recruiting employees.
OPTIONAL – READINGS
You may read the following from your Recruiting, Interviewing, Selecting & Orienting New Employees e-book.
- Part I, “Recruiting Qualified People.”
- Chapter 1, “Recruitment Challenges,” pages 3–16. This chapter discusses the challenges, including economic fluctuations, as well as the SMART model (specific, measurable, attainable, realistic, and time-sensitive) for identifying performance standards.
- Chapter 2, “Applicant and Employer Perspectives,” pages 17–30. This chapter presents the recruitment process from both the applicant and employer perspectives.
- Chapter 3, “Recruitment Sources,” 31–54. This chapter summarizes some traditional recruitment sources in order to develop a large and diverse pool of qualified applicants.
- Chapter 4, “Electronic Recruiting,” pages 55–68. This chapter discusses important issues surrounding electronic recruiting methods.
