HRM530 Assignment 2

Assignment 2

Job Description/Job Analysis

Name of student

HRM 530: Human Resource Management Strayer University

Name of professor

April xx, 2020

Introduction

Undercover Boss is a reality show series involving a senior executive officer of a company who officer works as an undercover in a bid to discover, as well as understand the functioning of the entire company. This also helps then identify if there are any loopholes in the company so that they can come up with the best way of addressing them accordingly.

Compare two (2) job positions from the episode and perform a job analysis of each position For my assignment I have chosen to work with the Macys Departmental Store. There is a need for information in job analysis to be collected and the basic importance is for an organization to be able to have key success as far as employees are concerned. It is also important for the manager to collect the inputs from the workforce and put the same into the organization so as o makes sure that the organization is moving in the right direction (Frame, Roberto, Schwab, & Harris, 2010). This is also a good way to make sure that team members remain committed to the tasks that have been assigned to them. I compared Cosmetics and skin care department manager whose main role is to make sure that she safeguards the department and that all activities are working with regard to the overall expectations of the consumers as well as the organizations. She should make sure that everything is safe for use and not expired. She should carry out supervision and check that all products are safe for customers. I also compared Customer service manager and looked at some of his duties. He is mainly responsible with making sure that the clients are served in the best way possible. This involves giving directions and making sure that they get the information that they might need at any particular time (Hitt, Ireland, & Hoskisson, 2006).

Describe your method of collecting the information for the job analysis (i.e., one-on-one,

interview, survey, etc.).

The main method used to collect information about analysis was structured interview. This was primarily structures interview. A structured interview is an interview that occurs between two or more people. Open ended questions are used in interrogating and the answers are written down. The interview in this case was meant to ask managers as well as take their views on how they perceived the concept of team working. The questions were developed for a total of ten managers placed in different departments. These managers include Men’s apparel department manager, Men's accessories department manager, Women's apparel department manager, Women's accessories department manager, Women's footwear department manager, Cosmetics and skin care department manager, Kid's apparel and toys department manager, Home and travel department manager, Personnel manager, and Customer service manager.

Company managers were targeted with an interview that was semi structured in nature. This indicates that the interview was informal in its nature and it contained questions that were semi structured. This means that the respondents were to give their opinions and talk freely about anything they felt was right (Robertson, 2001). It is also important to indicate that open ended questions do not limit the respondents and greater amount of anatomy is there to answer to the particular question. Other questions can be described as closed where the respondents are given the opportunity to select from a number of predetermined alternatives. Closed questions are important when it comes to gathering data and they are also very easy to analyze because the range of potential answers is limited.

Create a job description from the job analysis.

Basically a analysis will involve understanding all the requirements that are needed to perform a certain duty. This involved the analysis of the personality of someone, the education levels and experience. Some of the attributes that can be considered include the mental tasks and physical ability of a person to do the job which includes the ability for one to plan, manage and judge among other things (Bechet, 2002). Another thing is the analysis of the methods that are used in the job together with the equipment. It is also important to be aware of the reason as to why the job exists and lastly the qualifications also play a vital part.

Using the job analysis, a job analysis can be drawn. This is because someone will have already conducted a study to identify all the aspects that are needed for the job to be performed. Basically job description is the outline of how a job fits into the company. It is mainly directed towards the goals that an organization wants to achieve, the responsibilities and duties. Some of the fundamental things to do include writing down the job title as well as whom the person will be reporting to. Next it is to have a job statement and summary describing the position’s major and minor duties. Finally how the job relates to the company should also be explained.

Justify your belief that the job analysis and job description are in compliance with state and federal regulations.

Personally I think that the jobs are in line with the provisions of the federal and state regulations because they are found not to violate any code of conduct. Their activities are clearly defined and they relate to the company. Their existence can also be proven to be of a positive impact and not negative in a way. They main duties and responsibilities involved have been clearly outlined, and there is no form of unaccepted behaviors reported.

Conclusion

Job analysis and job description are important in an organization. They help a manager have the right people who can be able to perform the right duties. It also helps for people making applications for the jobs to know the exact jobs that are applying. They get to know what they will be doing once they are into the job and they also know what is expected of them. They can rate themselves basing on the experience, knowledge and skills. This is what managers look for, and it also helps avoid any cases of hardships of any kind in the organization.

Reference

Bechet, T. (2002). Defining Staffing Requirements Where Plans Are Uncertain. In , Strategic Staffing CHAPTER 8. Chicago: American Management Association International.

Frame, M., Roberto, K., Schwab, A., & Harris, C. (2010). What is important on the job? Differences across gender, perspective, and job level. Journal of Applied Social Psychology, 40, 36–56.

Hitt, M., Ireland, R., & Hoskisson, R. (2006). Strategic Management:. Competitive and Globalization 7 th ed., 17-19.

Robertson, I. (2001). Personnel selection. . Journal Of Occupational & Organizational Psychology, 74(4)., 441.