Recruitment part 3

Running Head: JOB ANALYSIS AND JOB DESCRIPTION 2

JOB ANALYSIS AND JOB DESCRIPTION 2

Job Analysis and Job Description

Rischonda Forsythe

Baker College

March 22, 2020

Job Analysis and Job Description

This assignment aims at describing the job analysis and job description process during the recruitment process within Environ-clean Company. This is a company that operates within the field of environmental conservation. It is popular within the region especially due to sales of cleaning and sanitization products. However, it is diversifying the products and services offered to include provision of complete service sanitization solutions as outlined by the healthcare sector. The diversification hence creates the need to hire new employees to fill in the newly created positions (Min-Hu, 2016).

There are different external factors that affect the Environ-clean Company and its potential supply of labor. One of the factors is the competitiveness within the environmental conservation industry. There is a high likelihood that the already developed companies within the sector are able to provide better compensation rates and even guaranteed opportunities for potential employees. For this reason, such organizations will be preferred by the largest percentage of the employees as opposed to the organizations that are developing. Hence, if our organization is not in a position to offer the high compensation rates to attract qualified employees, this could cause hitches in the recruitment process due to unavailability of labor (Hamermesh, 2014).

Another external factor that is likely to affect the labor supply is high unemployment rates within the economy. In such a condition, there are many unemployed persons who are willing to take any job regardless of the payment rates, just to help them get employed. However, the recruitment team ought to consider that provision of low salaries to the potential employees is imprudent. This is because this would backfire on the face of the company especially if the economy thrives again and there is job availability. The employees would leave the organization during that time and seek jobs in organizations that offer better payment rates thus affecting labor supply in the company.

The initiative that has led to the need for new employees is the diversification of the products and services offered by the company. Previously, the company had specialized to selling cleanliness and sanitization products to the members of the public. However, the organizational management decided to expand the operations within the company to include extension of full service sanitization products. For this reason, there was a need to hire new employees to offer professional services to the company with regard to the new products.

Among the opportunities created by the diversification procedures include more employees in the production sector. Increasing the products offered within the company implies that there will be a deficiency in the labor capacity that needs to be filled. For this reason, the company needs to hire employees who specialize in production of hygiene products of high quality (Clark, Farmer, Hunt & Sherwood, 2015).

The company also intends to hire more employees who will work in the sales department. The employees will need to have a wide knowledge of the products offered within the company. They should also be aware of their usage and how a client can get the highest level of utility from the products. They will be responsible for advising clients on the best cleanliness products for them to use with regard to their requirements at that time. With the information and capabilities, the employees will enhance the sales of new products introduced in the company’s inventory.

The company also created an opportunity for more workers in the marketing technological department. This is because the organizational system will be expanded as the company diversifies its products. For this reason, there is a need to hire new employees who will develop a system that is compatible with the new organizational tasks. The employees will also train the rest of the team to ensure that they can effectively use the system at ease for optimum efficiency in the company (Alexandrescu, 2018).

Job analysis process defines the procedure that the company intends to follow to identify and determine the specific tasks and requirements attached to a particular job post. The process is important for any company especially for the reason that it determines the best employee for a job position. For the Environ-clean Company, the first step will be to analyze the company’s past trends to determine the necessity of hiring new employees for the stated job posts. The next step would be to collect data related to the specific job. This includes the academic qualifications, desired skills and competencies, working environment and the duties and responsibilities of the job post. The data will then be reviewed and verified with the employee holding the position and their supervisor. A final job description report will then be written. It will include the corking environment, duties and responsibilities, risks involved, location as well as the skills needed for efficiency of job performance. This will then lead to the final step of the process which is development of the job specifications. This is a written statement of individual skills, academic qualifications, background, required experience as well as the competencies that are necessary to perform the job. This forms the basis for the hiring process (Vinod, Prabagaran & Joseph, 2017).

There are different resources that Environ-clean company will need for the new initiative and the recruitment process. They include the job profiles for persons holding different positions in the company, organizational hierarchy chart with the job profiles, staffing plan, salary structure statement, job description template, skill test strategy, social media platforms for job advertisements and even advertisement for the new products as well as the assessment rubrics for the potential employees (Alexandrescu, 2018).

The job classification will be based on the new products introduced into the company’s inventory. The posts that require additional employees are mainly in the production department, sales department as well as the technological department. The job classification scheme will include the responsibilities linked to each of the job posts.

The job description scheme is outlined below.

Job title	Job Summary	Duties and responsibilities	Qualifications	Additional skills
Production worker	This job involves engaging in production of different hygiene products within the organization.	Assembling cleanliness products. Comply to the health and safety regulations during production. Work in the production line. Operate machines and other equipment in the production line. Removing any faulty products in the production process. Report any issue to their supervisor. Perform other tasks assigned to them.	A minimum of high school diploma in the environmental sector or other related courses. Past experience in a factory is an added advantage (Min-Hu & 곽원준, 2016). Experience in machine operation.	Teamwork skills. Effective communication skills. Basic arithmetic skills. Availability for work in shifts.
Sales representative	This job entails handling the sales of the company. The sales representatives acts as the link between the company and the clients.	Meet and exceed sales goals. Generate sales leads. Help in establishment of pricing schedules, promotions and negotiations. Maintain client records. Respond to client enquiries with regard to products offered. Prepare and submit sales contracts for orders. Coordinate sales efforts with marketing strategies (Villajos, García-Ael & Topa, 2019).	A minimum of diploma in marketing or business or any other related field. Sales experience. Deep comprehension of the process and dynamics of salles.	Excellent customer service skills. Good interpersonal skills. Aptitude to work in a fast-past sector. Ability to use MS word, MS excel and MS outlook.
Technological expert	The post involves handling the technological needs of the company such as system updates. It ensures that the organizational level matches the technological standard ideal for it.	Assessment and analysis of the technical programs used by the company. Creation of application designs and update of the organizational website. Train the other employees about how to efficiently use the newly developed system. Provide solutions to different technical issues in the system.	Degree in information technology, computer engineering or other related fields. Experience in software development. Knowledge of the current technology.	Programming skills (Hettich, 2018). Effective communication skills. Excellent customer service skills. A strong attention to detail.

References

Hamermesh, D. (2014). Do labor costs affect companies’ demand for labor?. IZA World Of Labor. doi: 10.15185/izawol.3

Hettich, P. (2018). From Job Outlook to Job Search: Advice From Experts. Eye On Psi Chi Magazine, 22(4), 10-12. doi: 10.24839/2164-9812.eye22.4.10

Min-Hu,(2016). Effects of Person-Job Fit, Job Engagement, and Co-Worker Exchange on Co-worker Job Engagement. Productivity Review, 30(3), 283-305. doi: 10.15843/kpapr.30.3.201609.283

Villajos, A., García-Ael, C., & Topa, G. (2019). Job Crafting among Labor Union Representatives: Its Impact on Work Engagement and Job Satisfaction. Social Sciences, 8(1), 20. doi: 10.3390/socsci8010020

Vinod, K., Prabagaran, S., & Joseph, O. (2017). Simulation modeling and analysis of job release policies in scheduling an agile job shop with process sequence dependent setting time. International Journal Of Engineering & Technology, 7(1.1), 177. doi: 10.14419/ijet.v7i1.1.9285

Clark, J., Farmer, T., Hunt, A., & Sherwood, J. (2015). Opportunities for Bio-Based Solvents Created as Petrochemical and Fuel Products Transition towards Renewable Resources. International Journal Of Molecular Sciences, 16(8), 17101-17159. doi: 10.3390/ijms160817101

Alexandrescu, M. (2018). Specific Elements of Marketing in the Recruitment and Selection of Human Resources Process in Romanian Army. Scientific Bulletin, 23(2), 67-73. doi: 10.2478/bsaft-2018-0008