Development Plan Part I Essay

1418 words - 6 pages

Career Development Plan Part 1 - Job Analysis and SelectionInterClean, Inc. (University of Pheonix, 2008a) is facing two major changes. One change is within its structure and the other is within its business strategy. Seeing changes in the compliance regulations that InterClean's customers are facing, the company sees an opportunity for becoming the first to offer a full service solution, not just a cleaning product. In addition, the company is in the process of merging with EnviroTech, a smaller firm but specializes in service whereas InterClean has previously focused only on products. The marriage of the two will capitalize on both firm's strengths and move InterClean in supporting the new business strategy.As part of the merger and new business strategy, it becomes necessary to reorganize the company to accommodate both staff and create new sales teams. To determine the staffing needs of the sales department it also becomes necessary to evaluate the sales position. Since the business strategy has dramatically changed, the sales position has dramatically changed as well. New job analyses and workforce plans need to be created and new teams selected.Job AnalysisA job analysis "usually includes information about the tasks to be done on the job, as well as the personal…necessary to do the tasks." (Cascio, 2006 p. 158 ¶ 3) Job analyses consist of two parts: a job description, which is a description of task requirements, and a job specification, which outlines worker requirements (Cascio, 2006 p. 158 ¶ 4).To study job analysis the standard methods available are job performance, observation, interview, critical incidents, and structured questionnaires. Each method has different strengths and limitations and when used in conjunction are a powerful set of tools. For the purpose of this job analysis, I believe that job performance, observation, and interviews are the appropriate methods. The analyst performs the duties of the position and documents the skills throughout the experience in a job performance study. In observation, the analyst observes employees during the normal course of their work. Interviews with employees consist of each employee answering the same series of questions. However, interviews can produce skewed results if "employees feel suspicious of interviewer's motives" (Cascio, 2006. p. 167 Table 5-1) and this should be a consideration when analyzing the information. Structured questionnaires are time consuming and expensive to develop as are critical incidents. (Cascio, 2006. p. 167 Table 5-1) The timeline for the launch of the new service is within the next "90 to 180 days" (University of Phoenix, 2008a, p. 1 ¶ 3). I believe if more time were available that structured questionnaires would be a good method.Using job analysis, it was determined that the following main job duties and specifications in the new sales department:1)Excellent communication. Communicate effectively with both external and internal...

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