Hrm 531 - Job Analysis and Selection

Job Analysis and Selection

HRM/531

Now that we have completed the merger between InterClean and EnviroTech, we are now focused on bringing together a skilled and experienced sales team to smoothen out the transformation, and continue making InterClean-EnviroTech a profitable organization. We will now begin with our job analysis to identify those with the knowledge, skills, abilities, and other characteristics that will drive our sales in a forward-upward direction (Noe, Hollenbeck, Gerhart, & Wright, 2007). The job analysis we are using are the job performance and observation methods. The job performance method will be used to analyze the physical, environmental, and social demands of the sales team on a daily basis. The observation method will allow us to obtain a deeper understanding of all the duties entailed in the job description. The disadvantage to job performance is none, since the jobs do not require extensive training or the employees are not dealing with a great deal of hazards. However, there may be some disadvantages with the observation method because of the countless number of scenarios there are in dealing with customers; moreover, we may not have the time or resources to cover them all (Cascio, 2006).

The workforce planning system I believe will be most beneficial to the organization is the strategic planning approach. The strategic approach will help us evolve as an organization during the merger. The plan will make use of the human and technological resources we have, and assess if we may need to change them in order to meet the organizational goals and customer needs (Cascio, 2006). Following the thorough job analysis, we have identified the team members most suitable for our organization's sales team:

* Jim Martin- is an experienced and knowledgeable sales manager in the industrial cleaning and sanitation industry. Furthermore, he has retained a large and strong customer base for his ability to take care of the customers. I would retain Jim as the Vice President of Sales, because he has shown to be effective in this position at Interclean and is the type of leader we need for our newly formed sales team.

* Tony Gonzalez- the decision to keep Tony as Sales Manager is simply because of his ability to lead an effective team and successfully taking care of customer grievances. Tony has over 25 years of experience in the industrial cleaning industry, and the last five of those were with EnviroTech. Tony is also a member of a minority group, therefore, he will help bring a diverse opinion to our sales team.

* Susan Burnt- Susan will be a great asset to our sales team since she has a reputation in reaching her sales goal every year since she has been with InterClean. She is older and close to retirement, however, I could use her talent to train the oncoming sales associates