Job Analysis and Selection for InterClean, Inc.
Professor Mel Hagan
HRM/531 Human Capital Management
December 13, 2010
With the merger of InterClean and EnviroTech, the company is rebuilding its structure and focus. In order to do this effectively a job analysis and selection process must be done. “One of the fundamental and most important tasks of human resources function in an organization is the determination of what requirements need to be filled to staff the organization and selecting the best applicants to fill open positions.” (Wienclaw, 2010). This paper will address these important tasks for the new and improved InterClean, Inc.
According to the text by Cascio, job analysis is “the process of obtaining information about jobs, including the tasks to be done on the jobs as well as the personal characteristics necessary to do tasks.” InterClean, Inc. is going to use the worker oriented aspect of job analysis. Worker oriented analysis is explained by Smith as the job analysis that focuses on the talent a person needs to have in order to perform a job. Because the sales staff will need to provide a service as well as have knowledge of the products, it is more important to focus on the talents instead of the actual job tasks. The information on needed talents should be obtained from the supervisors and trained analysts. Due to the fact that we are entering a new area of focus it is important to know the information of what is expected and from those who know more about the field. The employees themselves could be asked but the may not have a full understanding of what is expected with the forming of the new teams and the new focus. The sales representatives will need to possess the following skills and abilities:
* Effective listening and communication skills: The sales representative will have to listen to the customer and be able to tell them the appropriate products and services that would be...