Career Development Plan Part 1
Midlevel sales managers must understand the fundamentals around job analysis and selection. The term job analysis describes the process of obtaining information about jobs. An overall written summary of task requirements is called a job description, and an overall written summary of worker requirements is called a job specification. The result of the process of job analysis is a job description and a job specification the nature of jobs might change for three reasons: time, people, environment and context. (Cascio, 2005) The first of five common methods of job analysis is actual job performance. Another is observations which involve watching others perform the job and making notes. Interviews, the process of gathering actual workers description of the work performed and needed skills. Critical incidents document key activities and events over time. Lastly, structured questionnaires which focus on what gets done, listing both the tasks and behaviors required to perform them. It also rates the frequency of the tasks as well as the level of difficulty. For the new InterClean sales staff structured questionnaires and interviews will be used in tandem. The structured questionnaire style of job analysis combined with the interview method as a way to ensure the data collected efficiently and is as accurate as possible. The structured questionnaire method has benefits including speed, and the ease of a web based application and compiling of data. The company will use the interview approach for any users that do not have access to a computer, have questions about the questionnaire or if any ambiguity exists. The downside to these approaches is the difficulty in obtaining data that is candid and not biased based on what the employees think management wants to hear or by the presence of an interviewer. The questionnaire will be completed by all current salespersons at both InterClean and EnviroTech in addition to immediate supervisors. In...