Reference no: EM132872944

1 Explain multiple uses of job analysis in HR decisions.

2.Define job design and explain the difference between a job and a position.

3 Identify the steps in job analysis, and describe the evolution of job analysis.

4 Describe and evaluate multiple methods of collecting job analysis information.

5 Explain the difference between a job description and a job specification.

6 Describe the evolution of job design and how organizational structure influences job design.

7 Explain the three reasons why competency-based job analysis has become more common.

CHAPTER 4

Carter Cleaning Centres - Continuing Case Part 4

The Job Description

Based on her review of the stores, Jennifer concluded that one of the first matters she had to attend to involved developing job descriptions for her store managers.

As Jennifer tells it, her lessons regarding job descriptions in her business management and HR management courses were insufficient to convince her of the pivotal role job descriptions actually play in the smooth functioning of an organization. Many times during her first few weeks on the job, Jennifer found herself asking one of her store managers why he was violating what she knew to be recommended company policies and procedures. Repeatedly, the answers were either "Because I didn't know it was my job" or "Because I didn't know that was the way we were supposed to do it." Jennifer knew that a job description, along with a set of standards and procedures that specified what was to be done and how to do it, would go a long way toward alleviating this problem.

In general, the store manager is responsible for directing all store activities in such a way that quality work is produced, customer relations and sales are maximized, and profitability is maintained through effective control of labour, supply, and energy costs. In accomplishing that general aim, a store manager's duties and responsibilities include quality control, store appearance and cleanliness, customer relations, bookkeeping and cash management, cost control and productivity, damage control, pricing, inventory control, spotting and cleaning, machine maintenance, purchasing, employee safety, hazardous waste removal, human resource administration, and pest control.

Questions

4-1. What should be the format and final form of the store manager's job description?

4-2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate?

4-3. How should Jennifer go about collecting the information required for the standards, procedures, and job description?

4-4. What, in your opinion, should the store manager's job description look like and what activities should it contain?