(Job Analysis) In this assignment, use course materials, resources, and the Library to finish constructing your selection process. For this assignment, your selection process should include the following components:
(Human Resource Administration)
The information that a selection specialist uses to predict future job performance can be obtained from several different types of tools: application forms, interviews, tests, work simulations, and so on. In this assignment, use course materials, resources, and the Library to finish constructing your selection process. For this assignment, your selection process should include the following components:
1)Identification of the tool or tools to be used and ways in which technology can be used to make the tool(s) more effective.
2)Rationale for usage
3)How the tool or tools will be used in the selection process© BrainMass Inc. brainmass.com June 3, 2020, 9:57 pm ad1c9bdddf
Job Analysis is a process to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal.
We will have following selection process:
1) Initial screening: All the applications and resumes will be reviewed at this stage to select the candidates who meet the minimum criteria s and qualifications for selection and to discard the candidates who do not even meet the basic qualifications.
2) Employment Testing:
In this step, various assessment tools designed to measure critical job characteristics are being used.
Almost anybody who is desperate for a job can act well enough to fool even highly skilled interviewers. Pre-employment assessments help employers look "below the surface" to better evaluate applicants, saving time and money.
First and foremost, Job Attitude Surveys can tell you, up front, if you're spending your time interviewing people who're most likely to be honest, hardworking and reliable. Knowing that, your hiring managers are ready to choose from a more select group.
Additionally, assessments that investigate behavioral traits significantly enhance the selection process. While some attributes are common to many "front of house" positions, certain key traits tend to differ from Job to Job and restaurant type to restaurant type. The best assessments can be customized for your operations and based upon people who've proven to be successful for you.
The candidates selected after the employment testing are then called for personal interviews. Interviews consist of scoring guidelines and questions to capture unique company and job factors.
Interviews will help in further assessment of the candidates with respect to desired characteristics for being a waiter, such as communication skills, customer service skills, learning capabilities, etc. It will help in analyzing the personality of the waiter. Also, it will also help in assessing the real need of the candidate for taking up this job.
4) Final Screening:
After the candidate has cleared the interview, he has to go through the final screening process in which the references provided by him are being verified. If past references about working with another restaurant are being provided, it is not a bad idea to check with his previous employer about the reason for leaving that job and about his general performance with respect to his previous job. Background checks will allow the company to clarify any doubt about his personal and professional background and authenticity of the information provided by him. When performing a job analysis, there is numerous methods that may be utilized, which include observation, questionnaire technique, interviews, or a combination of two or more of the techniques may be utilized when doing a job analysis. A job analysis is a very useful tool for gathering information. In regards to certain duties that are required within a specific job, and the human characteristics and techniques that are needed and are necessary for an individual to successfully carry out those duties that are required for a specific position. It is a process that is utilized to analyze a specific job in order to develop a job description and job specifications and helps identifying the ability, skills and knowledge needed.
The particular job I have decided to discuss and develop is the Waiter and Waitress, I believe the most appropriate methods for a job analysis for a waiter or waitress will be the interview, questionnaire and observation, a combination of all three for this position. Initially the best method and first process of this job analysis will be direct interviewing. The interviewing method will allow us to communicate with the employees and supervisors/managers that are directly related to this position. By utilizing a structured checklist we will be able to obtain information that will help us define the job descriptions and job specifications for this particular job in question.
The interview method is best suited here because it will help the human resource managers and supervisors identify weaknesses, strengths, skills, knowledge and abilities needed for this position by communicating with the employees that actually perform the tasks. It will allow us to ask questions and gain feedback on things that are important such as appearance, personality and communication skills needed. (Boella, Turner, Vincent, 2005)
This discusses the Job Analysis, selection process, predict performance with different types of tools