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HR Evaluation for Kudler Foods

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Can you assist me with the following assignment and add any references.

HR Evaluation for Kudler Foods
Kudler Fine Foods is a local upscale specialty grocery store located in the San Diegometropolitan area. The company has three locations ( La Jolla, DelMar and Encinitas). The company has just finished restructuring its organizational strategy. Kudler Foods has developed and implemented a new customer service strategy that will enable associates of the grocery store to be considered front line customer service agents. This is in an effort to provide every customer with the highest level of customer service available. Kudler Fine Foods now realizes that a Human Resources plan has to be created to realize its new strategy.
Kudler Fine Foods has decided to hire you as a Human Resources Consultant to help them create a Human Resource plan. The elements of this Human Resource Plan will include job analyses, job evaluations, a pay or compensation plan, performance evaluations, compensating teams, and rewarding management.
The first task that you as the HR Consultant will perform is job analysis on the following positions; Store Manager, Cashier, Stock Person, Specialty Department Worker, Department Manager, and Bagger.
Using the job analysis table and the new strategy statement, write a 700-1050 word APA paper that creates six job performance profiles. This would include first filling out the Job Analysis Table that identifies the job position and describes job tasks associated with that job. In the written portion of this assignment, discuss the approach used in analyzing each job and dividing that job into specific tasks. Also discuss how the compensation of each job aligns with the new strategy and will enhance performance. Include how Human Resources employs job analysis to implement organizational strategy.

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Thank you for posting today. It is my goal to provide ideas, definitions, research help, and instructions on how you, the student, should approach the assignment.

Well, pretty much this is an exercise in using job analysis, and then drawing a conclusion on how this relates to organizational strategy. So, first let's examine the various types of analysis you can do:

"OBSERVATION METHODS
Methods of observation includes direct observation, work methods analysis, critical incident technique.

1. Direct observation
Direct Observation is a method of job analysis to observe and record behavior / events / activities / tasks / duties while something is happening.

2. Work methods analysis
Work methods analysis is used to describe manual and repetitive production jobs, such as factory or assembly-line jobs. Work methods analysis includes time and motion study and micro-motion analysis.

3. Critical incident technique (CIT model).
Critical incident technique is a method of job analysis used to identify work behaviors that classify in good and poor performance.

4. INTERVIEW METHOD
Interview method is a useful tool of job analysis to ask questions to both incumbents and supervisors in either an individual or a group setting. Interview includes structured Interviews, unstructured interview, open-ended questions.

QUESTIONNAIRE METHODS
Questionnaire methods includes 6 techniques as follows:

5. Position Analysis Questionnaire (PAQ model)
PAQ model is a questionnaire technique of job analysis. It developed by McCormick, Jeanneret, and Mecham (1972), is a structured instrument of job analysis to measure job characteristics and relate them to human ...

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