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Approaches/Job Design

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1.Using the four (4) approaches to job design, create two (2) strategies that the organization can implement to attract and select qualified applicants for the Customer Service Representative position. Justify the main reasons that the selected strategies would be effective.
2.Propose three (3) ways that you can use the information obtained from a job analysis to measure the performance of Customer Service Representatives. Provide a rationale for your response.

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1.Using the four (4) approaches to job design, create two (2) strategies that the organization can implement to attract and select qualified applicants for the Customer Service Representative position. Justify the main reasons that the selected strategies would be effective.

Job characteristics approach takes into account that job characteristics affect the overall design process has been established. When designing the job, the company can determine the type of representatives that would be appropriate, which entails friendliness, ability to ...

Solution Summary

Using the four (4) approaches to job design, create two (2) strategies that the organization can implement to attract and select qualified applicants for the Customer Service Representative position. Justify the main reasons that the selected strategies would be effective.

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Compensation Structure: Kudler Foods

Given Kudler's new strategy, your team needs to create a compensation structure for the following six positions.
Store Manager, Cashier, Stock Person, Speciality Department Worker, Department Manager and Bagger.
Each member of the team should pick one to two positions to analyze. Each team member must analyze all six positions.
For each position, the team members must do the following.
a) Assess the value of the position using a job-based approach. The job based approach will assess the value that the specific position brings to the organization.

b) Assess the value of the position using a person-based approach. The persn based approach will assess the cerain skill sets or competencies that a person will need in order to sccessfully hold the position. NOTE: For the person-based approach, you may use a skill-based analysis or a competency-based analysis. Also discuss why your team selected the approach used.

In order to cmlete this job position analysis, you will need to research what other companies have done when conducting similar analyses.
Evaluates bot approaches (job-based and person-based) and creates a compensation structure based on both approaches. In considering both approaches, what will the compensation structure look like for each position? Justify your recommendations with research.

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