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InterClean Job Analysis

1. Identify the analysis method (s) you feel appropriate.

There are five analysis methods that would be appropriate in selecting an individual that is an organizational fit within the sales department such as:

? Competency Profiling-this modeling method measures a candidates overall compatibility with the organization. It takes into account the candidates skills, personal and professional characteristics, attributes, personality, nature of competitiveness, values, knowledge, and abilities.

? Threshold Traits Analysis (TTAS)-this method was established in 1970 by Felix Lopez, the objective is to evaluate 33 traits specifically geared towards attitudinal behavioral characteristics that categorize an employees abilities of what they "can do" and what they are "willing to do."

? Common Metric Questionnaire (CMQ Model)-this model evaluates an individuals interconnectedness with other employees, staff members, and/or sales team. This model also tests an individual's mental acuity and/or capacity to take on certain tasks associated with primary job functions. For instance, a sales person must be aggressive and able to handle rejection well without letting fear of rejection hinder him/her from exceeding corporate expectations.

? Position Analysis Questionnaire (PAQ Model)-" PAQ model is a questionnaire technique of job analysis. It was developed by McCormick, Jeanneret, and Mecham (1972). The PAQ Model is a structured instrument of job analysis to measure job characteristics and relate them to human characteristics. It consists of 195 job elements that describe generic human work behaviors." (Ngo, 2011).

? Critical Incident Technique (CIT Method) this method identifies critical behavioral work patterns. The CIT method allows the evaluator to differentiates between good behavioral work patterns and poor behavioral work patterns.

"Many of the world's best managed companies have come to embrace competency-based performance and talent management systems as an effective means to increase their competitiveness. Defining, assessing and developing the competencies necessary for business success should be a critical part of any human resource strategy that strives to add value and leverage the organization's capabilities." (Mercer, 2008).

2. Describe 4 to 5 main job duties and specifications that will pertain to the new sales department. Be specific.

According to the qualifications of the sales team of InterClean, it is apparent that the new job functions should revolve around strengthening the areas each member was predominantly weak in, such as customer retention and relations, ensuring consumers are satisfied with the organizations products/services and developing solutions that would reverse potential negative feedback, consumer follow through and service maintenance. There were a couple of outside sales representatives of InterClean that may not be skilled in certain areas, if this is the case than a training and development program may be necessary to ensure that employees are aware of new and existing trends. One of the focal points of InterClean and EnviroTech's acquisition is to establish relationships with consumers in an effort to enhance reputation of the company.

Customer Service Relations and Sustainability-One of the main functions of a sales representative is to ensure that consumer needs being met. According to InterClean's new sales force, most of the members fail maintain consumer relations, this will ultimately result in a decline in consumer loyalty. Another duty is to"Ensure that each customer receives outstanding service by providing a friendly environment, which includes greeting and acknowledging every customer, maintaining solid product knowledge and all other aspects of customer service."

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1. Identify the analysis method (s) you feel appropriate.

There are five analysis methods that would be appropriate in selecting an individual that is an organizational fit within the sales department such as:

? Competency Profiling-this modeling method measures a candidates overall compatibility with the organization. It takes into account the candidates skills, personal and professional characteristics, attributes, personality, nature of competitiveness, values, knowledge, and abilities.

? Threshold Traits Analysis (TTAS)-this method was established in 1970 by Felix Lopez, the objective is to evaluate 33 traits specifically geared towards attitudinal behavioral characteristics that categorize an employees abilities of what they "can do" and what they are "willing to do."

? Common Metric Questionnaire (CMQ Model)-this model evaluates an individuals interconnectedness with other employees, staff members, and/or sales team. This model also tests an individual's mental acuity and/or capacity to take on certain tasks associated with primary job functions. For instance, a sales person must be aggressive and able to handle rejection well without letting fear of rejection hinder him/her from exceeding corporate expectations.

? Position Analysis Questionnaire (PAQ Model)-" PAQ ...

Solution Summary

1. Identify the analysis method (s) you feel appropriate.

There are five analysis methods that would be appropriate in selecting an individual that is an organizational fit within the sales department such as:

? Competency Profiling-this modeling method measures a candidates overall compatibility with the organization. It takes into account the candidates skills, personal and professional characteristics, attributes, personality, nature of competitiveness, values, knowledge, and abilities.

? Threshold Traits Analysis (TTAS)-this method was established in 1970 by Felix Lopez, the objective is to evaluate 33 traits specifically geared towards attitudinal behavioral characteristics that categorize an employees abilities of what they "can do" and what they are "willing to do."

? Common Metric Questionnaire (CMQ Model)-this model evaluates an individuals interconnectedness with other employees, staff members, and/or sales team. This model also tests an individual's mental acuity and/or capacity to take on certain tasks associated with primary job functions. For instance, a sales person must be aggressive and able to handle rejection well without letting fear of rejection hinder him/her from exceeding corporate expectations.

? Position Analysis Questionnaire (PAQ Model)-" PAQ model is a questionnaire technique of job analysis. It was developed by McCormick, Jeanneret, and Mecham (1972). The PAQ Model is a structured instrument of job analysis to measure job characteristics and relate them to human characteristics. It consists of 195 job elements that describe generic human work behaviors." (Ngo, 2011).

? Critical Incident Technique (CIT Method) this method identifies critical behavioral work patterns. The CIT method allows the evaluator to differentiates between good behavioral work patterns and poor behavioral work patterns.

"Many of the world's best managed companies have come to embrace competency-based performance and talent management systems as an effective means to increase their competitiveness. Defining, assessing and developing the competencies necessary for business success should be a critical part of any human resource strategy that strives to add value and leverage the organization's capabilities." (Mercer, 2008).

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