Job position one: Assistant Manager
Overview: Dan reveals to Marquees how to prepare and cook pretzels.
Marquees is a good, dedicated employee, and Dan believes that the recent
improvement of store in revenue and efficiency is because of Marquees’
dedication. He has two daughters, which he tries hard to provide for,
and he has plan educating them up to college. Marquees have indicated
that he is considering another job opportunity since Pretzel Factory
does not provide medical benefits. This made Dan make some changes and
give Marquees $2500 to each of his daughter for starting a college fund.
Dan has also promised to provide medical benefits to Marquees and
partial ownership of the new kiosk that will be open soon. However, Dan
has not stated clearly whether the medical benefits to be provided are
for Marquees only or all full-time employees. According to Dan’s
action it seems that Dan knows that he has to pay good workers like
Marquees because have they worth experience, or else, they lose them
(Stewart & Brown, 2012).
Job position two: Delivery person
Overview: Gino and Dan deliver several pretzels to different stations
all over the city.
Gino is a hardworking employee, and he is surprisingly strong. Gino and
Dan deliver many boxes of pretzels to various locations all over the
city, and they are required to climb and down many stairs carrying
boxes. Dan finds this job quite dangerous. Gino attended college for a
short period and then decided to drop out since he considered that
college is not the right path. Currently, Gino has a student loan debt,
which he is struggling to repay. He also teaches dancing that is his
real passion. Gino caused Dan to create an alternative way of delivering
that is safer and easier to load the dock, as opposed to a huge flight
of stairs in order to reduce liability and improve safety. Dan also
agreed to pay the remaining student loan on behalf of Gino (Price,
My preferred method of collecting information for job analysis
People and organizations use several methods to collect data and carry
out job analysis. However, I prefer to use questionnaire research method
because it is effective. This technique provides employees with
questions that guide respondents in giving answers. The questions can be
open-ended, closed-ended or multiple-choice questions. These questions
determine how job analysis should be carried out. This method is
effective because employees have to think twice before writing anything
on questionnaires (Stewart & Brown, 2012).
A job description from job analysis
Concise and accurate job descriptions are important for any company’s
personnel management. Job description is applied when recruiting
applicants who have qualified and are capable of doing all duties that
comprise a job. During the interview process, the job descriptions may
be used to focus questioning on qualifications and tasks that a job
requires. Once employees have been hired and selected, they receive a
copy of the job description for them to know what is expected of them.
They should receive a form to sign explaining that they have obtained a
copy of the job description. Moreover, they should state that they
understand their job requirements, and they are ready to fulfill these
requirements (Sims, 2007).
First step of job analysis entail reviewing all company’s
documentation on the job that a person want to write new job
description. This includes previous job descriptions in case available
like evaluation forms, job advertisement and recruiting brochures. These
documents give a person the basis to work from when generating new job
description. Second step involve review of other companies similar jobs
descriptions. A person may even check books that have job descriptions,
to locate standard responsibilities for positions such as executive
assistant, secretary, clerk, and accountant. Later use these resources
to obtain a few ideas on the way to word the job description, and the
way to generate minimum the qualifications (Price, 2011).
After listing responsibilities that are usually associated with that
job, then the third step is to interview employee or employees, who are
or is currently in the position. Inquire the minimum qualifications
potential employees for the job require. The next step is stressing the
importance of including “minimum” qualifications, as well as
“essential” responsibilities. For instance, current employee in
Accountant position has CPA’s license and MBA (Sims, 2007).
In the fifth step, a person should compile all vital information and
remove any unnecessary information. All related tasks must be compiled
into one duty title if possible or practical. For instance, the employee
states duties may include processing outgoing and incoming mail, going
to post office, selecting/delivering mail to certain offices. In step
six, the person conducting the analysis should employees and manager a
copy of generated list. They should review the list and ensure that it
covers all duties required and minimum qualifications. Finally, use
notes from employees to revise job description list. After drafting the
final list then meet the personnel manager for final approval of the job
description list (Price, 2011).
Job description helps someone to ensure that personnel are using most
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Job Location: _
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Where to Apply:
Revised on date
Price, A. (2011). Human resource management. Andover: Cengage Learning
Sims, R. R. (2007). Human resource management: Contemporary issues,
challenges and opportunities. Greenwich, Conn: Information Age Publ.
Stewart, G. L., & Brown, K. G. (2012). Human resource management (2nd
Ed.). Danvers, MA: John Wiley & Sons, Inc.
JOB ANALYSIS/JOB DESCRIPTION PAGE * MERGEFORMAT 5
JOB ANALYSIS/JOB DESCRIPTION 1
Job position one: Assistant Manager