Job analysis

Job analysis

Job analysis refers to the step-by-step identification and specification of a given employment post or position’s requirements. Precisely, it further entails the systematic study and research on jobs to identify and determine the activities and requirements that they entail, their relevant essence and importance while comparing with other jobs, the individual necessities and qualities needed for one to perform the jobs and the conditions in which the job is to be carried out. In this case, much focus cast over the job analysis for the expansion of Pepsi Cola Company into Deriver in Colorado. A crucial concept in this paper is based on the analysis of the job in regard to the evaluation conducted on what activities take place in Pepsi Cola Company. Job analysis is a very crucial aspect as it can result into competitive and admirable outcomes when successfully executed. In other words it lays the foundation of every organization that aims at a smart success.

In many occurrences or instances, job analysis is majorly documented through a questionnaire prepared on a given job and in the end the resulting document is the job description which clearly includes the defined job specifications that is the preferred qualifications for the job. In most organizations jobs entails staffs. Therefore, job analysis proceeds through by determining the roles and duties of the members occupying these positions. And in return, the managers will be in a better chance to know what characteristics and skills to look for in the people intended to be hired.

Job analysis has got a process. First it begins with the collection of information. This information is based on the job’s actual work activities e.g. teaching, cleaning, painting or selling. The information will include when, how and why the working staff will have to carry out the activities intended. Second, job analysis gathers information on the various human behaviors. Some of these behaviors are communicating, writing, sensing and deciding. It is advisable also to include information as pertaining the demands of the job such as the distance covered in walking etc. Thirdly, this analysis assembles information on the machines, equipment, work aids and tools needed. This will acquire knowledge on the materials to be processed, tools to be used, and the services rendered e.g. repairing, teaching and repairing.

In addition information on the job’s performance levels that is, the quantity and qualities of the job roles. This will aid in the upgrading of the workers. Job analysis also provides information on the job context. This deals with matters on the physical working conditions and terms, the working timetable, including the social context. Taking into consideration the number or size of the working personnel with whom the worker will be interacting with. Another information to be contained in this analysis is based on the human requirements. This is based on what requirements and qualities that are related to the job in question. This will include skills such work experience, training and education. Also personal traits like personality, aptitudes, interests and physical characteristics.

In continuation, another stage involved in the job analysis, is the review of the relevant background information e.g. existing job descriptions, charts of processing and charts of organization. As for the organizational charts, this refers to the charts showing the organization and diversification of work, including headlines and titles of each position and connection parameters which indicate the one who reports and talks to who. Work flow charts or rather process charts aid in indicating the flow and movement of inputs and outputs in a given organization.

Furthermore, another crucial and essential stage in job analysis is the selection of a representative position. There may exist a huge number of many related jobs that needs to be analyzed. For example it is irrelevant to analyze and dwell on three hundred national assemblies yet a sample of ten assemblies can be of the same importance. Next is the real and actual analyzation of the job in question by assembling the necessary data relevant to that via proper observation, interview or any relevant methods. Then verification of the analysis of the content of the job analysis with the working personnel carrying out the task not forgetting his or her relevant supervisor.

The final stage is the development of job descriptions and job descriptions. Job description refers to to a document that describes a combination or list of a job’s roles, duties, working conditions, functions, tasks and responsibilities pertaining supervision. This stage also entails job specifications, which refers to a document that highlights the job’s human requirements i.e. the education, personal qualities, skills, attributes and knowledge. Job analysis, job description and job specifications are of ultimate importance because they have a wide range of uses.

The uses of a job analysis include; first, it aids in establishing an effective and fair hiring practices. The information contained in the job analysis aid an entrepreneur when recruiting and selecting in identifying who to employ based on their qualifications. Job analysis helps the employers in coming up with the selection criteria. This will result to the best candidate to be selected depending on their abilities, knowledge and skills needed to execute the very task successfully hence enhancing fairness. Job analysis enhances fairness in the event that an employer goes to court with claims of discrimination. A firm can be in a chance to defend themselves by claiming that the whole process of selection was fair by supporting their claims with a selection criteria derived from a job analysis. This led to the issue of job analysis being introduced in America’s law as a compulsory step to follow suit of while selecting disabled employees.

Another essential use of the job analysis is it aids in the development of training and appraisal programmers and activities. Organizations can as well use the information and content contained in job analysis to gauge and assess the needs required in training together with evaluating further training programs. The analysis highlights what an employee ought to do. After which the managers and employers detect and identify the jobs and tasks that are executed as per the expectations and which ones are not. Then the manger will decide whether the ones that have not been done as expected, can be upgraded via training. This also allows the human resource professionals to prepare materials to use in teaching the trainees on how to work out the relevant tasks. Then the success of the preceding training is determined by the proceeding job analysis that will determine whether there is improvement.

In order for Pepsi Cola Company to execute its e a number of role perfectly and successfully, it has to create a number of positions which include the following;

• Chief Executive Officer (CEO).  The CEO will be the boss and head of everyone and will be responsible in case of any activity taking place in the firm. They oversee the company’s strategies laid down. They will also employ and come up with the senior team. In addition they will make the final call on how resources get distributed out.

To note, The CEO’s skills must include innovative thinking, the ability to be above the daily happenings and determine where the organization is heading. They ought to be able to decide on behalf of the company on the best route to follow in regard to the future market conditions.

The CEO’s core skill, nevertheless, is in employing and firing. A CEO might be able to lay down strategy, foretell the future and be in control of the budget, but if they fail to employ the perfect team, they will have to master it all by themselves.

• Chief Operating Officer (COO). A COO deals with the company’s huge operational details. The company’s COO makes sure the firm can deliver in a daily basis. He thinks out just what needs to be weighed so as to tell if things are going on well. For instance, In a one-location retail firm, the manager in charge of the store is effectively the COO.
• President. There exists a diversified explanation on the role of the president. I’ve asked a number of executives, and each of them answers differently. Some claim that a president oversees staff functions—that is human resources, finance and strategy–while the COO gets in charge of the daily operations.  On the other hand, others say that the president does the same function as the COO, more so in smaller companies. Yet in some cases, the president fills gaps left by the COO and CEO. Or rather, the title is given to someone you want at the strategy department.
• Chief Financial Officer (CFO). Simply, CFO handles all issues regarding money. They come up with budgets and other financing strategies. They try to figure out whether it’s better for a firm to lease or buy. Then they come up with the control systems that watch out the company’s financial progress. The CFO figures out which customers and products will generate maximum profit.
• Chief Marketing Officer (CMO). The CMO’s major role is to own the strategies of marketing–and that mostly entails the sales strategies—in addition, the CMO oversees its implementation. The CMO will learn the firm inside out and aids one to position the firm’s products, then differentiate it from the competitors’ commodities, list down distributors, and ensure customers learn on how to crave the firm’s product. For instance, if the business’s success depends mainly on marketing, you need a perfect CMO.
• Chief Technology Officer (CTO).  A CTO should keep up on course with technology trends in the technology sector, then integrate those trends into the firm’s strategy, and ensure the company keeps updated when need arises. A firm needs a CTO because technology impacts the business strategically.

Working personnel; these refers to the rest of the employees who will aid in the day to day running of the business in the various sectors. These include the cleaners, security personnel, etc. But you’ll sometimes be wrong. The key to successful executive relationships is changing what your gut tells you.

Job analysis also helps in identifying and highlighting the qualities and traits to be possessed for one to qualify for a working slot in the Pepsi cola company, these traits include;

• Effective communication: Employers seek candidates with the ability to listen to instructions and act on those instructions under minimal guidance. They also want employees who speak, write, and listen effectively, organize their thoughts logically, and explain comprehensively everything in a clear manner.
• Computer and technical literacy: Almost all jobs nowadays require an understanding, ranging from basic to advanced, of computer knowledge including software, word processing, e-mail, spreadsheets, and Internet navigation.
• Problem-solving/Creativity: Employers always require people who can get them out of a pickle. Problem-solving ability can help you with making transactions, processing data, formulating a vision, and reaching a resolution. Employers want the assurance that one can conquer job challenges by thinking critically and creatively.
• Interpersonal abilities: Relationship-building and relationship-management are high priorities and preferences with many employers. These skills confirm that a candidate can relate well to others, both co-workers and customers.
• Teamwork skills: The ability to work well with others while carrying out a common goal is a long-running preference of employers. But so is the ability to work with minor supervision.
• Diversity sensitivity: In today’s world, cultural sensitivity together with the ability to build rapport with others in a multicultural environment is highly preferred by employers.
• Planning and organizing: Workplace life needs prioritizing and organizing information. Employers prefer people who, metaphorically, dig a well before they’re thirsty.
• Leadership and management: Leadership entails a strong sense of self, confidence, and a comprehensive knowledge of company goals. These are the qualities that motivate and inspire, ensuring a solid foundation for teamwork.

Employers continue to search for assurances that one can in some way generate money for them or save money for them. Skills useful in saving money are universally desired, inclusive of those nonprofit organizations.

Personal qualities that employers want

Here are some personal qualities that employers typically rate highly:

• Adaptability and flexibility: Nearly half of employers in a recent survey gave a high rating to “openness to new ideas and concepts.” They also like candidates who can work independently or as part of a team, changing gears when required, whether multitasking or adapting working hours and locale.
• Professionalism and work ethic: Employers seek productive workers with positive work ethics who stick with challenges until they meet them.
• Positive attitude and energy: The last to be picked and promoted are candidates who show gloomy outlooks and emotional immaturity. Exhibit a sunny outlook and energetic, organized behavior.