ANSWER ALL QUESTIONS Write a 4 page memo outlining O*Net findings used to prepare a CapraTek regional sales representative job description. Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1. SHOW LESS The hiring process starts with a job analysis. Individuals tasked with writing job descriptions must include qualifications and requirements that are specific and measurable. They must also identify the unique characteristics and relationships associated with a position. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: Competency 1: Describe how hiring practices support an organization’s strategy. Articulate the components of a job description for a position. Competency 2: Assess approaches for recruiting, selecting, and retaining talent. Identify the knowledge, skills, and abilities required for this position. Competency 3: Explore technology tools that support recruiting and staffing management. Identify wage information and employment trends for this position in a selected state. Competency 4: Analyze the impact of legal and regulatory issues on staffing management. Explain why a job analysis is a requirement for any recruiting and selecting process. Competency 5: Communicate in a manner that is scholarly and professional. Communicate in a professional manner that is appropriate for the intended audience. Assessment 3 Write a 4 page memo outlining O*Net findings used to prepare a CapraTek regional sales representative job description. Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1. SHOW LESS The hiring process starts with a job analysis. Individuals tasked with writing job descriptions must include qualifications and requirements that are specific and measurable. They must also identify the unique characteristics and relationships associated with a position. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria: Competency 1: Describe how hiring practices support an organization’s strategy. Articulate the components of a job description for a position. Competency 2: Assess approaches for recruiting, selecting, and retaining talent. Identify the knowledge, skills, and abilities required for this position. Competency 3: Explore technology tools that support recruiting and staffing management. Identify wage information and employment trends for this position in a selected state. Competency 4: Analyze the impact of legal and regulatory issues on staffing management. Explain why a job analysis is a requirement for any recruiting and selecting process. Competency 5: Communicate in a manner that is scholarly and professional. Communicate in a professional manner that is appropriate for the intended audience. Competency Map CHECK YOUR PROGRESSUse this online tool to track your performance and progress through your course. Toggle Drawer Context Job analysis can be seen as the foundation on which the entire staffing process is built. An effective job analysis informs which knowledge, skills, and abilities (KSAs) are needed to effectively perform the job. Toggle Drawer Questions to Consider To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. How would you go about gathering data for a job analysis? From whom would you get the data, and why that person? What value would a job analysis have for the employer and candidate alike? Which strategies are most appropriate for a lower-level hire as opposed to a manager? Toggle Drawer Resources Required Resources The following resources are required to complete the assessment. Library Resources The following e-book from the Capella University Library is linked directly to this course: Arthur, D. (2012). Recruiting, interviewing, selecting, and orienting new employees (5th ed.). New York, NY: AMACOM. Chapters 5–7. Internet Resources Access the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication. U.S. Department of Labor, Employment & Training Administration. (n.d.). O*NET online. Retrieved from http://www.onetonline.org Suggested Resources The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom. Capella Resources Click the links below to view the following resources: Job Analysis. Reliability and Validity. Multimedia Click the links provided below to view the following multimedia pieces: Understanding the Talent Lifecycle: Recruiting, Selection and Onboarding with Richard Wagner | Transcript. Library Resources The following e-books and articles from the Capella University Library are linked directly in this course: Barrick, M. R., Dustin, S. L., Giluk, T. L., Stewart, G. L., Shaffer, J. A., &Swider, B. W. (2012). Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity. Journal of Occupational & Organizational Psychology, 85(2), 330–352. Giordano, A., Clarke, P., & Borders, L. D. (2013). Using motivational interviewing techniques to address parallel process in supervision. Counselor Education and Supervision, 52(1), 15–29. Mansfield, R. S. (1996). Building competency models: Approaches for HR professionals. Human Resource Management, 35(1), 7–18. Wood, L. (2013, July 4). Getting the whole truth: Interviewing techniques that get you the information you need in today’s environment. M2 Press Newswire [Dublin], 1. Course Library Guide A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4045 – Recruiting, Retention, and Development Library Guide to help direct your research. Internet Resources The resources listed below are relevant to the topics and assessments in this course but are not required. Please note that URLs change frequently. Permissions for the following links have either been granted or deemed appropriate for educational use at the time of course publication. Sady, K., Dunleavy, E., & Aamodt, M. (2013, November 12). UGESP series #6–The purpose and importance of job analysis research [Blog post]. Retrieved from http://www.dciconsult.com/ugesp-series-6-the-purpose-and-importance-of-job-analysis-research/ Society of Human Resource Management. (2012). Job analysis: How do I conduct a job analysis to ensure the job description actually matches the duties performed by the employee in the job? Retrieved from http://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx U.S. Office of Personnel Management. (n.d.). Job analysis. Retrieved from http://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/job_analysis_presentation.pdf Bookstore Resources The resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation. Heneman, H. G., III, Judge, T. A., & Kammeyer-Mueller, J. (2015). Staffing organizations (8th ed.). Boston, MA: McGraw-Hill Education. Chapter 4. Assessment Instructions Note: Complete the assessments in this course in the order in which they are presented, beginning with Assessment 1. Preparation To prepare for this assessment, complete the following: Read Chapters 5 and 7 and review Chapter 6 in Arthur’s Recruiting, Interviewing, Selecting, and Orienting New Employees e-book, linked in the Resources. Read the scenario below. Scenario Alfred! will be produced in a new manufacturing facility. Groundbreaking on the new facility will begin this summer with full operations to be accomplished in three phases over the next two years. Distribution of the Alfred! device and components will be through existing distributors and retail outlets. While most of the new hires associated with this product line will be at the new manufacturing facility, four regional sales representatives will be hired to support the new product line. Requirements You have been asked to develop a job analysis, job specifications, and a job description for the four regional sales representative positions. To develop the initial information for this assessment, use O*Net OnLine, a U.S. Department of Labor-sponsored Web site of occupational information containing a database of both standardized and occupation-specific descriptors, linked in the Resources. Hint: Begin your search by clicking Find Occupations. Then, under the Career Cluster heading, go to Marketing, Sales, and Service. From there, you can search for a sales representative in any of the technical fields. Write a memo to your supervisor outlining your findings, and explain why a job analysis is required for any recruiting and selection process. In addition, address the following: A tentative wage plan and the knowledge, skills, and abilities needed for this job. The job duties, qualifications, education, work experience, and job competencies required. Wage information and employment trends for this position in your chosen state. Additional Requirements Required length is 3–4 pages. Use Times New Roman font, 12 point. Double space your memo. Conducting a Job Analysis Scoring Guide VIEW SCORING GUIDEUse the scoring guide to enhance your learning.How to use the scoring guide SUBMIT ASSESSMENT This button will take you to the next available assessment attempt tab, where you will be able to submit your assessment.

    MEMO

    TO:

    FROM:

    DATE:

    SUBJECT: O*NET Findings on Sales Figurative Collocation

    This Memo acts as an overview of the O*Net findings adventitious concerning the CapraTek regional sales figurative product collocations. It as-well-mannered provides an plan of the main demandments during the product demonstration order to determine that employee needs, restraintmal expectations and constitutional demandments own been prostadmonish into compensation. The product anatomy on sales figurative has been passed through uniform orderes involving assemblepoch and explanation of suited not attributable attributableice, accordingly, providing guidelines restraint cogent validation exertion.

    Hiring Practices and Restraintmal Strategies

    A designation of the product demandments including duties and responsibilities is solution to the hiring order as tribe having the expend skills, abilities, and reachments needed to fulfil the product gain be infered. Acquiring operative and reachmentscogent personnel in the scene calls restraint a authentic recompense which instantly impacts internals their product fulfilance. The HR order should compmount magnitude that ever inauguadmonish a prolific restraintmal humanization (Arthur, 2012). That is, the progression and assumptions among the stcogent that mconservation and wave their beliefs and other real aspects of the productplace.

    A good-natured-natured restraintmal infamy picture attracts tribe who would grow among the restraintm and resist those who would be past causative in a incongruous certain environment. A strategic oppidan humanization enables tribe to product unitedly in the order of parley the prepared restraintm’s goals and objectives (Barrick et al., 2012). It is as-well-mannered material restraint the team to infer investing in the supply order to reach the most probcogent personnel restraint the sales figurative product collocation. The strategies utilized by the stcogent should determine that it begets interests on twain the locomotive and inert product seekers.

    Approaches restraint recruiting, selecting and Retaining Magnitude

    The supply order should determine that the fit skills own been adventitious into the restraintm as this is a main plod to enhancing restraintmal fulfilance. The anatomy provides first not attributable attributableice restraint the product demonstration including passing a fulfilance re-examination, creating producter’s product objectives and goals, establishing product titles as polite-mannered-mannered-mannered as determining the expend levels of grades and remuneration roves restraint the collocation (Society of HRM, 2012). The HR order should be prepared in such a controlm that aligns virtual staff to restraintms operations, productivity and in alignment with the regular goals and objectives.

    To causatively furnish the best during the hiring order, creativity, vigor, and disjunction of contrariant strategies ought to be infered among the supply order. Most of the luxuriance gain be executed during the product order restraint the sales figuratives to know their products easily which is idiosyncratic of the solution demandments restraint the product collocation.

    Technology Tools

    O*Net, an online database, has been utilized in the product anatomy order. It provides insights on popular trends among plain occupations and an knowing of the product divulge. Some tools could be applied to escape in the supply order such as the conservation of frequented recruiting, telerecruiting and frequented mail which attracts the inert product seekers who in numerous cases are exclusive.

    The wepoch whole rove encircling $25.23 hourly ($52,490). The level of encroachment in this scene is expected to mount at a admonish of 5% to 8% among the contiguous ten years. Focusing on the sector’s enlargement and unromantic statistics, an estimate of 252,400 product collocations are expected to be discloseded among a 10-year limit.

    Sales Figurative Product Collocation

    Sales figurative should be cogent to interact with consumer and the restraintm to know the demandments of each verge. They should as-well-mannered be cogent to beget solutions and improve a level general of the sales order through such activities as compensation of innovative leads on trade frequentedories. The sales figurative must know their products internally and quenched. Some skills should be emphasized upon during the skills and demandments demonstration. Customer labor skills are qualitative whereby they are demandd to talk fluently and in a favorefficient controlm to clients and virtual clients, know their needs and aid them in making choices. They should be cogent to divulge incongruous features to the consumers as polite-mannered-mannered-mannered as be cogent to acceptance some of the questions that they legislation own. Flexibility and identity should be looked upon gone conservationrs are incongruous accordingly portraying varying bearing.

    Constitutional and regulatory Issues internal Staffing Management

    There stop some regulatory decrees that should be infered during the product anatomy order which affects the hiring order. The U.S. Office of Personnel Management (n.d) lays down contrariant governing principles that ought to be applied to the preference order as polite-mannered-mannered-mannered as dictating how product anatomy should be passed. The federal decree demands each supply order of idiosyncratic restraintms and the federal legislation to be inveterate on a product anatomy. This order is material in identifying abilities, skills and reachments demandments restraint fulfiling detail responsibilities and duties as polite-mannered-mannered-mannered as material factors of petitioner evaluation.

    The product designation order should be nondiscriminatory in nature that should escape product supply and kind criteria that demand tangible restraintce and educational levels that are not attributable attributable attributable qualitative restraint the sales figurative collocation. Nondiscriminatory strategies should be incorporated into the product demonstration order on incongruous issues such as pursuit, sex, creed, exoteric spring, varnish, restraintfeiture, epoch, medical or rise license conservation, pregnancy or equable soldierly labor. The cunning crafted in the employee adoption order should be equitcogent and beautiful, should regular disclosed and consonant message among the restraintm and should regular employees expectations restraint the detail product they are applying restraint.  The decree as-well-mannered lays down the penalties that could be imposed upon the stcogent on incidences where it fails to as the constitutional obligations.

    Concern of Product Anatomy

    Product anatomy on the sales figurative collocation is solution to knowing the restraintemost demandments among the diligence. It determines that constitutional, restraintmal and special issues own been implied precedently product demonstration is executed. The product anatomy order establishes the basic expectations of a detail product and searching aspects such as special characteristics demandd restraint the product as polite-mannered-mannered-mannered as activities complicated (Sady et al., 2013). Popular demandments could as-well-mannered disagree with the preceding stipulations. This could exhibit practicable insights into the advenient in the scene which affects the hiring order. Luxuriance needs among the product collocations could be certain during the product anatomy order. This could be telling as the restraintm can know its financial obligations associated with the luxuriance and dissatisfaction of employees.

    References

    Arthur, D. (2012). Recruiting, conferenceing, selecting, and orienting newlightlight employees (5th ed.). Newlightlight York, NY: AMACOM.

    Barrick, M. R., Dustin, S. L., Giluk, T. L., Stewart, G. L., Shaffer, J. A., &Swider, B. W. (2012). Petitioner characteristics driving moderate impressions during rapport building: Implications restraint encroachment conference vigor. Journal of Occupational & Restraintmal Psychology, 85(2), 330–352.

    Sady, K., Dunleavy, E., & Aamodt, M. (2013, November 12). UGESP sequence #6–The intention and concern of product anatomy learning [Blog shaft]. Retrieved from http://www.dciconsult.com/ugesp-series-6-the-purpose-and-importance-of-job-analysis-research/

    Society of Human Resource Management. (2012). Product anatomy: How do I pass a product anatomy to determine the product designation in-fact matches the duties fulfiled by the employee in the product? Retrieved from http://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx

    U.S. Office of Personnel Management. (n.d.). Product anatomy. Retrieved from http://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/job_analysis_presentation.pdf