First, read the Case here: Ch 6 and 7 Case Analysis.pdf Answer the following questions based on Ch 6 and Ch 7 content: Ch 6. Job Analysis 1. What do you think of Bob's plan for conducting his job analysis? (see page 132 - 142, pay particular attention to what is necessary for a reliable and valid Job analysis method: also convey your understanding of what the most recommended techniques) 2. What additional insights could Bob gain utilizing websites like O'Net and and bls.gov? (so to one of these websites and report back at least one piece of information that might be relevant to Bob). Ch 6 - Job Evaluation 3. Which job evaluation technique do you think Bob should use when he gets to that step? Why? (see pgs 142-150, this will require you briefly explaining the differences between techniques in terms of time, resources, and complexity) Ch 7 - Market Analysis and Compensation Policy determination 4. Should Bob just skip the job analysis and job evaluation and go straight to market pricing? Why or why not? (this is a combination of ch 6 and ch 7) 5. Identify/describe at least one readily available resource that has market survey data Bob could utilize for his market analysis (og 158-1611 . what are the benefits to using this source? what are the risks? even it he can acquire this market survey data, what additional steps/considerations will have to be made? (pes 169-170) 6. Make a final recommendation. What should Bob's approach be market meet market lag, market match? (pg 173 174) Should different job families have different policies cleaners vs support stam? 7. Given the budget constraints, what other pay mix policies could Bob suggest to still attract top candidates to CCC? (page 174-175) Further Expectations Most importantly. I am specifically looking to see if you can adopt and apply relevant concepts and key terminology in a manner that clearly demonstrates your understanding of course materials To carn all points on this assignment, your submission will need to be at least 750 words written by you (excludes copy/paste of questions) Utilize MANY course concepts and key terminology correctly directly and clearly answer all specific questions asked utilize a clean and professional format (use of appropriate paragraphs and/or use of numbers aligned with questions asked) be well-written with no typos or grammatical errors and be of an overall high quality-similar to what you would actually produce for a work assignment for your own boss or manager. As the Office Manager at Custom Carpet Cleaning (CCC), Bob Huffman must handle a wide range of responsibilities. As the company has grown to over fifty employees, the human resource management practices of the company have become a more significant part of his role. Bob has had little formal education or training in human resources management but works hard to ensure that the company manages its staff and hiring effectively. With a new fiscal year approaching, Bob is examining many aspects of the company's budget. As he reviewed the payroll budget, he noted some wide variations in pay rates of the carpet cleaners across the company's seven locations. He is also trying to more accurately budget for the new hires the company will need to bring on board if they want to continue growing at the rate of two new locations a year. He has noted that in some locations the pay rates of his current employees seemed to be higher than what the competition pays; in others, the rates seem much lower. Pay rates and pay increases are determined at each location by the local supervisor and as a result, there is not consistency in the company's pay practices. Further, some of the pay differences may be justified. Different locations work on different types of assignments and the jobs the carpet cleaners do may be different. For example, some locations work primarily at residential clients. Cleaners at these locations work directly with the clients and need strong sales and customer service skills in addition to carpet cleaning skills. Whereas locations that work primarily on commercial property have very little client contact, but they face tougher cleaning challenges and must have stronger technical skills. However, Bob does not have a good understanding of which locations have which kinds of responsibilities. His research on the SHRM website suggests that a good starting point for examining the company's compensation practice would be to conduct a job analysis and create written job descriptions, followed by a job evaluation and then market comparison. Based on what he learned through his research, he has decided to create a questionnaire to complete the job analysis process and he will ask one cleaner from each location to complete it. The questionnaire asks the employee to explain the tasks they complete and how they complete them. It also asks the employee to describe any equipment used. Bob plans to use the information collected in the questionnaires to create written job descriptions. Once he has the job descriptions complete, he will use them to help determine if internal pay rates are consistent and if the company is paying competitively in the market. In addition to carpet cleaners, the company needs to hire additional support staff. These hires will include customer service representatives, marketing and sales professionals and administrative staff. But recruiting the cleaners is going to be the biggest challenge. CCC is located in a geographic area that has multiple competitors. As a result, Bob will need to consider how to make the opportunities at CCC attractive to potential hires. Bob must carefully consider what the company's competitors are paying when determining the pay policy that CCC should pursue for the new hires. He is not sure if it is sufficient to match the pay of the company's competitors. CCC is a fairly new company, and he is concerned that top the most skilled cleaners will not be attracted to the opportunity unless the pay is higher than competitors. However, as the company has serious budgetary constraints and Bob is not sure if the company can afford to lead the competition