Job Analysis The systematic process of determining the skills, duties, and knowledge required for performing jobs within the organization. Accurate job descriptions and job specifications are documented to provide a summary of duties and responsibilities, and essential tasks for specific jobs. The Job Analysis informs decisions made in regard to: Staffing Determining qualifications, knowledge, skills, and ability levels for necessary production Training & Development Job Descriptions aid in the development of necessary training development programs Performance Appraisals Accurate Job Descriptions provide a template for evaluations of accomplishments Compensation An accurate Job Analysis provides insight into the market value Legal Considerations & Compliance- A number of legislative acts require compliance for standards, pay, selection methods, safety and health, and disability accommodations. Our Job Analysis will use a combination of methods. We will focus on observation and interviews to analyze current positions. We will use a functional job analysis to assess future needs. Basic position and pay information Information developed to assist with the development of the job description and job classification. This information will be different for each position being recruited: Payroll Title The Payroll title and associated title code Pay Grade/Step Working Title Market titles should be recognizable and common to various industries as most job seekers search for commonly referred to market titles when conducting online job searches Total numbers of employees supervised Special Requirements and Conditions: o Specific requirements job seekers must possess or complete in order to be hired (e.g. background check, valid drivers license, etc.) o Bona Fide Occupational Qualifications (BFOQs) which are in compliance with applicable policies (e.g. physical or mental requirements) 4 Technology Solutions NW Essential Job Functions Essential job functions describe the duties and responsibilities of a position. A job function is considered essential when the performance of the function is the purpose for the position. Typically, an essential function occupies a significant amount of time of the employees time and requires specialized skills to perform. Functions of the job which are critical for the position are arranged by importance and percentage of time spent Complexity level and authority for the role should be described to help attract the appropriate level of qualified candidates Essential tasks listed should be inter-related to the accomplishment of the essential function. Minimum Requirements The minimum requirements or basic qualifications needed for the position. The minimum requirements should support the accomplishment of the essential function. Preferred Qualifications Preferred qualifications are skills and experience preferred in addition to basic qualifications and can be used to narrow down the pool of applicants. These preferred skills, knowledge, abilities and competencies can describe a more proficient level at which the essential functions can be performed Recruitment A carefully structured recruitment plan maps out the strategy for attracting and hiring the bestqualified candidate and helps to ensure an applicant pool, which includes women and underrepresented groups including veterans and individuals with disabilities. Recruitment plan: I. Posting Period a. Open until filled is an option for positions that allow the posting to remain open and viewable on the career site until filled. This option is recommended for all recruitments. b. Continuous Recruitment To be used only for on-going recruitment II. Additional Advertising Resources A variety of recruiting sources (both internally and externally) should be utilized to attract candidates who reflect the diversity values of our workforce. 5 Technology Solutions NW Print Advertisement Social Media Job Fairs III. Diversity Agencies Agencies that assist women and under-represented groups: Developing relationships and a pipeline of potential candidates with these agencies allows candidates to have a better understanding of your staffing needs and our mission and values. IV. Resume Banks Resume banks are another good source for identifying qualified candidates. Job seekers post their resume to these that are then searched by prospective employers. Monster.com Careerbuilder.com Indeed.com Selection Review Applicants and Develop Short List Once the position has been posted, candidates will apply via electronic submission. Candidates will complete an electronic application for each position (resume and cover letter). Candidates will be considered Applicants. Conduct Interview The interview is the single most important step in the selection process. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both. By following interviewing guidelines, we will ensure we have conducted a thorough interview process and have all necessary data to properly evaluate skills and abilities. Virtual Interviews: To reduce travel costs and time associated with interviewing out of area applicants, virtual interviews can provide an alternative method to in-person interview. Interview Questions The selection process will utilize the panel interview process to assess candidates to ensure efficiency and cross platform communication. Questions should be relevant to the position and seek information on specific skills and abilities to perform the job such as describe your experience working in an fast-paced environment. Interview questions not pertaining to the current requirements of the position are not to be 6 Technology Solutions NW used. It is illegal to ask applicants questions that are not job related and/or personal in nature or that would otherwise solicit protected information. Testing and other Selection Methods Job Knowledge Tests Testing process for all IT Production level candidates. Tests and other selection methods such as requesting work or writing samples and presentations are additional tools used to assess candidates. However, use must comply with EEOC guidelines. Tests and the selection tools used should not be relied upon as the only screening mechanism. Interviews and reference checks should carry considerable weight in the overall decision process. Select Hire Upon completion of the recruitment process the offer to the selected finalist is made. It is important that each recruitment be properly closed, including the notification of those interviewed and not selected, as well as all documentation associated with the recruitment filed. Company Positions Under Consideration Job Title: IT Project Manger Classification: Full Time Exempt Employee Department/Division: IT Production Location: Portland, OR Pay Grade: Level IV Date of Job Analysis / Expiration Date 12.2014 / 1.2016 Duties/Responsibilities Cost/Benefit Analysis Working with the basis for project initiation Developing Project Documentation Developmental, operational, historical Leading the Team Delegating, offering incentives, empowering, disciplining, conflict resolution Negotiating For resources, defending estimates Using Cost Management Software Meeting organizational requirements Resource Allocation Human resource loading and leveling Contingency Planning Mitigating risk, establishing viable alternatives Participating in Project Phase Reviews project status, go/no-go analysis 7 Technology Solutions NW Job Specification Education: University Degree in a related subject/Project Management Certification Experience: 2 to 3 years planning and/or management experience Skills Required: Word processing, Simple accounting, Data base management, Spreadsheets, E-mail & Internet Job Title: Sales Manager Classification: Full Time Exempt Employee Department/Division: IT Sales Location: Portland, OR Pay Grade: Level IV Date of Job Analysis / Expiration Date 12.2014 / 1.2016 Duties/Responsibilities Responsible for obtaining profitable results through the sales team by developing the team through motivation, counseling, skills development and product knowledge development. Manage the sales administration function, operational performance reporting, streamlining processes and systems wherever possible, and advising senior management on maximizing business relationships and creating an environment where customer service can flourish. Responsible for managing the sales team, developing a business plan covering sales, revenue, and expense controls, meeting agreed targets, and promoting the organizations presence throughout Pacific Northwest. Assist in the development of the annual marketing plan, specifically advising on: realistic forecasts for each product and territory (based on historical data, market trends, competitive activity, promotional strategy and sales effort), realistic costs of operating the sales force; and sales promotion program plans. Ensure that all sales representative activities are in accordance with the current guidelines Job Title: Network Engineer Classification: Full Time Exempt Employee Department/Division: IT Support Location: Portland, OR Pay Grade: Level II Date of Job Analysis / Expiration Date 8 Technology Solutions NW 12.2014 / 1.2016 Duties/Responsibilities Establishes networking environment by designing system configuration; directing system installation; defining, documenting, and enforcing system standards. Maximizes network performance by monitoring performance; troubleshooting network problems and outages; scheduling upgrades; collaborating with network architects on network optimization. Secures network system by establishing and enforcing policies; defining and monitoring access. Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Accomplishes information systems and organization mission by completing related results as needed. Reporting network operational status by gathering, prioritizing information; managing projects. 9 Technology Solutions NW HUMAN RESOURCES DEVELOPMENT Training & Development Provide staff development courses designed to help employees enhance their contributions to the companys mission and goals; provide opportunities for career growth; and assist employees in performing current and emerging position responsibilities effectively. Our company will utilize a blended training method for development. Instructor Led Training will be provided for critical skill development through outsourced development institutions. E-Learning will be utilized to allow staff on-demand training experience for flexibility and cost effectiveness in non-critical skill development. Specifics: Initial orientation for new staff in regards to company polices, corporate culture, teamwork, employee development, and performance. Maintaining network engineer software and hardware specific certifications Maintaining or achieving project management specific certifications Maintaining or achieving office software application best practices Implementation Implementation schedule of instructor led training will be based on certification shelf-life and company needs assessment. Implementation schedule of E-Learning training will be on-going and continuous. Evaluation of Training & Development Evaluation will be based on accomplishment of job specification goals and productivity data through benchmarking. ISO 9001 Quality Assurance training standards requires full documentation of training activities. Performance Management & Appraisals Performance Management Performance Management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. A formal performance appraisal is an important opportunity to summarize the informal evaluations of the employee's performance over a longer period of time. Lastly and most importantly, provide a discussion of what you think of the overall strategic plan, do you think it is a strategy headed in the right direction, and list one thing you would recommend to improve the plan? 9th question should include terms we've covered in the class so far. the terms we learned - -. analyze the ethical implications of organizational human resource policies and management actions in specific situations,. discuss the legal environment in which human resource decisions are made, and the legal and procedural considerations involved in hiring, testing, training, appraising, disciplining, and terminating employees;. identify significant Federal and State employment laws, and significant cases and court decisions, applicable to management decisions;. explain a systematic approach to managing diversity in the workplace;. discuss the advantages of specific employee performance appraisal processes and tools, including selection of appropriate appraisal methods for a given situation;. discuss the application of various compensation packages, including mandatory and optional benefits;. define compensation models including variable pay, executive perks, traditional and flex plans, and progression analysis;. participate in Human Resource Planning (HRP), including human resource forecasting, and select appropriate methods for a job analysis;. design a basic training and development plan that uses appropriate training methods and delivery systems;. identify and discuss issues associated with recruitment and selection;. understand Federal and State occupational safety and health processes and basic guidelines;. discuss current legal and social issues associated with downsizing organizations;. identify the differences between union and nonunion organizations, and describe the importance of union/management relations;. discuss the impact of globalization on Human Resource Management