Tip 1. Please read the material under this tab, In Week 2 and Week 3 first. Week 2 and Week 3 have a series of exercises to lead you into the assignment. The Assignment 1 tab has a series of documents...

Please read through the assessment description and assessment example documents. I will provide those document so long as it required and mentioned


Tip 1. Please read the material under this tab, In Week 2 and Week 3 first. Week 2 and Week 3 have a series of exercises to lead you into the assignment. The Assignment 1 tab has a series of documents that take you step by step through the process, as well as providing templates for all the key steps. There is an example of a good (although not spectacular) assignment. Please read all that first.  Tip 2. This assignment is largely about filling out some forms (after collecting data). All you need to do is fill out the forms. The paper will then write itself.  Assessment 1 - Job Analysis and Description Assessment Description For Assessment 1, you will undertake a job analysis using two methods: a) job requirements job analysis; and b) competency-based job analysis. You will need to produce (1) a job description, and (2) a job specification for your job requirements analysis; and (3) a job description, and (4) a job specification for your competency-based analysis. You are also to include a short summary statement explaining how you addressed this task and appendices containing the various completed information sheets and task statements.  For further information and detailed instructions, see the section below on Assessment instructions (How to complete this assessment). Please note that some resources, including older editions of the textbook and examples of previously submitted assessments, refer to the job requirements job analysis as “job-oriented job analysis”. The two terms are equivalent.  Assessment Aims Job analysis is the cornerstone of good recruitment practice.  In order to successfully complete a recruitment and selection process, a recruiter must first understand the job.  This task requires you to analyse a job in two ways (job requirements analysis, and competency-based analysis), and use the results of your analysis to produce a job description and job specification for each method. All assessment tasks in this course are linked to one another and reflect actual work practices that HR practitioners engage with. By completing Assessment 1, you will demonstrate that you are able to: · CO1 undertake workforce planning, recognizing external and internal workforce conditions. · CO2 plan and conduct a job analysis to develop a job description and specification.  Assessment Instructions (How to complete this assessment) Your task is to produce two job analyses and related documents. Your documents should be written clearly, and in a style that can be understood by someone who is not an HR specialist (for example, a company manager). The job analyses you produce should also be persuasive, and offer a logical and convincing case. For this task, you will need to submit: two position descriptions; two job specifications; and a summary statement. Here is how you should go about completing Assessment 1: 1. Find a suitable job to analyse.  A ‘suitable’ job is one where you have sufficient information to complete your analysis.  For example, it could be a job you have held previously, or one you have some knowledge of. 2. Complete a job requirements analysis using the various forms.  3. Develop a position description and job specification based on your job requirements analysis. 4. Complete a competency-based analysis using the relevant forms.  5. Develop a position description and job specification based on your competency-based analysis 6. Write a summary statement (approximately 2 paragraphs) which includes:  a) a brief, non-technical description of the job; and b) an account of how you collected information about the job, including any people you interviewed or otherwise contacted to obtain information.  Assessment Advice and Resources In completing this assessment task, you should use the templates provided below. Your aim is to combine all parts of this assessment into a clear, logical document that can be easily understood by someone who is not an HR specialist (for example, a company manager). Assignment report format template · Assignment report template Job Requirements templates · Job requirements job analysis process · Job requirements job analysis information sheet · Task statement form · An amusing diversion (not part of the assignment) Competency-based templates * Competency-based job analysis process * Competency-based job analysis information sheet Position description and selection criteria template Position description and selection criteria template For further suggestions on how to complete Assessment 1, view the example:  Example Assessment 1 and this example of the summary paragraph. Work count Please note that the word count for this assessment is indicative, and should not be taken literally, as much of the text is already included in the templates.  If you complete the assignment using the various templates you will be deemed to have met the word count. Business report Job Analysis JOB ANALYSIS Recruitment and Selection of Organisational Talent Introduction This report explores the role of a checkout operator/ customer service team member in a large supermarket in Adelaide. In the summary, the report discusses the process of gathering information and compiling the report, the experience of completing the report and professional insights in the report. In the appendices, all supporting information can be found. Summary The checkout operator role entails a number of tasks, duties and responsibilities and a number of KSAOs that are needed to perform the role properly. The first step in completing this report was to gather the essential information. An incumbent and supervisor needed to be found for both job-requirements and competency interviews. This step was important as a reliable incumbent and supervisor for an appropriate role needed to be found. A checkout operator was selected as the role is fairly basic and a supervisor was available to be interviewed. Interviewing each of the individuals required an hour. This amount of time facilitated going into depth about the role and what was entailed and why. This enabled further depth and detail to be written in the job specifications and descriptions. I collated the information from both sources into one combined information sheet for each analysis(which is attached). References · Dessler, G. 2003, Human Resource Management, Prentice-Hall, NJ, Chapter 3 Job-requirements Job Analysis – Information Sheet Job title: Checkout Operator/ Customer Service Team Member Business type: SupermarketIndustry: Retail What is the overall purpose of the job? The overall purpose of the job is to serve customers at the end of their shop. This is achieved by scanning their shopping items and packing their bags at checkout. What are the tasks carried out by the incumbent of the job? 2(a) daily duties (those performed every day or almost every day) Duties KSAOs associated with that duty Importance % of time Scan Items · Multi-tasking – multi tasking skills are needed to scan items at the same time as packing bags · Efficiency – checkout operators must be efficient to reach their scanning rate target 5 30% Pack Bags · Logical thinking – logical thinking must be used to pack bags properly, such as packing eggs on top of other items rather than on the bottom · Problem solving – items may not be scanned with other similar items on the conveyor belt. Problem solving must be used to categorise them and pack them together 5 35% Collect Payment · Honesty – a checkout operator must be honest when dealing with payments · Maths skills – basic maths is needed to calculate change (e.g. the computer calculates change as $5.25, the checkout operator calculates the change by a five dollar note, a twenty-cent piece and a five-cent piece). 5 7% 2(b) regular duties (those performed at regular intervals but not daily) Duties KSAOs associated with that duty Importance % of time Order Change Maths skills – basic maths is needed to correctly calculate the money needed to order change 3 1% Clean Checkouts Time management – time management is essential to balance quiet periods with cleaning and clearing bins 3 8% Clear Bins Initiative – Initiative is needed to identify when bins need to be cleared to prevent rubbish and spills 2 4% 2(c) irregular duties/ tasks that the incumbent is obliged to deal with Duties KSAOs associated with that duty Importance % of time Face Up Service Area Logical thinking – logical thinking is needed to make the service area look presentable and organised 3 5% Fill Drink Fridges Logical thinking – logical thinking is needed when filling drink fridges to note what products need refilling and locating the products that are needed 3 5% Put Loose Stock Away Problem solving – problem solving is needed to categorise stock into different isles to make the process more efficient 1 5% Does the incumbent supervise anyone? Yes/No If yes, how many people? N/A What positions are supervised? N/A Is the incumbent performing duties that he/she considers unnecessary? If so, describe. The incumbent views their role as a checkout operator. They do not view cleaning and face up as necessary as there is a ‘Coles Services’ cleaning team. Is the incumbent performing duties not presently included in the job description? If so, describe. Duties such as cleaning, filling drink fridges, clearing bins, facing up the service area and putting loose stock away is not in the current job description of a checkout operator. Education No formal education required Apprenticeship Basic literacy Bachelor’s degree High school completion Graduate Certificate or diploma Diploma from a TAFE or RTO Masters degree Associate Diploma from a TAFE or RTO Doctorate What is the minimum amount of experience needed to perform the job? No essential experience necessary Location of the job Outdoor Indoor Underground Pit Scaffold Other (specify) Environmental conditions Dirt Dust Heat Cold (1) Noise Fumes Odour Wetness/humidity Vibration Sudden temperature changes Darkness or poor lighting Other (specify) The incumbent notes it is cold in the supermarket service area due to being close to drink and fridges, but this does not affect the job. Therefore, it is rated a low 1. Health and safety Elevated workplace Mechanical hazards Explosives Electrical hazards Fire hazards Radiation Other (specify) None of the above Machines, tools, equipment and work aids/ describe briefly what machines, tools, equipment, or work aids the incumbent works with on a regular basis. Machines such as a computer, Eftpos machine, touch screen, scanner and printer are used. Have clear performance criteria been set for the job? (defect rates, time taken for specific activities, quotas, sales targets, etc.). If so, describe. Yes. There is a target scanning of rate of 12 items per minute. There are also mystery shoppers who rate customer service. Are there personal attributes such as special aptitudes, physical characteristics, personality traits, etc) required by the job? If so, please describe. Yes. A checkout operator must be friendly, responsible, efficient and be able to multi-task. Are there exceptional problems the incumbent might be expected to encounter in performing the job under normal conditions? If so, please describe. Not especially. Unsatisfied customers can raise problems, but this can be resolved. If relevant: Describe the successful completion and/or end results of the job.