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1) Conduct a “job analysis on Assurance Analyst ” of the job and compose a job d
Home » Business and Management  »  1) Conduct a “job analysis on Assurance Analyst ” of the job and compose a job d
1) Conduct a “job analysis on Assurance Analyst ” of the job and compose a job d
1) Conduct a “job analysis on Assurance Analyst ” of the job and compose a job description. The job description should be structured in a way that succinctly captures 1) the position title, 2) key responsibilities, 3) reporting relationships (e.g., reporting to whom?), and 4) salient working conditions (e.g., physically demanding; shiftwork; need to travel). Do not just copy and paste a job description that already exists (although you are free to compare and contrast to with your new job description). 2) Prepare job specifications for the position. These should include the knowledge (K), skills (S), abilities (A), and other (O) characteristics or qualifications (education, experience, motivation, personality traits, professional licenses, etc.) required to perform the job at an acceptable level. You should be able to justify each of these qualifications. Please note that is must be more than what you posted in the Discussion 1-Week 2 (although you may build on that). 3) Create a job ad for posting on-line. The ad should be professional in appearance and should be consistent with your recommended recruitment strategy. 4) Outline a plan for recruiting individuals into the target position. The plan should consider recruitment sources and methods, profile of the people being targeted, cost, efficiency, effectiveness, and reaching out to underrepresented communities. The logic/rationale for each aspect of the recruitment plan must be clearly specified. 5) Determine the selection method/tool that should be used to assess each KSAOs and provide a rationale for selecting each method/tool. 6) Write behavioral interview questions and/or situational interview questions to assess the key KSAOs or job performance dimensions. One behavioral or situational interview question should be written for each significant or key KSAO or performance dimension. Following each question, present a key for scoring candidate responses. 7) Describe how various assessments will be pooled together to make a selection decision (and explain your rationale). For example, what order will the administration of these tools follow and why? Are the assessment tools compensatory or non-compensatory? Will a multiple hurdle selection system be used or some other decision rule (and why)? Which assessments will be done early in the candidate assessment process and which ones later? Be clear on your rationale for each choice. 8) Compare and evaluate your recruitment and selection recommendations relative to current company practices and EEO/legal concerns. In other words, you will need to do some research to find out how the company recruits and selects employees for the position. This may require reaching out to the person who does the hiring. 9) Include any other recommendations based on topics learned in this course (i.e., orientation program). ***You must use a minimum of five references for this project (not including articles or videos from this course). Your references should be from scholarly sources, and you may use these references for any part of this project. For example, you can find articles on specific types of preemployment tests or interview questions. Alternatively, you can find references on recruitment sources or onboarding. I don't care how you use your references, but I would like to see five external sources somewhere in your project*** Your formal report should include a title page, a body (where you address all of the steps above), a reference list, and appendices (for your job description, job specification, and job advertisement).

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