Assignment 2: Job Analysis And Job Description 757142

Assignment 2 Job Analysis Job Description Go To Youtube Located

Go To Youtube, located at and search for an episode of “UnderCover Boss.” Imagine you are the CEO of the company in the selected episode. Write a three (3) page paper in which you: 1. Compare two (2) job positions from the episode and perform a job analysis of each position. 2. Describe your method of collecting the information for the job analysis (i.e., one-on-one, interview, survey, etc.). 3. Create a job description from the job analysis. 4. Justify your belief that the job analysis and job description are in compliance with state and federal regulations. 5. Use at least four (4) quality academic resources in this assignment. Your assignment must follow these formatting requirements: • Be typed, double-spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA format. • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

Paper For Above instruction

Assuming the role of a CEO analyzing jobs from the “Undercover Boss” episode, this paper examines two distinct positions within the company, performing a detailed job analysis for each, and developing comprehensive job descriptions aligned with legal standards. The process involves understanding the responsibilities, qualifications, and work environment of the selected roles, ensuring they comply with relevant regulations, and appropriately capturing their essential functions.

Firstly, selecting two contrasting roles from the episode—such as a retail associate and a store manager—provides a comparative perspective. The retail associate typically handles customer service, stocking shelves, and basic sales tasks. The store manager oversees daily operations, manages staff, and ensures customer satisfaction. To analyze these positions, I employed a combination of methods, including structured interviews with current employees, direct observations during store visits, and review of existing HR records. This triangulation ensures a comprehensive understanding of each role's core duties, skills, and working conditions.

The job analysis for the retail associate highlights key tasks like assisting customers, processing transactions, stocking merchandise, maintaining store cleanliness, and handling customer inquiries. The skills required include effective communication, patience, product knowledge, and basic math skills. Working conditions are generally retail environment, involving standing for long periods, occasional lifting, and interaction with diverse customers. The store manager's analysis emphasizes leadership responsibilities, scheduling, inventory management, staff training, and problem resolution. Desired competencies include leadership skills, organizational ability, conflict management, and strategic thinking. Both analyses incorporate methods such as structured interviews with employees occupying these roles, direct observational notes, and review of job records, ensuring rich and accurate data collection.

Based on the detailed job analyses, I developed job descriptions following standard formats—beginning with the job title, then summarizing overall purpose, primary responsibilities, necessary qualifications, and working conditions. For the retail associate, the job description states that the employee processes sales, provides excellent customer service, and maintains the store environment. The store manager's description highlights leadership, operational oversight, and staff development responsibilities. Each description reflects the critical functions identified during the analysis, ensuring clarity and legal compliance.

The compliance of these job analyses and descriptions with state and federal regulations is justified through adherence to the Fair Labor Standards Act (FLSA), Equal Employment Opportunity Commission (EEOC) guidelines, and the Occupational Safety and Health Administration (OSHA) standards. The job descriptions accurately specify essential functions and qualifications, avoiding discriminatory language and ensuring non-exclusionary criteria. They include statements on equal opportunity employment and accommodations for disabilities, complying with ADA requirements. Regular review and updates are recommended to maintain legal compliance, especially considering evolving regulations.

References

• Brannick, M. T., & Webb, H. (2014). Job analysis: Methods, research, and applications. American Psychological Association.
• Cascio, W. F., & Boudreau, J. W. (2016). The search for fit in human resource management. Journal of Management, 42(5), 1345-1349.
• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Gatewood, R., Feild, H., & Barrick, M. (2015). Human Resource Selection (8th ed.). Cengage Learning.
• Mathis, R. L., & Jackson, J. H. (2015). Human Resource Management (14th ed.). Cengage Learning.
• Society for Human Resource Management. (2021). Job analysis tools and techniques. SHRM.
• U.S. Department of Labor. (2022). Fair Labor Standards Act (FLSA).
• U.S. Equal Employment Opportunity Commission. (2020). Enforcement guidance on reasonable accommodation and accessibility requirements. EEOC.
• Occupational Safety and Health Administration. (2021). Workplace safety standards and compliance.
• Walker, A., & Levy, P. (2016). Strategic Human Resources Management. Routledge.