Just like any other business enterprise, Priority Plastics, Inc. cannot afford to downplay the important of having effective and efficient employees. With a three-year contract at hand, Priority Plastics, Inc…
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To achieve this goal, Priority Plastics, Inc. needs a job analysis plan.
In essence, job analysis creates job descriptions that in turn define the duties and responsibilities of the employee. The realized job description also highlights qualification requirements desired by the employer, as well as how they relate or enhance job performance. The first step in Priority Plastics, Inc.’s plan is to determine the scope of its human resource needs. As the situation stands, the company needs to hire more employees, replace those who are leaving the company, and fill other vacant positions in other departments. In this respect, the scope is relatively wide because it covers other departments within the firm.
The second step in the plan is to define the process and procedure of developing job descriptions. In this case, this effort will be an interdepartmental affair. The Human resource manager and the part-time HR Generalist need to consult with employees, supervisors, managers, and other stakeholders to determine the possible number of positions that need to be created in the company. Once this is determined, the plan goes to the next level.
After consulting with key stakeholders about every aspect that relates to the company’s hiring needs, the next step is to undertake job audits. Job auditing evaluates the current human resource structuring to identify areas of success, failure, overlaps, or gaps in the human resource system (Robinson & Franklin, 2013). The primary goal of job audits is to match employees with what they are currently doing in the firm and determine areas of improvement in the next hiring cycle. In essence, the planned hiring should come in to make the company even more effective and efficient.
Following job auditing, it will be clear which employees handle which tasks, and what duties or responsibilities should be directed towards new employees (Wilson, Bennett,
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