The Importance of Job Analysis and Job Design - Case Study Example

Job analysis and job design in a real e company Introduction In this age of globalization and industrialization, the level of competitiveness is extremely high in each and every sector. Due to which, maximum extent of the organizations desire to hire or recruit extremely talented and experienced individual for a specific post in order to accomplish the tasks in an accurate way. Only then, the level of performance and productivity of the organization might get improved thereby amplifying its brand image and popularity in the market among others. Other than this, in order to retain the image and brand value of the organization dealing in real estate, maximum extent of the entrepreneur’s desire to recruit highly capable and knowledgeable staffs. So that the profitability and sustainability of the organization of real estate might get enhanced thereby boosting its dominance among other rival players of the market. Due to these underlining reasons, the concept of job analysis and job design is offered high concentration in these ages by maximum extent of the entrepreneurs (Schneier, 1994). This essay is divided into five phrases mainly highlighting the importance of job analysis and job design in a real estate company, named Prudential Americana group realtors. Along with this, it also describes the purposes and methods of job analysis and job design so as to analyze its effectiveness within a real estate company. Finally the essay is concluded with a conclusion, stating the requirements of job analysis and job design for a real estate company. Discussion I. Overview of Prudential Americana Group Realtors Prudential Americana Group, REALTORS is one of the largest and reputed real estate organizations of Las Vegas. It is introduced in the year 1979, but within a very small period of time, it expanded its roots in the entire world thereby making a network of 677 franchises. This proved extremely effective for the organization of Prudential Americana Group, REALTORS to enhance its total revenues and sales by $ 15 million and $ 60 billion. Apart from this, the high ended designs and architectures of its employees also helped the organization of Prudential Americana Group, REALTORS, to amplify its range of customers and reliability in the market among many other rival players. Due to which, Prudential Americana Group, REALTORS, is recognized as one of the fastest growing real estate organization in America by Inc Magazine of 2013 and 2012. This is mainly due to proper delegation of duties and responsibilities to the employees as per their skills and talents by the management of the organization of Prudential Americana Group, REALTORS. Such an allocation proved worthy for the organization of Prudential Americana Group, REALTORS in the market among many other rival contenders. II. Job Analysis i) Definition of job analysis Job analysis is described as the procedure to identify and ascertain the job duties and requirements so as to accomplish it in an appropriate way. It also helps to gather varied types of information related to various job responsibilities so as to accomplish it in an effective way. Other than this, the process of job analysis is sub-divided into two parts job description and job specification. Job description is a procedure to present all sort of details to an individual prior joining the job such as job title, working hours, working techniques, responsibilities and salaries and many others. In addition to this, with the help of job specifications, the educational qualifications, experiences, background, other skills are analyzed. It is done in order to evaluate the individual prior delegating the duties so as to enhance the performance of the individual or the organization as well. ii) Purpose and importance of Job analysis Job analysis is a procedure to judge, whether the selected candidate is appropriate for a specific job or not. Apart from this, it is also used for varied other purposes mentioned below: Need for training- so that the individual of Prudential Americana Group, REALTORS might resolve the queries of the clients in an effective way thereby amplifying their trust and reliability over the brand. As a result of which, the brand image and reputation of Prudential Americana Group, REALTORS might get enhanced to a significant extent among others. Performance appraisal or reviews- by doing so, the management of Prudential Americana Group, REALTORS might easily evaluate the type of services offered by the individual to their clients. Along with this, it also helps in determining, whether the individual is valuable or not for the organization of Prudential Americana Group, REALTORS in future era (Snell & Bohlander, 2010). Thus, from the above mentioned points, it might be clearly stated that job analysis plays a vital role in a real estate organization like Prudential Americana Group, REALTORS. iii) Methods of job analysis used in a real estate In this age, it’s extremely tough to select the accurate candidate among the entire group of interviewees. Due to which, maximum extent of the real estate organization desire to select their candidates through varied process like: Task inventories Expert panels Structured questionnaires By doing so, the management or the supervisor might judge the expertise and talent of the individual over real estate market or responsibilities. So, these above mentioned procedures are quite effective in nature at the time of selection of a real estate executive, sales coordinator or agent. However, the previously used methods like observation, open-ended question’s etc are considered to be outdated in nature as these methods do not offer any sort of information about the talent, experience or skills of the individual. iv) What aspects of a job are analyzed in a real estate firm and why? Varied types of aspects are analyzed in an individual at the time of interview by the manager of real estate firm, these are mentioned below: Duties and responsibilities- whether the individual might fulfil his or her duties or responsibilities like, cold calling of the clients, visiting the interested clients, presenting the rates of the apartments to the clients etc in an effective way or not. Tools- whether the individual is well-versed in his or her communication skills or not. So that, he or she might convince a prospective lead to fulfil their desired requirements through Prudential Americana Group, REALTORS. So as to improve the profitability of the organization in the market (Compton & et. al, 2009). Proper attitude – through varied types of questions, the supervisor of a real estate company tries to analyze the individual’s attitude and behaviour so that he might retain in the organization for long or not. Requirements- whether the individual comprises of accurate knowledge, skills and abilities to convince the customers to purchase their apartments from Prudential Americana Group, REALTORS or not. What worker does? Duties: to resolve the queries of clients Responsibilities: to satisfy the clients How the worker does it? Method: direct questioning the clients t know their requirements Why a worker does it? Services: assist the client in decision making Products: to offer information about the products Worker Qualifications Skills: Decision making power, confidence, risk taking attitude, communication, motivation, knowledge, commitment, tactfulness, integrity and honesty. Job-Analysis Matrix for a real estate company Thus, the above paragraph clearly specifies the importance and effectiveness of job analysis for a real estate firm. III. Job Design i) Definition of job design The term job design is described as the process, by which a specific task is performed. Along with this, it also specifies the underlining skills and qualifications required within an individual to perform a specific job so as to attain best results (Beatty & Schneier, 1997). ii) Importance and need of job design in a real estate firm Job design is extremely essential both for the employee as well as a real estate organization. This is because, with the help of job design procedure, the employee gets better opportunity to analyze the roles and responsibilities of the assigned work. Along with this, it also helps to analyze, whether training is essential or not. It is done so as to enhance the inner skills and talents of the individual thereby amplifying their level of performance and efficiency. As a result of which, the productivity and brand image of the organization might get enhanced thereby amplifying its prospects and market share to a significant extent among other rival contenders. In addition, it helps in improving the level of trust and reliability of the customers over the brand. So, it is extremely essential for the brand, Prudential Americana Group, REALTORS to cope up with various business challenges and new entrants (Americanagroup, 2014). Thus, it might be easily revealed that job design is the pathway of a real estate organization to attain experienced candidates to fulfil their job requirements in an effective way so as to improve the market share and brand value of the organization of Prudential Americana Group, REALTORS. Conclusion Conclusively, it might be analyzed that job analysis and job design are extremely effective for the organization, operating in real estate industry. This is because; with the help of these processes, an individual might attain a clear idea regarding his roles and responsibilities and then he or she might perform it in a better way. However, in order to motivate the employees towards their assigned job roles, they need to be designed after evaluating their skills and talents. Only then, it might be act in a positive way, otherwise, it would be in vain. So, it’s extremely necessary to design the job roles in an efficient way. References Americanagroup. (2014). Company. Retrieved from: http://www.americanagroup.com/company.aspx Beatty, R. W. & Schneier, C. E. (1997). New human resource roles to impact organizational performance: From "partners" to "players.". Boston: Harvard Business School Press. Compton, R. L. & et. al. (2009). Effective Recruitment and Selection Practices. London: Sage. Schneier, C. E. (1994). The Training and Development Sourcebook. New York: Springer. Snell, A. S. & Bohlander, W. G. (2010). Managing Human Resources, 16th Edition. New York: Cengage Learning. Read More