Siaffing for a telecommunting job - Essay Example

Staffing for a telecommuting job Staffing for a telecommuting job Job analysis method recommended Any system of job analysis should involve a systematic examination of the substance of the particular job, the qualification required to execute the responsibilities coming with the job, and the circumstances of carrying out the job. This is regardless of the fact whether the job exists in the traditional perspective of commuting to work daily or the modern perspective involving telecommuting. In this regard, since the nature of this job is in the modern day perspective category of telecommuting, the best job analysis method recommended is conducting interviews.

The main reason for recommending this method is that conducting interviews with the former incumbent, and their immediate supervisor, will help capture the important details related to the job descriptions and specifications. In addition, interviews with specialists in the public relations sector will be crucial to help capture any details that the outgoing office holder and the supervisors might fail to indicate. Furthermore, interviews with specialists in telecommuting will also be crucial to help provide information that the company will use to realign this new role.

It is important to note that, this method would still be applicable in analyzing a job in the traditional office environment since the same details are crucial apart from those related to telecommuting. In effect, the same analysis method will be applicable apart from conducting interviews with a telecommuting specialist. Recommended procedures for recruiting and hiring a telecommuter The best procedure to use in recruiting and hiring a telecommuter for the company will be through hiring of a telecommuter from within the company.

In this regard, this method is the most appropriate since the company will avoid the problems related to insufficient socialization. In addition, it is important to ensure that the telecommuter hired is trustworthy, of which it will be a challenge to prove trustworthy once hiring was from outside the company. Beyond the value congruence and appropriate skills for the job, and trustworthiness, it is important to investigate other important characteristics important for telecommuting. In this regard, these characteristics incorporate the capability to work independent of express supervision, self-motivation, confidence, and an individual with crucial managerial skills (Schilling, 1999).

In is only through hiring within the company that this is achievable. On the other hand, if the job was not of a telecommuting nature, this procedure of hiring and recruitment could be applicable since the same features are required in a traditional office environment.Recommended changes in the job description One of the recommendations on the job description is including additional experience necessary for telecommuting. In this case, skills required for telecommuting such as, working with minimal supervision are a prerequisite for telecommuting.

In addition, it is crucial to include such skills like managerial skills since managerial skills are crucial for successful efficient planning and proper time management (Schilling, 1999). In addition to these important skills, it is crucial to include and state the employment type, whether contractual or permanent basis, to ensure that applicants knew the type of employment before sending their applications. In addition, it is crucial to categorically state the location of the job and state that it is a telecommuting type of job.

Other recommendations to ensure successful implementation of the telecommunication job To ensure there was seamless operations and successful implementation of the telecommuting job, it is crucial to discuss the working hours with the telecommuter. In this regard, the telecommuter will be able to plan and organize their work according to the agreeable upon working time. In addition, it is crucial to ensure there was consistent communication between the PR specialist and their direct supervisor.

Failure to establish a good communication network will have catastrophic implications. For this reason, successful implementation of a telecommuting job requires establishment of employee feedback procedures a good recommendation for successful implementation of a telecommuting job. Furthermore, performance review methods for evaluation and appraising performance will be crucial to investigate whether the telecommuting job was appropriate and make the necessary adjustment depending on the findings.

ReferencesSchilling, S. L. (1999). The basics of successful telework network. HR Focus, 76(6), 9 –10.