Human Resource Management: Carter Cleaning Company Job Analysis

This assignment provides a comprehensive analysis of the store manager's job description at Carter Cleaning Company. It addresses the required format and content of the job description, emphasizing the importance of a well-written formal document outlining roles, responsibilities, and performance objectives. The assignment discusses the practicality of including standards and procedures, recommending they be kept separate for clarity. It explores various methods for collecting information, such as observational techniques, interviews, and questionnaires. The key components of a store manager's job description, including introduction, person specification, roles and responsibilities, and performance objectives, are outlined. Finally, it delves into ethical issues in recruitment, such as discrimination, misleading advertisements, and misrepresentation of job requirements. The assignment utilizes references to support its analysis and recommendations.

HUMAN RESOURCE
MANAGEMENT – CARTER
CLEANING COMPANY

Question 1  What should be the format and final form of the store manager’s job
description?
Answer 1  The final format of the job description for a store manager should be a well
written formal document that should consist of all his job roles and responsibilities, along
with the performance objectives expected to be fulfilled. Jennifer can also make use of
competency modelling, which is an approach that outlines all those competencies that are
required in an employee to achieve his or her performance objectives. Preparing a formal
document consisting of all such points will strengthen the job descriptions and make them
more effective.
Question 2  Is it practical to specify standards and procedures in the body of the job
description, or should these be kept separate?
Answer 2  Job description, in simple language, is defined as a written document that
consists of all the job duties, responsibilities and personal qualifications required for a
particular job post. It is always advisable to keep job descriptions clear and simple so that
they can communicate the expectations of the company in the best possible manner.
Including standards and procedures in the job description might make them complex and
sharing too much information might defeat the overall purpose of job descriptions. Thus,
standards and procedures should not be included in job descriptions.
Question 3  How should Jennifer go about collecting the information required for the
standards, procedures, and job description?
Answer 3  Information for the purpose of preparing job descriptions can be collected using
a number of techniques. In case of Carter Cleaning Company, Jennifer should follow an
observational technique to collect information for preparing job descriptions. Jennifer can
observer the role of a store manager for a couple of days, in her own company or somewhere
else. Noting down the routine of a store manager will help Jennifer in identifying all the
things that he is required to do and also those things that need his attention but he himself is
unaware of those duties or responsibilities (Citeman, 2009). Jennifer can also use other
methods, such as interviews, questionnaires, etc. to collect information for preparing job
descriptions.

Question 4  What, in your opinion, should the store manager’s job description look
like and contain?
Answer 4  The constituents of a store manager’s job descriptions are discussed below:
1) An introduction  a basic introduction to the company and the job profile
2) Person specification  a clear cut description of all the qualifications required to
work as a store manager and perform all the duties and responsibilities properly.
3) Roles and responsibilities  a detailed account of all the roles and responsibilities
that will have to be fulfilled while working as a store manager
4) Performance objectives  the performance standards that are expected to be achieved
from a store manager.
Question 5  What are some ethical issues dealing with the recruitment?
Answer 5  There are a number of ethical issues that are related with recruitment and
selection in business organisations. The ethical issues related to recruitment are discussed
below:
First of all, discrimination amongst candidates, on any ground, is one of the biggest ethical
issues that the business organisations face. Secondly, preparing misleading advertisement for
a job position, in order to attract a greater pool of talent is also an ethical issue in recruitment
(Society for Human Resource Management, 2012). Lastly, not representing the requirements
for a job position is also an ethical issue in recruitment and selection of employees.

References
Society for Human Resource Management, 2012. Recruiting: Ethics: What are some
common ethical dilemmas that HR professionals face during the recruiting process? How
should we handle them?. [Online] Available at:
https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/
ethicaldilemmashrprofessionalsface.aspx[Accessed 10 October 2017].
Citeman, 2009. Methods for collecting Job Analysis Information. [Online] Available at:
https://www.citeman.com/8114-methods-for-collecting-job-analysis-
information.html[Accessed 10 October 2017].