B100 Business Management Assignment: Analysis of Job Advert and Design

This assignment delves into the realm of business management, providing a comprehensive analysis of a chosen job advertisement for a Human Resources position. The solution explores the required competencies, such as effective communication, positive outlook, and creativity, and how these can be demonstrated. It then examines various employee selection methods, comparing their effectiveness and advocating for situational tests as a superior approach for assessing candidates' skills and suitability. The assignment further addresses the principles of job design, emphasizing its role in enhancing employee productivity, satisfaction, and overall work-life balance. It highlights the importance of factors such as work appreciation, good colleague relations, and learning opportunities. The solution also critiques the chosen job advertisement, suggesting improvements to attract potential employees by highlighting job perks and benefits.

Running Head: BUSINESS MANAGEMENT 1
BUSINESS MANAGEMENT

BUSINESS MANAGEMENT
Table of Contents
Question 1..................................................................................................................................3
Answer 1.................................................................................................................................3
Question 2..................................................................................................................................5
Answer 2.................................................................................................................................5
Question 3..................................................................................................................................6
Answer 3.................................................................................................................................6
References..................................................................................................................................8

BUSINESS MANAGEMENT
Question 1
Answer 1.
The chosen job advertisement seeks to recruit human resource officers for its firm. It
creatively and frankly asks potential employees if they have the said qualities they are
looking for. As I am looking forward to building a career in Human Resources, I have chosen
this job advertisement as it aims to hire in the same field. As a Human Resources person, one
must be candid with the colleagues and responsible for the operations of the company. This
spirit is truly reflective in the advertisement as it approaches the job seekers and potential
employees in a candid manner by asking questions in a colloquial manner but also does not
miss any serious and important requirement while doing the same (Gardiner, Aasheim,
Rutner and Williams, 2018).

BUSINESS MANAGEMENT

BUSINESS MANAGEMENT
The three competencies required by the current job would be effective communication,
positive outlook and creativity.
Required Competency Ways to demonstrate the same
Effective communication Following up with the clients, keeping the
work team updated, giving heads up for any
challenges that you might observe before
others.
Positive outlook Not blaming team members if the operation
slows down, holding onto possibilities while
also being rational (Grüger and Schneider,
2019).
Creativity Coming up with ideas, thinking out of the
box, encouraging new ideas and not
dismissing any ideas that might seem
unconventional.
Question 2
Answer 2.
There are several methods to select potential employees for a job profile, for instance, Ability
Test, which tests the candidate for his or her verbal, reasoning, mathematical aptitude, giving
an overview of the candidate’s personality, however this test fails to test the candidate’s
creative abilities; Integrity Test tests employee’s loyalty to the firm, however it overlooks
their skillsets; Bio data Test aims to verify candidate’s history and if it matches with what the
candidate presents during the interview; Knowledge based tests are typically pen and paper
based tests which score the candidate about his or her knowledge in that particular field;
Situational tests are the ones where the candidate virtually faces situations he or she might
encounter in the future while working for the organization; Sample based tests are the ones
where the candidate is asked to submit a sample of his or her work pertaining to the field of
interest however for jobs like management one cannot give tangible work samples (Horvath
and Sczesny, 2016).

BUSINESS MANAGEMENT
Effective ways to select job seekers for the said job opening would be an interview that
consists of questions around real life situations that the potential employee might face in the
future while working for the firm, instead of questions about educational qualification and
previous experience. Situational Tests will make the candidate’s skills apparent as creativity
cannot be made apparent with certificates but by wits, similarly, communication skills can
only be truly tested by speaking with the potential employee and not by his or her educational
qualifications (Thompson, Muir and Qayyum, 2019).
Tests like Bio data Verification, Knowledge based tests, Sample based tests are more on the
theoretical side, while Human Resources is a job in which presence of mind and wits matter
more. Hence, practical tests like Ability Tests, Situational Tests, and Integrity Tests would be
a fairer way to assess the candidate. However, Ability Tests would still lack aspects like how
well the candidate can cater to the organization’s requirements and Integrity Tests, however
important, ignores the skill set of the potential employee, as a sincere employee who
produces nothing is of no use to the organization. Hence, Situational Tests are perfect for
such a job profile, as it will highlight the candidate’s skill set, presence of mind, creativity,
communication skills and how useful the candidate would be specifically to that organization
as the situations would be specifically based on what the organization’s true challenges are
(Boselli, Cesarini, Mercorio and Mezzanzanica, 2018).
Question 3
Answer 3.
Job design refers to the way a job is designed for the employee to fulfill it. It is a systematic
way of organizing work by breaking it into small steps of different difficulties and nature. An
ideal job design aims at increasing employee productivity and keeps the job away from being
monotonous. It keeps the employee from boredom, job dissatisfaction, frustration and

BUSINESS MANAGEMENT
demotivation. The ideal basis of this scientific and systemic design is the feedback and
reviews from existing and older employees (Tan and Laswad, 2018).
A good job design should include aspects like work appreciation through timely meetings or
events, ensure good relation among colleagues by giving time to interact during the job, allow
a good work-life balance by not burdening employees with responsibilities they will take
home, good relations with seniors by allowing subordinates to assist the seniors in a project,
increasing learning opportunities by giving new tasks and only giving sincere amounts of
work according to the employee’s salary. All these factors are what keep an employee
satisfied with his or her job (Pejic-Bach, Bertoncel, Meško and Krstić, 2020).
Hence, a good job design will aim at increasing job satisfaction amongst the employees of the
organization, as satisfied and optimistic employees will yield better productivity for the firm,
which is basically the purpose behind crafting a job design. In my opinion a job should be a
source of learning and earning as well. As one quits school learning while engaging in a full
time job but to keep everyone updated is the need of the market then lies on the full time
engagement job to keep the employee updated. A job should consist of a variety of tasks not
only pertaining to the field of work, but should include anything that is relevant in the market,
including soft skills, basic management and team leading. Furthermore, the job should pay a
respectable salary to his employees according to the work that is being asked from them. The
chosen job advert should include the perks the job offers to its employees as it only focuses
on its own requirements. Including employee benefits would make it more lucrative and job
seekers would want to apply for the said job opening (Calanca, et al 2019).

BUSINESS MANAGEMENT
References
Boselli, R., Cesarini, M., Mercorio, F. and Mezzanzanica, M., 2018. Classifying online job
advertisements through machine learning. Future Generation Computer Systems, 86, pp.319-
328.
Calanca, F., Sayfullina, L., Minkus, L., Wagner, C. and Malmi, E., 2019. Responsible team
players wanted: an analysis of soft skill requirements in job advertisements. EPJ Data
Science, 8(1), p.13.
Gardiner, A., Aasheim, C., Rutner, P. and Williams, S., 2018. Skill requirements in big data:
A content analysis of job advertisements. Journal of Computer Information Systems, 58(4),
pp.374-384.
Grüger, J. and Schneider, G.J., 2019. Automated Analysis of Job Requirements for Computer
Scientists in Online Job Advertisements.
Horvath, L.K. and Sczesny, S., 2016. Reducing women’s lack of fit with leadership
positions? Effects of the wording of job advertisements. European Journal of Work and
Organizational Psychology, 25(2), pp.316-328.
Pejic-Bach, M., Bertoncel, T., Meško, M. and Krstić, Ž., 2020. Text mining of industry 4.0
job advertisements. International Journal of Information Management, 50, pp.416-431.
Tan, L.M. and Laswad, F., 2018. Professional skills required of accountants: what do job
advertisements tell us?. Accounting Education, 27(4), pp.403-432.
Thompson, K.M., Muir, R. and Qayyum, A., 2019. Australian library job advertisements:
Seeking inclusion and diversity. In International Conference on Information (pp. 817-825).
Springer, Cham.