HR Assignment: Automobile Engineer Job Analysis, Posting, and Benefits

This assignment provides a comprehensive overview of the automobile engineer role from a Human Resources perspective. It begins with a detailed job analysis, outlining the responsibilities, required skills, and challenges associated with the position. The assignment then moves on to job posting, including a sample walk-in interview announcement. It explores recruitment and selection strategies, discussing the use of job boards, social media, and referrals. The document further addresses compensation and benefits, providing salary ranges and outlining potential benefits packages. Performance and evaluation methods, including goals, review processes, and feedback mechanisms, are also covered. Finally, the assignment concludes with information about an orientation day for new hires, detailing the training content and delivery methods. The assignment utilizes references to support its analysis of the automobile engineer role.

Running head: INTRODUCTION TO HUMAN RESOURCES
INTRODUCTION TO HUMAN RESOURCES
Name of the student
Name of the university
Author notes

1INTRODUCTION TO HUMAN RESOURCES
Job analysis
1. The position of automobile engineer in the automobile industry is required for the primary
tasks. The study plan for the upcoming models and deciding the strategies for the company is
the responsibility of the automobile engineer. Therefore, the importance of the post is
inevitable.
2. Three main responsibilities of automobile engineer are – testing and recording data,
ensuring the safety and performance of the models and leading the fabrication team in
manufacturing.
3. This position is slightly physically demanding, but it involves huge mental involvement.
The job of automobile engineer can be quite challenging sometime in managing design
problems, technical issue and at the same time managing the fabrication team.
4. Knowledge
 Knowledge of contemporary designs and models
 Knowledge of latest technology
 Automobile industry knowledge
 Fabrication engineering knowledge
 Product development knowledge
Skills
 Creativity
 Problem solving
 Commercial awareness
 Attention to details
 Communication skills

2INTRODUCTION TO HUMAN RESOURCES
5. One of the most difficult problem is the ever changing trend of the automobile industry.
The competition is high, hence, a company has to include the changes every time. The second
problem is the leadership aspects of the job. There might be conflict in the team which need
to be addressed and solved by the automobile engineer.
Job posting
A walk–in interview for the post of Automobile engineer will be arranged in our esteemed
organisation on 15.04.2020. Interested applicants may visit the venue with their CV. The
details of the interview is given below-
Job post- Automobile engineer
Vacant post- 1
Educational qualification- bachelors’ degree in automobile engineering
Experience- minimum 1 year
Salary- $40,000 per annum
Date of interview- 15.04.2020
Please contact the HR from our website for any further enquiry
Recruitment and selection
 Job boards- job boards are the medium through which a company can reach diverse
work force. The genuine candidates for the job role can be found through the job
postings in the job boards
 Social Media- outside candidates can be found from the social media advertising of
the post. CV and applications can be collected from social media platforms. The

3INTRODUCTION TO HUMAN RESOURCES
people from all around the world can access for the job opportunity and apply (Gibbs,
MacDonald & MacKay, 2015).
 Referrals- Using internal workforce to get access to the outside workforce can be an
effective idea. The internal workforce already has the idea of the workplace culture
and they would be able to refer to the candidate who are suitable for the job roles.
Compensation and benefits
1. The salary range for this job role of the automobile engineer is $35,000 to $55,000 per
year.
2. The automobile engineers would get various rewards and benefits. Along with the health
benefits for the family and their own, the employees would also be able to get the retirement
plans. The benefits would be increased depending on the employability length (Johnson,
Lukaszewski & Stone, 2016). Workplace risk management would be the responsibility of the
company.
Performance and Evaluation
1. The primary objective is to accomplish the competitive advantage in the market through
new designs. Therefore, the automobile engineer have to work extensively on the
technological interventions and corporate it in new cars.
2. The first goals for the employees in general would be to create a positive workplace
environment. Second goal for the employee in the said post would be developing strategic
development plans for the organisation and the vehicles at the same time. Lastly, the
employees need to work collaboratively with different departments and need to have the
decision making qualities so that they can adopt with the changing conditions.

4INTRODUCTION TO HUMAN RESOURCES
3. The performance review would be done through the feedback and sales margins. For
example, the feedback of our customers would be taken as one of the evaluation methods.
Again, the sales margin in six month interval would be another review method.
4. The evaluation process would be conducted twice a year in starting. Later, when the job
responsibility will increase then, the job evaluation would be done once in a year.
Orientation Day
Dear candidate,
We are extremely happy to inform you that you have been selected for our post of automobile
engineer. There will be an orientation day and all the new selected employees need to attempt
it. Please find the required information for the orientation day.
Issues Information
Date time and location 23.04.2020, at 11 am. At company
headquarter
Type of training Technical and interpersonal; skills training
Methods in training delivery Instructor-led training.
Name of the person providing delivery Jonathan Collins

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References
Gibbs, C., MacDonald, F., & MacKay, K. (2015). Social media usage in hotel human
resources: recruitment, hiring and communication. International Journal of
Contemporary Hospitality Management.
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The evolution of the field of
human resource information systems: Co-evolution of technology and HR processes.
Communications of the Association for Information Systems, 38(1), 28.