University HRM Report: Matching HR Needs and People Analysis

This report delves into the crucial process of matching HR needs with people, a cornerstone of effective human resource management. It begins by defining the role of job descriptions, emphasizing their importance in recruitment, job evaluation, and aligning employee duties with organizational goals. The report then provides a detailed example by designing a job description for a gas station attendant, outlining responsibilities such as customer service, transaction processing, and security oversight. Finally, the report assesses the Canadian labor market, highlighting trends like increased employment, wage stagnation, and the growing influence of technology and legal issues. The report underscores the significance of job descriptions, labor market analysis, and employee roles in the success of organizations.

Running head: MATCHING HR NEEDS AND PEOPLE
Human Resource Management
Name of the student:
Name of the university:
Author note:

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Table of Contents
Part A- Defining the role of job description:.............................................................................3
Part B- Designing a job description:..........................................................................................4
Part C- Assessing the labour market:.........................................................................................6
References:.................................................................................................................................8
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Part A- Defining the role of job description:
Job description is one of the major steps in the entire recruitment, which needs to be
followed by the human resource department of the organisations. The fundamental purpose of
a job description is to highlight the key roles and responsibilities for a particular job. This is
the way, through which the process of job evaluation can be carried out with utmost
efficiency (Noe et al., 2017). Job description serves as an important foundation, based on
which several key steps such as job posting, recruitment, selection, training and development
program, compensation and benefit are being executed by the human resource department of
the corporate entities. One of the most important advantages of job description is that it
supports in ensuring the fact that all the human resources are aligned with that of their roles
and responsibilities (Cascio, 2015).
At the same time, job description also plays a pivotal role in terms of aligning the
duties of the staffs with that of organisational goal. In addition, the inclusion of appropriate
job description also pave the way for HR managers to implement comprehensive recruitment
strategy and thus take effective hiring decision in accordance with the desired roles and
responsibilities. Interview is the key method of hiring skilled and competent working
professionals (Bratton & Gold, 2017). The role of job description is needed to be considered.
Effective job description serves as a foundation, based on which appropriate interview
question can be created.
Job description acts as a strong legal protection for the corporate entities. It paves the
way for the human resource department to defend the reason, for which a candidate has been
selected or not. It is worthy to mention in this context that job description also enables the HR
managers to place the reason, for which a position is being considered as exempt or non-
exempt in accordance with Fair Labour Standards Act. In addition to that, job description also
provides all the departments of an organisation, with the understanding the significance of job
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position in terms of promote comprehensive growth of a company. Job description also helps
the employees to set their goal and thereby take appropriate steps in terms of advancing their
career as a successful working professional (Sparrow, Brewster & Chung, 2016). Job
description acts as a major tool, through which the HR department can determine the needs of
training and development session for the sake of strengthening the skills and competency of
the human resources. Moreover, job description also allows to frame appropriate
compensation plan per the degree of responsibility and qualification of the staffs.
Part B- Designing a job description:
The role of gas station attendant is to provide service to the customers as per their
requirements. Greeting the customers, pumping the required amount of gas and measuring the
fluid level and tier pressure and carrying the payment process are some of the major role of a
gas station attendant. Detailed description of a gas station attendant is as follows:
Job title Gas station attendant
Reports to Gas station manager
Job Purpose
The key purpose of this job is to provide high quality of service to the customers,
pump gas as per their requirement and work directly with that of the public; providing
customer service.
Duties and responsibilities
There are certain roles and responsibilities, which the gas station needs to follow in
terms of promoting growth in their professional career. The responsibility, which the HR
manger needs to follow include:
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Providing customer service
Greeting the customers properly, while they are approaching at the station. In
addition, appropriate assistance also needs to be provided to them.
Pump Gas
Pumping appropriate amount of Gasoline as per the type of their vehicle and the
amount of gas required to fill u the tank.
Conduct Customer Transactions
Carrying out the transaction method is another vital responsibility of gas station
attendant. They have to carry out the cash and credit process method.
Clean the gas station
Cleaning the gas station appropriately is another vital responsibility of gas station
attendant. The attendant must keep the gas station and customer area clean and by taking out
all the trashes. Performing general housekeeping task is a vital responsibility of gas station
attendant.
Check vehicle fuels
Checking the common vehicle fuels such as oil and transmission is another vital
responsibility of gas station attendant.
Assess the degree of pressure in the tiers
Checking the level of pressure in the tire and adding more as per the requirement is a
major responsibility of gas station attendant.
Generating awareness
It is the major responsibility of the gas station attendant to perceive any kind of
potential criminal activity and report the management immediately, if they find any kind of
suspicious character near to the pumping station.
Restock Supplies
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It is the key responsibility of gas station attendant to perform the activities such as
refilling the outdoor supplies of gas station such as window washing fluid and towel
dispensers. In addition, helping the stock display shelves is another major responsibility of
gas station attendant.
Require skill and abilities
 Stock management
 Serving the customers
 Friendly and polite
 Having knowledge of pumping gas
 Skills of cleaning procedure
 Security oversight
 Professional appearance
Physical requirement
The gas station attendant must be physically fit for handling gas pumps, lifting the
hoods of the cars, working outdoors in all the weather condition.
Part C- Assessing the labour market:
The condition of Canadian labour market is extremely volatile due to wide rages of
unemployed people. However, the rate of employment has been increased by 2.3%. However,
it has been observed that, discrimination is being followed in terms of employing the staffs.
From the recruitment practice, it is quite evident that the rate of unemployment among
women is decreasing in a raid manner. Prompt growth of service industry is the fundamental
reason behind such lower level of unemployment among women. Taking early retirement is
the major trend in the labour market of Canada. This is the reason, for which the rate of
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employment among people aged above 55 is decreasing in a rapid manner. It is true that, the
rate of unemployment among women is relatively low (Berman et al., 2019). Still, the
employment rate among young women aged in between 15 to 24 is relatively high. The
economic condition of Canadian labour market is needed to be considered in this context.
Very lower growth of wage is a major factor of Canadian labour market. The inclusion of this
lower range of wage creating dissatisfaction among the labours and showing reluctant attitude
towards performing their responsibility properly (Brewster et al., 2016).
The legal issues in the Canadian labour market is increasing rapidly. The government
is putting consistent stress on protecting the fundamental rights of the staffs. This is creating
extreme pressure on the firms to follow legal framework in terms of dealing with the staffs.
According to the civil code of conduct, it is imperative to protect the fundamental right of the
staffs, which is the key of accelerating the work related commitment among them, which is
very much needed to accelerate organisational productivity (International Comparative Legal
Guides International Business Reports. (2019). In addition, minimum legislative standard
such as wage rate, working hour, overtime pay, holidays and leaves must be followed by the
firms in order to reinforce work related commitment among them. Collective bargaining also
needs to be followed in terms of stating the terms and conditions of employment. Prompt
development of technology is playing a major role in terms of accelerating the rate of
employment in Canada.
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References:
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., Vernon, G., Sparrow, P., & Houldsworth, E. (2016). International human
resource management. Kogan Page Publishers.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
International Comparative Legal Guides International Business Reports. (2019). Employment
& Labour Law 2019 | Canada | ICLG. [online] Available at: https://iclg.com/practice-
areas/employment-and-labour-laws-and-regulations/canada [Accessed 11 Jul. 2019].
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
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