B100 An Introduction to Business and Management: Job Analysis Report

This report analyzes a job advertisement for a Graduate Business Management Assistant at Life Good Marketing. It begins by identifying three key competencies required for the role, demonstrating how they can be exhibited, such as teamwork, customer focus, and quick learning. The report then discusses various selection methods available to the HR manager, including references, interviews, psychometric tests, and assessment centers, evaluating their advantages and disadvantages, and recommending interviews as the most suitable method. Finally, the report explores job design principles, highlighting the importance of variety, task identity, autonomy, and feedback in enhancing job satisfaction. It emphasizes the significance of meaningful work, responsibility for outcomes, and knowledge of results in creating a fulfilling and satisfying job environment for employees, offering insights into how these aspects contribute to overall job satisfaction and performance.

Running head: BUSINESS AND MANAGEMENT
Business and Management
Name of the Student
Name of the University
Author’s Note

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Table of Contents
Answer to Question 1......................................................................................................................2
Answer to Question 2......................................................................................................................3
Answer to Question 3......................................................................................................................4
References........................................................................................................................................6
Appendix..........................................................................................................................................8

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Answer to Question 1
This particular job advertisement is for the post of Graduate Business Management
Assistant in an England-based company named Life Good Marketing. The job is for the Business
Development Programme of the company where they are looking for most ambitious,
competitive and forward-thinking individuals (uk.linkedin.com 2020). Since my current
professional development plan is to work in a competitive work environment which will help me
in developing my career in the business management sector, this particular job is a perfect
opportunity for me.
The following table shows three competencies required for this jobs and how they can be
demonstrated.
Competencies How it might be demonstrated
1. Team work This can be demonstrated by developing as well as
maintaining cordial and effective relationship with the team
members within the organization. This can also be
demonstrated by sharing the success or failure of the team
with all team members.
2. Putting the customers first This particular competency can be demonstrated through
providing excellent products and services to the customers.
This requires acting in the best interests of the customers by
taking into consideration their needs and demands. This
helps in satisfying the customers.
3. Learning quickly This competency can be demonstrated by learning from

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experience so that the candidates can perform in the new
circumstances and in challenging situations. This can also
be demonstrated through understanding the requirements of
the particular job so that they can be performed in the best
manner (Dharmanegara, Sitiari and Wirayudha 2016).
Answer to Question 2
The HR manager of Life Good Marketing has four selection methods available and they
are discussed below:
References – It refers to the process when someone familiar refers the name of the candidate for
a particular job. The main advantage of this process can be seen in screening the candidates
irrespective of the level of hiring and size of the companies. However, the main disadvantage is
that this method cannot be reliably used for performance prediction of the employees (Jackson et
al. 2018).
Interviews – The main purpose of this selection method is to assess whether a candidate is
selectable for a particular job position. The main advantages include easy selection of candidates,
development of good relationships and easy collection of primary information. However,
interviews can be disadvantageous as they are costly and time consuming process.
Psychometric Tests – The aim of this test is to assess the aspects like intelligence, personality
and aptitudes of the candidates. The main advantage of this selection method can be seen in
assessing the above-mentioned aspects for the good prediction of different performance aspects.

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However, large scope of manipulation in this method is the main disadvantage as candidates pass
these tests by easily guessing the sort of ideal questions.
Assessment Centres – This method is involved in the assessment of a particular job candidate
on the basis of certain pre-determined criteria. The main advantage of this method can be seen in
the well prediction of the performance of the candidates. However, the main disadvantage is that
this is a costly method which makes it difficult for the small organizations to use this method
(Brunt 2016).
Application of these Methods – The selection job advertisement has the scope of applying all
the above-discussed selection method. It is possible that certain number of existing employee
refer some candidates for this post. The HR manager can personally interview these candidates
based on the selection of their CVs. Psychometric tests can also be conducted on the candidates
in the company’s facility for assessing them. Lastly, the method of assessment centre can also be
applied in the premise of the company. However, the most suitable method for the HR manager
would be interview as it would provide the HR manager the scope to communicate with the
candidate on face-to-face basis. Moreover, the HR manager will be able in asking the job-related
questions to the candidates and will be able in assessing whether the candidate has the required
skills, competencies and expertise for the job (Chytiri, Filippaios and Chytiris 2018).
Answer to Question 3
Variety of skills in a particular job increases the interests, challenges and commitments of
the candidates which lead to job satisfaction. Task identify is another crucial principle of a job
design as candidates become satisfied in jobs when they can do the whole piece of work.
Autonomy and responsibility are interconnected principles as they provide more scope to the

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individuals for regulating and controlling their own jobs. Lastly, feedback is another crucial
principle of job design as the candidates benefit from the information on how they are
performing and this helps them in feeling motivated. This leads to job satisfaction and
development of the role (Singh, Singh and Khan 2016).
There are certain aspects that make a job satisfying. Three of these crucial aspects are
meaningfulness of work, responsibility of outcome and knowledge of result. Meaningfulness of
work is the extent to which the candidate experiences the job as meaningful. Experience of
responsibility is the extent to which the candidate feels responsible and accountable for the job
he/she is doing. Knowledge of the results refers to the extent to which a candidate knows how
he/she is performing in that particular job (Blanz 2017).
In case the selected job from the advert is to be satisfying, it needs to possess the above-
discussed aspects. First, the candidates in this job must have the full knowledge about every
aspect of the job they are performing; this will make the job meaningful to them which are a
crucial aspect in gaining job satisfaction. Second, the job must have the component of
responsibility of outcome in it. It means the job needs to be designed in such a manner so that the
employees get the fair chance to control and plan their own works. This is crucial for job
satisfaction. Third, this particular job must have the element of knowledge of results in it. This
will provide the candidates with the knowledge on how they are performing in the particular job.
All these aspects together largely contribute to the job satisfaction of the employees (Serhan,
Tsangari and Business 2015).

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References
Blanz, M., 2017. Employees’ job satisfaction: A test of the job characteristics model among
social work practitioners. Journal of evidence-informed social work, 14(1), pp.35-50.
Brunt, C., 2016. Selection. In Human Resource Management in International NGOs (pp. 57-71).
Palgrave Macmillan, London.
Chytiri, A.P., Filippaios, F. and Chytiris, L., 2018. Hotel Recruitment and Selection Practices:
The Case of the Greek Hotel Industry. International Journal of Organizational Leadership, 7,
pp.324-339.
Dharmanegara, I.B.A., Sitiari, N.W. and Wirayudha, I.D.G.N., 2016. Job competency and work
environment: the effect on job satisfaction and job performance among SME’s worker. IOSR
Journal of Journal of Business and Management (IOSRJBM) Volume, 18, pp.19-26.
Jackson, D.J., Dewberry, C., Gallagher, J. and Close, L., 2018. A comparative study of
practitioner perceptions of selection methods in the United Kingdom. Journal of Occupational
and Organizational Psychology, 91(1), pp.33-56.
Serhan, C., Tsangari, H. and Business, S., 2015. Retention of fresh graduates: Identification of
determinant factors through a modified job characteristics model. In Global Business
Conference (pp. 200-202).
Singh, A., Singh, S.K. and Khan, S., 2016. Job characteristics model (JCM): utility and impact
on working professionals in the UAE. International Journal of Organizational Analysis.

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uk.linkedin.com. 2020. Graduate Business Management Assistant: Immediate Start. [online]
Available at: <https://uk.linkedin.com/jobs/view/graduate-business-management-assistant-
immediate-start-at-life-good-marketing-1728271836?refId=5acbd594-19c7-46aa-9155-
aabdb6869b06&position=1&pageNum=0&trk=public_jobs_job-result-card_result-card_full-
click> [Accessed 20 March 2020].

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Appendix

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