AIBI International Company: Personnel Management Report Analysis

This report provides a detailed analysis of the personnel management strategies employed by AIBI International, a global health industry company. It begins with an introduction to AIBI and its objectives, followed by an in-depth examination of job analysis, including job descriptions and specifications for the assistant manager position. The report then delves into job design, focusing on efficiency, motivation, and employee health. Furthermore, it outlines various recruitment strategies such as identifying top performers, driving referrals, and building relationships with candidates. The report also covers selection strategies, emphasizing the importance of identifying and assessing candidate knowledge, skills, and abilities (KSA). The report concludes with a summary of the key findings and recommendations for effective personnel management within AIBI International.

RUNNING HEAD: Personnel Management
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Table of Contents
Introduction......................................................................................................................................3
Job analysis......................................................................................................................................3
Job description.............................................................................................................................3
Job specification...........................................................................................................................4
Job design........................................................................................................................................5
Design for efficiency....................................................................................................................5
Motivation....................................................................................................................................6
Health...........................................................................................................................................6
Recruitment strategies and its implementation................................................................................6
Determine and nurture top performers.........................................................................................6
Drive referrals as a Company-wide initiative..............................................................................6
Be mindful of how to use words and get right people.................................................................7
Build relationship with every applicant and outreach..................................................................7
Selection strategies and its implementation.....................................................................................7
Identify the requirements KSA....................................................................................................8
Plan how to assess KSA...............................................................................................................8
Take decision on overall performance.........................................................................................8
Conclusion.......................................................................................................................................8
References...................................................................................................................................................8

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Introduction
This report explains the personnel management strategy of the AIBI international company.
AIBI International Company is a worldwide organization operating in the health industry. The
company produces and conveys excellence, wellbeing and wellness items such as Trademills,
elliptical trainers and inversion machines to its customers. AIBI International Company initially
established in 1985 in Singapore. The organization brands such as Adidas, Life fitness, Reebok,
and Slendertone. AIBI main aim is to become the world’s leading innovator and pioneer for
wellness, health, and beauty plus empowering people to play out their own best also, live without
bounds. The generals plans of AIBI international company is to bring the best and the creative
range of fitness, health, beauty equipment to people as the method for enhancing their prosperity.
The report explains all the management strategy of Company which includes job analysis and job
design, recruitment and selection strategies for the fulfilling the position of assistant manager
that can be adopted by the company to fulfill its staffing needs.
Job analysis
According to Bamberger et al. (2014), job analysis refers to the process of identifying and
determining in details the specific job tasks and responsibilities for a specific position. The
administrator of AIBI is enlisting the contender for the position of aide supervisor in the
Company. The employment investigation is a first instrument for gathering work related data.
The strategy brings about social occasion and recording two data sets including expected set of
responsibilities and employment detail and the two sets are vital parts of the occupation
examination data. The occupation examination structure of delegating a collaborator
administrator in the AIBI Company incorporates the set of working responsibilities and
employment determination for a given position which is described as follows (Berman et al.,
2012):
Job description
According to Bessant et al. (2012), job description consists the work related data that is
significant keeping in mind the end goal to advance a particular business and pull in a pool of
talent. The job description of appointing an assistant manager in AIBI Company includes the

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following information which is required to fulfill a particular position. The basic elements of the
job description are described below:
Job title: Supervisor of AIBI Company hiring candidates to fulfill the position of Assistant
Manager in the organization.
Job location: Company appoints an assistant manager for the location in Singapore.
Job summary: According to Bolweg (2012), assistant manager has a lot of obligations in the
organization and this job demands good leadership and managerial skills. AIBI Company is
looking for a responsible Assistant Manager to fulfill their duties and task in a proper manner.
The job summary of Assistant Manager is to supervise and train employees convey customer
benefits and must be known with all the aspects of a manager’s job and duties.
Job duties: According to Boxall & Purcell (2011), the job duties of Assistant Manager are
updates work knowledge by involving in educational opportunities, pursuing proficient
distributions, maintaining personal networks, taking an interest in professional organizations,
accomplishes organization objectives by accepting possession for achieving new and diverse
requests and add value to job accomplishments.
Job specification
According to Carrie et al. (2012), work determination is an announcement of instructive
capacities, particular qualities, level of understanding, physical, passionate, and relational
abilities which are required to perform a job, duties engaged with a job. The job specification of
fulfilling a position of the Assistant Manager is described as follows:
Qualification: The qualification required for fulfilling a position of Assistant Manager must be
post-graduate and well experienced in managing and fulfilling their roles and responsibilities in
the organization.
Training: Assistant Manager is normally the ones who are responsible for enlisting and
interviewing quality individual to staff company area as well as ensuring these new employees
progress as easily as possible into their employments (Grandey & Diamond, 2010). The

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Assistant Manager must be able to help employees who are facing problems grabbing new
abilities.
Skills: Assistant Manager must have strong communication, interpersonal and decision making
skills. They should have the ability of good leaders and team players with excellent customer
service skills. The two main skills required for appointing the Assistant Manager are core skills
which focus on the employee performance, connecting with management and customer services
problems, advertise company product and understanding employee needs (Morrison et al., 2010).
The other skill is advanced skills which consist the ability to do multi-task and understand
building team concept.
Job design
According to Saaty & Vargas (2013), job design is a focus limit of human asset administration
and it is identified with the details of contents, strategies, and relationship of employments to
fulfill technological and authoritative necessities and also the social and individual requirements
of the job. In other words, it is the procedure of modification aimed at lessening or overcoming
work dissatisfaction and worker alienation emerging from monotonous and mechanistic tasks.
Through job design, the organization tries to raise profitability levels by offering non-monetary
related rewards such as more prominent fulfillment from a feeling of individual accomplishment
in addressing the expanded difficulties and duty of individual work, job enlargement, job
recruitment, employment rearrangements are the different methods used as a part of a job design
exercise. The job design of the Assistant Manager in the Company is based on the following
factors:
Design for efficiency: To make the organizational performance effective in achieving the
business objectives, the manager must design the business efficiency in such a way which will
improve services delivery or business process. According to Sadler et al. (2010), the following
factors must be involved by Assistant Manager in design the efficiency for company structure
which is as follows:
Understand the importance of change and the atmosphere

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Understanding the business forms, work processes, roles and obligations, volumes of work,
Planning and testing new models or structures
Implementing and monitor the change
Motivation: Motivation helps the employees to act or behave in a particular way. Assistant
Manager should motivate their employees in order to bring the effective outcomes. They should
formulate some programs and involves the employees in the culture activities of the organization
which motivates the employees to perform their best. This will help the Company to retain the
employees, improves the performance level and improves the overall productivity.
Health: The health of employees in the Company should be considered by the Assistant
manager. They must formulate some policies regarding the health of employees as if in case,
there is some emergency related to the health of an employee, there should be some health
policies which help them (Samad, 2011).
Recruitment strategies and its implementation
According to Zheng et al. (2011), there are various recruitment strategies used by the
organizations in order to advertise their vacant positions. The following recruitment strategies
can be adopted by the manager of a company which is described as follows:
Determine and nurture top performers: An ideal approach to filling vacant positions is
to keep them from being vacant in any case. The company can identify the top performers in the
organization who perform their best in meeting the business objectives. The company can initiate
the activity want to those representatives cheerful and remain with them with the organization
(Parker, 2014). The director of AIBI Company can make an activity design in recognizing the
contender for the position of aide administrator. This arrangement will help in deciding the
proficient applicants for the given position. This recruiting strategy attracts the pool of
candidates related regarding the vacant position.
Drive referrals as a Company-wide initiative: Referrals are one of the slightest
requesting ways to deal with source obligation. Utilize the referrals arrangement of the
association instead of just those of procuring group will really bolster the results. Make the

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referral action a subject based, time bound program, with prizes for specialists who make a
particular number of referrals and a major prize for the representative with the most referrals. To
get the most out of the program, the organization need to run all around made and very much
bolstered program. The manager of AIBI Company can use this recruitment strategy for hiring
the candidates for assistant manager. This strategy can be implemented for the appointing the
Assistant manager in the organization. The company can use the employee referrals for giving
the candidates for a given position which results in keeping the open scorecard with the ongoing
results and rewards.
Be mindful of how to use words and get right people: For recruiting the right
candidate for the right position, the organization must be careful in using the words for the
vacant job position. The manager must create and innovative templates in order to attract the
candidates for the job position. They must art the employment title and portrayal to offer
specifically to the competitor (Kilduff and Brass, 2010). The director must give the pertinent data
about the employment position and give legitimate data for the potential hopefuls which are
having good knowledge about the job. This recruitment strategy can be adopted by the manger of
AIBI Company to find out the suitable applicants for the given position. The manager must
provide the correct information regarding the job position of Assistant manager in order to
identify the potential candidate to fulfill the particular position.
Build a connection with every candidate and outreach: Every representative is a
potential laborer or referral source. Business must make the association with the candidate and
get associated with it. Building this relationship requires confide in, shared regard and direct
correspondence with the candidate and effort. Business has a capacity or referral source.
Associations must catch up with the possibility to disclose to them where they stand and
regardless of whether they got the position. This recruitment strategy helps in maintaining the
relation between the organization and the applicants. The manager of AIBI Company can use
this recruitment strategy in order to build the relationship with the applicants and clients. It helps
the manager to get the clear picture as for where a candidate stands and on the basis of this
strategy, they decide whether the applicant is suitable for the given position or not.

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Selection strategies and its implementation
According to Snell et al. (2010), the selection strategies help the manager to select the best
candidate for the particular position. There are some selection strategies which can be adopted by
the manager of AIBI Company in selecting the suitable candidate for the position of assistant
manager in the organization. The following selection strategies are described as:
Identify the requirements KSA: In order to select the best candidate for the particular
position, the manager must determine the requirements for applicants that are candidate learning,
aptitudes, and capacities. They ought to be exceptionally cautious that appropriate capabilities
and experience profile in connection as far as anyone is concerned, aptitudes, and capacities are
asked for any job post. This selection strategy can be adopted by the manager of AIBI Company
in selecting the desirable candidate for the post of assistant manager in the Company. This
selection strategy helps the manager to find out the KSA of applicants for which he or she is
applied.
Plan how to assess KSA: According to Zhao & Liden (2011), the other selection strategy
which a manger can receive in enlisting and choosing the correct possibility for the right position
is to create a plan regarding the recognizable proof of information, aptitudes, and capacities of
the candidate. When the manager finds out the KSA, then they need to plan the several methods
of selection in order to judge the accurate level of the candidate KSA. The selection methods
must be correct and made according to the requirements of the job offered. The manager of AIBI
Company can implement this strategy by using various processes in order to assess the applicant
KSA such as applicant background checking, taking interviews, personality testing and aptitude
test, a cognitive assessment which helps them to find out the suitable candidate for the given
position.
Take a decision on overall performance: On the basis of the following selection
strategies, the manager may be able to take the decision on the overall execution of the
competitor in the meetings. The administrator can see the general execution of the candidate
altogether the rounds. This selection strategy process gets the suitable applicant for the desired
profile position. The other advantage of this selection strategy results in taking the right decision
by the manager in selecting the applicant for the organization. The applicant performance in all

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rounds gives an idea that how candidate will perform their roles and responsibilities for the
particular position. Thus, all these recruitment and selection strategies and its implementation
help the manager to identify the suitable candidate for the given position in AIBI Company.
Conclusion
This report has been concluded the job analysis structure for appointing the assistant manager in
the AIBI Company. The human resource manager of Company is hiring the candidates for the
position of assistant manager in the organization. The manager formulates the job analysis which
mention the job description and job specification of the particular position, job design,
recruitment and selection strategies which can be implemented by the manager in selecting the
right candidate for the particular position.
References
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation,
implementation, and impact. Routledge.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Bessant, J., Von Stamm, B., Moeslein, K. M., & Neyer, A. K. (2010). Backing outsiders:
selection strategies for discontinuous innovation. R&d Management, 40(4), 345-356.

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Bolweg, J. F. (2012). Job design and industrial democracy: The case of Norway (Vol. 3).
Springer Science & Business Media.
Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.
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Kilduff, M., & Brass, D. J. (2010). Job design: A social network perspective. Journal of
Organizational Behavior, 31(2‐3), 309-318.
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Parker, S. K. (2014). Beyond motivation: Job and work design for development, health,
ambidexterity, and more. Annual review of psychology, 65, 661-691.
Saaty, T. L., & Vargas, L. G. (2013). The logic of priorities: applications of business, energy,
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Sadler, G. R., Lee, H. C., Lim, R. S. H., & Fullerton, J. (2010). Recruitment of hard‐to‐reach
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Zhao, H., & Liden, R. C. (2011). Internship: a recruitment and selection perspective. Journal of
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