Job Analysis Data Gathering Sample Paper

Selected Position

• Sales Assistant 

Methods Selected for Gathering Data

1. Use of online search engines such as Google to gather more information on the sales assistant position. 
2. Visiting different organizations at least 3 to evaluate the perceptions and views of the sales assistants on the job (Irish Jobs, 2019). 

Rationale

1. The online search engine is preferred for the extensive information one can find on the job description, roles, and specifications. The requirements and job availability across different parts of the country. Also, an online search is limitless, more accessible, and reliable to access for data gathering. 
2. The visiting of different organizations to assess the views and perceptions of the sales assistant persons is to acquire the first-hand experience. This is critical to understand the actual benefits they enjoy, problems, and challenges sales assistants go through. In turn, inform essential decision-making based on facts and reality on the ground of sales assistant persons. 

Experience in Collecting Data

The data collection experience was profoundly illuminating. At first, I only thought of a sales assistant as a person who makes sales and marketing of products. Quite contrary. There is more to the sales assistant, which is vital to creating a good reputation and brand for the company. Sales assistants are tasked with enhancing good relations with the customers and ascertaining of customer satisfaction. This is vital to a deep connection and correlation between the company and the customers. Both online and in-person data gathering experiences were fundamental to the research. Thus, complemented each other. 

Sample Position Description and Job Specification

The sales assistants’ description shows that the position often works for retail companies tasked with connecting and liaising with the consumers. This is vital to ensure that the transactions that the consumers access from the company go smoothly and effectively without a hitch. The sales assistants guide the customers and inform the products and services availability leading to informed decision making by the customers. The sales assistants maintain high standards and quality services to the customers creating a positive reputation (Irish Jobs, 2019) 

The job specification shows that sales assistants provide the necessary assistance to customers to find what they need from the company. Also, advice and serve customers to satisfactory levels. Are tasked with processing payments and ascertaining that transactions go smoothly. Keep a check on stock level, ensuring that customers always find what they are looking for and receive and manage customer complaints creating loyalty and customer retention capacity.

Discussion Two

Major EEOC Laws Related to the Recruiting Process

The U.S. Equal Employment Opportunities Commission (EEOC) is responsible for enforcing federal laws that protect potential employees from job discrimination and harassment. The baseline of discrimination protection revolves on different factors, including religion, age, color, sex, race, disability, and national origin (Kmec & Skaggs, 2014). The laws include the following: – 

• Title VII of the Civil Rights Act of 1964. 
• The Equal Pay Act of 1963. 
• The Age Discrimination in Employment Act of 1967. 
• Sections 501 and 505 of the Rehabilitation Act of 1973. 
• The Pregnancy Discrimination Act. 
• Title I of the Americans with Disabilities Act of 1990. 
• Title II of The Genetic Information Non-discrimination Act of 2008. 

Reducing the Risk of Adverse Impacts

Managers can utilize various tactics to reduce the risk of adverse impacts on the recruitment process. Conduct of a thorough job analysis informs of the essential requirements and changes in the job description and requirements (Derous & Ryan, 2012). Thus, it enables constant improvement – a base in which the recruitment is conducted. Also, the use of a validation study is vital to inform the authenticity and integrity of the processes initiated. This is critical to ascertain fairness and equality for all employees. Lastly, the broadening of the recruitment strategy to accommodate diverse groups. Hence, filter the best candidate possible. 

Methods of Recruiting to Obtain a Diverse Group of Applicants

Posting jobs in modern digital ways. The approach exceeds the traditional ways that limit jobs to notice boards and print media. Instead, they use social medial among other digital platforms is essential to reach diverse applicants groups in different regions (Ekwoaba et al., 2015). 

Using current employees’ testimonials. This is fundamental to attracting diverse groups based on the experiences of the current employees. It creates confidence and trust in the organization as an employer. 

Emphasizing on Cultural fit as an integral part of the organization. Attracts diverse employees who believe in the value of organizational culture. 

Concept of Employment-At-Will

The employment At-Will imply a tendency whereby an employee can be terminated without prior explanation, warning, or reason. The employee, as well, enjoys the freedom to quit any time they please for any reason – or no reason at all for that matter (Sentel & Robbins, 2008). The utilization of the employment At-Will approach as a policy for employment infringes on the employees’ rights. This means that employers are not restricted to hiring or firing employees. Instead, possess the right and capacity to fire employees as they please for no reason – or vague reason. It is beneficial in the aspect that – allows employees and employers to work together without commitments to long-term contracts. Thus, eliminate the strain on either side to oblige to the contract fails to which hefty penalties occur. The EEOC laws influence the doctrine of employment At-Will by seeking the protection of both the employee and the employer from the other (Tejuoso, 2010).

Module 2 and In-Depth Scenario 1

Laws and Regulations

The fundamental laws and regulations that may apply in the case promote equality in the employment opportunities in the organization (Selmi, 2014). The Equality Act 2010 epitomizes the laws and regulations applied to the case. Other laws and regulations applicable to the case include: – 

• Title VII of the Civil Rights Act of 1964. 
• The Equal Pay Act of 1963. 
• The Age Discrimination in Employment Act of 1967. 
• Sections 501 and 505 of the Rehabilitation Act of 1973. 
• The Pregnancy Discrimination Act. 
• Title I of the Americans with Disabilities Act of 1990. 
• Title II of The Genetic Information Non-discrimination Act of 2008. 

Organizational Risks of the Current Hiring Practices

Vast organizational risks face the current hiring process as it violates literary every EEOC law. The risks are associated with the use of nepotism as the basis for hiring, discrimination against age, people of color, sex, persons with a disability, among other factors. The organization denies the employees the equal opportunity and practice of a thorough recruitment process that is fair. 

Suggestions of How the Hiring Practices at HSS Should Be Modified

The HSS hiring practices should be modified that the primary aspect informing the approach revolves around the merit and competence of the candidate. The merit and competence show the capacity to achieve the set goals for the organization and enhance competitiveness. Thus, experienced (more and less) employees have equal opportunity so long as their competence aligns with the strategic objectives of the company. Furthermore, adherence to the EEOC regulations is vital to hiring practices.

References

Derous, E., & Ryan, A. M. (2012). Documenting the adverse impact of resume screening: Degree of ethnic identification matters. International Journal of Selection and Assessment, 20(4), 464-474.

Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance.

Irish Jobs. (2019). Sales Assistant Job Description. Irish Jobs. Available at: https://www.jobs.ie/job-talk/sales-assistant-job-description/ 

Kmec, J. A., & Skaggs, S. L. (2014). The “state” of equal employment opportunity law and managerial gender diversity. Social Problems, 61(4), 530-558.

Selmi, M. (2014). The Evolution of Employment Discrimination Law: Changed Doctrine for Changed Social Conditions. Wis. L. Rev., 937.

Sentell, E., & Robbins, R. (2008). Employment-At-Will. Journal of Legal, Ethical, and Regulatory Issues, 11(1), 1.

Tejuoso, O. (2010). At-will employment in the public sector: A case study of the Georgia reform.