This report is designed to offer senior management with a detailed outline of the plans for job analysis, recruitment and staffing efforts during the merger of Interclean and Envirotech. Each section has placed an emphasis on providing sound practices that have been proven in management literature.   Given the change initiatives at Interclean, it imperative that the information in each section is used to execute steps which will be successful at integrating both companies and ensuring maximum productivity and minimal waste.
Job Analysis
Job analysis is a process of identifying what and how employees are performing in accordance with the expectations of the organization.   A job analysis results in a professional development questionnaire which identifies the knowledge, skills, abilities and other requirements (KSAOs) that are necessary to fulfill a job.   A job description is therefore, used by an employer and employee to identify the KSAOs required and the gap between the description and the employee’s performance.   This piece of information acts as a contract between the employer and employee and as a way to understand the training and development needs of each individual employee.
At Interclean it will be necessary to performance three of five functions of a job analysis outlined by the 2006 Cascio text entitled “Managing Human Resources.”   Cascio (2006) recommends five job analytic methods to “obtain a total picture of the task and the physical, mental, social, and environmental demands of a job” [p. 158-169].   These are job performance, observation, interview, critical incidents and structured questionnaires.   Our job analysis will be primarily concerned with the structured questionnaire method, interviewing and observation.
Professional Development Questionnaires (PDQs)
The evaluation of the sales team will rely on previous PDQs to ensure inter-rater...