MGMT 3100 Human resource Management

Al yousif 0

Mohammad Al yousif

MGMT 3100

Paisley Stidham

2/16/2017

JOB DESCRIPTION AND SPECIFICATIONS

Job Title: Management Analyst

Department(s): Human Resource Management

Level(s): Corporate

Reports to: The Manager

Position Purpose and Nature of Work:

Conducts evaluations and organizational studies, designs procedures and systems, conducts measurement studies and work simplifications, and prepares procedures manuals and operations.

Job Duties and Essential Functions:

Describe each broad function of the job, how it is accomplished and what end result is desired. Indicate in the first column the frequency the function is performed using the codes below. (Some items may occur concurrently.) Indicate in the second column if you believe the function to be essential to the fundamental successful performance of the job.

Frequency: Rarely (R) Occasionally (O) Frequently (F) Continually (C)

Less than 1% 1% to 33% 34% to 65% 66% to 100%

Essential Job Function: Yes (Y) No (N)

Frequency Essential

Department Function:

Ensure that all operations are smooth and that all employees assigned to specific duties are efficient and productive.

Internal/External Contacts:

Marketing Manager, Human Resource Specialists, Training, and Development Specialists, Market Research Analysts and Marketing Specialists, Fraud Examiners, Investigators, and Analysts (O.Net, 2016). The purpose of the contact is to make sure that everything is smooth and at the same time to guide the management analyst on specific tasks.

Supervision Received:

Management analyst is not monitored like other employees. However, he is answerable to the manager, and he reports to the manager.

The direction of Others:

The Management Analyst does not involve himself with employees. His major responsibility is to analyze and advise the organization on management related issues. He does not give work directions to junior employees, he only enquires and advises.

Work Planning:

The Management Analyst documents finding and later file recommendations on issues that are related to management. He also interviews personnel to ensure that their qualifications are in line with the goals of the organization. In a case of any challenge, he looks into ways that the challenges can be overcome and plans on the best strategies to apply.

Accountability and Impact:

The work will not be affected by any financial condition or budget, the amount agreed upon will push through no matter the situations or circumstances.

Problem Solving and Decision Making

Implementing an organizational change may be a problem, but the incumbent may decide to convince the management.

Challenges

Making the right decision is a challenge putting into consideration that a decision might fail the organization or take it to greater heights.

Qualifications:

Minimum Knowledge, Skills, Education and Experience required for the incumbent to be successful on the job:

1. Must be an active listener

2. Should be good in judgment and decision making

3. Must have knowledge of employees' education and training (O.Net, 2016)
   

4. Must be good in English; reading, writing and speaking
   

5. Must have the ability to hold on to conversation and to persuade

Preferred Knowledge, Skills Education, and Experience which would enhance the incumbent's success in the job:

1. Should be equipped with modern technology skills

2. a master’s degree will be an added advantage

Other Job Requirements:

From the list below indicate those actions or processes which would typically be performed by an incumbent in this job. Indicate in the first column the frequency of the action or process. Indicate in the second column if the action or process is essential to the performance of the job. Provide a description of those which are performed more than rarely

Frequency: Rarely (R) Occasionally (O) Frequently (F) Continually (C)

Less than 1% 1% to 33% 34% to 65% 66% to 100%

Essential Job Function: Yes (Y) No (N)

Mental

C 1) Interaction with others/communication skills: Y

The job of the incumbent is to observe and to enquire. Therefore, communication skills are a necessity.

O 2) Multi-task orientation: Y

There is no guarantee that the incumbent will only be handling one task and therefore it is important for him to be prepared.

O 3) Time/deadline/shift/overtime requirements: Y

In the case of new implementations, the incumbent will be needed to spend more time at work so as to make observations and to provide guidance.

O 4) Highly repetitive work: Y

To ensure that the best observations are captured, the incumbent will be needed to repeat his observations time after time.

C 5) Attention to detail: Y

The organization cannot afford to miss on the finer details. Attention to detail will be compulsory.

C 6) Reasoning: Y

The reasoning of the incumbent must always be at its best.

C 7) Work independently: Y

In most cases, a management analyst is not supervised so he must be ready to work independently.

R 8) Other psychological demands: N

Physical

O 1) Sitting: Y

Sometimes the incumbent will be expected to plan on the progress while sited.

O 2) Standing/walking: Y

During observations, the incumbent will be required to walk around the premises to observe the progress.

R 3) Crouching: N

R 4) Stooping: N

R 5) Reaching: N

R 6) Twisting/turning: N

R 7) Climbing: N

R 8) Crawling: N

R 9) Kneeling: N

R 10) Leg/foot: N

R 11) Handling: N

R 12) Fingering/Feeling/Grasping: N

R 13) Balance: N

R 14) Pushing/Pulling: N

R 15) Lifting/carrying or otherwise transporting: N

R 16) Repetitive motion: N

R 17) Operation of equipment/tools/vehicles: N

O 18) Work extended hours (more than 8 hours in a day), varying shifts or unpredictable break periods: Y

When there is much work to be done, the incumbent will be required to remain behind till the work is done.

Use of Sense

F 1) Talking in person/by phone: Y

The incumbent will be expected to answer phones that are relevant to his duties.

F 2) Hearing in person/by phone: Y

The incumbent will be the one receiving the phones that are directed to him.

O 3) Vision (near/far/depth perception): Y

The incumbent must have a clear vision.

R 4) Color vision: N

R 5) Smell: N

Environmental & Safety

O 1) Safety requirements (i.e., equipment used, activities performed): N

The incumbent must be in a protective gear whenever he is out in the field.

R 2) Exposure (fumes, chemicals, vibrations, humidity, cold, heat, dust, noise): N

R 3) Work in confined spaces: N

F 4) Required hygiene standards: Y

The incumbent must maintain a high level of personal and environmental hygiene.

Working Conditions

R 1) Available to work variable schedule, 24 hrs. A day, seven days a week: N

R 2) Work in inclement weather, including extremes in temperature

and precipitation: N

O 3) In-state and Interstate travel: Y

The incumbent might be required in other organization’s branches outside the state and that will lead to him traveling to the specific locations.

Conditions of Employment

C 1) Successful completion of background check, including MVR search: Y

There must be proof that the background of the incumbent is clean.

C 2) Drug screen urinalysis as required by company customer or

governmental policy: Y

The incumbent must always be sober, and that is why a drug test will be continually done.

C 3) Successful completion of functional capacity test: Y

The incumbent must complete all the person tasks.

This position will be subject to Annual Performance Review, as dictated by Company Policy.

Employee Signature Date

Supervisor Signature Date

References

O.Net. (2016). O.Net Online. Retrieved from https://www.onetonline.org/find/quick?s=business+administration+management

Pató, B. S. G. (2015). The 3D job description. Journal of Management Development, 34(4), 406 420.

Baker, T. (2016). The Job Description and the New Contract. In The End of the Job Description (pp. 63-78). Palgrave Macmillan UK.