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Essay / Research Paper Abstract
This 4-page paper focuses on job analysis and workforce planning activities for the InterClean-EnviroTech merger. Bibliography lists 2 sources.
Page Count:
4 pages (~225 words per page)
File: AS43_MTjobinter.rtf
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Unformatted sample text from the term paper:
consulting and full-service cleaning solutions for its clients. But who will be the best employees for this new team? To determine this, workforce and job-planning systems need to be set.
There is more to human resources management these days than hiring someone. The key here is the right person for the right job,
which is where job analysis comes in. Job analysis is defined as a method used to "identify work activities, tasks and responsibilities . . . and working conditions to perform
the job (Job Analysis Methods, 2010). For this particular task, well use a combination of observation and interviewing tools. The interviewing method, of course, helps us collect information through question-and-answer.
This is a good way to obtain some information. But there are those who would color their answers either positively nor negatively. This is why observation is so important in
this particular scenario. Along with job analysis, well need workforce planning, in other words, we need to get the right people with the
right skills in the right place, for the short- and long-term (Workforce Planning, 2009). For the new, improved InterClean, the best
possible scenario is not so much an aggressive salesperson (which is most of InterCleans younger staff), as much as its one who is able to look to the long term,
and work with the customer over the long haul. With this in mind, the new team will consist of Jim Martin, Tom Gonzalez, Eric Borden, Ving Hsu and Susan Burnt.
Vice president Martin is innovative and knows how to take care of customers. Veteran Gonzalez is a good team leader. Burnt, another long-time veteran, is familiar with InterCleans corporate culture,
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