Core Dimensions Job Characteristics Model †Myassignmenthelp.Com

Question: Discuss About The Core Dimensions Job Characteristics Model? Answer: Introducation The five core dimensions of the job characteristics model by Hackman and Oldham are necessary. These include; task identity, skill variety, task significance, autonomy and feedback which are all highly influential on an employee's work outcomes regarding job meaningfulness and satisfaction and responsibility for outcomes(Liere-Netheler, K., Vogelsang, K., Hoppe, U., Steinhser, M., 2017). The successful completion of the Yates-Richmond merger will see employee Scott take a double dose of the responsibilities and duties of an Accounts Payable administrator. The accounts payable administrator is responsible for ensuring company bills are paid on time, bookkeeping and managing financial transactions(Johnson, 2014). Scott will also be responsible for ensuring that by using the appropriate variety of skills, track expenses and process expense reports ascertaining that the transactions for the services offered during the merger are not overcharged. Attention to detail is a critical component in determining task identity skills. The accounts payable administrator will need to show exemplary task identity proficiency especially in preparing and processing of electronic transfers and payments as well as developing an analysis of accounts. The company values will go a long way in motivating Scott to achieve Yates Mission statement. The mission statement is important in creating task significance in that an Scott will be more motivated if he feels that he duties are contributions to a larger cause within the organization. It will also guarantee personal job satisfaction and smooth transitioning of the Yates-Richmond merger. Executing Scott's duties will require him to arrange and schedule his time about the tasks that need to be completed. Tasks and objectives are to be completed in a prioritized manner, and for this to happen, Scott must be free and independent regarding decision making. In other words, he must be autonomous to be effective. He will also be in a position of interaction with a broad range of end users and service providers to the company. This will present an opportunity to get feedback about the services offered. Feedback is essential as it brings about knowledge of results according to Hackman. Since Scott works as both an Accounts payable manager and manages the investment account, it will be overwhelming to perform both duties effectively during the merger properly. Thus, comes the need to recruit one of the interns who will be the new Investment Accounts manager. Investment Accounts Manager Job Description Role- With the aim of expanding into the prime area of Queen Street Richmond, the account manager will ensure that successful and effective creation and management of asset allocations for both individual and corporate clients during the transition of the Yates-Richmond merger. To achieve this, the account manager will either craft the investment packages supplied to the clients or just oversee client transactions and expectations. They must also at all times possess a thorough comprehension of market trends and market conditions and a general economic outlook. Roles and responsibilities The account manager will act as the face of the company in the sense that he/she will be the company's representative offering client communication. The importance of delivering positive customer service cannot be overstated, and it can only be achieved by carefully listening to a client, understanding their needs and determining the appropriate course of action. It is the accounts manager's duty to win clients' repeat business. He/she will be responsible for managing the client's expectations; if disruptions occur, it is crucial for the manager to assess and resolve the situation quickly Prepare and compile the quarterly and annual reports of all transactions conducted in the sales department for the development of the account status reports. The account manager will conduct this duty with the help of an administrative professional, for example, a sales coordinator. Key Result Areas The efficient running of activities in this post will see the following areas experience positive results; Market analysis- The account manager will monitor both the domestic and international economic situations and based on this information assess the impact on investment to ensure the efficient management of portfolio(Miles, 2015). Teamwork Enhancement- By holding colleagues accountable for each others tasks, time and performance quality, employees will find it more effective working as a team and group work effectiveness will be enhanced. Asset management- The manager will, with the support of senior management, head up one or more product lines for example equity or fixed income by introducing an asset management system that will ensure that all personnel and departments are observing the agreed procedures(Satchell, 2016). Recruitment and Selection Plan Step 1- Advertising the position by providing clear highlights of the capabilities needed for the job that is general information, the purpose of position, minimum requirements and essential functions. Step 2- Using a resume screening tool to provide an objective process that will help eliminate unqualified applicants. Step 3- Conducting phone interviews as the 2nd form of screening. The interviews should not exceed 10 minutes. Step 4- Conducting face to face interviews with the use of predetermined questions that focus on the capabilities required for the job. The interview should not exceed 1 hour and should be held in a neutral place such as conference room. Step 5- Conducting potential employee assessment using the predictive index assessment tool to provide an accurate depiction of the potential employee's needs, behaviors, and core drives. Step 6- Secondary face to face interview to sell the position, explain compensation packages and offering the job. Recruitment and Selection Plan ACTIVITY RESPONSIBILITY WEEK 1 WEEK 2 WEEK 3 WEEK 4 Job advertisement Marketing Department Formulating the job description Print media advertising, for example business magazines Social media advertising Conducting word of mouth in networking events Resume screening Human Resource Department Reviewing CVs and Cover Letters Conducting video or Phone interviews Identifying top candidates Review the resumes to select the candidates for interview Face to Face interviews Human Resource Department Behavioral-descriptive question-based interviews Situational-based interviews 2nd interview for elucidating information and affirm prospective cultural fit. Invitation for candidates to meet the team. Final phase Hiring Manager Explaining Remuneration and compensation Offering of employment Hiring of the candidate Onboarding of the candidate Methods of Recruitment The four most popular methods of recruitment are; Job centers that are used for the helping the unemployed get jobs or training and are funded by the government. Job advertisements found in print and online/social media Recruitment agencies that work for a fee to provide employers with details for potential candidates. Word of mouth or personal recommendation such as from a colleague at work. Job advertisements and Word of mouth The advantage of using job advertisements for the recruitment of our candidate was that it was possible for our advertisement to reach a large audience hence increasing the chances of finding the most suitable candidate for the job(Nikolaou, 2014). The personal recommendation also went a long way as some applicants were already employees of the company and needed to climb the corporate ladder. Intern Selection There are several interns selection methods ranging from questionnaires, phone interviews, face to face interviews and aptitude tests. With aid from the supervising manager, a job description was created. The particulars were determined, that is, the timing and length of the internship experience were mapped out. I used questionnaires to find out how much the potential interns knew about the company and aptitude tests to determine their skill levels in particular fields(Rver, 2014). The aptitude tests were conducted face to face to maintain the authenticity of their work. Finally, a supervisor was assigned to each intern for offering close training and support and an intern coordinator was put in place as the link with management. References Johnson, P. (2014). Purchasing and supply management. McGraw-Hill Higher Education. Liere-Netheler, K., Vogelsang, K., Hoppe, U., Steinhser, M. (2017). Towards the User: Extending the Job Characteristics Model to Measure Job Satisfaction for ERP Based WorkplacesA Qualitative Approach. Miles, L. (2015). Techniques of value analysis and engineering. Miles Value Foundation. Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22(2), 179-189. Rver, C. (2014). Testing ESL pragmatics: Development and validation of a web-based assessment battery. Peter Lang. Satchell, S. (2016). Introduction. In Asset Management (pp. 1-8). Springer International Publishing